A PROJECT REPORT ON

RECRUITMENT & SELECTION

PROCEDURE AT INDIA NIVESH
NEW DELHI

In the partial fulfillment of

POST GRATUATE PROGRAM IN
MANAGEMENT
[BATCH 2008-2011]

SUBMITTED BY
Name: SHIKHA MUDGAL
ROLL NO. 0921000465

INSTITUTE OF MANAGEMENT
TECHNOLOGY CENTER FOR
DISTANCE LEARNING GHAZIABAD
CERTIFICATE
This is to certify that SHIKHA MUDGAL. Student of Master of Business Administration
with the directorate of distance education, IMT CDL, GHAZIABAD has pursued her
research work and prepared the project report entitled Recruitment & Selection
Procedure at IndiaNivesh, New Delhi under my supervision and guidance. I approve
the project report submitted by Shikha Mudgal.
The present project report is the result of her Owen research and to the best of my
knowledge no part of it has earlier comprised any other monograph, project or book
and has not been submitted for the award of any other degree. This is being
submitted to the Directorate of distance education, IMT-CDL, GAZIABAD for the award
of master of business administration in partial fulfillment of requirement of the said
degree.

Mr. Gaurav Bajaj

AVP

ACKNOWLEDGEMENT

In Pursuing and completion of my M.B.A and other commitments, I undertook the task
of completing my project ' RECRUITMENT and SELECTION' at India nivesh securities. To
this I would like thank and convey my gratitude to my guide Mr. Gourav Bajaj. Asst.
Vice President of India Nivesh. I am Fortunate in having sought and secured valuable
guidance and support from the initial to the final level enable me to develop and
understanding of the subject. He has made available his support in a number of ways
like motivation, encourage, invaluable ideas, development of self thought process
etc.

I would like to thank India Nivesh Securities, for providing me valuable ideas for my
present research.

This thesis would not have been possible without the support of my family members
who have always encouraged me and have been a source of inspiration and help in
continuing my effort.

I owe my deepest gratitude to my all near and dear friends who heiled me in
obtaining and who shared their views on my topic.

EXECUTIVE SUMMARY

The objective of the study is to analyze the actual recruitment process in

INDIANIVESH and how far this process confirms to the purposes underlying the
operational aspect of the industry. How far the process is accepted by it?

The

study on recruitment highlights the needs of recruitment in INDIA NIVESH SECERITIES.

Human Resource is a most valuable asset in the organization. Profitability of the

organization depends on its utilization. If their utilization is done properly
organization will make profit otherwise it will make loss. If a good dancer appointed
as a Chief Executive Officere of a company. He amy not run the business. So right man
should be procured at right place, some information regarding job and job analysis,
job Descriptions, Job Specifications. INDIA NIVESH SECURITIES procure manpower in a
very scientific manner. It gets information by use of these important documents like
job analysis, Job Descriptions job Specification. Without these recruitment may be
unsuccessful.

TOPIC OF THE PROJECT

RECRUITMENT & SELECTION PROCEDURE IN
INDIA NIVESH SECURITIES, NEW DELHI

OBJECTIVE OF STUDY:
o To know the awareness of employees regarding recruitment & selection
procedures.
o To know the satisfaction level of the employees with the process of recruitment.
o To know the procedure of recruitment and selection in INDIA NIVESH Securities.
o To know the method of recruitment procedures

MAJOR FINDINGS:
o All employees are aware about recruitment process.
o Socio, political, economic factor effect recruitment process.
5

o All employees are satisfied with this process.

o Internal and external method used for recruit the candidates.

Contents

INTRODUCTION OF THE COMPANY PROFILE......................7

AN OVERVIEW OF HUMAN RESOURCE ACTIVITIES IN
INDIANIVESH DELHI........................................................13
SWOT ANALYSIS..............................................................17
THEORTICAL ASPECTS OF RECRUITEMENT & SELECTION19
PROCEDURAL DETAIL OF REQRUITMENT AND SELECTION
IN INDIANIVESH..............................................................25
OBJECTIVE OF THE STUDY...............................................32
RESEARCH METHODOLOGY.............................................34
ANALYSIS & INTERPRETATION.........................................36
FINDING AND SUGGESTIONS..........................................47
LIMITATIONS OF THE STUDY............................................50
CONCLUSION OF THE STUDY..........................................52
ANNEXURE......................................................................54

INTRODUCTION
OF THE
COMPANY
PROFILE

Company Profile
IndiaNivesh is one of the very first brokers in India to be registered and licensed by
IRDA. It was founded in 2003 on set of values and principles that still governs today.
Its mission is to provide personalized services and exceptional products tailored to
match customer needs.
Company has changed its name from Sanyei Corporation Ltd. to IndiaNivesh Ltd inn
2007.IndiaNivesh Ltd has entered into an agreement with the Luminaire Technologies
Ltd (LTL) on July 06, 2007 to purchase 41,91,000 equity shares of the LTL representing
17.46% of the total paid up equity share capital at a price of Rs 0.50 per share
payable in cash from Promoters and Persons acting in concert.
In 2011 IndiaNivesh Ltd has entered into the Share Purchase Agreement with M/s.
Vandana Cloth Centre Pvt. Ltd and entered into Share Purchase Agreement with
various public shareholders of Jupiter Enterprises Ltd. (JEL)

Board of Directors
IndiaNivesh is a professionally managed organization with a group of
eminent professionals at the helm of its affairs.

Mr. Anil Bafna

Chairman
Mr. Girish Bhagat
Director
Mr. Rajaram Baldi
Director
Mr. Dinesh Nuwal
Founder & Director
Mr.Jinendra Sethi
Director
Mr. Rajesh Nuwal
Founder & Managing Director
Mr. Hemant Panpalia
Founder & Director

Business Principles
Integrity
10

IndiaNivesh Group, through the actions of IndiaNivesh partners and associates, will
reflect the highest ethical standards at all times. Trust is an essential element of
IndiaNivesh industry. IndiaNivesh clients and collaborating partners and associates can
expect our dealings with them to be honest and forthright.
Respect
IndiaNivesh will always treat each other and those with whom we come in contact
with dignity and respect. Its a global firm and embrace diversity of culture and
religion in our workplace. IndiaNivesh is open to the thoughts and opinions of others
irrespective of race, creed or ethnic origin, and relish the creativity that comes from
collaborating with those who may view things from a different perspective.
Leadership
Every associate and partner of IndiaNivesh is empowered as a leader both in our
workplace and the communities where we work. We are confident of the firm's
support as we strive to implement innovation, efficiency and growth. IndiaNivesh
supports community service activities, recognizing the debt owed to a society that
enables our group to flourish.
Excellence
We are a service organization. Our worth is measured daily by our clients and our
collaborating partners, associates, customers, etc. We will consistently provide
service at a level that exceeds expectations through our focus on quality.

11

Teamwork
We are loyal to our clients, our collaborators, our firm and each other. We will work
together and are accountable to each other to provide the absolute best results for
our clients. We are rewarded for our collaborative efforts without regard for
individual credit. We recognize that we are of varying talents and abilities; therefore,
a cooperative effort is the best effort for our clients.

IndiaNivesh Vision
Our Vision is to emerge as a dynamic, customer-centric, and progressive financial
group in the country with pan India presence. This will be made possible with a single
minded focus on business growth and profitability, with due emphasis on risk
management in an environment of professionalism, trust and transparency, observing
12

the highest standards of corporate governance and corporate social responsibilities

and meeting the expectations of all our stakeholders as well as the aspirations of our
employees.
Essentially, combining integrity with pursuit of excellence to ensure prosperity to all
stakeholders on a continuous basis is going to be the core philosophy and driving force
for the group.

IndiaNivesh Mission
One of key endeavors is to become one of the top ten financial powerhouses in India
within the coming 5-6 years by constantly exploring future business models and
offering the entire bouquet of financial services to clients under one single roof.
IndiaNivesh serve as a bridge for creating wealth and preserving it.

13

AN OVERVIEW
OF HUMAN
RESOURCE
ACTIVITIES IN
INDIANIVESH
DELHI

14

HUMAN RIGHTS

Business should support and respect the protection of internationally

proclaimed human rights:

Make sure they are not complicit in human rights abuses.

LABOR STANDARDS
Business should uphold the freedom of association and effective recognition of the
collective bargaining:
1. The elimination of all forms of forces and compulsory labor.
2. The effective abolition of child labor
3. Eliminate discrimination.
ENVIRONMENT
1.

Business should support a precautionary approach to environment challenges

2.

Undertake initiatives to promote greater environmental responsibilities

3.

Encourage the development and diffusion of environment friendly technologies.

15

COMPANY'S BUSINESS MISSION AND OBJECTIVES

Business Mission

To maintain a leading position in stock broking firm. One of key endeavors is to become

one of the top ten financial powerhouses in India within the coming 5-6 years by
constantly exploring future business models and offering the entire bouquet of
financial services to clients under one single roof.

BUSINESS OBJECTIVES

GROWTH: To ensure a steady growth by enhancing the competitive edge of

INDIANIVESH in existing business, new areas and international operations so as
to fulfill national expectation from INDIA NIVESH SECURITIES.

PROFITABILTY: To provide a reasonable and adequate retune on capital

employed. Primarily, through improvements in operational efficiency, capacity
utilization and productivity and generate adequate internal resources to
finance the company growth.

CUSTOMER FOCUS: To build a high degree of customer confidence by providing

increased value for his money through international standards of product ,
profit, performance and service

16

TRAINING & DEVELOPMENT

Development of human resource and improvement in the quality of work life receives
highest priority in INDIANIVESH. The HRD has imparted training to a large number of
employee's,

diploma

and

engineering

trainees,

apprentices

through

various

development programmers and trainings, apprentices, functional, skill and behavioral

area. The HRD center has been adjudged, functional, skill and behavioral area. The
HRD center has been adjudged .the best establishment in North Region.

17

SWOT ANALYSIS

Strengths:

18

1. Focused on delivering quality content

2. Technological innovations
3. Successful Track Records
4. Brand Equity

Weaknesses:

1. No fixed formula to achieve ratings as audience views keep changing.

2. Government policies relating to broadcast license.
3. Currently addressing mainly Hindi programs.

Opportunities:
1. Emergence of new channels across all languages.
2. Increasing no. of TV homes
2. The competition and increasing prices may adversely affect our ability to acquire
desired programming and artistic talent.
3. Entrance of small players.
4. Reduction in shelf life of programs.
5. Rapid re-shuffling of producers due to non attainment of the desired TRPs.
6. Changing tastes of the viewer's audience

Threats:

Technical suppliers are becoming competitors with opening up of the Indian

economy

19

THEORTICAL
ASPECTS OF
RECRUITEMENT
& SELECTION

Meaning Of recruitment:
20

A person of identification of different sources of personnel is known as Recruitment

EDWIN D FLIPPO:

Recruitment is the process of searching the candidates for employment and

stimulating them to apply for the job in the organization

DALES S. BEACH

Recruitment is the development and maintenance of adequate manpower resources.

It involves the creation of a pool of available labor upon whom the organization can
draw when it needs additional employees.
Recruitment is a 'linking function '- joining together those jobs to fill and those
seeking jobs.
It is a 'JOINING PROCESS' in that it tries to bring together job seekers & employer with
a view to encourages the former to apply for a job with the latter.

o The basic purpose of recruitment is to develop a group of potentially qualified

people.
o To this end the organization must communicate the in such a way that job
seekers respond.
o To be cost effective, the recruitment process should attract qualified applicant
& provide enough information for the qualified person to self select themselves
out.
METHODS OF RECRUITMENT
21

1. INTERNAL METHODS
o Promotion & transfers
o Job Posting
o Employee referrals
2. EXTERNAL METHODS
o Direct method campus recruitment
o Indirect method advertisements, newspaper. TV& radio ads.
3. THIRD PARTY METHOD
o
o
o
o

Private employment search firms

Employment Exchange
Gate hiring & contracts
Unsolicited applicants / walk ins.

4. ALTERNATIVES TO RECRUITMENT
o
o
o
o

Overtime
Subcontracting
Temporary Employees
Employment leas.

SITUATIONAL FACTORS AFFECTING RECRUITMENT

SITUATIONAL FACTORS
Economics Environment

IMPACT
-Demand And Supply for Skills

Social Environment

-Sudden boom in specific sectors

- Opportunities for growth

22

-Monetary compensation
Technological Environment

-Image of the firm.

- New Technologies New Jobs for rare

Political Environment

skills.
-Sons of the soil'

Legal Environment Exchange

-policy owner of union

Recruitment trough the employment
-Factories ATC etc.

SOURCES OF RECRUITMENT
INTERNAL SOURCES:
Retrenched, retired employees and dependent of deceased employees also.
ADVANTAGES:
o Economical
o Reliability

23

DISADVANTAGES:
o Limited choice
o Bone of contention
EXTERNAL SOURCES:
ADVANTAGES:
o Wide choice
o Injection of fresh blood
o Motivation Forces
DISADVANTAGES:
o
o
o
o

Expensive
Time consuming
Demotivating
Uncertainty

SELECTION
Selection involves a series of steps by which the candidates are screened for choosing
the most suitable person for the vacant posts. The basic purpose of organization is to
choose right type of candidates to man various positions in the organization. In order
to achieve the purpose, a well- organized selection procedure involves many step and
sat each step unsuitable candidates are rejected.

TYPES OF TESTS FOR SELECTION

24

Intelligent test:
It measures the incumbents learning ability & also the ability to understand
instruction and judgment
Aptitude Test:
It measures individual's potential to learn certain skills-clerical, mechanics,
mathematical, etc.
Personality test:
It measures the basis aspect of an applicant's personality such as motivation,
emotional balance, self- confidence, interpersonal, introversion, etc.

25

PROCEDURAL
DETAIL OF
REQRUITMENT
AND SELECTION
IN INDIANIVESH

26

PROCEDURE:
When recruitment has to be done from the open market and advertisement is issue in
the leading daily newspaper on a local or national scale as prescribed in the
employment News.

The layout of the advertisement and the information contained therein are as

prescribed from time to time.

The job title, job. Summary, qualification & experience are in accordance with

approved job specification.

Age restriction & special relaxations, if any, are in accordance with the

approved job satisfaction.

The pay scale and allowance prerequisites admissible & no. of posts are

mentioned.
No application fee is required to be collected from the candidates applying in
response to an advertisement.

Application From:
The application from is used is in the format prescribed by the company.

27

APPOINITING AUTHORITY:

The chairman & MD is the appointing authority for appointments to post in E-5
grades & above except that to which appointments are made by management
og INDIA NIVESH SECURITIES.

For appointment to post up E-4 grades. The appointing is the authority

delegated with the powers in this behalf as notified from time to time.

Selection
The appointing authority/ personnel heads to conduct test interviews constitutes
selection board and to select candidates for appointments to any post in the company
from among those called for such tests 3 interviews. Selection to posts in their senior
executives cadre and others common executives cadre are conducted by the selection
the post falling within the purview that in case of recruitment to executive posts a
member of management.

APPOINTMENT
APPOINTMENT OFFER:
An offer of appointment is issued to the selected candidates in the prescribed
format. This is signed by the appointing authority or the officer to whom the power is
delegated in this behalf.
JOINING TIME:
Normally a person to whom an appointment has been made is expected to join the
services of the company within 30 days from the date of issue of appointment offer.
Hewer, the competent authority depending upon exigencies of the work may grant
extension in this period, urgent with which by post is to filled up etc.
28

MEDICAL FITNESS:
Every candidates appointed to a post in the company is required to undergo a medical
examination by the company's medical officer at the time of appointment and
required to satisfy the medical fitness standard prescribed for the post.

REFERENCE CHECK AND ANTECEDENT VERIFICATION:

In order to ensure that the character and antecedents and previous work background
of the candidates proposed to be appointed are such as not to render him unsuitable
for appointment in the company. The candidates shall be obtained from the
observation employer specially when they are employed with an broking industry.

JOINING FORMALITIES:
Appointee to regular scales of pay on joining the company to take up appointment are
required to report of the personal department of the team concerned and finished
such documents as are later date it is found that an appointee has furnished wrong
information he is liable for termination from the service of the company.

SENIORITY:

29

Seniority an appointment is strictly as per the list drawn by the selection

management. After a candidates is inducted in to organization. He is given a seniority
status existing colleagues in the similar grade.

PROBATION AND CONFIRMATION:

All appointees in the company are permanent by the rules relating to probation and
confirm.

LAY OFF:
The elimination of jobs is often without regard to employee performance. Usually
when a company is experiencing financial difficulties, A risk reduction, made by
investment bankers. That minimizes the potential downside associated with a
management team.

30

MANAGHING THE LAY OFF PROCESS

o
o
o
o

Address Financial Priorities

Don't play the numbers game
Be Humane
Improve day to day management Discipline

TRANING & DEVELOPMENTs:

Training and development is one of the main strategies for the MNC's examined in this
study to express the worth of their people as well as their investor and developer
exceptional employees.

For instance. Job. Specific training is providing for replacement to equip new
recruits with basic on the job skills.

The strategy which if implemented will be more cost effective are:

Training beyond the jobs scope.

Should be structured'
Cross sectional training.
Customized to company needs.

PERFORMANCE APPRAISL:
As part of the attempt to uphold the validity, reliability, and credibility of system the
company should put serious efforts on monitoring and control
The ways through which company can gat accuracy in the process of performance
appraisal is by adopting methoda are :
31

MBO (Management by objective):

Where the target is to achieved by the employees should be given to them. Which is
to be performed within certain time period and depending upon the fixed target one's
output is to be measured so that company expectation from the employee increases
with the level of the performance and through this way even the company will get
aware of the performance expected out of him by the company.

PROMOTION & CAREER ADVANCEMENT

Excellent performance and consistent proven track records must be the recipes for
promotion considerations in the company. The promotion consideration is facilities by
performance appraisal, succession, and planning and performance management
system to enable sound promotion decision. Practice of a guaranteed seniority
promotion system in the company promotes employees in a lock step and it's time
consuming fashion.

32

OBJECTIVE OF
THE STUDY

33

OBJECTIVE OF THE STUDY

The project work is done to fulfill the requirement of our M.B.A, degree course. It is
an integral part of the circulation of this program. The main objective of this project
is to find out the procedure of Recruitment & Selection, Layoff in INDIA NIVESH.

o
o
o
o

Awareness about the process or recruitment.

Their satisfaction level
Find out the factors affecting recruitment process.
Layoff (Temporary Break For activity/Elimination).

34

RESEARCH
METHODOLOGY

RESEARCH METHODOLOGY:

35

A research design is purely and simply the framework or plan for a study that guides
the collection and analysis of data. Research design is some statement or
specification of procedures, for the collecting and analyzing the information required
for the solution of some specific problem. It provides a scientific framework for
conducting some research.
PRIMARY SOURCES:
A survey of employees was done through questionnaire through which data regarding
satisfaction level of employees with respect to RECRUITMENT &SELECTION and layoff
in INDIA NIVESH.
SAMPLE SIZE:
A sample size of 100 employees was taken.
TYPE OF QUESTIONS:
There are dichotomous and rating scale question in my questionnaire. In dichotomous
type question, there are only two choices e.g. Yes or no and in multiple choices
question, there are more than two choices e.g., internal, external, both.

36

ANALYSIS &
INTERPRETATION

Q1.

Are you aware of recruitment Procedure in INDIA NIVESH?

37

RESULT

YES
NO
TOTAL

RESPONSE
100
0
100

%
100
0
100

120
100
80
YES

60

NO
40
20
0
RESPONSE

Interpretation:
Study reveals that all employees are aware of recruitment procedure in IndiaNivesh as
100 % responded yes.

Q2. Is notice of the vacancies also being circulated internally?

RESULT

38

YES
NO
TOTAL

RESPONSE
74
26
100

%
74
26
100

90
80
70
60
50

YES

40

NO

30
20
10
0
RESPONSE

Interpretation:
Out of 100 employees 26 % responded no because there is no proper communication
channel.
Q3. Do all potential candidates (internal and external) know where to apply & in
what form ?
RESULT

39

YES
NO
TOTAL

RESPONSE
82
18
100

%
82
18
100

90
80
70
60
50

YES

40

NO

30
20
10
0
RESPONSE

Interpretation:
Out of 100 employees 82 % think that all potential candidates (internal and external)
know where to apply & in what form only 18% don't think so.

Q4. Are unsuitable candidates or waitlisted candidate informed of their position in

a polite way thanking them for their interest & attendance?

RESULT

YES
40

RESPONSE
15

%
15

NO
TOTAL

85
100

85
100

90
80
70
60
50

YES

40

NO

30
20
10
0
RESPONSE

Interpretation:
85 % employees responded no because there is no provision in IndiaNivesh to give
polite responses to unsuitable candidate.

Q5. Do you think selection of few executive trainees should be done from campus
interview?
RESULT

YES
NO
TOTAL
41

RESPONSE
70
30
100

%
70
30
100

90
80
70
60
50

YES

40

NO

30
20
10
0
RESPONSE

Interpretation:
Study reveals that 70% employees think selection of few executive trainees should be
done from campus interview because they find that it is a very easy method to select
the candidate with the best potential, zeal & vigor.

Q6. Do you think recruitment & selection procedure is affected by socio, political
& economic environment of the country?
RESULT

YES
NO
TOTAL

42

RESPONSE
75
25
100

%
75
25
100

90
80
70
60
50

YES

40

NO

30
20
10
0
RESPONSE

Interpretation:
Most Of the employees think that recruitment, selection procedure is affected by
socio, Political & economic environment of the country because these are the major
factor, which affect the recruitment process.
Q7. Which method of recruitment for executive\ supervisor \worker post will you
prefer; internal source external source or both?
RESULT

INTERNAL
EXTERNAL
BOTH
TOTAL

43

RESPONSE
30
30
50
100

%
30
30
50
100

60
50
40
INTERNAL

30

EXTERNAL
BOTH

20
10
0
RESPONSE

Interpretation:
Majority goes part c (Both) i.e. Both internal & external are preferred as this provide
opportunity to both of them.
Q8. Are you satisfied with the recruitment procedure of IndiaNivesh?
RESULT

YES
NO
TOTAL

44

RESPONSE
100
0
100

%
100
0
100

90
80
70
60
50

YES

40

NO

30
20
10
0
RESPONSE

Interpretation:
All employees are satisfied with procedure of recruitment in IndiaNivesh as 100 %
responded yes . Because of
o Transparency, fairness & impartiality.
o Opportunity for employment towards of decreased \retired \serving employees.
Q9. Do you think the selection procedure in transparent in India Nivesh?
RESULT

YES
NO
TOTAL

45

RESPONSE
78
22
100

%
78
22
100

90
80
70
60
50

YES

40

NO

30
20
10
0
RESPONSE

Interpretation:
Out of 100 employees 78 % responded yes and 22 % responded no due to element of
biasness associated with human nature.

Q10. Do you think that the employes wards should be given prefe4rence in
recruitment and selection?
RESULT

YES
NO
TOTAL

46

RESPONSE
80
20
100

%
80
20
100

90
80
70
60
50

YES

40

NO

30
20
10
0
RESPONSE

Interpretation:
80 % responded yes because these questionnaire are fill up by employees of India
Nivesh .So, it is obvious that they think the employees wards should be given
preference in recruitment and selection.

47

FINDING AND
SUGGESTIONS

FINDINGS
o Awareness regarding ' recruitment and selection procedure' in INDIA NIVESH is
quite moderate.
o Majority of executives say that notice of vacancies is not circulated internally.
o Majority of executive believe that applicants know where and when to apply.
o Survey show that the waitlisted or unsuitable candidates are not informed of
their position in a polite way.
o A majority of executives feels that recruitment and selection procedure is
affected by external and internal factors.
48

o The entries executives are satisfied with the recruitment procedure of the
INDIA NIVESH.
o A majority of executives feel that employee's ward should be given preference
in recruitment and selection procedure.

SUGGESTIONS:

o The unsuitable or waitlisted candidate's should be informed in a polite way

through some communication channel like letter or newspaper etc.
o Few candidates from some of the reputed institute should be recruited directly
from campus interview.
o Recruitment and selection should be made more transparent and effective so
that it should not be affected bu the external and internal factors.
o Employee's wards should be given preference by giving some weight age in
recruitment and selection.
o Recruitment and selection should be free from political, socio or economic
factors.

49

50

LIMITATIONS OF
THE STUDY

LIMITATIONS:

o Working hours for trainees were allotted from 1:00 PM to 4:00 Pm only, also the
senior executives were away in meetings in afternoon, I could not take the
guidance from them. These three hours were not sufficient to learn the
working of a company.
o While doing the survey, many people try to avoid filling the questionnaire,
which creates difficulty in the research work.
o It was not possible to cover all the units in view of complete coverage, which
makes the study limited.

51

o The survey has to accept the answers as the respondent to the questionnaire
provides them. If there is any inconsistency or ambiguity, it will be difficult for
the survey to make use of such a questionnaire.

52

CONCLUSION OF
THE STUDY

CONCLUSION
With the help of result I f8ind that if management thinks about changes is the
necessary modes of recruitment .It becomes more transparent.

o All of employees are aware about recruitment procedure.

o They recruit candidate on the basis of external & internal methods both.
o They are satisfied with the process of recruitment.

53

o Most of employees are in favor in recruitment of the candidate from amongst

employee's ward.
o Recruitment process is affected by socio, political and economic factors.

54

ANNEXURE

QUESTIONNAIRE:

1. Are you aware of recruitment procedure in IndiaNivesh?

a) YES
b) NO
2. Have the notice of the vacancies also being circulated internally?
a) YES

b) NO

3. Do all potential candidates (internal and external) know where to apply and in
what form ?
55

a) YES
b) NO
4. Have unsuitable candidates or waitlisted candidates were informed of their
position in a police way thanking them for their interest and attendance?
a) YES
b) NO
5. Do you think selection of few executive trainees should be done from campus
interview?
a) YES

b) NO

6. Do you think recruitment and selection procedure is affected by socio, political

and economic environment of the country?
a) YES
b) NO
7. Which method of recruitment for executive \ supervisor\worker post will you
prefer internal source, external source or both ?
a) YES

b) NO

8. Are you satisfied with the recruitment procedure of INDIA NIVESH?

a) YES

b) NO

9. Did you think the selection procedure is transparent in INDIA NIVESH?

a) YES

b) NO

10.Do you think that the employee's wards should be given preference in
recruitment and selection?
a) YES

b) NO

11.Any suggestion for making recruitment and selection procedure more effective
and transparent?
a) YES

NAME:
56

b) NO

Thanks for your valuable time and suggestion''

57