Professional Documents
Culture Documents
INTRODUCTION
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CHAPTER 1: INTRODUCTION
INTRODUCTION TO RECRUITMENT:
Human Resource in simple words means employing people, developing their
resources and utilizing their services with the job and the organization’s requirements.
The recruitment industry has five main types of agencies: employment agencies,
recruitment websites and job search engines, "headhunters" for executive and
professional recruitment, niche agencies which specialize in a particular area of
staffing, or employer branding strategy and in-house recruitment. The stages in
recruitment include sourcing candidates by advertising or other methods, and
screening and selecting potential candidates using tests or interviews.
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MEANING:
Recruitment means to estimate the available vacancies and to make
suitable arrangements for their s election and appointment. Recruitment
is understood as the process of searching for and obtaining applicants
for the jobs, from among whom the right people can be selected.
Recruitment and selection is the process of identifying the need for a job, defining the
requirements of the position and the job holder, advertising the position and choosing
the most appropriate person for the job. Retention means ensuring that once the best
person has been recruited, they stay with the business and is not “poached” by rival
companies.
Undertaking this process is one of the main objectives of management. Indeed, the
success of any business depends to a large extent on the quality of its staff. Recruiting
employees with the correct skills can add value to a business and recruiting workers at
a wage or salary that the business can afford, will reduce costs. Employees should
therefore be carefully selected, managed and retained, just like any other resource
In recruitment, information is collected by interested candidates from different
sources such as newspaper advertisement, employment exchanges, and internal
promotion.
In recruitment a pool of eligible and interested candidates is created for selection of
most suitable candidates. Recruitment represents the first contact that a school makes
with potential employees.
DEFINITION:
According to EDWIN FLIPPO,” Recruitment is the process of
searching for prospective employees and stimulating them to appl y for
jobs in the organization.”
A formal definition states, “It is the process of finding and attracting
capable applicants for the employment. The process begins when new
recruits are sought and ends when their applicants are submitted. The
result is a pool of applicants from which new employees are selected”.
In this, the available vacancies are given wide publicit y and suitable
candidates are encouraged to submit applications so as to have a pool
of eligible candidates for scientific selection.
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NEED FOR RECRUITMENT:
OBJECTIVES OF RECRUITMENT:
To attract people with multi -dimensional skills and experiences that
suits the present and future organizational strategies.
To search for talents globall y and not just with the school.
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PURPOSE AND IMPORTANCE OF RECRUITMENT:
Determine the present and future requirements of the organization on
conjunction with its personnel -planning and job anal ysis activities.
Help increase the success rate of the selection process by red ucing the
number of visibl y under qualified or overqualified job applicants.
Help reduce the probabilit y that job applicants, once recruited and
selected, will leave the organization onl y after a short period of time.
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SOURCES OF RECRUITMENT:-
The sources of recruitment can be broadly categorized into Internal and
External sources.
INTERNAL RECRUITMENT :
Internal recruitment seeks applicants for positions from within the
school. The various internal sources include
Employee referrals:
Employees can develop good prospects for their families and friends by
acquainting them with the advantages of a job with the school,
furnishing them with introduction and encouraging them to appl y. This
is a very effective means as many qualified people can be reached at a
very low cost to the school. The other advantages are that the
employees would bring onl y those referrals that they feel would be able
to fit in the organization based on their own experience. The
organization can be assured of the reliabilit y and the character of the
referrals. In this way, the organization can also fulfill social
obligations and create goodwill.
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Former Employees:
These include retired employees who are willing to work on a part -time
basis, individuals who left work and are willing to come back for
higher compensations. Even retrenched employees are taken up once
again. The advantage here is that t he people are already known to the
organization and there is no need to find out their past performance and
character. Also, there is no need of an orientation programme d for
them, since they are familiar with the organization.
Recalls:
When management faces a problem, which can be solved onl y by a
manager who has proceeded on long leave, it may de decided to recall
that persons after the problem is solved, his leave may be extended
Retirements:
At times, management may not find suitable candidates in place of the
one who had retired, after meritorious service. Under the
circumstances, management may decide to call retired managers with
new extension.
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EXTERNAL RECRUITMENT:
External recruitment seeks applicants for positions from sources
outside the school. They have outnumbered the internal methods. The
various external sources include
Advertisements:
It is a popular method of seeking recruits, as many recruiters prefer
advertisements because of their wide reach. Want ads describe the job
benefits, identify the employer and tell those interested how to appl y.
Newspaper is the most common medium but for highl y specialized
recruits, advertisements may be placed in professional or business
journals.
Advertisements must contain proper informatio n like the job content,
working conditions, location of job, co mpensation including fringe
benefits, job specifications, growth aspects, etc. The advertisement has
to sell the idea that the school and job are perfect for the candidate.
Employment Exchanges:
Employment Exchanges have been set up all over the country in
deference to the provision of the Employment Exchanges (Compulsory
Notification of Vacancies) Act, 1959. The Act applies to all industrial
establishments having 25 workers or more each. The Act requires all
the industrial establishments to notify the va cancies before they are
filled. The major functions of the exchanges are to increase the pool of
possible applicants and to do the preliminary screening. Thus,
employment exchanges act as a link between the employers and the
prospective employees. These of fices are particularl y useful to in
recruiting blue -collar, white collar and technical workers.
Campus Recruitments:
Colleges, universities, research laboratories, sports fields and institutes
are fertile ground for recruiters, particularl y the institutes. Some
companies recruit a given number of candidates from these institutes
every year. Campus recruitment is so much sought after that each
college; universit y department or institute will have a placement
officer to handle recruitment functions . However, it is often an
expensive process, even if recruiting process produces job offers and
acceptances eventuall y. A majorit y leave the organization within the
first five years of their employment. Yet, it is a major source of
recruitment for prestigi ous companies.
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Walk-ins, Write-ins and Talk -ins
The most common and least expensive approach for candidates is direct
applications, in which job seekers submit unsolicited application letters
or resumes. Direct applications can also provide a poo l of potential
employees to meet future needs. From employees’ viewpoint, walk -ins
are preferable as they are free from the hassles associated with other
methods of recruitment. While direct applications are particularl y
effective in filling entry-level and unskilled vacancies, some
organizations compile pools of potential employees from direct
applications for skilled positions. Write-ins are those who send written
enquiries. These jobseekers are asked to complete application forms for
further processing. Talk-ins involves the job aspirants meeting the
recruiter (on an appropriated date) for detailed talks. No application is
required to be submitted to the recruiter.
Contractors:
They are used to recruit casual workers. The names of the workers are
not entered in the school records and, to this extent; difficulties
experienced in maintaining permanent workers are avoided.
Consultants:
They are in the profession for recrui ting and selecting managerial and
executive personnel. They are useful as they have nationwide contacts
and lend professionalism to the hiring process. They also keep
prospective employer and employee anonymous. However, the cost can
be a deterrent factor.
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Competitors:
This method is popularl y known as “poaching” or “raiding” which
involves identifying the right people in rival companies, offering them
better terms and luring them away. For instance, several executives of
HMT left to join Titan Watch School. There are legal and ethical issues
involved in raiding rival firms for potential candidates. From the legal
point of view, an employee is expected to join a new organization onl y
after obtaining a ‘no objection certificate’ from his/ her present
employer. Violating th is requirement shall bind the employee to pay a
few months’ salary to his/ her present employer as a punishment.
However, there are many ethical issues attached to it.
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External Recruitment:
External sources of recruitment have both merits and demerits.
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SELECTION
SELECTION PROCESS
Selection is along process, commencing from the preliminary interview
of the applicants and ending with the contract of employment.
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STEP 3: - INTERVIEW:
The next step in the selection process is an interview. Interview is
formal, in-depth conversation conducted to evaluate the applicant’s
acceptabilit y. It is considered to be excellent selection device. It is
face-to-face exchange of view, ideas and opinio n between the
candidates and interviewers. Basicall y, interview is nothing but an oral
examination of candidates. Interview can be adapted to unskilled,
skilled, managerial and profession employees.
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A Diagrammatic form of the Selection Process:
Application/Resume/CV
Written Examination
Preliminary Interveiw
Tests
Final Interveiw
Job Offer
Employment
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CHAPTER II
RESEARCH DESIGN
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RESEARCH DESIGN
INTRODUCTION:
This project was undertaken to assimilate the details of the various Recruitment and
Selection techniques that the Ibn Al Hytham Islamic School follows. This would help
in understanding the current practices that are prevalent in the new world order.
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SCOPE OF THE STUDY:
The scope of study is to observe the degree of satisfaction levels of the employer as
well as the employees as per the sample size towards the process of Recruitment and
selection technique that is adopted by the school.
METHODOLOGY:
SOURCES OF DATA:
The required data for the study is collected from primary as well as
secondary sources. Primary data is collected through direct interview
and questionnaire and secondary data is collected through records of
the school Books and the Internet.
SAMPLING DESIGN:
Sample Unit:
The research is conducted on the Human R esource department at
Infosys technology, Bangalore with a sample unit of 50employees who
are from the recruitment department under Human resource .
Sampling Technique :
The sampling technique used is stratified sampling method.
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TOOLS FOR DATA COLLECTION :
Primary data:
It is the data that is collected for the very first time. The data that has
been used in the research to draw conclusion has been collected
through direct interview with the employees at Ibn Al Hytham Islamic
School and through questionnaire method.
Secondary data:
The Secondary data that has been used in the research is collect ed
through internet and school.
PLAN OF ANALYSIS:
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OPERATIONAL DEFINITIONS:
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CHAPTER SCHEME:
Chapter1:- Introduction:
This chapter deals with the literature background of Recruitment. It gives a detailed
introduction to the topic that is about the sources of recruitment, its need and
importance. The new concept of e-recruitment is also been studied in the research
conducted.
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CHAPTER III
SCHOOL PROFILE
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SCHOOL PROFILE:
INTRODUCTION:
Ibn Al Hytham Islamic School is one of the well known schools in the region and
gaining fame day by day for which credit goes to the management of the school. Their
untiring efforts for the mission and passion for the noble cause “To make quality
education available for all”, left no stone unturned to cherish the dream of the
managing committee of Ibn Al Hytham Islamic School.
The mission did not stop here it is only one of the aims and objectives of Ibn Al
Hytham Islamic School, the school thrives to serve the Indian community in the field
of education, where excellence in preferred over learning.
The students when taking up their future responsibilities may eliminate the evils of
the society, i.e. Corruption, illiteracy, poverty, communality, regionalism, etc., since
they are trained in that direction. The school provides them with an atmosphere where
they feel and understand the extent to which the evils are dangerous to us and how
immoral it is to practice any of it.
Religion is the only refuge to protect oneself from the existing evils of the society,
keeping in mind the school provides Islamic education to the Muslim students,
whereas Non Muslim students are provided with moral science education. The aim is
to make them conscious of their actions in their daily life. It provides them with
training that shall bear fruits in their future actions and decisions.
Step by step Ibn Al Hytham Islamic School is moving a better future in terms of
faculty, infrastructure, facilities and the basic aim of quality education. The past
record is a proof of its continuous growth and popularity in providing all the above
mentioned aspects and continued its efforts to attain perfection and excellence in its
investment and production, i.e. teaching and learning process.
The School is growing in ever increasing popularity by leaps and bounds. The
growing popularity and success of the school in its mission can be measured with the
growth in strength of students and with increasing interest of the parents resulting in
heavy rush for admission.
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THE AIM
The Aim of the school is to provide with “Quality Education to the children of low
income families at minimum expenses”. To them, education is a process in which
and by which the ‘total personality’ of the child is developed and adjusted to equip the
child with life skills, the children can join any recognized school in India wherever
they wish to leave the Kingdom of Bahrain.
The medium of instruction is English with Hindi and Arabic as the second languages
and Malayalam, Arabic, Urdu and French offered as third languages. Muslim
children are taught Islamic Studies and the Non-Muslims Moral Science.
Islamic ideology guides the school in all the aspects of its activities.
The motto of the school is not only to impart knowledge but also to educate and train
the intellectual, moral, physical and aesthetic facilities of children; maximum care is
taken to inculcate good habits and manners in all aspects of life.
While the Ibn Al Hytham Islamic School has completed 11 years of its journey
towards educating young generation and building the society of their cherished ideals,
its progress and achievements and satisfying.
Ibn Al Hytham Islamic School is an Islamic School with the mission of imparting
quality education and building the character of the children on Islamic values which
aims at education and encompasses the whole life of man – material moral and
spiritual alike.
As the school is run by a Charitable Trust only for the interest of the students and
parents, it provides opportunity to the lower and middle – income group of parents to
be able to provide education to their children. This is the most laudable contribution
of Ibn Al Hytham Islamic School.
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THE MISSION
To integrate spiritual and moral values with education and develop human
potential to its totality
To identify the excellent heritage of our great past and to link it with the grand
future
To trim the young generation with global approach in order to bring about
peace, tranquility, prosperity and bliss to the entire world in general and to the
Kingdom of Bahrain in particular
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THE PURPOSE
The purpose of establishing the Ibn Al Hytham Islamic School, was not to increase to
number of existing schools in the island, it was started as a mission in the field of
education for providing their students an atmosphere to grow while learning the facts
and getting trained to the field of morals and ethics. The end result would be to get a
individual ready to serve the society in a different way, with a purpose to produce a
student who can be a philanthropist not only doctors, scientists, etc.
300 students,
14 teachers, and
4 office members
Today it has a
Although the school was established mainly for Indian Muslim Students, the school is
equally popular among other Asian and Arab communities.
Ibn Al Hytham Islamic School is also working as Quran Learning Center for Muslim
communities of sub continent where more than 550 students learn to read, recite and
memorize the Holy Quran.
Islamic awareness programmes are also carried out in several Indian languages for
both children and adults, male and female.
Ibn Al-Hytham Islamic school is very much a community centre. Various types of
community activities take place in the school regularly. Special gatherings, lectures,
workshops, orientation programmes etc are some to be mentioned.
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MANAGED BY COMMITTEES AND SUBCOMMITTEES
The affairs of the school are managed by the Executive Committee and by several
subcommittees under it. The Executive Committee consists of the Nominees of the
Board of Trustees, Principal, Representatives of the Teachers, Representatives of the
Parents and some Members. Two Sub Committees namely Administrative Committee
and Education Committee work under the Executive Committee. These sub
committees consist of members nominated by the Board of Trustees / the Executive
Committee.
BOARD OF TRUSTEES
EXECUTIVE COMMITTEE
ADMINISTRATIVE EDUCATION
COMMITTEE COMMITTEE
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1. Board of Trustees
a. Formation of Foundation
According to the rules of Societies Registration Act (SRA) No. 21 of the year
1989, this foundation is established as a private charitable foundation by the
following founder members (Article no. 1 of Constitution of the Ibn Al
Hytham School Foundation)
The affairs of the foundation are managed by the Board of Trustees headed
by H. E. Shaikh Isa Bin Mohammed Bin Abdulla Al Khalifa. The structure of
the Board of Trustees is as follows:
Chairman of Administrative
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b. Name Of Foundation
The name of foundation and its address, registration no. & Logo (emblem)
should appear and be mentioned in all printed forms, agreements &
documents. The foundation has a right to change its name as per aforesaid act.
c. Head Quarter
d. Aims of Foundation
e. Management
The Board will appoint Chairman, Vice Chairman, Treasurer and Secretary in
its 1st meeting.
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f. Powers and Authority
Incase of vacancy of Chairman’s post due to any reason, the Vice Chairman
will assume the chairmanship of the Board and incase of vacancy of one or
more members post by death or any other reason, the founders will appoint
new members with condition that the newly appointed members accept the
membership in writing.
i. Board’s Meetings
The Board of Trustees will hold its meetings on regular basis. However, the
number of Board Meetings should not be less than 4 per year. The meetings
would be considered legal if majority of members were present. The secretary
will prepare the agenda of the meeting and raise it to the Chairman. After
having his approval he would inform the members at least one week before the
date of meeting.
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j. Board’s Decisions
In case of equal votes with both sides, Chairman’s voice will be decisive.
However the other members will have the right to register their opinion in the
minutes.
The Board may hold extra ordinary meetings on Chairman’s or one – third
members ‘call.
Also the Ministry of Labor & Social Affairs has the right to call a meeting if
there is any need.
The Board will have to send the Ministry of Labor, Foundation’s Budget and
Annual Audit Report with supporting documents, as well as any other
information, statements and documents on Ministry’s advice.
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n. Financial Resources
o. Auditors
The auditor will check all accounts of foundation and submit the report to the
Board and a copy to the Ministry of Labor.
Incase of Foundation failure to achieve the aims for which it was established ,
the dissolution of the Foundation will be optionally allowed if the two third
members of the Board decide as per Article 49 of the SRA No. 21 of the year
1989 , and its approved by Ministry of Education .
Incase of dissolution, the liquidator will divert the cash and assets to other
charitable and educational organizations as per decision of the Board.
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The foundation will be registered with Ministry of Labor in accordance with
provisions of Ministerial Order No. 2 of the year 1990 to regularize the
management of private, cultural and social organizations registered by the
Ministry. (Article No. 19 of Constitution of Ibn Al Hytham Islamic School
Foundation.)
q. Bank Accounts
The Foundation will open account(s) in the name of Ibn Al Hytham Islamic
School in Scheduled Bank(s). Bank Account(s) will be opened by any two of
the five authorized members of Board of Trustees.
r. Amendments
The Executive Committee of the school will manage the affairs of Ibn Al
Hytham Islamic School. The Board of Trustees will constitute the Committee
from time as per the rules of Ministry Of Education, Kingdom of Bahrain and
the Affiliating Body, and Approved.
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2. Executive Committee
The Principal
Who are, or have been, teachers of any other school or of any college,
Two members, from out of a panel recommended by the Board. If the panel is
not accepted fresh panel maybe asked.
The names recommended should not be below the rank of a Principal of a Sr.
Secondary School.
A member can be nominated for another term but a member cannot remain in office
for more than two consecutive terms except ex-officio members and the members of
the Trust / Society of the school.
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Powers and Functions
1. It shall have the power to supervise the activities of the school for its smooth
running.
2. It will work according to the specific directions given by the Society regarding
admission policy.
3. It shall look into the welfare of the teachers and employees of the school and
work for Staff Welfare Schemes:
5. It shall evolve both short- term and long- term programs for the improvement
of the school.
6. It shall have the powers for making appointments of teachers and non-teaching
staff.
8. It shall have the power to take stock of academic programs and progress of the
school without jeopardizing the academic freedom of the Principal.
9. It shall guide the Principal to maintain tone and discipline in the school.
10. It shall ensure the norms given in the Act of the State and by CBSE regarding
terms and conditions of service and other rules governing recognition /
affiliation of the school are strictly adhered to.
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2.1 Education Committee
Principal
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6. Submit to Executive Committee the recommendation for Teaching Staff
Contractual Leave / Emergency Leave.
7. Receive the circulars from the CBSE regarding syllabus and examination
and take decisions accordingly.
8. Liaise with the CBSE on all related matters through the Principal.
9. Ensure Teacher Student Ratio, and work load as suggested by CBSE and
Ministry of Education, Bahrain.
10. Look into the possibility of a Resource Center equipped with the latest
state of the art facilities to be used for conducting invited lectures,
workshop and seminar for students and teachers make recommendation to
the Executive Committee.
12. Plan Academic Session and prepare Academic Calendar, School Diary,
Prospects, School Magazine and Formation of Editorial Board.
16. Recommend to the Executive Committee for student and staff Academic
Awards.
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2.1.1 Academic Affairs Committee
Constituents
v) Analysis of results.
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6. Continuous monitoring of Teaching.
10. Prepare a feedback questionnaire for parents for suggestions and gather
information from other schools.
12. Prepare material for annual magazine and submit the Education
Committee.
13. Look into the Physical Facilities and make recommendations to the
Education Committee.
White boards ,
tables ,
chairs ,
cupboards etc
charts ,
maps etc
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2.1.2 Students Affairs Committee
Constituents
Principal
Administrator
Fee Concession /
Birthday Gifts
competition awards.
3. Annual Day
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2.1.3 Discipline and Grievance Committee
Constituents
Chairman.
Principal
Administrator
6. Open the Complaint Boxes regularly and look into Parents Grievances.
Make recommendations to appropriate body.
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2.2 Administrative Committee
Constituents
Principal
Administrator.
Finance Officer
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9. Arrange for textbook sales, cash deposits, and proper maintenance of
record.
12. Decide about Bus routes and maintain Bus list route wise / student
wise along with student’s address and telephone numbers.
14. Look periodically for need for updating automation of records and
accounts.
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2.2.1 Finance Committee
Constituents
Administrator
Finance Officer
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2.2.2 Contracts , Purchase and Publication Committee
Constituents
Administrators
Finance Officer
iii) Attend the problems of the parents related to transport and to sort
them out.
iv) Inform the bus contractor and the Principal / Administrator any
irregularity of the buses
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2.2.3 Maintenance , Safety and Security Committee
Constituents
Administrator
2. Building Maintenance
ii) Make necessary arrangement for school security and to allot the
duties to security men / watchman
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GENERAL FACTS OF THE IBN AL HYTHEM ISLAMIC SCHOOL
The school has 2 campuses with an area of 3.1 acres – 2090 sq meters in Campus A
(Junior Section – Up to Class III), 10,280 sq meters in Senior Campus (Classes IV –
X). The School has playgrounds of 4465 sq meters in area (1000 sq meters in Junior
Section and 3465 sq meters in Senior Campus)
6. Library: 2
1 in Junior Section – 26 feet x 17 feet, and
1 in Senior Section – 40 feet x 40 feet
8. Other Rooms as Office, Staff Room, First Aid Room, Some Extra Rooms for
expansion when Classes XI & XII are opened and sections of other classes are
increased: 27 (4 in Junior Campus & 23 in Senior Campus).
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The school has a glorifying track record of getting 100 % pass result in All India
Secondary School Examination (Class X) conducted by the affiliating body, Central
Board of Secondary Education, Delhi, India. So far we have sent for this examination
six batches consisting of 15 (2002), 27 (2003), 36 (2004), 28 (2005), 34 (2006) and 51
(2007) students respectively. All the students of all the batches passed the
examination, many with distinction and high score.
Ibn Al Hytham Islamic School stands a class in itself for many specialties some of
which are noted below.
3. It teaches Malayalam and Urdu as Third Language from Class I and French as
Third Language from Class VI.
5. It gives due importance in value education and hence, it imparts religious and
Moral Education (RME) by teaching Islamic Studies to Muslim students and
Moral Education to Non Muslim students.
6. On the faculty it has a finding service condition of not to give private tuition to
the students of the school (IHIS) in order to ensure sincere discharge of their
duties in the teaching learning process.
7. It has separate class rooms for boys and girls from class IV onwards.
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Recruitment Procedure at Ibn Al Hytham Islamic School:
The main function of the Recruitment Department at Ibn Al Hytham Islamic School is
hiring prospective teachers who have great potential and will serve to their best
towards the mission of the school.
These are the following types of Hiring that take place at Ibn Al Hytham Islamic
School:
Entry level Hiring
Hiring through Advertisements
Lateral Hiring
Employee Referrals
At entry level hiring, the school hire’s Walk In’s. They are candidates who walk In’s
everyday at Ibn Al Hytham Islamic School for recruitment. The candidates should
posses a minimum of 15 years of Education Qualification (10+2+3) with no back
logs.
The candidates are chosen based on their educational qualifications and employment
referrals.
The Candidates who are shortlisted go through an additional round testing their
teaching skills and communication skill, and then he/she gets short listed for a HR
round, i.e. personal interview.
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Hiring through Advertisements:
The school recruits candidates for different academic levels, i.e. Primary School
Positions to Higher Secondary School Positions.
If a candidate is selected they are given the same testing as the entry level candidates.
If a candidate is selected from abroad then an official from the school goes to their
country to interview them, only if they are satisfied with their educational
qualifications and employment referrals.
Lateral Hiring:
Ibn Al Hytham Islamic School hire’s its experienced teachers through lateral hiring.
Here the candidates have to have a minimum of 4 to 5 years of teaching experience
within the school.
The candidates here do not need to go through any entrance tests but it is mandatory
for the candidate to go through an interview with the principal.
Employee Referrals:
This is a recruiting tool where employees are hired through employee referrals.
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CHAPTER IV
ANALYSIS &
INTERPRETATION
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ANALYSIS AND INTERPRETATION:
Table No 1:
No. of
Particulars Percentage
respondents
20-30 8 16
30-40 30 60
40-50 12 24
Total 50 100
Analysis:
From the above table we can see that out of 50 respondents, 30 respondents belong to
the age group of 30-40years, the remaining 12 respondents belong to the age group of
40-50 years and only 8 respondents belong to the age of 20-30 years.
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Graph No 1:
16%
24%
20-30
30-40
40-50
60%
Inference:
From the above pie chart we can infer that maximum of the staff of the at Ibn Al
Hytham Islamic School belong to the age group of 30-40 years.
This graph also states that the at Ibn Al Hytham Islamic School HR has employees of
different age groups thus the mind set towards recruiting candidates differ from
employee to employee and so will their preferences.
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Table No 2:
Secondary Section 15 30
Administrative Staff 10 20
Primary Section 13 26
Total 50 100
Analysis:
From the above table we can see that out of 50 respondents, 15 respondents are from
the Secondary Section, 13 respondents are the Primary Section, 12 respondents are
from the Higher Secondary Section and 10 respondents are from the Administrative
Staff team.
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Graph No 2:
26%
30%
Secondary Section
Administrative Staff
Higher Secondary Section
Primary Section
24%
20%
Inference:
From the above pie chart we can see that the 30% of the respondents who have filled
the questionnaire are from the Secondary Section.
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Table No 3:
A Table showing the source adopted by the school to recruit their staff.
Employee Referral 9 18
Advertising 28 56
Lateral Hiring 5 10
Total 50 100
Analysis:
From the above table we can see that out of 50 respondents, 28 respondents prefer
campus recruitment as a source of recruitment, 7 respondents prefer recruitment
through employee referral, 6 respondents prefer advertising, 5 respondents prefer
recruitment agencies and 4 respondents prefer job portals as an appropriate source of
recruitment.
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Graph no 3:
A Pie Chart showing the source adopted by the School to recruit their Staff.
No. of respondents
12%
Salary
Location
24%
Inference:
From the above pie chart we can infer that 56%, majority of the respondents were
recruited through advertisements.
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Table No 4:
A Table showing the average time the responder feels the interviewer should
take while conducting his interview rounds in the interviewing process.
10-20mins 13 26
30mins 27 54
Total 50 100
Analysis:
From the above table we can see that out of 50 respondents, 27 respondents prefer the
interview rounds to take 30 minutes, 13 respondents prefer 10 – 20 minutes, and the
remaining 10 respondents prefer more 30 minutes.
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Graph No 4:
A Pie Chart showing, average time the responder feels the interviewer should
take while conducting his interview rounds in the interviewing process.
Satisfactory
48% Room for Improvement
50%
Excellent
2%
Inference:
From the above pie chart we can infer that 54% of the respondents think that the
average time the interviewer should take while conducting his interview rounds in the
interviewing process is 30 minutes.
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Table No 5:
A Table showing the time taken by the school to appoint the staff.
Few hours 13 26
Few days 27 54
Total 50 100
Analysis:
From the above table we see that out of 50 respondents, the School took a few hours
to hire 13 respondents, a few days for 27 respondents, and more than a week for 10.
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Graph No 5:
A Graph showing the time taken by the school to appoint the staff.
48 50
50
45
40
35
30 24
25 25
20
15
10 2
5 1 Percentage
0
No. of respondents
Satisfactory
Room for
Excellent
Improvement
Inference:
The Graph clearly infers that 54% of the respondents were hired within a few days of
giving their interviews.
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Table No 6:
4 8
Educational qualification
6 12
Reference check
Professional background 8 16
check
32 64
All
Total 50 100
Analysis:
From the above table we can see that out of 50 respondents, at 64% majority of the
respondents had all the options checked by the school.
61
Graph No 6:
No. of respondents
35 32
30
25
20
15
10 4 6 8
5
0
No. of respondents
Inference:
From the above graph we can see that 32 of the respondents had all their
qualifications checked by the school.
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Table No 7:
A Table showing whether there was enough information available to enable the
respondent to make an informed decision about whether or not to apply for the
job.
Yes 48 96
No 2 4
Total 50 100
Analysis:
From the above table we can see that out of 50 respondents, 48 respondents had
enough information available to enable the respondent to make an informed decision
about whether or not to apply for the job.
63
Graph No 7:
A Graph showing whether there was enough information available to enable the
respondent to make an informed decision about whether or not to apply for the
job.
45
40
35
30
25 44
20
15
10
5 6
0
Yes No
No. of respondents
Inference:
From the above graph we can infer that 48 of the respondents had enough information
available to enable the respondent to make an informed decision about whether or not
to apply for the job, while only 2 did not.
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Table No 8:
Hours of Work 12 24
Salary 8 16
Location 6 12
Total 50 100
Analysis:
From the above table we can see that out of 50 respondents 24 respondents were
attracted to the content of the job, i.e. teaching, while 12 of the respondents were
attracted to the job because of the working hours.
65
Graph No 8:
100
100
90
80
70
60 48
50 50
40 24
30 24
16
20 12 12
10 8
6
0 Percentage
Content Hours No. of respondents
of the of Work Salary
Location Total
Job
Inference:
The above graph clearly infers that 48% of the respondents were attracted to the
content of the job, i.e. teaching.
66
Table No 9:
No. of
Particulars respondents Percentage
Yes 44 88
No 6 12
Total 50 100
Analysis:
From the above table we can see that out of 50 respondents, 44 believe different
recruitment process should be conducted for different grades of staff, while 6
respondents do not
67
Graph No 9:
44
45
40
35
30
25
20
15
10 6
0
Yes No
No. of respondents
Inference:
From the above graph at 44, majority of the respondents believe different recruitment
process should be conducted for different grades of staff
68
Table No 10:
Good 27 54
Average 10 20
Excellent 13 26
TOTAL 50 100
Analysis:
From the above table we can see that out of 50 respondents, 27 respondents were
impressed with the outcome of the interview, while 13 thought their interview was
excellent.
69
Graph No 10:
A Pie Chart showing the respondents impression of the outcome /result of the
interview.
50
48
50
45
40
35
30
24 25
25
20
15
10
5 1 2
0
Satisfactory Room for Excellent
Improvement
Inference:
From the above pie chart we can infer that 54% of the respondents were very happy
with the outcome of their interviews
70
Table No 11:
24 48
Satisfactory
1 2
Room for Improvement
25 50
Excellent
Analysis:
From the above table we can see that out of 50 respondents, 24 of the respondents
were satisfied with the recruitment procedure followed by the school and 25 of the
respondents thought it was excellent.
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Graph No 11:
25
Excellent
1
Room for Improvement
24
Satisfactory
0 5 10 15 20 25
No. of respondents
Inference:
From the above graph it is very evident that majority of the respondents are very
happy with the recruitment procedure followed by the school
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CHAPTER V
SUMMARY OF
FINDINGS,
CONCLUSIONS AND
SUGGESTIONS
73
SUMMARY OF FINDINGS:
Majority of the respondents are between the ages of 30 to 40 years. Since all
of them are in their middle age they have the maturity in understanding the
importance of recruitment.
74
Almost all the respondents believed there was enough information available
to enable them to make an informed decision about whether or not to apply for
the job.
All but 1 respondent were satisfied with the recruitment procedure of the
school
75
CONCLUSION:
Ibn Al Hytham Islamic School has understood the importance of employment and the
recruitment selection procedure has satisfied the School’s requirements, which has
helped the School in recruiting and attracting prospective and efficient teachers into
the school which has increased not only the school’s effectiveness but also the
individual’s effectiveness.
The current sources used for recruitments have been very satisfactory and has also
generated positive results from year to year for the school.
RECOMENDATIONS:
The School can use other sources such as recruitment companies to help them
to source their candidates.
The school can provide training to staff on request.
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ANNEXURE
77
ANNEXURES
Questionnaire
Name:
Age:
Designation:
a) Employee referral
b) Advertising
c) Entry Level Hiring
d) Lateral Hiring
2. What should be the average time spent by interviewer while conducting his
interview rounds?
a) 10-20mins
b) 30mins
c) More than 30mins
4. What kind of verifications was conducted when you appeared for the interview?
a) Educational qualification
b) Reference check
c) Professional background check
d) All
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6. What attracted you the most initially?
9. Are you satisfied with the recruitment procedure followed by the school?
a) Satisfactory
b) Room for Improvement
c) Excellent
79
BIBLIOGRAPHY
The following are the websites that have been referred for this project study:
Websites:
www.google.com
www.humanresourcemangement.com
www.wikipedia.com
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