recruitment and selection

Recruitment & Selection

CHAPTER 1

INDUSTRIAL PROFILE

1. A. Introduction to Informational Technology:

The dot bomb era is the period of time following the dot com "bubble" of the late

1990's and into 2001. During the dot com era, Internet based businesses flourished. They

were mostly funded by venture capital and banks looking to cash in on the Internet trend.

When the dot com bubble burst, hundreds of companies went completely out of

business. Thousands of other companies lay off a large portion of their work force. It was

a painful time in the technology industry, particularly for those who had planned their

mortgages and/or retirements based on the prices of the technology stock they had been

awarded or held in their stock portfolios.

1. B .History

The Indian Information Technology industry accounts for a 5.19% of the country's

GDP and export earnings as of 2009, while providing employment to a significant

number of its tertiary sector workforce. More than 2.5 million people are employed in the

sector either directly or indirectly, making it one of the biggest job creators in India and a

mainstay of the national economy. In 2010-11, annual revenues from IT-BPO sector is

estimated to have grown over US$76 billion compared to China with $35.76 billion and

Philippines with $8.85 billion.

India's outsourcing industry is expected to increase to US$225 billion by 2020.

The most prominent IT hub is IT capital Bangalore. Even though Bangalore is the leader

it will slip to the second position by 2016 with Chennai leading. The other emerging

destinations are Chennai, Hyderabad, Tricky, Coimbatore, Kolkata, Pane, Mumbai, NCR

and Kochi. Technically proficient immigrants from India sought jobs in the western

world from the 1950s onwards as India's education system produced more engineers than


its industry could absorb. India's growing stature in the Information Age enabled it to

form close ties with both the United States of America and the European Union.

However, the recent global financial crisis has deeply impacted the Indian IT companies

as well as global companies. As a result hiring has dropped sharply and employees are

looking at different sectors like the financial service, telecommunications, and

manufacturing industries, which have been growing phenomenally over the last few

years.

India's IT Services industry was born in Mumbai in 1967 with the establishment of

Tata Group in partnership with Burroughs. The first software export zone SEEPZ was set

up here way back in 1973, the old avatar of the modern day IT Park. More than 80

percent of the country's software exports happened out of SEEPZ, Mumbai in 80s.

Each year India produces roughly 500,000 engineers in the country, out of them only

25% to 30% possessed both technical competency and English language skills, although

12% of India's population can speak in English. India developed a number of outsourcing

companies specializing in customer support via Internet or telephone connections. By

2009, India also has a total of 37,160,000 telephone lines in use, a total of 506,040,000

mobile phone connections a total of 81,000,000 Internet users—comprising 7.0% of the

country's population and 7,570,000 people in the country have access to broadband

Internet— making it the 12th largest country in the world in terms of broadband Internet

users, Total fixed-line and wireless subscribers reached 543.20 million as of November,

2009

1. C. Current affairs

Information Technology (IT) industry in India is one of the fastest growing industries.

Indian IT industry has built up valuable brand equity for itself in the global

markets.

IT industry in India comprises of software industry and information technology

enabled services (ITES), which also includes business process outsourcing (BPO)

industry.


India is considered as a pioneer in software development and a favorite

destination for IT-enabled services.

The origin of IT industry in India can be traced to 1974, when the mainframe

manufacturer, Burroughs, asked its India sales agent, Tata Consultancy Services

(TCS), to export programmers for installing system software for a U.S. client.

The IT industry originated under unfavorable conditions. Local markets were

absent and government policy toward private enterprise was hostile.

The industry was begun by Bombay-based conglomerates which entered the

business by supplying programmers to global IT firms located overseas.

During that time Indian economy was state-controlled and the state remained

hostile to the software industry through the 1970s.

Import tariffs were high (135% on hardware and 100% on software) and software

was not considered an "industry", so that exporters were ineligible for bank

finance. Government policy towards IT sector changed when Rajiv Gandhi

became Prime Minister in 1984.

His New Computer Policy (NCP-1984) consisted of a package of reduced import

tariffs on hardware and software (reduced to 60%), recognition of software

exports as a "relicensed industry", i.e., henceforth eligible for bank finance and

freed from license-permit raj, permission for foreign firms to set up wholly-

owned, export-dedicated units and a project to set up a chain of software parks

that would offer infrastructure at below-market costs.

These policies laid the foundation for the development of a world-class IT

industry in India.

Today, Indian IT companies such as Tata Consultancy Services (TCS), Wipro,

Infosys, and HCL et al are renowned in the global market for their IT prowess.

Some of the major factors which played a key role in India's emergence as key

global IT player are.

Indian Education System:


The Indian education system places strong emphasis on mathematics and science,

resulting in a large number of science and engineering graduates. Mastery over

quantitative concepts coupled with English proficiency has resulted in a skill set that has

enabled India to reap the benefits of the current international demand for IT.

High Quality Human Resource:

Indian programmers are known for their strong technical and analytical skills and their

willingness to accommodate clients. India also has one of the largest pools of English-

speaking professionals.

Competitive Costs:

The cost of software development and other services in India is very competitive as

compared to the West.

Infrastructure Scenario:

Indian IT industry has also gained immensely from the availability of a robust

infrastructure (telecom, power and roads) in the country.

1. D. Future Growth

In the last few years Indian IT industry has seen tremendous growth. Destinations such

as Bangalore, Hyderabad and Gorgon have evolved into Industrial global IT hubs.

Several IT parks have come up at Bangalore, Hyderabad, Chennai, Pune, Gurgaon etc.

These parks offer Silicon Valley type infrastructure. In the light of all the factors that

have added to the strength of Indian IT industry, it seems that Indian success story is all

set to continue.

Bolstered with such a significant, technically sound resource base, the software

industry has grown unimpeded. With a compounded annual growth rate of more than

50% between 1992 and 2001, the Indian software sector has expanded almost twice as


quickly as the world-leading U.S. software industry did during the same period, although

from a smaller base.

India’s software industry statistics illustrate the massive strides achieved by this sector

and the opportunities the future holds. According to NASSCOM’s estimates for the fiscal

year 2000-01, the country’s software industry is worth $8.26 billion, up from $100

million ten years ago. A study conducted by renowned consultancy firm McKinsey and

Co., for NASSCOM, has proven why India is becoming the off-shore software

development out-source’s destination of choice. According to the NASSCOM-McKinsey

study, the Indian software industry is expected to gross US$50 billion in exports in 2008!

This is based on an average growth rate of 35 percent per year. The industry is well

placed to achieve this target.

CHAPTER 2

COMPANY PROFILE


2. A. Background and Inception of the company:TES Is a Leading Design and Manufacturing Services Company

At TES, we are a global innovation leader at every phase of custom electronic design&

manufacturing. With design centers located the world, We develop advanced

technologies & reference solutions for customers even before they request them from

silicon embedded software to full system platforms that is how we define innovation.

TES-DST is your partner of choice in electronic design services for innovative

products. Based on our technology platforms, we develop the system or sub-system that

you need achieving a drastically reduced TTM.

Global electronics design services from concept to manufacturing

Excellent system engineering

Outstanding expertise in Wireless / RF, Graphics for embedded systems, SoC &

FPGA design and Software Technology platforms & IP.

At TES, we are a global innovation leader at every phase of custom electronic design

and manufacturing. With design centers located around the world, we develop advanced

technologies and reference solutions for customers even before they request them; from

silicon, embedded software to full system platforms. That is how we define innovation.

TES offers unique value to the product development through our CDM process, so

whether you have a design to be produced, or a concept to be developed - TES is your

one-stop resource.

Purple Vision Technologies was formed at Bangalore in February 2000, India with a

purpose of providing services in the field of electronics multimedia & imaging, wireless,

mobile applications & Telematics.


TES Electronic solution was formed based on the purpose of a number of Thales design

centers in France, Germany& UK together with two specialist manufacturing sites in

Brittany, France.

TES Electronic solutions in line to its commitment to develop a global business acquired

Purple vision Technologies in Bangalore India to form locally TESPV electronic

solutions (India) pvt.ltd.

Divestment of VLST group (from TESPV) to mind tree ltd. While other teams from

under TES Electronic solutions (India) pvt ltd.

Many electronic design houses and board suppliers claim to be key partners for

industrial electronics. Only few of them have similarly broad technology

capabilities that TES has. From µC solutions via high speed connectivity or

customized wireless connectivity solutions to hi-end graphics rendering and user

interface technology – TES is your real partner of choice. We have an excellent

track record with key players in this market.

Medical electronics is one of the strongest growing markets of today. TES

provides wireless solutions and graphics rendering technology as well as user

interface solutions for medical electronics.

Highly complex medical equipment requires user interfaces that enable the

medical staff – doctors as well as medical assistants and nurses to easily and

safely operate the equipment. It is for the benefit of the patients ensuring that

there are no faulty operations. It is to the benefit of the staff - which is very often

working under stressful conditions - if the user interface allows quick

configuration & setups and helps to avoid mistakes.

TES’ expertise in customizing and optimizing wireless solutions for specific

applications opens up various options of increasing efficiency using medical

equipment. Be it wireless connectivity for imaging sensors or telecare products –

TES can help you with the appropriate technology for your products.


TES has comprehensive experience in designing low power mixed signal & RF

SoCs (system-on-chip) which can make the difference in medical applications.

Portable or wireless patient monitoring with long lasting batteries may require

ultra-low power chips – TES is ready to design them for you.

We are convinced that in Home Automation nothing will be the same in a couple

of years from now. All the systems around today that only partially integrate

home automation functions will be obsolete.

The next generation systems will integrate multi-media control, the typical home

control functions like switching lights, shutters, garage doors etc., programming

the heating system or air condition per room, alarm management, security &

safety functions and smart metering and will connect the complete system to the

internet.

TES has platforms available today that enable our customers moving towards the

scenario described above. Our Wireless technology platforms e.g. on base of

DECT, CAT-iq, WLAN, UWB, and Zigbee etc. ease the migration and enable the

portability of control units.

Our MAGIK platform together with our Giuliani user interface represents an ideal

platform for power & cost efficient control units – outmatching most

existing systems in the market today.

Snoring solutions that perfectly integrate into such scenarios can be implemented

on TES’ own semi-custom SoC platform that allows the customer to optimize his

product in terms of cost, power and performance. TES’ smart design methodology

allows for an short TTM and very attractive cost points – you will be surprised.

High End Consumer

At TES, we have – as a design partner - developed the electronics of various

products that end users can buy in shops or at dedicated dealers today. These products

are truly high end and are carrying famous brand names. We have put all our experience


into these products and when using them you can still feel the dedication of our

engineering teams. The performance of these products is not only state-of-the-art, it is

typically the best in class if not the best in the market.

Increase depth and breadth of services globally, both organically and through

acquisition, ensuring our ability to contribute to customers product lifecycles from

concept through to manufacture.

Offer value to our customers through integrated and seamless IP, design and

manufacturing services both locally and internationally

Seamless extension of our customers own resources

Maximizing added value through total cost optimization & reduction

Transparency and reliability through open program management and

communication

Contribution through technology leadership

Quality through process excellence and adherence to standards

Responsiveness through close relationships

Offer value to our customer

Through integrated & seamless IP design & manufacturing

Services both locally & internationally.

2. B. Nature Of the Business carried:


TES Electronics solutions INDIA Pvt Ltd. is a Electronics goods manufacturing

company, they are embedded service center, TES manufacturer’s electronic goods and it

provides services too. TES is a global competitor it is having 16 global locations.

2. C. Vision, Mission and Quality Policy:

Vision

“ Delivering world class design & manufacturing.”

Mission

“Innovate & Deliver”

“Be a leading Edge System & sub system solution provider to OEMS & System

integrators by creating Innovative IP”

Quality policy

“ Providing embedded Hardware Software solutions & IC solutions.”

2. D. Product/ Service Profile

TES India Strategies and Competencies . TES has accomplished a large number of

projects for tier 1 system suppliers in the automotive industry, mainly in the context of

dash board and infotainment systems.

We are proud that the end customers i.e. the valued drivers of several premium and

other high quality car brands appreciate the use of our technology every day when they

travel in their cars.

The following section describes examples of projects that TES-DST has

accomplished in the .automotive market:

Graphics


TES graphics IP licensed to multiple Automotive Tie r#1 suppliers:

- D/AVE 2D (Hardware Graphics Accelerator in 2D) in volume production for

Instrument Clusters and also in volume production in automotive Head unit (radio-

navigation and HMI)

- D/AVE 3D (Hardware Graphics Accelerator in 3D) designed in for Instrument Clusters,

SOP in 2012- gem (Software Graphics Library with software renderer) in volume

production for Navigation Systems- ecru (software renderer for DSP high performance

rendering) designed into automotive Head unit, SOP in 2011

TES graphics design services to Automotive Tier #1 suppliers and OEMs:

- Performance optimization on Customer platform

- driver development for graphics partners and customers

- design-in of TES Graphics IP including full ownership and 24hour support

Special effects for Navigation systems

- Video Scalar

- Triangulation Modules

- Interface adaptations (e.g. on LVDS for different Displays)

- Support of different languages (including Chinese)

Navigation Map services:

2D/2.5D Map development for Automotive Tier #1 Supplier

- Integration of Map features

- Sub pixel accuracy

- 2/2.5D Map appearance

- Optimized curved text

- POIs

- Street label effects


- Bread curbs / Route History

- Intersection zoom

- Weather / Horizon / day, night view

3D Map development

- Optimized database approach (including offline Generator)

- Lay outer for 3D Features

- 3D-City Model (extruded buildings and full 3D)

- Highway Lane Guidance / Junction Lane Guidance

- Digital Terrain Models

- Tunnels / Bridges

- Road Furniture / Road Signs

System-On-Silicon & FPGA Design

FPGA integration services of Graphics IP

- build of GPUs (graphic Processing Unit) including multiple IP already in volume

production for many years.

ASIC design for #1 Semiconductor and Automotive Suppliers

- FM-IQ-Mixers

- VCO, LNA, Programmable devider, charge pump, OP-amplifier

- Sigma-Delta-ADC

- CAN Controller with serial EEPROM; Transceiver;

Enterprise

TES has developed enterprise networking and telecommunication systems and sub-

systems like PABXs, conferencing systems, wireless conferencing mikes, wireless

headsets etc. We have a strong customer base and an excellent reputation in this market,

not only through Military & Avionics

TES is preferred supplier to a significant number of players in this market.

Our avionics related development processes are compliant with the following

standards required in the avionics industry: DO-178B and DO-254.


Our comprehensive DECT and wireless systems know how.

SERVICES:

TES has accomplished a large number of projects for tier 1 system suppliers in the

automotive industry, mainly in the context of dash board and infotainment systems.

We are proud that the end customers i.e. the valued drivers of several premium and

other high quality car brands appreciate the use of our technology every day when they

travel in their cars.

The following section describes examples of projects that TES-DST has accomplished

in the automotive market:

System-On-Silicon & FPGA Design

FPGA integration services of Graphics IP- build of GPUs (graphic Processing

Unit) including multiple IP already in volume production for many years.

ASIC design for #1 Semiconductor and Automotive Suppliers

- FM-IQ-Mixers

- VCO, LNA, Programmable devider, charge pump, OP-amplifier

- Sigma-Delta-ADC

- CAN Controller with serial EEPROM; Transceiver; I2C Interface

With Design Centers located around the world, we develop custom solutions based on

advanced technologies; from silicon,

embedded hardware & software to full system platforms.

With European and Asian Manufacturing Centers, we provide manufacturing services

from boards to fully configured systems.


So whether you have a design to be produced or a concept to be developed - TES is your

one-stop resource.

Video-Over-DECT technology platform

Our Video-Over-DECT technology platform not only proves that DECT is the ideal radio

technology for video transmission in surveillance applications, but also is a close to

product platform that we can customize to meet your needs. Our sales team is equipped

with demounits to show on request.

The main benefits of DECT vs. other radio technologies for video transmission are:

Dedicated frequency band, therefore no interference issues

Large range, significantly better than with WLAN. Measurement results are

available on request

Built-in high quality audio / voice

Very cost efficient

Technical parameters of the platform.

2 .E. Area Of Operation:

TES is a Globalized company having its hub offices in various countries. It operates

in 16 Global locations, it have 14 design centers and 2 manufacturing centers.TES offices

are at Europe, France, UK, Malaysia and in other countries. And in Bangalore company is

located at BTM layout, Jaynagar.

2 .F. Ownership Pattern:

Shah Capital Partners invests in technology businesses in which we can create shareholder

value through operational transformations. These transformations are accomplished by

taking an active investor role in developing and supporting the management team in the

http://www.shahcap.com/


execution of their plan. By applying years of operating experience and insight to our

investments, we bring senior management experience from leading technology companies

to our investments and fully appreciate the challenges of a modern technology business.

Shah Capital's investment process is based upon an intimate knowledge of the end

markets, competitive positioning of the company and a strong network of management

relationships at various levels in the industry. We seek to achieve superior returns for our

investors and our management partners by applying disciplined operating techniques,

proven growth strategies and prudent financial structures to our portfolio companies. Our

work begins at the investment and concludes upon our production of superior investment

returns

2. G. Competitors Profile:

The main competitors of the TES are

Transcend Services, Inc. provides patient information management solutions to

hospitals and other associated healthcare providers. The Company's solutions

include management of records operations, transcription of physicians' dictated

medical notes, consulting relating to medical records management and

reimbursement coding, and software for the management of patient information.

TATA Elxsi is a technology-led creative and design services company and part of the

$70 billion Tata Group. Headquartered in Bangalore and with a global delivery footprint


through offices and centers in India, the US, the UK, Japan and Germany, Tata Elxsi is a

company focused on delivering outsourced Product Design and R&D services and

creative solutions to customers worldwide. Headquartered in Bangalore, India, Tata Elxsi

is a SEI CMMi Level 5 company, listed and traded on the Indian stock exchanges (NSE:

TATAELXSI). The company has a team of more than 3500 engineers and designers.

Tata Elxsi’s delivery capability is supported by state-of-the-art design centers and

labs across locations, studios in Mumbai and London and a network of

international offices in the US, UK, Germany, France and Japan which facilitate

seamless global operations. The company’s passion for excellence is supported by

processes and systems including SEI CMMi Level 5 and ISO 9001:2000. This

focus on quality and delivery excellence helps strengthen Tata Elxsi’s clients and

the practices translate into shorter time-to-market - just what every enterprise

expects from its partner in today's world. Tata Elxsi’s core practice areas cover

Embedded Product Design Services, Industrial Design & Engineering, Animation

& Visual FX Services and Systems Integration Services.

Wipro Limited is a global information technology (IT) services company

headquartered in Bangalore, India. According to the 2010 revenue, Wipro is one

of the largest IT services company in India and employs more than 119,491

people worldwide as of September 2010. It is 9th most valuable brand in India

according to an annual survey conducted by Brand Finance and The Economic

Times in 2010. Wipro provides outsourced research and development,

infrastructure outsourcing, business process outsourcing (BPO) and business

consulting services. The company operates in three segments: IT Services, IT

Products, Consumer Care and Lighting.


Wipro Technologies, the global technology and consulting services division of Indian

conglomerate Wipro Limited.

2. H. Infrastructure Facility:

Today TES is looking for large operation in the worldwide, starting of operation from

2000, already its operating in 16 global locations

14 design center, 2 manufacturing center

Over 850 employees worldwide, 400 plus design engineers with good office equipment.

In Bangalore the office is located at 100 feet Ring road BTM 2nd stage , Banglore.

2. i. Achivements and Awards:

TES India is ISO 9001:2000 Certified since 04/2009.


2. j. Work Flow Model:

2. K. Future Growth and Prospectus.

The TES intend to focus on strong growth in every aspect of business.

It focuses on new market in future which can segment the business to bring out

high profitability.

TES main aim to acquire new projects and finishing up them very successfully.

As it is small company it wants beat competitors and make a stable name in the

market.


CHAPTER 3

MCKENCSY’S 7 S FRAMEWORK

THE 7-S MODEL:

McKinsey's 7S Model that was created by the consulting company McKinsey and

Company in the early 1980s.

Since then it has been widely used by practitioners and academics alike in analyzing

hundreds of organizations. The paper explains each of the seven components of the

model and the links between them. It also includes practical guidance and advice for the

students to analyze organizations using this model.

Fig. 2. Information about MCKENCSY’S 7 S model


At the end, some sources for further information on the model and case studies available

on this website are mentioned.

The McKinsey 7S model was named after a consulting company, McKinsey and

Company, which has conducted applied research in business and industry (Pascal &

Athos, 1981; Peters & Waterman, 1982). All of the authors worked as consultants at

McKinsey and Company; in the 1980s, they used the model to analyze over 70 large

organizations. The McKinsey 7S Framework was created as a recognizable and easily

remembered model in business. The seven variables, which the authors term "levers", all

begin with the letter "S".

Description of 7 Ss:

Those seven elements are distinguished in so called hard S’s and soft S’s.They can be

found in strategy statements, corporate plans, organizational charts and other

documentations.

The four soft S’s however, are hardly feasible. They are difficult to describe since

capabilities, values and elements of corporate culture are continuously developing and

changing. They are highly determined by the people at work in the organization.

Therefore it is much more difficult to plan or to influence the characteristics of the soft

elements. Although the soft factors are below the surface, they can have a great impact of

the hard Structures, Strategies and Systems of the organization.


IN TES ELECTRONIC SOLUTIONS 7S MODEL WORKS .

Structure

Strategy

Increase depth and breadth of services globally, both organically and through acquisition,

ensuring our ability to contribute to customers product lifecycles from concept through to

manufacture.

Offer value to our customers through integrated and seamless IP, design and

manufacturing services both locally and internationally.

Board of Directors

Chief executive officer

General Manager

Human resource Marketing Engineering Finance

Retail servicesCustomer support Service engine

Call center


Shared values

Value is “Global beliefs that guide actions and judgments across a Varity of

situations”. It refers to the set of values and aspirations that go beyond the formal

statement of corporate objectives. In other words, these are fundamental ideas around

which a business is built and which constitutes its main values.

System

The company has an ISO9000-2001 quality policy. It’s having separate departments for

Hardware and Software. The company has finance, management department and for

marketing it has a marketing department and it has its own special outlets whole over

world.

Skill

As the company is Embedded service center they are in need of skilled resources, as the

way they says their company strength is skilled people working in the organization.

Staff

The company does a man power planning ones in a year. Company’s HR department co-

ordinate with it’s all the departments and estimates the staff requirement in future. Each

department transfers the “man power requisition form” to the HR department about the

requirement of staff based upon which the department seeks for the candidate. Technical

and HR level people recruited by all the rounds of interview.


Style

High level of commitment, Strong leadership by management.

The TES conducts the departmental wise meeting whenever necessary. All the

departments of the organization interact with each other for proper communication and

running the business smoothly. The company has participative style of leadership where

everyone is open to express their own thoughts. Top down communalization could be

seen for the routine work.


CHAPTER 4

SWOT ANALYSIS OF TES ELECTRONICS SOLUTIONS

COMPANY

STRENGTHS

Patents

Strong brand names

Good reputation among customers

Cost advantages from proprietary know-how

Skilled people

WEAKNESS

High cost structure

Lack of access to the best natural resources

Lack of access to key distribution channels

OPPORTUNITIES

An unfulfilled customer need

Arrival of new technologies

Removal of international trade barriers

THREATS

Shifts in consumer tastes away from the firm's products

Emergence of substitute products

New regulations


CHAPTER-5

FINANCIAL STATEMENT ANALYSIS


Financial statement analysis of The TES Electronics solutions India pvt

ltd


CHAPTER 6

LEARNING EXPERIANCE

It was such a good experience of 10 weeks, external guide Mrs. Akshata Rao make me to

learn more things, she is such a friendly person, she ask me to do the things in practical

way like

Study about effectiveness of recruitment

Comparison chart

How recruitment happens in other organizations

She thought me about how recruitment happens in TES

How to select the candidates

Types of interviews they conduct

How Appraisal program can be done

What exactly the HR role in TES

I enjoyed my part of work she cooperated me in all the things.

C.E.O Mr. Jagdish.K.P also taken better care about me he always asks about my work he

suggest me to the things in planned way he supports me to learn the things by saying like

‘ You must not take the things as grant, you must learn the things here think it as on the

job training period ‘.

Totally I got a flexible work place to learn the things.


CHAPTER 7

7. A. GENERAL INTRODUCTION:

RECRUITMENT AND SELECTION:

Recruitment and selection is the process of identifying the need for a job, defining

the requirements of the position and the job holder, advertising the position and choosing

the most appropriate person for the job.

Undertaking this process is one of the main objectives of management. Indeed, the

success of any business depends to a large extent on the quality of its staff. Recruiting

employees with the correct skills can add value to a business and recruiting workers at a

wage or salary that the business can afford, will reduce costs.

People are a company’s most important assets. They can make or break the fortunes

of a business. In today’s highly competitive business environment placing the right

people in the right position is very critical for the success of any organization.

The recruitment and selection decision is of prime importance as it is the vehicle for

obtaining the best possible person-to-job fit that will, contribute significantly towards the

Company's effectiveness. It is also becoming increasingly important, as the Company

evolves and changes, that new recruits show a willingness to learn, adaptability and

ability to work as part of a team. The Recruitment & Selection procedure ensures that

these criteria are addressed.

People are a company’s most important assets. They can make or break the fortunes of

a business. In today’s highly competitive business environment placing the right people

in the right position is very critical for the success of any organization.







these criteria are addressed. Selection is the process in which candidates for employment are divided into two classes,

those who are offered employment and those who are not to be.

Recruitment is “a process to discover the sources of manpower to meet the

requirements of the staffing schedule and to employ effective measures for attracting that

manpower in adequate numbers to facilitate effective selection of an efficient workforce”.

Recruitment of good employees is a key survival issue in business today. Executive

and Managerial recruitment is even a more challenging and vital task, as they are the

decision makers of the organization. Hence, the sources of recruitment should be

selected very carefully and the formulation of the recruitment policy and procedures

should be carried out after thorough job analysis, in line with the organization’s

objectives, the existing competitive environment and the changing trends.

Objectives of Recruitment:

To attract people with multi-dimensional skills and experiences that suits the

present and future organizational strategies,

To induct outsiders with a new perspective to lead the company,

To infuse fresh blood at all levels of the organization,

To develop an organizational culture that attracts competent people to 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 seek out non-conventional development grounds of talent,

To search for talent globally and not just within the company,

To design entry pay that competes on quality but not on quantum.


Methods or Techniques of Recruitment:

FOR INTERNAL CANDIDATES:

Promotions: - It is the transfer of an employee to a job which pays more money or one

that carries some preferred status.

Transfers: - Employees will be stimulated to work in the new sections or places if

management wishes to transfer them to the places of their choice.

For external candidates: Present Employees: - Candidates can be recruited, through recommendations made by

the present employees of the organization.

Scouting: - Scouting means sending the representative of the organizations to various

sources of recruitment with a view to persuade or stimulate the candidates to apply for

jobs.

Advertising: - It includes different media like newspapers, magazines of all kinds,

radio, television, etc

Modern techniques:

Walk-in: - As per this technique, the potential candidates are required to attend for an

interview directly and without a prior application on a specified date, time and at a

specified place.

Consult-in: - The busy and dynamic companies encourage the potential job seekers to

approach them personally and consult them regarding the jobs.

Head-hunting: - These are also known as search consultants. The company’s request the

professional organizations to search for the best candidates particularly for the senior

executive positions.

Body Shopping: - Professional organizations and the hi-tech training institutes develop

the pool of human resources for the possible employment.


The prospective employers contact these organizations to recruit the candidates. These

professional and training institutions are called body shoppers and these activities are

known as body shopping.

Business Alliances: - Business alliances like acquisitions, mergers and take-over help in

getting human resources. The company with surplus human resources offers the services

of their employees to other needy organizations.

Tele-Recruitment: - This technique involves the use of the Internet, to advertise job

vacancies and also for the candidates to apply online.

LITERATURE REVIEW

Sources of recruitment

Recruitment is more likely to achieve its objective if recruiting sources reflect the type or

position to be filled. Certain recruiting sources are more effective than others for filling

certain types of jobs. There are mainly two sources of recruitment and they are:

Internal sources

Most large organizations will attempt to develop their own employees for positions

beyond the lowest level.

External sources

These sources lie outside the organization. They usually include new entrants, the

unemployed, etc.

Interview

An interview is an attempt to secure maximum amount of information from the candidate

concerning his suitability for the job under consideration. It can be said to be a formal

meeting in person, especially one arranged for the assessment of the qualifications of an

applicant.


There are several different ways to structure and conduct valid selection interviews and it

is important to select the one that best meets your needs, both in terms of the major job

requirements that you have decided to measure as well as the time frame you have

established to get a new person on board. Hence, the different types of interviews are

Recruitment Process:

The Recruitment process informs qualified individuals about employment opportunities,

creates a positive image of company; provide enough information about the job so that

applicants can make comparison with their qualifications and interests, and generate

enthusiasm among the best candidates so that they will apply for vacant positions. The

effectiveness of Recruitment process can play a major role in determining the resources that

must be expended on other HR activities for the ultimate success.

Therefore, the first step in the development of a firm’s personnel activity is to acquire the

key resource people to operate the organization. This is the most critical in the establishment

and expansion of business.

The process compromises five interrelated stages:

Planning

Strategy Development

Searching

Screening

Evaluation and Control


Fig.4. Showing the recruitment process

RECRUITMENT PLANNING:The first stage in the Recruitment Process is planning. Planning involves the translation of

likely job vacancies and information about the nature of these jobs into a set of objectives is

targets that specify the number and type of applicants to be counted.

Strategy DevelopmentStrategy Development includes the following:

Make or Buy Employees:Organizations must decide to hire less skilled employees and invest on training and education

programs, or they can hire skilled labor and professional. Essentially this is the ‘Make’ (Hire

less skilled workers) or’ Buy’ (Hire skilled workers and professionals).

Technological Sophistication of Recruitment and Selection Devices:The second division in Strategy Development relates to the methods used in Recruitment and

Selection. This decision mainly influenced by the available technology. The Advent of

technological advancement has made it possible for employers to scan national and

international applicant qualifications and also for the job seekers to gain better access.


Geographic distribution of labor markets comprising job seekers :

Where to Look: In order to reduce cost, organizations look into labor markets most likely to offer the

required job seekers. Generally, companies look into the national market for managerial and

professional employees, regional or local markets for technical employees and local markets

for clerical blue color employees.

How to look:It refers to the methods of recruitment. The most important challenge for an organization is to

attract qualified candidates through sound and appropriate Recruitment methods. There are

several Sources and they may be broadly categorized into:

Sources Of Recruitment

Internal Recruitment:Internal Recruitment seeks applicants for positions from those who are currently employed.

Internal sources include present employees, employee referrals, former employees and

former applicants.

External Recruitment:External sources of an organization are professional or trade associations, advertisements,

employment exchanges, college/university/institute placement service, walk-ins and write-ins,

consultancy, contractors, displaced persons, radio and television, acquisitions and mergers

and competitors.

Searching:The Search process involves two steps


Source Activation:Source Activation takes place when a job vacancy exists in the organization. If the

organization has planned and well and done a good job of developing its source and search

methods, activation soon results in a flood of application.

Selling:In selling the organization, both the Message and Media deserve attention. Message

refers to the employment advertisements. Media refers to the source of any recruiting

message. For example, Employment Exchanges, Advertises in Business magazines

Screening:The purpose of screening is to remove from the recruitment process at an early stage,

those applicants who are visibly unqualified for the job. Effective screening can save a

great deal of time and money. Care must be exercised to assure that potentially good

employees are not lost.

Evaluation and Control:It is necessary as considerable costs are incurred in the recruitment process.Stastical

information should be gathered and evaluated to know the suitability of the recruitment

process.

TYPES OR METHODS OF INTERVIEW

Patterned or Structured Interview: This is the most common method of

interview. The whole process of interview, from the kind of questions to be asked to the

close of the interview is well structured and planned. Such interviews are also called

standardized interviews for they are pre-planned to a high degree of accuracy and

precision.

Non-directive or Free Interview: This type of interview is unstructured and is

relatively non-planned as to format.

Depth or Action Interview: It is semi-structured in nature and utilizes questions in

keys areas, which have been studied in advance by the interviewer. This type of


interview demands more mature understanding of human behavior and development and,

therefore, more careful selection of the interviewee.

Group Discussion Interview: In this type of interview, groups rather than

individuals are interviewed. The object of conducting such an interview is to see how

well individuals perform on a particular task or in a particular situation.

Panel or Board Interview: In case of such types of interviews, a candidate is

interviewed by a number of interviewers. Questions may be asked in turn or asked in

random order as they arise on the topic.

Stress Interview: In the stress interview, the interviewer assumes a hostile role

toward the applicant. He deliberately puts him on the defensive by trying to annoy,

embarrass or frustrate him. The purpose is to find out how a candidate behaves in a stress

situation.

Tele-Interview: This is one of the modern methods of interviewing. In such cases,

interviews are conducted over the telephone.

Interview via the Internet: In recent times, as candidates come from different

places and due to constraint of time, many times interviews are conducted online through

various ways, like e-mails, online chats, and video conferencing.

Selection Process Design

The most effective screening and selection processes use the quickest and least expensive

components early in the process and hold off using lengthy, expensive, labor intensive

components to be used only after initial screening. Effective screening includes making

certain that the applicant has the basic necessary experience and background as well as

determining if they possess the core traits and attitudes you have found to be predictive of

success in that job. It is important that each company determine which process is best

suited to its needs, but the example below can be a good initial guide to consider.

Employee Selection is the process of putting right men on right job. It is a procedure of


matching organizational requirements with the skills and qualifications of people.

Effective selection can be done only when there is effective matching. By selecting best

candidate for the required job, the organization will get quality performance of

employees. Moreover, organization will face less of absenteeism and employee turnover

problems. By selecting right candidate for the required job, organization will also save

time and money. Proper screening of candidates takes place during selection procedure.

All the potential candidates who apply for the given job are tested.

But selection must be differentiated from recruitment, though these are two phases of

employment process. Recruitment is considered to be a positive process as it motivates

more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing

of data. While selection is a negative process as the inappropriate candidates are rejected

here. Recruitment precedes selection in staffing process. Selection involves choosing the

best candidate with best abilities, skills and knowledge for the required job.

The Employee selection Process takes place in following order-

1. Preliminary Interviews- It is used to eliminate those candidates who do not meet

the minimum eligibility criteria laid down by the organization. The skills,

academic and family background, competencies and interests of the candidate are

examined during preliminary interview. Preliminary interviews are less

formalized and planned than the final interviews. The candidates are given a brief

up about the company and the job profile; and it is also examined how much the

candidate knows about the company. Preliminary interviews are also called

screening interviews.

2. Application blanks- The candidates who clear the preliminary interview are

required to fill application blank. It contains data record of the candidates such as

details about age, qualifications, reason for leaving previous job, experience, etc.

3. Written Tests- Various written tests conducted during selection procedure are

aptitude test, intelligence test, reasoning test, personality test, etc. These tests are

used to objectively assess the potential candidate. They should not be biased.


Recruitment and selection process Followed at TES

Request for Resources

Sources

Internal External

Employee referral Employee moment Portals Consultants Head hunt Walk-in’

Short listing Screening of the candidates

Scheduling interview

Telephonic Face to face

Offer letter

Technical 1 2


Accept Reject

Employee joining

People are a company’s most important assets. They can make or break the fortunes of a

business. In today’s highly competitive business environment placing the right people in

the right position is very critical for the success of any organization.






these criteria are address.

The Selection Process

The rules governing selection require that all employees be selected and promoted

through a competitive examination of merit and fitness. That being said, the end result of

the selection process is to arrive at a top group of three (3) applicants from the applicant

pool for the appointing authority (supervisor who is hiring for this position) to select

from. The top group of three (3) applicants is derived from testing and/or other

assessments of their knowledge, skills, abilities and other characteristics needed to

successfully perform the job.

Typically, the process of arriving at a top group of three (3) individuals follows the

following architecture:

1.Position announcement

All open-competitive career opportunities at CDPHE are announced on the Colorado

State Government Job Announcement website.

Please see Current Job Opportunities


2.Accepting applicationsCDPHE is an Equal Opportunity Employer (see Diversity Policy) The CDPHE Human

Resources Office only accepts applications for announced positions.

Applications for announced positions will be accepted until the closing date

advertised on the job announcement. You must be a resident of Colorado to apply.

3.Application screeningSubmitted applications are reviewed to identify applicants meeting the minimum

requirements listed in the job announcement.

All applicants who meet the minimum qualifications for a posted position are invited to

participate in a fair and open competitive examination of job-relevant competencies.

Applicants who do not meet the minimum requirements are notified by electronic mail of

their status.

4.Examination processWhen filling a vacant position, the State of Colorado requires the use of an

examination process to identify the top three candidates.

If three or fewer candidates meet the minimum qualifications of the position vacancy, the

minimum qualifications are the exam and all of the applicants are referred to the

supervisor for interview.

However, if more than three applicants meet the minimum qualifications, an examination

of job-related competencies must be used to determine the top three candidates.

The number and types of exams chosen for this process will depend on the job class of

the position vacancy and the total number of qualified applicants competing for the

position.

5.Supervisor review & consideration The top three (3) candidates identified via the examination process will be referred to

the supervisor of the position vacancy for interview

The supervisor of the position vacancy will make the hiring decision.

Typically, supervisors interview each of the candidates on their referral list.


However, a supervisor is not required to interview each of the candidates before making a

hiring decision.

A review of each candidate’s resume and an interview with the candidate who is

deemed the best fit for the position is sometimes sufficient to make a hiring decision.

6.Job offerAfter careful consideration of each candidate, the supervisor makes the final decision.

Depending on type of work performed in the position, a job offer may be contingent on

the results of a drug test, physical examination and/or criminal background check.

RESEARCH METHODOLOGY

DEFINITION: -

According to Thomas Kenner “a research design is the basic plan which guides the data

collection analysis and faces of the project. It is a frame work which specifies the type of

information to be collected, the source of data and the data collection procedure.”

TITLE OF THE STUDY: -

A project report on “Recruitment and selection process” adopted by TES

ELECTRONIC SOLUTIONS” Bangalore.

7.b STATEMENT OF THE PROBLEM: -

In the current scenario all activities of human resource management should be geared in

building a competitive, effective and efficient work force. In the process it is very

important to employee suitable person for suitable job for smooth flow of work which is

very critical and essential.

The statement of problem in the study was to know and observe whether there is an

adequate methodology is followed in the recruitment sources and selection process for

employing right candidate for the job. This study is to analyze the critical factors

affecting the process and to study the effectiveness and loop holes at every stage.


The study was not focused on any particular live problem. It study made to analyze the

overall effective of procedures of recruitment and selection on building defined and

integrated work force.

SCOPE OF THE STUDY: Study is confined to TES Electronic solutions India pvt ltd Bangalore. Result of my

survey and analysis would provide useful inputs to the management. They have

welcomed my effort and are looking forward to collecting all available data in this

respect for examining the same in totality.

OBJECTIVES OF THE STUDY: -

The objective of the study involves to know the importance of interviews in judging the

candidate, to infuse fresh blood at all levels of organization, to have optimum recruitment

cycle time, to know whether the selection is based on persons education qualification,

experience or communication skills and to adopt different techniques and type of

recruitment.

To study the policies, procedures and practices followed in TES for human

resources procurement and selection.

To determine the effectiveness of recruitment and selection process

To study the methods and techniques used in recruitment and selection

process.

To find employees opinion about present process of recruitment and selection

in TES.

To suggest the strategies to improve the present recruitment and selection

methods.

RESEARCH DESIGN:

1 Type of the Study: A research is purely a framework or plan that guides the collection and analysis

of the data.


2 Sampling Design.

Sampling Method :

Simple Random sampling

Population size- 100 employees

Sampling Size – 50 employees

3 Sources of data collection:Primary Data and Secondary Data.

Primary data: A structured questionnaire containing 21 open ended question

was employed for collecting data.

Secondary data: Secondary data was collected from sources like company website, company prospectus, Text book, Company’s work profile, Materials used for recruitment and selection, Company’s brochures.

Limitations of the study: The study is based entirely on the data collected.

I have tried to be as objective as possible. However, the bias of the employees

may have introduced some errors in the findings, on which I had no control.

Originally it was intended to interview the employees personally.

But their preoccupation with their hectic schedule made it rather impossible

to have a one-to-one talk with them.

CHAPTER 8

ANALYSIS AND INTERPRETATION

TABLE NO. 1Employees about the awareness of Recruitment & Selection of the company

Sl No. PARTICULARS NO.OF PERCENTAGE


RESPONDENTS

1 COMPLETELY 20 40

2 PARTIALLY YES 10 20

3 PARTIALLY 10 20

4 PARTIALLY NO 10 20

5 NOT AT ALL 0 0

6 TOTAL 50 100

SOURCE: PRIMARY DATA

GRAPH NO.1

ANALYSIS: From the above table and graph 40% of the employees are completely

aware,20% are partially yes,20%are of partially,20% are partially no are aware

about the recruitment & selection of the company.

INTERPRETATION: Majority of them have complete awareness about

recruitment & selection of the company.

TABLE NO. 2

Employees’ awareness about the vacancies in the organization

SL NO.1 PARTICULARSNO. OF

RESPONDENTSPERCENTAGE

1 INTERNAL 15 30


ANNOUNCEMENTS

2 ADVERTISEMENTS 15 30

3 CONSULTANTS 10 20

4 FRIENDS 5 10

5 OTHERS 5 10

6 TOTAL 50 100


GRAPH NO.2

ANALYSIS: - From the above table and graph 30%of the employees know from internal

announcements, 30% from the advertisements, 20%from the consultants, 10%from

friends and others about the vacancies in the organization.

INTERPRETATION: Majority of the employees are aware about the vacancies by

internal announcements and advertisements.

TABLE NO.3

Table showing TES encouragement in recruiting fresh blood at all levels.

SL NO PARTICULARSNO. OF


1 STRONGLY AGREE 10 20


2 AGREE 16 32

3NEITHER AGREE/NOR

DISAGREE12 24

4 DISAGREE 10 20

5 STRONGLY DISAGREE 2 4

6 TOTAL 50 100


GRAPH NO.3

ANALYSIS: From the above table& graph employees are 20% strongly agree,32%

agree,24%neither agree nor disagree,20% disagree,4% strongly disagree towards

encouragement in recruiting the fresh blood at all levels in the company.

INTERPRETATION: Majority of the employees are agreeing towards the recruiting the

fresh blood at all levels in the company.

TABLE NO.4

Table showing the main internal source of recruitment in organization

SL NO. PARTICULARSNO. OF


1 TRANSFER 10 20


2 PROMOTION 15 30

3 RETIRED EMPLOYEES 5 10

4RETRENCHED

EMPLOYEE5 10

5 EMPLOYEE REFERALS 15 30

6 TOTAL 50 100

SOURCE :-PRIMARY DATA

GRAPH NO.4

ANALYSIS : From the above & graph employees are at 20% transfer, 30% promotion,

10% retired employees, 10% retrenched employee, 30% employee referrals towards the

internal source of recruitment of the organization.

INTERPRETATION: Majority of them are towards the promotion and employee

referrals.

TABLE NO.5

Table showing the main external source of recruitment in your organization



1 ADVERTISEMENTS 15 30


2 CONSULTANTS 20 40

3 JOB ASPIRANTS 5 10

4UNSOLICITED

APPLICANTS5 10

5EDUCATIONAL

INSTITUTIONS5 10

6 TOTAL 50 100

SOURCE:- PRIMARY DATA

GRAPH NO.5

ANALYSIS: From the above table & graph employees are 30% at advertisements, 40%

at consultants,10% at job aspirants,10% at unsolicited applicants,10% at educational

institutions towards the external source of recruitment.

INTERPRETATION: Majority of the employees are supporting towards the

recruitment through advertisements and consultants.

TABLE NO.6

Table showing basis that candidate should be selected in the preliminary round



1 QUALIFICATION 10 20


2 EXPERIENCE 10 20

3 ATTITUDE 5 10

4COMMUNICATION

SKILLS5 10

5 ALL THE ABOVE 20 40

6 TOTAL 50 100

SOURCE:-PRIMARY DATA

GRAPH NO.6

ANALYSIS: From the above table and graph employees are selected through the 20%

qualification,20% experience,10% attitude,10%communication skills and 40%from the

all of these in the preliminary round in the organisation.

INTERPRETATAION: Majority of the employees are selected from all the mentioned

criteria in the company.

TABLE NO.7

Table showing the major criteria to select the candidate in technical round

SL NO PARTICULARSNO.OF

RESPONDENTS

PERCENTAG

E

1 THEORTICAL 5 10


KNOWLEDGE

2TECHNICAL

EXPERIENCE5 10

3 TEAM PLAYER 12 24

4PRATICAL

INVOLVEMENT15 30


6 TOTAL 50 100


GRAPH NO.7

ANALYSIS: From the above table & graph 10% of theoretical knowledge,10% of

technical experience,24% of team player,30% of practical experience,26% of all of these

represents the criteria for selecting candidate in technical round.

INTERPRETATION: Majority of the employees are selected on the basis technical

round.

TABLE NO.8

Table showing factors stimulating you to join this company

SL NO. PARTICULARSNO. OF


1 SALARY 9 18


2IMAGE OF THE

COMPANY10 20

3 H.R POLICY 5 10

4 CAREER GROWTH 6 12


6 TOTAL 50 100


GRAPH NO.8

ANALYSIS:- From the above table & graph represents 18% on salary, 20% on image of

the company,10% on h.r policy,12% on career growth,40% on overall towards the

employees to join to the company.

INTERPRETATION: Majority are towards all the factors mentioned in the table.

TABLE NO.9

Table showing satisfaction with the recruitment and selection process of

organization



1 HIGHLY SATISFIED 15 30

2 SATISFIED 6 12


3

NEITHER

SATISFIED/NOR

DISSATISFIED

9 18

4 DISSATISFIED 5 10

5 HIGHLY DISSATISFIED 15 30

6 TOTAL 50 100


GRAPH NO.9

ANALYSIS: From the above table & graph 30% are highly satisfied,12% are

satisfied,18% are neither satisfied nor dissatisfied,10%are dissatisfied, 30% are highly

dissatisfied towards the satisfication of recruitment and selection of the company.

INTERPRETATION: Majority of the employees are highly satisfied and highly

dissatisfied in the company.

TABLE NO. 10

Table showing for conducting technical interview which method is more suitable in

terms of optimum cost, minimum time and flexibility

SL NO PARTICULARS NO. OF

RESPONDENTS

PERCENTAGE

1 WRITTENS 12 24

2 ORALS 12 24


3 PRATICAL 15 30

4 ARE THROUGH

PHONE'S

6 12

5 INTERVIEWS 5 10

6 TOTAL 50 100


GRAPH NO.10

ANALYSIS: From the above table & graph it represents 24% at written,24% at orals,

30% at practical, 12% at are through phone’s, 10% at interviews for conducting technical

interview.

INTERPRETATION: Majority of the employees agree with practical method for

suitable in terms of optimum cost, minimum time and flexibility.

TABLE NO.11

Table showing of the test is followed in the selection process in organization

SL

NOPARTICULARS

NO. OF

RESPONDENTSPARTICULARS

1 APTITUDE TEST 8 16

2 ABILITY TEST 6 12


3 ACHEIVEMENT TEST 5 10

4 INTEGRITY TEST 11 22


6 TOTAL 50 100

SOURCE:PRIMARY DATA

GRAPH NO.11

ANALYSIS: From the above table & graph represents 16% is aptitude test,12% is ability

test,10% is achievement test, 22%in integrity test and 40% agree all of these for the

employees selection process.

INTERPRETATION: Majority of the employees agree all the test for selecting the

candidates.

TABLE NO.12

Table showing factor influences the selection process of the candidates in

organization

SL NO PARTICULARS NO. OF PERCENTAGE


RESPONDENTS

1 STRESS INTERVIEW 5 10

2 PANEL INTERVIEW 10 20

3 HR INTERVIEW 12 24

4BEHAVIOURIAL

INTERVIEW8 16

5STRUCTURED

INTERVIEW15 30

6 TOTAL 50 100


GRAPH NO.12

ANALYSIS: From the above table & graph represents 10% in stress interview, 20% in

panel interview, 24% in HR interview,16% in behavioural interview, and 30% in

structured interview for selecting the candidate.

INTERPRETATION: Majority of the agree with structured interview for selecting

candidate in selection process.

TABLE NO.13

Table showing about preference given to the female candidates in the selection

process

SL NO PARTICULAR NO.OF PERCENTAGE


RESPONDENTS

1 COMPLETELY 15 30

2 PARTIALLY YES 10 20

3 PARTIALLY 15 30

4 PARTIALLY NO 10 20

5 NOT AT ALL 5 10

6 TOTAL 50 100


GRAPH NO.13

ANALYSIS: From the above table & graph represents 28% of employees agree

completely, 18%of them partially yes, 27% of them partially, 20% of them partially no,

10% of them not at all towards giving preference to female candidate.

INTERPRETATION: Majority of the employees agree partially for the employment of

female candidate.

TABLE NO .14

Table showing about the selection test that are conducted on the basis on the

requirement

SL NO PARTICULARNO.OF




2 AGREE 2 4

3NEITHER AGREE /NOR

DISAGREE20 40

4 DISAGREE 15 30


6 TOTAL 50 100


GRAPH NO.14

ANALYSIS: From the above table & graph represents 16% in strongly agree, 4% in

agree, 40% in neither agree nor disagree, 30% in disagree, 10% in strongly disagree

towards the selection on the basis of requirement.

INTERPRETATION: Majority of the employees are in between agree and disagree of

the selection.

TABLE NO.15

Table showing satisfaction level with the selection procedure of your organization




1 HIGHLY SATISFIED 12 24

2 SATISFIED 8 16

3NITHER SATISFIED/NOR

DISSATISFIED20 40

4 DISSATISFIED 5 10

5 HIGHLY DISSATISFIED 5 10

6 TOTAL 50 100


GRAPH NO.15

ANALYSIS: From the above table & graph represents 24% are highly satisfied, 16% are

satisfied, 40% are neither satisfied nor dissatisfied, 10% are dissatisfied, 10% are highly

dissatisfied towards satisfaction level of the selection procedure.

INTERPRETATION: Majority of the employees neither satisfied nor dissatisfied with

satisfaction level of the selection procedure.

TABLE NO.16

Table showing about the Rate the Recruitment & selection process followed by

organization



RESPONDENTS

1 EXCELLENT 12 24

2 VERY GOOD 10 20

3 GOOD 13 26

4 FAIR 8 16

5 BAD 7 14

6 TOTAL 50 100


GRAPH NO.16

ANALYSIS: From the above table & graph represents 24% in excellent, 20% in very

good,26% in good,16% in fair, 14% in bad towards the rating the recruitment and

selection in the company.

INTERPRETATION: Majority of the employee are towards good rating of the

recruitment and selection.

TABLE NO.17

Table showing about employee opinion about the career progression in the

organization



RESPONDENT

1 EXCELLENT 6 12

2 VERY GOOD 10 20

3 GOOD 17 34

4 FAIR 15 30

5 BAD 2 4

6 TOTAL 50 100


GRAPH NO.17

ANALYSIS: From the above table & graph represents 12% in excellent,20% in very

good, 17% in good, 15% in fair, 4% in bad towards the career progression in the

company.

INTERPRETATION: Majority of the employees have good opinion towards career

progression.

TABLE NO.18

Table showing about the time duration taken by the company between selection and

placement

SL NO PARTICULARS NO OF PERCENTAGE


RESPONDENTS

1 MORE THAN 1 WEEK 15 30

2 LESS THAN 1-2 WEEK 10 20

3MORE THAN 2-3

WEEK12 24

4 LESS THAN 3-4 WEEK 9 18

5MORE THAN A

MONTH4 8

6 TOTAL 50 100


GRAPH NO.18

ANALYSIS: From the above table & graph represents 30% in more than a week,20% in

less than 1-2 week,24% more than2-3 week,18% in less than 3-4 week,

8% in more than a month, the time taken for the selection and placement.

INTERPRETATION: Majority of the employees consider more than a week for

selection and placement.

TABLE NO.19

Table showing about the satisfaction of the “PROMOTION AND TRANSFER”

during selection of employee

SL NO PARTICULARS NO OF PERCENTAGE


RSPONDENTS


2 AGREE 5 10

3NEITHER AGREE/NOR

DISAGREE20 40

4 DISAGREE 5 10


6 TOTAL 50 100


GRAPH NO.19

ANALYSIS: From the above table & graph represents that 30% are strongly agree, 10%

are agree, 40% are neither agree nor disagree, 10% are disagree, 10% are strongly

disagree towards the satisfaction of promotion and transfer in the company

INTERPRETATION: Majority of the employees are neither agree nor disagree level of

satisfaction of the promotion and transfer in the company.

TABLE NO.20

Table showing about the need for change in the recruitment process



RESPONDENTS


2 AGREE 20 40

3NEITHER AGREE NOR

DISAGREE0 0

4 DISAGREE 8 16


6 TOTAL 50 100


GRAPH NO.20

ANALYSIS: From the above table & graph it represents that 40% of the respondents are

agreed, 32% are strongly agree, 16% disagree and 12% disagree for the changes.

INTERPRETATION: Majority of the respondents feel the there is a need for change in

the recruitment procedure and practices.

CHAPTER 9

HYPOTHESIS TESTING

CHI-SQUARE TEST


HYPOTHESIS TEST 1:

Data is taken from the table 9

COMPUTATIONH0: (Null hypothesis) – Recruitment and selection process of organization is satisfied.

H1 :( Alternative hypothesis) – Recruitment and selection process of organization is not

satisfied.

From the test result, It is observed that Table value at 5% level of significance for 4

degree of freedom=9.4

Since calculated value=6.7, so that null hypothesis is accepted at 5% level of

significance.

According to the employees, the recruitment and selection process is satisfied in the

organization.

CONCLUSION:The recruitment and selection process is satisfied by the employees in the organization.

HYPOTHESIS TEST 2:Data is taken from the Table 16

COMPUTATION:

H0: (Null hypothesis)- Recruitment and selection process rating is satisfied

H1: (Alternative hypothesis)- Recruitment and selection process rating is not satisfied

From the test result, It is observed that table value at 5% level of significance for 4 degree

of freedom=9.4


Since calculated value =2.6, so that null hypothesis is accepted at 5% level of

significance.

According to the employees, rating during recruitment and selection process is satisfied

by the employees in the organization.

CONCLUSION:

Recruitment and selection process rating is satisfied by the employees in the

organization.

CHAPTER 10


FINDINGS

From the above analysis fallowing are drawn as per the study conducted

Consultant plays main role in Recruitment and selection process at TES

Internal and External Recruitment process is preferred at the company

All the employees of the organization are aware about employee referral scheme

TES consultancy playing vital role in employee hiring process

Employees are influenced by the HR policies of the organization

Recruitment and selection process must be experienced and knowledgeable for

employees

In recruitment and selection process all the tests are very important.

It is found that the employees agreed all the selection tests conducted during

Selection process.

All the employees of the organization are satisfied with the selection process.

CHAPTER 11

SUGGESTIONS


TES can build competency model for organization which will help the

organization to select right person to the right job

Company can hire the people inside the organization rather than going for

external recruitment. Because its saves cost and time.

Company can provide more career development opportunity for employees so that

employees will stay back in organization

Sources for the recruitment can be modified in order to make cost effective,

company can go for advertisements in news paper and allow walk in interview.

Advanced training must be provided to update the employees about new

technologies.

The management can give the opportunity to Trade union to refer candidates

when vacancies are created in the company.

The jobs can be redesigned so that monotonous tasks are eliminated..

CHAPTER 12

CONCLUSION


Conclusion: The TES Electronics solutions is small company and they are good at their

product and services, The company follows a well-defined sound and effective

recruitment and selection process policies and procedures.

Recruiting people with the right skills and qualities is essential for any

organization if it is to maintain and improve its efficiency. Not only the personal

manager but also the line manager/supervisor has a part to play in the selection

process. It is crucial that both these people have training to enable them to carry

out their roles effectively. Careful analysis of the job to be done and the

competencies required to do it necessary if the right people are to be pitted into

the right job.

Having selected the best candidates for the job, and ensure that recruit is

successfully integrated into the organization.

From analysis it is to conclude that The TES Electronics solutions India pvt ltd

effectively carrying out Recruitment and selection process.

All the recruiters satisfied with programme running at the company. Still it can be

improved by acquiring the talented candidates.

Thus organization has to evaluate the effectiveness of the recruitment and

selection process in order to know that process are analyzed and contributed to

development of the organizations.