summer training report on recruitment and selection (1).pdf

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A SUMMER TRAINING PROJECT REPORT ON:
“A STUDY ON CUSTOMER SATISFACTION
ON INFOVIRTECH PRIVATE LIMITED”
Submitted in Partial Fulfillment of the Requirements for the
Two Years (Master of Business Administration)
Under Supervision of Submitted by:
Dr. SHIRISH SRIVASTAVA UTKARSH GUPTA
Associate Professor MBA III SEMESTER
J.D.I.M.T. Varanasi ROLL NO- 2101790700022
Session: 2022-2023
JEEVANDEEP INSTITUTE OF MANAGEMENT AND
TECHNOLOGY, VARANASI
(Affiliated to Dr. A.P.G. Abdul Kalam Technical University Lucknow)

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ACKNOWLEDGEMENT
It is indeed a moment of immense gratefulness for me to express my deepest gratitude
to the faculty of JEEVANDEEP INSTITUTE OF MANAGEMENT AND
TECHNOLOGY BADALALPUR, VARANASI for providing me with any opportunity
to carry out this survey and help me create survey report on “A STUDY ON
RECRUITMENT AND SELECTION AT INFOVIRTECH”
I am immensely grateful to for providing me opportunity to prove my skills and
shoulder the responsibilities through this survey report. I would also like to convey my
sincere Gratitude my project guide DR. SHIRISH SRIVASTAVA for his valuable
guidance and suggestions while pursuing the project and for taking pains to give his
valuable inputs to structure the report. Without his help and valuable inputs and
guidelines, the completion of this project would not have been possible.
I am highly indebted and thankful to our faculty and classmates for their suggestion and
support to undertake this work and also during the course of study.
KM TRIPTI SINGH
MBA 3rd Semester
ROLL NO- 2101790700010

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DECLARATION
I KM TRIPTI SINGH declare that the project work entitled as “A STUDY ON
RECRUITMENT AND SELECTION AT INFOVIRTECH” is an authentic record of
my own carried out at “JEEVANDEEP INSTITUTE OF MANAGEMENT AND
TECHNOLOGY BADALALPUR, VARANASI” as required for the semester for the
award of degree of MBA (Master of Business Administration), under the guidance of
“DR. SHIRISH SRIVASTAVA”( Associate Professor ) of Jeevandeep Institute of
Management and Technology, Varanasi.
KM TRIPTI SINGH
MBA 3rd Semester
ROLL NO- 2101790700004

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CONTENTS
CHAPTER
NO.
TITLE PAGE NO.
1
INDUSTRY AND COMPANY PROFILE
1. Introduction
1.1 Industry profile
1.2 Company profile
1-5
2
INTRODUCTION
1.1 Human Resource Management
1.2 Recruitment and selection procedures
1.3 Source of recruitment
1.4 Recruitment methods
1.5 Selection
1.6 Evaluation of selection process
6-28

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3
RESEARCH METHODOLOGY
3.1 Title of the Study
3.2 Statement of the problem
3.3 Objective f the study
3.4 Scope of the study
3.5 Source of data
28 - 32
3.6 Research methodology
3.7 Research design
TITLE
3
3.8 Sample size
3.9 Limitations of the study
3.10 Chapter scheme
31
4
DATA ANALYSIS AND
INTERPRETATION
33 –
56

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5
FINDINGS, SUGGESTIONS AND
CONCLUSION
5.1 Summary of findings
5.2 Suggestions
5.3 Conclusion
57 - 60
6 BIBLIOGRAPHY 62
7 ANNEXURE 63 –68

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LIST OF TABLES
TABLE
NO.
PARTICULARS PAGE
NO.
1
SOURCE OF INFORMATION ON JOB
VACANCY.
32
2
EMPLOYEE PERCEPTION OVER THE
RECRUITMENT POLICY.
34
3 ROUNDS OF INTERVIEW CONDUCTED.
36
4
FACTORS CONSIDERD FOR SELECTION
OF WORKERS.
38
5 PROCESS OF SELECTION.
40
6 SOURCES OF RECRUITMENT. 42
7
SATISFACTION LEVEL OF EMPLOYEES
IN THE RECRUITMENT AND SELECTION
PROCESS.
44

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8 SOURCES FOR INTERNAL
RECRUITMENT. 46
9 SOURCES OF EXTERNAL
RECRUITMENT.
48
10
FORM OF INTERVIEW EMPLOYEE
PREFER.
50
11
DURATION OF THE RECRUITMENT
PROCEDURE.
52
12
SATISFACTION LEVEL OF EMPLOYEES
IN THE RECRUITMENT AND SELECTION
PROCESS.
54

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LIST OF GRAPHS
GRAPH
NO.
PARTICULARS PAGE NO.
1
SOURCE OF INFORMATION ON JOB
VACANCY.
33
2
EMPLOYEE PERCEPTION OVER THE
RECRUITMENT POLICY.
35
3
ROUNDS OF INTERVIEW
CONDUCTED.
37
4
FACTORS CONSIDERD FOR
SELECTION OF WORKERS.
39
5
PROCESS OF SELECTION.
41
6
SOURCES OF RECRUITMENT.
43

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7
SATISFACTION LEVEL OF
EMPLOYEES IN THE RECRUITMENT
AND SELECTION PROCESS. 45
8
SOURCES FOR INTERNAL
RECRUITMENT. 47
9
SOURCES OF EXTERNAL
RECRUITMENT
49
10
FORM OF INTERVIEW EMPLOYEE
PREFERS.
51
11 DURATION OF THE RECRUITMENT
PROCEDURE.
53
12.
SATISFACTION LEVEL OF
EMPLOYEES IN THE RECRUITMENT
AND SELECTION PROCESS.
55

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INTRODUCTION
1.1 INTRODUCTION
Evolution for human resource can be traced back to kautila‟s
arthashastra i.e., 4th century b.c. As early as in1800 b.c itself „minimum
wage rate‟ & „intensive wage plan‟ were included in Babylonian code of
Hammurabi. Human resource is a relatively new term that emerged in
1907‟s. Many people continue to refer to the discipline of the older &
traditional title such as personnel management or personnel or personnel
administration.
After the First World War many countries found that they should
protest the difficult conditions of the people after the war broke out.
Royal commission in 1931 a.d recommended for the appointment of labor
officer to deal with the selection of workers & to settle their grievances.
Then in the indian factories act that came in 1948 the appointment of
welfare officers was made compulsory for any industrial establishment
employing more than 500 or more workers. After the second world
war, the country‟s.

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CHAPTER -1
INDUSTRY & COMPANY PROFILE
2.1 INDUSTRY PROFILE
The human resource consulting industry has emerged from management
consulting and decisions. Hr consultants are responsible for assisting
clients with strategically integrating effective hr processes programs and
practices into their daily operations. Their role is also to maximize the
client‟s performance related to human resource by introducing or
marketing “best practice” products or service as well as to provide
periodic feedback to clients regarding their performance related to
annual management objectives. To accomplish this the hr consultant
may need to perform needs assessments or audits and make
recommendations or proposal, coordinate the creation and
implementation of an action or corrective plan, and when required
organize and

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Coordinate cross functional human resource team to assist the client
with developing and implementing performance improvement corrective
plans . Programs or processes . The following are core fields around
which most hr consultancies are based:
 HUMAN CAPITAL
 HEALTH AND BENEFITS
 MERGERS AND ACQUISITIONS
Large indian companies are diversifying into new sectors and prefer
candidates with relevant experience. However, since their hr function
find it difficult t times to source candidates from the large and
geographically dispersed talent pool, companies are increasingly
looking at external help this change in approach mindset has made
sourcing a relatively complex activity , resulting in companies
increasingly partnering with recruitment consultants with a global
footprint or access to global databases to source the right candidates
The service industry is a people –driven one and is clocking double digit
growth. The service industry has a large manpower requirement, which
facilitates the need for a large hr function to fulfill its growing needs.
Companies prefer to partners with consultants to source the right
candidate as and when required, temporary staffing growing human
Growing human resource trend and the phenomenon is
finally catching up in india .

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2.2 COMPANY PROFILE
We are renowned for designing and developing mobile and web software for our
clients worldwide. With a prime focus on user experience, our proficiency
extends beyond mobile, web, service integration, and strategy. We are dedicated
to developing custom software and mobile apps that are 100% tailored to your
needs. Here, all we build is for you and in collaboration with you, so think of us
as your team‟s expansion, and usually, our teams work alongside yours. Good
software begins with the design of the user interface and, hence, we have our in-
house team of talented programmers and UI experts who understand the end-
users needs.
Our clients worldwide. With a strong focus on user experience, our technology
extends beyond mobile, the web, service integration, and strategies.
We are dedicated to developing custom software and mobile applications
tailored to your needs 100%. Here, everything we build is for you and in
partnership with you, so think of it as the growth of your team, and often, our
teams work with you.
Good software starts with a visual application design, therefore, we have our
own team of talented programmers and ui experts who understand the needs of
end users.
Our Vision:-
Infovirtech team has been delivering innovative, cost-effective, and timely
solutions that drive the growth of small and medium-sized businesses
worldwide. Infovirtech with a strong team of high-quality professionals and
management instilling matured processes, help forward-thinking companies

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achieve and surpass their business goals.
Our Mission:-
With a mission to develop the client‟s performance in their business, our
company is sincerely working harder for showing profit-oriented results to their
clients all over the world. We provide a consultative session to help the client in
articulating the right web-based solution to solve their business challenge.
Infovirtech Private Limited is an unlisted private company incorporated on 08
December, 2021. It is classified as a private limited company and is located in
Chandauli, Uttar Pradesh. It's authorized share capital is INR 5.00 lac and the
total paid-up capital is INR 1.00 lac.
The current status of Infovirtech Private Limited is - Active.
Details of the last annual general meeting of Infovirtech Private Limited are not
available. The company is yet to submit its first full-year financial statements to
the registrar.
Infovirtech Private Limited has two directors - Ajay Kumar
Verma and Himanshu Verma.
The Corporate Identification Number (CIN) of Infovirtech Private Limited is
U72900UP2021PTC156611. The registered office of Infovirtech Private Limited
is at 7/4, Mughalchak Alinagar, Mughalsarai, Chandauli, Uttar Pradesh.

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CHAPTER-2
INTRODUCTION
1.2 INTRODUCTION
Evolution for human resource can be traced back to kautila‟s
arthashastra i.e., 4th century b.c. As early as in1800 b.c itself „minimum
wage rate‟ & „intensive wage plan‟ were included in Babylonian code of
Hammurabi. Human resource is a relatively new term that emerged in
1907‟s. Many people continue to refer to the discipline of the older &
traditional title such as personnel management or personnel or personnel
administration.
After the First World War many countries found that they should
protest the difficult conditions of the people after the war broke out.
Royal commission in 1931 a.d recommended for the appointment of labor
officer to deal with the selection of workers & to settle their grievances.
Then in the indian factories act that came in 1948 the appointment of
welfare officers was made compulsory for any industrial establishment
employing more than 500 or more workers. After the second world
war, the country‟s.

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POLITICAL INDEPENDENCE WITNESSED
INCREASED AWARENESS &
EXPECTATIONS OF THE WORKERS.
During the 1960‟s the personnel function began to expand
beyond the welfare aspect, with labor welfare, industrial relations &
personnel administration integrating into the emerging profession called
personnel management or human resource management.
Recently the trend is changing. The term used is human
resource management. The importance has beenshifted from welfare to
efficiency. Professional have begun to talk about new technologies like
human resource management challenges & human resource
development.
Emphasis has shifted from human values to productivity
through people. Large companies today value employees as their assets
& hence managing the people becomes very important, which is one of
the key functionsof human resource management.
Simply put, human resource management (hrm) is a
management function that managers recruit, select,

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Train & develop members for an organization. Obviously, hrm is
concerned with the people‟s dimension in organizations. It refers to set of
programs, functions & activities designed & carried out in order to
maximize both employee as well as organizational effectiveness.
Human resource management is viewed as a process of sequence of
operations and activities hrm process starts with the objectives of an
organization. The first operative function or activity in the hrm process is
the employment. Employment process consists various process like
job design , and analysis, human resource planning, recruitment,
selection , placement and induction. Employment process is linked with
to the next process . This aspect of hrm process is followed by
compensation. Thus these three aspects of hrm process enable the
employee to acquire necessary skills and contribute his human
resources to achieve organizational objectives for which his/her
contribution are compensated. This process further requires creation and
maintenance of human relation in order to enlarge and enrich employee
contribution towards organizational goals.

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1.3 RECRUITMENT AND SELECTION PROCEDURES
1.3.1 RECRUITMENT:-
Recruitment forms the first stage in the process of which continues
with selection & ceases with the placement of the candidate. Recruitment
plays a prominent role in the development of the organization, because
unless the right people are hired, to the right job even the best plans
organization charts & control system would not do so much good.
In simple requirement is understood as the process of searching for
an obtaining application of searching for & obtaining applicants for jobs,
among then the right people would be selected.
DEFINITION:-
1. According to dale yoder – recruitment is the process to discover
the sources of manpower to meet the requirement of the staffing
schedule & to employ effective measure for attracting that
manpower in adequate number to facilitate effective selection of
an efficient work force.

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Recruitment forms the first stage of acquisition function. This
is the process of locating potential candidate for selection. It is the
first step in the employment process which aims at developing &
maintaining adequate manpower & resource upon which the
organization growth & development depends.
1.3.2 PURPOSE OF RECRUITMENT:
The purpose of recruitment is to provide a pool of
potentially qualified job candidates.
Recruitment has been regarded as a most important function of
personnel administration because unless the right types of people are
hired, even the best plans, organizational charts & control systems would
not do much good.
The major objective of recruitment is to maintain adequate
manpower resource with required skills so that the organization can
depend on it when additional personnel are required.

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1.3.3 FACTORS AFFECTING RECRUITMENT:
There are number of factors which affect recruitment. These can be
broadly classified under the following two categories.
A. Endogenous factors.
B. Exogenous factors.
A. Endogenous factors.
These are the factors, which influence with theorganization.
1. IMAGE OF ORGANIZATION:
Good image of organization naturally attract potential
candidate. Good image is built up by number of ups & downs
faced by the management, which helped in earning good will
form public, employees & in the market.

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2. IMAGE OF JOB:
Good image of job attract potential job seekers to the
organization. Good public image is built up by better
opportunity, compensation, & organization working condition
especially the growth & exposure in the career path makes the
job attractive.
3. SIZE & GROWTH POTENTIAL OF ORGANIZATION:
The size & rate at which growth of organization are the
important factors in attracting right talent for the right job.
B. Exogenous factors
THESE ARE THE FACTORS, WHICH ARE EXTERNAL
TO THE ORGANIZATION & HAVE DECISIVE INFLUENCE TO
THE RECRUITMENT PROCESS.
1. DEMOGRAPHIC FACTORS:
These are very important aspects affecting recruitment some
of these are discussed below:
A. Biographical factors
Relates to sex, ratio, age, group, educational bud etc.

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B. Economical status
Relates to economic condition of people, their per
capita income etc.
1.4 SOURCE OF RECRUITMENT:
THERE ARE TWO RESOURCES OF RECRUITING NAMELY:
1. INTERNAL SOURCES RECRUITMENT
2. EXTERNAL SOURCES OF RECRUITMENT
1. INTERNAL SOURCES OF RECRUITMENT:
Recruitment or locating potential candidates for hiring can be
obtained from within the organization in the following manner:
1. Hiring acquaintance & relatives or depends of existing employees.
2. By promotion & transfer of existing employees.
3. From employees leave, long courses deputations or
lean.
4. From those who left the organization for want ofsuitable
vacancies or promotion chances.
5. Separated by resignation or lay off.
6. From trade unions etc.

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1.4.1 ADVANTAGES OF INTERNAL SOURCE OF
RECRUITMENT:
1. Good public relations exercise & improve “good will”to the
organization.
2. Improve morale & motivation of employees.
3. Provide better career prospects & promotional
avenues of employees.
4. Improve probability of better selection since the
candidate is better known to the organization.
1.4.2 DISADVANTAGES OF INTERNAL SOURCE OF
RECRUITMENT:
1. In breeding prevents infections of new “blood” in the
organization.
2. Options are limited in locations “right talents”.
3. Inhabits innovation & creativity.
4. Develops a self created “isolation”.

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2. EXTERNAL SOURCE OF RECRUITMENT:
THESE SOURCES ARE FOLLOWS:
1. New entrants in labor markets as fresher from
schools & colleges.
2. Educated unemployed due to lack of opportunities elsewhere.
3. Retried hand with experience & health.
4. Unscheduled areas / sectors like housewives, returnees from
employment abroad like nri‟s ex- service men etc.
5. Persons wishing to join from one organization to other
organization or competitors for improving their career
prospects or economic returns.

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1.4.3 ADVANTAGES OF EXTERNAL SOURCE OF
RECRUITMENT:
1. Improve knowledge & skill of the organization by up gradation
from external inputs.
2. Infection of “external blood” can improve not only the
knowledge but also the philosophy, attitude & management
concepts in the organization.
3. Improve & sustain competitive advantages.
4. No limitation on skill & knowledge since the external area is
wide.
5. Economical in the long run.

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1.4.4 DISADVANTAGES OF EXTERNAL SOURCE OF
RECRUITMENT:
1. It is costly.
2. Causes “brain – drain” due to fear of lack of
growth potential.
3. High probability of employee turnover.
1.5 RECRUITMENT METHODS/ TECHNICS:-
Methods of recruitment depend on the sources of recruitment, these
methods of recruitment can be broadly classified into:-
A. Internal sources
B. External sources
A. Internal sources
This method involves:
1. Posted on bulletin or notice boards
2. Through memos circulated among the supervisors.
3. Advertised in the in – house employee magazine /
bulletins / handouts
4. Other methods like” word of mouths” & or “why youknow”
system.
B. External sources

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This consists of number of methods such as
1. Direct methods
2. Indirect methods
3. Third party method
1. Direct method:-
A. Sourcing
B. Campus
A. Sourcing:-
This is one of the oldest methods. In this method the personnel a
department sends their representatives to potential place of recruitment
& establish contact with potential candidates seeking employment.
B. CAMPUS RECRUITMENT:
This method is a popular method especially for recruiting
professional like engineer & mba‟s. In this method professional
consultants who act as representatives of the company call on
prestigious collages / institutions to establish direct contact there is
“placement calls” established in educational institutions co-ordinates for
arranging the preliminary screening & interviews.

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2. INDIRECT METHOD:-
A. Advertisement
B. Employees trade association
C. Other reputed firms
A. ADVERTISEMENT:
It is a very popular method. Various media are used for
advertisement such s news paper journals, tv, radio etc. Advertisement is
very useful in locating suitable candidates in scientific professionals
of technical vacancies.
B. EMPLOYEES TRADE ASSOCIATION / CLUB:
Meeting, conferences, seminars or other social functions of the
employee‟s trade clubs are yet another means of locating suitable
candidates.
C. OTHER REPUTED FIRMS:
Recruiting personnel from reputed firm is a popular practice certain
companies & firms have built up good reputation on efficiency
productivity & industrial peace. Many firms attempt to locate suitable
candidates from such firms for filling up vacancies.

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FOLLOWING ARE IMPORTANT THIRD PARTY METHODS IN
RECRUITMENT.
1. Public employment agencies
2. Private employment agencies
3. Placement calls in educational institutions
4. Temporary help service
5. Employee referrals/ recommendations
6. Professional bodies / associations
7. Computer data bank
8. Trade unions

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1.6 SELECTION
1.5.1 DEFINITION AND MEANING OF SELECTION:
Selection is a process by which the qualified personnel is chosen amongst
the applicants who have offered their services to the organization for
employment.
Plumbley defines that “selection is a process by which conditions for
employment are divided into two classes those who will be offered for
employment and those who will not..”
The selection procedure is first concerned with securing relevant
information about an applicant. The informationis secured in a number
of steps or stages.
The hiring procedure is not a singly act, but it is essentially a series of
methods by which additional information is secured about the applicant.
The process may be compared to hurdles. Hence, the selection technique
is known as “successive hurdles technique”. The extent of process
depends upon the level & responsibility of the position to be filled.

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According to yoder, the hiring process is of one ore many „go‟, „no-go‟
gauges. The candidates are screened by the application of these tools.
This process typically follows a pattern starting from screening of
application till the decision of employment.

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1.5.2 OBJECTIVES OF SELECTION:-
The objective of selection process is to determine whether an
applicant meets the qualification for a specific, fro specific job & to
choose the applicant who is most likely to perform well in the job.
1.5.3 PROCESS OF SELECTION:-
The process of selection is a negative process as more candidates
are rejected than hired in contrast with positive program of
recruitment, which seeks to induce as many persons as possible to apply
for a job in enterprises. Only successful candidates leap over the
hurdles & arrive at the finish line where as unsuccessful ones do not.
THE FOLLOWING ARE IMPORTANT STEPS IN SELECTION
PROCESS:-
Reception of application
preliminary screening interview
application blank
psychological tests.
evaluation interview
reference check or background investigation.
physical examination
placement

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1. RECEPTION OF APPLICATION:-
First step in selection process is inviting applications from
prospective candidates. A carefully devised application from is
itself an affective selection device.
The main purpose of application is that to obtain information in the
applicant‟s own handwriting regarding the suitability for
employment. Application forms should be simple & must contain
related information. All the revised applications are acknowledged.

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2. PRELIMINARY SCREENING INTERVIEW:-
A special interviewer or a high caliber receptionist in the
employment office usually conducts the initial screening.
When a large number of applications are available, the preliminary
interview is desirable for both from the company point of view & that
of applicant seeking interview.
The more non-selective, the recruitment program, & the more
likely it is that a preliminary interview will be required. This procedure is
quite short & has its objective of such interview is to screen out
undesirable / unqualified candidates at the very outset. Applicants are
often asked why they are applying for a job in the particular
organization, about education, experience, etc. If an applicant is
eliminated in the early part, the company has save the expense & time
processing. Care is taken to ensure that the “weeding out” process dose
not lead to the eliminated of desirable workers.
3. APPLICATION BLANK:-
A blank application from is the next important weeding out
device in the selection procedure. The successful candidates in
preliminary interviews are

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Supplied the application blank to collect verifiable basic historical data
from the candidate. The information should be provided in applicant‟s
own handwriting. The application blank is sometimes very long &
comprehensive & some time brief.
INFORMATION IS GENERALLY CALLED ON THE FOLLOWING
ITEMS:-
biographical data
educational attainment.
work experiences
salary ( demand & other benefits expected)
personal items( sports, hobbies, extra curricular
activities, etc)
other items (names & addresses of pervious employer /
references, etc).
superfluous questions are avoided.
4. PSYCHOLOGICAL TESTS:-
As originations become complex & the number of jobs they offer
increases, managers become receptive to the acceptance of any jobs
device. The decisions are usually arrived with the help of psychological
tests, which are more objective & less biased than others.

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5. PLACEMENT:-
When a candidate passes all tests, interviews & physical
examination, etc, he becomes eligible for appointment. Placement is
defined as “the determination of the job to which an accepted candidate
is to be assigned, &his assignment to that job. It is matching of what the
supervisor has reason to think he does with the job demands & job
requirement. It is a matching of what he imposts”.
Placement refers to assigning rank & responsibility to an individual,
identifying him with a particular job. If the person adjusts himself to
the job & continues to perform as per expectations, it might means that
the candidate is properly placed.
1.7 EVALUATION OF SELECTION PROCESS:-
The board test of the effectiveness of the selection process is the
quality of the personnel hired. An organization must have competent &
committed personnel. The selection process, if properly done, will
ensure availability of such employee. How to evaluate the effectiveness
of a selection program? A periodic audit is the answer. Audit must be
conducted by people who independently in the human resource
department.

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 Continuous consultancy
 Continuous education
 Continuous methodology development
 Continuous tools development and upgrade
2.3 GOZLON SERVICES
Gozlon provides different services in the domain of human
resources management. Below our basic services in this
domain:
1. Human resource planning
2. Human resource recruitment and selection
3. Training and career development
4. Compensation and benefits
5. Human resource training programs
6. Human resource services
Gozlon will work closely with the customer to plan for the
organization’s human resources. Human resource planning
involves the following tasks:

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1. Identify and document all the different hrprocess that will
govern all the hr activities within the organization.
2. Establish a human resource management system that will help
the organization to streamline the hr activities
3. Identify the right number and type of employees that are
necessary to implement a chosen business plan or the
organization
4. Forecasting demand for labor , performing supply analysis,
and balancing supply and demand consideration.
Gozlon will work closely with the customer to analyze the organization‟s
jobs and design them o achieve the organization‟s objective and at the
same time satisfies the

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Needs of the employees who will do them. This service involves the
following tasks:
1. Determining the job recruitment for every post in the organization
that will reflect the different duties , tasks, and responsibilities
contained in jobs
2. Producing the job specification in format that will contain education
, experience , specialized training , technical skills , interpersonal
skills and behavioral attributes necessary for job success
2.3.1 HUMAN RESOURCE RECRUITMENT AND SELECTION
In this service gozlon will do the recruiting and selection process. This
can be as an integrated joint service or a company outsourced one. This
service involves the following tasks :
1. Identify the staffing management system for the organization . The
staffing management system will perform the following functionality:
A. Tracking application information
B. Scanning resumes

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C. Making the information immediately accessible to line managers
to search online for internal and external talents.
1. Provide as much reliable and valid information as possible about
applicants so that their qualifications can be carefully matched
with job specifications
2. Perform the screening process to short list candidates
3. Go through the interviewing process and provide the customer
with the recommended candidate or set of candidates
2.3.2 CAREER DEVELOPMENT:
Gozlon will set the guidelines for the organization to develop the
employees career and achieve a high retention rate within the
organization. The guidelines will help the organization to do the
following tasks.
1. Match individual and organizational needs
A. Encourage employee ownership of career
B. Create a supportive context.
C. Communicate direction of company
D. Establish mutual goal setting and planning
2. Identify career opportunities & requirements

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A. Identify future competency needs.
B. Establish job progression and career paths
C. Balance promotions , transfers , exits
3. Introduce career development initiatives
a. Provide workshops
B. Provide career self management trainingc. Give
development feedback
2.4 COMPENSATION AND BENEFITS:
Gozlon will work closely with the customer to reach to the
most suitable wage structure that is compliant with the wage
curve , pay grades , and rate ranges this service will enable
the customerto achieve the following:
1. To reward employees past performance
2. To remain competitive in the labor market
3. To attract new employees
4. To reduce unnecessary turnover

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2.4.1. INCENTIVE REWARDS:
Incentive plans emphasize a shared focus on organizational
objectives by broadcasting the opportunities for incentive to the
employees through theorganization
2.4.2 EMPLOYEE BENEFITS:
Gozlon will work with the customer to develop the most
appropriate benefit plans. These plans include , but not limited to the
following:
1. Pension
2. Worker‟s compensation
3. Health benefits
2.5 HUMAN RESOURCE TRAINING PROGRAMS
Gozlon provides the following human resources programs:
1. Fundamentals of human resources
2. Strategic human resource planning
3. Performance management and appraisal
4. Recruitment, selection and hiring.

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2.9 GOZLON CUSTOMER’S IN HUMAN RESOURCE DOMAIN
No Customer Service
1 Synthetic Recruiting hr manager ,
financial controller
2 Kitex Recruiting hr asst. ,
financial controller
3 Vkl Recruiting hr manager ,financial
controller and other staffs
4 Green label Job analysis workshop ,
performance management
workshop
5 Leolit networks Leadership , change
management

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6 Camry systems Recruiting the employees
7 Royal bakers Job analysis workshop ,
performance management
workshop
8 Motor industries Leadership , recruiting
employees
9 Ms moors Leadership , financial controller
and otherstaffs recruitment
10 Eastern Human resource role andmission
presentation
11 Saan Developed performanceappraisal
program with the appropriate
forms and orient managementon
implementation
12 Bhramins Performance management
program , job
classification
13 Indus Compensation program ,
job classification

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14 Kell Recruitment of hr
manager
15 Tms periyar Review and update
current performance
16 Psn Interviewing skills
workshop
17 Sanda monica Training analysis processin all
departments
18 Hp Interviewing skills
workshop
19 Popular Recruiting staffs & job
classification
20 Marycom Recruiting employees

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CHAPTER – 3
RESEARCH DESIGN
3.1 Title of the study:-
A STUDY ON” RECRUITMENT & SELECTION PROCESS” WITH
SPECIALREFERENCE TO GOZLON COMPANY
3.2 STATEMENT OF THE PROBLEM:-
Recruitment and selection plays a vital role in the organization , each
organization will have different recruiting and selection policies , theses
policies will helpto know about how the employees are recruited and
selected to the organization. If any flaws in both the process would
affect the overall performance and directly has an impact on productivity.
Hence this particular function of human resources is very important.
Therefore this study is conducted to study in detail the recruitment and
selection process at gozlon.

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3.3 OBJECTIVES OF THE STUDY
To analyze & interpret the recruitment & selection
process in gozlon .
to analyze the role & importance of personnel
department in recruiting an employee.
to know about the various essential factors that
should be considered before selecting a person.
to give suggestions if any to improve the recruitmentand selection
process at gozlon.
3.4 SCOPE OF THE STUDY
The study is confined to the recruitment and selection process at
gozlon services, malappuram kerala. The study is also helpful in
finding out the respondent‟s
Opinion toward the certain attributes and their
opinion on recruitment and selection process.

49 | P a g e
3.5 SOURCES OF DATA
DATA COLLECTION METHODS
When once a research design is planned & finalized, the next step was
to proceed with the task of collecting the data. The research activity
required both primary & secondary data.
3.5.1 THE PRIMARY DATA:-
The primary data is collected throughout the use of sampling. It can also
be collected through number of methods such as experimentation &
observations methods.
The primary data is collected by personnel backed up by a structured
questionnaire from the target employees. Apart from the above,
observation method was also felt necessary for the study.

50 | P a g e
3.5.2 SECONDARY DATA :-
The secondary data is collected through pay roll data , grievance reports
& work stoppages, exit feedback forms,company brochures etc.
3.6 RESEARCH METHODOLOGY:-
The most important thing about the survey is the component of research
methodology without researcher may not be able to obtain facts & figures from the
employees. Face to face conversation backed up by the question check list was
useful for the study. The primary data was collected by a structured (questionnaire
enclosed see annexure). Samples scheme was selected at random from one
department to another department
3.7 RESEARCH DESIGN
Random sampling technique was used in selected departments which
was important for the study.

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3.8 SAMPLE SIZE:-
A sample size means a pre-determined of the sample to
be studied. The sample size is 50 employees (45 recruiters and 5
supervisors).
3.9 LIMITATIONS OF THE STUDY
1. Lack of proper response from the respondents
2. Time period of the study is less
3. Answers given may not be accurate
5. Sample size is less.
3.10 CHAPTER SCHEME
 CHAPTER-1
First chapter of the project deals with the general introduction of the
subject. And also gives information about the critical
background of the study.
 CHAPTER-2
Second chapter deals about both the profiles of the industry as well
as the company.

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 CHAPTER-3
Third chapter deals with the study which includes the statement of
the problem, objectives of the study, sampling design, data
collections, data processing and limitations of the study.
 CHAPTER-4
Fourth chapter deals with the data analysis and interpretation of
the data which was collected through questionnaire that was given
to the respondents and the analysis and interpretation of the data
is shown in the form charts.
 CHAPTER-5
Fifth chapter discuss about the findings , suggestions, and
conclusion that was made by using the information collected
from the above chapters.
 BIBLIOGRAPHY
 ANNEXURE

53 | P a g e
chapter – 4
DATA ANALYSIS & INTERPRETATION
TABLE: 4.1: SOURCE OF INFORMATION ON JOB
VACANCY
Sno. Particulars No. Of
Respondents
% of
Respondents
1 Newspaper 12 24
2 Poster 19 38
3 Campus
Interview
6 12
4 Friends 10 20
5 Reference 3 06
Total 50 100
source : primary data

54 | P a g e
Newspaper Poster campus interview friends Reference TOTAL
12%
19%
50%
6%
10%
3%
Analysis:
From the above table, 24% of the respondents come to know about the job
vacancy through newspaper, 38% through posters, 12% through campus
interview, & 20% through friends. And 6% by references
GRAPH: 4.1: SOURCE OF INFORMATION ON JOB VACANCY

55 | P a g e
INTERPRETATION: most of the respondents came to know of the
vacancy only through poster. The company advertisement through
newspapers and posters are good but it has to take care in increasing its
campus recruitment and developing other types of media.
TABLE4.2:EMPLOYEE PERCEPTION OVER THE
RECRUITMENT POLICY
SlNo. PARTICULARS NO.OF
RESPONDENTS
% OF
RESPONDENTS
1 Excellent 17 34
2 Good 08 16
3 above average 12 24
4 average 08 16
5 below average 5 10
total 50 100
SOURCE : Primary data

56 | P a g e
ANALYSIS
From the above table, 34% are related the recruitment policy of gozlon
industries is excellent, 16% are as good, 24% as above average, 16%
as average, 10% are as below average.
.
GRAPH 4.2: EMPLOYEE PERCEPTION OVER THE
RECRUITMENT POLICY.
18
16
14
12
10
8
6
4
2
0
Excellent good above
average
average below
average
no of respondents

57 | P a g e
INTERPRETATION
Majority of the employees feels that the recruitment policyof the
organization is excellent
TABLE: 4.3 ROUNDS OF INTERVIEW CONDUCTED
SL.NO
.
Particulars No.of
respondents
% of respondents
1 1-3 28 56
2 3-5 19 38
3 More than 5 03 6
Total 50 100
SOURCE: - Primary data

58 | P a g e
Rounds of interview conducted
6%
38%
56%
ANALYSIS
From the above table 56% respondents feel only 1 to 3 rounds areconducted in
interview process, 38% respondents feel 3 to 5 rounds
Are conducted in interview process and 6% respondents feel morethan 5 rounds are conducted in
interview process.
GRAPH : 4.3 ROUNDS OF INTERVIEW CONDUCTED
INTERPRETATION
As few of the employees are not satisfied with the rounds of interview conducted
during the recruitment organization has to take a due care in deciding the
interview rounds and create the awareness among the candidates its importance in
identifying theirpotentials.

59 | P a g e
TABLE 4.4 : FACTORS CONSIDERED FOR SELECTION OF
WORKERS
SlNo. Particulars No.of
Respondents
% of
Respondents
1 Intelligence 14 28
2 Expernice 22 44
3 training program 08 16
4 Job performs 03 6
5 any other 03 6
total 50 100
SOURCE : PRIMARY DATA

60 | P a g e
3
8
3 14
22
INTELLIGENCE
JOB PERFORMS
EXPERNICE
ANY OTHERS
TRAINING PROGRAMME
ANALYSIS
From the above total 28% are selected through intelligence, 44%
through experience, 16 % through training program, 6% through job
performance & 6% through any other selections.
GRAPH 4.4: FACTORS CONSIDERED FOR SELECTION OF
WORKERS

61 | P a g e
INTERPRETATIO
From the above graph, it is interpreted that the company recruits or
give more importance to the experienced persons.
TABLE 4.5: SHOWING THE PROCESS OF SELECTION.
wRITTEN TEST (W.T) GROUP DISCUSSION (G. D)
PERSONNEL INTERVIEW (P.I) TECHNICAL
INTERVIEW(T.I)
GENERAL INTERVIEW (G.I)
Slno. PARTICULARS NO. OF
RESPONDENT
S
% OF
RESPONDENTS
1 W.T + G.D + P.I +
T.I
14 28
2 W.T + P.I. + T.I 18 36
3 P.I + T.I 9 18
4 T.I + G.I 6 12
5 G.I 3 06
Total 50 100

62 | P a g e
W.T+G.D+P.I+T.I W.T+P.I+T.I P.I+T.I T.I+G.I G.I
SOURCE : PRIMARY DATA
ANALYSIS
FROM THE ABOVE TOTAL, 28% wERE SELECTED THROUGH W.T
+ G.D + P.T + T.I,36% THROUGH W.T + P. I + T.I,18% THROUGH P.I +
T. I,12% THROUGH T.I + G.I,06% THROUGH G.I.
GRAPH 4.5: SHOWING THE PROCESS OF SELECTION.
INTERPRETATION
6 3 14
9
18

63 | P a g e
From the analysis it can be inferred that majority of theemployment were
selected through w.t + p.t + t.i
TABLE : 4.6 SOURCES OF RECRUITMENT
Sl.no
.
Particulars No.of
respondents
% of respondents
1 INTERNAL
SOURCES
24 48
2 EXTERNAL
SOURCES
18 36
3 BOTH 08 16
TOTAL 50 100
ANALYSIS :- from the above table 48% of the respondents prefer internal source
of recruitment, 36%respondents prefer external source of recruitment and 16%
prefer.

64 | P a g e
120
100
80
60
40
NO.OF RESPONDENTS
% OF RESPONDENTS
20
0
Internal
sources
External
sources
Both Total
. 1 2 3
GRAPH 4.6: SOURCES OF RECRUITMENT
INTERPRETATION
The above graph shows that the organization utilizes the sourceseffectively
TABLE 4.7: SATISFACTION OF EMPLOYEES ON THE INTERVIEW
PROCESS
SL.N
O
Particulars No.of
respondents
% of respondents
1 Yes 15 30

65 | P a g e
2 No 20 40
3 To some
extent
15 30
Total 50 100
ANALYSIS :-from the above table, 30% of respondents satisfied with interview
process, 40% has not satisfied& 30% of respondentsreacted as to some extent.

66 | P a g e
CHART 4.7: SATISFACTION ON THE INTERVIEW PROCESS
INTERPRETATION
From the above it is clear that certain employees are not satisfied with the
interview process during the recruitment and selection process. The organization
has to take keen interest towards framing the interview process which helps in
identifying the potential talent.
.
NO.OF RESPONDENTS
1 Yes
15%
3 Total
50%
2 No
20%
3 To
some
extent
15%

67 | P a g e
TABLE 4.8: SOURCES FOR INTERNAL RECRUITMENT
SLNO
.
Particulars No of
respondents
% no of respondents
1 Deceased/disable
d/employees
08 16
2 Present
permanent
employees
22 44
3 Present
temporary
employees
16 32
4 Retrenched /
retired /
employees
04 8
Total 50 100
SOURCE :- primary data

68 | P a g e
160
140
120
100
80
60
40
20
0
% No of Respondents
No of Respondents
ANALYSIS
From the above table 16% of the respondents responded
deceased/disabled/employees as source of internal recruitment, 44% responded
present permanent employees as source of internal recruitment, 32% responded
present temporary employees and 8% as retrenched / retired / employees
CHART 4.8: SHOWING SOURCES FOR INTERNAL RECRUITMENT
INTERPRETATION
The organization can make use of present temporary
sources if theyare valuable.

69 | P a g e
TABLE 4.9 : SOURCES OF EXTERNAL RECRUITMENT
Slno Particulars No of
respondents
% of
respondents
1 Campus interviews 10 20
2 Employment
agencies
33 66
3 Data bank 05 10
4 Others 02 04
Total 50 100
SOURCE: - primary data
ANALYSIS
From the above table ,20% of the respondents feel that campus interviews are the
source of external recruitment,66% of the respondents feel that employment
agencies are the source of external recruitment,10%of the respondents that data
bank are thesource of external recruitment,04% of the respondents that others are
the source of external recruitment.

70 | P a g e
GRAPH 4.9 : SOURCE OF EXTERNAL RECRUITMENT
INTERPRETATION
From the above graph it is clear that mostly the organization is looking for the
external source , it reveals that there is infusion offresh blood in to the organization
where organization also needs to motivate the employees needs to employee
referral program by providing incentives as they make recruitment
120
100
80
60
40 NO OF RESPONDENTS
% OF RESPONDENTS
20
0

71 | P a g e
TABLE 4.10: FORM OF INTERVIEW EMPLOYEE PREFER
SL.N
O
Particulars No.of
respondents
% of respondents
1 Personal
interview
35 70
2 Telephonic
interview
10 20
3 Video
conferencing
05 10
Total 50 100
ANALYSIS
From the above table 70% of respondents prefer personal interview
20% of respondents prefer telephonic interview10% of respondentsprefer
telephonic interview video conferencing

72 | P a g e
NO.OF RESPONDENTS
1 Personal Interview
2 Telephonic Interview
3 Video Conferencing
3 Total
GRAPH 4.10: FORM OF INTERVIEW EMPLOYEE PREFER
INTERPRETATION
Even though very few employees do prefer the telephonic and video conferencing
which paves the way for the organization to create such an environment towards
conducting the interview so thatorganization identifies the right candidate.

73 | P a g e
TABLE 4.11: DURATION OF THE RECRUITMENT PROCEDURE
Sl.no. Particulars No of
respondents
% of respondents
1 Short 28 56
2 Average 11 22
3 Long 05 10
4 Very long 04 08
5 Can‟t say 02 04
Total 50 100
ANALYSIS
From the above table, 56%respondents feel short duration needed for recruitment
procedure, 22% respondents feel average duration needed for recruitment
procedure, 10% respondents feel long duration needed for recruitment procedure,
8% respondents feel very long duration needed for recruitment procedure& 04%
respondents feel neutral about needed for recruitment procedure.

74 | P a g e
GRAPH 4.11: DURATION OF THE RECRUITMENT PROCEDURE
INTERPRETATION
Organization is taking different time durations for different
candidates in the recruitment process
100
90
80
70
60
50
40
30
20
10
0
NO OF RESPONDENTS
% OF RESPONDENTS

75 | P a g e
TABLE 4.12: SATISFACTION LEVEL OF
EMPLOYEES IN THE RECRUITMENT &
SELECTION PROCESS.
SlNo. Particulars No. Of
Respondents
% of respondents
1 Total 25 50
2 Partially 25 50
Total 50 100
SOURCE : primary data

76 | P a g e
100%
90%
80%
70%
60%
50%
% OF RESPONDENTS
NO. OF RESPONDENTS
40%
30%
20%
10%
0%
Total partially total
ANALYSIS
From the above table, 50% of the employee is totally
satisfied of the recruitment and selection process & 50
%are partially satisfied
.
GRAPH 4.12: SHOWING SATISFACTION LEVEL OF EMPLOYEES IN
THERECRUITMENT PROCESS
INTERPRETATION
. There is a partial opinion about satisfaction level ofrecruitment
process among the employees.

77 | P a g e
FINDINGS SUGGESTIONS AND CONCLUSIONS
5.1 SUMMARY OF FINDINGS
1.Most of the respondents came to know of the vacancyonly
through posters.
2.Employees opined that recruitment policy of the companyis excellent
3.Interview process of the organization is satisfactory itcreates
more awareness about the job among the
Candidates
4.In the workers selection process company recruits orgiving
more importance to the experienced person
5.Majority of the respondents are selected through the written test,
personal interview and technical interview
6.Organization utilizes both internal as well as externalsources
7.Interview process during the recruitment and selectionprocess are
not satisfactory

78 | P a g e
8.Organization gives more importance for internalresources
in recruitment and selection process
9.Organization taking external sources from employmentagencies
10.Major form of interview from the organization ispersonal
interview
11.Duration of the recruitment process in the
Organization is different for different candidates
12.There is partial opinion among the employees about thesatisfaction
of recruitment and selection process

79 | P a g e
5.2 SUGGESTIONS
The recruitment & selection policies of gozlon industry fairly, systematic
& sound. As there is always scope for improvement the following
recommendations are given below.
1.Advertisement policy of the company is very good and should
Include more systematic way of advertisements.
2.Company should give much more importance for freshers
Also rather than only giving importance to experiencedpeople.
3.Interview process during the recruitment and selectionprocess should
be at its standard
4.Organization should gives more importance for campusrecruitment
process
5.Organization should provide more rewards , incentives for the
employees it will help to make good relationship with employees

80 | P a g e
5.3 CONCLUSION
Organization may be a consulting agency, manufacturing firm, a business
concern, an insurance company & other institutions. It is through the
combined efforts of the people that monetary & material resources are
utilized for organizational objectives without human efforts organization
can not accomplish their objectives.
“right people for the right job” or else the company as well as society
has to pay a huge penalty.
Recruitment plays a vital role in the development of the
organization. Recruitment is an important procedure in building an
effective team improving the proficiency. The success of the
organization is measured by effective team, which come s in to existences
by efficient recruitment & selection process.
The primary functions of human resource is to select right
people for the right job, so that work could be done at the right time. The
major objective of the study was to study various recruitment
procedure to analysis the effectiveness of the organization, to suggest
various measures to make recruitment & selection procedure effective

81 | P a g e
BIBLOGRAPHY
BOOKS :
human resource management principles and practices
by pg aquinas.
human resource development and management
by biswanath ghosh.
WEBSITES :
HTTP:/HR.UCR.EDU/RECRUITMENT/GUIDELINES/
PROCESS.HTML

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HTTP:/WWW.CDU.EDU.AU/OHRS/CONTACTS-
INFORMATION/RECRUITMENT-SELECTION.HTML
HTTP://WWW.MANAGEMENTSTUDYGUIDE.COM/DIFFER
ENCE-BETWEEN-RECRUITMENT-SELECTION.HTML
WWW.GOZLON.COM

83 | P a g e
ANNEXURE
QUESTIONNAIRE
This study has been prepared to access the employee internal
recuritment in the gozlon industry. Your judgment will be used
only for academic purpose.
NAME
:AGE:
QUALIFICATION:
EXPERIENCE:
A number of questions are given below discussing theemployee
recruitment process of an organization.
Please give your assessment by ranking each statementby using
following legalities.

84 | P a g e
1. How did you come to know about job vacancy
organization?
 Newspapaer
 Posters
 Campus interview
 Friends
 Reference
2. How do you feel about the recruitment policy of
organization?
 Excellent
 Good
 Above aveagre
 Average
 Below average.
3. How many rounds of interviews are conducted?
 1-3
 3-5
 More than 5

85 | P a g e
4. Factors considered for selection of process?
 Intelligence
 Experience
 Training program
 Job performance
 Any other
5. What was the process of selection?
 Written test + group discussion + personnel
interview + technical interview.
 Writtne test + personal interview + technical
 Personal interview + technical interview
 Technical interview
 General interview
6.What sources you prefer for recruitment and selection?
 Internal sources
 External sources

86 | P a g e
 Both
7.Are you satisfied with round of interviews conducted?
 Yes
 No
 To some extent
 Can‟t say
8. What are the sources for internal sourcing among the following -: ?
 Diseased / disabled/ employees
 Present permenant employees
 Present temporary employees
 Retrenched retired employees
9. What are the sources for external sourcing among the following?
 Campus intervie
 Recruitment agency
 Data bank
 Other

87 | P a g e
10.What form of interview did you prefer?
 Pwesonal interview
 Telephonic interview
 Video conferencing
11. How the duration of the recruitment procedure?
 Short
 Average
 Long
 Very long
 Can‟t say
12. Are you satisfied with recruitment policy?
 Totally
 Partially
 Not at all

88 | P a g e
give your suggestions to improve recruitment and selection process -
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