sooriya proj 11

8/6/2019 sooriya proj 11

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CHAPTER I

INTRODUCTION

1.1Introduction To The Study

The human resources are the most important assets of an organization. The

success or failure of an organization is largely dependent on the caliber of the people working

therein. Without positive and creative contributions from people, organizations cannot progress

and prosper. In order to achieve the goals or the activities of an organization, therefore, they need

to recruit people with requisite skills, qualifications and experience. While doing so, they have to

keep the present as well as the future requirements of the organization in mind.

Recruitment is distinct from Employment and Selection. Once the required

number and kind of human resources are determined, the management has to find the places

where the required human resources are/will be available and also find the means of attracting

them towards the organization before selecting suitable candidates for jobs. All this process is

generally known as recruitment. Some people use the term Recruitment for employment.

These two are not one and the same. Recruitment is only one of the steps in the

entire employment process. Some others use the term recruitment for selection. These are not the

same either. Technically speaking, the function of recruitment precedes the selection function

and it includes only finding, developing the sources of prospective employees and attracting

them to apply for jobs in an organization, whereas the selection is the process of finding out the

most suitable candidate to the job out of the candidates attracted (i.e., recruited).Formal

definition of recruitment would give clear cut idea about the function of recruitment


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RECRUITMENT- DEFINITION

Recruitment is defined as the process of searching prospective workers

and stimulating them to apply for jobs in the organization. It is a prospecting job where

organizations make search for prospective employees. However in practice employees too seek out organizations just as organizations seek out for prospective employees.

Recruiting is the process by which organizations locate and attract

individuals to fill job vacancies. Most organizations have a continuing need to recruit

new employees to replace those who leave or are promoted, to acquire new skills, and to permit

organizational growth. Recruiting is an even more important activity when unemployment rates

are low and economic growth is strong, as firms compete to attract the qualified employees they

need to succeed.

When a vacancy occurs and the recruiter receives authorization to fill it,

the next step is a careful examination of the job and an enumeration of the skills, abilities, and

experience needed to perform the job successfully. Existing job analysis documents can be very

helpful in this regard. In addition, the recruitment planner must consider other aspects of the job

environment-for example, the supervisor's management style, the opportunities for advancement,

pay, and geographic location-in deciding what type of candidate to search for and what search

methods to use. After carefully planning the recruiting effort, the recruiter uses one or more

methods to produce a pool of potentially qualified candidates

A firm can generate candidates internally, from among its present

employees who desire promotion or transfer, or externally, from the labor market. The organi-

zation then screens the candidates, evaluates some of them more thoroughly, and offers the best

the position. Throughout the recruitment process, the organization attempts to "sell" itself to the

more promising candidates-that is, to convince them that the organization is a good place to work

and that it offers what they want in the way of both tangible and intangible rewards.


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Candidates searching for an employer go through a parallel set of activities

first acquiring occupational skills and experience, next searching for job openings through a

variety of methods; and then applying for jobs that appear to be a suitable match for their qualifications. As the process continues, applicants attempt to "sell" organizations on their

abilities while at the same time collecting information that allows them to evaluate companies

and jobs. Eventually, they decide to accept or reject job offers.

1.2COMPANY PROFILE


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365Media Inc is a US company headquartered in San Mateo,

California with offices in Europe and India. Founded in 1999, the company specializes in

advanced information services and solutions, and works for many of the world's largest

publishing organizations. The company's Software Division, marketed under the Firestarter

Software brand, provides custom and platform application development focused on creating

applications that support business communities focused around buyer-seller interaction

365Media provides two main types of service - project-based

outsourcing services focused on knowledge generation, collection and information conversion,

and technology-led information discovery solutions aimed at providing customers with real-timeinformation services. 365Media deploys a hybrid approach to ensure that accuracy and quality

remain at a constant high, while concurrently investing heavily in technology R&D and process

development to open up new opportunities and deliver higher value

365 Media is a technology company specializing in the mining,

collection, processing and delivery of dynamic information. As well as providing outsourced

knowledge and technology services for some of the world's leading publishers, the company

offers online applications that monitor and convert web-sourced business information and socialmedia content into actionable intelligence in real-time.

Specialties

Real-Time Information

Business Data

Research Services

Information Tracking Social Media Listening

Media Monitoring

Data Conversion

1.3INDUSTRY PROFILE


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365 Media provides information solutions including data updating, data

appending services, media monitoring, social media monitoring, social media listening and all

types of information conversion services

ABOUT 365 MEDIA

365 MEDIA was founded in the year 1999 in san mateo california

We entered the information services business in 2003

Launched india operations in coimbatore in june 2005

Opened with 10 staff ,5 processes and 1 customer

N ow 250+staff,55 processes and 20+ customers

BENIFITS:

5 DAY week giving ample of time for personal work.

Free cafeteria facility in campus .

Convinient location in the heart of the city

Excellent growth potential.

Spacious work place

Conductive work environment

Recreation facility in office& frequent participation in corporate sport activites.

An exposure to the sun rise industry of real time information managemeny

P latform to develop skills in technical, managerial & soft skills

Career progression based on performance.

LIFE AT 365 MEDIA :

365 media focuses on both the personal and professional growth of the employee


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A varety of roles and projects with different degrees of responsibility and authority

foster the complete development of employees

Every employees has the freedom to define his or her careers path in a work culture that

supports initiative and drive.

The enviornment is open ,non hierarchiacal and result oriented

Responsiblities levels straddle organizational boundaries and everyone has access to

domain and technology experts around the globe .

At 365 Media, we aim to deliver the highest level of customer service regular workshops

and training programms are targeted at improving service skills therby influencing our

customer satisfaction scores.

365MEDIA COMMITEMENT TO ITS EMPLOYEES :

Transperent and relaxed work environment

Training we encorage skills &knowledge

Mentorship programs

Customer centricity

Transparency

Results-driven

P ro activeness

Flexibility

PROFESSIONAL AGREEMENT COMMITTED TOGETHER .


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FOR PUBLISHERS

On job processtrai n ing

KNOWLEDGE

Skille nh anceme n t

SKILL

Be havioraltrai n ing

ATTITUDE


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365Media has been providing information services and solutions to

professional business and reference publishers for over 10 years. This means we have a deep-

rooted understanding of the challenges facing our customers, and are constantly looking for ways

to provide new opportunities and value to our customers.

365Media is a rich data specialist. Our technology and services are

geared towards complex and rich data discovery, sourcing, collecting, processing, storing and

delivering. We maintain and update millions of company, executive and other data information

for our clients each year, guaranteeing high levels of accuracy while driving down maintenance

costs by using advanced, proprietary technology where possible.

If you publish or provide any form of data to your target audience,

365Media can help drive costs down and bring new, dynamic information services to your

customers.

REAL TIME MEDIA

Monitoring and tracking companies, executives, products and other business events in real-time

365 Media has developed a proprietary technology system that analyzes

and understands content, and converts found events that are described and embedded in

unstructured content on the web into actionable data, in real-time.

UP TIME is an online application that enables users to track and monitor

companies, executives, products, financials, merger events and other business activities. Itidentifies events described in press releases, articles and other web pages that relate to changes to

a subject, and then converts and writes the proposed change into data providing the user with

the option to review the change or directly feed the change to a customer channel.

Major publishers and list owners use U P TIME to maintain the accuracy of


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large business lists, while sales and marketing departments use the system to track customers and

prospects in case of important changes.

UP TIME solves the problem of data going out-of-date and makes it easy for

data owners to maintain a constant watch on important changes. Millions of subject records are

already monitored by U P TIME.

Real-time data updating

365Medias Real-time system is an online tracking and conversion system that

identifies events in unstructured web content and converts those events into data changes in a

subject database.

The system works by tracking and processing hundreds of thousands of

websites and feeds daily, deploying 365Medias EMAC system to understand and match events

described in content to subjects held in a fielded database. Events such as management changes,

mergers and acquisitions, product launches and customer announcements are tracked and

converted into data, then written to the subject database. Researchers check and validate changes

based on a statistically controlled workflow, ensuring the right level of accuracy is maintained at

all times.

All of this happens in real-time. Therefore, data owners who need to maintain

the accuracy of a business database can plug this service into their database and feed ongoing

data appends into the core database.

Real-time data updating can be deployed as a complete data maintenance

strategy for business databases, or can form a key part of a larger accuracy maintenance strategy

that can include proactive research teams.

What is EMAC ?


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EMAC stands for Entity Matching and Conversion. This is 365Medias

roprietary information processing engine designed to track, analyze and convert information

from unstructured sources to fielded form.

The system has three main components:

Tracking - our information collection system monitors and processes millions of web

feeds and sites.

Analysis - this core component of the system deploys our proprietary semantic indexing

system with a highly developed custom ontology.

Conversion - this hybrid module enables conversion of identified events into fielded data

365Media builds custom and standard reporting and delivery applications on top of the core

EMAC engine to serve specific markets, customer or project needs.

Media Monitoring

Applications to track live market activity in data

365 Media is an expert in real-time data discovery and delivery. At the

simpler end of the data discovery spectrum is data aggregation and monitoring and 365 Media

has an advanced range of tools and services in this area.

For example, the company has developed online applications in specific

market sectors that enable price monitoring and tracking for very niche markets, in some cases

using 100% data extracted from multiple web sources, and in some cases mixing this data with

primary-researched data. 365 Media also provides tools to monitor specific web sites for changes

a large part of the companys monitoring work is monitoring large online directories and

databases for changes, or monitoring specific corporate websites for changes. 365 Mediamonitors every posting on every stock exchange in the world, and in many cases converts that

content to data and delivers to its clients within moments of its appearance.

INFORMATION SERVICES


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P roject-based content and research services from expert teams using advanced technology and

processes

365 Media has been providing outsourced content, research and editorial services

for over 10 years to some of the worlds leading information companies. Whatever your needs in

content collection and management, 365 Media has the expert services to meet those needs. The

companys teams of content collection experts are organized around specific projects, which

enables to develop domain knowledge and understanding that brings added value to the work.

365 Media operates a scalable in-house call center, handling outbound primary

research activities. The company also has an extensive research operation where processes are

designed to optimize the content generation, collection and delivery.

P roject specialties include:

Data research

P rimary surveys

Calling campaigns

Data entry and conversion

Content development

Writing and analysis projects

Designing hybrid projects to suit specific needs

Underlying all of the companys research activities is a robust technology system with tools and

applications to improve content collection and delivery

Information Conversion

365 Medias history as a technology company and its ten-year experience in dealing with

thousands of client databases has enabled it to develop significant expertise and systems in


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information conversion. Legacy system issues and the need for media neutrality in information

delivery have meant that the issue of information conversion has been a high priority for many

data and content owners over the past few years.

365 Medias expert technology is backed up by hundreds of expert eyes of trained researchers

and quality analysts. This means a service that can convert anything to anything, with results of

the highest quality possible. 365 Media is also a leader in intelligent OCR a combination of

intelligent ontology-based language systems wrapped around an OCR system to intelligently

convert images to text. The advantage of intelligently applying artificial intelligence and natural

language processing to information conversion projects reduces cost while allowing for scale and

growth

RESEARCH CAMPAIGNS

365Media offers a scalable, expert team of researchers and survey professionals able to conduct

global updating and research campaigns. It's teams have conducted market survey campaigns of

all sizes and levels of complexity, combining direct telephone interaction and sophisticated

research, analysis and reporting.

Combining automated intelligence gathering techniques to supplement primary research, enables

project teams to devise a methodology for any project that optimizes the tools and expertise

available to produce the best possible result.

365Media's Information Services division can conduct ongoing year-round research and update

campaigns, or project-based work.

1.4 Review of Literature


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Recruitment forms the first stage in the process, which continues with

selection and ceases with the placement of the candidate. It is the next step in the procurement

function, the first being the manpower planning. Recruitment makes it possible to acquire the

number and types of people necessary to ensure the continued operation of the organization.

Recruiting is the discovering of potential applicants for actual or anticipated organization

vacancies. In other words, it is a linking activity bringing together those with jobs and those

seeking jobs.

Companies are now looking out for new ways of giving themselves a

competitive advantage. N ew product, new image& new marketing idea are some of the ways this

can be achieved but enlightened and successful companies look towards their people to provide

the leading edge. Herein lies the important of recruitment and staffing- getting the right people

for right job

CHAPTER-II


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METHODOLOGY

2.1 OBJECTIVES

PRIMARY OBJECTIVES

To study the Recruitment And Selection process at 365media P vt Ltd.

To find the standard procedure in Recruiting and Selecting.

To formulate a matching format for the applicant while facing interview.

To find out the difficulties faced in Recruiting and Selecting process.

To make a clarification in Job description and Job specification

SECONDARY OBJECTIVES

To study the recruitment and selection of 365 media pvt ltd

Top study the different sources of recruitment and selection techniques adopted in the

company.

To study the most preferred source through which candidates are successfully selected.

To study the critical round where most of the candidates are screened out.

To suggest measures to improve the effectiveness of recruitment


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2.2 PURPOSES AND IMPORTANCE OF RECRUITMENT

The general purpose of recruitment is to provide a pool of potentially qualified job

candidates. Specifically, the purposes are to:

Determine the present and future requirements of the organization in conjunction with its

personnel-planning and job-analysis activities.

Increase the pool of job candidates at minimum cost.

Help increase the success rate of the selection process by reducing the number of visibly,

under qualified or overqualified job applicants.

Help reduce the probability that job applicants, once recruited and selected, will leave the

organization only after a short period of time.

Begin identifying and preparing potential job applicants who will be appropriate

candidates.

Induct outsiders with a new perspective to lead the company.

Infuse fresh blood at all levels of the organization.

Develop an organizational culture that attracts competent people to the company.

Search or head hunt/head pouch people whose skills fit the companys values.

Devise methodologies for assessing psychological traits.

Search for talent globally and not just within the company.

Design entry pay that competes on quality but not on quantum.

Anticipate and find people for positions that do not exist yet.

Increase organizational and individual effectiveness in the short term and long term.

Evaluate the effectiveness of various recruiting techniques and sources for all types of job

applicants.


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FACTORS AFFECTING RECRUITMENT

The following are the 2 important factors affecting Recruitment:-

1) I N TER N AL FACTORS

Recruiting policy

Temporary and part-time employees

Recruitment of local citizens

Engagement of the company in HR P Companys size

Cost of recruitment

Companys growth and expansion

2) EXTER N AL FACTORS

Supply and Demand factors

Unemployment Rate

Labour-market conditions

P olitical and legal considerations

Social factors

Economic factors

Technological factors


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RECRUITMENT POLICY

Recruitment policy of any organization is derived from the personnel policy

of the same organization. In other words the former is a part of the latter. However, recruitment policy by itself should take into consideration the governments reservation policy, policy

regarding sons of soil, etc., personnel policies of other organizations regarding merit, internal

sources, social responsibility in absorbing minority sections, women, etc. Recruitment policy

should commit itself to the organisations personnel policy like enriching the organisations

human resources or servicing the community by absorbing the retrenched or laid-off employees

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

The following factors should be taken into consideration in formulating recruitment policy.

They are:-

G overnment policies

P ersonnel policies of other competing organizations

Organisations personnel policies

Recruitment sources

Recruitment needs

Recruitment cost

Selection criteria and preference


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SOURCES OF RECRUITMENT

The sources of recruitment may be broadly divided into two categories: internal

sources and external sources. Both have their own merits and demerits. Lets examine these.

Internal Sources:-

P ersons who are already working in an organization constitute the internal sources.

Retrenched employees, retired employees, dependents of deceased employees may also

constitute the internal sources. Whenever any vacancy arises, someone from within the

organization is upgraded, transferred, promoted or even demoted.

External Sources

External sources lie outside an organization. Here the organization can have the

services of : (a) Employees working in other organizations; (b) Jobs aspirants registered with

employment exchanges; (c) Students from reputed educational institutions; (d) Candidates

referred by unions, friends, relatives and existing employees; (e) Candidates forwarded by searchfirms and contractors; (f) Candidates responding to the advertisements, issued by the

organization; and (g) Unsolicited applications/ walk-ins.


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Merits and Demerits of Recruiting people from Within

Merits Demerits

1) Economical: The cost of recruitinginternal candidates is minimal. N oexpenses are incurred on advertising.

2) Suitable: The organization can pick theright candidates having the requisiteskills. The candidate can choose a rightvacancy where their talents can be fully

utilized.

3) Reliable: The organization has theknowledge about suitability of acandidate for a position. Known devilsare better than unknown angels!

4) Satisfying: A policy of preferring people from within offers regular promotional avenues for employees. Itmotivates them to work hard and earn

promotions. They will work withloyalty commitment and enthusiasm.

1) Limited Choice: The organization isforced to select candidates from alimited pool. It may have to sacrificequality and settle down for lessqualified candidates.

2) Inbreeding: It discourages entry for talented people, available outside anorganization. Existing employees mayfail to behave in innovative ways andinject necessary dynamism toenterprise activities.

3) Inefficiency: P romotions based onlength of service rather than merit,may prove to be a blessing for inefficient candidate. They do notwork hard and prove their worth.

4) Bone of contention: Recruitmentfrom within may lead to infightingamong employees aspiring for limited,higher level positions in anorganization. As years roll by, the racefor premium positions may end up in a

bitter race.


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The merits and demerits of recruiting candidates from outside an organization may be stated thus:

Merits and Demerits of External sources of Recruitment

Merits Demerits

Wide Choice: The organization has the freedom

to select candidates from a large pool. P ersons

with requisite qualifications could be picked up.

Infection of fresh blood: P eople with special

skills and knowledge could be hired to stir up the

existing employees and pave the way for

innovative ways of working.

Motivational force: It helps in motivating

internal employees to work hard and compete with

external candidates while seeking career growth.

Such a competitive atmosphere would help an

employee to work to the best of his abilities.

Long term benefits: Talented people could join

the ranks, new ideas could find meaningful

expression, a competitive atmosphere would

compel people to give out their best and earn

rewards, etc.

Expenses: Hiring costs could go up

substantially. Tapping multifarious sources

of recruitment is not an easy task either.

Time consuming: It takes time to advertise,

screen, to test and test and to select suitable

employees. Where suitable ones are not

available, the process has to be repeated.

De-motivating: Existing employees who

have put in considerable service may resist

the process of filling up vacancies from

outside. The feeling that their services have

not been recognized by the organization,forces then to work with less enthusiasm

and motivation.

Uncertainty: There is no guarantee that the

organization, ultimately will be able to hire

the services of suitable candidates. It may

end up hiring someone who does not fit and

who may not be able to adjust in the new

setup.


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METHODS OF RECRUITMENT

The following are the most commonly used methods of recruiting people.

INTERNAL METHODS:

1.P romotions and Transfers

This is a method of filling vacancies from within through transfers and promotions.

A transfer is a lateral movement within the same grade, from one job to

another. It may lead to changes in duties and responsibilities, working conditions, etc., but not

necessarily salary. P romotion, on the other hand, involves movement of employee from a lower

level position to a higher level position accompanied by (usually) changes in duties,

responsibilities, status and value. Organisations generally prepare badly lists or a central pool of

persons from which vacancies can be filled for manual jobs. Such persons are usually passed on

to various departments, depending on internal requirements. If a person remains on such rolls

for 240 days or more, he gets the status of a permanent employee as per the Industrial Disputes

Act and is therefore entitled to all relevant benefits, including provident fund, gratuity,

retrenchment compensation.

2.Job P osting

Job posting is another way of hiring people from within. In this method, the

organisation publicises job opening on bulletin boards, electronic method and similar outlets.

One of the important advantages of this method is that it offers a chance to highly qualified

applicants working within the company to look for growth opportunities within the company to

look for growth opportunities within the company without looking for greener pastures outside.


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3. Employee Referrals

Employee referral means using personal contacts to locate job opportunities. It is a

recommendation from a current employee regarding a job applicant. The logic behind employee

referral is that it takes one to know one. Employees working in the organization, in this case,

are encouraged to recommend the names of their friends, working in other organizations for a

possible vacancy in the near future. In fact, this has become a popular way of recruiting people

in the highly competitive Information Technology industry nowadays. Companies offer rich

rewards also to employees whose recommendations are accepted after the routine screening

and examining process is over and job offers extended to the suggested candidates. As a

goodwill gestures, companies also consider the names recommended by unions from time to

time.

External (direct) Methods

Campus Recruitment

It is a method of recruiting by visiting and participating in college campuses and their

placement centres. Here the recruiters visit reputed educational institutions such as IITs, IIMs,

colleges and universities with a view to pick up job aspirants having requisite technical or

professional skills. Job seekers are provided information about the jobs and the recruiters, in

turn, get a snapshot of job seekers through constant interchange of information with respective

institutions.

A preliminary screening is done within the campus and the short listed students are then

subjected to the remainder of the selection process. In view of the growing demand for young

managers, most reputed organizations (such as Hindustan Lever Ltd., P roctor & Cable, Citibank,

State Bank of India, Tata and Birla group companies) visit IIMs and IITs regularly and even

sponsor certain popular campus activities with a view to earn goodwill in the job market.

Advantages of this method include: the placement centre helps locate applicants and provides

resumes to organizations; applicants can be prescreened; applicants will not have to be lured


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away from a current job and lower salary expectations. On the negative front, campus recruiting

means hiring people with little or no work experience.

The organizations will have to offer some kind of training to the applicants, almost

immediately after hiring. It demands careful advance planning, looking into the placementweeks of various institutions in different parts of the country. Further, campus recruiting can be

costly for organizations situated in another city (airfare, boarding and lodging expenses of

recruiters, site visit of applicants if allowed, etc.).

If campus recruitment is used, steps should be taken by human resource department to

ensure that recruiters are knowledgeable concerning the jobs that are to be filled and the

organizations and understand and employ effective interviewing skills.

Indirect methods:-

Advertisements:-

These include advertisements in newspapers; trade, professional and technical journals; radio

and television; etc. in recent times, this medium has become just as colourful, lively and

imaginative as consumer advertising. The ads generally give a brief outline of the job

responsibilities, compensation package, prospects in organizations, etc. this method is

appropriate when (a) the organization intends to reach a large target group and (b) the

organizations wants a fairly good number of talented people who are geographically spread

out. To apply for advertised vacancies lets briefly examine the wide variety of alternatives

available to a company - as far as ads are concerned:

y N ewspaper Ads: Here it is easy to place job ads without much of a lead time. It has

flexibility in terms of information and can conveniently target a specific geographic

location. On the negative side, newspaper ads tend to attract only those who are

actively seeking employment at that point of time, while some of the best candidates

who are well paid and challenged by their current jobs may not be aware of such

openings. As a result, the company may be bombarded with applications from a

large number of candidates who are marginally qualified for the job adding to its


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administrative burden. To maintain secrecy for various reasons (avoiding the rush,

sending signals to competitors, cutting down expenses involved in responding to any

individual who applies, etc.), large companies with a national reputation may also go

in for blind-box ads in newspapers, especially for filling lower level positions. In a

blind-box ad there is no identification of the advertising organization. Job aspirants

are asked to respond to a post office box number or to an employment firm that is

acting as an agent between the job seekers and the organization.

y Television and radio ads: These ads are more likely to each individual who are not

actively seeking employment; they are more likely to stand out distinctly, they help

the organization to target the audience more selectively and they offer considerable

scope for designing ads creatively. However, these ads are expensive. Also,

because the television or radio is simply seen or heard, potential candidates may

have a tough time remembering the details, making application difficult.

Third Party Methods

y P rivate Employment Search Firms:-

As search firm is a private employment agency that maintains computerized lists of

qualified applicants and supplies these to employers willing to hire people from the list for a

fee. Firms like Arthur Anderson, Boble and Hewitt, ABC consultants, SB Billimoria, K P MG ;

Ferguson Associates offers specialized employment-related services to corporate houses for a

fee, especially for top and middle level executive vacancies. AT the lower end, a number of

search firms operate providing multifarious services to both recruiters and the recruitees.


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y Unsolicited Applicants / Walk-ins:-

Companies generally receive unsolicited applications from job seekers at various points of

time; the number of such applications depends on economic conditions, the image of the

company and the job seekers perception of the types of jobs that might be available etc. Such

applications are generally kept in a data bank and whenever a suitable vacancy arises, the

company would intimate the candidates to apply through a formal channel. One important

problem with this method is that job seekers generally apply to number of organizations and

when they are actually required by the organizations, either they are already employed in other

organizations or are not simply interested in the position.


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SELECTION

Introduction

The size of the labour market, the image of the company, the place of posting, the natureof job, the compensation package and a host of other factors influence the manner of aspirants

are likely to respond to the recruiting efforts of the company. Through the process of recruitment

the company tries to locate prospective employees and encourages them to apply for vacancies at

various levels. Recruiting, thus, provides a pool of applicants for selection.

Definition

To select mean to choose. Selection is the process of picking individuals who have

relevant qualifications to fill jobs in an organisation. The basic purpose is to choose the

individual who can most successfully perform the job from the pool of qualified candidates.

Purpose

The purpose of selection is to pick up the most suitable candidate who would meet the

requirements of the job in an organisation best, to find out which job applicant will be successful,

if hired. To meet this goal, the company obtains and assesses information about the applicants in

terms of age, qualifications, skills, experience, etc. the needs of the job are matched with the

profile of candidates. The most suitable person is then picked up after eliminating the unsuitable

applicants through successive stages of selection process. How well an employee is matched to a

job is very important because it is directly affects the amount and quality of employees work.

Any mismatched in this regard can cost an organisation a great deal of money, time and trouble,

especially, in terms of training and operating costs. In course of time, the employee may find the

job distasteful and leave in frustration. He may even circulate hot news and juicy bits of

negative information about the company, causing incalculable harm to the company in the longrun. Effective election, therefore, demands constant monitoring of the fit between people the

job.


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2.3The Process Of Selection

Selection is usually a series of hurdles or steps. Each one must be successfully cleared

before the applicant proceeds to the next one. The time and emphasis place on each step will

definitely vary from one organisation to another and indeed, from job to job within the sameorganisation. The sequence of steps may also vary from job to job and organisation to

organisation. For example some organisations may give more importance to testing while others

give more emphasis to interviews and reference checks. Similarly a single brief selection

interview might be enough for applicants for lower level positions, while applicants for

managerial jobs might be interviewed by a number of people.


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Reception

A company is known by the people it employs. In order to attract people with talents, skills and

experience a company has to create a favourable impression on the applicants right from the

stage of reception. Whoever meets the applicant initially should be tactful and able to extendhelp in a friendly and courteous way. Employment possibilities must be presented honestly and

clearly. If no jobs are available at that point of time, the applicant may be asked to call back the

personnel department after some time.

Screening Interview

A preliminary interview is generally planned by large organisations to cut the cost of selection by allowing only eligible candidates to go through the further stages in selection. A

junior executive from the P ersonnel Department may elicit responses from the applicants on

important items determining the suitability of an applicant for a job such as age, education,

experience, pay expectations, aptitude, location, choice etc. this courtesy interview as it is often

called helps the department screen out obvious misfits. If the department finds the candidate

suitable, a prescribed application form is given to the applicants to fill and submit.

Application Blank

Application blank or form is one of the most common methods used to collect information on the

various aspects of the applicants academic, social, demographic, work related background and

references. It is a brief history sheet of employees background, usually containing the following

things:

y P ersonal data (address, sex, telephone number)

y Marital data

y Educational data

y Employment Experience

y Extra-curricular activities

y References and Recommendations


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Usefulness of Application Blank or Form

Application blank is highly useful selection tool, in that way it serves three important

purposes:

1. It introduces the candidate to the company in a formal way.

2. It helps the company to have a cross-comparison of the applicants; the company can

screen and reject candidates if they fail to meet the eligibility criteria at this stage itself.

3. It can serve as a basis to initiate a dialogue in the interview.

Selection Testing

In this section let examine the selection test or the employment test that attempts toasses intelligence, abilities, personality trait, performance simulation tests including work

sampling and the tests administered at assessment centres- followed by a discussion about the

polygraph test, graphology and integrity test.

A test is a standardized, objective measure of a persons behaviour, performance or attitude. It is

standardised because the way the tests is carried out, the environment in which the test is

administered and the way the individual scores are calculated- are uniformly applied. It is

objective in that it tries to measure individual differences in a scientific way giving very little

room for individual bias and interpretation. Over the years employment tests have not only

gained importance but also a certain amount of inevitability in employment decisions. Since they

try to objectively determine how well an applicant meets the job requirement, most companies

do not hesitate to invest their time and money in selection testing in a big way. Some of the

commonly used employment tests are:

y Intelligence tests

y Aptitude tests

y P ersonality tests

y Achievement tests

y Miscellaneous tests such as graphology, polygraphy and honesty tests.


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1. Intelligence Tests: These are mental ability tests. They measure the incumbents learning

ability and the ability to understand instructions and make judgements. The basic objective of

such test is to pick up employees who are alert and quick at learning things so that they can

be offered adequate training to improve their skills for the benefit of the organization. These

tests measure several abilities such as memory, vocabulary, verbal fluency, numerical ability,

perception etc. Eg. Standford-Binet Test, Binet-Simon Test, The Wechsler Adult Intelligence

Scale are example of standard intelligence test

2. Aptitude Test: Aptitude test measure an individuals potential to learn certain skills-

clerical, mechanical, mathematical, etc. These tests indicate whether or not an individual has

the capabilities to learn a given job quickly and efficiently. In order to recruit efficient office

staff, aptitude tests are necessary. An aptitude tests is always administered in combination

with other tests like intelligence and personality tests as it does not measure on-the-job-motivation

3. Personality Test: Of all test required for selection the personality tests have generated a lot

of heat and controversy. The definition of personality, methods of measuring personality

factors and the relationship between personality factors and actual job criteria has been the

subject of much discussion. Researchers have also questioned whether applicants answer all

the items truthfully or whether they try to respond in a socially desirable manner. Regardless

of these objections, many people still consider personality as an important component of job

success.


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2.4RESEARCH METHODOLOGY

Research means a scientific and systematic search for pertinent

information on a specific topic. Research is a careful investigation or inquiry especially through

search for new facts in any branch of knowledge. Research comprises defining and redefining

problems, formulating hypothesis or suggested solution; collecting, organizing and evaluating

data; making deductions and reaching conclusions; and at last carefully testing the conclusions to

determine whether they fit the formulating hypothesis.

Methodology is defined as the study of methods by which we gain knowledge, it deals

with cognitive processes imposed on research b the problems rising from the nature of its subject

matter.

METHODOLO G Y as the name suggests is the method through which

the problem or situation is tackled. Managers in organization constantly engage themselves in

studying and analysing issues and hence are involved in some form of research activity as they

make decisions at the work place. It involves a lot of factor like the research design, sample size,

segment, techniques of sampling, tools used etc all these steps and factors put together to bring

out a clear and accurate result.

The research methodology adopted for the present study has been systematic and

was done in accordance to the objectives set, which has been discussed in the earlier pages.

RESEARCH DESIGN

A research is the arrangement of conditions for collection and analysis of data ina manner that aims to combine relevance to the research purpose with economy in procedure. In

fact the research design is the conceptual structure within which research is conducted; it

constitutes the blue print for the collection, measurement and analysis of data. The research

design adapted in the study was descriptive study.


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DESCRIPTIVE RESEARCH

Descriptive research includes surveys and fact-finding enquiries of

different kinds. The major purpose of descriptive research is description of the state of affairs, asit exists at present. The main characteristic of this method is that the researcher has no control

over the variables research can only report what has happened or what is happening. A

descriptive study is undertaken in order to ascertain and be able to describe the characteristics of

the variable of interest in a situation. Descriptive studies are also undertaken to understand the

characteristics of organizations that follow certain common practices.

SOURCE OF DATA:

Data refers to information or facts. The two main sources of data for the

present study have been primary data and the secondary data.

PRIMARY DATA:

P rimary data consist of original information collected for specific purpose.

This project relied on the response of the employees. Structured undisguised questionnaire was

used to collect the primary data.

SECONDARY DATA:

Secondary data consists of information that already exists somewhere

having been collected for some other purpose. The secondary data is obtained from the company

database, Textbooks, Internet and Journals.


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SAMPLING PLAN:

POPULATION:

P opulation or universe can be defined as the complete set of items, which

are of interest in any particular situation in case of population data is collected from each and

every unit.

SAMPLING UNIT:

This answers who is to be surveyed. The researcher must define target

population that will be sampled; once this is determined a sampling frame is developed so that

everyone in the target population has an equal chance of being selected.

SAMPLE:

Sample denotes the entire part of the universe, which studied and

conclusion are drawn on this basis for the entire universe.

SAMPLE SIZE:

An important decision that has to be taken is adopting the sampling

technique is about the size of the sample. Size of the sample means the number of sampling unitsselected from the population for investigation. It answers, How many people should be

surveyed. Here the sample size is fixed as 150 from a population of 300 by using the formula

Sample size = (Z 2* P * Q) / ( E 2 )= 100

SAMPLING TECHNIQUE:

Stratified disproportionate random sampling is used as the samples

selected for this purpose to cover respondents from the entire three tier and also all

departments


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DATA COLLECTION PROCEDURE:

P rimary data was collected using the questionnaire. The researcher meeting the

respondents in their respective places did a survey. The respondents reference to each question

was carefully noted in the questionnaire. Their responses and suggestions were carefullyobserved and registered.

TOOLS USED FOR DATA COLLECTION

The main tool used for the purpose of study has been a well-constructed questionnaire.

Questionnaire is short & simple, personal and intimate questions are showed at the end.

The forms of question contained in the questionnaire are as follows:

Dichotomous form i.e., yes or no answers

Example: do you feel employee referral scheme is effective

Yes N o

Multiple choice questions i.e., alternative answers presented.

Example: Is your team members well trained to facilitate the recruitment process?

Strongly Agree Agree N eutral Disagree Strongly Disagree

Open ended i.e., inviting free response.

Example:


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1) PERCENTAGE ANALYSIS

P ercentage analysis shows the entire population in terms of percentages. It reveals the

number of belonging is a particular category or the number of people preferring a particular thing, etc., in terms of percentage. In this study, the number of people who responded in a

particulars manner is interpreted in the form of percentages.

Each table has been calculated on the basis of percentage.

N o of respondents

P ercentage = ------------------------------ X 100

Total respondents

2) CHI SQUARE TEST ANALYSIS

The chi-square test a fairly, simple and definitely the most popular of all the other

tools, the chi-square test is most widely used non-parametric tests in statistical work. It makes noassumption about being sampled. The quantity chi-square describes the magnitude of

discrepancy between theory and observation.

n

2 = (O i E i )2

i=1 E i


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2.5SCOPE OF THE STUDY

The facts given by the study will help in the effective improvement in the concerned are

as to adopt recruiting and selecting techniques for choosing the right applicant for theconcern.

The information need for the study has been collected through primary sources.

This study mainly focused on selecting and recruiting new employees by analyzing

various particulars such as skill, field of interest, educational qualification, experience,

preference, attributes, etc.,

It indirectly helps the new employees to update their skill, working knowledge and

techniques to find the development in their career.

2.6 LIMITATION OF THE STUDY

The study is applicable only to 365 Media Pvt Ltd and not to any other similar

organization.

Employees bias towards the researcher while telling the truth, because the researcher may

be the spy of the management

Some of the employees are not giving their opinion, since the study deals with the

Sensitive area of organization. Therefore, it is difficult to extract accurate information

from the employees.

The respondents chosen were busy they found title time to answer the questionnaires

The findings are based on the data conducted during the period april14 - june14.

Employees with experience and performance are not satisfied with the wages.


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CHAPTER III

ANALYSIS AND INTERPRETATION

3.1 DATA ANALYSIS AND INTERPRETATION

Table 3.1.1

THE LEVEL OF TALENTS IN FILLING UP OF THE PARTICULARS GIVEN IN

THE FORMAT

Understanding level No. of Respondents % of Respondents

Easy

Moderate

Tough

Very Tough

87

55

15

8

58

37

10

5

Total 150 100

Source: Primary data


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Chart No 3.1.1

Inference:

From the above table regarding level of understanding the particulars given in the

format about 58% of them considers that it was very easy and about 37% of the respondents are

moderate , 10% of them were tough and 15% of them consider as very tough.

58%

37%

10% 5%

0%

10%

20%

30%

40%

50%

60%

Easy Moderate Tough Very Tough

THE LEVEL OF TALENTS IN FILLING UP OF THEPARTICULARS GIVEN IN THE FORMAT


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Table 3.1.3

The Introduction Of The Superior And Subordinate Of The Organisation

After The Appointment Of New Employee

Particulars No. of Respondents % of Respondents

Yes

N o

134

16

89

11

Total 150 100


Chart No .3.1.3

Inference:

Mostly about 89% of employees from Top and Middle levels are introduced with their

superiors and subordinates and In case of lower levels; the new employees are not introduced

with their peers.

0

20

40

60

8 0

100

1 2

% of Respondents

% of Respo nd e n ts


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Table 3.1.4 EDUCATIONAL LEVEL OF RESPONDENTS


Chart No 3.1.4

Inference:

From the above table regarding educational level about 30% of the respondents are

SSLC, 36% of them are +2, 23% of them are U. G .Degree / Dip. / ITI, 10% of them under P .G .

Degree.

Educational level No. of Respondents % of Respondents

SSLC

P re Degree

U.G .Degree / Diploma/ ITI

P .G . Degree

45

54

35

15

30

36

23

10

Total 150 100

Educational Level Of Respondents

30%

37%

23%

10% SSLC

P re Degree

U.G .Degree / Diploma/ ITI

P .G . Degree


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Table 3.1.5 THE SOURCES OF VACANCY

Source of information No. of Respondents % of Respondents

N ewspaper

Website

Employees

Friends & relatives

Others

93

32

22

3

-

62

21

15

2

-

Total 150 100


Chart 3.1.5

Inference:

From the above table regarding source of knowing vacancy about 62% of the respondents are

known by N ewspaper, 21% of them by website, 15% of them are by existing employees, and 2%

of them are by friends and relatives.

0%

20%

40%

60%

80%

%

Percentage

Newspaper Employees Others

Source Of Information


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Table 3.1.6 THE RATINGS OF SOURCES OF INFORMATIONREGARDING VACANCY PUT IN THE AD

Ratings of Sources No. of Respondents % of Respondents

N ewspaper

Website

Employees

Employment Exchange

Local channels

Others

64

51

22

13

-

-

43

34

15

8

-

-

Total 150 100


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Chart 3.1.6

Inference:

From the above table regarding source of information regarding the advertisement for

knowing vacancy, about 43% of the respondents are supporting for N ewspaper, 34% of them for

website, 15% of them are by existing employees, and 8% of them are by employment exchange .

The Ratings Of Source InformationRegarding Vacancy Put In The AD

43%

34%

15% 8%

0%

0%

N ewspaper

Website

Employees

Employmen t Exchange Local channels

Others


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Table 3.1.7 THE SCALE OF PAY IN THE ADVERTISEMENT

Published in Ad

(Scale)

No. of Respondents % of Respondents

Yes

N o

114

36

76

24

Total 150 100


Chart 3.1.7

Inference:

Regarding scale of pay, about 76% of the respondents said that it was clearly given in the

advertisement and 24% of them feel that in some cases about scale the company fails to put

clearly but they note that salary in not a problem for right employees.

0%

20%

40%

60%

80%

% Of Respondents

Y es No

Published In The Ad (Scale)

Scale Of Pay In The Advertisement


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Table 3.1.8 THE SATISFACTORY LEVEL REGARDING THE SCALE

PUBLISHED IN THE MEDIA

Satisfactory level No. of Respondents % of Respondents

Highly Satisfied

Satisfied

Dissatisfied

Highly dissatisfied

93

40

17

-

62

27

11

-

Total 150 100


Chart 3.1.8

Inference:

From the above table regarding satisfactory level towards the scale published in the

media about 62% of the respondents are highly satisfied, 27% of them are just satisfied, 11% of

them are dissatisfied.

0% 10% 20% 30% 40% 50% 60% 70%

% OF RESPONDENTS

HS S D HD SATISFACTORY LEVEL

PUBLISHED IN THE MEDIA

THE SATISFACTORY LEVEL REGARDING THE SCALE


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Table 3.1.9 THE SATISFACTORY LEVEL REGARDING THE

COMMUNICATION


Highly Satisfied

Satisfied

Dissatisfied

Highly dissatisfied

74

67

9

-

49

45

6

-

Total 150 100


Chart 3.1.9

Satisfactory Level Regardingcommunication

0% 10% 20% 30% 40% 50% 60%

Highly

Satisfied

Satisfied Dissatisfied Highly

dissatisfied

Satisfactory Level

% Of Respondents


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Inference:

From the above table regarding satisfactory level towards the communication about 49%

of the respondents are highly satisfied, 45% of them are just satisfied, 6% of them are

dissatisfied.


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Table 3.1.11 THE TYPE OF QUESTION ASKED DURING FINAL

INTERVIEW

Understanding level No .of Respondents % of Respondents

About subject

About personal

About Field of interest

About language

fluency

About Objectives

Any other

55

12

40

37

6

-

37

8

26

25

4

-

Total 150 100


Chart 3.1.11

37%

8%

26% 25%

4% 0% 0%

10%

20%

30%

40%

% Of

Respondents

About

subject About

Field o

interest

About Objectives

THE TYPE OF QUESTION ASKED DURING

FINAL INTERVIEW


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Inference:

From the above table regarding the questions asked during final interview about 37% of

them considers that it was subject questions, 8% of them form personal details, 26% of the

questions are from field of interest and 25% of them from language fluency and only 4% of them form the applicant objectives.


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Table 3.1.12 THE APPLICANTS ANSWERS TO THE TYPICAL

QUESTIONS ASKED IN SELECTION


Yes

N o

89

61

59

41

Total 150 100


Chart 3.1.12

Inference:

From the survey, it was found that about 59% of the respondents can able to answer the

typical questions asked in the selection and remaining 41% of them feel it was too tough.

APPLICANTS ANSWERS TO THE TYPICAL

QUESTIONS ASKED INELECTI N

59%

41% Yes

N o


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Inference:

From the above table regarding satisfactory level towards the selection process present

about 45% of the respondents are highly satisfied, 39% of them are just satisfied, 10% of them

are dissatisfied and at the last 6% of them highly dissatisfied with present selection methods.


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Table 3.1.14 THE PRIORITY GIVEN TO THE APPLICANT WHILE

SELECTION


Qualification

Experience

Both Exp.And Qlf.

Recommendations

Any other

47

48

50

5

-

31

32

33

4

-

Total 150 100


Chart 3.1.14

PRIORITY GIVEN TO THE APPLICANT WHILESELECTION

31%

32%

33%

4% 0%

Qualification

Experience

Both Exp.And Qlf .

Recommendations

Any others


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Inference:

From the above table regarding satisfactory level towards the priority in selection

process about 31% of the respondents are for qualification, 32% of them are for experience, 33%

of them are for both and remaining 4% of them feels that it is by way of recommendation.


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Table 3.1.15 THE FORMAT GIVEN TO THE APPLICANT WHILE

ATTENDING INTERVIEW


Yes

N o

104

46

69

31

Total 150 100


Chart No 3.1.15

Inference:

From the above table regarding the format given, about 69% of them considers that the

format was some what new to them and remaining 31% of them feels that it was usual and

general for them.

FORMAT GIVEN TO THE APPLICANTWHILE ATTENDING INTERVIEW

69%

31% Y es

No


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Table No 3.1.17 THE SATISFACTORY LEVEL TOWARDS PRESENT

RECRUITING METHODS


Highly Satisfied

Satisfied

Dissatisfied

Highly dissatisfied

67

59

15

9

45

39

10

6

Total 150 100


Chart No 3.1.17

Inference:

From the above table regarding satisfactory level towards the present recruiting methods

about 45% of the respondents are highly satisfied, 39% of them are just satisfied, 10% of them

are dissatisfied and at the last 6% of them highly dissatisfied with present recruiting methods.

THE SATISFACTORY LEVEL TOWARDSPRESENT RECRUITING METHODS

45%

39%

10% 6%

Highly Satisfied

Satisfied

Dissatisfied

Highly dissatisfied


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Table No 3.1.18 THE EMPLOYEES SUPPORT TO MANAGEMENT

POLICIES AND PROCEDURES REGARDING RECRUITMENT


Yes

N o

95

55

63

37

Total 150 100


Chart No 3.1.18

Inference:

From the survey, it was found that 63% of the respondents are consider that the

employees will give their support to management regarding policies and programme for

recruitment and 37% of the wont understand this policies and procedures and finally they ay no

to management.

The Employees Support ToManagement Polices And Procedures

On Recruitment

63%

37% Y es No


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Table 3.1.19 THE CONSULTATION BY MANAGEMENT WITH

EMPLOYEES REGARDING THE RECRUITING METHODS


Yes

N o

70

80

47

53

Total 150 100


Chart No 3.1.19

Inference:

From the above table regarding consultation with employees about recruiting methods,

about 47% of them consider that the management will discuss with us and remaining 53% of

them feels that the management itself chooses the method of recruiting.

The Consultation By Management WithEmployees Regarding Recruting Method

47%,

53% Y es No


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3.2STATISTICAL ANALYSIS

CALCULATION OF CHI-SQUARE TEST:

H o: The training provided to the team members facilitate them to overcome recruitment

difficulties

H 1: The training provided to the team members does not facilitate them to overcome recruitment

difficulties

Table 3.2.1

Table showing the training of team members to overcome recruitment difficulties

Recruitment

difficulties

Strongly

agree

Agree Neither agree

nor disagree

Disagree Total

Improved working

condition

17 8 6 1 32

N on traditional

sources

25 10 4 0 39

Improved pay 5 3 3 1 12

Retrained existing

staff

6 8 1 2 17

Total 53 29 14 4 100


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Table 3.2.18

Table showing expected frequency in training the team members to overcome recruitment

difficulties

Oi Ei (Oi-Ei) 2/Ei

17 16.96 0.00009

8 9.28 0.1765

6 4.48 0.5157

1 1.28 0.0612

25 20.67 0.9070

10 11.31 0.1517

4 5.46 0.3904

0 1.56 1.56

5 6.36 0.4229

3 3.48 0.0662

3 1.68 1.0371

1 0.48 0.5633

6 9.01 1.0056

8 4.93 1.9117

1 2.38 0.8002

2 0.68 2.5623

TOTAL 12.1318


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CHAPTER IV

RESULT ANALYSIS

4.1 GENERAL FINDINGS

1.It was inferred that short listing the candidate, about 5% of them considers with a hou

It was inferred that 76% of the respondents said that pay scale was clearly given in the

advertisement

It was inferred that 30% of the respondents are SSLC, 23% of them are U. G .Degree

,10% of them under P .G . Degree.

From the above table regarding source of knowing vacancy about 62% of the respondents

are known by N ewspaper only

It was inferred that 62% of the respondents are highly satisfied towards the scale

published in the media

It was inferred that 45% of the respondents are highly satisfied towards the present

recruiting methods

It was inferred that 39% of the respondents are satisfied towards the present recruiting

methods

It was inferred that 92% of respondents said that the employee referral is effective

It was inferred that regarding the questions asked during final interview about 37% of

them considers that it was subject questions,

It was inferred that regarding the questions asked during final interview about 8% of

them form personal details

It was inferred that regarding the questions asked during final interview about 26% of the

questions are from field of interest


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STATISTICAL FINDINGS:

There is significance difference between the experience of the HR and the Challenges

faced during recruitment

The training provided to the team members facilitate them to overcome Recruitment

difficulties

Therefore the best source influences the candidate to apply for 365 Media.

The training provided to the team members facilitate them to overcome recruitment

Difficulties

There is significance reason for not joining after accepting the offer letter.


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4.2SUGGESTIONS AND RECOMMENDATIONS

The company needs to recruit high quality staff with the right skills on the appropriate

contracts to deliver the key objectives of the position and organization.

The candidates could be recruited through apprentices methods.

Most of the employees said that outstation campus is not required. Therefore this could

be reviewed.

The Manpower requirement of each department can be identified well in advance.

Succession planning can be done in advance since it takes time to recruit technicians and

senior people.

Job definition is treated as critical and always precedes the process of recruitment.

The selection process is objective and ensures that only competent people are recruited.

Chances and opportunities can be given to line mangers in manpower planning and

recruitment.

Candidates should be given adequate and reliable information about the company and

the job.

Data and information for development decision, such as job rotation, is used to identify

internal hiring needs.

Employees should regularly receive feedback about their potential for higher level jobs. The company has the capability to manage exist in the form of derecruitment specialists.

As far as possible, people are retrained and redeployed rather than being derecruited.

Cost of training, recruitment, induction, orientation, period of adaptability to the

organization can be reduced.

P OACHI NG /RAIDI NG - Buying talent (rather than developing it) is the latest mantra

being followed by the organizations today. P oaching means employing a competent and

experienced person already working with another reputed company in the same or

different industry; the organization might be a competitor in the industry .


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4.3 CONCLUSION

The study has concentrated on the Recruitment And Selection process of 365

Media Private Limited ., The study has been conducted only for the recruitment of Voice, Semi

Voice, It,Ites, and non voice process.

The company seems to be moving it right lines as far as its Recruitment And

Selection strategy is concerned. However a few drawbacks were found and remedies are

suggested.

Since the Recruitment And Selection is carried out on a mass scale it becomes

important to concentrate on this aspect. With these objectives in mind the study has been

conducted.


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CHAPTER V

ANNEXURE

QUESTIONNAIRES

A Study on Recruitment and Selection Process towards Employeesin 365 media (p) Ltd

(A) Questionnaires for Recruitment

(B) Questionnaires for Selection

(A) Questionnaires for Recruitment

1. Personal Details

1.1Name :-------------------------------------------------------

1.2Age :

(a) Below 25( ) (b) 25-35( ) (c)36-45( ) (d) Above 45 ( )

1.3Educational Qualification:

(a) SSLC ( ) (b) +2( ) (c) U. G .Degree/ Diploma/ ITI ( ) (d) P .G . Degree

1.4Experience:

(a) 1-5 Years ( ) (b) 6-10 Years ( ) (c) 11-15 Years( ) (d) Above 15years( )

2. In which source you came to know that there is vacancy in 365 media (p) Ltd.

(a) N ewspaper ( ) (b) Website ( ) (c) Employees ( ) (d) Friends & relatives ( ) (e) others

(Specify) -----------------------------------------


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7.Do you think the right media of Recruiting results of selecting the suitable candidate?

a) Yes ( ) b) N o ( )

If yes, to what extent?

(a) High ( ) (b) Moderate ( ) (c) P oor ( ) (d) Very P oor ( )

8. Are you satisfied with the communication present in the media?

(a) Highly Satisfied ( )(b) Satisfied ( )(c) Dissatisfied ( )(d) Highly dissatisfied ( )

If dissatisfied, specify the reason ------------------------------------------------------------------

9.Have you understand the job description given in the Advertisement?

(a) Yes ( ) (b) N o ( )

If yes, to what extent?


10. Rate the specification and attractiveness of Ad given in the media?


11. Does the management consult with the employees regarding the Recruitment methods?

(a) Yes ( ) (b) N o ( )


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(B) Questionnaires for Selection

17.Have you already aware of selection process in 365 media (pvt) Ltd?

(a) Yes ( ) (b) N o ( )

18.Whether they had given any standard format for knowing the Applicant ?

(a) Yes ( ) (b) N o ( )

19.If yes, rate your talents in filling up of the particulars given in the format?

(a) Easy ( ) (b Moderate ( ) (c) Tough ( ) (e)Very Tough ( )

20.During interview, if the applicant is more, what type of screening test is implemented?

(a)Written test ( ) (b) G roup discussion ( ) (c) Seminar ( ) (d) any other (specify) --------

21.What type of questions asked in the screening process?

(a) G eneral questions ( ) (b)Subject questions ( ) (c)Analytical questions ( )

(d)Any other (specify) ( )

22.How much time they will take for short listing the applicants?

(a)With a Hour( ) (b)Half-a-day( ) (c)One day ( ) (d) one week( ) (e) Any other (specify)

( )


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23.During personal interview what type of questions asked?

(a)About subject ( )(b) About personal (c) About Field of interest (d) About language fluency (e)

About Objectives (f) Any other (specify) ( )

24.Wheather the applicant can able answer the questions asked in the personal interview ?

(a) Yes ( ) (b) N o ( )

If No, what type of difficulties you faced during personal interview?

25. After Final interview, have you received your appointment order?

(a) Yes ( ) (b) N o ( )

26. If, Yes, what are particulars and specifications given in the appointment order?

(a)Salary& Allowances ( ) (b) Conditions of Appointment ( )

(c)Rules and regulations ( ) (d) N ame of the Job ( ) (e) Description of the Job ( )

(f) Any other (specify) ( )

27.After the appointment order given, any formal introduction is made to your superior

and subordinate?

(a) Yes ( ) (b) N o ( )


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28.Are you satisfied with the selection process conducted in 365 media (pvt)Ltd?

1. Highly Satisfied ( ) 2. Satisfied ( ) 3. Dissatisfied ( ) 4.Highly dissatisfied ( )

If dissatisfied, specify the reason------------------------------------------------------------------

29.While selecting a applicant , priority is given -

(a)Qualification ( ) (b)Experience ( ) (c)Both Experience &Qualification

(c)Recommendations ( ) (d)Any other (specify) ( )

30. Please give your comments / suggestions to improve the selection process in 365 media

(pvt)Ltd.

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BIBILIOGRAPHY

Reference for Review

1. C.R Kothari, Research Methodology, Reprint 2006, International ( P ) Ltd, P ublishers.

2. VS P Rao, Human Resource Management, 2 nd Edition, Anurag Jain for Excel Books.

3. C.B.Mamoria and S.V. G ankar, P ersonal Management Text and Cases, Edition 2001,

Himalaya P ublishing House.

4. S.P G upta, Statistical Methods, Edition 2004, Sultan Chand and Sons Educational

P ublishers.

5. L.M P rasad, Human Resource Management, First Edition, Education P ublishers.

6. P .Saravanavel, Research Methodology, Reprint 2006, International ( P ) Ltd, P ublishers.

7. P .Subba Rao, Essential Human Resource Management, Second Edition, Education

P ublishers.

8. P .C.Triupathi, P ersonnel Management, First Edition, International ( P ) Ltd, P ublishers.

9. M.M.Varma & R.K.Agarwal, Organization Behaviour, Himalaya P ublishing House.

10. Taylor, Lynn, Hiring for the Emerging Economy Business Week Online, N ov2009, P 6.


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General Reference

11. Essential Human Resource Management - P .Subba Rao

12. Human Resource Management - C.B. G uptha

13. Personnel Management - P .C.Triupathi

14. Organization Behaviour - M.M.Varma&R.K.Agarwal

15. Dynamics of human behaviour at work. - R.S.Dwivedi

Websites

www.365media.com

www.hrmadvice.com

www.citehr.com

www.google.com

sooriya proj 11

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