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A STUDY ON RECRUITMENT AND SELECTION

PROCESS OF HYUNDAI MOTOR COMPANY

Summer Internship Report

Submitted In Partial Fulfillment of the Requirements

For The Award of the Degree Of

BACHLER OF BUSINESS ADMINISTRATION (BBA)

Submitted by

SONAM KASAR DA/2017/20754

BBA 6TH Semester

Guided by

Mr. SANDEEP JASHWANT


HEAD OF DEPARTMENT OF MANAGEMENT

Submitted to:
HEMCHANDYADAV UNIVERSITY,

SHRI SHANKARACHARYA MAHVIDYALAYA, (CHHATTISGARH) INDIA


DECLARATION BY THE CANDIDATE

This is to declare that this report has been written by me. No part of the report is

plagiarized from other sources. All information included from other sources has been

duly acknowledged. If any part of the report is found to be plagiarized, I shall take full

responsibility for it.

SONAM KASAR Signature:


DA/2017/20754 Date:
CERTIFICATE BY THE EXAMINER

This is to certify that the project entitled “A Study on Recruitment And Selection

process of HYUNDAI MOTOR COMPANY” submitted by “Sonam Kasar”

Enrollment No. DA/2017/20754 has been examined by the undersigned as a part of the

examination for the award of Bachelor of Business Administration degree of

Hemchandyadav University, Durg (C.G.)


ACKNOWLEDGEMENT

“Acknowledgement is an art, one can write glib stanzas without meaning a word, on the other
hand one can make a simple expression of gratitude”

Knowledge is like an ocean and needs to be separated an inspired by several specialist in order to
achieve the aim. I wish to express my sense of gratitude and indebtedness to MR ANURAG
AGRAWAL for his inspiring guidance, constructive criticism and valuable suggestions throughout
the project work. I am very much thankful to MR PRABHJOT GREWAL, Senior Manager-
Recruitment, Wave Infratech Pvt Ltd, for being a great support during my internship period and for
introducing the present topic and his inspiring support and guidance.

I would like to extend my heartily thanks to all my employees for providing all the support and
information to complete the project with the blessings of god.

I extend my heartily thanks to all other faculty members of School of management and Research ITM
University for their support and valuable suggestions in one or other occasions to complete the project.

I also acknowledge with a deep sense of reverence, my gratitude towards my parents and members of
my family, who supported me morally as well as economically. At last, but not the least gratitude goes
to all my friends who directly and indirectly helped me to complete my project report.
ABSTRACT
Recruitment and Selection process at Wave Infratech Pvt Ltd

This Summer Internship Project Report is prepared to put light on Recruitment and Selection process
at Wave Infratech and analyze its effectiveness. This project report includes Need and Purpose of
Recruitment and Selection for the organization, sources of Recruitment through which an Organization
gets suitable applicants. Also, this report includes finding out ways to improve the process of
recruitment and selection by getting the feedback from the employees. This is beneficial for the
company in knowing the strengths, weakness, threats and future growth opportunities.

The project was a challenging task as it required various skills of HR, effective communication, time
management and commitment. It was helpful in gaining knowledge about the corporate culture. The
data from the employees was collected through questionnaire.

This Project report was completed in a period of 8 weeks.

Abstract of the work done:

 Searching candidates through Naukri.com for the post of IT Executive for Wave city and Noida,
SAP ABAP, Front Office Executive, SAP HR, Senior Executive (Finance & Accounts) and Digital
Marketing.
 Contacting the candidates for validating the information provided on the job portal and calling
them for a face to face interview and providing information by mailing them the Job Description,
schedule of the interview and most economical way to reach the destination.
 Having the application blank filled up by candidates attending the interview
TABLE OF CONTENT

CHAPTER PAGE
TITLE
NO. NO.

INTRODUCTION

1 1.1 Introduction
1.2 Need And Importance Of Study

COMPANY PROFILE
2

REVIEW OF LITERATURE
3
RESEARCH METHODOLOGY

 4.1 Introduction
4  4.2 Research design
 4.3 Sample and data collection
 4.4 Statically treatment of data
 4.5 Delimitation of study
DATA ANALYSIS AND INTERPRETATIONS

5  5.1 Introduction
 5.2 Analysis of data
 5.3 Interpretation of data

6 CONCLUSION

7 SUGGESTIONS & RECOMMENDATIONS

8 REFERENCES / BIBLIOGRAPHY

APPENDICES
- Questionnaire.
- Weekly progress report.
- Raw data if any.
- Interview schedules.
CHAPTER – 1

INTRODUCTION

RECRUITMENT
 Recruitment

Refers to the process of finding possible candidates for a job or function, usually
undertaken by recruiters. It also may be undertaken by an employment agency or a member
of staff at the business or organization looking for recruits. Advertising is commonly part
of the recruiting process, and can occur through several means through online, newspapers,
using newspaper dedicated to job advertisement, through professional publication, using
advertisements placed in windows, through a job center, through campus interview, etc.

 Recruitment Meaning

Employing the right staff is an important human resource challenge faced by all employers.
Recruitment is an expensive business, which includes the cost of advertising and the cost of
current employees’ time interviewing and selecting the right candidate.

 Good recruitment and selection can result in:

 Reduced employee turnover


 Reduced absence
 Reduced stress levels

 A recruitment process should be:

 efficient - cost effective in method and sources


 Effective - producing enough suitable candidates
 Fair - ensuring that decisions are made on merit without discrimination.

 Recruitment and Selection Definition:-


Recruitment is the process of identifying and attracting a group of potential candidates from
within and outside the organization to evaluate for employment. Once these candidates are identified
the process of selecting appropriate employees for employment can begin.
 Recruitment and Selection Practices:-

Better recruitment and selection strategies result in improve organizational outcomes. The
more effectively organizations recruit and select candidates, the more likely they are to hire
and retain satisfied employees.

 Purpose

 The objectives of this study were to:

This includes collecting, measuring, and evaluating information about candidates’ qualifications for
specified position

 General recruitment and selection profiles.

Recruitment strategies.

 Organizational offerings and their impact on prospective employees.


 Current and future selection practices.
 Outsourcing recruitment and selection activities.
 Barriers to effective recruitment and selection.

 RECRUITMENT PLANNING

 Recruitment planning on the basis of budget

The manpower planning process for the year would commence with the company’s budgeting
activity. The respective Functional heads would submit the manpower requirements of their

respective functions/ departments to the board of Directors as part of the annual business plan
after detailed discussion with the head of human Resource Function along with detailed notes
in support of the projected numbers assumptions regarding the direct and indirect salary costs
for each position.

A copy of the duly approved manpower plan would be forwarded by the HR department for
their further actions during the course of the year. The annual budget would specify the
manpower requirement of the entire organization, at different levels, in various
functions/departments, at different geographical locations and the timing of the individual
requirements. It would also specify the requirement budget, which is the cost allotted towards

the recruitment of the budgeted staff and the replacement of the existing employees. The
manpower plan would also clearly indicate the exact time at which the incumbent should be on
board in such a way that the HR Head has adequate notice for the time lapses involved in
sourcing any other activities.

The HR Head would undertake the planning activity and necessary preparations in advance of
the anticipated requirements, as monthly and quarterly activities on the basis of the approved
budget, estimated separations and replacements therefore.

The vacancies sought to be filled or being filled shall always be within the approved annual
manpower budget and no recruitment process shall be initiated without the formal concurrence
of the Head of the HR under any circumstance. Head of the HR shall also have the
responsibility to monitor the appointments being considered at any point of time with specific
respect to the duly approved manpower budgets.

 Review of Manpower Plans and Additional Manpower

Review of manpower budgets shall take place on a quarterly basis. In the event of any new
position or any deviations to the original plans, details of the positions maybe forwarded to the
HR Head along with the adequate supporting information. The recommendations would
normally require a formal approval of the Managing Director. Alternately,HR Head may

record the summary of his discussion with the Managing Director and the MD’s approval on
the recommendations, to signify the final decision taken regarding the recommendations.

 Procedures followed when a vacancy


arises At Wave Infratech Pvt. Ltd
Project Manager

anager
The vacancy is informed

GENERAL
MANAGER

MANAGING DIRECTOR

Starts the Recruitment

HR MANAGER

MD gives permission for


RECRUITMENT
recruitment
 Recruitment & Selection in Wave Infratech Pvt. Ltd.

Steps involved in Recruitment in Wave Infratech Pvt. Ltd.

 Step 1:
Whenever there is a vacancy in the company first it will be known by the project manager. The
project manager inform about the vacancy to the general manager.

 Step 2:
Once the general manager comes to know about the vacancy in the company he will inform it
to the chairmen to get the approval for the recruitment.

 Step 3:
After getting the approval the process will be carried by the HR manager. Moreover the
recruitment of the company internally, that is the existing employee will be given priority first.

 Sources of Recruitment

RECRUITMENT

INTERNAL EXTERNAL SOURCES


SOURCES

RETIRED CONSULTANTS
EMPLOYEES
INTERNET
PRESENT EMPLOYEES
JOB CENTERS

NEWS PAPERS
 Internal Sources:
 Present permanent employees:
The company considers the candidates from their sources for telecom industry because of
Availability of most suitable candidates.
The policy of organization to motivate the present employees.

 Retired Employees:
Generally the organization takes the candidates for the employment from the retired employees
due to obligation. Sometimes the company re-employs the retired employee’s as a token of
their loyalty to the organization.

 External Sources:
 Job Centers:
This is the network covering most cities acting as agent for potential employers. They are
private employee exchange; job centers help the candidates in knowing more about the country
across the country.

 Outplacement Consultants:
There are the consultants just like the employment exchange. In this job consultants can
register their name and when there is a sent for interview actively seeking to place and may
provide training required. Available when recruitment needed.

 News Papers:
Whenever there is recruitment in the company it will be advertised in the newspaper. Since the
newspaper is the only source of reaching the information to the people.

 Internet:
Internet is the modern mode of recruitment. If a company wants to place or fill a vacancy
within a short period of time through the external source then internet is the best source.

 Reasons for selecting the sources:

 Referrals:
Referrals are the existing employees in the organization. Wave Infratech Pvt. Ltd. selects the
referrals as their source because it is an economical way of recruiting.
It is the fastest means of recruitment. In case of emergency to place an employee at particular
position could be done easily because referrals bring candidates for the job from the outside.

 News Papers:

Newspaper is the media through which information could be spread over throughout the
country.Job seekers are able to get information about the vacancies through newspapers.
Newspapers are cost effective and their coverage is high.

 Internet:

 Internet is the modern source used for recruiting.


 Naukari.com is the source used for short listing the CV’s.
 The time consuming in giving the information and making it to reach the people is less.
 It is the fastest means of source and its coverage is also high.

 Consultants:
Consultants are the means of source through which large number of candidates could be
recruited and selected.Consultants help the organization at the time when there is an
emergency.Since it will have the people all the time which will help during emergency
period.It is cost effective and consumes less time.

 Factors that are considered in Wave Infratech during Recruitment:

 Determining the characteristics which differentiate people that are very important to
performance.
 Measuring those characteristics.
 Deciding who should make the selection process.
 Time effective and economical.

 Factors affecting Recruitment:


Internal Factors External Factors

Recruitment Policy Supply and Demand

HR Planning Labour Market

Size of the Firm Socio, Political and Legal


Factor

Growth & Expansion Competitors

 Internal Factors:
 Recruitment Policy:

The recruitment policy of the company specifies the objectives of the recruitment and
provides a framework for the implementation of recruitment strategies. It may involve
organizational system to be developed for implementing recruitment strategies and
procedures by filling up vacancies with best qualified people. The recruitment policy of an
organization is affected by the following factors:

 Organizational objectives.
 Personnel policies of the organization.
 Government policies on reservation.
 Preferred source of recruitment.
 Need of the organization.
 Recruitment cost and financial implications.

 Human Resource Planning:


Effective human resource planning helps in determining the gaps present in the presenting in
the existing man power of the organization. It also helps in determining the number of
employees to be recruited and what qualification they will posses.

 Size of the Firm:


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

 Cost:
Recruitment incurs cost for the employer, therefore, organization try to employ that source of
recruitment which will bear a less cost of recruitment to the organization for each candidate.

 Growth and Expansion:


Organization will employ or think of employing more personnel if it expanding its operations.

 External Factors:
 Supply and Demand:
The availability of the manpower both within and outside the organization is an important
determinant in the recruitment process. If the company has a demand for more professionals
and there is limited supply in the market for professionals demanded by the company, then the
company will have to depend upon internal sources by providing them special training and
development programmes.

 Labour Market:
Employment condition in the community where the organization is located will influence the
recruiting efforts of the organization. If there is surplus of the manpower at the time of
recruitment, even informal attempts at the time of recruiting like notice board display of the
requisition or announcements in the meeting etc will attract more than enough applicants.

 Socio, political and legal factors:


Various govt. regulations prohibiting discrimination in hiring and employment have direct
impact on recruiting practices. E.g. if Govt. introduces legislations for reservation in
employment for scheduled castes, scheduled tribes, physically handicapped etc. it becomes an
obligation for the employer. Also trade unions play an important role in recruitment. This
restricts management freedom to select those individuals who it believes would be best
performers.

Competitors:
The recruitment policies of the competitors also affect the recruitment function of the
organization. To face the competition, many a times the organization has to change their
recruitment policies according to the policies being followed by the competitors.
SELECTION
The process of interviewing and evaluating candidates for a specific job and selecting
an individual for employment based on certain criteria. Employee selection can range from a
very simple process to a very complicated process depending on the firm hiring and
the position. Certain employment laws such as anti-discrimination laws must be obeyed during
employee selection.

 SELECTION PROCESS AT WAVE INFRATECH PVT. LTD.

 Introduction:

The project discusses “HR Practices in Wave Infratech Pvt. Ltd.”. HR helps theOrganization to
manage its human assets more strategically so that it can attain higher levels of performance
and greater profitability. The HR manager assists employees in finding ways to increase
productivity and to reinforce the organization's core competencies by teaching skills that

contribute to organizational growth. Additionally, HR works to develop an environment that


encourages affiliation, responsibility and commitment.

 Human Resource management functions:

 Analyses jobs and skills needed in the organization.


 Assesses, develops and implements policies, procedures and systems.

 Recruits and selects workers

 Appraises performance.

 Rewards workers through the implementation of compensation systems.

Designs and delivers training, development and educational programs for

employees to provide the organization with the skilled resources it needs.

 RECRUITMENT AND SELECTION

“The art of choosing men is not nearly as difficult as the art of enabling those one has chosen
to attain their full worth”.
Recruitment is the process by which organizations locate and attract individuals to fill job
vacancies. Most organizations have a continuing need to recruit new employees to replace
those who leave or are promoted in order to acquire new skills and promote organizational
growth.

S.NO. Authorized Signatory


1 Head- Human resource
2 Managing director

Recruitment follows HR planning and goes hand in hand with selection process by which
organizations evaluate the suitability of candidates. With successful recruiting to create a
sizeable pool of candidates, even the most accurate selection system is of little use

Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it. The
next step is careful examination of the job and enumeration of skills, abilities and

 Experience needed to perform the job successfully. Other steps follow:


 Creating an applicant pool using internal or external methods
 Evaluate candidates via selection
 Convince the candidate
 And finally make an offer
 Scope: To define the process and flow of activities while recruiting, selecting and appointing
personnel on the permanent rolls of an organization.

 Authorization:
 Amendments and deviations:
Any amendments to and deviations from this policy can only be authorized by the Head-human
Resources and the Managing Director.
 Exclusions:

The policy does not cover the detailed formalities involved after the candidate joins the
organization.

 SOURCING OF SUITABLE CANDIDATES


 Selection of Sources

HR Head would tap various sources/channels for getting the right candidate. Depending on the
nature of the position/grade, volumes of recruitment and any other relevant factors, the HR
Head would use any one multiple sources such as:
 Existing database (active application data bank);
 Employee referral as per any company scheme that may be approved from time to time;

 Placement Agencies (particularly for positions of Managers and above);


 Headhunting firms particularly for senior positions, specialist positions and critical positions;
 Direct recruitment from campuses/academic institutes;
 Job websites (naukari.com) and any other appropriate sources.
 The norms for using any of the sources are not water tight. Number of positions, criticality of
positions and the urgency of the positions, confidentiality requirements, relative efficacy and
cost considerations would play a role in the choice of the appropriate sourcing mechanism.
 ADVERTISEMENTS

All recruitment advertisements (in any form and any medium) shall always conform to the KLI
compliance norms and would not be released by any department or branch without the
approval of the HR Head. depending on the specifics of each position for which recruitment
advertisements are to be released, HR Head may obtain assistance from the company’s
marketing department and/or any external advertising agencies for the preparation of the
contents. Key features of the positions as notified by the Functional Heads would normally
form a part of the advertisement text.

The media for releasing advertisement would depend on the level of the position being
considered and the urgency of the requirements.The advertisement mode that could be broadly
specified as newspapers (local or mainline depending on requirements), internet sites and
business magazines.

 Placement Agencies/Headhunting Agencies

Depending upon the vacancies, fresher fitting different description listed above may be
recruited from time to time, from academic institutes of appropriate standards/reputation/grade,
in the requisite numbers and at the compensation/stipend amounts to be formally approved of
the HR Head. Plans for such recruitment need specific special approval ofHR Head. norms
regarding the identification of the appropriate institutes, constitution of the selection panels,
timings of the recruitment, number of candidates to be recruited into different positions, choice

of the appropriate selection process and the tools thereof shall be decided by the Head of
theHR in consultation with the HR, depending on the specific features of the position.

 Screening the candidates


 First level screening

The Candidates would be screened by the HR Manager/Branch Manager for the respective
locations. Screening would be on the basis of the profile of the candidate and the
departmental requirements. This assessment will be with respect to:
The general profile of the candidate,
 Personality fit of the candidate into the profile,
 Aptitude/attitude of the candidate,
 Motives of the person to join the company and whether focus is in the short term or is a long
term player,
 Basic skill level on our set of requirements, say numerically ability, networking ability, etc.
 Establish the annual guaranteed cash compensation of the individual and check whether the
person would fit into the system.
 Explain the role of Sales manager to the applicant and check the acceptance of the candidate
for the same.
 In case of need, the HR Head may take a Tele interview of the candidate for further assessment
process.

 Second Level Screening

 Aptitude Test

If the first assessment is positive, the candidates will give the aptitude test, once such test is
selected approved by the company. The scoring, interpretation and the generation of interview
probes from that test will also be done at this time. People who qualify the minimum criteria on
this test will be put up on to the Functional Head (VP’s in case of HO) for functional
assessment and suitability into the role.
 General Norms regarding interview Process:

Interviews should consider the entire data provided by the candidate either through the formal
CV or otherwise before coming to a conclusion about the candidate. They may insist on seeing
the proof of the claims made by the candidate regarding qualifications, experience and other
achievements. They may, at their discretion, decide to meet the candidate on more than one
occasion or to refer the candidate to another panel.

Ratings on various attributes of the candidates shall be recorded in the interview evaluation
sheet, soon after the interview is over. Along with these numerical ratings, qualitative
observations about the candidate and overall decision regarding selection or otherwise
(including a decision to defer the induction, referral to another panel, considering for another
position) shall be forwarded to the associated Recruitment Manager/HR Head. Individual panel
members have the option of appending their additional remarks/observations. No selection will
be treated as final unless the IES form is filled comprehensively. Suitably appropriate IES
formats may be created for specific positions.

Any discrepancies noticed by the panel members regarding the authenticity of the data
provided by the candidate should be specifically and formally recorded on the IES form and
suitably high lightened.
Specific points to be probed during the reference check process, if any, must also be clearly
recorded and high lightened on the IES forms.

 Administrative Actions Regarding Interviews

Scheduling and the venue of the interviews would be handled by the recruitment team in
consultation with the short listed candidate and the selection panel members, after taking
mutual convenience into account. For field positions, respective branch/regional heads would
undertake this co-ordination.

After the final round, if the candidate is selected, the complete set of papers Personal Data
Form, CV, job requisition number, Interview evaluation sheet, reference check details,
educational details, along with the interviewer’s recommendations and Reference check form
should be forwarded by the recruitment managers to recruitment head. Fitment of the candidate

into a grade and compensation fitment shall be on the assumption of authenticity of the
information provided in the CV/application Blank.

An appropriate formal communication shall be sent to the candidate whose candidature is not
being taken forward, or details of the verbal/telephonic communications provided to the
candidate shall be recorded on the candidates papers, by the recruitment team/associated line
managers. In the case of interviews taking place at the branch/regional levels, similar noting
should be recorded on the individual candidate’s papers.

 Negotiations of the terms and conditions and other pre-appointment


formalities

In the case of sales-Tied Agency functions, the branch managers will be allowed to fix the
salary and grade of the incoming sales manager provided the compensation does not exceed
20% of the candidate’s current cash salary. Any fitment beyond these norms will need the
approval of Head-HR. HR will forward a worksheet to support the BM’s to evaluate the
appropriate cash CTC of the incumbent. For all other functions, the compensation and grade
would be fixed post a discussion between the Head of the HR and the associated. Any
candidate being offered a CTC of more than 4lacs will need the sign off from HEAD-HR. In
appropriate cases, at the discretion of the HR, a deviation may be referred to the Managing
Director, for the MD’s formal approval.

Responsibility for negotiations and finalization of the terms shall rest with the best Branch
Manager/Associated Manager. They may seek the assistance of the recruitment managers,
whenever required. Reference checks process should not normally be initiated unless the
candidate has indicated his firm acceptance of the offer being made by us.

 Reference Checks

Normal, reference checks should be undertaken with at least one reference. A second reference
check will be done if considered necessary. Responsible officials from the former employers,
academic institutes and/or any other eminent personalities can be considered as appropriate
references. Close relatives and friends cannot be considered as references. Wherever feasible
and considered appropriate, a reference should be made with a senior official of the candidate’s

current employer. In case the candidate is currently un-employed, reference should be made
with the latest employer.

The format of reference check is to be used as a framework for conducting the process Where
the minimum two reference checks are not possible (particularly with the current employer) or
where there is a mixed response from different sources, the matter may be to the HR Head for a
final decision. Depending on the seniority and any other considerations about the positions, HR
Head would normally consult the functional head concerned, before coming to conclusions.
Any candidate whose credentials are doubtful shall not be recruited.

In case of recruitment of Management trainees, fresher and life advisors as sales Managers no
reference checks will be required.

 Employment offer letter

When a recruitment Manager is fully satisfied about the selection of the right candidate and
about completion of all the formalities connected with the appointment of candidate including
requisite documentation, satisfactory reference check reports and medical fitness, he/she would
forward the relevant papers listed below to the head of recruitment.

 Application blank.
 Employee requisition form duly filled by the HR Head/Branch Manager
 Interview evaluation sheet filled by the HR Head/Branch manager/interviewer with his/her
comments.
 Latest and updated resume of the candidate
 Photocopy of the appointment letter of the last employer or latest salary slip.
 Employment details.
 Two Professional references.
 Language Proficiency.

 Document check list for every grade is as follows:


 Authorization Release Form.
 Background checks Form.
 Highest Education certificate.

 Highest Education mark sheet.


 1 Month Salary Slip of Current Employer.
 1 Month Salary Slip of Last Employer.
 Relieving Letter of last Employment.
 Proof of Residence.
 2 Passport Size Photograph.

Regional HR manager will take the signature of Head-HR on the Manpower Requisition Form
and forward the papers to the employee service team for issuance of the offer letter.

Employee services team will issue offer letter, to be signed by the National Recruitment
Manager or Chief Manager-HR, and send the same to the concerned Branch Manager/ HR
Manager.

It would be the responsibility of the Branch Manager/HR Manager to ensure that the accepted
copy of the offer letter is forwarded to the employee service team within a week of receipt of
the offer letter. Till this letter is issued, the ‘offer’ has not taken place in formal sense. A copy
of the offer letter shall be duly signed and returned to the candidate. Candidate would be
expected to fulfill various joining formalities, which are also formally communicated to
him/her in the form of a checklist that is attached to the letter of offer. The Regional HR head
shall have the overall responsibility and accountability to maintain the templates of the offer
letters and also for drafting of suitable non-standard terms to any specific candidate.
The employee service team will follow up Branch Manager/ HR Manager for the joining of the
candidate and will collect all relevant documents from the candidate including the joining
report, before issuing the appointment letter. The employee service team may enlist the help of
the Branch Manager to ensure that all necessary documents within ten days to the person
joining. After all of the necessary documents, the employee service team will send the
appointment letter to the new joiner.

Once the documentation is complete for the new joiner (including the accepted appointment
letter), people who may have joined before 20th of the month but have not been included in the
payroll for the month because of delay in receipt of papers will be given ad-hoc salary advance
(up to maximum of 65% of the prorated salary). This advance will be adjusted once the person
gets included in the subsequent month’s payroll.

If the person does not submit the relieving letter from the previous organization, where
required to be submitted as per the table given above, within three months of joining, the
employee service manager can put their salary on hold till such time as the said documents are
received.

 Selection process:

 General criteria that are followed during the process of selection in Wave
Infratech Pvt. Ltd.
 Internal selection:
The candidates who are being selected internally need not undergo the selection process. Since
the company already knows the employees ability.
Only if the existing employee is good technical ability he will be selected and the selection will
be done to fill the vacancy. Moreover if there is a vacancy in the company first they will try to
fill it internally. The team leaders who works under the project managers will be given priority,
since he know what t he works is, how to deal the clients, etc.

Criteria’s that are followed for internal selection in Wave Infratech Pvt. Ltd.
 The revenues the existing employee made.
 His efficiency.
 The employee’s technical ability.
 Work experience of the employee.

 Doing the selection internally is cost effective.


 Time is not wasted.

 External selection process:

The selection process in company refers to the person come through external source of
recruitment has to undergo the below selection process; this selection process has a series of
hurdles which the applicants has to go through.

Tests taken at wave InfratechWhile Selection:

TECHNICAL TEST

TECHNICAL INTERVIEW

PANEL INTERVIEW
 Technical test and Interview:
The test refers here is technical test Wave Infratech Pvt. Ltd. conduct test for the qualified
candidates after they are screened on the basis of the application blanks so as measure the
candidate’s ability in technical side.
Also the short listed candidates are supposed to go through the technical interview in which the
technical knowledge of the candidate is checked. The candidates who crack this interview have
to go through the panel interview.

 Panel interview:
This is an interview where the panel members will interview the candidate, here the real
capacity of the applicant will be revealed. A series of questions will be asked as quickly as
possible and the applicant has to satisfy the panel members through his answers.

 Direct interview:
This is the final round of the entire selection process. In this round the personal details of the
candidates, his expectation towards the company will be known and according to the applicants
attitude towards the job the applicant will be selected.

 Objective of the interview:


 To know the information about the candidates.
 To provide the candidates with the facts of the job and the organization.
 To judge the suitability of candidates to the job.
 To see the inner self and feelings of the candidates.

 Medical:
After the final interview the applicants who have crossed the above stages are sent to
physical examination either to the company physician or to a medical officer approved for
the purpose. Such examination serves the following purposes:
 It determines whether the candidate is physically fit to perform the job. Those who are unfit
are rejected.

 It reveals existing disabilities and provides a record of the employee’s health at the time of
selection. This record will help in settling company’s liability under the Workmen
Compensation Act for claim for an injury.
 It prevents the employment of people suffering from contagious disease.
 It identifies candidates who are otherwise suitable but require specific jobs due to physical
handicaps and allergies.

 Types of interviews that are adopted during selection process in Wave


Infratech Pvt. Ltd:
 Members involved in external selection process:

Selection process Members

Test Technical Engineers’

Technical Interview HR Manager and senior


Technical Persons

Panel Interview HR Manager, HR persons,


Project Manager

Direct Interview Project Manager

 For the test, and technical interview the questions will be designed of Wave Infratech Pvt. Ltd.
 The selection process will be done externally by the company only when there are no suitable
candidates in the company, for example, when the team leaders lack in technical ability,
experience, performance or the company looks for external selection.

 Joining Formalities:
 On the day of joining, all the necessary documents are verified against the application blank
filled by the candidates earlier.
 Documents verified are:
 Education Qualification & certificates.
 Experience Certificates
 Clearance or no objection certificate from the previous employer
 Resume

 Acknowledged copy of offer letter.

On joining the organization the candidate has to sign the joining report:

 Fill the CV in the company format


 Fill the induction feedback form
 Fill the PF form
 Fill the investment declaration form
 A perfect placement can lead to low employee turnover, higher productivity, high morale, low
rate of absenteeism & excellent work culture.

 Key tasks of HR Head

Regional HR Head will have the authority and responsibility to administer/implement the
recruitment and selection process as outlined. An illustrative list of the key deliverables of
these incumbents is listed below. Ensuring inductions as per quality numbers, Time and cost
consideration of the company in accordance with the approved manpower budget.Creation of
appropriate sourcing mechanism along with tracking the performance of these mechanisms.
Creation of quarterly and monthly recruitment plans effective coordination with external
parties such as candidates, placement agencies, consultants, academic/professional institutes
and any other including the custody of the formal agreements, tracking timely payments and
adjusted there.
 Creation of comprehensive and appropriate tools, linkages, documents, templates and any
other mechanisms to ensure smooth execution of the process requirement, along with
timely improvements thereto
 Assistance to user department and line managers including in interviewing/selection
support, scheduling etc.
 Effective internal communication with user departments and line managers including
making the standard recruitment formats and other templates easily available to such users
and notifying the modifications to such formats and templates.
 Creation and maintenance of qualitative information base regarding candidates, placement
agencies, campuses, institutes, and any other employment-market information.
 Creation and maintenance of appropriate and high-quality MIS for current and future
needs of the organization, including publication/circulation of appropriate reports there
from to the relevant users within the company.
 Monitoring recruitment cost.
 Complete documentation for the entire recruitment and selection process for easy and
quick retrieval in a readily auditable format
 Timely and effective communication with all internal and external parties including the
candidates
 Tracking the progress of the selected candidates including resignation, extensions of
probation periods/training period, etc for the purpose of improvement to recruitment and
selection process.
 Effective coordination with the post recruitment arm of the Human Resource function
 Documentation and creating MIS regarding waiver, deviation, etc and identifying the key
areas for improvement in the formal recruitment and selection process document.
OBJECTIVE OF THE

STUDY
 The objective of the study is to analyze and evaluate Recruitment & Selection process for
Wave Infratech Pvt. Ltd.
 To learn about the Recruitment and Selection process at Wave Infratech.
 To know the perception of employees regarding recruitment and selection process.
 The main objective is to select right candidates to the right jobs to reduce the cost of the
employment and losses occurred due to error made by the employees which are not appropriate
to the corresponding job.
 To know whether employees are working according to their predetermined duties and
responsibilities.
COMPANY PROFILE
 The Wave Group

Manufacturing, Real Estate ,Education, Sports, Entertainment


Industry

1963
Founded
Mr. Kulwant Singh Chadha
Founder
C1, Sector 3, Noida, India
Headquarters
Sugar, Green Power, Steel, Paper, Distilleries &
Products
Breweries, Beverages, Wave City, Wave City Center,
Wave Estate, Wave One, Wave Malls, Wave Cinemas,
Genesis Global School, The Delhi Waveriders, Wave
Distribution

Mr. Rajinder Singh Chadha (Chairman), Mr. Manpreet Singh


Owner
(Monty) Chadha (Vice Chairman)

5,001 - 10,000

www.thewavegroup.com
Website
The Ponty Chadha Foundation

THE WAVE GROUP

 An Organisation Built On Trust

Wave Group - one of India's leading business conglomerates started its operations in 1963 and
has since expanded across industries to create a niche for itself over the years. The story began
with a small crusher in Uttar Pradesh, which laid the foundation. Today, Wave Group boasts of
an impressive portfolio of businesses, including sugar manufacturing, distilleries and
breweries, real estate, malls and multiplexes, beverages, sports, education and entertainment.

Wave Group's policy has been to efficiently and effectively optimise its diverse businesses and
maximise output by participating across all operations. This has resulted in exponential growth
in the Group's productivity, its ability to transform industries and in creating opportunities for
entirely new market segments. The business model has evolved significantly through strategic
investments in services and technologies, ensuring that Wave Group maintains its competitive
advantage in every sector.Wave Group attributes a major part of its success to its visionary,
erstwhile Chairman Mr. Gurdeep Singh (Ponty) Chadha and his pioneering vision to conquer
new heights and fulfill the dreams of all its stakeholders. An integral belief of the group has
always been to give back to the community it serves and it takes forward such initiatives
through a charitable trust - The Ponty Chadha Foundation.
History

The Wave Group (Ponty Chadha) is a business conglomerate that deals in


the manufacturing, real state, education, sports and entertainment industries. It was founded
by the late Mr. Kulwant Singh Chadha in 1963 and is based in India. Four decades later, the
Wave Group has grown to include a number of businesses
including sugar manufacturing, distilleries and breweries, real
estate, malls and multiplexes, beverages, sports, education and entertainment. Under Vice
Chairman Mr. Monty Chadha.
The Wave Group was founded in [anywhere] in 1963 by the late Mr. Kulwant Singh
Chadha. Mr. Kulwant Singh Chadha was a liquor baron from Uttar Pradesh, India. His
son, Gurdeep Singh Chadha, also known as Ponty Chadha, used to sell goods with his father in
front of a Liquor shop as a child. Over the course of 40 years, the Wave Group has expanded to
incorporate a number of different businesses, including the real estate arm of the company,
Wave Infratech. Today, the Wave Group is led by Mr. Manpreet Singh (Monty) Chadha who
has run the company since the death of his father, Mr. Gurdeep Singh Chadha, in 2012.
WAVE Group a leading business conglomerate that has expanded across industries to create a
niche for itself. The integral beliefs of the group are founded on hard work and team spirit. It
has been steered the long term vision of late Mr. Kulwant Singh Chadha since 1963. Today the
wave group boasts an impressive portfolio of business, including sugar manufacturing,

distilleries and breweries, real estate, malls and multiplex, beverages, sports, education and
entertainment.
Wave group policy has been too efficiently and effective optimize its diverse business and
maximize output by participating in all aspects of business. This has resulted in exponential
growth in the group’s productivity, its ability to transform industries and in creating
opportunities to all new market segments.
The wave group attributes a major part of its success to its visionary, the chairman late Mr.
Gurdeep Singh (Ponty) Chadha. His pioneering vision to conquer new heights and fulfill the
dreams of all its stakeholders is the key to driving the group to continuously set new
benchmarks.

Organisational Structure- Wave Infratech Pvt. Ltd.

MD & CEO

Board of Directors

General Manager
 VISION & VALUES

The Wave Group, spearheaded by a highly respected management team in the


industry, has built an enviable team of qualified, capable, passionate and dedicated
professionals who constantly strive to innovate and develop exceptional products and
services for its key stakeholders – the customers. Through a customer-centric approach
Wave Group emphasises on its relentless endeavour to enhance customer experience.
 Innovation

Constantly seeking improved systems and processes to optimize productivity and add
value.
 Commitment

Devotion and dedication to the goals and relationships of Wave group.


 Pioneering

The spirit to explore uncharted territories.

 Integrity

A steadfast adherence to high ethical and professional standards.


 Energy

The inexhaustible and unrelenting will and determination to achieve goals, which is
ingrained in the corporate ethos.

 Adaptability

Adapting swiftly and decisively to changing market conditions.

 Passion for Excellence

Imbued with the desire to be the best at everything.

 A decade ago, Wave Infratech was established as the real estate arm of the Wave Group. Since
then it has evolved into one of the leading players in the real estate sector and is envisioned to soon
become one of the largest real estate developers in the country. It is building outstanding integrated
townships which include Wave City, Wave City Center, Wave Estate and Wave Royal Castle in
addition to its ground breaking commercial projects such as Wave One, Wave 1st Silver Tower
and Wave HUBB.
 Wave Infratech is widely acknowledged for its futuristic and extraordinary real estate projects. It is
introducing North India to the Smart City Concept in association with IBM - the global leader for
smart technology. Besides these impressive residential ventures, Wave Infratech's portfolio also
includes a host of Wave Malls and Wave Cinemas. Wave Infratech is scaling new heights and
revolutionizing city skylines across India.
 Diverse Projects
 Wave Infratech is a company that has been widely acknowledged for its futuristic real estate
ventures and vision. It is one of the best established players in the real estate industry and is on its

way to becoming one of the largest real estate developers in the country. It promotes a range of
verticals such as residential, commercial and retail.
 Residential
 Wave Infratech is accredited with various residential projects in North India that will change the
definition of lifestyle. Wave City Center in Delhi NCR has diverse products including Premium
Residences - Vasilia and Irenia, Premium Serviced Residence - Amore & Trucia, Ultra Luxury
Serviced Residences - Eminence, and Multi-Use Studio Apartments - Edenia and Livork. Wave
City on the NH 24 expressway introduces the Smart City concept in association with IBM, the first
of its kind in North India, and offers Wave Executive Floors, Dream Homes, Wave Floors, Prime
Floors, Armonia Villas and Plots. In Mohali, Wave Estate offers Villas, Wave Boulevard, Wave
Gardens and Plots. The gated residential community in Delhi NCR, Wave Royal Castle offers all
conveniences accessible within 5 minutes. Wave Infratech has something to offer everyone
looking for a superior living experience.

 Commercial
Wave Infratech has received several accolades for its revolutionary commercial projects. Wave
One and Wave 1st Silver Tower are premium office spaces that cater to the business needs of
several global organizations in Delhi NCR. Wave Infratech also has commercial spaces across
different projects including Multi-Use Studio apartments, Offices, Metro Mart and High Street
Shop Condominiums at Wave City Center and the Shop cum Offices - Commercial in Wave
Estate.

 Malls and Multiplexes

Wave Infratech is a pioneer in developing world class Malls in North India. The Wave Malls in
Noida, Kaushambi, Lucknow, Moradabad, Ludhiana and Jammu are testimonies for the
successful track record. It is the fastest growing name in the retail landscape of India, having

built, launched and managed 1.4 million sq. ft. of commercial space retailing several premium
brands. Wave Cinemas have revolutionized the cinematic experience in India. Wave Cinemas
boast of superior sound and digital projection systems in every theatre. Wave Cinemas are
currently located in Delhi NCR (Noida, Raj Garden, Raj Nagar and Ghaziabad), Kaushambi,
Moradabad, Lucknow, Ludhiana, Meerut and Jammu. Wave Malls and Wave Cinemas are
located in prime locations in every city.

 WAVE INDUSTRIES

 Sugar
 Green power
 Steel
 Paper manufacturing

 WAVE DISTILLERIES & BREWERIES

 Distillery
 Brewery

 WAVE BEVERAGES

 Beverage & Bottling

 WAVE INFRATECH
 Wave city
 Wave city center
 Wave estate
 Wave royal castle
 Wave 1st silver tower
 Wave one
 Wave malls
 Wave cinemas

 EDUCATION

 Genesis global school\

 SPORTS

 Delhi wave riders – Hockey India league

 ENTERTAINMENT
 Wave distribution – film production
 Quality Is The Hallmark Of Our Construction

 CORPORATE SOCIAL RESPONCIBILITY:


 MATA BHAGWANTI CHADHA NIKETAN

Mata Bhagwanti Chadha Niketan is the name of Charitable Special School for Mentally and
Physically challenged children. It is run by,

"MATA BHAGWANTI DEVI CHADHA CHARITABLE TRUST

It’s a 100% charitable school for the rehabilitation of very special needs children suffering from
congenital, intellectual and physical infirmities or incompatibilities, including cerebral palsy, seizures,
mental retardation, visual and hearing impairment, multiple disability and the inability to
psychologically interact with the society and the community due to brain development disorders called
autism. It is trusted that these children should be loved and respected in the society as any other
normal child.
"Mr. Gurdeep Singh Chadha", a leading industrialist of Northern India and Managing Director of the
Wave Group is the driving force behind the formation of the charitable trust. He established Mata
Bhagwanti Chadha Niketan in July 1999. Presently the institution provides rehabilitation services to
about 800 beneficiaries. We are fully equipped to provide services to 1000 children.
Wave provides Vocational training to students and give them suitable employment. In order to make
our vocational trainees economically independent we are running a Sheltered Workshop where they
make eco-friendly paper products under supervision of rehabilitation professionals

and Profit earned by the products sales is equally divided as stipend among them every month.Wave
require your Steps towards Social Responsibility to bring these people with Special Needs in Main

Stream by buying paper products made by them and give trainees a sense of self-worth & economic
independence. Trainees become a contributory member in the income generating activities of their
family, at last a productive member of the community.
LITERATURE REVIEW
Silzer et al (2010): The recruitment process does not stop at the selection of the best
candidate.Accordingto Silzer, the process of retaining and sustaining the candidates is very much
crucial. This process is known as Talent management. Silzer believed in retaining as well as sustaining
the employees. This could be achieved with the help of talent management systems. For the
achievement of talent management system, it is very crucial to adopt the best recruitment techniques.
The companies might face obstacles while achieving this aim.

Froschheiser (2008) Placing the wrong person at the wrong position in order to fill the vacancy can
have adverse consequences to the organization, it may causelow productivity, poor employee morale
and lost opportunities. All of this will have a negative impact on any organization. As a result of this
there is increasing pressure on organizations to ensure that they implement the best recruitment and
selection method according to their organization or industry otherwise they carry the risk of becoming
uncompetitive.

Hill and Trist (1955) conducted a study on labor turnover and developed a model which came to be
known as the “survival curve”. The study suggests that people are more likely to quit their job in the
early stages of recruitment (first 6 weeks) than they are if they survive this period. The survival curve
has three different phases-

Phase 1 –also known as the “induction crisis” phase- The period where labor turnover can be very
high. This turnover could be due to many different things, but the three most common reasons are:

 Not matching expectations – the employee had a different image of what he/she would be
doing, they might have misunderstood the job, or the job specification was wrong, or explained
incorrectly during the recruitment process.

 Adapting- Some new employees may find it difficult to adjust in the new surroundings and
thus may not like the job. The surroundings could be thethe culture, the people or the actual job

 Better opportunities - The new employee may have applied for many jobs before joining
and they might have got a better opportunity since joining so they leave the company for the
other position.

Phase 2–also known as “differential transit” phase- This is where the “new” employee has successfully
adapted to the work surroundings and feels a part of the culture and community. In this stage for an
employee to leave the organization all of a sudden.

Phase 3also known as “settled connection” phase- At this stage the person has been in the job for very
long and they are now viewed as “permanent”. This employee now views themselves as part of the
company. These employees are of the opinion that it will be more beneficial if they stayed where they
are rather than go anywhere else.

Through analyzing at what stage of the survival curve the employees are leaving, the organization will
be better able to pin point the reasons behind the turnover, like, whether it is a cultural or recruitment
issue.

Grant (1991)The firm’s most important assets are those which are durable, difficult to understand,
nontransferable, not easily replicated and in which the firm has clear ownership and control. People
are unique, meaning that no two people have identical characteristics. This can prove to be the greatest
form of competitive advantage as every individual has their own ideas, thoughts and opinions, as well
as, backgrounds, qualifications and life experiences. Thus it is guaranteed to produce different
abilities, skills and endless opportunities for organizations to find new ideas. This is the reason why
organizations should spend lots of time assessing the recruitment and selection policies and procedures
for their companies to ensure that they are always getting the best talent available for a vacancy. It
doesn’t matter if you are looking for a brain surgeon, an accountant, a guard, a computer operator, a
sports athlete or an HR manager, the more skillful and intelligent the person you can find for this
position the greater competitive advantage you can create for your organization.

Cottrell (2012)In order to make the interview process efficient and effective it is required for the
interviewers to know exactly what they are looking for. All parties must be satisfied that all questions
have been asked and answered completely by the candidates. This is an effective way in which a
successful interviewer will conduct an interview so as to compare one candidate from the other. The
more talented the interviewer, the better chance the organization has of selecting the best candidate as,
the recruiter knows exactly what they are doing.

Pendlebury (1970)As the interviewing skills can be acquired, trained interviewers are better at
interviewing and assessing a than untrained interviewers. A good interviewer needs to be objective in
his assessments and not allow himself to be unduly swayed by possibly irrelevant factors (Pendlebury,
1970). Poor interviewing techniques may cause the recruiters to select the wrong candidate which can
have many bad effects on the organization.

Beardwell and Holden (2001)According to them,preconceived or entrenched notions and prejudices


can lead, consciously or unconsciously, to requirements that are less job-related than aimed at meeting
the assumed needs of the culture of the organization. Thus with the help of job analysis and creating
job specifications, organizations can help prevent such assumptions. Before the beginning of
recruitment and selection process it is crucial that the organization identifies exactly who is going to
be involved in the recruitment process and ensures they are up to date with the job description and
person specification which has been made. This is done so that when the recruiter begins the
recruitment process he/she is aware of exactly what they are hiring for, and what type of a personality
they need.

Taylor (2008)An application form is a document an organization supplies to each candidate coming
for an interview, which consists of questions the organization wish to know the answers for making a
rational judgement about a person. Each question will have a maximum word count as the
organizations are looking concise answers. One major major flaw with the application forms is that
organizations often use the same application form for different positions rather than creating an
application form which questions the skills, competencies and knowledge required for the advertised
position. According to Taylor (2008) the best solution is to design separate application forms for every
position.
RESEARCH
METHODOLOGY

Research is an art of scientific investigation. Research design is the blue print for conducting
research. It includes the plan and structure that is undertaken to find the answers to project
design. It specifies the study design, samples and the sample size

The real estate sector is marked with a high level of attrition and therefore recruitment process
becomes a crucial function of the organization. At Wave Infratech Pvt. Ltd., Corporate Office Noida,
recruitment is all time high during May-June and Oct-Nov. The attrition is high among the sales
managers, unit mangers mostly in the sales profile. The recruitment is high during these months due to
the fact that March and September are half year closing and business is high during Jan-Mar. Thus it is
only after March that people move out of the companies.

Since my summer training was in the months of June-July, it gave me the opportunity of involving
myself directly with the recruitment process and analyzing the process so that suitable
recommendations can be given. This project is centered on identifying best hiring practices in the
insurance industries. It therefore requires great amount of research work. The methodology adopted
was planned in advance so as to collect data in the most organized way. My area of focus was the
recruitment and selection particularly at Wave Infratech Pvt. Ltd. I was directly involved with the
recruitment for candidates for the sales profile. I was particularly involved with the sourcing of
candidates for the Noida region.
Before any task was undertaken, we were asked to go through the HR policies of Wave Infratech Pvt.
Ltd. so that we get a better understanding of the process followed by them.

The first task was to understand the various job profiles for which recruitment was to be done.

 The next step was to explore the various job portals to search for suitable candidates for the job
profile.
 Once the search criteria were put, candidates went through a telephonic interview to validate
the information mentioned in their resume.
 A candidate matching the desired profile was then lined for the first round of Personal
interview in their respective cities.
 Firstly the candidate had filled up the Application Blank.
 Then the candidate INTERVIEW EVALUATION SHEETwhich is provided by interviewer
was crosschecked by the HR team. If they think that the candidate was good to hire or not.
 When a candidate cleared his first round, he is then made to take an online aptitude test. We
created the online aptitude test. It the HR department, which has the exclusive rights to assign
test, codes to the candidates. Each code was unique and could be used only once by a
candidate.
 I was involved in assigning codes and administering the test.
 Once the candidate completed his first assessment, his scores were checked. If he cleared his
cut-off he was given another test.
 I had the responsibility to make sure that candidates complete all formalities and had to
regularly follow up with them.
 Since we received many resumes, it was essential that a database be maintained to keep a track.
It was convenient method than to stock up piles of papers.
 The external guide maintained a regular updating of the database.
 Understanding what kinds of database are maintained and how they help in keeping a record.
 I was also involved in maintaining a track of test codes given, the database for employee
referrals, Database for the resumes received through mails and response of advertisement.
 DATA SOURCES

 Primary Through Questionnaires


 Secondary Through Internet, Journals, News papers and Misc.
 Data Collection Procedure Telephonic Survey
 Research Instrument Structured Questionnaire.
 Sample Size- 50
 Sample Unit- Executives of all department.
 Sample Area- Work done in Corporate OfficeNoida.
 Sample procedure- Random sampling.

DATA
ANALYSIS AND
INTREPETATION

DESIGNATION: IT EXECUTIVE

JOB DESCRIPTION: ROLES & RESPONSIBILITIES

DEPARTMENT: IT

EXPERIENCE REQUIRED: 2-4 years

LOCATION: WAVE Infratech, Noida

SOURCE: Naukri.com

 Direct the development, implementation and administration of all IT.


 Perform Project management of IT initiatives.
 Ensure timely and accurate delivery of technology products and services.
 Manage multiple areas of technology and multiple departments.
 Oversee hiring, staffing, training, disciplining and performance appraisals.
 Preparation and management of operating and capital budgets.
 Oversee new system facilitation, current system enhancements
 Manage internal/external application upgrades.
 Define and improve all system and network operations processes.
 Negotiate contracts with manufacturers for all software, hardware and consulting
services.
 Create strategic goals and convert to easily implemented plans.
 Manage external vendors relationships and services.
DESIGNATION: Front Office EXECUTIVE

JOB DESCRIPTION: ROLES & RESPONSIBILITIES

DEPARTMENT: CRM

EXPERIENCE REQUIRED: 2-4 years

LOCATION: Wave City NH-24

SOURCE: Naukri.com

 Receiving Leads/customers who walk in to office/sales pavilion, making lead


entry into CRM system.
 Attending prospects/leading and making sales pitches[demos/sample
apartments, etc]
 Attending all the domestic events.
 Up-selling of the product.
 Assigning leads to front end sales team.
 Attending board line calls.
 Preparing and sharing daily reports with the concerned department.
 Handling customer/broker walk-in cases/complaints, raising service requests.
 On daily basis LCDs to be checked in every meeting room and it should be
playing WC videos.
 Presenting Wave City lead report in sales meeting, once in a week.
DESIGNATION: Digital Marketing-Manager

JOB DESCRIPTION: ROLES & RESPONSIBILITIES

DEPARTMENT: Marketing

EXPERIENCE REQUIRED: 5-7years

LOCATION: Corporate Office, Noida

SOURCE: Naukri.com

 Developing, executing & delivering company’s digital marketing strategies


to drive online traffic to company’s website by liaising with social media
team and the Head- marketing management.
 Managing and redesigning of company website, improve the design,
usability, content & conversion points of the company website.
 Implementing digital media marketing with a greater focus on generating
leads from outside India/ NRI audiences.
 Reviewing new technologies and explore new developments in digital
landscape to find ways to deliver business objectives more effectively.
 Understanding the current online marketing concepts, strategies and
deploying the best practices therein.
 Ensuring constant leads inflow through digital marketing strategies. Focus
on quality, quantity and cost of the leads generated.
DESIGNATION: SAP ABAP CONSULTANT

JOB DESCRIPTION: ROLES & RESPONSIBILITIES

DEPARTMENT:

EXPERIENCE REQUIRED:

LOCATION: Corporate Office, Noida

SOURCE: Naukri.com
DESIGNATION: Senior Executive for Finance & accounts

JOB DESCRIPTION: ROLES & RESPONSIBILITIES

DEPARTMENT:

EXPERIENCE REQUIRED: years

LOCATION: Corporate Office, Noida

SOURCE: Naukri.com

Q. What was your Source Of recruitment in wave Infratech Pvt Ltd?

 Internal
 External
 Others
6, 12%

8, 16% External
Internal
other
36, 72%

Interpretations:

It was found that about 36,72% of the recruitment and selection is done by
external sources, while 8,16% of the recruitment and selection is done by
internal sources, external sources are used more than the internal sources.

Q. External source of recruitment is better than internal sources

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

16, 32% Agree


24, 48% Disagree
Neutral
Strongle Agree
4, 8%

6, 12%

Interpretation:
It was found that 16,32% of the employees were strongly agree and 24,48% of
the employees agree that external source of recruitment is better than internal
source of recruitment, while 4,8% of the employees disagree that external
source of recruitment is better than internal source of recruitment, while 4,8%
of the employees were neutral.

Q. The recruiter provided you with all the information regarding the job
specification and company profile.

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
1, 2%

11, 22% Agree


Disagree
Neutral
6, 12% 29, 58% Strongle Agree
Strongly Disagree
3, 6%

Interpretation:

It was found that 11,22% of the employees strongly agree and 29,58% of the
employees agree that the recruiter provided with all the information regarding
the job specification and company profile, while 1,2% of the employees strongly
disagree and 3,6% of the employees disagree that the recruiter provided with all
the information regarding the job specification and company profile, while
6,12% of the employees were neutral.

Q. The employer was able to clarify all your doubts

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

30%
Agree
22, 44% Disagree
Neutral
Strongly Agree
8, 16%

5, 10%

Interpretation:

It was found that 30%of the employees strongly agree and 22,44% of the
employees agree that the employer was able to clarify all of their doubts, while
5,10% of the employees disagree that the employer was able to clear all of their
doubts, while 8,16% of the employees were neutral.

Q. The selection process was free from biases

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
1, 2%

11, 22% Agree


Disagree
Neutral
26, 52%
6, 12% Strongly Agree
Strongly Disagree

6, 12%

Interpretation:

It was found that 11,22% of the employees strongly agree and 26,52% of the
employees agree that the selection process was free from biases, while 1,2% of
the employees strongly disagree and 6,12% of the employees disagree that the
selection process was free from biases, while 6,12% of the employees were
neutral.

Q. The interview and aptitude test were difficult to crack

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

3, 6%

8, 16% Agree

22, 44% Disagree


Neutral
8, 16% Strongly Agree
Strongly Disagree

9, 18%
Interpretation:

It was found that 8,16% of the employees strongly agree and 22,44% of the
employees agree that the interview and aptitude test was difficult to crack, while
3,6% of the employees strongly disagree and 9,18% of the employees disagree
that the interview and aptitude test were difficult to crack, while 8,16% of the
employees were neutral.

Q. The recruitment and selection process adopted is commonly used by all the
organizations

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

3, 6%
3, 6%

Agree

9, 18% Disagree
Neutral
28, 56% Strongly agree

7, 14% Strongly Disagree

Interpretation:

It was found that 3,6% of the employees strongly agree and 28,56% of the
employees agree that the recruitment and selection process adopted is commonly
used by all the organizations, while 3,6% of the employees strongly disagree and
7,14% of the employees disagree that the recruitment and selection process
adopted is commonly used by all the organizations, while 9,18% of the
employees were neutral.

Q. Failure of the employee to reach the organizational goals means the failure on
the part of the recruiter
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

3, 6%

Agree
10, 20%
22, 44% Disagree
Neutral
Strongly Agree
6, 12%
Strongly Disagree

9, 18%

Interpretation:

It was found that 10,20% of the employees strongly agree and 22,44% of the
employees agree that failure of the employee to reach the organizational goals
means the failure on the part of the recruiter, while 3,6% of the employees
strongly disagree and 9,18% of the employees disagree that failure of the
employee to rech the organizational goals means the failure on the part of
recruiter, while 6,12% of the employees were neutral.

Q. Your job is important in accomplishing the mission of the organization

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
1, 2%

Agree
17, 34%
Disagree
21, 42%
Neutral
Strongly Agree
Strongly Disagree
4, 8%

7, 14%

Interpretation:

It was found that 21,42% of the employees strongly agree and 17,34% of the
employees agree that job is important in accomplishing the mission of the
organization, while 1,2% of the employees strongly disagree and 4,8% of the
employees disagree that job is important in accomplishing the mission of the
organization, while 7,14% of the employees were neutral.

Q. Do you think innovative techniques like stress test, psychometric test and
personality should be used more often for selection?

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

1, 2%

Agree
12, 24% 17, 34% Disagree
Neutral
6, 12% Strongly Agree
Strongly Disagree
14, 28%

INTERPRETATION:
It was found that 17,34% of the employees strongly agree and 17,34% of the
employees agree that innovative techniques like stress test, psychometric test and
personality should be used for selection, while 1,2% of the employees strongly
disagree and 14,28% of the employees disagree that innovative techniques like
stress test, psychometric test and personality should be used for selection. While
6,12% of the employees were neutral.
CONCLUSIONS

The human element of organization is the most crucial asset of an organization. Taking a closer
perspective -it is the very quality of this asset that sets an organization apart from the others, the very
element that brings the organization’s vision into fruition.

Thus, one can grasp the strategic implications that the manpower of an organization has in shaping the
fortunes of an organization. This is where the complementary roles of Recruitment and Selection come
in. The role of these aspects in the contemporary organization is a subject on which the experts have
pondered, deliberated and studied, considering the vital role that they obviously play.

The essence of recruitment can be summed up as „the philosophy of attracting as many applicants as
possible for given jobs. The face value of this definition is what guided recruitment activities in the
past. These days, however, the emphasis is on aligning the organization’s objectives with that of the
individual’s. By making this a priority, an organization safeguards its interests and standing. After all,
a satisfied workforce is a stable workforce which also ensures that an organization has credible and
reliable performance. Ina bid to underscore this subtle point, the project examines the various
processes and nuances one of the most critical activities of an organization.

The end result of the recruitment process is essentially a pool of applicants. Next to recruitment, the
logical step in the HR process is the selection of qualified and competent people. As such, this process
concentrates on differentiating between applicants in order to identify – and hire- those individuals
whose abilities are consistent with the organization’s requirements.

The reader will do well to note that the transition between the 2 activities is not stringent. The 2
activities basically have one aim- to yield a perfect employee for the organization. Nor are these
activities typecast. Every organization tailors the processes keeping in mind the nature of the
organization, its needs and constraints.

In the end, this project endeavors to present a comprehensive picture of Recruitment and

Selection and hopes to enable the reader to appreciate the various intricacies involved.

SUGGESTIONS
&
RECOMMENDATION

 Employees should be provided targets and guided to achieve them.


 A grooming trainer should be appointed for the newly recruited employees which will result in
their happiness and satisfaction in their work.
 New recruitment practises should be adopted.
 If any dispute arises, it should be resolved then and there only.
 More focus should be given on campus placement.
 CTC should be increased so as to attract quality pool of candidates..
 Measures should be taken for maintaining cooperative, enthusiastic, happy and healthy
environment in the store.
 Retention of the employees is very important and should be taken care of.

It has been a great opportunity to do a study on the HR Overview practices at WAVE


INFRATECH PVT LTD. The project work has given an in-depth knowledge about the recruitment
strategies, the challenges faced by the organization. The training has helped to gain a more
professional outlook and has acclimatized me to the work environment, which has prepared me to
meet the challenges of the industry.

REFRENCES/
BIBLIOGRAPHY
 REFERENCES:
 K Ashwathappa, (1997) Human Resource and Personnel Management, Tata McGraw-
 Induction booklet of Wave Infratech.

 BIBLIOGRAPHY
 NEWS PAPERS:
 TIMES OF INDIA
 MAGAZINES:
 BUSINESS TODAY
 INDIA TODAY
 WEB:
 www.google.com
 www.waveinfratech.com
APPENDICES
RECRUITMENT AND SELECTION AT WAVE INFRATECH PVT LTD

QUESTIONNARIE

Q. NAME:

Q. DESIGNATION:

Q. Tenure in the Organization:

Q. What was your Source Of recruitment in wave Infratech Pvt Ltd?

Q. External source of recruitment is better than internal sources

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

Q. The recruiter provided you with all the information regarding the job specification
and company profile.

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

Q. The employer was able to clarify all your doubts

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

Q. The selection process was free from biases

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

Q. The interview and aptitude test were difficult to crack

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

Q. The recruitment and selection process adopted is commonly used by all the
organizations

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

Q. Failure of the employee to reach the organizational goals means the failure on the
part of the recruiter

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

Q. Your job is important in accomplishing the mission of the organization

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

Q. Do you think innovative techniques like stress test, psychometric test and personality
should be used more often for selection

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly disagree
 Q. How can the recruitment and selection process be improved?
_________________________________________________________________
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**************THANK YOU FOR YOUR TIME**************

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