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COURSE CODE : MBA-211

RECRUITMENT AND SELECTION IN ORION

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

Ms. Malya Khare

Vijay Sahu

Faculty Guide

Enroll No. JNU-

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.

The recruitment and selection decision is of prime

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.

In this project I have studied recruitment and selection process of Orion


Promotions and attempted to provide some ways so as to make recruitment
more effective and to reduce the cost of hiring an employee.
The efforts in this report have been aimed at articulating and systematizing
the definite conceptual core of recruitment and selection for developing
human resources planning. The report illustrates a collection of different
deliberate steps and criteria for selecting the employee in a particular
organization. Research based on several distinct approaches to identify and
develop best way to select the right people at the right place. During the
training period I have studied deeply the process of hiring in Orion
Promotions and did a SWOT analysis of Orion Promotions to find out the
existing shortcomings and potential threats and thereby recommended

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

linkage of recruitment and selection to the human resource


acquisition

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
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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

Whole criteria used to take approximately 2 to 3 days maximum and usually


can be thoroughly finished within in one day. After the selection of right
candidates at right place at right time, organization provided offer letter and
appointment letter.
Report based on the findings and facts of duration of the recruitment and
Selection, stability and retention of the employee. To evaluate data related to
these facts, questionnaire are prepared and filled with the sample size 30.

Some other key issues being faced by organizations are

Majority of the people hired turn out to be under performers.

Cost of replacing manpower is anything between 2 to 3 times his or


her salary.

The cost of consistently failing to attract and retain good talent


including declining productivity, morale, culture and reputation - is
inestimable.

Each vacant position in any organization costs a huge amount to it.

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.

Nature talent to develop leadership across all levels of the


organization.

provide multiple learning opportunities to employees & help them


realize their full potential

Prepare the organization to anticipate &lead change.

Promote the work ethos, which emphasize performance orientation,


participation, & innovation. Management is committed to provide
opportunities to all employees, time &resources to develop their full
potential.

CHAPTER 1.

INTRODUCTION

INTRODUCTION
Human Resource is a basic need of any work to be done. According to ARTHUR
LEWIS:

There are great differences in development between countries which


seem to have roughly equal resources, so it is necessary to enquire into the
difference in human behaviors
The project report is all about recruitment and selection process thats an important
part of any organization. Recruitment highlights each applicants skills, talents and
experience. Their selection involves developing a list of qualified candidates,
defining a selection strategy, identifying qualified candidates, thoroughly evaluating
qualified candidates and selecting the most qualified candidate. It is said if right
person is appointed at right place the half work has been done. In this project I have
tried to cover all the important point that should be kept in mind while recruitment
and selection process and have conducted a research study through a questionnaire
that I got it filled with all the sales departments employees of the Orion Promotions
and tried to find out which methods and various other information related to
recruitment and selection and tries to come to a conclusion at what time mostly the
manpower planning is dont , what the various method used for recruiting the
candidates and on what basic the selections is done.
ORION PROMOTIONShas a well-articulated equal opportunity policy, which lays
strong emphasis on hiring of individuals irrespective of age, race, caste or gender. As
a best practice in recruitment.
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LINKAGE OF RECRUITMENT AND SELECTION TO THE


HUMAN RESOURCE ACQUISITION:
Recruitment process is concerned to search and identify the human
manpower and perfect human resources. Selection can be conceptualized in
terms of either choosing the fit candidates or rejecting the unfit candidates,
or a combination of both.

Manpower planning and


Job analysis

Recruitment
Selection
Placement

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CONCEPT OF RECRUITMENT SELECTION:


After the identification of need for the number and types of the personnel as
indicated by manpower planning and job analysis, the step is to acquire these
personnel this involve location of such personnel, motivating them to offer
themselves for consideration for selection, and selecting the personnel who fit
with organizational and job requirements. The whole process is known as
recruitment and selection.

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.

Therefore, sometimes, it is called a negative process in contrast to positive


programme of recruitment. A formal definition of selection has been
provided by Stone as follows:
selection is the process of differentiating between applicants in order to
identify (and heir) those with a great likelihood of success in job.
Selection process assumes and rightly so, that there are more number of
candidates available than the number of candidates actually selected. These
candidates are available through recruitment process.
To ensure that our recruitment process is fair and consistent, all candidates
who are successful at the exams are invited for a capability based interview.
Interviews are based against capabilities, required for each position for
which the candidate is interviewed for. A capability or competency is an
ability described in terms of skills & behaviors that are essential to effectively
perform within a job.
Apart from the educational and academic capability, the chief attributes
ORION PROMOTIONS looks out for in a candidate are as follows:

We look out for a candidate who values Integrity

Has a zeal for Excellence

Is focused on Results

Is Self driven and Enthusiastic


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Is a good Learner and Team Player

Is dedicated to Customer Satisfaction

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.

Human resource management serves these key functions:


1.

Recruitment & Selection

2.

Training and Development (People or Organization)

3.

Performance Evaluation and Management

4.

Promotions/Transfer

5.

Redundancy

6.

Industrial and Employee Relations

7.

Record keeping of all personal data

8.

Compensation, pensions, bonuses etc in liaison with Payroll

9.

Confidential advice to internal customers in relation to problems at work

10.

Career development

11.

Competency Mapping

12.

Time motion study is related to H.R.Function

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RECRUITMENT PROCEDURE

Normally, an organization can fill up its vacancies either through promotion of


people available in the organization or through the selection of people from
outside. Thus, there can be two sources of supply of manpower-external and
internal. For all recruitment, a preliminary question of policy considers the extent
to which it wills emphasis external and internal sources. The question is not of
either or but is one of relative importance of both sources because every
organization has to fill up some through promotion and, in the some way, every
organization has to fill up some vacancies through outsiders. Selection of
particular source of manpower supply depends on several factors numerated
below:

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.
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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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On campus recruitment: many organization conduct preliminary search of


prospective employees by conducting interviews at the campuses of various
institutes, universities and colleges. This source is quite useful for selecting
people to the post pf management trainees, technical super supervisor, scientist
and technicians. The organizations hold preliminary interviews on the campus on
the predetermined date and candidates found suitable are called for further
interviews at specified place.
Labour union: in many organizations, lobour unions are used as source of
manpower supply, though at the lower levels. The idea behind employee
recommendations as a source of potential applicants is that present employees
may have specific knowledge of the individuals who may be their friends,
relatives, or acquaintances. If the present employees are reasonably satisfied with
their jobs, they communicate their feelings to many people in their communities.
Employment agencies: many organizations get the I formation about the
prospective candidates through employment agencies. In our country two types of
employment agencies are operating:
Public employment agencies
Private employment agencies

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Though both of these perform activities regarding


employment suggestions to their clients, often they differ
considerably:

Public employments agencies- there are employment exchange run by the


government all most in all district. The employment seekers get
themselves registered with these exchanges. Normally such exchanges
provide candidates for lower positions like semi skilled and skilled
workers, and lower level operatives like clerks, juniors supervisors, etc.

Private employment agencies-

there are consultancy and employment

agencies like ABC consultants, personnel and productivity services etc.,


which provide employment services particularly for selecting higher level
and middle level executives. These agencies also take total function of
recruiting and selecting personnel on behalf of various organizations. They
charge fee for this purpose.

Deputation: Many organizations take people on deputation from other


organization. Such people are given choice either to return to their original
organization after a certain time or to opt for present organization. At the initial
development of public sector organizations, this source is quite common for
filling managerial vacancies in these organizations. People from civil and defense
services were put on deputation in these organizations. Organizations promoted
by various industrial groups also us this source to fill higher managerial positions.
People working in one organization are deputed in another belonging to same
industrial house.

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Employee recommendations: employee recommendations can be considered to


employee personnel particularly at the lower levels. The idea behind employee
recommendation as a source of potential applicants is that the present employees
may have specific knowledge of the individuals who may be their friends,
relatives and acquaintances. If the present employees are reasonably satisfied with
their jobs, they communicate their feeling to many person in their communities.
Gate hiring: the concept of gate hiring is to select people who approach on their
own for reemployment in the organization. This happens mostly in the case of
unskilled and semi skilled workers. Gate hiring is quite useful and convenient at
the initial stage of the organization when large number of people may be required
in the organization. It can be made effective by the prompt disposal of
applications, by providing information about organization policy and procedure
regarding such hiring and providing facilities to such gate callers.
It is not that particular organization will utilize all sources of employ people of all
types. Some of sources are more useful for particular category of employees. For
example, advertisement and deputation are more useful for employing managerial
personnel. Similarly labour union and gate hiring are more suitable to employ
labour and unskilled person. Utilization of various sources of recruitment should
be evaluated in terms of the degree of success in obtaining competent people. Post
record in this context may be useful indicators. Since there are different category
of employee to be selected, different sources of recruitment are used. For
example, according to the study by Rudravasavaraj, a public sector undertaking in
heavy engineering recruited its non-supervisory staff through:

employment exchange

external advertisement

internal advertisement

central training institute


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introduction by liaison officer of the undertaking

deputation of personnel

transfer from other public sector undertaking

According to this study, the major sources of recruitment in public sector


undertaking are in the following order:

casual caller or employment seeker

newspaper advertisement

schedule cast and schedule tribes

employment exchanges

other public undertaking

internal advertisement

displaced persons

relatives and friends of present employees

employee recommendation

colleges and universities

The major sources of recruitment for private sector of organizations are:

advertisement

employment exchanges

relatives and friends

casual caller

employee recommendation

SELECTION PROCEDURE:

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A selection process involves a number of steps. The basic idea is to solicit


maximum possible information about the candidates to ascertain their suitability
for employment. Since the type of information required for various positions may
vary, it is possible that the selection process may have different steps for various
positions. For example, more information is required for the selection of the
managerial personnel as compared to workers. Similarly, various steps of
selection process may be different for various organizations because their
selection practices may differ. For example, some organization conduct selection
tests of various types while others may not use these. However standard selection
processes have following steps:

1. Screening of application: Prospective employees have to fill up some sort of


application form. These forms have variety of information about applicants like
their personal bio-data, achievement and experience etc. such information is used
to screen the applicants who are found to be qualified for the consideration of the
employments. The information may also be used to keep permanent records of
those persons who are selected. Based on the screening of application, only those
candidates are called for further process of selection who are found to be meeting
to the job standards of the organization. When the numbers of applicant meeting
the job standards far exceed the actual requirement, the organizations decide a
suitable number of candidates who will be called for further selection process.

2. Selection test: many organization s hold different kinds of selection tests to


know more about the candidates or to reject the candidates who can not be called
for interview, etc. selection tests normally supplement the information provided in
the application forms. Such form may contain factual information about
candidates. Selection test may give information about their aptitude, interest,
personality, etc., which can not be known by the application forms.

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3. Interview: Selection test are normally followed by personal interview of


candidates. The basic idea is to find out overall suitability of candidates for the
jobs. Its also provide opportunity to give relevant information about organization
to the candidates. In many cases, interview of preliminary nature can be
conducted

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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the candidates for selection to the appropriate authority. Organization may


designate the various authorities for approval of final selection of candidates for
different categories of candidates. Thus for top level of managers board of
director may be approving authority; for lower level, even functional heads
concerned may be approving authority. In university, it may be syndicate
executive communities. When the approval is received, the candidates are
informed about their selection and asked to report for duty to specified persons.
7. Placement: after all the formalities are completed, the candidates are placed on
their jobs are based in the probation basis. The probation period may range from
three months to two years. During this period, they are observed keenly, and when
they complete this period successfully, they become the permanent employees of
the organization.

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OBJECTIVE

To study the various sources of recruitment which is followed in ORION


PROMOTIONS

To analyze the average time taken in recruitment and selection by different


department in Orion Promotions.

To study the procedure involve in Orion Promotions to recruit and select people.

To analyze the turnover percentage of Orion Promotions.

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SCOPE AND LIMITATION


The project work that needs to be accomplished to deliver a product,
service, or result with the specified features and functions. This report includes
quantitative and qualitative data relating on recruitment and selection. Project
report used to focus on the recruitment and selection of the Right people at right
place at right time.
The main scope of project report is HR Planning, which is applied properly in
the field of HR Management, it would assist to address the following
questions

It helps to decide the number of staff which is required in the


organization.

It helps to decide the skills and abilities of the candidates i.e. required
in the Company.

It recommended the best utilization of the available human resources.

It also provides the idea to organization to retain the employee.

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:

expand the research strategy, including the research methodologies


which are adopted;

introduce the research instruments that we have developed and utilised in


the pursuit of our goals.

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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are generated in large number of survey conducted mostly by researcher


himself or institutional researcher bodies.
Direct personal interviews: under this method of collecting data there is a
face to face contact with the person from whom the information is to be
obtained (known as respondents or informants). The interviewer asked
them questions pertaining to the survey and collects the desired
information.
Indirect oral interview: under this method of collecting data investigator
contacts third parties called witness. Those are capable of supplying the
necessary information. The method is generally adopted in those cases
where the information to be obtained is of the complex nature and the
informants/ respondents are not inclined respond is approach directly.
Information from correspondents: under this method the investigator
appoints local agent or correspondents in different places to collect
information. The corresponded collects and transmits the information to
the central officer where the data are processed.
Mail questionnaire method: under this method a list of questions
pertaining to the survey (known as questionnaire) is prepared and sent to
the various informants by post. The questionnaires contain questions and
provide space for answer. Request is made to informants through a public
through a public letter to fill up the questionnaire and sent it back within
specified time.
Schedules sent through enumerates: another method pf collecting
information is that of sending schedule through the enumerate rod
interviewer. The enumerator contact the informants get replies to the

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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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METHOD OF DATA COLLECTION


In data collection, collection of the data self using methods such as
interviews
and questionnaires. And other might be used, such as

Survey method

Personal interview with candidates

In depth conversation with the placement agency

Secondary data:

Study of recruitment policy

Websites

Published articles

Research methodology used

Study of recruitment and selection at ICICI Prudential Life


Insurance by the manual provided by the HR department

Web sites

Journals

Magazines

Books

Here mainly questionnaire has prepared with 20 question framed.


A questionnaire is

a research instrument

consisting

of

series

of questions and other prompts for the purpose of gathering


information from respondents. Questionnaires have advantages over
some other types of surveys in that they are cheap, do not require as
much effort from the questioner as verbal or telephone surveys, and
often have standardized answers that make it simple to compile data.

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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.

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ORION PROMOTIONS

ORION PROMOTIONS

We are a leading marketing communication firm serving growing organization


in Uttar Pradesh. We help entrepreneurs expand their markets by integrating
new technologies with conventional media. We have our own in-house, multigenerational marketing and creative staff that includes full-time client
servicing .This means that we have multiple people on-hand with different styles
to provide our clients with more choices and better execution of their plans.

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ABOUT COMPANIES :

An Orion promotion is the Uttar Pradesh leading outdoor advertising

firm.
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.


We have a lot to offer, but it all serves one purpose: helping our clients
stand out.

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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High degree of financial discipline


Optimised cost solutions
Energised execution platform
Feedback based on scientifically defined parameters

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.

By being a one-stop-source, we assure our clients of a hassle-free service that


saves them the ordeal of knocking several doors for their multiple promotional
needs

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.

We encourage teamwork and have the culture of one team. By working


34

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

OUR PRESTIGEOUS CLIENTS & CAMPAIGNS

35

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 :

Hall No.9,L.D.A Commercial Building,(In front of Mantri


Awas),Vibhav Khand,Gomti Nagar,Lucknow

Office Hours :

Mon-Sat 10.00am-7.00pm

Cell :

+91- 08808144333

Email :

info@orionpromotions.in , orion.outdoors@gmail.com

36

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

38

selection process. The outcome of selection process is in the form of


finalizing candidates who will be offered jobs.

39

SURVEY FOR JOB PROFILE (SALES DEPARTMENT)


40

The use of tests in selection is so wide spread that these may be


classified in various steps they may have different objectives and different
attributes.
Searching criteria:
Searching criteria means to collect a mass of appropriate candidates
through the following reference:
-Consultancy:
consultancy is an organization which used to provide the number of
candidates. Those candidates, who are eligible for respective post,
previously collect their CVs to the consultancy to job reference.
Consultancies used to bind contact to the organization for sending
candidates for respective vacant post required in the organization.
Consultancies job is to give line-up (condition of number of candidates
applicable for job). Line-up should be updated everyday through proper
calling and contacts during the process of recruitment.
-Advertisement:
Advertisement is as usually is to provide route to organization for
candidates. Advertisement is a perfect mode to disseminate the knowledge
of job profile.
-Employee reference:
Employees of organization refer candidates for available required posts.
-Campus selection:
Organizations select candidates from educational and professional
institute to full the requirement of recruitment. Those candidates are
selected through the process of screening and interview.

41

ORION PROMOTIONS PROFILE FOR THE POST OF


SALES DEVELOPMENT MANAGER;
Company profile: The Company started in 2001 as a joint venture
between the Orion Promotions and the Standard Life Insurance
Company. The Orion Promotions has a 74 % stake in the company where
as the Standard Life Insurance Company has only 26 % stake in the
company.
The companys net income for the ending 2008 -09 was over Rs. 5,500
crores and the company has more than 27 lakh policy holders. It provides
both Life as well as General Insurance services. The companys
advertisement Sar Utha Ke Jiyo has been ranked among Indias 60
Glorious Advertising Moments.
Job profile: The candidate would be required to meet the monthly sales
target as set by the company from time to time. He would also be required
to recruit new Insurance agents in accordance with the business plan.
Develop training programs, training process for the new recruits and set
business targets among the Agents, review these targets & consistently
raise them so than the said target is achieved.
Qualifications: The candidate must be a graduate in any course with a
minimum of 50 % marks. He must be a quality leader, an excellent
communicator in English as well as local regional Languages.
Experience: 1 to 5 years of experience of sales in a financial services
industry. Candidates with consistent good record in sales or sales
management role would be preferred.
Pay Scale: Rupees 2, 00,000 to 2, 25,000
Person to be contacted: Mr. Dimpy Dudeja
Email Address: dimpyd@hdfcinsurance.com
Contact Number: 09872992554

42

Location of Work: Panipat, Jammu, Jalandhar, Ludhiana, Pathankot,


Kurukshetra, Ambala, Amritsar, Chandigarh, Hisar, Karnal, Rajkot,
Ahmedabad,

Warangal,

Kurnool,

Anantapur,

Hyderabad

Secunderabad, Mysore, Bengaluru/Bangalore, Guntur, Rajahmundry,


Vijayawada, Visakhapatnam, Moradabad, Madurai, Trichy, Mumbai,
Mumbai Suburbs, Navi Mumbai, Belgaum
No. of positions: 32 position in total one each at every location
How to apply: Send your update Resume to the above mentioned Email
Address, shortlisted candidates would be called for a personal interview.
Website: http://www.hdfcinsurance.com
-CV screening:
CV screening is the process to short out the candidates on their academic
profile etc. The goal of the resume screening process is to select the top
candidates that the recruiter will contact for the first round of
interviews. Screening resumes will help you determine which candidates
to move forward in the interview and selection process by comparing
their qualifications to the minimum position requirements.
Narrowing the list of candidates that apply for your position can be
challenging, especially if there are many qualified applicants. The first
step with selecting appropriate candidates is to screen the cover letter (if
applicable) and resume of each applicant. The resume will tell you what
the candidate has done, but not how well he/she did it.
-Application Evaluation:
The Human Resources department evaluates all incoming applications,
against prerequisite abilities and skills set for all current openings. All
applications are kept based on strengths and specialization, for future
reference.

43

-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:

Documents related to qualification

Age proof

Experience letter

Salary slip

Address proof

Application forms

44

-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.

Issuing of appointment letter and offer letter:


The procedure to issue offer letter and appointment letter is done by HR
manager of that institute. HR managers job is to maintain MIS and
providing these letters. Now a day all the functions are properly
maintained by the use of software packages such as SAP.

45

Questionnaire: Analysis based on the data of questionnaire to the


recruitment and selection in ORION PROMOTIONS AND RELIGARE.
(SAMPLE SIZE IS 30)
1. What source your organizations adopt to select candidates?

46

Above graph shows that recruitment agency is most active organization


for the better compensation of recruitment and selection. Further it is
followed by the employee referral recruitment which is comparatively low
in recruitment agency.

2. How many stages are involved in selecting the candidate?

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

47

mainly financial corporation in the field pf sales take mostly 2 days.


Increment in the days of selection depends on the condition.

3. Do your organization use any of the following tests during the process
of recruitment?

48

Test is an appropriate criterion to draw out eligibility among mass of the


candidates. It depends on the post which criteria is appropriate to select
and recruit. Thus for the post of the sales mostly personal interview is
preferred after written or aptitudes test.

4. How does your organization track the source of candidate?

49

Finding source of candidates is usually manual. Manual source refer an


easy and convincing way to find and sort out the candidates.

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)?

51

The value of time in business must be evaluated for the profit


maximizations and proper utilization of human resources. Thus a
department should have to take appropriate time for recruitment and
selection. Above chart shows 20 to 30 min usually spends on the selection
of each candidate.

7. What is the average time spent by HR dept. during recruitment (each


candidate)?

52

HR department plays a most important role during the recruitment and


selection. This is because it is useful to evaluate the capacity and human
range of mental and physical work in regard the position like sales. But
company used to spend maximum 45 to 50 percent time of HR
department during the whole process of selection.

8. What is the average time spent by Admin dept. during recruitment (each
candidate)?

53

Chart shows it is the maximum time which is spent on sales recruitments


by the admin department.

9. Do your organization follow different recruitments process for different


grades of employee?

54

Chart specifies that organization apply same criterion and common


techniques for recruitment and development.

10. What is the back out percentage of candidates after being offered?

55

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.

56

11. What percentage of candidates leave within the period of less than1- 3
month?

This is depend on the environment in the organization, it used to evaluate


the time duration of employees settle in the organization. Thus chart
shows that the working environment of the organization is moderately
sufficient to satisfy the employee i.e.upto 5% at maximum within 1 to 3
months.

57

12. What percentage of candidates leave within the period of less than3- 6
month?

Maximum capacity of the existing organization to sustain the employees within 1


to 5 months is upto 5%.

58

13. What percentage of candidates leave within the period of less than 612
month?

Maximum capacity of the existing organization to hold the employees


within 6 to 12 month is up to 5%.

59

14. Does the company reimburse the traveling cost incurred by the candidate for
appearing in the interview?

Chart shows maximum to time organization reimburse the traveling cost


incurred by the candidates for appearing in the interview i.e. maximum to
60%.

60

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%.

61

16. Are you aware of the concept of Video Resume?

On the account of the financial capacity still organizations and employees


do not aware about the video resume i.e. 96.67%. That may be costly for
both organization and candidates.

62

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%

63

18. In how much time does the whole process generates results?

Screening, aptitude test, calling, recruiting etc take maximum 1 to 2 days


for selection of the candidates in the sales department.

64

19. Do you do the Employment Eligibility Verification? Yes/No


If yes, then, what method you take up to perform it?

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.

65

20. What kind of verifications you do?

Educational verification mostly preferred by the maximum employees for


employment verification of the post.

66

FACTS AND FINDINGS


OUTCOMES OF RECRUITMENT AND SELECTION
PROCESS
The ultimate objectives of both recruitment and selection are to acquire
suitable candidates but their immediate objectives differ. The basic
objective of recruitment is to attract maximum number of candidates so
that more options are available the basic objective of selection is choose
the best of the available candidates.
Recruitment differs from selection in terms of process. Recruitment
adopts the process of creating application pool as large as possible and,
therefore, it is known as positive process. Selection adopts the process
through which more and more candidates are rejected and fewer
candidates are selected or sometimes not a single candidate is selected.
Therefore, it is known as negative process or rejection process.
ORION PROMOTIONSSLIs recruitment policy is well structured and
provides the company with a competitive edge due to the following
reasons:

The recruitment policy focuses on recruiting the best potential


people.

It ensures that every applicant and employee is treated equally


with dignity and respect.

It is an unbiased policy.

It aids and encourages employees in realizing their full potential.

It allows transparent, task oriented and merit based selection.


67

It abides by relevant public policy and legislation on hiring and


employment relationship.

It Integrates employee needs with the organizational needs.

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:

Reduces administration costs

Provides employees with job security

Encourage responsible trade unions

Provide suitable employment to handicapped, women and


minority group

Be flexible enough to meet the changing needs of the organization

Works towards the growth and prosperity of the organizatsion.

After the study of RECUITMENT AND SELECTION I find that the


effective procedure of recruitment is most importance is every
organizational Management has to do more effective effort for continuous
success in the field of Service and financial sector.
There is need to introduce online recruitment, maintain software for
sources of candidates to avoid postal and couriers delays through which

69

time of processing becomes increase. There is need to increase in our


human resources.

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.

70

CHAPTER 5.
CONCLUSION

71

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.

72

BIBILIOGRAPHY

RECRUITMENT AND SELECTIONADDITION BY L. M PRASAD


ADDITION BYASWATHAPPA K

WEBSITE VISITEDwww.google.com
www.orionproms.com
www.yahoo.com

73

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?
75

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
76

candidate)?
a. 10 mins.
b. 10 to 20 mins.
c. 20 to 30 mins.
d. More

9. Do your organization follow different recruitment process for different grades


of employees?
a. No
b. Yes
10. What is the back out percentage of candidates after being offered?
a.1-5
b.5-10
c.10-15
d. 15-20
11. What percentage of candidates leave within the period of less than1- 3
month?
a.1-5
b.5-10
c.10-15
d. 15-20
12. What percentage of candidates leave within the period of less than3- 6
month?
a.1-5
b.5-10
c.10-15
d. 15-20
13. What percentage of candidates leave within the period of less than 6-12
month?
77

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
78

20. What kind of verifications you do?


a. Educational qualifications
b. Legal background check
c. Professional background check d. Reference check
e. Family background check

79

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