A STUDY ON

RECRUITMENT AND SELECTION

With reference to

RACHANA TELEVISION PRIVATE LIMITED

A Project report submitted to the Andhra University

Vishakhapatnam
In partial fulfillment of the requirement for the Award of the Degree of
MASTER OF BUSINESS ADMINISTRATION

BY
V.SHANTHI
REGD NO: 113277102004
Under the esteemed guidance of
Dr. K.K. CHOWDARY, M.B.A, PhD.
HOD
DEPARTMENT OF M.B.A

DEPARTMENT OF MANAGEMENT STUDIES

SIR C.R.REDDY COLLEGE OF ENGINEERING
(Affiliated to Andhra University, an NBA Accredited institution)
ELURU-534007, W.G.Dist., (A.P)
(2012-2014)
 DECLARATION

I hereby declare that the project work on

“RECRUITMENT AND SELECTION” in “NTV” the period from

06-06-2016 to 24-07-2016 is a bonafied work done by me in partial

fulfillment for the Award of Degree of Master of Business

Administration, from ANDHRA UNIVERSITY.

Place: (V.Shanthi)
Date: Regd No :
 ACKNOWLEDGEMENT

The presentation of this project has given me the opportunity to

express my profound gratitude to all those who have made it possible for me
to accomplish this project.

At the first instance I would like to thank NTV for giving me this
opportunity to undergo a project study program in their organization.

I am especially thankful to Sri SATYANARAYANA Garu,

Sr.Manager-HR and Sivakumar Garu for their kind cooperation and valuable
guidance in accomplishing the study and also to the staff of NTV

I wish to express my sincere thanks to principal Dr.G.Sambasiva Rao

garu for his support and to Dr.k.krishniah chowdary, HOD of MBA

Department for his valuable suggestions, inspiration and encouragement to

the course of the project.

Date: V.Shanthi

Place: Regd No:

 TABLE OF CONTENT

CHAPTERS CONTENTS Page. No

1.(A) Theoretical Framework

2.(B) Research Methodology

 Need for the study

CHAPTER-I  Objectives of the study
 Methodology
 Scope of the study
 Limitations of the study

2.(A) Industry Profile

CHAPTER-II
2.(B) Company Profile

CHAPTER-III 3.Data analysis and Interpretation

4.(A) Findings

CHAPTER-IV 4.(B) Suggestions

References
ANNEXURE
Questionnaire
 CHAPTER-I

THEORETICAL FRAME

WORK
INTRODUCTION TO HRM

Acquiring and retaining high-quality talent is critical to an

organization’s success. As the job market becomes increasingly
competitive and the available skills grow more diverse, recruiters need
to be more selective in their choices, since poor recruiting decisions can
produce long-term negative effects, among them high training and
development costs to minimize the incidence of poor performance and
high turnover which, in turn, impact staff morale, the production of high
quality goods and services and the retention of organizational memory.
At worst, the organization can fail to achieve its objectives thereby
losing its competitive edge and its share of the market.
Human resource department plays a crucial role in this process.
The backbone of any successful company is the HR department, and
without a talented group of people to hire, culture, and inform
employees, the company is doomed for failure.
Human resource is most valuable assets in the organization.
Profitability of the organization depends on its utilization. If there
utilization is done properly will make profit otherwise it will make loss.
To procure right man at right place in right time, some information
regarding job and job doer is highly essential. This information is
obtained through job analysis, job description and job specification.
Without these recruitment will be unsuccessful.
A well planned and well managed recruitment will result in high
quality applicants for the company. The recruitment process should
inform qualified individuals about employment opportunities, create a
positive image of the company, provide enough information of the jobs
so that applicants can make comparison with their qualifications and
interests and generate enthusiasm among the best candidates so that they
will apply for vacant positions.
What distinguishes a successful company from unsuccessful one is
the quality of manpower. The role of management is to optimize the use
of resource available to it. The role of HR is to incorporate the planning
and control of manpower resource into the corporate level plans so that
all resources are used together in the best possible combination.

Managing people at work and control of human activities in

employment is a function that must be performed in all societies. It is
essential in every type of employment for every occupation and every
type of employed manpower. Manpower management is essential in
government as well as private employment under socialism or
communication in small business and in large.
 Recruitment, as a human resource management function, is one of
the activities that impact most critically on the performance of an
organization.

INTRODUCTION TO RECRUITMENT AND SELECTION

It is a process which provides the organization with a pool of

potentially qualified job candidates from which judicious selection can be
made to fill vacancies. Successful recruitment begins with proper
employment planning and forecasting. In this phase of the staffing process,
an organization formulates plans to fill or eliminate future job openings based
on an analysis of future needs, the talent available within and outside of the
organization, and the current and anticipated resources that can be expended
to attract and retain such talent.
Selection is a process of hiring the best among the pool of candidates
available.
‘Right person for the right job’ is the basic principle in recruitment and
selection. Every organization should give attention to the selection of its
manpower, especially its managers. The operative manpower is equally
important and essential for the orderly working of an enterprise. Every
business organization/unit needs manpower for carrying different business
activities smoothly and efficiently and for this recruitment and selection of
suitable candidates is essential. Human resource management in an
organization will not be possible if unsuitable persons are selected and
employment in a business unit.
RECRUITMENT

Recruitment is an important part of an organization’s human resource

planning and their competitive strength. Competent human resources at the

right positions in the organization are a vital resource and can be a core

competency or a strategic advantage for it. Recruiting the top talent for a job

takes time and attracting the quality candidates who have the knowledge and

skills needed to help the company’s growth.

Recruitment and selection are two of the most important functions of

personnel management. Recruitment precedes selection and helps in selecting

a right candidate. ‘Right person for the right job’ is the basic principle in

recruitment and selection. Every organization should give attention to the

selection of its manpower, especially its managers. The operative manpower

is equally important and essential for the orderly working of an enterprise.

Every business organization/unit needs manpower for carrying different

business activities smoothly and efficiently and for this recruitment and

selection of suitable candidates is essential. Human resource management in

an organization will not be possible if unsuitable persons are selected and

employment in a business unit.

Meaning of recruitment
“It is the process of finding and attracting capable applicants for the
employment. The process begins when new recruits are sought and ends
when their applicants are submitted. The result is a pool of applicants from
which new employees are selected”. In this, the available vacancies are given
wide publicity and suitable candidates are encouraged to submit applications
so as to have a pool of eligible candidates for scientific selection.

Recruitment refers to the process of attracting, screening, and

selecting qualified people for a job at an organization or firm.

Recruitment process involves a systematic procedure from sourcing

the candidates to arranging and conducting the interviews and requires many
resources and time.

A general recruitment process is as follows:

1) Identifying the vacancy:
The recruitment process begins with the human resource department
receiving requisitions for recruitment from any department of the company.
These contain:
 Posts to be filled
 Number of persons
 Duties to be performed
 Qualifications required
2) Preparing the job description and person specification.
3) Locating and developing the sources of required number and type of
employees (Advertising etc).
4) Short-listing and identifying the prospective employee with required
characteristics.
5) Arranging the interviews with the selected candidates.
6) Conducting the interview and decision making

1. Identify vacancy
2. Prepare job description and

Recruitmentperson
is aspecification
continuous process
3. Advertising the vacancy
because of: 4. Managing the response
5. Short-listing
a) 6. Arrange interviews
Staff departures (e.g.
7. Conducting interview and
retirements,
decision making resignation )

b) Changes in business
requirements (e.g. new
products, markets, expended operations)
c) Changes in business location (are relocation often triggers the
need for substantial recruitment)
d) Promotions
e) Transfers

Objectives of the recruitment process

  To obtain the number and quality of employees that can be
selected in order to help the organization to achieve its goals and
objectives.
 It helps to create a pool of prospective employees for the
organization so that the management can select the right
candidate for the right job from this pool.
 To induct the outsiders with new perspectives to lead the
company.
 To recruit people whose skill fit the company values?
 To search for talent globally not just within the company.
 To device methodology for assessing psychological traits.
 To anticipate and find people for positions that does not exist yet.
Factors affecting Recruitment:
 The size of the organization.
 The employment conditions in the community where the
organization is located.
 The effects of past recruiting efforts which show the
organization’s ability to locate and retain the good performing
people.
 Working conditions, salary and benefit packages offered by the
organization.
 Rate of growth of the organization.
 The future expansion and production programs.
 Cultural, economic and legal factors.
However these factors may be divided specifically as:
 Internal factors
 External factors
Internal Factors:
 Recruitment policy of the organization
 Human resource planning strategy of the company
 Size of the organization and number of people employed
 Cost involved in recruiting employees
 Growth and expansion plans of the organization
 Company pay package
 Career planning and growth
 Quality of work life
 Role of trade union
External Factors:
 Supply and demand of specific skills in the labor market.
 Political and legal factors like reservations of jobs for specific
sections of society etc
 The job seekers image perception of the company.
 Information system like employment exchange/ tele recruitment like
internet.
 Labor market conditions.
Recruitment checklist:
  Before going to actual recruitment a checklist to be made which helps

the recruiter till the end of the process.

 Whether the vacancy has been agreed by the responsible manager

 Availability of the job description

 What are the conditions of employment for the vacant position

 Whether the candidate specification been prepared

 Whether the notice of vacancy been submitted earlier

 Whether the job advertisement been agreed

 What arrangement have been made for drawing a shortlist of

candidates

 Whether the interview arrangement have been made

 Whether offers letters been agreed and dispatched

 Whether rejection letters sent to the unsuccessful candidates

 Whether confirmation letter received from the selected candidate to

whom offer letter has been sent.

Recruitment policy:
 In today’s rapidly changing business environment, a well defined
recruitment policy is necessary for organizations to respond to its human
resource requirements in time. Therefore, it is important to have a clear and
concise recruitment policy in place, which can be executed effectively to
recruit the best talent pool for the selection of the right candidate at the right
place quickly. Creating a suitable recruitment policy is the first step in the
efficient hiring process. A clear and concise recruitment policy helps ensure a
sound recruitment process.
Most of the companies are having personnel policies for the
organization. Recruitment policy is a part of the perssonel policy. But before
making the recruitment policy the organization must consider the government
policies, personnel policies of other organization, social responsibility of the
organization etc.

Sources of recruitment:
INTERNAL SOURCES: The most common internal sources of internal
recruitment are
1. Personal recommendations
2. Notice boards
3. Newsletters
4. Memoranda
1) Personal References
The existing employees will probably know their friends or relatives or
colleagues who could successfully fill the vacancy. Approaching them
may be highly efficient method of recruitment but will almost certainly
offend other workers who would have wished to have been considered for
the job. To keep employees satisfied make sure that potentially suitable
employees are informed of the vacancy so that they can apply. Also
anyone else who is likely to be interested is told about it as well so that
they can apply for the job.

2) Notice Boards
This is the convenient and simple method of passing on important
messages to the existing staff. A job advertisement pinned to a notice
board will probably be seen and read by a sufficient number of appropriate
employees at little or no cost. However many of the staff will probably not
learn of the vacancy in this way either because the notice board poorly
located or is full of out dated notices that they don’t bother to look at it, as
they assume there is nothing new to find out. A notice board must be
ensured that it is well sited. Wherever it is been placed it should be certain
that it is seen by every one. It means there must be equal opportunity to
see to it and this happens when they know that just important topical
notices are on display. Attention must be paid to the design and contents of
the notice if it is to catch the eye and make the employee read on and then
want to apply for the job.
3) Newsletters
Many companies regularly produce in-house newsletters, magazines or
journals for their staff to read. It is hoped that latest company news sheet is
read avidly by all staff thus ensuring that everyone is aware of the job
opportunity advertised in it. Unfortunately this is not always so, because it
is sometimes not circulated widely enough and employees may find it
boring and choose not to read it. Newsletter can be utilized as the source
of recruitment if it is convinced that everybody will see a copy.
4) Memoranda
Possibly the best way of circulating news of the job vacancy is to send
memoranda to department managers to read out to the teams or to write all
employees perhaps enclosing memoranda in wage packets if appropriate.
However it can be a time consuming process to contact staff individually,
especially if there is a large work force. It should also be kept in mind as
to in which way the memorandum is phrased out so that the job appeals to
likely applicants.

EXTERNAL SOURCES There are many sources to choose from if you are
seeking to recruit from outside the company.

1. Word of mouth
2. Notices
3. Job centers
4. Private agencies and consultants
5. Education institutions
6. The press
7. Radio
8. Television
1) Word of Mouth
Existing employees may have friends and relatives who would like to
apply for his job. Recruiting in this way appears to be simple, inexpensive
and convenient. Never use word of mouth as a sole or initial source of
recruitment if the work force is wholly or predominantly of one sex or
racial group. Also employing friends and relatives of present employees
may be imprudent because it is not certain that they are as competent as
the current staff.
2) Notices
Displaying notices in and around business premises is a simple and often
overlooked method of advertising a job vacancy. They should be seen by a
large number of passerby, some actively looking for work. It can also be
inexpensive with a notice varying from a carefully hand written post card
up to a professionally produced poster. Pay attention to the appearance and
contents of the notice if it is intended that it is applied by the right people.
3) Job Centers
Most large towns have a job center which offers employers a free
recruitment service, trying to match their vacancies to job seekers. Staff
will note information about a post and the types of person sought and then
advertise the vacancy o notice boards within their premises. Job center
employees can further help if requested to do so by issuing and assessing
application forms and thus weeding out those applicants who are
obviously unsuitable for the position. Short listed candidates are then sent
out for the employer to interview on his business premises.
4) Private Agencies and Consultants
There are various types of private organization that can help to find the
right person for a particular job. Employment agencies exist in many town
and cities. Some handle all general vacancies from junior unto supervisory
level while others specialize in various occupations such as accountancy,
clerical or computer personnel and marketing or sales. Since they maintain
a register of job seekers, they initially attempt to find applicants from this
list. A short list will be drawn up by reading through applications and
conducting interviews on client organization’s behalf. Although fees vary,
it is expected to pay around 10 to 15% of the annual salary offered if a
suitable person is found for the job. This will be partly refundable if he
leaves within a certain period of time. For temporary staff, it is normally
charged on hourly, daily or weekly rate by the agency. They will then pay
the employee. Recruitment agencies are similar to employment agencies in
the services that they offer. The main difference is that recruitment
agencies tend to operate at a higher level, concentrating on technical,
managerial and executive appointment. Accordingly, increased time, effort
and expertise are needed to compile a quality short list. This will be
reflected in the fees charged, often between 18 and 22% of the annual
salary of the staff recruited. Again a proportion of this may be refundable
if the employees proves to be unsatisfactory and subsequently departs.
Search consultants, also known as Headhunters, specialize in finding
candidates for senior positions. They normally head hunt people currently
at work in similar posts, possibly at rival companies. Discrete approaches,
by telephone, are made direct to the persons involved. Such a process is
time consuming and requires considerable tact and diplomacy if it is to be
successful. Charges may be in excess of 30% of the annual salary. Before
opting for this source attention must be paid about those agencies who
brashly promise to give a lengthy list of candidates very quickly. It may
sound impressive but suggests that they are simply pulling names from a
register perhaps of dubious quality and are not actively searching for and
screening applicants properly. A good shortlist will take time to compile. It
must be ensured that the agency with which the organizations contracting
must follow a good refund system in case the new recruit resigns or needs
to be dismissed shortly after joining. Also a free replacement warranty up
to six months must be provided by the recruiting agency. A clear job
description and employee specification, must be provided so that they
could screen by referring to the employee specification and so on. Full up
to date information about the job and person required. Supply all details
and all instructions in writing to avoid subsequent misunderstandings and
disagreements.
The recruiting agency or consultant must be in touch with the client
company throughout the recruitment process to ensure that the agency is
following the instructions and doing its job well. Also it must be ensured
that they are maintaining equality of opportunity and avoiding unlawful
discrimination against applicants of a particular sex, marital status or any
racial group. All applicants should be judged solely on their ability to do
the job.
5) Educational Institutions Or Campus Recruitment
Those companies which require a steady intake of young person’s for new
Youth Training to trainee management positions ought establish and
maintain close contact with colleges and universities. The advantage of
campus recruitment is, it is known that who the audience to be addressed
are. Promotional literature in the form of posters, broachers, catalogues;
press releases and so on can be issued to the audience so that the
company’s name remains prominent and their student’s minds all the time.
6) The Press
Advertising for the new staff through the press has proved
successful for many companies. Choose between local newspapers,
national newspapers and the magazines. All will put in touch with
different audience. Local newspapers, read by a large cross-section of the
immediate population, may be most suitable if there is sufficient talent in
the area. National newspapers, with their mass circulations and differing
attitudes to news coverage appealing to various tastes, could be better
when looking out to fill the senior position. Trade Magazines often under
estimated as useful source of recruitment might be worth considering if
looking out to recruit someone for a specialized job which possibly
requires previous experience of the particular industry.
Naturally there are some drawbacks to newspaper advertising. It
is expensive in relation to other, often equally good source such as job and
careers centers, which advertise free. Other drawbacks of newspaper
advertising include a high level of wastage (the vast majority of readers
will not be job hunting) and a short life span. The daily or evening
newspaper is invariably discarded at the end of the day. A short series of
advertisement incurring extra expenses may sometimes be required and
multiplying one advert by three or four starts to make this source
prohibitively costly. Trade magazines could be a better way of recruiting
staff depending upon the circumstances. Most will include employment
advertisements within a classified section which will be read by a small
but select and interested number of people. There some disadvantages,
however the financial outlay is still considerable. If the magazine is
published bi-monthly or quarterly, may have to wait sometime before the
advertisement is seen. It may be intended to fill the vacancy as soon as
possible.
7) Radio
Many radio stations broadcast special job finders advertisements
throughout the day for companies looking for new recruits. Advertising
through the radio has got many advantages as it will be transmitted to over
a wide geographical area to potentially large audience. Variety of age
groups listens thus making it a suitable medium for different types and
levels of jobs. Advertisements can be broadcast very quickly sometimes
within hours. Nevertheless there are some disadvantages that must be
considered carefully. As few have tune in to hear advertisements and their
thoughts invariably wander when they are on, or they may start station
hopping to find more music. The radio is also transient medium. An
advertisement lasts for perhaps 30 seconds, which is a very short period in
which to put across all the important points, and is then finished. It is
usually difficult to remember (What was the company’s name? what was
 its phone number?) most listeners will not have a pen and pad handy to
make notes.

8) Television
You can advertise on a regional or national basis. Recruiting staff
through the Television is still widely regarded as a new and innovative
approach. Companies which use this medium may therefore be seen as go-
ahead and dynamic. Thus, this medium may not be an immediate choice if
there is only just one vacancy to be filled, although shorter and expensive
one month contracts could be negotiable and worth considering.

SELECTION
The selection procedure is concerned with securing relevant
information about the applicant. This information is secured in number of
steps. The objective of selection process is to determine whether an applicant
meets the qualifications for a specific job and to choose the applicant who is
most likely to perform well in that job.
The hiring procedure is not a single act but it is essentially a series of

methods by which additional information is secured about the applicant. At

each stage facts, which came to light, make the acceptance or rejections of

the candidate clear. Some selection processes are quite easy and some with

many hurdles this increases with the level and responsibility of the positions

to be filled.
Essentials of Selection Procedure

The selection process can be successful if the following requirements are

satisfied:

1. Someone should have the authority to select. This authority comes

from the employment requisition as developed by an analysis of the

work-load and work force.

2. There must be some standard of personnel with which a prospective

employee may be compared i.e., a comprehensive job description and

job specification should be available beforehand.

3. There must be sufficient number of applicants from whom the

required number of employees may be selected.

PROCESS OF SELECTION

Selection

Preliminary screening interview

Completion of application or form if not done previously

Employment tests

Comprehensive interview

Back ground investigation

Final employment decision

Preliminary Interview or Screening
The initial screening is usually conducted by a special interviewer a
high caliber receptionist in the employment office. These interviews are short
and are known as stand-up interviews. The main objective of such interviews
is to screen out undesirable/unqualified candidates at very outset. Such
interviews conducted by someone who inspires confidence, who genuinely
interested in people, and whose judgment in the “sizing up” of the applicant
is fairly reliable.
Basic criteria that must be met for an application to be eligible for
consideration. If these criteria are not met, there is no obligation on the
employer to consider such applications. The screening process therefore
seeks to identify those applications that meet the basic entry-level
requirements applications that are therefore incomplete or do not meet the
basic appointment criteria are considered unsuccessful applications. In order
to be fair and objective in the screening of candidates, it is essential that a
fixed set of valid criteria be applied in terms of each and every candidate that
applies for a position.

Certain conditions should be met in relation to the format and content of -

a) Application forms
b) Curricula Vitae (CV’s) and
c) All other relevant documentation.

Application Form
 Application form is also known as application blank. The technique of
application blank is traditional and widely accepted for securing information
from the prospective candidates. It can also be used as a device to screen the
candidate at the preliminary level. Many companies formulate their own style
of application forms depending upon the requirement of information based on
the size of the company, nature of business activities, type and level of job
etc. they also formulate different application forms for different jobs, at
different levels, so as to solicit the required information for each job. But few
companies in our companies in our country do not have prescribed
application forms.

Psychological Testing

Test is defined as a systematic procedure for sampling human behavior

Tests are used in business for three primary purposes.
1) For the selection and placement of new employees
2) For appraising employees for promotion potentials and
3) For counseling employees if properly used psychological tests can be
of paramount importance for each of these purposes.
Classification of Tests on the Basis Of Human Behavior

A. Aptitude or potential ability test

Such tests are widely used to measure the latent ability of a candidate to
learn new jobs or skills. They will enable us to know whether a
candidate if selected, would be suitable for a job, which may be clerical
or mechanical. These tests may take one of the following forms.
a) Mental or Intelligence Test - measures and enables to know whether he
or she has mental capacity to deal with new problems.
b) Mechanical Aptitude Test - measures the capacity of a person to learn a
particular type of mechanical wok. This could help in knowing a
person’s capability for spatial visualization, perceptual speed manual
dexterity, visual motor coordination or integration, visual insights etc.
c) Psychometric tests – these tests measures a person’s ability to do a
specific job

B. Achievement test
Also known as proficiency tests they measure the skill, knowledge
which is acquired as a result of a training program and on the job
experience they determine the admission feasibility of a candidate and
measure what he/she is capable of doing.
a) Tests for measuring job knowledge – this type of test may be oral or
written. These tests are administered to determine proficiency in
 shorthand and in operating calculators adding machines dictating and
transcribing machines and simple mechanical equipment.
b) Work sample tests – demand the administration of the actual job as a
test. A typing test provides the material to be typed and notes the time
taken and mistakes committed.

C. Personality tests
These tests aim at measuring those basic make up or characteristics of
an individual which are non-intellectual in their nature. In other words
they probe deeply to discover clues to an individual’s value system, his
emotional reactions and maturity and motivation interest his ability to
adjust himself to the illness of the everyday life and his capacity for
interpersonal relations and self image.
a) Objective tests – it measures neurotic tendencies self-sufficiency
dominance submission and self-confidence. These are scored
objectively. They are paper and pencil tests or personality inventors.
b) Projective tests – it is a test in which a candidate is asked to project his
own interpretation into certain standard stimulus situation. The way in
which he/she responds to these stimuli depends on his own values,
motives and personality.
c) Situation tests – these tests measures an applicant’s reaction when he
is placed in a peculiar situation his ability to undergo stress and his
demonstration of ingenuinity under pressure. Such tests usually relate
to leaderless group situations, in which some problem is posed to a
 group and its members are asked to reach some conclusion without the
help of a leader.
d) Interest tests – these tests aim at finding out the types of work in
which a candidate is interested. They are inventories of the likes and
dislikes of the people of some occupation hobbies and recreational
activities. They are useful in vocational guidance and are assessed in
the form of answers to a well prepared questionnaire.
D.Interviews
Interviews are a crucial part of the recruitment process for most
organizations. Their purpose is to give the selector a chance to assess the
candidate and to demonstrate their abilities and personality. It’s also an
opportunity for an employer to assess them and to make sure the organization
and position are right for the candidate. An interview is an attempt to secure
maximum amount of information from candidate concerning his suitability
for the job under consideration.
The recruitment process for most organizations follows a common
theme: Applications/CVs are received, either online or by post; and
candidates are short-listed and invited for interview. The interview format can
vary considerably and may include an assessment centre and/or tests. The
number of interviews also varies. Some companies are satisfied after one
interview, whereas others will want to recall a further shortlist of candidates
for more. If successful at the final interview stage, an official job offer is sent
to the candidate. Interview format is determined by the nature of the
organization, but there are various standard formats.
Chronological Interviews

These work chronologically through the candidate’s life to date and are

usually based on the CV or a completed application form.

Competency-Based Interviews

These are structured to reflect the competencies that an employer is seeking

for a particular job (often detailed in the recruitment information). This is the

most common type of interview for graduate positions today.

Technical Interviews

If a candidate has applied for a job or course that requires technical

knowledge (e.g. positions in engineering or IT) it is likely, at some stage in

the selection process, that the candidate will be asked technical questions or

have a separate technical interview to test his/her knowledge. Questions may

focus on the final year project and his/her choice of approach to it or on

real/hypothetical technical problems. It seen that the candidate proves

himself/herself but also they admit to what they don’t know.

Kinds of Interviews:
1. One to one interview: in this type of interview one selector interviews
one candidate alone.
2. Informal interview: in this type there are discussions between the
candidate and two or more interviewers.
3. Panel of interviews: in these pre planned standard questions ranging
overall aspects of the job are asked. They focus directly on elements of
person specification.
4. Direct planned interview: this interview is straight forward, face to
face, question and answer situation intended to measure the candidate’s
knowledge and background.
5. Indirect and direct interview: in this type of interview the interviewer
refrains from asking direct and specific questions but creates an
atmosphere in which the interviewee feels free to talk and go into any
subject he considers important. The object of the interview is to
determine what individual himself considers of immediate concern,
what he thinks about these problems, and how he conceives of his job
and his organization.
6. Patterned interview: in this interview a series of questions which
illuminates validated against the record of employees who have
succeeded or failed on the job.
7. Stress interview: in this interview the interviewer deliberately creates
stress to see how an applicant operates in stress situation. To induce
stress, the interviewer responds to the applicant’s answers with anger,
silence and criticism. This interview aims attesting the candidate’s job
 behavior and level of withstanding during the period of stress and
strain.
8. Depth interview: in this type of interview, the candidate would be
examined extensively in core areas of knowledge and skills of the job.
9. Background Checks and Enquiries
Offers of appointment are subject to references and security checks.
The references given in the candidate’s application will be taken up and a
security check will be conducted. Security checks can take a while if the
candidate has lived abroad for any period of time.
10. Final Selection Decision
Those individuals who perform successfully on the employment tests
and the interviews, and are not eliminated by development of negative
information on either the background investigation or physical examination
are now considered to be eligible to receive an offer of employment. Who
makes that employment offer? For administrative purposes the personnel
department should make the offer. But their role should be only
administrative. The actual hiring decision should be made by the manager in
the department that had the position open.
 RESEARCH METHODOLOGY

TITLE OF THE STUDY:

The title of the study is

“A STUDY ON
RECRUITMENT AND SELECTION PROCESS
WITH REFERENCE TO NTV”

NEED FOR THE STUDY:

An Organizational goal can be achieved when right people are recruited

and placed in the right position of the organization. This is the fundamental

reason for Recruitment and selection to be consider as inevitable for the

effective working Organization.

 The study helps the organization to improve its recruitment and

selection process.
 The study help to analyze and understand the effectiveness of
recruitment and selection tools used and also it examine the strategies
for having systematic good recruitment and selection policy.
 The survey is conducted in systematic way, to find whether the
recruitment and selection process is more ethical and of more legal.
  The study helps in identifying the best source through which the
company can recruit suitable candidates at cost effective.

OBJECTIVES OF THE STUDY:

 To know the perception of the employees about the recruitment and
selection procedure.
 TO study the various methods of recruitment and selection process
existed in the company.
 TO know the factors which affect recruitment?
 TO assess the attitude of the employee towards the recruitment and
selection procedure.

Research Methodology
DATA COLLECTION:

The design of research project specifies both the data that are needed

and how they are to be obtained. The step in data collection process is to look

for primary data as well as secondary data.

PRIMARY DATA:
 Primary data was collected through by distributing questionnaires to

employees. The questionnaires were carefully designed by taking into

account the parameters of my study.

SECONDARY DATA:

The Secondary data consists of both the internal and external data.
Internal data was collected from the companies report and record. External
data includes the published data such as books on HR and websites.
Secondary data collected through:

a) Records and files

b) Reference books

c) Internet

SAMPLING TECHNIQUES:

The type of sampling technique adopted in this project analysis is simple

random sampling technique. Employees from various departments were
approached and administrated questionnaires to know their opinion about
recruitment and selection in their organization.

SAMPLING SIZE:
 For a sample of 50 employees i.e., 8% out of 625 employees, belonging to
different functional departments were given questionnaires to know their
opinion with regard to recruitment and selection.

SCOPE FOR THE STUDY:

The present study aims at analyzing the recruitment, selection,

placement, and induction policy in NTV. The study has a wide scope in

generating good awareness levels, regarding recruitment, selection,

placement and induction policy in both management and employees which

helps a lot in planning and implementing the right and suitable policy in

organization.

That explores the views expressed by the respondents about the

adequacy of existing system there by examine critically and providing

solution in an attempt to better the system.

LIMITATIONS OF THE STUDY:

The following are some of the limitations of the study.

 The options utilized while doing the Questioner may not be

familiar to the employee.

 Due to time constraint the researcher was not able to complete

the project at the desired level.

 The general limitation of Random sampling method is

automatically applied.
 CHAPTER -II

INDUSTRY PROFILE
AND
COMPANY PROFILE
INDUSTRY PROFILE

INFRASTRUCTURE (in built)

SATELLITE CHANNEL

FOR news

“NTV’’

RACHANA TELEVISION PVT. LTD.,

HYDERABAD
THE PROEJCT of in built infra structure of 24 hour satellite

television channel for News “NTV ”, Channel set up by Rachana

Television Pvt. Ltd., from its premises at Hyderabad and would

Telecast programs to viewers via Cable Network and direct Satellite

TV reception. The Channel will be up linked from Hyderabad

through in our own Teleport. The coverage of the Channel would

primarily serve entire SAARC region and adjoining countries.

After the channel established firmly and after obtaining good

viewership ratings coverage may be extended to other countries

such as U.K. and U.S.A which have large clusters of Telugu speaking

population.
TELEVISION BROADCASTING SCENARIO IN INDIA

Thanks to the liberalization of policies by the successive governments and the

growth of market economy, India has been witnessing enormous growth in
various sectors like automobile industry, communication, banking & insurance,
biotechnology, infrastructure development and electronic media. In the last ten
years, especially electronic media has made a significant growth and it is
estimated to grow by 15% in the next five years. The rapid growth of Indian
economy, challenging the fastest growth pattern of China, and the resultant rising
consumption levels both in urban and rural areas have provided the much needed
impetus to the expansion of electronic media. Television homes are expanding at
the rate of 6% every year and in fact, C & S households are more than the homes
connected by landline telephones in the country. In fact, 75% of the urban homes
have cable connections and this has elevated the position of India to the third
notch from the top in terms of television market after China and the United
States. Today, there are around 831 national, regional and local news cum
entertainment channels, out of which about 70 channels are devoted purely to
news and current affairs genre.

SCENARIO IN ANDHRA PRADESH:

With such a revolution sweeping the nation, Andhra Pradesh, which has always
been in the forefront in many developmental sectors, is expected to follow the
trend in the field of electronic media. According to the latest data available, Andhra
Pradesh has a total of 7.3 million C & S households. Not surprisingly, AP is the
single largest contributor to the Indian C & S household figure. Significantly
enough, urban contribution to this impressive growth is 46% and rural contribution
is 56%.

Perhaps Andhra Pradesh and Tamil Nadu are the only states in the country where
television network with the respective region as its base has expanded at a
phenomenal pace launching channels in other regional languages. This only
confirms the fact that these two states, besides Kerala, are pioneers in the field of
electronic media.
No wonder Andhra Pradesh has a bevy of Telugu language channels today both for
24-hour news and infotainment competing to get the eyeballs of millions of
discerning Telugu viewers across the country and abroad. This does not mean the
industry has reached its saturation point. Far from it. As the statistics would show,
there is still a sizeable market that remains to be tapped both in terms of viewership
and advertisement pie.

The promoters of M/s Rachana Television Private Limited have therefore come out
with a venture to launch 24-hour free-to-air television channel, NTV for especially
women oriented programs. Development and awareness on the issues and
opportunities for women in the country and especially so in the South, there is a
great need for one more regional language channel for women in Andhra Pradesh.
This media scenario in the state has prompted the promoters to come out with the
channel with the state-of-the-art technology so as to be in tune with the emerging
trends in the Indian media industry that are on par with international standards.

Therefore, the promoters of Rachana Television P Ltd are in the process of

procuring most sophisticated technology like 100% news room automation, server
technology, most modern programming studios, full-fledged bureaus in all district
headquarters of the state, besides a captive teleport and DSNG vans and other
latest news gathering apparatus to present news as it happens.

Though media turnover is only 0.46 % of national GDP, there is tremendous scope
for growth. According to DSP Merrill Lynch, the current market capitalization of
the media industry is $3.5 billion, but this is likely to grow up to $ 20-25 billion by
2015. Consumerism in the country has grown by leaps and bounds and the fact that
even common salt is advertised is an indicator of this trend. Lifestyle of the people
has changed; and so is the spending pattern. The traditional saving economy of the
nation has yielded to spending economy driven by consumerism. All this means
any television channel that carefully caters to the tastes and needs of the discerning
viewers will grab maximum eyeballs and thus the advertisement market.

The promoters have therefore made it a policy to hire the best professionals in the
market both for content development and marketing. This, the promoters are
confident, will make the project viable given the media scenario in the country and
particularly in Andhra Pradesh.

TECHNICAL EQUIPMENT AND SYSTEMS

 It is setup two studios at Hyderabad and one studio at Delhi having state of the
Art Production and Post Production facilities. The facility at Hyderabad will be on
a total area of about 10000 Sq.ft. and the facility at Delhi will be set up in an area
of about 1500 Sq.ft. Besides the above, an exclusive facility will be established in
Mumbai for gathering and transmission of Business Updates especially related
and useful to Women as it happens. In addition to the above, infrastructure will
be created in hired premises in all the 21 Districts of Andhra Pradesh with
dedicated / leased line facilities and necessary equipment for gathering events
and news inputs through staff reporters and Freelance Contributors. It is 4 / 5
DSNG Vans for Live Coverage purposes and by installing appropriate equipment at
the Hyderabad facility.

For the NTV Channel, most of the programmes will be pre recorded and aired
besides coverage of important programmes live through DSNG Vans and other
means.

In Hyderabad, one large studio of 1200 Sq.ft and transmission Studio of 500 Sq.ft
suitable to produce programmes for News Broadcasting, Panel Discussions and
Interactive Programmes with Audiences are planned. Facilities for a large News
Room, Server and Technology Rooms, Dubbing and Capsuling Rooms, Edit Suits,
Makeup Rooms, Costume Room, Tape Library, Storage Rooms, Visitors Lounges
etc., all the facilities we are having in each studio.

The Servers to be installed are of high quality and high capacity (16 Terabyte) with
100% standby arrangement and would be capable of handling 8 ingests
simultaneously. The graphics Package will be the most modern and will be
capable of producing virtual reality scenario.

For the NTV Channel, News Room will be provided with total and complete
automation Software Package with necessary equipment i.e., total automation
from ingestion to payouts with the objective of making it a virtually tape less
setup.
The studios at Hyderabad will be three Camera Setups with Crane Shot facilities
and the Studio at Delhi two Camera setup. The size, shape and volume of the
Studios will be designed to give a luxurious look with high standard acoustic
treatment and doors and latest and most modern World class cameras of reputed
make would be installed. Most modern lighting grid arrangements with World
class light fittings to provide a totally glare less ambience would be installed. Air
Conditioning and Inter communication facilities in the studios will be provided
designed by expert consultants. The Studio and space design will be got done
through experts who have designed several such studios.

The Teleport to be set up will be MCPC type with all the necessary Radio
frequency control facilities, dehydrators, online UPS of 10/12 KVA with hot
standby etc., and will be procured from established and reputed suppliers with
proven track record.

Up linking and Down linking will be through (for Up linking through in sat 4A) and
K,U. band transponders necessary applications are being filed to get the licenses
and permissions from the Ministry of Information and Broadcasting, Government
of India, W.P.C. etc., Arrangements would be tied up with Isro Agreements.
Bandwidth requirement is13.5MHz for the channels on C-band and 4.5 MHz on
K.U Band for News gathering through DSNG Vans.

DSNG Vans, Dedicated / Leased Line, Fiber Optic Cable Line Share, Internet and
transported tapes will be used for information Gathering through Staff Reporters
and Contributors, will be used for gathering World and Country wide events and
information as it happens. One Staff Reporter with a Cameraman will be located
in the Head Quarters of each District of Andhra Pradesh. The team will be
provided rented premises with assured communication facilities and a car for
travel to all happening places in the District so as to ensure fast and swift coverage
and transfer of News to the Studio. Contributors will be encouraged to send news
through Reliance / other fiber optic cable network providers.

ORGANISATION
The overall management of the organization will be carried out under the policy
decisions taken by the Board of Directors from time to time. However, the
functioning and operations of the Company will be run totally by a team of
competent and experienced professionals headed by a professionals For this
purpose Rachana Television has a comprehensive plan of action for attracting the
best talent available in the field. Departmental heads with substantial experience
will be assisted by competent staff and trainees with talent and potential in all
departments. A comprehensive and continuous training programme is envisaged
to develop in-house talent and to take care of attrition. The Organization Chart
enclosed is a comprehensive document of the proposed structure and will be
adhered to. The overall employment potential created is around 250 directly and
several fold indirectly. The profile of the Board of Directors and the Key Executives
already recruited is enclosed.

Programmes: Tentative programme content for NTV channel is enclosed

separately which is self explanatory. About 15 programs are focused on women
and 0 Hours news, development, interspersed with other programmes are
planned to be telecast.

Distribution & Marketing: The distribution and marketing of the channels is

proposed to be done through in-house talent with the assistance of an
experienced consultant initially and subsequently will be handled totally with in-
house talent.

Financials: The Capital Expenditure, the Revenue Model and Expenditure Model
along with relevant calculations are shown under the “Financials” section.

Conclusion: The Promoters of Rachana Television are confident that the project
will be implemented as planned and the Channel will go on air as one of the best
Channel for the Country.

Rachana Television has successfully launched three satellite channels named NTV
24hours News Channel ,Bhakthi TV 24hours Devotional Channel and ,Vanitha TV.
COMPANY PROFILE
 Mr.Narendra Choudary, born into a humble middle class agrarian family
from the district of Khammam, shifted to Hyderabad after his education, pursuing
business opportunities in the real estate business. His dedication and hard work
paid off culminating in his becoming the president of Jubilee Hills Cooperative
House Building Society in 2004 in which position he continues till date. This has
given him an opportunity to interact with very successful people from various
walks of life – politics, bureaucracy, business and media.

Entrepreneurs emerge from the population on demand, and become leaders

because they perceive opportunities available and are well-positioned to take
advantage of them. Narendra Choudary perceived that he is among the few to
recognize and be able to solve a problem. Choudary is a mature and pragmatic
political analyst. He runs his business with a lot of passion and vision. This has
helped Ntv to its current leading position in the Telugu news channels. He is
motivated by a desire to help, improve and transform social, environmental,
educational and economic conditions. Ambition and a lack of acceptance of the
status quo or accepting the world "as it is" are the key traits that set him apart. He
is driven by an emotional desire to address some of the big social and economic
conditions in the world, for example, poverty and educational deprivation.

The Indian regional Telugu channel Ntv was launched on August 30, 2007
by Rachana Television Private Limited. Ntv stands for Next Generation TV and
with its fleet of DSNG vans it truly lives up to its name. The flagship 'Ntv News'
channel offers 24x7 news coverage. In a very short time Ntv special programs have
become very popular with the Telugu audience. The motto is “FIRST to KNOW
and FIRST to SHOW”. From day one Ntv has become synonymous with live
coverage. Being a little immodest, several national media houses captured
important events in Andhra Pradesh courtesy NTV. At the time of the launch of
NTV the choice for the people of Andhra Pradesh was between dull / boring and
sensationalism. NTV poisoned itself as a live and credible channel by tying up with
A C Nielsen Org Marg even before the launch of the channel. To be a leading news
and current affairs channel Ntv believes that it should be continuously in sync with
social and political dynamics. It conducted periodic surveys along with its partner
Nielsen in the most scientific manner.
 Its sister channel 'Bhakthi TV' too was launched on the same day. It is South
India's first devotional channel. Bhakthi TV focuses on devotion, spirituality,
religion and moral values. The objective of starting these two channels was to
provide true news happenings around the world with higher levels in journalistic
ethics. The Bhakthi Channel would provide supreme enlightenment to those who
are tilted towards spiritual growth, which has become a necessity in today's
stressful world. Recently at a Bhakthi TV initiative, all major “swamijis” and
“gurujis” congregated at Silpakalavedika, Hyderabad, for the first time, giving a
clarion call for reviving and revitalizing the Hindu dharma. Plans are underway to
organize similar events throughout the State.

The third channel in the group – ‘Vanitha TV’ is the first TV channel in India
exclusively for women. Vanitha talks about women from every house and the
programming has been designed to cater to all age groups. The channel showcases
outstanding achievements of women from different fields who had been an
inspiration for the society.

RECRUITMENT & SELECTION PROCESS AT NTV

1. Career System
Career System means Attraction and retention of human resource at NTV.
NTV drive passion to build, conceive and maintain projects across
geographies. It offers limitless opportunities to innovate solutions and come
up with break through ideas.

At the same time, it offers an open culture to operate from. NTV have
successfully created a young company atmosphere while leveraging the
impeccable pedigree of its parent company. Our zest surfaces in work and at
play. NTV ensure the delivery schedules and quality standards are balanced
with equal doses of enjoyment at special occasions. Equal importance is
given to the continuous learning, personality building, and health of the
employee. To conclude overall we focus on the holistic nurturing of our
people.

Working at NTV your desire to create something new. NTV steers the
“employee first" policy and drives workforce through world-class
development and caring. We steer Innovative Cost-consciousness, committed
ownership and Collaborative teamwork as our work culture to meet future
requirements in the present.

NTV family is spread across multiple locations in India and is yet cohesive in
thought and spirit to build on business with the power of its people.

1.1Manpower Planning:

The HR Department of NTV follows the systematic process to determine

how an organization should move from its current manpower position to its
desired manpower position to meet the current and future job needs to be
accomplished successfully through keeping constant touch with other
departments and management.

It also covers on the quantum of in-take of fresh trainees and to facilitate

action to be initiated towards recruitment of such trainees through campus
interview.

Continuous meetings, reviews are organized to assess the manpower status

and effective action plans are reviewed and executed to meet the requirement
at the stipulated time.

1.2 Recruitment and Selection:

NTV always strives for making great hiring decisions. Hiring the right
candidate is a challenging process. All interviews whether it is Behavioral,
Functional / Technical or Situational are assessed by looking at the
candidate’s performance, competencies and results, in line with our culture
and Values.

2Selection Process for Trainees

The details of colleges/polytechnics to be visited for Campus Recruitment are

planned by Recruitment Department by July of every year.

The selection process comprises of Written Test of Technical Subject and

Aptitude test. Candidates shortlisted in the written test undergo Personal
Interview. In GET/PGET selection, Group Discussion is conducted before
Personal Interview.

An All India Merit ranking list is generated for each discipline and offer
letters are sent to selected candidates seeking their confirmation for joining

Recruitment strategy for lateral entry (Covenanted, Executive,

Supervisory)

Right sourcing is the key for effective recruitment. The following

methodology of sourcing of potential applicants exists in organization:-.

 NTV Website

 Recruitment Agencies.

 Data Bank

 Advertisement in Leading Newspapers

 Walk in Interview

Selection criteria for lateral recruitments

The eligibility criteria for lateral recruitment are fixed with respect to
educational qualification and total post qualification experience.

Guideline for Interview Panel Members

To ensure quality of recruitment, following general guidelines are followed

while fixing the panel members. All interview Panels consist of at least 3
members wherein Two Panel members from the functional departments and
one from HR Department.

The general composition of panel members for selection in various

categories:-

 Supervisory Cadre : Panel should consist of two Covenanted Cadre

Staff

 Executive Cadre: Panel should consist of General Manager or Joint

General Manager of the Intending Department concerned plus one
Deputy General Manager from the same or other Department.

 Covenanted Cadre: Panel should consist of minimum two General

Managers.

In all interviews, HR representative presence is must during the selection

process. Selected candidates are issued offer of employment on the same day
and advised to complete the pre-employment medical check-up at the
authorized medical center.

STEP 1: MANPOWER PLANNING

Manpower planning is done to identify the vacancies arising out of business

needs. Each department undertakes manpower planning every year.
Manpower planning may be necessitated due to separation in the form of
resignation, termination, transfers etc., expansion / reorganization, time
bound jobs of temporary nature / leave vacancies, retirements (premature or
on attaining the 58 years of age). Annual manpower budget, including current
staff strength, is prepared by the Business Head and approved by the Budget
Committee comprising of Business Heads / Corporate Heads / JMD and the
Chairman.

STEP 2: IDENTIFICATION OF A VACANCY

The department head identifies the need for hiring based on Manpower
Hiring Plan (Manpower Budget). The vacancies can be arising due to
resignations, terminations and retirement of employees.

STEP 3: REVIEW THE NEED FOR THE POSITION OR VACANCY

The department head review the requirement for the position and the need to
fill the vacancy. He checks whether the requirement is as per Manpower
Hiring Plan (Manpower Budget). Then, Head of the Department raise a
Manpower Requisition Form in a standardized format and forward the copy
of MRF to the CEO for approval. The Department Head along with HR
Manager check whether the hiring requirement is for an existing role or a
new role. If the requirement is for existing role then the Department Head
forward the MRF to the HR Department. If the requirement is for a new role,
then the Department Head create Job Description for the role in a standard
format and forward it with the MRF to the HR Department to start the
recruitment process.

STEP 4: SOURCING OF SUITABLE CANDIDATES

The HR Executive considers and assesses the best way of attracting a pool of
suitably qualified candidates, who will meet the needs of the business.
Depending on the nature of the position/grade, volumes of recruitment and
any other relevant factors, the Regional HR would use any one or multiple
sources such as:

o Existing database

o Employee referral as per any company scheme that may be approved

from time to time

o Advertisement in the internet/newspapers/magazines/company’s

sites/job sites or any other media

o Placement Agencies / Consultants

o Direct recruitment from campuses/academic institutes;

A list of resourceful / quality consultants with agreed rate of commission is

prepared by the HR Executive based on specialization in the manufacturing
Industry, past history, market reputation and ability to deliver.

STEP 5: COLLECT THE RESUMES

The HR Executive forward the JD’s to the placement consultants and collect
the resumes or profiles from all the consultants.

STEP 6: SCREENING OF RESUMES

The HR Executive screen the resumes as per JDs and MRF and shortlist
profile fit. He verifies whether the candidate has appeared for an interview
with the company previously from the application database. If the candidate
has appeared for an interview previously, then review the feedback from the
Interview Assessment Form (IAF) and other documents filled.

STEP 7: SHORTLISTING OF CANDIDATES

The HR Executive forward all the HR-Short listed resumes to concerned

HOD with resume snapshot attached in mail with a copy to VP function,
Head HR and Manager HR. The Concerned HOD shortlists the candidates to
be called for an interview as per requirement for the Job and forwards the list
to HR Department. The HR Executive prepares the Interview Calendar and
forwards it to the Concerned HOD and HR Manager with copy to HR Head
and VP function.

STEP 8: SCHEDULE INTERVIEWS

The HR Executive obtains a tentative schedule from Concerned HOD and

Head HR for interviewing the candidates. He asks the consultants to line up
the short listed candidates on scheduled interview date. Regular follow up is
to be done with candidates by the HR Executive to ensure 100%
participation.

STEP 9: CONDUCT INTERVIEWS

The HR Executive in consultation with the concerned department will set up

an interview panel consisting of HR Head / Manager and Department Head /
Manager. On the date of Interview, the HR Executive circulates the
Application Blank and Travel Reimbursement Form to the candidates for
procuring information about the candidate. The HR Executive forwards the
Interview Assessment Sheet to the Interview Panel. The interview panel
assesses the candidate based on the factors mentioned below, in a prescribed
format and gives its recommendations for approval.

 Attitude

 Knowledge

 Communication

 Experience

 Team spirit

 Loyalty expectation

 Initiative

The HR Executive coordinates the interview process. The HR Executive

collects all filled TRF’s with Original bills (Tickets) from the candidates and
gets those forms approved by HR Head and forward the approved TR list
along with the filled Travel Reimbursement Forms and original bills to the
Finance and Accounts for processing.

If the candidate is rejected, the HR Executive communicates the same to the

candidate and files the Interview Assessment Sheet, application blank along
with resume of candidate in the Application Database.

STEP 10: MAKE OFFER OF EMPLOYMENT

The Concerned HOD and Head HR make verbal offer to the shortlisted
candidate and discuss other terms and conditions of employment. If the
candidate accepts the offer then conduct reference check for the prospective
employee (Via telephone, Mail).

STEP 11: RENEGOTIATE OFFER

If the shortlisted candidate rejects the offer due to salary reasons, the HR
Head renegotiate salary with the candidate, if suitable, along with other terms
and conditions.

STEP 12: REFERENCE CHECK

Reference checks of the final short listed candidate are conducted by Head-
HR. The candidate is asked to mention in his application blank, the names
and addresses of two or more persons who know him well. These may be his
previous employers, heads of education institutions or public figures. These
people are requested to provide their frank opinion about the candidate
without incurring any liability. The opinion of referees can be useful in
judging the future behavior and performance of candidate. If the result of
reference check is positive then continue with the induction process. If the
result of reference check is negative, then withdraw the offer and send
rejection letter to the candidate

STEP 13: LETTER OF INTENT

The selected candidate will be given an intent letter with prescribed details as
given below:
  Functional Band Position for which selected.

 Place of initial Posting

 Expected Date of Joining.

 Advise for medical examination.

 Details of the testimonials and other documents to be submitted at the

time of joining.

 Acceptance by the selected candidate

STEP 14: ON BOARDING & INDUCTION

On the date of joining the employee is issued an appointment letter by the HR

Head. The appointment letter include all the terms and conditions governing
employment including Designation, Department, Salary & Scale of Pay, Date
of appointment, Probation, Medical Fitness, Retirement, Termination of
Services, Secrecy, Transfer etc. All new joiners undergo an induction
program as per requirement soon after joining the organization. Induction
program is done by HR Department in consultation and involvement of
concerned department / other departments. During the process of induction,
the new member is briefed about the following:

1. Company Profile

2. Geographical familiarization

3. Organizational Policy & Procedures

 4. Code of conduct & Discipline

5. Socialization with department rituals.

6. Employee Involvement activities

The induction process shall begin by verification of the following original

merit certificates wherever applicable subject to the level of hiring:

 Educational certificates

 Proof of date of birth

 Four passport sized photographs of self

 One passport sized photographs (each) of spouse, dependent children

(if applicable) for medical insurance purpose.

 Relieving letter from the previous employer (If the relieving letter is
not available, declaration regarding resignation shall be obtained from
the candidate)

 Copy of experience certificates for all the previous employments (if

applicable)

 Salary slips certificate from the previous employer

 TDS certificate and Form 16 from previous employer (or Salary

certificate)

 Copies of certificates and testimonials

 Nomination and other documents pertaining to provident fund, gratuity

CHAPTER - III

DATA ANALYSIS

AND

INTERPRETATION
TABLE-1

Since how many years have you been working with this organization?

Age Group NO OF PERCENT

RESPONDENTS

0-5 Years 38 76

5-10 Years 12 24

10 to 15 Years 00 00

Total 50 100

CHART-1
 Object 3

Interpretation:

From the above table it was clear that.

From the above chart-1 it is interpreted that 76% of the employees are having

below 5 years of experience and 24%of employees are in between 5to10

years of experience and there are no employees are there in between 10to15

years of experience.
Table 2:

In which mode you have come to know about NTV vacancy?

Source NO OF PERCENT
RESPONDENTS

Consultancy 03 6

E-Mail 08 16

Newspapers 00 0

Others 39 78

Total 50 100

CHART-2
 Object 5

Interpretation:

From the above graph it was clear that the mode of entrance into ntv by the
help of others ((Job portals, employee referrals, campus recruitments, walk-
in) is 78%and by the email is 16%, and 6% by the help of consultancy.

Hence it can be interpreted that 70% of the employees are came into the
company by the mode of others (Job portals, employee referrals, and campus
recruitments, walk-in).
Table3:

Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process?

ATTRIBUTE NO OF PERCENT
RESPONDENTS

Yes 37 74

No 13 26

Total 50 100

CHART-3
 Object 7

Interpretation:

From the above chart it is interpreted that 74% of the employees state that
they were clear about the objective job description, specification, position
and responsibilities at the time of recruiting and selection process.26% of the
employees state that they were not clear about objectives

It shows the well-defined transparency of NTV Recruitment policy, which is

a bench mark for other organizations.
TABLE-4

What attracted you to join NTV?

SOURCE NO OF PERCENT
RESPONDENTS

Brand name 12 24

Good salary 01 02

Quality of work life 06 12

All of the above 31 62

Total 50 100
CHART-4

Object 9

Interpretation:

From the above chart it is interpreted that 62% of employees said that they
attracted by all qualities (Brand Name, Good Salary, Quality of work life, All
of the above) mentioned. 26% of employees stated that they are attracted by
brand name,12% are attracted for the quality of work life, 2% of the
employees stated the attracted salary of NTV.
Table -5

Which type of technological support does NTV use for the purpose of
recruiting?

SOURCE NO OF PERCENT
 RESPONDENTS

Telephone 23 46

Video conference 00 00

Internet 18 36

All of the above 09 18

Total 50 100

CHART-5

Object 11

Interpretation:
From the above table it is interpreted that 46% of employees said that NTV
is using Telephone as a source. 36% of employees stated that NTV is using
internet for recruitment.18% of employees said that NTV uses every method
both new and modern to fulfill the requirement.
TABLE-6

Have you visited the NTV website before attending the interview?

ATTRIBUTE NO OF PERCENT
RESPONDENTS

Yes 28 56

No 22 44

Total 50 100

CHART-6

Object 13
Interpretation:

From the above chart 56% of employees are said that they are gone through
the website, and the rest of the 44% of employees stated that they are not
aware of the website. NTV website is a Site which clearly defines the vision,
mission, goals and objectives of the organization. So it helps employees to
know about the organization completely.
TABLE-7

Is the organization doing timeliness recruitment and Selection process?

ARRTIBUTE NO OF PERCENT
RESPONDENTS

Yes 33 66

No 17 34

Total 50 100

CHART-7

Object 15
Interpretation:

From the above chart 66% of the employees stated that NTV is doing timely
recruitment and rest of the 34% stated that NTV is not doing timely
recruitment NTV gives utmost importance to TIME.to complete the task in
time the well-designed HR team supports in each and every possible way to
full fill the vacancy in time.
TABLE-8

Is the Resume screening and Short listing method used by the organization is
satisfactory?

ATRIBUTE NO OF PERCENT
RESPONDENTS

Yes 42 84

No 08 16

Total 50 100

CHART-8
 Object 17

Interpretation:

From the above chart it is interpreted that84%of the employees said that

resume screening and short listing in NTV is satisfactory and 6% of

employees believed NTV is having satisfied short listing method.

TABLE-9

Are you satisfied with the present methods being followed by NTV for
recruitment?

ATTRIBUTE NO OF PERCENT
RESPONDENTS

Yes 28 56

No 22 44

Total 50 100

CHART-9
 Object 20

Interpretation:

From the above chat it is interpreted that 56% of the employees stated that
they are satisfied with the methods of recruitment following by NTV and
44% of the employees are not satisfied with the methods following by NTV it
shows that the organization getting the right talent to complete the task in
time. NTV updating the methods and fulfilling the organizational
requirement.
TABLE- 10

Did you undergo any written test during recruitment?

.

ATTRIBUTE NO OF PERCENT
RESPONDENTS

Yes 20 40

No 30 60

Total 50 100

CHART-10

Object 23
Interpretation:

From the above chart it is interpreted that 60% of employees stated that they
didn’t appear for written test.40% of employees are appeared for written test
in the selection process and Here the selection process would be in different
stages, each stage would be with elimination to get the right talent
TABLE-11

Do you think organization is using satisfactory methods for interview?

ATTRIBUTE NO OF PERCENT
RESPONDENTS

Yes 43 86

No 07 14

Total 50 100

CHART-11
 Object 25

Interpretation:

86% of the employees are satisfied with the organization selection process
and 14% of the employees stated that the organization is not using
satisfactory methods for interview. The organization with its effective and
new methods of interviews like Skype interviews, Video conference
Interviews helps to find the right talent where ever in the world. The selection
process is also transparent to find the right candidate it never compromises on
talent.
TABLE-12

Does the Job Responsibilities and Job Description are clearly defined to the
candidates appearing for selection process?

ATTRIBUTE NO OF PERCENT
RESPONDENTS

Yes 39 78

No 11 22

Total 50 100

CHART-12

Object 27
Interpretation:

From the above table it is interpreted that 78% of the employees state that
they were clear about the objective job description, specification, position
and responsibilities at the time of recruiting and selection process and 22%
of employees stated that they are not clear about objectives It shows the
well-defined transparency of NTV Recruitment policy, which is a bench mark
for other organizations
TABLE-13

Does the selection methods used by the Organization are reliable?

ATTRIBUTE NO OF PERCENT
RESPONDENTS

Yes 43 86

No 07 14

Total 50 100

CHART-13

Object 30
Interpretation:

86% of the organizations are believed that the methods using by NTV are
reliable and 14% of the employees are stated that NTV is not using reliable
selection methods. As NTV is using the best methods to select the candidate
with the combination of technical and behavioral to find the right fit for the
organization,
TABLE-14

Do you think organization looks for experienced employees in selection

Process?

ATTRIBUTE NO OF PERCENT
RESPONDENTS

Yes 44 88

No 6 12

Total 50 100

CHART-14

Object 32
Interpretation:

88% of employees stated that the organization seeking for experienced

candidates. 12% of employees stated that the organization is not seeking for
experienced candidates.
TABLE-15

Which is the most important quality the organization looks for in a

candidate?

OPTIONS NO OF PERCENT
RESPONDENTS
05
Knowledge 10

Past Experience 07 14

Optimistic Nature 00 00

Discipline 01 02

Team Work Ability 15 30

All the above 22 44

Total 50 100

CHART-15
 Object 34

Interpretation:

44% of the employees stated that the most important quality the
organization look Knowledge, past experience, optimistic
nature,discipline,team work ability in a candidate.30% of the employees
stated that organization seek the candidate having team work ability. 14% of
the employees stated that organization look experienced candidate. 10% of
the employees stated that the organization look for knowledged
candidate.02% of the employees stated that the organization seek discipline
candidate.

From the above table it is interpreted that the organization seek the candidates
mostly who are well knowledged, experienced, team work ability, disciplined
and having optimistic nature.
TABLE-16

Rate the effectiveness of the interviewing process and other selection

instruments.

ATTRIBUTE NO OF PERCENT
RESPONDENTS

Excellent 12 24

Good 22 44

Average 10 20

Poor 06 12

Total 50 100

CHART-16
 Object 36

Interpretation:

44% of the employees stated that they are satisfied with interview following
by NTV. It shows that the organization getting the right talent to complete the
task in time. NTV updating the methods and fulfilling the organizational
requirement.
TABLE-17

NTV do employee verification before and after selection.

ATTRIBUTE NO OF PERCENT
RESPONDENTS

Yes 35 70

No 15 30

Total 50 100

CHART-17

Object 38
Interpretation:

70% of employees stated that NTV do employee background verification.

Employees who came from different back grounds, qualifications all over the
world so verification of applicants’ previous employer is compulsory

The recruitment policy its elf’s describes to verify the last two previous
employers and organization very clear about this
TABLE-18

How do you rate the Selection Policy of the organization?

ATTRIBUTE NO OF PERCENT
RESPONDENTS

Excellent 28 56

Good 13 26

Average 7 14

Poor 2 4

Total 50 100

CHART-18

Object 40
Interpretation:

56% of the employees are believed the selection policy of the organization
selection process. The organization with its effective process of the selection
and the design of selection policy is well monitored and descripted, and new
methods of interviews like Skype interviews, Video conference Interviews
helps to find the right talent where ever in the world. The selection process is
also transparent to find the right candidate it never compromises on talent.
TABLE-19

NTV communicated well with you throughout the process.

ATTRIBUTE NO OF PERCENT
RESPONDENTS

Strongly agree 09 18

Agree 31 62

Rarely agree 07 14

Disagree 03 06

Total 50 100

CHART-19
 Object 42

Interpretation:

From the above table it is interpreted that 62%of the people stated the
organization communicated with us perfectly.

The organization is working on each applicant completely, so it is

inappropriate to expect instinct decision. It took delay to communicate the
decision to the employees.
TABLE-20

The time taken by NTV for your entire recruitment and selection process.

ATTRIBUTE NO OF PERCENT
RESPONDENTS

High 13 26

Optimum 28 56

Low 09 18

Total 50 100

CHART-20
 Object 44

Interpretation:

From the above chart it is interpreted that 56% of the employees stated the
NTV took more time to deliver the decision

NTV will work on each application very seriously so it will take some time to
give decision to the applicant
TABLE-21

After completion of all tests and interview NTV gave you appropriate
designation.

ATTRIBUTE
NO OF PERCENT
RESPONDENTS
Strongly agree 13 26
Agree 30 60
Rarely agree 03 06
Disagree 04 08
Total 50 100

CHART-21

Object 46
Interpretation:

From the above chart it is interpreted that 86% of employees stated

that they got right designation after completion for interview process
and 08% of the employees stated they didn’t get right position.

NTV is having well planned organizational structure so the employees

placed on the right job after the Interview process has been done.
CHAPTER - IV

 Findings
 Suggestions
FINDINGS:

Every endeavor undertaken to accomplish challenging goals, can only be

successful under the experienced and encouraging guidance. I am privileged

to have undergone training at NTV. As learning never stops, my learning at

NTV has come from a lot of exposure, on the job training and close

interaction with the HR department. In brief my learning’s and achievements

can be summarized as under:

o Following up with the candidates during the recruitment

process.

o Understanding of profiles.

o Communicating with the HR regarding the process.

o NTV updating the methods and fulfilling the organizational

requirement.

o Learnt the effective use of communication tools.

SUGGESTIONS:

In order to recruit the candidates the management must ensure proper care as

mentioned below.

 Management needs to take much care on effective sources of

recruitment.

 Company has to conduct the survey on demand and supply of the

candidates for various positions in the organization departments at

regular intervals.

 By the survey analysis the Recruitment & Selection should be carried

on suitable dates.
 BIBLIIOGRAPHY

1. Material provided by the NTV

2. P.Subbarao, Essentials of human resource management, Himalaya

Publishers.

3. K.Aswathappa, Human Resource Management, Mc Graw.hill Publisher

4. Flippo, Edwin.B. 1980. Personnel Management. Me Graw-Hill,

Kogakusha Ltd., New Delhi.p.131

5. Kempner, t.1971. Hand book on Management. Weed Enfield and

Nicholson, London.p.310

6. Keith, L.A. and Gubeline, C.E.1958. Business Management.p.197.

7. Mamoria C.B. and Gankar, S.V.2002. Personnel Management- Text and

Cases. Himalaya publishing House, Mumbai-187

WWW.NTV.COM

WWW.CITEHR.COM
ANNEXURE
 QUESTIONNAIRE

Dear Sir/Madam,

I am doing a research work on Recruitment and selection. Kindly spare a few

minutes of your valuable time to fill up this questionnaire.

Thank you very much for your cooperation.

Designation_____________________________

Department_____________________________

Section I

Q1. Age

o 20-25
o 25-30
o Above30

Q2. Gender:

o Male
o Female

Q3. No. of years of experience:

o Less than 3 years

o 3 to 5 years
o More than 5 years

Q4. Is this your first organization?

o Yes
o No
Section II

Q1. Since how many years have you been working with this organization?

a. 0-5 years
b. 5-10years
c. 10-15years
d. More than 15years

Q2. In which mode you have come to know about NTV vacancy?

a. Consultancy
b. Email
c. Newspapers
d. Others

Q3. Does the organization clearly define the position objectives, requirements
and candidate specification in the recruitment process?

a. Yes
b. No

Q4. What attracted you to join NTV?

a. Brand Name
b. Good Salary
c. Quality of work life
d. All of the above

Q5. Which type of technological support does NTV use for the purpose of
recruiting?

a. Telephone
b. Video Conference
c. Internet
d. All of the above

Q6. Have you visited the NTV website before attending the interview?
 a. Yes
b. No

Q7. Is the organization doing timeliness Recruitment and Selection process?

a. Yes
b. No

Q8. Is the Resume screening and short listing method used by the organization is
satisfactory?

a. Yes
b. No

Q9. Are you satisfied with the present method being followed by NTV for
recruitment?

a. Yes
b. No

Q10. Did you undergo any written test during recruitment?

a. Yes
b. No

Q11. Do you think organization is using satisfactory methods for interview?

a. Yes
b. No

Q12. Does the Job Responsibilities and Job Description are clearly defined to the
candidates appearing for selection process?

a. Yes
b. No

Q13. Does the selection methods used by the Organization are reliable?

a. Yes
b. No
Q14. Do you think organization looks for experienced employees in selection
process?

a. Yes
b. No

Q15. Which is the most important quality the organization looks for in a
candidate?

a. Knowledge
b. Past Experience
c. Optimistic Nature
d. Discipline
e. Team Work Ability
f. All of the above

Q16. Rate the effectiveness of the interviewing process and other selection
instruments.

a. Excellent
b. Good
c. Average
d. Poor

Q17. NTV do employee verification before and after selection.

a. Yes
b. No

Q18. How do you rate the Selection Policy of the organization?

a. Excellent
b. Good
c. Average
d. Poor
Q19. NTV Communicated well with you throughout the process.

a. Strongly agree
b. Agree
c. Rarely agree
d. Disagree

Q20. The time taken by NTV for your entire recruitment and selection process.

a. High
b. Optimum
c. Low

Q21. After completion of all tests and interview NTV gave you appropriate
designation.

a. Strongly agree
b. Agree
c. Rarely agree
d. Disagree