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INTRODUCTION

INTRODUCTION
Recruitment and Selection are the two most important
functions of Personnel Management. Recruitment precedes selection, where
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recruitment is the process of searching prospective employees and


stimulating them to apply for the job and selection is the process of picking
the individuals who have relevant qualifications to fill the concerned job.
The first process of any recruitment and selection program
is defining the needs and requirements for new workers and professionals for
outlined job positions and openings. Carefully devised and developed roles,
responsibilities, skill sets and qualifications are defined and the job postings
placed in recruitment ads in various media. Large workforce organizations
also work with staffing agencies, HR contractors and online job portals to
outsource certain employee requirements.
Right person for the Right job at the Right time is the basic
principle in the process of Recruitment and Selection. Every organization
should give attention to the selection of its manpower, especially its managers.
The operative is equally important and essential for orderly working if an
enterprise.
Every business organization needs man power for carrying
out different activities smoothly and efficiently where suitable candidate is
very much necessary for any sort of job, where recruitment and selection plays
an important role. Human Resource Management in an organization will not
be possible if unsuitable person is selected and employed in a business unit.

1.
2.
3.

4.
5.

6.

OBJECTIVES OF RECRUITMENT:
To ensure all recruitment and selection procedures comply with the Equal
Opportunity Policy.
To ensure that all appointments are made on merit
To attract sufficient applications from potential candidates for appointment
with the skills, qualities, abilities, experience and competencies deemed as
being necessary to the job
To develop and maintain procedures which will assist in ensuring the
appointment of the most suitable candidate.
To ensure that recruitment procedures are clear, valid and consistently applied
by those involved in recruitment and that they provide for fair and equitable
treatment for those who apply for employment.
To base selection decisions and criteria directly on the demands and
requirements of the job and the competencies identified as necessary for
satisfactory performance.
METHODOLOGY:
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Methods of analysis:
Statistical tools like charts, graphs and tables are
used to represent and interpret the data.
Data collection methods:
Data collection is a process of obtaining valuable and reliable
information for the purpose of research.
Sources of data:
The study is based on primary data and secondary data
Primary data:
The data was collected through personal interviews with
employees and self designed questionnaire that consists of 15 questions that
have been designed to study the recruitment and selection process at Priya
foods pvt. ltd.
Secondary data:
The secondary data is collected from books, internet,
organizations website, records, HR manuals, quality journals etc
Data analysis:
The data is analyzed by using the statistical techniques in
this project. Bar charts are used to analyze the outcomes.
Sample size:
A sample size of 50 is studied at Priya Foods out of 670
employees which is applicable to the entire workforce. However ample
interest and care is taken to cover all the departments during the study.

LIMITATIONS OF THE STUDY:


Any sort of work carries limitations due to certain available
or unavailable reasons. The following are the limitations of the study on
Recruitment and Selection at Priya foods.
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The study was conducted for the duration of 45days which became the major
constraint for the study.
The size of the sample was only limited to 50 employees and therefore,
interpretations are based on the approximations, large sample would have
provided information closer to the accurate value
Scope is only limited to operations of Priya foods, Hyderabad.

CONTEXT
OF
RECRUITMENT

DEFINITION:
According to EDWIN FLIPPO, Recruitment is the process of searching for
prospective employees and stimulating them to apply for jobs in the organization.
MEANING:
Recruitment is defined as a process to discover the sources of manpower to meet the
requirement of the staffing schedule and to employ effective measures fir meet the
requirement of the staffing schedule and to employ to employ effective measures for
attracting the manpower in adequate numbers to facilitate effective selection of an
effective workforce.
OBJECTIVES OF THE STUDY:

The main objective of this project is to find out the recruitment process.
To know about the best sources of recruitment
To know about the methods followed while recruiting a candidate for a job.
To know about the time taken for the process of Recruitment and Selection.
Finding out the examination pattern for the levels of screening the candidates
and to what standards the paper is set.
To know about Selection process at Priya
NEED FOR THE STUDY:
Every organization requires certain number of people to fulfill the purpose of
its existence. In the present day scenario, the organizations having competent
employees can only survive. In order to have efficient people, utmost care should be
taken in the recruitment process. Jobs play an important role in every organization;
Human Resources are responsible and accountable for the work assigned to them.
With so many new companies coming up, HR department plays an important role in
every firm.
Recruitment itself is quite a tricky and complicated process. A good planning
should be made so that it attracts right kind of person from which the best can be
selected proper recruitment can be done only through efficient and skilled managers.
If the management is not good enough with regard to recruitment process
then it cannot be a successful company.

PURPOSE AND IMPORTANCE OF RECRUITMENT


Determine the present and future requirements of the organization
on conjunction with its personnel-planning and job analysis activities.
1. Increase the pool of job candidates at minimum cost.
2. Help increase the success rate of the selection process by reducing the number
of visibly under qualified or overqualified job applicants.
3. Help reduce the probability that job applicants, once recruited and selected,
will leave the organization only after a short period of time.
4. Meet the organizations legal and social obligations regarding the composition
of its work force.
5. Begin identifying and preparing potential job applicants who will be
appropriate candidates.
6. Increase organizational and individual effectiveness in the short term and long
term.
7. Evaluate the effectiveness of various recruiting techniques and sources for all
types of job applicants.
Recruitment is a positive function in which publicity is given to the jobs
available in the organization and interested candidates are encouraged to submit
applications for the purpose of selection.
What is included in Recruitment and Selection?
Recruitment refers to the process of attracting, screening, and selecting a qualified
person for a job. All companies in any industry can benefit from contingency or
retain professional recruiters or outsourcing the process to recruitment agencies.
The recruitment industry has four basic types of firms.
1). Employment Agencies deal with clerical, trades, temporary and temporary to
hire employment opportunities.
2). Recruitment websites and job search engines used to gather as many candidates as
possible by advertising a position over a wide geographic area. Although thought to
be a cost effective alternative, a human resource department will spend time outside
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their normal duties reading and screening resumes. A professional recruiter has the
ability to read and screen resumes, talk to potential candidates and deliver a selective
group in a timely manner.
3). "Head hunters" for executive and professional positions. These firms are either
contingency or retained. Although advertising is used to keep a flow of candidates
these firms rely on networking as their main source of candidates.
4). Niche agencies specialize in a particular industrial area of staffing.
Some organizations prefer to utilize employer branding strategy and in-house
recruitment instead of recruiting firms. The difference, a recruiting firm is always
looking for talent whereas an internal department is focused on filling a single
opening. The advantage associated with utilizing a third-party recruiting firm is their
ability to know where to find a qualified candidate. Talent Management is a key
component to the services a professional recruiting firm can provide.
The stages in recruitment include sourcing candidates by networking,
advertising or other methods. Utilizing professional interviewing techniques to
understand the candidates skills but motivations to make a move, screening potential
candidates using testing (skills or personality) is also a popular part of the process.
The process is meant to not only evaluate the candidate but also evaluate how the
candidate will fit into the organization. The recruiter will meet with the hiring
manager to obtain specific position and type information before beginning the
process. After the recruiter understands the type of person the company needs, they
begin the process of informing their network of the opportunity. Recruiters play an
important role by preparing the candidate and company for the interview, providing
feedback to both parties and handling salary/benefits negotiations.

TYPES OF SOURCES RECRUITMENT:

INTERNAL RECRUITMENT:
1)
2)
3)
4)
5)
6)

Transfer
Promotions
Upgrading
Demotion
Retired employees
Retrenched employees

EXTERNALRECRUITMENT:
1) Press advertising
2) Educational institutes
3) Employee referrals
4) Labor contractors
5) Outsourcing

INTERNAL SOURCES OF RECRUITMENT:


Transfers: The employees are transferred from one department to another according
to their efficiency and expertise.
Promotions: The employees are promoted from one department to another with
more benefits and greater responsibility based on their efficiency and experience.
Upgrading and Demotion: Upgrading and demoting the present employees
according to their performance.
Retired and Retrenched Employees: Retired and Retrenched employees may also
be recruited once again in case of shortage of qualified personnel or increase in load
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of work. Recruiting such people save time and cost of the organization as they
already know the culture policies and procedures of the organization.
EXTERNAL SOURCES OF RECRUITMENT:
Press Advertising: Advertisements of vacancies in newspapers and journals are
widely used source of recruitment. The main advantage of this method is that it has a
wide reach.
Educational Institutes: Various management institutes, engineering and medical
colleges are a good source of recruitment and well qualified executives, engineers,
staff etc They provide facilities for campus interviews and placements. This source
is known as Campus recruitment.
Employee Referrals: Many organizations have structured system where the current
employees of the organization can refer their friends and relatives who are capable
for some position in their organization.
Labor Contractors: Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers. This source is used to
recruit labor for construction jobs.
METHODS OF RECRUITMENT:
There are three methods of recruitment:
1. Direct Method
2. Indirect Method
3. Third-Party Method
Direct method: Commonly known as campus recruitment. In this, organization
directly goes to different professional or technical institutes to recruit. Under this type
of recruitment, the candidates are briefed about the nature and recruitment of the
jobs. Students in turn fill their bio-data and other attributes in their placement form.
Based on their exchange, a preliminary screening is done. The short listed candidates
are then called for further selection process.
Indirect method: Indirect method involves advertisements in newspaper, television,
journals, and magazines etc allows the organization to invite applications a wide
range of applicants. The advertisements give specific information on job
requirements and benefits to be enjoyed by the employees while working in the

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organization. Prospective candidates screen themselves and assess themselves about


their eligibility for the said post.
Third-party method: This includes recruitment made through friends, relatives,
employment agencies, colleagues, professional association, placement organization
etc

The Recruitment and selection process consist of six stages:


Stage 1: Agree to vacancy to be filled
Understand the job
Stage 2: Job analysis
Sort out the knowledge, skills and aptitudes needed to do the job
Stage 3: Attracting a field of candidates
Deciding where suitable applicants can be found and persuading
them to apply.
Stage 4: Sorting candidates
Methods of finding out, if candidates have required knowledge,
skills, aptitudes.
Stage 5: Selection interviews
Make actual choice.
Stage 6: Finally to organization
Introducing the new recruit to organization, ensuring he /she will
start with enthusiastic attitude and settle down quickly

It is important to appreciate that recruitment is a continuous process because of:


Staff departures (e.g. retirements, sackings, resignations)

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Changes in business requirements (e.g. new products, markets, expanded


operations)
Changes in business location (a relocation often triggers the need for
substantial recruitment)
Promotions

FACTORS 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
Companys size
Cost of recruitment
Companys 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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FLOW CHART OF RECRUITMENT& SELECTION PROCESS:

If a firm has a poor image in the market, many of the prospective candidates
may not even apply for vacancies advertised by the firm. If the job is not attractive,
qualified people may not even apply. Any job that is viewed as boring, hazardous,
anxiety producing, low-paying, or lacking in promotion potential seldom will attract
a qualified pool of applicants. Recruiting efforts require money.
Sometimes because of limited resources, organizations may not like to carry
on the recruiting efforts for long periods of time, this can, ultimately, constrain a
recruiters effort to attract the best person for the job. Government policies often
come in the way of recruiting people as per the rules of the company or on the basis
of merit/seniority, etc. For example, reservations to specific groups (such as
scheduled castes, scheduled tribes, backward castes, physically handicapped and
disabled persons, ex-servicemen, etc.) have to be observed as per constitutional
provisions while filling up vacancies in government corporations, departmental
undertakings, local bodies, quasi-government organizations, etc.

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INDUCEMENTS
Organizational inducements are all the positive features and
benefits offered by an organization that serves to attract job applicants to the
organization. Three inducements need specific mention here, they are:
Compensation: Starting salaries, frequency of pay increases, incentives and fringe
benefits can all serve as inducements to potential employees.
Career Opportunities: These help the present employees to grow personally and
professionally and also attract good people to the organization. The feeling that the
company takes care of employee career aspirations serves as a powerful
inducements to potential employees.
Image or Reputation: Factors that affect an organizations reputation include its
general treatment of employees, the nature and quality of its products and services
and its participation in worthwhile social endeavors.
CORPORATE MISSION, OBJECTIVES, STRATEGIES AND TACTICS
(MOST)
Corporations have started linking their Mission, Objectives, Strategies and
Tactics (MOST) to the functions of recruitment and selection. The economic
liberalizations and consequent competition through quality and services necessitated
the companies to search for and attract competent human resources. Corporations
focusing on new business development will have to seek entrepreneurial abilities,
companies planning to withdraw from diversifications must look for pragmatists and
companies chasing growth alliances should employ people comfortable in different
cultural backgrounds. Above all, companies must hire for the future, anticipating
jobs that may not be in existence yet. Recruitment managers must focus for attitudes
and approaches that fit the corporate goals and culture.

THE PROCESS OF SELECTION

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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.

Fig: process of selection

Reception:

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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 favourable 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 employees
background, usually containing the following things:

Personal data (address, sex, telephone number)


Marital data
Educational data
Employment Experience
Extra-curricular activities
References and Recommendations

Usefulness of Application Blank or Form


Application blank is highly useful selection tool, in that way it serves three
important purposes:
1.

It introduces the candidate to the company in a formal way.

2.

It helps the company to have a cross-comparison of the applicants;


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3.

It can serve as a basis to initiate a dialogue in the interview.

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 persons 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. Some of the commonly used employment tests are:

Intelligence tests
Aptitude tests
Personality tests
Achievement tests
Miscellaneous tests such as graphology, polygraphy and honesty
tests.

1. Intelligence Tests:
These are mental ability tests. They measure the incumbents learning ability
and the ability to understand instructions and make judgments. The basic objective of
such test is to pick up employees who are alert and quick at learning things so that
they can be offered adequate training to improve their skills for the benefit of the
organization. These tests measure several abilities such as memory, vocabulary,
verbal fluency, numerical ability, perception etc
2. Aptitude Test:
Aptitude test measure an individuals potential to learn certain skills- clerical,
mechanical, mathematical, etc. These tests indicate whether or not an individual has
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the capabilities to learn a given job quickly and efficiently. In order to recruit
efficient office staff, aptitude tests are necessary. An aptitude tests is always
administered in combination with other tests like intelligence and personality tests as
it does not measure on-the-job-motivation
3. Personality Test:
Of all test required for selection the personality tests have generated a lot of
heat and controversy. The definition of personality, methods of measuring personality
factors and the relationship between personality factors and actual job criteria has
been the subject of much discussion. Researchers have also questioned whether
applicants answer all the items truthfully or whether they try to respond in a socially
desirable manner. Regardless of these objections, many people still consider
personality as an important component of job success.
4. Achievement Tests:
These are designed to measure what the applicant can do on the job currently,
i.e., whether the testee actually knows what he or she claims to know. A typing test
tests shows the typing proficiency, a short hand tests measures the testee ability to
take dictation and transcribe, etc. Such proficiency tests are also known as work
sampling test. Work sampling is a selection tests wherein the job applicants ability to
do a small portion of the job is tested. These tests are of two types; Motor, involving
physical manipulations of things(e.g., trade tests for carpenters, electricians,
plumbers) or Verbal, involving problem situation that are primarily language-oriented
or
people-oriented(e.g.
situational
tests
for
supervisor
jobs).
Since work samples are miniature replicas of the actual job requirements, they are
difficult to fake. They offer concrete evidence of the proficiency of an applicant as
against his ability to the job. However, work sample tests are not cost effective and
every candidate has to be tested individually. It is not easy to develop work samples
for each job. Moreover, it is not applicable to all levels of the organization.

5. Simulation Tests:

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Simulation exercise is a tests which duplicate many of the activities and


problems an employee faces while at work. Such exercises are commonly used while
hiring managers at various levels in an organization. To assess the potential of a
candidate for managerial positions assessment centers are commonly used.
6. Assessment Centre:
An assessment centre is an extended work sample. It uses procedures that
incorporate group and individual exercises. These exercises are designed to stimulate
the type of work which the candidate will be expected to do. Initially a small batch of
applicants comes to the assessment centre (a separate room). Their performance in
the situational exercise is observed and evaluated by a team of 6-8 assessors. The
assessors judgment on each exercise are complied and combined to have a summary
rating for each candidate being assessed.
7. 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 and so forth;
To give facts to the candidates regarding the company, its policies, etc.
and promote goodwill towards the company.
Types of interviews:
Several types of interviews are commonly used depending on the
nature and importance of the position to be filled within an
organization.
In a NON-DIRECTIVE INTERVIEW the recruiter asks questions as they come to
mind. There is no specific format to be followed.
In a PATTERNED INTERVIEW, the employer follows a pre-determined
sequence of questions. Here the interviewee is given a special form containing
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questions regarding his technical competence, personality traits, attitudes, motivation,


etc.
In a STRUCTURED OR SITUATIONAL INTERVIEW, there are fixed job
related questions that are presented to each applicant.
In a PANEL INTERVIEW several interviewers question and seek answers
from one applicant. The panel members can ask new and incisive questions based on
their expertise and experience and elicit deeper and more meaningful expertise from
candidates.
Interviews can also be designed to create a difficult environment where the
applicants confidence level and the ability to stand erect in difficult situations are put
to test. These are referred to as the STRESS INTERVIEW. This is basically an
interview in which the applicant is made uncomfortable by a series of, often, rude,
annoying or embarrassing questions.
In the final category, there is the APPRAISAL INTERVIEW, where a superior
and subordinate sit together after the performance appraisal to discuss the
subordinates rating and possible remedial actions

Steps in interview process:


Interview is an art. It demands a positive frame of mind on part of the interviewers.
Interviewers must be treated properly so as to leave a good impression about the
company in their minds. HR experts have identified certain steps to be followed while
conducting interviews:
Preparation:

Establishing the objective of the interview.


Receiving the candidates application and resume.
Keeping tests score ready, along with interview assessment forms.
Selecting the interview method which is to be followed.
Choosing the panel of experts who would interview the candidates.
Identifying proper room for environment.

Reception:

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The candidate should be properly received and led into the interview room. Start the
interview on time.
Information Exchange:
State the purpose of the interview, how the qualifications are going to be matched with
skills needed to handle the job.
Begin with open ended questions where the candidate gets enough freedom to express
himself.
Focus on the applicants education, training, work experience, etc. Find unexplained gaps
in applicants past work or college record and elicit facts that are not mentioned in the
resume.
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 check:
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 candidates academic achievements or from the
applicants previous employer, who is well versed with the applicants 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.

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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 candidates
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
candidates 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.

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CASE STUDY:WHICH IS MORE IMPORTANT? ;RECRUITING (OR) RETAINING:


G.K.Electronics Ltd is an internationally reputed electronics
firm. It attracted employees from internationally reputed institutes and industries by
offering high salaries, perks, etc. It had advertised for the position of an Electronics
engineer some years back. Nearly 150 candidates working in various electronics firm
applied for the job. Mr. Sashidhar, an Electronics Engineer Graduate from Indian
Institute of Technology with 5 years of working experience in a small electronics
firm was selected among those interviewed. The interview board recommended an
enhancement in his salary by Rs.500 more than his present salary at his request. He
was very happy and was congratulated by his previous employer for his brilliant
interview performance and good luck.
Mr. Sashidhar joined the company with great enthusiasm and
also found his job to be quite comfortable and challenging one. He found that his
colleagues and superiors were friendly and co-operative. But this didnt last long.
After one year of his service, he slowly learnt about a number of unpleasant stories
about the company, management, the superior-subordinate relations, rate of employee
turnover, etc. But still he decided to continue with the promise that he made in the
interview. He wanted to please and change the attitude of management through his
performance, commitment and dedication. Looking at his great contributions and
efforts, the management got the impression that he is well settled will remain in the
company for a long time. After sometime they all started taking undue advantage of
him and overloaded him with multifarious jobs and thereby ridded over him. As a
result, his freedom in deciding and executing was cut down to size; his colleagues
started assigning their responsibilities to him. Consequently, there were imbalances in
his family, social and organization life.
It was quite surprising to the general manager to see the
resignation letter of Mr. Sashidhar one fine morning. The general manager failed to
convince him to withdraw his resignation. The general manager wanted to appoint a
committee to go into the matter immediately, but dropped the idea later so that the
companys image doesnt get spoiled.

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ANALYSIS
Thus, from this case study it is clear that retaining is much more
important than recruiting. Whats the use and benefits of recruiting quality employees
if they cannot be retained by the organization in a proper manner. The purpose of
recruitment is fulfilled when the employees selected from a pool of qualified
applicants are retained in the company by keeping them satisfied in all aspects. They
must be provided with better working conditions, better pay scales, incentives,
recognition, promotion, bonus, flexible working hours, etc. They should treat the
employees as co-owners and partners of the company.

DIFFERENCE BETWEEN RECRUITMENT AND SELECTION


Both recruitment and selection are the two phases of the employment process. The
differences between the two are:
1. Recruitment is the process of searching the candidates for employment and stimulating
them to apply for jobs in the organization where as selection involves the series of steps
by which the candidates are screened for choosing the most suitable persons for vacant
posts.
2. The basic purpose of recruitments is to create a talent pool of candidates to enable the
selection of best candidates for the organization, by attracting more and more employees
to apply in the organization where as the basic purpose of selection process is to choose
the right candidate to fill the various positions in the organization
.
3. Recruitment is a positive process i.e. encouraging more and more employees to apply
where as selection is a negative process as it involves rejection of the unsuitable
candidates.
4. Recruitment is concerned with tapping the sources of human resources where as
selection is concerned with selecting the most suitable candidate through various
interviews and tests.

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5. There is no contract of recruitment established in recruitment where as selection results


in a contract of service between the employer and the selected employee .

THE COMPANY

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PROFILE OF PRIYA

Priya the very word means favorite in India. Today


Priya is regarded as the favorite flavor of millions not just in India but also
all over the world. The priya website has a world in itself. You can browse
through the entire range of priya products, which includes a wide range of
priya products, which include a wide range of pickles, spice and masala
pastes, instant mixes, mango pulp, edible oils, papads, traditional powder and
canned palm kernels. What more.. You can even know the availability of these
products at a store near you..!
THE PRIYA STORE
There was a time when the world of women revolved
around the kitchen. If you ask them theyll narrate the super human effort that
went into working of your smacking pickles at home. Every ingredient picked
at the source then washed, cut, pounded and dried for days till the final mix
was ready.
Times have changed, now the demands of the modern life
re ruling the kitchen of todays woman. Today, its nearly impossible for them
to supervise every stage of cutting, drying, and mixing that goes into the
making of tasty pickle. Priya foods ensured that there is no need for that
wearisome effort to be made anymore.
With readymade pickles, chutneys, masala, instant mixes
and other authentic Indian food from Priya, you get the same homemade taste,
quite effortlessly!!

26

THE DELICIOUS BEGINNING OF PRIYA


It was early as 1980, when the visionary chairman of
Ramoji Groups Mr.Ramoji Rao, envisioned the near for no sweat, no effort
tasty traditional food for modern homes. And thus, Priya came into existence
to cater to the taste buds of millions of Indians who love and appreciate the
taste of homemade food, but have no time to undergo the drudgery of its
preparation.
Priya foods are a division of Ushodaya Enterprises
Pvt.Ltd., manufacturing unit located at Poranki in Vijayawada. The corporate
office is at Hyderabad and 15 depots located at various parts of the country.
Today, it is a global brand. There are more than 13 departments in Priya foods
division. They are as follows

Human Resource Department


Finance and Accounting
Information Technology
Purchase Department
Stores Department
Engineering Department
Production Department
Research & Development and Quality Circles
Dispatching
Exports Department
Marketing Department
Distribution Department
Edible oil Division
Transportation
Commercials
Publishing
Outlets etc...

27

Paying a rich tribute to the world famous cuisine, priya


initially started out with 6 popular flavors of pickles. The Indian consumers
loved the taste and demanded more new flavors. The result of offerings of
Priya has now grown many varieties. The list of products is here under.
LIST OF PRODUCTS:

36 varieties of pickles
10 varieties of pastes
4 varieties of spice powders
6 varieties of masala powders
5 varieties of curry masala powders
7 varieties of traditional powders
12 varieties of instant mixes
10 varieties of papads
Very recently 29 varieties of ready to eat
9 varieties of convenient mixes
12 varieties of snacks
Edible oils packaging

The unity in diversity of Indian taste buds!


The tastes of India are diverse and unique very much like
its culture, traditions, climatic conditions and languages.
Like Indias heritage, its cuisine is also rich and varied.
Like the climate, the food also can be hot and spicy or sweet and delicious.
Like its languages, the range of Indian cuisines is endless and therefore, Priya
can quietly call itself the authentic taste in India.
PRIYA GLOBALLY YOURS
The demand for priyas products is growing every day,
crossing all geographic boundaries. The mouth-watering taste of priyas range
of food products find a place in the hearts of millions of families worldwide.
And this made priya a household name known for delicious products made
under hygienic stringent quality conditions which is only possible at home.

Quality Certification:
28

Priya foods has a certificate of HACCP(The Hazard Analysis


and Critical Control Point) which is an internationally accepted technique for
preventing microbiological, chemical and physical contamination along the
food supply chain.
Business:
Since 32 years of its establishment, Priya has earned the loyalty
and trust of its customers all over the world.
New Arrivals:
1. Priya energy desserts
2. Priya sweets
Soan Papdi
Multigrain diet mix
Tricks-pine apple
Vermicelli halwa mix
Priya foods is a part of well established Ramoji Groups,
which is known for its distinguished engagement in diverse sectors.

Ramoji groups consists of many diversified sectors like


29

Ramoji Film City


Eenadu
ETV network
Dolphin Group of Hotels
Kalanjali
Mangadarsi Chit Funds
Mayuri Film Distributors
Usha Kiron Television
Ushakiran movies
ENTERTAINMENT

Ramoji Film City: The 1666-acre Ramoji Film City, established by the
Ramoji Group amid the alluring grandeur of Nature, is the worlds largest
integrated film studio complex and one of Asias most popular tourism and
recreation centers. For the discerning filmmaker, RFC offers comprehensive
and international-standard pre-production, production and post-production
resources.
For business and leisure travelers, RFC offers a holiday
experience packaged in infinite excitement and rare delights. Every year, over
a million tourists come to the complex to revel in the rejuvenating fantasies of
a dream world. And filmmakers, who create dazzling celluloid dreams for
people around the world, turn to Ramoji Film City for matchless services and
facilities. The complexs state-of-the-art infrastructure and incomparable
professional expertise have already been feted by many international
filmmakers.
PUBLISHING

Eenadu : One of Indias largest circulated regional language dailies with a


readership of over 90,00,000. The newspaper, which has evolved as the
strongest voice of the people of Andhra Pradesh, was envisioned as an
endeavor to provide readers with information that really matters. News before
Sunrise is the rationale that powers the Eenadu initiative. Today, the paper is
simultaneously published from 24 centers.
30

SATELLITE TELEVISION

ETV Network: A 12-channel source of rich infotainment, speaking to


audiences in the language of their choice: Telugu, Bangla, Marathi, Kannada,
Oriya, Gujarati, Urdu; and Hindi to viewers in Uttar Pradesh, Rajasthan, Bihar
and Madhya Pradesh. In fact, in a path-breaking initiative, ETV has created a
dedicated infotainment channel for each of the four Hindi-speaking states.
Every ETV Network channel focuses exclusively on its audiences unique
cultural identity, its aspirations and its distinct socio-political character.
ETVs state-of-the-art infrastructure includes a dedicated
Earth Station, the first to be commissioned in India by a private media
organization. This technological capability, augmented by the networks Indiawide VSAT facility, enables ETV to expeditiously disseminate news and other
events. The network leverages its infrastructure to telecast events live
whenever necessary.
The infrastructural strengths are complemented by the experience and
expertise of the highly accomplished journalists who constitute ETV
Networks expansive network. Apart from major cities, ETV reporters are also
stationed at remote hamlets so that the viewers get the complete picture of the
happenings shaping their lives.

TV SOFTWARE DEVELOPMENT

Ushakiron Television : Carries out TV content development for the entire


ETV Network and produces wholesome programming for the whole family.
Employing over 1000 highly talented and accomplished professionals,
Ushakiron Television has its dedicated divisions all over India. The units
31

technical finesse and conceptualization abilities power its commitment to


produce programming that redefines television viewing experience. For
example, Panchatantra, Ushakiron Televisions recent mega-project, has
secured exceptional popularity because of its thematic innovation. The series
retells the timeless tales of wisdom through the illustrious Indian dramatic
tradition of puppetry. Panchatantra exemplifies Ushakiron Televisions
capacity to leverage state-of-the-art television technology to celebrate Indias
cultural treasure.
FILM PRODUCTIONS

Ushakiron Movies: Feted for producing meaningful and absorbing films that
appeal to audiences across the social spectrum. The 20-year-old company has
produced nearly 80 films in Hindi, Telugu, Kannada, Marathi and Bangla.
Offerings from Ushakiron Movies are known to be wholesome family
entertainers, which explain why so many of its productions have been super
hits.
FINANCIAL SERVICES

Margadarsi Chit Fund: The 38-year-old flagship of the group is one of the
most trusted chit fund (financial instrument) companies, with a subscriber base
of 3,60,000 members. With its complete transparency in dealings and its
highly efficient workforce of hundreds of experienced professionals,
Margadarsi grows from strength to strength every year.

HOSPITALITY

32

Dolphin Chain of Hotels: A reputed name in the hospitality industry for over
25 years. The company operates a range of hotels at Ramoji Film City from
super luxury Hotel Sitara to high-quality budget property Tara. The company
set up Dolphin, Visakhapatnams first ever three-star establishment, in the 80s.
Sitara and Tara appeal to vacationers as well as MICE travellers because the
properties are specially calibrated to address both the specific needs. Leisure
tourists enjoy a range of recreation facilities swimming pool, tennis and
basket-ball courts, library and health club. Those participating in conferences
and seminars use these unwinding options as well. When it comes to business
though, they bank on our well-equipped conference halls.

INDIAN ARTS, CRAFTS & TEXTILES UNDER ONE ROOF

Kalanjali: A vast and glittering multi-level complex that offers the finest arts,
crafts and textiles from all parts of India under one roof. In fact, Kalanjalis
selection encompasses exquisite works that represent the best of the countrys
astoundingly diverse arts & crafts traditions from handlooms to
woodcarvings and from premium linen to furniture. The collection of textiles
and garments available at the complex pay tribute to our rich legacy of
intricate craftsmanship. So whether you are looking for a curio that placates
your aesthetic sense, or yearning for a utility object that complements your
dcor, Kalanjali is where fine art meets real life.

33

FILM DISTRIBUTION

Mayuri Film Distributors: A highly regarded company that provides


integrated movie distribution solutions. Mayuri, which has been distributing
quality films for over two decades, is a professionally managed operation with
impeccable ethical credentials.
HR DEPARTMENT STRUCTURE AT PRIYA

WORK CULTURE:
Working days Monday to Saturday.
Working hours 8hrs i.e., 9.30A.M. to 5.30P.M.
Night shifts at factory(PORANKI) only.
Individual work Every individual is given his/her own work as their work is
not based on projects.
Pay roll part is done using SAP module.
HR POLICIES AND GUIDELINES:
Attendance policy 8hrs a day
In/Out swiping Mandatory for all employees
Employee References are allowed
34

Leave policies CL 12/ SL 12/ EL 15/ML


Employee is eligible for sick leaves only if his/her salary is more than
Rs.15000
If any extra leave other than the alloted leaves are taken then the
employee will have to face LOP i.e., Loss of Pay.
Child labor is prohibited acording to the Child Labor(prohibition and
regulation) Act
BENEFITS PROVIDED TO THE EMPLOYEES:

EDLI- Employee Deposit Link Insurance Claim


GTLI- Group Term Link Insurance Claim
PF- Provident Fund
ESI- Employee State Insurance
PF and ESI are regular benefits
Allowances are given to the employees based on their designation like
car allowance for manager.

EMPLOYEE RESPONSIBILITIES:

To arrive at work place in time.


To work to the best of their ability throughout their working day.
To respect their employers, colleagues and customers.
To follow the employers reasonable and lawful instructions.

PERFORMANCE APPRAISAL:
Appraisal is done using the following parameters

Knowledge of the job


Wok quality
Dependability
Initiative- self starter
Communication
Interpersonal relationships
Attendance and punctuality
Based on parameters the concerned staff will be appraised by the
concerned heads for the specified time period.

DISCIPLINARY ACTIONS:
35

The necessary actions will be taken in case of employees


absenteism, misbehaviour with the colleagues or theft etc

RECRUITMENT AND SELECTION AT PRIYA FOODS:


Recruitment is a process of finding a right person for a right job or a function.
The main objective of recruitment is to prepare an inventory of people who meet the
criteria laid down in the job specifications. So that, the organization may choose who are
found most suitable for the positions vacant.
36

Selection process of choosing people by obtaining and assesing information


about applicant. The first necessary information about the applicant would be

Age of the applicant


Qualifications of the applicant
Experience of the applicant
Qualities of the applicant
The information is viewed to match up with the requirements and picking up the
most suitable candidates.
OBJECTIVES OF SELECTION AT PRIYA FOODS:
To pick up the most suitable and best candidate who would match to the
requirements of the job and the organization.
Organizations emphasizes on selecting the right person for the required job.
The secondary objective is to choose the best candidate among the pool of
candidates who attended for the interview.
For selection process to remain dynamic and purposive, the organization
needs to continuously focus on the chemistry between the pepole and the
jobs.

RECRUITMENT PROCESS AT PRIYA FOODS:


Manpower Planning
Manpower recruitment from Head of the department

Defining job descriptions and specifications


37

Identification of sources

Short listing the profiles

Conducting the interview

PROCESS OF RECRUITMENT:
Manpower planning:
Firstly a need arises in any organization. After which the planning for a required
personnel is taken into consideration. In Priya foods, discussion goes on for every 15
days regarding the openings and requirements of the new employees based on the need of
a new job or old employees resignation.
Manpower requirements from the Head of the Department:
The manpower requirements are planned in co-ordination with the heads of the
department at Priya. The HOD decides the factor whether the requisition is for new hires
or they should go for any replacements.After the Heads give the approval regarding the
time and date for calling the candidates for the interview, the candidates will be intimated
about the interview time and date.

Defining job description and specification:


Manpower requisition is mainly based upon the job description and job
specification. That means the job is described and specifications for a particular vacancy
to be filled in is firstly done. The job descriptions depends on the market value.
Identification of Sources:
After the manpower planning is done in accordance with the job description and
job specification, sources from where the requirements can be met are identified.

38

The sources would be ad-portals, search engines like monstor.com etc.. or


employee referrals.
Short listing of Profiles:
Candidates profiles are short listed in accordance to the position vacant, short
listing the porfiles are done based on the number of factors i.e., job description, the
required man power, age, past experience and required qualification.
Conducting the Interviews:
After the candidates are short listed based on the basic data, they are called for
facing the interview.
Test Round- Test round is basically for the low cadar employee requirements.This is the
first round where the short listed candidates are more filtered and sent for the next round.
The higher cadar candidates are not required to attend the test round.
Technical Round- The technical round includes the technical qualifications test where in
the candidates are tested for the technical knowledge.
HR round- The HR round is the conducted for the lastly selected candidates after short
listing in the technical round. Here the senior level managers conducts the interview,
where in the candidates have to face both the technical as well as personal interview.

SELECTION PROCESS AT PRIYA FOODS:


1) Interview schedule will be prepared by the Hr department which consists the
following requirements
- Candidates name
- Date of appointment
- Time of appointment
- Place

39

2) Time and date will be first informed to the head of the departments, the changes
are made if any changes are asked to be made by them.
3) Candidates are called for the interview on the said time and date.
4) Candidates are short listed in the interviews conducted on the particular date
mentioned to them for attending the interview.
5) Offer letter will be sent to the candidate, in which the details regarding when to
join, salary details, probation period details etc.. are mentioned.
6) Appointment letter will be sent to the selected candidate where in the rules and
regulations of the company are mentioned, and a detail information of his/her
salary are mentioned.

JOINING AND INDUCTION PROCESS OF PRIYA FOODS:


Giving the offer letter.
Once the new employee is selected for the particular job, it is important that
he/she is given the right induction by giving them the knowledge regarding the
employees, departments, company and work etc..
Issuance of ID cards and codes at the time of joining of the employee is also a
part of recruitment.
ESI application is made on the employees name.
During the induction period all the rules of the company will be said/informed to
the candidate

Documents to be produced by the candidate on the date of joining:


1)
2)
3)
4)
5)
6)
7)
8)
9)

Educational certificates.
Experience cum relieving letters
6 passport size photographs
1 family photograph
Address proof
Pre-employment medical check up
Opening personal profile
Check list to ensure that all the relevant documents are submitted.
Joining formalities
40

10) Induction schedule


11) Placing the candidate in the department
Every newly joined employee will be under probation period based on his/her
cader.If the cader of the employee is high level, he/she will be in probation period
for 6 months and in case of trainee , the probation period would be 1 year.

DATA ANALYSIS
AND
41

interPRESENTATION
1) Your opinion on recruitment process in Priya foods pvt.ltd.?
Group
Excellent
Good
Average
Total

Percentage
68
22
10
100

Number of respondents
34
11
5
50

ANALYSIS:

42

According to the collected data, 68% of the employees opinion is excellent 22%
agree that it is good and 10% say that its average regarding the recruitment process at
Priya foods.

2) Which is the best source of Recruitment?

Group

External
Internal
Both
Total

Percentage

20
20
60
100

Number of respondents

10
10
30
50

43

ANALYSIS:
From the above collected data 20% say that external recruitment would be the best
source of recruitment while 20% say internal recruitment would be good, and 60%
agree that both external and internal recruitment are the best sources for
recruitment.

3) What made the employees join in Priya?

Group

Percentage

Number of respondents

Brand
Carrier Growth
Compensation
Total

62
18
20
100

31
9
10
50

44

ANALYSIS:
According to the above data 62% of the employees have joined the company based on
the brand value, 18% for career growth and 20% attracted for compensation level.

4) According to you, which is the best technique of Recruitment?

Group

Percentage

Number of respondents

Direct
Indirect
Third Party
Total

80
10
10
100

40
5
5
50

45

ANALYSIS:
According to the collected data the best technique for recruitment is Direct method,
where 80% of the employees have selected direct method as the best method,10%
for indirect method and 10% for third party method.

5) How are most of the candidates called for interviews?

Group

Percentage

Number of respondents

Advertising
Job portals
Employee referrals
Total

32
50
18
100

16
25
9
50

ANALYSIS:
46

The above data reveals that most of the employees are called for the interview
through job portals, where in 50% of among the sample of 50 members agree that
most of the candidates are called for the interview through job portals, 32% through
advertising and 18% through employee referrals.

6) How is the interaction between the new joiners and Hr department?

Group

Percentage

Number of respondents

Positive
Negative
Total

76
24
100

38
12
50

ANALYSIS:

47

According to the above collected data, the interaction between the new joiners and
the HR department is positive and 76% agree that the interaction is positive where
as 24% say that the interaction is negative.

7) How are the questions posed by the recruitment team while interviewing the
candidate?

Group

Related to Job
Related to
Qualification
Related to
Experience(if any)
Total

Percentage

Number of respondents

60
16

30
8

24

12

100

50

48

ANALYSIS:
In the above data, the interview questions are mainly related to the job and 60%
agree that the questions posed by the recruitment team are related to the job, while
24% of the employees agree that the questions are based on their previous
experience and 16% of them say that the questions are related to the qualifications.

8) What is the time taken for the entire process of recruitment and selection?

Group

Percentage

Number of respondents

1 week
2 weeks
3 weeks
4 weeks
Total

70
20
10
0
100

35
10
5
0
50

ANALYSIS:
The above data reveals that the time taken for the entire recruitment and selection
process does not exceed more than 3 weeks, and 70% of the employees agree that it
49

takes 1 week for the entire process, while 20% agree that it takes 2 weeks for the
process and 10% of them say that it takes 3 weeks for the entire process of
recruitment and selection.

9) Is general intelligence level weighted during selecting a candidate for a job?

Group

Percentage

Number of respondents

Yes
No
Total

50
50
100

25
25
50

ANALYSIS:
According to the above collected data 50% of the employees say that general
intelligence level is weighted while selecting a candidate and 50% say that it is not
weighted.
50

10) Do you feel that education and experience must be given more importance while
selecting a candidate?

Group

Percentage

Number of respondents

Yes
No
Total

80
20
100

40
10
50

ANALYSIS:
In the above collected data most of the employees agree that education and
experience must be give more importance while selecting a candidate i.e., 80% of them
say that education and experience should be given more importance while selecting a
candidate and 20% say that they should not be given more importance.
51

11) While short listing the candidates resumes, are his/her responsibilities in the previous
job considered?

Group

Percentage

Number of respondents

Yes
No
Total

62
38
100

31
19
50

ANALYSIS:
The above data reveals that 62% of the employees agree that the candidates
pervious job responsibilities are considered while short listing the resumes at the
time of interview and 38% of then say that they should not be given more
importance.

52

12) Is the pay scale appropriate for your job?

Group

Percentage

Number of respondents

Yes
No
Total

68
32
100

34
16
50

ANALYSIS:
According to the above data, 68% of the employees agree that their pay scale is
appropriate for their job and 32% of they say that it is not appropriate.

53

13) Is the screening process done strictly while recruiting a candidate?

Group

Percentage

Number of respondents

Yes
No
Total

82
18
100

41
9
50

ANALYSIS:
According to the above collected data 82% of the employees agree that the
screening process is done strictly while recruiting a candidate and 18% of them say that
they are not strict up to the mark.

54

14) Would you like to give any suggestions or changes in recruitment process?

Group

Percentage

Number of respondents

Yes
No
Total

34
66
100

17
33
50

ANALYSIS:
According to the above data, it reveals that 66% of the employees would like to
give suggestions and make changes in the recruitment process, and 34% of the employees
wants the process to remain unchanged.

55

15) Have you gone through induction program?

Group

Percentage

Number of respondents

Yes
No
Total

88
12
100

44
6
50

ANALYSIS:
The above data reveals that 88% of the employees from the sample of 50 employees
agree that they have gone through the induction program and 12% of then did not go
through the induction program.

56

FINDINGS
&
SUGGESTIONS

FINDINGS:
1) 68% of the employees opinion on recruitment process at Priya foods is excellent,
while few others i.e., around 16 members from the sample respondents say that it
is good and average.
57

2) More than half of the selected sample said that both external and internal sources
are best for recruitment.
3) 31 respondents out of 50 employees have joined the company seeing the brand
value of Priya foods and the remaining of them have joined for their career
growth and few others for the attractive package.
4) When the 50 employees are asked for the best technique for recruitment, 80% of
them agreed that direct method would be the best technique.
5) 50% of the candidates are called for the interview through job-portals and
remaining from advertising and employee referrals.
6) The interaction between the new joiners and HR department is positive and 76%
of the sample agreed it.
7) At the time of interviewing a candidate, most of the questions are posed based on
the related job for which they have applied for and 60% of them agreed it where
as the remaining sample said that they are based on qualification and experience
(if any).
8) 70% of the respondents said that it takes 1 week of time for the completion of the
entire recruitment and selection process, while 20% of them said that it takes 2
weeks and the 10% said that it takes 3 weeks for the completion of the process.
9) Among the sample of 50 employees, 25 members agreed that general intelligence
level is weighted while selecting a candidate for a job and the remaining said that
it is not weighted.
10) 80% of the respondents agree that education and experience must be given
importance while selecting a candidate for a job while 20% disagree.
11) It is found that 62% of the samples of employees agree that the responsibilities of
his/her previous job should be considered while short listing the resumes.
12) It is observed that 68% of the employees are satisfied for the pay which they are
given while 32% of them are not satisfied.
13) 82% of the sample said that the screening process is done strictly where as 18%
says that it is not done strictly.

58

14)It is found that 88% of the employees from the sample of 50employees have gone
through induction program, while 12% of them did not face the induction
program.
15)66% of the employees in the sample are satisfied with the present recruitment
process, while 34% of them would like to bring changes and give suggestions for
changing the process.
As far as my observation, the recruitment team is putting major efforts for selecting a
suitable candidate for any particular job.
The HR department is no where compromising in any perspectives to meet their
requirements in selecting their candidates.
This study helped me in fulfilling the gap between the theory that I have gone through
my pervious semesters and its application that I need to my practice in my personal
career.

SUGGESTIONS:
The study on Recruitment and Selection at Priya Foods Pvt.Ltd helped me in learning the
activities of HR department which has given me immense pleasure to conclude with
suggestions of my study.

59

According to my perception it would be more better for the organization if the


interaction with new joiners is positive reaches to 100%, so that they mingle with
the colleagues properly and therefore, fetches good result on fulfilling the purpose
of recruiting them.
I feel that general intelligence regarding the organization and job has to be weighted
while selecting a candidate, so that it does not take much time for a candidate to
know about the organization and his/her job.
According to my findings 32% of the employees from the sample are not satisfied
for their pay, it would be more better if the organization pays the candidate
according to the worth of his/her job so that the employee retention would be better.
According to my findings 34% of the employees would like to give suggestions
regarding the Recruitment and selection process, I feel that the employees
suggestions should be taken into consideration and necessary changes are to be
made according to the changes in the market.
I would like to suggest the HR department that the candidates should be conducted
the test round online, so that the first round would become an easy part for both
organization and the candidate also.
The programs like screening process and induction program should also be given
importance where in the main part of recruitment process lies. If the screening
process is done perfectly and strictly the interviewer can know much better about
the candidate and if induction program is done perfectly it is easy for the new
employee to know about the organization well.

CONCLUSION:
This presents the summary of the study and survey done in relation to the
Recruitment and Selection in PRIYA foods pvt.ltd. The conclusion is drawn from the
study and survey of the company regarding the Recruitment and Selection process carried
out there.
60

Most of the employees were satisfied but changes are required according to
the changing scenario as recruitment process has a great impact on the working of the
company as a fresh blood, new idea enters in the company.
Selection process is good but it should also be modified according to the
requirements and should job profile so that main objective of selecting the candidate
could be achieved.
The essence of recruitment can be summed up as the philosophy of
attracting as many as possible for a given job. The face value of this definition is guided
recruitment in the past, these days however emphasis is aligning the organization
objectives with that of individual and keeping its priority to safeguard its interest and
standing. After all, satisfied workforce which also ensures that organization has creditable
and reliable performance. In a bid to underscore this subtle point of project examines
various processes and it is one of the activities of the organization.
The end result of any recruitment process is essentially a pool of candidates.
Next to the recruitment the logical step in HR process is selection of competent candidate
for any particular job.

61

Questionnaire

QUESTIONNAIRE FOR THE RESEARCH:


1. Your opinion on recruitment process in Priya foods pvt.ltd.? (

62

Group
Excellent
Good
Average
Total

Percentage
68
22
10
100

2. Which is the best source of Recruitment?


Group

External
Internal
Both
Total

Number of respondents
34
11
5
50
(

Percentage

Number of respondents

20
20
60
100

3. What made the employees join in Priya?

10
10
30
50
(

Group

Percentage

Number of respondents

Brand
Carrier Growth
Compensation
Total

62
18
20
100

31
9
10
50

4. According to you, which is the best technique of Recruitment?

Group

Percentage

Number of respondents

Direct
Indirect
Third Party
Total

80
10
10
100

40
5
5
50

5. How are most of the candidates called for interviews?

Group

Percentage

Number of respondents

Advertising
Job portals
Employee referrals

32
50
18

16
25
9
63

Total

100

50

6. How is the interaction between the new joiners and Hr department?

Group

Percentage

Number of respondents

Positive
Negative
Total

76
24
100

38
12
50

7. How are the questions posed by the recruitment team while interviewing the
candidate?

Group

Related to Job
Related to
Qualification
Related to
Experience(if any)
Total

Percentage

Number of respondents

60
16

30
8

24

12

100

50

8. What is the time taken for the entire process of recruitment and selection?

Group

Percentage

Number of respondents

1 week
2 weeks
3 weeks
4 weeks
Total

70
20
10
0
100

35
10
5
0
50

9. Is general intelligence level weighted during selecting a candidate for a job?

64

Group

Percentage

Number of respondents

Yes
No
Total

50
50
100

25
25
50

10. Do you feel that education and experience must be given more importance while
selecting a candidate?

Group

Percentage

Number of respondents

Yes
No
Total

80
20
100

40
10
50

11. While short listing the candidates resumes, are his/her responsibilities in the
previous job considered?

Group

Percentage

Number of respondents

Yes
No
Total

62
38
100

31
19
50

12. Is the pay scale appropriate for your job?

Group

Percentage

Number of respondents

Yes
No
Total

68
32
100

34
16
50

13. Is the screening process done strictly while recruiting a candidate?


Group

Percentage

Number of respondents

Yes
No
Total

82
18
100

41
9
50

65

14. Would you like to give any suggestions or changes in recruitment process?

Group

Percentage

Number of respondents

Yes
No
Total

34
66
100

17
33
50

15. Have you gone through induction program?

Group

Percentage

Number of respondents

Yes
No
Total

88
12
100

44
6
50

66