Professional Documents
Culture Documents
PROMOTIONS
Submitted to the
School of Distance Education & Learning
in Partial Fulfillment for the requirement
for the award of the degree
Master of Business Administration(MBA)
Supervisor
Student Name
Vijay Sahu
Faculty Guide
jpr/de/14/01/01/04143
Roll No.
0410120150270
JAIPUR NATIONAL
UNIVERSITY
Jaipur-Agra Bypass, Near New RTO Office, Jagatpura, Jaipur,
Rajasthan 302017
PREFACE
People are a companys most important assets. They can make or break the
fortunes of a business. In todays highly competitive business environment
placing the right people in the right position is very critical for the success of
any organization.
importance as it is the vehicle for obtaining the best possible person-to-job fit
that will, contribute significantly towards the company's effectiveness. It is
also becoming increasingly important, as the company evolves and changes,
that new recruits show a willingness to learn, adaptability and ability to work
as part of a team. The recruitment & selection procedure ensures that these
criteria are addressed.
suggestions. The text for the report is the result of the process of research and
effort in the ORION PROMOTIONS recruitment phenomena.
Vijay Sahu
Enroll No. JNU-jpr/de/14/01/01/04143
Roll No. 0410120150270
ACKNOWLEDGEMENT
First and foremost I would like to express my profound gratitude and
esteemed regards to Almighty GOD and a vote of thanks goes to my
respected faculty Mr. Ashish Verma for his support and guidance. They have
been constant source of strength and inspiration and deserves my heartfelt
gratitude and thanks.
I would like to acknowledge the support and cooperation to Mr. Ajay kumar
as HR manager, he guided me in this project and shown keen interest and
provided valuable guidance to complete this work and provide experience.
Vijay Sahu
Enroll No. JNU-jpr/de/14/01/01/04143
Roll No. 0410120150270
DECLARATION
I VIJAY SAHU here by that research work presented in this project report
entitled RECRUITMENT AND SELECTION IN ORION PROMOTIONS
for the fulfillment of the award of master business administrative from Uttar
Pradesh technical university, Lucknow is based on my work during the
summer training in the Orion Promotions company. The project embodies
the result of original work and studies carried out by me and the contents of
the project do not from the basis for the award of any degree to me or to any
body else.
Vijay Sahu
Enroll No. JNU-jpr/de/14/01/01/04143
Roll No. 0410120150270
CONTENT:
Chapter 1. INTRODUCTION
Objective
Scope and limitation in report
Methodology
Chapter 2. Orion Promotions
Mission and vision
Banking and Insurance
Company profile in HDFC
SWOT Analysis of HDFC
Chapter 3. Recruitment and selection
Survey for job profile (sales department)
Data analysis
Fact and findings
Chapter 4. Suggestion and recommendation
Chapter 5. Conclusion
5
Bibliography
Appendix
EXECUTIVE SUMMARY
Organizations are always on the look out for good candidates who have the
requisite skills to perform varied jobs. Shortage of skilled manpower, today
threatens the very competitive positioning of many corporations and the
situation is not getting any better. Thus to sort out the talented is a multi step
procedure which is performed through the following steps.
Screening
Aptitude test
Interviews
Verification of documents
Getting the best talent, and keeping the talent you have is becoming
increasingly and intensely competitive Most corporate officers say
that the biggest constraint to pursuing growth opportunities is talent
TRAINING POLICY:
Optimum utilization of existing resources and enhancing productivity.
Bridge the skill gap function & managerial arising from career growth &
technological advancements.
Develop multi skilled work force for over all business perspective
process orientation & flexibility in there development.
CHAPTER 1.
INTRODUCTION
INTRODUCTION
Human Resource is a basic need of any work to be done. According to ARTHUR
LEWIS:
Recruitment
Selection
Placement
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RECRUITMENT;
Recruitment is the process concerned with the identification of sources from
where the personnel can be employed and motivating them to offer
themselves for employment. Werther and Davis have defined this as follows:
Recruitment is the process of finding and attracting capable applicants for
employment. The process begins when new recruits are sought and ends
when their applications are submitted. The result is pool of applicants from
which new employees are selected.
SELECTION:
Selection can be conceptualized in terms of selecting the appropriate
candidates, or deny the inappropriate candidates. Selection involves both
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because it picks up the fits and rejects the unfits. In facts, in Indian context,
there are ore candidates who are rejected than those who are selected in most
of the selection processes.
Is focused on Results
SCOPE OF HRM
The scope of HRM is indeed vast. All major activities in the working
life of a worker-from the time of his or her entry into an organization until he or she
leaves-come under the preview of HRM. Specially, the activities included are-HR
planning, job analysis and design, recruitment and selection, orientation and placeme3nt,
training and development, performance appraisal and job evaluation.
2.
3.
4.
Promotions/Transfer
5.
Redundancy
6.
7.
8.
9.
10.
Career development
11.
Competency Mapping
12.
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RECRUITMENT PROCEDURE
The policy of taking candidates from outside and inside affects the attitude and
action of the people in the organization. Filling up the position through internal
promotion has a favorable reaction among employees. They are likely to associate
themselves with the organization as they see their future secured in the
organization through promotion. However, this may result into mediocre
performance as a guarantee of promotion itself will bring complacency.
14
The level of socialization required and time taken for that determines the inside or
outside source of recruitment. If the socialization process for an organization
operating in a particular industry takes substantial time, it can prefer internal
source of recruitment.
People selected from outside take time to socialize themselves with an
organization. For certain jobs, this process may take considerably longer time. For
example, marketing executive of a consumer product company will take less time
in socialization in another consumer product company but more time in capital
goods industry. Same is the case with production people but finance people may
take same time in spite of the differences and similarities of organization. The
need for originality and new ideas also affect new policy. The organizations which
place high importance on these factors go for outsides sources. Similarly, the
organizations which grow through diversification give more importance to outside
sources as existing people may not be fully equipped to handle new business.
Th
ese factors are considered while determining the sources of recruitment. While
vacancies through internal sources can be filled up either through promotion or
transfer, recruiters tend to focus their attention on outside sources. Normally
following outside sources are utilized for different position;
Advertisement: Advertisement is most effective means to search potential
employees from outside the organization. Employment advertisement in journals,
newspaper, bulletins, etc, is quite common in our country. By means of
advertisement, the organization able to communicate its requirement of people
some of whom may be its prospective employees. An advertisement contains brief
statement of the nature of the jobs, the type of people required, and procedure for
applying for these jobs.
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employment exchange
external advertisement
internal advertisement
deputation of personnel
newspaper advertisement
employment exchanges
internal advertisement
displaced persons
employee recommendation
advertisement
employment exchanges
casual caller
employee recommendation
SELECTION PROCEDURE:
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before
the
selection
process.
For example, in the case of campus selection, preliminary interview is held for
short listing the candidates for further process of selection.
4. Checking of references: Many organizations ask the candidates to provide that
names of referees from whom more information about the candidates can be
solicited. Such information related to character, working, etc. the usual referees
may be previous employers, person associated with the educational institutions
from where the candidates received the education, or other person of prominence
who may be aware of the candidates behavior and ability. In our country,
references are not given adequate importance because of their biasness but these
can give very useful information which may not be available otherwise.
5. Physical examination: Physical examination carried out to ascertain physical
standards and fitness of prospective employees. The practice of physical
examination varies a great deal both in terms of coverage and timing. While many
organizations do not carry physical examination at all, other carries on a very
comprehensive basis. Some organizations only have general check up the
applicant to find the major physical problem which may come in the way of
effective discharge of the duties. In the on test of timing also, some organization
locate the physical examination near the end of the selection process, others place
it relatively early in the process.
6. Approval by appropriate authority: on the basis of the steps, suitable candidate
are recommended for selection by the selection committee or personnel
department. Though such a committee or personnel department may have
authority to select the candidates finally, often it is staff authority to recommend
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OBJECTIVE
To study the procedure involve in Orion Promotions to recruit and select people.
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It helps to decide the skills and abilities of the candidates i.e. required
in the Company.
LIMITATIONS
(Problems Faced During the Project)
Life is full of complexities, diversities and adventures.
The more you live, the more your find yourself grasped in these complexities
of life. To be a successful person, one has to cross the hurdles of these
complexities and believe that they are adventures which are to be explored.
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Similarly, following were the set of hurdle or limitations which were faced by
me before I could arrive at the successful completion of this.
1. Time consuming activity:HRP collects information from all departments, regarding demand and
supply of personnel. This information is collected in detail and each and
every job is considered. Therefore the activity takes up a lot of time.
2. Expensive process:The solution provided by process of Recruitment and Selection incurs
expense. E.g. convinces, overtime, paper work etc. trainee has to spend
money in carrying out the activity. Hence we can say the process is expensive.
3. Attitude of top management:Much top management adopts a conservative attitude and is not ready to
make support. Due to shortage of time and busy schedule they usually unable
to give proper support.
4. As most of the employee were busy in their work, it was difficult to meet
them individually for an interview.
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METHODOLOGY
The way in which research is conducted to adopt different research
strategy
employed and the research instruments utilised (and perhaps developed)
in
the pursuit of a goal the research objective(s) - and the quest for the
solution
of a problem - the research question. The purpose of this is to:
SOURCES OF DATA
Data constitute the foundation for statistical analysis. When statistical
data are collected and analyzed it is usually in a context of population and
their characteristics. It should be noted that a population is the totality of
the units understudy and a population characteristics is an attribute of a
population unit.
Data are of mainly two types based on collection method:
1. Primary data; primary data are obtained by study specifically designed
to full fill the problem at hand. Such data are original in character and
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questions contained in the schedule and fill then in their own handwriting
in the questionnaire form.
2. Secondary data: data which are not originally collected but rather
obtained from some sources are known as secondary data. In the most of
the studies the investigator finds it imperceptible to collect first hand
information to the related issues and as such he makes the use of data
collected by other. There is vast amount published information from
which statistical studies and fresh statistics are constantly in state of
production.
SAMPLE SIZE
This is the number of elements that is contained in the sample of the
analyzed data set. Percentages and projections in the analysis are
calculated based on this case weight. Sample sizes are used to identify the
data tolerance range that has to be considered when evaluating the
results. Both outweighed and weighted cases should be displayed next to
each other. The sample size of a statistical sample is the number of
observations that constitute it. The number of participants in the trial.
The intended sample size is the number of participants planned to be
included in the trial, usually determined by using a statistical power
calculation. The percentage of the individuals (or groups) originally
randomized for whom outcome data could not be obtained.
For the proper evaluation of methodology of recruitment and selection
the sample size considered is 30 with the format of questionnaire of 20
questions. Thus number of participant accumulated through the sales
department of Orion Promotions and also from the Religare.
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Survey method
Secondary data:
Websites
Published articles
Web sites
Journals
Magazines
Books
a research instrument
consisting
of
series
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INSTRUMENT USED
Instrument is defined as a tool to identify the data based result for
successful process of recruitment and selection. These instruments are
helpful to accumulate data and information about the selection of the
candidates and the view of the participants. Thus during the training
period that instruments are manual as well as electronic. These
instruments are ;
Telephone
Paper record
Computer aided, software etc.
CHAPTER 2.
30
ORION PROMOTIONS
ORION PROMOTIONS
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ABOUT COMPANIES :
firm.
Our network provides clients with local market insight, as well as the
PROFILE
An Orion promotion is the Uttar Pradesh leading outdoor advertising firm.
Orion offers solutions for clients in the form of billboards, digital billboards,
buses, transit shelters and trivision.Our network provides clients with local
market insight, as well as the services provided by a firm on a national scale.
Orion has built its reputation as the foremost outdoor advertising firm in the
Uttar Pradesh. Orion essentially offers our customers a blank canvas and
provides the support to deliver their messages with maximum impact, from
inception
to
completion.
We have a lot to offer, but it all serves one purpose: helping our clients stand out.
OUR MISSION
To consistently create value for our stakeholders, by providing solutions which
enable our customers to achieve excellence and sustainable competitive edge.
OUR VISION
We will be the Leading Outdoor Media Specialist in India
Our Core Values(Based on three Is)
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INNOVATION
Flexibility is the key to our offerings, and intrinsic to this flexibility, is the spirit
of Innovation that we bring to our services - from the very stage of design to
implementation and customer support.
INSIGHT
At Orion Promotion, we have always prided ourselves on the vision, skills,
expertise and professionalism of our team. Our team members make use of their
keen Insight to foresee industry trends and meet demanding customer needs.
And the working of their collective minds in a highly supportive environment
ensures that our products and services retain a competitive edge at all times.
INTEGRITY
We look at the Core Value of Integrity as the very soul of our company. This is
reflected in our trusted relationship that we share with our customers and the
faith reposed in us by our stakeholders.
ADVANTAGES
What gives us the competitive advantage is the string of advantages that we offer
to our clients. The wide-ranging benefits that we extend to our patrons definitely
give us the cutting edge.
Thorough knowledge of local market needs
Good understanding of the clients pulse
Smart negotiation skills
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EXPERTISE
The provision of holistic Marketing solutions under one roof is one of our biggest
strengths. Partnering with reputed agencies that possess in-depth industry
knowledge, our custom-specific deliverables are the result of understanding the
nuances
of
niche
markets.
SERVICES
We have some of the best and brightest project managers who have an
unwavering commitment to safety, their customers and a desire to be always one
step ahead of our competition.
It is through our people that we are able to understand and meet the true needs
of our clients by continuing to commit and invest in our people, through training
and personal development, we can continue to build on this unique asset and
ensure our people continually outperform.
together, being honest and creating trust, we can make a real difference and find
better ways to meet the needs of the end customer.
True integration at ground level ensures that everyone is committed to deliver
the project to programme through working together, taking ownership and being
proud to be part of driving improvements across the business. We have
implemented a safety leadership and culture change programme to continually
raise the bar on safety standards on the railway and by doing this we continue to
drive improvements across the business.
Billboard
Trivision
BQS
Gantry
Unipole
Glow pole
Mobile
Mall Media
Signage
Rotator
Public Utility
Kiosks
Tree Guards
Hoarding
Flower Pots
Printing
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Career
We are a young and vibrant organization that takes pride in being one of the fastest
growing outdoor advertising firm in Uttar Pradesh. We take satisfaction that our
employee group comprises of a set of passionate professionals. As Orion Outdoor, we
firmly acknowledge that our employees are the primary architects of our success. Hence
we provide opportunities that align individual capabilities to roles and an environment
that elicits the best from an employee. We provide a platform for building your career
with opportunities of growth.
If you are a self driven professional with the right attitude, we have the right opportunity
for you. Browse through our Job Openings and apply for a position that suits your profile;
or feel free to send us your resume and we will get in touch with you.
ORION PROMOTIONS
Office Address :
Office Hours :
Mon-Sat 10.00am-7.00pm
Cell :
+91- 08808144333
Email :
info@orionpromotions.in , orion.outdoors@gmail.com
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CHAPTER 3.
37
RECRUITMENT AND
SELECTION
CONCEPT
There is difference between recruitment and selection so far as technique
involved is concerned. Recruitment techniques are not very intensive,
requiring high skills. As against this, in selection process, highly
specialized techniques are required. Therefore, in the selection process,
only personnel specific skills like expertise in using selection test,
conducting interviews, etc, are involved.
Since recruitment and selection are two interrelated steps in the process
of manpower acquisition, they differ in terms of their outcome. In
outcome of recruitment is application pool which becomes input for
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42
Warangal,
Kurnool,
Anantapur,
Hyderabad
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-Selection test:
As such type of test held in Orion Promotions is said as HAT (ORION
PROMOTIONS aptitude test). HATs content is numerical and
assumption based questions, which is divided in three part of test paper.
HAT must be solved with in the half an hour. In such procedure qualified
candidates are preceded for further steps i.e., interview.
-Capability based Interview:
An interview is a conversation between two or more people (the
interviewer and the interviewee) where questions are asked by the
interviewer to obtain information from the interviewee.
-Checking of references and documents:
As such in selection and checking procedure for the post SDM in the
Orion Promotions all required documents are collected in the brochure
which
said
to
be
Joining
Kit.
Joining kit contain all authentic information and some application form
about the candidates for joining the post after passing the interview, such
information and forms are as follows:
Age proof
Experience letter
Salary slip
Address proof
Application forms
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-Placement;
After all formalities are completed, the candidates are placed on their job
initially on probation basis. The probation period may range from three
months to two years. During this period they are observer keenly, and
when they complete this period successfully, they become the permanent
employee of the organization.
-Reply Letters:
At all stages of the process candidates are kept informed of the status of
their application with an email reply letter.
-Job Offer:
If a candidate successfully reaches the final stage, a position offering is
made in conjunction with a competitive reward package.
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Pie chart related to the query of days which used to spend on recruitment
and selection for a particular number of employees. Chart specifies that
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3. Do your organization use any of the following tests during the process
of recruitment?
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5. Apart from the HR Manager, who all from the other departments are required
to get involved in interviewing process?
50
For the post of sales like SDM, BDM etc usually the experience person
belong to the department of sales and sales development involve in the
process of recruitment and selection of sales employee. Further it is
followed by the HR department or HR manager of the corporation to
examine and utilize the resources for sales development.
6. What is the average time spent by sales dept. during recruitment (each
candidate)?
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8. What is the average time spent by Admin dept. during recruitment (each
candidate)?
53
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10. What is the back out percentage of candidates after being offered?
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Back out percentage reflect any fault in the procedure of recruitment and
selection. Thats why candidates could not be stayed. Chart shows
maximum is 1-5 and minimum is 10-15.
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11. What percentage of candidates leave within the period of less than1- 3
month?
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12. What percentage of candidates leave within the period of less than3- 6
month?
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13. What percentage of candidates leave within the period of less than 612
month?
59
14. Does the company reimburse the traveling cost incurred by the candidate for
appearing in the interview?
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15. Do you take any technological support for the process of recruiting?
due to the support of high tech equipment the process of recruitment and
selection become faster. These are the telephone, video conferencing;
online support etc. although any equipment other than the telephone used
to take high cost thus maximum support is taken through the telephone
i.e. 93.33%.
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17. If the recruitment type is Employee Referral then how much special
privilege has to be paid to the one who has referred is sufficient?
It leads surety for the candidates capability for the organization, if any
selection exists through the employee referral. Thus priority to such type
of candidates maximum i.e. 53.33%
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18. In how much time does the whole process generates results?
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This shows the employees tendency and awareness towards the knowledge
of job description and job profile. Maximum numbers of employee do
employments eligibility verification through internally.
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It is an unbiased policy.
CHAPTER 4.
SUGGESTION
AND
RECOMENDATION
68
SUGGESTION
The human resources are the most important assets of an organization.
The success or failure of an organization is largely dependent on the
caliber of the people working therein. THE RECRUITMENT POLICY of
an organization should be well planned and thus should be such so that it:
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Generally evaluation of employees on the job and off the job is necessary
on daily, weekly, & quarterly basis but still people are not much aware
about software involve in recruitment and selection procedure in our
Management in India. So there is need to improve the awareness and use
to save the time and save the budget, so that it matches the requirement
and settlements in the all types organizations.
Other than futures and options, other instruments like video
conferencing, online recruitment, and psychometric test options have to
be introduced so that area of human resource is broadened.
There is need to provide facility and training to the employee and
candidates in favors of technology.
In today's market, companies no longer compete just on price, product
and
packaging. The real competition is for talent. And the companies with best
talent win. we work to enable our clients to gain a recruiting advantage in
the
market through the application of sales and marketing techniques, tools
and
methodologies.
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CHAPTER 5.
CONCLUSION
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The project report involves the detailed profile of ORION PROMOTIONS and
what is the process of agency recruitment in ORION PROMOTIONS. This
project report deals with recruitment and selection process, which are basics
should be known to everybody in the insurance industry best considered
approach especially though not ethical but practical enough is pirating best
employees of their competitors. Project under the Orion Promotions deal with
the recruitment and selection as well as focus on the capacity of the retention of
the employee in the organization.
Orion Promotions follows the proper and appropriate steps and rules to select e
candidates for the post of SDM. It involves more than one department during the
procedure of recruitment and selection in sales department. Its another focus on
the budget of the procedure which should be maintained and under the limit.
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BIBILIOGRAPHY
WEBSITE VISITEDwww.google.com
www.orionproms.com
www.yahoo.com
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APPENDIX
Questionnaire
74
\
Questionnaire on Recruitment Process Outsourcing
QUESTIONNAIRE
Name
Companys name
Designation
DateNote Please tick the appropriate option.
1. What source your organization adopt to source candidates?
a. Employee referral
b. Campus recruitment
c. Advertising
d. Recruitment agencies
e. Job portals
f. Other, pls specify
2. How many stages are involved in selecting the candidate?
a. 1
b. 2
c. 3
d. 4
e. More
3. Do your organisatuon use any of the following tests during the process of
recruitment?
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a. Written
b. Aptitude
c. Group Discussion
d. Personal Interview
e. Psychometric test
f. Other, pls specify
4. How does your organization track the source of candidate?
a. Manual
b. Software
c.Online
d.Windows. Xls
5. Apart from the HR Manager, who all from the other departments are required
to get involved in interviewing process?
a. Sales
b. Administration
c. HR Executives
d. Other, pls specify
6. What is the average time spent by sales dept. during recruitment (each
candidate)?
a. 10 mins.
b. 10 to 20 mins.
c. 20 to 30 mins.
d. More
7. What is the average time spent by HR dept. during recruitment (each
candidate)?
a. 10 mins.
b. 10 to 20mins.
c. 20 to 30mins.
d. More
8. What is the average time spent by Admin dept. during recruitment (each
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candidate)?
a. 10 mins.
b. 10 to 20 mins.
c. 20 to 30 mins.
d. More
a.1-5
b.5-10
c.10-15
d. 15-20
14. Does the company reimburse the traveling cost incurred by the candidate for
appearing in the interview?
a. Yes
b. No
c. Depends, how
15. Do you take any technological support for the process of recruiting?
a. Telephone
b. Video conferencing
c. Online support
d. Other, pls specify
16. Are you aware of the concept of Video Resume?
a. No
b. Yes, then do you use it Yes/No
17. If the recruitment type is Employee Referral then how much special
privilege has to be paid to the one who has referred are sufficient?
a. maximum
b. minimum
c. moderate
18. In how much time does the whole process generates results?
a. 1-2 days
b. 2-4 days
c. Depends on condition
19. Do you do the Employment Eligibility Verification? Yes/No
If yes, then, what method you take up to perform it?
a. Internally
b. Through agencies
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