PREFACE

MBA is a stepping stone to the management carrier and to develop good manager skills, it is necessary that the theoretical must be supplemented with exposure to real environment. Theoretical knowledge just provides base and it's not sufficient a good manager. That's why practical knowledge is needed. The main objective of project report is familiarization with the necessary theoretical inputs and to gain sufficient practical exposure to establish a distance linkage between the conceptual knowledge acquired at the college and practicing those concepts. This project not only helps the students to utilize his skills properly & learn field realities but also provides a chance to the organization to find out talent among the budding managers in the very beginning. In accordance with the requirement of MBA course I have done my project on the topic Analysis of Recruitment Process in Public organizations. With special reference to Union Bank, SBI Bank . The research is conducted with the information regarding the research project is collected through the Questionnaire filled by the Managers of public organizations.

This project by researcher Which is divided in to five chapters I

chapter of study

include introduction: which consist of details about Recruitment sources &SBI &UBI.

II chapter include objective ,importance and scope of study : consist of the main aims of research & the organization from where data is collected.. III chapter include research methodology : consist of various methods & design used for doing research . IV chapter include Findings & Recommendations : consist of the outcome of research being done & the suggestions sources. V chapter include conclusion & limitations : consist what researcher conclude after doing research & the limitations of researcher while doing research. given to the banks for the improvement of recruitment

ACKNOWLEDGEMENT
A Project work is never the work of a single person. It is a combination of ideas, views and suggestions. The research work is an excellent tool for learning and exploration. Fortunately, I get a chance to gain practical knowledge. In writing the report, I received valuable assistance from a number of person to whom I want to express my gratefulness. First of all, I would like to express my sincere thanks to my Honorable Teacher Miss Rajshree Lecturer of TERI PG College & Neetu Singh (Training & placement in

charge(Lecturer of TERI

PG College, Ghazipur) who supervise & guide for

his most valuable help at all stages of my work. I am also thankful to Mr. Rahul anand singh HOD of MBA without whom it would not have been possible for me to complete my project successfully. Also I would like to thank the Manager of Union Bank & state Bank for their help & co-operation. Above all, the words can be express my feelings to my parents, friends and all those persons who supported me during the project. I would like to thank almighty God for his blessings showered on me during the completion of project report. "I hope that my efforts have proved fruitful."

INTRODUCTION TO RECRUITMENT
MEANING AND DEFINITION OF RECRUITMENT: In simple terms, recruitment is understood as the process of searching for and obtaining applicants for jobs from among whom the right people can be selected. A formal definition of recruitment is: It is the process of finding and attracting capable applicant for employment. The process begins when recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. Though, theoretically, recruitment process is said to end with the receipt of applications, in practice the activity extends to the screening of applications so as to eliminate those who are not qualified for the job. employment and stimulating them to apply for jobs in the organisation. Recruitment is the activity that links the employers and the job seekers. A few defini According to Edwin B. Flippo, Recruitment is the process of searching the candidates for tions of recruitment are: A 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 a pool of applications from which new employees are selected.

It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective

measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process.cruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

Purpose & Importance Of Recruitment

Attract and encourage more and more candidates to apply in the organisation. Create a talent pool of candidates to enable the selection of best candidates for the organisation. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants Determine the present and future requirements of the organisation in conjunction with its personnel planning and job analysis activities. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time.

Meet the organizations legal and social obligations regarding the composition of its workforce.

Begin identifying and preparing potential job applicants who will be appropriate candidates.

Increase organisational and individual effectiveness in the short term and long term.

Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

Recruitment Process
As was stated earlier, recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The process comprises five interrelated stages, viz. (i) planning, (ii) strategy development, (iii) searching, (iv) screening, and (v) evaluation and control. The ideal recruitment programme is the one that attracts a relatively larger number of qualified applicants who will survive the screening process and accept positions with the organisation, when offered. Recruitment programmes can miss the ideal in many ways: by failing to attract an adequate applicant pool, by under/over selling the organisation, or by inadequately screening applicants before they enter the selection process. Thus, to approach the ideal, individuals responsible for the recruitment process must know how many and what types of employees are needed, where and how to look for individuals with the appropriate qualifications and interests, what inducements to use (or avoid) for various types of applicant groups, how to distinguish applicants who are unqualified from those who have a reasonable chance of success, and how to evaluate their work.

Personnel Planning

Job Analysis

Employee Requisition 8

Job Vacancies

Recruitment Planning -Numbers - Types

Searching Activation "Selling" -Message -Media

Applica nt Pool

Screening
Potential Hires

To Selection

Strategy Development - Where - How - When

Applicant Populatio n

Evaluation and Control

RECRUITMENT PLANNING: The first stage in the recruitment process is planning. Planning involves the translation of likely job vacancies and information about the nature of these jobs into a set of objectives or targets that specify the (i) number and (ii) type of applicants to be contacted.

NUMBER OF CONTACTS: Organisations, nearly always, plan to attract more applicants than they will hire. Some of those contacted will be uninterested, unqualified, or both. Each time a recruitment programme is contemplated, one task is to estimate the number of applicants necessary to fill all vacancies with qualified people.

TYPE OF CONTACT: This refers to the people to be informed about job openings. The type of people depends on the tasks and responsibilities involved and the qualifications and experience expected. These details are available through job description and job specification. STRATEGY DEVELOPMENT: Once it is known how many and what type of recruits are required, serious consideration needs to be given to (i) make or buy employees; (ii) technological sophistication of recruitment and selection devices; (iii) Geographic distribution of labour markets comprising job seekers; (iv) Sources of recruitment; and (v) Sequencing the activities in the recruitment process. The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: Posts to be filled Number of persons Duties to be performed Qualifications required

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Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc).

Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making

1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response
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5. Short-listing 6. Arrange interviews 7. Conducting interview and decision making The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

Sources Of Recruitment

Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment. The learners of human resources management may feel that sources and techniques of recruitment are one and the same. But they are different. Sources are those where prospective employees are available like employment exchanges while techniques are those which stimulate the prospective employees to apply for jobs like nomination by employees, advertising, promotion etc. The sources of recruitment are broadly divided into internal sources and external sources.

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SOURCES OF RECRUITMENT

HOW TO LOOK:

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How to look refers to the methods or sources of recruitment. There are several sources and they may be broadly categorised into (i) internal and (ii) external.

Internal Sources Of Recruitment

Internal recruitment seeks applicants for positions from those who are currently employed. Internal sources include present employees, employee referrals, former employees, and former applicants. 1. TRANSFERS The employees are transferred from one department to another According to their efficiency and experience. 2. PROMOTIONS The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. Others are 3 Upgrading and Demotion of present employees according to their performance. 4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such peoplesave time and costs
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of the organisations as the people are already aware of the organisational culture and the policies and procedures. 5. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.

PRESENT EMPLOYEES: Promotions and transfers from among the present employees can be a good source of recruitment. Promotion to higher positions has several advantages. They are--(i) (ii) (iii) (iv) it is good public relations; it builds morale; it encourages competent individuals who are ambitious; it improves the probability of a good selection, since information on the individuals performance is readily available; (v) (vi (vii) it is cheaper than going outside to recruit; those chosen internally are familiar with the organisation; and when carefully planned, promoting from within can also act as a training device for developing middle-level and top-level managers.

FORMER EMPLOYEES:

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Former employees are also an internal source of applicants. Some retired employees may be willing to come back to work on a part-time basis or may recommend someone who would be interested in working for the company. Sometimes, people who have left the company for some reason or the other are willing to come back and work. Individuals who left for other jobs. Might be willing to come back for higher emoluments. An advantage with this source is that the performance of these people is already known.

PREVIOUS APPLICANTS: Although not truly an internal source, those who have previously applied for jobs can be contacted by mail, a quick and inexpensive way to fill an unexpected opening. Although walk-ins are likely to be more suitable for filling unskilled and semi-skilled jobs, applicants to previous jobs can fill some professional openings

EVALUATION OF INTERNAL RECRUITMENT: There are three major advantages of internal recruitment. First, it is less costly than external recruiting. Second, organisations typically have a better knowledge of the internal candidates skills and abilities than the ones acquired through external recruiting. Third, and organisational policy of promoting from within can enhance employees morale, organisational commitment and job satisfaction. There are disadvantage which need to be mentioned. One theory is that the method simply perpetuates the old concept of doing thing --- that creative problem solving may be hindered by the lack of new talents.
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Some organisations complain of unit raiding in which divisions compete for the same people. A third possible disadvantages in that politics probably has a greater impact on internal recruiting and the selection than does external recruiting. Thus, while more job-related information may be known about internal candidates, personnel decisions involving internal candidates are more likely to be affected by the political agenda of the decision makers.

External Sources Of Recruitment

External sources far outnumber the internal methods Specifically, sources external to an organisation are professional or trade associations, advertisements, employment exchanges, college/university/institute placement services, walk-ins and write-ins, consultants,

contractors, displaced persons, radio and television, acquisitions and mergers, and competitors. displaced persons, radio and television, acquisitions and mergers, and competitors.

1. PRESS ADVERTISEMENTS Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach.
These constitute a popular method of seeking recruits as many recruiters prefer advertisement because of their wide reach. WANT ADS describe the benefits, identify the employer, and tell those who are interested and how to apply. Many organizations place what is referred to as a BLIND AD, one in which there is no identification of the organisation.

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2. EDUCATIONAL INSTITUTES Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. 3. PLACEMENT AGENCIES Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. 3. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing)
4. EMPLOYMENT EXCHANGES

Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. have been set up all over the country in deference to the provisions of the Employment Exchanges (Compulsory Notification of Vacancies) Act.1959. The Act applies to all industrial establishments having 25 workers or more each. The major functions of the exchanges are to increase the pool of possible applicants and to do preliminary screening. Thus, employment exchanges act as a link between the employers and the prospective employees. These offices are particularly useful in recruiting BLUE-COLLAR, WHITE COLLAR and technical workers.

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5 .LABOUR CONTRACTORS Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labour for construction jobs. UNSOLICITED APPLICANTS Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organisation.
4.

EMPLOYEE REFERRALS / RECOMMENDATIONS Many organisations have structured system where the current employees of the organisation can refer their friends and relatives for some position in their organisation. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union.

5.

RECRUITMENT AT FACTORY GATE Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies.

9.PROFESSIONAL OR TRADE ASSOCIATIONS: Many associations provide placement services for their members. These services may consist of compiling job seekers lists and providing access to members during regional or
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national conventions. Further, many associations publish or sponsor trade joumals-or magazines for their members. These publications often carry classified advertisements from employers interested in recruitment their members. Professional or trade associations are particularly useful for attracting highly educated. Experienced or skilled personnel. Another advantage of these sources is that recruiters can zero in on specific job seekers, especially for hard-to-fill technical posts. 11.CAMPUS RECRUITMENT: College, Universities research laboratories, sports fields and institutes are fertile group for recruiters, particularly the institutes. Campus recruitment is going global with companies like Hindustan Lever, Citi Bank, HCL, HP, ANZ Grindlays, L&T, Motorola and Reliance looking for recruits in global market. Four reasons can be given to explain this trend. First, changes in the economic front have thrown open new opportunities in the home country. Second quality of life in India has improved considerably. Third it is becoming highly difficult for foreign students to secure work permits in the US. Fourth, sentiment and love for the mother country compels them to return to India. 12.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 pool of potential employees to meet future needs. Walk-ins are preferable as they are free from the hassls associated with other methods of recruitment. Write-ins are those who send written inquiries. Talk-ins are becoming popular nowadays. Job aspirants are required to meet the recruiter (on an appropriated date) for detailed talks.

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13.CONSULTANTS: Consultants are useful inasmuch as they have nation-wide contacts and lend professionalism to the hiring process. They also keep prospective employer and the employee anonymous. But, the cost can be a deterrent factor. 14.CONTRACTORS: Contractors are used to recruit casual workers. 15.DISPLACED PERSONS: Such people are a source of recruitment, not only for the project which caused the displacement, but also for other companies located elsewhere. Rehabilitation of displaced persons is mandated by the government. 16.RADIO AND TELEVISION: Radio and television are used but sparingly, and that too, by government departments only. Radio and television can be used to reach certain types of job applicants such as skilled workers. 17.ACQUISITIONS AND MERGERS: Another method of staffing organisations is a result of the merger or acquisition process. When organisations combine into one, they have to handle a large pool of employees, some of whom may no longer be necessary in the new organisation. Consequently, the new organisation has, in effect, a pool of qualified job applicants (although they are current employees). As a result of the merger or acquisition, however, new jobs may be created as well. 18.COMPETITIORS: Rival firms can be a source of recruitment. 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 organisation only after obtaining a 'no objection certificate from his/her present employer.

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The ethical issue is more significant than the legal one. Should an employee desert the organisation which has given training and offered him/her a job simply because someone else offers you a few hundred rupees more as compensation? Is money everything in life? Have loyalty and commitment lost their relevance?

INTERNAL RECRUITMENT Advantage 1. 2. 3. 4. 5. It is less costly Candidates are already oriented towards organisation Organisations have better knowledge about the internal candidates Enhancement of employee morale and motivation Good performance is rewarded 1. 2. 3. 4. 5. Disadvantage It perpetuates the old concept doing things. It abets raiding. Candidates current work may be affected. Politics play greater role. Morale promoted problem for those not

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EXTERNAL RECRUITMENT Advantages 1. Benefits of new skills, new talents and new experience to organisations 2. 3. Compliance with reservation policy becomes easy Scope for resentment, jealousies and heartburn are avoided 4. Adjustment of new employees to the organisational culture takes longer time. 2. 3. 1. Disadvantage Better morale and motivation associated with internal recruiting is denied to the organisation. It is costly Chances of creeping in false

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Factors Affecting Recruitment

The recruitment function of the organisations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organisation. And the external factors are those factors which cannot be controlled by the organisation. The internal and external forces affecting recruitment function of an organisation are:

FACTORS AFFECTING RECRUITMENT

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Internal Factors Affecting Recruitment

The internal forces i.e. the factors which can be controlled by the organisation are: 1. RECRUITMENT POLICY The recruitment policy of an organisation specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.

FACTORS AFFECTING RECRUITMENT POLICY Personnel policies of the organization and its competitors.

Organizational objectives

Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications.

2.

HUMAN RESOURCE PLANNING Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess.

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3.

SIZE OF THE FIRM The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.

4.

COST Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate.

5.

GROWTH AND EXPANSION Organization will employ or think of employing more personnel if it is expanding its operations.

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External Factors Affecting Recruitment

The external forces are the forces which cannot be controlled by the organisation. The major external forces are:

1. SUPPLY AND DEMAND The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs.

2. LABOUR MARKET Employment conditions in the community where the organization is located willinfluence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants.

3.

IMAGE / GOODWILL Image of the employer can work as a potential constraint for recruitment. An
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organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBAs when many finance companies were coming up.

4.

POLITICAL-SOCIAL- LEGAL ENVIRONMENT Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate cant meet criteria stipulated by the union but union regulations can restrict recruitment sources.

5.

UNEMPLOYMENT RATE One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labour which in turn leads to unemployment.

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6.

COMPETITORS The recruitment policies of the competitors also effect the recruitment function of the organisations. To face the competition, many a times the organisations have to change their recruitment policies according to the policies being followed by the competitors.

Recruitment Policy Of a Company

In todays rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process.

It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed forimplementing recruitment programmes and procedures by filling up vacancies with best qualified people.

COMPONENTS OF THE RECRUITMENT POLICY

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The general recruitment policies and terms of the organisation

Recruitment services of consultants

Recruitment of temporary employees

Unique recruitment situations

The selection process

The job descriptions

The terms and conditions of the employment

A recruitment policy of an organisation should be such that:

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with dignity and respect.

Unbiased policy.

To aid and encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection.

Weightage during selection given to factors that suit organization needs.

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Optimization of manpower at the time of selection process.

Defining the competent authority to approve each selection.

Abides by relevant public policy and legislation on hiring and employment relationship.

Integrates employee needs with the organisational needs.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives

Personnel policies of the organization and its competitors.

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Government policies on reservations.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications.

Recent Trends in Recruitment

The following trends are being seen in recruitment:

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 OUTSOURCING In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organisation by the initial screening of the candidates according to the needs of the organisation and creating a suitable pool of talent for the final selection by the organisation. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organisations for their services.

Advantages of outsourcing are: 1. Company need not plan for human resources much in advance.

2. Value creation, operational flexibility and competitive advantage

3. turning the management's focus to strategic level processes of HRM

4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates.

5. Company can save a lot of its resources and time

POACHING/RAIDING Buying talent (rather than developing it) is the latest mantra being followed by the organisations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the
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organisation might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm.

E-RECRUITMENT Many big organizations use Internet as a source of recruitment. E- recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements.

The buzzword and the latest trends in recruitment is the E-Recruitment. Also known as Online recruitment, it is the use of technology or the web based tools to assist the recruitment process. The tool can be either a job website like naukri.com, the organisations corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job

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vacancies through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements. The internet penetration in India is increasing and has tremendous potential. According to a study by NASSCOM Jobs is among the top reasons why new users will come on to the internet, besides e-mail. There are more than 18 million resumes floating online across the world.

The two kinds of e- recruitment that an organisation can use is Job portals i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organisation. Creating a complete online recruitment/application section in the companies own website. - Companies have added an application system to its website, where the passive job seekers can submit their resumes into the database of the organisation for consideration in future, as and when the roles become available.

Resume Scanners: Resume scanner is one major benefit provided by the job portals to the organisations. It enables the employees to screen and filter the resumes through pre-defined criterias and requirements (skills, qualifications, experience, payroll etc.) of the job.

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Job sites provide a 24*7 access to the database of the resumes to the employees facilitating the just-in-time hiring by the organisations. Also, the jobs can be posted on the site almost immediately and is also cheaper than advertising in the employment newspapers. Sometimes companies can get valuable references through the passers-by applicants. Online recruitment helps the organisations to automate the recruitment process, save their time and costs on recruitments.

Online recruitment techniques

Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage.

E-recruitment should be incorporated into the overall recruitment strategy of the organisation.

A well defined and structured applicant tracking system should be integrated and the system should have a back-end support.

Along with the back-office support a comprehensive website to receive and process job applications (through direct or online advertising) should be developed.

Therefore, to conclude, it can be said that e-recruitment is the Evolving face of recruitment.

Advantages of recruitment are:

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Low cost.

No intermediaries

Reduction in time for recruitment.

Recruitment of right type of people.

Efficiency of recruitment process.

RECRUITMENT TREND IN PUBLIC SECTOR BANKS

Many employment opportunities have opened in the banking sector due to branch expansion by various lenders, business growth and aggressive marketing, says director of Institute of Banking Personnel Selection, M. Balachandran. He adds that recruitment would fill up the gap created by the large scale of superannuation in many banks.

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Banks have also started activities like distributing insurance policies, mutual fund schemes and other financial products to increase fee-based income, according to a report by The Economic Times. This has led for the need to recruit specialised manpower in the sector.

Many banks like the United Bank of India (UBI) and the Indian Bank have already put up advertisements for recruitment. UBI is hiring 900 probationary officers and 500 clerks, as well as 100 specialised officers across various departments, while Indian Bank is planning to hire 700 clerks. Hyderabad-based Andhra Bank is looking to recruit 550 clerks, 295 probationary officers and 150 officers in other categories.

However, other sectors like information technology and textile are conducting layoffs. According to government data, over 100,000 people have lost their jobs in the export sector due to the economic downturn. "A sample survey conducted by the Department of Commerce for 402 exporting units spread over 17 different sectors, primarily employment oriented, revealed job loss (both direct and indirect) to the tune of 1,09,513 persons during the period August 2008 to mid-January," said the Minister of State for Commerce and Industry, Jairam Ramesh.

Recruitment Strategies
Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organisation depends on the effectiveness of its recruitment function. Organisations have developed and follow recruitment strategies to hire the best talent for their

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organisation and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organisation.

For formulating an effective and successful recruitment strategy, the strategy should cover the following elements:

1.

Identifying and prioritizing jobs Requirements keep arising at various levels in every organisation; it is almost a neverending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

2.

Candidates to target The recruitment process can be effective only if the organisation completely understands the requirements of the type of candidates that are required and will be beneficial for the organisation. This covers the following parameters as well:

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Performance level required: Different strategies are required for focusing on hiring high performers and average performers.

Experience level required: the strategy should be clear as to what is the experience level required by the organisation. The candidates experience can range from being a fresher to experienced senior professionals.

Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.

3.

Sources of recruitment The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions. Employee referral is one of the most effective sources of recruitment.

4.

Trained recruiters The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing and selecting a candidate.
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5.

How to evaluate the candidates The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.

HR Challenges In Recruitment Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organisation, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organisation. The HR professionals handling the recruitment function of the organisation- are constantly facing new challenges. The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organisation.

In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. In an already saturated job market, where the practices like poaching and raiding are gaining momentum, HR professionals are constantly facing new challenges in one of their most important function- recruitment. They have to face and conquer various challenges to find the best candidates for their organisations.

The major challenges faced by the HR in recruitment are:

41

Adaptability to globalization The HR professionals are expected and required to keep in tune with the changing times, i.e. the changes taking place across the globe. HR should maintain the timeliness of the process

Lack of motivation Recruitment is considered to be a thankless job. Even if the organisation is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers.

Process analysis The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective.

Strategic prioritization The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals.

Forms Of Recruitment
The organisations differ in terms of their size, business, processes and practices. A few decisions by the recruitment professionals can affect the productivity and efficiency of the organisation. Organisations adopt different forms of recruitment practices according to the
42

specific needs of the organisation. The organisations can choose from the centralized or decentralized forms of recruitment, explained below: CENTRALIZED RECRUITMENT

The recruitment practices of an organisation are centralized when the HR / recruitment department at the head office performs all functions of recruitment. Recruitment decisions for all the business verticals and departments of an organisation are carriedout by the one central HR (or recruitment) department. Centralized from of recruitment is commonly seen in government organisations.

Benefits of the centralized form of recruitment are:

Reduces administration costs

Better utilization of specialists

Uniformity in recruitment

Interchangeability of staff

Reduces favoritism

Every department sends requisitions for recruitment to their central office

DECENTRALIZED RECRUITMENT Decentralized recruitment practices are most commonly seen in the case of conglomerates operating in different and diverse business areas.
43

With diverse and geographically spread business areas and offices, it becomes important to understand the needs of each department and frame the recruitment policies and procedures accordingly. Each department carries out its own recruitment. Choice between the two will depend upon management philosophy and needs of particular organization. In some cases combination of both is used. Lower level staffs as well as top level executives are recruited in a decentralized manner.

Equal Employment Opportunity Equal opportunity employment refers to the approach of the employers to ensure the practice of being fair and impartial in the employment process. *The term "Equal Opportunity Employment" was first given by President Lyndon B. Johnson when he signed Executive Order 11246 which was created to prohibit federal contractors from discriminating against employees on the basis of race, sex, creed, religion, color, or national origin*. The scope of the order also covered the discrimination on the basis of the minority status.

Discrimination in employment Discrimination refers to the any kind of prejudice, biasness or favoritism on the basis of

disability race age sex sexuality pregnancy

44

Marital status

in employment. No person should be treated less favourably than any other on the basis of the specified issues above. Many countries (like SA) have already implemented Equal Opportunity Act, making it against the law to treat anybody unfairly.

Diversity in workforce With the globalization and the increasing size of the organisations, the diversity in the workforce is increasing i.e. people from diverse backgrounds, educational background, age groups, race, gender, abilities etc come together to work for one organisation and common objectives. Therefore, it is the responsibility of the employer to create an equality-based and discrimination-free working environment and practices.

Equal opportunity means treating people equally and fairly irrespective of their race, religion, sex, age, disability etc. Giving women an equal treatment and access to opportunities at the workplace. Any employee should be ill-treated or harassed by the employer or other employees.

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INTRODUCTION TO STATE BANK OF INDIA

State Bank of India is India's largest bank amongst all public and private sector banks operating in India. State Bank of India owns and operates the following subsidiaries and Joint Ventures-

State Bank of India administrative structure is well equipped to oversee the large network of branches in India and abroad. The State Bank of India 14 Local Head Offices and 57 Zonal Offices are located at important cities spread throughout the country. State Bank of India has 52 foreign offices in 34 countries across the globe. The Corporate Accounts Group is a Strategic Business Unit of the Bank set up exclusively to fulfill the specialized banking needs of top corporates in the country.

State Bank of India (SBI) The evolution of State Bank of India can be traced back to the first decade of the 19th century. It began with the establishment of the Bank of Calcutta in Calcutta, on 2 June 1806. The bank was redesigned as the Bank of Bengal, three years later, on 2 January 1809. It was the first ever joint-stock bank of the British India, established under the sponsorship of the
46

Government of Bengal. Subsequently, the Bank of Bombay (established on 15 April 1840) and the Bank of Madras (established on 1 July 1843) followed the Bank of Bengal. These three banks dominated the modern banking scenario in India, until when they were amalgamated to form the Imperial Bank of India, on 27 January 1921.

An important turning point in the history of State Bank of India is the launch of the first Five Year Plan of independent India, in 1951. The Plan aimed at serving the Indian economy in general and the rural sector of the country, in particular. Until the Plan, the commercial banks of the country, including the Imperial Bank of India, confined their services to the urban sector. Moreover, they were not equipped to respond to the growing needs of the economic revival taking shape in the rural areas of the country. Therefore, in order to serve the economy as a whole and rural sector in particular, the All India Rural Credit Survey Committee recommended the formation of a state-partnered and state-sponsored bank.

The All India Rural Credit Survey Committee proposed the take over of the Imperial Bank of India, and integrating with it, the former state-owned or state-associate banks. Subsequently, an Act was passed in the Parliament of India in May 1955. As a result, the State Bank of India (SBI) was established on 1 July 1955. This resulted in making the State Bank of India more powerful, because as much as a quarter of the resources of the Indian banking system were controlled directly by the State. Later on, the State Bank of India (Subsidiary Banks) Act was passed in 1959. The Act enabled the State Bank of India to make the eight former Stateassociated banks as its subsidiaries.

The State Bank of India emerged as a pacesetter, with its operations carried out by the 480
47

offices comprising branches, sub offices and three Local Head Offices, inherited from the Imperial Bank. Instead of serving as mere repositories of the community's savings and lending to creditworthy parties, the State Bank of India catered to the needs of the customers, by banking purposefully. The bank served the heterogeneous financial needs of the planned economic development.

Branches The corporate center of SBI is located in Mumbai. In order to cater to different functions, there are several other establishments in and outside Mumbai, apart from the corporate center. The bank boasts of having as many as 14 local head offices and 57 Zonal Offices, located at major cities throughout India. It is recorded that SBI has about 10000 branches, well networked to cater to its customers throughout India.

ATM Services SBI provides easy access to money to its customers through more than 8500 ATMs in India. The Bank also facilitates the free transaction of money at the ATMs of State Bank Group, which includes the ATMs of State Bank of India as well as the Associate Banks State Bank of Bikaner & Jaipur, State Bank of Hyderabad, State Bank of Indore, etc. You may also transact money through SBI Commercial and International Bank Ltd by using the State Bank ATM-cum-Debit (Cash Plus) card.

Subsidiaries The State Bank Group includes a network of eight banking subsidiaries and several nonbanking subsidiaries. Through the establishments, it offers various services including
48

merchant banking services, fund management, factoring services, primary dealership in government securities, credit cards and insurance.

The eight banking subsidiaries are:

State Bank of Bikaner and Jaipur (SBBJ) State Bank of Hyderabad (SBH) State Bank of India (SBI) State Bank of Indore (SBIR) State Bank of Mysore (SBM) State Bank of Patiala (SBP) State Bank of Saurashtra (SBS) State Bank of Travancore (SBT)

The main activities of are into

Personal Banking. NRI Services. Agriculture. International. Corporate. SME. Domestic Treasury.

49

State Bank of India offers the following services to its customers

Domestic Treasury. SBI Vishwa Yatra Foreign Travel Card. Broking Services. Revised Service Charge. ATM Services. Internet Banking. E-Pay. E-Rail. RBIEFT. Safe Deposit Lockers. Gift Cheques. MICR Codes. Foreign Inward Remittances.

Moreover, State Bank of India has Colleges/Institutes/Training Centers that are the seats of learning and research and development. It caters not only to the employees of State Bank of India but also other banks/establishments in India and abroad.

Performance: SBI Bank India had Total Income of Rs 68376.83 crore for the financial year 2006 -07. State Bank of India has posted Net Income to the tune of Rs 6364.38 crore or the financial year 2006 -07.

Organization: State Bank of India is headed by Mr. Shri O. P. Bhatt, Chairman.

50

INTRODUCTION TO UNION BANK OF INDIA Union Bank of India Union Bank of India (UBI) is one of India's largest state-run banks and is also listed on the Forbes 2000. It has assets of USD 13.45 billion. Because of its acronym UBI, the public sometimes confuses it with United Bank of India. [edit] History

1919 UBI was registered on November 11, 1919 as a limited company in Mumbai. It was inaugurated by Mahatma Gandhi.

1947 UBI had only 4 branches - 3 in Mumbai and 1 in Saurashtra, all concentrated in key trade centres.

1975 The Government nationalized UBI. After nationalization, UBI merged in Belgaum Bank, a private sector bank established in 1930.

1985 UBI merged in Miraj State Bank, established in 1929. 1999 UBI acquired Sikkim Bank in a rescue at the request of the Reserve Bank of India after the discovery of extensive irregularities at the non-scheduled bank. Sikkim Bank had eight branches located in the North-east, which was attractive to UBI.

vde

Banking in India

51

Central bank Reserve Bank of India Allahabad Bank Andhra Bank Bank of Baroda Bank of India Bank of Maharashtra Canara Bank Central Bank of India Corporation Bank Dena Nationalized Bank Indian Bank Indian Overseas Bank Oriental Bank of Commerce banks Punjab & Sind Bank Punjab National Bank Syndicate Bank Union Bank of India United Bank of India UCO Bank Vijaya Bank IDBI Bank State Bank of India State Bank of Bikaner & Jaipur State Bank of Hyderabad State Bank State Bank of Indore State Bank of Mysore State Bank of Patiala State Bank Group of Saurashtra State Bank of Travancore Axis Bank Bank of Rajasthan Bharat Overseas Bank Catholic Syrian Bank Centurion Bank of Punjab City Union Bank Development Credit Bank Dhanalakshmi Bank Federal Bank Ganesh Bank of Kurundwad HDFC Private banks Bank ICICI Bank IndusInd Bank ING Vysya Bank Jammu & Kashmir Bank Karnataka Bank Limited Karur Vysya Bank Kotak Mahindra Bank Lakshmi Vilas Bank Nainital Bank Ratnakar Bank SBI Commercial and International Bank South Indian Bank Tamil Nadu Mercantile Bank Amazing Mercantile Bank YES Bank Foreign banks Regional ABN AMRO Barclays Bank Citibank India HSBC Standard Chartered Deutsche Bank Royal Bank of Scotland South Malabar Gramin Bank North Malabar Gramin Bank Pragathi Gramin

Rural banks Bank Shreyas Gramin Bank Financial Real Time Gross Settlement(RTGS) National Electronic Fund Transfer
52

(NEFT) Structured Financial Messaging System (SFMS) CashTree Cashnet Services Automated Teller Machine (ATM)

OBJECTIVE OF THE STUDY Recruitment is the process of finding and attracting capable applicants for employment. It increases the pool of candidates at minimum cost and it help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. There has some positive and negative aspect of recruitment

process and some internal and external factors also influencing recruitment. The main Objective of this Study: 1. To study the recruitment sources in public organizations.

53

2.

To know the satisfaction level of employees regarding recruitment process being followed by the organization.

3. To find out the method used by the organization regarding 4. 5. To know source mostly followed by organization for recruitment.

recruitment.

To find is recruitment process is motivating the employee in organization.

RESEARCH METHODOLOGY:Research methodology is a way to systematically solve the problem. It may be understood as a science of studying how research is done scientifically. When we talk of research methodology we not only talk of research methodology but also consider the logic behind the methods, that we are using and explain why we are using a particular technique and not other. Research means search for knowledge. It is a perquisite for a dynamic organization. Precisely research is a more systematic activity directed towards the discovery and development of organized body of knowledge.

Definitions of research:

54

According to Redman and Mary: Systemized effort to gain new knowledge

According to D. Slesinger & M.Stephenson The manipulation of things ,concepts or Symbols for the purpose of generalizing to extend correct or verify Knowledge ,whether that Knowledge ,whether that knowledge adds in construction of theory or in the practice of art

In short ,the search

for knowledge through objective and systematic method of

finding Solution to a problem is research.

Formulating of hypothesis ,collecting the facts or data ,analyzing the facts and reaching certain Conclusions either in the form of solutions towards the concern problem or in certain generalizations for some theoretical formulation .

Research methods may be understood as all those methods techniques that are used for conduction of research/ Research methods or techniques. This refer to the methods the researches One in performing research operations. In other words all those methods which are used by the researcher during the course of studing his research problem are termed as research methods. Research methodology is a way to systematically solve the research problem. It may be understood as a Science of studying how research is done scientifically. In it study the various steps that are generally adopted by a researcher in studying his research problem along with the topic behind them.

55

It is necessary for the researcher to know not only the research methods/techniques but also to methodology.

CLASSIFICATION OF RESEARCH METHODOLOGY

There are two types of research: Exploratory Research Conclusive Research Exploratory research seeks to discover new relationship, while conclusive research is designed to help executive choose among various possible courses of action that is to make decisions. These two general types of research can be sub divided as follows: Exploratory Research: (a) (b) (c) Search for secondary data Survey of knowledgeable employee Case Study

(1)

(2)

Conclusive Research: (a) Descriptive Research (i) (ii) Case Study Statistical Study

56

Experimentation Exploratory research seeks to discover new relationship, while conclusive research is designed to help executive choose among various possible courses of action-that is to make decisions, too little is known, hover, about employees reaction to company manager. On many specific situation. As a result exploratory research is carried out to find hypotheses to product practices that can be changed profitable.

Conclusive research studies can be classified as either descriptive or experimental descriptive studies. As their name implies are designed to describe something.

Descriptive studies differ from exploratory studies are characterized by flexible while descriptive studies attempt to obtain complete and accurate description of situation. Formal design is required to ensure that the description covers all phases desired; Precise statement of the problem indicates what information is required.

The study must than be designed to provide for the collection of this information unless the study design provides specified method for selecting sources of information and collecting data from these sources. The information obtained may be in accurate experiments are much more effective than observation method.

57

A. Research Design A research design is the arrangement of the condition for collecting and analysis of data in a manner that aim to combine relevance to the research purpose with economy in process or that is to save the time and cost. Descriptive research was carried out which was experimental in design. It was necessitated, as it was required to get in depth inside into employees satisfaction level towards the Public organitions. Information gathered was based on the reply of respondents to structured questionnaire

According to kerlinger: Research design is the plan structure and strategy of investigation conceived
so as to obtain ansrs to research questions and to control variance:.

According to green and full:-A research design is the specification of methods and procedures for
acquiring the information needed. It is overall operational pattern or frame work of the project that stipulates what information is to be collected from which by what procedure.

NEED FOR RESEARCH DESIGN

Research Design is needed because it facilitates the smooth sailing of the various research operations there by making research as efficient as possible yielding maximum information with minimum expenditure to effect, time and money. need a research design/plan in advance of data collection and analysis for our research project. Research design stands for advance planning of the methods for collecting the

58

relevant data and techniques to be used in there analysis, keeping in view the objective of research and the availability of staff time and money. The research design must make enough provision for protection against base and must maximize reliability, with due concern for economical completion of the research study. The design is such studies, must be rigid and not flexible and must focus attention on the following:(i) (ii) (iii) (iv) (v) (vi) . Formulating the objective of the study Design the methods of data collection Selecting the sample Collecting the data Processing and analyzing of the data Report the findings The data collected must be processed and analyzed. This includes steps like coding the interview replies, observation etc. Last of all comes the question of report the findings. The layout of the report needs to be ll planned so that all things, relating to research study may be ll presented in simple and effective style. Thus the research design, in case of descriptive/diagnostic studies is a comparative design. Hover it must ensure the minimization of basis and maximization of reliability of the evidence collected. The said design can be appropriately referred to as a survey design since it, takes into account all the steps involved in the survey.

59

Concerning a phenomenon to be studies Research Design All over Design Descriptive/ Diagnostic Design must make enough provision for protection against base and must maximize reliability.

(i)

Sampling Design

Probability Sampling Design (Random Sampling)

(ii)

Statistical Design Preplanned design for analysis

(iii)

Observation Designing Structured or ll thought out instruments For collecting the date Advance decisions about operation

(iv)

Operational Designing

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Methodology that was adopted to carry out for calculating satisfaction level was a questionnaire containing 11 questions (a copy of which is enclosed at the back of the report.)

Scope of the Study: The scope of my study is limited to the Recruitment process and Recruitment sources and

the Employees recruited in the UBI & SBI Bank according to these sources.

Area of the Study: The area covered under this study is in Ghazipur. To undertake the study I have communicated to the Managers of the both public organization by using the method of structured Questinnaire.

B. Data Collection

Data Collection Methods

The task of data collection begins after the research problem has been defined and research begins chalked out. While deciding about the method of data collection to be used the researcher should keep in mind two types of data i.e. primary and secondary data.

The researcher has used both primary and secondry data which are as follows.

61

Primary Data: Primary Data are those which are collected a fresh and far the first time, and thus happens to be original in character. Primary data was done by gathering the information through structural questionnaire, of the both bank's managers . view points of public organisations managers about the various recruitment sources helps in the completion of the project. Secondary Data: Secondary data on the other hand are those which are collected by someone which have been passed through statistical process. Brochures, journals, magazines, and internet of information provided let many inputs for the successful completion of project.

Data Collection Instruments Instruments used to collect the data were:1. Structured Questionnaire
2.

Sampling Unit

SBI &UBI

QUESTIONNAIRE The questionnaire is a list of questions to be asked from the respondent. It also contains a suitable space where the ansrs can be recorded.

62

The term questionnaire usually refers to a self-administrated process where by the respondent himself reads the question and records his ansrs without the assistance of an intervier. This is a narrow definition of a questionnaire.

A questionnaire is a method of obtaining specific information about a definite problem so that the data. After analysis and interpretation, results in better appreciation of the problem. A questionnaire form, which has to be completed by an intervier is often referred as schedule.

ADVANTAGES OF QUESTIONNAIRE METHOD (i) Versatility- Probably the greatest advantage of the questioning method is its versatility almost every problem of marketing research can be approached from the questionnaire method. (Stand point). Every marketing. Problem involves peoples. Therefore ideas relative to the problem and its solution can be obtained by asking these people about the problem. Many problems can be studied only by questioning. Knowledge, Opinions, motivations and intentions are usually not open to observation. All this does not mean that the questionnaire method can be used satisfactory to solve all marketing problems. It can be used, hover to get some data relative to most problem.

(2) Speed and cost: - Questioning is usually faster and cheaper than observing. Interviers have more control over their data gathering activities than do observers. As a result les time is typically wasted in a questionnaire method. (i) It can ensure anonymity and gives freedom to the respondents to express their views. (ii) It exerts lesser pressure on the respondent for immediate response.
63

(iii) It is an impersonal techniques and does not cal for any special skill or training on the part of the field investigators.

FINDINGS 1. It was found that Human Resource planning exercise done before starting of recruitment activities Because through HRP qualitative employees should be recruited. 2 Public organizations always done recruitment through formal recruitment process. because organisation always follows the formal process of recruitment.

3. The Public organizations preferred present employees. for

recruitment because

Organizations have better knowledge about the internal candidates .

4. Public organization preferred advertisment as external source because of their wide reach want ads describe the benefits, identify the employer & tell those who are interested and how to apply . . 5.The quality of selected candidates through recruitment procedure is good . 6. The satisfaction level with quantity of applicants after recruitement is satisfied. 7. The percentage rate of selected candidates are more than 75% - 50%in both public banks from recruited batch. 8. The percentage rate of leaving candidates in public bank in 1 year as recruitment is Less then 25%.
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9. The satisfaction level of employees about recruitment in organization is satisfactory because process of recruitment is good ,through advertisement employees can get better knowledge about the job. 10. Regarding the satisfaction with the benifits organisation have received in comparison of cost paid in recruitment methods is satisfied because loyalty can be gain through internal source. 11 At last it has been found that sometimes recruitment process is motivating employees in organization because it enhance the moral

65

SUGGESTIONS 1. There must be More use of internal sources for recruitment of employee in public organizations. 2. 3. All external sources should be preferred by both public organizations. Public organization must do more work on recruitment process for motivating and satisfied their employees. 4. 5. Public organization should increase the ratio of recruited employees. The public organizations should try to decrease the leaving rate of employees to give them better job satisfaction and job security also.

66

CONCLUSION 1. Both public organizations are equally used both external and internal sources

for recruitment. 2. The public sectors employees are more satisfied with the recruitment process because it is free from biasnes. 4. Both Public organization is comparatively good in their recruited area.

5. Both public banks provide equal employment Opportunity which help to realize and respect the actual worth of the individual on the basis of his knowledge, skills, abilities and merit. 6. To give fair access to the people of all development opportunities 7 To create a fair organisation, industry and society. 8.To encourage and give disadvantaged or disabled people a fair chance to grow with the society

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SUMMARY

The recruitment process plays an important role in providing an opportunity to the people to excel his potentiality and efficiency . it has been follow every public organizations to collect a pool of applicants from which new employees are selected. This research report also tries to get insight into the public organization to know human resource planing is done in organization before the recruitment for determining future recruitment level , to forcaste future skill requirment to serve as a barrier for training programme , to calculate the manpower cost . Another objective of the report is to analyze that the employees were satisfied regarding the recruitment process being followed by the organization for this researcher adopted the study and research on the recruitment process of SBI & UBI. The data were collected from secondary as well as primary sources and structured questionnaire was used to collect the primary data & secondary data is from book , journals, and internet.

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LIMITATIONS

1.
2. 3.

Researcher is only on indicator and cannot solve the problem. Research is limited to SBI& UBI Bank of Ghazipur only.. The findings of research studies are of little or no Values Unless they are translated in to Practices.

4.

Researcher cannot get wide information during Research in both public BANK.

QUESTIONNAIRE

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You are requested to answer this questionnaire is the part of research process & the information provide would be work for academic purpose only. Name Position 1. : : .......................................... .......................................... Sex : Male/Female

Que: Are human resource planing done before starting of recruitment activities? Yes No

2.

Que: Is your recruitment is done through formal recruitment process ?

Always Sometimes Never

3.

Que: Which internal sources you prefer for recruitment ?

Present Employees Employee Referrals Former Employees Previous Applications

4.

Que. Which external sources prefer for recruitment in your organizations?

Advertisements

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Employment exchanges Campus recruitment Consultants

5.

Que:

What is the quality of selected candidates through recruitment procedure ?

Excellent Good Average Poor 6. Que: What is the Satisfaction level with quantity of applicant after recruitment ? Highly satisfied satisfied less than 25%

7. Que: what is the Percentage rate of selected candidates from recruitment batch ? 100% ---------------------- 75% 75% ------------------------ 50% 50% ------------------------ 25% Less than 25%

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8.

Que: what is the Percentage rate of leaving employee in 1 year of recruitment ? 100% ---------------------- 75% 75% ------------------------ 50% 50% ------------------------ 25% Less than 25%

9.

Que:

what is the satisfaction

level of employees

about

recruitment

in

your

organisation? Not at all satisfactory less satisfactory very satisfactory satisfactory 10. Que: Are you satisfied with the benefits received in comparison of cost paid in recruitment methods? yes no 11. Que: Is recruitment process motivating employee in your orgnisation? Always sometimes
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Never

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BIBLIOGRAPHY
Ashwathapa k, organization Behaviour, Himalya Publishing House. Subba Rao P, Human resources Management and industrial relation. Diwedi R.S., Human Relation & Organisational Behaviour, Mac Millian India Ltd. Kothari C.R., Business Research Methodology. WWW. google.com

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