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this process confirm to the purposes underlying the operational aspects of the
industry. How far the process is accepted by it? The study on recruitment highlights
LIMITED.
Organization will make profit otherwise it will make loss. If a good dancer
business. So right man should be procured at right place in right time, otherwise
their proper utilization may not be done. To procure right man at right place in
right time, some information regarding job and job doer is highly essential. These
information are obtained through Job Analysis, Job Descriptions, Job Specifications.
like Job Analysis, Job Descriptions and Job Specifications. Without these
Recruitment is the process is seeking out and attempting to attract individuals in external
labor markets, who are capable of and interested in filling available job
link between human resource planning on the one hand and selection on the other.
policy spells out the objective and provides a framework for implementation of
individuals.
The recruitment policy in a company may embrace spell issue such as the extent
present employees.
their evaluation.
requisition forms are originated by the personnel, who has the final words in the
SCOPE
5. It extends to the whole Organization. It covers corporate office, sites and works
6. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and
IMPORTANCE
achieving a surely where all citizens (employees) can lead a richer and fuller life.
lower costs and higher wages, so the industry needs a stable and energetic labours
strikes right number of persons and right kind of persons at the right time and at
right places through and the planning period without hampering productivity.
DATA COLLECTION
A sample size of 20 employees are studied for this purpose. Employees of different
DATA ANNAYSIS
The analysis of data was done on the basis of unit, age and number of years of
Analysis was done using the simple average method so that, finding of the survey
The primary as well as the secondary sources was used for collection of data. In
primary source of data collection the interview schedule and questionnaire and
opinion survey were used and in secondary source of data collection relevant
records, books, diary and magazines were used. Thus the source of data collection
were as follows:
PRIMARY SECONDARY
2. Questionnaire 2. Books
4. Other records
I have used structural interview schedule, questionnaire and opinion survey for
collection of data from primary source. Interview schedules were used for workers
clerical , category and questionnaires were used for supervisory and executive cadre
and opinion survey was used to know the technology, perceptions, thoughts and
organization.
I have used the secondary source like diary, books, magazines and other relevant
records for collection of data to know about the industry as well as the
respondent.
DATA TYPE
RESEARCH APPROACH
Conducting a field survey did a subjective assessment of the qualitative data. The
research method used was that of questionnaire & interview for primary data &
RESEARCH INSTRUMENT
The questionnaire was used as the primary instrument for the collection of primary
questionnaire.
The first task in the process of measuring the level of recruitment of the
1. Company related
2. Environment related
3. Supervision related
4. Growth related
5. Job related
The questionnaire are also ask the employees for the demographic details
regarding:
6. Age
8. Unit
9. Department
10. Grade
Questionnaire
provided which & outside the organization & assessing his overall
satisfaction level. This prepared ground for further enquiry & enabled
• Which focused on specific policies & judged them from different aspects
INTER
VIEW
Interviews lead to a better insight to subjective & open questions almost all
interviewees responded.
SAMPLE UNIT
The sample unit consisted of all the departments of CONNEXION
SAMPLE FRAME
SAMPLE SIZE
SAMPLE DESIGN
Care was taken to choose the sample based on considerations like age, sex &
REVIEW OF LITERATURE
TO RECRUIT MEANS TO ENLIST, REPLENISH OR REINFORCE.
and actions to identify the possible sources from where they can be met, communicating
the information about the jobs, term and conditions, and prospectus they offer, and
enthusiast people who meet the requirement to respond to the initiation by applying for
the jobs.
AIM
The aim of recruitment is the information obtained from job description and job
specification along with precise staffing standards from the basis for determinig
2 Resignations, deaths and accidents and illness give rise to unexpected needs.
2 A linking activity as it brings together those with the jobs(employer) and those
the specified requirement. It would be desirable to utilize the internal sources before
going outside to attract the candidates. The two categories of internal sources
employees.
MERITS AND DEMERITS OF INTERNAL RECRUITMENT.
Merits.
1. Increase in Morale
increases the morale of the employee. Every body in the organization know that they can
be promoted to a higher post, their morale will be boosted and their work efficiency will
increase.
2. Better Selection
The people working in the enterprise are known by the management and for selection
higher post does not carry any risk as the employees are known.
3. Economical Internal
source of recruitment and no time is wasted in the long process of selection. More over,
these employees do not need extensive training because they already know about all the
the enterprise. As a result of this policy labour turnover is reduced and the status of the
company increases.
When the internal source of recruitment is used the employees remains satisfied which
Demerits
The internal source of recruitment of employees suffer from the following demerits:
The defect of the internal source of recruitment is that the young people fully equipped
from the entry in enterprise. As a result, the old people run the enterprise with the old
2.Limited choice.
The internal recruitment of the employees reduces the area of choice. The reduction in
the area of choice means less number of applicants. The choice is to be made out of
3.Encourages Favoritism.
Internal source encourages favoritism in this system, the superiors usually select their
favorites. Sometimes even a less capable person is selected which harms the enterprise.
In this system , generally the personal impression of the managers about the employee is
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Merits.
Recruitment through external source brings in new persons with modern ideas which can
2.Wide choice.
The use of external source of recruitment increases the number of candidates and widen
the choice. The managers judge the capabilities of the applicants and select the best ones
for appointment.
All the candidates, under this system of recruitment, are new for the managers and this
Demerits.
In spite of many merits, the system of recruitment from external sources is not free from
By adopting the system of external recruitment the chances of promotion of the present
employees come to an end. Since there is no hope of any promotion the morale of the
employee decreases and they do not perform their work with dedication.
external recruitment. If the wrong selection will upset the working condition of the
organization.
3.Costly Source.
The external source of recruitment involves expensive advertisement, long selection
4.Increase in Labour-turnover.
When the employees know that they cannot be appointed on high posts in the enterprise,
they leave the organization at the first available opportunity, and as a result an increase in
the labour-turnover which lowers the prestige or the reputation of the enterprise.
Making use of the external source of recruitment affects the present employees and there
OBJECTIVES OF RECRUITMENT
• To attract people with multidimensional skills and experiences that suit the
company.
• To search or head hunt/head pouch people whose skills fit the company’s Values.
• To devise methodologies for assessing psychological traits.
• To search for talent globally and not just within the company.
• To anticipate & find people for positions that do not exist yet.
required from the candidate, terms and conditions of employment and at the time
• Locating and developing the sources of required number and type of employees.
• Communicating the information about the organization, the job and the terms and
conditions of service.
RECRUITMENT PROCESS
Resources of any organisation to enable the organization to meet its objective while also
As is evident from the definition of the concept the entire theme revolves centrally
around human resource and its role in enabling simultaneous satisfaction of individual
The immediate conclusion that follows from this is that the prime movers of the
organisation are the individuals. The process of bringing employees into the folds of
pillar for foundation stone of the entire concept of human resource management.
It is easy to see why recruitment has accorded such a high position out of the various
facets of human resource management. The reason is simply that unless one has human
resource in the organisation whom will the human resource managers manage or whose
Keeping this idea into mind this Projects is an attempt to study various options that are
available both theoretically as well as practically for an organisation to launch itself into
recruitment methods and techniques deal with how these resources should be tapped. As
soon as the manpower manager has determined the personal qualities required on the part
candidates with these qualities, his next step relates to making contact with such
candidates. There are commonly three methods of recruitment which company follows:
1.DIRECT METHOD
2. INDIRECT METHOD
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17%
23%
5%
28%
11%
16%
working environment of the company which resembles the personal traits of the Indians. I
can also see that matters much followed reputation of the company and salary package
which comprised 11% and 16% respectively. Job prospect plays a minor role in the
minds of a candidate who had already joined the company. Location of the company
(which comprised 5% of the sample size) where majority of the employees are qualified
7%
36%
36%
21%
They expressed different view. According to the sample employees. I found that
behavioral interview is most reliable and this view was supported by 36% of the
sample employees. Similar support was begged by the situational interview, while
from the top will be called for written test in each discipline of
all the candidates scoring cut-off marks will be called for written test.
The Written Test papers will be objective type in nature and will be in
criteria and other requirements mentioned in this advertisement and that the
any stage of recruitment process that the candidate does not fulfill the eligibility
criteria and/or does not comply with other requirements of this advertisement and/ or
he/she has furnished any incorrect/ false information or has suppressed any material
is/are detected, even after appointment, his/her services are liable to be terminated
without any no
15%
40%
20%
25%
expressed their varied views about the best way, according to them, to recruit
way to recruit people. While to 25% of the sample employees feel that walk-ins is
best way while 20% feel that variable ways are the best. Others feel that
recruiting people from search firms in a best way. Corresponding to this data I
The aim of advertising is to make people aware that a vacancy exists and to
persuade them to apply for the position. Advertising helps to define exactly the
need of the company, and what separates it from its competitors. Often the people
you want to attract are not openly looking for a new job, so you need to think of
ways to sell the attributes of the company, e.g. what makes It unique, its culture,
Good advertising highlights the assets of the position and appeals to the career
6%
Yes
No
94%
My survey clearly concludes that response of the company to any query made by the
employees was absolutely good since 94% of my survey favors to this. 6% ratio of
unsatisfied can also be further reduced if communication system is further improved.
I hereby submit my suggestion that every query by any employee should be seriously
considered and it should be dealt in depth and if at any particular time of query if proper
reply/material is not available, even than the answer must be given at a later stage after
getting full information from the source available and the answer should not be kept in
abeyance.
6%
6%
9%
85%
3%
Written Exam. Written Exam & Interview Written Exam, G.D. & Interview Others
From the chart it is quiet clear that the company adopts various processes for recruiting
exam, GD& interview comprising only 6% and others comprising only 3%. These
‘others’ include the reference of the existing employees within the organization itself.
Eligible candidates will be invited for objective type written test at their own
expense. In Other words all the applications received in each branch/function (HR
and only the required number (according to the ratios mentioned) starting from the
top will be called for written test in each discipline of Engineering/Function (HR or
Finance). In case of a tie at cut-off marks, all the candidates scoring cut-off marks
will be called for written test. The Written Test papers will be objective type in
Varanasi Candidates have to choose one of these cities as Test Centre and no
CONSULTANT LIMITED reserves the right to change or delete any of the above
3%
Yes
No
97%
Almost all the candidates got the specified jobs offered to them. This implies that the
company has the organized manpower planning and well organized recruitment policy as
From the chart above it crystal clear that the candidates get exactly the same job as
specified. So from the company’s perspective it is a good sign for the overall growth &
development. Still some employees who comprised only 2.33% of my sample study.
THE ATTITUDE OF H.R. MANAGER
13%
Good
Very Good
Excellent
30%
57%
The chart below depicts that most of the employees are doing service as per my survey of
20 employees. Most of the employees are satisfied with the attitude of H.R. Manager.
13% says Good attitude, 30% says Very Good and 45% says the attitude of H.R.
Manager is excellent.
From the chart it is crystal clear that the attitude & working of H.R. Manager is whole
heartedly accepted to all the employees of the company. This will definitely boost the
morale of the employees, which ultimately will increase efficiency, & working of the
employees resulting in better growth of the company. Thus by every means company is
profitable. Moreover such behavior of H.R. Manager can become the ideal of their
25%
40%
15%
20%
SHOULD BE
According to the sample employee the primary source of recruiting people is Managerial.
However, Testing & Recruiters Themselves source are the second most favored source of
applicants were found to be the most frequently and the least frequently used method of
managerial recruitment.
advertisement in the technical and professional journals was the least preferred technique
LIMITED.
OPINION ABOUT CONNEXION TECHNOLOGIES CONSULTANT
LIMITED COMPANY ‘S APPLICATION BLANk
10%
55% 35%
The above chart depicts that the Application Blank of the company was up to the marks
as everyone has praised & liked it. All the information and present status of the candidate
is very thoroughly covered and it also acts as a ready reckner for the company. All the
information is gathered and define each and every thing very clearly about candidate who
4. Proper induction is not given to all the employees. It reserves to only a few levels.
5. Salary comparison is not justifies. Old employees are demoralized by getting less
8. Manpower’s are recruited from private placement consultancy, who are demanding
high amount of fees, where as HRD Department is not fully utilised to recruit
manpower by advertisement.
9. Before recruitment cost benefit analysis is not done properly. It causes manpower
10. Manpower is recruited from reliable source however efficiency does not recognise.
RECOMMENDATION
Departmental Head. If not all levels, at least Asst. Manager and above category of
employees.
5. Proper salary structure to be structured to attract people and make it tax effective.
manpower.
8. External source should be given equal importance with internal source. By which new
brain will be inducted in the company with skill, talent, efficiency etc.
10. Proper inquiry should be done regarding previous employment of a candidate before
o Behavioral
o Situational
o Stress
o Advertisement
o Walk-ins
o Search firms
Agree/Disagree
o Written exam
o Written exam & Interview
o Written exam, G.D Interview
o Good
o Very good
o Excellent
o Managerial
o Testing
o Recruiters themselves
o Job analysis
o Good
o Very good
o Excellent