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CHAPTER I

1.1 INTRODUCTION

All organizations are basically human organizations. They need people to carry out the

organizational mission, goals and objectives. Every organization needs to recruit people. The

recruitment policy should, therefore, address itself to the key question; what are the

personnel/human resource requirement of the organization in terms of number, skills, levels

etc to meet present and future needs of production and technical and other changes planned or

anticipated in the next years.

OBJECTIVE OF THE PROJECT:1) To study the Recruitment & Selection Procedure

2) To check the level of satisfaction related to recruitment & selection procedure.

3) To check the procedure of recruiting summer trainees in company.

4) To check whether new techniques of recruitment used by the company or not.

The scope of the study is confined to the employees working in India Infoline, The benefit

of the study for company is that through this study, the company can improve and modify its

Recruitment and Selection procedures.

The benefit of the study for the researcher is that it helped to gain knowledge and experience

and also provided the opportunity to study and understand the prevalent recruitment and

selection procedures.

In making or human resources recruitment, all those factors, which have impact on the

relationship between volume of operation and number of employees, must be taken into

consideration.

It is only to be started here that a requisition or indent for recruitment has to be submitted

by the line officials. Such indent usually specifies.

1. The jobs or operations or positions for which the person should be available;

2. Durations of their employment;

3. Salary to be offered and any other condition and term of employment, which the

indenting officer feels necessary.

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The indents are then checked against the post allotted to the department/ branch and also

against authorization for expansion, if already granted.

Implications of the proposed appointment and additional expenditure are work out of course

these would be with in the budgetary sanction of the department concerned.

It the Indents are found correct, the proposed recruitment authorized and the initial pay, the

scale and other admissible allowances are determined.

Finally, job-specification & man-specification are determined in consultation with the line

managers.

INDIA INFOLINE considers selection as an event in the total process of the acquiring and

developing manager.

The company delivers that the selection process must be consistent with other events in the

total process for it to be effective.

Therefore, the company adopts a systematic & integrated selection process to select the best

possible candidates

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Introduction

The Indian Pharmaceutical Industry today is in the front rank of Indias

science-based industries with wide ranging capabilities in the complex field of

drug manufacture and technology. A highly organized sector, the Indian Pharma

Industry is estimated to be worth $ 4.5 billion, growing at about 8 to 9 percent

annually. It ranks very high in the third world, in terms of technology, quality

and range of medicines manufactured. From simple headache pills to

sophisticated antibiotics and complex cardiac compounds, almost every type of

medicine is now made indigenously.

Playing a key role in promoting and sustaining development in the vital field of

medicines, Indian Pharma Industry boasts of quality producers and many

units approved by regulatory authorities in USA and UK. International

companies associated with this sector have stimulated, assisted and spearheaded

this dynamic development in the past 53 years and helped to put India on the

pharmaceutical map of the world.

The Indian Pharmaceutical sector is highly fragmented with more than 20,000

registered units. It has expanded drastically in the last two decades. The leading

250 pharmaceutical companies control 70% of the market with market leader

holding nearly 7% of the market share. It is an extremely fragmented marketwith severe price competition and government price control.

The pharmaceutical industry in India meets around 70% of the country's

demand for bulk drugs, drug intermediates, pharmaceutical formulations,

chemicals, tablets, capsules, orals and injectibles. There are about 250 large

units and about 8000 Small Scale Units, which form the core of the

pharmaceutical industry in India (including 5 Central Public Sector Units).

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These units produce the complete range of pharmaceutical formulations, i.e.,

medicines ready for consumption by patients and about 350 bulk drugs, i.e.,

chemicals having therapeutic value and used for production of pharmaceutical

formulations.

Following the de-licensing of the pharmaceutical industry, industrial licensing

for most of the drugs and pharmaceutical products has been done away with.

Manufacturers are free to produce any drug duly approved by the Drug Control

Authority. Technologically strong and totally self-reliant, the pharmaceutical

industry in India has low costs of production, low R&D costs, innovative

scientific manpower, strength of national laboratories and an increasing balance

of trade. The Pharmaceutical Industry, with its rich scientific talents and

research capabilities, supported by Intellectual Property Protection regime is

well set to take on the international market.

ADVANTAGE INDIA

Competent workforce: India has a pool of personnel with high managerial and

technical competence as also skilled workforce. It has an educated work force

and English is commonly used. Professional services are easily available.

Cost-effective chemical synthesis: Its track record of development, particularly

in the area of improved cost-beneficial chemical synthesis for various drugmolecules is excellent. It provides a wide variety of bulk drugs and exports

sophisticated bulk drugs.

Legal & Financial Framework: India has a 53 year old democracyand hence

has a solid legal framework and strong financial markets. There is already an

established international industry and business community.

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Information & Technology: It has a good network of world-class educational

institutions and established strengths in Information Technology.

Globalisation: The country is committed to a free market economy and

globalization. Above all, it has a 70 million middle class market, which is

continuously growing.

Consolidation: For the first time in many years, the international

pharmaceutical industry is finding great opportunities in India. The process of

consolidation, which has become a generalized phenomenon in the world

pharmaceutical industry, has started taking place in India.

THE GROWTH SCENARIO

India's US$ 3.1 billion pharmaceutical industry is growing at the rate of 14

percent per year. It is one of the largest and most advanced among thedeveloping countries.

Over 20,000 registered pharmaceutical manufacturers exist in the country. The

domestic pharmaceuticals industry output is expected to exceed Rs260 billion in

the financial year 2002, which accounts for merely 1.3% of the global

pharmaceutical sector. Of this, bulk drugs will account for Rs 54 bn (21%) andformulations, the remaining Rs 210 bn (79%). In financial year 2009, imports

were Rs 20 bn while exports were Rs87 bn.

STEPS TO STRENGTHEN THE INDUSTRY

Indian companies need to attain the right product-mix for sustained future

growth. Core competencies will play an important role in determining the future

of many Indian pharmaceutical companies in the post product-patent regime

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after 2005. Indian companies, in an effort to consolidate their position, will have

to increasingly look at merger and acquisition options of either companies or

products. This would help them to offset loss of new product options, improve

their R&D efforts and improve distribution to penetrate markets.

The marketing of medication has a long history. The sale of miracle cures,

many with little real potency, has always been common. Marketing of

legitimate non-prescription medications, such aspain

relievers orallergy medicine, has also long been practiced. Mass marketing of

prescription medications was rare until recently, however. It was long believed

that since doctors made the selection of drugs, mass marketing was a waste of

resources; specific ads targeting the medical profession were thought to be

cheaper and just as effective. This would involve ads in professional journals

and visits by sales staff to doctors offices and hospitals. An important part of

these efforts was marketing to medical students.

Direct and indirect marketing to health care providers

Physicians are perhaps the most important component in pharmaceutical sales.

They write the prescriptions that determine which drugs will be used by the

patient. Influencing the physician is the key to pharmaceutical sales.

Historically, this was done by a large pharmaceutical sales force. A medium-

sized pharmaceutical company might have a sales force of 1000 representatives.The largest companies have tens of thousands of representatives around the

world. Sales representatives called upon physicians regularly, providing

information and free drug samples to the physicians. This is still the approach

today; however, economic pressures on the industry are causing pharmaceutical

companies to rethink the traditional sales process to physicians.

More recently, the Partners Healthcare, Massachusetts' largest hospital andphysician network, will adopt new guidelines prohibiting physicians and

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researchers from accepting gifts from pharmaceutical manufacturers. This will

include meals or individual drug samples, and also drug samples left by

companies will be distributed through a centralized system, while educational

programs and fellowships will also be required to be centrally reviewed and

approved

Pharmaceutical companies are developing processes to influence the people

who influence the physicians. There are several channels by which a physician

may be influenced, including self-influence through research, peer influence,

direct interaction with pharmaceutical companies, patients, and public or private

insurance companies. There are also web based instruments that can be used to

determine the influencers and buying motives of physicians.

There are a number offirms that specialize in data and analytics for

pharmaceutical marketing.

Individual research

Physicians discover pharmaceutical information from such sources asthe Physician's Desk Reference and online sources such as PDR.net, as well as

via PDAs with applications.

They also rely upon pharmaceutical-branded e-detailing sites, pharmaceutical

sales and non-sales representatives, and scholarly literature. Scholarly literature

can be in the form of medical journal article reprints, often delivered by sales

representatives at their place of employment or at conference exhibitions

.

Peer influence

Key opinion leaders

Key opinion leaders (KOL), or "thought leaders", are respected individuals,

such as prominent medical school faculty, who influence physicians through

their professional status. Pharmaceutical companies generally engage key

opinion leaders early in the drug development process to provide advocacy and

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key marketing feedback.Some pharmaceutical companies identify key opinion

leaders through direct inquiry of physicians (primary research).

Colleagues

Physicians acquire information through informal contacts with their colleagues,

including social events, professional affiliations, common hospital affiliations,

and common medical school affiliations. Some pharmaceutical companies

identify influential colleagues through commercially available prescription

writing and patient level data. Doctor dinner meetings are an effective way for

physicians to acquire educational information from respected peers. These

meetings are sponsored by some pharmaceutical companies.

Direct physician contact with pharmaceutical sales representatives

Currently, there are approximately 100,000 pharmaceutical sales reps in the

United State pursuing some 830,000 pharmaceutical prescribers. A

pharmaceutical representative will often try to see a given physician every few

weeks. Representatives often have a call list of about 200 physicians with 120targets that should be visited in 1-2 week cycles.

Because of the large size of the pharmaceutical sales force, the organization,

management, and measurement of effectiveness of the sales force are significant

business challenges. Management tasks are usually broken down into the areas

of physician targeting, sales force size and structure, sales force optimization,

call planning, and sales forces effectiveness. A few pharmaceutical companieshave realized that training sales representatives on high science alone is not

enough, especially when most products are similar in quality. Thus, training

sales representatives on relationship selling techniques in addition to medical

science and product knowledge, can make a difference in sales force

effectiveness. Specialist physicians are relying more and more on specialty sales

reps for product information, because they are more knowledgeable than

primary care reps.

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Physician targeting

Marketers attempt to identify the universe of physicians most likely to prescribe

a given drug. Historically, this was done by measuring the number of total

prescriptions (TRx) and new prescriptions (NRx) per week that each physician

writes. This information is collected by commercial vendors. The physicians are

then "deciled" into ten groups based on their writing patterns. Higher deciles are

more aggressively targeted. Some pharmaceutical companies use additional

information such as:

profitability of a prescription (script),

accessibility of the physician,

tendency of the physician to use the pharmaceutical company's drugs,

effect of managed care formularies on the ability of the physician to

prescribe a drug,

the adoption sequence of the physician (that is, how readily the physician

adopts new drugs in place of older, established treatments), and the tendency of the physician to use a wide palette of drugs

influence that physicians have on their colleagues.

Data for drugs prescribed in a hospital are not usually available at the physician

level. Advanced analytic techniques are used to value physicians in a hospital

setting.

Opinion Leader Influence Mapping

Alternatives to segmenting physicians purely on the basis of prescribing do

exist, and marketers can call upon strategic partners who specialize in

delineating which characteristics of true opinion leadership, a physician does or

does not possess. Such analyses can help guide marketers in how to optimize

KOL engagements as bona fide advisors to a brand, and can help shape clinical

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development and clinical data publication plans for instance, ultimately

advancing patient care.

Sales force size and structure

Marketers must decide on the appropriate size of a sales force needed to sell a

particular portfolio of drugs to the target universe. Design the optimal reach

(how many physicians to see) and frequency (how often to see them) for each

individual physician. Decide how many sales representatives to devote to office

and group practice and how many to devote to hospital accounts. Additionally,

customers are broken down into different classes, each class is differentiated by

their prescription behaviour and of course, their business potential.

Private and public insurers

Public and private insurers affect the writing of prescriptions by physicians

through formularies that restrict the number and types of drugs that the insurerwill cover. Not only can the insurer affect drug sales by including or excluding

a particular drug from a formulary, they can affect sales by tiering, or placing

bureaucratic hurdles to prescribing certain drugs. In January 2006, the U.S.

instituted a new public prescription drug plan through its Medicare program.

Known as Medicare Part D, this program engages private insurers to negotiate

withpharmaceutical companies for the placement of drugs on tieredformularies.

Direct marketing to patients

Since the late 1970s, direct-to-patient marketing of prescription drugs has

become important. Many patients will inquire about, or even demand to receive,

a medication they have seen advertised on television. In the United States,

recent years have seen an increase in mass media advertisements for

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pharmaceuticals. Expenditures on direct-to-consumer (DTC pharmaceutical

advertising) have more than quintupled in the last seven years since the FDA

changed the guidelines, from $700 million in 1997 to more than $4.2 billion in

2005, according to the United States GAO (Government Accountability Office,

2006).

Digital media and the evolution of pharmaceutical marketing

The emergence of new media and technologies in recent years is quickly

changing the pharmaceutical marketing landscape in the United States. Both

physicians and consumers are increasing their reliance on the Internet as a

source of health and medical information, prompting pharmaceutical marketers

to look at digital channels for opportunities to reach their target audiences.

In 2008, eighty-four percent of U.S. physicians used the Internet and other

technologies to access pharmaceutical, biotech or medical device information

a twenty percent increase from 2004. At the same time, sales reps are finding it

more difficult to get time with doctors for in-person details. Pharmaceutical

companies are exploring online marketing as an alternative way to reach

physicians. Emerging e-promotional activities include live video detailing,

online events, electronic sampling, and physician customer service portals such

as MDLinx.

Direct-to-consumer marketers are also recognizing the need to shift to digital

channels as audiences become more fragmented and the number of access

points for news, entertainment and information multiplies. Standard television,radio and print direct-to-consumer (DTC) advertisements are less relevant than

in the past, and companies are beginning to focus more on digital marketing

efforts like product websites, online display advertising, search engine

marketing, social media campaigns, and mobile advertising to reach the over

145 million U.S. adults online for health information.

Regulation

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In the United States, marketing and distribution of pharmaceuticals is regulated

by the federal Prescription Drug Marketing Act of 1987. In general,

pharmaceutical companies adhere to FDA regulatory guidelines which call for

all DTC advertising and information to be accurate, to provide substantial

evidence for any claims that are made, to provide a balance between the risks

and benefits of the promoted drug, and to maintain consistency with labeling

approved by the FDA.

Controversy

The mass marketing to consumers of pharmaceuticals is controversial. It

is banned in over 30 industrialized nations, but not in the US and New

Zealand, which is considering a ban. Some feel it is better to leave the

decision wholly in the hands of medical professionals; others feel that

consumer education and participation in health is useful, but consumers need

independent, comparative information about drugs (not promotional

information). For these reasons, most countries impose limits onpharmaceutical mass marketing that are not placed on the marketing of other

products. In some areas it is required that ads for drugs include a list of

possible side effects, so that consumers are informed of both facets of a

medicine. Canada's limitations on pharmaceutical advertising ensure that

commercials that mention the name of a product cannot in any way describe

what it does. Commercials that mention a medical problem cannot alsomentiosn the name of the product for sale; at most, they can direct the viewer

to a website or telephone number operated by the pharmaceutical company.

The number and persistence of pharmaceutical representatives has placed

a burden on the time of physicians. "As the number of reps went up, the

amount of time an average rep spent with doctors went downso far down,

that tactical scaling has spawned a strategic crisis. Physicians no longer

spend much time with sales reps, nor do they see this as a serious problem."

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Recent legal cases and US congressional hearings have provided access to

pharmaceutical industry documents revealing new marketing strategies for

drugs. Activities once considered independent of promotional intent,

including continuing medical education and medical research, are used,

including paying to publish articles about promoted drugs for the medical

literature, and alleged suppression of unfavorable study results. so now days

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COMPANY PROFILE

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MANPOWER PLANNING

Meaning: -

Manpower planning means different things to different organizations. To some companys

manpower planning means management development to others. It means estimating

manpower needs, while some other may define manpower planning as organization planning.

Although the term, manpower planning can be defined, as the process by which an

organization ensures that it has the right number of people and the right kind of people at the

right places, at the time doing things for which they are economically most useful.

Manpower Planning Involves: -

Manpower planning is a continuous process. In operational terms it involves the analysis of

the current and future manpower resources terms and requirement to ensure that such needs

and resources are always kept in proper balance, both in terms of quantity.

Need for Manpower Planning:-

All said and done, it cannot be define that the quality of manpower can be responsible for

significant difference in the short and long run performance among companies. As Ralph

Besse once said, There is nothing we can do about performance of past management or the

qualification of todays management but tomorrows management can be as good as todaysmanager care to make it.

Herber H Mayer has emphasized the importance of human assets and their utilization as

under:

The efficient utilization of human resources may very well be the most important determiner

of success in the business world in the coming decade. I think that the companies that prosper

in the future will be those that do the best job in fully utilizing their human resources.

1.2 Recruitment

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All organizations are basically human organizations. They need people to carry out the

organizational mission, goals and objectives. Every organization needs to recruit people. The

recruitment policy should, therefore, address itself to the key question; what are the

personnel/human resource requirement of the organization in terms of number, skills, levels

etc to meet present and future needs of production and technical and other changes planned or

anticipated in the next years.

Recruitment is the process of searching for prospective employees and stimulating them to

apply for jobs in the organization. To recruit means to enlist, replenish or reinforce. It refers

to the process of bringing together prospective employees and employer with a view to

stimulate and encourage the former to apply for a job with the latter. The primary purpose of

recruitment and selection is to achieve one desired aim i.e. picking the right person for the

right jobs.

The recruitment process begins when an employee is to be transferred or promoted to

another post, notice of resignation or dismissal is given or retirement is planned. The five

keyways to develop top quality people:

Recruitment-getting the right people in the right job

Developing people-through training & development.

Monitoring-to ensures long-term development and performance.

Developing Managers-ensuring that these key people are delivering what the organization

requires.

Managing for performance- techniques that ensure top quality performance.

Factors Affecting Recruitment: -

In recruiting new employees management must consider the nature of labor market, what sort

of potential labor are available and how do look for works.

The factor affecting can be summed up under the following heads:

Labor Market Boundaries :- The knowledge of the boundaries help management in

estimating the available supply of qualified personnel form, which it might recruit. A

labor market consists of a geographical area in which the forces of demand and supply

interact and thus affect the price of labor.

Available Skills :- Companies must locate the areas where they can find employees

who fit the jobs according to their skills.

Economic Condition :Economic conditions also affect recruitment. Unemployment

worker may swamp a new plan located in a depressed labor market whereas a firm

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trying to establish it or to expand in an area where a few qualified workers are out of

wok has quite a different recruitment problem.

Attractiveness of the Company : The attractiveness of the company in terms of

higher wages, clean work, better fringe benefits and rapid promotions serves asinfluencing factor in recruitment.

Recruitment begins by specifying the human resource recruitment, initiating activities and

action to identify the possible sources form where they can be met, communicating the

information about the jobs, terms and conditions and prospects they offer, and enthuse the

people who meet the recruitment to respond to the invitation by applying for jobs. Thereafter

the selection process begins. The process is as follows:

a) Decide on how many people you really need:

If everything is being done to improve performance and still there is a gap between what

the current performance is and the goals set, then the best way is to recruit more people.

b) Analyzing the job:

Analyzing the job is the process of assembling and studying information relating to all

aspects of a particular post. Analysis is done to find possible details about:

Purpose: Identify the aims and objectives of job and what the employee is expected to

achieve within department and company.

Position: The job title, its position in the hierarchy and for whom it is responsible

ought to be recorded. A sample organization chart may be useful for this purpose.

Main Duties: A list of key tasks may be written out; standards that need to be reached

and maintained must also be maintained. Methods of recording, assessing and

recording the key tasks must be determined.

The work Environment: Study the physical and social environment in which the work

is out because the work environment influences the quantity and quality of work.

c) Drafting a job description:

After job analysis is done, job description is made. Job description describes the job. The

job description decides upon the exact knowledge, skill and experience needed to do the

job.

Job description must be drafted around these heading:

Job title

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Responsible to

Responsible for

Purpose of job

Duties

Responsibility

Signature and date

d) Drawing of employee specification:

Employee specification is also known as job, person or personnel specification. It lists the

skills; knowledge and experiences required doing the job successfully. Studying the

description makes it. An employee specification will help in deciding where to advertise

what to include in job advertisement to attach the right person. It is based upon:

Physical make-up

Attainment

Specific aptitude

Interest

Disposition

Circumstances

e) Evaluation future needs

For Evaluation future needs manpower is drafting. A manpower plan evolves studying the

make-up of present work force, assessing forthcoming changes and calculating future

workforce, which is required. Manpower planning helps in devising long-term

recruitment plans.

f) Finding sources of recruitment:

The human resource requirement can be met from internal or external sources.

Internal Sources

These refer to persons already employed in the organization. Promoting persons from lower

levels may fill up vacancies at higher levels. Shortage of manpower in one branch \ factory

may be met by transferring surplus staff from another branch \ factory. Promotion means

shifting of an employee to higher post caring greater salary, status and responsibility. On the

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other hand transfer refer to the shifting an employee with salary, status and responsibility.

Some time ex-employee of the organization may be re-employed.

Advantages of Internal Sources:

1. Filling vacancies for higher job by promoting employees from with in the

organization helps to motivate and improved the morale of the employees. This

induces loyalty among them.

2. Internal requirement has to minimize labor turnover and absenteeism. People wait for

promotion and the work force is more satisfied.

3. Candidates working in organization do not require induction training. They are

already familiar with organization and with the people working in it.

Disadvantages of Internal Sources:

1. There may be inbreeding, as fresh talent from outside is not obtained. Internal

candidates may not be given a new outlook and fresh ideas to business.

2. Unsuitable candidates may not be promoted to positions of higher responsibility

because the choice is limited.

3. The employees may become lethargic if they are sure of time bound promotion. There

may be infighting among those who aspires for promotion with in the organization.

4. Internal recruitment cannot be complete method in itself. The enterprise has to resort

to external recruitment at some stage because all vacancies cannot be filled from with

in organization.

External Sources

It refers to recruitment of employees from outside the organization. External sources provide

wide choice of the required number of the employees having the desired qualification. It also

provides the people with new ideas and specialized skills required to cope with new challenge

and to ensure growth of the organization. Internal competitors have to compete with the

outsiders. However, existing employees resent the policy of filling higher-level vacancies

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from outsiders. Moreover it is time consuming and expensive to recruit peoples from outside.

Recruitment from the outside may create frustration among the existing employees that

aspires for promotions. There is no guarantee that the organizations will attract sufficient

number of suitable candidates.

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Advantages of External Sources:

1. The entry of fresh talent in to the organization is encouraged. New employees bring

new ideas to the organization.

2. External sources provide wider sources of personnel to choose from.

3. Requisite type of personnel having the required qualifications, training and skill are

available from the external sources.

Disadvantages of External Sources:

1. The enterprise can make the best selection since selection is made from among a large

number of applicants.

2. There is a greater decoration in employer- employee relationship, resulting in

industrial strikes, unrest, and lockouts.

3. The personnels selected from outside may suffer from the danger of adjustment to

the new work environment.

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METHODS OF RECRUITMENT

All methods of recruitment can be put into three categories:

a) Direct method

b) Indirect method

c) Third-party method

a) Direct Method:

These include the campus interview and keeping a live register of job seekers. Usually

under this method, information about jobs and profile of persons available for jobs is

exchanged and preliminary screening is done. The short listed candidates are then

subjected to the remainder of the selection process. Some organization maintains live

registers or record of applicants and refers to them as and when the need arises.

b) Indirect Method:

They cover advertising in newspapers, on the radio, in trade and professional journals,

technical journals and brochures.

When qualified and experienced persons are not available through other sources,

advertising in newspapers and professional and technical journals in made. Whereas all

types of advertisements can be made in newspapers and magazines, only particular types

of posts should be advertised in the professional and technical journals.

A well thought-out and planned advertisement for appointments reduces the possibility of

unqualified people applying. If the advertisement is clear and to the point, candidates can

assess their abilities and suitability for the position and only those who possess the

requisite qualifications will apply.

c) Third Party Method:

Various agencies are used for recruitment under these methods. These include

commercial and private employment agencies, state agencies, and placement offices of

schools, colleges and professional associations, recruiting firms, management consulting

firms, indoctrination seminars for college professors, friends and relatives.

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Employment Agencies:

They are specializing in specific occupation like general office help, salesman, technical

workers, accountants, computer staff, engineers and executives and suitable persons

available for a job. Because of their specialization, they can interpret the needs of their

clients and seek out particular types of persons.

State or Public Employment Agencies:

They also knew as Employment or Labor Exchanges, are the main agencies for public

employment. They also provide a wide range of services, like counseling, assistance in

getting jobs, information about the labor market, labor and wage rates, etc.

Executive Research Agencies:

They maintain a complete information records about employed executives and

recommend persons of high caliber for managerial, marketing and production engineers

posts. These agencies are looked upon as head hunters, raiders, and pirates.

Trade Unions:

The employers to supply whatever additional employees may be needed often call on

Trade Unions. Unions may be asked for recommendations largely as a matter of courtesy

and an evidence of goodwill and cooperation.

Professional Societies:

They may provide leads and clues in providing promising candidates for engineering,

technical and management positions. Some of these maintain mail order placement

services.

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SELECTION

Selection is the process of carefully screening the candidates to choose the most suitable

person for the job vacancies to be filled. Under it qualifications, training, experience, and

background of applicant are evaluated in the light of job requirement. It divides the

candidates into two categories namely,

a) Those who are employed

b) Those who are to be rejected.

A formal definition of selection is as following:

It is the process of differentiating between applicants in order to identify (and hire) those

with a greater likelihood of success in a job.

Selection process assumes and rightly so, that there are more number of candidate

actually selected candidates are made available through recruitment process.

BARRIERS TO EFFECTIVE SELECTION

The main objectives of selection are to hire people having competence and

commitment. This objective is often defeated because of certain barriers. The impediments,

which check effectiveness of selection, are perception, fairness, validity, reliability and

pressure.

Fairness: Fairness is selection requires that no individual should be discriminated against on

the basis of religion, region, race or gender. But the low numbers of women and other less-

privileged sections of the society in middle and senior management positions and open

discrimination on the basis of age in job advertisements and in the selection process would

suggest that all the efforts to minimize inequity have not been very effective.

Reliability: A reliable method is one that will produce consistent results when repeated in

similar situations. Like a validated test, a reliable test may fail to predict job performance

with precision.

Pressure: Pressure is brought on the selectors by politicians, bureaucrats, relatives, friends

and peers to select particular candidates. Candidates selected because of compulsions are

obviously not the rights ones. Appointments to public sector undertakings generally take

place under such pressures.

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SELECTION PROCEDEURE

The selection procedure is concerned with securing relevant information about an applicant.

This information is secured in a number of steps and stages. The objective of selection

process is to determine whether an applicant needs the qualification for a specific job and to

choose the applicant who is most likely to perform in that job. The hiring procedures not a

single acts but it is essentially a series of methods or steps or stages by which additional

information is secured about the applicant. At each stage, facts may come to light, which lead

to the rejection of the applicant. A procedure may be considered to a series of successive

hurdles or barriers, which an applicant must cross. These are indented as screens and they are

designed to eliminate an unqualified applicant at any point in this process. That technique is

known as the successive hurdle technique. Not all selection process includes all these hurdles.

The complexity of process usually increases with the level and responsibility of the position

to be fulfilled. A well-organized selection procedure should be designed to select sustainable

candidates for various jobs. Each step in the selection process should help in getting more and

more information about the candidate. There is no idle selection procedure appropriate for all

cases.

Steps in the selection process:

Preliminary Screening

Application Blank

Employment Tests

Selection Interview

Medical or Physical Examination

Checking Reference

Final Approval

Preliminary Screening:

This is essentially to check whether the candidate fulfills the minimum qualification. The

preliminary interview is generally quite brief. Its aim is to eliminate the unsuitable candidate.

The job seekers are received at the reception counter of the company. The receptionists or

other official interviews the candidates to determine whether he is worthwhile or the

candidate to fill up the application blank. Candidates processing the minimum qualification

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and having some chances of being selected are given the prescribed application form known

as application blank.

Application Blank:

The candidates are required to give full information about their age, qualification, experience,

family background, aptitude and interests act in the application blank. The application blank

provides a written record about the candidate. The application form should be designed to

obtain all relevant information about the candidates. All applications received from the

candidates are carefully scrutinized. After the scrutiny more suitable candidates among the

applicants are short-listed for written tests and others are rejected.

Employment Tests:

Candidates are asked to appear for written or other tests. Tests have become popular

screening devices. These tests are based on the assumption that human traits and work

behaviors can be predicted by sampling, however tests are not fully reliable and they also

involve time and money. Test is more useful in identifying and eliminating unsuitable

candidates therefore should be used only as supplements rather than an independent

technique of selection. The main types of tests are:

Intelligence tests

Aptitude Test

Interest Test

Personality Test

Dexterity Test

Selection Interview:

It involves a face-to-face conversation between the employer and the candidate; the selector

asks a job related and general questions. The way in which a candidate responds to the

question is evaluated. The objectives of the interview are as following:

To find out the candidates overall suitability for the job.

To cross-check the information obtained through application blank and tests, and

To give an accurate picture of the job and the company.

Interview is the most widely used step in employee selection. However, interview suffers

from several drawbacks: Firstly, it is a time consuming and expensive device. Secondly, it

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can test only the personality of the candidate and not his skill for the job. Thirdly, the

interviewer may not be an expert and may fill to extract all relevant information from the

candidate. Fourthly, the personal judgment or bias of the interviewer may make the result of

the interviews inaccurate. Interview should be properly conducted in a proper physical

environment. The interview room should be free from noise and interruptions. The

environment should be confident and quite. People generally talk freely and frankly when

there is privacy and comfort. Therefore, candidates should be put at ease. The interviewer

should pay full attention to what the candidates have to say.

Medical or Physical Examination:

Candidates who are found suitable after interview are called for physical examination. A

Panel of doctors to insure that they are healthy and physically fit for the job does a medical

check-up of such candidates. A proper medical examination will also ensure that the

candidates selected do not suffer from any serious desirous which may create problems in

future.

Checking Reference:

Generally, every candidate if required to state in the application form, the name and address

of at least two responsible persons who know him. The reference may not give their Frank

opinion unless promises made that in all information will be kept strictly confidential.

Moreover the information given by them may be biased in the form of candidate.

Final Approval:

The candidates who are found suitable after the medical check-up and background

investigation are formally appointed by issuing appointment letter to them. They are asked to

join duty by the specified date. No selection procedure is foolproof and the best way judge a

person is by observing him working on the job. Candidate who gives satisfactory during the

probationary period are made permanent.

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SUCCESSIVE HURDLES IN THE SELECTION PROCESS

Figure-2.2

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1.3 Company Profile

India Infoline Limited (IIL), incorporated in 18th October of the year 1995 as Probity

Research & Services Private Limited at Mumbai. The India Infoline is a one-stop shop for

information, advice as well as transaction execution of financial services. IIL along-with its

subsidiaries caters to entire gamut of financial services including equities and commodities

broking, portfolio management, distribution of mutual funds, life insurance products, home

loans, personal loans, etc. Broking services are offered under the 5paisa brand (offers broking

services in the Cash and Derivatives segments of the NSE as well as the Cash segment of the

BSE). The company has proven research capabilities and was rated by the Forbes as the best

of web' and must read for investors'. A network of 758 business locations spread over 346

cities across India, facilitates the smooth acquisition and servicing of a large customer base.

India Infoline's research is available not just over the Internet but also on international wire

services like Bloomberg (Code: IILL), Thomson First Call and Internet Securities where it is

amongst the most read Indian brokers. The Company identified the potential of the Internet to

cater to a mass retail segment and transformed its business model from providing information

services to institutional customers to retail customers. Hence IIL launched its Internet portal,

www.indiainfoline.com in May of the year 1999 and started providing news and market

information, independent research, interviews with business leaders and other specialized

features. IIL was converted into a Public Limited Company in 28th April of the year 2000

and the name of the Company was changed to Probity Research & Services Limited. The

name of the company was changed to India Infoline.com Limited in 23rd May of the year

2000. During 23rd March of the year 2001, again the name was changed as India Infoline

Limited. IIL acquired 100% shares of Agri Marketing Services Limited during March of the

year 2000. In the year 2000, IIL leveraged its position as a provider of financial information

and analysis by diversifying into transactional services, primarily for online trading in shares

and securities and online as well as offline distribution of personal financial products, like

mutual funds and RBI Bonds. These activities are carried on through the wholly owned

subsidiaries. The broking service was launched under the brand name of 5paisa through our

subsidiary, India Infoline Securities Private Limited and www.5paisa.com, the e-broking

portal, was launched for online trading in June of the year 2000. It combined competitive

brokerage rates and research, supported by Internet technology. Besides investment advice

from an experienced team of research analysts, also offer real time stock quotes, market news

and price charts with multiple tools for technical analysis. In December of the year 2000,

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India Infoline Insurance Services Limited (subsidiary) became a corporate agent for ICICI

Prudential Life Insurance Company Limited. In the year 2004, the company launched

commodities broking through its subsidiary India Infoline Commodities Private Limited.

Also received a license for Portfolio Management Services from SEBI for broking subsidiary.

During the year 2006, the company received the requisite prior approval from The Securities

and Exchange Board of India for its proposed merger of India Infoline Securities Private

Limited (IISPL), a wholly owned subsidiary with itself. It had earlier received in-principle

approval from National Stock Exchange and The Stock Exchange, Mumbai. In January of the

year 2007, the company entered into an alliance with Bank of Baroda for providing

Brokerage Platform, besides research and analysis services to the bank's customers. India

Infoline awarded the Best Broker in India' by Finance Asia. This was a result of Finance

Asia's annual look at the best financial services firms in each country around Asia for the

period from June 2007 to May 2008. During March of the year 2008, India Infoline's

institutional broking arm IIFL, partnered with Auerbach Grayson & Company, Inc., a New

York-based brokerage firm to offer US investors premium access to investing in India's

capital markets. Auerbach Grayson specializes in providing global trade execution and

exclusive research to U.S. institutional investors. As of July 2008, the company received the

in-principle approval for the insurance broking licence from IRDA

FULL DISCRIPTION

India Infoline Limited (IIFL) is a financial services company. The Company has four

segments: equities brokerage and related; financing and investment; marketing and

distribution, and others. IIFL offers online and offline broking and advisory services in the

cash, derivatives and currency segments to retail and institutional clients. The Company

offers home loans, loan against property and loan against shares/debentures. IIFL is a pan

India distributor of many financial products, including life insurance, mutual funds, bonds

and debentures. IIFL offers private wealth advisory services to high-net-worth individuals

and corporate under the IIFL Private Wealth brand through its subsidiary, IIFL Wealth

Management Ltd. The subsidiary manages Family Offices along with investment advisory for

equity, mutual funds, real estate, fixed income, structured products and also offers portfolio

management services across asset classes

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Equities

IIFL is a member of BSE and NSE registered with NSDL and CDSL as a depository

participant and provides broking services in the cash, derivatives and currency segments,

online and offline. IIFL is a dominant player in the retail as well as institutional segments of

the market. It recently became the first Indian broker to get a membership of the Colombo

Stock Exchange and is also the first Indian broker to have received an in-principle approval

for membership of the Singapore Stock Exchange. IIFLs Trader Terminal, its proprietary

trading platform, is widely acknowledged as one of the best available for retail investors.

Investors opt for IIFL given its unique combination of superior Service, cutting-edge

proprietary Technology, Advice powered by world-acclaimed research and its unparalleled

Reach owing to its over 2500 business locations across over 500 cities in India.

IIFL received the BQ1 broker grading (highest grading) from CRISIL. The assigned grading

reflects an effective external interface, robust systems framework and strong risk

management. The grading also reflects IIFLs healthy regulatory compliance track record and

adequate credit risk profile.

IIFLs analyst team won Zee Business Indias best market analysts awards 2009 for

being the best in the Oil and Gas and Commodities sectors and a finalist in the Banking and

IT sectors.

IIFL has rapidly emerged as one of the premier institutional equities houses in India with a

team of over 25 research analysts, a full-fledged sales and trading team coupled with an

experienced investment banking team.

The Institutional equities business conducted a very successful Enterprising India global

investors conference in Mumbai in March 2010, which was attended by funds with

aggregate AUM over US$5 trillion and CEOs and other executives representing corporates

with a combined market capitalization of over US$500 billion. The Discover Sri Lanka

global investors conference, held in Colombo in July 2010, was attended by more than 50

leading global and major local investors and 25 Sri Lankan corporates, along with senior

Government officials.

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Commodities

IIFL offers commodities trading to its customers vide its membership of the MCX and the

NCDEX. Our domain knowledge and data based on in depth research of complex paradigms

of commodity kinetics, offers our customers a unique insight into behavioral patterns of these

markets. Our customers are ideally positioned to make informed investment decisions with a

high probability of success.

Credit and finance

IIFL offers a wide array of secured loan products. Currently, secured loans (mortgage loans,

margin funding, loans against shares) comprise 94% of the loan book. The Company has

discontinued its unsecured products. It has robust credit processes and collections mechanism

resulting in overall NPAs of less than 1%. The Company has deployed proprietary loan-

processing software to enable stringent credit checks while ensuring fast application

processing. Recently the company has also launched Loans against Gold.

Insurance

IIFL entered the insurance distribution business in 2000 as ICICI Prudential Life Insurance

Co. Ltds corporate agent. Later, it became an Insurance broker in October 2008 in line with

its strategy to have an open architecture model. The Company now distributes products of

major insurance companies through its subsidiary India Infoline Insurance Brokers Ltd.

Customers can choose from a wide bouquet of products from several insurance companies

including Max New York Life Insurance, MetLife, Reliance Life Insurance, Bajaj Allianz

Life, Birla Sunlife, Life Insurance Corporation, Kotak Life Insurance and others.

Wealth Management Service

IIFL offers private wealth advisory services to high-net-worth individuals (HNI) and

corporate clients under the IIFL Private Wealth brand. IIFL Private Wealth is managed by a

qualified team of MBAs from IIMs and premier institutes with relevant industry experience.

The team advises clients across asset classes like sovereign and quasi-sovereign debt,

corporate and collateralised debt, direct equity, ETFs and mutual funds, third party PMS,

derivative strategies, real estate and private equity. It has developed innovative products

structured on the fixed income side.

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It also has tied up with Interactive Brokers LLC to strengthen its execution platform and

provide investors with a global investment platform.

Investment Banking

IIFLs investment banking division was launched in 2006. The business leverages upon its

strength of research and placement capabilities of the institutional and retail sales teams. Our

experienced investment banking team possesses the skill-set to manage all kinds of

investment banking transactions. Our close interaction with investors as well as corporates

helps us understand and offer tailor-made solutions to fulfill requirements.

The Company possesses strong placement capabilities across institutional, HNI and retail

investors. This makes it possible for the team to place large issues with marquee investors.

In FY10, the team advised and managed more than 10 transactions including four IPOs and

four Qualified Institutions Placements

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CHAPTER- 2

1. Review of Literature

2. Theoretical Framework

LITERATURE REVIEW

India is a growing market. While the advanced world is seeing decline in growth, India, china

and other emerging countries will continue to experience boom time for almost the next 20-

30 years. These possess a unique challenge for the corporates who are interested in quality

recruitment. Understanding requirements is the first most important step towards effective

recruitment. Despite knowing it well both organizations and Recruitment Service Providers

(RSPs) do not spend time either in defining requirements or in understanding them.

Organizations must recruit recruiters carefully, insist on good measures of value add,

define and communicate requirements, build and enlist high performing RSPs to work for

them as brand promoters. Similarly, RSPs must provide services appropriate to the need of

the organization , learn to say no when they cannot, improve their match making abilities and

not merely push CVs.outsourcing recruitment to external RSPs should not be purely on cost

considerations. Cost saving is only an initial excitement. RSPs those who provide guaranteed

service levels will be more effective and would be sort after as partners for companies finding

right-fit will be the key focus. Cost of wrong hires will be measured while refining the act of

recruitment says S. Chandra Sekhar who works with CAP GEMINI CONSULTING INDIA

at Mumbai in his article published in HRD newsletter.

In one of the studies conducted by the HR consulting firm HEWITT it was found that 45%

of 129 companies surveyed did not see cost saving as their main consideration. Top three

reasons for recruitment outsourcing in corporate are reported to be:

Gaining outside expertise

Improving service quality

Focusing on core business.

So the companies must not go for RSPs simply to reduce the cost of recruitment but they

should focus more on improved structure, standardization, efficiency, technology,

compliance and other value adds.

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Behind every Attrition there is recruitment! Whenever an employee leaves an organization

without informing and without giving notice or leaves the organization in the middle of the

project it should be known that he or she is joining some other organization. Many times the

employees of the recruitment consultants are hired by their own clients and are asked to join

at a very short notice period. They are been told that relieving letter is not required and

some even offer incentives for early joining. There must be some guidelines and ethics for

recruitment so that there can be fair recruitment policies. There must be some ethical

guidelines such as

a) Notice period must be served and nobody must be hired without relieving letter or

providing proof of serving the notice period.

b) Corporate should not hire anyone who has spent less than one year in his current

organization. The logic is obvious. Employees six months to begin their contribution

and at least one year is required to recover recruitment process. More importantly if

some body is hired who has worked less than a year with the current organization, that

individual will ditch in even shorter period.

c) Corporates should not head hunting from competition. They should advertise and

encourage employees seeking change to voluntarily respond to this advertisement.

d) Corporate should not bail out the prospective employee commitments such as

employment bond etc. the corporate should realize that employee signed the bond and

if he wants to break it, he should do at his own cost and the corporate should not

reimburse or compensate him for violating the employment contracts says Mr. T.

MURALIDHARAN who is the chairman of TMI NETWORK one of the Indias

leading recruitment consultancy.

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In one of the study conducted on recruitment and selection process at BIOLOGICAL-E LTD

conducted by Manik Rao in the year 2005. It was found that company has used internal

search for recruiting the employees into more higher or the positions in different departments

who can fit into the job. It was found that the company has done it by considering it as the

most cost effective way of filling the vacancies. It has also been found that the company

opted for external sources such as advertisement agencies to fill vacancies. Employee

referrals were also one of the internal sources of recruitment.

In another study on recruitment and selection in DW PRACTICE LLC which is a HR

consultancy, it was found that most of the employees felt that the telephonic interview is not

effective and instead direct interviews are more feasible.

These are some of the studies conducted earlier on the recruitment and selections.

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CHAPTER 3

RESEARCH METHODOLOGY

3.1 Selection of the topic

Every industry today is trying to strengthen the employee-employer relationship that leads to

higher motivation to workers and overall increase in the production and productivity of the

company.

Research is a careful investigation or inquiry especially through search for new facts in any

branch of knowledge.

The present report is a scientific and systematic search for pertinent information on the topic:Study of Recruitment and Selection procedure among the employees of INDIA

INFOLINE..Theproject is a systematic presentation consisting of the enunciated problem,

formulated hypothesis, collected facts or data, analyzed facts and proposed conclusions in

form of recommendations.

INDIA INFOLINE considers selection as an event in the total process of the acquiring anddeveloping manager.The company delivers that the selection process must be consistent with other events in the

total process for it to be effective.


possible candidates. This study investigates the same

3.2 OBJECTIVE OF THE STUDY:

Every industry today is trying to strengthen the employee-employer relationship that leads to

higher motivation to workers and overall increase in the production and productivity of the

company.

By going through this project one can easily know about the following points given below: -

The basic objective of the project undertaken will be as follows: -

To know the managerial satisfaction level about Recruitment and Selection procedure.

To critically analyze the functioning of the recruitment and Selection procedure.

To know the actual policies of Personal department of the company

To know the procedure of recruiting summer trainees in the company.

To know whether the company is adopting new methods of recruitment or not.

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3.3 Nature of the study

The research done is:

i) Descriptive: as it involves fact-finding enquiries through questionnaire and personal

interaction,

ii) Applied: since the data collected helps in finding a solution for improving the kind of

communication system prevailing in the organization.

3.1 Sampling Procedure and Design

3.4 Sampling Procedure and Design

Random sampling is done in the study.

The Size of Representative Sample:

My survey is conducted with a sample size of 30 employees to make the data analysis

representative. The method used to select the sample is deliberate sampling method or non

probability method.

3.5 Methods of Data Collection:

The data for the survey will be conducted from both Primary as well as Secondary sources.

Primary Data: -

Using personal interview technique the survey the data will collect by using questionnaire.

The primary data collection for his purpose is supposed to be done by judgment sampling

conversation sampling.

Questionnaire has been formatted with both open and close structure questions.

3.6 Analysis And Interpretation Of Data

Analysis of the data collection through questionnaire

A questionnaire was prepared for the purpose of getting feedback from the employees and manager

regarding Recruitment & Selection Procedure of their company. 30 employees are selected from

different department and were distributed the questionnaire from the purpose of the study.

Analysis of the data

The analysis of the data is done as per the survey finding. The data is represented graphically

in percentage. The percentage of the people opinion were analyzed and expressed in the form

of charts and have been placed in the next few pages.

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3.7 Scope of the Study

The scope of the study is confined to the employees working in India Infoline, The benefit

of the study for company is that through this study, the company can improve and modify its

Recruitment and Selection procedures.

3.8 Sampling Method

Convenient sampling has been used in the study

3.9 Significance of the study

The benefit of the study for the researcher is that it helped to gain knowledge and experience

and also provided the opportunity to study and understand the prevalent recruitment and

selection procedures.



consideration.


by the line officials. Such indent usually specifies.

The jobs or operations or positions for which the person should be available;

Durations of their employment; Salary to be offered and any other condition and term of

employment, which the indenting officer feels necessary.








managers.

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3.10 The Problems and Limitations of the Study:-

Even though every effort has been done to minimize the variations and present a factual

picture with the help of statistical method,

But no study is free from limitations, which are caused by constraints of time, money,

knowledge base and similar factors. An attempt was made to broad base the study as far as

possible, however it is but natural that this study also suffers from some limitations, which

are mentioned below:

1. The conservative attitude of some of the employees was a limiting factor in gaining

information. The respondent may be reluctant to express strong negative feelings or he

might have given the socially acceptable answer, which acted as a limitation.

2. Transient factors like fatigue, boredom and anxiety etc. may limit the ability of the

respondent to respond accurately and fully.

3. It is difficult to know whether willing respondents are truly representative.

4. Although the staff of India Infoline was very efficient and highly cooperative and they

devoted enough of their valuable time on me but because of time constraint I was not able

to devote as much time with their employees.

5. Some of the information was kept confidential and was not disclosed to any person

whosoever.

In spite of these difficulties I still put my best efforts and try to do the full justice to the

subject matter and in completion of the report.

HYPOTHESIS

This survey is conducted under the presumption of the functioning of the Recruitment and

Selection Procedure in India Infoline, Delhi.

In testing the above hypothesis the following aspects will be considered: -

Manpower Planning

Sources of Recruitment

Latest Techniques of Recruitment

Recruitment of Summer/In-plant Trainees

Selection Policy

Feedback of Recruitment and Selection Procedure

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RECRUITMENT & SELECTION IN INDIA INFOLINE

Though India Infoline, Delhi, has its own recruitment & selection rules it has to follow

guidelines/direction issued by Govt. of India from time to time. The recruitment & selection

process of India Infoline, Delhi, is as follows: -

Recruitment

Forecasting of Manpower Budget



consideration.


by the line officials. Such indent usually specifies.The jobs or operations or positions for

which the person should be available;

Durations of their employment; Salary to be offered and any other condition and term of

employment, which the indenting officer feels necessary.








managers.

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Sources of Recruitment:

Internal method

The internal method include following:

Transfer

Promotion

External method

The external method include following:

Advertisement

Procedure for Advertisement:

Where it is proposed to proposed to advertise the following procedure shall be followed:

For Non Executive Post:

Vacancies are advertised by the local employment agency.

The Employment News also advertises vacancies.

For Executive Post:

The vacancies are advertised in some important Newspaper having good all India

circulation as may be decided by the appointed authority.

The vacancies are also advertised by the Internet.

Selection

INDIA INFOLINE considers selection as an event in the total process of the acquiring and

developing manager. The company delivers that the selection process must be consistent with other

events in the total process for it to be effective.


possible candidates. The prospective candidates or managerial positions may mention. Theselection process of the company can be broken into the following steps.

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Application Screening:

The company usually receives large number of applications for the positions advertised or

through are screened keeping in mind the minimum qualification prescribed to ascertain the

eligibility of candidates.

Such applications contain usually brief information about the candidates. This interview is

essentially a sorting process in which prospective applicants are given the necessary

information about the nature o jobs in the organizations.

If candidates meet the requirement of the organization he may be selected for the further

actions. If he does not fit into the organization structure he is eliminated at the preliminary

stages.

The main objectives of such interview is to screen out undesirable, unqualified candidates at

the very outside.

A test letter is issue contains the date, time & place for the candidates who pass in the

screening of the application form.

Test:

India Infoline, Delhi,hold different kinds of the selection test to know more about the

candidates or to rejects candidates who cannot be called for the interview etc.

Form the selection test the organization gets the information about the candidates aptitude,

interest, personality etc.

Management of the company considers it desirable to follow any or the entire following test:

Written Test

Aptitude Test

Psychological Test

The candidates, who pass the test, an interview letter is issued for them. The interview letter

is issued at lest five time of the recruitment of the members.

Selection Committee:

For the purpose of non-executive post, selection committee consisting not less them four

members i.e. members is form the local authority; members from the HR department, two

members form the concern department.

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Interview:

Interview is conducted for about ten or twenty minutes.

The board evaluates the candidate along the following factors; style of self-introduction by

the candidate, general knowledge, clarity of through and logic, lucidity of expression,

tolerance of others view and leadership quality.

Each selector has a blank sheet to evaluate the candidate. They evaluate the candidate

individually.

On completion of the individual interview, the board member discusses about the candidate

among himself or herself and arrives at consensuses and panel of selected candidates in the

order of merit is prepared.

Medical Examination:

The company appoints no person unless he/she is declared medically fit by the company medical

authority.

Checking for references:

It is not necessary to complete verification of character before appointing a candidate.

Appointed is subject to verification of character but action to verify character is taken

expeditiously.

A report on the candidate character is obtained from his previous employer.

Placement:

In India Infoline, Delhi,manpower has been distributed at various levels in the required degree

suiting to the companys need to bring out success even in the most complex project. The above isthe review of Recruitment and selection procedure followed in India Infoline, Delhi,

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CHAPTER 4

DATA ANALYSIS & INTERPRETATION

1. Does your company make forecast of future manpower planning requirement?

S.NO. OPINION NO. OF

RESPONDENT

PERCENTAGE

1. Yes 30 100%

2. No 0 0%

Manpower Forcasting

100%

0%

Yes

No

Interpretation

100% people said that the company makes forecast of future manpower forecasting.

Thus company properly makes the forecast of future manpower planning .

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2. If yes, then please specify the time period(s) for which the estimates are made?


RESPONDENT

PERCENTAGE

1. 0-2years 9 30%

2. 2-3years 6 20%

3. 3-4years 9 30%

4. 4&above years 6 20%

Time Period for Estimate

30%

20%30%

20% 0-2years

2-3years

3-4years

4&above years

Interpretation

20% people said that the company specify 0-2 year for making estimation of forecasting.

30% people said that the company specifies 2-3 years for making estimation.

30% people said that the company specifies 3-4 years for making the estimation of

forecasting.

20% people said that the company specifies 4 & above time period for making forecasting.

Thus estimates are made for mainly 2-3 yrs or 3-4 yrs

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3. What do you suggest should be the basis of forecasting?


RESPONDENT

PERCENTAGE

1. Total cost of the project 6 20%

2. Past experience 12 40%

3. Different phases of the

project

9 30%

4. All of the above 3 10%

Basic Forcasting

20%

40%

30%

10%

Total cost of the

project

Past experience

Different phases of

the project

All of the above

Interpretation

20% people said that their company forecast on the bases of Total cost of the project.

40% people said that the company forecast on the bases of past experiences

30% people said that the company forecast on the bases of the Different phases of the project.

10% people said that the company forecast on the bases on of the above.

Thus past experience is the main basic for forecasting.

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Recruitment Policy

4. Does your organization plan the recruitment policy?


RESPONDENT

PERCENTAGE

1. Yes 30 100%

2. No 0 0%

Written Recriutment Policy

100%

0%

Yes

No

Interpretation

100% people said that the plan the requirement policy.

49


50/76

5. Do you think the present recruitment policy is helpful in achieving the goals of the

company?


RESPONDENT

PERCENTAGE

1. Yes 15 50%

2. No 6 20%

3. To some extent 9 30%

Recruitment Policy

50%

20%

30%Yes

No

To some extent

Interpretation

50% people said that the companys recruitment policy is helpful in achieving the goals.

20% people said that the companys recruitment policy is not helpful in achieving the goals.

30% people said that the companys recruitment policy is helpful to some extent in achieving

the goals.

Thus companys recruitment policy is helpful in achieving the goals of the company.

50


51/76

6. Does the companys recruitment policy enable to identify the following areas?


RESPONDENT

PERCENT

AGE

1. Recruitment needs of the organization 6 20%

2. Preferred sources of recruitment 9 30%

3. Appropriate criteria for selection 9 30%

4. Identification of the cost of recruitment 6 20%

Recruitment Policy

20%

30%30%

20%

Recruitment needs of

the organization

Preferred sources of

recruitment

Appropriate criteria for

selection

Identification of the cost

of recruitment

Interpretation

20% people said that the companys recruitment policy enables to identify the recruitment

needs of the company. 30% people said that the companys recruitment policy enables to

identify the preferred sources of recruitment.

30% people said that the companys recruitment policy enables to identify the appropriate

criteria for selection. 20% people said that the companys recruitment policy enables to

identify the identification of cost of recruitment.

Thus it can be concluded from this graph that companys recruitment policy is able to

identify the areas of recruitment needs.

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52/76


7. Through which source your organizations recruit the employees?


RESPONDENT

PERCENTAGE

1. Internally 6 20%

2. Externally 18 60%

3. Both 6 20%


20%

60%

20%

Internally

Externally

Both

Interpretation

20% people said that the company recruits the employee from the internal sources.

60% people said that the company recruits the employee from the external sources.

20% people said that the company recruits the employee from the both sources.

Thus most of the employees say that company recruits the employees from the external

sources.

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53/76

8. Which of the following external sources you choose for the recruitment of the

employees?


RESPONDENT

PER

1. Employee Exchange

Consultant

6 20%

2. Private Employee Agencies 6 20%

3. Advertisement 3 10%

4. Internet 12 40%

5. Any other 3 10%

External Sources

20%

20%

10%

40%

10%

Employee Exchange

Consultant

Private Employee

Agencies

Advertisement

Internet

Any other

Interpretation

20% people said that the company uses the employee exchange consultants. 20% people said

that the company uses private employment agencies.

10% people said that the company uses the advertisement method. 40% people said that the

company uses the Internet method. 10% people said that the company uses the any other way.

Thus company uses internet, private employee agencies and employee exchange

consultants for recruiting the employees.

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Latest Techniques of Recruitment

9. Does your organization recruit employees through latest method of recruitment

through Internet?


RESPONDENT

PERCENTAGE

1. Yes 30 100%

2. No 0 0%

Latest Reqruitment Policy

100%

0%

Yes

No

Interpretation

100% people said that the company uses the latest method of recruitment.

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10. If yes then the company use own web site or this purpose.


RESPONDENT

PERCENTAGE

1. Yes 27 90%

2. No 3 10%

Use Own Web Site

90%

10%

YesNo

Interpretation

90% people said that the company uses his own web site for recruitment.

10% people said that the company not uses his own web site.

Thus most of employees agree that company uses its website for recruitment.

55


56/76

11. Does your company hire the service portal?


RESPONDENT

PERCENTAGE

1. Yes 18 60%

2. No 12 40%

Hire some Other Portal

60%

40%Yes

No

Interpretation

60% people said that the company hire service portal.

40% people said the company not hires the service portal.

Thus most of the employees agree that company hires the service portal.

56


57/76

12. If yes, which service portal your organization has hired?


RESPONDENT

PERCENTAGE

1. Naukri.com 12 40%

2. Timesjob.com 6 20%

3. Jobesahead.com 6 20%

4. Any other 6 20%

service Portal

40%

20%

20%

20% naukri.com

timesjob.com

jobesahead.com

Any other

Interpretation

40% people said that the company hires the naukari.com.

20% people said that the company uses the timesjob.com.

20% people said that the company uses the jobesahead.com.

20% people said that the company uses any other web site.

Thus company hires the service portal the naukri.com.

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58/76

13. Is Internet recruitment is effective in your opinion?


RESPONDENT

PERCENTAGE

1. Yes 24 80%

2. No 6 20%

Internel Recr

bharti sharma

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