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CHART 4.1.

Experience of Respondents

Experiance of Respondents

5% 24%

Below 1 year 1-3 years 71% 3-6 years

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TABLE 4.1.7 Sources that employees get to know about TPC

Options Colleague/Peer Word of mouth Advertisement Consultancy Job Portals Total

No. Of. Respondents 53 14 3 5 5 80

Percentage 66% 18% 4% 6% 6% 100%

INFERENCE: Majority of the employees have come to know about the TPC through Colleague/Peer.

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CHART 4.1.7

Sources that employees get to know about TPC

sources that employee get to know about TPC


60 50 40 30 20 10 66% 0 18% 14 3 5 4% 6% 5 6% No. Of. Respondents Percentage 53

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Table 4.1.8 Popular Recruiting Site

Options

No. Of. Respondents

Percentage %

Naukri Monster Times Job Others Total

35 21 16 8 80

44% 26% 20% 10% 100%

INFERENCE: From this table we can infer that Job portal Naukri is popular among employees and next rank goes to Monster site.

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CHART 4.1.8 Popular Recruiting Site

popular Recruiting Site


35 35 30 No of Respondents 25 20 15 10 5 0 Naukri Monster Times Job others 21 16 8 Percentage %, 10%

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Table 4.1.9 Got informed about Compensation packages

Options

No. Of. Respondents

Percentage %

Yes

43

54

No

37

46

Total

80

100

INFERENCE: Majority of the respondents are aware about the compensation packages they will receive at the time of interview.

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CHART 4.1.9 Got informed about Compensation packages

No 46% Yes 54%

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Table 4.1.10 Got informed about the career path and growth

Options

No. Of. Respondents

Percentage %

Yes

72

46

No

54

Total

80

100

INFRENCE: From the above table we infer that most of the employees are not informed about the career path and growth at the time of interview by the recruiter.

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CHART 4.1.10 Got informed about the career path and growth Got informed about Career path and Growth

No

54

Percentage % Yes 46

40

45

50

55

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Table 4.1.11

Did you get exact job which is relevant to your career?

Options

No. Of. Respondents

Percentage %

Yes

68

85%

No

12

15%

Total

80

100%

INFERENCE:

From the above table we infer that 85% of TPC employees are got exact job.

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CHART 4.1.11

Did you get exact job which is relevant to your career?

Employees got exact job

No

15

Percentage % Yes 85

20

40

60

80

100

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Table 4.1.12 Employee encounter during interview

Options

No. Of. Respondents

Percentage %

Aptitude

43

54

Preliminary Interview

22

27

HR interview Total

15 80

19 100

INFERENCE From the above table 54% employees encountered in Aptitude Test, 27% of employees problem faced in preliminary interview,and 19% of employees encounter in HR interview.

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CHART 4.1.12 Employee encounter during interview

Apptitude

Priliminary Interview

Hr Interview

19%

54% 27%

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Table 4.1.13

Employees' Feedback on Overall Recruitment Strategy

Options

No. Of. Respondents

Percentage %

Highly satisfied Satisfied Dissatisfied Highly Dissatisfied Total

29 43 8 80

36 54 10 100

INFERENCE: From the above table we infer that majority of the employees are satisfied or highly satisfied with the on-going recruitment strategy.

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CHART 4.1.13 Employees' Feedback on Overall Recruitment Strategy Employee's opinion on overall recruitment strategy

10% 36%

Highly satisfied Satisfied Dissatisfied

54%

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CHI SQUARE TEST I OBJECTIVE: To determine whether there is an association between the educational qualification and satisfaction level of employees in recruitment process.

Ho: Educational qualification of employees' and their satisfaction level in recruitment process are independent. H1: Educational qualification of employees' and their satisfaction level in recruitment process are dependent

Feedback on recruitment process

Highly satisfied Satisfied Dissatisfied

Total

Educational qualification Below Hr.Sec UG or PG ITI or Others Total

3 12 14 29

4 10 29 43

1 1 6 8

8 23 49 80

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4.2 Calculation

Ob. Freq (Oij)

Exp.Freq (Eij)

(Oij-Eij)

(Oij-Eij) 2

2=(Oij-Eij) 2/ Eij

3 4 1 12 10 1 14 29 6

29*8/80=2.9 43*8/80=4.3 8*8/80=0.8 29*23/80=8.33 43*23/80=12.36 8*23/80=2.3 29*49/80=17.76 43*49/80=26.33 8*49/80=4.9

0.1 -0.3 0.2 3.67 -2.36 -1.3 -3.76 2.67 1.1

0.01 0.09 0.04 13.4689 5.5696 1.69 14.1376 7.1289 1.21 Total

0.003448 0.020930 0.05 1.61691 0.45061 0.73478 0.79603 0.27075 0.24693 4.190388

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2 TESTS: Degree of freedom

=(r-1) (c-1) = (3-1) (3-1) =2*2 = 4

Table Value Calculated Value Level of Significance

=9.488 =4.190388 =0.05

INFERENCE: Since calculated value is lesser than Table value, Null Hypothesis is accepted & alternate Hypothesis is rejected which says there is no significant relationship between Educational qualification of employees' and their satisfaction level in recruitment process are independent

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CHI SQUARE TEST II OBJECTIVE: To determine whether there is an, association between the designation level of an employee and the recruiter's interest to inform about compensation packages during the time of interview. Ho: Designation level of an employee and the recruiter's interest to inform about compensation packages are independent. H1: Designation level of an employee and the recruiter's interest to inform about compensation packages are dependent. Information about Compensation Yes Designation Level Process Associate 19 Process Executive HR Executive HR Managers Management Trainees Total 15 7 1 1 43 7 25 3 1 1 37 26 40 10 2 2 80 No Total

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Calculation: Ob. Freq (Oij) 19 7 15 25 7 3 1 1 1 1 Exp.Freq (Eij) 43*26/80=13.975 37*26/80=12.025 43*40/80=21.5 37*40/80=18.5 43*10/80=5.375 37*10/80=4.625 43*2/80=1.075 37*2/80=0.925 43*2/80=1.075 37*2/80=0.925 (Oij-Eij) 5.025 -5.025 -6.5 6.5 1.625 -1.625 -0.075 0.075 -0.075 0.075 (Oij-Eij) 2 25.2506 25.2506 42.25 42.25 2.640 2.640 0.0056 0.0056 0.0056 0.0056 Total 2=(Oij-Eij) 2/ Eij 1.80684 2.09984 1.97674 2.29729 0.49116 0.57081 0.00520 0.00605 0.00520 0.00605 9.26518

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Degree of freedom Degree of freedom

=(r-1)(c-1) = (5-1)(2-1) =4*1 = 4

Table Value Calculated Value Level of Significance

=12.59 =9.26518 =0.05

INFERENCE: Since calculated value is lesser than Table value, Null Hypothesis is Accepted & alternate Hypothesis is Rejected which says there is no significant relationship between Designation level of an employee and the recruiter's interest to inform about compensation packages are independent.

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WEIGHTED AVERAGE METHOD TEST I

Weighted Average method is used to compute the rank which determines the attributes that attracted employees towards The Professional Couriers In this method ranks are assigned to the factors by corresponding to the weighted averages from the highest to the least. The factor that shows the lowest average is said to be the most preferred factors among the others

Ranks Sources Advertisement Peer Reference

II

III

IV

VI

VII

2 40

14 40

45 24

60 8

70 10

6 36

7 14

Job Site Walk in Networking Job Fair Consultancy

32 8 2 2 10

24 16 12 46 16

24 48 24 3 30

12 32 64 32 22

40 40 60 40 40

40 44 44 48 55

30 56 56 40 7

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Sources Peer Reference Consultancy Job site

Weighted Average 2.15 2.25 2.52

Rank I II III

Advertsiment Job fair Walk in

2.55 2.63 3.05

IV V VI

Networking

3.27

VII

INFERENCE: From the above table we can infer that Peer Reference is the most important source that Employees choose for immediate placement of job. Then consultancy, job sites, advertisements, job fair are getting next consecutive ranks with little differences in average.

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TEST II

Weighted Average method is used to compute the rank which one is attracted towards employees to join in The Professional Couriers In this method ranks are assigned to the factors by corresponding to the weighted averages from the highest to the least. The factor that shows the lowest average is said to be the most preferred factors among the others.

Ranks Sources Overall Company image Compensation & benefits

II

III

IV

48 16

32 32

48 70

32

40

Position / Job title Challenge & responsibility Opportunity for growth

8 8 8

48 45 32

48 50 48

64 64 70

80 70 66

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Sources

Weighted Average

Rank

Overall Company image

1.6

Compensation & benefits

2.375

II

Opportunity for growth

2.8

III

Challenge and Responsibility Job position/ Designation

2.96

IV

3.1

INFERENCE: From the above table we can infer that Company Image is the most attracted attribute which drew most of the employees towards this organization. The compensation and Opportunity for growth got second and third ranks.

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4.4 DELIVERABLES - EXPECTED CONCLUSIONS

Mode of advertisement can be increased to attract more suitable candidates towards the organization. Employees references can be motivated further in means of monetary and non monetary benefits.

Most of the Professional Couriers employees are having less than one year of experience. So researcher suggests to implement the EXIT Interview by this professional couriers can reduce the attrition rate of their company.

From the study it has been found that Naukri and Monster like job sites are given high preferences among employees for the registration of job. Organization can advertise more about their own online job portal for the registration among candidates, so that it can derogate the dependency on other job portals for resume sourcing, it will prove to be cost effective also.

From the findings we came to know that overall company image is acting as a pull factor for many employees to join at The Professional Couriers. Position & compensations are least favored. Hence these can be ameliorated further to attract more qualified candidates.

Researcher found that 54% of employees are encountered in aptitude test. So researcher suggests to implement the relevant question in the aptitude test. In the Professional Couriers 10% of employees are dis-satisfied in overall recruitment process. So management should obtain their feedback, values and ideas and take the required steps to fulfill their expectation if its suit by the management practices.

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CHAPTER V
CONCLUSIONS

5.1 SUMMARY OF FINDINGS

From the study the researcher found that nearly 71% of the employees chosen for the study belong to the age group of 20-30 years It is found that majority of the employees are well educated, nearly 60% of the employees are at ITI or Others. From the analysis we found 66% of the employees are belonging to a category of between 5000 to10000 salary levels. From the analysis we found that 71% of the employees are having experience below a year only. And 24% of the employees have experience of more than a year. From this researcher found attrition rate of this company is high level

From the analysis we found that majority of the employees have come to know about the The Professional couriers through colleagues or Peers. From the analysis we found that for immediate placement of job employees considers peer references as a big source of an employment. Consultant, Job sites and Advertisements considered as to next level of sources.

It is found that the most popular Job portal among employees is Naukri Nearly 44%of the employees has chosen that option. 26% of them go for Monster. It is found that 54% of the employees say that they were informed about the packages the time of interview. Majority of respondents are concluded that the candidates are encountered in Aptitude test. From the analysis we found that 36% of the employees are highly satisfied with the Overall recruitment process.54% of employees are satisfied with the process. Educational Qualification of an employees and their satisfaction level in recruitment process are independent 81 at

Designation of an employee and recruiter interest to inform about compensation are independent.

From the analysis, it is clear that (79%) of the respondents are from workers and the remaining from administration department (21%)

From the analysis,it is clear that Majority of the respondents are belonging to process executive designation level.

5.2 SUGGESTIONS & RECOMMENDATIONS


Mode of advertisement can be increased to attract more suitable candidates towards the organization. Employees references can be motivated further in means of monetary and non monetary benefits. Most of the Professional Couriers employees are having less than one year of experience. So researcher suggests to implement the EXIT Interview by this professional couriers can reduce the attrition rate of their company. From the study it has been found that Naukri and Monster like job sites are given high preferences among employees for the registration of job. Organization can advertise more about their own online job portal for the registration among candidates, so that it can derogate the dependency on other job portals for resume sourcing, it will prove to be cost effective also. From the findings we came to know that overall company image is acting as a pull factor for many employees to join at The Professional Couriers. Position & compensations are least favored. Hence these can be ameliorated further to attract more qualified candidates. Researcher found that 54% of employees are encountered in aptitude test. So researcher suggests to implement the relevant question in the aptitude test. In the Professional Couriers 10% of employees are dis-satisfied in overall recruitment process. So management should obtain their feedback, values and ideas and take the required steps to fulfill their expectation if its suit by the management practices.

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5.3 CONCLUSION This project A STUDY ON EFFECTIVNESS OF RECRUITMENT PROCESS in The Professional Couriers was mainly carried out to study the effectiveness of recruitment process. In the current scenario of blooming couriers & cargos industry recruitment is the quintessential part of HR strategy. For a high growth organizations attracting, hiring and retaining the right talent is critical. It ensures that the right people with the right skills are in the right place at the right time. And the right players are the key source of competitive advantage. And here the effectiveness is cognized by the recruiters, From the study the main interpretation was most of recruiters are obliged by the on -going recruitment process .From the study the most preferred sources for recruitment was found out which ensures the concern to attract more suitable candidates for the future requirements.

Recruitment Professionals plays an important role in "Organization Transformation", hence their involvement factor also ascertained by this project. Thus this systematic process will enable organization to identify talented employees and provide education to develop them for future level and broader responsibilities.

5.4 DIRECTION FOR FURTURE RESEARCH

The study has been carried out on the basis to find the effectiveness of the recruitment process. And the study was conducted only for two months. So here the constraints are time and the cost. And the study was conducted in the regional office so that it covers only a small area. So in the future if the study has been conducted in the head office it can cover a large area of various branches all over the world, and the researcher has to take care of the constraints (i.e) time and cost, so that the study can be carried out more effective in the future.

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Appendix
QUESTIONNAIRE

Dear Respondent,

This exercise is intended for an academic purpose. We request you to feel free and frank while filling in this form. The information provided by you are treated as confidential.

1. NAME:

(Optional)

2. AGE-GROUP (in years): 3. QUALIFICATION: (A) Below Hr.Sec (B) UG or PG (C) ITI or Others

(A) 20-30

(B) 30-40

(C) 40-50

4. DEPARTMENT: .. 5. DESIGNATION: . 6. Income Level (In Rupees) (a) <5000 (b) 5000-10000 (c) 10000-15000 (d)>15000 7. No. of years experience in The Professional Couriers (a) <1yrs (b) 1-3yrs (c) 3-6yrs (d) above 6 yrs 84

8. Total work experience ________________

9. How do you come to know about The Professional Couriers? (a) Colleague / Peer (b) Word of mouth (c) Advertisement (d) Consultancy (e) Job portals

10. Rank the attributes which attracted you towards The Professional Couriers (Rank as 1 which u like Most) Overall Company image Compensation & benefits Position / job title Challenge & Responsibility Opportunity for growth

11. In which job site you have registered for the job (a) Naukri (b) Monster (c) Times Job (d) Jobs Ahead (e) Others (please specify)..

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12. Rank the sources which you choose for immediate placement of job? (Rank 1-7)

Recruitment 1. Advertisement 2. Peer Reference 3. Job sites 4. Walk-in-interview 5. Networking 6. Job fair 7. Consultancy

Ranking

13. At the time of interview did they tell you about the compensation that you will receive? Yes ( ) No ( )

14. At the time of interview did they tell you the about career path and growth? Yes ( ) No ( )

15. Did you get exact the job which is relevant to your qualification?

Yes

( )

No

( )

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16. Give your feedback on overall process?

Aptitude Preliminary Interview Technical Interview HR Interview

- effectively 1 - effectively 1 - effectively 1 - effectively 1

2 2 2 2

3 3 3 3

4 4 4 4

5 5 5 5

Ineffectively Ineffectively Ineffectively Ineffectively

17. Mention at which stage you faced problem in overall recruitment process? Comment reason.

( ) ( ) ( ) ( )

Aptitude Preliminary interview Technical interview HR Interview

Others (please specify) _______________________________________

18. Your feedback on the overall recruitment strategy? ( ) Highly satisfied ( ) Satisfied ( ) dissatisfied ( ) Highly Dissatisfied

Leave here your value Suggestions and Recommendations:

_____________________________________

_____________________________________

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REFERENCES BIBLIOGRAPHY
BOOKS: 1) J.Jayashankar, Human Resource Management, Margham Publications, 2006, first published in 2004. 2) IAN Brace, Questionnaire Design, first published in Great Britain and the United States in 2004 by Kogan page Limited. 3) Dr. Ramilochannan, Research Methodology, Margham publications, 2007, first published in 2002. 4) Shajahan.S, Research Methodology for Management, Jico Publishing House, 2000. 5) Kothari.C.R, Research Methodology-Methods and Techniques, Wishwa Prakashan Publications, 1985. 6) P.C.Tripathi, Human Resource Development, Sultan Chand & Sons, 2004. 7) Sharma, A.M., Personnel and Human Resource Management, Himalayan Publishing House. 8) Ashwathapa.K., Human Resource and Personnel Management, Tata McGraw Hill Ltd, New Delhi.

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WEBSITES: www.google.com http://www.rocw.raifoundation.org/management/bba/essentialsofmanagement/lecture -notes/lecture-14.pdf http://www.ibef.org/artdispview.aspx?in=38&art_id=21617&cat_id=121&page=3

en.wikipedia.org/wiki/Recruitment

www.allinterview.com/showanswers/1515.html

recruitment.naukrihub.com/recruitment-vs-selection.html

www.citehr.com/14439-difference-between-recruitment-selection.html

persmin.nic.in/recruit.html

www.hrmguide.co.uk/hrm/chap8/ch8-links.html

www.stylusinc.com/erecruitment-solutions/simple-recruitment-process.php www.tpcglobe.com

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