INTRODUCTION

In any organisation there is a need of three resources i.e. men, money and material. Man is a very

essential part of an organisation.

Recruitment and Selection process of employees in any organisation holds an important place

because it is the process of determining manpower requirements in order to carry out the integrated

plan of the organisation.

According to Geisler, “ Recruitment and Selection are the part of manpower planning the process

including forecasting, developing, implementing and controlling, by which a firm ensures that it

has the right type of people at the place at the right time doing things for which they are commonly

useful”.

Recruitment and selection is based on number of core principles that are outlined in

Recruitment and Selection policy. These principles include:

1. Building workforce capabilities

2. Selection on merit basis

3. Testing of application skills and attributes

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RECRUITMENT

“Recruitment is a process to discover the source of manpower in adequate numbers to facilitate

effective deletion of an effective work force”.

Recruitment is said to be the initial in the process, which continues with Selection and ceases with

the placement of the candidate. It is the next step in the procurement function, the first being the

manpower planning. It makes it possible to acquire the number and types of people necessary to

ensure the continued operation of the organization. It is the process of discovering applications for

actual or anticipated organizational vacancies.

Recruitment is the process of finding and attracting capable applicants for employment. This being

such a critical factor, any organization, has to have well defined policies and practices aligned with

the organization’s mission and vision since it injects fresh blood into the organization, it’s

important that the kind of candidates being taken in, are carefully scrutinized and selected.

Organizations work hard to find and attract capable applicants. Their method depends upon the

situation since there is no best recruiting technique.

However, the job descriptions and specifications are essential tools, especially for management in

large organizations. Normally, organizations follow several steps. Organizations identify job

openings through human resource planning or requests by functional managers. The human

resource plan can be helpful because it shows the recruiter both present openings and those

expected in the future. With job openings identified, HR department finalizes what each job

requires by reviewing the job analysis information, particularly job descriptions and job

specifications. This information tells HR the characteristic of both the jobs and the people who fill

them. When the job analysis appears outdated or seems superficial, and inadequate or not meeting

with the times and need of the latest technology, HR learns more about the job’s requirements

from the manager.

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THE PURPOSE OF RECRUITMENT

It is to locate the source of manpower function of personnel administration, because unless the

right type of people are hired, even the best plan, organizational charts and control systems would

not do much good. It is a process in which a comprehensive and brainstorming search is done for

the right selection of employees and stimulating and encouraging them to think about joining an

organization that will meet their desires towards, working and other aspects related to it.

The process of Recruitment is said to be of positive nature, which stimulates to every person to

apply for a particular job to increase the hiring ratio that means a lot of applicants for a job.

Selection on the other hand tends to be negative because it rejects a number of persons as they

became unfit for the applied position and the best is hired.

The general purpose of recruitment is to provide a pool of potentially qualified job candidates.

Specifically, the purposes are to:

Determine the present and future Requirements of the organization in conjunction with the

personnel planning and job analysis activities.

Increase the pool of job candidates with minimum cost.

Help increase the success rate of the Selection process by reducing the number of under

qualified or overqualified job applicants.

Help reduce the probability that the job applicants, once recruited and selected, will leave

the organization only after a short period of time.

Meet the organization’s legal and social obligations regarding the composition of its

workforce.

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

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

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

applicants.

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KEY POINTS OF RECRUITMENT

All organization whether large or small, does engage in recruiting activity although not in the same

number.

It can be differentiated on the basis of:

The size of the organization

The employment conditions in the community where the organization is located.

The effects of past recruiting efforts which shows an organization’s ability to locate and

hire good performing people.

Working conditions, salary and other perks offered by the organization which may influence

turnover and necessitates future recruiting.

The rate of growth of the organization.

The level of success of operations and future expansion.

Cultural, economic and legal factors.

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BOTTLENECKS IN THE PROCESS OF RECRUITMENT

No employer could ever freely choose always the right candidate because various forces

impinge upon such selection. Such hurdles are:

The organization’s Place

The candidate who’s recruitment is to be made might not be interested in joining the

organization because either its reputation or goodwill is not good in the society, corporate

sector or because the working conditions are hazardous, that is, it is involved in the production

of such products whose manufacturing leads to adverse effect over the health of any employee.

All such factors minimize its ability to pull the super brains from employment market.

The Policy of the Organization towards its employers

If the policy aims at providing promotion to its employees from within, people would be

attracted to it, because such a policy enjoys several advantages such as that of creating good

public relations, building high moral , encouraging people who are ambitious and thus

improving the probability of a good selection.

Boundations to recruit Union Members :

Some unions emphasizes on Recruitment of union members only, in such a condition

management has to recruit from a restricted supply.

Influence of the Government

An employer cannot distinguish any individual on the basis of physical appearance, sex or

religious background for the purpose of Recruitment.

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FACTORS AFFECTING RECRUITMENT

External Factors Internal Factors

1) Socio – economic factors 1) Company’s Pay Package

2) Supply and Demand factors 2) Quality of Work life

3) Unemployment rate 3) Organizational Culture

4) Political, legal and governmental 4) Career Planning and Growth

Factors like reservations for 5) Company’s Size

SC/ST/BC and Sons of Soil 6) Company’s Product/ Services

5) Information system like employment 7) Geographical spread of the

Exchanges/ Tele-recruitment like Company’s Operations

Internet. 8) Company’s Growth Rate

9) Role of Trade Unions

10) Cost of Recruitment

11) Company’s Name & Fame

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RECRUITMENT POLICIES

The “Recruitment policy” is concerned with quantities and qualifications of manpower. It involves

a commitment by the employer to some general principles.

A Recruitment policy indicates the organizations code of conduct in this area of activity.

A good Recruitment policy must contain these elements:

1) Government Policies.

2) Personnel policies of other competing organizations.

3) Recruitment sources.

4) Recruitment needs.

5) Recruitment cost.

6) Organizations personnel policies.

7) Selection criteria and preferences, etc

PREQUISITES OF A GOOD RECRUITMENT POLICY

It should be in conformity with its general personnel policies.

It should be flexible enough to meet the changing needs of an organisation.

It should be so designed so as to ensure employment opportunities for its employees on a long

term basis so that goals of the organisation should be achievable, and it should develop the

potentialities of employees.

It should match the qualities of employees with the Requirements of the work for which they

are employed.

It should highlight the necessity of establishing job analysis.

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RECRUITMENT PROCEDURE

As was stated earlier, recruitment refers to the process of identifying and attracting job seekers so

as to build a pool of qualified job applicants. The process comprises five interrelated stages, viz. (i)

planning, (ii) strategy development, (iii) searching, (iv) screening, and (v) evaluation and control.

The ideal recruitment programmer is the one that attracts a relatively larger number of qualified

applicants who will survive the screening process and accept positions with the organisation, when

offered. Recruitment programmer can miss the ideal in many ways: by failing to attract an

adequate applicant pool, by under/over selling the organisation, or by inadequately screening

applicants before they enter the selection process. Thus, to approach the ideal, individuals

responsible for the recruitment process must know how many and what types of employees are

needed, where and how to look for individuals with the appropriate qualifications and interests,

what inducements to use (or avoid) for various types of applicant groups, how to distinguish

applicants who are unqualified from those who have a reasonable chance of success, and how to

evaluate their work.

Sel

Screening

8

Personnel Planning

Job Analysis

Employee Requisition

Job Vacancie s

RecruitmentPlanning-Numbers- Types

StrategyDevelopment- Where- How- When

Evaluationand

Control

Applicant

Population

SearchingActivation"Selling"-Message-Media

Applicant

Pool

Potential

Hires

To Selection

SOURCES OF RECRUITMENT

The learners of human resources management may feel that sources and techniques of recruitment

are one and the same. But they are different. Sources are those where prospective employees are

available like employment exchanges while techniques are those which stimulate the prospective

employees to apply for jobs like nomination by employees, advertising, promotion etc.

The sources of recruitment are broadly divided into internal sources and external sources.

1) Internal Sources

2) External Sources

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 ever demoted.

PRESENT EMPLOYEES:

Promotions and transfers from among the present employees can be a good source of recruitment.

Promotion to higher positions has several advantages. They are’’---

(i) It is good public relations;

(ii) It builds morale;

(iii) It encourages competent individuals who are ambitious;

(iv) It improves the probability of a good selection, since information on the individual’s

performance is readily available;

(v) It is cheaper than going outside to recruit;

(vi those chosen internally are familiar with the organisation; and

(vii) When carefully planned, promoting from within can also act as a training device for

developing middle-level and top-level managers.

FORMER EMPLOYEES:

Former employees are also an internal source of applicants. Some retired employees may be

willing to come back to work on a part-time basis or may recommend someone who would be

interested in working for the company. Sometimes, people who have left the company for some

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reason or the other are willing to come back and work. Individuals who left for other jobs. Might

be willing to come back for higher emoluments.’’ An advantage with this source is that the

performance of these people is already known.

PREVIOUS APPLICANTS:

Although not truly an internal source, those who have previously applied for jobs can be contacted

by mail, a quick and inexpensive way to fill an unexpected opens. Although ‘walk-ins’ are likely

to be more suitable for filling unskilled and semi-skilled jobs, applicants to previous jobs can fill

some professional openings.

EVALUATION OF INTERNAL RECRUITMENT:

There are three major advantages of internal recruitment. First, it is less costly than external

recruiting. Second, organizations typically have a better knowledge of the internal candidates’

skills and abilities than the ones acquired through external recruiting. Third and organizational

policy of promoting from within can enhance employees’ morale, organizational commitment and

job satisfaction. There are disadvantage which need to be mentioned. One theory is that the method

simply perpetuates the old concept of doing thing --- that creative problem solving may be

hindered by the lack of new talents.

Some organisations complain of unit raiding in which divisions compete for the same people. A

third possible disadvantage in that politics probably has a greater impact on internal recruiting and

the selection than does external recruiting. Thus, while more job-related information may be

known about internal candidates, personnel decisions involving internal candidates are more likely

to be affected by the political agenda of the decision makers.

Merits:

1) Enhances morale of the employees.

2) Ensures stability from continuity of employment.

3) Builds loyalty among the employees.

4) Ensures contract with major supplies of personnel.

Demerits:

1) Danger of “Inbreeding” – new blood is discouraged from entering an organization.

2) Possible inadequacy of supply of needed manpower.

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3) Lack of significant new ideas or innovations or suggestions.

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

Inefficient candidates.

EXTERNAL SOURCES

External sources far outnumber the internal methods specifically; sources external to an

organisation are professional or trade associations, advertisements, employment exchanges,

college/university/institute placement services, walk-ins and write-ins, consultants, contractors,

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

External sources lie outside an organization such as:

a) Employees working in other organizations.

b) Job aspirants registered with employment agencies.

c) Students from reputed educational institutes.

d) Candidates referred by unions, friends, relatives and existing employees.

e) Candidates responding to the advertisements issued by the organization.

f) Unsolicited applications/ walk-ins.

PROFESSIONAL OR TRADE ASSOCIATIONS:

Many associations provide placement services for their members. These services may consist of

compiling job seekers’ lists and providing access to members during regional or national

conventions. Further, many associations publish or sponsor trade journals-or magazines for their

members. These publications often carry classified advertisements from employers interested in

recruitment their members. Professional or trade associations are particularly useful for attracting

highly educated. Experienced or skilled personnel. Another advantage of these sources is that

recruiters can zero in on specific job seekers, especially for hard-to-fill technical posts.

1). ADVERTISMENT:

These constitute a popular method of seeking recruits as many recruiters prefer advertisement

because of their wide reach. WANT ADS describe the benefits, identify the employer, and tell

those who are interested and how to apply. Many organizations place what is referred to as a

BLIND AD, one in which there is no identification of the organisation.

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2). EMPLOYMENT EXCHANGES:

Employment exchanges have been set up all over the country in deference to the provisions of

the Employment Exchanges (Compulsory Notification of Vacancies) Act.1959. The Act

applies to all industrial establishments having 25 workers or more each. The major functions of

the exchanges are to increase the pool of possible applicants and to do preliminary screening.

Thus, employment exchanges act as a link between the employers and the prospective

employees. These offices are particularly useful in recruiting BLUE-COLLAR, WHITE

COLLAR and technical workers.

3). CAMPUS RECRUITMENT:

College, Universities research laboratories, sports fields and institutes are fertile group for

recruiters, particularly the institutes. Campus recruitment is going global with companies like

Hindustan Lever, Cit. Bank, HCL, HP, ANZ Grind lays, L&T, Motorola and Reliance looking

for recruits in global market. Four reasons can be given to explain this trend. First, changes in

the economic front have thrown open new opportunities in the home country. Second quality of

life in India has improved considerably. Third it is becoming highly difficult for foreign

students to secure work permits in the US. Fourth, sentiment and love for the mother country

compels them to return to India.

4). WALK-INS, WRITE-INS AND TALK-INS:

The most common and least expensive approach for candidates is direct applications, in which

job seekers submit unsolicited application letters or resumes. Direct applications can also

provide a pool of potential employees to meet future needs. Walk-ins are preferable as they are

free from the hassle associated with other methods of recruitment. Write-ins are those who

send written inquiries.Talk-ins are becoming popular nowadays. Job aspirants are required to

meet the recruiter (on an appropriated date) for detailed talks.

5). CONSULTANTS:

Consultants are useful inasmuch as they have nation-wide contacts and lend professionalism to

the hiring process. They also keep prospective employer and the employee anonymous. But,

the cost can be a deterrent factor.

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6). CONTRACTORS:

Contractors are used to recruit casual workers.

7). DISPLACED PERSONS:

Such people are a source of recruitment, not only for the project which caused the

displacement, but also for other companies located elsewhere. Rehabilitation of displaced

persons is mandated by the government.

8). RADIO AND TELEVISION:

Radio and television are used but sparingly, and that too, by government departments only.

Radio and television can be used to reach certain types of job applicants such as skilled

workers.

9). ACQUISITIONS AND MERGERS:

Another method of staffing organisations is a result of the merger or acquisition process. When

organisations combine into one, they have to handle a large pool of employees, some of whom

may no longer be necessary in the new organisation. Consequently, the new organisation has,

in effect, a pool of qualified job applicants (although they are current employees). As a result

of the merger or acquisition, however, new jobs may be created as well.

10). COMPETITIORS:

Rival firms can be a source of recruitment. There are legal and ethical issues involved in

raiding rival firms for potential candidates. From the legal point of view, an employee is

expected to join a new organisation only after obtaining a 'no objection certificate from his/her

present employer.

The ethical issue is more significant than the legal one. Should an employee desert the

organisation which has given training and offered him/her a job simply because someone else

offers you a few hundred rupees more as compensation? Is money everything in life? Have

loyalty and commitment lost their relevance?

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Merits:

1) Wide Choice.

2) Injection of fresh blood.

3) Motivational Force.

4) Long – term Benefits.

Demerits:

1) Expensive.

2) Time consuming.

3) Demotivating.

4) Uncertainty.

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METHODS OR TECHNIQUES OF RECRUITMENT:

The most commonly used methods of recruiting people are as follows:

1) INTERNAL METHODS

a) Promotions and Transfers : A transfer is an internal movement within the same Grade, from

one job to another. It may lead to change 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 change in duties,

responsibilities,Status and value.

b) Job Posting: Job posting is another way of hiring people from within. In this Method, the

organization publicizes job openings on bulletin boards, electronic media and similar outlets.

c) Employee Referrals: Employee referral means using personal contacts to locate Job

opportunities. It is a recommendation from a current employee regarding a job applicant.

2) DIRECT METHODS

Direct methods include sending traveling recruiters to educational and professional Institutes,

employees contacts with public and manned exhibits.

Campus Recruitment: It is a method of recruiting by visiting and participating in college

campuses and their placement centers. Here the recruiters visit reputed educational institutions

with a view it pick up job aspirants having requisite technical or professional skills. Most college

recruiting is done in co-operation with the placement office of the college. The placement office

usually provides help in attracting students, arranging interviews, furnishing space and providing

campus recruiting is an extensive operation. Person pursing M.B.A or other technical diploma are

picked up in this manner. For this purpose; carefully prepared brochures, describing the

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Methods Of Recruitment

Internal Methods Direct

Methods Indirect Methods

Third Party Methods

organization and the jobs it offers, are distributed among the students, before the interviewer

arrives.

The TATA, RELIANCE, WIPRO, INFOSYS, Dr. REDDY’s LAB, NESTLE,

DABOUR,LARSON & TURBO, BIRLA, HINDUSTAN LIVER and other on lighted firms

maintain continuing with institutions placement officials with a view to recruiting staff regularly

for different responsible positions.

Sometimes, Firms directly solicit information from the concerned professors about Student with an

outstanding record. Many companies have found employees contact method with the public a very

effective method.

Other direct methods include sending recruiters to conventions and seminars, setting up exhibit at

fairs, and using mobile offices to go to the desired centers.

3) INDIRECT METHODS

Indirect methods involve mostly advertising in newspaper, on the radio, in trade, technical and

professional journals and brochures.

Advertisements: The ads generally give a brief outline of the job responsibilities, Compensation

package, prospects in the organization, etc. It may be of two types:

I) News paper ads

II) Television and Radio ads

The main point is that the higher the position is in the organization or the more specialized the

skills sought, the most widely dispersed advertisement is likely to be .

The search for top executive might include advertisement in a national periodical, while the

advertisement of blue-collar job is usually confirmed to the daily newspaper or regional trade

journals.

The classified advertisement section of a daily newspaper or the Sunday weekly editions of the

Hindustan Times, The Times Of India, the Tribune, Bharat Jyoti, The national Herald, Free Press

Journal, The Pioneer, Amrit Bazaar Patrika, The Indian Express, The Statesman etc carry

advertisement to screen themselves in order to find out whether they are fit for the job for which

advertisement has been issued.. In order to be successful, Advertisement should be carefully

written. It is not properly written, it may not draw the right type of the applicants who are not

qualified for the job. It should be so framed as to attract attention for example by the use of

different sizes and types of print. The first line should limit the audience somewhat and the next

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few lines further seen out the readers who do not posses the necessary specific information for

advancement.

The benefit to be enjoyed by working in the company; and it should emphasize facts related to the

dignity of the job beyond and to professional experts. “Frilly advertisements, containing

exaggerated claims and gimmicky appeals are to be avoided”. Advertising can be very effective if

its media are properly chosen.

Organizations often place what is referred to as a blind advertisement one in which there is no

identification of the organization. Respondents are asked to a post office box no. or to a consulting

firm that is acting as an intermediary between the applicant and the organization. The large

organizations with regional or national reputation do not usually us blind advertisement Other

methods include advertisement in publication , such as trade and professional journals, and radios

or television announcements, as is done by many Indian manufacturers. People with specialized

background and interest read professional journals. Therefore, advertisements in these are

generally selective.

4) THIRD PARTY METHODS

a) Private employment agencies: These are brokers who bring employers and employees

together. The specialization to these agencies enhances their capacity to interpret the needs to their

clients, to seek our particular types of persons and to develop proficiency in recognizing the talent

of specialized personnel.

b) State or public employment agencies: These agencies provide a wide range of services –

counseling, assistance in getting jobs, information about the labour market, labour and wage rates.

c) Schools, Colleges and Professional Institutes: These general /professional institutions provide

blue-collar applicants, white-collar and managerial personnel.

d) Professional organizations or recruiting firms or executive

recruiters: These consulting firms recommend persons of high caliber for managerial, marketing,

and production engineers’ posts.

e) Indoctrination seminars: College professors are invited to take part in these seminars. Visits

and banquets are arranged so that the participant professors may be favorably impressed and later

help the company in getting the required personnel.

f) Employee Referrals: Friends and relatives of present employees are also a good source from

which employees can be drawn.

g) Trade Unions : They also provide manual and skilled workers in sufficient numbers.

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h) Unconsolidated Applications : For positions in which large numbers of candidates are not

available from other sources, the company may gain in keeping files of applications received from

candidates who make direct enquiries about possible vacancies on their own, or may send

unconsolidated applications.

i) Voluntary Organizations: Private clubs, social organizations, might also provide employees-

handicaps, widowed or married women, old persons, retired hands, etc. in response to

advertisements.

j) Computer Data Banks: When a company desires a particular type of employee, job

specifications and requirements are fed into a computer, where they are matched against the

resume data stored there in.

The best management policy regarding recruitment is to look first within the organization, if that

source fails, external recruitment must be tackled.

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SELECTION

“Selection is the process of picking individuals (out of the pool of job candidates) with requisite

qualifications and competence to fill job in the organization”.

Selection is the process of examining the applicants with regard to their suitability for the given

job from the suitable candidates and rejecting the others. Thus, Selection is negative in its

application in as much as it seeks to eliminate as many unqualified applicants as possible in order

to identify the right candidates.

Selection involves screening or evaluation of applicants to identify those who are best-suited to

perform the jobs which have fallen vacant in an organization. It is the process of rejecting

unsuitable candidates to choose the few suitable applications.

Under selection, the qualification and experience of every candidate are compared with those of

other candidate. The basic purpose of selection is to choose the right type of candidate to fill up

vacancies in the organisation. Selection involves the matching of the qualities of candidates with

the requirements of a job.

PURPOSE OF SELECTION

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

requirements of the job and the 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

applicant in terms of age, qualifications, skills, experience, and 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 directly affects the amount

and quality of employees work. Any mismatch 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 in the

long run. Effective selection, therefore, demands constant monitoring of the ‘fit’ between person

and the job

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FACTORS AFFECTING SELECTION DECISIONS

A number of factors affect the selection decision of candidates. The important among them are:

1) Profile Matching: Possible care is taken to match the candidate’s bio-data with the job

specifications.

2) Organizational and Social Environment: Some candidates who are eminently suitable for the

job, may fail as successful employees due to varying organizational and social environment.

3) Successive Hurdles: In this method, hurdles are created at every stage of selection.

4) Multiple Correlation: Multiple correlation is based on the assumption that a deficiency in one

factor can be counter, balanced by an excess amount of another.

METHODS OF SELECTION

1) UNSCIENTIFIC METHOD OF SELECTION

a) Physiognomy: Physical features, such as shape of the face, color, etc, sometimes influence in

the selection of workers.

b) Graphology: Selection is made on the basis of handwriting. For e.g., small letters indicate

miserliness, self-centeredness and paying attention to minute detail.

2) SCIENTIFIC METHOD OF SELECTION

a) Photograph: It is not correct to judge mental abilities and qualities only from a photograph

without conducting any interviews and tests.

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b) Letter of Application: The letter of application is a good basis of prediction about the job

success of the individual, which gives sufficient information about the applicant.

c) Application Blanks: An application blank is prepared from the application form. For different

jobs different application blanks are prepared & given to the applicants before the interview to fill

up the necessary requirements. It is more specific compared to the application forms.

Application blanks usually have two functions:

- They provide useful information about the employee according to the requirements of the

company, such as the age, sex, number of dependents, social security, etc.

- They provide information about job applicants, which the personnel officer consider necessary to

the hiring process. Thus, it can be held that the application blank is a highly structured interview in

which the questions have been formulated & standardized in advance.

d) References & Recommendations: Documentary evidences in favor of satisfactory

performance in the past are provided by references & recommendations from the previous

employer.

e) Interview: Interview techniques are extensively used for the selection of employees in any &

every job. By this technique, the interviewer gets an idea about the overall personality of the

interviewee. It is definitely a good source of obtaining information about the person seeking a job.

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STEPS IN SELECTION PROCESS

STEP 7

STEP 6

STEP 5

STEP 4

STEP 3

STEP 2

STEP 1

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Screening Of Applicants

Screening Of Applicants

Selection Tests

Selection Tests

Interview Interview

Checking Of References

Checking Of References

Hiring Decisions

Hiring Decisions

Placement Placement

Physical Examination

Physical Examination

SELECTION PROCESS

Selection is usually a series of hurdles or steps. A standard selection process has the following

steps:

1) Screening of Applicants : Prospective employees have to fill up some sort of application forms.

These forms have variety of information about the applicants like their personal bio-data,

achievements, experience, etc. Such information is used to screen the applicants who are found to

be qualified for the consideration of employment. Based on the screening of applications, only

those candidates are called for further process of selection that are found to be meeting the job

standards of the organization.

2) Selection Tests: Many organizations hold different kinds of selection tests to know more about

the candidates or to reject the candidates who cannot be called for interview, etc. These tests may

give information about their aptitude, interests, personality, etc, which cannot be known by the

application forms.

3) Interview: Selection tests are normally followed by the personal interview of the candidates.

The basic idea here is to find out overall suitability of candidates for the jobs. It also provides

opportunity to give relevant information about the organization to the candidates.

4) Checking of References: Many organizations ask the candidates to provide the name of

referees from whom more information about the candidates can be solicited. Such Information

may be related to character, working, etc. The usual referrers may be previous employers, person’s

associated with the educational institutions from where the candidates have received education, or

other person’s of prominence who may be aware of the candidate’s behavior & ability

.

5) Physical Examination: Physical examination is carried out to ascertain the physical standards

and fitness of prospective employees. The practice of physical examination varies a great deal both

in terms of coverage and timing. While many organizations do not carry it at all, others carry on a

very comprehensive basis. Some organizations only have general check up of applicants to find the

major physical problems, which may come in the way of affective discharge of duties.

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6) Approval by Appropriate Authority or Hiring Decisions: On the basis of the above steps,

suitable candidates are recommended for selection by the selection committee or personnel

department. Organization may designate the various authorities for approval offinal selection of

candidates for different categories of candidates. When the approval is received, the candidates are

informed about their selection and asked to report for duty to specified persons.

7) Placement: After all the formalities are completed, the candidates are placed on their jobs

initially on probation basis. The probation period may range from 3 months to 2 years. During this

period, they are observed keenly and when they complete this period successfully, they become the

permanent employees of the organization.

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COMPANY PROFILE

INTRODUCTION

Krishna maruti limited estabiished in 1994 at nersighpur .it is a joint venture company of Suzuki

motor corporation of Japan, Maruti Udyog limited and Ashok Kapur and Association . The

company has a technical collaboration with SNIC of Japan. KRISHNA MARUTI LTD. Is South

Asia’s largest manufacturer of seating system for automobilies.

Krishna Maruti Limited is also India’s frist company to use robotic PU plants .Both the PU plant

are fully automatic and robotic and are capable of producing dual hardness for better orthopedic

comfort.

VISION

"Highly customer oriented, humane and system run global organization with a concern for

Society".

MISSION

"We are a dedicated, proactive, loyal & accountable group of people with a quest for excellence

through latest technology, people empowerment and brand equity to produce world class products

by adopting best business practices and ethics."

CORE VALUES

HumanDignity

Honesty

Commitment

Sincerity

IMS POLICY

"In line with our vision & mission, we remain committed for total satisfaction of our customers,

associates and society at large, through excellence in quality, value for money, on -time deliveries

25

and continual improvement. While achieving this, we remain conscious about health, safety,

environment and laws of land."

PHILOSOPHY

To Develop the Organization

1). Focus towards customer delight, engineering infrastructure, cost consciousness and continous

improvement through 5’S Kaizens, Circles and suggestion meeting.

2). Fast in system and technological up gradation and implementation.

3). Flexible towards customer requirements.

4). Friendly environment among customers, employs & venders.

5). Firm in adhering to laid down policies & procedures.

6). Fun in achieving timely target.

QUALITY SYSTEM

1). ISO 9002 in 1997.

2). QS 9000 in 1998.

3). TS16949 IN22002.

4). OSHA S 18001in2002.

5). DEMING APPLICATION PRIZE in2005 awarded by the Japanese union of Scientists &

Engineering, Japan for achieving world class standards in total quality management.

ACHIEVMENTS

1). Group turnover .1500 Cores.

2). Rolled out 2 million seat sets in December’ 04.

3). Customer rejection<3ppm.

4). Maruti awards:

a). Outstanding overall performance.

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b). Cost reduction.

c). Cost reduction trough sincere efforts for VA/VE.

d). Tier -2 vendors up gradation.

e). Superior perf. Through kaizen.

5). Honda award for QCDDM.

6). Patents applied for 5 seats design.

7). Design excellence award by national institute of desing.

8). Three units of Mark auto aquired by

GROWTH JOURNEY

1). 1994-1995

Established Krishna maruti ltd. a joint venture between Ashok Kapur, Maurti Udyog & Suzuki

Moter Corporation to manufacture seats in technical collaboration with SNIC CO. LTD of

Japan.

2). 1996-1997

Established Krishna toyo ltd. ,a joint venture between Ashok Kapur & Toyo ltd . to

manufacture Auto Mirrors in technical collaboration with Toyo of Japan .

3). 1997 -1998

Established Krishna pads ltd. A joint venture between Ashok Kapur & Krishna maruti to

manufacture head rest &pu products Established r&d center asper European homologation.

4). 1998-1999

Established Krishna Trims Ltd. a joint venture between Ashok Kapur & Krishna Maruti to

manufacture Seat Trims.

5). 1999- 2000

TQM Journey started with professor Tsuda of Japan.

6). 2000-2001

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Established Krishna Maruti Ltd. Door Trim Division in Technical collaboration Suzuki Kasel

of Japan to manufacture injection Moulded Door Trims.

7). 2001-2002

Established Krishna Maruti Ltd. Roof Head Liner Division.

8). 2002-2003

Started Social Development programs through Sat Krishna Public Charitable Trust.

9). 2003-2004

Established Krishna Group Antolin (p) Ltd., a joint venture between Krishna Maruti & Group

Antolin to manufature Roof Head Liners in technical collaboration with Group Antolin of

Spain.

10). 2004-2005

Established Krishna Quinette Galley a joint venture between Ashok Kapur & Quinette Galley

to manufacture Auditorium & Cinema seata in technical collaboration with Quinette Galley of

France.

11). 2005-2006

Acquired Mark Auto Industries Ltd., now SKH Metals LTD., ajoint venture between Ashok

Kapur &Maruti Udyog to mfg. Fuel Tank ,Front Suspension Metal Parts in technical

collaboration with Fatuba of Japan , Okamoto of Japan and Magnetti Marelli of Ltaly.

12). 2006-2007

Established SKH Auto component limited through merger of Krishna Trims & Krishna pads.

Established Krishna Maruti Ltd., moulded carpet division. Won the deming award for

achieving excellence in TQM.

13). 2007-2008

Established SKH Technology, a step torwards having a Warld Class Tool Room

14). 2008-2009

Established Seat Division -11,KML Moldings at Manesar.

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29

EMPLOYEES CHARTER

A unique program in industry to ensure 100% employee satisfaction not only on official issues but

also on personal issues. It provides a forum to all “Krishna Family Members” to seek help /

support from various level liks;

1 The Employee counseller.

2 The fairness committee.

3 The Hot line.

4 The rule applicable is maximum days at each level.

CUSTOMER

MARUTI SUZUKI

HERO HONDA

BAJAJ

TATA

MARUTI SUZUKI

SUZUKI

HERO HONDA

MAHINDRA

YAMAHA

PRODUCTS

Sheet matal and tubular welded ports

Sheet sefting

Decks board

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INFRASTRUCTURE

Fully attuned to evolving customer needs & requirements, over the years, the Krishna Maruti Pvt.

Ltd. has grown from strength to strength. It has not only multiplied its manufacturing and

engineering capabilities in a big way, but also taken a giant leap in the highly dynamic

international market. The group is working hand in hand with a multitude of new clients across

many industries

Though the company has moved ahead towards new frontiers, yet it nourishes old relationships

with undying passion and perseverance.

One Stop Solution:

Designing

Stampings

Tubular Forming

Machined Parts – Sprockets/ Piston Rods/ Oil Pumps/ Transmission Shafts

Welding – MIG/ TIG/ SPOT/ ROBO

Painting & Tri Nickel Chrome Painting

Supporting infrastructure – Tool Room/ Met Labs/ Standard Room etc.

31

OBJECTIVES OF THE STUDY

1). To see the employee practical work.

2). To know about the role and activities of HRD department of company and other departments.

3). To know about the communication system between superior and Subordinates and workers.

4). To complete the BBA three year degree course.

5). To prepare a best report on HRD, management.

6). To conduct and Decatur the behaviour of the Company’s’ staffs.

7). To gain good acknowledge about practical works.

8). How it is beneficial for the company.

9). What is the satisfaction level of employees for the job

32

RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the problem. It may be understood as a

science of studying how research is done scientifically. When we talk of research methodology we

not only talk of research methodology but also consider the logic behind the methods, that we are

using and explain why we are using a particular technique and not other. Research means search

for knowledge. It is a perquisite for a dynamic organization. Precisely research is a more

systematic activity directed towards the discovery and development of organized body of

knowledge.

A). Research Design:

A research design is the arrangement of the condition for collecting and analysis of data in a

manner that aim to combine relevance to the research purpose with economy in process or that

is to save the time and cost. Descriptive research was carried out which was experimental in

design. It was necessitated, as it was required to get in depth inside into employee’s satisfaction

level towards the Private & Public originations. Information gathered was based on the reply of

respondents to structured questionnaire.

Scope of the Study:

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

the Employees recruited in the public and private originations according to these sources.

Area of the Study:

The area covered under this study is the town of Binola and Manesar. To undertake the

study I have communicated to the employees and Managers of the public and private

originations.

Time of the Study:

I conducted this survey in the duration of one month

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B). Data Collection:

i). Data Collection Methods

The task of data collection begins after the research problem has been defined and research

begins chalked out. While deciding about the method of data collection to be used the

researcher should keep in mind two types of data i.e. primary and secondary data.

Primary Data: Primary Data are those which are collected a fresh and far the first time, and

thus happens to be original in character.

Primary data was collected from door to door survey and the basic tools used for gathering the

information is through structural questionnaire, personal interview of the various bank's

personnel and some persons were also connected through telephone.

Personal interview, personal opinion and viewpoints of both public and private organisations

staff about the various recruitment sources in the completion of the project.

Secondary Data: Secondary data on the other hand are those which are collected by someone

which have been passed through statistical process.

Brochures, journals, magazines, and internet of information provided let many inputs for the

successful completion of project.

34

ii). Data Collection Techniques

The main techniques used in the data collection were:

1. Questionnaire

2. Interview

3. Magazines

4. Internet

iii). Data Collection Instruments

Instruments used to collect the data were:-

1. Structured Questionnaire

2. Personal Interview

C). Sampling Design

i). Sampling Unit : Binola and Manesar

ii). Sample Size : 40 respondents

(20 from Public & 20 from

Private Organizations)

iii). Sampling Techniques : Convenience sampling

35

ANALYSIS & DATA INTERPRETATION

Que.1. Which internal Sources prefer for recruitment both in Public and Private

Organisation.

Which internal Sources prefer for recruitment in Public Organisation.

Present Employees 20

Employee Referrals 0

Former Employees 0

Previous Applications 0

36

Which internal Sources prefer for recruitment in Private Organisation.

Present Employees 11

Employee Referrals 3

Former Employees 1

Previous Applications 5

37

Interpretation: So the data table and graphical data comparatively show that the public

organization preferred present employees as internal sources on the other hand the private

organization preferred almost all the internal sources in some ratio. So these data's shows that

private organizations are more able to use all the internal sources as compare to public

organizations.

5 11 1 3

Que.2. Which External Sources prefer for recruitment both in Public and Private

Organisation.

Which external Sources prefer for recruitment in Public Organisation.

Personal or Trade Associations 0

Advertisements 0

Employment Exchanges 1

Campus Recruitment 18

Walk-ins, Write-ins, Talk-ins 0

Consultants 0

Contractors 1

38

1 1 18

Which external Sources prefer for recruitment in Private organisation.

Personal or Trade Associations 0

Advertisements 4

Employment Exchanges 1

Campus Recruitment 5

Walk-ins, Write-ins, Talk-ins 8

Consultants 2

Contractors

0

Interpretation: So the data table and graphical data comparatively show that the public

organization preferred campus recruitment as an external sources on the other hand the private

organization preferred almost all the external sources in some ratio. So these data's shows that

private organizations are more able to use all the external sources as compare to public

organizations.

39

Que.3 Are both Public & Private Organisation done recruitment through formal

recruitment process?

Is Public organisation done recruitment through formal recruitment process.

Always 15

Sometimes 5

Never 0

40

Is Private organisation done recruitment through formal recruitment process.

Always 7

Sometimes 12

Never 0

Interpretation : So the data table and graphical data comparatively show that most of public

organizations always (15) done recruitment through formal recruitment process, but on the other

hand private organizations done recruitment sometime (12) through formal recruitment process.

Hence, public organizations have more formal recruitment process than private organizations.

41

Que.4 Is recruitment process motivating the employees of both public & private

organisations?

Is recruitment process motivating the employees of public organizations?

Always 7

Sometimes 11

Never 2

42

Is recruitment process motivating for the employees of Private organizations.

Always 15

Sometimes 4

Never 1

43

Interpretation: The data table and graphical data comparatively shows that the private

organizations employees are more motivated through recruitment process then public

organisation because of their more awareness of use of internal & external sources.

Que.5 How are you giving training both in public & private organizations?

How are you giving training both in public organizations?

On regular basis 20

Off and On Basis 0

Not at All 0

44

How are you giving training both in Private organizations?

On regular basis 6

Off and On Basis 14

Not at All 0

45

Interpretation: The data table and graphical data comparatively shows that the public

organizations are given training on regular basis (20) as compare to private organizations

which are given training on, Off and On basis (14). Hence, Public organizations have

more trained persons as compared to private organizations.

Que.6 Satisfaction level of employees about recruitment process in both Public and Private

Organizations.

Satisfaction levels of employees regarding recruitment process in Public Organizations.

Not at all satisfactory 0

less Satisfactory 0

Satisfactory 13

Very Satisfactory 7

46

Satisfaction levels of employees about recruitment process in Private Organizations.

Not at all satisfactory 0

less Satisfactory 2

Satisfactory 18

Very Satisfactory 0

47

Interpretation: The data table and graphical data comparatively shows that the public

organizations employee are satisfactory (13) but not more then private organizations but the public

organizations employees are also very satisfactory (13) as compare to private organizations. On

the other hand private organizations employees are less satisfactory (2) as compare to public

organizations. Hence, public organization satisfaction level about recruitment process is more than

private organizations.

Que.7 Are Manpower planning exercises done before starting of recruitment activities both

in Public and Private Organizations?

Are Manpower planning exercises before starting of recruitment activities both in Public

organizations?

Yes 15

No 5

48

Are Manpower planning exercises before starting of recruitment activities both in Private

organizations?

Yes 3

No 17

49

Interpretation: The data table and graphical data comparatively shows that the public

organizations done manpower planning exercises before starting of recruitment activities,

Because most of public organizations says yes (15) as compare to private organizations

(17). So Public Organizations are more suitable for manpower exercises done before

recruitment activities as compare to private organizations.

Que.8 Percentage of selected candidates from recruited batch in both Public & Private

Organizations.

Percentage of selected candidates from recruited batch in Public Organizations.

100% ---75% 18

75% --- 50% 2

50% --- 25% 0

Less than 25% 0

50

Percentage of selected candidates from recruited batch in Private Organizations.

100% ---75% 1

75% --- 50% 0

50% --- 25% 18

Less than 25% 1

51

Interpretation : The data table and graphical data comparatively shows that the

percentage of selected candidates from recruitment batch in public organization is greater

then private organization, because in public organization percentage of selected candidates

are between 100 to 75 % but in private organizations the ratio between 50 to 25 %. Hence,

public organizations selected more candidates because they have more satisfaction level as

compared to private organizations.

Que.9 Percentage rate of leaving employees in 6 months of recruitment's in both public &

private Organizations.

Percentage rate of leaving employees in 6 months of recruitment's in public Organizations.

100% ---75% 0

75% --- 50% 0

50% --- 25% 0

Less than 25% 20

52

Percentage rate of leaving employees in 6 months of recruitment's in private Organizations.

100% ---75% 0

75% --- 50% 2

50% --- 25% 2

Less than 25% 16

53

Interpretation: The data table and graphical data comparatively shows that less than 25% of

employees are leaving from public organizations as compare to private organizations, On the

other hand in private organizations the leaving of candidates are between 75 to 50 % or 50 to

25 % also. But in public organizations this rate is zero. Because in public organizations the

security of job and satisfaction level of employee are more than private organizations

employees.

Que.10 Percentage rate of leaving employees in 1 Year of recruitment's in both public

& private Organizations.

Percentage rate of leaving employees in 1 year of recruitment's in public Organizations.

100% ---75% 0

75% --- 50% 0

50% --- 25% 0

Greater than 25% 20

54

Percentage rate of leaving employees in 1 year of recruitment's in private Organizations.

100% ---75% 1

75% --- 50% 1

50% --- 25% 6

Less than 25% 12

55

Interpretation: The data table and graphical data comparatively shows that greater than 25%

of employees are leaving from public organizations. as compare to private organizations, On

the other hand in private organizations the leaving of candidates are between 100 to 75 %, 75

to 50 % or 50 to 25 % also. Because private organizations employees are not very satisfied

about recruitment process and they are also not jobs security and job satisfaction as compare

to public organization employees.

FINDINGS OF THE STUDY

1). The company prefer internal sources of recruitment.

2). The company prefer external sources in campus recruitment.

3). The recruitment done through formal recruitment process.

4). The most of candidate agree that the recruitment process motivating the employee.

5). The company provide the training on the regular basis.

6). The most of employees satisfy from the recruitment process.

7). The manpower planning exercise done before starting of recruitment activities .

8). The most of selected candidate from recuited batch 100%-75% .

9). Most of the respondents have agreed about the working condition.

10). Majority of the respondents have agreed about the individual differences are respected in

the organisation.

11). Majority of the respondents have agreed about the working environment.

12). Majority of the respondents have agreed about the company policies and procedures.

13). Most of the respondents are satisfied with the priorities and directions of department.

14). Most of the respondents are satisfied with the encouragement of the department.

Majority of the respondents are satisfied with company role models.

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SUGGESTIONS

1). More use of internal sources for recruitment of employee in public organizations.

2). All external sources should be equally preferred by both public/ private organizations.

3). Training programs should be given on more regular basis in private organizations.

4). Public organization done more work on recruitment process for motivating and satisfied their

employees.

5). Manpower planning exercises should be given to private sectors.

6). Private organization should increase the ratio of recruited employees.

7). The both public/private organizations should try to decrease the leaving rate of employees to

give them better job satisfaction and job security also.

57

BIBLIOGRAPHY

BOOKS –

1). Prasad, L.M. – Human Resource Management

2). Tripathi, P.C. – Human Resource Management

3). Mamoria, C.B. – Personnel Management

4). K. Aswathappa – Human Resource and Personnel Management

WEBSITE –

1). www.google.com

2). www.krishnamaruti.com

3). www.krishnamarutigroup.com

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QUESTIONNAIRE

You are requested to answer this questionnaire is the part of research process & the information

provide would be work for academic purpose only.

Name: …….....................................................

Position: ………………………………………………. Sex : Male/Female

1. Que. Which Internal sources prefer for recruitment both in public & Private Organizations?

Present Employees

Employee Referrals

Former Employees

Previous Applications

2. Que. Which external sources prefer for recruitment both in & Private Organizations?

Personal or Trade Associations

Advertisements

Employment Exchanges

Campus Recruitment

Walk-ins, Write-ins and Talk-ins

Consultants

Contractors

3. Que. Are both Public & Private organizations done recruitment through formal recruitment

process?

Always Sometimes Never

4. Que. Are recruitment process motivating employees both in public & private

organizations?

Always Sometimes Never

59

5. Que. How are you given training both in Public & Private Organizations?

ON regular basis

OFF and ON basis

Not at all

6. Que. Satisfaction level of Employees about recruitment process both in Public & Private

Organization.

Not at all satisfactory

Less satisfactory

Satisfactory

Very satisfactory

7. Que. Is Manpower planning exercises done before starting of recruitment activities both in

public & private organizations?

Yes No

8. Que. What is the percentage of selected candidates from recruited batch both in Public &

Private Organizations?

% ------------------ 75%

10075% ------------------ 50%

50% ------------------ 25%

Less than 25%

9. Que. Percentage rate of leaving employee in 6 months of recruitment’s both in Public &

Private Organizations?

100% ---------------------- 75%

75% ------------------------ 50%

50% ------------------------ 25%

Less than 25%

60

10. Que. Percentage rate of leaving employee in 1 year of recruitment’s both in Public &

Private Organizations?

100% ---------------------- 75%

75% ------------------------ 50%

50% ------------------------ 25%

Less than 25%

61