A study on recruitment & selection processNazneen sheikh
This is a short presentation of My summer Internship into Recruitment and Selection Process.
Can be Helpful for beginners on how to make on Presentation on Summer Internship.
A study on recruitment & selection processNazneen sheikh
This is a short presentation of My summer Internship into Recruitment and Selection Process.
Can be Helpful for beginners on how to make on Presentation on Summer Internship.
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
Mba project on recruitment and selection processAnil Kumar Singh
Abstract: In this research paper, a study hs been made on the recruitment and selection processes between the two different sectors, i.e; Manufacturing sector and Services sector. The study indicates various techniques used by the two companies, that is, Kudos Chemical Limited, that is a manufacturing company and Virasat-e-Khalsa which belongs to the services sector. The study made under observation comprises of the services and guidance of a recruitment agency called Jobachievers, that is functioning from its office at Chandigarh, to provide job opportunities to the dserving candidates, in mostly areas in Punjab.
Index Terms: Recruitment, Selection
1) INTRODUCTION
The two companies undertaken in the project study comprises of a manufacturing firm named KUDOS CHEMICAL LIMITED and a servicing unit named VIRASAT-E-KHALSA. The former is having a chemical base and is in the business of manufacturing “caffeine”.
The latter is a service unit, having the structure of a theme museum, in which the culture of Punjab has been depicted in a versatile manner. Both of the companies need an adequate base of employees, who can carry out the various functions int the firms. Due to the different nature of the working aspects of these two firms, the recruitment and the selection process of both the firms are entirely different.
The only area in which the recruitment process of these two firms concides is that both the firms seeks out the help of recruitment agencies to find the appropriate and deserving candidates for their firms. The project report, hereby, includes my work at such a recruitment agency named “JOBACHIEVERS” under which I studied the recruitment and selection processes of various firms and prepared my project report on the comparison between the recruitment and selection process of a manufacturing firm and a service firm.
The process of recruitment begins with the sending of the “Job description” by the company. The job description is comprising of the following requirements:
1) Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is needed. The recruiter then make use of the data that is available to him, or creates new data of the candidates. Since I undergone the training in a job consultancy, there was pre-recorded data already available. Thus, the recruiter can contact the person and can make him attend the scheduled interview for the required post.
2) Examining the Job description
The Job description provided by the company tells the recruiter, the complete insight of the position vacant and also provides the knowledge of what the company is seeking in the required candidate. Understanding the complete JD (Job description) only can help the recruiter to move to the next step. If the recruiter fails to understand the need of the company from the JD provided, then all of the steps undertaken by the recruiter would turn out to be a failure.
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
Founder - Jamnalal Bajaj
Year of Establishment -1926
Industry Automotive - Two & Three Wheelers Business
Group -The Bajaj Group
Listings & its codes BSE - Code: 500490; NSE - Code: BAJAJAUTO
Mc donalds Recruitment Case Study will explain you each and every thing about the Recruitment. hiring a right person at your workplace will be one of the best part of your business management. learn how to hire or recruit perfect person in your company with this case study of Mc donalds Recruitment.
An abstract overview of the important aspect of HR department of every organisation that is recruitment which includes selection process, interviews, induction, orientation, etc.
HRM, SELECTION PROCESS, PLACEMENT & RETENTION PROGRAMME, HRM, HUMAN RESOURCE MANAGEMENT, MANAGING HUMAN RESOURCES, DIFFERENT DRIVERS OF RETENTION, MYTHS AND REALITIES, STRENGTHENING SELECTION & RETENTION, BUSINESS ADMINISTRATION, MANAGEMENT SCIENCE, EDUCATION AND LEARNING,
This presentation contains functions of human resources management, recruitment process, types of wage payment plans, selection procedure, types of wage incentives plans. For wage payment I have provide various examples.
This topic is about the management of human resource in a efficient way for the betterment of an organization and how it can be used to stabilize and economically power the employee as well as the organization.
A presentation on Recruitment and Selection for your better understanding.
Presented by Asish Raut
Studying M.COM
Central University Of Karnataka
Thank you for choosing our ppt
hope it helps you.
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Presentation on Recruitment & Selection"
1. Summer Internship Project Presentation
On
“ Recrutement & Selections”
G. L. Bajaj Institute of Management & Research
P.G.D.M – (2011-2013)
Presented by:- Under The Guidance Of:
Alok Kr. Chaubey Ms. Bimla Singh
TL cum Sr.Recruiter
P.G.D.M. Roll no. 11015 At “Adecco India”
2. RECRUITMENT
Recruitment is the process of finding the suitable candidates for the
required position in an organization.
Recruitment refers to the process of sourcing, screening and selecting
people for a job or vacancy with in an organization.
The process of identifying and hiring the best
qualified candidate (from within or outside of an organization) for
a job vacancy, in a most timely and cost effective manner.
“On that basis, the Recruiter of the organization finds out the suitable
candidates who can fit into that job role.”
Objective of
Adecco India
3. Recrutement Procédures
Internal Recruitment External Recruitment
Employees Referral Campus
Call Back Job Fair
Walk In Existing Data base
Previous Applicants Head-Hunting
Portals E-Recruiting
4. Adecco India Handle the full function of Recruitment
Attract to candidates or contact to candidates through tele- phonic.
Head hunting.
Handling all applications / responses;
Screening through CV's;
Interviewing Candidates;
Submitting relevant CV's of Candidates matching your criteria;
Reference checks;
Criminal, ITC checks, as requested by Client in writing;
Arranging interviews with both the Client and the Candidate.
Collect or download the candidates CV’s through JOB PORTALS.
5. Recruiting Yield Pyramid- At Adecco India
Offer
Acceptance(3:2)
1- Initial contacts – 200
2- Invited to Screening interview- 150 (4:3)
Job Offer (5: 3)
3- Invited for final Interview – 50 (3:1)
4- Job Offer- 30 (5:3)
5- Offer Acceptance – 20 (3:2)
Invited for final Interview - (3 : 1)
Invited to Screening Interview (4: 3)
Initial Contacts -200
6. Selection
Selection in human resources management (HRM) refers to the
process of selecting candidates to become employees. There are
many factors in the selection process. In addition to education
and other qualifications, HR staff must also assess how well a
candidate will assimilate into the corporate culture as well. The
first step in the selection process is a well written resume and
solid answers to interview questions.
Selection is the process of differentiating between applicants in
order to identify and hire those with a greater likelihood of
success in a Job.
Selection is the process of picking individuals (out of the pool of
JOB applicants) with requisite qualifications and competence to
fill jobs in the organization.
“Although, some selection methods can be used within an
organization for promotion or transfer for candidates.”
7. 1-Environmental Factors - Selection is influenced by several factors more prominent
among them are supply and demand of specific skills in the labour
market, unemployment rate, labour market conditions, legal an political
considerations e.t.c.
2-Preliminiry Interview-Preliminary interview helps reject misfits for reasons, which
did not appear in the application forms.
3-Selection Test- it includes several test, more prominent among them are:
Ability Test-
Aptitude Test
Personality Test
Achievement Test e.t.c.
4-Employment Interview-
One to one Interview
Sequential Interview
Panel Interview
5-Reference and background Checks- Reference and background checks cover the
Following:
Criminal record checks
Previous employment
Educational record checks
Civil records checks
Union Affiliation Checks
6-Selection Decision- After obtaining information through the preceding
steps, selection decision – the most of all the steps-must be made the HR manager
plays a crucial role in the final selection.
7-Physical Examination- There are several objective behind the physical examination
(TEST). Obviously, one reason for a physical test is to detect if the individuals
carries any infectious disease. Second, the test assist in determining whether an
applicants is physically fit to perform the work or not.
8-Job Offer- job offer is made through a letter of appointment. Such a letter generally
contain a date by which the appointee must report on duty.
8. Factor’s affecting Recruitment & selection 1. SUPPLY AND DEMAND-The availability of manpower both
within and outside the organization .
2. LABOUR MARKET-Employment conditions in the
community where the organization is located
3. IMAGE / GOODWILL-. An organization with positive image
and goodwill as an employer finds it easier to attract and retain
employees.
4.POLITICAL-SOCIAL- LEGAL ENVIRONMENT-
, Government of India has introduced legislation for reservation in
employment for scheduled castes, scheduled tribes, physically
1-RECRUITMENT POLICY- handicapped etc.
• Organizational objectives
• Government policies on reservations. 5.UNEMPLOYMENT RATE-When the company is not creating
• Preferred sources of recruitment. new jobs, there is often oversupply of qualified labour which in
• Need of the organization. turn leads to unemployment.
• Recruitment costs and financial implications
2-HUMAN RESOURCE PLANNING- Determining The number of employees 6.COMPETITORS
to be recruited and what qualification they must possess.
The recruitment policies of the competitors also effect the
3-SIZE OF THE FIRM-If the organization is planning to increase its operations recruitment function of the organizations. To face the
and expand its business, it will think of hiring more personnel, which will
competition, many a times the organizations have to change their
handle its operations.
recruitment policies according to the policies being followed by
4-COST-organizations try to employ that source of recruitment which will bear a
the competitors.
lower cost of recruitment to the organization for each candidate.
5-GROWTH AND EXPANSION-Organization will employ or think of
employing more personnel
9. Research objective
To know the perception of employees about various process, system
and methods are used for Recruitment and Selection.
To critically analyze the functioning of recruitment and selection
procedures.
To identify the probable area of improvement to make recruitment and
selection procedure and more effective.
To know about the managerial satisfaction level about recruitment and
selection procedure
To understand and analyze various H.R. factors including recruitment
and selection procedure at Adecco India Pvt. Ltd.
To Suggest for the improvement of the system and practices of
recruitment and selection procedures.
10. Research design
A descriptive survey was designed and executed among 30
employees of ADECCO INDIA PVT. LTD. A structured
questionnaire was used here as data collection tool and
statistical judgment is done through graphs for the purpose of
the study. The questionnaire was distributed among the
employees in organization.
Rationale of the Study
The project " Recruitment & Selection" is all about analyzing
what all policies and procedures the The ADECCO INDIA is
used for recruitment & Selection. It basically aims to analysis
the EMPLOYEE perception in the organization about the
RECRUITMENT & SELECTION procedures and policies..
11. Sampling Plan
In order to know the perceptions of the employees, interviewing
through questionnaire was done. The method which was used by me
to gather primary information was RANDOM SAMPLING.
Random sampling is a sampling in which the selection is chosen
randomly(purely by chance, with no predictability). I also have been
selected employees randomly who was doing their work in ADECCO
INDIA .
I have done this survey to know their perceptions about current
policy, Procedures and systems are clear and easy or not. The
employees of the ADECCO INDIA Pvt.Ltd. in the DELHI (Netaji
Subhash Place-Pitampura) region became qualified for generating
primary data for the purpose of the study.
12. Recommendation & Suggestions
Suggestions for the improvement of the system and practices of recruitment and
selection procedures.
The following are the suggestions received from the Employees (Respondents)
through the Questionnaire.
These suggestions are based on their awareness regarding the recruitment and
selection Procedures.
• During the selection process not only the experienced candidates but also the fresher
candidates should be selected so as to avail the innovation and enthusiasm of new
candidates.
• In the organization where summer training facility prevailing then such kind of practices
must be learn and gain from their practical views.
• Candidates should be kept on the job for some time period , if suitable they should be
recruited during the selection process, the candidates should be made relaxed and easy.
• Organization should follows all the steps of recruitment and selection for the selection of
the candidates.
• Selection process should be less time consuming.
• The interview should not be boring, it should be make interesting . there must be proper
communication between interviewer and the interviewees any the time of interview.
13. Limitations & Conclusion
LIMITATIONS OF THE STUDY
The project gave me an opportunity to understand the HR practices and policies followed at Adecco India Pvt. Ltd, Pitampura
(Delhi) , with special emphasis on Recruitment Policies and Procedures. However, some difficulties were encountered during
execution of the project. These were as follows:
It sometimes proved hard on the part of the Management Trainees to gain sufficient and valuable information from the employees
, who inspite of their willingness to contribute and co-operate were unable to do so due to their constant workload and organizational
pressure.
Eight weeks is too short to give shape to a new Idea in an old set up like escorts.
Conclusion
Based on the analysis through the questionnaire response (perception) the following is the conclusion of the study.
The Organizations follows the rules and regulations involved in their recruitment and selection procedures of the organization.
However, there is some scope for improvement with regard to followings:
The Recruiter’s at Adecco India are fully satisfied with the existing recruitment and selection procedures.
The recruitment and selection procedures should not be lengthy.
To some extent a clear picture of required candidates should be made in order to search for appropriate candidates.
The Recruitment and selection procedures should be impartial.