A STUDY ON RECRUITMENT AND SELECTION AT NEEYAMO ENTERPRIZE SOLUTIONS PVT LTD, CHENNAI. A Summer Project Report Submitted by R. SUCHITRA (Register No: 310511631028) Under the Guidance Mr. G. Swaminathan
FACULTY OF MANAGEMENT STUDIES
In partial fulfillment for the requirements for the Award of the degree Of
MASTER OF BUSINESS ADMINISTRATION IN DHANALAKSHMI SRINIVASAN COLLEGE OF ENGINEERING & TECHNOLOGY ANNA UNIVERSITY CHENNAI-600 025 AUGUST 2012
DHANALAKSHMI SRINIVASAN COLLEGE OF ENGINEERING AND TECHNOLOGY. DEPARTMENT OF MANAGEMENT STUDIES ECR, Mamallapuram, Chennai-603104 Phone: 04427442844, 27443844
BONAFIDE CERTIFICATE
Certified that this project report titled ?A Study on Recruitment and selection process, NEEYAMO ENTERPRIZE SOLUTIONS PVT LTD, CHENNAI.? Is the bonafide work done and submitted by R. SUCHITRA (310511631028) who carried out the research under my supervision certified further, that to the best of my knowledge the work reported herein does not form part of any other project report or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate.
Internal Guide
Head of the Department
Submitted for the viva-voce Examination held on --------------
Internal Examiner
External Examiner
DHANALAKSHMI SRINIVASAN COLLEGE OF ENGINEERING AND TECHNOLOGY. DEPARTMENT OF MANAGEMENT STUDIES ECR, Mamallapuram, Chennai-603104
DECLARATION
I hereby declare that the project entitled ?A Study on Recruitment and selection at Neeyamo Enterprise Solutions Pvt Ltd, Chennai.? In partial fulfillment of the requirements of Anna University for the award of the degree in Master of Business Administration is my original work and that it has not formed the basis for the award of any degree, associate ship, fellowship, diploma or any other similar title.
Signature of the Student
Place: Date:
(R.SUCHITRA)
ACKNOWLEDGEMENT
I express my sincere and profound thanks to our most respected Chairman Thiru. A. SRINIVASAN for providing me a congenial academic environment.
My Heartfelt thanks to Principal Dr. R. PONRAJ, for his constant support and guidance.
I thank the Vice Principal Mr. PON ARIVANANTHAM for his constant encouragement.
I thank the Director Dr. R. T. NIRMAL KUMAR, for his constant support and motivation.
At this juncture I thank sincerely Mrs. G.AMUTHA, Head of the P.G. Department of Business Administration for her constant encouragement throughout the project.
My sincere thanks to Ms. V. Karthika and Ms. Durga who gave me all the manual inputs and also guided me with dedication for the smooth completion of the project. I deeply owe a sense of gratitude to my guide Mr G.Swaminathaan for the valuable guidance provided throughout the entire project.
I also place on record my thanks our project coordinator Miss.M.Deepa & Mr. M.Prabhu for their constant support.
I also express my gratitude to Miss.G.C.Reena Usha Rani of Dhanalakshmi Srinivasan Business School, for the dedication displayed in the execution of my project.
I also record my thanks and gratitude to all the Faculty Members of the Department of Management Studies and Dhanalakshmi Srinivasan Business School. And last but not the least my profound thanks to my parents for their dedicated support and above all my ardent thanks to the Almighty who had showered his blessings on me for the successful completion of the project.
ABSTRACT
?A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS? in NEEYAMO Enterprise solutions private limited was used to study the existing recruitment and selection process and various factor involved in it.
The research design used in this study is descriptive research design.
The sampling method used in this study is convenient sampling and the sample size for this study is 50.
Both primary and secondary sources were used to collect data. The primary data is c o l l e c t e d from both e m p l o ye r s and employees of NEEYAMO
E n t e r p r i s e s o l u t i o n s p v t l t d t h r o u g h a w e l l constructed questionnaire.
The secondary data was collected from various journals, magazines, articles, various sites and company records.
From the analysis it was inferred that the organization gave preference to internal sources rather than external sources. Some of the employees felt that the company would still fasten the process.
From the study it was found that the employers and employees are satisfied with their present recruitment and selection process.
TABLE OF CONTENTS CHAPTER TITLE PAGE
List of tables List of charts
1
PAGE NO
7 8
INTRODUCTION 1.1 General introduction 1.2 Company profile 1.3 Industry profile 1.4 Need of the study 1.5 Objectives of the study 1.6 Scope of the study 1.7 Limitations of the study 10 17 23 27 28 29 30
2
LITERATURE SURVEY 2.1 Review of literature 32
3
RESEARCH METHODOLOGY 3.1 Research design 3.2 Sampling method 3.3 Data collection method 3.4 Tools for analysis 35 36 38 39
4
DATA ANALYSIS AND INTERPRETATION 4.1 Analysis and interpretation 41
5
CONCLUSIONS 5.1 Summary of report findings 5.2 Suggestions 5.3 Conclusions ANNEXURE Questionnaire Bibliography 57 58 59
LIST OF TABLES SL.NO
4.1.1
LIST OF TABLES
PAGE NO
Table showing satisfaction level of recruitment and selection in 41 organization
4.1.2 4.1.3 4.1.4 4.1.5 4.1.6 4.1.7 4.1.8 4.1.9
Table showing the period of forecasting the resources Table showing the recruitment procedure in the company Table showing the source that adopt to source candidate Table showing the stages involved in selection of candidate Table showing the training given to conduct the interview Table showing the time period taken to conduct the interview Table showing the role of academic marks in recruitment
42 43 44 45 46 47 48
Table showing the different level of recruitment process for different 49 grades of employees
4.1.10 4.1.11 4.1.12 4.1.13
Table showing the test during the process of recruitment Table showing the type of interview conducted in the company Table showing the reasons that are considered at the time of vacancy
50 51 52
Table showing the acceptance of e-recruiting as a suitable way of 53 recruitment
4.1.14 4.1.15
Table showing the performance level of online recruitment Table showing the consideration of reference check as an integral part of recruitment
54 55
LIST OF CHARTS
SL.NO LIST OF CHARTS
4.2.1 4.2.2 4.2.3 4.2.4 4.2.5 4.2.6 4.2.7 4.2.8 4.2.9 4.2.10 4.2.11 4.2.12 4.2.13 4.2.14 4.2.15 organization Figure showing the period of forecasting the resources Figure showing the recruitment procedure in the company Figure showing the source that adopt to source candidate Figure showing the stages involved in selection of candidate Figure showing the training given to conduct the interview Figure showing the time period taken to conduct the interview Figure showing the role of academic marks in recruitment 42 43 44 45 46 47 48
PAGE NO
Figure showing satisfaction level of recruitment and selection in 41
Figure showing the different level of recruitment process for 49 different grades of employees Figure showing the test during the process of recruitment Figure showing the type of interview conducted in the company 50 51
Figure showing the reasons that are considered at the time of 52 vacancy. Figure showing the acceptance of e-recruiting as a suitable way 53 of recruitment Figure showing the performance level of online recruitment 54
Figure showing the consideration of reference check as an 55 integral part of recruitment
INTRODUCTION
1.1 INTRODUCTION RECRUITMENT
?Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization?. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the Selection process.
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. The recruitment industry exists basically in four forms: 1). Employment agencies deal with clerical, trades, temporary and temporary to hire employment opportunities.
2). Recruitment websites and job search engines used to gather as many candidates as possible by advertising a position over a wide geographic area. Although thought to be a cost effective alternative, a human resource (HR) department or department manager will spend time outside their normal duties reading and screening resumes. A professional recruiter has the ability to read and screen resumes, talk to potential candidates and deliver a selective group in a timely manner. 3). "headhunters" for executive and professional positions. These firms are either contingency or retained. Although advertising is used to keep a flow of candidates these firms rely on networking as their main source of candidates. 4). Niche agencies specialize in a particular industrial area of staffing.
Recruitment Process:
The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:
? Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain:
• Posts to be filled • Number of persons • Duties to be performed • Qualifications required
? ?
Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc).
? ? ?
Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making
RECRUITMENT PROCESS: 1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Short-listing 6. Arrange interviews 7. Conducting interview and decision making.
RECRUITMENT NEEDS ARE OF THREE TYPES:
? PLANNED i.e. the needs arising from changes in organization and retirement policy. ? ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. ? UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected needs.
RECRUITMENT LIFE CYCLE:
Phase 1: Discover Our process begins by getting to know our clients and understanding their staffing goals. It is here that we gather all necessary information regarding your corporate culture, core business, competitors, market segments, target audience, and most importantly how best we can compliment your internal staffing initiatives.
Phase 2: Strategize Now that we have initiated dialog and established a relationship built around your staffing goals we can determine the best staffing methodologies, strategy and tactics necessary to achieve our objective. Phase 3: Design The design phase is where we create our staffing strategy with your specific staffing goals at the core. We will discuss the suite of staffing solutions we offer and make recommendations as to what strategic and tactical approach will accomplish the desired goals quickly and cost effectively. Phase 4: Research and Sourcing This is where the deliverables are produced. This is accomplished by a wide variety of traditional and non- traditional methods to include the identification of candidate pools, online and off -line methodologies including social networking, spidering, database scrapping, file type searching, directory research and the always productive cold calls directly into the targeted organization Phase 5: Candidate Assessment As candidates are identified they are screened against our ?key accountabilities? which were identified during our research phase. We then speak with each candidate to further confirm that their education, work experience and professional skills make them a worthwhile candidate.
Phase 6: Candidate Analysis & Presentation This is the final phase of the process and we will make a value judgment and provide you with a short list of the candidates we feel most ideally fit your professional and corporate profile. Post your review and evaluation we will then determine how best to move forward.
Purpose & Importance Of Recruitment:
? Attract and encourage more and more candidates to apply in the organization. ? Create a talent pool of candidates to enable the selection of best candidates for the organization. ? Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. ? Recruitment is the process which links the employers with the employees. ? Increase the pool of job candidates at minimum cost. ? Help increase the success rate of selection process by decreasing 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. ? Meet the organizations legal and social obligations regarding the composition of its workforce. ? Begin identifying and preparing potential job applicants who will be appropriate candidates. ? Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants.
SELECTION PROCESS:
The rules governing selection require that all employees be selected and promoted through a competitive examination of merit and fitness. That being said, the end result of the selection process is to arrive at a top group of three (3) applicants from the applicant pool for the appointing authority (supervisor who is hiring for this position) to select from. The top group of three (3) applicants is derived from testing and/or other assessments of their knowledge, skills, abilities and other characteristics needed to successfully perform the job.
POSITION ANNOUNCEMENT: 1. All open-competitive career opportunities at CDPHE are announced on the Colorado
State Government Job Announcement website. 2. Please see Current Job Opportunities 2. ACCEPTING APPLICATIONS
1.CDPHE is an Equal Opportunity Employer The CDPHE Human Resources Office only accepts applications for announced position 2. Applications for announced positions will be accepted until the closing date advertised on the job announcement 3.You must be a resident of Colorado to apply.
3.
APPLICATION SCREENING 1. Submitted applications are reviewed to identify applicants meeting the minimum
requirements listed in the job announcement. 2. All applicants who meet the minimum qualifications for a posted position are invited to participate in a fair and open competitive examination of job-relevant competencies. 3. Applicants who do not meet the minimum requirements are notified by electronic mail of their status.
4. EXAMINATION
PROCESS
1. When filling a vacant position, the State of Colorado requires the use of an examination process to identify the top three candidates. 2. If three (3) or fewer candidates meet the minimum qualifications of the position vacancy, the minimum qualifications are the exam and all of the applicants are referred to the supervisor for interview. 3. However, if more than three (3) applicants meet the minimum qualifications, an examination of job-related competencies must be used to determine the top three (3) candidates. 4. The number and types of exams chosen for this process will depend on the job class of the position vacancy and the total number of qualified applicants competing for the position.
5.SUPERVISOR REVIEW & CONSIDERATION
1. The top three (3) candidates identified via the examination process will be referred to the supervisor of the position vacancy for interview 2. The supervisor of the position vacancy will make the hiring decision. 3. Typically, supervisors interview each of the candidates on their referral list. However, a supervisor is not required to interview each of the candidates before making a hiring decision. 4. A review of each candidate‘s resume and an interview with the candidate who is deemed the best fit for the position is sometimes sufficient to make a hiring decision.
6.JOB OFFER
1. After careful consideration of each candidate, the supervisor makes the final decision. 2. Depending on type of work performed in the position, a job offer may be contingent on the results of a drug test, physical examination and/or criminal background check.
1.2 COMPANY PROFILE
Neeyamo Enterprise Solutions is a provider of end-to-end Human Resources Outsourcing (HRO) services focusing specifically on mid-market companies worldwide. It offers HRO services on proven best-of-breed technology platforms and delivers them using a global delivery model ensuring customer proximity and local law compliances. Capitalizing on its strong core management team strength and its unique positioning to address the needs of mid-market firms, it intends to become the "preferred HRO partner for mid-market companies".
Neeyamo has a unique delivery model for its HR service offerings, by leveraging partnerships with world class platforms, to meet specific mid-market requirements. Its service lines cover entire pre-hire to post-retire employee life cycle. Global capabilities exist to service Payroll, Benefits, Workforce Administration, Recruitment Support and Employee Helpdesk.
Translating its HR domain expertise into services built around best-of-breed HR products, will ensure that its customers get the best of all worlds – no major capital outlay, buy-asyou-need service based model which scales with their growth, and delivery from cost effective locations, which allows transaction prices to be extremely competitive. Most importantly, they don‘t have to go through the pain of implementation or maintenance of these systems, but will be able to gain all the benefits of a ?big? company system.
Specialties HR Outsourcing, Development, Re-engineering, HR Process Consulting, Payroll Administration, Benefits Administration, Employee Data Management, HR Help desk, HR Technology Implementation, Recruitment Support, Employee Assistance.
The Neeyamo Story :
As the Neeyamo Team successfully delivered on complex global HRO deals, each with its own degree of complexity and challenges, we realized that there is a huge underserved segment– the midmarket companies. Companies with more than 2,500 and less than 15,000 employees represent a significant population of enterprises worldwide and have unique HRO needs. Despite the complexity, when done right, HRO brings benefits that are hard to ignore, especially in difficult economic times like these. As the bigger HR BPO players target mega-deals with large market companies ( > 15,000 employees ), and small market companies ( < 2,500 employees ) work with local providers, there is a
supply gap for the often maligned and misunderstood middle-market. In the midmarket segment, HRO is more of a "when" question, because companies want to focus on building businesses and not HR capabilities. Current HR processes at a company of this size leaves a lot to be desired as they deal with the challenge of whether to deploy capital improve to HR systems or invest in business growth. ? Dissatisfaction with internal HR processes
Mid-market companies often compete directly with much larger players for business, and need to have world-class HR processes that customers expect from the bigger players. Furthermore, compelling events such as a system upgrades or software renewal may drive a mid-market company to look outside for solutions. ? Build vs. Buy
Large-scale buyers typically have spent millions in ERP systems and have settled on a HR platform. Mid-market companies are not interested in investing large capital dollars for acquiring an HR platform; instead, they would prefer to buy the services they need without having to build it themselves. ? Focus on revenue, not administration
Mid-sized companies are typically focusing on rapid growth and generating revenues. Consequently, they have neither the time nor resources to focus on back office and administrative HR functions. Given that HRO is a necessity, they find that traditional HRO providers do not fit the bill either providers are too expensive or inflexible, because the spend is too small for the big providers to pay any attention. Mid-market companies must ensure that their people and systems stay competitive. Clearly, they need an excellent provider of HRO services at a mid-market price and proposition, that can help build and sustain the advantage for them.
Management Team:
The management team at Neeyamo comprises individuals with proven HRO credentials who have built organizations from scratch and have a long history of successfully working together. With dozens of man years of consulting, sales, support, and delivery experience under its belt, the team brings significant value to the table as individuals and with their complementing capabilities, as a team too.
Governance
:
Neeyamo's engagement governance model is based on the principal of collaborative oversight. The engagement model ensures communication process for each layer of the project hierarchy. There are well defined issue escalation and dispute resolution mechanisms to ensure smooth running of the project. The key attributes of the model are: ? Defining roles, accountabilities, policies, standards and associated processes ? Enable, through resourcing of projects with staff and consultants including harnessing and managing of business support. ? Control the scope, contingency funds, overall project value and so on ? Monitor the project's progress, stakeholder's commitment, results achieved and the leading indicators of failure ? Measure the outputs, outcomes, benefits and value — against both the plan and measurable expectations ? Act to 'steer' the project into the organization, remove obstacles, manage the critical success factors and remediate project or benefit-realization shortfalls
Pay and reward:
1.3 INDUSTRY PROFILE Human Resource Outsourcing
Human Resource (HR) Outsourcing is a momentous strategic HR initiative. It helps organization to focus on internal resources towards doing what they do best and simultaneously helps to control the bottom lines. Human Resource Outsourcing (HRO) helps an organization to gain cost and time efficiencies and provides cutting edge over their human resource strategies and improves service improves services to their employees
Why Human Resource Outsourcing:
HR is an essential partner in developing and executing organizational strategy As is evident HR is something that is really critical to an organizations functioning. Human Resources (HR) responsibilities includes all the related functions that work towards employee well-being in the organization including payroll, benefits, hiring, firing, and keeping up to date with state and federal tax laws. The recent competitive challenges of the global marketplace are creating demand for Expert human resource outsourcing HRO providers in order to manage non-value adding administrative business function of their businesses thereby facilitating the businesses can concentrate on their core competencies.
How does Human Resources (HR) Outsourcing helps:
Human Resources Outsourcing helps in boosting organizational performance with many strategic benefits like eliminating the redundant non-core HR functions, increasing cost competitiveness effectiveness and helps in maintaining strategic HR focus.
Thus, HR outsourcing can
?
Help in structural reduction of the Human Resource Management (HRM) cost base, by identifying the non-value adding activities and eliminate the hidden HR operations costs.
?
Help in identifying the in efficient Human Resources (HR) Administration processes and HR practices.
? ?
Helps organization to focus on human resource performance. Help organizations to serve their employees better.
HR Outsourcing Services & its Operational Models
PEO: Professional employer organization A Professional Employer Organization (PEO) assumes full legal responsibility of a company's Human Resources. The PEO and business owner work as associates, where PEO handles the human resource aspects and the owner handles core business. BPO: Business Process Outsourcing Business Process Outsourcing refers to outsourcing in all fields for overall process improvements, not just outsourcing human resource functions. HR based BPO function ensures that organization is compatible with latest HR automation and technologies.
ASP
Application Service Providers (ASPs) offers HRIS support via latest HR software and web based HR solutions.
E-services
E-services, outsourcing electronic HR services is a means to procure web aware online utilities for the organizational HR process improvement. The E-HR service providers offer value added web based applications to cater to the need of the employers.
Role of Human Resource Outsourcing Service Company
When a company out sources HR functions, some services go with the "all-or-nothing" approach, requiring that they handle all the HR functions or none at all. Others offer their services "a la carte," meaning the company can pick and choose from the human resources outsourcing services they offer. Human resource outsourcing services portfolio includes Payroll Administration, Employee Benefits, HR Management & Risk Management. These services help organizations to define a definitive role of a HR outsourcing company's functions and responsibilities.
Online HR Outsourcing Services
Online services tend to be limited in their offerings, but provide added options like Web access, which allows companies to view information (like benefits packages) and even make changes to such information online. Most HR Outsourcing companies will be able to provide employer and employees access to view their benefits plans, enroll in benefits, read policies, and make changes to current data.
HR Outsourcing Services Features
? ? ?
Payroll administration: Produce checks, handle taxes, and deal with sick time and vacation time. Employee benefit Administration: Health, Medical, Life, 401(k) plans, cafeteria plans, etc. HR management: Recruiting, hiring, and firing. Also background interviews, exit interviews, and wage reviews.
?
Risk management: Workers' compensation, dispute resolution, safety inspection, office policies and handbooks.
Benefits of Outsourcing HR Services
There is a comprehensive list of human resource outsourcing benefits. The benefits related to outsourcing human resource services include time & cost savings, control over hassle factors & perceived higher level of employer services.
Low Cost of service One of the most crucial factors that can't be ignored while making outsourcing HR decision is cost - both operating cost & cost avoidance. Any outsourcing HR company has to provide some level of savings. This cost is reflected in operating cost and cost avoidance, such as having to put in new technology and keeping it current. Expected Higher level of service There's a perceived higher level of service associated with HR outsourcing Companies. They specialize in providing efficient and cost effective services. With their highly skilled team of consultants; employers can expect a better career path for employees, and the ability to better retain them for a specified job.
Time saving
Senior HR people are more interested in the business of their company than the business of human resource that is they are more concerned with well being as well as growth of the business in the long run. They would like to become more strategic, and the only way they can have the time to do so is to get rid of the time that's committed to some of the administrative functions by outsourcing them. Controlling the Hassle factors: There are loads of "hassle factors" like keeping track of all people, managing technology budgets, managing service level agreements etc. all these core competencies of business are really required, but these factors can easily be taken care by outsourcing HR company, to give employers ease from managing such complex functionalities.
1.4 Need of Recruitment
Every association needs the members to be the live organism. The recruitment procedure is the major process to carry new members to the association. Each Human Resources Department has a few type of the support for the staffing process. The recruitment procedure involves many steps and optimization. Every association needs the members to be the live organism. The recruitment procedure is the major process to carry new members to the association. Each Human Resources Department has a few type of the support for the staffing process.
1.5 OBJECTIVES OF THE STUDY Primary objective:
The primary objectives of the study are the recruitment and selection procedure followed in NEEYAMO ENTERPRIZE SOLUTIONS PVT LTD.,
Secondary objectives:
1. To determine present and future manpower requirements of the organization in coordination with planning and job analysis activities. 2. To create a pool of candidates so that the management can select the right candidate for the right job from this pool 3. To know the effectiveness of various recruiting techniques
1.6 SCOPE OF RECRUITMENT AND SELECTION
1. To structure the Recruitment policy of company for different categories of employees.
2. To analyze the recruitment policy of the organization.
3. To compare the Recruitment policy with general policy.
4. To provide a systematic recruitment process.
5. It extends to the whole Organization. It covers corporate office, sites and works appointments all over India.
6. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior Management cadres.
1.7
Limitations of recruitment and selection process
1. Employees were hesitated to talk at times. 2. 3.
Did not secure co-operation easily. The limited time is the major limitation of the study.
LITERATURE SURVEY
2.1 LITERATURE REVIEW
According to EDWIN B. FLIPPO, ?Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization?. Recruitment is the activity that links the employers and the job seeker. Selection may be defines as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirements. ( EDWIN B. FLIPPO) ROBBINS: (coulter2005) defines recruitment as the process of locating, identifying and
attracting capable applicants for available positions. Recruitment may also be defined as the process of attracting individuals on a timely basis in sufficient numbers and with appropriate qualifications and encouraging them to apply for jobs with an organization. Successful efficient recruitment, benefits organizations in that it increases it chances of gaining and thus increasing the ever important economic theory of the human capital factor. (MULLINS, 1999) The human capital theory suggest that education or training raises the productivity of workers by imparting useful knowledge and skills, hence raising workers future income by increasing their lifetime earning (BECKER,1964) One of the many adverse consequences for poor recruitment is the possibility of a high level of staff turnover. Not only does this lead to increased direct costs, it also has a disruptive effect on the use of managerial time. In addition, a very important intangible cost is the effect of high staff turnover on the morale, motivation and job satisfaction of staff and on the level of organizational performance and customer satisfaction (MULLINS, 1999) The Recruitment Process Outsourcing Association defines RPO as follows: "when a provider acts as a company's internal recruitment function for a portion or all of its jobs. RPO providers manage the entire recruiting/hiring process from job profiling through the on boarding of the new
hire, including staff, technology, and method and reporting. A properly managed RPO will improve a company's time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve governmental compliance." The RPO Alliance, a group of the Human Resources Outsourcing Association (HROA), approved this definition in February 2009: "Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider. An RPO provider can provide its own or may assume the company's staff, technology, methodologies and reporting. In all cases, RPO differs greatly from providers such as staffing companies and contingent/retained search providers in that it assumes ownership of the design and management of the recruitment process and the responsibility of results." Recruitment Process Outsourcing (RPO) is correctly defined as ?outsourcing or contracting out select components/processes within the Recruitment Cycle?. Head Hunters, Recruitment Agencies and HR/Corporate Recruitment Teams typically outsource the non-consultative or noncore elements within their Recruitment Process. By outsourcing these functions Recruiter's are able to dedicate more time to core-competencies such as Candidate and Hiring Manager interaction and other high value Consultative activities.
RESEARCH METHODOLOGY
3.1 RESEARCH DESIGN
Research Design:
?A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure?
Descriptive & Diagnostic Research Design
• Descriptive Studies are those which are concerned with describing the characteristics of a particular individual or of a group. •Studies concerned with specific concerning individual, predictions, with narration of facts and research studies which something occurs or its ex.‘s of diagnostic characteristics
group or situation are ex.'s of descriptive
•Diagnostic Studies determine the frequency with association with something else •Studies about whether certain variables are
associated, are
studies The research design here must
focus on the following:
1. Formulating the objective of the study 2. Designing the methods of data collection 3. S e l e c t i n g t h e s a m p l e 4. C o l l e c t i n g t h e d a t a 5. Processing and analyzing the data 6. R e p o r t i n g t h e f i n d i n g s
3.2 SAMPLING METHOD Sampling unit:
The sampling unit is the executives of the Neeyamo enterprise solutions pvt Ltd at Perungudi, Chennai
Sample size:
50 respondents are taken as the sample in consultation with college and company guide.
Sampling procedure:
Non-probability particular u n i t s sampling of the method universe involves for a deliberate a selection of
constituting
sample
which
request the universe. Non probability sampling is any procedure i n w h i c h e l e m e n t s w i l l n o t h a v e t h e e q u a l opportunities of being included in a sample.
Convenience sampling:
When the population elements are selected for inclusion in the sample based on t h e ease of access is known as the convenience sampling. The
r e s e a r c h d e s i g n i s descriptive which is concerned with narration of f a c t s a n d d e s c r i p t i o n o f v a r i o u s characteristics of particular group of employees. Here the respondents are chosen on the basis of non-probability sampling under which convenience sampling design was used.
Mode of data collection:
The mode of data collection is survey method. The survey method is more appropriate to the study.
Data collection instrument:
The instrument used for data collection through Questionnaire. A questionnaire is simply a formalized set of questions for eliciting information. •Open-ended questions:
Open-ended questions are questions to which there is not one definite answer. O p e n - e n d e d q u e s t i o n s m a y b e a g o o d w a y t o b r e a k t h e i c e w i t h a s u r v e y, g i v i n g respondents an opportunity to answer in their own words
•Closed-ended questions:
Closed-ended questions have a finite set of answers from which the respondent chooses. The benefit of closed -ended questions is that they are easy to standardize, and data gathered from closed-ended questions lend themselves to statistical analysis.
3.3 DATA COLLECTION
Data collection is a term used to describe a process of preparing and collecting data, for example, as part of a process improvement or similar project. The purpose of data collection is to obtain information to keep on record, to make decisions about important issues, or to pass information on to others. Data are primarily collected to provide information regarding a specific topic.
Secondary Sources
These are sources containing data that have been collected and compiled for another purpose. The secondary sources consist of readily available compendia and already compiled statistical statements and reports whose data may be used by researches for their studies, e.g., census reports, annual reports and financial statements of companies, Statistical statements, Reports of Government Departments, Annual Reports on currency and finance published, Statistical Statements relating to Cooperatives, Trade and Financial Journals, newspapers, etc.
METHOD OF SECONDARY DATA COLLECTION:
1. Internet websites 2. Organizational report 3. Case study 4. Business magazines 5. Books 6. Journals or e-learning industry
3.4 ANALYSIS TOOLS
Tools used:
The test is carried out using SPSS tool where the variables that are to be tested for independence is entered and results are identified. The tests is done by using percentage analysis.
Percentage analysis:
Percentage method refers to a specified kind which is used in making comparison between two or more series of data. Percentages are based on descriptive relationship. It compares the relative items. Since the percentage reduces everything to a common b ase and thereby allow meaning comparison.
Percentage = Number of respondents ----------------------------Total no of respondents
x 100
DATA ANALYSIS AND INTERPRETATION
TABLE: 4.1.1 Table showing satisfaction level of recruitment and selection in
organization Sl. no Level of attitude No. of respondents
1 2 3 4 Highly satisfied Satisfied Neutral Dissatisfied Total 13 30 7 0 50 26 60 14 0 100
Percentage
INFERENCE:
From the above table, we can infer that 26% of the respondents are highly satisfied with the recruitment and selection process in the organization. 60% respondents are satisfied with the recruitment and selection, 14% respondents are neutral in the recruitment and selection process and 0% of the respondents are dissatisfied.
FIGURE:4.2.1 Figure showing satisfaction level of recruitment and selection in organization
60 60 50 40 30 20 10 0 Highly satisfied Satisfied Neutral Dissatisfied 26 14 0
TABLE:4.1.2 Table showing the period of forecasting the resources Sl. no Level of attitude No. of respondents 1 2 3 Monthly once Once in 6 month Yearly once Total 10 30 10 50 20 60 20 100 Percentage
INFERENCE:
From the above table the 20% respondents are agreed with the forecasting period is monthly once, 60% respondents are agreed with the forecasting is done once in six months and the 20% respondents are agreed in the forecasting period is only once in a year.
FIGURE:4.2.2 Figure showing the period of forecasting the resources
60 60 50 40 30 20 10 0 Monthly once Once in 6 month Yearly once 20 20
TABLE:4.1.3 Table showing the recruitment procedure in the company Sl. no Level of attitude No. of respondents 1 2 Structured Unstructured Total 50 0 50 100 0 100 Percentage
INFERENCE:
From the above table the 100% respondents are mentioned that the recruitment procedure is structured and the 0% mentioned it as an unstructured one.
FIGURE:4.2.3 Figure showing the recruitment procedure in the company
100 100 80 60 40 20 0 Structured Unstructured 0
TABLE:4.1.4 Table showing the source that adopt to source candidate Sl. no Level of attitude No. of respondents
1 2 3 4 5 Employee referrals Campus recruitment Advertising Recruitment agencies Job portals 10 20 3 2 15 20 40 6 4 30
Percentage
Total
50
100
INFERENCE:
The above table shows that the 20% of respondents feels that source of candidate through employee referrals, 40% of respondents feels source of candidate through campus recruitment, 6% of respondents feels the source of candidate is through advertising, 4% respondents feels that it is through recruitment agencies and 30% of respondents feels that the source of candidate is through job portals.
FIGURE:4.2.4 Figure showing the source that adopt to source candidate
40 40 35 30 25 20 15 10 5 0 30 20 6 4
TABLE:4.1.5 Table showing the stages involved in the selection of candidates Sl. no Level of attitude No. of respondents
1 2 3 4 5 One Two Three Four More than four Total 0 0 50 0 0 50 0 0 100 0 0 100
Percentage
INFERENCE:
From the above table it shows that the entire 100% of respondents are registered that the selection process involves three stages. The process does not involves into the stages of one or two or more than three.
FIGURE:4.2.5 Figure showing the stages involved in the selection of candidate
100 90 80 70 60 50 40 30 20 10 0
100
0 One
0 Two Three
0 Four
0 More than four
TABLE:4.1.6 Table showing the training given to conduct the interview Sl. no Level of attitude No. respondents
1 2 Yes No Total 18 32 50 36 64 100
of Percentage
INFERENCE:
From the above table the 36% of respondents are agreed with the training is given for the persons who conducting interview and64% of respondents are answered that there is not any training program is conducted for the interview process.
FIGURE:4.2.6 Figure showing the training given to conduct the interview
64 70 60 50 40 30 20 10 0 Yes
36
No
TABLE:4.1.7 Table showing the time period taken to conduct the interview Sl. no Level of attitude No. of respondents
1 2 3 5-10 min 15-30 min More than 30 min Total 6 30 14 50 12 60 28 100
Percentage
INFERENCE:
From the above table, the 12% of respondents are agreed with the interview timings is around 5 to 10 minutes, 60% respondents are strongly argued that it takes between 15 to 30 minutes to interview the person and 28 % of the respondents are analyzed that the interview process needs more than 30 minutes to a person.
FIGURE:4.2.7 Figure showing the time period taken to conduct the interview
60 60 50 40 30 20 10 0 5-10 min 15-30 min More than 30 min 12 28
TABLE:4.1.8 Table showing the role of academic marks in recruitment Sl. no Level of attitude No. of respondents
1 2 3 4 5 Strongly agree Somewhat agree Neutral Strongly disagree Somewhat disagree Total 10 24 16 0 0 50 20 48 32 0 0 100
Percentage
INFERENCE:
From the above table, the 20% of respondents are strongly agreed with the academic marks play an important role in recruitment, 48% of respondents are agreed with the recruitment process includes the eligibility criteria based on academic marks, 32% respondents are neutral in the suggestion which is related to academic marks for recruitment and 0% of respondents are disagreed with the role of academic marks played in the recruitment process.
FIGURE:4.2.8 Figure showing the role of academic marks in recruitment
48 50 45 40 35 30 25 20 15 10 5 0
32 20
0 Strongly agree Somewhat agree Neutral Strongly disagree
0 Somewhat disagree
TABLE:4.1.9 Table showing the different level of recruitment process for different grades of employees Sl. no Level of attitude No. of respondents
1 2 No Yes Total 0 50 50 0 100 100
Percentage
INFERENCE:
From the above table, the 0% of respondents saying that there is not performing different level of recruitment process for different grades of employees but the rest 100% respondents gave results on there will be a different level of recruitment for different grades of employees.
FIGURE:4.2.9 Figure showing the different level of recruitment process for different grades of employees
100% 80% 60% 40% 20% 0 0% No Yes 100
TABLE:4.1.10 Table showing the test during the process of recruitment Sl. no Level of attitude No. of respondents
1 2 3 4 5 Written Aptitude Group discussion Personal interview Psychometric test Total 20 13 9 8 0 50 40 26 18 16 0 100
Percentage
INFERENCE:
The above table shows that 40% of respondents are approaching with the written test, 26% are with the aptitude test, 18% respondents with the group discussion, 16% with the personal interview and 0% are with the psychometric test.
FIGURE:4.2.10 Figure showing the test during the process of recruitment
40 40 35 30 25 20 15 10 5 0 26 18 16
0
TABLE:4.1.11 Table showing the type of interview conducted in the company Sl. no Level of attitude No. of respondents
1 2 3 4 5 Panel interview Stress interview Group interview One-on-one interview Telephone interview Total 16 2 7 14 11 50 32 4 14 28 22 100
Percentage
INFERENCE:
The above table shows that 32% of respondents chose Panel interview, 4% respondents chose stress interview, 14% respondents chose group interview, 28% respondents chose one-on-one interview and 22% respondents chose telephone interview.
FIGURE:4.2.11 Figure showing the type of interview conducted in the company
35 30 25 20 15 10 5 0
32 28 22 14
4
Panel interview
Stress interview
Group interview
One-on-one interview
Telephone interview
TABLE:4.1.12 Table showing the reasons that are considered at the time of vacancy Sl. no Level of attitude No. of respondents
1 2 3 4 Post to be filled No of persons Duties to be performed Qualifications required Total 27 0 16 7 50 54 0 32 14 100
Percentage
INFERENCE:
From the above table, the 54% of respondents are considered the post to be filled at the time of vacancy, 0% of respondents are considered the no. of persons, 32% of respondents are considering the duties to be performed and the rest of 14% respondents are considered that the qualifications required.
FIGURE:4.2.12 Figure showing the reasons that are considered at the time of vacancy
60 50 40 30 20 10 0
54
32
14 0 Post to be filled No of persons Duties to be performed Qualifications required
TABLE:4.1.13 Table showing the acceptance of e-recruiting as a suitable way of recruitment Sl. no Level of attitude No. of respondents
1 2 3 4 5 Strongly agree Agree Neutral Strongly disagree Disagree Total 18 20 12 0 0 50 36 40 24 0 0 100
Percentage
INFERENCE:
From the above table, the 36% of respondents are strongly accepted that the erecruitment as a suitable way of recruitment, 40% of respondents are agreed e-recruitment as a suitable way of recruitment, 24% of respondents are in neutral thought about the suitability of erecruitment and 0% of respondents are disagreed the e-recruitment as a suitable way of recruitment.
FIGURE:4.2.13 Figure showing the acceptance of e-recruiting as a suitable way of recruitment
40 30 20 10 0 Strongly agree Agree Neutral 36 40 24 0 Strongly disagree 0 Disagree
TABLE:4.1.14 Table showing the performance level of online recruitment Sl. no Level of attitude No. of respondents
1 2 3 4 Very Good Good Average Bad Total 28 7 15 0 50 14 56 30 0 100
Percentage
INFERENCE:
From the above table, the 56% of respondents feels the performance level of online recruitment is good, 14% of respondents feels the performance level of online recruitment is very good, 30% of respondents feels there is an average level of performance in online recruitment and 0% respondents feels the performance level of online recruitment is bad.
FIGURE:4.2.14
Figure showing the performance level of online recruitment
60 50 40 30 20 10 0
56
30
14 0 Good Very good Average Bad
TABLE:4.1.15 Table showing the consideration of reference check as an integral part of recruitment Sl. no Level of attitude No. of respondents
1 2 3 4 5 Strongly agree Agree Neutral Strongly disagree Disagree Total 20 17 13 0 0 50 40 34 26 0 0 100
Percentage
INFERENCE:
From the above table, the 40% of respondents strongly considered the reference check as an integral part of recruitment, 34% of respondents are agreed the reference check as an integral part of recruitment, 26% of respondents are neutral in the consideration of reference
check as an integral part and 0% of respondents are strongly disagreed the reference check as an integral part of recruitment.
FIGURE:4.1.15 Figure showing the consideration of reference check as an integral part of recruitment
40 40 30 20 10 0 Strongly agree Agree Neutral Strongly disagree Disagree 0 0 34 26
CONCLUSIONS
5.1 FINDINGS
1. In the organization 60% of respondents are satisfied with the recruitment and selection process. 2. 60% respondents are mentioned that forecasting of resources will be done once in 6 months. 3. The entire 100% respondents registered that there is a structured recruitment procedure in the company. 4. 40% of respondents chose campus recruitment to source the candidate. 5. We found that there are three stages involved in the selection of candidate from the result of sample unit. 6. From the analysis we found that the training is not given to conduct the interview. 7. The 60% of respondents said that the time period taken to conduct the interview is between 15 to 30 minutes. 8. The 48% of respondents agrees that the role of academic marks is important for the recruitment process.
9. The 100% of respondents feels that there is a different level for different grades of employees. 10. 40% of respondents selected the written test which is preferable for the recruitment process. 11. 32% of respondents agreed the interview type as panel interview. 12. The 54% of respondents feels that the reason that is considered at the time of vacancy is the post to be filled. 13. 40% of respondents accepted the e-recruitment as a suitable way of recruitment. 14. 56% of respondents feels that the performance level of online recruitment is good. 15. 40% of respondents strongly agreed the reference check as an integral part of recruitment.
5.2 SUGGESTION
1. The organization can give much preference for academic marks in the recruitment process. 2. Frequent training shall be given for the persons who conducts interview.
5.3 CONCLUSION
This presents the summary of the study and survey done in relation to the Recruitment and Selection in NEEYAMO ENTERPRIZE SOLUTIONS PVT LTD. The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there.
The recruitment process at NEEYAMO ENTERPRIZE SOLUTIONS PVT LTD to some extent is not done objectively and therefore lot of bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the company‘s values.
Most of the employees were satisfied but changes are required according to the changing Scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company.
Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved.
ANNEXURE
QUESTIONNAIRE
(Project in Recruitment and Selection for summer internship)
PERSONAL DETAILS
1. Name of the Respondent : 2. Designation 3. Age : : : :a. Married : a. UG : a.0-5 yrs b. Single b.PG b. 5-10 yrs c. diploma c. 10-20 yrs d. Others d. 20 & above d. More than
4. Gender 5. Marital status 6. Basic Qualification 7. Experience 8.Income 30000
: a. below 10000
b.10000-20000 c. 21000-30000
1. Are you satisfied with the recruitment and selection process in your organization? a. Highly satisfied b. Satisfied c. Neutral d. Dissatisfied
2. When was the resources needed are forecasted? a) Monthly once b. Once in 6 months c.Yearly once
3. Which of the following recruitment procedure is followed by your company? a) Structured b) Unstructured
4. What source you adopt to source candidates? Choose the one which you prefer the most. a. Employee referral e. Job portals b. Campus recruitment c. Advertising d. Recruitment agencies
5. How many stages are involved in selecting the candidate? a. One b. Two c. Three d. Four e. More
6. Is there any training is given to conduct the interview? a) Yes b) No
7. How much time taken for a person to the interview process? a. 5-10 min b. 15-30 min c. More than 30 min
8. Do you think that academic marks play a vital role in the recruitment procedure? a) Strongly agree b) Somewhat agree c) Neutral d) Strongly disagree
e) Somewhat disagree. 9. Do you follow different recruitment process for different grades of employees?
a. No
b. Yes
10. Do you use any of the following tests during the process of recruitment? Choose the one which you prefer the most. a. Written b. Aptitude c. Group Discussion d. Personal Interview
e. Psychometric test 11. Which type of interview is conducted in your company? Choose the one you prefer most. a) Panel interview b) Stress interview c) Group interview d) One-on-one interview
e) Telephone interview. 12. During the time of vacancy identification, which of the reasons are taken into consideration? a) Posts to be filled b) No. of persons c) Duties to be performed
d) Qualifications required. 13. Do you accept e-recruiting as a suitable way of recruiting? a) Strongly agree b) Somewhat agree c) Neutral d) Strongly disagree
e) Somewhat disagree. 14. How is the performance of online recruitment over response of candidates? a) Good b) Very good c) Average d) Bad.
15. Do you consider the reference check as an integral part of recruitment? a) Strongly agree e) Somewhat disagree. b) Somewhat agree c) Neutral d) Strongly disagree
BIBLOGRAPHY
Books:
K.Aswahthappa (2001), Human Resource and Personnel Management ? Human resource management ?L.M. Prasad Human resource management ?Dr. V. Jayakumar‘ ?
Websites:
?www.neeyamo.com ?
?www.managementparadise.com
www.citehr.com
www.wikipedia.com
www.scribd.com
doc_963492052.docx
FACULTY OF MANAGEMENT STUDIES
In partial fulfillment for the requirements for the Award of the degree Of
MASTER OF BUSINESS ADMINISTRATION IN DHANALAKSHMI SRINIVASAN COLLEGE OF ENGINEERING & TECHNOLOGY ANNA UNIVERSITY CHENNAI-600 025 AUGUST 2012
DHANALAKSHMI SRINIVASAN COLLEGE OF ENGINEERING AND TECHNOLOGY. DEPARTMENT OF MANAGEMENT STUDIES ECR, Mamallapuram, Chennai-603104 Phone: 04427442844, 27443844
BONAFIDE CERTIFICATE
Certified that this project report titled ?A Study on Recruitment and selection process, NEEYAMO ENTERPRIZE SOLUTIONS PVT LTD, CHENNAI.? Is the bonafide work done and submitted by R. SUCHITRA (310511631028) who carried out the research under my supervision certified further, that to the best of my knowledge the work reported herein does not form part of any other project report or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate.
Internal Guide
Head of the Department
Submitted for the viva-voce Examination held on --------------
Internal Examiner
External Examiner
DHANALAKSHMI SRINIVASAN COLLEGE OF ENGINEERING AND TECHNOLOGY. DEPARTMENT OF MANAGEMENT STUDIES ECR, Mamallapuram, Chennai-603104
DECLARATION
I hereby declare that the project entitled ?A Study on Recruitment and selection at Neeyamo Enterprise Solutions Pvt Ltd, Chennai.? In partial fulfillment of the requirements of Anna University for the award of the degree in Master of Business Administration is my original work and that it has not formed the basis for the award of any degree, associate ship, fellowship, diploma or any other similar title.
Signature of the Student
Place: Date:
(R.SUCHITRA)
ACKNOWLEDGEMENT
I express my sincere and profound thanks to our most respected Chairman Thiru. A. SRINIVASAN for providing me a congenial academic environment.
My Heartfelt thanks to Principal Dr. R. PONRAJ, for his constant support and guidance.
I thank the Vice Principal Mr. PON ARIVANANTHAM for his constant encouragement.
I thank the Director Dr. R. T. NIRMAL KUMAR, for his constant support and motivation.
At this juncture I thank sincerely Mrs. G.AMUTHA, Head of the P.G. Department of Business Administration for her constant encouragement throughout the project.
My sincere thanks to Ms. V. Karthika and Ms. Durga who gave me all the manual inputs and also guided me with dedication for the smooth completion of the project. I deeply owe a sense of gratitude to my guide Mr G.Swaminathaan for the valuable guidance provided throughout the entire project.
I also place on record my thanks our project coordinator Miss.M.Deepa & Mr. M.Prabhu for their constant support.
I also express my gratitude to Miss.G.C.Reena Usha Rani of Dhanalakshmi Srinivasan Business School, for the dedication displayed in the execution of my project.
I also record my thanks and gratitude to all the Faculty Members of the Department of Management Studies and Dhanalakshmi Srinivasan Business School. And last but not the least my profound thanks to my parents for their dedicated support and above all my ardent thanks to the Almighty who had showered his blessings on me for the successful completion of the project.
ABSTRACT
?A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS? in NEEYAMO Enterprise solutions private limited was used to study the existing recruitment and selection process and various factor involved in it.
The research design used in this study is descriptive research design.
The sampling method used in this study is convenient sampling and the sample size for this study is 50.
Both primary and secondary sources were used to collect data. The primary data is c o l l e c t e d from both e m p l o ye r s and employees of NEEYAMO
E n t e r p r i s e s o l u t i o n s p v t l t d t h r o u g h a w e l l constructed questionnaire.
The secondary data was collected from various journals, magazines, articles, various sites and company records.
From the analysis it was inferred that the organization gave preference to internal sources rather than external sources. Some of the employees felt that the company would still fasten the process.
From the study it was found that the employers and employees are satisfied with their present recruitment and selection process.
TABLE OF CONTENTS CHAPTER TITLE PAGE
List of tables List of charts
1
PAGE NO
7 8
INTRODUCTION 1.1 General introduction 1.2 Company profile 1.3 Industry profile 1.4 Need of the study 1.5 Objectives of the study 1.6 Scope of the study 1.7 Limitations of the study 10 17 23 27 28 29 30
2
LITERATURE SURVEY 2.1 Review of literature 32
3
RESEARCH METHODOLOGY 3.1 Research design 3.2 Sampling method 3.3 Data collection method 3.4 Tools for analysis 35 36 38 39
4
DATA ANALYSIS AND INTERPRETATION 4.1 Analysis and interpretation 41
5
CONCLUSIONS 5.1 Summary of report findings 5.2 Suggestions 5.3 Conclusions ANNEXURE Questionnaire Bibliography 57 58 59
LIST OF TABLES SL.NO
4.1.1
LIST OF TABLES
PAGE NO
Table showing satisfaction level of recruitment and selection in 41 organization
4.1.2 4.1.3 4.1.4 4.1.5 4.1.6 4.1.7 4.1.8 4.1.9
Table showing the period of forecasting the resources Table showing the recruitment procedure in the company Table showing the source that adopt to source candidate Table showing the stages involved in selection of candidate Table showing the training given to conduct the interview Table showing the time period taken to conduct the interview Table showing the role of academic marks in recruitment
42 43 44 45 46 47 48
Table showing the different level of recruitment process for different 49 grades of employees
4.1.10 4.1.11 4.1.12 4.1.13
Table showing the test during the process of recruitment Table showing the type of interview conducted in the company Table showing the reasons that are considered at the time of vacancy
50 51 52
Table showing the acceptance of e-recruiting as a suitable way of 53 recruitment
4.1.14 4.1.15
Table showing the performance level of online recruitment Table showing the consideration of reference check as an integral part of recruitment
54 55
LIST OF CHARTS
SL.NO LIST OF CHARTS
4.2.1 4.2.2 4.2.3 4.2.4 4.2.5 4.2.6 4.2.7 4.2.8 4.2.9 4.2.10 4.2.11 4.2.12 4.2.13 4.2.14 4.2.15 organization Figure showing the period of forecasting the resources Figure showing the recruitment procedure in the company Figure showing the source that adopt to source candidate Figure showing the stages involved in selection of candidate Figure showing the training given to conduct the interview Figure showing the time period taken to conduct the interview Figure showing the role of academic marks in recruitment 42 43 44 45 46 47 48
PAGE NO
Figure showing satisfaction level of recruitment and selection in 41
Figure showing the different level of recruitment process for 49 different grades of employees Figure showing the test during the process of recruitment Figure showing the type of interview conducted in the company 50 51
Figure showing the reasons that are considered at the time of 52 vacancy. Figure showing the acceptance of e-recruiting as a suitable way 53 of recruitment Figure showing the performance level of online recruitment 54
Figure showing the consideration of reference check as an 55 integral part of recruitment
INTRODUCTION
1.1 INTRODUCTION RECRUITMENT
?Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization?. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the Selection process.
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. The recruitment industry exists basically in four forms: 1). Employment agencies deal with clerical, trades, temporary and temporary to hire employment opportunities.
2). Recruitment websites and job search engines used to gather as many candidates as possible by advertising a position over a wide geographic area. Although thought to be a cost effective alternative, a human resource (HR) department or department manager will spend time outside their normal duties reading and screening resumes. A professional recruiter has the ability to read and screen resumes, talk to potential candidates and deliver a selective group in a timely manner. 3). "headhunters" for executive and professional positions. These firms are either contingency or retained. Although advertising is used to keep a flow of candidates these firms rely on networking as their main source of candidates. 4). Niche agencies specialize in a particular industrial area of staffing.
Recruitment Process:
The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:
? Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain:
• Posts to be filled • Number of persons • Duties to be performed • Qualifications required
? ?
Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc).
? ? ?
Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making
RECRUITMENT PROCESS: 1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Short-listing 6. Arrange interviews 7. Conducting interview and decision making.
RECRUITMENT NEEDS ARE OF THREE TYPES:
? PLANNED i.e. the needs arising from changes in organization and retirement policy. ? ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. ? UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected needs.
RECRUITMENT LIFE CYCLE:
Phase 1: Discover Our process begins by getting to know our clients and understanding their staffing goals. It is here that we gather all necessary information regarding your corporate culture, core business, competitors, market segments, target audience, and most importantly how best we can compliment your internal staffing initiatives.
Phase 2: Strategize Now that we have initiated dialog and established a relationship built around your staffing goals we can determine the best staffing methodologies, strategy and tactics necessary to achieve our objective. Phase 3: Design The design phase is where we create our staffing strategy with your specific staffing goals at the core. We will discuss the suite of staffing solutions we offer and make recommendations as to what strategic and tactical approach will accomplish the desired goals quickly and cost effectively. Phase 4: Research and Sourcing This is where the deliverables are produced. This is accomplished by a wide variety of traditional and non- traditional methods to include the identification of candidate pools, online and off -line methodologies including social networking, spidering, database scrapping, file type searching, directory research and the always productive cold calls directly into the targeted organization Phase 5: Candidate Assessment As candidates are identified they are screened against our ?key accountabilities? which were identified during our research phase. We then speak with each candidate to further confirm that their education, work experience and professional skills make them a worthwhile candidate.
Phase 6: Candidate Analysis & Presentation This is the final phase of the process and we will make a value judgment and provide you with a short list of the candidates we feel most ideally fit your professional and corporate profile. Post your review and evaluation we will then determine how best to move forward.
Purpose & Importance Of Recruitment:
? Attract and encourage more and more candidates to apply in the organization. ? Create a talent pool of candidates to enable the selection of best candidates for the organization. ? Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. ? Recruitment is the process which links the employers with the employees. ? Increase the pool of job candidates at minimum cost. ? Help increase the success rate of selection process by decreasing 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. ? Meet the organizations legal and social obligations regarding the composition of its workforce. ? Begin identifying and preparing potential job applicants who will be appropriate candidates. ? Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants.
SELECTION PROCESS:
The rules governing selection require that all employees be selected and promoted through a competitive examination of merit and fitness. That being said, the end result of the selection process is to arrive at a top group of three (3) applicants from the applicant pool for the appointing authority (supervisor who is hiring for this position) to select from. The top group of three (3) applicants is derived from testing and/or other assessments of their knowledge, skills, abilities and other characteristics needed to successfully perform the job.
POSITION ANNOUNCEMENT: 1. All open-competitive career opportunities at CDPHE are announced on the Colorado
State Government Job Announcement website. 2. Please see Current Job Opportunities 2. ACCEPTING APPLICATIONS
1.CDPHE is an Equal Opportunity Employer The CDPHE Human Resources Office only accepts applications for announced position 2. Applications for announced positions will be accepted until the closing date advertised on the job announcement 3.You must be a resident of Colorado to apply.
3.
APPLICATION SCREENING 1. Submitted applications are reviewed to identify applicants meeting the minimum
requirements listed in the job announcement. 2. All applicants who meet the minimum qualifications for a posted position are invited to participate in a fair and open competitive examination of job-relevant competencies. 3. Applicants who do not meet the minimum requirements are notified by electronic mail of their status.
4. EXAMINATION
PROCESS
1. When filling a vacant position, the State of Colorado requires the use of an examination process to identify the top three candidates. 2. If three (3) or fewer candidates meet the minimum qualifications of the position vacancy, the minimum qualifications are the exam and all of the applicants are referred to the supervisor for interview. 3. However, if more than three (3) applicants meet the minimum qualifications, an examination of job-related competencies must be used to determine the top three (3) candidates. 4. The number and types of exams chosen for this process will depend on the job class of the position vacancy and the total number of qualified applicants competing for the position.
5.SUPERVISOR REVIEW & CONSIDERATION
1. The top three (3) candidates identified via the examination process will be referred to the supervisor of the position vacancy for interview 2. The supervisor of the position vacancy will make the hiring decision. 3. Typically, supervisors interview each of the candidates on their referral list. However, a supervisor is not required to interview each of the candidates before making a hiring decision. 4. A review of each candidate‘s resume and an interview with the candidate who is deemed the best fit for the position is sometimes sufficient to make a hiring decision.
6.JOB OFFER
1. After careful consideration of each candidate, the supervisor makes the final decision. 2. Depending on type of work performed in the position, a job offer may be contingent on the results of a drug test, physical examination and/or criminal background check.
1.2 COMPANY PROFILE
Neeyamo Enterprise Solutions is a provider of end-to-end Human Resources Outsourcing (HRO) services focusing specifically on mid-market companies worldwide. It offers HRO services on proven best-of-breed technology platforms and delivers them using a global delivery model ensuring customer proximity and local law compliances. Capitalizing on its strong core management team strength and its unique positioning to address the needs of mid-market firms, it intends to become the "preferred HRO partner for mid-market companies".
Neeyamo has a unique delivery model for its HR service offerings, by leveraging partnerships with world class platforms, to meet specific mid-market requirements. Its service lines cover entire pre-hire to post-retire employee life cycle. Global capabilities exist to service Payroll, Benefits, Workforce Administration, Recruitment Support and Employee Helpdesk.
Translating its HR domain expertise into services built around best-of-breed HR products, will ensure that its customers get the best of all worlds – no major capital outlay, buy-asyou-need service based model which scales with their growth, and delivery from cost effective locations, which allows transaction prices to be extremely competitive. Most importantly, they don‘t have to go through the pain of implementation or maintenance of these systems, but will be able to gain all the benefits of a ?big? company system.
Specialties HR Outsourcing, Development, Re-engineering, HR Process Consulting, Payroll Administration, Benefits Administration, Employee Data Management, HR Help desk, HR Technology Implementation, Recruitment Support, Employee Assistance.
The Neeyamo Story :
As the Neeyamo Team successfully delivered on complex global HRO deals, each with its own degree of complexity and challenges, we realized that there is a huge underserved segment– the midmarket companies. Companies with more than 2,500 and less than 15,000 employees represent a significant population of enterprises worldwide and have unique HRO needs. Despite the complexity, when done right, HRO brings benefits that are hard to ignore, especially in difficult economic times like these. As the bigger HR BPO players target mega-deals with large market companies ( > 15,000 employees ), and small market companies ( < 2,500 employees ) work with local providers, there is a
supply gap for the often maligned and misunderstood middle-market. In the midmarket segment, HRO is more of a "when" question, because companies want to focus on building businesses and not HR capabilities. Current HR processes at a company of this size leaves a lot to be desired as they deal with the challenge of whether to deploy capital improve to HR systems or invest in business growth. ? Dissatisfaction with internal HR processes
Mid-market companies often compete directly with much larger players for business, and need to have world-class HR processes that customers expect from the bigger players. Furthermore, compelling events such as a system upgrades or software renewal may drive a mid-market company to look outside for solutions. ? Build vs. Buy
Large-scale buyers typically have spent millions in ERP systems and have settled on a HR platform. Mid-market companies are not interested in investing large capital dollars for acquiring an HR platform; instead, they would prefer to buy the services they need without having to build it themselves. ? Focus on revenue, not administration
Mid-sized companies are typically focusing on rapid growth and generating revenues. Consequently, they have neither the time nor resources to focus on back office and administrative HR functions. Given that HRO is a necessity, they find that traditional HRO providers do not fit the bill either providers are too expensive or inflexible, because the spend is too small for the big providers to pay any attention. Mid-market companies must ensure that their people and systems stay competitive. Clearly, they need an excellent provider of HRO services at a mid-market price and proposition, that can help build and sustain the advantage for them.
Management Team:
The management team at Neeyamo comprises individuals with proven HRO credentials who have built organizations from scratch and have a long history of successfully working together. With dozens of man years of consulting, sales, support, and delivery experience under its belt, the team brings significant value to the table as individuals and with their complementing capabilities, as a team too.
Governance
:
Neeyamo's engagement governance model is based on the principal of collaborative oversight. The engagement model ensures communication process for each layer of the project hierarchy. There are well defined issue escalation and dispute resolution mechanisms to ensure smooth running of the project. The key attributes of the model are: ? Defining roles, accountabilities, policies, standards and associated processes ? Enable, through resourcing of projects with staff and consultants including harnessing and managing of business support. ? Control the scope, contingency funds, overall project value and so on ? Monitor the project's progress, stakeholder's commitment, results achieved and the leading indicators of failure ? Measure the outputs, outcomes, benefits and value — against both the plan and measurable expectations ? Act to 'steer' the project into the organization, remove obstacles, manage the critical success factors and remediate project or benefit-realization shortfalls
Pay and reward:
1.3 INDUSTRY PROFILE Human Resource Outsourcing
Human Resource (HR) Outsourcing is a momentous strategic HR initiative. It helps organization to focus on internal resources towards doing what they do best and simultaneously helps to control the bottom lines. Human Resource Outsourcing (HRO) helps an organization to gain cost and time efficiencies and provides cutting edge over their human resource strategies and improves service improves services to their employees
Why Human Resource Outsourcing:
HR is an essential partner in developing and executing organizational strategy As is evident HR is something that is really critical to an organizations functioning. Human Resources (HR) responsibilities includes all the related functions that work towards employee well-being in the organization including payroll, benefits, hiring, firing, and keeping up to date with state and federal tax laws. The recent competitive challenges of the global marketplace are creating demand for Expert human resource outsourcing HRO providers in order to manage non-value adding administrative business function of their businesses thereby facilitating the businesses can concentrate on their core competencies.
How does Human Resources (HR) Outsourcing helps:
Human Resources Outsourcing helps in boosting organizational performance with many strategic benefits like eliminating the redundant non-core HR functions, increasing cost competitiveness effectiveness and helps in maintaining strategic HR focus.
Thus, HR outsourcing can
?
Help in structural reduction of the Human Resource Management (HRM) cost base, by identifying the non-value adding activities and eliminate the hidden HR operations costs.
?
Help in identifying the in efficient Human Resources (HR) Administration processes and HR practices.
? ?
Helps organization to focus on human resource performance. Help organizations to serve their employees better.
HR Outsourcing Services & its Operational Models
PEO: Professional employer organization A Professional Employer Organization (PEO) assumes full legal responsibility of a company's Human Resources. The PEO and business owner work as associates, where PEO handles the human resource aspects and the owner handles core business. BPO: Business Process Outsourcing Business Process Outsourcing refers to outsourcing in all fields for overall process improvements, not just outsourcing human resource functions. HR based BPO function ensures that organization is compatible with latest HR automation and technologies.
ASP
Application Service Providers (ASPs) offers HRIS support via latest HR software and web based HR solutions.
E-services
E-services, outsourcing electronic HR services is a means to procure web aware online utilities for the organizational HR process improvement. The E-HR service providers offer value added web based applications to cater to the need of the employers.
Role of Human Resource Outsourcing Service Company
When a company out sources HR functions, some services go with the "all-or-nothing" approach, requiring that they handle all the HR functions or none at all. Others offer their services "a la carte," meaning the company can pick and choose from the human resources outsourcing services they offer. Human resource outsourcing services portfolio includes Payroll Administration, Employee Benefits, HR Management & Risk Management. These services help organizations to define a definitive role of a HR outsourcing company's functions and responsibilities.
Online HR Outsourcing Services
Online services tend to be limited in their offerings, but provide added options like Web access, which allows companies to view information (like benefits packages) and even make changes to such information online. Most HR Outsourcing companies will be able to provide employer and employees access to view their benefits plans, enroll in benefits, read policies, and make changes to current data.
HR Outsourcing Services Features
? ? ?
Payroll administration: Produce checks, handle taxes, and deal with sick time and vacation time. Employee benefit Administration: Health, Medical, Life, 401(k) plans, cafeteria plans, etc. HR management: Recruiting, hiring, and firing. Also background interviews, exit interviews, and wage reviews.
?
Risk management: Workers' compensation, dispute resolution, safety inspection, office policies and handbooks.
Benefits of Outsourcing HR Services
There is a comprehensive list of human resource outsourcing benefits. The benefits related to outsourcing human resource services include time & cost savings, control over hassle factors & perceived higher level of employer services.
Low Cost of service One of the most crucial factors that can't be ignored while making outsourcing HR decision is cost - both operating cost & cost avoidance. Any outsourcing HR company has to provide some level of savings. This cost is reflected in operating cost and cost avoidance, such as having to put in new technology and keeping it current. Expected Higher level of service There's a perceived higher level of service associated with HR outsourcing Companies. They specialize in providing efficient and cost effective services. With their highly skilled team of consultants; employers can expect a better career path for employees, and the ability to better retain them for a specified job.
Time saving
Senior HR people are more interested in the business of their company than the business of human resource that is they are more concerned with well being as well as growth of the business in the long run. They would like to become more strategic, and the only way they can have the time to do so is to get rid of the time that's committed to some of the administrative functions by outsourcing them. Controlling the Hassle factors: There are loads of "hassle factors" like keeping track of all people, managing technology budgets, managing service level agreements etc. all these core competencies of business are really required, but these factors can easily be taken care by outsourcing HR company, to give employers ease from managing such complex functionalities.
1.4 Need of Recruitment
Every association needs the members to be the live organism. The recruitment procedure is the major process to carry new members to the association. Each Human Resources Department has a few type of the support for the staffing process. The recruitment procedure involves many steps and optimization. Every association needs the members to be the live organism. The recruitment procedure is the major process to carry new members to the association. Each Human Resources Department has a few type of the support for the staffing process.
1.5 OBJECTIVES OF THE STUDY Primary objective:
The primary objectives of the study are the recruitment and selection procedure followed in NEEYAMO ENTERPRIZE SOLUTIONS PVT LTD.,
Secondary objectives:
1. To determine present and future manpower requirements of the organization in coordination with planning and job analysis activities. 2. To create a pool of candidates so that the management can select the right candidate for the right job from this pool 3. To know the effectiveness of various recruiting techniques
1.6 SCOPE OF RECRUITMENT AND SELECTION
1. To structure the Recruitment policy of company for different categories of employees.
2. To analyze the recruitment policy of the organization.
3. To compare the Recruitment policy with general policy.
4. To provide a systematic recruitment process.
5. It extends to the whole Organization. It covers corporate office, sites and works appointments all over India.
6. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior Management cadres.
1.7
Limitations of recruitment and selection process
1. Employees were hesitated to talk at times. 2. 3.
Did not secure co-operation easily. The limited time is the major limitation of the study.
LITERATURE SURVEY
2.1 LITERATURE REVIEW
According to EDWIN B. FLIPPO, ?Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization?. Recruitment is the activity that links the employers and the job seeker. Selection may be defines as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirements. ( EDWIN B. FLIPPO) ROBBINS: (coulter2005) defines recruitment as the process of locating, identifying and
attracting capable applicants for available positions. Recruitment may also be defined as the process of attracting individuals on a timely basis in sufficient numbers and with appropriate qualifications and encouraging them to apply for jobs with an organization. Successful efficient recruitment, benefits organizations in that it increases it chances of gaining and thus increasing the ever important economic theory of the human capital factor. (MULLINS, 1999) The human capital theory suggest that education or training raises the productivity of workers by imparting useful knowledge and skills, hence raising workers future income by increasing their lifetime earning (BECKER,1964) One of the many adverse consequences for poor recruitment is the possibility of a high level of staff turnover. Not only does this lead to increased direct costs, it also has a disruptive effect on the use of managerial time. In addition, a very important intangible cost is the effect of high staff turnover on the morale, motivation and job satisfaction of staff and on the level of organizational performance and customer satisfaction (MULLINS, 1999) The Recruitment Process Outsourcing Association defines RPO as follows: "when a provider acts as a company's internal recruitment function for a portion or all of its jobs. RPO providers manage the entire recruiting/hiring process from job profiling through the on boarding of the new
hire, including staff, technology, and method and reporting. A properly managed RPO will improve a company's time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve governmental compliance." The RPO Alliance, a group of the Human Resources Outsourcing Association (HROA), approved this definition in February 2009: "Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider. An RPO provider can provide its own or may assume the company's staff, technology, methodologies and reporting. In all cases, RPO differs greatly from providers such as staffing companies and contingent/retained search providers in that it assumes ownership of the design and management of the recruitment process and the responsibility of results." Recruitment Process Outsourcing (RPO) is correctly defined as ?outsourcing or contracting out select components/processes within the Recruitment Cycle?. Head Hunters, Recruitment Agencies and HR/Corporate Recruitment Teams typically outsource the non-consultative or noncore elements within their Recruitment Process. By outsourcing these functions Recruiter's are able to dedicate more time to core-competencies such as Candidate and Hiring Manager interaction and other high value Consultative activities.
RESEARCH METHODOLOGY
3.1 RESEARCH DESIGN
Research Design:
?A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure?
Descriptive & Diagnostic Research Design
• Descriptive Studies are those which are concerned with describing the characteristics of a particular individual or of a group. •Studies concerned with specific concerning individual, predictions, with narration of facts and research studies which something occurs or its ex.‘s of diagnostic characteristics
group or situation are ex.'s of descriptive
•Diagnostic Studies determine the frequency with association with something else •Studies about whether certain variables are
associated, are
studies The research design here must
focus on the following:
1. Formulating the objective of the study 2. Designing the methods of data collection 3. S e l e c t i n g t h e s a m p l e 4. C o l l e c t i n g t h e d a t a 5. Processing and analyzing the data 6. R e p o r t i n g t h e f i n d i n g s
3.2 SAMPLING METHOD Sampling unit:
The sampling unit is the executives of the Neeyamo enterprise solutions pvt Ltd at Perungudi, Chennai
Sample size:
50 respondents are taken as the sample in consultation with college and company guide.
Sampling procedure:
Non-probability particular u n i t s sampling of the method universe involves for a deliberate a selection of
constituting
sample
which
request the universe. Non probability sampling is any procedure i n w h i c h e l e m e n t s w i l l n o t h a v e t h e e q u a l opportunities of being included in a sample.
Convenience sampling:
When the population elements are selected for inclusion in the sample based on t h e ease of access is known as the convenience sampling. The
r e s e a r c h d e s i g n i s descriptive which is concerned with narration of f a c t s a n d d e s c r i p t i o n o f v a r i o u s characteristics of particular group of employees. Here the respondents are chosen on the basis of non-probability sampling under which convenience sampling design was used.
Mode of data collection:
The mode of data collection is survey method. The survey method is more appropriate to the study.
Data collection instrument:
The instrument used for data collection through Questionnaire. A questionnaire is simply a formalized set of questions for eliciting information. •Open-ended questions:
Open-ended questions are questions to which there is not one definite answer. O p e n - e n d e d q u e s t i o n s m a y b e a g o o d w a y t o b r e a k t h e i c e w i t h a s u r v e y, g i v i n g respondents an opportunity to answer in their own words
•Closed-ended questions:
Closed-ended questions have a finite set of answers from which the respondent chooses. The benefit of closed -ended questions is that they are easy to standardize, and data gathered from closed-ended questions lend themselves to statistical analysis.
3.3 DATA COLLECTION
Data collection is a term used to describe a process of preparing and collecting data, for example, as part of a process improvement or similar project. The purpose of data collection is to obtain information to keep on record, to make decisions about important issues, or to pass information on to others. Data are primarily collected to provide information regarding a specific topic.
Secondary Sources
These are sources containing data that have been collected and compiled for another purpose. The secondary sources consist of readily available compendia and already compiled statistical statements and reports whose data may be used by researches for their studies, e.g., census reports, annual reports and financial statements of companies, Statistical statements, Reports of Government Departments, Annual Reports on currency and finance published, Statistical Statements relating to Cooperatives, Trade and Financial Journals, newspapers, etc.
METHOD OF SECONDARY DATA COLLECTION:
1. Internet websites 2. Organizational report 3. Case study 4. Business magazines 5. Books 6. Journals or e-learning industry
3.4 ANALYSIS TOOLS
Tools used:
The test is carried out using SPSS tool where the variables that are to be tested for independence is entered and results are identified. The tests is done by using percentage analysis.
Percentage analysis:
Percentage method refers to a specified kind which is used in making comparison between two or more series of data. Percentages are based on descriptive relationship. It compares the relative items. Since the percentage reduces everything to a common b ase and thereby allow meaning comparison.
Percentage = Number of respondents ----------------------------Total no of respondents
x 100
DATA ANALYSIS AND INTERPRETATION
TABLE: 4.1.1 Table showing satisfaction level of recruitment and selection in
organization Sl. no Level of attitude No. of respondents
1 2 3 4 Highly satisfied Satisfied Neutral Dissatisfied Total 13 30 7 0 50 26 60 14 0 100
Percentage
INFERENCE:
From the above table, we can infer that 26% of the respondents are highly satisfied with the recruitment and selection process in the organization. 60% respondents are satisfied with the recruitment and selection, 14% respondents are neutral in the recruitment and selection process and 0% of the respondents are dissatisfied.
FIGURE:4.2.1 Figure showing satisfaction level of recruitment and selection in organization
60 60 50 40 30 20 10 0 Highly satisfied Satisfied Neutral Dissatisfied 26 14 0
TABLE:4.1.2 Table showing the period of forecasting the resources Sl. no Level of attitude No. of respondents 1 2 3 Monthly once Once in 6 month Yearly once Total 10 30 10 50 20 60 20 100 Percentage
INFERENCE:
From the above table the 20% respondents are agreed with the forecasting period is monthly once, 60% respondents are agreed with the forecasting is done once in six months and the 20% respondents are agreed in the forecasting period is only once in a year.
FIGURE:4.2.2 Figure showing the period of forecasting the resources
60 60 50 40 30 20 10 0 Monthly once Once in 6 month Yearly once 20 20
TABLE:4.1.3 Table showing the recruitment procedure in the company Sl. no Level of attitude No. of respondents 1 2 Structured Unstructured Total 50 0 50 100 0 100 Percentage
INFERENCE:
From the above table the 100% respondents are mentioned that the recruitment procedure is structured and the 0% mentioned it as an unstructured one.
FIGURE:4.2.3 Figure showing the recruitment procedure in the company
100 100 80 60 40 20 0 Structured Unstructured 0
TABLE:4.1.4 Table showing the source that adopt to source candidate Sl. no Level of attitude No. of respondents
1 2 3 4 5 Employee referrals Campus recruitment Advertising Recruitment agencies Job portals 10 20 3 2 15 20 40 6 4 30
Percentage
Total
50
100
INFERENCE:
The above table shows that the 20% of respondents feels that source of candidate through employee referrals, 40% of respondents feels source of candidate through campus recruitment, 6% of respondents feels the source of candidate is through advertising, 4% respondents feels that it is through recruitment agencies and 30% of respondents feels that the source of candidate is through job portals.
FIGURE:4.2.4 Figure showing the source that adopt to source candidate
40 40 35 30 25 20 15 10 5 0 30 20 6 4
TABLE:4.1.5 Table showing the stages involved in the selection of candidates Sl. no Level of attitude No. of respondents
1 2 3 4 5 One Two Three Four More than four Total 0 0 50 0 0 50 0 0 100 0 0 100
Percentage
INFERENCE:
From the above table it shows that the entire 100% of respondents are registered that the selection process involves three stages. The process does not involves into the stages of one or two or more than three.
FIGURE:4.2.5 Figure showing the stages involved in the selection of candidate
100 90 80 70 60 50 40 30 20 10 0
100
0 One
0 Two Three
0 Four
0 More than four
TABLE:4.1.6 Table showing the training given to conduct the interview Sl. no Level of attitude No. respondents
1 2 Yes No Total 18 32 50 36 64 100
of Percentage
INFERENCE:
From the above table the 36% of respondents are agreed with the training is given for the persons who conducting interview and64% of respondents are answered that there is not any training program is conducted for the interview process.
FIGURE:4.2.6 Figure showing the training given to conduct the interview
64 70 60 50 40 30 20 10 0 Yes
36
No
TABLE:4.1.7 Table showing the time period taken to conduct the interview Sl. no Level of attitude No. of respondents
1 2 3 5-10 min 15-30 min More than 30 min Total 6 30 14 50 12 60 28 100
Percentage
INFERENCE:
From the above table, the 12% of respondents are agreed with the interview timings is around 5 to 10 minutes, 60% respondents are strongly argued that it takes between 15 to 30 minutes to interview the person and 28 % of the respondents are analyzed that the interview process needs more than 30 minutes to a person.
FIGURE:4.2.7 Figure showing the time period taken to conduct the interview
60 60 50 40 30 20 10 0 5-10 min 15-30 min More than 30 min 12 28
TABLE:4.1.8 Table showing the role of academic marks in recruitment Sl. no Level of attitude No. of respondents
1 2 3 4 5 Strongly agree Somewhat agree Neutral Strongly disagree Somewhat disagree Total 10 24 16 0 0 50 20 48 32 0 0 100
Percentage
INFERENCE:
From the above table, the 20% of respondents are strongly agreed with the academic marks play an important role in recruitment, 48% of respondents are agreed with the recruitment process includes the eligibility criteria based on academic marks, 32% respondents are neutral in the suggestion which is related to academic marks for recruitment and 0% of respondents are disagreed with the role of academic marks played in the recruitment process.
FIGURE:4.2.8 Figure showing the role of academic marks in recruitment
48 50 45 40 35 30 25 20 15 10 5 0
32 20
0 Strongly agree Somewhat agree Neutral Strongly disagree
0 Somewhat disagree
TABLE:4.1.9 Table showing the different level of recruitment process for different grades of employees Sl. no Level of attitude No. of respondents
1 2 No Yes Total 0 50 50 0 100 100
Percentage
INFERENCE:
From the above table, the 0% of respondents saying that there is not performing different level of recruitment process for different grades of employees but the rest 100% respondents gave results on there will be a different level of recruitment for different grades of employees.
FIGURE:4.2.9 Figure showing the different level of recruitment process for different grades of employees
100% 80% 60% 40% 20% 0 0% No Yes 100
TABLE:4.1.10 Table showing the test during the process of recruitment Sl. no Level of attitude No. of respondents
1 2 3 4 5 Written Aptitude Group discussion Personal interview Psychometric test Total 20 13 9 8 0 50 40 26 18 16 0 100
Percentage
INFERENCE:
The above table shows that 40% of respondents are approaching with the written test, 26% are with the aptitude test, 18% respondents with the group discussion, 16% with the personal interview and 0% are with the psychometric test.
FIGURE:4.2.10 Figure showing the test during the process of recruitment
40 40 35 30 25 20 15 10 5 0 26 18 16
0
TABLE:4.1.11 Table showing the type of interview conducted in the company Sl. no Level of attitude No. of respondents
1 2 3 4 5 Panel interview Stress interview Group interview One-on-one interview Telephone interview Total 16 2 7 14 11 50 32 4 14 28 22 100
Percentage
INFERENCE:
The above table shows that 32% of respondents chose Panel interview, 4% respondents chose stress interview, 14% respondents chose group interview, 28% respondents chose one-on-one interview and 22% respondents chose telephone interview.
FIGURE:4.2.11 Figure showing the type of interview conducted in the company
35 30 25 20 15 10 5 0
32 28 22 14
4
Panel interview
Stress interview
Group interview
One-on-one interview
Telephone interview
TABLE:4.1.12 Table showing the reasons that are considered at the time of vacancy Sl. no Level of attitude No. of respondents
1 2 3 4 Post to be filled No of persons Duties to be performed Qualifications required Total 27 0 16 7 50 54 0 32 14 100
Percentage
INFERENCE:
From the above table, the 54% of respondents are considered the post to be filled at the time of vacancy, 0% of respondents are considered the no. of persons, 32% of respondents are considering the duties to be performed and the rest of 14% respondents are considered that the qualifications required.
FIGURE:4.2.12 Figure showing the reasons that are considered at the time of vacancy
60 50 40 30 20 10 0
54
32
14 0 Post to be filled No of persons Duties to be performed Qualifications required
TABLE:4.1.13 Table showing the acceptance of e-recruiting as a suitable way of recruitment Sl. no Level of attitude No. of respondents
1 2 3 4 5 Strongly agree Agree Neutral Strongly disagree Disagree Total 18 20 12 0 0 50 36 40 24 0 0 100
Percentage
INFERENCE:
From the above table, the 36% of respondents are strongly accepted that the erecruitment as a suitable way of recruitment, 40% of respondents are agreed e-recruitment as a suitable way of recruitment, 24% of respondents are in neutral thought about the suitability of erecruitment and 0% of respondents are disagreed the e-recruitment as a suitable way of recruitment.
FIGURE:4.2.13 Figure showing the acceptance of e-recruiting as a suitable way of recruitment
40 30 20 10 0 Strongly agree Agree Neutral 36 40 24 0 Strongly disagree 0 Disagree
TABLE:4.1.14 Table showing the performance level of online recruitment Sl. no Level of attitude No. of respondents
1 2 3 4 Very Good Good Average Bad Total 28 7 15 0 50 14 56 30 0 100
Percentage
INFERENCE:
From the above table, the 56% of respondents feels the performance level of online recruitment is good, 14% of respondents feels the performance level of online recruitment is very good, 30% of respondents feels there is an average level of performance in online recruitment and 0% respondents feels the performance level of online recruitment is bad.
FIGURE:4.2.14
Figure showing the performance level of online recruitment
60 50 40 30 20 10 0
56
30
14 0 Good Very good Average Bad
TABLE:4.1.15 Table showing the consideration of reference check as an integral part of recruitment Sl. no Level of attitude No. of respondents
1 2 3 4 5 Strongly agree Agree Neutral Strongly disagree Disagree Total 20 17 13 0 0 50 40 34 26 0 0 100
Percentage
INFERENCE:
From the above table, the 40% of respondents strongly considered the reference check as an integral part of recruitment, 34% of respondents are agreed the reference check as an integral part of recruitment, 26% of respondents are neutral in the consideration of reference
check as an integral part and 0% of respondents are strongly disagreed the reference check as an integral part of recruitment.
FIGURE:4.1.15 Figure showing the consideration of reference check as an integral part of recruitment
40 40 30 20 10 0 Strongly agree Agree Neutral Strongly disagree Disagree 0 0 34 26
CONCLUSIONS
5.1 FINDINGS
1. In the organization 60% of respondents are satisfied with the recruitment and selection process. 2. 60% respondents are mentioned that forecasting of resources will be done once in 6 months. 3. The entire 100% respondents registered that there is a structured recruitment procedure in the company. 4. 40% of respondents chose campus recruitment to source the candidate. 5. We found that there are three stages involved in the selection of candidate from the result of sample unit. 6. From the analysis we found that the training is not given to conduct the interview. 7. The 60% of respondents said that the time period taken to conduct the interview is between 15 to 30 minutes. 8. The 48% of respondents agrees that the role of academic marks is important for the recruitment process.
9. The 100% of respondents feels that there is a different level for different grades of employees. 10. 40% of respondents selected the written test which is preferable for the recruitment process. 11. 32% of respondents agreed the interview type as panel interview. 12. The 54% of respondents feels that the reason that is considered at the time of vacancy is the post to be filled. 13. 40% of respondents accepted the e-recruitment as a suitable way of recruitment. 14. 56% of respondents feels that the performance level of online recruitment is good. 15. 40% of respondents strongly agreed the reference check as an integral part of recruitment.
5.2 SUGGESTION
1. The organization can give much preference for academic marks in the recruitment process. 2. Frequent training shall be given for the persons who conducts interview.
5.3 CONCLUSION
This presents the summary of the study and survey done in relation to the Recruitment and Selection in NEEYAMO ENTERPRIZE SOLUTIONS PVT LTD. The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there.
The recruitment process at NEEYAMO ENTERPRIZE SOLUTIONS PVT LTD to some extent is not done objectively and therefore lot of bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the company‘s values.
Most of the employees were satisfied but changes are required according to the changing Scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company.
Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved.
ANNEXURE
QUESTIONNAIRE
(Project in Recruitment and Selection for summer internship)
PERSONAL DETAILS
1. Name of the Respondent : 2. Designation 3. Age : : : :a. Married : a. UG : a.0-5 yrs b. Single b.PG b. 5-10 yrs c. diploma c. 10-20 yrs d. Others d. 20 & above d. More than
4. Gender 5. Marital status 6. Basic Qualification 7. Experience 8.Income 30000
: a. below 10000
b.10000-20000 c. 21000-30000
1. Are you satisfied with the recruitment and selection process in your organization? a. Highly satisfied b. Satisfied c. Neutral d. Dissatisfied
2. When was the resources needed are forecasted? a) Monthly once b. Once in 6 months c.Yearly once
3. Which of the following recruitment procedure is followed by your company? a) Structured b) Unstructured
4. What source you adopt to source candidates? Choose the one which you prefer the most. a. Employee referral e. Job portals b. Campus recruitment c. Advertising d. Recruitment agencies
5. How many stages are involved in selecting the candidate? a. One b. Two c. Three d. Four e. More
6. Is there any training is given to conduct the interview? a) Yes b) No
7. How much time taken for a person to the interview process? a. 5-10 min b. 15-30 min c. More than 30 min
8. Do you think that academic marks play a vital role in the recruitment procedure? a) Strongly agree b) Somewhat agree c) Neutral d) Strongly disagree
e) Somewhat disagree. 9. Do you follow different recruitment process for different grades of employees?
a. No
b. Yes
10. Do you use any of the following tests during the process of recruitment? Choose the one which you prefer the most. a. Written b. Aptitude c. Group Discussion d. Personal Interview
e. Psychometric test 11. Which type of interview is conducted in your company? Choose the one you prefer most. a) Panel interview b) Stress interview c) Group interview d) One-on-one interview
e) Telephone interview. 12. During the time of vacancy identification, which of the reasons are taken into consideration? a) Posts to be filled b) No. of persons c) Duties to be performed
d) Qualifications required. 13. Do you accept e-recruiting as a suitable way of recruiting? a) Strongly agree b) Somewhat agree c) Neutral d) Strongly disagree
e) Somewhat disagree. 14. How is the performance of online recruitment over response of candidates? a) Good b) Very good c) Average d) Bad.
15. Do you consider the reference check as an integral part of recruitment? a) Strongly agree e) Somewhat disagree. b) Somewhat agree c) Neutral d) Strongly disagree
BIBLOGRAPHY
Books:
K.Aswahthappa (2001), Human Resource and Personnel Management ? Human resource management ?L.M. Prasad Human resource management ?Dr. V. Jayakumar‘ ?
Websites:
?www.neeyamo.com ?
?www.managementparadise.com
www.citehr.com
www.wikipedia.com
www.scribd.com
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