PROJECT REPORT ON

RECRUITMENT AND SELECTION

SUBMITTED IN PARTIAL FULFILMENT FOR THE REQUIREMENT OF MASTERS OF BUSINESS ADMINISTRATION

(SESSION-2007-2009) SUBMITTED TO: Mr. SUSHIL Prof. MBA Deptt. (Internal Guide) SUBMITTED BY: HIMANI MBA 3rd SEM (2007-2009)

SWAMI DEVI DYAL INSTITUTE OF ENGINEERING & TECHNOLOGY BARWALA (PANCHKULA)

SWAMI DEVI DYAL INSTITUTE OF ENGINEERING & TECHNOLOGY BARWALA (PANCHKULA) CERTIFICATE This is to certify that Miss Himani of Swami Devi Dyal Institute of Engineering and Technology, Barwala has completed the summer training report titled Recruitment and Selection undertaken at Reliance HR Services in partial fulfillment of requirement for the award of degree in Masters of Business Administration and has submitted the training report. To the best of my knowledge, this project work is original and is not a part of any earlier work by Himani or anybody else. This report has not been the basis for the award of any degree or diploma by the university or any other institution.

PRINCIPAL (Dr. Ramakrishnan)

DECLARATION
I, Himani student of here by state that the project report entitled Recruitment and Selection was assigned to me by Mr.Tej Singh Mann(HR Manager) of RHRS pvt. Ltd. (Reliance Human Resource Service) for summer project for the partial fulfillment of M.B.A programme. The project report is conducted under there guidance .The whole work is solely part of my project & the information provided in the study is authentic to the best of my knowledge. All findings are based on the data collected from the primary sources and matter presented has not been copied from any source. No part of this project has ever been published or been submitted earlier. Batch: 2007-08 Place: Barwala Himani Swami Devi Dyal Institute of Engineering and Technology Barwala

ACKNOWLEDGEMENT
Behind every successful work there are always other hands that enable to work hard and make people to be winner. So the successful Completion of this project is team work. Though this project was an individual project but I got many hands which helped me a lot in successful completion and without their help I cant think to cross this milestone. I would like to express my deep felt thanks to RELIANCE HR SERVICES PVT LTD for giving me the opportunity of doing my summer training in the organization. This project would not have been successfully completely if not for the kind help, advice and corporation in addition to the encouragement given to me by Reliance communication for taking me under their wings for the summer training. I express my sincere thanks to Mr. Tej Singh Mann Location head of Chandigarh, Punjab, Haryana and Himachal Region, Reliance Communication for giving me an opportunity and for initiating me into the project and whose support was invaluable for doing my project work. I would like to thank to Miss Sampda, Mr. Suresh, Mr.Sanjay vaidh, Mr.Bhusan, Mr. Raj and Mr. Ashish Dhiman for their valuable suggestions and advice during the project. Last but not least, I would like to express my heart-felt gratitude to my parents and my best friends for all their help and encouragement during the course of this project work. Himani

PREFACE
This research is a part of my project report without which my M.B.A. is incomplete. It is an integral part of every M.B.A. course. We cant rely merely upon the theoretical knowledge. It is to be complimented by practical know-how for it to be fruitful. A positive and correct result of the classroom learning needs realities of practical situation. The training enables the management students to themselves see the working conditions under which they have to work in the future. It gives them real feel of the corporate world, which helps them to better equip themselves with the required skills. I got the opportunity to do the training at RHRS Pvt Ltd. (Reliance HR Services Pvt. Ltd). I was lucky enough to be part of the study and I was assigned to do some research to find the preferences and priorities of employees to adopt the suitable strategy to attract them to work more and regularly. It has been a great learning experience for me. The study wouldnt have been possible without the unconditional guidance and support of my guide Mr. Tej Singh Mann who is a HR Manager of RHRS.

CONTENTS

S.No.
1 2 Introduction

Topic

Review of Literature and research methodology a) Objective of the study b) Significance of the study c) Research methodology d) Limitations of the study

3 4 5

Analysis and Interpretation of data Findings and suggestions Conclusion and Summary Bibliography

CHAPTER-1 INTRODUCTION

RECRUITMENT
Recruitment is process to discover the source of manpower in adequate numbers of facilitate effective deletion of an efficient work force. -Yodder Theoretical Background 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 man power in adequate numbers to facilitate selection of an efficient working force: Recruitment needs are of three types: 1. Planned needs 2. Anticipated needs 3. Unexpected needs Recruitment is linking activity as it brings together those with jobs and those seeking jobs it attract a large number of qualified persons who will take the jobs if it is offered. The sole aim of any recruitment process is to discover potential applicants for actual or anticipated organizational vacancies. Recruitment is said to be the initial in the process which continues with selection and ceases with the placement of the candidate. Recruitment is the next step in the procurement function, the first being the manpower planning.

The purpose of recruitment is to locate source of manpower function of personnel administration, because unless the right type of people are hired, even the best plan, organization charts and control systems would not do much good. The process of recruitment is said to be of positive nature which stimulates to every person to apply for a particular job to increase the hiring ratio that means a lot of applicants for a job. Selection on the other hand tends to be negative because it rejects a number of persons as they became unfit for the applied post and the best is hired. KEY POINTS OF RECRUITMENT All organization whether large or small, do engage in recruiting activity although not in the same number. It can be differentiated with: The size of the organization. The employment conditions in the community where the organization is located; The effects of past recruiting efforts which throw show the organizations ability to locate and keep good performing people. Working conditions and salary and other perks offered by the organization which may influence turn over and necessitate future recruiting; The rate of growth of the organization; The level of seasonality of operations and future expansion and production programmers and

Cultural, economic and legal factors.

METHODS OF RECRUITMENT
Recruitment methods or techniques are the means by which an organization establishes contact with potential candidates provides their necessary information and encourages them to apply for jobs. 1. DIRECT METHODS Under direct recruitment and counting, employees contacts, manned exhibits and waiting lists are used. 2. INDIRECT METHODS Advertisements in newspaper, journals, on the radio and television are to publicize vacancies. 3. THIRD PARTY METHODS Various agencies can be used to recruit personnel. Public employment exchanges, management consulting firms, professional societies and temporary help societies, trade unions. METHODS OF TECHNIQUES OF RECRUITMENT The process of recruitment can be divided into simply three categories: Direct method Indirect method Third party method

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RECRUITMENT POLICY
Such a policy may involve a commitment to broad principles such as filling vacancies with the best qualifier individuals. It may embrace many issues such as extent of promotion from within, attitudes of enterprise in recruiting its old employees. It may also involve the organization of present employees. It may also involve the organization system to be developed for implementing recruitment program and procedures to the employed. Yodder

THE

COST

OF

RECRUITMENT

AND

FINANCIAL

IMPLICATIONS OF THE SAME:

A recruitment policy in the best sense involves a commitment by the employer to such general principles as: 1) To find and employ the best qualified persons for each job. 2) To retain the best and most promising of those hired; 3) To offer promising opportunities for life time working careers.
4)

To provide program and facilities for personal growth on the job.

BOTTLENECKS IN THE PROCESS OF RECRUITMENT No employer could ever freely choose always the right candidate because various forces impinge upon such selection. Such hurdles are: The Organizations Place:

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The candidate whos recruitment is to be made may not be interested to join the organization because either its reputation or goodwill in not good in the society, corporate sector or because the conditions of work are hazardous to work that is to say it is involve in the production of such procedures of which manufacturing creates panic health condition for any employee. All such factors minimize its ability to pull the super brains from employment market. The policy of the Organization towards its Employer: If the policy and aims at providing promotion to its employees from within, people would be attracted to it, because such a policy enjoys several advantage such as that of creating good public relations, building high morale, encouraging good people who are ambitious and improving the probability of a good selection. The Unattractive Job: If the job is regarded as boring, hazardous, anxiety creating or to such an organization. Foundation to Recruit Union Members: Some unions emphasis on recruitment to members of the unions only when situation occurs, management has to recruitment from a restricted supply. Influence of the Government: An employer cannot distinguish any individual on the basis of Physical appearance, sex or religious background, for purpose Of recruitment.
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SELECTION
Selection involves a series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. The process of selection leads to employment of persons who possess the ability and qualification to perform the job. The basic purpose of the selection process is to choose the right type of candidates to man various positions in the organization. In order to achieve this purpose, a well organized selection procedure involves many steps and at each step, unsuitable candidates are rejected. The aim of selection process is to reject the unsuitable candidates. The benefits of selecting right kinds of people for various jobs are as follows: 1. Proper selection and placement of personnel go long way towards building up a suitable work force. 2. Competent employees will show higher efficiency and enable the organization to achieve its objectives effectively. 3. When people get jobs of their taste and choice, they get higher job satisfaction. 4. The morale of the employees who are satisfied with their jobs is often high.

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NEED OF SELECTION
Selection is a critical process these days because it requires a heavy investment of money to get right types of people. Induction and training costs are also high. If the right types of person are not chosen, it will lead to huge loss of employer in terms of time, effort and money. Therefore it is essential to device a suitable selection procedure. The benefits of selecting right kinds of people for various jobs are as follows: Proper selection and placement of personnel go long way towards building up a suitable work force. Competent employees will show higher efficiency and enable the organization to achieve its objectives effectively. When people get jobs of their taste and choice, they get higher job satisfaction.

The morale of the employees who are satisfied with their jobs is often high.

ESSENTIALS OF SELECTION PROCEDURE

The selection produced adopted by an organization is mostly tailor made to meet its particular needs. The thoroughness of the of the procedure depends upon three factors: First, the nature of selection, whether faulty or safe, because a faulty selection affects not only the training period that may be needed, but also results in heavy expenditure on the new employee and the loss

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that may be incurred by the organization in case the job-occupant fails on his job. Second, the policy of the company and the attitude of the management. As a practice some companies usually hire more than the actual number needed with a view to removing the unfit persons from the jobs. Third, the length of the probationary or the trial period. The longer the period the greater the uncertainty in the minds of the selected candidate about his future. The hiring process can be successful, if the following preliminary requirements are satisfied:
(a)

Some one should have the authority to hire. This authority comes form the employment requisition, as developed by an analysis of the workload work force.

(b) There must be some standard or personnel with which a prospective employee may be compared, i.e. there should be available, beforehand, a comprehensive job description and job specifications as developed by a job analysis. (c) There must be a sufficient number of applicants from which the required number of employees may be selected.

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ABOUT RELIANCE COMMUNICATION

Reliance communication is the outcome of late Dhirubhai Ambanis dream of bringing about a digital revolution in India that will bring to every Indians doorstep an affordable means of information and communication. "Make the tools of communication available to people at an affordable cost. They will overcome the handicaps of illiteracy and lack of mobility", was how Dhirubhai, as he was fondly called, spelt out Reliance Communications mission in late 1999. He firmly believed the country could use information and communication technology to overcome its backwardness and underdevelopment. It was with this belief that Reliance Communication began laying its 60,000 route kilometers of pan-India fiber optic backbone in 1999. The backbone was commissioned on December 28, 2002, Dhirubhais 70th birth anniversary, first since his sad demise on July 6, 2002. Reliance Communications network is a high-capacity, integrated (wireless and wire line), and convergent (voice, data and video) digital network. The network is designed to offer services that span the entire Communication value chain - infrastructure, services, both for enterprises and individuals, applications, and consulting. The network is designed to deliver services and applications that will change the way we Indians live. It will harbinger a New India.

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Dhirubhai's Dream
Late Dhirubhai Ambani built Reliance from scratch and in 25 years got it a place among the worlds top Fortune 500 operations. The fact that he took barely a quarter of a century to do that is what makes this achievement special. Though rooted in traditional Indian values, Dhirubhai was a quintessential modern man a man of the New Millennium. This was reflected in his passion for mega-sized projects, state-of-the-art technology, and high productivity. His corporate philosophy was short: "Think big. Think differently. Think fast. Think ahead. Aim for the best At Reliance, he inspired all to better the best in the world. Dhirubhai was clear that education alone could empower people. A great communicator himself, he communicated to inspire, guide, educate, and, motivate. Dhirubhai knew the power of information and communications and how it can be harnessed to achieve these goals and to make time and distance irrelevant. Dhirubhai would often say that if a telephone call could be made cheaper than the post card in India, it would transform every home, empower every Indian, remove every roadblock to opportunity and growth, and demolish every

17

barrier that divides our society. He was of the view that Communication (information and communication) would energize enterprises, galvanize governance, and make learning an experience and life, exciting. Reliance Communication is a fascinating outcome of this powerful conviction, major or initiative to translate this dream into reality.

RELIANCE VISION
"We will leverage our strengths in executing complex global-scale projects to make leading edge information and communication services affordable by all individual consumers and businesses in India. We will offer unparalleled value to create customer delight and enhance business productivity. We will also generate value for our capabilities beyond Indian borders while enabling millions of India's knowledge Associates to deliver their services globally".

CHAIRMAN MESSAGE

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MILESTONES
2005 January04 Reliance introduces first e-recharge facility in CDMA in India. January24 Reliance India Mobile announces mega rural plan to cover 4 lakhs villages and 65 crore Indians by December 2005. June26 Anil Ambani appointed Chairman of Reliance Communication July30 Air Deccan and Reliance Web World join hands to offer air ticket booking facility at Reliance Web World. August11 XLRI's Post-Graduate Certificate programmed in Logistics Supply Chain Management (PGCLSCM) launched on Reliance Web Worlds virtual classroom platform. first of its kind e-learning programmed in India. August18 Reliance Communication rolls out international roaming facility across several countries to become the first Indian CDMA operator to offer its customers such a service. September06 Reliance Communication tied-up with the Bombay Stock Exchange to make available live stock quotes on its mobile phones.

September21 Apollo Hospital and Reliance Communication join hands to provide top class

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healthcare service to millions of Indians in over a hundred Indian cities. October13 Reliance Web World wins Frost & Sullivan Market Leadership Award for Video Conferencing services. November12 Reliance Communication hosts the 4th global CDMA Operators Summit. November22 Reliance Communication joins hands with Indian Airlines to offer India's first mobile booking of domestic airline ticket. November30 Reliance Communication introduces MOREbile, redefines customer rewarding with 33 % more talk time on prepaid recharges of Rs 315 denomination and above and much more. December12 Reliance Communication and China Telecom sign agreement for telecom services to provide direct telecommunication service, including a global hubbing service, to subscribers in the two countries. 2006 January19 Reliance Demerger adds record Rs.55, 000 Crore to shareholder wealth.

January23 TIMES NOW launched on Reliance Mobile Phones, making it the worlds first TV channel to be launched on a mobile phone. March06 Reliance Communications Ventures Ltd. (RCVL), India's leading integrated
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telecommunications company, a member of the Reliance - Anil Dhirubhai Ambani group, lists on the Bombay Stock Exchange and National Stock Exchange. March21 Reliance Communication introduces R World in Hindi to become the world's first Operator to offer mobile data services in more than one language on the same handset. This will make it possible for millions of Indians to access the popular R World with hundreds of every-day-use applications in the national language. Oct.23 Reliance-Anil Dhirubhai Ambani Group signs up Indian cricket's whiz kid and heartthrob of millions Mahendra Singh Dhoni as the brand ambassador for Reliance Communications Ventures Ltd. Nov.29 Reliance communication becomes Indias first telecom operator to launch seamless inter-standard international roaming service - 1World.1Number, with 2007 single June 7: Reliance communication starts its course in Retail Management. June 27 Reliance communication Launches wireless net service July 18 Reliance communication announced a investment of Rs 20000 crores. Oct. 18 Reliance communication tied up withTeehzone 6060 Pvt. Ltd. To provide a coverage of festival at Tirumala.

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2008

Feb 11 Reliance communication buys 10% in French Wimax Chip Maker Company March 10. Reliance communication to issue 1.75 crore share under ESO/Ps. April 10 Reliance communication adds 1.62 million new mobile customers in march. April 24 Reliance communication buys U.K based Wimax operator E Wave world. May 27 Reliance communication arms Buys U.K based Vanco Group for $77million.

CHAPTER-2
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REVIEW OF LITERATURE AND RESEARCH METHODOLOGY

REVIEW OF LITERATURE
In a project research process all steps of a systematic research must be followed. Review of literature means study the research done by other researcher related to the topic. It is very-very important after the problem is

23

formulated because review of literature provides straight guidelines to the forward and gone to systematic pain to the study. This literature provides number of guidelines to the research study for the purpose to get literature regarding study one can go to different type of Journals and published or unpublished other sources like Government reports, different libraries, newspaper, conference proceedings, different books and earlier study related to topic etc. One must devote sufficient time to review the available literature concerning to research. It provides researcher a path of study in research. It provides research a path of study in research. Studies on related problem are useful for research & guide him about the difficulty & shortcomings of the study and also make him aware about the problem & mistakes in the study. The international labour organization suggested that 200 million disabled people in the Asia & pacific region dont have access to employment. This has a flow-on effect to the economic status of disabled people. The ILO (2003) believes that positive change has started to take place; research shows that disabled people want to work & many are actively seeking work. A UK survey showed that 75% of unemployed disabled people felt that getting a job was important & 98% would keep looking for a job (Meager & Hibbett, 1999). Some experts believe that the increasingly casualties & part-time of the New-Zealand labor market does not encourage employers to make workplace adaptation (Pernice & Lunt, 1998).

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During the public sector reforms & the highly competitive job market of the 1980s greater emphasis began to be placed on education & qualifications. This can disadvantage disabled people, especially older disabled people for whom access to education & training has been more difficult that it is today. (Pernice & lunt, 1998). For many people with severe disabilities, the economic benefits for participating in employment are minimal. And any net increased in earned income over income support (invalid benefit) may be more than offset by the increased work-related costs of disability (Pernice & lunt 1998:20). Education, or lack of education is also seen as a contributing factor to the low participation rates in the workforce. As with other people, there is a strong association between qualification level & whether a disabled person is economically active (Meager & Hibbett, 1999 Pg.471). A Chartered Institute of Personal & Development (IPD) 2001 study of 800 personnel managers in the UK found the most common forms of workplace. Adjustments made were: Flexibility in application of HR policies. Accessibility of existing facilities. Modifying the work environment. Restricting or Modifying work hours. Acquiring & modifying equipment or devices.

Providing written job instructions.

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The study also found that making adjustments to recruitment procedures was not difficult for managers. The hardest task was making information accessible for people with vision, hearing or intellectual impairment. Research by Bruye*re, (2000) examining UK and US employers found that it was very difficult to change attitude of employees and supervisors. Many of the benefits from technology for disabled workers are achieved through simple and low cost technologies devices, including items like a phone headset or trolley to carry files (EEO Trust, 2005). Only a third of the respondents to the 2005 EEO Trust survey required special or adapted equipment. In New Zealand the introduction of the Internet Reply Service in 2004 has allowed deaf or hearing impaired staff to use the telephone and has improved communication for many staff with communication needs (EEO Trust, 2005). Specialist agencies are considered to be more effective at developing the individual supports people need to succeed in the recruitment process. This may be attributed to targeting employers directly.(Barnes et al,1998). The British Equal Opportunities Review (1999) stressed the importance of specialist agencies having experience with the private sector and a coordinate approach to streamline the clients journey to the employer and vice versa. In the British study looking at the employment issues for disabled people Barnes et al (1998) identified that mainstream employment agencies can be a barrier to employment. This can be problematic when large employers reply for their Recruitment needs on agencies which would not generally
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consider recommending disabled people. This problem was also identified by disabled people in the recent EEO Trust survey (2005). This programmed reports a success rate of 55% to 65% and is measured by the number of people who achieve meaningful employment at the end of their placement. Mainstream is assisted by employment placements agencies such as Work Bridge (Work Bridge, 2003). Recruitment research Barnes (1999) believes future research on the employment needs of able people require input from employers and needs to focus on creamy layer. In the Canadian context Hum & Simpson (1996) have found little research about the activity of abled people in the labour market. They believe it is not helpful to group all disability, gender and earnings & hours of work, to enabled more effectively policy design. In New Zealand there is a lack of research on the employment issues for Maori disabled people. There also needs to be more emphasis on collecting reliable data on recruitment, retention, pay rates and level of seniority to rectify the absence of reliable, pay rates and level of seniority to rectify the absence of reliable data about the position of disabled people in the work force(Mintrom & true 2004).

RESEARCH METHODOLOGY
DEFINITION Research methodology is way to systematically solve the research problems. Methodology makes the most important contribution towards enrichment of
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the study. In a research there are numerous methods and procedures to be applied but it is the nature of the problem that determine the level of and type of the research methodology. The project methodology includes primary and secondary sources of data. The primary sources of data conducted by personal interviews of management and staff of company. The secondary data sources include records, published materials, manuals of the company, collection of data from computers.

RESEARCH METHODOLOGY USED

While carrying out project work on recruitment and selection following research methodology is used. Questionnaire: I have submitted one hand written questionnaire separately For manager as well as for the Associates, for knowing about various aspects of the organizations, recruitment and selection procedures, policies and various sources. Personal manager answered all my question in brief. The written questions given to Associates were not replied in written, they gave the answers verbally. Documentary Sources: Mr. Tej Singh Mann, was very busy in performing the duties in order to save his time, he gave me a summary report about various matters related to the company. This made my job much easier. Interview with the HR Manager: I have interviewed with HR manager. The HR Manager listened all the questions very calmly; he didnt hurried up in replying to the questions.

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Interview with Associates: As Associates were reluctant to answer the questions in written, most of the information was collected through personal interview with them in the canteen and in the companys premises. Nature of the study and data collection: The study is largely analytical and descriptive in nature and focuses on the effectiveness of HR Department programmed in the RHRS. Apart from the critically examining the methods of training of development, the study attempt to analyze the effectiveness of the same on the productivity of the employees. In order to meet the objectives, the response is of structured questionnaires. The questionnaire were designed specifically and filled up by the sampled workers and manager. It means the study is based on mainly primary data but same amount of secondary data have also been used i.e. the information related to organizational structure, expenditure on various development activities have been collected from annual financial report of the company. This information will be used to bring about the performance and effectiveness of the training programmed. Some supplementary information is also being sought through formal discussion and construction with the different authorities of the same company. All this helped in performing this summer training report. For the purpose of collecting data for the present report, the subjects were approached personally in their respective departments. Data analysis: Since the present study is of analytical and descriptive in nature, so the primary data have been used and the same are collected from through filling
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up the framed questionnaire. The absolute figure collected do not provide meaningful information, therefore simple percentage, tabulation and ratio analysis is used as a major tool for evaluating the effectiveness. The study was mainly based on the cross-section perception analysis of the employees. However, the study was confined to the perception analysis of workers managerial cadre. The study is designed to make an in-depth study of effectiveness programs with severance to the RHRS.

OBJECTIVES OF THE STUDY

To gain a complete insight into the entire recruitment and selection procedure at RHRS.

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 To understand, the different selection methods being followed by RHRS. To know the objective/expectations of selection program.

To analyze the cost & benefits of recruitment and selection program. program.

To help the management in developing general principles of various To after some meaningful suggestions for improvement in the recruitment and selection program.

To learn the practical knowledge and how academic knowledge convertible in practically way.

To find out the success rate of the Reliance communication.

To find out how much organization is involved in the mind of consumer.

SIGNIFICANCE OF THE STUDY

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The recruitment process and selection system are one of the key HR processes and activities.

The need to recruit people continuously has been recognized by good organizations and is done for selecting the employees for new projects, expansion of projects, changing requirements, transfers, promotion and for attrition. After recruiting, then comes is selection which consists of placing the right person at the right job.

It will show the fulfill ness of social responsibilities of the company towards the employees. The report will also suggest the measure for improvement in selection program and reduction in cost. It will also helpful to profile the enterprise and improve its image. Study will also give some suggestion to retain eminent and qualified workforce. The changes required in selection program will also reported to the high level executives.

LIMITATIONS OF STUDY

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Limitations are part and parcel of any kind of research work. So, the present study is assumed to be not free from limitations. Although adequate precautionary measures have been taken, the study suffers from some limitations. One of the limitations of the present study is that the information has been collected from the questionnaire filled by the respondent himself, so the chance of biasness and wrong information is there. The samples have been taken from non-random method. Using simple statistical tools due to non-availability of spare time and other correlated variables.

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CHAPTER-3 ANALYSIS AND INTERPRETATION OF DATA

Q: 1 How much percentage do you think to recruit is the format tool in any Organization?

34

Factors Strongly Agree Agree Disagree Strongly Disagree Total

No. of Percentage Respondents 30 60 20 0 0 50 40 0 0 100

0% 0% Strongly Agree 40% 60% Agree Disagree Strongly Disagree

Interpretation: Majority of employee strongly agree and feels that recruitment as an important tool for any organization.

Q: 2 Are you empowering your recruiters with the tools and budgets which they need to be successful?

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Factors Strongly Agree Agree Disagree Strongly Disagree Total

No. of Percentage Respondents 20 40 5 5 20 50 10 10 40 100

40%

40%

Strongly Agree Agree Disagree Strongly Disagree

10%

10%

Interpretation: About 50% of the employee agrees and 50% of the employees disagree that the recruiter are empowering with the tools given of adequate importance.

Q: 3 Is recruitment helpful in reduction of manpower? Factors No. of Percentage Respondents

36

Strongly Agree Agree Disagree Strongly Disagree Total

40 4 2 4 50

80 8 4 8 100

8% 4% 8% Strongly Agree Agree Disagree Strongly Disagree 80%

Interpretation: About 88%of the employee fells that recruitment is quit helpful in the reduction of manpower.

Q:4 Is recruitment enhances manpower budget or not?

Factors

No. of Percentage Respondents

37

Strongly Agree Agree Disagree Strongly Disagree Total

30 10 10 0 50

60 20 20 0 100

0% 20% Strongly Agree Agree Disagree 20% 60% Strongly Disagree

Interpretation: 80% of the employee feels that recruitment enhances manpower budget.

Q:5 Is external sources are useful for recruitment in your company?

Factors

No. of Percentage Respondents

38

Strongly Agree Agree Disagree Strongly Disagree Total

20 0 10 20 50

40 0 20 40 100

40%

40%

Strongly Agree Agree Disagree Strongly Disagree

0% 20%

Interpretation: About 60%of the employee disagree that external sources are not useful for the recruitment of the company.

Q:6 Do you think manpower planning plays an important role in recruitment?

Factors Strongly Agree

No. of Percentage Respondents 20 40

39

Agree Disagree Strongly Disagree Total

5 6 19 50

10 12 38 100

38%

40%

Strongly Agree Agree Disagree Strongly Disagree

12%

10%

Interpretation: Half of the employees i.e. 40% strongly agree and 10% agree with the given statement whereas 50% of the employees disagree with the statement. So the management should think of overall accuracy of screening in the recruitment process in the organization.

Q: 7 Is manpower budget being planned first and then recruitment is to be taken place? Factors Strongly Agree Agree No. of Percentage Respondents 40 80 7 14

40

Disagree Strongly Disagree Total

6% 14%

3 0 50

6 0 100

0% Strongly Agree Agree Disagree Strongly Disagree

80%

Interpretation: About 94% of the employee feels that manpower budget being planned first and then recruitment to be take place.

Q:8 Is recruitment is done only after seeing the skills of an individuals?

Factors Strongly Agree Agree

No. of Percentage Respondents 40 80 7 14

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Disagree Strongly Disagree Total

3 0 50

6 0 100

6% 0% 14% Strongly Agree Agree Disagree Strongly Disagree

80%

Interpretation: About 94% of the employee feels that recruitment should be done only after seeing the skills of an individual.

Q: 9 Is recruitment policy are evaluated and improved every year? Factors Strongly Agree Agree Disagree No. of Percentage Respondents 5 10 5 20 10 40

42

Strongly Disagree Total

20 50

40 100

10% 10% 40% Strongly Agree Agree Disagree Strongly Disagree

40%

Interpretation: About 80% of the employee disagrees about it. As it shows that recruitment policy are not evaluated and improved every year.

Q: 10 How much it is true that to recruit the candidate is the best task of HR Department only? Factors Strongly Agree Agree No. of Percentage Respondents 21 42 29 58

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Disagree Strongly Disagree Total

0 0 50

0 0 100

0% 0%

42%

Strongly Agree Agree Disagree Strongly Disagree

58%

Interpretation: 100% of the employee agrees that to recruit the candidate is the best task of HR Department only.

Q: 11 Is your HR Department organizes employment tests for selection? Factors Strongly Agree Agree No. of Percentage Respondents 5 10 5 10

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Disagree Strongly Disagree Total

20 20 50

40 40 100

10% 10% 40% Strongly Agree Agree Disagree Strongly Disagree

40%

Interpretation: Majority of the employees believe that the HR Department does not organize any employment test for selection policies are not evaluated and improved upon every year. Whereas 20% of the employees believe in the same. Hence, selection program should be designed more effectively by the HR Department.

Q: 12 Company has its own selection policy. Is company is following it strictly or not? Factors Strongly Agree No. of Percentage Respondents 0 0

45

Agree Disagree Strongly Disagree Total

34 16 0 50

68 32 0 100

0% 0% 32% Strongly Agree Agree Disagree Strongly Disagree

68%

Interpretation: Majority of employees feel that the company has its own selection policy and is following it strictly. While 32% of the employee disagrees with the statement.

Q: 13 Is productivity of the company is effected by the effectiveness of the selection? Factors Strongly Agree Agree Disagree No. of Percentage Respondents 20 40 10 10 20 20

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Strongly Disagree Total

10 50

20 100

20%
Strongly Agree Agree Disagree Strongly Disagree

40%

20%

20%

Interpretation: Majority of employees are of the view point that company conducts adequate selection program whereas 40% of the employees disagree with the same. Thus, it is obvious organization should give more importance on the productivity of the company by the effective of the selection process.

Q: 14 Is screening process in accurate in selection process? Factors Strongly Agree Agree Disagree Strongly Disagree No. of Percentage Respondents 15 30 10 15 10 20 30 20

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Total

50

100

20% 30% Strongly Agree Agree Disagree Strongly Disagree 30% 20%

Interpretation: Half of the employees i.e. 30% strongly agree and 20% of the employees agree with the given statement where 50% of the employees disagree with the statement. So the management should think of overall accuracy of screening in the selection process in the organization.

Q: 15 To what extant it is true that selection is a complex and negative process? Factors Strongly Agree Agree Disagree Strongly Disagree No. of Percentage Respondents 40 80 7 3 0 14 6 0

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Total

50

100

6% 14%

0%

Strongly Agree Agree Disagree Strongly Disgaree

80%

Interpretation: It is 100% true that the selection is done and has proved to be a complex and negative process as only 6% disagree with the statement and rest of the 94% agree with this.

Q: 16 Is selection is an important function of the personal department? Factors Strongly Agree Agree Disagree Strongly Disagree Total No. of Percentage Respondents 40 80 7 3 0 50 14 6 0 100

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6% 14%

0% Strongly Agree Agree Disagree Strongly Disagree

80%

Interpretation: Most of the employees feel that the selection is an important function of Personal Department in an organization.

CHAPTER-4 FINDINGS
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AND SUGGESTIONS

EXPERIENCE ABOUT COLLECTION OF DATA AND DIFFICULTIES ENCOUNTERED

I have faced many difficulties while doing my project work. On the entrance gate of the company, the security guard stopped me and did not allow me to enter in the companys premises and satisfied them that my visit to company is only for the preparation of project work and nothing else. After being satisfied they gave me one form to fill up for obtaining information about my address etc. later I was allowed to talk to the HR Manager to have an appointment.

51

I interviewed about 30 Associates by asking questions initially they hesitated to answer the question, because they thought that I belong to some investing department but when I informed them that I have permission from the HR department for this job, than began to co-operate with me. Sometimes Associates were also not free at every time. I had to wait for them many times for the interview. To get the required knowledge about various aspects related to recruitment and selection, it took four days the staff and the Associates gave the maximum co-operation. I am thankful to Mr.Tej Singh Mann who gave me his full cooperation and helped me to arrange meetings with Associates and also instructed the Associates to give instructions in collection of various required information.

FINDINGS
The findings of the research after analyzing the response of the respondent are as follow: RECRUITMENT Most of the employee is of the opinion that recruitment process at the time of their recruitment was transparent and impartial The content of the examination was also standardized and related to job requirement

52

Out of the total respondent most of the respondent come to know about the vacancies existing in the organizations through Field Recruiters and ERP (Employee Referral Program).

SUGGESTIONS

Proper induction training should be provided to the newly recruited Associates. He/She should be clearly informed regarding the profile of the company; the nature of job has to do, stating the salary and training/probationary period at the time of selection.

Employees should be thoroughly interviewed according to the requirements. Before the final selection an employee may be put for two/three days trial. He may be rotated in the department at least for a period of 15 days before his final placement to make him fully aware about working conditions/ environment prevailing in the department. Appraisal system may be followed strictly and training program may be provided for skill improvement and test should be conducted regularly.

The HODs of various departments should give in writing to the HR department the number and kind of employees they require so that the HR department may recruit the right employee at right job at right time.

There should be a psychologist in the panel of judges while recruiting the employees of senior level in order to check their

53

motivation level; their interests and their aptitude towards they have applied for. Appraisals should be given with utmost care to the employees. Proper training programs should be conducted so that an employee can perform better. The company should register itself with the job.com & nokri.com for downloading applications for the required position.

Human Resource department should keep a continuous check on attrition rate as this is the biggest problem that telecom industry is facing today. Company should give different facilities or make plans to lower the attrition rate.

With this philosophy, the company has made considerable progress since its establishment. Tough through our study on various aspects of Recruitment and Selection process. The effectiveness was quite high and favorable but in order to remain competitive and maintain stability, there is scope for improvement or enhancement to achieve organizational excellence. As development is a progressive series of change in an orderly way. Our recommendations on Recruitment and Selection after deep analysis are as follow: FOR RECRUITMENT AND SELECTION
Job descriptions at entry level are required in order to have role

clarity. Moreover the turnover is high at entry level.

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 Competency

based

Recruitment

and

Selection

system

is

suggested at middle and entry level and it should have proper documentation because of the following reasons: Organizations should have control on employee turnover to a great extent.
There is need for people who can adopt and be successful to

select the right person on the job. Job profiling would also help to find out the gap between the competencies required and the competencies possessed by people in the organization.
Competency profiling would help gain the competitive advantage.

A company which wants to increase its market share by getting more from its current employees and hiring the best in the outside market will gain a great deal in bottom line savings from an accurately defined model of superior performance. A better and more competent workforce can be generated by right hiring. There should be more focus on other sources as data support that mostly employees are recruited on personal references. A part from advertisement organization can recruit well-qualified personnel for the different vacancies through campus interview in professional colleges and institutes. Hindi language should not act as a barrier to selection.

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56

CHAPTER-5 CONCLUSION AND SUMMARY

CONCLUSION

57

The recruitment in RHRS is being made purely on need base. The manpower requisition is sent to the HOD Human Resources by the departmental Heads. Only Human Resource department is involved in the recruitment process. Recruitment is being made through newspaper by advertising the openings/position advertisement or placement Agency. In this whole process the applications received through advertisement or placement agencies are screened out by the concerned HOD and sent to the Personnel Department for organizing preliminary interview/discussion.

There is a proper process of recruitment in RHRS i.e. there are 2 rounds in interview and only those candidates are given job who clear all rounds.

The selected candidates are given offer letter in which all the terms and conditions of their appointments are mentioned along with date of joining.

The appointment letter is issued to the candidates on the date of his joining elaborating therein all terms and conditions of his employment with the company. Induction Program is being arranged by the RME.

In case an employee wants to resign from the company then he needs to serve a notice period of 15 days. And those who do not serve notice

58

period company recovers a recovery from an employee, then only company issues relieving letter to employee.

RME takes exit interview of employee and tries to find reasons for leaving with the company.

On the whole the life cycle of an employee is acceptable to all the concerned HODs.

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ANNEXURE

New Joiner Recruitment Process

60

Sourcing is mainly thru following channels LM/Employee Referral Recruitment Agencies Recruitment Advt

Candidates is selected by the supervising manager and interview is scheduled

LM conducts the interview & fills the interview assessment sheet

Selected candidates submits the following documents to LM RCU form with photograph Latest Biodata ID proof Latest Address proof

LM initiates the RCU check and reference check for all the Selected candidates

RCU team gives hard copy of RCU verification To Regional team

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Line manager sends the New Joiners Tracker & Joining Kit To Regional RHRS coordinator & FC JOINING KIT 1. 2. 3. 4. 5. 6. 7. 8. 9. Interview Assessment Sheet RCU Clearance Certificate Joining form- Handwritten PF Form 2/ Form 13, SSN ESIC Form No. 11 Gratuity Form Bank Account Form/Cancelled Cheque Relieving Letter from previous Employer Photographs PC-2/PP-5

10. Educational Certificate Copies 11 Photo Identity & Address Proof 11. ID Card Form 12. Information Security Agreements Enter the employee name in the Attendance Master

QUESTIONNAIRE
Personal Information

62

a. b. c. d. e. f. g. (i) Less than 10,000 (iii) 15,000-20,000 job? Advertisement. Consultant. Personal Reference. Campus. E-Recruitment. Others. (ii) (iv)

Date of joining Designation Department Age Educational Qualification No. of Promotion (till date) Monthly Income 10,000-15,000 20,000 and above

1. Identify the source of from where you came to know about the

2. You are satisfied by the recruitment process by which you are selected. Yes process? Yes No No 3. Do you feel you colleagues have been selected by the same

4. Your colleagues are very pleasant and helping.

Yes

No
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5. In a public you like to talk about this organization Yes 6. Yes No No (i) Routine in nature. (iii) Demand new ideas. (v) Challenging in nature (ii) Demand creative thinking. (iv) Finding new methods. (vi) Involve Participation in Decision-making (b) Your job meet our your above stated interest Yes Yes Yes
(i) (ii)

You like to put your relatives/friends for job in this company.

7. (a) You are interested to take jobs that are

No No No 1 - 3 years (ii) 3 - 5 years 5 + Years Yes Yes No No No No

8. You take job comfortably while working 9. You are satisfied with your daily schedule: 10.How long will you like to continue with this organization.

11.You leave present organization under following conditions: (i) With an increase in pay. (ii) With more freedom to be professionally creative (iii) With more status. Yes Yes
12.

(iv) To work with people who are a little friendlier.

Company has a reasonable compensation package.

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Yes
13.

No Recognition system in organization is followed impartially. No People-Oriented. Task-Oriented. Combination of both.

Yes
(i) (ii) (iii)

14.Your organization is considered as:

15. You get good advice from your colleagues and supervisors to improve
16.

your performance? No

Yes

No

You know exactly what is expected form you. You are getting ahead in the company. No

Yes
17.

Yes

18. Your suggestions for improvement in recruitment and selection process, (if any) ...................... . Thank You

APPLICATION BLANK

65

Position Applied For: Name of the Applicant: First Last Like to be called: Fathers Name : Date of Birth: ( DD / MM / YY ) Place of Birth : Middle

Instructions The applicant is requested to go through pages the and fill following in the

required details. Do not fill in the shaded portion of this form. 1. Please passport here 2. Please fill month and year where MM/YY is provided paste sized your latest

Sex: Male/ Female

photograph

Present Address

Permanent Address

City: Tel No. (Off) Mail id: Languages Known (Pls.Tick) 1. 2. 3. 4. Speak

Pin: (Res.) (Mobile): Read Write City: Pin:

66

Family Background (Please include details of Parents, Siblings, Spouse, children) Marital Status: Married/ Single (DD/MM/YY) Name Relationship Date Birth OfOccupation/ Organization Dependent you? (Y/N) on Wedding Date

Marital Status: Married/ Single (DD/MM/YY)

Wedding Date

ACADEMIC RECORD (Starting from Xth Class. Original Certificates will be required at the time of joining) Degree/ Diploma Complete d College/ University Major Subjects % / Grade Regular/ Part Corresponde nce

From Y

To YY

MM/Y MM/

Marks Time/

67

Projects/ Training/ Apprenticeship/ Article ship/ Professional Practice, if any Duration MM/YY Institution/ Organization & Location Area/ Topic Covered

WORK EXPERIENCE RECORD (Please start with the Present/ Last Organization) Duration Total months From MM/ YY To MM/ YY On Leaving On Leaving Name and Address Basic Duties Designatio On joining Salary On Joining Reasons for Leaving Exp. In of the Organization Nature of n

REFERENCES: you.

List any three persons not related to you, who are professionally, known to

Do you have any objection to our referring to them? Yes/ No (Please tick mark) Full Name Full Address Tel. Nos. / Mobile Positio no./ Email
68

n/

Busine ss

Have you ever been arrested, indicted or summoned as a I certify that the statements defendant in a criminal proceeding, or convicted, fined or made violations) by me are true, imprisoned for violation of any law (Excluding minor traffic complete and correct to the best of my knowledge and belief. I understand that any YES/ NO material misrepresentation or omission made hereon or any other document requested by PVAPS, renders me liable to termination or dismissal. Place: Date: Signature:

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FOR OFFICE USE ONLY

Interview Record Sheet For Office use only: Name of candidate

Position

considered

for

_______________________________________________ City where the job exists

_______________________________________________________ Language Known Spoken (Y/N) English _______ Hindi _______ Vernacular

___________(Specify)

70

Written Read

(Y/N) (Y/N)

_______ _______

_______ _______

___________(Specify) ___________(Specify) Current and previous Job (Nature of responsibility, critical task performed, % of result achieved. Ist Job : Nature of responsibility _________________________________________ Critical Tasks performed a. ______________________________________ b. Achievement _____________________________________________ Name of the supervisor (Ist Job) ____________________________(Reference) IInd Job : Nature Critical Tasks performed a. b. c. Achievement _____________________________________________ Name of the supervisor (II nd Job) ___________________________(Reference) ______________________________________ ______________________________________ ______________________________________ of responsibility __________________________________________ ______________________________________

71

Why the candidates wants to leave the current job and wants to join RHRS (Salary, Growth, Image and Reliance, etc)

What kind of Growth (Learning and Designation) the candidate is expecting in the next 3 years.

Parameter

Ratings 1-4 1 low 4 high

Remarks

Appearance Mannerisms Family Background Self Image

and

and

Confidence Communication clarity in speech Corporate Experience Experience Telecom Industry from and Sales

72

Market

Orientation

Awareness industry Patience

about

Reliance & the telecom

Integrity and Reliability Interpersonal Skills

TOTAL

/40 /84 /15

(The score should not be less than 28) 58 -Passing score 11 - Passing score

Written test Score IQ Test Score

Current candidate

CTC

of

the Monthly

Annual

Expected CTC

Assessment of the interviewer

Why the candidate should be offered?

73

Candidate selected for the position Result of the Interview Candidates acceptance of offer Name of the RME/ LH Signature SELECTED / REJECTED YES / No

Name Signature

of

the

Interviewer

(ASM/

CSM)

74

BIBLOGRAPHY

75

 DECENZO AD and Robbins P.S. 1998 Fundamentals of Human Resources Management, p.p 12-28 Human resource Management John Wiley and Soms, Inc, Singapore. Manorial C.B. and Gankar S.V. 2001 Personal Management p.p.- 227315 Himalaya Publishing House. Research methodology (methods and techniques by C.R.KOTHARI)

McGraw Hill, New Delhi,1990 227-315 Himalaya Publishing House.

Manorial C.B. and Gankar S.V. 2001 Personnel Management p.p.-

Website:

Www.google. Com Www.yahoosearch. Com

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