Professional Documents
Culture Documents
On
Recruitment and Selection Process
In
Nagarjuna Fertilizers and Chemicals Limited
In the Partial Fulfillment of the Requirement of Post Graduate Diploma in
Management in Human Resource
Submitted By:
Preeti Upadhyay
(H3-25)
PROJECT REPORT
2009-2011
DECLARATION
I Preeti Upadhyay declare that the project report entitled RECRUITMENT AND
SELECTION PROCESS in NAGARJUNA FERTILIZER AND CHEMICAL
LIMITED is an original and bonafide work done by me during the academic year
2009-2011. This is being submitted in the partial fulfillment of the requirement for
the
award
of
degree
of
the
POST
GRADUATE
DIPLOMA
OF
Place: Hyderabad
Date:
ACKNOWLEDGEMENT
I deem it a great privilege to thank all those people who helped me to complete
this project work. I express my sincere thanks to the management of the SIVA
SIVANI INSTITUTE OF MANAGEMENT COLLEGE and our respected
Head of the department Dr. Chandra Sekhar. Dr. P.V. Sai , Mr. Durga Prasad
Head of HPD dept. of NFCL and Mr. Anand Reddy for giving me this
opportunity to undertake the project work.
I am deeply obliged to my project guide Miss Sonal, without whose guidance and
encouragement at all levels , the study wouldnt have been completed. All
those employees of NFCL deserve special thanks for their cooperation and help
in the collection of necessary and relevant material for this work.
Also, I do thank and remember my friends for their effort and helping hand.
Preeti Upadhyay
CONTENT
Chapter 1
Introduction
Scope of the Study
Objectives of the Study
Literature Review
Page No.
1
4
4
5
Chapter 2
Industry Profile
Company Profile
The Policies Related to Recruitment and Selection Followed at
NFCL
Recruitment and Selection Process followed at NFCL
Chapter 3
10-19
20
27
Research Methodology
Introduction
Tools and Methods of Data Collection
Sample Profile
Limitations of the Study
Recruitment and selection process
Chapter 4
Data Analysis
Chapter 5
Findings and Interpretations
34
34
34
34
35
55
67
Chapter 6
69
71
72
Questionnaires
Chapter - 1
INTRODUCTION
Acquiring and retaining high-quality talent is critical to an organizations success. As the job
market becomes increasingly competitive and the available skills grow more diverse, recruiters
need to be more selective in their choices, since poor recruiting decisions can produce long-term
negative effects, among them high training and development costs to minimize the incidence of
poor performance and high turnover which, in turn, impact staff morale, the production of high
quality goods and services and the retention of organizational memory. At worst, the
organization can fail to achieve its objectives thereby losing its competitive edge and its share of
the market.
Human resource department plays a crucial role in this process. The backbone of any successful
company is the HR department, and without a talented group of people to hire, culture, and
inform employees, the company is doomed for failure.
Human resource is most valuable assets in the organization. Profitability of the organization
depends on its utilization. If there utilization is done properly will make profit otherwise it will
make loss. To procure right man at right place in right time, some information regarding job and
job doer is highly essential. This information is obtained through job analysis, job description
and job specification. Without these recruitment will be unsuccessful.
A well planned and well managed recruitment will result in high quality applicants for the
company. The recruitment process should inform qualified individuals about employment
opportunities, create a positive image of the company, provide enough information of the jobs
so that applicants can make comparison with their qualifications and interests and generate
enthusiasm among the best candidates so that they will apply for vacant positions.
What distinguishes a successful company from unsuccessful one is the quality of manpower.
The role of management is to optimize the use of resource available to it. The role of HR is to
incorporate the planning and control of manpower resource into the corporate level plans so that
all resources are used together in the best possible combination.
Managing people at work and control of human activities in employment is a function that must
be performed in all societies. It is essential in every type of employment for every occupation
and every type of employed manpower. Manpower management is essential in government as
well as private employment under socialism or communication in small business and in large.
Recruitment, as a human resource management function, is one of the activities that impact
most critically on the performance of an organization. While it is understood and accepted that
poor recruitment decisions continue to affect organizational performance and limit goal
achievement, it is taking a long time for public service agencies in many jurisdictions to identify
and implement new, effective hiring strategies.
Recruitment is a process which provides the organization with a pool of potentially qualified
job candidates from which judicious selection can be made to fill vacancies. Successful
recruitment begins with proper employment planning and forecasting. In this phase of the
staffing process, an organization formulates plans to fill or eliminate future job openings based
on an analysis of future needs, the talent available within and outside of the organization, and
the current and anticipated resources that can be expended to attract and retain such talent.
Selection is a process of hiring the best among the pool of candidates available.
Right person for the right job is the basic principle in recruitment and selection. Every
organization should give attention to the selection of its manpower, especially its managers. The
operative manpower is equally important and essential for the orderly working of an enterprise.
Every business organization/unit needs manpower for carrying different business activities
smoothly and efficiently and for this recruitment and selection of suitable candidates is essential.
Human resource management in an organization will not be possible if unsuitable persons are
selected
and
employment
in
business
unit.
To find whether the existing processes of recruitment and selection are taking place
scientifically or not.
LITERATURE REVIEW
1.
The State Services Authority (the Authority) undertook a project in 2007 to evaluate the
effectiveness of recruitment selection techniques in the Victorian Government.
The project aims to:
Promote the systematic review of current recruitment selection techniques in the VPS
Develop recommendations for the use of better practice tools, based on research and
case studies
Promote better selection techniques to improve the quality and speed of recruitment
10
The literature states about the problems faced by the organizations at the time of selecting the
right candidate for a particular position and the various ways the organizations can overcome
these problems.
Train those recruiting- It is necessary for the organizations to train those people who
are involved in the process of recruitment and selection, so that they take right
decisions. They should be provided with sufficient training so that they are confident
about their decisions.
Be clear on what you are looking for- If you are going to get the right person for the
job, you need to be clear on the skills, qualifications, experience, personal attributes
and qualities that the right candidate will have.
Select The Most Appropriate Source for Securing Applicants- The key point here is to
be sure you are choosing the right place to advertise. Sometimes a local newspaper
will work. At other times, you may need to go to specialist publication or a
recruitment consultant.
Establish A Clear Framework For Short listing- The framework for short listing the
candidate should be clear to the recruiters and also to the candidates.
Consider the Best Option for Selecting Candidates- In some cases you might just go
for a traditional interview and possibly add in a presentation. Otherwise the
organization can adopt any other method of which they are more confident.
Remain Open Minded- Often people jump to conclusions about candidates within
minutes. Remember some of the best candidates might take a few minutes to get
warmed up so don't discount people too quickly.
11
Give Feedback- Candidates takes good time in preparing themselves for the
interviews therefore the recruiters should also take out the time for giving them
feedback whether they are successful or unsuccessful candidates.
12
presentation needed to finally select the employee. If the employers give very concise and
accurate description of what they expect the employees to be, the recruitment consultant or the
agency can choose a candidate very easily. The recruitment consultant or the agency also needs
to have knowledge of the employers in-built processes of selection of the right candidates.
Finally, it is in the fitness of things that a feedback is provided on the interview by the
interviewer either to the applicant or the agency through which he has come. Before proceeding
with the interview which may or may not be followed by a presentation, the interviewer on
behalf of the company should have reached a decision as to what package of remuneration he is
willing to offer to the right person. This is a very vital but easily overlooked point in the process
of selection and recruitment. The employers would do well to remember that the potential
candidate would most definitely be sizing up the prospective employer as well during the
selection and recruitment process.
13
d) Corporate should not bail out the prospective employee commitments such as
employment bond etc. the corporate should realize that employee signed the bond and if
he wants to break it, he should do at his own cost and the corporate should not reimburse
or compensate him for violating the employment contracts says Mr.
T.
MURALIDHARAN who is the chairman of TMI NETWORK one of the Indias leading
recruitment consultancies.
In one of the study conducted on recruitment and selection process at BIOLOGICAL-E LTD
conducted by Manik Rao in the year 2005. It was found that company has used internal search
for recruiting the employees into more higher or the positions in different departments who can
fit into the job. It was found that the company has done it by considering it as the most cost
effective way of filling the vacancies. It has also been found that the company opted for external
sources such as advertisement agencies to fill vacancies. Employee referrals were also one of
the internal sources of recruitment.
In another study on recruitment and selection in DW PRACTICE LLC which is a HR
consultancy, it was found that most of the employees felt that the telephonic interview is not
effective and instead direct interviews are more feasible.
These are some of the studies conducted earlier on the recruitment and selections.
14
Chapter - 2
15
INDUSTRY PROFILE
16
Besides, there are about 79 small and medium scale units producing single superphosphate.
17
Fertilizer Association/Company
Website Address
www.fertindia.com
Public Sector
National Fertilizers Limited
www.nationalfertilizers.com
www.fact.co.in
www.rcfltd.com
www.madrasfert.com
www.paradeepphosphates.com
www.ppclindia.com
www.fertcorpindia.nic.in
www.pdil.nic.in
Cooperative Sector
Indian Farmers Fertilizer Cooperative Ltd.
www.iffco.nic.in
www.kribhco.org
www.kribhco.net
www.kribhcoindia.com
Private Sector
Gujarat State Fertilizer Company Limited
www.gsfclimited.com
www.cflindia.com
18
www.dscl.com
www.pdil.nic.in
www.spicgroup.com
www.mangalorechemicals.com
http://gnvfc.guj.nic.in
www.duncansfertiliser.com
www.deepakgroup.com
www.indogulf.co.in
www.gfcl.com
www.nagarjunagroup.com
www.zuari-chambal.com
www.tata.com
www.oswal.org
Nagarjuna Organization:
Nagarjuna Group founded by Shri KVK Raju in 1973 with an investment of US$ 23 million.
The Nagarjuna Group today is a prominent industry of fertilizer producing in India.
19
20
UREA PLANT
21
COMPANY PROFILE
22
Nutrition solutions
Macro and Micro fertilizers and Farm Management services
Micro Irrigation solutions
The company also offers expertise for the management of chemical process plants, which
include Specialist Services and Total Project Management.
The operations and offerings have been aligned into three strategic business units:
THE BUSINESS
The Nagarjuna and fertilizer and chemical limited is involved in the production and marketing
of wide range of fertilizers. Urea and Nitrogenous fertilizers both are manufactured at Kakinada
plant and marketed through export at Vizag and Kakinada ports. In the vast urea market the
brand Nagarjuna is highly preferred by the farming community. NFCL currently markets about
1.2 million tons of manufactured urea and about 0.6 million ton of imported urea per annum.
With the aim of providing total solutions to the farmers, NFCL has commenced marketing of
fertilizer mixture through domestic sourcing and has further plans to enter into phosphate
potashic segments also.
The company also marketed a wide range of micronutrients like Zinc Sulphate, DAP etc with
emphasis on quality.
23
The company associated with Haifa Chemical Limited of Israel and Yara of Norway to bring
world class solutions to its customers.
VALUES
(by setting an example in relationships, integrity, honesty, humility and hard work)
Understanding the deep and fundamental needs of People, Customers, Investors and
Ecosystem (Alliances, Community and Environment).
THE MANAGEMENTS:
Sri K.S.Raju, Chairman & managing director:
24
A Mechanical Engineer, he has been instrumental in propelling the group forward, achieving
newer height of glory. He has successfully led the Groups foray into several core industrial
sector.
25
At NFCL the recruitment and selection policy has been named Talent Engagement Policy
and the company will recruit the required human resources through policy.
Type of positions
structure
All new positions outside the approved
VC and MD
organization structure
27
To create sound procedure to appoint employees within the stipulations of the approved
policy.
To recruit, select and place competent and suitably skilled people who will contribute to
professional guidelines.
To create positive image of the company.
1.
2.
3.
4.
5.
6.
28
Whenever there is a job opening in the organization, it would be posted internally for the
associates to apply.
The applications will be short-listed based on the competency required for the position.
The process of inviting and screening resumes of external candidates would also be
All the job opportunities with the required job and skill profile will be posted on the
notice boards.
The associates have to forward the CVs of the referral to the recruitment in-charge in
the HPD department of his perusal.
29
Even if there are no opportunities available, associates can send in referrals, which will
30% of the reward money will be paid soon after the candidate joins the organization.
In case the candidate leaves the organization before 6 months of his joining, the same
3) Recruitment agency:
The company is having written agreements with some of the agencies for manpower
recruitment.
Details of the position required, will be intimated to the agency through email/phone by
the HPD.
30
Based on the required, the agency will send the suitable profiles to HPD.
The agency must guarantee the candidate for at least 3 months, if within 3 months the
candidate resigns the agency must provide alternate source with free of cost.
4) Advertising :
Vacancy advertisement will be given in the reputed national news papers, based on the type of
the vacancy. Generally this method will be used only to recruit the senior management cadre.
5) Relatives of associates:
Relatives of associates can work in the organization, the associate needs to declare in case of
referring a relative for a particular job position.
6) Re-joining of ex-employees:
In general the organization does not encourage joining of ex-employees who have voluntarily
left the organization left the organizations to join back. However, in case an associate possesses
exceptional skills and if the organization feels that by joining, the associate would be adding
tremendous value to the organization, the organization may consider the associate for the
required position upon approval of the VC & MD.
The preliminary short-listing of candidates will be made by HPD/ P& A along with
concerned departmental head based on:
Minimum qualification required
Experience except (for fresher)
31
Step 2:
Once the short-list is completed it will be return to HPD. HPD will inimate all the shortlist candidate by phone or email advising them of their interview date, venue, time etc.
Step 3:
The company is having a full-fledged Talent Engagement Form which should be filled
by all the candidates at the time of interview. This form contains all the details of the
candidate i.e. his/ her family background, qualification, experience details, references,
Step 4:
After 1st round interview, the interview panel short lists the candidates (if the no. Of
candidates attended are high compare to the available positions) for the final round
interview.
Step 5:
HPD will conduct the referral verification of the selected candidate by consulting the
references given by the candidate at the time of the interview. If any complaints received
against the candidate during referral verification, that candidate will be deleted from teh
selected list. If the candidate found good in referral verification also, offer will be sent to
the candidate.
32
Offer Letters will be sent to the selected candidates by HPD. After getting the letter
the candidate has to confirm his joining and accordingly confirmation must be sent to the
HPD.
Step 6 (on the day of joining)
On the day of joining the candidates will be sent for Medical checkup, based on the cadre
Step 7:
Orientation:
To understand whos who in the organization, functions of various departments and the work
culture and induction programme will be arrange to the new recruitee. The induction
programme of the new employee will be circulated to all the concerned departments. The main
purpose of this program is to get:
Knowledge about the organization ( history and present, vision and values)
Knowledge about his/her job( roles and responsibility)
Knowledge about relevant people
Knowledge about policies, systems and practices of the organization.
Step 8:
33
Commencement of service:
Service of an associate will start from the day he/she reports to the duty in terms of appointment
letter.
Associate who are joined below General Manager level has to be under probationary for 6
months from the date of joining. After successful completion of the probationary period based
on the recommendation of the concerned HOD, associates will be taken in permanent roles.
Fitment of Trainees:
The company recruits various categories of trainees from different educational backgrounds for
pre- defined training period. The company shall have no obligation to regularize the trainee in
the regular roles of the company after completion of the training period. The performance/
progress of the trainee will be evaluated every 3 months during his/ her training.
Work life policy: This policy explains the associates working days, time, attendance, dress
code, personnel data, and facilities to the employees at work place.
Working days: All days except 2nd and 4th Saturday, weekly holiday
Working timing:
Types of shifts
General
Corporate
office
Hyderabad
9:00a.m.5:30p.m.
Ashifts
Bshifts
Cshifts
34
Liaison and
marketing
field office
F9:00a.m.-
6:00a.m.2:00p.m
2:00p.m.10:00p.m
10:00p.m.-6:00a.m
5:30p.m.
ertilizers &
Chemicals
Limited
Kakinada plant
8:00a.m.4:30p.m
Benefits:
Employees PF and pension schemes
Group insurance scheme in lien of EDLT
35
36
Leaves policy:
Compulsory paid holidays-9 Days
Types of leaves
Days
Casual leaves
7 days
Sick leaves
11 days
Annual leaves
21 days
Birthday leaves
days
Maternity leaves
Paternity leaves
Days
Travel policy:
This explains the procedure and guidelines to the employees while travelling on business
purpose.
General travel rules and procedures stated.
Travel program plan (visiting plan, date, time) should be clear.
Instruction have to be sent to the administration department for approval
Copy of approval travel plan has to be sent to the finance department
Accommodation by administration department
37
Travel claim: All bills enclosed with travel plan, all expense mentioned in that enclosures,
and send to respective department for further process.
Intradepartmental transfer
Interdepartmental transfer
From one location to other
Between group of companies
Process:
38
NEED GENERATION
DESIGN
DELIVERY
EVALUTION
Internal program
External program/seminars/long
term courses
E-learning
Post program
Pre and Post program
On the job
Return on investment
Separation
Resignation is a voluntary separation initiated by associate if he/she is desirous leaving the
service of the organization. All associates are required to give a notice in writing if they wish to
discontinue their employment relationship with the organization. Process, notice period cadre
wise, retirement, termination, death benevolent assistance, final settlement.
Retirement 58 years
Post facilities after retirement are- hospitalization scheme, pension etc
Death benevolent assistance funeral expense i.e. Rs. 3500/Discrimination and harassment policy: Through grievance resolution committee
Technology used: Applicability to information Technology infrastructure available at work
location.
Ease of work
Optimization of performance
Ease of maintenance
39
Chapter 3
40
RESEARCH METHODOLOGY
Introduction
The research was done in order to understand the Recruitment and Selection Process followed at
NFCL and the perception of the employees from all the cadres regarding it. To know how an
organization performs in terms of productivity and this should be directly proportional to quality
and quantity of its human resource. In order to get the right kind of people in right place in the
right time the organization should have the specific and clear personnel, policies and recruitment
methods which are essential for the growth of the organization. Hence it was necessary to
conduct a research on the process.
Sample Size
The sample undertaken to conduct research study consist of fifty people which is approximately
one tenth of the total strength working in the organization. The sample covered the employees
from all the cadres, encompassing the senior most officers to the workers. The sample was
collected from all the departments of the organization.
Limitations of the Study: Although attempt was made to gather all relevant information in
connection to the study there were many shortcomings and difficulties, which could not
overcome.
The research sample was limited to one tenth of the total employees hence the
information gathered could be limited.
The conclusions are derived from the response of the employees which are expected to be
unbiased.
41
RECRUITMENT
Recruitment is an important part of an organizations human resource planning and their
competitive strength. Competent human resources at the right positions in the organization are a
vital resource and can be a core competency or a strategic advantage for it. Recruiting the top
talent for a job takes time and attracting the quality candidates who have the knowledge and
skills needed to help the companys growth.
Recruitment and selection are two of the most important functions of personnel management.
Recruitment precedes selection and helps in selecting a right candidate. Right person for the
right job is the basic principle in recruitment and selection. Every organization should give
attention to the selection of its manpower, especially its managers. The operative manpower is
equally important and essential for the orderly working of an enterprise. Every business
organization/unit needs manpower for carrying different business activities smoothly and
efficiently and for this recruitment and selection of suitable candidates is essential. Human
resource management in an organization will not be possible if unsuitable persons are selected
and employment in a business unit.
Meaning of recruitment
It is the process of finding and attracting capable applicants for the employment. The process
begins when new recruits are sought and ends when their applicants are submitted. The result is
a pool of applicants from which new employees are selected. In this, the available vacancies
are given wide publicity and suitable candidates are encouraged to submit applications so as to
have
pool
of
eligible
candidates
for
scientific
selection.
Recruitment refers to the process of attracting, screening, and selecting qualified people for a
job at an organization or firm.
Recruitment process involves a systematic procedure from sourcing the candidates to arranging
and conducting the interviews and requires many resources and time.
42
Posts to be filled
Number of persons
Duties to be performed
Qualifications required
1. Identify vacancy
2. Prepare job description and
person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and
because of:
43
To obtain the number and quality of employees that can be selected in order to
help the organization to achieve its goals and objectives.
It helps to create a pool of prospective employees for the organization so that the
management can select the right candidate for the right job from this pool.
To anticipate and find people for positions that does not exist yet.
The effects of past recruiting efforts which show the organizations ability to
locate and retain the good performing people.
44
Internal factors
External factors
Internal Factors:
External Factors:
Political and legal factors like reservations of jobs for specific sections of society etc
45
Recruitment checklist:
Before going to actual recruitment a checklist to be made which helps the recruiter till the
end of the process.
Recruitment policy:
In todays rapidly changing business environment, a well defined recruitment policy is
necessary for organizations to respond to its human resource requirements in time. Therefore, it
is important to have a clear and concise recruitment policy in place, which can be executed
46
effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A
clear and concise recruitment policy helps ensure a sound recruitment process.
Most of the companies are having personnel policies for the organization. Recruitment policy is
a part of the perssonel policy. But before making the recruitment policy the organization must
consider the government policies, personnel policies of other organization, social responsibility
of the organization etc.
Sources of recruitment:
INTERNAL SOURCES: The most common internal sources of internal recruitment are
1.
Personal recommendations
2.
Notice boards
3.
Newsletters
4.
Memoranda
1) Personal References
The existing employees will probably know their friends or relatives or colleagues who
could successfully fill the vacancy. Approaching them may be highly efficient method of
recruitment but will almost certainly offend other workers who would have wished to have
been considered for the job. To keep employees satisfied make sure that potentially suitable
employees are informed of the vacancy so that they can apply. Also anyone else who is
likely to be interested is told about it as well so that they can apply for the job.
2) Notice Boards
This is the convenient and simple method of passing on important messages to the existing
staff. A job advertisement pinned to a notice board will probably be seen and read by a
sufficient number of appropriate employees at little or no cost. However many of the staff
will probably not learn of the vacancy in this way either because the notice board poorly
located or is full of out dated notices that they dont bother to look at it, as they assume there
is nothing new to find out. A notice board must be ensured that it is well sited. Wherever it is
47
been placed it should be certain that it is seen by every one. It means there must be equal
opportunity to see to it and this happens when they know that just important topical notices
are on display. Attention must be paid to the design and contents of the notice if it is to catch
the eye and make the employee read on and then want to apply for the job.
3) Newsletters
Many companies regularly produce in-house newsletters, magazines or journals for their
staff to read. It is hoped that latest company news sheet is read avidly by all staff thus
ensuring that everyone is aware of the job opportunity advertised in it. Unfortunately this is
not always so, because it is sometimes not circulated widely enough and employees may
find it boring and choose not to read it. Newsletter can be utilized as the source of
recruitment if it is convinced that everybody will see a copy.
4) Memoranda
Possibly the best way of circulating news of the job vacancy is to send memoranda to
department managers to read out to the teams or to write all employees perhaps enclosing
memoranda in wage packets if appropriate. However it can be a time consuming process to
contact staff individually, especially if there is a large work force. It should also be kept in
mind as to in which way the memorandum is phrased out so that the job appeals to likely
applicants.
EXTERNAL SOURCES
There are many sources to choose from if you are seeking to recruit from outside the company.
1. Word of mouth
2. Notices
3. Job centers
4. Private agencies and consultants
5. Education institutions
48
6. The press
7. Radio
8. Television
1) Word of Mouth
Existing employees may have friends and relatives who would like to apply for he job.
Recruiting in this way appears to be simple, inexpensive and convenient. Never use word of
mouth as a sole or initial source of recruitment if the work
force is wholly or
predominantly of one sex or racial group. Also employing friends and relatives of present
employees may be imprudent because it is not certain that they are as competent as the
current staff.
2) Notices
Displaying notices in and around business premises is a simple and often overlooked method
of advertising a job vacancy. They should be seen by a large number of passerby, some
actively looking for work. It can also be inexpensive with a notice varying from a carefully
hand written post card up to a professionally produced poster. Pay attention to the
appearance and contents of the notice if it is intended that it is applied by the right people.
3) Job Centers
Most large towns have a job center which offers employers a free recruitment service, trying
to match their vacancies to job seekers. Staff will note information about a post and the
types of person sought and then advertise the vacancy o notice boards within their premises.
Job center employees can further help if requested to do so by issuing and assessing
application forms and thus weeding out those applicants who are obviously unsuitable for
the position. Short listed candidates are then sent out for the employer to interview on his
business premises.
49
50
When employing an agency or consultant, make sure that they know exactly what they are
expected to do. A clear job description and employee specification, must be provided so that
they could screen by referring to the employee specification and so on. Full up to date
information about the job and person required. Supply all details and all instructions in
writing to avoid subsequent misunderstandings and disagreements.
The recruiting agency or consultant must be in touch with the client company throughout
the recruitment process to ensure that the agency is following the instructions and doing its
job well. Also it must be ensured that they are maintaining equality of opportunity and
avoiding unlawful discrimination against applicants of a particular sex, marital status or any
racial group. All applicants should be judged solely on their ability to do the job.
6) The Press
Advertising for the new staff through the press has proved successful for many companies.
Choose between local newspapers, national newspapers and the magazines. All will put in
touch with different audience. Local newspapers, read by a large cross-section of the
immediate population, may be most suitable if there is sufficient talent in the area.
National newspapers, with their mass circulations and differing attitudes to news coverage
appealing to various tastes, could be better when looking out to fill the senior position.
51
Trade Magazines often under estimated as useful source of recruitment might be worth
considering if looking out to recruit someone for a specialized job which possibly requires
previous experience of the particular industry.
Naturally there are some drawbacks to newspaper advertising. It is expensive in relation to
other, often equally good source such as job and careers centers, which advertise free. Other
drawbacks of newspaper advertising include a high level of wastage (the vast majority of
readers will not be job hunting) and a short life span. The daily or evening newspaper is
invariably discarded at the end of the day. A short series of advertisement incurring extra
expenses may sometimes be required and multiplying one advert by three or four starts to
make this source prohibitively costly. Trade magazines could be a better way of recruiting
staff depending upon the circumstances. Most will include employment advertisements
within a classified section which will be read by a small but select and interested number of
people. There some disadvantages, however the financial outlay is still considerable. If the
magazine is published bi-monthly or quarterly, may have to wait sometime before the
advertisement is seen. It may be intended to fill the vacancy as soon as possible.
7)Radio
Many radio stations broadcast special job finders advertisements throughout the day for
companies looking for new recruits. Advertising through the radio has got many advantages
as it will be transmitted to over a wide geographical area to potentially large audience.
Variety of age groups listens thus making it a suitable medium for different types and levels
of jobs. Advertisements can be broadcast very quickly sometimes within hours. Nevertheless
there are some disadvantages that must be considered carefully. As few have tune in to hear
advertisements and their thoughts invariably wander when they are on, or they may start
station hopping to find more music. The radio is also transient medium. An advertisement
lasts for perhaps 30 seconds, which is a very short period in which to put across all the
important points, and is then finished. It is usually difficult to remember (What was the
companys name? what was its phone number?) most listeners will not have a pen and pad
handy to make notes.
52
8) Television
You can advertise on a regional or national basis. Recruiting staff through the Television is
still widely regarded as a new and innovative approach. Companies which use this medium
may therefore be seen as go-ahead and dynamic. Thus, this medium may not be an
immediate choice if there is only just one vacancy to be filled, although shorter and
expensive one month contracts could be negotiable and worth considering.
SELECTION
The selection procedure is concerned with securing relevant information about the applicant.
This information is secured in number of steps. The objective of selection process is to
determine whether an applicant meets the qualifications for a specific job and to choose the
applicant who is most likely to perform well in that job.
The hiring procedure is not a single act but it is essentially a series of methods by which
additional information is secured about the applicant. At each stage facts, which came to light,
make the acceptance or rejections of the candidate clear. Some selection processes are quite easy
and some with many hurdles this increases with the level and responsibility of the positions to
be filled.
53
1. Someone should have the authority to select. This authority comes from the
employment requisition as developed by an analysis of the work-load and work force.
2. There must be some standard of personnel with which a prospective employee may be
compared i.e., a comprehensive job description and job specification should be
available beforehand.
3. There must be sufficient number of applicants from whom the required number of
employees may be selected.
PROCESS OF SELECTION
Selection
Employment tests
54
Comprehensive interview
55
a) Application forms
b) Curricula Vitae (CVs) and
c) All other relevant documentation.
Application Form
Application form is also known as application blank. The technique of application blank is
traditional and widely accepted for securing information from the prospective candidates. It can
also be used as a device to screen the candidate at the preliminary level. Many companies
formulate their own style of application forms depending upon the requirement of information
based on the size of the company, nature of business activities, type and level of job etc. they
also formulate different application forms for different jobs, at different levels, so as to solicit
the required information for each job. But few companies in our companies in our country do
not have prescribed application forms.
Psychological Testing
56
B. Achievement test
Also known as proficiency tests they measure the skill, knowledge which is acquired as
a result of a training program and on the job experience they determine the admission
feasibility of a candidate and measure what he/she is capable of doing.
57
a) Tests for measuring job knowledge this type of test may be oral or written. These tests
are administered to determine proficiency in shorthand and in operating calculators
adding machines dictating and transcribing machines and simple mechanical equipment.
b) Work sample tests demand the administration of the actual job as a test. A typing test
provides the material to be typed and notes the time taken and mistakes committed.
C. Personality tests
These tests aim at measuring those basic make up or characteristics of an individual
which are non-intellectual in their nature. In other words they probe deeply to discover
clues to an individuals value system, his emotional reactions and maturity and
motivation interest his ability to adjust himself to the illness of the everyday life and his
capacity for interpersonal relations and self image.
Interviews
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Interviews are a crucial part of the recruitment process for most organizations. Their purpose is
to give the selector a chance to assess the candidate and to demonstrate their abilities and
personality. Its also an opportunity for an employer to assess them and to make sure the
organization and position are right for the candidate. An interview is an attempt to secure
maximum amount of information from candidate concerning his suitability for the job under
consideration.
The recruitment process for most organizations follows a common theme: Applications/CVs are
received, either online or by post; and candidates are short-listed and invited for interview. The
interview format can vary considerably and may include an assessment centre and/or tests. The
number of interviews also varies. Some companies are satisfied after one interview, whereas
others will want to recall a further shortlist of candidates for more. If successful at the final
interview stage, an official job offer is sent to the candidate. Interview format is determined by
the nature of the organization, but there are various standard formats.
Chronological Interviews -These work chronologically through the candidates life to date and
are usually based on the CV or a completed application form.
Competency-Based Interviews -These are structured to reflect the competencies that an
employer is seeking for a particular job (often detailed in the recruitment information). This is
the most common type of interview for graduate positions today.
Technical Interviews - If a candidate has applied for a job or course that requires technical
knowledge (e.g. positions in engineering or IT) it is likely, at some stage in the selection
process, that the candidate will be asked technical questions or have a separate technical
interview to test his/her knowledge. Questions may focus on the final year project and his/her
choice of approach to it or on real/hypothetical technical problems. It seen that the candidate
proves himself/herself but also they admit to what they dont know.
Kinds of Interviews:
1. One to one interview: in this type of interview one selector interviews one candidate
alone.
2. Informal interview: in this type there are discussions between the candidate and two or
more interviewers.
59
3. Panel of interviews: in these pre planned standard questions ranging overall aspects of
the job are asked. They focus directly on elements of person specification.
4. Direct planned interview: this interview is straight forward, face to face, question and
answer situation intended to measure the candidates knowledge and background.
5. Indirect and direct interview: in this type of interview the interviewer refrains from
asking direct and specific questions but creates an atmosphere in which the interviewee
feels free to talk and go into any subject he considers important. The object of the
interview is to determine what individual himself considers of immediate concern, what
he thinks about these problems, and how he conceives of his job and his organization.
6. Patterned interview: in this interview a series of questions which illuminates validated
against the record of employees who have succeeded or failed on the job.
7. Stress interview: in this interview the interviewer deliberately creates stress to see how
an applicant operates in stress situation. To induce stress, the interviewer responds to the
applicants answers with anger, silence and criticism. This interview aims attesting the
candidates job behavior and level of withstanding during the period of stress and strain.
8. Depth interview: in this type of interview, the candidate would be examined extensively
in core areas of knowledge and skills of the job.
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61
Chapter 4
DATA ANALYSIS
Observation made during the study and analysis of the company policy
The company is having all over India branches/area offices. Initial interviews will be
conducted at the area office by the concerned area manager. As the HR Department is
located in the corporate office so all the final interviews & selection will be done at its
company.
The company is tie up with job portal Naukari.com also. This is helpful for the process
time of interview. Subject knowledge is also essential based on type of the vacancy.
The time lag between recruitment and placing will be done within one month.
62
The company will pay the applicants expenses for attending the interview, based on the
grade.
Rejected candidates will be intimated and their profile will be kept in data bank for a
period of 6 month.
1) The recruitment and selection process of company meets the current legal requirements.
In
retation
Strongly Agree
about
the
Remark
Percentage
10
19%
30
59%
no opinion
14%
disagree
4%
strongly disagree
4%
Agree
Near
of
Response Pattern
terp
:
20%
respondents are strongly agree with the statement that recruitment and selection process of
63
company meets the current legal requirements, and 60% are agree only so, total 80% of the
respondent are in favor that the process of recruitment & selection meets the current legal
requirement.
Observation:
The process of recruitment & selection which is followed by the company is helpful to meet the
companys manpower requirement.
Response Pattern
Strongly Agree
Remark
Percentage
13
25%
30
59%
no opinion
10%
disagree
4%
strongly disagree
2%
Agree
Interpretation:
64
The question was raised to know that employees are aware about the companys recruitment &
selection policy or not. Near about 85% are agreed that the recruitment & selection policy is
clearly stated and only 8% are disagree.
Observation:
So the recruitment & selection policy of company is clearly stated but it requires little bit
change. But the company policy should be updated time to time.
3)
Response Pattern
Strongly Agree
Remark
Percentage
18
35%
19
37%
11
22%
disagree
4%
strongly disagree
2%
Agree
no opinion
Interpretation:
65
As per the respondent response near about 70% are agree with the statement that internal source
is better for company, 22% having no response and 6% are disagree with the statement.
Observation:
After analysis it is better to get the manpower by internal source as they are aware about that
candidate skill and behavior but sometimes company will not get right candidate.
Response Pattern
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Remark
Percentage
4%
15
30%
8%
20
40%
18%
Interpretation:
Near about 55% are disagree with the statement that external source is better for companys
recruitment process and about 34% are in favor of this statement.
66
Observation:
From this question respondent are satisfied with the internal source but some are not satisfied
and they preferred external source.
Response Pattern
Remark
Percentage
10%
10%
no opinion
13
25%
disagree
22
43%
12%
Strongly Agree
Agree
strongly disagree
Interpretation:
Near about 60% are disagree with this statement, means they are not feeling scarcity of
manpower and Only 20% are agree with this statement.
67
Observation:
This shows that HR department fulfills all the requirements of human resource in the
organization as soon as required. But as some are disagree with this statement means the
recruitment process needs change.
6) I feel that the right job is being performed by the deserved person at my working
environment.
Response Pattern
Remark
Strongly Agree
Percentage
17%
22
43%
no opinion
18%
disagree
14%
strongly disagree
8%
Agree
Interpretation:
It is very important for any organization to recruit skilled manpower, to achieve its business
target. The question was raised to know the opinion that right job is performed by right person.
So 60 % are agree and near about 20% are disagree.
Observation:
68
This shows company is recruiting right candidate for right job but some respondent are disagree
so selection process need improvement and proper verification of recruitee.
Remar
k
Percentage
2%
20
39%
no opinion
21
41%
disagree
10%
strongly disagree
8%
Response Pattern
Strongly Agree
Agree
Interpretation:
Nearly 45% are agree with this statement and 20% are disagree but surprisingly 40% gave no
opinion this means they are not aware about other competencies,
Observation:
This interpret ate that companys recruitment process is helpful in getting right candidate for
right job but as per of the some respondent dissatisfaction the recruitment should be more filter.
69
8) To what extent you are satisfied with the external source (job portals) for recruitment
process.
Response Pattern
Strongly Agree
Remark
percentage
7%
9%
no opinion
22
49%
disagree
15
33%
2%
Agree
strongly disagree
Interpretation:
some respondent are satisfied with the external source of recruitment ,It is observed that most of
the candidates are recruited through Reference or other internal source and about 50% have
no opinion the external sources like job portals, consultancies.
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9) To what extent you are satisfied with the employees reference for recruitment process.
Response pattern
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Remark
percentage
10
20%
20
40%
4%
11
22%
14%
Interpretation:
60% of respondent are in favor of the statement that they are satisfied with the employees
referral, this helps in getting known candidates as company knows the skill and behavior of the
recruitee. But near about 35% are disagree with the statement so, recruitment process need good
external sources for recruitment process.
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10) To what extent the selection procedure followed for your recruitment is suitable to your
job.
Response pattern
Strongly Agree
Agree
no opinion
disagree
strongly disagree
Remark
percentage
14
28%
20
40%
4%
10
20%
8%
Interpretation:
Near about 70% of the candidates are satisfied with the selection procedure and this shows right
person is in right job but near about 30 % are not satisfied so this shows that selection process
also needs some changes.
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Chapter 5
73
Candidates are not timely informed for their selection and also for their rejection.
6. Too much time taken by the HPD in recruiting some important urgent posts.
7. Some respondent are satisfied with the external source of recruitment ,It is observed that
most of the candidates are recruited through Reference or other internal source and
about 50% have no opinion the external sources like job portals, consultancies.
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8. After analysis it is better to get the manpower by internal source as they are aware about
that candidate skill and behavior but sometimes company will not get right candidate.
Chapter 6
75
SUGGESTIONS
After concluding the study of the companies recruitment policy, interaction with some of the
recruitment manager, company associates and based on the responses received from the
associates the following suggests are made to the company for further improvement of the
policy.
1. The organization should not majorly Clear job description is given to the candidates at
the time of interview itself, to avoid disappointment after joining.
2. The candidate should be informed in time whether they have been selected or not. There
should not be any delay in informing the candidate.
3. There should be reliability on external sources.
4. Recruitment feedback should be taken by the candidates to improve the recruitment
process.
5. The employees should be called for the interview only after checking their educational
qualifications and job experience in a proper way so as to save the time and cost involved
in the recruitment process.
6. Depend on the application bank as the major source for the details of the candidate for
recruitment purpose. It should also consider other sources which could provide them
better options.
7. Follow up to be done to the newly engaged employees to ensure that they have settled in
and to check on how well they are doing. If they have any problems it is better to identify
them at an early stage rather than allowing them to fester.
8. Internal job posting to be preferred to reduce cost of recruitment.
9. Organization should use social networking sites for creating pool of good candidates.
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Bibliography
Bibliography
77
Websites:
www.shrm.com
www.citrhr.com
www.agi-glaspac.com
www.management.org
http://www.ssa.vic.gov.au
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Annexure
79
QUESTIONNAIRE
[Kindly tick ( ) the options you think are right ]
1) The recruitment and selection process of company meets the current legal
requirements?
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree
2) Recruitment & Selection Policy of company is clearly stated.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree
3) Internal source is better for company.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree
4) External source is better for company.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree
5) I feel scarcity of manpower at my working place.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree
6) I feel that the right job is being performed by the deserved person at my
working environment.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree
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Department:
81
82
Annexure
83