CHAPTER :1

Bharti Airtel Limited (commonly shortened to ( Airtel and stylised airtel) is an Indian global
telecommunications services company based in New Delhi, India. ... Airtelprovides GSM, 3G, 4G
LTE mobile services, fixed line broadband and voice services depending upon the country of
operation

Difference between Recruitment and Selection. Recruitment is defined as the process of

identifying and making the potential candidates to apply for the jobs. Selection is defined as the
process of choosing the right candidates for the vacant positions.

Selection is the process of picking or choosing the right candidate, who is most suitable for a
vacant job position in an organization. In others words, selection can also be explained as the
process of interviewing the candidates and evaluating their qualities, which are required for a
specific job and then choosing the suitable candidate for the position.

The selection of a right applicant for a vacant position will be an asset to the organization, which
will be helping the organ

Airtel India is the second largest provider of mobile telephony and also second largest provider of
fixed telephony in India, and is also a provider of broadband and subscription television service

1
 1.1 Introduction:
 Human resources are a term used to describe the individuals who comprise
the workforce of an organization. The use of the term 'human resources' by to
describe the workforce capacity available to devote to the achievement of its
strategies has drawn upon concepts developed in organizations
Organizational Psychology.

Human Resources may set strategies and develop policies, standards,

systems, and processes that implement these strategies in a whole range
of areas. The following are typical of a wide range of organizations:

 Recruitment, selection, and outsourcing


 Organizational design and development

 Business transformation and change management

 Performance, conduct and behavior management

 Industrial and employee relations

 Human resources workforce analysis

 Compensation, rewards, and benefits management

 Training and development.

Recruitment forms a major part of an organization's overall resourcing

strategies, which identify and secure people needed for the organization
to survive and succeed in the short to medium-term. Recruitment
activities need to be responsive to the ever-increasingly competitive
market to secure suitably qualified and capable recruits at all levels.
To be effective these initiatives need to include how and when to source
the best recruits internally or externally. Recruitment refers to the

2
process of attracting, screening, and selecting qualified people for a job
at an organization. Selection may be defined as the process by which the
organization chooses from among the applicants, those people whom
they feel would best meet the job requirement, considering current
environmental condition.

The data has been collected by using questionnaire and it has been
analyzed. Analysis of data in a general way involves a number of
closely related operation that are performed with the purpose of
summarizing the collected data and organizing them in such a manner
that answer the research questions.

3
 1.2 FACTORS INFLUENCING RECRUITMENT

 Strategic plans:
The steps most commonly used in developing an HR strategy:

Setting the strategic direction

Designing the Human Resource Management System

Planning the total workforce

Generating the required human resources

Investing in human resource development and performance

Assessing and sustaining organizational competence and performance.


 Organizational policies:


Basic Overviews of Human Resource Management

Getting the Best Employees

Paying Employees (and Providing Benefits)

Training Employees

Ensuring Compliance to Regulations

 Recruitment Criteria:

Technical criteria, i.e. know-how, professional skills, and

experience in your field.

The candidate’s personality and charisma are the most influential

criteria in the process of recruitment in France.
Communication skills and the knowledge of foreign languages are
also very important, to ensure the smooth flow of communication
between the company and its subsidiary


4
1.3 SOURCES OF RECRUITMENT:

Before an organization begin recruiting applicants, it should consider the most

likely source of the type of employee it needs. Some companies try to develop
new sources, while most only tackle the existing sources they have. These
sources accordingly, may be termed as internal and external.

INTERNAL SOURCES:

As a conscious focus of the organization to nurture high potential talents by

providing them suitable career growth opportunities within the organization,
efforts would always be made to fill in specific vacancies from its existing
human resource pool and this is known as internal sources. The entire process
would be done through job posting (IJP) and communication including the job
profile, candidate profile, eligibility (who can apply), application deadline etc.
would be made available by the HR. Employees possessing necessary skills,
knowledge, and experience matching with those required for the job may apply
through the appropriate communication channels as prescribed in the IJP.

 Promotions:
The process of elevating a person to higher level job is what is known as
promotion.

 Transfers:
Transfer of an employee may be either from one section to another or from
one department to another.

 Job rotation:
Moving an employee to get specialized in various posts of the organization.

5
  Re-employment of ex-employees:
Re-employment of ex-employees is one of the internal sources of
recruitment in which employees can be invited and appointed to fill
vacancies in the concern. There are situations when ex-employees
provide unsolicited applications also.

The use of an internal source paves way for the following

merits:
 It improves the morale of employees, for they are assured of the fact
they would be preferred to outsiders when vacancies occur.

 The employer is in a better position to evaluate those presently
employed than outside candidates. This is because the company maintains
a record of the progress, experience and service of employees security and
opportunities for advancement.

 As a person in the employment of the company, are fully aware of
and well acquainted with its policies and know its operating procedure
they require little training and the chances are that they would stay longer
in the employment of the organization than a new outsider would.

 It is less costly than going outside to recruit.

However this sources suffer from the following defects:

 It often leads to inbreeding and discourages new person from entering an
organization.
 There are possibilities that the internal sources may dry up and it may be
difficult to find the requisite personnel within an organization.
 As promotion is based on seniority, the danger is that really capable
hands may not be chosen.

 The likes, dislikes and personal biases of the management may also
play an important role in the selection of the personnel.

6
 EXTERNAL SOURCES:
External sources of recruitment have to be solicited from outside the
organization. External sources are external to a concern. But it involves
lot of time and money. The external sources of recruitment include –
Employment at factory gate, advertisements, employment exchanges,
employment agencies, educational institutes, labor contractors,
recommendations etc.

Employment at Factory Level–This a source of external

recruitment in which the applications for vacancies are presented on
bulletin boards outside the Factory or at the Gate. This kind of
recruitment is applicable generally where factory workers are to be
appointed. There are people who keep on soliciting jobs from one place
to another. These applicants are called as unsolicited applicants. These
types of workers apply on their own for their job. For this kind of
recruitment workers have a tendency to shift from one factory to another
and therefore they are called as “badli” workers.

Advertisement–It is an external source which has got an important

place in recruitment procedure. The biggest advantage of advertisement
is that it covers a wide area of market and scattered applicants can get
information from advertisements. Medium used is Newspapers and
Television.

Employment Exchanges–There are certain Employment exchanges

which are run by government. Most of the government undertakings and
concerns employ people through such exchanges. Now-a-days
recruitment in government agencies has become compulsory through
employment exchange.

7
1.4 COMPANY PROFILE:

Telecom giant Bharti Airtel is the flagship company of Bharti Enterprises. The
Bharti Group, has a diverse business portfolio and has created global brands in the
telecommunication sector. Bharti has recently forayed into retail business as
Bharti Retail Pvt. Ltd. under a Moue with Wal-Mart for the cash & carry business.
It has successfully launched an international venture with EL Rothschild Group to
export fresh agri products exclusively to markets in Europe and USA and has
launched Bharti AXA Life Insurance Company Ltd under a joint venture with
AXA, world leader in financial protection and wealth management.

BHARTI AIRTEL LTD started in July 7 1995.Its head quarters is at Delhi. In

1998 company started their first land line operation. Airtel is the name of their
brand. AIRTEL stands for Affectionate, Interested, Respectful, Tolerant,
Energetic and loving .Their logo is “Think fresh Deliver More”. Their first
company is Bharti Cellular Limited under the brand name of Airtel.

Another one is Bharti Tele Sonic Ltd under the brand name of India One. Then
Bharti Tele Net Ltd under the brand name of Touch Net. Another one is Bharti
broad band Ltd under the brand name of Manthra Online. The companies Bharti
Telenet Ltd and Bharti Broadband Ltd combined together and form Bharti
Broadband and Teleservices Ltd. After sometime the companies Bharti Telesonic
Ltd and Bharti Broadband and Teleservices Ltd combined together and form
Bharti Infotel Ltd.

In 13th September 2004 all the four companies combined together and form Bharti

AIRTEL Ltd. Bharti Airtel is one of India's leading private sector providers of
telecommunications services with more than 79 million subscribers as of
November 2008.

8
Bharti airtel limited is a leading global telecommunications company with
operations in 19 countries across Asia and Africa. The company offers mobile
voice & data services, fixed line, high speed broadband, IPTV, DTH, turnkey
telecom solutions for enterprises and national & international long distance
services to carriers. Bharti airtel has been ranked among the six best performing
technology companies in the world by business week. Bharti airtel had 200
million customers across its operations.

Airtel was born free, a force unleashed into the market with a relentless and
unwavering determination to succeed. A spirit charged with energy, creativity and
a team driven “to seize the day” with an ambition to become the most admired
telecom service provider globally. Airtel, in just ten years of operations, rose to
the pinnacle of achievement and continues to lead.

As India's leading telecommunications company, Airtel brand has played the role
of a major catalyst in India's reforms, contributing to its economic resurgence.
Today it touch people's lives with their Mobile services, Telemedia services, to
connecting India's leading 1000+ corporates. They also connect Indians living in
USA, UK and Canada with their call home service.

Our Vision & Promise:

By 2015 airtel will be the most loved brand, enriching the lives of millions."
Enriching lives means putting the customer at the heart of everything we do. We
will meet their needs based on our deep understanding of their ambitions,
wherever they are. By having this focus we will enrich our own lives and those of
our other key stakeholders. Only then will we be thought of as exciting,
innovation, on their side and a truly world class company."

Airtel comes to you from Bharti Airtel Limited, India’s largest integrated and the
first private telecom services provider with a footprint in all the 23 telecom
circles. Bharti Airtel since its inception has been at the forefront of technology
and has steered the course of the telecom sector in the country with its world
class products and services. The businesses at Bharti Airtel have been structured
into three individual strategic business units (SBU’s) –

9
 1. Mobile Services
2. Airtel Tele media Services
3. Enterprise Services.

Airtel provides GSM mobile services in all the 22 telecom circles in India,
Silence, and Bangladesh and now in 16 countries of Africa. Provides telemedia
(fixed line and broadband services through DSL) in 87 cities in India. Provides an
integrated suite of Enterprise solutions, in addition to providing long distance
connectivity both nationally and internationally.

Airtel has won the ‘Most Preferred Cellular services Service Provider
Brand’ award at the CNBC Awaaz Consumer Awards in Mumbai. This is 6th year
in a row that airtel has won the award in this category. Business world CSR award
was instituted in 1999 to recognize exemplary responsible business practices by
the Indian industry.

10
 1.5 INDUSTRY PROFILE

The Indian Telecommunications network is the third largest in the world

and the second largest among the emerging economies of Asia. Today, it
is the fastest growing market in the world. The telecommunication sector
continued to register significant success during the year and has emerged
as one of the key sectors responsible for India’s resurgent India’s
economic growth. This rapid growth has been possible due to various
proactive and positive decisions of the Government and contribution of
both by the public and the private sector. The rapid strides in the telecom
sector have been facilitated by liberal policies of the Government that
provide easy market access for telecom equipment and a fair regulatory
framework for offering telecom services to the Indian consumers at
affordable prices.

It has also undergone a substantial change in terms of mobile versus fixed

phones and public versus private participation. The preference for use of
wireless phones has also been predominant in the sector. Participation of
the private entities in the telecom sector is rapidly increasing rate there by
presenting the enormous growth opportunities. There is a clear distinction
between the Global Satellite Mobile Communication (GSM) and Code
Division Multiple Access (CDMA) technologies used and the graph
below shows the divide between the two.

With increasing penetration of the wireless services, the wire line services
in the country are becoming stagnant. On the other hand, Broadband
demand has picked up and promises to stabilize fixed line growth. In
terms of the Global System for Mobile Communication (GSM) subscriber
base this now places India third after China and Russia. China had 401.7
million GSM subscribers CDMA technology was introduced in India as a
limited mobility solution.

The introduction of CDMA services has created competition, lowered

tariffs and offered many citizens access to communication services for the

11
first time Internet services were launched in India on August 15, 1995. In
November 1998the government opened up the sector to private operators.
A liberal licensing regime was put in place to increase Internet
penetration across the country. The growth of IP telephony or grey
market is also a serious concern.

Government loses revenue, while unlicensed operation by certain

operators violates the law and depletes licensed operators market share.
New services like IP-TV and IP-Telephony are becoming popular with
the demand likely to increase in coming years. The scope of services
under existing ISP license conditions is unclear. Rising demand for a
wide range of telecom equipment, particularly in the area of mobile
telecommunication, has provided excellent opportunities to domestic and
foreign investors in the manufacturing sector.

The last two years saw many renowned telecom companies setting up
their manufacturing base in India. Ericsson has set up GSM Radio Base
Station Manufacturing facility in Raipur. Elicited has set up handset
manufacturing facilities in Bangalore. Nokia set up its manufacturing
plant in Chennai. LG Electronics set up plant of manufacturing GSM
mobile phones near Pune. The Government has already set up Telecom
Equipment and Services Export Promotion Forum and Telecom Testing
and Security Certification Centre (TETC). A large number of companies
like Alcatel, Cisco have also shown interest in setting up their R&D
centers in India. With above initiatives India is expected to be a
manufacturing hub for the telecom equipment.

12
 1.6 SELECTION PROCESS

Definition of selection:

According to Dale,” selection may be defined as the process by

which the organization chooses from among the applicants, those
people whom they feel would best meet the job requirement,
considering current environmental condition”.

Factors influencing selection process:

1. Nature of the organization

2. Nature of the labor market
3. Union requirements
4. Government requirements
5. Composition of the labor force
6. Location of the organization.

Steps in selection procedure:


Receiving application
The candidates may be asked to submit their applications together
with their bio data on a plain paper.

 Preliminary interview
The object of this interview is to see the candidate personally to
ensure whether he is physically and mentally suitable for job.

 Application blank
The printed applications contain the details desired by the employer
from the candidate with sufficient space for the candidate to furnish
the particulars.

13
 Tests
A test is a sample measurement of a candidate’s ability and interest
for the job.

 Final interview
An interview is a face to face oral examination of a candidate by an
employer.

 Back ground verification

The background verification is done to check the honesty and
integrity of the candidate.

 Final selection
If the employer is satisfied with the candidate, then the selection will
be made.

 Physical examination
It is important that a person selected for the job must also be
medically fit to perform it.

 Placement
If the employer is satisfied with the medical report of the candidate,
he may place in the concern.

14
 CHAPTER. 2

2.1 RESEARCH METHODOLOGY

This chapter describes the research methodology adopted by the

researcher for the purpose of the study. ‘Research methodology’ is a
way to systematically solve the research problem. It is a science of
studying how research is done scientifically. In it, we study the various
steps that are generally adopted by a researcher in studying his/her
research problem along with the logic behind them.
It includes:

 Research Design

 Data Collection

 Data Analysis

RESEARCH DESIGN
Descriptive Research has been used, which involves surveys and fact
findings of different kinds. The major purpose of descriptive research is
the description of the state of affairs, as it exists at present. The main
characteristics of this method are that the researcher has no control over
the variable; he can only report what has happened or what is happening.

SAMPLING SIZE
The sampling size for the study was 100 employees from various
departments. It includes HR, Finance, Sales, and operations.

SAMPLING METHOD
The sampling technique adopted for the study is Stratified
Random sampling. A method of sampling that involves the division of a
population into smaller groups known as strata. In stratified random
sampling, the strata are formed based on members' shared attributes or
characteristics. A random sample from each stratum is taken in a number
proportional to the stratum's size when compared to the population. These

15
subsets of the strata are then pooled to form a random sample. So, in my
study I have taken four departments each 25% of them and done the
sample method.

QUESTIONNAIRE DESIGN
The questionnaire to study the effectiveness of recruitment and
selection process consists of both open and close ended questions The
researcher used Questionnaire method for the purpose of collecting data.
“A Questionnaire is a list of questions sent to a number of persons for
them to answer. It secures standardized results that can be tabulated and
calculated.” The questionnaire were passed to various departments like
HR, Marketing, Finance, Operations, etc

16
 2.2 METHOD OF DATA COLLECTION

The source of information is generally classified as primary and

secondary.

PRIMARY DATA
Primary data refers to information that is generated to meet the specific
requirement of the investigation at hand. The primary data will be
collected through the questionnaire from the employees of Bharthi Airtel
limited.

SECONDARY DATA
Secondary data is information that is collected for the purpose other than
to solve the specific problem under investigation. The secondary sources
of data collection were information obtained from books, magazines,
websites and articles on the topic etc. In the study, the researcher would
use the secondary data to supplement the primary data.

17
 2.3 SCOPE OF THE STUDY

 To understand the various sources of recruitment provided in the 

organization.
 It helps to analyze the recruitment policy of the organization.

 It enables us to evaluate the effectiveness of different recruiting
techniques and sources for all types of job applicants in the organization.

18
 CHAPTER 3

REVIEW OF LITERATURE

Chapman and Webster (2003) in their survey research on the use of technologies in
recruiting, screening, and selection processes for job candidates conducted in USA found
that most organizations implemented technology based recruitment and selection tools to
improve efficiency, reduce costs, and expand the applicant pool.

The meta-analysis of the research conducted by chapman, uggersler, Carroll, piasentin

& Jones (2005) concluded that timely responses from HR managers were linked to
greater applicant attraction to a job with an organization.

According to Robins, in his study revealed that, “The ideal recruitment effort will attract
a large number of qualified applicants who will take the job if it is offered. So recruiting
is a process of discovering the potential candidates for actual organizational vacancies”.

Robert (2005), in his study titled, “Strategic HR Review, 2004”, states that successful
recruitment and selection can improve organization performance”.

Bowen, et al(1991), in his study examined “that integrated recruitment and selection
process helps recruiters to choose the candidates to fit the characteristics of an organization
culture”

Bardwell, et al(2003) in his study examined that, “Selection is carried out byorganisations
as a means of candidates potential and actual performance and the intake of employees will
make the most appropriate contribution to organization-now and in future”. The sample area
refers to the universe to be studied under our research project. The area denotes the place or
the region to be studied and taken into research consideration. Thus, the sample area chosen
for this research project is Denave India pvt ltd, Noida.

19
 CHAPTER.4.

DATA ANALYSIS AND INTERPRETATION

The purpose of every research is to conduct a survey in order to validate

the assumptions of the study on the basis of the data collected. A
respondent survey is conducted in the form of structured questionnaire,
which becomes the data for the study. This data is in raw form unless it is
analysed and interpreted to present the main findings.

This chapter deals with statistical analysis and interpretation of the data
collected through research with the aid of structured questionnaire.
Analysis refers to studying the data collected in terms of statistical
numbers and interpretation refers to understanding the implication of the
statistical finding.

The Researcher had collected data from the employees of Bharthi Airtel
in Chennai to study their recruitment and selection process. The results
are represented with Tables and charts..

20
 TABLE-1

DESIGNATION OF EMPLOYEES IN AIRTEL

DESIGNATION NO. OF RESPONDENTS PERCENTAGE (%)

Executive 20 20

Senior Executive 25 25

Business Analyst 10 10

Assistant Manager 10 10

Manager 35 35

Total 100 100

SOURCE: Through Primary data

INFERENCE

From the above information, 20% of the respondents are executive level,
25% of the respondents are senior executive level, 10% of the
respondents are business analyst, 10% of the respondents are assistant
manager level and around 35% of the respondents are manager cadger.

21
 CHART-1

DESIGNATION OF EMPLOYEES IN AIRTEL

35 35
30
25
25 20
Executive
20
Senior Executive
15
10 10 10 Business Analyst
5 Assistant Manager
0 Manager
Executive
Senior
Executive Business Assistant
Analyst Manager Manager

22
 TABLE-2

GENDER OF THE EMPLOYEES IN AIRTEL

GENDER NO. OF RESPONDENTS PERCENTAGE (%)

Male 62 62

Female 38 38

Total 100 100

SOURCE: Through Primary data

INFERENCE:
From the above given information, 62% of employees are male, 38% are female.

23
 CHART -2

GENDER OF THE EMPLOYEES IN AIRTEL

70
62

60

50
38

40 Male
Female

30

20

10

0
Male Female

24
 TABLE -3

EMPLOYEES AGE GROUP IN AIRTEL

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

21-30 years 40 40

31-40 years 30 30

41-50 years 20 20

Above 50 10 10

Total 100 100

SOURCE: Through Primary data

INFERENCE:
From the above given information, 40% of employees belongs to the age group of 21-
30 years, 30% of employees are 31-40 years, 20% of employees are 41-50 years.

25
 CHART -3

EMPLOYEES AGE GROUP IN AIRTEL

40
40
30
30

20 21-30 years
20
31-40 years
10 10 41-50 years

0 Above 50 years
21-30 years
31-40 years
41-50 years
Above 50
years

26
 TABLE-4

EXPERIENCE OF EMPLOYEES IN AIRTEL

EXPERIENCE NO. OF RESPONDENTS PERCENTAGE (%)

Below 3 years 45 45

5 to 10 years 36 36

10 to 15 years 12 12

Above 15 years 7 7

Total 100 100

SOURCE: Through Primary data

INFERENCE

From the above information, 45% of the respondents says that they have
below 3 years of experience, 36% of the respondents says that they have 5 to 10 years of
experience, 12% of the respondents says that they have 10 to 15 years of experience and
around 7% of the respondents says that they have above 15 years of experience.

27
 CHART-4

EXPERIENCE OF EMPLOYEES IN AIRTEL

50 45

40 36

30 Below 3 years
20 5 to 10 years
12
10 10 to 15 years
7
0 Above 15 years
Below 3
5 to 10
years 10 to 15
years Above 15
years
years

28
 TABLE -5

THE RECRUITMENT SYSTEM IN AIRTEL

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 20 20

Satisfied 70 70

Neutral 10 10

Dissatisfied 0 0

Highly Dissatisfied 0 0

Total 100 100

SOURCE: Through Primary data

INFERENCE:
70% of the respondents satisfied with the recruitment system in Airtel, 20% of the

Respondents are highly satisfied, 10% of them are in a neutral state.

29
 CHART -5

THE RECRUITMENT SYSTEM IN AIRTEL

70

60

50

Highly satisfied
40 Satisfied
Neutral
30 Dissatisfied
Highly dissatisfied
20

10

0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied

30
 TABLE -6

INTERVIEW PROCESS IN AIRTEL

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Yes 85 85

No 15 15

Total 100 100

SOURCE: Through Primary data

INFERENCE:
85% of the respondents are agree with the interview process in aitrl and around 15%

of them don’t agree with the interview process

31
 CHART -6

INTERVIEW PROCESS IN AIRTEL

90

80

70

60

50
Yes
40
No
30

20

10

0
Yes No

32
 TABLE -7

CANDIDATE SPECIFICATIONS IN RECRUITMENT PROCESS

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Yes 86 86
No 14 14
Total 100 100

SOURCE: Through Primary data

INFERENCE:
86% of the respondents feels that the position objectives is defined clearly during

the recruitment process, and 14% of the respondents feels that it is not clearly defined.

33
 CHART -7

CANDIDATE SPECIFICATIONS IN RECRUITMENT PROCESS

14

86

Yes

No

34
 TABLE -8
REVISION OF RECRUITMENT POLICY

FREQUENCY OF NO. OF RESPONDENTS PERCENTAGE (%)

REVISION

Very often 6 6

Often 14 14

Sometimes 22 22

Only when need occurs 58 58

Total 100 100

SOURCE: Through Primary data

INFERENCE:

58% of the respondents says that recruitment policy are being evaluated and

revised only when need occurs,22% of the respondents says that recruitment policy are being

evaluated and revised only at sometimes, and 14% says it occurs often and remaining

respondents says that recruitment policy are evaluated and revised often to the statement.

35
 CHART -8

REVISION OF RECRUITMENT POLICY

58
60

50

40
Very often
Often
30
22 Sometimes
Only when need occurs
20
14

10 6

0
Very often Often Sometimes Only when
need occurs

36
 TABLE -9
RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING THE
GOALS OF THE COMPANY

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Yes 73 73
No 27 27

SOURCE: Through Primary data

INFERENCE:

73% of the respondents says that the company’s recruitment policy is helpful in

achieving the goals of the company, whereas 27% of respondents says that it does not helpful

in companies recruitment policy in achieving their goals to the statement.

37
 CHART -9

RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING THE

GOALS OF THE COMPANY

73
80
70
60
50
40
27 Yes
30
No
20
10
0
Yes
No

38
 TABLE -10

SATISFIED WITH THE JOB DECRIPTION GIVEN TO REQUIRED

VACANCY

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 54 54
Satisfied 35 35
Neutral 10 10
Dissatisfied 1 1
Highly Dissatisfied 0 0
Total 100 100

SOURCE: Through Primary data

INFERENCE:
54% of the respondents highly satisfied with the job description given to the required

vacancy, and 35% of the respondents are satisfied and 10% of the respondents are neutrally

satisfied with the job description given to the required vacancy and remaining 1% of the

respondents are dissatisfied to the statement.

39
 CHART -10
SATISFIED WITH THE JOB DECRIPTION GIVEN TO REQUIRED
VACANCY

60
54

50

40
35
Highly satisfied
Satisfied
30
Neutral
Dissatisfied
Highly dissatisfied
20

10
10

1 0

0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied

40
 TABLE -11
OPINION ABOUT CONSULTANTS INVOLVING IN PROCESS OF
RECRUITMENT

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 22 22
Satisfied 60 60

Neutral 12 12
Dissatisfied 4 4

Highly dissatisfied 2 2

Total 100 100

SOURCE: Through Primary data

INFERENCE:
22% of the respondent states that they are highly satisfied with the consultants

involving in the process of recruitment and 60% of the respondents are satisfied and 12% of

the respondents felt neutral and remaining 4% of the respondents are dissatisfied and

however around 2% of the respondents are highly dissatisfied with the consultants who are

involved in the recruitment process.

41
 CHART -11

OPINION ABOUT CONSULTANTS INVOLVING IN PROCESS

OF
RECRUITMENT

60
60

50

40
Highly satisfied
Satisfied
30 Neutral
22 Dissatisfied

20 Highly dissatisfied

12

10
4
2

0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied

42
47

43
 TABLE -12

PRIORITY GIVEN TO EACH OF THE ROUNDS CONDUCTED

ROUNDS CONDUCTED NO. OF RESPONDENTS PERCENTAGE (%)

Written test 30 30
Technical Skill 40 40

Group Discussion 10 10
HR Round 20 20

Total 100 100

SOURCE: Through Primary data

INFERENCE

30% of the respondents gave priority to written test conducted, and 40% of the

respondents gave priority to Technical Skill, whereas 10% of the respondents gave priority to

Group Discussion round and around 20% of the respondents states that they gave priority to

HR Round to the statement.

44
 CHART -12

PRIORITY GIVEN TO EACH OF THE ROUNDS CONDUCTED

40

35
35

30
30

25
Written Test
20 Technical Round
20
Group discussion
HR Round
15
Video con
10
10

5
5

0
Written Test Technical Group HR Round Video con
Round discussion

45
 TABLE -13

RECRUITMENT OF MORE NUMBER OF CANDIDATES

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Sales 55 55
HR 10 10
Finance 15 15
Operations 20 20
Total 100 100

SOURCE: Through Primary data

INFERENCE

55% of the respondent states that the company recruit more candidates on sales,

10% of the respondents says company recruit more candidates on Human Resource and

whereas 15% of the respondents says that company recruit more candidate on Finance

department and remaining 20% of them or chosen for operation department.

46
 CHART -13

RECRUITMENT OF MORE NUMBER OF CANDIDATES

60
55

50

40

Sales

30 HR
Finance

20 Operations
20
15

10

10

0
Sales HR Finance Operations

47
 CHAPTER.5.

FINDINGS


Majority of the respondents come under the category of 21-30.
62% of respondents were male, 38% were female.

70% of respondents are satisfied the recruitment system in Airtel.

85% of the respondents are satisfied with the interview method
followed in the organization.

86% of the respondents feels that the position of objectives is
defined clearly during the recruitment process

58% of the respondents felt that recruitment policy is being
evaluated and revised only when need occurs.

60% of the respondent are satisfied with the consultants involving
in the recruitment process.

55% of the respondents agree that they recruit more candidates on
Sales department.

40% of the respondents are satisfied with the selection test
conducted on the basis of recruitment.


Majority of the recruiters agree with recruiters being knowledgeable and
experienced personnel.

54% of respondents are highly satisfied with the job description provided for the
vacancy.


42% of the respondents feels that the company is using naukri mostly for
collecting the reference of candidates.

Majority of respondents opinion was good regarding recruitment and
selection process followed in the organization.

Majority of respondents are satisfied with the preference given to the
employees by considering their reference in recruitment process. 

Majority of the respondents agree that the recruitment system is transparent at all
level.

48
 SUGGESTIONS

 The company needs to recruit high quality staff with the right
skills on the appropriate contracts to deliver the key objective of the
position and organization.
 Employee feedback after placement, will increase his/ her
morale.
 Employee should be given enough time to reflect and plan
improvements.
 The company must choose a recruiting approach that produce the
best pool of candidates quickly and cost effectively.
 The company can focus on minimizing the percentage of non-
joining candidates after the recruitment process.
 To keep an update of the man power required in the sales department a
summary sheet and via tracker of sales employees in each zone was
created.
 To enable an easy raise of MRF and to cut down the time consumed in
getting one done a power point presentation was prepared which was
provided with a demo of the process to be followed .
 It is important for the organization to know exactly what they have to
offer potential employee, than highlight their best features when
recruiting candidates.
 As and when the resumes were received a primary screening of
it is to be done and a tracker should be updated which had all the
fields that was required for evaluation and easy identification of the
candidates suitable for various fields.
 
 The technical problems of on boarding should be informed to
the IT department.

 The new joinees were given quick books and instruction
manuals to guide them with on boarding process.

 The company can recruit more candidates in CSD for smooth

functioning of the organization.

49
 CONCLUSION

Recruitment is essential to effective Human Resource Management. It

is the heart of the whole HR systems in the organization. The
effectiveness of many other HR activities, such as selection and
training depends largely on the quality of new employees attracted
through the recruitment process.

The study has been conducted only for the recruitment of level 1 and
level 2 class of employees. Policies should always be reviewed as
these are affected by the changing environment. Management should
get specific training on the process of recruitment to increase their
awareness on the danger of wrong placements.

HR practitioners should be on the guard against all the malpractices

and advocate for professional approach through out the system. The
HR should indicate disagreement in the event that biasing towards
certain candidates is creeping in and point out the repercussion that
may follow in terms of performance and motivation.

Finally, better recruitment and selection strategies result in improved

organizational outcomes. The more effectively organizations recruit
and select candidates, the more likely they are to hire and retain
satisfied employees. In addition, the effectiveness of the
organization’s selection system can influence bottom-line business
outcomes, such as productivity and financial performance. Hence,
investing in the development of a comprehensive and valid selection
system is money well spent.

50
 BIBLIOGRAPHY

Prasad, L.M, Organizational Behavior, New Delhi: Sultan Chand & Sons,
2008

Subba Rao. P Principle of Human Management,. Publisher 1999

R P Hooda, Statistics for Business and Economics, third editions 2003

WEBLIOGRAPHY

http://www.scribd.com/doc/21791869/Recruitment-Selection-Process-
Project-Report

www.managementparadise.com/forums/human-resources-management-h-
r/852-recruitment-selection-process.html

http://www.scribd.com/shweta_singh_153/d/61747664/7-LITERATURE-
REVIEW-RECRUITMENT-AND-SELECTION

http://seminarprojects.com/s/review-of-literature-of-recruitment-and-
selection

51
 QUESTIONNAIRE

Dear Sir/Madam,

I am PRITI SHRIVASTAV pursuing BMS final year in Mumbai

univercity I am doing a study programmer on “Recruitment and
Selection process in Bharti AirtelLimited”. I request you to render kind
co-operation towards this Questionnaire. I assure you that the information
given by you is kept confidential and purely used for academic purpose.

1. Name Designation:
(a) Executive (b) Senior Executive (c) Business
Analyst (d) Assistant Manager (e) Manager

2. Department:
Gender: Male/ Female

3. Age:
(a) 21 to 30 years (b) 31 to 40 years (c) 41 to 50 years (d)
Above 50

4. Marital Status:
(a) Married (b) Unmarried

5. Educational Qualification:
(a) Below 12th (b) Diploma (c) UG (d) PG

6. Monthly Income:
(a)7000 – 10000 (b) 10000 – 15000 (c) 15000–20000 (d)
above 20000

7. Experience:

(a) Below 5 years (b) 5 to 10 years (c) 10 to 20 years

(d) Above 20 years

52
QUESTIONNAIRE ON RECRUITMENT AND
SELECTION PROCESS

1) Are you satisfied with the recruitment system in Airtel?

(a) Yes (b) No

2) Apart from the HR Manager, whether other departments

heads are involved in interviewing process?
(a) Yes (b) No

3) Does the organization clearly define the position objectives,

in the recruitment process?
(a) Yes (b) No

4) How often the recruitment policy are being evaluated and

revised?
(a) Very Often (b) Often
(c) Sometimes (d) only when need occurs

5) Do you think the present recruitment policy is helpful in

achieving the goals of the company?
(a) Yes (b)No

6) What is your opinion about consultants involving in the process of

the recruitment in the organization?
a (a)Highly
) satisfied (b) Satisfied

7) Do you agree that the recruitment system is transparent at

all level?
(a) Strongly agree (b) Agree
(c) Neurtal (d) Disagree (e)Strongly isagree

53
 8) In which areas you will recruit more candidates?
(a) Sales (b) HR
(c) Finance (d) Operations

9) How you entered into this organization?

(a) Employee referral (b) Campus recruitment
(c) Recruitment agencies (d) Other, pls specify

10) What is your opinion regarding the selection test

conducted in the recruitment process?
(a) Highly satisfied (b) Satisfied
(c) Neutral (d) Dissatisfied
(e) Highly dissatisfied

11) Mention which website mostly used by the company?

(a) Naukri (b) Monster
(c) Times job (d) Shine

12) Mention the critical round where most of the candidates

are screened out?
(a) Group discussion (b) Aptitude
(c) Technical skill (d) HR Round

13) Mention the source that could afford you the best suitable
candidates for different position?
(a) Job Rotation- (b) Consultancy
(c) Advertisement (d) Employee Referral
(e)Campus Drive

a
)

54
(
a
)
(
c
)

55