RECRUITMENT & SELECTION PROCESS

AT

Luminous Power Technologies

Ltd, Gagret(Una)

In the partial fulfillment of the for the degree of

Master of Business Administration

ACADEMIC SESSION 2017-2018

Under the guidance of :

Mr.Naveen Kumar Manager (HR)

Submitted by:

KCIM Pandoga
 Luminous Power Technologies

Ltd,Garget

SUBMITTED TO :- SUBMITTED BY:-

Luminous Power M.B.A.(H.R)

Technologies Unit-4
Roll No-1602728029
Ltd, Gagret.

CERTIFICATE FROM THE FACULTY GUIDE

This is to certify that the project work entitled- Recruitment and selection
process, is a bonafide work carried out by Veena Devi a candidate of the MBA
(2017-2018) of kCIM(Pandoga) approved by luminous under my guidance and
direction.

Signature of the guide

ACKNOWLEDGEMENT

I take the opportunity to express my gratitude to all of them who in some or other way helped
me to accomplish this challenging project in luminous company. No amount of written
expression is sufficient to show my deepest sense of gratitude to them.

I am extremely thankful and pay my gratitude to (Ritu)

I am very thankful to Mr Naveen Kumar Manager (HR) for his everlasting support and guidance
on the ground of which I have acquired a new field of knowledge.

A special ‘thanks’ to all the staff members of luminous (Gagret) for their positive support.

I also acknowledge with a deep sense of reverence, my gratitude towards my parents and
member of my family, who have always supported me morally as well as economically.

At last but not the least gratitude goes to all who directly or indirectly helped me to complete
this project report.

PREFACE
Education becomes more meaningful when its theoretical aspects are combined with practical
experience. This provides an opportunity to the students to improve their understanding of the
studies.

MBA is a course, which combines both its theory and application as its content of study in the
field of management as a part of this course, every aspirant has to undergo at least six to eight
weeks “Industrial Training” in an organization of repute. The purpose of this training is to
expose the students or management sciences to real business situation and to provide insight into
the various functions carried out within the organization.

In order to use the theoretical knowledge I get the opportunity of “Industrial Training” in
Luminous Power Technologies Ltd, Gagret(Una).

As complementary to training, I have prepared and submitted a project report on “Employee

Recruitment and selection” of Luminous Power Technologies Ltd. It is an attempt to present on
account of practical knowledge and observations gathered during the vocational training.

CONTENTS
CHAPTER NO CHAPTER NAME PAGE NO

1 Introduction to the Company

2 Human Resource Management

3 Introduction of the Project

 4 Literature review

5 Conclusion

6 Bibliography

INTRODUCTION TO LPT

• “Luminous Power Technologies is the leading home electrical specialist in India having a
vast portfolio comprising of Power back up solutions such as UPS, UPS Batteries and Solar
Applications to Electrical offerings such as Fans, Wires & Switches. With 7 manufacturing units,
more than 28 sales offices in India and presence in over 36 countries our 6000 employees serve
more than 60,000 channel partners and millions of customers. Our motto has always been
Customer Delight through Innovation & Passion with focus on Execution & Team-work. At
Luminous, we passionately innovate to make life comfortable and efficient.”
OUR CORPORATE PHILOSOPHY

Passionately innovate to make life comfortable and efficient. Mission be the brand of choice for
products and services that generate, control, store and use electricity efficiently. Through
passionate people we innovate to consistently deliver a tangible competitive advantage in
reliability, service and cost. ValuesSCOPE-Straight Forward
 Challenge

Open

Passionate

Effective.Luminous India Vision, Mission and Values

KEY MILESTONES27

Years of History6000+

People 114

R&D resources 2900+

Distributor network 60000+

Dealer network36+

Countries of sale 7

Factories 100%

Schneider Electric stake Global Business

Network – Present in more than 36 countries with strong foothold in Africa, Middle East and
Indian Subcontinent

Offerings – Focused on power back up devices/solutions including Solar applications, product

offer caters to all segments from 250 VA to 100 KVA Manufacturing

Luminous has the India's largest UPS and line interactive / online UPS manufacturing facilities

Luminous is amongst the world's most focused manufacturers of Deep Cycle Flooded Batteries
Relentless focus on process control and product testing leading to swift improvement in life
cycle

DIRECTORS & KMPs -Mr. Olivier Pascal Marius Blum

Chairman

Mr. Vipul Sabharwal

Managing Director (KMP)

Mr. Brij Bhushan Nagpal

Whole-Time Director (KMP)

Mr. Manish Pant

Director

Mr. Javed Ahmad

Director

Mr. Jean Francois Elies

Director

Mr. Anil Chaudhry

Director

Mr. Qi Yify

Additional Director

Mr. Ashish Kumar Pandey

 Luminous Achievement Leadership Award

Received the “Frost & Sullivan Market Penetration Leadership Award in Asia Pacific for DC-
ACUPS in non-renewable energy markets”

Quality Brands Award, 2012 to 2014 & Rashtriya Udyog Ratna Award 2014

“Awarded to us Based on Industrial Field Survey by National Organization for Commerce &
Industry”

SME Channel Connect & Achievers Awards 2012

For the ‘Best UPS’ & ‘Best Battery Categories

Juxt Award

We have been recognized as the most preferred UPS brand for the year 2013/14 by the Juxt India
online study as well as the Best Power Back-up Solution Provider Company based on the study
conducted by VAR India.

India’s most Trusted Brand 2014

 Luminous has been listed as India’s most Trusted brand in the category of Power Products in
‘The Brand Trust Report, India Study, 2014’ which has been recently launched in India. Just like
we say: ‘Jispe Desh Kare Bharosa’

India’s most Attractive Brand 2015

We’ve been listed as India’s most attractive brand in UPS& Battery category by TRA (formerly
Trust Research Advisory)

MNRE CRISIL : Solar Grading

We were also awarded with the MNRE CRISIL SP 1A Grade for our capability as a system
integrator in the Photovoltaic segment.

Consumer Superbrand

Not only were we the winners of “Consumer Superbrand” status in the ups and battery category
for the year 2011/12, we repeated the feat a second time for the year 2014/15

Consumer World Award

Winner of the award for four years consecutively in the UPS category in India from 2005 - 2008

HISTORY OF THE COMPANY

 COMPANY PROFILE

• “Luminous Power Technologies is the leading home electrical specialist in India having a
vast portfolio comprising of Power back up solutions such as UPS, UPS Batteries and Solar
Applications to Electrical offerings such as Fans, Wires & Switches. With 7 manufacturing units,
more than 28 sales offices in India and presence in over 36 countries our 6000 employees serve
more than 60,000 channel partners and millions of customers. Our motto has always been
Customer Delight through Innovation & Passion with focus on Execution & Team-work. At
Luminous, we passionately innovate to make life comfortable and efficient.”
OUR CORPORATE PHILOSOPHY

Passionately innovate to make life comfortable and efficient. Mission be the brand of choice for
products and services that generate, control, store and use electricity efficiently. Through
passionate people we innovate to consistently deliver a tangible competitive advantage in
reliability, service and cost. ValuesSCOPE-Straight Forward
 Challenge

Open

Passionate

Effective.Luminous India Vision, Mission and Values

KEY MILESTONES27

Years of History6000+

People 114

R&D resources 2900+

Distributor network 60000+

Dealer network36+

Countries of sale 7

Factories 100%

Schneider Electric stake Global Business

Network – Present in more than 36 countries with strong foothold in Africa, Middle East and
Indian Subcontinent

Offerings – Focused on power back up devices/solutions including Solar applications, product

offer caters to all segments from 250 VA to 100 KVA Manufacturing

Luminous has the India's largest UPS and line interactive / online UPS manufacturing facilities

Luminous is amongst the world's most focused manufacturers of Deep Cycle Flooded Batteries
Relentless focus on process control and product testing leading to swift improvement in life
cycle

DIRECTORS & KMPs -Mr. Olivier Pascal Marius Blum

Chairman

Mr. Vipul Sabharwal

Managing Director (KMP)

Mr. Brij Bhushan Nagpal

Whole-Time Director (KMP)

Mr. Manish Pant

Director

Mr. Javed Ahmad

Director

Mr. Jean Francois Elies

LOCATION OF LPT PLANTS

 SALIENT FEATURES OF THE COMPANY
• The company has an excellent track record and high profits, with highly motivated and
dedicated workers and officers – no industrial relation problem.
• LPT en the “Mini Ratna Category-I” by the Govt. of India in 1998 based on the
company’s overall performance during the preceding years.
• The company was ranked 27th in terms of sales according to Business India Super –100 in
1998.
• LPT has been selected by a panel of judges for Economic Times-Harvard Business
School Association of India corporate Performance Award for 1994, among 213 Public
Sector Companies in the country.
• International Greenland Society, Hyderabad awarded LPT “Best Environment &
Ecological Implementation Award” for the year 1995-96.
 • LPT is the first Company in Public Sector to have both the certifications of Trust and
faith

• PRODUCTION PERFORMANCE

Luminous Power Technologies Ltd has recorded its best ever operational by producing 38.10
lakh urea with an overall capacity utilization of 118% during 2016-17. The previous best
production of 37.99 lakh achieved during 2015-16. The company has also made record
production and sale of industrial product including nitric acids & ammonium nitrate wroth
around Rs.169 core.

In addition to urea, LPT also important and sold DAPS & Bentonitesulphur to farmers during
2016-17 with the objective of providing all agriculture input to farmers under a roof. With a
record urea sales of over 37.50 lakh joined by 2, 14, 000of DAP.

PRODUCT

UPS
 Luminous, a leader in UPS category has been consistently delivering world
class products that are preferred not only in India but globally as well for
over 2 decades.Luminous UPS are manufactured using latest technology at
state-of-the-art and highly automated plant in Himachal Pradesh. Our
credential lies in satisfaction of over 8 million customer base. Luminous has a
wide range of UPS models meeting diverse needs of the customers.

BATTERIES
An electric battery is a device that converts stored chemical energy into electrical energy. Each
cell contains a positive terminal/cathode and a negative terminal/anode.

In a country like India, batteries are a reliable solution for the power outages. They ensure
productivity in the commercial environment and provide comfort to people.
 • FLATEPLATE BATTERY

• TUBLAR BATTERY
 • SOLAR BATTERY

• MODULAR SWITCHES

Luminous, the Consumer super brand introduces exciting range of Modular switches which will
give a new life to your wall. With modern finishes, exciting color options and elegant designs it
opens up a galaxy of choices for you to design a dream home as exclusive as you are. These
switches have a global pedigree and have been crafted with immense attention to detail to give
you a quality you can blindly rely on. The long life of switches ensure that the bond be. tween
you and your home-decor lasts forever.
 Vision
Passionately innovate to make life comfortable and efficient.

Mission
Be the brand of choice for products and services that generate, control, store and use
electricity efficiently. Through passionate people we innovate to consistently deliver a tangible
competitive advantage in reliability, service and cost.

Values
Straight Forward

Challenge
Open

Passionate

Effective

Introduction to
Human resource
management
 Human Resource

At Luminous Power Technologies Ltd, we firmly believe that our employees are
our most valued resources.

Luminous Power Technologies Ltd, has always been a forerunner in the Power
Technologies sector and this has been made possible through the company's
thrust on human resources development.
Luminous Power Technologies Ltd, offers a host of exciting career/opportunity to
dynamic/young/qualified individuals in
Production/Maintenance/Marketing/Finance and Human Relations. Luminous
Power Technologies Ltd,has three induction levels Management
Trainees/Technicians & Operator Apprentices & Commercial Apprentices.
Developmental and functional programs based on training needs, as judged in the
area of updating of technical supervisory and managerial skills along with
specialized requirements from time to time.
The services which have been developed in the area of Training and Development
within the organization are readily available to other organizations within the laid
policies and procedures of the Company.
Caring Organization
The Company's concern for its employees is reflected through its efforts in the
area of health, safety and welfare of its employees. Luminous Power Technologies
Ltd, not only meets the statutory obligations, but has undertaken numerous
voluntary measures beyond the statutory requirements. The Company has well
equipped hospitals, canteens recreation clubs, housing facilities, schools and safe
working environment. The onus of Luminous Power Technologies Ltd,high
production levels lays on harmonious and cordial industrial relations at all its
manufacturing Units. The Company has not lost even a single man-day on this
account.
To cater to the needs of training and development, Luminous Power Technologies
Ltd,has a well-defined and well designed training plan. Major activities
undertaken by HRD are:
Recruitment and Training of Trainees at various levels viz. officers, supervisors
and workers.
Organizing of developmental and functional programs based on training needs, as
judged in the area of updating of technical, supervisory and managerial skills long
with specialized requirements from time to time.
Imparting of training to people from other organizations within India and abroad.
Formulate policies regarding manpower deployment on hire to other
organizations within India and abroad.

The services which have been developed in the area of Training and Development
within the organization are readily available to other organizations within the laid
policies and procedures of the Company
 HUMAN RESOURCE MANAGEMENT
Human resource management is the planning, organizing, directing and
controlling of the procurement, developing, compensation, integration,
maintenance and reproduction of human resource to the end that individual,
organizational and social objectives are accomplished .Human resource is
importance for the success of any organization. It is a source of strategy and aid
human resource are the wealth of an organization which can help it in achieving
its goal .Human resource management is concerned with the human being in an
organization . IT reflects a new outlook which view organization a manpower as it
resource and assets. Humanresource is total knowledge, abilities, skill, talent and
aptitude of an organization workforce. The value, ethics, belief of the individual
working in an organization also from a part of human resource.

Inthe present complex environment, no business or organization can exist and

grow without appropriate human resource. So human resource has become the
focus of attention of progressive organization. Human resource is a resource like
any natural resource. It means that management can get and use the skill,
knowledge, ability etc. Thought the developing of skills, tapping and utilizingthem
again and again. Human resource management is that process of management
which develops and manages the human elements of an enterprise. It is not only
the management of skill but also the attitude and aspiration of people.

HUMAN RESOURCE MANAGEMENT means management of various aspect of

human resource. An important element of human resource managements is the
“HUMAN APPROACH” managing people. This approach helping a manager to view
his people as an important resource. It is an approach in which manpower
resource are developing not only to help the organization in achieving its goals
but also to the self-satisfaction of the concerned person.
Strategic HR planning is an important component of HRM. It links HR
management directly to the strategy plan of the company in achieving
organization goal. A study of organization structure, performance management
system, and recruitment and promotion policies of the company was conducted
by an expert committed. The repot of the committed is under examination for
implementation. The manpower strength of the company as on 31st March 2013
was

4299 comprising of 1902 executive and 2389 Non executives, Total manpower
includes 431 women employees which is 8.38% of the total workforce.

The company undertakes several employee welfare schemes related to

education,medical, benevolence, housing etc.

The develop the skill and instill behavioral and personality developing traits in all
supervisory staff and managerial cadre company organized a number of tanning
programmers were during through performances managements system by
systematic organizational needs with individual needs.

OBJECTIVE OF HUMAN RESOURCE DEPARTMENT

The is primary objective of HRM is to ensure a satisfactory
accomplishment of the objective of an organization and of it employee.
While framing the HR objective of the organization, care is the consider
the interest and need of the employee and of employee and of
employee goal. This is done by interesting the employee interest and
the management interest with a view to achieve the objective of the
entire organization,
 Objectives:
The primary objective of HRM is to ensure the availability Of right people for right
job so as the organizational goal are achieved effectively.

• To help the organization to attain its goal effectively and efficiently by

providing competent and motivated employee.

• To utilize the available human resource effectively

• To increase to the fullest the employee job satisfaction and self-

actualization.

• To develop and maintain the quality of work life.

• To help maintain ethics policies and behavior inside and outside in

organization.
 OF
INTRODUCTION
THE PROJECT
 INTRODUCTION OF PROJECT RECRUITMENT
and selection

• RECRUITMENTAND PROMOTION RULES

Pay Scales
Recruitment in the Company is done in the approved pay scales as may be in force
from time to time (the existing pay scales are given at Annexure 1 of this chapter) as
per the prescribed recruitment specifications, which may be modified from time to
time depending upon job requirements (the specifications presently in force are given
in reference guidelines).
Grouping of Posts

All posts in the Company are identified in the following Groups:-

Sr. • Description of Posts Group

No.
1 Posts carrying a pay or a scale of pay with a Group 'A'
maximum of not less than Rs.40,500/-
2 Posts carrying a pay or a scale of pay with a Group 'B'
maximum of not less than Rs.30,500/- but less than
Rs.40,500/-.
3 Posts carrying a pay or a scale of pay with a Group 'C'
maximum of not less than Rs.16400/- but less than
Rs.30,500/-.
4 Posts carrying a pay or a scale of pay with a Group 'D'
maximum of which is Rs.15,000/- or less

Trainees / Apprentices
 The Company will recruit Apprentices / Trainees both on technical and non-technical
side depending upon the requirement as per the Training Scheme in vogue from
time to time.

Appointing Authority
The power to recruit and appoint will rest with the authorities to whom such powers are
delegated from time to time by the Board of Directors/Chairman & Managing Director of the
Company.

Sources of Recruitment
Recruitment to various posts will normally be made from the following sources:

• Employment Exchange as per the provisions of the Employment Exchange

(Compulsory Notification of Vacancies) Act, 1959.
• Zia Sainik Boards / Directorate General of Resettlement.
• Direct recruitment by advertisement.
• Trainees recruited under Company’s Training Policy against regular vacancies who
have satisfactorily completed their training.
• Employees on deputation from Government / Other Public Sector Undertakings.
• By transfer, selection and / or promotion from amongst the existing employees of the
Company.
• On contract for a specified period.
• By transfer from other Public Sector Undertakings.
• Apprentices recruited under the Apprenticeship Act, 1961.
• Persons declared as 'Surplus employees' of the Company or of other Public Sector
undertaking.

Procedure of Recruitment
Subject to Rule 1.3, all posts will be filled up by promotion of personnel from feeder cadres
to the extent that qualified and experienced hands are available in the Company as per the
approved grade – to- grade specifications for promotion which may, if considered
necessary, be modified from time to time as per job requirements.

All posts in the scale of Rs. 6550-11350 (E-0) and above will be considered as 'Corporate
level' posts and recruitment to these posts will be done on 'Corporate' basis. The
responsibility for recruitment to such posts will devolve on the Personnel Department at the
corporate level.

All posts in Group 'B' (workers category) 'C' & 'D' will be considered as 'Unit' level posts, and
recruitment to these posts will be done by the concerned Personnel Department of the Unit /
Corporate Office, as the case may be.

Direct recruitment will be resorted to only when in the context of a particular vacancy no
suitable candidate for promotion is available in the appropriate rank (i.e. in the next below
scale) in Unit or throughout the Company depending on whether the post in question has to
be filled Unit-wise or Company-wise. In former case i.e. when the post is to be filled "Unit
wise" and no suitable candidate is available in the Unit with grade-to-grade specifications
the post will be circulated in the Company as a whole with direct recruitment specifications.
When direct recruitment from outside is resorted to, employees working in the organization
can apply for the posts and will be given consideration along with outside candidates, but in
the event of their selection, posts shall be offered after they are actually confirmed on their
existing posts.

Without prejudice to the general right of the Competent Authority to recruit and appoint
persons from Public Undertakings / Government and other reputed firms and recognized
sources, the following will be the normal method and procedure to be followed in the matter
of recruitment to various posts in the company.

All vacancies the maximum of the scale of which is less than Rs.9500/-(W8) will be
notified to the appropriate Employment Exchanges under Employment Exchanges
(Compulsory Notification of Vacancies) Act, 1959.

In addition to notifying the vacancies of the relevant categories to the Employment

Exchange, the requisitioning authority / establishment may, keeping in view
administrative / budgetary conveniences, arrange for the publication of the
recruitment notice for such categories in the "Employment News" published by the
Publication Division of the Ministry of Information & Broadcasting, Govt. of India and
then consider the cases of all the candidates who have applied. In addition to above,
such recruitment notices should be displayed on the office notice boards also for
wider publicity.

Advertisement for posts falling under Group 'A' and 'B' will be issued on All India basis in
English and in one Hindi Newspapers.
Advertisement shall indicate job description and job specifications, age limit, pay scale,
allowances admissible, application fee, eligibility of TA, details regarding reservation for SC
/ ST/ OBC communities / Ex-Servicemen/ dependents of Jawans

killed in action / disabled persons / handicapped persons/ whether belonging to Minority

Community and last date of receipt of application which should normally be of one month's
duration.

In respect of posts reserved for SC / ST /OBC candidates, advertisement shall specifically

indicate the number of posts so reserved.

Candidates from Government / Semi-Government / Public Sector Organizations shall be

required to submit their applications through proper channel or No Objection Certificates
may be submitted along with the application.

The following clause will invariably be inserted in the advertisements: “he

specification regarding experience is relaxable at the discretion of the Competent
Authority in case of candidates belonging to Scheduled Caste / Scheduled Tribe/
OBC, if at any stage of selection, the Competent Authority is of the opinion that
sufficient number of candidates from these communities possessing the requisite
experience are not likely to be available to fill up the vacancies reserved for them.”

Liability for Defence Services:

Graduate Engineers and Medical Graduates, if any, recruited as full time employees of the
Company shall be liable to serve for a minimum period of four years (including period spent
on training) in the Defence Services or on work relating to defiance efforts anywhere in India
or abroad, if so required. The liability to serve in the Defense Services will be limited to first
10 years of service and will not ordinarily apply to Graduate Engineers or Medical
Graduates above 40 years of age unless the Government of India decides otherwise.
The specification regarding experience is reliable at the discretion of the competent
authority in case of candidate belonging to scheduled caste/ schedule tribe, if at any stage
of selection, the competent authority is of the opinion that sufficient number of candidate
from these communities possessing the requisite experience are not likely to be available to
fill up the vacancies received for them.
Reservation of post &preference in appointment
Brief summary on reservation for schedule caste/ schedule tribe/ other backward classes in
appointment in.
S.NO MODE PRESCRIBED % AGE FOR ROSTER

SC ST OBC (POINT)
1 Direct recruitment on all India 15% 7.5% 27% 200
basis by open competition
2 Direct recruitment on all India 16-2/3% 7.5% 25.84 120
basis other than by open
competition
3 Direct recruitment on In proportion to population 100
local/regional basis (c&m) percentage of SC/ST/OBC in the
through employment state region
exchange (except in Delhi)
4 Promotion (all methods of 15% 7.5/2% NIL 200
promotion by selection within
group “A”
For the carder strength up to 13 post where grouping of post is not possible mini roster as
prescribed in the instruction will be follow.

Direct recruitment
In all cases of direct recruitment to fill up vacancies in post/ service in group A, B,
C, & D, if sufficient number of suitable SC/ST candidate are not available to fill
up vacancies reserved for then in the first attempt then in a second attempt shell
be made for recruiting suitable candidate belonging to the concerned categories
in the same year recruitment or as early as possible before the next recruitment
are not.

When direct recruitment is made through examination, for reserved as well as

unreserved a single advertisement will be issued indicating the number of
vacancies reserved for each categories.
The maximum age limit for appointment to services or post shall be increased by
five in the case of SC/ST candidate and three years in the case of OBC
candidates.
 The candidate belonging to SC/ST caste will not be required to pay any fee for
admission to any recruitment, examination or selection.

In respect of written examination and interview in order to fulfill the quota,

relaxation of standard may be providing to SC/ST/OBC candidates.

Application Fee
Candidates applying against the advertised posts will not be required to pay any
application fee.

Screening and Issue of Call Letters

Scrutiny
Preliminary scrutiny of applications / particulars of candidates furnished in the
application against requisition / advertisement will be done by the Personnel
Department in terms of specifications laid down in the requisition / advertisements. In
course of scrutiny, Personnel Department shall see whether –

• The qualifications and experience of the candidate conform

generally to the prescribed specifications.

b) His / her age is within the prescribed limit.

• The application wherever necessary has been submitted through

proper channel.

d) Whether belongs to SC/ST/PH/OBC/Ex-servicemen and a certificate in

support thereof has been attached with the application or not.

e) While scrutinizing the applications, the Personnel Department shall ensure

that all applications received have been entered in the prescribed scrutiny
sheet, indicating (in the proper column) whether the candidate fulfills the job
specifications advertised or not. In case a candidate does not fulfill the
prescribed job specifications, the reasons of rejection should be indicated in
the column provided. Having done the preliminary scrutiny, the scrutiny
sheets along with original applications, will be sent to the concerned
Departmental Head for his recommendations. On receipt of
recommendations, the Personnel Department will take approval of the
 competent authority for finalization of list of candidates to be called for
interview.

Note: The applications received after the expiry of last date specified in the
advertisement should normally be not entertained. However, a relaxation of 8
days from the last date of receipt of applications may be allowed in
exceptional and in genuine cases. In respect of candidates applying from
Government or Public Sector Undertakings through proper channel,
maximum relaxation of 8 days may, however, be allowed.
Issue of Call Letters
• The candidates finally approved to be called for interview / test shall be
issued interview / test letters.

• Candidates called for interview should be required to produce on the date of

interview the documents in support of their following particulars as mentioned in
the application ;

(i) Age (ii) Qualification (iii) Experience (iv) Pay Particulars (v) No Objection
Certificate (if employed in Government or Semi-Government or Public Sector
Undertaking/ Enterprises and in case application has not been forwarded
through proper channel) (vi) Bio- Data sheet in the prescribed preform (vii)
Certificate in the prescribed preform of SC/ST/OBC/Ex-servicemen.

Selection of Personnel

Selection of personnel will be made by the Appointing Authority on the basis of

the recommendations given by the Selection Committee to be constituted by
Appointing Authority for the purpose.
 RECRUITMENT
INTRODUCTION
`The aim of personnel planning is to determine the need for persons both n term
of number and type. For deciding about the number both present and future
requirements should be taken into account. If there are expansion plans in near
future then these requirement should also be considered. Besides number, the
type of person needed is also important. This will be decided by studying the job
requirements, etc.

In today competitive environment, choice of the right employees has far reaching
implication for an organization functioning. Employees well selected with right
kind of skills, knowledge and potentials would contribute a lot to the efficient
running of the organization. With wrong recruitment, the organization pays
heavily in term of lower productivity. And wrong placement.

Recruitment is a positive process of searching for prospective employees and

stimulating them to apply for the jobs in the organization. When more persons
apply for jobs then there will be a scope for recruiting better persons.

The job-seekers too, on the other hand, are in search of organizations offering them
employment. Recruitment is a linkage activity bringing together those with jobs
and those seeking jobs. In simple words, the term recruitment refers to discovering
the source from where potential employees may be selected. The scientific
recruitment process leads to higher productivity, better wages, high morale,
reduction in labor turnover and enhanced reputation. It stimulates people to apply
for jobs; hence it is a positive process.

Recruitment is concerned with reaching out, attracting, and ensuring a supply of

qualified personnel and making out selection of requisite manpower both in their
quantitative and qualitative aspect. It is the development and maintenance of
adequate man- power resources. This is the first stage of the process of selection
and is completed with placement.
MEANING
“Recruitment is the process of searching for prospective employees and
stimulating and encouraging them to apply for job in an organization”
• Definition:
According to Edwin B. Flippo, “It is a process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an
organization.” He further elaborates it, terming it both negative and positive. He
says, “It is often termed positive in that it stimulates people to apply for jobs, to
increase the hiring ratio, i.e. the number of applicants for a job. Selection, on the
other hand, tends to be negative because it rejects a good number of those who
apply, leaving only the best to be hired. ”In the words of Dale Yoder, Recruitment
is the process to “discover the sources of manpower to meet the requirements of the
staffing schedule and to employ effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of an efficient working force.
”Recruitment forms the first stage in the process which continues with selection
and ceases with the placement of the candidates.“In personnel recruitment,
management tries to do far more than merely fill job openings. As a routine the
formula for personnel recruitment would be simple i.e., just fill the job with any
applicant who comes along. Joseph J. Facular has said, “However, the act of hiring
a man carries with it the presumption that he will stay with the company-that
sooner or later his ability to perform his work, his capacity for job growth, and his
ability to get along in the group in which he works will become matters of first
importance.” Because of this, a critical examination of recruitment methods in use
should be made, and that is the purpose of this chapter.

Function
• We have already defined HRM. The definition of HRM is based on
what managers do. The function performance by manager is common to
all organization. There are classified into two categories.
• Managerial function

• Operative function

• Managerial function:

Planning
Planning is think in advance. Planning is a predetermined course of action.
It is a process of determined the organization goal and formulation of
policies and programmers for achieving them.

Organizing
Organizing in management refers to the relationship between people, work and
resource used to achieve the common objectives (goal).

Staffing
It is the process of determining and assigning the right personnel with the right
qualifications to the job in a right time to accomplish the purposes of the
Organization
 Function of human resource management

Managerial function operating

function

Planning Procurement Development compensation maintenance health

Job analysis performance appraisal job evaluation safety

security Organizing human resource training wages and salary social security

Planning developing welfare schemes

Directing recruitment career personality

developing Transfer & Promotion

Selection

Controlling placement planning &development

.Directing

Directing is a function of management performed by top level management in

order to achieve organizational goal. It is very important and necessary function
of management.

Directing is the process of guiding and supervising employee, often one-on-one,

while they work.

Controlling
Controlling is the process of comparing expected result (objective) with actual
performance.

Recruitment needs are of three types:

Planned: The needs are arising from changing in organization.

Anticipated: Anticipated needs are those movements in personnel, which an

organization can predict by studying in internal and external environment .

Unexpected: Resignation, death, accident, etc.

Purpose and important of recruitment

• Attract and encourage more and more candidates to apply in the

organization.

• Create a talent pool of candidates to enable the selection of best candidate

for the organization.

• Determined present and future requirement of the organization

• Recruitment is the process which links the employers with the employee.

• Help increase the success rate of selection process by decreasing number of

visibly under qualified or overqualified job applicants.

• Process of Recruitment:

• Recruitment process begins when HR department received request form

other department.

• Locating and developing the source.

• Identifying the prospective employee.

• Developing the techniques to attract desire candidate more and more

candidate are apply them.
• Employing of techniques to attract candidate. These

May be other of attractive salaries, proper facilities for development etc.

• The next stage in the process is to stimulate as many candidates as possible

and ask them to apply for job. In order to increase the selection ratio, there
is a need to attract more candidates.

• Evaluating the effectiveness of recruitment process.

RECRUITMENT PROCESS

Searching

Activation

Selling

Message

Media

Evaluation

And

Control

Strategy

Development

Where?

When?

Recruitment

Planning

Selling

types
 Job vacancies

Employer requisition

Job analysis

Personnel planning

Recruitment refers to the process of identification and attracting job seekers so as

to build a pool of qualified job application. The process comprises five interrelated
stages,
Planning
Strategy development
Searching
Screening
Evaluation and control
The ideal recruitment programme is the one that attract a relatively larger
number of qualified applicants who will survive the screening process and accept
positions with the Organisation, when offered. Recruitment programmer can miss
the ideal in many way i.e. by failing to attract an applicant pool, by under/over
selling the Organisation or by inadequate screening applicant they the selection
process.
Stage 1: recruitment planning

The first stage in the recruitment process is planning, planning involves the
translation of likely job vacancies and information about the nature of these jobs
into set of objective or targets that specify the (1) number and (2) type of
applicants of be contacted.

Number of contact:

Organisation, nearly always, plan to attract more applicant then they will hire.
Some of those contacted will be uninterested, unqualified or both. Each time a
recruitment programme is contemplated; one task is to estimate the number of
applicant necessary to fill all vacancies with the qualified people.

Type of contact
It is basically concerned with the type of people to be informed about job
openings. The type of people depends on the task and responsibilities involved
and the qualification and experience expected. These details are available
through job description and job specification.

Stage 2: strategy development

When it is estimate that what type of recruitment and how many are required
then one has concentrate in (1) make or buy employees.
(2) Technological sophistication of recruitment and selection devices. (3)
Geographical distribution of labour markets comprising job seekers. (4) Source of
recruitment. (5) Sequencing the activities in the recruitment process.

Make or buy:-
Organisation must decide whether to hire he skilled employees and invest on
training and education programmmes, or they can hire skilled labour and
professional. Essentially, this is the, make” or, buy” decision. Organisation, which
hire skilled and professionals shall have to pay more for these employees.

Technological development
The second decision in strategy development relates to the methods used in
recruitment and selection. This decision is mainly influenced by the available
technology. The advent of computer has made it possible for employers to scan
national and international applicant qualification. Although impersonal,
computers have given employers and job seekers a wider scope of option in the
initial screening stage.

Where to look:-

An effective recruitment plan and strategy are worked out the search process can
begin search involved two steps
Stage 3: searching
Once a recruitment plan and strategy are worked out, the search process can
begin search involved two step

(A) Source activation

(B) Selling

A). source activation:

Source and search method are activated by the issuance of an employee
requisition. This means that no actual recruitment takes place until lone managers
have verified that vacancies does exist or will exist.

If the Organisation has planned well and done a good job of developing its source
and search method, activation soon result in a flood of applications and/ or
resumes.

The application received must be screened. Those who pass have to be

contracted and invited for interview. Unsuccessful must be sent letter of regret.

(B) Selling:
A second issue to be addressed in the searching process concerns
communications. Here, organisation walk tightrope. On one hand, they want to
do whatever they can to attract desirable applicants. On the other hand, they
must resist the temptation of overselling their virtues.

In selling the organisation, both the message and the media deserve attention.
Message refers to the employee advertisement. With regards to media, it may be
started that effectiveness of any recruiting massage depends on the media. Media
are several-some have low credibility, while other enjoys high credibility.
Selection of medium or media needs to be done with a lot of care.

Step 4” Screening:
Screening of applicants can be regarded as an integral part of the recruiting
process, though many view it as the first step in the selection process. Even the
definition on recruitment, we quoted in the beginning of this chapter, excludes
screening form it scope. However, we have included screening in recruitment for
valid reason. The selection process will begin after the application has been
scrutinized and shortlisted. Hiring of professor in a university is a typical situation.
Application received in response to advertisements is screened and only eligible
applicants are called for an interview. A selection committee comprising the vice-
chancellor, registrar and subject experts conducts interview. Here, the
recruitment process extends up to screening the applications. The selection
process commences only later.

Stage5: evaluation and control

Evaluation and control is necessary a considerable cost is incurred in the
recruitment process. The costs generally incurred are:-
Salaries for recruiters

Management and professional time sent on preparing job description, job specification,
advertisements, agency liaison and so forth.

The cost of advertisement or other recruitment method, that is, agency fees.

Recruitment overheads and administrative expenses.

Costs of overtime and outsourcing while the vacancies remain unfilled.

Evaluation of recruitment process

The recruitment has the objective of searching for and obtaining applications for job seekers in
sufficient number and quality. Keeping this objective in the mind, the evaluation might include:

Return rate of application sent out.

Number of suitable candidates for selection.

Retention and performance of the candidate selection.

Cost of the recruitment process.

Time lapsed data.

Comments on image projected

Sources of recruitment

Internal source external source

Promotion advertisement

Transfer employment exchange

Internal notification campus recruitment

Recruitment gate recruitment

Recall casual caller

Labour contractor

• Internal source recruitment

Internal source is one of the important sources of recruitment. The employees
already working in the organisation may be more suitable for higher job than
those recruited from outsider. The present employees may be help in the
recruitment of new person also. Internal source consist of the following:

• Present employees
 Promotion and transfer from the present employees can be a good source
of recruitment.

• Transfer
Transfer involves shifting of person from present job to other similar place.
These do not involve any change in rank, responsibility and prestige, the
number of person do not increase with transfer but vacant post may be
attended to.

• Promotion
Promotion refers to shifting of persons to positions carrying better, higher
responsibilities and more salaries. The higher position falling vacant may
be filled up from within the organisation. A promotion does not increase
the number of person in the organisation. A person going to get a higher
position will vacant his present position. Promotion means that motivate
employees to improve their performance so that they get promotions to
higher position.

Dependent of deceased employees-

Usually, bank follows policy. If an employee dies, his/her spouse or son or daughter is
recruited in their place. This is usually an effective way to fulfill social obligation and
create goodwill.

(3) Recalls:-
 When management faces a problem, which can be solved only by a manager who has
proceeded on long leaves, it may be decided to recall that person after the problem is
solved, his leaved may be extended.

(4) Retirement:-
At time, management may not find suitable candidate in place of the one who had
retired, after meritorious service. Under the circumstance, management may decide to call
retired manager with new extension.

(5) Internal notification (advertisement):-

Sometime, management issues an internal notification for the benefit of existing
employees. Most employees know from their own experience about the recruitment of the job
and what sort of person the company is looking for. Often employees have friends or
acquaintances who meet these requirements. Suitable persons are appointed at the vacant
posts.

• External source recruitment

Every enterprise has to use external source for recruitment to higher positions when existing
employees are not suitable. More people are needed when expansions are undertaken.

External method is following as:-

(1) Advertisement.

Advertisement is the best method of recruitment person for higher and

experienced jobs. The advertisement is given in local or national press, trade or
professional journals. The recruitment of job is given in the advertisement. The
prospective candidates evaluate themselves against their requirement of job
before sending their applications. Management gets a wider range of candidate
for selection. The flood of application creates difficulties in the process.
(2) Employment exchanges.
Employment exchange have been set all over the country in deference to the
provision of the employment exchange (compulsory notification of vacancies) ACT
1959.the act applied to all industrial establishment having 25 workers or more
each.

Employment exchange run by government are also a good source of recruitment.

Unemployed person get themselves registered with these exchange. The
vacancies may be notified with the exchange, there is need. The exchange
supplies a list of candidate fulfilling required qualification. Exchange is suitable
source of recruitment for filling unskilled, semi-skilled, skilled and operative posts.
The job-seekers and job-givers are brought in contact by the employment
exchanges.

(3) Campus recruitments:-

Colleges, universities, research laboratories, sport field and institutes are fertile
ground for recruiters, particularly the institutes. Campus recruitment is going
global with company like: - HLL, Citibank, HCL-HP, ANZ grind lays, L&T, Motorola
and reliance looking for global market. Some companies recruit a given number of
candidates from these institutes every year. Campus recruitment is so much
sought after that each college: university department or institute will have a
placement officer to handle recruitment function. However, it is often an
expensive process, even if recruiting process produces job offers and acceptances
eventually. A majority leave the organisation within the first five years of their
employment. Yet, it is a major source of recruitment for prestigious companies’
walk-ins, write-ins, and talk-ins.

The most common and least expensive approach for candidates is direct
applications, in which job seekers submits unsolicited application letters or
resumes. Direct application can also provide a pool of potential employees to
meet future needs. From employees viewpoint,

Walk-ins are preferable as they are free from the hassles associated with other
methods of recruitment. While direct applications are particularly effective in
filling entry level and skilled vacancies, some organisation compile pools of
potential employees from direct application for skilled positions. Write-ins are
those who send written enquirers. These job seekers are asked to complete
application form for further processing. Talk-ins involves the job aspirants
meeting the recruiter. (On an appropriated data) for detailed talk. No application
is required to be submitted to the recruiter.

They are used to recruit casual workers. The name of the workers is not entered
in the company records and, to this extent: difficulties experienced in maintaining
permanent workers are avoided.

(4) Gate recruitment:-

Unskilled workers may be recruited at the factory gate. In some industrial like jute
a large number of workers work as badly or substitute workers. This may be
employed whenever a permanent employee is absent. More efficient among
these badly workers may be recruited to fill permanent vacancies. A notice on the
notice board of the company specifying the details of the job vacancies can be
put. Such recruitment is called direct recruitment. It is a very economical method
and used mainly for skilled and casual job vacancies.

Casual callers:-
Management may appoint person who casually call on them for meeting short-
term demand. This will avoid following a regular procedure of selection. These
people are appointed for short period only.

Labour contractor:-
It is quite common to engage contractors for the supply of labour. When workers
are required for short period and are hired without going through the full
procedure of selection. Contractors or jobbers are the best source of getting
them. The contractor maintain regular contract with workers at their place and
also bring them to the cities at their own expense

Evaluation of external recruitment:

External source of recruitment have both and demerits.

The merits are:-

The organisation will have the benefit of new skill, new talents and new
experience, if people are hired from external source.

The management will be able to fulfill reservation requirements in favour of the

disadvantaged section of the society.

Scope for resentment, heartburn and jealousy can be avoided by recruiting from
outside.

The demerits are:-

Better motivation and increased morale associated with promoting own

employees relost to the organisation. External recruitment is costly.

If recruitment and selection processes are not properly carried out, chances of
right candidate being rejected and wrong applicants being selected occur.

High training time is associated with external recruitment. If 98% of org. success
depend upon efficient employee selection.

60-second guide to hiring the right people

Define the Duties.
To find promising employees, you must first determine what you want them to
do. Carefully consider all direct and associated responsibilities and incorporate
them into a written job description. Be careful with general titles such as typist or
sales clerk, as they have different meanings to different people.
.and What it Takes to do Them
Fulfilling these responsibilities will require some level of skill and experience, even
if it is an entry-level position. Be reasonable about your expectations. Setting the
bar too high may limit your available talent pool; setting it too low risks a flood of
applications from those unqualified for the job.
Make it Worth their While
Likewise, you don't want to be overly generous or restrictive about
compensation. State and local chambers of commerce, employment bureaus and
professional associations can help you determine appropriate wages and benefits.
Scanning descriptions of comparable jobs in the classified ads and other
employment publications will also provide clues about prevailing wage rates.

Spread the Word

How you advertise your job opening depends on who you want to attract. Some
positions are as easy to promote as posting a "help wanted" sign in your store
window or placing an ad in your local newspaper. For jobs requiring more
specialized skills, consider targeted channels such as trade magazines, on-line job
banks and employment agencies (though these may require a fee). And don't
overlook sources such as friends, neighbors, suppliers customers and present
employees.
Talk it over
because you have clearly defined the role and requirements, you should have
little difficulty identifying candidates for interviews. Make sure you schedule them
when you have ample time to review the resume, prepare your questions and
give the candidate your undivided attention. After the interview, jot down any
impressions or key points while they're still fresh in your mind. This will be a
valuable reference when it's time to make a decision.
Follow-up on Interviews
You want to believe your candidates are being honest, but never assume. Contact
references to make sure you're getting the facts or to clear up any uncertainties.
Professional background checks are a wise investment for highly sensitive
positions, or those that involve handling substantial amounts of money and
valuables.
You've foundthem; Now Keep They
Now that you've hired ideal employees, make sure they stay with you by
providing training and professional development opportunities. The small
business experts at SCORE can help you craft human resource policies and
incentive plans that will ensure your company remains the small business
employer of choice.

Selection
Selection is defined as the process of differentiation between applicants in order
to identify (and hire) those with a greater likelihood of success in a job.

Selection is basically picking an applicant from (a pool of applicants) who has the
appropriate qualification and competency to do the job.

The appointment of suitable persons on various jobs is very essential. The

selection of a wrong candidate will mean loss of time and money which have been
incurred on this process. It also leads to absenteeism and retrenchment. The call
for a properly planned recruitment and selection process.

After the receipt of appropriate number of application through various source of

recruitment, the selection process started. It is concerned with securing relevant
information about the applicants. The purpose of selection process is to
determine whether a candidate is suitable for employment in the organisation or
not. All people who have applied may not be suitable. Moreover, the number of
applicants will be much more than the position lying vacant. It becomes all the
more important to scrutinize applications properly so that those who are found
unsuitable at first instance should not be called for tests or interviews. This will
save time and money of the enterprise as well as that of the candidates.

The procedure to be followed for selection an employee may be different for

various jobs. It the job is not very important than a simple procedure may be
followed. For employing unskilled workers, personnel manager may select then
after a brief interview. If skilled and unskilled person are to be selected then
Forman may interview then and also test their experience by asking them to work
on jobs. When the position to be filled is important then a number of step may be
followed a person is finally selected.

Meaning “According to dale Yoder, “selection is the process in which candidate

for employment are divided into two classes those who are to be offered
employment and those who are not”

Selection process
Selection procedure consists of a series of step. Each step must be successfully
cleared before the applicant proceeds to the next. The selection process is a
series of successive hurdles or barriers which an applicant must cross. These
hurdles are designed to eliminate, an unqualified candidate at any point in the
selection process. Thus, this technique is called “successive hurdlestechnique”. In
practice, theprocess differs among organisation and between two different jobs
within the same organisation. Selection procedure for the senior manager will be
long drawn and rigorous, but it is simple and short while hiring lower level
employees.

STEP1:- PRELIMINARY INTERVIEW:-

The applicant received from jobs seekers would be subject to scrutiny so as to
eliminate unqualified applicants. This is usually following by a preliminary
interview the purpose of which is more or less the same as scrutiny enable the HR
specialists to eliminate of unqualified jobseekers based on the information
supplied in their application forms. Preliminary interview, on the other hand,
help reject misfits for reason, which did not appear in the application forms.

• STEP2:-SELECTION test
Job seekers who pass the screening and the preliminary interview are called for
tests. Different type of tests may be administered, depending on the job and the
company. Generally, tests are used to determine the applicant’s ability, aptitude
and personality.

The following are the type of tests taken:

1) Ability tests
Assist in determine how well an individual can perform task related to the
job. An excellent illustration of the is the typing test given to a prospective
employer to secretarial job. Also called as,, ACHIVEMENT TESTS”. It is
concerned with what one has accomplished. When applicant claim to know
something, an achievement tests is taken to measure how well they know
it. Trades tests are the most common type of achievement test given.
Questions have been prepared and tested for such trades as asbestos
worker, punch-press operators, electricians and machinists. There are, of
course, many unstandardized achievement test given in industries, such as
typing or dictation tests for an applicant for a stenographic position.

• Aptitude test
Aptitude test measure heather an individual has the capacity or latent
ability to learn a given job if given adequate training. The use of aptitude test is
advisable when an applicant has had little or no experience along the line of the
job opening. Aptitude test help determine a person potential to learn in a given
area. An example of such test is the general management aptitude tests (GMAT),
which many business students take prior to gaining admission to a graduate
business school programmmes.

Aptitude test indicates the ability or fitness of an individual to engage

successfully in any number of specialized activities. They cover such area clerical
aptitude, numericalaptitude, mechanical aptitude, motor co-ordination, finger
dexterity and manual dexterity. These tests help to detect positive negative points
in a person’s sensory or intellectual ability. They focus attention on a particular
type of talent such as learning or reasoning in respect of a particular field of work.

From of aptitude test:

Mental or intelligent tests:

They measure the overall intellectual ability of a person and enable to know
whether the person has the mental ability to deal with certain problem.

Mechanical aptitude tests:

They measure the ability of a person to learn a particular type of mechanical
work. These tests helps to measure specialized technical knowledge and problem
solving abilities if the candidate. They are useful in selection of mechanics,
maintenance workers, etc.

Psychomotor or skill tests:

They are those, which measure a person ability to do a specific job. Such tests are
conducted in respect of semi-skilled and repetitive jobs as packing, testing and
inspection, etc.

Intelligence tests:
This test helps to evaluate traits of intelligence. Mental ability, presence of mind
(alertness), numerical ability, memory and such other aspects can be measured.
The intelligence is probably the most widely administered standardized test in
industry. It is taken to judge numerical, skills, reasoning, memory and such other
abilities.

Interest test:
This is conducted to find out likes and dislikes of candidates towards occupations,
hobbies, etc. such tests indicate which occupations are more in line with a person
interest. Such test also enables the company to provide vocational guidance to
the selection candidate and even to the existing employees.

These tests are used to measure an individual activity preference. These tests are
particularly useful for students considering many careers or employees deciding
upon career change.

Personality tests:
The importance of personality to job success is undeniable. Often an individual
who possesses the intelligence, aptitude and experience for certain has failed
because of inability to get along with and motivation other people.

It is conducted to judge maturity, social or interpersonal skill, behavior under

stress and strain, etc. this test is very much essential plays an important role.

Personality tests re similar to interest test in that they, also, involve a serious
problem of obtaining an honest answer.

Projective test:
This test requires interpretation of problem or situations. For example, a
photograph or a picture can be shown to the candidates and they are asked to
give their views, and opinions about the picture.

General knowledge test:

Now G.K tests are very common to find general awareness of the candidate in the
fieldof sports, politics, world affair, current affair.

Perception test:
At time perception tests can be conducted to find out beliefs, attitudes, and
mental sharpness etc.

Graphology test:
It is designed to analysis the handwriting of individual. It has been said that an
individual handwriting can suggest the degree of energy, inhibition and
spontaneity, as well as disclose the idiosyncrasies and elements of balance and
control.

Polygraph test:
Polygraph is lie detector, which is designed to ensure accuracy of the information
given in the application. Department store, bank, treasury offices and jeweler
shop, that is, those highly vulnerable to theft or swindling may find polygraph
tests useful.

Medical tests:-It reveals physical fitness of a candidate. The developments of

technology, medical tests have become diversified. Medical servicing helps
measure and monitor a candidate physical resilience upon exposure to hazardous
chemical.

Choosing tests:
The test must be chosen in the criteria of reliability, validity, objectivity and
standardization. They are:-

• Reliability:-
 It refers to standardization of the procedure of administering and scoring
the test results. A person who takes test one day and makes a certain score
should be able to take the same test the next day or the next week and
make more or less the same score. An individual intelligence test for
example: - is generally a stable characteristic. So if we administer an
intelligence test, a person who scores 110 in March would score close to
110 if tested July. Tests, which produce wide variations in result, serve little
purpose in selection.

• Validity:-

It is a test, which helps predict whether a person will be successful in a

given job. A test that has been validated can be helpful in differentiating
between prospective employees who will be able to perform the job well
and those who will not. Naturally, no test will be 100% accurate in
predicating job success. A validated test increases possibility of success.

There are three ways of validating a test. They are as follows:-

• Concurrent validity:-
This involves determining the factors that bare process and then
identifying the successful candidates. The characteristics of both
successful and less successful candidate are then identified.

• Predictive validity:-It involved using a selection test during the

selection process and then identifying the successful candidates. The
characteristics of both successful and less successful candidate are
then identified.

Synthetic validity:-
It involved taking parts of several similar jobs rather than one complete job to
validate the selection tests.

Objectivity:-
When two or more people can interpret the result of the same test and derive the
same conclusion(s), the test is said to be objective. Otherwise, the tests
evaluators” subjective opinions may render the test useless.

• Standardization
A test that is standardized is administrating under standard condition
to a large group of person who are representatives of the individual
whom it is intended. The purpose of standardization is to obtain
norms or standard, so that a specific test score can be meaningful
when compared to other score in the group.

• STEP3:- INTERVIEW:-
The next step in the selection process is an interview. Interview is
formal, in-depth conversation conducted to evaluate the applicant’s
acceptability. It is considered to be excellent selection device. It is
face-to-face exchange of view, ideas and opinion between the
candidate and interviewers, basically, interview is nothing but and
oral examination of candidate. Interview can be adapted to unskilled,
skilled, managerial and profession employees.

Type of interview:-
Interview can be of different type. There interviews employed by the companies.

Following are the various types of interviews.

Informal interview
An informal interview is an oral interview and may be take place anywhere. The
employee or the manager or the personnel manager may ask a few almost
inconsequential questions like name, place of birth, name of relatives etc.

Formal interviews:-
Formal interviews may be held in the employment office by the employment
office in a more formal atmosphere, with the help of well-structured question,
the time and place of the interview will be stipulated by the employment office.

Non-directive interview:
Non- directive interview or unstructured interview is designed to let the
interviewee speak his mind freely. The interviewer has no formal or directive
question, but his all attention is to the candidate. He encourages the candidate to
talk by a little prodding whenever he is silent e. g. –“Mr. Ray, please tell us about
yourself after your graduation from high school.”

Depth interview:-
It is designed to intensely examine the candidate background and thinking and to
go into considerable details on particular subject of an important nature and of
special interest to the candidate. For example;- the candidate says that he is
interested in tennis, a series of question may be asked to test the depth of
understanding and interest of the candidate. These probing questions must be
asked with tact and through exhaustive analysis: it is possible to get a good
picture if the candidate.

Stress interview:-
It is designed to test the candidate and his conduct and behavior by him under
conditions of stress and strain. The interviewer may be start with “Mr. Joseph, we
do not think your qualification and experience are adequate will not yield. On the
contrary he may substantiate why he is qualified to handle the job.
Group interview:-
It is designed to save busy executive’s time and to see how the candidate may be
brought together in the employment office and they may be interviewed.

Panel interview:-A panel or interviewing board or selection committee may

interview the candidate, usually in the case of supervisory and managerial
positions. This type of interview pools the collective judgment and wisdom of the
panel in the assessment of the candidate and also in questioning the faculties of
the candidate.

Sequential interview:-
This interview takes the one-to-one a step further and involved a series of
interview, usually utilizing the strength and knowledgebase of each interviewer,
so that each interviewer can ask question in relation to his or her subject area of
each candidate, as the candidate moves from room to room.

Structure interview:-
In a structure interview, the interviewer uses preset standardized question which
are put to all the interviewees. This interview is also called as “guided” or
“patterned” interview. It is useful for valid result, especially when dealing with the
large number of applicants.

Unstructured interview:-
It is also known as ,,unpattern” interview, the interview is largely unplanned and
the interviewee does most of the talking unguided interview is advantageous in as
much as it a friendly conversation between the interviewer and the interviewee
and in the process, the later reveals more of his or her desire and problem. But
this unpatternedinterview lacks uniformity and worse, this approach may
overlook key areas of the applicant’s skills or background. It is useful when the
interviewer tries to probe personal details of the candidate it analysis why they
are not right for the job.

STEP4; - REFERANCE CHICK:-

Many employers request names, addresses, and telephone number of reference
for the purpose of verification information and perhaps, gaining additional
background information on an application. Although listed on the application
from, reference is not usually checked until an application has successfully
reached the fourth stage of a sequential selection process. When the labour
market is very tight, organisation sometime hire applicants before checking
reference.

Previous employers, known as public figures, university professors, neighbors’ or

friends can act as references. Previous employers are preferable because they are
already aware of the applicant’s performance. But, the problem with this
reference performance just to get rid of the person.

Organisation normally seeks letters of reference or telephones. The latter is

advantages because of its accuracy and low cost. The telephone reference also
has the advantages of soliciting from hesitations and inflection in speech.

STEP5:- SELECTION DECISION:-

After obtaining information through the preceding step, selection decision-the
most critical of all the step-must be made. The other stages in the selection
process have been used to narrow the number of the candidate. The final
decision has to be made the pool of individual who pass the tests, interviews and
reference checks.

STEP6:-PHYSICAL EXAMINATION:-
After selection decision and before the job offer is made, the candidate is
required to undergo a physical fitness tests. A job offer is, often, contingent upon
the candidate being declared fit after the physical examination. The results of the
medical fitness test are recorded in a statement and are preserved in the personal
records. There are several objectives behind a physical test. Obviously, one
reason for physical test is to detect if the individual carries any infectious disease.
Secondly, the test assists in determining whether an applicant is physically fit to
perform the work. Thirdly, the physical examination information can be used to
determine if there are certain physical capabilities, which differentiate successful
and less successful employees.

STEP 7:- JOB OFFER:-

The next step of selection process is job offer to those applicants who have
crossed all previous hurdles. Job offer is made through a letter of applicant. Such
a letter generally contains a date by which the applicant must report on duty. The
appointed must be given reasonable time for reporting. Those are particularly
necessary when he or she is already in employment from the previous employer.
Again, a new job requires movement to another city, which means considerable
preparation, and movement of property.

The company may also want the individual to delay the date of reporting on duty.
If the new employee’s first job upon joining the company is to go on company
until perhaps a week before such training begins. Naturally, this practice cannot
be abused, especially if the individual is unemployed and does not have sufficient
finances.

STEP8:- CONTRACT OF EMPLOYMENT:-

There is also nee for preparing a contract of employment. The basic information
that should be included in a written contract of employment will very according
to the level of the job, but the following checking sets out the typical heading.

Job title

Duties, including a parse such as “the employee will perform such duties and will
be responsible to such a person, as the company may from time to time direct”.
Date when continuous employment starts and the basic for calculating service.
Rate of pay, allowance, overtime and shift rate, method of payments. Hours of
work including lunch break and overtime and shift arrangements.

Holiday
Arrangements” paid
Holiday per year.
Public holiday.
Length of notice due o and from employee.
Grievances procedure (or reference to it)

• Disciplinary procedure (or any reference to it)

• Work rule (or any reference to them),

• Arrangement for terminating employment).

• Arrangement for union membership (if applicable).

Special terms relating to rights to patent and designs, confidential information

and restraints on trade after termination of employment.

Employer’s right to very terms of the contract subject to proper notification being
given.

STEP 9:- CONCLUDING THE SELECTION PROCESS:-

Contrary to popular perception, the selection process will not end with executing
the employment contract. There is another step-amore sensitive one reassuring
that candidate who have not selected, not because of any serious deficiencies in
their personality, but because their profile did not match the requirement of the
organisation. They must be told that those who were selected were done purely
on relative merit.

STEP 10:- EVALUATION OF SELECTION PROGRAMME:-

The broad test of the effectiveness of the selection process is the quality of the
personnel hired. An organisation must have competent and committed
personnel. The selection process, if properly done, will ensure availability of such
employees. How to effectiveness of a selection programme? A periodic audit is
the answer.

•
•
•
•
•
•
•

• : Difference between Recruitment and

Selection:-
•

Basis Recruitment Selection

Meaning It is an activity of establishing contact It is a process of picking up more

between employers and applicants. competent and suitable employees.

Objective It encourages large number of Candidates for It attempts at rejecting unsuitable

a job. candidates.

Process It is a simple process. It is a complicated process.

Hurdles The candidates have not to cross over many Many hurdles have to be crossed.
hurdles.
Approach It is a positive approach. It is a negative approach.

Sequence It precedes selection. It follows recruitment.

Economy It is an economical method. It is an expensive method.

Time Less time is required. More time is required.

Consuming

Source of man power supply: internal:-

LPT upgrades from within only for managerial position, but only to some extent.
Because upgrading from within is considered better as the employee is already
familiar with the organisation, reduces training cost, and helps in building morale
and promotion loyalty.

If no one capable for managerial position is found in its internal source, it looks
out for external source. It selects only the best employee for the organisation.

TYPE:-

Former employees:-
They ask the retired employees who are willing to work on a part-time basic,
individual who left work and are willing to come back for higher compensations.
Even retrenched employees are taken up once again.

Retirements:-
If it’s not able to find suitable candidate in place of the one who had retired, after
meritorious service. Under the circumstances, management decides to call retired
managers with new extension.

Internal notification (advertisement):-

Most employees know from their own experience about the requirement of the
job and what sort of person the company is looking for. Often employees have
friends or acquaintances who meet these requirements, suitable person are
appointed at the vacant posts.

EXTERNAL:-
For the post of technicians, engineers etc., it looks out for external source which
include:

Agencies: TAPL.

Institutions: like B school, collages, management institutions, etc.

Website: www. Indiatimesjobs.com

www.monster.com

www.naukri.comof the above three

Web sites given most widely used by

The Infosys is the www. Monster.com

With the success rate of 80%

Followed by www.indiatimesjob.com

60% and www.naukri.comat the

Success rate of 50%

External recruitment enables the company to get the best candidate.

Infosys prefers external recruitment and mainly takes help from agencies and
institutions as its giant company and internal recruitment proves to be
inadequate as its yearly targets are very high.

Campus:-
Campus recruitment is so much sought after that each collage, university
department or institutions will have a placement officer to handle recruitment
function. However, it is often an expensive process, even if recruitment process
produces job offer and acceptances eventually. A majority leave the organisation
within the first five years of their employment. Yet, it is a major source of
recruitment for prestigious companies.

Engineering institutions:-
Campus hiring at engineering institutes typically starts in may continue through
September. Senior manager and officers from Infosys actively participate in this
hiring, to bring on board the next generation of bright, young and talent leaders
for the company. We encourage current student at the campuses we visit to use
this opportunity to interact with the Infosys recruitment teams during the hiring
process to understand the company and our people philosophy. We hiring
engineering graduates and post-graduates from all disciplines, and MCA students
at the campuses.

Management institutes:-
Campus hiring at management institutions typically started in December and
continues through March. We hire management graduates from all disciplines,
with or without prior work experience in software or other field.

Off campus:-
It is the event for that candidate who does not get selected during campus
recruitment. The process remain the same, it just aims at giving those candidate a
chance that were not able to go through the process before. These candidates
also go through the same two rounds, here only the scale and basic on which they
are evaluation change.

What is job fair:-

Job fair is where several companies come under one roof for seeking eligible
candidate who can join their company, after going through certain recruitment
process following by them.

Steps followed by LPT :-

Initially they advertise about the job fair in the local newspaper of all the states
specifying the venue and data of the job fair.

On the specified data, LPT banners are put up at the venue. They have around 3
to 4 counters. Initially these counters are used for registration. Once the number
of registration is equal to total capacity of all the counters, the registrations are
stopped and the registered candidate fills the application form at the counter.

Next a logic test of 45 minutes is conduct and an English test of 15 minutes is

conducted where in one is supposed to write an essay, to check their handwriting,
vocabulary and sentence framing ability.

Once the test is over, registration for the next group starts. At the same time the
previous a paper are evaluated and the candidates are selected for interview
based on the cut-off mark.

The candidates who are selected in the interview are informed are informal then
and there by displaying the list and are giving the offer.

Advertisement:-
It is popular method of seeking recruit, as many recruiters prefer advertisements
because of their wide reach.

LPT advertises in:-

Newspaper
Times of India
The economic times
Indian express
Hindustan times
Employment paper
Magazine
Business world

Walk –INS, writ-ins and talk-ins:-

Walk-ins are the most common and least expensive approach for candidate in
direct application, in which job seekers submit unsolicited application letters or
resumes. Direct application provides a pool of potential employees to meet future
needs.
Write-ins are those who send written enquiries. These jobseekers are asked to
complete application forms for further processing.
Talk-in involves the job aspirant meeting the recruiter (on an appropriated date)
details talks. No application is required to be submitted to the recruiter.

CONSULTANTS:-
LPT also seeks the help of consultants who are in the profession for recruiting and
selection manager and executive personnel. They are useful as they keep
prospective employer and employee anonymous.

INDUSTRIES:-
LPT also hire experienced professional from the industry at various mid-level and
senior position.
LITERATURE REVIEW

Literature review:-

In views of Edwin fippo defines recruitment and selection process as “A process

for prospective employees and stimulating and encouraging them to apply for job
in an organisation.

According to korsten(2003) and jones et al.(2006) , human resource

management theories emphasize on techniques of recruitment and selection and
outline the benefit of interview, assessment and psychometric examination as
employee selection process.

Jones et al. (2006) suggest that example 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.

According to Alan price (2007)”-

 Recruitment and
selection
procedure at
learning mate

Recruitment and selection procedure at Learning

Mate:-
LearningMate solution private limited is one of the fastest growing eLearning
companies in India. LearningMate is a provider of end-to-end eLearning service
and solution designed to meet specific business needs. The range of service varies
from enterprise-wider eLearning initiative to creating custom content based on
cost-effective alternative of delivery. LearningMate has strong management team
to handle its development center in Mumbai, US, UK, and Canada. As an
eLearning and software solutions company, LearningMate partners with
publishers and training companies on conceptualization, designed, development
and implementation of new media and technology solution for the higher
education & continuing education market. LearningMate has competencies and
intellectual property in the area of content development, standards-based
learning technology, learner support system & content architectures.

LearningMate is a cross-border eLearning service company that is focused on

identifying creating and delivering relevant, instructionally sound, engaging
content to learners using internet technologies. Learning Mate’s client includes
school colleges, universities, publishers, NGO’s and corporation around the world.
This firm has competencies and owns intellectual property in the area of strategy
consulting, content development, assessment, content architecture and
performance support. The firm’s principals have a history of contributions to e-
learning initiative around the world and they bring this experience to bear in
every one of their client engagement.

Today, in every organisation personnel planning as an activity in necessary. It is an

important part of an organisation. Human resource planning is a vital ingredient
for the success of the organisation in the long run. There are certain ways that are
to be followed by every organisation, which ensures that it has right number and
kind of people, at the right place and right time, so that organisation can achieves
its planned objective.

The objective of human resource of department is humane source of planning,

recruitment and selection, training and development, career planning, transfer
and promotion, risk management, performance appraisal and so on. Each
objective need special attention and proper planning and implementation.

For every organisation it is important to have a right person on a right job.

Recruitment ad selection plays a vital role in this situation. Shortage of skill and
the uses of new technology are putting considered pressure on how employers go
about recruiting and selection staff. It is recommended to carry out a strategy
analysis of recruitment and selection procedure.

With reference to this context, this project is been prepared to put a light o
recruitment and selection process. This project includes meaning and definition or
recruitment and selection, needs and purpose of recruitment, evaluation of
recruitment process, recruitment tips. Source of recruitment through which an
organisation gets suitable application. Scientific recruitment and selection, which
an organisation should follow, right manpower. Job analysis, which gives an idea
about the requirement of the job. Next is selection process, which include of
selection, type of tests, type of interview, common interview problem and their
solution policy, selection in India and problem.

Recruitment and selection are simultaneous process and are incomplete without
each other. There are important components of the organisation and are
different from each other. Science all the aspect needs practical example and
explanation this project included recruitment and selection process of Infosys.
And a practical case study, it also contain addresses of various and top placement
consultants and the pricelist of advertisement in the magazine.

Source on man power supply:-

Internal:-
LearningMate uses internal sources for recruitment but on a limited basic
otherwise normally it uses external source extensively for it recruitment
purposes. Let us have a look at the internal source in detail.

Types of internal source:-

Present employees:-
This source is normally the first choice among the internal source and learning
Mate is no difference. This source implies filling up the position from among the
present employees by way of promotion and transfer.
Employee referrals:-
This is a very good source of internal recruitment. Employees can develop good
prospects for their families and friends by acquainting them with the advantages
of a job with the company, furnishing card of introduction, and even encouraging
them to apply.

Referral scheme-buddy scheme:-

At learning Mate employee referral is popularly known as, referral scheme-Buddy
scheme.

The objective of referral scheme is to lay guidelines for effective and smooth
functioning of the employee referral program. It helps in attracting talent through
referral from employee for fulfilling the vacant/additional position in the
company.

Employees from all group except from human resource and senior management
are eligible to refer their friend / ex-collages / references / relatives for vacancies-
both current and future in the organisation.

Procedure:-
The human resource group shall inform all employees through intranet/ root
email / notice board about the existing vacancies from time to time.

Employees need to make reference only on e-mail of suitable candidate fulfilling

the recruitment as indicated to buddy@learningmate.com.

The HR group shall process the said application for the requirements as per the
recruitment policy. If the referred candidate is found suitable and selected in
interview, an offer matching with the qualification will be made to the candidate.

The buddy referral reward is paid to the employee 3 month after the referrals join
the organisation. However, in case the referral or the employee concerned is
separated from the service of the organisation before the completion of 3 month,
no referral payment shall be made to the employee.
The employee concerned who makes the reference shall be rewarded with the
following:

category Reward (in INR)

Between 1-3 year relevant experience 10,000/-
More than 1-3 year relevant 15,000/-
experience
Project manager and above position 25,000/-

No reward shall be payable for reference of candidate that have less than 1 year
of relevant experience and contract recruitment.

• Previous application:-
Although not truly an internal source, those who have previously applied
for jobs can be contacted by mail, a quick and inexpensive way to fill an
unexpected is opening. This is possible at learning Mate through a master
database that the company maintains containing the details of all the
application for the various vacant posts.

External:-
LearningMate is a small but a fast growing company with employee
strength of just about 278 and a modest turnover of 140 million rupee in
the year 2005-06. Its recruitment targets are also pretty low at just 150+ for
the year 2007. Owing to the financial constraints and limited recruitment
targets it has to select the source carefully keeping the cost factor in mind.

Barring the nominal use of the internal source the remainder of the
recruiting is done through the external source which includes:

• Approach recruitment consultants and sub-contracts.

• Print media-advertisements.
 • Outstation recruitment.

• Websites-subscribed and unsubscribed

• Walk-ins

• Recruitment consultants and sub-consulters.

LearningMate normally uses these sources to develop the required pool of

candidate and also to achieve specialist help in its recruitment process. Sub-
contractors are normally used in case of temporary recruitment due to
unexpected events or some emergency situation.

• Print media—advertisements:-

LearningMate advertises mostly through newspaper and not so much by way of

magazine. The newspapers they normally advertise in are

• Times-ascent

• Hindustan times

• DNA

• Outstation recruitment:-
Outstation recruitment is conducted by LearningMate by calling the candidates to
their office and talking the required tests and interview as per a process which is
explained later in the project.
The reimbursements made to them are as

Follows: A: Reimbursement of joining related

Travel fare:-
For candidate recruited at all level I class A/C train or flight face to be considered
on case-to-case basis. The same needs to be approved by the BH.

Either LearningMate administration doses the booking or employee can make

his/her own arrangements for purchase of tickets.

B: Reimbursement of expenses toward movement of household

goods:
For candidate recruited at all level, reimbursement of expenses toward
movement of household goods to be considered on case-to-case basis. The same
needs to be approved by the BH.

Employee needs to submit three quotations from three different transporters to

administration departments or employee’s needs to arrange on their own, based
on approved amount by BH.

Or business heads to approve specific relocation amount to move household

goods.

On joining, employee needs to fill in the reimbursement voucher (available with

account department) and enclose the tickets in original, and take approval of
department head before submitting to account.

Employees are required to submit such claims within 10 days from the date of
joining to the accounts department in the prescribed format available with the
account department.
C: Hotel/ Guest house accommodation:
All outstation employees will be considered for a maximum of 10 days Hotel/
Guest accommodation. However, they are expected to make their own
arrangement after mentioned duration and LearningMate administration will
provide necessary assistance on lease accommodation.

Wherever Hotel accommodation is provide, room rent only will be directly billed
to the company. Extra food/ laundry (which are applicable in Hotel package)
related bills will be borne by the employees.

• Websites:-

LearningMate uses a variety of subscribed and unsubscribed websites to

create a pool of a variety of candidate for various posts. Here are the example
of few such websites.

• www.mosterindia.com

• www.naukri.com

• www.jobsahead.com

• www.learningMate.com

• Walk-ins:-
This is the most common and least expensive approach for candidate id
direct applications; in which job seeker submit unsolicited application
letters or resumes. Direct applications provide a pool of potential
employees to meet future needs. This also is one of the sources which
LearningMate use for its recruitment purpose.

• The selection process of LearningMate:-

 After receiving the profiles of candidate through the source as listed above.
The matching profiles as per the specifications are generated by the
recruitment cell. These profiles are then forwarded to the concerned BH/
FH/ SH/ requisition for further shortlisting.

• Completion of application form:-

Here the eligible candidate are made to fill in the application form where in
the company can come to know candidate skills, background, past records,
education, organisation, health, personal details, languages he knows, work
experience, etc.

Application form is such framed that, they provide the necessary details to
the organisation without affecting the sentiments and feeling of the
candidates.

• Employment tests:-
Once the application form are filled tests are conducted which provides
further information to the organisation about the candidate and assists then in
selection.

The tests are normally technical cum aptitude tests- the short candidates are
administered with these tests. The candidates who pass the tests are then
interviewed for the technical fitment. The tests are mandatory for the entire
candidate who have less than 3 year of total working experience.

• INTERVIEWS:-

TECHNICAL INTERVIEW:-
Candidate who pass the tests are made to appear for a technical interview in
which their technical competence is evaluated for the requirements and captured
by the technical interviewer in the interview feedback from. Their skill fitment is
done and suitability to the project concerned is established through the
interview. It is mandatory that an interviewer at least 1 level senior than the
position for which the interview is being done conduct the technical interview.
Recruitment cell should ensure that the interviewer is not related to the
candidate. Skill heads or concerned manager will have final authority to select
candidates (up to team leader/ specialist’s level). The short listed candidate will
be forwarded to HR interview as further selection process.

Business head interview:-

Business head will evaluate / interview project managers and above positions.
The short listed candidate will be forwarded to HR interview as further selection
process.

HR interview:-
If short listed in technical interview, the candidate then appear for an HR
interview, where his fitment to the organisation culture, personality,
communication skills, verification of his credentials, salary drawn and
expectations are recorded. After the interview is done, if the candidate is
selected, then a salary cum designation fitment is done on the basic of
comparable data of the employees in the organisation.

Besides these are also some other interview that are conducted by LearningMate.
They are:-

• Depth interview

• Stress management

• Panel interview

• Reference checks:-
The reference check for candidate (project manager and above) is done
simultaneously with extending the offer. The recruitment cell conduct a formal /
informal reference check with the candidate’s referrals, which then from a part of
the candidate profile and assessment.

• Offer and negotiation:-

A formal offer of employment is extended to the finally selected
candidates.

• Follow-up and joining:-

The recruitment cell does a follow up with the candidate who is extended an
offer to ensure candidate is joining within the stipulated time.
CONCLUSION
 Conclusion
The human element of organisation is the most crucial asset of an organisation.
Taking a closer perspective –it is the very quality of this asset that sets an
organisation apart from the other, the very element that brings the organisation
vision into fruition.

Thus, one can grasp the strategic implication that the manpower of an
organisation has in shaping the fortunes of an organisation. This is where the
complementary roles of recruitment and selection come in. the role of this aspect
in the contemporary organisation is a subject on which the experts have
pondered, deliberated and studied, considering the vital role that they obviously
play.

The essence or recruitment can be summed up as, the philosophy of attracting as

many applicant as possible for given jobs”. The face value of this definition is what
guided recruitment activities in the past. These days, however the emphasis on
aligning the organisation objective with that of the individual’s. By making this a
priority, an organisation safeguards its interests and standing. After all, a satisfied
workforce is a stable workforce which also ensures that an organisation has
credible and reliable performance. In a bid to underscore this subtle point, the
project examines the various processes and nuances one of the most critical
activities of an organisation.

The end result of the recruitment process is essentially a pool of applicants. Next
to recruitment, the logical step in the HR process is the selection of qualified and
competent people. As such, this process concentrates on differentiating between
applicant in order to identify- and hire –those individual whose abilities are
consistent with the organisation recruitment.

This reader will do well to note that the transition between the 2 activities is not
stringent. The 2 activities basically have one aim-to yield a perfect employee for
the organisation.

Nor are these activities typecast. Every organisation tailors the processes keeping
in mind the nature of the organisation, its needs and constraints.

In this project, we examine the angle through the case studies of 2 companies,
involved in the same sector but essentially different in their perception towards
recruitment and selection. And both seem to have to benefit from their take on
the 2 process.

In the end, this project endeavors to present a comprehensive picture of

recruitment and selection and hopes to enable the reader to applicant the various
intricacies involved.

Reference:
BIBLIOGRAPHY
• www.luminousindia.com

• www.google.com

• www.managementparadise.com

• www.tribunindia.com/biz.html

• www.waikato.ac.nz/wfass/subjects/societies-cultures/reports/literature

• http://wiki.answers.com

• www.industrialrelations.naukrihub.com/employees-.html

• www.pdf-search-engine.com/pdf.html.