CHART 4.1.6
Experience of Respondents
71%
24%5%
Experiance of Respondents
Below 1 year1-3 years3-6 years
55
TABLE 4.1.7
Sources that employees get to know about TPC
Options No. Of. Respondents Percentage
Colleague/Peer 53 66%
Word of mouth 14 18%
Advertisement 3 4%
Consultancy 5 6%
Job Portals 5 6%
Total 80 100%
INFERENCE:
Majority of the employees have come to know about the TPC through Colleague/Peer.
56
CHART 4.1.7
Sources that employees get to know about TPC
Collea
gue/P
eer
Word of mouth
Advertisem
ent
Job Portals
Consulta
ncy0
10
20
30
40
50
6053
14
3 5 5
66% 18% 4% 6% 6%
sources that employee get to know about TPC
No. Of. RespondentsPercentage
57
Table 4.1.8 Popular Recruiting Site
Options No. Of. Respondents Percentage %
Naukri 35 44%
Monster 21 26%
Times Job 16 20%
Others 8 10%
Total 80 100%
INFERENCE:
From this table we can infer that Job portal Naukri is popular among employees and next
rank goes to Monster site.
58
CHART 4.1.8
Popular Recruiting Site
Naukri Monster Times Job others0
5
10
15
20
25
30
3535
21
168
Percentage % 10%
popular Recruiting SiteN
o of
Res
pond
ents
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Table 4.1.9 Got informed about Compensation packages
Options No. Of. Respondents Percentage %
Yes 43 54
No 37 46
Total 80 100
INFERENCE:
Majority of the respondents are aware about the compensation packages they will receive at the
time of interview.
60
CHART 4.1.9
Got informed about Compensation packages
Yes54%
No46%
61
Table 4.1.10 Got informed about the career path and growth
Options No. Of. Respondents Percentage %
Yes 72 46
No 8 54
Total 80 100
INFRENCE:
From the above table we infer that most of the employees are not informed about the
career path and growth at the time of interview by the recruiter.
62
CHART 4.1.10
Got informed about the career path and growth
Yes
No
42 44 46 48 50 52 54 56
46
54
Got informed about Career path and Growth
Percentage %
63
Table 4.1.11
Did you get exact job which is relevant to your career?
Options No. Of. Respondents Percentage %
Yes 68 85%
No 12 15%
Total 80 100%
INFERENCE:
From the above table we infer that 85% of TPC employees are got exact job.
64
CHART 4.1.11
Did you get exact job which is relevant to your career?
Yes
No
0 10 20 30 40 50 60 70 80 90
85
15
Employees got exact job
Percentage %
65
Table 4.1.12
Employee encounter during interview
Options No. Of. Respondents Percentage %
Aptitude 43 54
Preliminary Interview
22
27
HR interview 15 19
Total 80 100
INFERENCE
From the above table 54% employees encountered in Aptitude Test, 27% of employees
problem faced in preliminary interview,and 19% of employees encounter in HR interview.
66
CHART 4.1.12
Employee encounter during interview
54%
27%
19%Apptitude Priliminary Interview Hr Interview
67
Table 4.1.13
Employees' Feedback on Overall Recruitment Strategy
Options No. Of. Respondents Percentage %
Highly satisfied 29 36
Satisfied 43 54
Dissatisfied 8 10
Highly Dissatisfied - -
Total 80 100
INFERENCE:
From the above table we infer that majority of the employees are satisfied or highly
satisfied with the on-going recruitment strategy.
68
CHART 4.1.13
Employees' Feedback on Overall Recruitment Strategy
36%
54%
10%
Employee's opinion on overall recruitment strategy
Highly satisfiedSatisfiedDissatisfied
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CHI SQUARE TEST I
OBJECTIVE:
To determine whether there is an association between the educational qualification and
satisfaction level of employees in recruitment process.
Ho: Educational qualification of employees' and their satisfaction level in recruitment process
are independent.
H1: Educational qualification of employees' and their satisfaction level in recruitment process
are dependent
Feedback on recruitment process
Educational qualification
Highly satisfied
Satisfied Dissatisfied Total
Below Hr.Sec 3 4 1 8
UG or PG 12 10 1 23
ITI or Others 14 29 6 49
Total 29 43 8 80
70
4.2 Calculation
Ob. Freq (Oij) Exp.Freq (Eij) (Oij-Eij) (Oij-Eij) 2 2=(Oij-Eij) 2/ Eij
3 29*8/80=2.9 0.1 0.01 0.003448
4 43*8/80=4.3 -0.3 0.09 0.020930
1 8*8/80=0.8 0.2 0.04 0.05
12 29*23/80=8.33 3.67 13.4689 1.61691
10 43*23/80=12.36 -2.36 5.5696 0.45061
1 8*23/80=2.3 -1.3 1.69 0.73478
14 29*49/80=17.76 -3.76 14.1376 0.79603
29 43*49/80=26.33 2.67 7.1289 0.27075
6 8*49/80=4.9 1.1 1.21 0.24693
Total 4.190388
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2 TESTS:Degree of freedom =(r-1) (c-1)
= (3-1) (3-1)
=2*2 = 4
Table Value =9.488
Calculated Value =4.190388
Level of Significance =0.05
INFERENCE:
Since calculated value is lesser than Table value, Null Hypothesis is accepted & alternate
Hypothesis is rejected which says there is no significant relationship between Educational
qualification of employees' and their satisfaction level in recruitment process are independent
72
CHI SQUARE TEST II
OBJECTIVE:
To determine whether there is an, association between the designation level of an employee and
the recruiter's interest to inform about compensation packages during the time of interview.
Ho: Designation level of an employee and the recruiter's interest to inform about compensation
packages are independent.
H1: Designation level of an employee and the recruiter's interest to inform about compensation
packages are dependent.
Information about
Compensation
Designation Level
Yes No Total
Process Associate19 7 26
Process Executive 15 25 40HR Executive 7 3 10HR Managers 1 1 2
Management Trainees 1 1 2Total
73
43 37 80
Calculation:
Ob. Freq (Oij) Exp.Freq (Eij) (Oij-Eij) (Oij-Eij) 2 2=(Oij-Eij) 2/ Eij
19 43*26/80=13.975 5.025 25.2506 1.80684
7 37*26/80=12.025 -5.025 25.2506 2.09984
15 43*40/80=21.5 -6.5 42.25 1.97674
25 37*40/80=18.5 6.5 42.25 2.29729
7 43*10/80=5.375 1.625 2.640 0.49116
3 37*10/80=4.625 -1.625 2.640 0.57081
1 43*2/80=1.075 -0.075 0.0056 0.00520
1 37*2/80=0.925 0.075 0.0056 0.00605
1 43*2/80=1.075 -0.075 0.0056 0.00520
1 37*2/80=0.925 0.075 0.0056 0.00605
Total 9.26518
74
Degree of freedom =(r-1)(c-1)
Degree of freedom = (5-1)(2-1)
=4*1 = 4
Table Value =12.59
Calculated Value =9.26518
Level of Significance =0.05
INFERENCE:
Since calculated value is lesser than Table value, Null Hypothesis is Accepted & alternate
Hypothesis is Rejected which says there is no significant relationship between Designation level
of an employee and the recruiter's interest to inform about compensation packages are
independent.
75
WEIGHTED AVERAGE METHOD
TEST I
Weighted Average method is used to compute the rank which determines the attributes
that attracted employees towards The Professional Couriers
In this method ranks are assigned to the factors by corresponding to the weighted averages from
the highest to the least. The factor that shows the lowest average is said to be the most preferred
factors among the others
Ranks
Sources
I II III IV V VI VII
Advertisement
2 14 45 60 70 6 7
Peer Reference
40 40 24 8 10 36 14
Job Site 32 24 24 12 40 40 30
76
Walk in 8 16 48 32 40 44 56
Networking 2 12 24 64 60 44 56
Job Fair 2 46 3 32 40 48 40
Consultancy 10 16 30 22 40 55 7
Sources Weighted Average Rank
Peer Reference 2.15 I
Consultancy 2.25 II
Job site 2.52 III
Advertsiment 2.55 IV
Job fair 2.63 V
Walk in 3.05 VI
Networking 3.27 VII
INFERENCE:
77
From the above table we can infer that Peer Reference is the most important source
that Employees choose for immediate placement of job. Then consultancy, job sites,
advertisements, job fair are getting next consecutive ranks with little differences in average.
TEST II
Weighted Average method is used to compute the rank which one is attracted towards
employees to join in The Professional Couriers
In this method ranks are assigned to the factors by corresponding to the weighted averages from
the highest to the least. The factor that shows the lowest average is said to be the most preferred
factors among the others.
Ranks
Sources
I II III IV V
Overall Company image 48 32 48 - -
Compensation & benefits 16 32 70 32 40
Position / Job title 8 48 48 64 80
78
Challenge & responsibility 8 45 50 64 70
Opportunity for growth 8 32 48 70 66
Sources Weighted Average Rank
Overall Company image 1.6 I
Compensation & benefits 2.375 II
Opportunity for growth 2.8 III
Challenge and Responsibility
2.96 IV
Job position/ Designation 3.1 V
INFERENCE:
79
From the above table we can infer that Company Image is the most attracted attribute
which drew most of the employees towards this organization. The compensation and
Opportunity for growth got second and third ranks.
4.4 DELIVERABLES - EXPECTED CONCLUSIONS
Mode of advertisement can be increased to attract more suitable candidates towards the
organization. Employee’s references can be motivated further in means of monetary and non
monetary benefits.
Most of the Professional Couriers employees are having less than one year of experience. So
researcher suggests to implement the EXIT Interview by this professional couriers can
reduce the attrition rate of their company.
From the study it has been found that Naukri and Monster like job sites are given high
preferences among employees for the registration of job. Organization can advertise more
about their own online job portal for the registration among candidates, so that it can
derogate the dependency on other job portals for resume sourcing, it will prove to be cost
effective also.
From the findings we came to know that overall company image is acting as a pull factor for
many employees to join at The Professional Couriers. Position & compensations are least
favored. Hence these can be ameliorated further to attract more qualified candidates.
80
Researcher found that 54% of employees are encountered in aptitude test. So researcher
suggests to implement the relevant question in the aptitude test.
In the Professional Couriers 10% of employees are dis-satisfied in overall recruitment
process. So management should obtain their feedback, values and ideas and take the
required steps to fulfill their expectation if its suit by the management practices.
CHAPTER V
CONCLUSIONS
5.1 SUMMARY OF FINDINGS
From the study the researcher found that nearly 71% of the employees chosen for the study
belong to the age group of 20-30 years
It is found that majority of the employees are well educated, nearly 60% of the employees are at
ITI or Others.
From the analysis we found 66% of the employees are belonging to a category of between 5000
to10000 salary levels.
From the analysis we found that 71% of the employees are having experience below a year only.
And 24% of the employees have experience of more than a year. From this researcher found
attrition rate of this company is high level
81
From the analysis we found that majority of the employees have come to know about the The
Professional couriers through colleagues or Peers.
From the analysis we found that for immediate placement of job employees considers peer
references as a big source of an employment. Consultant, Job sites and Advertisements
considered as to next level of sources.
It is found that the most popular Job portal among employees is Naukri Nearly 44%of the
employees has chosen that option. 26% of them go for Monster.
It is found that 54% of the employees say that they were informed about the packages at
the time of interview.
Majority of respondents are concluded that the candidates are encountered in Aptitude test.
From the analysis we found that 36% of the employees are highly satisfied with the
Overall recruitment process.54% of employees are satisfied with the process.
Educational Qualification of an employees and their satisfaction level in recruitment process are
independent
Designation of an employee and recruiter interest to inform about compensation are independent.
From the analysis, it is clear that (79%) of the respondents are from workers and the remaining
from administration department (21%)
From the analysis,it is clear that Majority of the respondents are belonging to process executive
designation level.
5.2 SUGGESTIONS & RECOMMENDATIONS
Mode of advertisement can be increased to attract more suitable candidates towards the
organization. Employee’s references can be motivated further in means of monetary and non
monetary benefits.
Most of the Professional Couriers employees are having less than one year of experience. So
researcher suggests to implement the EXIT Interview by this professional couriers can
reduce the attrition rate of their company.
82
From the study it has been found that Naukri and Monster like job sites are given high
preferences among employees for the registration of job. Organization can advertise more
about their own online job portal for the registration among candidates, so that it can
derogate the dependency on other job portals for resume sourcing, it will prove to be cost
effective also.
From the findings we came to know that overall company image is acting as a pull factor for
many employees to join at The Professional Couriers. Position & compensations are least
favored. Hence these can be ameliorated further to attract more qualified candidates.
Researcher found that 54% of employees are encountered in aptitude test. So researcher
suggests to implement the relevant question in the aptitude test.
In the Professional Couriers 10% of employees are dis-satisfied in overall recruitment
process. So management should obtain their feedback, values and ideas and take the
required steps to fulfill their expectation if its suit by the management practices.
5.3 CONCLUSION
This project “A STUDY ON EFFECTIVNESS OF RECRUITMENT PROCESS” in The
Professional Couriers was mainly carried out to study the effectiveness of recruitment process. In
the current scenario of blooming couriers & cargos industry recruitment is the quintessential part
of HR strategy. For a high growth organizations attracting, hiring and retaining the right talent is
critical. It ensures that the right people with the right skills are in the right place at the right time.
And the right players are the key source of competitive advantage. And here the effectiveness is
cognized by the recruiters, From the study the main interpretation was most of recruiters are
obliged by the on -going recruitment process .From the study the most preferred sources for
recruitment was found out which ensures the concern to attract more suitable candidates for the
future requirements.
Recruitment Professionals plays an important role in "Organization Transformation", hence their
involvement factor also ascertained by this project. Thus this systematic process will enable
83
organization to identify talented employees and provide education to develop them for future
level and broader responsibilities.
5.4 DIRECTION FOR FURTURE RESEARCH
The study has been carried out on the basis to find the effectiveness of the recruitment process.
And the study was conducted only for two months. So here the constraints are time and the cost.
And the study was conducted in the regional office so that it covers only a small area. So in the
future if the study has been conducted in the head office it can cover a large area of various
branches all over the world, and the researcher has to take care of the constraints (i.e) time and
cost, so that the study can be carried out more effective in the future.
Appendix
QUESTIONNAIRE
Dear Respondent,
This exercise is intended for an academic purpose. We request you to feel free and frank
while filling in this form. The information provided by you are treated as confidential.
1. NAME: ………………………………………… (Optional)
2. AGE-GROUP (in years): (A) 20-30 (B) 30-40 (C) 40-50
84
3. QUALIFICATION:
(A) Below Hr.Sec
(B) UG or PG
(C) ITI or Others
4. DEPARTMENT: ……………………………..…
5. DESIGNATION: ……………………………….
6. Income Level (In Rupees)
(a) <5000 (b) 5000-10000 (c) 10000-15000 (d)>15000
7. No. of years experience in The Professional Couriers
(a) <1yrs (b) 1-3yrs (c) 3-6yrs (d) above 6 yrs
8. Total work experience ________________
9. How do you come to know about The Professional Couriers?
(a) Colleague / Peer
(b) Word of mouth
(c) Advertisement
(d) Consultancy
(e) Job portals
10. Rank the attributes which attracted you towards The Professional Couriers (Rank as 1 which
u like Most)
Overall Company image
Compensation & benefits
85
Position / job title
Challenge & Responsibility
Opportunity for growth
11. In which job site you have registered for the job
(a) Naukri
(b) Monster
(c) Times Job
(d) Jobs Ahead
(e) Others (please specify)………………………………………..
12. Rank the sources which you choose for immediate placement of job? (Rank 1-7)
Recruitment Ranking
1. Advertisement
2. Peer Reference
3. Job sites
4. Walk-in-interview
5. Networking
6. Job fair
7. Consultancy
13. At the time of interview did they tell you about the compensation that you will receive?
Yes ( ) No ( )
86
14. At the time of interview did they tell you the about career path and growth?
Yes ( ) No ( )
15. Did you get exact the job which is relevant to your qualification?
Yes ( ) No ( )
16. Give your feedback on overall process?
Aptitude - effectively 1 2 3 4 5 Ineffectively
Preliminary Interview - effectively 1 2 3 4 5 Ineffectively
Technical Interview - effectively 1 2 3 4 5 Ineffectively
HR Interview - effectively 1 2 3 4 5 Ineffectively
17. Mention at which stage you faced problem in overall recruitment process? Comment reason.
( ) Aptitude
( ) Preliminary interview
( ) Technical interview
( ) HR Interview
87
Others (please specify) _______________________________________
18. Your feedback on the overall recruitment strategy?
( ) Highly satisfied ( ) Satisfied ( ) dissatisfied ( ) Highly Dissatisfied
Leave here your value Suggestions and Recommendations:
_____________________________________
_____________________________________
REFERENCES
BIBLIOGRAPHY
BOOKS:
1) J.Jayashankar, Human Resource Management, Margham Publications, 2006, first
published in 2004.
2) IAN Brace, Questionnaire Design, first published in Great Britain and the United States
in 2004 by Kogan page Limited.
3) Dr. Ramilochannan, Research Methodology, Margham publications, 2007, first published
in 2002.
4) Shajahan.S, “Research Methodology for Management”, Jico Publishing House, 2000.
88
5) Kothari.C.R, “Research Methodology-Methods and Techniques”, Wishwa Prakashan
Publications, 1985.
6) P.C.Tripathi, “Human Resource Development”, Sultan Chand & Sons, 2004.
7) Sharma, A.M., “Personnel and Human Resource Management”, Himalayan Publishing
House.
8) Ashwathapa.K., “Human Resource and Personnel Management”, Tata McGraw Hill Ltd,
New Delhi.
WEBSITES:
www.google.com
http://www.rocw.raifoundation.org/management/bba/essentialsofmanagement/
lecture-notes/lecture-14.pdf
http://www.ibef.org/artdispview.aspx?in=38&art_id=21617&cat_id=121&page=3
en.wikipedia.org/wiki/Recruitment
www.allinterview.com/showanswers/1515.html
recruitment.naukrihub.com/recruitment-vs-selection.html
89
www.citehr.com/14439-difference-between-recruitment-selection.html
persmin.nic.in/recruit.html
www.hrmguide.co.uk/hrm/chap8/ch8-links.html
www.stylusinc.com/erecruitment-solutions/simple-recruitment-process.php
www.tpcglobe.com
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