A

MANAGEMENT THESIS - II
ON

“Recruitment & Selection process

of sale Executive”

AT

LG distributors & its Outlet

BY
RICHA
09JU00200015

This report is submitted in the partial fulfillment of the Requirement

for the award of the degree of

MASTER OF BUSSINESS ADMINISTRATION

(SESSION 2009-2011)

ICFAI UNIVERSITY,RANCHI

Under the Guidance of:-

Dr Rumna Bhattacharjee
 ACKNOWLEDGEMENT

I feel myself privileged at having an opportunity to thank the

people who helped me at all stages of my research work. It is
with a deep sense of gratitude that I acknowledge valuable
guidance and timely suggestions offered to me by faculty
guide Dr Rumna Bhattacharjee

I am indebted to all my other faculty member for giving

me full support and encouragement. It’s my sheer pleasure
to acknowledge who have directly or indirectly guided and
cooperated in one way of my Management Thesis.

Concept of Recruitment
Recruitment Policy
Sources of Recruitment
Evaluation of a Recruitment Program

E-Recruitment

Concept of Selection

Selection Process

Selection Method

Job Analysis of Sales Person at LG

Job Analysis is a process to identify and determine in
detail the particular job duties and requirements and the
relative importance of these duties for a given job. Job
Analysis is a process where judgements are made about
data collected on a job.
The Job; not the person An important concept of Job
Analysis is that the analysis is conducted of the Job, not
the person. While Job Analysis data may be collected
from incumbents through interviews or questionnaires,
the product of the analysis is a description or
specifications of the job, not a description of the person.
Selection Procedures
How job Analysis can be used in selection procedures?
• job duties that should be included in advertisements
of vacant positions;
• appropriate salary level for the position to help
determine what salary should be offered to a
candidate;
• minimum requirements (education and/or
experience) for screening applicants;
 • interview questions is prepared according to job
description;
• selection tests/instruments (e.g., written tests; oral
tests; job simulations);
• orientation materials for applicants/new hires.

Performance Review

Job Analysis can be used in performance review to

develop:
• goals and objectives
• performance standards
• evaluation criteria
• length of probationary periods
• duties to be evaluated

The Job Analyst would then prepare a job description and

specifications for an employee.

Process of Recruitment at LG

Human resource
planning

Surplus Retrench/Layoffs
Surplus
Identify HR
requirements
 Demand
Determine numbers, levels &
Criticality of vacancies

Organizational
Recruitment policy

Choose the resources &

Methods of Recruitment Analyze the
cost & time
involve

Job Analysis
Start implementing the
Recruitment program

Select & Hire

Evaluate the Program

 Recruitment
Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the
organizations.
Recruitment is also a technique for creating a pool of
candidates from where selection can takes place.
“Selection starts where recruitment ends”

The recruitment policy of Lg should match the following

criteria

 Complies with government policies

 Provides job security
 Provides employee career growth opportunities
 Flexible to accommodate changes
 Ensures its employees long-term employment
opportunities
 It should be Cost effective process for the company
Sources of Recruitment
HRIS
Evaluation of a Recruitment program

The recruitment policies, sources & methods have to be

evaluated from time to time by the Hr dept

Successful recruitment program can be calculated

by :-

 No. of successful placements

 No. of offers made
 No. of applicants
 Cost involved
 Time taken for filling up the position

 E-Recruitment
 Most striking recent development.
 Kinds of E-Recruitment
 Job Portals

 Resume Scanners

Attractions of E-Recruitment
 •Jobs can be advertised inexpensively to
 potentially massive audience.
  •Inexpensive, once it is set up.
•Speed of response.
•Facilitates online short listing using CV
 matching software

References Check
•Increasing as organizations seek to protect
themselves against rogue candidates.
•Factual check - confirmation of facts
presented by the candidate.
•Character check - requesting opinions
about the candidate.

After Reference Check…

People involved in Selection process
 The recruitment and selection process of sales person in LG involve three steps:
First Step:

Area sales manager

Sales Region manager
HR personnel
Member from board of Directors
enerally done by seniors in the sales department itself. Such as Sales managers, Sales region
managers and others. This is mainly because recruitment of sales personnel requires understanding
the dynamics of a sales profile. Companies with a smaller sales force may involve even senior most
professionals recruiting a sales personnel as, in smaller organizations, the role of sales executive is
critical.
Furthermore, The recruitment and selection also varies depending on whether the personnel has to be
recruited in the regional office or sales office. In the regional or main office, a very high caliber sales
personnel will be suited as he in turn might have to attend calls of similarly high caliber people. Thus
he needs to be very dynamic with excellent communications.

Summarizing the above, Sales personnel recruitment and selection is generally done in the sales
department. Furthermore, this article will outline how exactly can sales personnel be recruited along
with sources of recruiting sales personnel.

Auto-hide: off
Recruitment &
Recruitment &
Selection
Selection
Presented By:-
Gaurav Pathak
Hemanta Kumar Baidya
Himanshu Chaudhry
Himanshu Sharma
Himanshu Singh
Irshad Ahmed
Kavita Bansal
Presented To:- Ms. Shweta
Khanna
MAIN
MAIN
COVERAGE
COVERAGE
 Concept of Recruitment
 Recruitment Policy
 Sources of Recruitment
 Evaluation of a Recruitment Program
 E-Recruitment
 Concept of Selection
 Selection Process
 Selection Method
Recruitment
Recruitment
Recruitment is the process of
searching for prospective
employees and stimulating them to
apply for jobs in the organizations.
Recruitment is also a technique for
creating a pool of candidates from
where selection can takes place.
“Selection starts where
recruitment ends”
A good recruitment policy
A good recruitment policy
 Complies with government policies
 Provides job security
Provides employee development
opportunities
Flexible to accommodate changes

Ensures its employees long-term

employment opportunities
Cost effective for the organization
FACTORS AFFECTING
FACTORS AFFECTING
RECRUITMENT
RECRUITMENT
Organizational /
internal factors
Environmental /

external factors
SOURCES OF
SOURCES OF
RECRUITMENT
RECRUITMENT
Internal Search
HRIS
Job
portals
Notice
boards
Circulars
SOURCES OF
SOURCES OF
RECRUITMENT
RECRUITMENT
External Search
Advertise-
ments
Employee
referrals
Educational
institutions
Interested
applications
Employment
agencies

Human resource planning

Identify HR requirements
surplus
Retrench/layoffs
demand
Determine numbers, levels &
Criticality of vacancies
Choose the resources &
Methods of Recruitment
Analyze the cost & time
involved
Organizational
Recruitment policyJob analysis
Start implementing the
Recruitment program
Select and hire
Evaluate the Program
Process of recruitment
EVALUATION OF A RECRUTIMENT
EVALUATION OF A RECRUTIMENT
PROGRAM
PROGRAM
 The recruitment policies, sources &
methods have to be evaluated from
time to time
Successful recruitment

program shows
◦ No. of successful placements
◦ No. of offers made
◦ No. of applicants
◦ Cost involved
Time taken for filling up the
◦

position
E-Recruitment
Most striking recent development.
Kinds of E-Recruitment
oJob Portals
oResume Scanners
Attractions of E-Recruitment
•Jobs can be advertised inexpensively to
potentially massive audience.
•Inexpensive, once it is set up.
•Speed of response.
•Facilitates online short listing using
CVmatching software.

Selection Process

Rejecting
the

Outcome of Selection
positive
Selecting the right candidateoutcome Rejecting the wrong
candidate

Selecting the wrong candidate Rejecting the

correct candidate

“SELECTING THE MOST SUITABLE CANDIDATE IS OBJECTIVE OF

SELECTION”
SELECTION METHOD
Application forms
Interviews

Assessment center

Psychometric test

Application forms
Computer screening of application forms
Used for large numbers of applicants

Biodata- education, other information

about accomplishments (did you build a

model airplane that flew?—this predicted
success of pilot trainees)

Interviews
Most common method
Not always most valid method-

depends on form of interview

Types of interviews:
Structured (much higher validity than
unstructured) (questions oriented to
past experience, and hypothetical
questions)
Unstructured

Panel/ Team

Problems with interviews


Biases on part of interviewer

Halo effect

Primacy effect (first
impressions)

Psychometric test
Personality:
◦

Projective Technique: TAT

◦

16Pf Test.
Interest Inventory:
◦ Thurston Inventory
Motivation:
◦

Achievement Test
◦Need for Affiliation

◦Need For Power

Honesty:
◦Polygraph
◦Graphology

Assessment center
 The focus is on behavior
 Includes role-plays and group exercises
Interviews and tests will be used in addition to


 exercises
 Performance is measured in several
dimensions
 in terms of the competencies
 Several participants are assessed together in
 order to allow interaction
 Several assessors and observers are used in
 order to increase the objectivity

References Check
•Increasing as organizations seek to protect
themselves against rogue candidates.
•Factual check - confirmation of facts
presented by the candidate.
•Character check - requesting opinions
about the candidate.

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The determination of the job to which an

accepted candidate
is to be assigned and
his assignments to the job