CONTENTS

SR. NO TOPICS

1. INTRODUCTION 2. RESEARCH METHODOLGY 3. DATA INTERPRETATION & ANALYSIS 4. HYPOTHESIS TESTING 5. CONCLUSION 6. SUGGESTION 7. LIMITATION 8. BIBLIOGRAPHY 9. APPENDIX

N.M.D. COLLEGE, GONDIA

Page 1

INTRODUCTION

N.M.D. COLLEGE, GONDIA

Page 2

1. INTRODUCTION

1.1 RECRUITMENT According to Edwin B. Flippo, recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. Recruitment and Selection are the two phases of the employment process. The differences between the two are:

1. The recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation whereas selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

N.M.D. COLLEGE, GONDIA

Page 3

2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more employees to apply in the organisation whereas the basic purpose of selection process is to choose the right candidate to fill the various positions in the organisation.

3. Recruitment is a positive process i.e. encouraging more and more employees to apply whereas selection is a negative process as it involves rejection of the unsuitable.

1.1.1 The Purpose and Importance of Recruitment are given below:

Attract and encourage more and more candidates to apply in the organisation. Create a talent pool of candidates to enable the selection of best candidates for the organisation. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.

N.M.D. COLLEGE, GONDIA

Page 4

Figure No: 1.1.1

SOURCE OF RECRUITMENT

Source: www.wikepedia.com

Figure No: 1.1.2

FACTORS AFFECTING RECRUITMENT

N.M.D. COLLEGE, GONDIA

Page 5

1.1.2 SELECTION

Selection is defined as the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job. Selection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job .

Selection done by two steps namely, STEP 1: PRELIMINARY INTERVIEW STEP 2: SELECTION TEST: The following are the type of tests taken: 1). Ability tests 2). Aptitude test 3). Intelligence test 4). Interest Test 5). Personality Test 6). Projective Test 7). General knowledge Test 8). Perceptio n Test

N.M.D. COLLEGE, GONDIA

Page 6

9). Graphology Test 10). Polygraph Test

1.1.3 Types of interview

1) Informal Interview 2) Formal Interview 3) Non-directive Interview 4) Depth Interview 5) Stress Interview 6) Group Interv iew 7) Panel Interview 8) Sequential Interview 9) Structured Interview

N.M.D. COLLEGE, GONDIA

Page 7

The following chart gives an idea about selection process: Figure No: 1.1.3

EXTERNAL ENVIRONMENT INTERNAL ENVIRONMENT PRELIMINARY INTERVIEW

SELECTION TESTS

Rejected Application

EMPLOYMENT INTERVIEW

Reference and Background Analysis

SELECTION DECISION

PHYSICAL EXAMINATION

JOB OFFER

N.M.D. COLLEGE, GONDIA

Page 8

EMPLOYMENT CONTRACT

Evaluation

N.M.D. COLLEGE, GONDIA

Page 9

COMPANY PROFILE

N.M.D. COLLEGE, GONDIA

Page 10

About us
'Phpworkshop', The name itself speaks what the company is invented for phpworkshop is the name behind successful, astronomically growing, web development and IT enabled services company. Phpworkshop was founded in 2002 and from that time, company have never looked back and shown continuous triple digit growth. Phpworkshop has medium size setup in Gondia (Maharashtra), INDIA. Phpworkshop is a value driven company and believes strongly in practically proved quality practices. Phpworkshop focuses on selecting highly skilled experienced staff, productive communication, standard working methodologies to achieve highest customer satisfaction. From the day it was founded, phpworkshop have worked on a whole range of web development and administrative services/back office projects. The most significant achievement of the company is its record number of "long term" customers. More than 80% of customers are continuously using phpworkshop's services from the day they linked with the company.

Shailesh Agrawal Founder, CEO & Chairman

N.M.D. COLLEGE, GONDIA

Page 11

'Phpworkshop' is actively managed by Mr. Shailesh Agrawal. He is an ideal example of the people who enjoys a rare combination of highly Technical and Management skills. He is an Engineering Graduate by qualification and he has secured 4th place in the university. He has pursued his software skills while doing the DAC course from CDAC-ACTS, Pune. CDAC-ACTS, Pune is one of the India's top notch computer training institute which is well known for its rigorous and industry specific training of Advanced Technologies. Shailesh worked as senior software developer and lead various project while working in a Multinational Software Company. In this place only he received exposure of various technologies as well as quality practices.

Our services
Complete PHP Solutions :
All kind of php based solutions. This includes famous open source addons such as osCommerce, php BB, php Nuke, Smarty Templates, Fusebox etc. We have experience of working in most of the advanced php modules such as phpCURL, php-Oracle, PHP-Mysql, PHP-java etc. Website Development ,Web Hosting, Web Programming, Web Design & Development, Simple Website, Usability & Interface Design, Flash Animation, HTML Email Design, Flash MX, Search Engine Optimization

Web design & Development | Php web solution |e-comm solution |Web Promotion. The High Quality, Low Cost Data Entry and Maintenance

N.M.D. COLLEGE, GONDIA

Page 12

Data Entry | Link Building | Online Store maintenance | Web Research | Web Extraction | Word Processing | Office Management | Bulk Mailing | Customer

INFRASTRUCTURE

Response | Fact Checking | Mailing List Development etc. phpworkshop' is a privately held company founded in 2002. Company management give very strong attention to their infrastructure requirements. Company management understands that it is not possible to sustain high growth in the lack of proper infrastructure. Considering this, 'phpworkshop' have built a state of the art office with more than 2000 sq ft of floor area. Office is located in a silent & serene place inside the city limits. Office building has been specially constructed considering the requirements of an IT company.

.
N.M.D. COLLEGE, GONDIA Page 13

RESEARCH METHODOLGY

N.M.D. COLLEGE, GONDIA

Page 14

RESEARCH METHODOLOGY
Research is process of systematic and in-deep study or research of any particular

topic/subject or area of investigation, supported by collection, completion, presentation and interpretation of relevantdetail or data. METHOD OF DATA COLLECTION: 1. Primary method: In primary source the researched used the Interview scheduled method for collection of data. It is a direct method for collection of data. 2. Secondary method: The secondary sources or method used as supportive sources to the interview method used as supportive sources to the interview method were sources like Record Book Observation Research paper Internet Magazines

N.M.D. COLLEGE, GONDIA

Page 15

TOOLS OF DATA COLLECTION:

The present study, research had used the Interview schedule as the primary tool for the data collection. The researcher also taken the help of various literature and dissertation for collection of data as the secondary methods. OBJECTIVES OF STUDY: 1) To analysis the jod satisfaction of employees. 2) To analysis the performance of the employees HYPOTHESIS The performance of employees is not up to make due to low job satisfaction. The job satisfaction of private school employees is low.

N.M.D. COLLEGE, GONDIA

Page 16

DATA INTERPRETATION & ANALYSIS

N.M.D. COLLEGE, GONDIA

Page 17

3.5.1 AGE OF THE RESPONDENTS

TABLE 3.5.1 AGE OF THE RESPONDENTS S. NO PARTICULARS 1 Below 20 Years 2 26-30 years 3 31-35 years 4 Above 35 years TOTAL Source: Primary Data
70%

NO. OF RESPONDENTS 6 65 17 12 100

AGE OF RESPONDENTS 6% 65% 17% 12% 100%

65%

60%

50%

40%

30%

20%

17% 12%

10%

6%

0% Below 20 Years 26-30 years 31-35 years Above 35 years

AGE OF RESPONDENTS
FIGURE 3.5.1 AGE OF THE RESPONDENTS

N.M.D. COLLEGE, GONDIA

Page 18

INFERENCE:From the above table it can be inferred that 65% of the respondents are in the age between 26 30, 17% of the respondents are in the age between 31 35, 12% of the respondents are above 35 years and 6% of the respondents are below 20 years.

N.M.D. COLLEGE, GONDIA

Page 19

3.5.2 GENDER OF THE RESPONDENTS

TABLE 3.5.2 GENDER OF THE RESPONDENTS GENDER OF S. NO PARTICULARS 1 Male 2 Female TOTAL Source: Primary Data NO. OF RESPONDENTS 77 23 100 RESPONDENTS 77% 23% 100%

90% 80% R e s p o n d e n t s 70% 60% 50% 40% 30% 20% 10% 0% Male Female 23% 77%

GENDER

FIGURE 3.5.2 GENDER OF THE RESPONDENTS

INFERENCE:From the above table it can be inferred that 77% of the respondents are male, 23% of the respondents are female.

N.M.D. COLLEGE, GONDIA

Page 20

3.5.3 QUALIFICATION OF THE RESPONDENTS

TABLE 3.5.3 QUALIFICATION OF THE RESPONDENTS NO. OF S. NO PARTICULARS 1 Below SSLC 2 SSLC 3 HSC 4 UG 5 PG TOTAL Source: Primary Data RESPONDENTS 26 12 18 33 11 100 AVG OF RESPONDENTS 26% 12% 18% 33% 11% 100%

35% R e s p o n d e n t s 30% 25% 20% 15% 10% 5% 0% Below SSLC SSLC HSC 12% 18% 26%

33%

11%

UG

PG

QUALIFICATION

FIGURE 3.5.3 QUALIFICATION OF THE RESPONDENTS

N.M.D. COLLEGE, GONDIA

Page 21

INFERENCE:From the above table it can be inferred that 33% of respondents have done UG, 26% of the respondents qualification is below SSLC, 18% of the respondents are HSC, 12% of the respondents are qualified SSLC and 11% of the employees have completed PG.

N.M.D. COLLEGE, GONDIA

Page 22

3.5.4 EXPERIENCE OF THE RESPONDENTS

TABLE 3.5.4 EXPERIENCE OF THE RESPONDENTS NO. OF S. NO PARTICULARS 1 Below One Year 2 1-2 Years 3 2-3 Years 4 3-4 Years 5 Above 4 Years TOTAL Source: Primary Data RESPONDENTS 6 23 10 40 21 100 PERCENTAGE % 6% 23% 10% 40% 21% 100%

40% 40% 35% R e s p o n d e n t s 30% 25% 20% 15% 10% 5% 0% Below One Year 1-2 Years 2-3 Years 3-4 Years Above 4 Years 6% 10% 23% 21%

EXPERIENCE
FIGURE 3.5.4 EXPERIENCE OF THE RESPONDENTS

N.M.D. COLLEGE, GONDIA

Page 23

INFERENCE:From the above table it can be inferred that 40% of respondents have 3 4 years of experience, 23% of respondents are having 1-2 years of experience, 21% of respondents are having above 4 years of experience, 10% of respondents are having 2-3 years of experience and 6% of the respondents have below one year of experience.

N.M.D. COLLEGE, GONDIA

Page 24

3.5.5 WAY OF JOIN IN THE ORGANIZATION

TABLE 3.5.6 WAY OF JOIN IN THE ORGANIZATION NO. OF S. NO PARTICULARS 1 Referrals 2 News Paper 3 Consultancy 4 Walk-in 5 Job Site TOTAL Source: Primary Data RESPONDENTS 74 0 0 12 14 100 AVG OF RESPONDENTS 74% 0% 0% 12% 14% 100%

80% 70% R e s p o n d e n t s 60% 50% 40% 30% 20% 10% 0%

74%

12% 0% 0%

14%

WAY OF JOIN
FIGURE 3.5.5 THE WAY OF JOIN IN THE ORGANIZATION
N.M.D. COLLEGE, GONDIA Page 25

INFERENCE:From the above table it can be inferred that 74% have joined at Hatsun Agro Product Ltd., through referrals, 14% of respondents are joined at Hatsun Agro Product Ltd., and 12% of respondents are join at Hatsun Agro Product Ltd., by Walk in.

N.M.D. COLLEGE, GONDIA

Page 26

3.5.6 REASON TO QUIT THE PREVIOUS JOB

TABLE 3.5.6 REASON TO QUIT THE PREVIOUS JOB NO. OF S. NO PARTICULARS 1 No use of job skills 2 No hike in the salary 3 No promotion RESPONDENTS 41 22 9 7 21 100 AVG OF RESPONDENTS 41% 22% 9% 7% 21% 100%

4 Far from house 5 No Flexible work schedule TOTAL Source: Primary Data

Flexible work schedule

21%

Far from house

7%

No promotion

9%

Increase in salary

22%

Better use of job skills 0% 10% 20% Respondents 30% 40%

41% 50%

FIGURE 3.5.6 REASON TO QUIT THE PREVIOUS JOB

N.M.D. COLLEGE, GONDIA

Page 27

INFERENCE:From the above table it can be inferred that 41% of the respondents are quit the previous job because of no use of job skills, 22% of respondents is left the job because of no hike in the salary, 21% of the respondents are quit the previous job due to No flexible work schedule, 9% of respondents are quit the job due to no promotion and 7% of the respondents are quit the job due to organization was so far from house.

N.M.D. COLLEGE, GONDIA

Page 28

3.5.7 REASON TO CHOOSE HATSUN AGRO PRODUCT LTD

TABLE 3.5.7 REASON TO CHOOSE HATSUN AGRO PRODUCT LTD NO. OF S. NO PARTICULARS 1 Career Development 2 Monetary/Non monetary benefits 3 Appraisal system 4 Near to home 5 Working condition TOTAL Source: Primary Data RESPONDENTS 46 0 23 22 9 100 AVG OF RESPONDENTS 46% 0% 23% 22% 9% 100%

Working condition, 9%

Near to home, 22% Career Development, 46%

Appraisal system, 23%

FIGURE 3.2.7 REASON TO CHOOSE HATSUN AGRO PRODUCT LTD

N.M.D. COLLEGE, GONDIA Page 29

INFERENCE:From the above table it can be inferred that 46% of the respondents are chosen the Hatsun Agro Product Ltd., because of career development, 23% of respondents are chosen Hatsun Agro Product Ltd., because of appraisal system, 22% of respondents are chosen Hatsun Agro Product Ltd., because of Near to home and 9% of the respondents have chosen Hatsun Agro Product Ltd., because of Working condition.

N.M.D. COLLEGE, GONDIA

Page 30

3.5.8 RULES AND PROCEDURE FOLLOWED IN HATSUN AGRO PRODUCT LTD.

TABLE 3.5.8NRULES AND PROCEDURE FOLLOWED IN HATSUN AGRO PRODUCT LTD. NO. OF S. NO PARTICULARS 1 Excellent 2 Above Average 3 Average 4 Below average 5 Poor TOTAL Source: Primary Data RESPONDENTS 0 9 61 19 11 100 AVG OF RESPONDENTS 0% 9% 61% 19% 11% 100%

Excellent, 0% Poor, 11% Above Average , 9%

Below average, 19% Average, 61%

FIGURE 3.2.8 RULES AND PROCEDURE FOLLOWED IN HATSUN

N.M.D. COLLEGE, GONDIA

Page 31

INFERENCE:From the above table it can be inferred that 61% of the respondents are says the rules and procedure followed in Hatsun Agro Product Ltd is average, 19% of the respondents are says the rules and procedure followed in Hatsun Agro Product Ltd is Below average, 11% of the respondents are says the rules and procedure followed in Hatsun Agro Product Ltd is Poor and 9% of the respondents are says that the rules and procedure followed in Hatsun Agro Product Ltd is above average.

N.M.D. COLLEGE, GONDIA

Page 32

3.5.9 EMPLOYEE MORALE AND ETHICS FOLLOWED IN YOUR DEPARTMENT

TABLE 3.5.9 EMPLOYEE MORALE AND ETHICS FOLLOWED IN YOUR DEPARTMENT NO. OF S. NO PARTICULARS 1 Excellent 2 Above Average 3 Average 4 Below average 5 Poor TOTAL Source: Primary Data RESPONDENTS 2 11 54 18 15 100 AVG OF RESPONDENTS 2% 11% 54% 18% 15% 100%

60% 50% R e s p o n d n e t s 40% 30%

54%

18% 20% 10% 0% Excellent Above Average Average Below average 2% 11%

15%

Poor

EMPLOYEE MORALE
FIGURE 3.5.9 EMPLOYEE MORALE AND ETHICS FOLLOWED IN YOUR DEPARTMENT

N.M.D. COLLEGE, GONDIA

Page 33

INFERENCE:From the above table it can be inferred that 54% of the respondents are says that the morale and ethics followed in department at Hatsun Agro Product Ltd is Average, 18% of the respondents are says that the morale and ethics followed in department at Hatsun Agro Product Ltd is Below average, 15% of the respondents are says that the morale and ethics followed in department at Hatsun Agro Product Ltd is poor, 11% of the respondents are says that the morale and ethics followed in department at Hatsun Agro Product Ltd is above Average and 2% of the respondents are says that the morale and ethics followed in department at Hatsun Agro Product Ltd is Excellent.

N.M.D. COLLEGE, GONDIA

Page 34

3.5.10BASIS EMPLOYEE HAVE BEEN SELECTED

TABLE 3.5.10 BASIS EMPLOYEE HAVE BEEN SELECTED NO. OF S. NO PARTICULARS 1 Experience 2 Qualification 3 Technical skills 4 Family members 5 References TOTAL Source: Primary Data RESPONDENTS 18 11 54 2 15 100 AVG OF RESPONDENTS 18% 11% 54% 2% 15% 100%

INFERENCE:From the above table it can be inferred that 54% of the respondents are selected on the basis of Technical skills, 18% of the respondents are selected on the basis of previous experience, 11% of the respondents are selected on the basis of qualification and 2% of the respondents are selected on the basis of family members reference.

N.M.D. COLLEGE, GONDIA

Page 35

HYPOTHESIS TESTING

N.M.D. COLLEGE, GONDIA

Page 36

ANALYSIS OF HYPOTHESIS After the study of the whole data which is in the form of questionnaire the hypothesis formulated are analyzed are analyzed as follows. H-1:- The first Hypothesis is found to be true according to the Data Interpretation. H-2:- Second Hypothesis is found to be true according to the Data Interpretation.

N.M.D. COLLEGE, GONDIA

Page 37

CONCLUSION

N.M.D. COLLEGE, GONDIA

Page 38

4.3 CONCLUSION
The employees of any organization are its life blood, without doubt. With the dawn of this realization upon the present day business organizations, there appears to be a major shift towards human resource management. In fact, the employees of today are encouraged to participate in the major decisions and thus play a vital role in the management of the firm. The performance of the organization depends on the efficiency that its employees exhibit. Hence it is of crucial importance that employees with the most suitable qualifications be selected. This is where the processes of recruitment and selection come in. It is difficult to separate one from the other.

The process of recruitment and selection has to be at its best to get suitable candidates to carry out the job. Hence each company is concentrating on recruitment and selection process. Due to the added burden on the part of the organization they go for consultancies to get their manpower. Thus in Consultancy has the responsibility to satisfy the need of the companies.

N.M.D. COLLEGE, GONDIA

Page 39

N.M.D. COLLEGE, GONDIA

Page 40

SUGGESTION

N.M.D. COLLEGE, GONDIA

Page 41

4.2 SUGGESTIONS

From the analysis it is noted that 74% have joined at Hatsun Agro Product Ltd., through referrals, The advertisement in newspaper and magazine should make more effective through advertising in standard to recruit skilled employees.

The most of the respondents 61% are says the rules and procedure followed in Hatsun Agro Product Ltd is average, The rules and procedure of Hatsun Agro Product Ltd should changed to present scenario.

It is observed from the analysis that 54% of the respondents are says that the morale and ethics followed in department at Hatsun Agro Product Ltd is Average, The morale and ethics should by improved by making effective rules and regulation.

It is inferred that 34% of the respondents are feel about their pay is average and 33% of the respondents are feel about their pay is poor. The salary package should be increased to the present employees as well as to the new comers to hire skilled employees.

Majority 52% of the respondents are says the work environment is excellent, the environment should be maintained well.

From the above analysis it is clear that 12% of the respondents are look at Hatsun website for recruitment and 88% of the respondents are not look at Hatsun website for recruitment. The awareness about the career on company website should be improved to reduce advertisement expenses.

From the above analysis 12% of the respondents are receive adequate orientation and induction for Hatsun Agro Product Ltd., 88% of the respondents are not receive adequate orientation and induction for Hatsun Agro Product Ltd., the induction program should be effective, the time should be allocated to the new comers.

N.M.D. COLLEGE, GONDIA

Page 42

The majority

42% of the respondents are dissatisfaction with present recruitment and

selection system, the recruitment system should be improved by proper implementation of advertisement, salary package increment, making the rules and procedure for the present scenario.

From the above analysis it can be inferred that 67% of the respondents are motivated and acknowledged by their superior and 33% of respondents are not motivated and acknowledged by their superior, the time should be allocated to reward the employees.

Majority 43% of the respondents are says that they feel about their benefit is average, benefit should be improved by giving more esi, insurance, and school facility to the employees children.

N.M.D. COLLEGE, GONDIA

Page 43

LIMITATION

N.M.D. COLLEGE, GONDIA

Page 44

1) Long time consumed for making an approach to conduct study. 2) Limitation of the time. 3) Difficult to study the behavior of the employees. 4) Some of the replies of the respondents may be biased. 5) Respondents had marked the answer in questionnaires which may be sociably incorrect irrespective of their actual feelings.

N.M.D. COLLEGE, GONDIA

Page 45

BIBLIOGRAPHY

N.M.D. COLLEGE, GONDIA

Page 46

BIBLIOGRAPHY
BOOKS

1. Performance Management, Concepts, Practices and Strategies for Organisation success S. K. Bhatia, Deep & Deep Publications Pvt. Ltd, 2008.

by

2. Human Resource Management. By S. Seetharaman & B. Venkateswara Prasad, Scitech Publication, 2007. 3. Kothari, C.R., Research Methodology - Methods & Techniques , New Delhi, New Age international (P) Ltd., Publishers, Second Edition,2004. 4. Statistical Methods for Management, By P.N. Arora & S.Arora New Delhi, Sultan Chand & Sons Publishers, 2005.

WEBSITE

www.citehr.com
www.hatsun.com www.wikepedia.in

N.M.D. COLLEGE, GONDIA

Page 47

APPENDIX

N.M.D. COLLEGE, GONDIA

Page 48

QUESTIONNAIRE\APPENDIX

APPENDIX

1. Name 2. Age

Below 20 years 31-35 years 3. Gender Male 4. Qualification Below SSLC UG 5. Experience Below One Year 3-4 Years

21-25 years Above 35 years

26-30 years

Female

SSLC PG

HSC

1-2 Years Above 4 years

2-3 Years

6. How do you joined in Hatsun? Referrals Walk-in Newspaper Jobsite Consultancy

7. Why did you quit your previous company? Better use of job skills Increase in salary No promotion

N.M.D. COLLEGE, GONDIA

Page 49

Far from house

Flexible work schedule

8. Why did you choose Hatsun Agro Ltd? Career Development Near to home Monetary benefits Working condition Appraisal system

9. How did you describe the rules and procedures followed at Hatsun Agro Ltd? Excellent Below average Poor Above Average Average

10. How would you describe employee morale and ethics followed in your department? Excellent Below average Poor Above Average Average

N.M.D. COLLEGE, GONDIA

Page 50