recruitments & selection - full project only

7/31/2019 Recruitments & Selection - Full Project Only

1/76

A PROJECT

ON

RECRUITMENT AND SELECTIONRECRUITMENT AND SELECTION

ININ

HYDERABADHYDERABAD

SUBMITTED BY

K.NIRMALA JYOTHIK.NIRMALA JYOTHIM.B.A. (HR)

UNDER THE GUIDANCE OF

Mr. R. RAMANJAN REDDY

In partial fulfillment of

MASTER OF BUSINESS ADMINISTRATION

PADALA RAMA REDDI COLLEGE OF COMMERCE AND MANAGEMENT

NARSINGI,HYDERABAD

1


2/76

DECLARATION

I hereby declare that this Project Report titled RECRUITMENT AND

SELECTION IN EDIFICE IT SOLUTIONS submitted by me to the Department of

Business Management, O.U., Hyderabad, is a bonafide work undertaken by me and it is not

submitted to any other University or Institution for the award of any degree diploma /

certificate or published any time before.

Name and Address of the Student Signature of the student

2


3/76

CERTIFICATION

This is to certify that the Project Report title RECRUITMENT AND SELECTION

IN EDIFICE IT SOLUTIONS submitted in partial fulfillment for the award of MBA

Programme of Department of Business Management, O.U. Hyderabad, was carried out by

K.NIRMALAJYOTHI under my guidance. This has not been submitted to any other

University or Institution for the award of any degree/diploma/certificate.

Name and address of the Guide Signature of the Guide

3


4/76

ACKNOWLEDGEMENT

I express my deep sense of gratitude to my manager Human Resources for

providing me an opportunity to do project work in EDIFICE IT

SOLUTIONS

I am grateful to Mr. PADALA SRINIVAS REDDY, Principal, PADALA

RAMI REDDY COLLEGE OF COMMERCE AND MANAGEMENT for

his encouragement in this academic pursuit.

I am greatly indebted to MR.R.RAMANJAN REDDY Internal Guide, PRR

COLLEGE OF COLLEGE AND MANAGEMENT, for his valuable

guidance and encouragement throughout the project.

I would also like to take this opportunity to thank all the people to extend

their immense help to complete my project work.

(K.NIRMALA JYOTHI)

4


5/76

CONTENTS

CHAPTERS NAME OF TOPIC PAGE NO

1 INTRODUCTION 6-10

2 RESEARCH METHODOLOGY 11-13

3 COMPANY PROFILE 14-29

4 LITERATURE REVIEW 29-50

5 RECRUITMENT AND SELECTION ATEDIFICE IT SOLUTIONS

51-53

6 DATA ANALYSIS AND

DATA INTERPRETATION

54-65

7 FINDINGS ,SUGGESTIONS AND

CONCLUSIONS

66-69

ANNEXURES

QUESTIONNAIRE

BIBLIOGRAPHY

5


6/76

CHAPTER-I

INTRODUCTION

Recruitment & Selection:

6


7/76

Recruitment is the set of activities takes place in an organization to attract job candidates

possessing the appropriate characteristics to help the organization reach its objectives. It

involves seeking and attracting a pool of people from where suitable qualified candidates

can be chosen for vacancy. The basic purpose is to collect a group of potentially qualified

people. Selection is the process of finding out the most suitable candidates for the suitable

job. After identifying the sources of manpower, searching for prospective employees and

stimulating them to apply for jobs in the organization, the management has to perform the

function of selecting the right employees at the right time and at the right post.

Recruitment refers to the process of screening, and selecting qualified people for a job at a

group. While generalist managers or administrators can undertake some components of

organization or firm, or for a vacancy in a volunteer-based organization or community therecruitment process, mid- and large-size organizations and companies often retain

professional recruiters or outsource some of the process to recruitment agencies. External

recruitment is the process of attracting and selecting employees from outside the

organization.

The recruitment industry has four main types of agencies: employment agencies,

recruitment websites and job search engines, "headhunters" for executive and professional

recruitment, and in-house recruitment. The stages in recruitment include sourcing

candidates by advertising or other methods, and screening and selecting potential

candidates using tests or interviews.

Recruitment Vs Selection

Both recruitment and selection are the two phases of the employment process. The

differences between the two are:

7
http://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Organizationhttp://en.wikipedia.org/wiki/Recruiterhttp://en.wikipedia.org/wiki/Employment_agencyhttp://en.wikipedia.org/wiki/Executive_searchhttp://en.wikipedia.org/wiki/Advertisinghttp://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Organizationhttp://en.wikipedia.org/wiki/Recruiterhttp://en.wikipedia.org/wiki/Employment_agencyhttp://en.wikipedia.org/wiki/Executive_searchhttp://en.wikipedia.org/wiki/Advertising


8/76

1. Recruitment is the process of searching the candidates for employment and

stimulating them to apply for jobs in the organisation WHEREAS selection

involves the series of steps by which the candidates are screened for choosing the

most suitable persons for vacant posts.

2. The basic purpose of recruitments is to create a talent pool of candidates to

enable the selection of best candidates for the organisation, by attracting more and

more employees to apply in the organisation WHEREAS the basic purpose of

selection process is to choose the right candidate to fill the various positions in the

organisation.

3. Recruitment is a positive process i.e. encouraging more and more employees to

apply WHEREAS selection is a negative process as it involves rejection of the

unsuitable candidates.

4. Recruitment is concerned with tapping the sources of human resources

WHEREAS selection is concerned with selecting the most suitable candidate

through various interviews and tests.

5. There is no contract of recruitment established in recruitment WHEREAS

selection results in a contract of service between the employer and the selected

employee.

OBJECTIVES OF THE STUDY:

The objectives of the project study include :

8


9/76

To know the various sources of recruitment and their availability at EDIFICE IT

SOLUTIONS.

To obtain the feed back of the employees about the recruitment and selection

procedures followed in the company.

To review the recruitment process and to make improvements to the forthcoming

recruitment programs at EDIFICE IT SOLUTIONS.

To find out the effectiveness of the selection procedure at EDIFICE IT

SOLUTIONS.

To know various methods of selection procedures by EDIFICE IT SOLUTIONS.

To suggest measures accordingly.

SCOPE OF THE STUDY

The scope of the study includes the following aspects of recruitment and selection

9


10/76

The feed back of an employee.

Proper utilization of human resource planning.

Effectiveness of recruitment process and techniques.

The selection procedure is effective or not.

Cost effectiveness.

LIMITATIONS

10


11/76

The superior may not dedicate much time to fill up the questionnaire which results

in not so authentic data or information.

The employees may not reveal the secrets of the company.

As the questionnaire is restricted to only 12 questions, the study could not cover

the other aspects of the topic

11


12/76

CHAPTER-II

RESEARCH METHODOLOGY

METHODOLOGY

The recruitment and selection process followed in Edifice IT Solutions is comparatively

well defined. Most of the candidates are recruited through Employee Reference and

Consultancy. Candidates selected are given a probationary period. The suggestions drawn

through the project study are like before posing the candidates to personal interviews, tests

like aptitude, achievement, situational, interest, group discussion and personality

12


13/76

development interview should be conducted. This helps the company in retaining

employees for long time.

Overall manpower planning in Edifice IT Solutions is conducted

systematically and selection procedure is done through experts. This makes the company to

lower the employee turnover at the same time developing the selected candidates for future

organizational goals.

SOURCE OF INFORMATION:

Source of data is both primarily and secondary data were gathered and utilized for

the study of recruitment and selection. To elicit the primary data for proposed study a well,

designed questionnaire is used for independence. The statements cover the aspects

recruitment and selection and associated issues. Personal interviews are taken with

respondents to strength the information.

DATA ANSLYSIS:

The recruitment and selection data are analyzed using basic parametric techniques

such as percentages and average etc., wherever they are required.

SAMPLE SIZE: The well structured questionnaires with a sample size of 100 employees

are taken for the purpose of study of recruitment and selection process in organization.

The sample was selected randomly.

SOURCES OF DATA:

1. Primary data

2. Secondary data

3. Analysis of data

13


14/76

Primary data is collected in order to avoid any mistakes due to transcription

which may arise when collected through secondary sources. The data is

collected by questionnaire method.

Secondary data is collected from the companies reports, manuals and

brochures. Through company records,books, HR reports etc.

SAMPLING PROCEDURE:

The sampling method used was random sampling. The sampling method was used

because of lack of time and lack of knowledge about the universe. The sample size wasfixed to 100 respondents; the sampling procedure is response form.

STATISTICAL TOOLS USED: PIE CHART:

PERCENTAGE ANALYSIS:

In this research, various percentages are identified in the analysis and they are presented

pictorially by way of bar diagrams and pie charts in order to have a better quality.

14


15/76

CHAPTER- III

COMPANY PROFILE

Edifice IT Solutions is a consulting and outsourcing company with clear vision. With a

team of highly experienced professionals, providing consulting services, education &

training services, project management support and staffing services to diverse industry

sectors. It includes management consulting, competency development & training on project

& process management, tools & technology solutions and on-site & off-site services.

15


16/76

Because ours is a primarily outsourcing company having access to a large pool of IT

professionals, we provide a cost-effective way of completing projects on time and budget.

Be it an individual product or service or outsourcing an entire IT department, Edifice has

people who can help.

Building products and providing leading edge software development services to small and

medium business that are expanding or transitioning is our specialty. Our team of

outsourcing technical experts will help in delivering innovative IT solutions to help meet

your companys goals at a greater value.

Being a primary user of Microsoft technologies, we specialize in developing web based

applications for qualitative and effective usage. We also provide application maintenance

and support for your developed product in this rapidly changing technology environment.

Edifice IT Solutions is an exciting and rapidly growing IT consulting firm. We are always

on the look out for talented professionals who are seeking a dynamic career in professional

services. If you are a skilled software engineer who can combine in-depth IT expertise with

strong industry background and have relevant experience in one or more of the following

areas, we'd love to hear from you. Edifice offers a challenging work atmosphere for

continual learning and growth. With a culture focused on technical excellence, we look for

self-motivated software engineers who love their profession and consider the challenges of

work its own reward. With remuneration that matches any in the industry, we try to make it

a fun and rewarding place to work.

EIS(Edifice IT Solutions) understanding business domains that create new avenues for the

innovative application of IT solutions is one of the vital strengths the team at Edifice

Technologies strives to continually increase. Combining this deepest understanding of

various technologies, Edifice Technologies delivers a range of services that are innovative

in design, way they are developed and way they perform - enabling its clients not only in

achieving the intended benefits out of the application developed but also in utilizing the

16


17/76

developed application as a source continually generating sustainable advantages.

EIS was founded by professionals with years of experience in software engineering,

Training, management and consulting.

EIS intelligence maturity as well as the capability of continuous process improvement is a

key to meeting clients' requirements within the shortest possible time frame. Also,

Edifices talented pool of software engineers and high technology infrastructure at the

development center are providing substantial support in providing timely services to the

global client. As a result the clients are able to get the maximum cost advantage since

Edifice's development practices are focused on maximizing performance of various stages

of software development lifecycle to directly arrive at a favorable cost structure for the

client.

EIS offer comprehensive, end-to-end software solutions and services. Its services

encompass a broad technology spectrum, catering to leading international companies

across the globe

.

SERVICES:

OFFSHORE & OUTSOURCING:

Edifice IT Solutions is an offshore software development company that offers

programming, design, and consulting services to a wide range of industries and business

areas. Working with you continuously, we are able to execute a project from a mere

concept to the final, polished solution. Our highest quality services are driven by the

17


18/76

customer's comfort, cost benefits, schedule and budget targets, and confidentiality and

security issues.

EIS has a list of distinguished clients and Edifice is committed to establish and maintain

long \ standing partnerships with the clients, where they obtain professionally crafted

products and services on par with global industry standards.

Many of our clients have progressed in achieving their goal easily and successfully with

Edifice as their technology partner. We actively promote Project Management culture,

methodology and best practices worldwide.

You would agree that managing project has become very crucial in this competitive

business scenario. And managing scope of the projects within time, cost and quality

constraints is the challenge.

Our philosophy is to utilize knowledge to provide value-addition to our clients. Our team

provides solutions & services to clients with a globally accepted methodologies, tools &

techniques based on extensive industry experience.

We play an important role in the making difference in our clients projects & operations by

our active participation. We help organizations to align their strategic objectives with day-

to-day operations by streamlining management processes, optimizing teams productivity

and effective application of tools & techniques

BUSINESS CONSULTING:

Edifice IT Solutions strategic business consulting services focus on enhancing

business performance of its clients by streamlining processes, reducing

organizational risk and leveraging the global sourcing / outsourcing organizational

model. We have worked with clients in a wide range of industries to help them

leverage the strengths of IT to optimize their business performance and produce

value driven results. We specialize in helping organizations grow their businesses

18


19/76

and their bottom line. Optima's services deliver a solution designed to meet our

clients business and technology needs.

Our expertise is focused on:

Optimizing applications and workload where we help our clients align

applications to business strategy, prioritize critical work requests and plan internal

resources

Improving productivity where we help our clients redesign processes to work

more efficiently, and design and institutionalize metrics for process improvements

Ensuring effective outsourcing where we help our clients assess outsourcing

suitability of applications and infrastructure, design governance structure to manage

relationship issues in global outsourcing and manage organizational change

involved in an outsourcing initiative

Process improvement & implementation We implement diagnostics to identify

process improvement opportunities and work extensively with our clients to

implement changes in their business process.

Managing operational risk We facilitate design and development of processes

and architecture to support improved operational risk management

Outsourcing consulting and health check To assist outsourcing decisions we

develop cost analysis, risk analysis, business case and transition options.

Change management and re-organization The design and management of the

organization and HR transition programs are reworked to incorporate outsourcing

requirements.

Managing / governing offshore resources We analyze and design an effective

19


20/76

program management office, identify skills, capabilities, roles, and responsibilities

that are essential elements in managing offshore resources and policy.

PROJECT MANAGEMENT:

Project management is the discipline of organizing and managing resources in such a way

that these resources deliver all the work required to complete a project within defined

scope, time, and cost constraints. A project is a temporary and one-time endeavor

undertaken to create a unique product or service. This property of being a temporary andone-time undertaking contrasts with processes, or operations, which are permanent or semi-

permanent ongoing functional work to create the same product or service over-and-over

again. The management of these two systems is often very different and requires varying

technical skills and philosophy, hence requiring the development of project management.

The first challenge of project management is ensuring that a project is delivered within the

defined constraints. The second, more ambitious, challenge is the optimized allocation and

integration of the inputs needed to meet those pre-defined objectives. The project,

therefore, is a carefully selected set of activities chosen to use resources (time, money,

people, materials, energy, space, provisions, communication, quality, risk, etc.) to meet the

pre-defined objectives.

20


21/76

Project control systems:

Project control is that element of a project that keeps it on-track, on-time, and within

budget. Project control begins early in the project with planning and ends late in the project

with post-implementation review, having a thorough involvement of each step in the

process. Each project should be assessed for the appropriate level of control needed; too

much control is too time consuming, too little control is too costly. Clarifying the cost to

the business if the control is not implemented in terms of errors, fixes, and additional audit

fees.

Control systems are needed for cost, risk, quality, communication, time, change,

procurement, and human resources. In addition, auditors should consider how important the

projects are to the financial statements, how reliant the stakeholders are on controls, and

how many controls existing. Auditors should review the development process and

procedures how they are implemented. The process of development and the quality of the

final product may also be assessed if needed or requested. A business may want the

auditing firm to be involved throughout the process to catch problems earlier on so that

they can be fixed more easily. An auditor can serve as a controls consultant as part of the

development team or as an independent auditor as part of an audit.

Businesses sometimes use formal systems development processes. These help assure that

systems are developed successfully. A formal process is more effective in creating strong

controls, and auditors should review this process to confirm that it is well designed and is

followed in practice. A good formal systems development plan outlines:

- A strategy to align development with the organizations broader objectives

- Standards for new systems

21


22/76

- Project management policies for timing and budgeting

- Procedures describing the process

CORE COMPETENCY:

Staffing Services

In today's business environment, Information Technology is progressing at a lightening

speed. Businesses need trained, ready-to-go IT consultants and project managers to meet

their immediate business objectives. Success depends on having the right people and the

right team to get the job done. Staff Augmentation is the answer when you wish to

maximize control and manage your own project, but need experienced professionals to

follow your Lead. Keeping our consultants ahead of the technology curve is the

cornerstone of our methodology. The utilization of various training methods, certification

programs, and development seminars assure the excellence of our consultants. Edifice IT

Solutionsprovides System Architects, Project Managers, Project Leaders, and

Programmers and functional consultants in the areas of:

Web Technologies

ERP

Databases

Data Warehousing

Staffing Process

Edifice IT Solutions 10-step fulfillment process is the culmination of experience in the IT

talent industry.

Permanent staffing

Edifice is a skilled and knowledgeable recruiter of Executive talent.

Edifice has the ability to understand the uniqueness of a position and devise the appropriate

22


23/76

recruitment strategy. This includes trying out fresh ideas, out-of-the-box thinking and

flexibility to Edifice follows a methodical process in its Executive search practice. Based

on the given brief, Edifice IT Solutions conducts a search for top-notch candidates from

its rich database, pre-screens him/her, sets up interviews and continues the process till the

client organization finds the right individual. This option includes a Service Level

Agreement with the replacement guarantee, if the selected candidate does not match up to

expectations.

Edifice IT Solutions has evolved with the changing needs of the industry, globally and

locally; and has built solid and far-reaching relationships with clients and candidates. The

firm has built name recognition and a reputation for its grasp of cultural factors, changing

demographics and professional environments.

The preeminent stringent practice adopted to recruit candidates for our clients

encompasses:

Executive Search

Campus Selection Research Mapping

Generic Resourcing

Temporary staffing:

Edifice has proven expertise, innovation, flexibility and access to resource to meet an

organization's temporary staffing needs. Over time, Edifice IT Solutions has successfully

developed its business and service portfolio to adjust to the changing needs of its clients.

Edifices temporary Staffing practice and is suitable for organizations who need additional

and dedicated resources for immediate project requirements. Temporary assignments can

last a few days, weeks or months and generally cover up for vacations, maternity leave,

sick leave and seasonal or peak loads. Edifice IT Solutions has the resources and

infrastructure to mobilize a single person or an entire workforce based on the client's need,

23


24/76

and deliver to their expectations.

Edifice IT Solutions has a wide selection of temporary workers experienced across a range

of disciplines. The client is assured of the best choice of employees available on flexible

terms of short, medium or long-term employment. Edifice does not compromise on the

quality of the temporary employees or the responsiveness to the client.

Edifice also offers advice and consultancy in planning your short term, specific project or

seasonal staffing requirements.

EXPERTISE:

Edifice IT Solutions has spent years refining the process of identifying and attracting the

most experienced and knowledgeable technical resources the market has to offer. Our

extensive recruiting process has enabled VTech to assemble a talent pool of thousands of

consultants

we focus on filling our talent pool with technical resources in the following areas:

System Development

Database Administrator

Information Architect

24


25/76

Mainframe Programmer

Programmer/Analyst

Quality Assurance

Software Architect

Software Engineer

Software Tester

Web Developer Project and IT Leadership

Business Analyst

Program Manager

Project Manager

Solution Architect

System Analyst

Technical Writer IT Support

Desktop Support

Helpdesk Support

LAN /WAN Administrator

Network Engineer

Security Specialist

INDUSTRIES WITH EXPERIENCE:

Leveraging our vast domain knowledge and in-depth technology expertise, Edifice offers

solutions designed to meet the specific needs of industries worldwide.

Edifice IT Solutions specializes in developing strategic Software solutions for diverse

industries and businesses, to enable them to gain a competitive edge and maximize their

Return on Investment (ROI). We architect enterprise-wide technology solutions that arehigh performing, robust, reliable and meet the emerging challenges of both large and small

organizations.

Using our standard model and a combination of Onsite, Offsite and Offshore resources, we

provide cost-effective solutions and help organizations increase the returns on their IT

25


26/76

budgets.

Edifice IT Solutions address a range of industries, including, but not limited to, the

following:

Banking

Computer Software

Financial Services

Healthcare

Insurance

Logistics

Pharmaceuticals

Public Utilities

Publishing

Telecom

APPLICATION DEVELOPMENT AND MAINTENANCE:

Our Custom application development, offer your company an opportunity to develop a

competitive advantage by using technology in a more productive or effective way than your

competitors. It does not have to be expensive. These solutions can become an efficient

method for both industry leaders and small companies to reduce expenses and retain a

competitive advantage.

We provide total flexibility in terms ofCustom application development - the process is

essentially "Client Driven". It is important to remember that a well-designed database

should provide the end product that is tailored to meet both your professional and practical

26


27/76

business needs and therefore serve its intended purpose.

The Custom application development process normally includes, but is not limited to:

Comprehensive and detailed analysis of the business needs,

Preparation of design specifications

Initial design concept

Programming

Testing/Validation

Client support (Training & support material provided)

Ongoing development and maintenance

Industry Profile:

Human Resources (HR) and recruitment are increasingly viewed as distinct industries with

related areas of work. Both are growing considerably and have seen significant changes

over the past ten years. These changes have helped HR to shed its common previous image

as a welfare or administrative role, and it is now widely recognized as a key function in

driving business forward and influencing business strategy.

27


28/76

As companies become more aware of the value and importance of their HR functions and

the need to recruit and retain the best workforce, more organizations are employing

graduates with key skills into HR roles, although this remains a popular and competitive

sector.

Recruitment roles may be based either in-house, managing the recruitment needs of an

organisation, or in a consultancy, handling recruitment for a range of different clients.

Executive recruitment consultancies typically operate in specialist areas sourcing

candidates for senior appointments.

They often approach individuals directly rather than advertising openly - hence the term

headhunting, which is sometimes used to describe the role. Recruitment is a large and

growing business and recruitment consultancies are becoming an increasingly significant

source of graduate employment.

What kind of work can I do?

Employee relations (handling employee rights, contracts and complaints)

Employment legislation

Recruitment and selection

Performance appraisal

28


29/76

Compensation, including pay and benefits

Consultancy

Health and safety

Training and development

Whats it like working in this sector?

Human resources

Salaries vary considerably depending upon location, industry sector and level of seniority.

Basic salary levels range from an average 22,000 for junior HR officers to 70,000 for

HR directors. Pay may also be affected by your specialist; for example, compensation andbenefits roles are the highest paid, with salaries as much as 20% above the average salary

for a senior Most HR professionals have contracted hours of 35-37.5, but only a third

actually works as few hours as this, and half work up to eight hours more per week. Of HR

directors, 90% typically work 40 hours a week or more.

Recruitment

On average, recruiters earn a basic salary of 26,000, but this is an industry where

commission plays a big part in salary, raising the average on-target earnings (OTE) to

36,000 and, in some cases, leading to double the basic salary, or even more. As with HR,

salaries in recruitment vary considerably according to your role and the sector in which you

work.

Specialist headhunters in lucrative sectors can earn up to 70,000 OTE. Recruiters in the ITsector can expect to earn the highest total salaries and the finance sector pays the second

highest. The lowest total salaries for recruiters are paid in the healthcare sector (figures

obtained from

29


30/76

Recruitment consultants often work long hours, contacting clients at the end of their

working day.

How big is this sector?

HR and recruitment is a large sector that spans numerous industries. The Chartered

Institute of Personnel and Development (CIPD) is the professional body for HR and their

current membership stands at 127,000. Of these, 44% are employed in the private sector

(services), 35% in the public sector, 13% in the private sector (manufacturing) and 6% in

the voluntary/not-for-profit sector (Annual Report, CIPD 2007).

The professional body representing the recruitment industry, the Recruitment and

Employment Confederation (REC), reports that over 97,000 individuals are employed in

recruitment roles (Annual Turnover Survey, REC, 2006).

CHAPTER IV

30
http://www.cipd.co.uk/http://www.cipd.co.uk/http://www.rec.uk.com/http://www.rec.uk.com/http://www.cipd.co.uk/http://www.cipd.co.uk/http://www.rec.uk.com/http://www.rec.uk.com/


31/76

LITERATURE REVIEW Recruitment

and selection

HUMAN RESOURCE PLANNING

Human resource planning is a process by which an organisation should move from its

current manpower position to its desired manpower position. Through planning,

management strives to have the right number and right kind of people at the right places at

the right time, doing things which result in both the organisation and the individual

receiving maximum long-run benefit.

31


32/76

Human Resource Planning is the efficient utilization of organizational resources-Human,

capital and technological with the continual estimation of future requirements and the

development of systematic strategies designed toward goal accomplishment.

The process of determining manpower requirements and the means for meeting those

requirements in order to carry out the integrated plan of the organizations

----Coleman

Human resource planning is an integrated approach to performing the planning aspects of

the personnel function in order to have a sufficient supply of adequately developed and

motivational people to perform duties and tasks required to meet organizational objectives

and satisfy the individual needs and goals of organization members.

----Leon C.Megginson

OBJECTIVES

The important objectives of human resource planning in an organisation are:-

To recruit and retain the human resource required quantity and quality.

To foresee the employee turnover and make the arrangements for minimizing

turnover and filling up of consequent vacancies.

To meet the needs of the programmes of expansion ,diversification etc.,

32


33/76

To foresee the impact of technology on work, existing employees and future human

resource requirements.

To improve the standards, skill, knowledge, ability, discipline, etc.

To assess the shortage of human resources and take measures accordingly.

To maintain congenial industrial relations by maintaining optimum level and

structure of human resources

To minimise imbalances caused due to non-availability of human resources of right

kind, right number in right time and at right place.

To make the best use of its human resources

To estimate the cost of human resources

RECRUITMENT AND SELECTION

MEANING AND DEFINITION

Recruitment has been regarded as the most important function of personnel administration,

because unless the right type of people are hired, even the best plans, organisation charts

and control systems would not do much.

33


34/76

A person unknown, living somewhere comes to a working unit through this recruitment

and selection process provided he is interested in working. Where recruitment reduces the

number of persons applied for the post due to limited vacancies, selection gives a way to be

into the organization and training the after cup taste. Once the person gets into it he gets a

golden goose i.e., a life time security. However the applicant attitude pays him a lot.

Stringent rules and regulations are applicable in this process of recruitment and selection.

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 the manpower in

adequate numbers to facilitate effective selection of an efficient workforce

-------Yoder

The process of searching for prospective employees and stimulating them to apply for

jobs in the organization,

-----Edwin B.Flippo

SUB SYSTEMS OF RECRUITMENT

There are four subsystems in recruitment which can be divided into further subsystems.

Finding out and developing the sources where the required number and kind of

employees are are/will be available.

Developing suitable techniques to attract the desirable candidates.

34


35/76

Employing the techniques to attract candidates, and

Stimulating as many candidates as possible and making them to apply them for job

irrespective of number of candidates in order to increase selection ratio.

COMPLEXITY OF THE FUNCTION OF RECRUITMENT

The activity of recruitment i.e., searching for prospective employees is affected by many

factors like,

Organizational policy regarding filling up of certain percentage of vacancies by internal

candidates

Local candidates (sons of soil)

Influence of trade unions.

Government regulations regarding reservations of certain number of vacancies to

candidates based on community/region/caste/sex .and Influence of recommendations,

nepotism etc.

The other activity of recruitment is consequently affected by the internal factors such

as

Working conditions

Promotional opportunities

Salary levels, type and extent of benefits

Other personnel policies and practices

Image of the organization, and

35


36/76

Ability and skill of the management to stimulate the candidates

It is also affected by external factors like

Personal policies and practices of various organizations regarding working

conditions, salary, benefits, promotional opportunities, employee relation etc.

Career opportunities in other organizations: and

Government regulations.

However, the degree of complexity of recruitment function can be minimized by

formulating sound policies.

RECRUITMENT POLICIES

Recruitment policy of any organization is derived from personnel policy of the

same organisation. Recruitment policy y itself should take into consideration the

governments personnel policies of the other organization regarding merit, internal

sources, social responsibility in absorbing minority sections, women etc

Recruitment policy should commit itself to the organizations personnel policy like

enriching the organizations human resources or serving the community by

absorbing the worker sections and disadvantaged people of the society, motivating

the employees through the internal promotions, improving the employee loyalty to

36


37/76

the organization by absorbing the retrenched or laid off employees or

casual/temporary employees or dependants of present/former employees etc.,

The following factors should be taken into consideration in formulating recruitment

policy. They are;

Government policies

Personnel policies of other compete ting organizations

Organizations personnel policies

Recruitment sources

Recruitment costs

Selection criteria and preference etc.

SOURCES OF RECRUITMENT

Sources are those where prospective employees are available like employment exchanges.

When a person is needed to fill a vacant organization position, this individual may come

from inside or outside the company. Some companies prefer to recruit from within, since

this aids employee morale, loyalty and motivation. Other companies prefer to recruit

externally to prevent inbreeding and to encourage new ways of thinking.

INTERNAL SOURCES

Internal sources include;

Present permanent Employees organizations consider the candidates from internal source

for higher level jobs due to:Availability of most suitable candidates for jobs relatively or equally to the external

sources.

To meet the trade unions demand

To the policy of the organization to motivate the present employees.

Present temporary or casual employees:

37


38/76

Organisation find this sources to fill the vacancies relatively at lower level owing to the

availability of suitable candidates or trade union pressures or in order to motivate them in

their present jobs.

Retrenched or retired employees:

The organization takes the candidates for employment from the retrenched due to

obligation, trade union pressure. Some times the organizations prefer to re-employ their

retired employees as a token of their loyalty to the organization or to postpone some inter

personal conflicts for promotion etc.

Dependents or deceased, disabled, retired and present employees:

Some organizations, in an attempt to show loyalty, provide employment to the dependents

of deceased, disabled and present employees. Such organizations find this source as an

effective source of recruitment.

External Sources:

Organizations have at their disposal a wide range of external sources for recruiting

personnel. External recruiting is often needed in organizations that are growing rapidly, or

that have a large demand for technical, skilled, or managerial employees. External source

provide a larger pool of talent, and they prove to be cheaper, especially when dealing with

technical or skilled personnel who need not be offered any training in the organization, in

the long run.

External source include

38


39/76

Educational and training institutes: different types of organizations like industries, business

firms, service organizations can get experienced candidates of different types from various

educational institutions like colleges and universities imparting education in science,

commerce, arts, engineering and technology, agriculture, medicine, management studies,

etc., and trained candidates in different disciplines like vocational, engineering, medicine

from training institutions like vocational training institutes of state government in various

states, national industrial training institute for engineers etc., all these provide facilities for

campus recruitment and selection.

Private employment agencies/consultants: public employment agencies are consultants like

ABC consultant in India perform the recruitment functions on behalf of a client company

by charging fee.

Public employment exchanges: the government setup public employment exchanges in the

country to provide

Information about vacancies to the candidates and to help the organizations to find out

suitable candidates.

Professional organizations: professional organizations or associations maintain complete

bio data of their members and provide the same to various organizations on requisition they

also act as an exchange between the members and recruiting firms in the exchanging

information, Clarifying doubts etc., Organizations find this source more useful to recruit

the experienced and professional employees like executives managers and engineers.

Data banks: the management can collect the bio-data of the candidates from different

sources like employment exchange, educational training institutes, candidates etc., and feed

those in the computer can get the particulars as and when it needs to recruit.

Casual applicants : depending upon the image of the organization .its prompt response,

participation of the organization in the local activities, level of unemployment, candidates

apply casually apply casually for jobs through mail or handover the applications in

personnel department.

39


40/76

Similar organizations: Generally, experienced candidates are available in organizations

producing similar products or are engaged in similar business. The management can get

most suitable candidates from this source.

Trade unions: Generally, unemployed or under employed persons or employees seeking

change in employment put a word to the trade union leaders with a view to getting a

suitable employment due to the latters intimacy with management. The trade union leaders

are aware of this fact and in order to satisfy the trade union leaders, management enquires

trade unions for suitable candidates.

Online recruitment: it has been one of the dominant sources where in various websites

provide the various opportunities and vacancies in different companies. The candidates can

directly apply for the jobs online and also the companies can get the data bases of the

candidates through the internet.

Agency types

The recruitment industry has four main types of agencies. Their recruiters aim to channel

candidates into the hiring organizations application process. As a general rule, the agencies

are paid by the companies, not the candidates.

Traditional Agency

40


41/76

Also known as a employment agencies, recruitment agencies have historically had a

physical location. A candidate visits a local branch for a short interview and an assessment

before being taken onto the agencys books. Recruitment consultants then work to match

their pool of candidates to their clients' open positions. Suitable candidates are short-listed

and put forward for an interview with potential employers on a temporary ("temp") or

permanent ("perm") basis.

Compensation to agencies takes several forms, the most popular:

A contingency fee paid by the company when a recommended candidate accepts a

job with the client company (typically 20%-30% based and calculated of the

candidates first-year base salary), which usually has some form of guarantee (30-90

days standard), should the candidate fail to perform and is terminated within a set

period of time (refundable fully or prorated)

An advance payment that serves as a retainer, also paid by the company, non-

refundable paid in full depending on outcome and success (e.g. 30% up front, 30%

in 90 days and the remainder once a search is completed). This form of

compensation is generally reserved for high level executive search/headhunters

Hourly Compensation for temporary workers and projects. A pre-negotiated hourly

fee, in which the agency is paid and pays the applicant as a consultant for services

as a third party. Many contracts allow a consultant to transition to a full-time status

upon completion of a certain number of hours with or without a conversion fee.

Headhunters

A "headhunter" is industry term for a third-party recruiter who seeks out candidates, often

when normal recruitment efforts have failed. Headhunters are generally considered more

aggressive than in-house recruiters or may have preexisting industry experience and

contacts. They may use advanced sales techniques, such as initially posing as clients to

gather employee contacts, as well as visiting candidate offices. They may also purchase

expensive lists of names and job titles, but more often will generate their own lists. They

may prepare a candidate for the interview, help negotiate the salary, and conduct closure to

41
http://en.wikipedia.org/wiki/Employment_agencyhttp://en.wikipedia.org/wiki/Advance_paymenthttp://en.wikipedia.org/wiki/Retainer_agreementhttp://en.wikipedia.org/wiki/Executive_searchhttp://en.wikipedia.org/wiki/Sales_techniqueshttp://en.wikipedia.org/wiki/Employment_agencyhttp://en.wikipedia.org/wiki/Advance_paymenthttp://en.wikipedia.org/wiki/Retainer_agreementhttp://en.wikipedia.org/wiki/Executive_searchhttp://en.wikipedia.org/wiki/Sales_techniques


42/76

the search. They are frequently members in good standing of industry trade groups and

associations. Headhunters will often attend trade shows and other meetings nationally or

even internationally that may be attended by potential candidates and hiring managers.

Headhunters are typically small operations that make high margins on candidate

placements (sometimes more than 30% of the candidates annual compensation). Due to

their higher costs, headhunters are usually employed to fill senior management and

executive level roles. Headhunters are also used to recruit very specialized individuals; for

example, in some fields, such as emerging scientific research areas, there may only be a

handful of top-level professionals who are active in the field. In this case, since there are so

few qualified candidates, it makes more sense to directly recruit them one-by-one, rather

than advertise internationally for candidates. While in-house recruiters tend to attractcandidates for specific jobs, headhunters will both attract candidates and actively seek them

out as well. To do so, they may network, cultivate relationships with various companies,

maintain large databases, purchase company directories or candidate lists, and cold call

prospective recruits.

In-House Recruitment

Largeremployers tend to undertake their own in-house recruitment, using theirhuman

resources department. In addition to coordinating with the agencies mentioned above, in-

house recruiters may advertise job vacancies on their own websites, coordinate internalemployee referrals, work with external associations, trade groups and/or focus on campus

graduate recruitment. Alternatively a large employer may choose to outsource all or some

of their recruitment process (recruitment process outsourcing).

[edit] Passive Candidate Research Firms / Sourcing Firms

42
http://en.wikipedia.org/wiki/Cold_callinghttp://en.wikipedia.org/wiki/Employerhttp://en.wikipedia.org/wiki/Human_resourceshttp://en.wikipedia.org/wiki/Human_resourceshttp://en.wikipedia.org/wiki/Graduate_recruitmenthttp://en.wikipedia.org/wiki/Recruitment_process_outsourcinghttp://en.wikipedia.org/w/index.php?title=Recruitment&action=edit&section=5http://en.wikipedia.org/wiki/Cold_callinghttp://en.wikipedia.org/wiki/Employerhttp://en.wikipedia.org/wiki/Human_resourceshttp://en.wikipedia.org/wiki/Human_resourceshttp://en.wikipedia.org/wiki/Graduate_recruitmenthttp://en.wikipedia.org/wiki/Recruitment_process_outsourcinghttp://en.wikipedia.org/w/index.php?title=Recruitment&action=edit&section=5


43/76

These firms provide competitive passive candidate intelligence to support company's

recruiting efforts. Normally they will generate varying degrees of candidate information

from those people currently engaged in the position a company is looking to fill. These

firms usually charge a per hour fee or by candidate lead. Many times this uncovers names

that cannot be found with other methods and will allow internal recruiters the ability to

focus their efforts solely on recruiting.

In simple terms,

Recruitment is the process of attracting qualified

Applicants for a specific job. The process begins when

Applications are brought in and ends when the same is

Finished. The result is a pool of applicants, from where

The appropriate candidate can be selected.

SELECTION

Selection is the process of finding out most suitable candidate to the jobs. After identifying

the sources of manpower, searching for prospective employees and stimulating them to

apply for jobs in an organization, the management has to perform the function of selecting

the right employees at the right time. The obvious guiding policy in selection is the

intention to choose the best qualified and suitable candidate for each unfilled spot. The

objective of selection decision is to choose the individual who can most successfully

perform the job from the pool of qualified candidates.

43


44/76

JOB ANALYSIS: job analysis is the basis for selecting the right candidate. Every

organization should finalize the job analysis, job description, job specification and

employee specification before proceeding to the next step of selection.

RECRUITMENT: recruitment refers to the process of searching for prospective

employees and stimulating them to apply for jobs in an organization. Recruitment is the

basis for the remaining techniques of the selection and the later varies depending upon the

former.

APPLICATION FORM: application form is also known as application blank. The

technique of application blank is traditional and widely accepted for securing information

from the prospective candidates. It can also be used as a device to screen the candidates at

the preliminary level. Many companies formulate their own style of application forms

depending upon the requirement of information based on the size of the company, nature of

business activities, type and the level of the job etc., they also formulate different

application forms for different jobs, at different levels, so as to solicit the required

information for each job.

WRITTEN EXAMINATION: the organisation have to conduct return examination for

the qualified candidates after they are screened on the basis of the application blanks so as

to measure the candidates attitude towards the job, to measure the candidates aptitude,

reasoning, knowledge and English language.

PRELIMINARY INTERVIEW: preliminary interview is to solicit necessary information

for the prospective applicants and not to asses the applicants suitability to the job. The

information thus provided by the candidate may be related to the job or personal

specification, regarding education, experience, salary expected, physical requirement etc.

preliminary interview is useful as a process of eliminating the undesirable and unsuitable

candidates. If a candidate satisfies the job requirements regarding most of the areas, that

44


45/76

candidate may be selected for the further process. Preliminary interviews are short and

known as stand-up interviews or seizing up of the applicants or screening interviews.

Certain required amount of care is to be taken to ensure that the desirable workers are not

eliminated. This interview is also useful to provide the basic information about the

company to the candidate.

GROUP DISCUSSSION: The technique of group discussion is used in order to secure the

further information regarding the suitability of the candidate for the job. Group discussion

is a method where groups of the successful applicants are brought around the conference

table and are asked to discuss either a case study or a subject matter. The candidate in a

group is required to analyze, discuss, find alternative solutions and select the sound

solution. A selection panel thus observe the candidates in the areas of initiating the

discussion, explaining the problem, soliciting unrevealing information basing on the given

information and using common sense, keenly observing the discussion of others, clarifying

controversial issues, influencing others, speaking effectively, concealing and mediating

arguments among the participants and summarizing or concluding aptly. The selection

panel, basing on its observation, judges the candidates skill and ability and ranks them

according to their merit. In some cases, the selection panel may also ask the candidate to

write the summary of the group discussion in order to know the candidates writing ability

as well.

TESTS: The objective of the tests is to solicit further information to asses the

employee suitability to the job. Some of the important tests are;

Intelligent test

Aptitude test

Achievement test

Interest test and personality test

Situational test

Judgment test

Projective test

45


46/76

FINAL INTERVIEW: this is the most essential step in the process of selection. The

interviewer matches the information obtained about the candidate through various means to

the job requirements and to the information obtained through his own observation during

interview.

Some of the types of interviews are:

Informal interview

Formal interview

Planned interview

Patterned interview

Non-directive interview

Depth interview

Stress interview

Group interview

Panel interview

MEDICAL EXAMINATION: certain jobs require certain physical qualities like clear

vision, perfect hearing, unusual stamina, tolerance of hard working conditions, clear tone

etc. medical examination reveals whether or not a candidate possesses these qualities.

REFERENCE CHECKS: After completion of the final interview and medical

examination, the personnel department will engage in checking references. Candidates are

required to give the names of reference in their applications forms. These references may

be from the individuals who are familiar with the candidates academic achievements or

from the applicants previous employer, who is well versed with the applicants job

performance, a some times from co-workers.

46


47/76

FINAL DECISION BY LINE MANAGER: The line manager concerned has to make

the final decision whether to select or reject a candidate after soliciting the required

information through different techniques.

EMPLOYMENT: After taking the final decision, the organization has to intimate the

decision to the decision to the successful as well as unsuccessful candidates. The

organization sends the appointment orders to the successful candidates, either immediately

or after sometime, depending upon its time schedule. The organization communicates the

conditions of employment to the successful candidates along with appointment order.

Organizations prepare contracts of employment and the organization and the candidates

enter into the contract. Then the candidate is employed by the organization by receiving

the joining report from the candidate formally. After this stage, the candidate becomes the

employee of the organization. The management places the new employee, referably on

probation, before placing him on the right job.

STEPS IN SCIENTIFIC SELECTION PROCESS

RECEIVING APPLICATIONS

SCREENING OF APPLICATIONS

EMPLOYMENT TESTS

REJECTION OF UNSUITABLE CANDIDATES

INTERVIEW

REFERENCE CHECKING

47


48/76

MEDICAL EXAMINATION

FINAL SELECTION

SELECTION TESTS

The most vital technique of selection which gained significance in recent years is testing.

Employment-tests help the management in evaluating the candidates suitability to the job.

These tests are also called psychological tests because psychologists have contributed a lot

in developing these tests. Employment tests is an instrument designed to measure the

nature and degree of ones psychological potentialities, based on psychological factors,

essential to perform a given job efficiently.

The purpose of these tests is to help in judging the ability of a candidate in a given job-

situation. The tests help in ranking candidates and are valuable in determining subsequent

success on the job.

Thus tests are useful in selection, placement, promotions, performance appraisal and

potential appraisals.

TESTING CONCEPTS INCLUDE:

JOB ANALYSIS: Job analysis provides basic information about the type of the

candidate needed by the organization. Job specification and job requirements provide

information about the demands made by a job on the incumbent, whereas employee

specification gives the information about the characteristics, qualities, behavior of the

employee needed to perform a job successfully.

48


49/76

RELIABILITY: After identifying the tests, the administrator of test should ensure the

reliability of test/instrument. Reliability of a test refers to the level of consistency of score

or results obtained throughout a series of measurements.

VALIDITY: Any selection device should aim at finding out whether a candidate

possessed the skills or talents required by a particular job or not.

TYPES OF TESTS

Tests are classified into five types.

1. Aptitude tests

Intelligence tests

Mechanical aptitude

Clerical aptitude tests

Psychomotor tests

2. Achievement tests

Job knowledge tests

Work sample tests

3. Situational tests

Group discussion

In basket

4. Interest tests

5. Personality tests

Objective tests

Projective tests

SELECTION INTERVIEWING

Interview is defined as a conversation or verbal interaction, normally between two people,

for a particular purpose. The most widely and popularly used selection technique is

interview. Almost all the organizations adopt interview technique. It measures all relevant

traits, factors and integrates all necessary information, about the candidates, collected

through various means as its scope is wider than any other selection technique.

49


50/76

OBJECTIVES:

The objectives of interview are:

To collect accurate and essential information about the candidates.

To provide the candidates with the facts of the job and the organizations.

To establish a rapport with the prospective employees.

To sell the company at a premium to the candidates.

To judge and evaluate the suitability of the candidate to the job, basing on job and

organizational requirements.

To see the inner view and feeling of the candidates.

TYPES OF INTERVIEWS

Employment interviews for selecting a most suitable candidate for a job.

Appraisal interviews for appraising the performance of a subordinate by superior.

Sales interviews for convincing a customer by a salesman.

Counseling interviews for counseling the employees regarding their family,

Personal and career problems by the personnel manager.

Discussing and enquiring about the grievance or a disciplinary case (grievance

interview/ disciplinary interview).

Collection of data and information for a research study (data collection interview).

PLACEMENTPlacement is the determination of the job to which an accepted candidate is to be assigned

and his assignment to that job. When once the candidate reports for duty, the organization

has to place him initially in that job, for which he is selected. Immediately the candidate

will be trained in various related jobs during the period of probation of training or trial.

The organization, generally, decides the final placement after the initial training is over, on

50


51/76

the basis of candidates aptitude and performance during the training/probation period.

Probation period generally ranges between six months and two years. If the performance is

not satisfactory, the organization may extend the probation or ask the candidate to quit the

job. If the employees performance during the probation period is satisfactory, his services

will be regularized and he will be placed permanently on a job.

INDUCTION

Induction means introducing the employee who is designated as a probationer to the job,

job location, surroundings, organization, organizational surroundings, and various

employees is the final step of employment process.

CHAPTER-V

51


52/76

Recruitment Process of Edifice

IT Solutions

GENERAL POLICY

Recruitment shall be resorted to only in such cases where suitable personnel are not

available with in the organization to fill a vacancy/new position.

Recruitment shall be through advertisements in media / placement agencies / campus

recruitment / Employee Reference / jobsites or internet / walk-in

52


53/76

Those who have not completed 18 years of age shall not be considered for training or

employment in any category.

SOURCES OF RECRUITMENT

The different sources of recruitment at Apollo Health Street are :

Consultancies

Educational institutions

Jobsites or internet

Reference scheme

Media

Job Rotation

JOB ROTATION- The organization will look for a capable person for a particular

position internally. For the employee it is a change in the job or job rotation.

EDUCATIONAL INSTITUTIONS- Edifice IT solutions also recruit efficient candidates

from colleges/universities.

CONSULTANCIES- Edifice IT solutions dont miss the efficient candidates from

consultants. As we know, consultancies are major source of supplying the efficient people.

By this Edifice IT solution saves time and recruit best human.

Job Sites and Internet job sites like monster.com, naukri.com, and employment .com

provide a good assistance for the organization to get the list of candidates who are

Eligible for the vacant post. Edifice IT Solutions has its own web site where the interested

candidates can submit their resume online.

EMPLOYEE REFERENCE- Employee reference is recommended as one of the best

sources of recruitment. Edifice IT Solutions considers personal reference and the right

candidate will be recruited.

53


54/76

MEDIA- Edifice IT Solutions also gives advertises the vacancies through newspapers

which is a part of media. News paper helps the candidates to walk-in directly without any

reference.

edifice recruiting sources consultancies

educational

institutions

jobsites/interne

t

reference

media

54


55/76

CHAPTER-VI

DATA ANALYSIS

&

DATA INTERPRETATION

1. How did you come to know about Edifice IT Solutions?

1) Employee reference

2) walk-in interview

3) website4) newspaper

5) Consultancy.

CATEGORY RESPONDENTS PERENTAGE

1 30 30

2 10 10

55


56/76

3 5 5

4 5 5

5 50 50

TOTAL 100 100

30%

10%

5%

5%

50%

1

2

3

4

5

INTERPRETATION

Here we have to consider that major candidates are coming through consultancies.

2. Were you explained about the number of rounds to be conducted in the selectionprocess?

1) yes

2) no


1 30 30

2 70 70

TOTAL 100 100

56


57/76

70%

2

30%

1

2

Interpretation

Most of the people were informed about the number of rounds in selection process

3. What do you prefer in the selection process?

1) Group discussion

2) Role play

3) Written examination

4) Face to face interview

5) Telephonic interview

57


58/76


1 10 10

2 5 5

3 10 10

4 50 50

5 25 25TOTAL 100 100

10%

5%

10%

50%

25%

1

2

3

4

5

INTERPRETATION

Most candidates prefer face-to-face interview which is the current selection process at

Edifice IT Solutions.

4. How much time is taken for the interview process?

1) Less than 2 hours

2) 2-6 hours

3) 6-8 hours

4) More than a day

58


59/76


1 0 0

2 10 10

3 20 204 70 70

TOTAL 100 100

0% 10%

20%

70%

1

2

3

4

INTERPRETATION

Edifice IT Solutions takes more than a day to complete the whole interview process for a

candidate.

5. How much time is given to you to join the organization?

1) Immediate spot interviews

2) 1-2 weeks

3) 2-4 weeks

4) more than one month


59


60/76

1 25 25

2 50 50

3 15 15

4 10 10

TOTAL 100 100

25%

15%

10%

50%

1

2

3

4

INTERPRETATION

Here we have to consider that candidates have to join within 2 weeks.

6. What is the motive behind choosing the job at Edifice IT Solutions?

1) Financial support

2) Knowledge gaining

3) Skill enhancement

4) Career growth

60


61/76


1 20 20

2 10 103 20 20

4 50 50

TOTAL 30 100

20%

10%

20%

50%

1

2

3

4

Interpretation

Most of the candidates choose Edifice IT Solutions for career growth

7. Do you agree candidates with more experience should be given preference regardless

to merit level?

1) strongly disagree

2) disagree

3) neither agree nor disagree

4) agree

5) strongly agree

61


62/76


1 5 5

2 2 2

3 10 10

4 30 30

5 50 50TOTAL 30 100

5%2%

10%

30%

53%

1

2

3

4

5

Interpretation

Candidates with more experience should be given preference

8. Are you satisfied by the way the vacancies are advertised by the HR DEPARTMENT?

1) Yes2) No


1 22 22

2 78 78

TOTAL 100 100

62


63/76

78%

22%

1

2

Interpretation:

Most of the people are satisfied with the way the vacancies were advertised.

9. Do you think Edifice IT Solutions spends too much in term of time and cost for the

Recruitment process?

1) Strongly disagree

2) Disagree

3) Neither agrees nor disagrees

4) Agree

5) Strongly agree


63


64/76

1 20 20

2 10 10

3 10 10

4 25 25

5 35 35

TOTAL 100 100

20%

10%

10%

25%

35%1

2

3

4

5

Interpretation:

Many of the employees feel that Edifice IT Solutions spends too much of time and cost for

recruitment

10. Does the selection process at Edifice IT Solutions bring in the right candidate for the

right job?


2) Disagree

3) Neither agree nor disagree

4) Agree

5) Strongly agree

64


65/76


1 5 5

2 10 10

3 10 10

4 40 40

5 35 35TOTAL 100 100

5%10%

10%

40%

35%1

2

3

4

5

Interpretation:

Most people feel that Edifice IT Solutions bring in right candidates through recruitment

process.

11. How did you feel when you were facing the interview at Edifice IT Solutions?

1) Confident

2) Tensed

3) Stress

4) Relaxed


1 30 30

2 20 20

65


66/76

3 10 10

4 40 40

TOTAL 100 100

30%

20%10%

40%1

2

3

4

Interpretation:

Most of the candidates felt relaxed during their interview.

66


67/76

CHAPTER-VII

FINDINGS

1. Most of the recruitment at Edifice IT Solutions is done through consultancy,

followed by employee referrals.

2. The candidates are informed about the number of rounds in the selection process.

3. Most of the candidates prefer face to face interview.

4. Edifice IT Solutions takes more than a day to complete the interview process.

67


68/76

5. Most employees feel that the candidates with more experience should be given

reference regardless to merit level.

6. It is found that Edifice IT Solutions, the cost of recruitment process is high

7. It is found that the interview process is conducted in an open climate and helps

them to express themselves freely.

8. It is found that the selection process of Edifice IT Solutions is effective in getting

the right candidate.

SUGGESTIONS:

1. It would be more effective for Edifice IT Solutions to choose as Employee Referral

process for recruitment rather than consultancies as it would help them to reduce

the cost.

2. It was felt that there is a shortage of recruitment personnel as the candidates had to

wait for long time to finish the initial rounds.

3. It is advised that Edifice IT Solutions has to increase the recruitment personnel or

manage the selection process effectively.

68


69/76

4. The recruitment and selection time for a candidate can be reduced when the internal

recruitments are conducted in lieu with the client interviews.

5. It was found that the Management Information System of Edifice IT Solutions is

not effective as the candidates themselves had to call back to confirm their status of

appointment.

6. Data bases of passed out graduates can be considered as a source of effective

recruitment strategy for any immediate requirement.

CONCLUSIONS

1. At Edifice IT Solutions most of the recruitment is done through consultancies

which in turn leads to high HR cost

2. Candidates are satisfied by the way the present selection process is conducted most

of the candidates choose for face to face interview which is the current selection

process at Edifice IT Solutions

69


70/76

3. At Edifice IT Solutions the delay in the interview process is mainly due to the client

round where the recruiter needs to line the candidate for an interview based on the

clients availability.

70


71/76

QUESTIONNAIRE

1. How did you come to know about Edifice IT Solutions?

1) Employee reference

2) walk-in interview3) website

4) newspaper

5) Consultancy.

2. Were you explained about the number of rounds to be conducted in the selection

process?1) Yes

2) No

3. What do you prefer in the selection process?

71


72/76

1) Group discussion

2) Role play

3) Written examination

4) Face to face interview

5) Telephonic interview

4. How much time is taken for the interview process?

1) Less than 2 hours

2) 2-6 hours

3) 6-8 hours

4) More than a day

5. How much time is given to you to join the organization?

1) Immediate spot interviews

2) 1-2 weeks

3) 2-4 weeks

4) more than one month

6. What is the motive behind choosing the job at Edifice IT Solutions?

1) financial support

72


73/76

2) Knowledge gaining

3) Skill enhancement

4) Career growth

7. Do you agree candidates with more experience should be given preference regardless

to merit level?


2) Disagree


4) Agree

5) Strongly agree

8. Are you satisfied by the way the vacancies are advertised by the HR DEPARTMENT?

1) Yes

2) No

9. Do you think Edifice IT Solutions spends too much in term of time and cost for the

recruitment process?


2) Disagree

3) Neither agree nor disagree

4) Agree

5) Strongly agree

10. Does the selection process at Edifice IT Solutions bring in the right candidate for the

right job?

73


74/76


2) Disagree


4) Agree

5) Strongly agree

11. How did you feel when you were facing the interview at Edifice IT Solutions?

1) Confident

2) Tensed

3) Stress

4) Relaxed

12. Any suggestions for improving the current recruitment and selection process?

74


75/76

BIBILOGRAPHY

BOOKS

1. Employee Selection, Lilly M Berry, Thomson Publications.

2. Human Resource Planning, Dipak Kumar Bhattacharyya.

3. High performance hiring by Robert w. Wendover.

JOURNALS: edifice IT solutions Personnel manual. Recruitment and selection forms of

edifice IT solutions.

75


76/76

INTERNET

http://www.recruitment and selection.com/intro.htm

www.edifice itsolutions.com

www.humanresource.com
http://www.edifice/http://www.humanresource.com/http://www.edifice/http://www.humanresource.com/

recruitments & selection - full project only

Documents