MBA Report on Recruitment and Selection procedure

A

SUMMER TRAINING REPORT

ON

“A STUDY OF RECRUITMENT AND SELECTION PROCEDURE AT DECORIA

WALLS AND FLOOR SOLUTION”Submitted in partial fulfillment of the requirement

For the award of degree

Of

MASTER OF BUSINESS ADMINISTRATION

SESSION (2016-17)

SUBMITTED TO: - SUBMITTED BY:-

Mr. Nikhil Gupta Samra

Assistant Professor MBA 3rd Semester

Roll No.

IFTMUNIVERSITY, MORADABAD

1

TABLE OF CONTENTSChapter No. Chapter Name

Page No.

STUDENT DECLARATION i

COMPANY CERTIFICATE ii

ACKNOWLEDGEMENT iii

EXECUTIVE SUMMERY

Chapter 1 INTRODUCTION 112

Chapter 2 COMPANY PROFILE 13-19

Chapter 3 OBJECTIVES OF STUDY 20

Chapter 4 SCOPE AND RATIONALE OF THE STUDY 21

Chapter 5 REVIEW OF LITERATURE 22-24

Chapter 6 RESEARCH METHODOLOGY 25-28

Chapter 7 DATA ANALYSIS AND INTERPRETATION 29-41

Chapter 8 RESULTS AND FINDINGS 42-43

Chapter 9 DISCUSSIONS 44

Chapter 10 CONCLUSIONS 45

Chapter 11 LIMITATIONS OF THE STUDY 46

Chapter 12 SUGGESTIONS AND RECOMMENDATION 47

BIBLIOGRAPHY

QUESTIONNAIRE

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STUDENT DECLARATION

I, Samra, Roll No.15021121 full time bonafide student of Master of Business

Administration (MBA) Program of IFTM University, Moradabad. I hereby certify that this

project work carried out by me at “Decoria Walls and Floor Solution” and the report

submitted in partial fulfillment of the requirements of the programme is an original work

of mine under the guidance of the industry mentor Ms. Arshil Wara and faculty mentor

Mr. Nikhil Gupta, and is not based or reproduced from any existing work of any other

person or on any earlier work undertaken at any other time or for any other purpose, and

has not been submitted anywhere else at any time.

(Student Signature)

Date: __________________

(Faculty Mentor Signature)

Date: __________________

3

ACKNOWLEDGEMENT

It is my pleasure to be indebted to various people, who directly or indirectly

contributed in the development of this work and who influenced my thinking,

behavior, and acts during the course of study.

I express my sincere gratitude to Dr. Manjula Jain (Director, School of Business

Management, IFTM University) for providing me an opportunity to undergo

summer training at Decoria Walls and Floor Solution.

I am thankful to Ms. Arshil Wara my corporate guide, for her support, cooperation,

and motivation provided to me during the training for constant inspiration, presence

and blessings.

I also extend my sincere appreciation to Mr. Nikhil Gupta my faculty mentor, who

provided his valuable suggestions and precious time in accomplishing my project

report.

Lastly, I would like to thank the almighty and my parents for their moral support and

my friends with whom I shared my day-to-day experience and received lots of

suggestions that improved my quality of work.

(Samra)

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EXECUTIVE SUMMARY

I had started my Summer Training Program at DECORIA WALLS AND FLOORS

SOLUTION. This is situated in 2/3, 3rd Floor, Opposite Surya Hotel, New

Delhi, Delhi. I have done my Internship there for the one months. And got the Topic

for my Project Report. The Topic was given by the head of the Company person and

as per my Mentors also. Her name is Arshil Wara who really gives me great

Confidence to do the work at DWNF.

She gives me relevant Company information for preparing my Project as well. She

tells me so many things that how I can pitch the JD to the Candidate so that I can

easily convince to them for the Interview regarding the Current job profile.

Here I want to discuss briefly about the Recruitment and Selection Process which I

have done earlier at the DWNF.

Recruiting is the discovering of potential applicants for actual or anticipated Organizational vacancies. It makes it possible to acquire the number and types of people necessary to ensure the continued operation of the Organization.

In simple terms, it is an attempt to draw attention of applicants in the market, get interested applicants, and generate a pool of prospective employees so that management can select the right person for the right job.

The recruitment process is one of the most critical aspects of running a successful business .Because every organization’s performance is largely dependent on the quality of its workers.

The question comes into the mind that why I have chosen my topic as “Recruitment and Selection Process”. Because as a HR and Finance professional in M.B.A this topic is covers all those aspects which really help me for using my theoretical knowledge in Practical aspects.

Being as an HR Executive it was really great challenges to recruit a person for the job.

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CHAPTER 1

INTRODUCTION

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INTRODUCTION

Acquiring and retaining high-quality talent is critical to an organization’s success. As

the job market becomes increasingly competitive and the available skills grow more

diverse, recruiters need to be more selective in their choices, since poor recruiting

decisions can produce long-term negative effects, among them high training and

development costs to minimize the incidence of poor performance and high turnover

which, in turn, impact staff morale, the production of high quality goods and services

and the retention of organizational memory. At worst, the organization can fail to

achieve its objectives thereby losing its competitive edge and its share of the market.

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

Recruitment is a process which provides the organization with a pool of potentially

qualified job candidates from which judicious selection can be made to fill vacancies.

Successful recruitment begins with proper employment planning and forecasting. In

this phase of the staffing process, an organization formulates plans to fill or eliminate

future job openings based on an analysis of future needs, the talent available within

and outside of the organization, and the current and anticipated resources that can be

expended to attract and retain such talent.

Selection is a process of hiring the best among the pool of candidates available.

‘Right person for the right job’ is the basic principle in recruitment and selection.

Every organization should give attention to the selection of its manpower, especially

its managers. The operative manpower is equally important and essential for the

orderly working of an enterprise. Every business organization/unit needs manpower

for carrying different business activities smoothly and efficiently and for this

recruitment and selection of suitable candidates is essential. Human resource

management in an organization will not be possible if unsuitable persons are selected

and employment in a business unit.

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DEFINITION:“Recruitment is a process to discover the sources of manpower to meet the

requirement of the staffing schedule and to employ effective measures for attracting

that manpower in adequate number to facilitate effective selection of an efficient

working force”. “Recruitment is the process of searching the candidates for

employment and stimulating them to apply for job in the organizations recruitment is

the activity that links the employers and the job seekers”.

Recruitment is the discovery of potential applicants for actual or anticipated

organizational vacancies. It is the linking activity bringing people together those with

jobs and those without jobs.

Recruitment is the process to discover the sources of manpower to meet the

requirement of the staffing schedule and to employ effective measures for attracting

that manpower to meet job requirement and job satisfactions.

- By Dale Yoder

Recruitment is both negative and positive activity. It is a process of searching for

prospective employees and stimulating and encouraging them to apply for jobs in an

organization. It is positive as its stimulates people to apply for job selection tends to

be negative as it rejects people who are not suitable. - By Flippo

AIMS OF RECRUITMENT1. To induct outsider with new perspective to lead the company.

2. To infuse fresh blood at all levels of organization.

3. To develop an organizational culture that attracts competent people to the

company.

4. To search or headhunt people whose skill fit the company’s values?

5. To seek out non-conventional development grounds of talent

6. To devise methodology for assessing psychological traits.

7. To induct outsider with new perspective to lead the company

8. To search for talent globally not just within the company.

9. To design entry pay that competes on quality but not on quantum.

10. To anticipate and find people for position that doesn’t exists yet.

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SOURCES OF RECRUITMENTThe various sources of external recruitment are:

1. Advertising.

2. Employment agencies

3. Employee referrals

4. Colleges and professional institutions

5. Labor unions

6. Casual applicants.

7. Professional organizations or recruiting firms or executive recruiters

8. Unconsolidated applications

9. Leasing

10. Computer data banks.

ADVANTAGES AND DISADVANTAGES OF EXTERNAL

SOURCES OF RECRUITMENT

ADVANTAGES:

Benefits of new skills, new talents and new experiences to organization

Compliance with reservation policy is easy

Scope for resentment, jealousies and heartburn are avoide

DISADVANTAGES: Better morale and motivation associated with internal recruiting is denied to

the Organization

It is costly

Chances of creeping in false positive and fake negative errors.

Adjustment of new employees to the organizational culture takes longer time.

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SELECTION:- “Selection is the process of examining the applicants with

regard to their suitability for the given job or jobs, and choosing the best candidate

and rejecting the others.”

Good recruitment practices are only one key to generating a pool of top job

candidates. Equally important is having a strong basis from which to recruit. If an

organization’s policies and practices are unattractive to candidates, the organization’s

ability to generate good candidates will be limited regardless of the specific

recruitment practices they employee.

But what policies and practice do “good” applicants find attractive? Unfortunately,

there is no easy answer to this question because not all “good” applicants are alike,

and research shows that organization’s policies and the individual’s characteristics.

Financial considerations, supply and demand, and other variables impact the

recruitment process.

Looking for a qualified person for the IT department is likely to require a broader

and possibly more expensive search. Recruitment indicate that there is an increase in

the use of the internet and interactive employment websites, such as searching web

databases, placing online ads at various career sites, purchasing candidate

information from resume services, sending recruitment materials, to targeted

individuals, and placing ads in newspapers can all yield positive results

Definition In General―Selection is the process of allowing a right candidate for the right job,

at the right time, at the right place to attain various goal and objectives of the

organization for the work.

Purpose & Importance of Selection It assists in finding the right person for the right job

It focuses on knowledge, skills, aptitude and compatibility of the employees so

that a person shares potential in order to attain the goals and objectives of an

organization.

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It ensures efficacy, effectiveness, productivity, work environment, conducive

culture, proactive-practical-positive-pragmatic approach of the employees, not

only assists in higher quality and quantitatively production but also it helps in

harnessing harmonious relationship.

It provides a competitive aid in neck cutting competition in terms of providing a

skilled manpower in their fields.

Barriers to Effective Selection : The main objective of selection process is to

hire people having competence and commitment towards the given job profile. But

due to some reason the main purpose of effectively selecting candidates is defeated.

These reasons are:

1: Perception or the Halo effect:Many a times the interviewer selects a candidate according to the perception he has

or he made up while talking or looking at the individual. This way he does not see

through the caliber or the efficiency of the individual and many times it leads to the

selection of the wrong candidates.

2: Fairness:During the selection process the interviewer does not select the individual on the

basis of his knowledge and hence the right type of the candidates is not selected.

3: Pressure:The people from the HR department and also have a lot of pressure from the top

management and from other top class people for selecting the candidates they want.

This ways the purpose of effective selection process of effective selection process is

defeated as they have to select that individual whether or not he is capable of the job.

That is being offers

4. Stereotyping: This is one of the most common barriers to selection in

stereotyping; we generally categorize the candidates such as:

All professors and teachers are absent minded.

All females are basically sincere and honest.

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5. Gender Issue: Gender issue also hampers effective selection in early days, men

predominantly held managerial jobs and if those jobs are viewed as being primarily

miscellaneous in nature, such stereotyping may produce negative reaction in

selecting right candidates.

SELECTION PROCESS:

Figure No 01

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Reception

Screening Interview

Application Blank

Selection Test

Selection Interview

Medical/physical Examination

Reference Check

Hiring Decision

Placement

The various steps in the selection of desirable in the employment of the organization

should be finalized by the company. Selection procedure starts only after the

application from the prospective employees are received by the concern. These

applications are scrutinized out at each step and those who are found fit for the job

are selected finally. More or less above mentioned steps are to be followed by the

organizations, an elaboration has been given below.

1. ReceptionCompany has to create favorable impression on the applicants. There should be

friendly and courteous behavior towards the applicants. Employment possibilities

must be presented honesty and clearly.

2. Screening InterviewPreliminary interview is generally planned by large organization to cut the costs

of selections by allowing only eligible candidate to get through the further stages of

selection.

The purpose of this type of interview is to eliminate the unqualified or unsuitable

candidates. It should be quite brief just to have an idea of general education,

experience, training, appearance, personality, etc. of the candidate and to obtain his

salary requirement. If the applicants appear to have some chance of being selected,

he is given the application blank to fill in.

3. Application BlankAn application blank or application form is the next paramount device in the

selection procedure. The successful candidates in the preliminary interviews are

supplied the Application Blank to get a written record of the following information.

a) Identifying Information

b) Information regarding education

c) Information regarding experience

d) Expected Salaries and Allowances

e) Information regarding community Activities.

f) Other information (reference, extracurricular etc.)

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Such information helps the management in screening the undesirable applicants and

in maintaining the record for the future. Form of the Application Blank may differ

from organization to organization.

4. Selection TestA test is a standardized objective measure of a person’s behavior performance

or attitude. Tests are the important device used in the selection of the candidates. A

test is designed to measure such skills and abilities in a worker as are found by job

analysis to be essential for successful job performance.

5. Selection InterviewPerhaps this is the most important and difficult part of the selection process.

The purpose of the interview is to determine the suitability of the applicant for the

job and the job for the applicant. Interview must be conducted in friendly atmosphere

and the candidate must be made to feel at ease. Generally the question should be

asked on the basis of the job specification. Unwarranted questions should be avoided.

A verification of the information furnished by the candidate in application blank may

be made or additional information may be sought for the future record. The candidate

should be given a chance to ask questions to satisfy him regarding the history of the

concern, future prospects, salary offered and nature of the job.

6. Medical/ Physical ExaminationIn almost all the companies ‘vein in India, Medical Examination is a part of

selection for all suitable applicants. It is conducted after the final decision has been

made to select the candidate. This is very important because a person of poor health

may generally be absent or may spread it amongst the workers

If a candidate successfully overcomes all the parameters or tests given above, he

would be declared selected. An appointment letter will later be given to him

mentioning the post for which he is selected, etc.

7. Reference CheckEmployments generally provide a column in the Application Blank for reference. If

the applicant crosses all the above parameters, an investigation may be made on the

reference supplied by the applicants regarding his past employment, education,

character, personnel reputation, etc.

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8. Hiring DecisionOn the basis of factual data and certain assumptions, a selector has to select a right

employee for the organization. The decision about employment is taken by the line

manager of the department where the job is available. By considering the information

available from the various steps as mentioned above, the line manager has to decide

whether or not the candidate should be appointed for the job.

9. PlacementWhen the candidate accepts the offer made to him by the personnel department and

reports for the work in the organization, he is placed on the job for which he is

selected. Such employee is kept on probation for certain duration and during the

probation period he is kept under observation.

Steps covered in selection procedure are not rigid. They may vary from

organization or in the same organization from job to job. The arrangement of steps

may be reduced or some new steps may be added.

Selection TestA test is a standardized objective measure of a person’s behavior performance or

attitude. Tests are the important device used in the selection of the candidates. A test

is designed to measure such skills and abilities in a worker as are found by job

analysis to be essential for successful job performance.

Psychological and other tests are becoming increasingly popular, even in India, as a

part of the selection procedure; however, their utility is controversial. The Personnel

Department can guide and help in the selection types of tests appropriate for a

particular position. There are various kinds of employment tests taken by various

organizations stated below

1. Aptitude Test Measures an individual’s potential to learn certain skills, clerical, mechanical,

mathematical etc.

This test indicates whether or not an individual has the ability to learn a given job

quickly and effectively.

Administered in combination with other tests like intelligence and personality

test.

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2. Intelligence Test These are mental ability tests. This measure the person’s learning ability and also

the ability to understand instruction and make judgments.

Basic objective is to pick up employees who are alert and quick at learning things

so that they can be offered adequate training to improve their skills.

Also measures memory, vocabulary, verbal fluency, perception etc.

3. Personality Test These test are used to measure basic aspects of an applicant’s personality such as

motivation, emotional balance, self confidence, optimism, decisiveness,

sociability, conformity, objectivity, patience, distrust, stability etc.

Example of personality test is objective test and projective test.

Personality test has disadvantages in the sense that they can be faked by

sophisticated candidates and most candidates give socially acceptable answers.

4. Achievement Test These tests are designed to measure what the applicant can do on the job

currently i.e. whether the test actually knows what he or she claims to know.

Job knowledge test and Work sample test are the part of Achievement test.

5. Simulation Test Simulation test duplicates many of the activities and persons an employee faces

while at work.

Such exercises are used for hiring managers at various levels in an organization.

6. Integrity Test These are designed to measure employee’s honesty to predict those who are more

likely to steal from an employer or otherwise act in a manner unacceptable to the

organization.

7. Graphology Graphology involves using a trained evaluator to examine the lines, loops, hooks,

strokes, curves and flourishes in a person’s hand writing to assess the person’s

personality and emotional make up.

8. Polygraph The polygraph records physical changes in the body as the test subject answers a

series of questions.

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It records fluctuation in blood pressure, respiration and perspiration.

Objectives of Interview To get an opportunity to judge an applicant’s qualifications and characteristics.

To give an applicant essential facts about the job and the company.

To establish a rapport, or a feeling of mutual understanding and confidence

between the personnel department and the applicant who is to be employed.

Interviewing is an invaluable tool of disciplinary action, grievance handling and

relations with unions.

To get a real feel of the candidate, observe his appearance, confidence and typical

ways of reacting to questions of various sorts.

To find out why an employee is leaving the company and seeking job elsewhere.

Types of InterviewsHere are various types of interviews which are followed by the companies at the time

of selection of the candidate, from which some important interviews are given below.

1. Structured or Directive Interview: This interview a predetermined checklist of questions usually asked of all

applicants

It is useful when dealing with large no. of applicants.

Time and energy consuming.

2. Unstructured or nondirective Interview: In this type of interview no specific format is followed.

Questions are asked as they came in mind.

Broad open-ended questions.

Useful when the interviewer try probe personal details of the candidate to analyze

by them are not right for the job

3. Mixed interview: A combination of structured and unstructured questions which reasonable what is

usually done in practice.

A realistic approach that yielded comparable answer plus in depth in sights.

4. Behavioral interview:17

This interview is done on the basis of interviewees ‘last experience

How he behaves in a particular situations in his previous job.

Evaluation is based on the solution and approach of the applicants.

Useful to understand applicants’ reasoning and analytical abilities under modest

stress.

5. Stress interview: Interviewer attempts to find how applicants good responds to aggressive,

embarrassing, rude and insulting questions.

A series of harsh rapid fire questions are asked in order to upset the applicants.

Useful stressful jobs such as handling complaints.

6. Panel Interview: Applicants meet with three or five interviewers to take turns asking questions.

More stressed condition.

Personal biases are less.

7. Situational Interview: Hypothetical Situation is given and applicants’ responses are examined.

Responses are measured relative to pre-established benchmark standards.

DECORIA WALLS AND FLOORS SOLUTION

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Let us begin with our brief introduction. We started 10 years ago as MILLENNIUM

BUSINESS ASSOCIATES, a leading signage manufacturer and authorized

distributor or 3M films and veneers, worked with almost leading architectural firms,

contractors and PMCs. A great appreciation from our clients encouraged us to

expand our services so we established a new firm OPTIMUS INTERNATIONAL.

Its an authorized distributor in India for Kuberit Profiles Systems, Germany, importer

of wall covering and have a highly skilled team of stretch fabric system.

We approached you from our rather new established firm DECORIA WALLS AND

FLOORS SOLUTION known as DWNF. Its an authorized distributor in Delhi NCR

for Progress Profiles Which is an Italian company for profiles system. We deal in

High Pressure Laminates, WPC ,Pine wood and many other architectural products.

DWNF is a Delhi NCR based company who imports, markets and distributes

Movable Walls, Sliding Folding Partitions, WPC products, cladding and decking

materials, profiles for floors and walls to the middle to high end of the consumer

market. We also offer wallpapers, Wooden and Vinyl Floorings. We tied up with

different companies all around the world to offer you great range of products.

Customer service is key to successful long terms business, DWNF prides itself on

this; offering expert and friendly advice, in depth product knowledge and fantastic

after sales service. We are here from start to finish always on hand answering any

questions even on Weekends. We have developed close working relationships with

our suppliers, enabling us to offer the best quality products at affordable prices every

time.

VISION: -DWNF will become a global leader in commercial flooring systems by

creating sustainable solutions for our customer.

MISSION:- To launch innovative and world class products to help customers realize

their dreams

Quality Objective:

1- To provide products that meet customer requirements consistently.

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2- To constantly improve quality through preventive action.

3- To Develop employees through continuous training in knowledge and

skills.

Our Products

Movable Walls, Sliding Folding Partitions The effective division of space sometimes requires utmost flexibility. Whether the

requirement is to divide a teaching area, temporarily partition a conference suite, or

simply create extra rooms out of one large space, the answer is – movable walls

Movable walls, operable walls, sliding folding partitions

This group of products is synonymous with one name; Dividers.

Dividers is one of Europe’s leading manufacturers of movable wall systems.

Dividers provides unrivalled experience in the design and manufacture of space

utilization products.

Alongside Dividers sliding folding partitions family of products also include, hinged

partitions and concertina partitions, along with a range of glass movable walls.

This comprehensive range of movable wall and door systems are manufactured from

its plant based in the UK.

Whether your essential requirement is sound attenuation, ease of operation, or

aesthetics, there is a solution in the Dividers movable wall product range.

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WPC – WOOD POLYMER COMPOSITE PRODUCTS

Water Proof, Moisture Proof, Termite Proof, Fungal Proof, Moth Proof, Weather

Proof, Antisepsis (Rot Resistant), Split Resistant, High grade UV Resistance, Fading

Resistance, Great Outdoor Adaptability, Highly durable (20 years warranty), No

painting required, Fire Retardant, High Strength & Stability, Chemical Resistant,

Natural Timber Look, Different colors coating available, Easy to Install, Eco-

friendly, 100% Recyclable, Pollution free.

We invite you to experience our WPC products by viewing our display and learn

about our rich and stylish designs. Discover why WPC products make a critical

difference in decorating your home.

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WPC DOORS

This particular range of products is made from a new revolutionary product (WPC)

which is made entirely from recycled products. It is environment friendly as it emits

almost zero emission making it one of the safest products to use. It is weatherproof

and waterproof which makes these Doors stronger and more stable than traditional

Doors. This particular range of Doors is still in its early days i n India but we are

confident these will be the product of future. These Doors are particularly suitable

for external/internal application especially where exposure to the elements and

ongoing maintenance is an issue. Available in a number of finishes like Spray

Painted system or Transfer Coating, or can be supplied Raw for onsite painting.

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Boards All Size

All furniture making board, partition, cabinets’ partition, modular kitchen,

wardrobes, reusable construction concrete formwork board.

Fire retardant, excellent thermal properties, contains no toxic chemicals or

preservatives, environment friendly, recyclable, no sting of wood.

Easy to produce and easily fabricate, easy to cut, fix and glue, easy to tenon, drill and

nail, less maintenance, cost effective.

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WPC Decking

Our wood plastic composite decking board is no ordinary decking board. Made from

recycled timber and plastics, the WPC decking system combines their unique

properties in one base material. With the low maintenance and durability of the

plastic and the texture, appearance and strength of the wood, our wood composite

decking board is eco-friendly, extremely stable and is perfectly suited for outdoor use

around the garden as well as hotels, pubs, leisure centers etc.

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WPC Cladding

Our wood plastic composite cladding profiles are an ever increasingly popular choice

for finishing the outside of buildings both domestic and commercial. Our WPC

cladding can handle whatever the weather throws at it. The durable and hardwearing,

environmentally friendly and maintenance free protective barrier offers excellent

insulation properties with the wood plastic composite combining the durability of

plastic along with the textured feel of the wood. A stylish yet affordable finish for

any paneling application.

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OBJECTIVES OF THE STUDY

To get right person at right place and in right time, the organization should have the

specific and clear policies and recruitment and selection methods which are essential

for the growth of the organization.

To analyze the actual recruitment process in DECORIA WALLS AND

FLOORS.

To find whether the existing processes of recruitment and selection are

taking place scientifically or not.

To review the importance and needs of recruitment and selection process.

To study the level of job satisfaction in the organization.

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SCOPE AND RATIONALE OF THE STUDY

The scope of the study is very wide. Through this study DECORIA WALLS AND

FLOORS SOLUTION we can understand the satisfaction level of the employees in

the organization and the welfare activities followed in the organization were found

suitable with the employees’ point of view. With the help of this study the

management can increase the motivation level of the employees by placing the

different HR practices like welfare activities, promotion plans; reward system,

compensation plan, and active participation are involved because of these types of

activities. When any new employee enters in the organization he has faced several

type of difficulties for adjusting themselves with the working environment of the

company. So management performs several practices in the favor of employees by

which the employees feel comfortable. With the help of this study DECORIA

WALLS AND FLOORS SOLUTION can significance to maintain the healthy

relation with the newly joined employees. And also help the superior to understand

the need of the new employee from their side.

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REVIEW OF LITERATURE

The researcher has considered the following literatures which are discussed below:-

(Cassette, 2002, p. 109) Recruitment activities entail organizing staff, generating

applicant pools, matching individual talents with interests and opportunities, and

adjusting and developing personnel. If an effective recruitment process is in place

and qualified candidates found, future personnel and selection problems would be

minimized and future high achievers or innovative leaders would be attracted to the

school system.

Thomas et al. (2003) in their review of the research literature and consideration of

cultural audit results of organizations found that the majority of organizations favor

the use of informal recruitment and selection processes, such as small social

networks and employee referrals. Many organizations rely on informal, rather than

merit-based, processes in order to be able to select the best candidates and to screen

out large numbers of unsuitable applicants. Such processes also minimize the cost of

the recruitment process.

(Powell 2004) Informal recruitment processes can also lead to bias because recruiters

tend to determine job requirements according to the current job-holder's gender. If

the current job-holder is male (or female) and displays certain characteristics and

abilities, then these characteristics and abilities are determined as being necessary to

the job. Applicants are then assessed according to these requirements and, where

these are perceived as being held more often by one particular sex than the other;

applicants of that sex are preferred. This sort of process tends to limit the number of

women applicants for 'men's' jobs and men applicants for 'women's' jobs. It

reinforces occupational segregation and contributes to building stereotypical views of

men and women's roles and abilities.

Bias can also arise in the recruitment and selection process when the range and type

of information to be collected on each applicant, and the effort given to collection of

information (such as CVs, referee reports), varies. This includes effort given to

recruitment. Casting a wide net to attract applicants from outside mainstream groups

for instance requires more effort, as does putting together a panel of interviewer’s

representative of a diverse candidate pool.

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Thomas et al. (2007) Interviews are a central part of the selection process that are

used by the majority of employers. According to him the interview process can be

biased in favor of individuals whose behavior and appearance conform to society's

dominant cultural norms. They argue that often the primary intent of the interview is

to assess the candidate's personal qualities as opposed to focusing the interview on

the job requirements, as would be expected in a sound interview process. While a

typical interview might centre around the candidate's past work experience and

indicators of dependability and willingness to work, as well as verification of the

information provided, employers were found to have developed their own subjective

tests of productivity and character. For example, they focused attention on how

expressive or open a candidate was and the candidate's personal philosophy about

work. Even though some employers recognize that some differences might be based

on culture or gender, they can feel that such differences are not appropriate in the

work environment, and as a result candidates are excluded from particular

occupations.

Gate wood and Field (2008) conclude that many factors that only marginally relate

to job activities can influence an interviewer's evaluation, even if the interviewer is

experienced. They disagree with the argument that because most jobs require some

social interaction, these cues are important for at least some aspects of job

performance. They argue that behaviors and characteristics can be learned by

interviewees specifically for the interview and might not be representative of their

behavior in other situations. Lack of agreement about what characteristics such as

appearance and liking actually mean in terms of job performance, limit the

usefulness of these factors.

McDonnell (2009) Many employers also utilize employment tests as part of the

recruitment process. He examined research findings on the validity and reliability of

employment tests, such as cognitive ability and personality tests. Cognitive ability

tests were found to have moderate predictive ability for managerial jobs but to have

an adverse impact on minorities, as they are not fair predictors of future job

performance. In contrast to employment tests, the selection interview, when

conducted in a structured manner, has been found to have moderate to high

predictive validity and to be fairer to women and minorities because the focus of the

interview is on critical job requirements.

29

Townie (2010) Employment testing continues to be used by employers in spite of

evidence that such testing can contain gender and ethnic biases and those tests are

often weak indicators of job performance and successful employment. He argues that

employers continue to use employment testing because it gives the semblance of

being objective and scientific, and, concomitantly, efficient. She concludes that

'selection, by definition, involves a process of discrimination, and that the

opportunity for management to emphasize employee 'acceptability', or the 'good

bloke syndrome', rather than 'suitability' residing in task-based criteria, has been well

documented in the discussion of recruitment and selection decisions'. However, she

also notes that other studies have questioned the extent to which these factors have

been elevated over task-based activities.

(Bartlett and Ghoshal, 2011) Recruitment and selection related decisions made by

individuals and organizations cumulatively affect the representation of women and

men in particular areas of work and at different levels within organizations.

Assumptions about women's role and abilities have led to women being over-

represented in particular occupations and positions, thus constraining women's work

opportunities. These initial limitations are compounded by the level and nature of

training and development opportunities offered to women. During the last few

decades, companies have been confronted with an increasingly competitive

environment. Forces facilitating globalization, such as the liberalization of

international trade, the international integration of production, research and

marketing by major MNCs, as well as the emergence of major economic regions like

the European Union, have enabled companies to invest overseas to gain or maintain

competitive advantage. It has been argued that human assets are an emerging source

of competitive advantage for MNCs. HRM is evolving from being just a support

function to one of strategic importance.

30

RESEARCH METHODOLOGY

RESEARCHResearch is common parlance refresh to a search for knowledge. One can also define

research as a scientific and systematic search for pertinent information on a specific

topic.

In fact, research is an art of scientific investigation. The Advanced Learner’s

dictionary of current English lay down the meaning research as “a careful

investigation and inquiry especially through search for new facts in any branch

knowledge”.

RESEARCH METHODOLOGYIntroduction of the problem: To study the training and development at V.S. Group.

Research is an academic activity and as such the term should be used in a technical

sense. According to Clifford woody research comprises defining and redefining

problems, formulating hypothesis or suggested solutions; collecting, organizing and

evaluating data; making deductions and reaching conclusion; and at last carefully

testing the conclusion to determine whether they fit the formulating hypothesis.

The systematic approach concerning generalization and the formulation of theory is

also research. As such the term “Research” refers to the systematic method

consisting of enunciating the problem, formulating a hypothesis, collecting the facts

of data, analyzing the facts and reaching certain conclusion either in the form of

solution towards the concerned problem or certain in certain generalization for some

theoretical formulation.

TYPES OF RESEARCH

There are the following types of research, which are as follows:-

1. Descriptive vs. Analytical: Descriptive research includes surveys

and fact- finding enquiries of different kinds. The majors’ purpose of descriptive

research is description the set of affairs it exists at present. In analytical research, on

the other hand, the research has to use facts or information already available, and

analyze these to use fact or information already available, and analyze these to make

a critical evaluation of material.

2.

31

3. Applied vs. Fundamental: Research can either be applied research

Or fundamental research. Applied research aims at finding a solution for an

immediate problem facing a society or and industrial / Business origination,

Whereas Fundamental research is mainly concern with generalization and with the

formulation of a theory.

4. Quantitative vs. Qualitative: Quantitative research is based on the

Measurement of quantity or amount. It is applicable to phenomena that can be

expressed in terms of quantity. Qualitative research, on the other hand is concerned

with Qualitative phenomenon, that is, phenomenon relating to or involving quality or

kind.

5. Conceptual vs. Empirical: Conceptual research is that related some

Abstract idea or theory. It is generally used by philosophers and thinkers to develop

new concepts or to reinterpret existing ones.

On the other hand, Empirical research realizes on experience or observation alone,

often without due regard for system and theory. It is a data based research.

RESEARCH DESIGN“A research design is the arrangement of conditions for collection and analyses of

data in a manner that aims to combined relevance to the research purpose with

economy in procedure”. In fact, the research design is the conceptual structure within

which research is conducted; it is constitute the blue print for the collection,

measurement and analyses of data.

DATA SOURCESThe task of data collection begins after a research problem has been defined and

research design/plan chalked out. While deciding about the method of data collection

to be used for study, the researcher should keep in mind two types of data.

1. Primary data

2. Secondary data

1. Primary data: These data are collected afresh & for the first time and thus

happen to be original in character. Data collected by the investigator himself/ herself

for a specific purpose.

32

2. Secondary data: These data are already collected by someone else and which

have already been passed through the statistical process. The researcher would have

to decide which sort of data he would be using for his study and accordingly he will

have to select one or other method of data collection.

Collection of Primary dataWe collect primary data during the course of doing experiments in an experimental

research but in case we do research of the descriptive nature and perform surveys,

whether sample survey or census surveys, then we can obtain primary data either

through observation or through personal interviews. This in other words means that

there are several other methods of collecting data, particularly in surveys &

descriptive researches. Important ones are:

1. Observation method

2. Interview method

3. Through questionnaire

4. Through schedules

5. Other methods

Collection of secondary dataSecondary data means data that are already available i.e.; they refer to data, which

have already been collected and analyzed by someone else. When the researcher

utilizes secondary data, then he has to look into various sources from where he can

obtain them. In this case he is certainly not confronted with the problems that are

usually associated with the collection of original data. Secondary data may either be

published data or unpublished data. Usually published data are available in:

Various publications of central, state and local governments

Various publications of foreign governments or of international bodies and

their subsidiary organizations

Technical and trade journals

Books, magazines and newspapers etc

Reports and publication of various associations connected with business and

industry, banks, stock exchanges etc.

Reports prepared by research scholars, universities, economists etc

Public records and statistics, historical documents

33

Our project is based on secondary data also which we have collected from various

sources-

Annual reports

Websites

JournalsIn this research project, secondary data were used. Magazines, journals, annual

reports, statements and periodicals were consulted to fetch the information

about Venture Capital in India. Research project is also based on the

information collected from various websites and e-links.

Research plan:-

Data sources : Primary and Secondary

.Data approaches : Questionnaire.

Sample size : 30

Sample Unit : Employees of DWNF

Sample Area : New Delhi

Sample procedure : Convenience sampling.

Research Design : Descriptive.

34

Q 1. Do you adopt the process of recruitment & selection in your organization?

Yes () No () Cannot Say ()

Sr.

No.Options Percentage

1 Yes 70

2 No 20

3 Cannot Say 10

Table No.01

Chart No. 1

INTERPRETATION

The above Pie Diagram shows that 70% of respondents adopts the process of

recruitment & selection in their organization where as 20% don’t adopts and the rest

10% don’t know about it.

35

Yes70%

No20%

Cannot say10%

Chart Title

Q2. If yes than how many stages are involved in selecting the candidates?

One () Two () Three () More than three ()

Sr.


1 One 10

2 Two 10

3 Three 10

4 More than Three 70

Table No. 02

One10% two

10%

Three10%

More than three70%

Chart No. 02

INTERPRETATIONThe above pie chart shows that 70% of respondents said that there are more than 3

stages in selection process. Where as 10% agreed to two stages, again 10% agreed to

one stage and rest 10% agreed to three stages.

36

Q 3. Do you follow different recruitment process for different types of employees?


Sr.


1 Yes 60

2 No 20

3 Cannot Say 20

Table No. 03

Yes60%

no20%

Cannot say

20%

Chart No. 03

INTERPRETATIONThe above pie chart shows that 60% of the respondents a followed different

recruitment process for different types of employees where as 20% of respondents

didn’t followed different recruitment process for different types of employees and

rest 20% was not sure.

37

Q 4. Is the organization doing timely recruitments & Selection Process?


Sr.


1 Yes 50

2 No 20

3 Cannot Say 30

Table No. 04

yYes50%

No20%

Cannot say30%

Chart No. 04

INTERPRETATIONThe above pie chart shows that 50% respondents said yes organization doing timely

recruitments & Selection Process, 20% said No, 30% said cannot Say.

38

Q 5. Is the HR department efficient in designing the Selection policy of the

employees?


Sr.


1 Yes 50

2 No 20

3 Cannot Say 30

Table No. 05

Yes50%

No20%

Cannot say

30%

Chart No. 05

INTERPRETATIONThe above pie chart shows that 50% respondents said that Yes HR department

efficient in designing the Selection policy of the employees, 20% said No, 30% said

cannot Say.

39

Q 6. Which amongst the following person takes final decision for selecting the

employees?

HR Manager () Recruiting manager () All Level manager () Any Other ()

Sr.


1 HR Manager 40

2 Recruiting Manager 40

3 All level Manager 10

4 Any Other 10

Table No. 06

Recruiting manager

40%

HR man-ager40%

All10% Any other

10%

Chart No. 06

INTERPRETATIONSThe above pie chart shows that 40% respondents said that HR Manager takes final

decision for selecting the employees, 40% said Recruiting Manager, 10% said All

level Manager 10% say Any Other.

40

Q 7. Is the medical examination necessary for selecting an employee?


Sr. No. Options Percentage

1 Yes 70

2 No 20

3Cannot

Say10

Table No. 07

Cannot say10%

No20%

yes70%

Chart No. 07

INTERPRETATIONThe pie chart shows that 20% respondents said Yes medical examination necessary

for selecting an employee, 30% said No, 50% said cannot Say.

41

Q 8. Which amongst the following rewards do you get from the company

Bonus () Incentive () Perquisites () Any other ()

Sr.


1 Bonus 20

2 Incentive 20

3 Perquisites 20

4 Any Other 40

Table No. 08

Perquisites

20%

In-cen-tives20%

Bonus20%

Any other40%

Chart No. 08

INTERPRETATION

42

The above pie chart shows that 20% respondents said that they get Bonus from the

company, 20% said Incentive, 20% said Perquisites and other 40% said any other

Q 9. Are you satisfied with the recruitment & selection policy of your company?


Sr.


1 Yes 50

2 No 20

3 Cannot Say 30

Table No. 09

Yes50%

No20%

Cannot say30%

Chart No. 09

INTERPRETATIONThe above pie chart shows that 50% respondents said that Yes they satisfied with the

recruitment & selection policy of your company, 20% said No, 30% said cannot Say

43

Q 10. Are the important guidelines & technical support available in your

organization?


Sr.

No.Options

Percentag

e

1 Yes 70

2 No 20

3 Cannot Say 10

Table No.10

Yes70%

No20%

Cannot say10%

Chart No. 10

INTERPRETATIONThe above pie chart shows that 70% respondents said Yes important guidelines &

technical support available in your organization, 20% said No, 10% said cannot Say

44

Q 11. Does the company provide any type of incentives to employees?



1 Yes 70

2 No 20

3Cannot

Say10

Table No. 11

Yes70%

No20%

Cannot say10%

Chart No. 11

INTERPRETATIONThe above pie chart shows that 70% respondents said Yes the company provides

incentives to employees, 20% said No, 10% said cannot Says

45

Q 12. Is there a facility of felicitating an employee for long service in the felicitate

organization?



1 Yes 40

2 No 40

3Cannot

Say20

Table No. 12

No40%

Yes40%

Cannot say20%

Char No. 12

INTERPRETATION

46

The pie chart shows that 40% respondents said Yes there a facility of felicitating an

employee for long service in the felicitate organization, 40% said No, 20% said

cannot Say

Q 13. How would you rate HR department performance in recruitment &

selection?

Poor () Adequate () excellent ()

Sr.


1 Poor 10

2 Adequate 60

3 Excellent 30

Table No. 14

Poor10%

Ad-equate60%

Ex-cel-lent30%

Chart No.13

INTERPRETATION

47

The above pie chart shows that 60% respondents said that Adequate performance

of HR department in recruitment & selection, 30% said Excellent, 10% said Poor.

RESULTS AND FINDINGS

After a thorough study and discussion on the companies recruitment & selection

policy, to know its effectiveness in the organization a self designed questionnaire has

been prepared to gather the views of employees.

The questionnaire contains 13 questions related to recruitment & selection topic. The

questionnaire has been distributed to 30 employees from various departments and

asked them to answer the questions by selection the given choices.

The responses of all the questions were summed up from all the answered

questionnaires. These summed up responses were calculated to derive the

percentages to make the interpretation more meaningful, being represented in the

form of pie chart.

These are the findings:

1. The process of recruitment & selection which is followed by the company is

helpful to meet the company’s manpower requirement to some extent.

2. The company should follow three stages in recruitment and selection

process.

3. The company follow different recruitment process for different types of

employees.

4. The organization doing timely recruitments & Selection Process.

5. The HR department efficient in designing the Selection policy of the

employees.

6. HR manager and recruiting manager takes final decision for selecting the

employees.

7. In the organization medical examination necessary for selecting an

employee.

48

8. Employees said that they get Bonus incentives and perquisite rewards from

the company.

9. The employees are satisfied with the recruitment & selection policy of their

company.

10. Important guidelines & technical support available in their organization.

11. Company provide incentives to the employees.

12. There is a facility of felicitating an employee for long service in the felicitate

organization.

13. Adequate performance of HR department in recruitment & selection process.

49

DISCUSSIONS

Through this study we can understand the satisfaction level of the employees in the

organization the welfare activities followed in the organization were suitable with the

employees’ point of view.

The management can increase the motivation level of the employees by placing the

different HR practices like welfare activities, promotion plans; reward system,

compensation plan, and active participation are involved because of these types of

activities.

When any new employee enters in the organization he has faced several types of

difficulties for adjusting themselves with the working environment of the company

So management performs several practices in the favor of employees by which the

employees feel comfortable.

This study has significance to maintain the healthy relation with the newly joined

employees. And also help the superior to understand the need of the new employee

from their side.

50

CONCLUSIONS

In conclusion it may be observed that the recruitment process of any company is an

expression of intent and plans of management’s design to attain the objectives of an

organization and guide for management’s decisions plan of action and which governs

the enterprise in its relationship with its employees. As we all know human resource

is the most important part of any organization for its proper functioning. So it’s very

necessary to have a well trained employees. So that they are fully fit for the jobs they

are assigned to. In modern industrial organization the need for training of employees

is also widely recognized so as to keep the employees in touch with the new

technological development. Hence every company must have a systematic training

programmer for the growth and development of its employees. This study brings us

to the conclusion that careful selection is very important for the growth and

development of any organization. Because the success of the company is depends on

the employees, so the employee should be able to manage the things. The working

efficiency and morale of the employees should be increased so that their productivity

is stepped up, the cost of production brought down and the quality of production

improved. Every member should create an atmosphere of respect for the human

personality and human relations. By doing this project I have come to know that how

training plays a vital role for the employees as well as for the organizations

development/a skill acquired through training is an asset for the organization and for

the employees as well. In DECORIA WALLS AND FLOORS SOLUTION most of

the employees feel that the HR department is good. About Most of the managers says

that they prefer both internal as well as external source for recruitment. About Most

of the mangers go for direct recruitment and less number for mangers prefer indirect

or third party. Mostly the manpower planning is done Quarterly DECORIA WALLS

AND FLOORS SOLUTION prefers to go for campus interviews and even casual

application that are received for recruitment but they hardly prefer placement

agencies. There various HR practices followed in the organization by having the

study we can understand the type of program are conducted for the newly joined

employees.

51

LIMITATIONS OF THE STUDY

The limitations are as follows:- The study thus conducted is restricted to the DECORIA WALLS AND

FLOORS SOLUTION” only.

In some cases data is collected from the companies past records.

Working environment did not permit more thorough way of collecting data.

Most of the information has been kept confidential and as such was not

passed an as part of the policy of the company

52

SUGGESTIONS AND RECOMMENDATIONS

The outcome of the study illustrates that DECORIA WALLS AND FLOORS

SOLUTION has a good recruitment policy where the employees are recruited by

each department as per the requirement from time to time. But there is still a scope

for improvement of its recruitment policy. The following are some of the suggestion

which enables the company to enhance its recruitment methodology.

Time management is very essential and it should not be ignored at any level of

the process.

Recruitment policy is satisfactory in DWNF but the periodicity of recruitment is

being more which needs to be reduced.

Communication, personal and technical skills need to be tested for employees

The company needs to further focus on talent auditions and job fairs.

The organization cannot develop a recruitment strategy without simultaneously

formulating an employee retention plan. It is one thing to attract workers, but

quite another to retain them.

H.R Department should be more practical and efficient so that the recruitment

and selection become more effective.

Stress should be given on proper maintenance of database of application for

future recruitment in the organization.

The company should follow new traits trends in the recruitment process.

The stress should be given on knowledge and the experience should be the major

criteria for selection of employees.

More stress should be given to recruit qualification & skills percentage for

scrutinizing the application of prospective candidates.

53

BIBLIOGRAPHY

BOOK REFFERED

Aswathappa, K (2002) ‘Human Resource and Personnel Management’,

3rd edition, Tata McGraw-Hill Publication Pvt. Limited, New Delhi,

53-140.

Dessler, Human Resource Management, Prentice-Hall, 9th edition, pp.

45-59.

J.Bratton and J Gold, Human Resource Management: Theory and

Practice, Palgrave, 2003, pp.115-201.

Kothari C.R., Research Methodology- Methods and techniques, new age

international publishers, 2007, 2nd edition, pp. 26, 95, 111.

Websites http://www.citehr.com/14439-difference-between-recruitment-

selection.html

http://www.colgate.co.in/app/Colgate/IN/Corp/Careers/

RecruitmentProcess.cvsp

http://www.dnbasia.com/hk/english/services/education/detail/hr0909.pdf

54

ANNEXURE

(QUESTIONNAIRE)

55

QUESTIONNAIREDear respondent,

I am the student of IFTM university (Moradabad) conducting a survey. Kindly spare

few minutes to fill up this questionnaire. Any information provided by you will be

used for academic purpose only.

Information of RespondentName:-

Age:-

Occupation:-

Address:-

Q. Do you adopt the process of recruitment & selection in your organization?


Q 2. If yes than how many stages are involved in selecting the candidates?

One () Two () Three () More than three ()

Q 3. Do you follow different recruitment process for different types of employees?


Q 4. Is the organization doing timely recruitments & Selection Process?

Yes () No () Cannot Say

Q 5. Does the HR department is efficient in designing the selection Policy of the

employees?


Q 6. Which amongst the following person takes final decision for selecting the

employees?

HR Manager () Recruiting manager () All Level manager () Any Other ()

56

Q 7. Is the medical examination is necessary for selecting an employee’s?


Q 8. Which the amongst the following rewards do you get from the company?

Bonus () Incentive () Perquisites () Any other ()

Q 9. Are you satisfied with recruitment & selection policy of your company?


Q 10. Are the important guidelines & technical support is available in your

organization?


Q 11. does the company provides any type of incentives to employees?


Q 12. Is there a facility of felicitating an employee for long service in the felicitate

organization?


Q 13. How would you rate HR department performance in recruitment & selection?

Poor () Adequate () Excellent ()

57

Recruiting & HR

MBA Report on Recruitment and Selection procedure