Recruitment & Selection 09-03-2011-1

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TABLE OF CONTENTS

Chapter

No.

Particulars Page

No.

Certificate from the Organization

Certificate from the College

Declaration

Acknowledgement

1 Introduction

2 Company Profile

3 Research Methodology

4 Data Analysis5 Findings From the Study

6 Suggestions and Recommendations

7 CONCLUSION

8 BIBLIOGRAPHY

9 ANNEXURE


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Introduction to HRM

Evolution of HRM

Earlier references: In western countries HRM had its primitive beginning in

1930s. Not much thought was given on this subject in particular and no

written records or documents interesting to note HRM concepts was

available, in ancient philosophies of Greek, Indian and Chinese. This is not to

suggest that industrial establishment and factories system, as it is known

today, existed in ancient Greece, India or china. The philosophy of managing

human being, as a concept was found developed in ancient literatures in

general and in Indian philosophy in particular.

Personnel functions: Till 1930s, it was not felt necessary to have a

separate discipline of management called Personnel management. In fact,

this job was assigned as part of the factory manager. Adam Smiths concept

of factory was that it consists of three resources, land, labour and capital.

This factory manager is expected to procure,

Process and peddle labour as one of the resources. The first time when such

a specialist person was used; it was to maintain a buffer between

employer and employee to meet the legitimate need of employees.

However, it is the employer who decided what is legitimate need of

employees. In fact, the specialist person was more needed to prevent

unionization of employees. This was the case before 1930-s all over the

world.

Environmental Influences on HRM: Since 1930s, certain developments

took place, which greatly contributed, to the evolution and growth of Human

Resources Management (HRM). These developments are given below:

Scientific Management

Labour Movements

Government Regulations.


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Need for the Study :

Shortage of skills.

Skills and knowledge people are always on short supply. Alternatively they

are too costly to hire from outside. The best alternative is to improve skill

and knowledge of existing employees.

Technological Obsolescence.

Growth of technology takes places very fast. This will render current

technology obsolete in the future. There is a great need to upgrade

technology. This needs suitable training.

Personal Obsolescence.

At the time recruitment employees possess a certain of knowledge and skill.

As time passes knowledge becomes obsolete, unless it is updated by proper

training. This happens because of changes taking place in product

technology, production methods, procurement of better machines, setting up

of modern production lines, introduction of modern method of supervision

and information processing through MIS and EDO..

Organization Obsolescence.

Modern management has introduced a number of innovative steps in

functions of management like planning, organizing, controlling, coordinating

and directing. Organization which is impervious to such changes is bound to

fail and become obsolete.

Upgrading Ability of Threshold workers.

Public policy provides reservation to disadvantaged sections of the society

like handicapped, minorities and dependents of deceased workers etc. All

these are threshold workers having less than minimum prescribed level of

knowledge and skill. They require extensive training to bring them up to the

minimum level of performance standard.

Coercive training by government.


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In order to provide better employability chances of unemployed youth,

certain governments taken initiative to mobilize resources available at

pubic/government and private sectors to outside candidates. One such

example is the Apprentice Training conducted by govt. of India. A part of

expenditure incurred for this by private sectors are reimbursed by

government.

Human capital

The latest thinking is to treat employees as human capital. The

expenditure involved is training and developments are now being considered

as an investment.

Scope of Human Resource Management

The Scope of HRM is in deed fast. All major activities in the working

life of worker from time of his entry in an organization until he / she leaves,

come under the preview of HRM. Specifically, the activities included are

Human Resource planning, Job analysis and design, Recruitment, Selection,

Orientation and placement, Training and development, Performance

appraisal and Job evaluation, employee and executive remuneration and

communication, employee welfare, safety and health, industrial relations and

the like.

HRM is becoming a specialized branch giving rise to a number of specialized

areas like :

Staffing

Welfare and Safety

Wages and Salary Administration

Training and Development

Labour Relations


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Nature of Human

Resource

ManagementProspectsof HRM

Industrial

Relations

Human ResourceManagement

Employee and

executive

Remuneration

Employee hiring

Employee Maintenance Employee Motivation


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Scope of HRM

Human Resource Management in PCS :

Personnel/Human Resource of an undertaking is its important constituent.

Efficiency, Profitability and in fact the very existence of the undertaking will

depend on this constituents. Co-operation and dedication in performance on

the part of its personnel ends in the accomplishment of its objectives.

Therefore human resource is of immense importance since it involves

matters such as identifying, placing, evaluating, and developing individuals

at work and maintaining effective multilateral communication systems.

Human resources along with financial and material resources contribute to

production of goods and services in an organization.. In short HRM may be

defined as the art of procuring, developing and maintaining competent

workforce to achieve the goals of an organization in an effective and efficient

manner.

Objectives of the HRM are to secure the following: -

1. Industrial peace: This is secured by excellent union management

relations, healthy inter-personal relationships, and promoting participative

management style and good industrial and labour relations.

2. Achieve High Productivity: The underlying objective brings to increase the

quantity or volume of the product or service for a given input, productivity

improvement programme is very significant in a competitive environment.

3. Better quality of working life of employees: This involves both intrinsic

and extrinsic factors connected with work.

4. Obtain and sustain competitive advantage through empowerment :

continuous improvement and innovative steps being the two essential

ingredients to achieve and sustain competitive advantage, todays industries

are knowledge based and skill intensive.

5. Cordial relationship between the employer and employees.

6. Personnel research functions.


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7. Proper orientation and introduction to the new employees.

BACKGROUND SCENARIO

William James of Harvard University estimated that employees could

retain their jobs by working at a mere 20-30 percent of their potential. His

research led him to believe that if these same employees were properly

motivated, they could work at 80-90% of their capabilities. Behavioral

science concepts like motivation and enhanced productivity could well be

used for such improvements in employee output. Training could be one of

the means used to achieve such improvements through the effective and

efficient use of learning resources.

Training and development has been considered an integral part of any

organization since the industrial revolution era. From training imparted to

improve mass production to now training employees on soft skills and

attitudinal change, training industry has come a long way today. In fact most

training companies are expecting the market to double by the year 2007,

which just means that the Indian training industry seems to have come of

age.

Organization and individual should develop and progress simultaneously

for the their survival and attainment of mutual goals. So, every modern

management has to develop the organization through human resource

development. Employee training is the most important sub-system of human

resources development. Training is a specialized function and one of the

fundamental operative functions for human resources management.

The market is unofficially estimated to be anywhere between Rs 3000

crores and Rs 6000 crores. What is surprising is that the Indian companies.

Perception regarding corporate training seems to have undergone a sea-

change in the past two years, with most companies realizing it to be an

integral part of enhancing productivity of its personnel. While MNC.s with


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Introduction


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Recruitment

Recruitment refers to the process of finding possible candidates for a job or

function, usually undertaken by recruiters. It also may be undertaken by an

employment agency or a member of staff at the business or organization looking

for recruits. Advertising is commonly part of the recruiting process, and can occur

through several means: through online, newspapers, using newspaper dedicated to

job advertisement, through professional publication, using advertisements placed

in windows, through a job center, through campus graduate recruitment programs,

etc.

Suitability for a job is typically assessed by looking for skills, e.g. communication

skills, typing skills, computer skills. Evidence for skills required for a job may be

provided in the form of qualifications (educational or professional), experience in a

job requiring the relevant skills or the testimony of references. Employment

agencies may also give computerized tests to assess an individual's "off-hand"

knowledge of software packages or typing skills. At a more basic level written

tests may be given to assess numeric and literacy. A candidate may also be

assessed on the basis of an interview. Sometimes candidates will be requested to

provide a rsum (also known as a CV) or to complete an application form to

provide this evidence.


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Company Profile:


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ETA CONSTRUCTIONS (I) LTD.

We Strive to be the most preferred property developers by building better living environments

and exceed customer expectatios

ETA Construction believes that all its Employees should be well informed about the company.

The company has developed HR Policy to enable Employees to understand Company policies,

procedures, benefits and sanctions.

Companys Core Values

We are committee to the following core values which are essential to enable to our Employees to

achieve results and deliver operational excellence in all our business.

I. Respect: Respect for all Employees

II. Recognition: Recognition of Employees contribution

III. Teamwork: Teamwork among Employees

IV. Customers Satisfaction: Thrive on customers satisfaction.

HR Policy

Our is a Dynamic and vibrant organization where it is ensured that our culture and environmentencourage work commitment and involvement of employees.

We are committed to achieve both efficiency and justice; neither of which can be pursued

successfully without the other. It seeks t bring together and develop into an effective

organization of men and women who make up an enterprise, enabling each to make their own


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best contributions to its success both as an individual and as a member of a working group. It

seeks to provide fair terms and conditions of employment and satisfying work for those

employed.

1. We maintain good relationship within our organization.

2. We encourage each person to make his maximum personal contibution to the

organization as a member of the working group.

3. We ensure respect for human personality and well being of individual.

Code of Conduct

The Companys reputation and name to be protected, service with zeal and enthusiasm at alltimes. Fairness, integrity, dignity and courtesy in all interactions with customers, suppliers,

investors, competitors and colleagues is expected and valued to maintain absolute integrity and

devotion to duty to conduct oneself in a manner conducive to the best interests, credit and

prestige of the company.


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Organization Chart of ETA

va

QualityHR & AdminFinance

CEO

Dot net BusinessTesting

Resource

Manager-


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HR Organization Chart

Assi Mgr-Recruitment

Cor orate Mana er- HR

Recruitment

Assi.M r-ContractAssi.M r-Documentation

Staffin 1DocumentsDocuments

RecruitmentRecruitment

Staffin 2


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Organization Chart of Technical Team

Support 1

Intigrated QC

Java Team Dot net Team Testing Team TSR Group

Support 3Support 2

VP- O erations

Su ort 4


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Grade Structure

The grade structure is subject to change depending on the changes in the policy

Grade Technical Group Support Group *

A Trainee Trainee/ManagementTrainee

B Engineer/Developer/Designer/Analyst/Writers/Editors.. Executive/System

Administrator/Associa

te

C Sr. Engineer/Developer/Designer/Analyst/Writers/Editors Sr. Executive/Administrator

/Associate

D Team Leader -

E Asst. Manager Asst. Manager

F Technical Manager/Technical Architect Manager/BranchManager/RegionalManager

G Sr. Technical Manager/Chief Architect Sr. Manager/National Sales

Manager

H Vice President Operations

I Managing Director

*Support: Accounts, HR, System Admin, Quality, Tech Support, Marketing


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Statement of Problem:

Human resource has gained a wide acceptance in the industry. The objective

of the study was to access employee satisfaction. This has led to the need for more

experienced and skillful employee where to be trained to meet the organization

requirement.

People in an organization are the most productive resource and also the most

expensive organization spends on this resource in order to extract the best

contribution out of them. A small judgment error in rectifying a non retainable

employee could lead to decal losses in terms of time and money spend on his

training and job socialization as also initial losses in terms of job held up due to

vacancy in position and other related job being postponed in todays fast pace

corporate world, time management being important, such errors are not called for

therefore more stress is laid on efficient, effective and potential worker for the

organization corporate world today recruits people directly and prudently rather

simply hire and fire people.

The mobilization of money, the construction of factory building, the

purchase and installation of machines and procurement of materials are the initial

measures taken by a management in the establishment of a company. The

recruitment and selection of people to man and machines and auxiliary services

form a part of these initial measures.

Without people to man and plant, the collection of physical resources by

itself will not serve only purpose. The hiring of men and women required is more


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important than the marshalling of physical resources in the establishment of the

company and the attainment of its objectives. Note that the hiring of people is

confirmed to the initial stages in the formation of an enterprise. The employment is

continuous one and it ends only when the enterprise eases to exist.

More important, an enterprise grows and diversifies, and so there is great

need for men and women. Recruitment and selection, therefore becomes a

specialized function and is disclosed by the personnel department. In act,

employments are one of the foremost functions of the human resource

development.

Therefore, it is necessary to know about the employment function i.e.,

recruitment, selection, interviews, placing and orientation of personnels. HR is the

major inputs for any organization to achieve its objectives. Therefore its important

for any organization to spend time and money till the right personnel are found.

Field of study:

This project work was carried out at Saptha Business Solution Pvt. Ltd.,

Bangalore.

Research samples:

IT industry plays a very important role in the economy. The sample was

therefore chosen as it portrays the needs of the researchers.

Research provides an insight into any study top basically evaluate and judge

the data or to find the solution to any given problem a simple is representative of a


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group or population that identifies itself as part of it. The sample chosen for this

report is Saptha Business Solution Pvt. Ltd., Bangalore.

Objectives of the study:

Recruitment and Selection are one of major HRM function that helps

manager to keep the skilled members in the organization.

Data Collection:

The data collected contains primary data and secondary data. The primary

data has been collected mainly by interviewing and also observation and audit.

Secondary data has been obtained from published journals, company broachers,

books, internet, etc.

Limitations of the Study:

1. As the project is prepared for academic purpose only, it suffers from

the limitations of time and money, due to which analytical study into all the

strategies adopted by the organization was not possible.

2. The study was completed with in short span of time that was

available.

3. The report also suffers from the limitations of exhaustiveness as far as

the information is concerned.

4. All this study is limited to Saptha Business Solution Pvt. Ltd.,

Bangalore only.


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CHAPTER-4

DATA ANALYSIS AND INTERPRETATION


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Feed Back:


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2. How do you feel about interview panel?

Recruitment No. of Respondents Percentage

Excellent 20

Good 9

Satisfactory 19

Poor 4

Total 50


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Feed Back:


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3. Did the ETA meet your expectations?


Yes 0 0

No 30 30


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Feed Back:


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4. Are you happy with the salary what you offered from the company?


Yes 11 36.67

No 19 63.33

Total 30

Feed Back:


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5. Did ETA Managing fulfill the commitments which are given to you at the

time of interview?


Yes 15 50

No 15 50


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Feed Back:


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6. How do you come to know about openings in PCS?

BG Checks No. of Respondents Percentage

Friends 9 30

Internet 0 0

News Papers 13 43.34Others 8 26.66

Total 30


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Feed Back:


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7. Do you want to refer more friends to PCS?

Friends No. of Respondents PercentageYes 9 30

No 21 70


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Feed Back:


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8. Did you have the right Designations?

BG Checks No. of Respondents Percentage

Yes 16 53.34

No 14 46.66


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Feed Back:


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9. What should be the companys main source of Recruitment ?

Company source No. of Respondents Percentage

Employment Bureau 0 0

Newspaper ads 11 36.67Third Party Verification 19 63.33

Placement agency 0 0

Others 30

Total


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Feed Back:


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10.What should be the best recruitment sources according to your preference?


Internal Recruitment 1 3.33External Recruitment 18 60

Both 11 36.67

Total 30


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Feed Back:


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11.Did you fully know about the company policies before joined in this

company?


Yes 9 30

No 21 70Total 30


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Feed Back:


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Feed Back:


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13. How do you think about Recruitment and selection procedure in your

company?


Satisfactory 26 86.67

Unsatisfactory 4 13.33Total 30


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A EXPOSITION REPORT ON AN ANALYTICAL STUDY OF

Recruitment And Selection Process

Questionnaires

1) Are you happy with the Recruitment process?a) Yes

b) No

2) How do you feel about interview panel?

a) Excellent

b) Good

c) Satisfactory

d) Poor

3) Did the company meet your expectations?

a) Yes

b) No

4) Are you happy with the salary what you offered from the company?

a) Yesb) No

5) Did company Managing commitment which is given to you at the time of

interview?

a) Yes


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11) Did you fully know about the company policies before joined in this

company?

a) Yes

b) No

12) Did you under gone any Written Test during recruitment?

a) Yes

b) No

13) How do you think about Recruitment and selection procedure in your

company?

a) Satisfactory

b) Unsatisfactory

14) What are your Guidelines to Company Recruitments?

15) How about HR Feed back in Company?


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FINDINGS AND CONCLUSION


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Findings from the study

The data collected and analyzed and general observation has proven that

M/S Pragathi Consultancy Services. Has done remarkable job in its Human

resource development.

The main findings are as follows:

1. Each and every employee is well prepared to meet todays challenges.

2. The organization gives encouragement in career planning for every

employee.

3. There are employees in all experience level in the organization.

4. The internal department of core competencies and continuous process

improvements has made Saptha Business Solution Pvt. Ltd. One of the most

exciting SAP companies to work for.

5. The management showing their full efforts for the growth of Saptha

Business Solution Pvt. Ltd.

6. The company is having skilled employees who can give prime solutions to

the clients more effectively.

7. The management is showing there individual attention to each and every

employees for their betterment and to groom there skills.


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Suggestions

1. Create awareness about customers requirements among the employees by

maintaining high level of motivation and focus.

2. Increase the competence levels among the employees by giving suitable

Training and Development Program.

3. Identify the competencies and behavior pattern to be developed in each

individual by obtaining there feedback and requirements.

4. Provide training to the employees so that they get better knowledge, skills

and attitude.

5. Convert Saptha Business Solution Pvt. Ltd. into a learning and development

organization to make it a GLOBAL PLAYER AND LEADER.


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BIBLIOGRAPHY


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Bibliography

Primary Source

1. Principles of Management

- By R.N.Gupta.

2. Business Management

By Reddy and Appanaiah

3. Personal Management and Industrial Relations

-By Dr.T.N.Bhagoliwali

Secondary source

4. www.Google.com

5. www.KarnatakaHRGroup.com

6. www.HR Community .com

7. www.HRIndia.com

8. Mr.BV Raghunath (HRD Professional)
http://www.google.com/http://www.google.com/http://www.karnatakahrgroup.com/http://www.karnatakahrgroup.com/http://www.hr/http://www.hr/http://www.hrindia.com/http://www.hrindia.com/http://www.google.com/http://www.karnatakahrgroup.com/http://www.hr/http://www.hrindia.com/


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