PROJECT REPORT

ON
RECRUITMENT AND SELECTION
AT
OM CAREER

Submitted for the fulfillment for award of degree of
BACHELOR OF BUSINESS ADMINISTRATION

Affiliated to
Punjab Technical University, Jalandhar

Submitted to: Submitted by:
Mrs. Shallu Gupta Ritesh Arora
H.O.D. BBA (6
th
Sem)
Roll No.11204580028


PTU Learning Centre-458
Gujaranwala Guru Nanak Institute of Vocational Studies,
Civil Lines, Ludhiana
CHAPTER-1
INTRODUCTION
Om Careers is a highly acclaimed recruitment and executive search company providing
discerning talent recruitment services to a strong and large list of clientele in all major cities
across India.
We have rich Expertise in providing qualified candidates in various verticals like Information
Technology, Financial Services & Consulting, Media, Advertising & Communication, Retailing,
Engineering, Manufacturing, Infrastructure, Professional Support, Management Sector, Garment,
Textiles, Real Estates, FMCG's, Hospitality, Services Industry, manufacturing, Automobile and
Retail etc.
HR services
We follow a well documented 18 Step process to ensure a perfect job - talent match.
It is as follows :

Client Consultation

Preparation of Assignment Brief

Candidate short listing Using Executive Search Method and Data Bank

Response Management

Telephonic/Face-to-Face Interviews

2nd level Short list

Set-up Interviews with Client

Brief Candidate for Interview

Client-Candidate Interview

Debrief Candidate

Reference and Vetting Checks

Closing and Negotiation

Offer and Acceptance

Prepare Candidate for Resignation

Counsel during Counter Offers

Confirmation of Joining Date

Final Invoice

Monitor success of the search
Sectors
Advertising & Communication
Automobile and Retail
Banking & Insurance
BPO
Engineering
KPO
Financial Services & Consulting
FMCG's
Garment
Infrastructure
Information Technology
Hospitality
Life Science & Health care
Management Sector
Manufacturing
Media
Real Estates
Retailing
Power & Energy
Professional Support
Services Industry
Telecommunication
Textiles


CHAPTER-2
INTRODUCTION TO RECRUITMENT AND SELECTION:

RECRUITMENT:
It is the process by which organizations locate and attract individuals to fill job vacancies. Most
organizations have a continuing need to recruit new employees to replace those who leave or are
promoted in order to acquire new skills and promote organizational growth. Recruitment is
defined as, a process to discover the sources of manpower to meet the requirements of the
staffing schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient workforce.Recruitment is a linking
function, joining together those with jobs to fill and those seeking jobs. It is a joining process
in that it tries to bring together job seekers and employer with a view to encourage the former to
apply for a job with the latter. In order to attract people for the jobs, the organization must
communicate the position in such a way that job seekers respond. To be cost effective, the
recruitment process should attract qualified applicants and provide enough information for
unqualified persons to self-select themselves out. Thus, the recruitment process begins when new
recruits are sought and ends when their applications are submitted. The result is a pool of
applicants from which new employees are selected.

SELECTION
Refers to the task of choosing or picking the suitable candidates by firs tasking for and gaining
access to useful information about the candidate. Through the process of recruitment the
company tries to locate prospective employees and encourages them to apply for vacancies at
various levels. Recruiting, thus, provides a pool of applicants for selection.
Selection is the process of picking individuals who have relevant qualifications to fill jobs in an
organization. The basic purpose is to choose the individual who can most successfully perform
the job from the pool of qualified candidates. The purpose of selection is to pick up the most
suitable candidate who would meet the requirements of the job in an organization best, to find
out which job applicant will be successful, if hired. To meet this goal, the company obtains and
assesses information about the applicants in terms of age, qualifications, skills, experience, etc.
the needs of the job are matched with the profile of candidates. The most suitable person is then
picked up after eliminating the unsuitable applicants through successive stages of selection
process. How well an employee is matched to a job is very important because it is directly affects
the amount and quality of employees work. Any mismatched in this regard can cost an
organization a great deal of money, time and trouble, especially, in terms of training and
operating costs. In course of time, the employee may find the job distasteful and leave in
frustration. He may even circulate hot news and juicy bits of negative information about the
company, causing incalculable harm to the company in the long run.

RECRUITMENT MEANING AND DEFINITION
Recruitment is understood as the process of searching for and obtaining applicants for jobs, from
among whom the right people can be selected. A formal definition of recruitment is:
It is the process of finding and attracting capable applicants for the employment. The process
begins when new recruits are sought and ends when their application are submitted. The
result is the pool of applicants from which new employees are selected

NEED FOR RECRUITMENT AND SELECTION:
The need for recruitment may be due to the following reasons / situation:
Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and
labor turnover
Creation of new vacancies due to the growth, expansion and diversification of business activities
of an enterprise. In addition, new vacancies are possible due to job specification.

PURPOSE OF RECRUITMENT AND SELECTION:
The general purpose of recruitment is to provide a pool of potentially qualified job candidates.
Specifically, the purposes are to:
Determine the present and future requirements of the organization on conjunction with its
personnel-planning and job analysis activities.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of the selection process by reducing the number of visibly under
qualified or overqualified job applicants.

CHAPTER-3
RECRUITMENT AND SELECTION AT OM CAREER

At OM CAREER the recruitment and selection policy has been named Talent Engagement
Policy and the company will recruit the required human resources through policy.

Talent Engagement Policy:
The company is having a talent engagement policy which describes the approving authority for
recruitment, selection methods followed by the company.
For all recruitment engagement of talents in the organization, the process shall be initiated
through human potential department (HPD) only. Group HPD is the process owner and shall be
issuing the guidelines on this from time to time.
The recruitment of new associates is based on the vacancies in the approved organization
structure of the company.
For recruitment of any position in the organization, a manpower requisition duly filled in by the
format that has to be sent by the department head. Based on the request, the HPD will initiate the
process.

Position wise approving authority as per the policy:
Type of positions Approving authorities for recruitment
All replacement positions HOD/ Business Head
All new positions with approved organization
structure
Director and COO
All new positions outside the approved
organization structure
VC and MD

OM CAREER Recruitment and selection policy:
To create sound procedure to appoint employees within the stipulations of the approved
policy.
To recruit, select and place competent and suitably skilled people who will contribute to
the achievement of the OM CAREER strategic and operational requirements.
To attract talented and motivated people who will achieve and contribute to the OM
CAREER continued business success while enjoying long term carrier success.
To recruit and select employees, but also to ensure the full utilization and continued
development of human resources.
To ensure that all recruitment activities are handled according to best practice and
professional guidelines.
To create positive image of the company.

Levels, Grades and designations at OM CAREER :
The company is divided its human resources into:
Management ( top management, senior management, middle management and Jr.
Management)
Commercial / technical cadre.
The top management has been graded as NG 8 and the Jr. Management has been graded as NG 1.
The commercial and technical staffs have been graded as E6 to E1.
The company is having regional and branch offices all over India. Recruitment of its resources
will be done through centralized system .i.e. all the recruitments will be done in its Head Office
only i.e. Ludhiana.

CHAPTER-4
OBJECTIVES OF THE STUDY

To get right person at right place and in right time, the organization should have the specific and
clear policies and recruitment and selection methods which are essential for the growth of the
organization.
To analyze the actual recruitment process in Om Career.
To find whether the existing processes of recruitment and selection are taking place
scientifically or not.
To review the importance and needs of recruitment and selection process.
State, explain and evaluate various methods of recruitment.



CHAPTER-5
RESEARCH METHODOLOGY

INTRODUCTION
The research was done in order to understand the Recruitment and Selection Process followed at
Om Career and the perception of the employees from all the cadres regarding it. To know how an
organization performs in terms of productivity and this should be directly proportional to quality
and quantity of its human resource. In order to get the right kind of people in right place in the
right time the organization should have the specific and clear personnel, policies and recruitment
methods which are essential for the growth of the organization. Hence it was necessary to
conduct a research on the process.

Sample Size:
The sample undertaken to conduct research study consist of fifty people which will
approximately one tenth of the total strength working in the organization. The sample covered
the employees from all the cadres, encompassing the senior most officers to the workers. The
sample will be collected from all the departments of the organization.

Tools and Methods of Data Collection:
The primary method of data collection will be the questionnaire method which was circulated to
the sample undertaken and the information will be collected with its help. Also a general
discussion with the employees helped to gain information regarding the study. The secondary
source used to collect data from the companys policy manual which contains the policy related
to the topic.

Research Design
A research design is a type of blueprint prepared on various types of blueprints available for the
collection, measurement and analysis of data. A research design calls for developing the most
efficient plan of gathering the needed information.
A research design will be the specification of methods and procedures for acquiring the
information needed. It will be the overall pattern or framework of the project that stipulates what
information will be collected from which source and by what procedures.
Sampling Design
Sampling
An integral component of a research design will be the sampling plan. Specifically, it addresses
three questions
Whom to survey (The Sample Unit)
How many to Survey (The Sample Size)
How to select them (The Sampling Procedure)
Sample Size
A Sample size of 50 employees will be considered from Om Career.
Sampling Technique
Non-probability convenience sampling technique will be used to select the respondents.
Scope of study:
It will be a systematic procedure of collecting information in order to analyze and verify a
phenomenon.
The collection of information will be done through two major sources:
1. Primary Data.
2. Secondary Data.
Primary Data:
It will be the information collected directly without any reference. In this study, it will be
gathered through interviews with various employees, human resource officers and other
concerned people. Some of the information will verify and supplemented through personal
observation.
Secondary Data:
The Secondary data will collected from already published sources such as pamphlets, annual
reports, various journals and internal records. The data collection includes:
Collection of required data from annual report of Om Career
Reference from textbooks and journals relating to the paper industry in India.
Annual reports of the company.