A Study of Recruitment and Selection Process of Travel and

Tourism in Udaan Aviation Academy

A PROJECT REPORT

SUBMITTED BY

SUBHA LAXMI

INTEGRATED MBA VI SEMESTER

Under the guidance of

Prof.MADHUKAR SAXENA
in partial fulfillment for the award of the degree

of

INTEGRATED MBA

IN
MARKETING

IPER , BHOPAL

AFFLIATED TO BARKATULLAH UNIVERSITY, BHOPAL

(APRIL-MAY) & (2015-2018)

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ACKNOWLEDGEMENT

I would like to express my deep sense of gratitude to the respectable guide

distinguished personalities for their precious suggestions and encouragement
during the project.

The experience which is gained by me during the project is essential for me at this
turning point of my career.

I am also thankful to PROF.MADHUKAR SAXENA for providing the guidance

and suggestions.

Last but not the least I would like to thank company officials, my friends & family
members for their constant support.

SUBHA LAXMI

Integrated MBA

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 DECLARATION

This is to certify that I have completed the Project titled”(Recruitment

and Selection in Travel and Tourism)” under the guidance of “(Prof.
Madhukar Saxena)” in partial fulfilment of the requirement for the
award of Integrated MBA at Institute of Professional Education and
Research, Bhopal. This is an original piece of work & I have not
submitted it earlier elsewhere.

Date: Signature:
Place: Name:

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CONTENTS

ACKNOWLEDGEMENT
DECLARATION
CERTIFICATE OF ORGANIZATION
CERTIFICATE OF GUIDE
CHAPTER TITLE PAGE
NO. NO
CHAPTER INTRODUCTION 5-23
I
RESEARCH METHODOLOGY 24-27
 RESEARCH PROBLEM
CHAPTER  RESEARCH OBJECTIVE
II  SAMPLING DESIGN
 DATA COLLECTION
 LIMITATION OF STUDY

CHAPTER DATA ANALYSIS 28-32

III
CHAPTER FINDINGS AND CONCLUSION 33-35
IV
BIBLIOGRAPHY 36

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 CHAPTER-I
INTRODUCTION

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 INTRODUCTION

OBJECTIVE OF STUDY

 To understand the internal recruitment process in organization.

 To develop practical knowledge with theoretical aspects.

 To know about the importance of recruitment and selection.

 To know about role of recruiter.

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RECRUITMENT

“The art of choosing men is not merely difficult as the art of enabling
those one has chosen to attain their full worth”.

Recruitment is the process of recruiting potential personnel to fill up

with existing requirement of the organization. It is the process of
discovering potential applicants for actual or anticipated job vacancies.
Recruitment involves encouraging individual with the needed skills to
make applications for employment with the firm.

OBJECTIVE:-
The main objective of recruitment is to increase the number of
applications for the job available in the organization, to select the best
applicant who is the best fitted job.

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NEEDS FOR RECRUITMENT

It makes possible to choose the right person in the right time at the right
place. It also makes it possible to acquire the number and type of people
necessary to ensure the continued operation of the organization.

 Planned needs:- Such needs arise from changes in the

organization policies.

 Anticipated needs:- It refers to those movements in personnel

which an organization can predict by studying trends in internal or
external needs.

 Unexpected needs:- Such needs arises due to illness, death and

resignation.

Recruitment follows HR planning and goes hand in hand with

selection process by which organizations evaluate the suitability of
candidate. With successful recruiting a create sizeable pool of
candidate, even the most accurate selection system is of little use.

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PURPOSE AND IMPORTANCE

 Determine the present and future requirement.

 Increase the pool of job candidate at minimum cost.

 Reduce the probability of employee turnover.

 Increase the success rate of selection process.

 Increase organizational and individual’s effectiveness.

FACTORS AFFECTING RECRUITMENT

All organization whether large or small, do engage in recruiting
activity this depends upon:
1. Size of the organization
2. The employment conditions in the organization, the efforts of
the past recruitment efforts which show the organizations ability
to locate good performing people.
3. Working conditions & salary benefit packages offered by the
organization which may influence & necessitate future
a) Recruiting
b) The rate of growth of organization
c) The level of seasonal operation & future expansion &
production program
d) Cultural, economic & legal factor etc.

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SOURCES OF RECRUITMENT

There are a great number of recruitment sources available the most

prominent of these sources are

Current Employees: Many companies have a policy of informing

current employees about job openings before trying to recruit them from
other sources, internal job posting give current employees the
opportunity to move into the forms more desirable jobs however; an
internal promotion automatically creates another job opening that has to
be filled.

 Referrals from current employees: Studies have shown that

employees who were hiring through referrals from current
employees tend to stay with the organization longer& display
greater loyalty & job satisfaction than employee tend to refer
people who are demographically to similar themselves which
can create equal employment opportunity problems.

 Former Employees: A firm may decide to recruit employees

who previously worked for the organization these are the people
who are laid off or who work seasonally because the employer
already has experience with these people, they tend to be safe
hires.

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 Print Advertisement: Advertisements can be used both for local
recruitment efforts (newspaper) & for targeted regional, national
or international searches for instance.

 Internet Advertising: Employers are increasingly turning to the

web as a recruitment to because on line ads are relatively cheap,
are more dynamic & can often produce faster result than
newspaper help wanted ads. In addition, the reach of internet has
expanded dramatically. So companies can connect with people
all over the world looking for jobs.

 Employment Agencies: Many organization use external

contractors to recruit & screen applicants for position. Typically,
the employment agencies are paid free based on the salary
offered to the new employee. Agencies can be particularly
effective when the firm is looking for an employee with a
specialized skill. Another advantage of employment agencies is
that they often seek out candidates who are presently employed
& not looking for a new job, which indicates that their current
employer is satisfied with their performance.

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RECRUITMENT IN INDIA

Recruitment in India is made through different channels. Recruitment

procedure is quite systematic & not wholly scientific.

Channels of Recruitment:
 Recruitment through intermediaries
 Recruitment through contractors
 Direct Recruitment

 Recruitment through employment exchange

 Other Methods
 Through Trade Union
 Through Labour Office
 Through referee
 Recruitment through web

This kind of recruitment is called e-recruitment, the company

sends newsletter to the candidate, regular job updates to
target the right candidate. The company selects the candidate
from the data base available this helps the company to
directly contact the candidate. Once a firm has prepared a job
description & person specification. It will be time to
advertise vacancy. They can do this internally & externally.

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 INTERNAL RECRUITMENT

Internal recruitment involves finding someone already employed by the

organization to fill the vacancy.

Advantage of Internal Recruitment

 Applicants will already know the company & its method of

working & are therefore likely to settle into the job a great
deal easier than external candidate.

 The cost of recruitment is reduced, there will be no need for

external advertisements & administrative cost & time
involved in dealing with applications.

 Internal Recruitment & promotions will increase motivation

of work force.

Disadvantages of Internal Recruitment

There are through problem with using internal recruitment.

First, these will be limited range of applicants & there will be
a reduced potential of finding new talent & less input of new
ideas & methods of working, also as one person is promoted
then another vacancy is promoted.

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 External Recruitment

External Recruitment means looking outside for candidate for

vacancy.

Advantage of External Recruitment

 Introduces new people with new ideas, can allow leaps

forward in thinking, helps avoid getting back.
 Wider range of people giving more choices.
 Takes advantage of training provided by other companies,
reduces cost & increases skill.

There are a wide variety of methods firm can use to find

suitable candidate the actual method or methods used will be
depend upon the type of vacancy & number of vacancies
available.
For skilled & professional workers it may be appropriate to
used to find suitable candidate.

Recruitment Procedure

Recruitment process involves a systematic procedure from

sourcing the candidate to arranging and conducting
interviews and require many resources and time. A general
recruitment process is follows:

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 Identify vacancy
 Prepare job description and person specification
 Advertising the vacancy
 Managing the response
 Short-listing
 Arrange interviews
 Conducting interview and decision making

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 SELECTION
The process of making hire or no hire decision regarding each applicant
for a job. The process typically involves determination of the
requirement for effective work performance are typically based on job
analysis depending on applicants scores on various test or impressions
they have made in interview.
To retain and maximize the human resource
whom were so carefully selected, organization must pay careful
attention to socialize them. Socialization involves orienting new
employees to the organization & performance to the unit in which they
will be working. It is important that the new employees became familiar
with the company policies, procedures & performance expectation.
Socialization can make a difference between a new workers feeling like
a outsides & a feeling like a member of the team.
According to Dale Vader, selection is
the process in which the candidate for the employment are divided into
two classes those are to be offered employment are divided into two
class those who are to be offered employment & those who are not. The
process of selection beings with the undertaking & the definition of job
to be performed by those involved in selection. These are convicted into
job specializations that are made by using media. Job opportunities
should be publicized in such a way the enable the organization to draw
upon prospective candidates from a wider across a section of a society
planned section through techniques that are the objectives, reliable &
valid ensures better choice of employees. The process of selection
beings the manpower/human resource planning that involve through 17
auditing of the existing manpower & planning in advance how to more
from the present to the future interns of human resources.

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 The process continues in three
stages, & each stages is as important as the previous one it starts with
recruitment followed by screening & finally ends with selection.
Recruitment is concerned with the discovery of potential to locate the
sources of manpower & attract them insufficient number so as to
facilitate better selection with a wider choice to meet the job requirement
& job specifications.
Selection is choosing a few from
those who have applied. The processes consist of many stages in which
every information decides if the candidate will go to the next stages or
fall out. It is the choice making process in which those meeting the
minimum requirement keep going to the next stage & those falling go
out of the race.
After a candidate is found to be
most suited, he is offered placement in the organization at a price
scientifically arrived at by the process of evaluation. The terms &
conditions of employment are explained to him & finally he is inducted
to the new work environment.

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Selection Procedure

The various steps in the selection of the desirable person in the

employment procedure starts only after the application from the
prospective employees are receive by the concern. These applications
are scrutinized considering the standard set out by the organization. The
application are screened out at each step and those who are found borne
job are selected finally. The following are the necesssary step generally
involved in the selection process :
1. Preliminary interview

2. Application Blank

3. Emloyment Test

4. Employment Interview

5. Reference check

6. Medical Examination

7. Final Selection

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Page
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1. Preliminary interview

In the first step after receipt & scrutiny of the application forms in
the selection process. The purpose of this type of interviews is to
eliminate. The unqualified or unsuitable candidates. It should be
quite brief just to have an idea of general education, experience,
training, appearance, personality etc. pf the candidate & to obtain
his salary requirement. If the application appear to have some
chance of being selected, he is given the application blank to fill.

2. Application Bank

A blank application or application blank is the next important

weeding out device.

In the selection procedure . The successful candidate in

preliminary interviews supplied with the application blank to get a
written record of the following information.

Identify information such as family background dates & place of

birth, age, sex, height, citizenship, martial status etc.

Information recording education. It include information about his

academic career, subject taken at various level, school certificate &
degree level, grade, division or place awarded in school & college,
technical qualification etc.

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3. Employment Test

Psychological and other test are becoming increasingly popular

even in India as a part of the selection process. However their
utility is controversial. The personnel department can guide & help
in the selection type of test appropriate for a particular position.

4. Employment Interview

Perhaps this is the most complex & difficult part of the selection
process. The process of interview to determine the suitability of the
applicant for the job & job for the applicant. Interview must be
conducted in a friendly atmosphere & the candidates must be asked
the basis of job specification. Unwanted question should be
avoided.

5. Reference check

Employee generally provided a column in the application blank for

reference. If applicant crosses all the above hurdles an
investigation may be made on the reference supplied by the
applicants regarding his past employment, education, character,
personal reputation etc. Reference may be called upon on
telephones or may be contracted. Through mail or personal visit.
Additional information can also be recorded by asking the question
from references.

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6. Medical Examination

In almost all the companies even in India medical examination is a

part of the selection for all suitable applicants. It is conducted of
the final decision has been made to select the candidate. This is
very important because a person pf poor health may generally be
absent from work & the training given to him may go waste. A
person suffering from any disease may spread it amongst others &
all this effects the working of the concern.

7. Final Selection

If a candidate successfully overcomes all the obstacle or test given

above he would be declared selected. An appointment letter will be
given to him mentioning the terms of appointment, pay scales, post
on which selected, when to join the organization etc. It is the
primary duty HR manager to introduce him to the company & his
job.

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 ABOUT THE COMPANY

Established in the year 2014, Udaan Education Services in Hoshangabad

Road, Bhopal is a top player in the category Institutes For Travel &
Tourism in the Bhopal. This well-known establishment acts as a one-
stop destination servicing customers both local and from other parts of
Bhopal. Over the course of its journey, this business has established a
firm foothold in it’s industry. The belief that customer satisfaction is as
important as their products and services, have helped this establishment
garner a vast base of customers, which continues to grow by the day.
This business employs individuals that are dedicated towards their
respective roles and put in a lot of effort to achieve the common vision
and larger goals of the company. In the near future, this business aims to
expand its line of products and services and cater to a larger client base.
In Bhopal, this establishment occupies a prominent location in
Hoshangabad Road. It is an effortless task in commuting to this
establishment as there are various modes of transport readily available. It
is at , Opposite Barkatullah University, which makes it easy for first-
time visitors in locating this establishment. It is known to provide top
service in the following categories: English S peaking Institutes,
Aviation, Institutes For Operation Management.
Products and Services offered:
Udaan Education Services in Hoshangabad Road has a wide range of
products and services to cater to the varied requirements of their
customers. The staff at this establishment are courteous and prompt
providing any assistance. They readily answer any queries or questions
that you may have.

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 CHAPTER-II
RESEARCH METHDOLOGY

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MEANING OF RESEARCH
“Research” include any gathering of data, information and facts for the
advancement of knowledge. Research must be systematic and follow a
series of steps and a rigid standard protocol. These rules are broadly
similar may vary slightly between the different fields of science.

MEANING OF RESEARCH METHODOLOGY

The word research methodology comes from the word “advance
learner’s dictionary” meaning of research as a careful investigation or
enquiry especially through search of new facts in any branch of
knowledge for example some authors has defined research methodology
as systematized effort to gain new knowledge.
Research Methodology can consider research as movement, a movement
from the known to the unknown. The term Research Methodology is an
academic activity and such the term should be used in technical sense.
According to Clifford woody research comprises defining and redefining
problems, formulating hypothesis or suggested solutions, collecting,
organizing and evaluating data, making deduction and reaching
conclusion and them testing of the conclusion to determine whether they
fit in the formulating hypothesis.
Analysis of past data a helps the management of the company to plan its
future polices according to the external environment. Based on this study
has been taken up financial analysis of the company. Any sound
research must have a proper design to achieve the required results, this
study id constructed on the basis of descriptive design.

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TYPE OF RESEARCH

The Research is descriptive .The study being conducted on the basis of

the secondary data is collected from the websites, books, magazines and
News Papers etc .

RESEARCH DESIGN
A research design is the arrangement of condition for collection and
analysis of data in a manner that aims to combine relevance to the
research purpose with economy in procedure. In fact the research design
is a conceptual structure within the research is conducted. It constitute a
blue print for the collection, measurement and analysis of data. Decision
regarding what concerning an inquiry or research study constitute a
research design. Research design is needed because it facilitates the
smooth sailing of the various research operation thereby making
research as efficient as possible yielding maximal information with
minimal expenditure of effort, time and money.
TYPES & SOURCES OF DATA
Primary Data Sources

 Through interaction with respondents.

Secondary Data Sources
Through internet, online article.
 Journals & magazines

In this study both Primary and Secondary data has been used

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 Tool of Analysis

Some of the software’s used for making this project will be Ms-
word & Ms-Excel.

Limitation

 The time frame (Number of days were just 15).

 The secondary data collected, have the opinions and views of the
article writers.

 In spite of precaution taken there were certain procedural and

technical limitation.

 The accuracy of indication given by the respondent may not be

considered adequate.

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 CHAPTER-III
DATA ANALYSIS

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1.Are you satisfied with selection process?
a) Yes
b) No

Option Yes No Total

Responses 16 4 20
Percentage 80% 20% 100%

20%

Yes
No

80%

Interpretation:

It was found that 80% of the candidate are satisfied with the
selection process. However, the remaining are the opinion that
there should be some change in recruitment and selection process
in the organisation.

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2.What are the bases for selection?
a) Merit
b) Experience
c) Both

Option Merit Experience Both Total

Responses 2 6 12 20
Persentage 10% 30% 60% 100%

10%

Merit
30% Experience
Both
60%

Interpretation

It was found that experience and merit is considered during the

selection process. However, people are given more consideration
rather than meritorious fresher’s.

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3. What are the sources for recruitment and selection?
a) Internal
b) External
c) Both

9%9%

18%
18%
Internal
Internal
External
External
Both
Both

73%
73%

Interpretation

About 73% of the manager say that there prefer both internal and
external sources of recruitment and selection where as only 9% go
for internal source and 18% go for external sources.

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Questionnaire:-

1. Does the organization clearly define the position objective,

requirement and candidate specifications in the recruitment
process?

a) Agreed b) Disagreed c) Neutral

2. Is the organization doing timeliness recruitment and selection

process?

a) Agreed b) Disagreed c) Neutral

3. Does the organization do proper job analysis before selection

process begins?

a) Agreed b) Disagreed c) Neutral

4. Do you think criteria for short listing of candidate used by the

organization is satisfactory?

a) Agreed b) Disagreed c) Neutral

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 CHAPTER-IV
FINDING AND CONCLUSION

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FINDING AND CONCLUSION

 The most significant finding of the study on Recruitment strategy

prevailing in the organization is very effective. The employees are
quite satisfied with the current recruitment methods.

 The study shows that 80% of the candidate are satisfied with the
selection process.

 The study shows that experience and merit is consider during the
selection process . The merit should be 10% and the experience is
30%.Both together are 60%.

 The company gives utmost importance to its manpower

requirements by identifying it well in advance taking into
consideration the contingencies like retirement, budgetary plan
and attrition etc. The planning of manpower requirement is being
done in the light of business plan of the company.

 The company has been trying to infuse new blood in the

organization by appointing fresh graduates and technologist, to set
a competitive so as to face the competitive world.

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CONCLUSION

The sources of recruitment in the organization is totally based in

both the factors i.e. internal and external.

 The recruitment of the prospective candidate for a

particular post is based in experience, age, qualification
and percentage in the academic year.

 The selection process is totally based on skills,

communication and technical qualities.

 The formal interview is conducted by HRD.

 After selection the employee are inducted for 1-5 days or

more than 15 days.

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BIBLIOGRAPHY

 www.scribd.com

 Magazines – Times of india, Business world

 www.slideshare.com

 www.google.com

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