CHAPTER- 1

INTRODUCTION OF T-TECH

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INTRODUCTION OF IT TRAINING COMPANY:

It will be my great pleasure to introduce you to the most remarkable subject of LIVE PROJECT TRAINING in Web Development, Software Development, and Software Testing & Web Designing. I am pleased that you are interested for visiting this site and I look forward to join us. I have selected some interesting subjects for our studies and am excited about leading you in this venture. Perhaps the most important thing that I learned about taking online courses is that being a successful student is an exercise in discipline. You have to be self-motivated to get the work done. My advice to you is to dedicate three or four special blocks of time every week to work on this course.

Development:

We offer highly trained professionals with all skills required in the field of development with proficiency. We are working on .NET technology, Java, Open source PHP and SEO with Web Designing Tag Tools like Photoshop, Dreamweaver +DIV and Flash, etc.

With software projects becoming more complex day by day, clients demand high visibility, frequent deliveries and smaller iteration cycles and as businesses change so does software.

TT-TECH has grown into a complete IT solutions provider, serving a multitude of companies from across the India ranging from big corporate to small businesses and even entrepreneurial
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start-ups. We provide a complete range of IT solutions to build, establish and sustain your web presence. Our mission is not only to make your presence felt on the World Wide Web but also develop corporate identity for our clients, effectively positioned for internet marketing. Our business idea is to make Internet easy and profitable. We do this by being big enough to offer a broad selection of services and at the same time being small enough to give you personal services. We start with a planning of a web business solution for you according to your business needs and give to your business a new height. We provides solution to make your company grow in the sequence of Web Consultancy, Personalized Software system, Email Marketing, Customer Services & Technical Support, Valuable Data Collection and your Precious Web Maintenance.TT-TECH specializes in developing Internet strategies for the digital economy-building brand, increasing revenue, improving customer loyalty, boosting stock value, improving partnerships and increasing communication flow. We offer cost effective, quick, and efficient web development solutions, focused to help our clients establish competitive advantage. Using development skills in ASP.NET, Java, Flash 8.0, J2EE and other technologies, we engineer powerful and flexible web based.

DEVELOPMENT CONTENTS
1. Global Delivery Approach 2. Search Engine Optimization and Web Promotion 3. Mobility Solutions 4. Custom Development Solutions 5. on Line Development 6. Point of sale Application. 7. Complex Application Development. 8. Web hosting & Domain Name Registration

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CONSULTANCY:

Our prestigious people with sound knowledge provide best consultation to make careers. Skilled and Knowledgeable recruiter of Executive talent TT-TECH, you get the best HR solutions for different domains in IT. Since our inception, we have made a mark as one of the most prominent recruitment consultants in India. With the ongoing change in the various industries in India, which was initiated in the last decade, because of the globalization and open market strategies, companies are facing stiffer competitions from its MNC counterparts. Therefore, they have focused on the intensive business strategies, and a perfect HR strategy which is one of the most important aspects of a well managed company. This is why the importance of the recruitment agencies in India is felt in a greater extent these days.

We believe in acquiring in-depth knowledge of the domains of our client, because we understand that without understanding the business of our clients, we cannot help them in their HR policies. Therefore, unlike other HR companies in India, we at TT-TECH have decided to narrow the horizon of our service, so that we can enhance the depth of the service. That is why our recruitment services are restricted to the IT and ITES sector only. Our extensive network enables us to source for the right candidates with the right experience and qualifications for our Clients.
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We aim to be your partner and are able to identify and select candidates to fill your requirements in the technical, managerial and functional roles. With our extensive experience in HR, and expertise in placing candidates with top MNCs, we will provide customized solutions to your HR requirements. We make every effort to understand your Organizational needs, current requirements, market availability as well as the compensation for the positions we take up. CONTENTS 1. Recruitment solutions 2. Screening solutions 3. Compensation and benefits 4. Staffing solutions 5. Placement 6. CV Writing 7. Mentoring Services Outsourcing solutions.

Training in TT-TECH:

TT-TECH's technical training programs are focused to throw light on the best practices. TRAINING our training feature hands-on tasks and real-world scenariosin few days, you'll be
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more productive and embracing new technology standards. The goal of our training program is to provide the world with skilled human resources who are competent to practice and provide solutions in an ever-changing technology world. To attain this goal, TT-TECH uses a robust and well-researched proven training model. Trainees are exposed to a wide range of professional role models, mentors, and trainers while in the process they develop a professional identity that is uniquely their own. Since we always believe that each trainee bring with them their own unique skills and abilities, training experts recognizes and encourage them to develop and enhance these while sharing with other trainees. During the training period, our mentors provide an appropriate, graded sequence of experiential learning activities. Trainees are expected to attain increasing levels of autonomy and complexity in their progression from the role of student to the role of entry level professional by the end of the training where as our corporate training programs make the experienced profession filled with new passion to face the next project challenge with full confidence. Towards this aim, trainees may be asked to engage in a process of personal exploration with their supervisors and trainers. In this process, mentors will encourage trainees to discuss and reflect upon how their experiences, personal qualities, and interpersonal dynamics related to their professional functioning. Mentors take care to create a training relationship characterized by trust, safety, and respect. They also take care to differentiate between training and supervision. As such, the focus of the discussion is always directly related to the trainees professional functioning and development. We dont have any faculty; we have only currently working professionals to train you.

TRAINING CONTENTS 1. Class room Lectures 2. Technical G D 3. Case studies 4. Project Presentations 5. Interaction with various organization and experts from the Companies 6. Learning by actual doing the work 7. Opportunity to work on real time project 8. Interview Preparation
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FACILITIES :
DEVELOPMENT Global Delivery Approach Search Engine Optimization and Web Promotion Mobility Solutions Custom Development Solutions On Line Development Point of sale Application. Complex Application Development. Web hosting & Domain Name Registration CONSULTANCY Recruitment solutions Screening solutions Compensation & benefits Outsourcing solutions. Staffing solutions Placement Point of sale Application. Mentoring Services TRAINING Class room Lectures Technical G D Case studies Project Presentation. Interaction with various organization and experts from the Companies Learning by actual doing the work Opportunity to work on real time project Interview Preparation.

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ABOUT US: TT-TECH is providing Software Development, Consultancy and Training Services at Headquarter in Noida (UP), INDIA. We offer top quality, affordable IT & Recruitment Solutions to various business and organization. A proper understanding and blend of these elements enables us to deliver optimized solutions.

OUR VISION: "To become a center of excellence in the field of Software Development, Training and Consultancy".

OUR MISSION: "Our Mission is to achieve excellence in the production and services. We offer, in the method we employ in the result we produce".

OUR SPECIALIZATION:
1. JAVA 2. PHP 3. ORACLE 4. SQT 5. SEO 6. DOT NET 7. C, C++ & DS 8. LINUX 9. WEB DESIGNING 10. PROJECT TRAINING (SIX MONTHS/WEEKS) We provide best faculties in Industry for IT Services and provide good environment for students.

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SWOT ANALYSIS
STRENGTHS: Global R&D facility. Retention of the man-power is the best in the industry. Impressive list of clientele. Relatively lower receivable compared to the industry average. Diversified skill base across service lines Delivery capabilities & client satisfaction Commitment to go the extra mile Low cost advantage WEAKNESSES: Low operating margin. Free floating stock is very less. International market was huge but was underdeveloped Very Small player in global market Limited domain Clients not trusting the capabilities of Indian Software Cos. OPPORTUNITIES: In the branded product category. In the consultancy area. In the emerging technology areas like Blue Tooth, Cloud Computing etc. Huge global market Huge potential in domestic market THREATS: Increasing cost of human capital. Slowdown in the US economy.
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 Will face fierce competition in the areas of e-business. Competition by Indian companies in domestic market Presence of big companies in global market Slowdown in the banking, financial services and insurance (BFSI) sector

SOFTWARE & WEB DEVELOPMENT

TT-TECH has been offering software development, drawn from experience in research, training and facilitation in the areas of process improvement, product engineering, and quality and knowledge management. Our holistic approach to process improvement & development is based on the objective of integrating client, process, and technology, which are critical to the performance of software.

Our Services
1. Software Application Development 2. Web-based Application Development. 3. E-commerce solution 4. Internet Marketing 5. Graphic designing 6. Point of sale Application 7. Complex Application Development 8. Web hosting Domain Name Registration 9. Corporate Training

School/College Solution
Education system forms the backbone of every nation. The success of this system lies in correct knowledge dissemination process blended with smooth & efficient functioning of management system. Then this school solution by TT-TECH plays a very crucial role in streamlining the whole system of education.

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HR Solution
While many organization are accustomed to a paper-heavy process to organize their Human Resource, HR Solution through the use of an automated System.

Customer Support Solution Customer Support Solution (CSS) allows manufacturing and distribution company to deliver world-class customer service efficiently, accurately, and consistently. CSS allows you to manage all aspects of customer service. Multilevel Marketing Solution Multipoint Billing Solution Automobile Service Station Solution Departmental Chain Solution

MAJOR COMPETITORS

APNA SOLUTION: To Apna Solution based in INDIA is a unique professional graphic and web design and development company providing innovative business solutions. Apna Solution was founded with a team of entrepreneurs, marketing experts, developers and designers with many years collaborative experience in the IT web solutions industry. Our web development services have helped several businesses in developing highly interactive websites characterized by high end web applications. Our vast expertise in the arena of web development services has left an impeccable track record which can help you develop a winning website for your business .Our expertise of more than 5 years in delivering web design services and web development services has led us to become one of the trusted web partners of companies all over the globe. So, whether you need individual web design services or web development for your company, we are here to help you. Web Development Company India Professional team of Web Designers, Search Engine Optimizers, Web Developers, Creative writers, and Customer Service Executives at Apna Solution are experts in providing all web services as like: Web Design, Web
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Development, Software Development, E-Commerce Development, SEO Services, Web Hosting Services, Bulk SMS & Email Marketing Services. Apna Solution is synonymous to Web Development & Design Company India, SEO Company Delhi NCR Noida India and Web Development Company Delhi India. Our company portfolio is designed to offer Technology Apna Solution for Custom Website Design, web development, E-commerce solutions, Graphic design, and Multimedia and SEO Services to bring cost effective and end-to-end internet marketing solutions and our true strength comes from combining the talents of best IT professionals to address customers needs. Please Visit our site and contact us today to know, "Why Apna Solution Web development Company is the right choice for your projects?"

SERVICES:
Apna Solution is an A to Z web Development Company always keeping its services up-to-date with the latest trends in the market, providing its customers all over the world with high-end, classy and easily extensible internet products. Solutions we offer range from creating custom website designs to developing business applications of any complexity. We have been extending creative and cost-effective services to the International markets with offices at the US and the Australia. Our range of services include: Advanced Web Development Our advanced web development services aims at executing dynamic applications that would meet the growing business needs on the web. Our technical capabilities allow us to deliver development of every complexity: from simple scripts to complex applications. Apna Solution will help you reinforce your online business taking advantage of multiple languages, databases and advanced programming. Business Application Development The global market brings new challenges for every business nowadays. Ever increasing competition and rapidly changing markets require businesses to stay alert, react quicker and perform better. Our solutions help clients to drive business value from technology investments
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and capitalize on increased sales opportunities, cost efficiencies, new revenue stream generation and enhanced communications with customers, partners, suppliers and employees. Graphic Design / Multimedia Apna Solution offers a wide range of professional graphic design services including logo design, corporate identity development, multimedia and flash presentations. We are using most advanced web design tools, thus ensuring the top-notch quality of the end-product and complete satisfaction of our customers. Our step-by-step process guarantees that nothing is overlooked in the final product. Maintenance and Support Web applications and websites require maintenance and support as your needs change and grow. Apna Solution provides maintenance and support services freeing you from maintaining expensive in-house support staff. We partner with our clients to help their online business running smoothly and error-free. Apna Solution provides a comprehensive set of maintenance and support services depending on your business needs. Independent QA and Testing Quality assurance and testing are extremely crucial in the software development cycle and should be introduced at the earliest stage of the project. The dedicated Quality Assurance Department at Apna Solution uses a wide range of comprehensive testing methods and tools to ensure that we deliver only the highest quality solutions. Apna Solution QA specialists have expertise in multiple technologies, platforms and standards. Our experience in domains embraces such areas as websites and advanced web portals, complex internet applications and client-server software. TEAM HIRE Team Hire Services is Indias leading staffing company and provides a range of Temporary and Permanent manpower solutions to various clients. The Temporary staffing group establishes a co-employment relationship with clients and takes responsibility for all compliance, HR and administrative of employees on assignment. The Permanent staffing group undertakes turn key
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and recruitment mandates for permanent fulfillment. We view ourselves as a liquidity provider that enables better matching of demand and supply in labour markets. Team Hire started operations in 2006. Clients and Employees are serviced personally. An integrated contact centre for voice and email response SERVICES Many companies and IT departments find it challenging to respond to constantly changing technology needs and initiatives using only internal staff. To acquire strategic skills in a timely and cost-effective manner, many CEO's, MIS directors, and technical managers turn to Team Hire for quality solutions. Team Hire affords companies the ability to quickly respond to technology initiatives by strategically acquiring skills and cost-effectively managing available resources.Team Hire gives you the ability to deliver IT resources to your organization quickly and efficiently by giving you the brainpower of highly trained IT consultants and specialists. Reliable, innovative IT professionals from Team Hire can help you take your company to the next level yet give you the flexibility to take on your greatest challenges without the expense, delay, or inconvenience of lengthy recruiting and assessment processes. Team Hire can support your needs in a variety of different areas and specialties, including: Software Development and Engineering Web Development Database Design and Administration Network Engineering and Administration Project Management Telecaller, BDM,Front Office Product Testing Staff for Engineering College Team Hire also has expertise in a variety of different specialties and industries that can augment your technology skill sets and improve your ability to meet business goals. Success in any IT outsourcing strategy depends on choosing the right partner that will best meet your IT skill, resource, and deliverable goals. Team Hire is that partner. Team Hire, through

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quality-focused recruiting and hiring methods, provides the right people with the right skills whenever and wherever they are needed. The Team Hire team has years of industry experience and a proven record of providing highly qualified IT professionals. CORE TECHNOLOGY SOLUTIONS NOIDA Over the years CORE TECHNOLOGY SOLUTION has grown into a mature institution with global reputation, imparting high quality IT education and training. We are driven by the belief that training should be well planned, well prepared, fit for purpose and delivered by trainers who are motivational and inspirational, trainers who can make learning interesting and fun, trainers who can and will make a difference to your people and your organization. So here, you get to study from the very best of the industry professionals as we emphasize on filling the gap between a student and a professional. Apart from this we have a dedicated placement cell to help student find a good career after studying here. We provide all these facilities at a lower cost as we believe that student is an important part of the organization. Customized Business Solutions ERP Implementation Data Warehousing and Business Intelligence DEVELOPMENT We offer best-of-breed and fully trained professionals with all skills required in the field of development with proficiency. CONSULTANCY Our educated participants provides best consultantation to improve career way. TRAINING Here you get a chance to study from professionals having years of experience in their fields.

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APNA SOLUTION NOIDA About Us Welcome! To Apna Solution based in INDIA is a unique professional graphic and web design and development company providing innovative business solutions. Apna Solution was founded with a team of entrepreneurs, marketing experts, developers and designers with many years collaborative experience in the IT web solutions industry.Apna Solution has been servicing clients across the globe, often operating as an extension of a client's internal team. Apna Solution delivers precision development with lowered costs and faster turnaround times. Apna Solution is in unique position to fulfill your business needs because we have the best combination of affordability and quality. Our customer oriented staff can help you in development process from start to finish including helping in identifying and understanding your business needs, mapping and suggesting with appropriate solution and discuss with you, develop the solution and keep you in design/development loop throughout the life cycle of the project to ensure that we are right track thus the final product fulfills the your business needs. and lets get started on a long term and mutually beneficial relationship. Web Design Company India With talented and professional team of Web Designers, Search Engine Optimizers, Web Developers, Creative writers, and Customer Service Executives, Apna Solutionis synonymous to Web Design Company India, SEO Company Delhi and Web Development Company Delhi India.

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CHAPTER- 2
RECRUITMENT & SELECTION

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RECRUITMENT

INTRODUCTION
People are integral part of any organization today. No organization can run without its human resources. In todays highly complex and competitive situation, choice of right person at the right place has far reaching implications for an organizations functioning. Employee well selected and well placed would not only contribute to the efficient running of the organization but offer significant potential for future replacement. This hiring is an important function. The process of hiring begins with human resource planning (HRP) which helps to determine the number and type of people on organization needs. Job analysis and job design enables to specify the task and duties of hobs and qualification expected from prospective job HRP, job analysis, hob design helps to identify the kind of people required in an organization and hence hiring. It should be noted that hiring is an ongoing process and not confined to formative stages of an organization. Employees leave the organization in search of greener pastures, some retire and some die in the saddle. More importantly an enterprises grows, diversifies, take over the other units all necessitating hiring of new men and women. In fact the hiring function stops only when the organization ceases to exist.

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Recruitment refers to the process of attracting, screening, and selecting a qualified person for a job. All companies in any industry can benefit from contingency or retain professional recruiters or outsourcing the process to recruitment agencies. The recruitment industry exists basically in four forms: 1). Employment agencies deal with clerical, trades, temporary and temporary to hire employment opportunities. 2). Recruitment websites and job search engines used to gather as many candidates as possible by advertising a position over a wide geographic area. Although thought to be a cost effective alternative, a human resource (HR) department or department manager will spend time outside their normal duties reading and screening resumes. A professional recruiter has the ability to read and screen resumes, talk to potential candidates and deliver a selective group in a timely manner. 3). "headhunters" for executive and professional positions. These firms are either contingency or retained. Although advertising is used to keep a flow of candidates these firms rely on networking as their main source of candidates. 4). Niche agencies specialize in a particular industrial area of staffing. Some organizations prefer to utilize employer branding strategy and in-house recruitment instead of recruiting firms. The difference, a recruiting firm is always looking for talent whereas an internal department is focused on filling a single opening. The advantage associated with utilizing a third-party recruiting firm is their ability to know where to find a qualified candidate. Talent Management is a key component to the services a professional recruiting firm can provide. The stages in recruitment include sourcing candidates by networking, advertising or other methods. Utilizing professional interviewing techniques to understand the candidates skills but motivations to make a move, screening potential candidates using testing (skills or personality) is also a popular part of the process. The process is meant to not only evaluate the candidate but also evaluate how the candidate will fit into the organization. The recruiter will meet with the hiring manager to obtain specific position and type information before beginning the process. After the recruiter understands the type of person the company needs, they begin the process of informing their network of the opportunity. Recruiters play an important role by preparing the

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candidate and company for the interview, providing feedback to both parties and handling salary/benefits negotiations.

Agency types
The recruitment industry is based on the goal of providing a candidate to a client for a price. On one end of the spectrum there are agencies that are paid only if they deliver a candidate that successfully stays with the client beyond the agreed probationary period. On the other end of the spectrum there are agencies that are paid a retainer to focus on a client's needs and achieve milestones in the search for the right candidate, and then again are paid a percentage of the candidate's salary when a candidate is placed and stays with the organization beyond the probationary period. Today's (March 2011) recruitment industry is fairly competitive, therefore agencies have sought out ways to differentiate themselves and add value by focusing on some area of the recruitment life cycle. Here are five types of typical agencies.

Traditional agency
Also known as employment agencies, recruitment agencies have historically had a physical location. A candidate visits a local branch for a short interview and an assessment before being taken onto the agencys books. Recruitment consultants then work to match their pool of candidates to their clients' open positions. Suitable candidates are short-listed and put forward for an interview with potential employers on a contract or direct basis. Compensation to agencies takes several forms, the most popular are: A contingency fee paid by the company when an agency introduced candidate accepts a job with the client company. Typical fees range from 15% to 25% based on the candidates first-year base salary (fees as low as 12.5% can be found online). This type of recruitment usually has a rebate guarantee should the candidate fail to perform or leave within a set period of time (often up to a 3 month period and as much as a 100% rebate). An advance payment that serves as a retainer, also paid by the company, non-refundable paid in full depending on outcome and success (e.g. 40% up front, 30% in 90 days and the remainder once a search is completed). This form of compensation is generally reserved for high level executive search/headhunters Hourly Compensation for temporary workers and projects. A pre-negotiated hourly fee, in which the agency is paid and pays the applicant as a consultant for services as a third

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party. Many contracts allow a consultant to transition to a full-time status upon completion of a certain number of hours with or without a conversion fee. HEADHUNTERS A "headhunter" is an industry term for a third-party recruiter who seeks out candidates often when normal recruitment efforts have failed. Headhunters are generally considered more aggressive than in-house recruiters or may have pre-existing industry experience and contacts. They may use advanced sales techniques. They may also purchase expensive lists of names and job titles but more often will generate their own lists. They may arrange a meeting or a formal interview between their client and the candidate and will usually prepare the candidate for the interview, help negotiate the salary and conduct closure to the search. They are frequently members in good standing of industry trade groups and associations. Headhunters will often attend trade shows and other meetings nationally or even internationally that may be attended by potential candidates and hiring managers. Headhunters are typically small operations that make high margins on candidate placements (sometimes more than 30% of the candidates annual compensation). Due to their higher costs, headhunters are usually employed to fill senior management and executive level roles. Headhunters are also used to recruit very specialized individuals; for example, in some fields, such as emerging scientific research areas, there may only be a handful of top-level professionals who are active in the field. In this case, since there are so few qualified candidates, it makes more sense to directly recruit them one-by-one, rather than advertise internationally for candidates. While in-house recruiters tend to attract candidates for specific jobs, headhunters will attract both candidates and actively seek them out as well. To do so, they may network, cultivate relationships with various companies, maintain large databases, purchase company directories or candidate lists and cold call prospective recruits. Headhunters are increasingly using social media to find and research candidates. This approach is often called social recruiting. Niche recruiters 'Specialized recruiters' exist to seek staff with a very narrow specialty. Because of their focus, these firms can very often produce superior results due to their ability to channel all of their resources into networking for a very specific skill set. This specialization in staffing allows them to offer more jobs for their specific demographic which in turn attracts more specialized
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candidates from that specific demographic over time building large proprietary databases. These niche firms tend to be more focused on building ongoing relationships with their candidates as is very common the same candidates are placed many times throughout their careers. Niche firms also develop knowledge on specific employment trends within their industry of focus (e.g. the energy industry) and are able to identify demographic shifts such as aging and its impact on the industry Social recruiting The most common definition used for social recruiting is that it is the process of sourcing or recruiting candidates through the use of social platforms as promotional and/or advertising channels by employers and recruiters. Career placement offices at university campuses also use social recruiting since social media is familiar to and often embraced by students and graduates as a job searching medium. Social recruiting falls into two different categories. The first is internet sourcing using social media profiles, blogs, and online communities to find and search for passive candidate data and information. The second is social distribution. This involves using social media platforms and networks as a means to distribute jobs either through HR vendors or through crowd sourcing where job seekers and other influencers share job openings within their online social networks. Since late 2009 there has been some discussion in the recruitment and social media communities about whether simply using social media as a communication and marketing channel can be called "social recruiting".[2] The argument is that for recruiting to be truly social, it needs to build a community, facilitate communication within that community, and rely on social connections between community members to recruit. Employee referral For more details on this topic, see employee referral. An employee referral program is a system where existing employees recommend prospective candidates for the job offered, and if the suggested candidate is hired, the employee who referred receives a cash bonus. In some cases the Organization provides the Employee referral bonus only if the referred employee stays with the organization for stipulated time duration (most cases 3 - 6 months). Referral bonus depends on the grade of the referred employee, higher the grade higher the bonus however the method is not used for senior level hiring.
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IN-HOUSE RECRUITMENT Under pressure to reduce costs, both large- and medium-sized employers tend to undertake their own in-house recruitment, using their human resources department, front-line hiring managers and recruitment personnel who handle targeted functions and populations. In addition to coordinating with the agencies mentioned above, in-house recruiters may advertise job vacancies on their own websites, coordinate internal employee referrals, work with external associations, trade groups and/or focus on campus graduate recruitment. Some large employers choose to outsource all or some of their recruitment process (recruitment process outsourcing) however a much more common approach is for employers to introduce referral schemes where employees are encouraged to source new staff from within their own network.

Executive research firms and passive candidate sourcing firms These firms are the new hybrid firms in the recruitment world able to combine the research aspects (discovering passive candidates) of recruiting and combine them with the ability to make hires for their clients. These firms provide competitive passive candidate intelligence to support companies' recruiting efforts. Normally they will generate varying degrees of candidate information from those people currently engaged in the position a company is looking to fill. These firms usually charge a daily rate or fixed fee. Executive research can help companies uncover names that cannot be found through traditional recruitment methods and will allow human resource managers and internal recruiters more time to deal with face to face interviews.

HIRING INVOLVES TWO BOARD ACTIVITIES:i) ii) Recruitment Selection

DEFINATION OF RECRUITMENT According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment is the activity that links the employers and the job seekers. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate

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for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. RECRUITMENT NEEDS ARE OF THREE TYPES: PLANNED: The needs arising from changes in organization and retirement policy. ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by Studying trends in internal and external environment. UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected needs. Capable applicants for Employment. The process begins when new recruit are sought and ends when their application are submitted. The result is a pool of applicants from which new employees are selected. Theoretically, recruitment process is said to end with receipt of application in practice the activity extends to the screening applicants as to eliminate those who are not qualified for job. PURPOSE AND IMPORTANCE The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to: 1) Determine the present and future requirement of the organization in conjunction with its personnel planning and job analysis activities 2) Increase the job pool of job candidates at minimum cost; 3) Help increase the success rate of the selection process by reducing the number visible under qualified or job application; 4) Help reduce the probability that job applicants, once recruited selected, will leave to organization only after a short period of time; 5) Meet the organizations legal and social obligation regarding the composition of its workforce; 6. Being identifying and preparing potential job applicants who will be appropriate candidates;
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7. Increase organization individual effectiveness in the short term and long term; 8. Evaluate the effectiveness of various recruiting technique and sources for all types of job Applicants.

FACTORS AFFECTING RECRUITMENT

There are a number of factors that affect recruitment. These are broadly classified into Two categories: 1. Internal factors 2. External factors

INTERNAL FACTORS
The internal factors also called as endogenous factors are the factors within the organization that affect recruiting personnel in the organization.

SOME OF THESE ARE:SIZE OF THE ORGANIZATION The size of the organization affects the recruitment process. Larger organization finds recruitment less problematic than organization with smaller in size.

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RECRUITING POLICY: The recruitment policy of the organization i.e. recruiting from internal sources and external sources also affect the recruitment process. Generally, recruitment through internal sources is preferred, because own employees know the organization and they can well fit in to the organization culture.

IMAGE OF THE ORGANIZATION Image of the organization is another factor having its influence on the recruitment process of the organization. Good image of the organization earned by the number of overt and covert action by management helps attract potential and complete candidates. Managerial actions like good public relations, rendering public service like building roads, public parks, hospitals and schools help earn image or goodwill for organization. That is why chip companies attract the larger numbers of application.

IMAGE OF THE JOB Better remuneration and working conditions are considered the characteristics of good image of a job. Besides, promotion and carrier development policies of organization also attract potential candidates. EXTERNAL FACTORS: Like internal factors, there are some factors external to organization, which have their influence on recruitment process. Some of these are given below:Demographic factors As demographics factors are intimately related to human beings, i.e. employees, these have profound influence on recruitment process. Demographic factors include age, sex, Literacy, economics status etc Labor market Labor market condition I.e. supply and demand of labor is of particular importance in affecting recruitment process. E.g. if the demand for specific skill is high relative to its supply is more than for particular skill, recruitment will be relatively easier.

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Unemployment situation The rate of unemployment is yet another external factor its influence on the recruitment process. When the employment rate in an area is high, the recruitment process tends to simpler. The reason is not difficult to seek. The number of application is expectedly very high which makes easier to attract the best-qualified applications. The reserve is also true. With low rate of unemployment, recruiting process tend to become difficult Labor laws There are several labor laws and regulations passed by the central and state governments that govern different type of employment. These cover working condition, compensation, retirement benefits, safety and health of employee in industrial undertakings. The child Labour Act, 1986; for example prohibits employment of children in certain employments. Similarly several other acts such as the Employment Exchange Act,1958; The Apprentice Act, 1961; the Factory Act,1948; and The Mines Act, 1952 deal with recruitment. LEGAL CONSIDERATION Another external factor is legal consideration with regard to employment reservation of jobs for schedule tribes, and other backward class (OBC) is the popular examples of such legal consideration. The supreme court of India has given its verdict in favor of 50 per cent of jobs and seats. This is so in case admission in the educational institutions also.

Internal Recruitment Advantages Cheaper and quicker to recruit People already familiar with the business and how it operates Provides opportunities for promotion with in the business can be motivating Business already knows the strengths and weaknesses of candidates Disadvantages Limits the number of potential applicants No new ideas can be introduced from outside the business May cause resentment not appointed amongst candidates Creates another vacancy which needs to be filled

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External Recruitment Advantages Outside people bring in new ideas Larger pool of workers from which to find the best candidate People have a wider range of experience Disadvantages Longer process More expensive process due to advertisements and interviews required Selection process may not be effective enough to reveal the best candidate INTERNAL SOURCES Present employees: Promotions and transfer from among the present employees can be good sources of recruitment. Promotion implies upgrading of an employee to a higher position carrying higher status, pay and responsibilities. Promotion from among the present employees is advantageous because the employees promoted are well acquainted with the organization culture, they get motivated and it is cheaper also. Promotion from among the person employees also reduces the requirement of job training. However, the disadvantage lies in limiting the choice of the few people and denying hiring of outsiders who may be better qualified and skilled. Furthermore, promotion from among present employees also results in inbreeding, which creates frustration among those not promoted. Transfer refers to shifting an employee from one job to another without any change in the position/post, status and responsibilities. The need for transfer is felt to provide employees a broader and carried base, which is considered necessary for promotion. Job rotation involves transfer of employees from one job to another job on the lateral basis. Former employees: Former employees are another source of applicant for vacancies to be filled up in the organization. Retired or retrenched employees may be interested to e come back the company to work on the part time basis. Similarly, some former employees who had left the organization for any reason, any come back to work. This source has the advantages of hiring people whose performance is already known to the organization.

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Employee referrals: This is yet another internal source of recruitment. The existing employees refer to the family members, friends and relatives to the company potential candidates for the vacancies to be filled up in the organization. This source serves as the most effective methods of recruiting people in the organizations because refer to those potential candidates who meet the company requirement known to them from their own experience. The referred individuals are expected to be similar in type in the of race and sex, for example, to those who are already working in the organization Previous applicant: This is considered as internal source in the sense that applications from the potential candidates are already lying with organization. Sometimes the organization contacts though mail or messengers these applicants to fill up the vacancies particularly for unskilled or semiskilled jobs. EVALUATION OF INTERNAL SOURCES: Let us, evaluate the internal source of recruitment. Obviously, it can be done in terms of its advantage and disadvantage the same are spelled out as follows: ADVANTAGES: The advantages of the internal source of recruitment include the following: Familiarity with own employees: The organization has more knowledge and familiarity with the strengths and weaknesses of its own employees than of strange on unknown outsiders. Better use of the talent: The policy of internal recruitment also provides an opportunity to the organization to make a better use of talents internally available and to develop them further and further. Economical recruitment: In case of internal recruitment, the organization does not need to spend much money, time and effort to locate and attract the potential candidates. Thus, internal recruitment proves to be economical, or say, inexpensive. Improves morale: This method makes employees sure that they would be preferred over the outsiders as and when they filled up in the organization vacancies.

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A motivator: The promotion through internal recruitment serves as a source of motivation for the employees to improve their carrier and income. The employees feel that organization feel that organization is a place where they can build up their life-long career. Besides, internal recruitment also serves as a means of attracting and retaining employees in the organization. DISADVANTAGES: The main drawback associated with the internal recruitment is as follows: Limited choice: Internal recruitment limits its choice to the talents available within the organization. Thus, it denies the tapping of talents available in the vast labor market outside the organization. Moreover, internal recruitment serves as a means for inbreeding, which is never healthy for the future organizations. Discourage competition: In this system, the internal candidates are protected from competition by not giving opportunity to otherwise competent candidates from outside the organization. This in turn, develops a tendency among the employees to take the promotion without showing extra performance. Stagnation of skills: With the feeling that internal candidates will surely get promoted, their skill in the long run may become stagnant or obsolete. If so, productivity and sufficiency of the organization, in turn, decreases. Creates conflicts: Conflicts and controversies surface among the internal candidates, whether or not they deserve promotion

EXTERNAL SOURCES: External sources of recruitment lie outside the organization. These outnumber internal sources. The main ones are listed as follows: Employment exchanges: The national commission labor (1969) observed in its report that in the pre-independence era, the main source of labor war rural areas surrounding the industries. Immediately after independence,
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national employment services were established to bring employer and job seeker together. In response to it, the compulsory notification of vacancies act of 1959 (Commonly called employment exchange act) was instituted which become operative in 1960.the main functions of these employment exchanges with the branches in most cities are registration of job seeker and tier placement in the notified vacancies. It is obligatory for employer to inform about the outcome of selection within 15 days to the employment exchange. Employment exchange is particularly useful in recruiting blue-collar, white- collar and technical workers.

Employment agencies: In addition to the government agencies, there are number of private agencies that register candidates for employment and furnish a list of suitable candidates from the data bank as and when sought by the prospective employer. Generally, these agencies select personnel for supervisory and the higher levels. The main function of these agencies is to invite application and short-list the suitable candidates for the organization. Of course, the representative of the organization takes the final decision on selection. The employer organizations derive several advantages through this source. The time saved in this method can be better utilized elsewhere by the organization. As the organizational identity remains unknown to the job speakers, it, thus, avoid receiving letters and attempts to influence.

Advertisement: This method of recruitment can be used for jobs like clerical, technical, and managerial. The higher the position in the organization, the more specialized the skills or the shorter the supply of that resources in the labour market, the more widely dispersed the advertisement are likely to be. For instance, the search for a top executive might include advertisements in a national daily like the Hindu. Some employers/companies advertise their post by giving them post box number of the name of some recruiting agency. This is done to particular keep own identity secret to avoid unnecessary correspondence with the applicants. However the disadvantage of these blind advertisement, i.e., post box number is that the potential job seekers are the hesitant without unknowing he image of the organization, on the one hand, and the bad image/ reputation that the blind advertisement have received because of the organizations that placed such advertisements without position lying vacant just to know supply of labor/ workers in the labor market, on the
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other. Ilepreparing advertisement, a lot of care has to be taken to make it clear and to the point. It must ensure that some self- lection among applicant take place and only qualified applicant responds the advertisement copy should be prepared by using a four-point guide called AIDA . The letters in the acronym denote that advertisement should attract Attention, gain Interest, arouse a Desire and result in action However, not many organizations mention complete detail about job positions in there advertisement. What happened is that ambiguously worded and broad-based advertisements may generate a lot irrelevant application, which would, by necessity, increasing the cost of processing them.

Professional Associations Very often, recruitment for certain professional and technical positions is made through professionals association also called Headhunters. Institute of Engineers, All India Management Association, etc., provide placement service to the members. The

professional associations prepare either list of jobseekers or publish or sponsor journal or magazines containing advertisements for their member. It is particularly useful for attracting highly skilled and professional personnel. However, in India, this is not a very common practice and those few provide such kind service have not been able to generating a large number of application.

Campus Recruitment: This is another source of recruitment. Though campus recruitment is a common

phenomenon particularly in the American organizations, it has made rather recently. Of late, some organizations such as HLL, HCL, L&T, Citibank, Cadbury ANZ Grind lays, etc., in India have started visiting educational and training institute/ campuses for recruitment purposes. Many Institutes have regular placement cells / offices to serve liaison between the employer and the students. Tezpur Central University has one Deputy Director (Training and Placement) for purpose of campus recruitment and placement. The method of campus recruitment offers certain advantages to the employer organizations. First, the most of the candidates are available at one place; second, the interviews are arranged at short notice; third, the teaching is also met; fourth, it gives them opportunity to sell the organization to a large students body who would be graduating subsequently. The
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disadvantages of this of recruitment are that organizations have to limit their selection to only entry positions and they interview the candidates who have similar education and experience, if at all.

Deputation Another source of recruitment is deputation I.e., sending an employees to another organization for the short duration of two to three years. This method of recruitment is practice in a pretty manner, in the Government department and public sector organization does not have to incurred the initial cast of induction and training. However, the

disadvantages of this of deputation is that deputation period of two/three year is not enough for the deputed employee to provide employee to prove his/her mettle, on the one hand, and develop commitment with organization to become part of it, on the other.

Word-of-mouth Some organizations in India also practice the word-of-mouth method of recruitment. In this method , the word is passed around the vacancies or opening in the organization. Another from of word-of-mouth method of employee-pinching i.e., the employee working In another organization is offered by the rival organization. This method is economic, in terms of both time and money. Some of the organization maintain a file applications and sent a bio-data by a job seeker. These serve as a very handy as when there is vacancy in the organization. The advantage of this method is no cost involved in recruitment. However, the disadvantages of this method of recruitment are non- availability of the candidates when needed choice of candidates is restricted to a too small number

Raiding or Poaching This is another sources of recruitment whereby the rival firm by offering terms and conditions, try to attract qualified employees to join the. This raiding is a common feature in the Indian organizations. For instance, service executive of HMT left to join Titan Watch Company, so also exodus of pilot from Indian Airlines to join the private air taxi operator. In fact, raiding has become challenge for the human resource manager. Besides these, walk - ins,

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contractors, radio and television, acquisitions and merger, etc., art some other sources of recruitment used by organization.

EVALUATION OF EXTERNAL SOURCES: Like the internal source of recruitment, external sources are mixed of advantages and disadvantages ADVANTAGES:Open process Being a more open process, it is likely to attract a large number of applicants/application. The, in turn, widens it option of selection. Availability of Talented Candidates:With the large pool of applicants, it becomes possible for organization to have talented candidates from the outside. Thus, it introduces new blood in the organization. Opportunity to Select the Best Candidate:With the large pool of applicants, selection process becomes competitive. This increases prospects for selection the best candidates. Provides healthy competition:As the external members are supposed to be more trained and efficient. With such a background, they work with the positive attitude and greater vigor. This helps create healthy competition and conductive work environment in the organization.

DISADVANTAGES:However, the external sources of recruitment suffer from certain disadvantages too, these are: Expensive and time consuming: This method of recruitment is both expensive and time consuming. There is no guarantee that organization will get good and suitable candidates. Unfamiliarity with the Organization: As candidates some outside the organization, they are not familiar with tasks, job nature and the international scenario of the organization. Discourage the Existing Employee:

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Existing employees are not sure to get promotion. This discourages them to do the hard work. This, in turn, boils down to decreasing productivity of the organization.

PHILOSOPHIES OF RECRUITMENT The traditional philosophy of recruiting has been to get as many people to apply for a job as possible. A large number of jobseekers waiting in queues would make the final selection difficult, often resulting in wrong selection. Job dissatisfaction and employee turnover are the consequence of this. A persuasive agreement can be made that matching the needs of the organization to the needs of the applicants will enhance the effectiveness of the recruitment process. The result will be a workforce which is likely to stay with the organization longer and performs at a higher level of effectiveness. Two approaches are available to bring about match. They Realistic Job Preview (RJP) Job Compatibility Questionnaire (JCQ)

Realistic Job Previews:

Realistic job preview provides complete job related information , both positive and negative, to the applicants. The information provided will help job seekers to evaluate the compatibility among the jobs and their personal ends before hiring decisions are made. RJPs can result in self selection process- job applicant can decide where to attend the interviews and tests for final selection or withdraw them the initial stage. Research on realistic recruiting shows a lower rate of employee turnover in case of employee recruited through RJPs, particularly for more complex jobs and higher level of job satisfaction and performance, at the initial stage of employment. RJPs are more beneficial for

organization hiring at entry level, when there are unemployment. Otherwise the approach may increase the cost of recruiting by increase the average time it takes to fill each job.

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Job Compatibility Questionnaire

The job compatibility questionnaire was developed to determine whether applicant preferences for work match the characteristics of the job. The JCQ is designed to collect the information on aspect of a job, which has bearing on employee performance, absenteeism, and turnover and job satisfaction. The underlying assumption of the JQC is that greater the compatibility between an the jobseeker, the greater the profitability of employee effectiveness and longer the tenure. The JCQ is a 400- item instrument that measure job factors, which are related to performance, satisfaction, turnover and absenteeism. Items cover the following peer job factors: task requirement, leader physical

environment, customer characteristics,

characteristics,

characteristics,

compensation preference, task variety, job autonomy, physical demands, and work schedule.

RECRUIMENT PROCESS
As stated earlier, recruitment is the process of location, identifying, and attracting capable applications for jobs available in an organization. Accordingly, the recruitment process comprises the following five steps: Recruitment planning; Strategy Development; Searching; Screening; Evaluation and Control.

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Recruitment Planning: The first involved in the recruitment process is planning. Hire, planning involves to draft a comprehensive job specification for the vacant position, outline its major and minor responsibilities; the skills, experience and qualifications needed; grade and level of pay; starting date; whether temporary or permanent; and mention of special condition, if any, attached to the job to be filled. Strategy Development:Once it is known how many with what qualification of candidates are required, the next step involved in this regard is to device a suitable strategy for recruitment the candidates in the organization. The strategic considerations to be considered may include issues like whether to prepare the required candidates themselves or hire it from outside, what type of recruitment method to be used, what geographical area be considered, for searching the candidates, which source of recruitment to be practiced, and what sequence of activities to be followed in recruiting candidates in the organization.

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Searching:This step involves attracting job seeders to the organization. There are broadly two sources used to attract candidates. These are: Internal Sources External Sources. Screening:Through some view screening as the starting point of selection, we have considered it as an integral part of recruitment. The reason being the selection process starts only after the application have been screened and short listed. Let it be exemplified with an example. In the Universities, application is invited for filling the post of Professors. Application received in respond to invitation, i.e. advertisement are screened and short listed on the basis of

eligibility and suitability. Then, only the screened applicant are invited for seminar presentation and personal interview. The selection process starts from here, i.e., seminar presentation or interview. Job specification is invaluable n screening. Applications are screened against the qualification, knowledge, skills, abilities, interest and experience mentioned in the job specification. Those who do not qualify are straightway eliminated from the selection process. The techniques used for screening candidates are vary depending on the source of supply and method used for recruiting. Preliminary applications, de-selections tests and screening interviews are common techniques used for screening the candidates. Evaluation and control:Given the considerable involved in the recruitment process, its evaluation and control is, therefore, imperative. The costs generally incurred in a recruitment process include: Salary of recruiters; Cost of time spent for preparing job analysis, advertisement, etc.; Administrative expenses; Cost of outsourcing or overtime while vacancies remain unfilled; Cost incurred in recruiting unsuitable candidates. In view of above, it is necessary for a prudent employed to try answering certain questions like: Whether the recruitment methods are appropriate and valid? Whether the recruitment process followed in the organization is effective at all or not?
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METHODS OF RECRUITMENT:
Recruitment methods refer to the means by which an organization reaches to the potential job seeker. It is important to mention that the recruitment methods are different from the resources of recruitment. The major line of distinction between the two is that while the former is the means of establishing links with the prospective candidates, the latter is location where the prospective employees are available. Dunn and Stephen have broadly classified methods of recruitment into three categories. These are; Direct Method; Indirect Method; Third Party Method. Brief descriptions of these are follows: Direct Method: In this method, the representatives of the organizations are sent to the potential candidates in the educational and training institutes. They establish contacts with the candidates seeking jobs. Person pursuing management, engineering, medical, etc. programmers are mostly

picked up the manner. Sometimes, some employer firm establishes with professors and solicits information about student with excellent academic records. Sending the recruiter to the conventions,

seminars, setting up exhibits at fairs and using mobile office to go to the desired centers are some other methods used establish direct contact with the job seekers. Indirect Method : Indirect methods include advertisements in the newspaper, on the radio and television, in professional journals, technical magazines, etc. this method is useful when Organization dose not find suitable candidates to be promoted to fill up the higher posts, When the organization want to reach out a vast territory, and When organization wants to fill up scientific, professional and technical posts. The experience suggests that the higher the position to be filled up in the organization, or the skill sought by the sophisticated one, the more widely dispersed advertisement is likely to be used to reach too many suitable candidates. Sometimes, many organizations go for what referred to as blind advertisement in which only Box No. is given and the
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identity of the organization is not disclosed. However, organizations with regional or national repute do not usually use blind advertisements for obvious reasons While placing an advertisement to reach to the potential candidates,

The following three points need to borne in mind: To visualize the type of the applicant one is trying recruit; To write out a list of the advantages the job will offer; To decide where to run the advertisement , i.e., newspaper with local, state, nationwide and international reach or circulation. Third Party Method: These include the use of private employment agencies, management consultants,

professional bodies PR associations, employee referral or recommendation, voluntary organization, trade banks, labor contractors, etc., to establish contact with the job seekers. Now, a question arises; which particular method is to be used to recruit employee in the organization? The answer to it is that it will depend on the policy of the particular firm, the position of the labor supply, the government regulations in this regard and agreements with labor organizations. Notwithstanding, the best recruitment method is to look first within the organization.

EFFECTIVENESS OF RECRUIITMENT PROGRAMME Though there has so far not been evolved any formula such that makes recruitment programme necessitates having certain attributes such as: A well defined recruitment policy. A proper organizational structure. A well - laid down procedure for locating potential jobseeker A suitable method and technique for tapping and utilizing these candidates A continuous assessment of effectiveness of recruitment programme and incorporation of suitable modifications from time to improve the effectiveness of the programme. An ethically sound fool-proof telling an applicant all about the job and its position, the firm to enable the candidate to judiciously decide whether or not to apply and join the firm, if selected.
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RECENT EXAMPLE OF RECRUITMENT: Office 01609 889002 Mobile 07760 880554 Fax 01609 711516 Example Recruitment Group Ltd Evolution Business Centre 6 County Business Park Darlington Road. Northallerton DL6 2NQ Example Recruitment Group Ltd is experts in identifying the best people for your organization. Our ethos is simple; we provide a refreshingly honest, open and transparent service that is effective and efficient for our clients and gives them the confidence that their recruitment campaigns are in good hands. Our robust vetting procedures ensure we provide you with the right people, with the right skills at the right time. Our consultants are specialists in the Gas, Renewable Energy, Utilities and Mechanical and Electrical markets with strong networks across the UK. So, if you are looking to add resource to your existing workforce on either a permanent or temporary basis, contact us and let us show you why we are consistently leading the field. Email us at enquiries@examplerecruitment.co.uk or call us on 01609 889002. CASE STUDY A Fortune 500 company & America's largest online retailer firmly establishes its brand as a preferred employer amongst entry-level candidates & campuses PAN India through HiRePros Recruitment Branding Solution. One of our clients wanted to proliferate its brand amongst entry level candidates & campuses across India by; Creating awareness about its businesses & technologies to achieve better traction among top-talent in the industry. Acquiring mind-shares of young talent on real-time technical problems in Companys domain. Establishing itself as the preferred employer amongst campuses.

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OUR SOLUTION HiRePro offered the client a hosted & managed online contest which assisted the client to implement prospective Idea recruiting & branding methodologies. The initiative aimed to reach out to the exceptional and the sharpest Engineering and Science students in the country through an all India online technical paper presentation contest, in-order to provide a platform to showcase their innovative and path-breaking ideas on various topics that focused on the products & methodologies related to clients businesses. To actualize this HiRePro developed a seamless, user-friendly website that provided all the information about the contest, operated as a platform for abstract/presentation submission for the participants and connected HiRePro with the students. Promotion of the contest HiRePro channelized both the online and offline promotional modes to obtain efficient and efficient promotion of the event. The Promotion of the contest was done through various channels. Few of these were: HiRePro contacted the training and placement cells in over 75 colleges; informed them about the contest, and circulated promotional pamphlets and banners in the campus. Sent over 1.5 lakh promotional mails to target audience. Posted promotional content on various online communities and sent invites to prospective participants through social networking sites. Response management & Evaluation HiRePro received an overwhelming response from the participants on the contest website. HiRePro set up a team to ensure all the queries from the participants were answered through mails/phone calls and enabled the smooth sailing of the contest. HiRePro also generated weekly response reports & shared the same with the client to ensure a sound status-check. HiRePro along with the client empanelled a group of judges to evaluate the paper submissions on the basis of various relevant parameters & came up with a shortlist, finalists & winners of the contest - The contest ran for duration of 3 months. Client Benefits & Achievements By introducing client focused recruitment branding solutions, HiRePro created greater visibility and a more effective campus relationship program for the client

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The key achievements were:

Participation from over 50 top engineering colleges across India. Received over 300 registrations for the contest. Over 150 participants submitted their abstracts. Over 10,000 visitors from 23 countries

SELECTION: MEANING AND DEFINATION

Selection is the process of picking individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection is: It is the process of differentiating between applicants in order to identify (and here) those with a greater likelihood of success in a job. Recruitment and selection are the two crucial in the HR process and are often used interchangeably. There I, however, a fine distinction between the two steps. While recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs, selection is concerned with picking the right candidates from the pool of applicants. Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible. Selection, on the other hand, is negative in its application in as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates. ROLE OF SELECTION The role of selection in an organizations effectiveness is crucial for at least, two reasons; first, work performance depends on individuals. The best way to improve performance is to hire people who have the competence and the willingness to work. Arguing from the employees viewpoint, poor or inappropriate choice can be demoralizing to the individual concerned (who finds himself or herself in the wrong job) and de-motivating to the rest of the workforce. Effective selection, therefore, assumes greater relevance. Second, cost incurred in recruiting and hiring personnel speaks about volumes of the selection. Costs of wrong selection are greater.

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STEPS IN SELECTION PROCESS

ORGANISATION FOR SELECTION Until recently, the basic hiring process was performed in a rather unplanned manner in many organizations. In some companies, each department screened and hired its own employees. Many managers insisted upon selecting their own people because they were sure no one else could choose employee for them as efficiently as they themselves could. Not any more. Selection is now centralized and is handled by the human resources department. Ideally, a selection process involves mutual decision-making. The organization decides whether or not to make a job offer and how attractive the offer should be. The candidate decides whether or not organization and the fob offer fit his or her needs and goal. In reality, the selection process is highly one-side. When the job market is extremely right, several candidates will be applying for a position, and the organization will use a series of screening devices to hire the candidates it feels is most suitable. When there is a shortage of qualified workers, or when the candidate is a highly qualified executive or professional who is being sought after by several organizations, the organizations will have to sweeten its offer and come to a quicker decision.
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NEW METHOD OF SELECTION:

In recent years, HR specialists have found out new methods of selection. These approaches are deemed to the alternatives to the traditional methods of selection. Two intersecting alternatives are participative selection and employee leasing. Participative selection that subordinates participates in the selection of their co-workers and supervisors. The idea is that such

participation will improve quality, increase support for the selected supervisors and co-workers, and improve employee morale. In employee leasing, the client company leases employees from a third part, not on a temporary basis, but rather ate leased as full-time, long-term help. An interesting feature of this method is that the client company need not perform such personnel activities as hiring, compensation or record keeping. The advantages of employee leasing are significant. The client is relived from many administrative burdens, as well as the need to employ specialized personnel employees. Further, employees not recruited by one client are sent to another client company for employment.

SELECTION IN INDIA
Conditions of labor market largely determine the selection process. As is well known, we have a strange paradox in our country. There is large-scale unemployment juxtaposed with shortage of skilled labor. No Vacancy boards are seen along with wanted hung on factory gates everywhere. Unemployment prevails among people who are unemployable-individuals who have acquires university degrees but do not possess any specific skills. Matriculates, B.A.s, B.Coms, and B.Scs fall into this category. All the evils associated with selection corruption, favoritism and influence- are found in hiring these people. Selection is obviously, not systematic and times bizarre too. Selection practices in hiring skilled and managerial personnel are fairly well defined and systematically practiced. Particularly in hiring managerial personnel and executives, a lot of professionalism has come in, thanks to the realization that these individual are difficult to come by and no effort is too excess to attract them. Specialist agencies to available whose services are retained for hiring technical and managerial personnel. Merit and not favorite, objectivity and subjectivity will be the criteria for such selections.

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FORECAST OF FUTURE RECRUITMENT

This procedure establishes the organization objectives to be achieved by way of manpower planning. The new techniques, new product lines and / or new facility which are implemented as part of the organization expiation plans to project the recruitment of manpower intake for these targets. When these project the requirements are identified, considerations to be given to internal and external sources to make the ultimate objectives realistic and attainable. The time frame should cover between 2-5 years. The HOD prepares a Staff Demand Forest taking into consideration the organization projected growth vies a- vies the exciting departmental strength. This will be forwarded to the P&A Department for future analysis. Recommendations for Human Resources Objectives are made by the members of the top Management, (GM & Above), who will from the decision making group to authorized manpower requirement and related action plan and formulate the manpower budget. The P&A department is intimated of the selection decision by the MD/DMD. The P/A Department prior to issue of letter of appointment is carried out checking of references if required. The selected candidates are given Letter of Offer as per (Annexure-9) by GM (P&A) ,which the candidates has to acknowledge as token of his acceptance of appointment. The P&A Department prepares the letter of appointment. For senior management cadre appointee (of level DGM & above), the letter of appointment is signed by the MD/DMD. GM (P&A) will sign letter of appointment for other levels. The letter of employment contents date of joining, designation, and Compensation package including allowable perquisites. Inter office memos are used for communicating important. Recruitment related issues with other departments. The P&A Department is intimated of the selection decision by the MD/DMD. The P/A Department prior to issue of letter of appointment is carried out checking of references if required. The selected candidates are given Letter of Offer as per (Annexure-9) by GM (P&A), which the candidate has to acknowledge as token of his acceptance of appointment.

RECRUITMENT POLICY Recruitment policy of any organization is derived from the personal policy of the same organization. In other words the former is a part of the latter. However, recruitment policy by itself should take into considerations the government reservation policy, policy regarding sons of soil etc., personal policies of other organization regarding merit, internal sources, social
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responsibilities in absorbing minority sections, women etc. Recruitment policy is like enriching the organizations human resources serving the commodity by absorbing the weaker sections

and disadvantaged people the society, motivation the employees through internal promotions, improving the employees loyalty to the organization by absorbing the retrenched or laid-off employee or dependents of present former employees etc. The following factors should be taken into consideration in formulating recruitment policy they are: Government policies. Personal policies of other completion organizations. Organizations personal policies Recruitment sources Recruitment needs Recruitment cost Selection criteria and preference etc. IMPLEMENTATION PLAN: Analysis of staff demand forecast vise-a-vise manpower turnover ratio determine the additional manpower requirement for the projected plan period within frameworks of the comprehensive plan the line functionaries is responsible for the amendment to meet operating requirements. The plan is segmented with identified responsibilities the steps to be taken for achieving the goal in the required time. This should include succession planning for personal to move from their present positions to the desired positions in the period of time. P&A department has the major responsibility for co-ordination of the business. Copies of the sanctioned manpower strength and manpower budget will be available with the various Hoods and the P&A department. Implementation of the manpower plan entails a variety of control measures to ensure compliance by all sections of the organization. The control measures include the requisite system enveloping either number and quality if new incumbents or internal transfer. Departments feedback is at specified time period on the progress of implementation.

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RECRUITMENT AND SELECTION: The identification of manpower requirements for any particular department will be carried out by the respective H.O.D. the manpower requisition from will be duly filled in and signed by the concerned HOD and forwarded to the P&A department duly sectioned and authorized. On receipt of the manpower requisition from, the P&A department will ensure that the vacancy is failed. The head of the indenting department in co-ordination with the P&A department will decide the mode of recruitment. In case the internal resources of the organization are to be utilized. An internal search will be carried out within the organization. If suitable candidates are identified, the management may resort to promotion/transfer/re-development/re-allocation to fill the existing vacancy. In the event of no suitable candidates being located from within the organization an external search may be undertaken via the under mentioned sources. The inhouse data bank, in which the forced applications of potentially good candidates are maintained, may be scanned. The service of a management consultancy service/recruitment agency may be utilized for location the right candidate an advertisement may be inserted in the newspapers. Other means like campus recruitment for junior level requirement and head hunting for senior level requirements may be restarted to. When advertisement is placed in the newspaper; the advertisement draft is prepared by the HOD and is forwarded to the director (P&A) for his approval. The concerned department head screens applications received and a shortlist of candidates to bed called for interview is prepared. A similar shortlist is also being prepared in the case of recruitment from sources other than that of newspaper advertisement. Accordingly call letters for interview are prepared after discussion with interview panel member on suitable date and time and dispatched to the short listed candidates. Application blank is sent along-with the cell letter to ensure completeness of information obtained. Also, a level of uniformity is maintained regarding the amount of information available on each applicant and this assists in comprehensive assessment by the interview panel. An interview schedule giving name of candidate, position applied for and interview date and time is forwarded to the reception and the interview panel member on the day of interview the same list is forwarded to the security, two working days in advance, for arrangement of SEEPZ gate passes. The P&A department will make necessary arrangement for the reimbursement of travel expenses to the out station candidates, wherever application.
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THE INTERVIEW PANEL: The interview panel comprises of the head of the concerned department, another member of the same department and a senior level manager from the P&A department additionally, it is left to the discretion of the director(P&A) to strengthen the board with more member depending on the circumstances. THE INTERVIEW PROCESS AND APPOINTMENT: Subsequent to the interview, the members of the interview panel prepare a shortlist of candidates, long with rating order. The P&A department will forward the names of short listed candidates to the DMD/Director P&A) for his perusal. The DMD of director (P&A) after discussion and consultation with the interview panel member will select suitable candidates. In case of senior personal (Managers &above) a future interview may be arranged with the MD/DMD for the final selection. The P&A Department prepares the letter of appointment. For senior management cadre appointee (of level DGM &above) the letter of appointment for other levels. The letter of employment date of joining, designation, and Compensation package including allowable perquisites. Inter office memos are used for communicating important. Recruitment related issues with other departments. RECRUITMENT AND SELECTION PROCEDURE: 1. UNDERSTANDING THE CLIENTS NEEDS They study clients recruitment and discuss the details with clients representatives to obtain a complete understanding of clients needs, desire their executive may even visit client for formal discussion. They work closely with their customer, to clearly understand how their business relationship with them can grow. After this they ask client to submit documents like agency agreement, demand letter of attorney, employee service agreement etc. to provide client a prompt service. 2. EVALUATION OF PERSONNEL Their executive team takes over from here. They refer to their exciting network and receive immediate feed back on the availability of the required personnel. They make special effort to keep their data bank updated and duly supplement it periodically. In order to widen their choice or to locate persons to meet clients precise specification, they may also advertise in the media or if necessary, resort to headhunt. They scrutinize the resumes/CV received and shortlist the
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candidates based on merit and then invite them for an interview. They carry out an in-depth analysis of the job specification and match the candidates to meet the employer-employee equation, to avoid any disappointment due to a mismatch. The final short-listed resume/CVs are dispatched to the employer for his final selection.

3. THE SELECTION OPTION To make the final selections they offer the following options for consideration by the client. The entire selection procedure is left to IMR, where a team of Professional /experts will take on the responsibility of providing client the best work force as per clients job specifications. In case the principal employer wishes to carry out the selection through his team of experts, they welcome the clients team to visit their office in New Delhi (India). They shall provide all assistance in carrying out trade test/interview. All associated amenities are provided by IMR. 4. MEDICAL CHECKUP They retain the services of the best hospitals and clinics in India, which are accredited by Dept. of Labor and from the Embassies to conduct medical examination of all the personnel intending to work abroad. Examination includes HIV/AIDS Test (This test is compulsory) Blood Test, Chest X-Ray, Urine & S tool Test, or any other kind of examination that might be specially requested by client.

5. FOLLOW UP With each new assignment, their workers have to work with unfamiliar people, new procedures, and changing routines. It is their responsibility to ensure that the transition goes as smoothly as possible. This makes far more confident and better-prepared workers. They follow up with selected candidates for pre-departure formalities, so that they can proceed to work promptly. Their medicals check up, processing of travel documents, they take immigration formalities and air tickets 6. FEEDBACK FROM CLIENT They keep in contact with the client even later getting a feedback from the client and endeavoring to improve their system to give even better service to the client.
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7. IMR GUARANTEE They assure their entire client that personnel through them are the best available, medically fit and free from any infection diseases. They offer a replacement, free of cost, within the probationary period of three months in case a Candidate is found medically unfit, professionally incompetent or otherwise unsuitable. IMR will bear the expenses (Vise cost And Air Ticket) in sending such candidates back to their home country.

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CHAPTER- 3
RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY
As quoted by famous Hudson Maxim, All progress is born of inquiry. Doubt is often better than overconfidence, for it leads to inquiry and inquiry leads to innovation. Because research is a Systematized effort to gain new knowledge. It inculcates scientific and inductive thinking and it promotes the development of logical habits of thinking and organization. Research has its special significance in solving various operational and planning problems of business and industry. Research Methodology is a way to systematically solve the research problem or in other words, it is a science of studying how research is done scientifically, thereby studying research problem along with establishing logic behind them.

Research was carried out in following ways: Research Design: To prepare the handbook on Human Resource System a Descriptive Research Design including survey is used keeping the time constrain in perspective. Data: Present study comprises collecting primary and secondary data. The data was collected in two phases. Primary Data: Primary data collected by meeting the respondents personally and then getting printed Questionnaire filled. Secondary Data: Secondary data is that data which is already present in the form of records, reports, books, journals and Internet. Research Instrument: Primary data collected via agency of structured questionnaire, which is finalized after passing it through subsequent modifications and alteration required. Structured questionnaire are those in which there are definite, concrete and predetermined questions.

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JUSTIFICATION OF THE STUDY

As already mentioned in the introduction, I have taken up to do this study, first of all considering the importance of Human Resource System, Human Resource has become indispensable for a business. The success prosperity and even the failure of a business depends upon the efficiency of the human resources keeping this in mind, I took Human Resource Management as my project report. It is in context that I decided to study the Planning & Policies, Recruitment & Selection procedure, Training & Development programs and Job Satisfaction of employers and mechanics. During my research I had studied various HR Planning & various policies, procedures and programs of the organization and also had made a Questionnaire defining two categories mechanics and employers to determine their satisfaction level.

OBJECTIVES OF THE STUDY

Establishing Objectives of the Study: - First and foremost, it is important in a research study; to have the objectives of the study clearly in mind i.e., what the Researcher looks forward to study. This may require that the Researcher do an extensive review of available literature on the specific topic or similar topics. It also requires that he discuss it with colleagues and experts. To ensure all recruitment and selection procedures comply with the Councils Equal Opportunity Policy. To ensure that all appointments are made on merit To attract sufficient applications from potential candidates for appointment with the skills, qualities, abilities, experience and competencies deemed as being necessary to the job To develop and maintain procedures which will assist in ensuring the appointment of the most suitable candidate. To ensure that recruitment procedures are clear, valid and consistently applied by those involved in recruitment and that they provide for fair and equitable treatment for those who apply for employment

SAMPLE DESIGN Sample Unit Simple Random Sampling

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Simple random sampling is a basic type of sampling, since it can be a component of other more complex sampling methods. The principle of simple random sampling is that every object has the same possibility to be chosen. Sample Size Sample size is 35.

LIMITATIONS There is always darker on the other side of the horizon. Similarly the study has also some put limitations, which are following: Its always difficult to get information from non co-operating people. Its difficult to know whether willing respondents are truly representative. Lack of seriousness on the part of respondents in filling the questionnaire. Time and cost limited study.

Duration of study: From 15th June to 31st July

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CHAPTER- 4
DATA ANALYSIS & INTERPRETATION

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DATA ANALYSIS & INTERPRETATION 1) Recruitment and selection process is effective for the organization objectives?

Strongly agree Agree Strongly disagree Disagree TOTAL

55 20 10 15 100

strongly disagree 10%

disagree 15%

agree 20%

Strongly agree 55%

INTERPRETATION The result from the analyses shows that recruitment and selection process is effective for the
organization objectives and they are good for their job. As recruitment and selection is available

for them to work with clear goals by clearly understanding their authorities and responsibilities and 55% employees are strongly agree for this process.

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2) Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process?

Strongly agree Agree Strongly disagree disagree

50 20 15 15 100

TOTAL

disagree 15% strongly disagree 15%

strongly agree 50%

agree 20%

INTERPRETATION The recruitment and selection process of the organization clearly define the position objectives, requirements and candidate specifications in the recruitment process and the 50% employees are strongly agree.

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3) Does the procedure adopted for recruitment and selection of employees enables
to give right person at right job?

Strongly agree Agree Strongly disagree Disagree TOTAL

10 10 45 35 100

strongly agree 10%

disagree 35% strongly disagree 45%

agree 10%

INTERPRETATION The procedure adopted for recruitment and selection of employees enables to give right person at right job

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4) Recruitment and selection process depends on source of recruitment?

Strongly agree Agree Strongly disagree disagree

50 35 10 5 100

TOTAL

strongly disagree 10%

disagree 5%

strongly agree 50% agree 35%

INTERPRETATION Recruitment and selection is depends upon recruitment because through recruitment the recruiter can judge the mental ability, knowledge, skill, and the ability to do work of employee and according to survey we conclude that 50% employees are strongly agree and the 10% employees are strongly disagree that it is not dependent.

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5) Which is the best source for Recruitment and selection process? a) Internal b) Consultant c) Print media d) Electronic media e) Others

Internal Consultant Print media Electronic media

10 30 20 30 10 100

Others TOTAL

Internal 10% others 10% Electronic media 30%

Consultant 30%

Print media 20%

INTERPRETATION There are different sources for recruitment such as consultant, electronic media, print media, and others by all means we can easily recruit the best and suitable employee for the job and consultant and electronic media is the best way in recruitment and selection process.

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6) Better result Recruitment and selection can be increased by recruitment sources?

Strongly agree Agree Strongly disagree disagree

40 35 10 15 100

TOTAL

strongly disagree 10%

disagree 15% strongly agree 40% agree 35%

INTERPRETATION According to our survey we conclude that 40% employees out of 100 are strongly agree that recruitment and selection can give better result and it can increased the availability of job.

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7) Recruitment and selection process depends on interview?

Strongly agree Agree Strongly disagree disagree

55 30 5 10 100

TOTAL

strongly disagree 5%

disagree 10%

agree 30%

strongly agree 55%

INTERPRETATION Recruitment is based on interview because through interview a recruiter can judge the potential and knowledge, skill of the employee. Is he/she is deserving candidate or not. Through this he can take the right decision.

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8) Interview is the basic filter of the Recruitment and selection process?

Strongly agree Agree Strongly disagree disagree

40 30 10 20 100

TOTAL

disagree 20% stongly disagree 10% agree 30% stongly agree 40%

INTERPRETATION Interview is the basic filter of the recuitment and selection process because during interview only those candidates are selected which are capable and they also have potenial and attiitude towards work .so we can say that the interview is one pillar of the recruitment and selection process.

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9) Different method of interview should be used?

Strongly agree Agree Strongly disagree Disagree

40 30 20 10 100

TOTAL

disagree 10%

strongly disagree 20%

strongly agree 40%

agree 30%

INTERPRETATION The recruiter used different kind of interviews like: telephonic, face to face, and mailing interview. The recruiter can judge the mental as well as verbal and written level of the deserving candidate.

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10) Recruitment and selection process depends upon recruiter?

Strongly agree Agree

30 50

Strongly disagree Disagree

10

10 100

TOTAL

strongly disagree 10%

disagree 10% strongly agree 30%

agree 50%

INTERPRETATION From this question we come to know that the recruitment and selection process is depending upon the recruiter. It means that mostly the decisions are taken by the recruiter. As we conclude that 50% employees are agree and 30% are strongly agree.
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11) Recruitment and selection process end result can be because of recruiter?

Strongly agree Agree Strongly disagree Disagree

20 40 30

10 100

TOTAL

disagree 10% strongly agree 20% strongly disagree 30% agree 40%

INTERPRETATION Recruitment and selection process is the end result because of recruiter, recruiter has right to take decision and he has authority to choose the appropriate candidate or employee for the organization.

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12) How well does HR train hiring managers to make the best hiring decisions?
Strongly agree Agree Strongly disagree Disagree

40 30 20

10 100

TOTAL

disagree 10% strongly disagree 20%

strongly agree 40%

agree 30%

INTERPRETATION From the above information we can say that the recruitment and selection is increase the result because it is helpful in to choose the right person at right time at right place.

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13) Recruiter should be knowledgeable and experience?

Strongly agree Agree Strongly disagree Disagree

50 30 5

15 100

TOTAL

strongly disagree 5%

disagree 15%

strongly agree 50% agree 30%

INTERPRETATION From the above we are able to analyze that recruiter must be knowledgeable and must be experienced. This helps to increase morale among employees. And they will recruit the deserving employee.

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14) Does HR provide an adequate pool of quality applicants?

Strongly agree Agree Strongly disagree Disagree

45 30 15 10 100

TOTAL

disagree 10% strongly disagree 15%

strongly agree 45%

agree 30%

INTERPRETATION
.According

to above information HR provides an adequate pool of quality of applicants because

it helps to increase the knowledge level and aware the employee of latest market changes.

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15) How well HR finds good candidates from non-traditional sources when necessary.

Strongly agree Agree Strongly disagree Disagree

40 30 20 10 100

TOTAL

disagree 10%

stongly disagree 20%

stongly agree 40%

agree 30%

INTERPRETATION According to above information the recruitment and selection can be done good candidates from non-traditional sources when necessary and the 40% employees are strongly agreed.

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16) Which method should be used for recruitment?

Structured Unstructured Problem question Case study question

40 10 20 10 20 100

Others TOTAL

others 20%

case study question 10% problem question 20%

structured 40%

unstructured 10%

INTERPRETATION As analyzed above and conclude that structured method is more suitable than other methods because in this method all the procedures are in structure way and easy to recruit the candidate.

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CHAPTER- 5
FINDINGS & RECOMMENDATIONS

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FINDINGS
Human Resource Planning & Policies of the organization are able to run an organization effectively and efficiently. Sources of Recruitment are cost effective and also able to attract the candidates. Training and Development program are established as per the requirement of the each department. Only interviews are held no apptitude test or wriiten systems are there . There is no emplyee refernce system so no background is required . Mutual understanding between employers and employess are too much strong. They preffer and stress only upon interview Top management having good relation with their co-workers. There are opportunity to grow in various fields because time to time they aware new technological changes happens in market and increase the morale of the employoee. Recruitment and selection is the basic and very important part of any orgnaisation. 55% employees are in favor that recruitment and selection process is effective to achieve the organization objectives.

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RECOMMENDATIONS
Time to time survey should be carried out for the feedback on working environment. Organization pays more attention to newcomers than already working employees for same job profile while salary should rise with experience. Medical checkup of each employee should be done after every 3 months by a Health Officer/Director who should visit the work place and certain documentary films or lectures regarding the quitting of bad habits such as drinking liquor, tobacco chewing and smoking should be organized. A role model should be invited to come and meet the persons and this would drift the engaged persons to quit the habits with more positive attitude. Special certificates should be given to the emplyees and the employees that complete 2,3 and 5 years of service. Free tour and trip should be given to the employee of half yearly or yearly. Free lunches, free movie tickets and star month of employee should be provided by the company The company could financially assist by sponsoring the fees of any one child of a mechanic and employee showing outstanding performance in studies. After every 6 months free technical updation must be given to the employees. Different method must be adopted by the recruiter. Interview method is not only the one method to check the knowledge of employee. Interactive session should be used to check the group cohesiveness. Organization should provide them chance for this, so that they can come up with new ideas and have the feeling of belongingness with the organization

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CHAPTER- 6
CONCLUSION

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CONCLUSION
The purpose and importance of recruitment and selection are: Attract and encourage candidates Create a talent pool Determine present and future requirements Links the employers with the employee. Increase the pool of job candidates. TT_TECH is known for its excellence in the IT Company today. The company follows a well defined sound and effective recruitment and selection policies and procedures, company also wants to know candidates emotional intelligence, cohesiveness in a group and leadership qualities etc. Thus the company has scope to increase the number of the employees to operate for its further establishment and expansion of business and to acquire the best human resource in this competitive environment. Recruitment and selection is an important criterion for every Industry. Recruitment and selection by itself by itself is largely affected by the attitudes of the employees towards the monetary and non-monetary rewards. Recruitment and selection is a positive approach about ones job resulting from an evaluation of its characteristics. Recruitment and selection represents an attitude rather than behavior. They believe that satisfied employees are more productive. A person with high level of job satisfaction is holds positive feelings about the job.

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BIBLIOGRAPHY BOOKS 1. Dr.C.B. Gupta 2. C.R. Kothari Human Resource Mnagement Research Methodology, Methods and Techniques

3. Secondary data taken from the internal records/files of the company.

WEBSITE http://www.tttech.net/ http://www.tttech.net/register.html http://www.indeed.co.in/jobs?q=Tt-tech&l=Noida,+Uttar+Pradesh http://jobs.vivastreet.co.in/internships+noida/six-month-industrial-training-noida-tttech/41635931 http://www.tttech.net/Career.html http://www.tttech.net/contactus.html

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CHAPTER- 8
QUESTIONNAIRE

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QUESTIONNAIRE

INSTRUCTIONS: This survey is for knowing the Recruitment and Selection process. Please answer each question accurately as possible. If you do not understand a question, answer it as well as you can note your question(s) in the margin. Your answers will be kept confidential and will not affect your status as an employee in the organization .Thank you. A. Opinion questionnaire. Please rate your work at your organization in the following Areas. Tick the right box that most closely describes your overall opinion of each item. NAME: UNIT NAME: SUPERVISOR NAME: DATE: 1) Recruitment and selection process is effective for the organization objectives? a) Strongly agree b) Agree c) Strongly disagree d) Disagree 2) Does the organization clearly define the position objectives, requirements and candidate specifications in the recruitment process? a) Strongly agree b) Agree c) Strongly disagree d) Disagree 3) Does the procedure adopted for recruitment and selection of employees enables to give right person at right job? a) Strongly agree
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b) Agree c) Strongly disagree d) Disagree

4) Recruitment and selection process depends on source of recruitment? a) Strongly agree b) Agree c) Strongly disagree d) Disagree 5) Which is the best source for Recruitment and selection process? a) Internal b) Consultant c) Print media d) Electronic media e) Others 6) Better result Recruitment and selection can be increased by recruitment sources? a) Strongly agree b) Agree c) Strongly disagree d) Disagree 7) Recruitment and selection process depends on interview? a) Strongly agree b) Agree c) Strongly disagree d) Disagree 8) Interview is the basics filter of the Recruitment and selection process? a) Strongly agree b) Agree c) Strongly disagree d) Disagree 9) Different method of interview should be used? a) Strongly agree
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b) Agree c) Strongly disagree d) Disagree

10) Recruitment and selection process depends upon recruiter? a) Strongly agree b) Agree c) Strongly disagree d) Disagree 11) Recruitment and selection process end result can be because of recruiter? a) Strongly agree b) Agree c) Strongly disagree d) Disagree 12) How well does HR train hiring managers to make the best hiring decisions? a) Strongly agree b) Agree c) Strongly disagree d) Disagree 13) Recruiter should be knowledgeable and experience? a) Strongly agree b) Agree c) Strongly disagree d) Disagree 14) Does HR provide an adequate pool of quality applicants? a) Strongly agree b) Agree c) Strongly disagree d) Disagree

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15) How well HR finds good candidates from non-traditional sources when necessary. a) Strongly agree b) Agree c) Strongly disagree d) Disagree

16) Which method should be used for recruitment? a) Strongly agree b) Agree c) Strongly disagree d) Disagree

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