Research Proposal Impact

of Recruiter, Recruitment Sources and Interviews On Recruitment and Selection Process

Chapter 01-Introduction 1.1 1.2 1.3 1.4 1.5 1.6 Background of the study Problem Statement Problem Justification Research Questions Objectives Significance

Chapter 02-Literature Review

Chapter 03-Methodology 3.1 Conceptual Frame work 3.2 Hypothesis 3.3 Purpose of the Study 3.4 Type of Investigation 3.5 Unit of Analysis 3.6 Extend of research interferences 3.7 Study Setting 3.8 Time Horizon 3.9 Sampling Design 3.9.1 Population 3.9.2 Sampling technique 3.9.3 Sample 3.9.4 Statistical Tools 3.9.5Data Collection Method 4.0 Time table List of References

Introduction 1.1 Background of the study

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. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well as the future requirements of the organization in mind. The recruitment and selection process is one of the most fundamental value added HR Processes. The recruitment is especially critical for managers in the organization.

The study examines the relationship between the dependent variable which is Recruitment and Selection Process and independent variables which are Recruitment Sources, Interview and Recruiter by analyzing the data.

1.2 Problem Statement

Impact of Recruiter, Recruitment Sources and Interviews On Recruitment and Selection Process

1.3 Problem justification

1.4 Research Questions

1. Does Recruitment sources, Interviews and Recruiters effects on Recruitment and selection process? 2. Does Recruitment sources affects on Recruitment and selection process 3. Does Interviews affect on Recruitment and selection process. 4. Does Recruiters affect on Recruitment and selection process.

1.5 Research Objectives 1. To identify the importance of recruitment and selection process 2. To examine the impact of recruitment sources on recruitment and selection process 3. To examine the impact of interviews on recruitment and selection process 4. To examine the impact of recruiters on recruitment and selection process

1.6 Significance

The study will broaden our understanding the affect of independent variables which are Recruitment sources, Interview and Recruiters on the dependent variable which is Recruitment and Selection Process. Current study will add to existing body of knowledge by signifying.

1. Recruitment and selection process importance 2. Impact of Recruitment sources on Recruitment and selection process 3. Impact of Interviews on Recruitment and selection process

Chapter 02 Literature Review Whatever the structure of the organization it has to be staffed with people of the right quality. Most managers are likely to be faced with the frequent need to recruit and select staff managers and supervisors should have at least some say in the appointment of their own staff or those staff whose work they supervise. Procedures for recruitment and selection must themselves be put into an organizational context. Manpower planning provides the link between corporate objectives and organization structure, and is the basis of a personnel management action programme. In order to select the best available staff, and retain them for a reasonable length of time, the need is for a planned and systematic approach to recruitment and selection. (Management and

Organizational Behavior, Laurie J. Mullins)

According G.A.Cole (1986) to Recruitment is to ensure that the organizations demand for manpower is by attracting potential employees (recruits) in a cost-effective and timely manner. The aim of selection is to identify, from those coming forward, the individuals most likely to fulfill the recruitments of the organization. To put it another way, recruitment is concerned with assembling the raw materials and selection is concerned with producing the right blend for the organization, at a particular point in time.

Recruitment policies constitute the code of conduct which the organization is prepared to follow in its search for possible recruits in the market-place. Some examples of reputable policies in this field are as follows:

In matters of recruitment, this company will: a. advertise all vacancies internally before making use of external sources, b. always advertise under the company name when advertising externally , c. Endeavour to ensure that applicant for a position in the company is informed in advance about the basic details of the vacancy, and the basic conditions of employment attached to it, d. Endeavour to ensure that applicants are kept informed of their progress through the recruitment procedures, e. Seek possible candidates on the basis of their ability to perform the job required. In matters of recruitment, this company will not: a. knowingly make exaggerated or misleading claims in recruitment literature or job advertisements b. discriminate unfairly against possible candidates on the grounds of sex, race, age, religion or physical disablement

Chapter 03

Research Methodology 3.1 Conceptual Frame work The literature reviewed by the researcher has helped in conceptualizing the research problem. The research problem at hand is to investigate the impact of recruiter, recruitment sources and interviews on the recruitment and selection process. The diagram which is depicted in the below illustrates the conceptual framework used in this research.

Recruitment sources

Interviews

Recruitment and selection process

Recruiters

Independent Variable

Dependent Variable

3.2 Hypothesis Hypothesis # 1:There is no relationship between Recruitment and Selection Process and Recruitment Sources? Hypothesis # 2:There is no relationship between Recruitment and Selection Process and Interview? Hypothesis # 3:There is no relationship between Recruitment and Selection Process and Recruiter?

3.3 Purpose of the Study Hypothesis Testing

3.4 Type of Investigation Correlation

3.5 Unit of Analysis Individual

3.6 Extent of research interferences Minimal

3.7 Study Setting Field study Non-contrived

3.8 Time Horizon Cross sectional

3.9 Sampling Design

3.9.1 Population Managers and Head of Departments from different SBUs and Executives from the 12 HR departments

3.9.2 Sampling technique Random Sampling

3.9.3 Sample The researcher will collect data from 50 subordinates in banking organization.

3.9.4 Statistical Tools Researcher have used SPSS package for the purpose of analysis and data presentation 3.9.5 Data collection method The data will be collected through primary and secondary sources.

3.10 Time table

References