RECRUITMENT AND SELECTION PROJECT REPORT PDF

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Project Report on Recruitment and Selection Process - Free download as Word Doc .doc /.docx), PDF File .pdf), Text File .txt) or read online for free. Download as DOCX, PDF, TXT or read online from Scribd . The project report is about recruitment and selection process that‟s an important part of any. Despite a well drawn plan on recruitment and selection and involvement of qualified management team, recruitment processes followed by companies can face.


Recruitment And Selection Project Report Pdf

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A SUMMER TRAINING REPORT ON RECRUITMENT AND SELECTION part of the Project Report “RECRUITMENT AND SELECTION PROCESS AT DENAVE. SHRM project contributors: Bill Schaefer, SPHR This module covers employee hiring and selection. participate in the recruitment and selection process. Project Cost:Rs (Project Report) Rs. (Synopsis + Project). Can Be Recruitment and selection are two of the most important functions of personnel.

Correlation studies could also be carried out to find out the relationship between different sources of recruitment and factors of success on the job.

Project Report on Recruitment and Selection by AEGIS

In addition to these, data on employee turnover, grievances, and disciplinary action would also throw light on the relative strengths of a particular source of recruitment for different organizational positions. Before finally identifying the sources of recruitment, the human resource managers must also look into the cost or hiring a candidate.

The cost per hire can be found out by dividing the recruitment cost by the number of candidates hired. SELECTION Introduction The size of the labour market, the image of the company, the place of posting, the nature of job, the compensation package and a host of other factors influence the manner of aspirants are likely to respond to the recruiting efforts of the company.

Through the process of recruitment the company tries to locate prospective employees and encourages them to apply for vacancies at various levels. Recruiting, thus, provides a pool of applicants for selection. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organisation. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.

Purpose The purpose of selection is to pick up the most suitable candidate who would meet the requirements of the job in an organisation best, to find out which job applicant will be successful, if hired.

To meet this goal, the company obtains and assesses information about the applicants in terms of age, qualifications, skills, experience, etc. The most suitable person is then picked up after eliminating the unsuitable applicants through successive stages of selection process.

Any mismatch in this regard can cost an organisation a great deal of money, time and trouble, especially, in terms of training and operating costs. In course of time, the employee may find the job distasteful and leave in frustration. He may even circulate negative information about the company, causing incalculable harm to the company in the long run. The Process Selection is usually a series of hurdles or steps. Each one must be successfully cleared before the applicant proceeds to the next one.

The time and emphasis place on each step will definitely vary from one organisation to another and indeed, from job to job within the same organisation. The sequence of steps may also vary from job to job and organisation to organisation.

For example some organisations may give more importance to testing while others give more emphasis to interviews and reference checks. Similarly a single brief selection interview might be enough for applicants for lower level positions, while applicants for managerial jobs might be interviewed by a number of people. Reception A company is known by the people it employs.

Whoever meets the applicant initially should be tactful and able to extend help in a friendly and courteous way. Employment possibilities must be presented honestly and clearly.

If no jobs are available at that point of time, the applicant may be asked to call back the personnel department after some time. Screening Interview A preliminary interview is generally planned by large organisations to cut the cost of selection by allowing only eligible candidates to go through the further stages in selection. A junior executive from the Personnel Department may elicit responses from the applicants on important items determining the suitability of an applicant for a job such as age, education, experience, pay expectations, aptitude, location, choice etc.

If the department finds the candidate suitable, a prescribed application form is given to the applicants to fill and submit. Usefulness of Application Blank or Form Application blank is highly useful selection tool, in that way it serves three important purposes: It introduces the candidate to the company in a formal way.

It helps the company to have a cross-comparison of the applicants; the company can screen and reject candidates if they fail to meet the eligibility criteria at this stage itself. It can serve as a basis to initiate a dialogue in the interview. Selection Testing Selection tests or the employment tests are conducted to assess intelligence, abilities, and personality trait.

It is standardised because the way the tests is carried out, the environment in which the test is administered and the way the individual scores are calculated- are uniformly applied. It is objective in that it tries to measure individual differences in a scientific way giving very little room for individual bias and interpretation. Some of them are 1. Intelligence Tests: These are mental ability tests. The basic objective of such test is to pick up employees who are alert and quick at learning things so that they can be offered adequate training to improve their skills for the benefit of the organization.

Aptitude Test: These tests indicate whether or not an individual has the capabilities to learn a given job quickly and efficiently. In order to recruit efficient office staff, aptitude tests are necessary 3.

Personality Test: The definition of personality, methods of measuring personality factors and the relationship between personality factors and actual job criteria has been the subject of much discussion. Researchers have also questioned whether applicants answer all the items truthfully or whether they try to respond in a socially desirable manner. Regardless of these objections, many people still consider personality as an important component of job success.

Simulation Tests: Simulation exercise is a tests which duplicate many of the activities and problems an employee faces while at work. Graphology Test: Polygraph Lie-Detector tests: It records fluctuations in respiration, blood pressure and perspiration on a moving roll of graph paper.

They can be used to predict how well one would perform if one is hired, why one behaves the way one does, what situational factors influence employee productivity, etc. Tests also provide unbiased information that can be put to scientific and statistical analysis. However, tests suffer from sizeable errors of estimate. An intelligence test, for example starts at an arbitrary point, where a person may not be able to answer question properly. This does not mean that the person is totally lacking in intelligence.

Likewise, a person who is able to answer all the 10 questions correctly cannot be called twice as intelligent as the one who was able to answer only 5. Interview is the oral examination of candidates for employment.

This is the most essential step in the selection process. In this step the interviewer matches the information obtained about the candidates through various means to the job requirements and to the information obtained through his own observations during the interview.

Several types of interviews are commonly used depending on the nature and importance of the position to be filled within an organization. In a non directive interview the recruiter asks questions as they come to mind. There is no specific format to be followed. In a patterned interview, the employer follows a pre-determined sequence of questions. Here the interviewee is given a special form containing questions regarding his technical competence, personality traits, attitudes, motivation, etc.

In a structured or situational interview, there are fixed job related questions that are presented to each applicant. In a panel interview several interviewers question and seek answers from one applicant. The panel members can ask new and incisive questions based on their expertise and experience and elicit deeper and more meaningful expertise from candidates.

These are referred to as the stress interview. This is basically an interview in which the applicant is made uncomfortable by a series of, often, rude, annoying or embarrassing questions. Steps in interview process: Interview is an art.

5 Replies to “Recruiting and Selection Process MBA Project”

It demands a positive frame of mind on part of the interviewers. Interviewers must be treated properly so as to leave a good impression about the company in their minds.

HR experts have identified certain steps to be followed while conducting interviews: The candidate should be properly received and led into the interview room. Start the interview on time. Find unexplained gaps in applicants past work or college record and elicit facts that are not mentioned in the resume. Evaluation is done on basis of answers and justification given by the applicant in the interview. After the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test.

A job offer is often contingent upon the candidate being declared fit after the physical examination. Once the interview and medical examination of the candidate is over, the personnel department will engage in checking references.

Candidates are required to give the names of 2 or 3 references in their application forms. The line manager has to make the final decision now — whether to select or reject a candidate after soliciting the required information through different techniques discussed earlier. The line manager has to take adequate care in taking the final decision because of economic, behavioral and social implications of the selection decisions.

A careless decision of rejecting a candidate would impair the morale of the people and they suspect the selection procedure and the very basis of selection in a particular organization. A true understanding between line managers and personnel managers should be established so as to facilitate good selection decisions. The organization sends the appointment order to the successful candidates either immediately or after sometime depending upon its time schedule.

Interviewing Mistakes: It is worthwhile spending some time making sure that the job description matches the everyday reality of the job. STEP 2: For instance, a cost-benefit analysis can be done in terms of the number of applicants referred, interviewed, selected, and hired.

Comparing the effectiveness of applicants hired from various sources in terms of job performance and absenteeism is also helpful. One could also examine the retention rates of workers who were hired from different sources. The source of recruitment could be external or internal. It would be desirable to utilize the internal sources before going outside to attract the candidates. The two categories of internal sources including a review of the present employees and nomination of the candidates by employees.

This will provide possibilities for horizontal and vertical transfers within the enterprise eliminating simultaneous attempts to lay off employees in one department and recruitment of employees with similar qualification for another department in the company. Promotions and Transfers within the plant where an employee is best suitable improves the morale along with solving recruitment problems. These measures can be taken effectively if we established job families through job analysis programmes combining together similar jobs demanding similar employee characteristics.

Again, employee can be requested to suggest promising candidates. Sometimes in a company the employees are given prizes for recommending a candidate who has been recruited. The usefulness of this system in the form of loyalty and its wide practice, it has been pointed that it gives rise to cliques posing difficulty to management. An external source of Recruitment is considered from the combination of the following options: Educational and technical institutes also form an effective source of manpower supply.

Project Report on Recruitment and Selection Process

There is an increasing emphasis on recruiting students from different management institutes and universities' commerce and management departments by recruiters for positions in sales, accounting, finance, personnel and production. These students are recruited as management trainees and then placed in special company training programmes.

They are not recruited for particular positions but for development as future supervisors and executive. Indeed , this source provides a constant flow of new personnel with leadership personalities. Vocational schools and industrial training institutes provides specialized employees, apprentices, and trainees for semiskilled and skilled jobs.

Persons trained in these schools and institutes can be placed on operative and similar jobs with a minimum of in plant training. The enterprise depends to some extent upon casual labour or "applicant at the gate" and mail applicants. The candidates may appear personally at the company's employment office or send their applications for possible vacancies.

According to company the quality and quantity of such candidates depend on the image of the company in community.

Trade unions are playing an increasingly important role in labour supply. In several trades, they supply skilled labour in sufficient numbers. They also determine the order in which employees are to be recruited in the organization. In industries where they do not take active part in recruitment, they make it a point the employees laid off are given preference in recruitment. In addition to the above sources, several organizations develop sources through voluntary organizations such as clubs, attracts employees of competitors looking for a change or good prospectus for employment, utilize women, older workers and physically handicapped for specific positions where they are best suitable, and use the "situation wanted" advertisement in newspapers.

In all, there are 19 nineteen RRBs, which cater to the respective zonal staffing requirements. In order to ensure uniformity throughout the RRBs, there is a standard format for application. The applications received are scrutinized for different eligibility criteria and a list of eligible candidates is drawn. Thereafter, examination date and centre is fixed and call letters are dispatched to eligible candidates one month in advance of the date of examination. Simultaneously the rejected applications data is published in the website for information of in-eligible candidates.

Candidates qualified in all stages of the examination are finally called for document verification, wherein, all the records are verified and checked with original documents. The employment notification is also published on the Internet web site. The applications are scrutinized for eligibility. Eligible candidates are called for a written examination with call letters being sent a month in advance of the date of the examination. If number of candidates is large, the candidates who qualify in the preliminary exam are called for the main written exam, and the merit list is prepared based entirely upon the result of the main exam.

In most categories of jobs, there is no interview after the written examination. For a very few specific categories there is a viva after the written exam, while for certain other categories there is a skill test. For categories related to operational safety, there will be a psychological test. Following is intended to serve as guidelines for recruitment process for RRB Indian railway recruitment board: Short listed candidates will be called for verification of the original documents according to merit, availability of vacancies and reservation rules.

These challenges include a diminishing labour market, increasing competition among employers for staff and the changing demographics of the working population. In response to these challenges, the University needs a comprehensive and rigorous yet simplified approach to recruiting and selecting talented staff.

This policy provides an open and transparent framework for managers and supervisors to select staff employed under the terms of the General Staff Agreement. This Agreement includes general, technical, professional and some research staff.

The policy is supported by a selection and appointment guide which maps the selection processes and techniques to be used by the selection committee.

The Selection policy supports this goal. The recruitment and selection of staff to fill vacant positions is the responsibility of individual work areas and applies a framework common to the whole University.

The University uses a merit based system to optimise the search and selection for the most suitable applicant who best meets the requirements of a position.

Managers and supervisors first define the position requirements and its selection criteria. They then develop attraction and search strategies to target potential applicants and advertise the vacancy. Confidentiality Applications for vacancies are strictly confidential and access is restricted to those directly involved in the selection process including Human Resources staff.

Committee members are required to sign the Statement of Confidentiality. The Advertising policy clarifies how targetted advertising is to be implemented. Please consult the following flow chart on Staff Selection Procedures: The selection and recruitment process is a critical factor in ensuring the University has the right staff. How well we manage this process also enhances the University's credibility and underlines our commitment to integrity, accountability and transparency in our decision making processes.

Based on the assessment and recommendations made by selection committee, the University will make an offer of employment. This is a significant commitment of the University's financial, management, training, and other resources to an individual.

Sound business practice requires the selection process to provide a clear basis for entering into such a commitment and is documented such that recruitment decisions are capable of review. It has chosen a merit based selection system to optimise the potential for selecting the best person. This process has been established to ensure the best possible choice and that there is no discrimination on grounds unrelated to the requirements of the position.

The issue of diversity should also be considered in establishing the committee. If that member of the committee is the most appropriate, they are required at the outset to declare their relationship to the applicant. The Interview and Other Job-Related Exercises The purpose of the interview is to complete the picture about the applicant that has been formed from the short listing process.

The interview should seek to explore more fully claims made in the written application and to assess verbal communication and interpersonal skills remembering that some applicants will handle the interview better than others. Helpful suggestions for conducting the interview are at Appendix 3. For some positions it is important to test a specific skill or knowledge. The more sources of information used, the greater the chances of forming an accurate and well rounded assessment of the applicant's suitability for the position.

Arrange for each short listed applicant to be contacted, with as much notice as possible, and advise: The report must contain sufficient information to provide feedback to individual applicants and must demonstrate with some rigour how the selection committee arrived at its conclusions and should include: An offer of employment can be made only through Human Resources after the appropriate level of approval has been obtained.

Appointments will generally be to the minimum of the salary range. If the selection committee believes that circumstances warrant consideration of a higher salary this must be approved by the Dean or equivalent.

The duration of a temporary job is three to nine months. The need for flexi staffing is on demand and in such a scenario Teamlease renders these services to its Clients. There is a unique methodology that TeamLease adopts to render the service.

This is shown below 2 Recruitment: The base of all HR function is recruitment. It builds the workforce that leads a company into progression. Hiring the right person for the right job is very important task. Most college recruiting is done in co-operation with the placement office of the college.

For managerial, professional and sales personnel, campus recruiting is an extensive exercise. For this purpose, carefully prepared brochures describing the organizing and the job it offers are distributed among the students, before the interviewer arrives. Companies advertise when qualified or experienced personnel are not available from other sources. These organizations maintain a pool of human resource for possible employment.

Fundamentally there are two distinct steps of recruitment and each is a comprehensive process in itself. They are discussed below: Pertinent information about the processes of the company would also help you analyze CVs and find the right candidate. This will help one to know about the history of the company, their core values, their clients and processes, the benefits employees can enjoy and the career growth chart. When one has knowledge about these vital parameters, it becomes easier to assess a resume based on these parameters.

Moreover, when one is equipped with such vital information about the company and the job profile, it helps to motivate and mould the suitable but reluctant candidates to attend the interview. It is concerned with the job itself and not the work. An updated job description is essential for a good selection interview.

It helps one to explain the nature of work to the prospective candidate properly without any over or under commitment. This also helps to put the candidate, the client company and the agent on the same platform. In other words, it refers to a summary of the personal characteristics required for a job. Sometimes the job specification is already prepared and given by the client along with the job description. In such a case, the job of the agent becomes easier.

The job specification is for the benefit of the employees working in TeamLease. It is ready reference to check on the requirements that one needs to keep in mind while sourcing for the different clients. It makes the whole task easier and more convenient. It is also difficult being monotonous in nature. A recruiter needs to be self-motivated to do the job. The sourcing takes place in different levels and in all the verticals of the industry. The procedures involved are discussed below.

Even before sourcing is started, it is very important to have a clear understanding of the requirement of the client company. It makes sure that all the questions that a candidate has regarding the profile or the credibility of the company are satisfactorily answered.

Sourcing is defined as the process wherein the recruiter creates a pool of potential candidates to fill up a position. It is the first step of recruitment. Sourcing involves logging on to a job-portal and doing a search for the potential candidates.

After the search is generated, the most critical part of sourcing starts. The final decision has to be made the poolof individuals who pas the tests, interviews and reference checks.

The HR managerplays a crucial role in the final selection. STEP 6: After the selection decision and before the job offer is made, the candidate is required toundergo a physical fitness test. A job offer is, often, contingent upon the candidate beingdeclared fit after the physical examination. The results of the medical fitness test arerecorded in a statement and are preserved in the personnel records. There are severalobjectives behind a physical test.

Obviously, one reason for a physical test is to detect ifthe individual carries any infectious disease. Secondly, the test assists in determiningwhether an applicant is physically fit to perform the work.

Thirdly, the physicalexamination information can be used to determine if there are certain physicalcapabilities, which differentiate successful and less successful employees.

Finally, such an examination will protect the employer from workers compensationclaims that are not valid because the injuries or illness were present when the employeewas hired. STEP 7: The next step in the selection process is job offer to those applicants who have crossed allthe previous hurdles. Job offer is made through a letter of appointed. Such a lettergenerally contains a date by which the appointee must report on duty. The appointee mustbe given reasonable time for reporting.

Those is particularly necessary when he or she isalready in employment, in which case the appointee is required to obtain a relievingcertificate from the previous employer. The company may also want the individual to delay the date of reporting on duty. STEP 8: There is also a need for preparing a contract of employment. The basic information thatshould be included in a written contract of employment will vary according to the level ofthe job, but the following checklist sets out the typical headings: Job title 2.

Date when continuous employment starts and the basis for calculating service. Rate of pay, allowance, overtime and shift rates, method of payments. Hours of work including lunch break and overtime and shift arrangements. Holiday arrangements: Paid holidays per year. Public holidays. Special terms relating to rights to patent s and designs, confidentialinformation and restraints on trade after termination of employment.

The drawback with the contracts is that it is almost to enforce them. A determinedemployee is bound to leave the organisation, contract or no contract. Contrary to popular perception, the selection process will not end with executing theemployment contract.

There is another step — amore sensitive one reassuring thosecandidates who have not selected, not because of any serious deficiencies in theirpersonality, 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. The broad test of the effectiveness of the selection process is the quality of thepersonnel hired. An organisation must have competent and committed personnel.

P Difference between Recruitment and Selection: Recruitment is the process of searching for prospective candidates and motivating them to apply for job in the organization. Whereas, selection is a process of choosingmost suitable candidates out of those, who are interested and also qualified for job.

In the recruitment process, vacancies available are finalized, publicity is given to them and applications are collected from interested candidates. In the selection process, available applications are scrutinized. Tests, interview and medical examination are conducted in order to select most suitable candidate. In recruitment the purpose is to attract maximum numbers of suitable and interested candidates through applications. In selection process the purpose is that the best candidate out of those qualified and interested in the appointment.

Recruitment is prior to selection. It creates proper base for actual selection. Selectionis next to recruitment. Recruitment is the positive function in which interested candidates are encouraged tosubmit application. Selection is a negative function in which unsuitable candidatesare eliminated and the best one is selected. Recruitment is the short process. In recruitment publicity is given to vacancies andapplications are collected from different sources Selection is a lengthy process.

Itinvolves scrutiny of applications, giving tests, arranging interviews and medicalexamination.

In recruitment services of expert is not required Whereas in selection, services ofexpert is required 8. Recruitment is not costly. Expenditure is required mainly for advertising the posts. Selection is a costly activity, as expenditure is needed for testing candidates andconduct of interviews.

P 3. Without any objective task is rendered meaningless. The main objectives for undertaking this project are: To know the perception of employees regarding recruitment and selection process. To review HR policies pertaining to recruitment and selection. P 4. Information technology IT industry in India has played a key role in putting India on the global map.

IT industry in India has been one of the most significant growth contributors for the Indian economy. The industry has helped India transform from a rural and agriculture-based economy to a knowledge based economy. IT industry in India is an industry consisting of two major components: IT services and business process outsourcing BPO.

The IT sector in India is generating 2. India is now one of the biggest IT capitals of the modern world and the entire major players in the world IT sector are present in the country.

Bangalore is considered to be the silicon valley of India because it is the leading It exporter. However, the domestic market is also significant with a robust revenue growth. The Indian economy underwent economic reforms in , leading to a new era of globalization and international economic integration.

The Information technology Act created legal procedures for electronic transactions and e-commerce. This initiative will act as a National Knowledge facility providing synergy to the overall components of Open Technology globally. Recent Development: Thiruvananthapuram Trivandrum , the capital of Kerala state, is the foremost among the Tier-II cities that is rapidly growing in terms of IT infrastructure.

After the economic reforms of , liberalization of external trade, elimination of duties on imports of information technology products, relaxation of controls on both inward and outward investments and foreign exchange and the fiscal measures taken by the Government of India and the individual State Governments specifically for IT and ITES have been major contributory factors for the sector to flourish in India and for the country to be able to acquire a dominant position in offshore services in the world.

Todaycentres based in India account for the largest number of quality certifications achieved by any single country. India aims to transform India into a truly developed and empowered society by However, to achieve this growth, the sector has to continue to re-invent itself and strive for that extra mile, through new business models, global delivery, partnerships and transformation.

We will need to rise up to the new challenges and put in dedicated efforts toward providing more and more of end-to-end solutions to the clients to keep the momentum going. India is now one of the biggest IT capitals in the modern world and has presence of all the major players in the world IT sector. Future prospects: Globalization has had a profound impact in shaping the Indian Information Technology industry.

Over the years, verticals like manufacturing, telecom, insurance, banking, finance and lately the retail, have been the growth drivers for this sector. But it is very fast getting clear that the future growth of IT and IT enabled services will be fuelled by the verticals of climate change, mobile applications, healthcare, energy efficiency and sustainable energy.

The near future of Indian IT industry sees a significant rise in share of technology spend as more and more service providers both Indian and global target new segments and provide low cost, flexible solutions to customers. IT spending is expected to significantly increase in verticals like automotive and healthcare while the government, with its focus on e- governance, will continue to be a major spender.

Vision and Mission: Their training program features: IT Training: They are one of the leading high end super specialization training and placement organizations in Pune, CNC WEB WORLD has an initiative taken by the company looking at the increasing demand for skilled professionals in the market.

They take the challenge to help students begin their career with a boost as the training faculty will help the students to become ready for the IT career and face the upcoming challenges of life. They have designed their curriculum as per market working standards which helps students to gain professional knowledge under the guidance of our professional faculties who have years of market experience.

They make students feel comfortable during the learning process at the training centre. Following types of training are provided in the company: In-house training: Their training program includes: Web Designing 2.

GUI Development Training 6. Graphics Designing 7. Android Apps development P Industrial Training College workshop Corporate workshop Their training programs contains technical, higher-end subjects, have been very well received by the participating organization. Their Corporate training programs feature: Instead of offering the projects, they guide the students to improve their technical proficiency to develop their Project.

Training will be provided on your relevant project execution. Their support starts from providing training to improve the required skills tostart a project, to find out and meet its objectives till the stage of project completion.

You are also trained to know the other essential elements likeTeam working, decision making, reliability, usability and performance testing, timely delivery, customer expectations during your project development. This training will improve skills and enable students to meet the industrial Requirements with a wider knowledge and a greater confidence.

IT Workshop: They also provide IT workshop in college, commercial or corporate Sector. They update students about new technologies.

Provide exposure of Indian Global IT market. We provide professional services and solutions that are robust, scalable and cost-effective.

It is the process of finding and attracting capable applicantsfor the employment. The result is a pool of applicants from which new employees areselected. Recruitment techniques are the means or media by which the management contacts prospective employees or provides necessary information or exchange of ideas order to stimulate them to apply for jobs. Direct method: Under direct recruitment scouting, employees contacts, and waiting lists are used.

In scouting, representatives of the organisation are sent to educational and training institutions. These travelling recruiters exchange information withstudents, clarify their doubts, simulate them to apply for jobs conduct campus interviews and short list candidates for further screening.

Indirect method: Advertisement in newspaper, journals, on the radio and television are used to publicise vacancies. A well thought out and clear advertisement enables candidates to assess their suitability so that only those possessing the requisite qualification will apply.

Third party method: Various agencies can be used to recruit personnel. Public employment exchanges, management consulting firms, professional societies, temporary help societies, trade unions, and labour contractors are the main agencies.

Internet recruitment: Various job sites are now available on the internet. Step 1: Wheneverthere is avacancyinthe companyfirstit willbeknownbythe project manager.

The project manager informs about the vacancy to the general manager. Step 2: Once the general manager comes to know about vacancy in the company he will inform it to the chairman to get the approval of recruitment. Step 3: After getting the recruitment approval the process is done by HR manager. Moreover the recruitment of the company internally, that is the existing employee will be given first priority.

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Sources of recruitment: Internal sources: Present permanent employees The company considers the candidates from their sources for telecom industry because, Availability of most suitable candidates The policy of the organization to motivate the present employees. Retired employees Generally the organization takes the candidates for the employment from the retired employees due to obligation.

External sources: Job centres: This is a network covering most cities acting as agent for potential employers. They are the private employee exchange; job centres help the candidatesinknowingmoreaboutthecompany. Outplacement consultants These are the consultants just like the employment exchange. In this job consultants can register their name and when there is a sent for interview.

Actively seeking to place and may provide training required. Available when recruitment needed. Whenever there is recruitment in the company it will be advertised in the newspaper. Since only the newspaper is the source of reaching the information to all the people. Internet is the modern mode of recruitment. If a company want to fill a vacancy through external source then internet is the best option to choose.

Reasons for selecting the sources: Referrals are the existing employees working in the same organization. This is also a fastest means of recruitment. In case of emergency to place an employee in particular position can be done easily through referrals.

Newspaper is a media through which information can be spread all over the country. Job seekers are able to get information about the vacancies through newspapers. Newspapers are cost effective. Coverage is high. Internet is a modem source used for recruiting the candidates. Internet is selected as a source of recruitment for the following reasons also. It is a fastest means of source. Consultants are a source through which more number of candidates can be recruited and selected.

Consultants help the organization at the time of emergency. It is also selected for the following reasons: Factors affecting recruitment: Recruitment policy: The recruitment policy of an organisation specifies the objective of the recruitment and provides a frame work for the implementation of recruitment strategy.

It may involve organisational system to be developed for implementing recruitment strategies and procedures by filling up vacancies with best qualified people. The recruitment policies of an organisation are affected by the following factors: Human resource planning: Effective human resource planning helps in determining the gaps present in the existing manpower of the organisation.

It also helps in determining the number of employees to be recruited and what qualifications they may possess. Size of the firm: The size of the firm is an important factor in recruitment process. If the organisation is planning to increase its operations and expand its business, it will think of hiring more personnel which will handle its operations 4.

Recruitment incur cost to the employer, therefore, organisation try to employ that source of recruitment which will bear a lower cost of recruitment to the organisation for each candidate. Growth and expansion: Organisation will employ or think of employing more personnel if it is expanding its operations.

External factors: Supply and demand: The availability of manpower both within and outside the organisation is an important determinant in the recruitment process.

If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programmes.

Labour market: Employment conditions in the community where the organisation is located will influence the recruiting efforts of the organisation. If there is surplus of the manpower at the time of recruitment, even informal attempts at the time of recruiting like notice board display of the requisition or announcements in the meeting etc.

Socio, political and legal factors: Various govt. Also trade unions play an important role in recruitment. This restricts management freedom to select those individuals who it believes would be best performers. The recruitment policies of the competitors also affect the recruitment function of the organisation.

To face the competition, many a times the organization has to change their recruitment policies according to the policies being followed by the competitors. Selection process: Internal selection: The candidates who are selected internally need not go for the selection test. The company already knows the ability of the employee.

The revenues the existing employee made. His efficiency. Work experience of the employee. Doing the selection internally is cost effective. External selection process: The selection process in company refers to the person come through external source of recruitment has to undergo the below selection process; this selection process has a series of hurdles which the applicants has to go through.

Technical test and Interview: The test refers here is technical test. Also the short listed candidates are supposed to go through the technical interview in which the technical knowledge of the candidate is checked. The candidates who crack this interview have to go through the panel interview.

Panel interview This is an interview where the panel members will interview the candidate, here the real capacity of the applicant will be revealed.

A series of questions will be asked as quickly as possible and the applicant has to satisfy the panel members throughhisanswers. Direct interview: This is the final round of the entire selection process. In this round the personal details of the candidates, his expectation towards the company will be known and according to the applicants attitude towards the job the applicant will be selected.

Objective of the interview: After the final interview the applicants who have crossed the above stages are sent to physical examination either to the company physician or to a medical officer approved for the purpose. Such examination serves the following purposes: Those who are unfit are rejected. Members involved in external selection process: The primary purpose for applied research is discovering, interpreting, and development of methods and systems for the advancement of human knowledge on a wide variety of scientific matters of our world and the universe.

Research can use the scientific method, but need not do so. Scientific research relies on the application of the scientific method, a harnessing of curiosity. This research provides scientific information and theories for the explanation of the nature and the properties of the world around us. It makes practical applications possible. Historical research is embodied in the historical method. Scientific research can be subdivided into different classifications according to their academic and application disciplines.

Descriptive research Source of Data collection: The primary as well as the secondary sources was used for collection of data. Primary data: Questionnaire and interview Secondary Data: Books and Journals Primary data involves the collection of data that does not already exist. This can be through numerous forms, including questionnaires and telephone interviews amongst others.

Thus the sources of data collection were as follows: Interview Schedule 1.

Company records 2. Questionnaires 2. Magazines 3. Observation Method 3. Other records 4. Discussion 4. Website of Company Data type: Primary as well as secondary data was collected. Sample unit: Convenient sampling Field of Study: Sources used in recruitment and selection: Internal b.

External c. Both Table: Primary data or questionnaire Interpretation: Employees are hired mostly from external sources like job portals, consultancy etc. External sources used in recruitment: Advertisement b. Internet c. Campus recruitment d. Consultancies e. All of the above Table: Form of recruitment and selection used: Centralised b. Decentralised Table: Primary data or questionnaire 8. It was found that recruitment is decentralised. However, for higher positions of employment the recruitment is centralised.

Employees perception about recruitment process: Are you satisfied with the recruitment process? Yes b. No Table: However, some of the respondents thought there should be some changes in the existing recruitment process of the organisation.

Written b. Group discussion c. Personal interview d. Group discussion and personal interview e. However, Personal Interview is mostly used method of selection followed by group discussion. Perception of employees towards selection process: Are you satisfied with the selection process? Yes 2. However, the remaining is of the opinion that there should be some change in the recruitment and selection process of the organisation.

Techniques used for selection: Do you think innovative techniques like stress test, psychometric test and personality test should be used for selection?

Recruitment process used for different grades of employees: Does your company follow different recruitment process for different grades of employment? It was found that from that different recruitment process is adopted for different grades of employment. Like, for the recruitment of trainers in CNC web world theoretical knowledge is considered more and for the developers technical knowledge is given importance. Company HR practices: How do you rate HR practices of the company?

Some employees are not happy as they have to spend a little more time if they have to take demo training sessions. Contract signed while joining the organization: Is there any contract signed by employees while joining the organization? Options Respondents In percentage 1. Employees have to submit one of their original certificates in the time of their joining and they cannot leave this company before one year. If the employees agree to these conditions then they are moved to next round of interview.

HR policy of the company: Are you comfortable with the HR policies of the company? Some of the employees were not comfortable with the policy as they find risk in submitting their original documents to the company. The main findings are as follows: The recruitment and selection process is decentralised Pune, Akola and Nagpur 3. Most of the managers prefer personal interviews. Mostly external sources of recruitment are considered.

The policy of the company is to submit one of the original educational documents and cannot leave the company for 1 year, if done so then they have to pay a sum of Rs.

And Selection is selecting the right candidate at the right time in the right place. CNC Web World is recruiting their employees mainly through consultancies.

Consultancies are the mediator between the organization and the candidates as it serves the requirements of employees as well as the organization. Also CNC Web World has to consider internet sources for recruitment of employees so that it could motivate the employees. Employees are also well aware about the various sources and methods of recruitment and selection.

CNC Web World has to implement innovative techniques in selection process like group discussion, stress interview, etc. More emphasis should be given on internet and advertisement so that more and more candidates apply for the jobs and it will be easy to find the right employee among them.

Recruitment & S..

The recruitment and selection procedure should not be too lengthy and time consuming.The primary purpose for applied research is discovering, interpreting, and development of methods and systems for the advancement of human knowledge on a wide variety of scientific matters of our world and the universe. With over students undergoing training every year in field of IT and Electronics Net max have proven its worth.

Q8 what were the sources of recruiting the candidates for your current client? Unlike the face-to-face interview where the recruiter can read the non-verbal languages, in a telephonic interview he has to even sharper. These measures can be taken effectively if we established job families through job analysis programmes combining together similar jobs demanding similar employee characteristics.

DRUCILLA from Temecula
Feel free to read my other articles. One of my extra-curricular activities is land sailing. I do relish reading comics yearly .
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