SUMMER TRAINING PROJECT REPORTON

RECRUITMENT AND SELECTION POLICY

AT

BHARAT SANCHAR NIGAM LIMITED

Submitted to Mahamaya Technical University, Noida for the partial fulfillment of the requirement for the award of the degree of Master of Business Administration.

Under the guidance of :- Submitted By:-

Mr. YATENDRA SINGH Name- DANISH KHAN

Roll No-1027870005

MBA III Sem

ARYAN INSTITUTE OF MANAGEMENT & COMPUTER STUDIES

AGRA (U.P.)

Code- 278

EX ECUT IVE SU MMAR Y

India is one of the growing economies among all the World. It is growing at the

average growth rate about 8-8.5% in different sectors of the economy, In Particular Service

Sectors and manufacturing sectors, the growth rate registered service sectors between

2007-2010 was about 35- 45%.

BSNL was established in year 2000. BSNL is world’s 7th largest Telecommunication

Company in the World. Which provides a Comprehensive range of Telecomm Service in

India? This project attempt to understand the Recruitment and Selection

procedure/practices of BSNL Organizational Efficiency depends upon the kind of

people working for the Organization. According to FLIPPO, “Recruitment is the

Process of Searching for Prospective Employees and Stimulating and encouraging them to

apply for jobs in an Organization”.

Selection means, It is a process of Choosing the Most Suitable Person out of all the

Applicants. In this Process, Relevant Information about Applicants is collected through a

Series of Steps so as to evaluate their Suitability for the job to be filled.

In short, we can say that “ Right People at Right Place and Right Time for Right work

is required.”

This project is an attempt to understand Recruitment and Selection process of BSNL for

the purpose of Data collection; Organizational records and for Continuous Improvement.

Personal Interviews of all t h e Concerned persons Responsible for Recruitment and

Selection was conducted. Primary data was used as well for the purpose of data collection

and analysis.

On the basis of collected data conclusion was done at certain points have been

recommended which is present in the conclusion and recommendation part is

respectively. As a part of the curriculum of our MBA, I have undergone through our final

project in BSNL.

This project work provides me an Opportunity to understand the Company’s

Recruitment policy and its necessary requirements etc.

I analyze various detriments affecting recruitment process adopted by the

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company ,discover sources of manpower to meet the requirement of the staffing schedule

and to employ them attracting that manpower in adequate numbers facilities effective

selection for right kind of jobs.

Therefore I have chosen this topic to Evaluate whether recruitment is actually

necessary for the Organization and if so then up to what extent.

CERTIFICATE

This is to certify that summer training project report entitled “RECRUITMENT AND SELECTION POLICY OF BSNL” submitted By

DANISH KHAN is an independent original research work done by him/her under my supervision and guidance.

Place: …………………………….      S.D.E (BSNL)

Date: ……………………………...           ASHOK VERMA

(TAR GHAR BSNL AGRA) 

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Acknowledgement

My sincere gratitude to Mr. YATENDRA SINGH, H.R person, tar ghar Agra,

who gave necessary directions on doing this project to the best of my abilities.

I am highly indebted to Mr. ASHOK VERMA, S.D.E (sub division engineer),

who provided me with the necessary information and also for the support

extended out to me in the completion of this report and his valuable

suggestion and comments on bringing out this report in the best way possible.

Later on I would like to thanks MR.GOVIND NARAYAN and other faculty

members who taught me that how to do project through appropriate tools and

techniques.

Signature

DANISH KHAN

DECLERATION

I Danish khan This project report is my original work and has not been

submitted in any form as a part of any other project.

Information derived from the published and unpublished work of other has

been acknowledgement in the bibliography.

DANISH KHAN

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CONTENT

CHAPTER 1 ……….. An overview of Indian telecom industry

CHAPTER 2 ……….. An introduction of BSNL

CHAPTER 3……….. Project profile

Recruitment and selection policy

CHAPTER 4………. Research methodology

CHAPTER 5 ……… Data analysis and interpretation

CHAPTER 6……… Findings

CHAPTER 7……….Suggestions and conclusion

Appendices

Questionnaire

Bibliography

CHAPTER-1

INDUSTRY PROFILE

TELECOM INDUSTRY

INDUSTRY PROFILE

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Telecom industry in India has a big market potentiality and is a fast growing sector.

Government of India is eager to reconstitute this telecom industry by enacting effective

policies for more investments from foreign companies, which results in a very

competitive and deregulated market in the world.

Policies of telecom industry in India

Government of India implemented the unified access licensing regime, which enables basic

and cellular mobile service to use any modern technology. In 1997, Telecom Regulatory

Authority of India (TRAI) was formed to facilitate the growth of the telecom sector in India.

Major services and market potentiality of Telecom industry in India

Telecommunication sector in India is primarily subdivided into two segments, which are

Fixed Service Provider (FSPs) and Cellular Services. Telecom industry in India constitutes

some essential telecom services like telephone, radio, television and Internet. Telecom

industry in India is specifically emphasizing on latest technologies like GSM( Global System

for Mobile Communications), CDMA(Code Division Multiple Access), PMRTS(Public

Mobile Radio Trunking Services), Fixed Line and WLL(Wireless Local Loop ). India has a

prospering market specifically in GSM mobile service and the number of subscribers is

growing very fast.

Economic perspective of telecom industry in India

Telecom industry in India has a major role in Indian economy. The Indian government is also

enforcing some effective telecom policies and regulations for the infrastructural growth of

this industry. Indian telecom market provides a tele-density of 8.5 percent as registered in the

year 2004. A number of leading multinational telecommunication companies are approaching

and showing their interest to invest for the telecom industry in India. Telecommunication

industry of India ranked sixth among all the telecommunication sectors in the world. In the

year 2004, the total number of telephone subscriptions were US$93.2.

Leading telecommunication service providers of telecom industry in India

Bharat Sanchar Nigam Limited, Mahanagar Telephone Nigam Limited (MTNL), Videsh

Sanchar Nigam Limited (VSNL), Bharti Airtel, Tata Teleservices, SIFY Ltd. are the major

telecommunications service providers in India.

Telecommunication

The Indian telecommunication network is the third largest in the world and the second largest

among the emerging economies of Asia. The Indian telecommunication sector has continued

to record noteworthy success throughout the year and has emerged as one of the key sectors

that have been accountable for resurgent growth of the Indian economy. The rapid growth of

the sector has been coupled with proactive polices and decisions taken by the Indian

Government and dynamic involvement of the private sector. The liberal policies in the

telecommunication sector have facilitated easy access to telecom companies and a fair

regulatory framework offers services to the Indian consumers at affordable prices

Market size

Over 20.2 million new subscribers were added in the month of February, thereby raising the

total mobile phone subscription in the country to 791.38 million.

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Moreover, the statistics for February state that the rate of growth (2.82 per cent) in the

number of rural mobile phone subscribers surpassed than those of the urban areas (2.52 per

cent) across the country. The broadband subscription in February, 2011 was 11.47 million as

compared to 11.21 million in January, 2011.

The Indian telecom sector is largely dominated by private operators that control a share of

87.9 per cent share of the entire sector. Among the top players in the telecom sector, Bharti

Airtel owns the largest share at 20.09 per cent, followed by Reliance (16.7 per cent),

Vodafone (16.54 per cent), state-owned BSNL (11.41 per cent), Tata (11.08 per cent) and

Idea (10.97 per cent). Vodafone has recorded the fastest growth rate in the month of

February, at 17.61 per cent in its subscription base. Reliance (16.36 per cent), Bharti (15.85

per cent), Idea (12.43 per cent), Aircel (8.26 per cent) and Tata (7.93 per cent) have also

recorded decent growth rate figures for the month of February, 2011, according to Telecom

Regulatory Authority of India (TRAI) database.

As per statistics, the total number of mobile phone base in the country will rise to 900 million

by the end of 2012 and it is further expected that this figure will steadily rise to 1.25 billion

by 2015. It has also been projected that the users for the broadband base are going to reach

100 million mark by 2014, particularly after the telecom companies roll out their 3G services

as per the research study conducted by Crisil.

Indian Telecommunication - Major Investments

telecom managed services globally have been growing at a rate of 14 per cent on an yearly

basis, with revenues aggregating up to US$ 190 billion, while in India, the growth rate of the

telecom managed services is 19 per cent per year with revenues pegged at US$ 8-9 billion as

stated by Arpita Pal Agrawal, Executive Director – Telecom KPMG at the 3rd International

conference organised by Bharat Exhibitions on Managed Services.

Companies outside the telecom sector have shown interest in the sector investment and the

Pharma company, Piramal Healthcare has decided to buy a 5.5 per cent stake in Vodafone's

India unit for Rs 2,856 crore (US$ 640 million). With this deal, Vodafone has allotted over

26 per cent of the company shares to Indian investors in accordance to the foreign direct

investment (FDI) guidelines for the telecom sector.

Nokia, a US$ 12.7 billion telecom company intends to set up the company’s largest

manufacturing hub in Asia, overtaking the China facility centre. “As of now, the China

centre has a larger infrastructure than the Chennai centre, but going by the plans here,

Chennai could possibly be the biggest in a year or so”, said Herbert Merz, Global Head of

operations and Executive Board Member, Nokia Siemens Networks, a US$ 12.7 billion

telecom infrastructure manufacturer.

Indian Telecommunication - Policy Initiatives

In view of the widespread ramifications of the Indian economy, the government recognizes

the significance of a comprehensive and forward looking telecommunications policy that

assists in building a performance oriented framework for the development of the Indian

telecom industry.

The main features of the New Telecom Policy 1999 include:

Strengthening of Regulator.

National long distance services opened to private operators.

International Long Distance Services opened to private sectors.

Private telecom operators licensed on a revenue sharing basis, plus a one-time entry

fee. Resolution of problems of existing operators envisaged.

Direct interconnectivity and sharing of network with other telecom operators within

the service area was permitted.

Department of Telecommunication Services (DTS) corporatized in 2000.

Spectrum Management made transparent and more efficient.

The government intends to introduce a new Telecom Policy, 2011 which will be drafted and

reviewed by eight different committees set up by the Department of Telecom (Dot). The new

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Telecom Policy is also expected to further ease out the stringent merger and acquisition

policies and the committee reviewing the issue has also endorsed the subject to Dot. This is

aimed at initiating higher consolidation in the telecom market.

Telecom licenses should be renewed for 10 years compared with 20 years currently, and

companies must submit applications for new permits at least 30 months prior to the expiry of

their licenses, as stated by Mr Kapil Sibal, Minister of Communications and Technology.

Restating his earlier comments, the Minister stated that the new policy will work to delink

the allocation of telecom licenses from mobile spectrum.

Indian Telecommunication - The Road Ahead

The telecom sector in India is a major contributor to the economy and is a vital employment

generating industry for thousands of professionals. With a direct impact on the socio

economic structure of the country, the sector has been able to successfully surpass the targets

set up by the policy makers. The dynamism displayed by the government and the private

sector for uplifting the telecom sector has been recommendable and speaks volumes about

the efforts behind the success story.

CHAPTER-2

COMPANY PROFILE

BHARAT SANCHAR NIGAM LIMITED

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C OMPA NY PR OF IL E

PROFILE OF THE COMPANY’S BUSINESS

1. BASIC AND LIMITED MOBILE TELEPHONE SERVICES

BSNL is the leading service provider in the country in the Basic Telephone

Services. As of now more than 35 million Direct Exchange Lines & more than

2.2.Million telephones in the Limited Mobile telephone Services are existing.

BSNL has provides a number of attractive tariff packages & Plans which shall further

strengthen its subscriber base.

2. CELLULAR MOBILE TELEPHONE SERVICES

BSNL’s GSM Technology based Cellular Network reached a long way, covering 20,836

cities/towns with a subscriber base of over 4.67 Crores as on 31st March 2009 out of

which 4.31 crores cellular telephone are in pre-paid segment

3. INTERNET SERVICES

BSNL offers Dialup Internet services to the customers by Post-paid service with the

brand. name ‘Net one’, and pre-paid service with the brand name ‘Sancharnet’. The

post-paid service is a CLI based access service, currently operational in 100 cities.

Sancharnet is available on local call basis throughout India to ISDN and PSTN

subscribers. The Internet Dhaba scheme of the Company aims to further promote Internet

usage in rural and semi urban areas To keep pace with the latest and varied value added

services to its customers, BSNL uses IP/MPLS based core to offer world class IP

VPN services. MPLS based VPNs is a very useful service for Corporate, as it reduces

the cost involved as well as the complexity in setting up VPNs for customers networking.

As on 31.03.2005, your Company’s total Internet customer base was 17,98,089 and total

Internet Dhabi were 4143. A total of 708594 dial up Internet connections have been

given during 2004-2005, against a target of 7 lakhs. BSNL plans to give 1215980

more dial up connections during the year 2005-06. As on 31.1.2006, there were

2367404 internet subscribers working in BSNL net work

4. Intelligent Network

Intelligent Network Services is a service that incorporates several value added

facilities, thoroughly designed to save time and money, and enhance productivity. At

present, your company offers Free Phone (FPH),Premium Rate Service (PRM), India

Telephone Card (ITC), Account Card Calling (ACC), Virtual Private Network

(VPN), Universal Access Number (UAN) and Tele voting In-services. With the

commissioning of five provided throughout the country. Activation of these new In

platforms had increased the sale of ITC Cards taking the figure to Rs.265 crores

in2004-05 alone.

BROADBAND SERVICES

BSNL has launched its broadband services under brand name “BSNL BROADBAND” on

14-01-05. This offers High Speed Internet Access with speed ranging from 256 Kbps to

8 Mbps. Ever since its inception BSNL is Continuously expanding its broadband

network in response to ever Growing demand of broadband service throughout India

Present customer base is 3.56 million, with equipped capacity of 6.1 million.

BSNL Broadband service is available in more than 3800 cities &83000 villages.

The services provided are High Speed Internet Connectivity (up to 8 Mbps) Demand

(planned) Virtual Private Network (VPN) service over broadband Dial VPN services

to MPLS VPN customers IPTV services (at present available in 66 cities Games on

Demand Service Video tutoring service VOIP Video Surveillance service Entertainment

portal.

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Employee’s Welfare Activities

Commitment towards the principles of corporate social responsibilities is Inbuilt w i t h i n

the corporate philosophy of BSNL. A very wide range of welfare programmers’,

with a focus on the employees’ welfare is continuously implemented by the Staff

Welfare Board of the Company.

Assistance during natural calamities

BSNL always Remains awake of its responsibility as a Corporate citizen. When

the destructive Tsunami waves struck the Indian shores, BSNL Company swung

into action immediately for providing relief to those Affected in the coastal areas.

Communication networks at the Coastal areas of Tamil Nadu, Kerala and the Andaman

and Nicobar Islands – worst hit in the Tsunami - were promptly restored within the

shortest Possible time. BSNL along with the employees contributed an amount of Rs.

2,207 lakhs to the Prime Minister’s Relief Fund. Telephone Services were restored in

record time in the flood- hit areas of Gujarat and Maharashtra.

V I S I O N

To become the largest telecom Service Provider in Asia

M I S S I O N

*To provide world class State-of-art technology telecom services to its customers on

demand at competitive prices.

*To Provide world class telecom infrastructure in its area of operation and to contribute to

the growth of the country's economy.

Fi nanc i al P o s i t i on

Bharat Sanchar Nigam Limited, the largest Public Sector Undertaking of the Nation, is

certainly on a financial ground that's sound.

The Company has a net worth of Rs. 88,128 crores (US$ 22.02 billion), authorized equity

capital of Rs. 10,000 crores (US $ 2.50 billion), Paid up Equity Share Capital of Rs.

5,000 crores (US $ 1.25 billion) and Revenues is Rs. 38053 crores (US $ 9.51 billion) in

2009-10.Headquarters Delhi Area, India

Industry Telecommunications

Type Public Company

Status Operating

Company Size 10,001 or more employees

Founded 2000

Top Locations

Chandīgarh Area, India (35)

Delhi Area, India (75)

Bangalore Area, India (34)

Basic and Limited Mobile Telephone Services:

Bsnl Is The Leading Service Provider In The Country In The Basic Telephone Services. As

Of Now More Than 35 Million Direct Exchange Lines & More Than 2.2.Million Telephones

In The Limited Mobile Telephone Services Are Existing. Bsnl Has Provides A Number Of

Attractive Tariff Packages & Plans Which Shall Further Strengthen Its Subscriber Base.

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Cellular Mobile Telephone Services :

BSNL’S GSM Technology Based Cellular Mobile Network Has Reached A Long Way,

Covering More Than 6400 Towns, With A Subscriber Base Of Over 1.54 Crore As On 31St

Jan. 2006 Out Of Which 1.16 Crore Cellular Telephones Are In The Prepaid Segment.

Internet Services:

BSNL Offers Dialup Internet Services To The Customers By Post-Paid Service With The

Brand Name ‘Netone’, And Pre-Paid Service With The Brand Name ‘Sancharnet’. The Post-

Paid Service Is A Cli Based Access Service, Currently Operational In 100 Cities. Sancharnet

Is Available On Local Call Basis Throughout India To Isdn And Pstn Subscribers. The

Internet Dhaba Scheme Of The Company Aims To Further Promote Internet Usage In Rural

And Semi Urban Areas.

To Keep Pace With The Latest And Varied Value Added Services To Its Customers, Bsnl

Uses Ip/Mpls Based Core To Offer World Class Ip Vpn Services. Mpls Based Vpns Is A

Very Useful Service For Corporates, As It Reduces The Cost Involved As Well As The

Complexity In Setting Up Vpns For Customers Networking. As On 31.03.2005, Your

Company’S Total Internet Customer Base Was 17,98,089 And Total Internet Dhabas Were

4143. A Total Of 708594 Dial Up Internet Connections Have Been Given During 2004-2005,

Against A Target Of 7 Lakhs. Bsnl Plans To Give 1215980 More Dial Up Connections

During The Year 2005-06. As On 31.1.2006, There Were 2367404 Internet Subscribers

Working In Bsnl Net Work.

Intelligent Network:

Intelligent Network Services Is A Service That Incorporates Several Value Added Facilities,

Thoroughly Designed To Save Time And Money, And Enhance Productivity. At Present,

Your Company Offers Free Phone (Fph), Premium Rate Service (Prm), India Telephone

Card (Itc), Account Card Calling (Acc), Virtual Private Network (Vpn), Universal Access

Number (Uan) And Tele Voting In Services. With The Commissioning Of Five Numbers Of

New Technology In Platforms (Four General Purpose And One Mass Calling) At Kolkata,

Bangalore, Ahmadabad And Hyderabad, The India Telephone Card Facility And New Value

Added Services Are Being Provided Throughout The Country. Activation Of These New In

Platforms Had Increased The Sale Of Itc Cards Taking The Figure To Rs.265 Crores In

2004-05 Alone.

Broadband Services:

Bsnl Has Launched Its Broadband Services Under The Brand Name ‘Dataone’ On

14/1/2005. This Offers Services Like High Speed Internet Access With Speed Ranging From

256 Kbps To 8 Mbps. Other Services Like Streaming Video, Video On Demand, Bandwidth

On Demand Etc., Have Also Been Planned. As On 31.12.2005, There Were More Than

356000 Broad Band Connection Provided By The Bsnl. There Are Plans To Give 2 Million

And 3 Million Connections In 2006 And 2007 Respectively.

SHARE HOLDING

Pattern Government of India is holding 100% of the share capital of the Company

Listing with Stock Exchanges Not applicable, as the BSNL is an unlisted company. Share

Capital

Authorized Capital – Rs.17,500 crores, divided into1,000,00,00,000[One Thousand

Crores] Equity Shares of Rs.10/- each; and 750,00,00,000 [Seven Hundred and Fifty

Crores] Preference Shares of Rs. 100 each Paid Up Share Capital - Rs.5,000/- crores

of Equity Shares and Rs.7,500/- crores of Preference Share Capital.

P a r t i c u l a r s of Organization

Incorporated on 15.9.2000, vide Registration No. 55-107739,dated the 15th September,

2000 and became entitled to commence business with effect from 19th September, 2000.

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Date of incorporation:

The Company (BSNL) took over the business of providing telecom services and

network management throughout the country except the metro cities of Delhi and

Mumbai of the erstwhile service providing departments of the Govt. Of India service

providing departments of the Govt. of India i.e., the Departments of Telecom Services

and Telecom Operations i.e.

1.10.2000 pursuant to a Moue signed between the BSNL and the Govt. Of India

T y p e of C o m p a ny

(Government Company under Section 617 of the Companies Act, 1956)

Administrative Ministry-: Govt. of India, Ministry of Communication and Information

Technology, Department of Telecommunications.

CHAPTER-3

PROJECT PROFILE

RECRUITMENT AND SELECTION

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L ITE RAT UR E R EV IE W

The scope of my on “recruitment and selection procedure of BSNL”is to provide a

framework which will assist manager to ensure that the company attracts, selects and

retains the most suitable candidates by using the most appropriate efficient, fair, open and

effective methods. Our study committed to achieving equal opportunities is clearly defined

throughout the recruitment and selection procedure.

T H E O R ET ICA L B AC KG R O UND

:-Introduction

Recruitment is defined as a process of searching for prospective employees and

stimulating them to apply for jobs in the organization.

Recruitment is defined as, “a process to discover the sources of manpower to meet the

requirements of the staffing schedule and to employ effective measures for attracting that

manpower in adequate numbers to facilitate effective selection of an efficient workforce.”

Objectives Of Recruitment

1. To attract people with multi dimensional skills and experiences that suits the present

and future organizational strategies.

2. To induct outsiders with a new perspective to lead the company.

3. To infuse fresh blood at all levels the organization.

4. To develop an organizational culture that attracts competent people to the company.

5. To search or head hunt/head pouch people whose skills fit the companies values. To

devise methodologies for assessing psychological traits.

6. To seek out non conventional development grounds of talents.

7. To search for talent globally and not just within the company.

8. To design entry pays that competes on quality but not on quantum

9. To anticipate and find people for positions that does not exist yet.

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SU B-SYSTEMS OF R ECR UI TMEN T

The recruitment process consists of the following four sub-functions:-

Finding out and developing the sources where the required number and kind of

employees will be available.

Developing suitable techniques to attract the desirable candidates.

employing the techniques to attract candidates.

stimulating as many candidates as possible and asking them to apply for jobs irrespective

of the number of candidates require.

Management has to attract more candidates in order to increase the selection ratio so that

the most suitable candidate can be selected out of the total candidates available.

Recruitment is positive as it aims at increasing the number of applicants and selection is

somewhat negative as it selects the suitable candidates in which process; the unsuitable

candidates are automatically eliminated. Though, the function of recruitment seems to be

easy, a number of factors make performance of recruitment a complex one.

FACTOR AFFECTING RECRUITMENT

The following are the 2 important factors affecting Recruitment:-

1) INTERNAL FACTORS:-

Recruiting policy

Temporary and part-time employees

Recruitment of local citizens

Engagement of the company in HRP

Company’s size

Cost of recruitment

Company’s growth and expansion

2) EXTERNAL FACTORS:-

Supply and Demand factors

Unemployment Rate

Labor-market conditions

Political and legal considerations

Social factors

Economic factors

Technological factors

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R ECRUI TMEN T POLI CY

Recruitment policy of any organization is derived from the personnel policy of the same

organization. In other words the former is a part of the latter. However, recruitment

policy by itself should take into consideration the government’s reservation policy, policy

regarding sons of soil, etc., personnel policies of other organizations regarding merit,

internal sources, social responsibility in absorbing minority sections, women, etc.

Recruitment policy should commit itself to the organization’s personnel policy like

enriching the organization’s human resources or servicing the community by absorbing

the retrenched or laid-off employees or casual/temporary employees or dependents of

present/former employees, etc. The following factors should be taken into consideration in

formulating recruitment policy. They are:-

Government policies

Personnel policies of other competing organizations

Organization’s personnel policies

Recruitment sources

Recruitment needs

Recruitment cost

Selection criteria and preference

I M P AC T O F P E R S O NN EL PO L ICI E S O N R E C RUI TME N T

PO L ICI ES:-

Recruitment policies are mostly drawn from personnel policies of the organization.

According to Dale Yoder and Paul D. Standohar, general personnel policies provide a

wide variety of guidelines to be spelt out in recruitment policy. After formulation of the

recruitment policies, the Management has to decide whether to centralize or decentralize the

recruitment function.

C EN TRA LISED V /s DEC EN TRA LISED

R ECR UI TMEN T:-

Recruitment practices vary from one organization to another. Some organizations like

commercial banks resort to centralized recruitment while some organizations like the

Indian Railway resort to decentralized recruitment practices. Personnel department at the

central office performs all the functions of recruitment in case of centralized recruitment

and personnel departments at unit level/zonal level perform all the functions of

recruitment concerning to the jobs of the respective unit or zone.

MERI TS OF C EN TRA LISED R ECR UI TMEN T:-

Average cost of recruitment per candidate/unit should be relatively less due to economies of

scale.

It would have more expertise available to it.

It can ensure broad uniformity among human resources of various units/zones in respect of

education, skill, knowledge, talent, etc.

It would generally be above malpractices, abuse of powers, favoritism, bias, etc. It would

facilitate interchangeability of staff among various units/zones.

It enables the line managers of various units and zones to concentrate on their operational

activities by relieving them from the recruiting functions.

It enables the organization to have centralized selection procedure, promotional and

transfer procedure, etc.

It ensures the most effective and suitable placement to candidates.

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It enables centralized training programmes which further brings uniformity and

minimizes average cost of staff.

MERI TS OF D EC EN TRA LI SED REC RUI TMEN T:-

The unit concerned concentrates only on those sources/places wherein normally gets the

suitable candidates. As such the cost of recruitment would be relatively less.

The unit gets most suitable candidates as it is well aware of the requirements of the job

regarding culture, traditional, family background aspects, local factors, social factors, etc.

Units can recruit candidates as and when they are required without any delay.

The units would enjoy freedom in finding out, developing the sources, in selecting and

employing the techniques to stimulate the candidates.

The unit would relatively enjoy advantage about the availability of information, control

and feedback and various functions/processes of recruitment.

The unit would enjoy better familiarity and control over the employees it recruits rather

than on employees selected by the central recruitment agency.

S O U R C ES O F R E C R UI TME N T:-

The sources of recruitment may be broadly divided into two categories: internal sources and

external sources. Both have their own merits and demerits. Let’s examine these. Internal

Sources:-

Persons who are already working in an organization constitute the ‘internal sources’.

Retrenched employees, retired employees, dependents of deceased employees may also

constitute the internal sources. Whenever any vacancy arises, someone from within the

organization is upgraded, transferred, promoted or even demoted.

External Sources:-

External sources lie outside an organization. Here the organization can have the services of:

(a) Employees working in other organizations;

(b) Jobs aspirants registered with employment exchanges;

(c) Students from reputed educational institutions;

(d) Candidates referred by unions, friends, relatives and existing employees; (e) Candidates

forwarded by search firms and contractors;

(f) Candidates responding to the advertisements, issued by the organization; and

(g) Unsolicited applications/ walk-ins.

Merits and Demerits of ‘Recruiting people from ‘Within’:-

Merits:-

1) Economical:

The cost of recruiting internal candidates is minimal. No expenses are incurred on

advertising.

2) Suitable:

The organization can pick the right candidates having the requisite skills. The candidate can

choose a right vacancy where their talents can be fully utilized.

Demerits:-

1) Limited Choice:

The organization is forced to select candidates from a limited pool. It may have to sacrifice

quality and settle down for less qualified candidates.

2) Inbreeding:

It discourages entry for talented people, available outside an organization. Existing

employees may fail to behave in the knowledge about suitability of a candidate for a

position.’ Known devils are better than unknown angels!’

3) Inefficiency:

Promotions based on length of service rather than merit, may prove to be a blessing for

inefficient candidate. They do not work hard and prove their worth.

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4) Bone of contention:

Recruitment from within may lead to infighting among employees aspiring for limited,

higher level positions in an organization. As years roll by, the race for premium positions

may end up in a bitter race.

Merits and Demerits of External sources of R ecruitment :-

Merits Demerits

1.Wide Choice:

The organization has the freedom to select candidates from a large pool. Persons with

requisite qualifications could be picked up.

2. Infection of fresh blood:

People with special skills and knowledge could be hired to stir up the existing

3. Expenses:

Hiring costs could go up substantially. Tapping multifarious sources of recruitment is not an

easy task either.

4. Time consuming:

It takes time to advertise, screen, to test and test and to select suitable employees. Where

employees and pave the way for innovative ways of working.

5. Motivational force:

It helps in motivating internal employees to work hard and compete with external

candidates while seeking career growth. Such a competitive atmosphere would help an

employee to work to the best of his abilities.

6. Long term benefits:

Talented people could join the ranks, new ideas could find meaningful expression, a

competitive atmosphere would compel people to give out their best and earn rewards, etc.

suitable ones are not available, the process has to be repeated.

7. De-motivating:

Existing employees who have put in considerable service may resist the process of filling up

vacancies from outside. The feeling that their services have not been recognized by the

organization, forces then to work with less enthusiasm and motivation.

8. Uncertainty:

There is no guarantee that the organization, ultimately will be able to hire the services of

Suitable candidates. It may end up hiring someone who does not fit and who may not be able

to adjust in the new setup.

METHOD S OF R ECRUI TMEN T:-

The following are the most commonly used methods of recruiting people.

IN TERNA L METHOD S:

1. Promotions and Transfers

This is a method of filling vacancies from within through transfers and

Promotions.

A transfer is a lateral movement within the same grade, from one job to another. It may

lead to changes in duties and responsibilities, working conditions, etc., but not necessarily

salary. Promotion, on the other hand, involves movement of employee from a lower level

position to a higher level position accompanied by (usually) changes in duties,

responsibilities, status and value. Organizations generally prepare badly lists or a central

pool of persons from which vacancies can be filled for manual jobs. Such persons are

usually passed on to various departments, depending on internal requirements. If a person

remains on such rolls for 240 days or more, he gets the status of a permanent employee as

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per the Industrial Disputes Act and is therefore entitled to all relevant benefits, including

provident fund, gratuity, retrenchment compensation

2. Job Posting:-

Job posting is another way of hiring people from within. In this method, the organization

publicizes job opening on bulletin boards, electronic method and similar outlets. One of

the important advantages of this method is that it offers a chance to highly qualified

applicants working within the company to look for growth opportunities within the

company to look for growth opportunities within the company without looking for

greener pastures outside.

3. Employee Referrals:-

Employee referral means using personal contacts to locate job opportunities. It is a

recommendation from a current employee regarding a job applicant. The logic behind

employee referral is that “it takes one to know one”. Employees working in the

organization, in this case, are encouraged to recommend the names of their friends,

working in other organizations for a possible vacancy in the near future. In fact, this has

become a popular way of recruiting people in the highly competitive Information

Technology industry nowadays. Companies offer rich rewards also to employees whose

recommendations are accepted – after the routine screening and examining process is

over – and job offers extended to the suggested candidates. As a goodwill gestures,

companies also consider the names recommended by unions from time to time.

External (direct) Methods :-

1. Campus Recruitment

It is a method of recruiting by visiting and participating in college campuses and their

placement centres. Here the recruiters visit reputed educational institutions such as IITs,

IIMs, colleges and universities with a view to pick up job aspirants having requisite technical

or professional skills. Job seekers are provided information about the jobs and the recruiters,

in turn, get a snapshot of job seekers through constant interchange of information with

respective institutions.

A preliminary screening is done within the campus and the short listed students are then

subjected to the remainder of the selection process. In view of the growing demand for

young managers, most reputed organizations (such as Hindustan Lever Ltd., Proctor &

Cable, Citibank, State Bank of India, Tata and Birla group companies) visit IIMs and IITs

regularly and even sponsor certain popular campus activities with a view to earn goodwill

in the job market. Advantages of this method include: the placement centre helps locate

applicants and provides resumes to organizations; applicants can be prescreened; applicants

will not have to be lured away from a current job and lower salary expectations. On the

negative front, campus recruiting means hiring people with little or no work experience

The organizations will have to offer some kind of training to the applicants, almost

immediately after hiring. It demands careful advance planning, looking into the placement

weeks of various institutions in different parts of the country. Further, campus recruiting

can be costly for organizations situated in another city (airfare, boarding and lodging

expenses of recruiters, site visit of applicants if allowed, etc.).

If campus recruitment is used, steps should be taken by human resource department to

ensure that recruiters are knowledgeable concerning the jobs that are to be filled and the

organizations and understand and employ effective interviewing skills.

Guidelines for campus recruiting:

Companies using college campuses as recruitment source should consider the following

guidelines:

Identify the potential candidates early: The earlier that candidate with top potential can be

identified, the more likely the organization will be in a position to attract them.

Employ various means to attract candidates: These may include providing research

grants; consulting opportunities to faculty members, funding university infrastructural

requirements, internships to students, etc. in the long run these will enhance the prestige of

the company in the eyes of potential job seekers.

Use effective recruitment material: Attractive brochures, films, computer diskettes,

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followed by enthusiastic and effective presentations by companyofficials, correspondence

with placement offices in respective campus in a friendly way – will help in booting the

company image in the eyes of the applicants. The company must provide detailed

information about the characteristics of entry – level positions, especially those that have

had a major positive impact on prior applicants’ decisions to join the company.

Offer training to campus interviews: Its better to devote more time and resources to train on

campus interviewers to answer specific job related questions of applicants.

Come out with a competitive offer: Keep the key job attributes that influence the

decisions of applicants such talking to candidates.

Indirect methods:-

1.Advertisements:-

These include advertisements in newspapers; trade, professional and technical journals;

radio and television; etc. in recent times, this medium has become just as colorful, lively

and imaginative as consumer advertising. The ads generally give a brief outline of the job

responsibilities, compensation package, prospects in organizations, etc. this method is

appropriate when (a) the organization intends to reach a large target group and (b) the

organizations wants a fairly good number of talented people – who are geographically

spread out. To apply for advertised vacancies let’s briefly examine the wide variety of

alternatives available to a company – as far as ads are concerned:

Newspaper Ads: Here it is easy to place job ads without much of a lead time. It has

flexibility in terms of information and can conveniently target a specific geographic

location. On the negative side, newspaper ads tend to attract only those who are actively

seeking employment at that point of time, while some of the best candidates who are well

paid and challenged by

their current jobs may not be aware of such openings. As a result, the company may be

bombarded with applications from a large number of candidates who are marginally

qualified for the job - adding to its administrative burden. To maintain secrecy for

various reasons (avoiding the rush, sending signals to competitors, cutting down

expenses involved in responding to any individual who applies, etc.), large companies

with a national reputation may also go in for blind-box ads in newspapers,

Especially for filling lower level positions. In a blind-box ad there is no identification of

the advertising organization. Job aspirants are asked to respond to a post office box

number or to An employment firm that is acting as an agent between the job

seekers and the organization.

Television and radio ads: These ads are more likely to each individual who are not

actively seeking employment; they are more likely to stand out distinctly, they help the

organization to target the audience more selectively and they offer considerable scope for

designing ads creatively. However, these ads are expensive. Also, because the television or

radio is simply seen or heard, potential candidates may have a tough time remembering the

details, making application difficult.

2.Third Party Methods :-

Private Employment Search Firms:-

As search firm is a private employment agency that maintains computerized lists of

qualified applicants and supplies these to employers willing to hire people from the list

for a fee. Firms like Arthur Anderson, Boble and Hewitt, ABC consultants, SB

Billimoria, KPMG; Ferguson Associates offers specialized employment-related services to

corporate houses for a fee, especially for top and middle level executive vacancies. AT the

lower end, a number of search firms operate – providing multifarious services to both

recruiters and the recruitees.

Employment Exchanges:-

AS a statutory requirement, companies are also expected to notify(wherever the

Employment Exchanges Act, 1959, applies) their vacancies through the respective

Employment Exchanges, created all over India for helping unemployed youth, displaced

persons, ex-military personnel, physically handicapped, etc. AS per the Act all employers

are supposed to notify the vacancies arising in their establishments form time to time – with

certain exemptions – to the prescribed employment exchanges before they are filled.

The Act covers all establishments in public sector and nonagricultural establishments

36

employing 25 or more workers in the private sector. However, in view of the practical

difficulties involved in implementing the provisions of the Act (such as filing a quarterly

return inrespect of their staff strength, vacancies and shortages, returns showing

occupational distribution of their employees, etc.) many organizations have successfully

fought court battles when they were asked to pick up candidates from among those

sponsored by the employment exchanges.

Gate Hiring and Contractors:-

Gate hiring (where job seekers, generally blue collar employees, present themselves at the

factory gate and offer their services on a daily basis), hiring through contractors,

recruiting through word-of-mouth publicity are still in use – despite the many

possibilities for their misuse –in the small scale sector in India.

U n s o li c i ted A pp li cants / Wa l k - in s :-

Companies generally receive unsolicited applications from job seekers at various points of

time; the number of such applications depends on economic conditions, the image of the

company and the job seeker’s perception of the types of jobs that might be available etc.

Such applications are generally kept in a data bank and whenever a suitable vacancy arises,

the company would intimate the candidates to apply through a formal channel. One

important problem with this method is that job seekers generally apply to number of

organizations and when they are actually required by the organizations, either they are

already employed in other organizations or are not simply interested in the position.

A l ternat i ves to R ecru i tment:-

Since recruitment and selection costs are high (search process, interviewing agency fee,

etc.) firms these days are trying to look at alternatives to recruitment especially when

market demand for firm’s products and services is sluggish. Moreover, once employees

are placed on the payroll, it may be extremely difficult to remove them if their

performance is marginal. Some of the options in this regard may be listed.

Eva l uat i on of A l ternat i ve Source s :-

Companies have to evaluate the sources of recruiting carefully – looking at cost, time,

flexibility, quality and other criteria – before earmarking funds for the recruitment

process. They cannot afford to fill all their vacancies through a particular source. To

facilitate the decision making process in this regard, companies rely on the following:

Time lapse data:

They show the time lag between the dates of requisition for manpower supply from a

department to the actual date of filling the vacancies in that department. For example, a

company’s past experience may indicate that the average number of days from

application to interview is 10, from interview to offer is 7,from offer to acceptance is 10

and from acceptance to report for work is 15. Therefore, if the company starts the

recruitment and selection process now it would require 42 days before the new employee

joins its ranks. Armed with this information, the length of the time needed for alternative

sources of recruitment can be ascertained – before pinning hopes on a particular source that

meets the recruitment objectives of the company.

Yield ratios:

These ratios indicate the number of leads / contacts needed to generate a given number of

hires at a point at time. For example, if a company needs 10 management trainees in the

next six months, it has to monitor past yield ratios in order to find out the number of

candidates to be contacted for this purpose. On the basis of past experience, to continue

the same example, the company finds that to hire 10 trainees, it has to extend 20 offers. If

the interview-to offer is 3:2, then 30 interviews must be conducted. If the invites to

interview ratios are 4:3 then, as many as 40 candidates must be invited. Lastly, if contacts or

leads needed to identify suitable Trainees to invite are in 5:1 ratio, and then 200 contacts are

made.

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Surveys and studies:

Surveys may also be conducted to find out the suitability of a particular source for

certain positions. For example, as pointed out previously, employee referral has emerged as

popular Way of hiring people in the Information Technology industry in recent times in

India. Correlation studies could also be carried out to find out the relationship between

different organizational positions. Before finally identifying the sources of recruitment,

the human resource managers must also look into the cost or hiring a candidate. The

cost per hire can be found out by dividing the recruitment cost by the number of candidates

hired.

SELEC TI ON

I ntroduction

Selection is the process of picking individuals who have relevant qualifications to fill jobs

in an organization. The basic purpose is to choose the individual who can most

successfully perform the job from the pool of qualified candidates.

Purpos e:-

The purpose of selection is to pick up the most suitable candidate who would meet the

requirements of the job in an organization best, to find out which job applicant will be

successful, if hired. To meet this goal, the company obtains and assesses information

about the applicants in terms of age, qualifications, skills, experience, etc. the needs of

the job are matched with the profile of candidates. The most suitable person is then

picked up after eliminating the unsuitable applicants through successive stages of

selection process. How well an employee is matched to a job is very important because it is

directly affects the amount and quality of employee’s work. Any mismatched in this

regard can cost an organization a great deal of money, time and trouble, especially, in

terms of training and operating costs. In course of time, the employee may find the job

distasteful and leave in frustration. He may even circulate ‘hot news’ and juicy bits of

negative information about the company, causing incalculable harm to the company in the

long run. Effective election, therefore, demands constant monitoring of the ‘fit’

between people the job.

THE PROCESS:-

Selection is usually a series of hurdles or steps. Each one must be successfully cleared before

the applicant proceeds to the next one. The time and emphasis place on each step will

definitely vary from one organization to another and indeed, from job to job within the same

organization. The sequence of steps may also vary from job to job and organization to

organization. For example some organizations may give more importance to testing while

others give more emphasis to interviews and reference checks. Similarly a single brief

selection interview might be enough for applicants for lower level positions, while applicants

for managerial jobs might be interviewed by a number of people.

Steps in Selecting Process

Reception

A company is known by the people it employs. In order to attract people with talents,

skills and experience a company has to create a favorable impression on the applicants’

right from the stage of reception. Whoever meets the applicant initially should be tactful

and able to extend help in a friendly and courteous way. Employment possibilities must be

presented honestly and clearly. If no jobs are available at that point of time, the

applicant may be asked to call back the personnel department after some time.

Screening Interview

A preliminary interview is generally planned by large organizations to cut the cost of

selection by allowing only eligible candidates to go through the further stages in

selection. A junior executive from the Personnel Department may elicit responses from

the applicants on important items determining the suitability of an applicant for a job

such as age, education, experience, pay expectations, aptitude, location, choice etc. this

‘courtesy interview’ as it is often called helps the Department screen out obvious misfits. If

the department finds the candidate suitable, a prescribed application form is given to the

applicants to fill and submit.

Application Blank

Application blank or form is one of the most common methods used to collect information

on the various aspects of the applicants’ academic, social, demographic, work related

background and references. It is a brief history sheet of employee’s background, usually

containing the following Things:

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P personal data (address, sex, telephone number)

Marital data

Educational data

Employment Experience

Extra-curricular activities

References and Recommendations

Selection Testing

In this section let’ examine the selection test or the employment test that attempts to asses

intelligence, abilities, personality trait, performance simulation tests including work

sampling and the tests administered at assessment centers- followed by a discussion about

the polygraph test, Graphology and integrity test .A test is a standardized, objective

measure of a person’s behavior, Performance or attitude. It is standardized because the

way the tests is carried out, the environment in which the test is administered and the

way the individual scores are calculated- are uniformly applied. It is objective in that it

tries to measure individual differences in a scientific way giving very little room

for individual bias and interpretation. Over the years employment tests have not only

gained importance but also a certain amount of inevitability in employment decisions.

Since they try to objectively determine how well an applicant meets the job requirement,

most companies do not hesitate to invest their time and money in selection testing in a big

way.

Environment factor affecting selection: -

Selection is influenced by several factors. More prominent among them

are supply and demand of specific skills in the labor market, unemployment

rate, labor- market conditions, legal and political considerations, company’s

image, company’s policy, human resources planning and cost of hiring. The

last three constitute the internal environment and the remaining form the

external environment of selection process.

PRELIMINARY INTERVIEW

The applicants received from job seekers would be subject to scrutiny

so as to eliminate unqualified applicants. This is usually followed by a

preliminary interview the purpose of which is more or less the same as

scrutiny of application, that is, eliminate of unqualified applicants. Scrutiny

enables the HR specialists to eliminate unqualified jobseekers based on the

information supplied in their application forms. Preliminary interview, on the

other hand, helps reject misfits for reason, which did not appear in the

application forms. Besides, preliminary interview, often called ‘courtesy

interview’, is a good public relation exercise.

SELECTION TEST:

Job seekers who pass the screening and the preliminary interview are

called for tests. Different types of tests may be administered, depending on

the job and the company. Generally, tests are used to determine the

applicant’s ability, aptitude and personality.

The following are the type of tests taken:

4

1). Ability tests: -

Assist in determining how well an individual can perform tasks

related to the job. An excellent illustration of this is the typing tests given

to a prospective employer for secretarial job. Also called as

‘ACHEIVEMENT TESTS’. It is concerned with what one has

accomplished. When applicant claims to know something, an achievement

test is taken to measure how well they know it. Trade tests are the most

common type of achievement test given. Questions have been prepared

and tested for such trades as asbestos worker, punch-press operators,

electricians and machinists. There are, of course, many unstandardised

achievement tests given in industries, such as typing or dictation tests for

an applicant for a stenographic position.

2). Aptitude test: -

Aptitude tests measure whether an individuals has the capacity or latent

ability to learn a given job if given adequate training. The use of aptitude

test is advisable when an applicant has had little or no experience along the

line of the job opening. Aptitudes tests help determine a person’s potential

to learn in a given area. An example of such test is the general management

aptitude tests (GMAT), which many business students take prior to gaining

admission to a graduate business school programme.

Aptitude test indicates the ability or fitness of an individual to engage

successfully in any number of specialized activities. They cover such areas

clerical aptitude, numerical aptitude, mechanical aptitude, motor co-

ordination, finger dexterity and manual dexterity. These tests help to detect

positive negative points in a person’s sensory or intellectual ability. They

focus attention on a particular type of talent such as learning or reasoning in

respect of a particular field of work.

Forms of aptitude test:

1. Mental or intelligence tests: They measure the overal l intel lectual

abi l i ty of a person and enable to know whether the person has the mental

abi l i ty to deal with certain problems.

2. Mechanical aptitude tests:

They measure the ability of a person to learn a particular type of mechanical

work. These tests helps to measure specialized technical knowledge and

problem solving abilities if the candidate. They are useful in selection of

mechanics, maintenance workers, etc.

3. Psychomotor or skills tests:

They are those, which measure a person’s ability to do a specific job. Such

tests are conducted in respect of semi- skilled and repetitive jobs such as

packing, testing and inspection, etc .

3). Intelligence test:

This test helps to evaluate traits of intelligence. Mental ability, presence of

mind (alertness), numerical ability, memory and such other aspects can be

measured.

The intelligence is probably the most widely administered standardized test

in industry. It is taken to judge numerical, skills, reasoning, memory and

such other abilities.

4). Interest Test:

6

This is conducted to find out likes and dislikes of candidates towards

occupations, hobbies, etc. such tests indicate which occupations are more in

line with a person’s interest. Such tests also enable the company to provide

vocational guidance to the selected candidates and even to the existing

employees.

These tests are used to measure an individual’s activity preferences. These

tests are particularly useful for students considering many careers or

employees deciding upon career changes.

5). Personality Test:

The importance of personality to job success is undeniable. Often an

individual who possesses the intelligence, aptitude and experience for certain

has failed because of inability to get along with and motivate other people.

It is conducted to judge maturity, social or interpersonal skills, behavior

under stress and strain, etc. this test is very much essential on case of

selection of sales force, public relation staff, etc. where personality plays an

important role.

Personality tests are similar to interest tests in that they, also, involve a

serious problem of obtaining an honest answer.

6). Projective Test:

This test requires interpretation of problems or situations. For example, a

photograph or a picture can be shown to the candidates and they are asked to

give their views, and opinions about the picture.

7). General knowledge Test:

Now days G.K. Tests are very common to find general awareness of the

candidates in the field of sports, politics, world affairs, current affairs.

8). Perception Test:

At times perception tests can be conducted to find out beliefs, attitudes, and

mental sharpness.etc.

9). Graphology Test:

It is designed to analyze the handwriting of individual. It has been said that

an individual’s handwriting can suggest the degree of energy, inhibition and

spontaneity, as well as disclose the idiosyncrasies and elements of balance

and control. For example, big letters and emphasis on capital letters indicate

a tendency towards domination and competitiveness. A slant to the right,

moderate pressure and good legibility show leadership potential.

10). Polygraph Test:

Polygraph is a lie detector, which is designed to ensure accuracy of the

information given in the applications. Department store, banks, treasury

offices and jewellery shops, that is, those highly vulnerable to theft or

swindling may find polygraph tests useful.

11). Medical Test:

It reveals physical fitness of a candidate. With the development of

technology, medical tests have become diversified. Medical servicing helps

measure and monitor a candidate’s physical resilience upon exposure to

hazardous chemicals.

8

CHOOSING TESTS:

The test must be chosen in the criteria of reliability, validity, objectivity and

standardization. They are: -

1. RELIABILITY: -

It refers to standardization of the procedure of administering and

scoring the test results. A person who takes tests one day and makes a certain

score should be able to take the same test the next day or the next week and

make more or less the same score. An individual’s intelligence, for example,

is generally a stable characteristic. So if we administer an intelligence test, a

person who scores 110 in March would score close to 110 if tested in July.

Tests, which produce wide variations in results, serve little purpose in

selection.

2. VALIDITY: -

It is a test, which helps predict whether a person will be successful in

a given job. A test that has been validated can be helpful in differentiating

between prospective employees who will be able to perform the job well and

those who will not. Naturally , no test will be 100% accurate in

predicting job success. A validated test increases possibility of success.

There are three ways of validating a test. They are as follows: -

1). Concurrent Validity: - this involves determining the factors that are

characteristics of successful employees and then using these factors as the

yardsticks.

2). Predictive Validity: - it involves using a selection test during the

selection process and then identifying the successful candidates. The

characteristics of both successful and less successful candidates are then

identified.

3). Synthetic Validity: - it involves taking parts of several similar jobs

rather than one complete job to validate the selection test .

3. OBJECTIVITY: -

When two or more people can interpret the result of the same test and derive

the same conclusion(s), the test is said to be objective. Otherwise, the test

evaluators’ subjective opinions may render the test useless.

4. STANDARDRIZATION: -

A test that is standardized is administered under standard condition to a

large group of person who are representatives of the individuals for whom it

is intended. The purpose of standardization is to obtain norms or standard, so

that a specific test score can be meaningful when compared to other score in

the group.

INTERVIEW:

The next step in the selection process is an interview. Interview is formal,

in-depth conversation conducted to evaluate the applicant’s acceptability. It

is considered to be excellent selection device. It is face-to-face exchange of

view, ideas and opinion between the candidates and interviewers. Basically,

interview is nothing but an oral examination of candidates. Interview can be

adapted to unskilled, skilled, managerial and profession employees.

10

Objectives of interview: -

Interview has at least three objectives and they are a follows: -

1) Helps obtain additional information from the applicants

2) Facilitates giving general information to the applicants such as company

policies, job, products manufactured and the like

3) Helps build the company’s image among the applicants.

Types of interview: -

Interviews can be of different types. There interviews employed by the

companies.

Following are the various types of interview: -

1) Informal Interview:

An informal interview is an oral interview and may take place

anywhere. The employee or the manager or the personnel manager may ask

a few almost inconsequential questions like name, place of birth, names of

relatives etc. either in their respective offices or anywhere outside the

plant of company. It id not planned and nobody prepares for it . This is used

widely when the labor market is tight and when you need workers badly.

2) Formal Interview:

Formal interviews may be held in the employment office by he

employment office in a more formal atmosphere, with the help of well

structured questions, the time and place of the interview will be stipulated

by the employment office.

3) Non-directive Interview:

Non-directive interview or unstructured interview is designed to let the

interviewee speak his mind freely. The interviewer has no formal or

directive questions, but his all attention is to the candidate. He encourages

the candidate to talk by a little prodding whenever he is silent e.g. “Mr.

Ray, please tell us about yourself after your graduated from high school”.

The idea is o give the candidate complete freedom to “sell” himself,

without the encumbrances of the interviewer’s question. But the

interviewer must be of higher caliber and must guide and relate the

information given by the applicant to the objective of the interview.

4) Depth Interview:

It is designed to intensely examine the candidate’s background and

thinking and to go into considerable detail on particular subjects of an

important nature and of special interest to the candidates. For example, if

the candidate says that he is interested in tennis, a series of questions may

be asked to test the depth of understanding and interest of the candidate.

These probing questions must be asked with tact and through exhaustive

analysis; it is possible to get a good picture of the candidate.

5) Stress Interview:

It is designed to test the candidate and his conduct and behavior by him

under conditions of stress and strain. The interviewer may start with “Mr.

Joseph, we do not think your qualifications and experience are adequate for

this position,’ and watch the reaction of the candidates. A good candidates

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will not yield, on the contrary he may substantiate why he is qualified to

handle the job.

This type of interview is borrowed from the Military organization and this

is very useful to test behavior of individuals when they are faced with

disagreeable and trying situations.

6) Group Interview:

It is designed to save busy executive’s time and to see how the

candidates may be brought together in the employment office and they

may be interviewed .

7) Panel Interview:

A panel or interviewing board or selection committee may interview the

candidate, usually in the case of supervisory and managerial positions.

This type of interview pools the collective judgment and wisdom of the

panel in the assessment of the candidate and also in questioning the

faculties of the candidate.

8) Sequential Interview:

The sequential interview takes the one-to-one a step further and

involves a series of interview, usually utilizing the strength and

knowledgebase of each interviewer, so that each interviewer can ask

questions in relation to his or her subject area of each candidate, as the

candidate moves from room to room.

9) Structures Interview:

In a structured interview, the interviewer uses preset standardized

questions, which are put to all the interviewees. This interview is also

called as ‘Guided’ or ‘Patterned’ interview. It is useful for valid results,

especially when dealing with the large number of applicants.

10) Unstructured Interview:

It is also known as ‘Unpatented’ interview, the interview is largely

unplanned and the interviewee does most of the talking. Unguided

interview is advantageous in as much as it leads to a friendly

conversation between the interviewer and the interviewee and in the

process, the later reveals more of his or her desire and problems. But

the Unpatterned interview lacks uniformity and worse, this approach

may overlook key areas of the applicant’s skills or background. It is

useful when the interviewer tries to probe personal details of the

candidate it analyses why they are not right for the job.

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11) Mixed Interview:

In practice, the interviewer while interviewing the job seekers uses a

blend of structured and structured and unstructured questions. This

approach is called the Mixed Interview. The structured questions

provide a base of interview more conventional and permit greater

insights into the unique differences between applicants.

12) Imprompt Interviews:

This interview commonly occurs when employers are approached

directly and tends to be very informal and unstructured. Applicants

should be prepared at all t imes for on-the-spot interviews, especially in

situations such as a job fair or a cold call. It is an ideal time for

employers to ask the candidate some basic questions to determine

whether he/she may be interested in formally interviewing the

candidate.

13) Dinner Interviews:

These interviews may be structured, informal, or socially situated, such

as in a restaurant. Decide what to eat quickly, some interviewers will

ask you to order first (do not appear indecisive). Avoid potentially

messy foods, such as spaghetti . Be prepared for the conversation to

abruptly change from friendly chat to direct interview questions,

however, do not underestimate the value of casual discussion, some

employers place a great value on it . Be prepared to switch gears rapidly,

from fun talk to business talk.

14) Telephone Interviews:

Have a copy of your resume and any points you want to remember to say

nearby. If you are on your home telephone, make sure that all

roommates or family members are aware of the interview (no loud

stereos, barking dogs etc.). Speak a bit slower than usual. It is crucial

that you convey your enthusiasm verbally, since the interviewer cannot

see your face. If there are pauses, do not worry; the interviewer is

Likely just taking some notes.

15) Second Interviews:

Job seekers are invited back after they have passed the first initial

interview. Middle or senior management generally conducts the second

interview, together or separately. Applicants can expect more in-depth

questions, and the employer will be expecting a greater level of preparation

on the part of the candidates. Applicants should continue to research the

employer following the first interview, and be prepared to use any

information gained through the previous interview to their advantage.

REFERENCE CHECK:-

Many employers request names, addresses, and telephone

numbers of references for the purpose of verifying information

and perhaps, gaining additional background information on an

applicant. Although listed on the application form, references are not

usually checked until an applicant has successfully reached the fourth

stage of a sequential selection process. When the labor market is very

16

tight, organizations sometimes hire applicants before checking

references.

Previous employers, known as public figures, university

professors, neighbors or friends can act as references. Previous

employers are preferable because they are already aware of the

applicant’s performance. But, the problem with this reference is the

tendency on the part of the previous employers to over-rate the

applicant’s performance just to get rid of the person.

Organizations normally seek letters of reference or telephone

references. The latter is advantageous because of its accuracy and low

cost. The telephone reference also has the advantage of soliciting

immediate, relatively candid comments and attitude can sometimes be

inferred from hesitations and inflections in speech.

It may be stated that the information gathered through references

hardly influence selection decisions. The reasons are obvious:

1. The candidate approaches only those persons who would speak well

about him or her.

2. People may write favorably about the candidate in order to get rid

of him or her.

3. People may not like to divulge the truth about a candidate, lest it

might damage or ruin his/her career.

SELECTION DECISION:-

After obtaining information through the preceding steps, selection

decision- the most critical of all the steps- must be made. The other

stages in the selection process have been used to narrow the number of

the candidates. The final decision has to be made the pool of

individuals who pas the tests, interviews and reference checks.

The view of the line manager will be generally considered in the final

selection because it is he/she who is responsible for the performance of

the new employee. The HR manager plays a crucial role in the final

selection.

PHYSICAL EXAMINATION: -

After the selection decision and before the job offer is made, the

candidate is required to undergo a physical fitness test. A job offer

is, often, contingent upon the candidate being declared fit after the

physical examination. The results of the medical fitness test are

recorded in a statement and are preserved in the personnel records.

There are several objectives behind a physical test. Obviously, one

reason for a physical test is to detect if the individual carries any

infectious disease. Secondly, the test assists in determining whether

an applicant is physically fit to perform the work. Thirdly, the

physical examination information can be used to determine if there

are certain physical capabilities, which differentiate successful and

less successful employees. Fourth, medical check-up protects

applicants with health defects from undertaking work that could be

detrimental to them or might otherwise endanger the employer’s

property. Finally, such an examination will protect the employer

from workers compensation claims that are not valid because the

injuries or illness were present when the employee was hired.

JOB OFFER: -

The next step in the selection process is job offer to those

applicants who have crossed all the previous hurdles. Job offer is

made through a letter of appointed. Such a letter generally contains a

date by which the appointee must report on duty. The appointee must

18

be given reasonable time for reporting. Thos is particularly

necessary when he or she is already in employment, in which case

the appointee is required to obtain a relieving certificate from the

previous employer. Again, a new job may require movement to

another city, which means considerable preparation, and movement

of property.

The company may also want the individual to delay the date of

reporting on duty. If the new employee’s first job upon joining the

company is to go on company until perhaps a week before such

training begins. Naturally, this practice cannot be abused, especially

if the individual is unemployed and does not have sufficient

finances.

Decency demands that the rejected applicants be informed about

their non-selection. Their applicants may be preserved for future

use, if any. It needs no emphasis that the applications of selected

candidates must also be preserved for the future references.

CONTRACT OF EMPLOYMENT: -

After the job offer has bee mad and candidates accept the

offer, certain documents need to be executed by the employer and

the candidate. One such document is the attestation form. This form

contains vital details about the candidate, which are authenticated

and attested by him/her. Attestation form will be a valid record for

the future reference.

There is also a need for preparing a contract of employment. The

basic information that should be included in a written contract of

employment will vary according to the level of the job, but the

following checklist sets out the typical headings:

1. Job title

2. Duties, including a parse such as “The employee will

perform such duties and will be responsible to such a person,

as the company may from time to time direct”.

3. Date when continuous employment starts and the basis for

calculating service.

4. Rate of pay, allowance, overtime and shift rates, method of

payments.

5. Hours of work including lunch break and overtime and shift

arrangements.

6. Holiday arrangements:

i.) Paid holidays per year.

ii .) Calculation of holiday pay.

iii .) Qualifying period.

iv.) Accrual of holidays and holiday pay.

v.) Details of holiday year.

vi.) Dates when holidays can be taken.

vii.) Maximum holiday that can be take at any one time.

viii .) Carryover of holiday entitlement.

ix.) Public holidays.

7. Length of notice due to and from employee.

8. Grievances procedure (or reference to it).

9. Disciplinary procedure (or any reference to it).

10. Work rules (or any reference to them).

11. Arrangements for terminating employment.

12. Arrangements for union membership (if applicable).

13. Special terms relating to rights to patent s and designs,

confidential information and restraints on trade after

termination of employment.

20

14. Employer’s right to vary terms of the contract subject to

proper notification being given.

Alternatively called employment agreements or simply bonds,

contracts of employment serve many useful purposes. Such contracts

seek to restrain job-hoppers, to protect knowledge and information that

might be vital to a company’s healthy bottom line and to prevent

competitors from poaching highly valued employees.

Great care is taken to draft the contract forms. Often, services of

law firms (prominent firms in this category include Mulla, Craigie,

Blunt and Caroe, Crawford Bailey, Amarchand Mangaldas Hiralal, etc.)

are engag4d to get the forms drafted and finalized.

Most employers insist on agreements being signed by newly

hired employees. But high turnover sectors such as software,

advertising and media are more prone to use contracts.

The drawback with the contracts is that it is almost to enforce

them. A determined employee is bound to leave the organization,

contract or no contract. The employee is prepared to pay the penalty

for breaching the agreement or the new employer will provide

compensations. It is the reason that several companies have scrapped

the contracts altogether.

CONCLUDING THE SELECTION PROCESS: -

Contrary to popular perception, the selection process will not end

with executing the employment contract. There is another step – amore

sensitive one reassuring those candidates who have not selected, not

because of any serious deficiencies in their personality, but because

their profile did not match the requirement of the organization. They

must be told that those who were selected were done purely on relative

merit.

EVALUATION OF SELECTION PROGRAMME: -

The broad test of the effectiveness of the selection process is the

quality of the personnel hired. An organization must have competent

and committed personnel. The selection process, if properly done, will

ensure availability of such employees. How to evaluate the

effectiveness of a selection programme? A periodic audit is the answer.

People who work independent of HR department must conduct audit.

The table below contains an outline that highlights the areas and

questions to be covered in a systematic evaluation.

Selection Interview:

Interview is the oral examination of candidates for employment. This is the most essential

step in the selection process. In this step the interviewer matches the information obtained

about the candidates through various means to the job requirements and to the

information obtained through his own observations during the interview. Interview gives

the recruiter an Opportunity –

To size up the candidate personally;

To ask question that are not covered in the tests;

To make judgments on candidates enthusiasm and intelligence;

To assess subjective aspects of the candidate – facial expressions, Appearance, nervousness

22

and so forth;

To give facts to the candidates regarding the company, its policies, etc. and promote

goodwill towards the company.

EVALUATION:-

Evaluation is done on basis of answers and justification given by the applicant in the

interview.

PHYSICAL EXAMINATION:

After the selection decision and before the job offer is made, the candidate is required to

undergo a physical fitness test. A job offer is often contingent upon the candidate being

declared fit after the physical examination.

Medical examination:-

Certain jobs require physical qualities like clear vision, perfect hearing, unusual

stamina, tolerance of hard working conditions, clear tone, etc. Medical examination reveals

whether or not a candidate possesses these qualities.

Reference Checks:-

Once the interview and medical examination of the candidate is over, the personnel

department will engage in checking references. Candidates are required to give the names of

2 or 3 references in their application forms. These references may be from the

individuals who are familiar with the candidate’s academic achievements or from the

applicant’s previous employer, who is well versed with the applicant’s job performance

and sometimes from the co-workers. In case the reference check is from the previous

employer, information in the following areas may be obtained. They are job title, job

description, period of employment, pay and allowances, gross emoluments, benefits

provided, rate of absence, willingness of previous employer to employ the candidate

again, etc. Further, information regarding candidate’s regularity at work, character,

progress, etc. can be obtained. Often a telephone call is much quicker. The method of

mail query provides detailed information about the candidate’s performance, character and

behavior. However, a personal visit is superior to the mail or telephone methods and is used

where it is highly essential to get a detailed, first hand information which can also be

secured by observation. Reference checks are taken as a matter of routine and treated

casually or omitted entirely in many organizations. But a good reference check, when

used sincerely, will fetch useful and reliable information to the organization.

Hiring decision:-

The line manager has to make the final decision now – whether to select or reject a

candidate after soliciting the required information through different techniques discussed

earlier. The line manager has to take adequate care in taking the final decision because of

economic, behavioral and social implications of the selection decisions. A careless

decision of rejecting a candidate would impair the morale of the people and they suspect

the selection procedure and the very basis of selection in a particular organization. A true

understanding between line managers and personnel managers should be established so

as to facilitate good selection decisions. After taking the final decision, the organization has

to intimate this decision to the successful as well as unsuccessful candidates. The

organization sends the appointment order to the successful candidates either immediately

or after sometime depending upon its time schedule.

24

CHAPTER-4

RESEARCH METHODOLOGY

OB J E CT I VE S O F S T U D Y

The main Objective of our Study is to Insure the quality of Company’s Selection and

Recruitment process. Along with i t we consider the following points as a object during

our studies:

1: To identify company’s sources of recruitment.

2: To take Feedback from Employees on present Recruitment Scenario.

26

RE S E AR C H M ET H O D OL O GY

To conduct any research a scientific method must be followed the universe of study is very

large in which is difficult to collect information from all the employees. so the sampling

method has been followed study ,the analysis is based on primary as well as secondary

data.

P RI MA R Y S O U RC E S:-

Primary data was collected using an appropriate questionnaire and observing it

S E C ON D A RY S O U RS E S:-

The secondary data was collected from companies Training policy Documents & f rom

Official records.

Q U EST I ON NA I R E:-

It is the set of question which is to be filled up by the respondents for their Answers. We

have also prepared during our study for the purpose of collection of primary data.

Questionnaire designed were of multiple choice and of open ended nature.

MET HO D O F A NA L Y S I S :-

The Tool of analysis adopted by us is the “Column Charts”and”Pie Charts” which

We have prepared on the basis of Questionnaire.

Methodology can be defined as a systemic way of approaching a problem to identify the

truth and for this certain step should be taken in a systematic order and these steps are

called methods.

“Research Methodology is a process of planning, acquiring, analyzing and disseminating

relevant data and information”.

The use of Right methodology is necessary because if the right methods are not adopted

and thoughts are not arrange in a logical order the exact truth might not be expressed.

Thus the methodology means correct arrangement of thoughts and knowledge.

WHY RESEARCH IS REQUIRED ?

Conceptually, the purpose of research is to discover the answers for the questions through

application of scientific procedures. The main aim of the research is to find out the truth

which is hidden and which has not been discovered yet.

Through each research study has its own specific purpose, but generally researchers are

done:

To gain familiarities with a phenomenon or to achieve new insights into it.

To determine the frequency with which something occurs or with which associated with

something else.

To test the hypothesis of casual relationship between variables.

To take appropriate decisions.

28

Research is a careful and systematic effort of gaining new knowledge. Research is an

original contribute on to the existing stock of knowledge making for its advancement; it is

pursuit of true with the help of study, observation, comparison and experiment.

In short the search of knowledge through objectives and systematic method of finding

solution to problem is research.

R ES E ARC H D E S I G N :

The Research Design is A Plan, Structure and Strategy of Investigation Conceived so as to

Obtain answer to Research Questions and to Control Variance.

T he def i n iti on of t hree im por t ant t er m s

(plan, structure and strategy)

The plan is an outline of the research scheme on which the researcher is to work. The

structure of the research is a more specific outline or the scheme and the strategy shows

how the Research will be carried out, specifying the methods to be used in collection and

analysis of data.

Research design is the specification of methods and the procedure fro acquiring the

information needed. It is the operational pattern or framework of the projects that

stipulate what information is to be collected from which sources by the procedures. The

importance of research design lies in the fact that it makes a statement of what is to be

done in order to achieve the research objectives and how it is to be done. It is an

expression of what of the research exercise in terms of results and the analytical input

needed to convert data into research findings.

A design may be quite suitable in one case but could not fit in some other research

problem. One design cannot serve the purpose of all types of research problems. Also

most of the research problems are complex in nature and cannot be solved by a specific

research design. Hence a combination of research design is used to reach a solution.

The research design when chosen correctly prevents deviation in the study. The present

study is the cross sectional descriptive type with fields study and partly casual in nature as

it seeks to find out consumer behavior with respect to mobile and correlate them with

income, age, education, professions etc. and formulate marketing strategies based on the

study.

SA M P L IN G A N D S A M P LE D E S I G N :

It is not possible to examine every item in the population hence interferences is drawn

about a large numbers of items possessing a particular attribute based on based analysis of

fraction of such items. It is called a sample. For developing a sampler design following

points need to be discussed with regard to the present study –

POP U L A T I O N :

In Statistical usage the terms population is applied to any finite collection of individuals. It

has displaced the orders terms universe. It is aggregate of all elements possessing

certain specified characteristics which need to studied and defined prior to sample.

Population can be finite if units can be counted or infinite. Since the present study is done in

Bareilly, The population is finite. Population can be defined in terms of elements,

sampling units, extent and time.

30

In this study, the specifications will be as follows:

1. Element : People

2. Sampling Units : BSNL office

ELEME N T:

An Element is the unit about which information is collected. It provides the basis for

analysis. It identifiable physically. In the present study the element is dealer having a

good knowledge about the service. (Regarding Brand)

S A M P L IN G U NI T:

The sampling unit is the basic unit containing the element of the target population. The

sampling may be different from the element. It can be either geographical unit (state,

district etc.) or social unit (Household, family, club etc.) or a construction unit (enclave,

house, flat etc.) or it may be an individual. In the present stuffy, a sample of distributor is

selected in the three stages. First of all a sample of cities is selected, than a sample of

colonies is selected from each selected colony after the entire distributor in it.

SAMPLE FRAME:

A sample frame could be a telephone directory, a list of block and localities of a city, a

map or any other list consisting of all the sampling units, each stage of sampling process

requires its own sampling frame. Since the present study undergoes two stages sampling

process, we would need two sampling frames. First a list of localities, Second a list of

distributors within the selected localities.

S A M P L IN G D ES I G N :

Representation of entire universe is only possible through the sampling technique.

Considerable care has been taken in selecting the sample so that is Convenient in terms of

size and enough to represent the entire universe

SUMMARY

Data source: Primary and secondary Research approach: Survey method

Research instrument: Questionnaire Sampling plan: Sample unit (office)

Sample size: 50 employees

Sample area: Dehradun City

Contact method: Personal Contact

32

OBJECTIVES

To be a Lead Telecom Services Provider.

To provide quality and reliable fixed telecom service to our customer and there by increase

customer's confidence.

To provide mobile telephone service of high quality and become no. 1 GSM operator in its

area of operation.

To provide point of interconnection to other service provider as per their requirement

promptly.

Contribute towards:

National Plan Target of 500 million subscriber base for the country by December 2010.

Broadband customers base of 20 million in the country by 2010 as per Broadband Policy

2004.

Providing telephone connection in villages as per government policy.

Implementation of Triple play as a regular commercial proposition.

CHAPTER-5

DATA ANALYSIS AND

INTERPRETATION

34

DATA ANALYSIS AND INTERPRETATION

Employees in Bharat Sanchar Nigam Limited as on

Company payroll 90%

Contract 10%

INTERPRETATION

Most of the employee are as on company payroll.

How you recruit employee?

Through internal

recruitment

20%

Through external

recruitment

80%

INTERPRETATION

Most of the employee, recruit by external recruitment policy.

36

If internal, what was the procedure?

Transfer 60%

Promotion 30%

Re Call 10%

INTERPRETATION

They prefer transfer policy to recruit external employee.

Are you satisfied with company’s current recruitment policy?

Yes 90%

No 10%

INTERPRETATION

Most of the employee are satisfied with recruitment policy.

38

What was the time duration between interviews regarding selection in

Company and getting offer letter ?

One week 0%

One month 0%

Six month 40%

More than six month 60%

INTERPRETATION

More than six month is required to final touch.

Do you think that presently number of employees is enough?

Yes 10%

No 90%

INTERPRETATION

In current position number of employee are less.

40

Does company ask you for any recommendation to recruit?

Yes 15%

No 85%

INTERPRETATION

Company don’t required any recommendation to recruit.

Are you satisfy with BSNL selection and recruitment policy?

yes 76%

no 24%

INTERPRETATION

Most of the people are satisfy with BSNL.

42

CHAPTER 6

FINDINGS

F IND IN GS

After the survey we found the satisfaction level of BSNL employee is very high.

Most of the consumers go for the BSNL services.

Youth feel very comfortable with it.

BSNL has been covering the entire segment.

BSNL technology is very innovative.

A very high segment of youth goes for the name and goodwill of the BSNL.

BSNL does not believe their employee for participation/sharing their ideas in

recruitment

BSNL think that they need more employees because presently number of employees

are not enough.

Most of the employees are satisfied with recruitment and selection policy of BSNL.

44

CHAPTER 7

SUGGESTION AND CONCLUSION

SUGGESTIONS

The company should increase their service stations. More financing option should be

available.

The company should provide more customer value. Follow up should be increased.

Effort should be done for developing the concept of good relationship with consumers.

Special offer should be provided by the BSNL.

46

C ONC LU SION

The telecomm companies aims to ensure that the best candidate is selected for the job

regardless of age, color, origin, religion, gender etc to achieve this objective company

ensures that all those who are concerned with the recruitment and selection process have a

clear understanding of the job to be filled.

The purpose of this policy is to ensure that the company will attract and retail the most

highly qualified workforce available to them.

All the workers of the studied organization felt that this program is beneficial in

improving performance, skills, attitude and knowledge effectively and efficiently of

doing work.

SIMILAR IT IE S:

1: BSNL follow both external and internal recruitment as other two companies.

2: Selection procedure is same as in other two companies.

3: Satisfaction level regarding recruitment policy is same in all the three companies i.e.

highly satisfied.

48

APPENDICES

A nnexure

Bharat Sanchar Nigam Limited

Questionnaire

(For Academic Purpose)

Department: Designation: Age:

Name:

Q.1 Employees in Bharat sanchar limited as on

Company payroll

Contract

Both

Q.2 How you recruit employee?

Through internal recruitment

Through external recruitment

Both

Q.3If internal, what was the procedure?

Transfer

Promotion

Recall

Q.4 If external, how?

Through Ad. Through

Consultancy/emp

Exchange

Through Labour

Contractor

Management

Level

Supervisor

Level

Workers

Q.5Are you satisfied with company’s current recruitment policy?

Yes No

Q.6 Employee can get the opportunity in BSNL?

After qualifying written and interview

Interview only

Written only

None of them

50

Q.7What was the time duration between interview regarding selection in company and getting offer letter?

One week

One month

Six month

More than six month

Q.8 what qualification is required at the time of selection?

Degree level Diploma /HSC level SSClevel Below SSC

Management

Supervisor

Worker

Q.9Do you ask for any work experience at the time of selection?

More than 10 yrs More than 5 yrs More than 1 yrs Freshers

Management

Supervisor

Worker

Q.10 Do you think that presently number of employees are enough?

Yes No

Management

Supervisor

Workers

Q.11 What is the criteria to fill up the post?

Through promotion Through transfer ThroughRe Call

Through sources

Management

Supervisor

Worker

Q.12 Does Company ask you for any recommendation to recruit?

Yes

No

Q.13. Did you contact the informal contact names in the advertisement?

Yes No

If Yes, was this helpful? Yes No

If No, Why not?

52

B IBL IOGRAP HY

I have used the following source for finding the data

A. Research methodology - C.R. Kothari

Literature from the web site

w ww .bs nl.org.document.info.pr acti ces cordina l.org

w ww .bs nl.in.office.docu ment.c lass .infoexe.ogr

http://www .bs nlindia. com

Http: www.bsnlindia.com http:

http: w ww .w ikipedia.org

Philip Kotler, Marketing Management,