Critical Analysis of Recruitment Process in Doordarshan

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN
DOORDARSHAN
CHAPTER 1
INTRODUCTION
Recruitment
is
an
important
process
for
any
organization. It is process through which an organization tries to find

out potential employees with suitable skill, knowledge, & abilities
are available.
In October 2006, Ram Shriram, a founding board member of

Google Inc. said that the company faced a challenge of finding
candidates with the right skill sets in India, when compared to
other parts of the world. He cited the shortage of web
development skills, web design technology professionals, and
the need for more talented middle-level manager Analysts
pointed out that these remarks were a further indication of thee
impending talent shortage in the Indian IT sector. NASSCOM had
estimated that, by 2010, India could face a shortfall of 500,000 IT
professionals. It was believed that this could seriously threaten
India's position as a leading provider of IT and ITES services.
DEPT OF MANAGEMENT TECHNOLOGY & RESEARCH N. M. D.

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According to NASSCOM, every year over 3 million people

(graduates
and post graduates) are added to the workforce in India. Of
these, only 25 percent of technical graduates and 10-15 percent
of other graduates are considered employable by the growing IT
and ITES sectors...
Analysts pointed out that these remarks were a further
indication of thee impending talent shortage in the Indian IT
sector. NASSCOM had estimated that, by 2010, India could face
a shortfall of 500,000 IT professionals. It was believed that this
could seriously threaten India's position as a leading provider of
IT and ITES services.
According to NASSCOM, every year over 3 million pe(graduates
and post graduates) are added to the workforce in India. Of
these, only 25 percent of technical graduates and 10-15 percent
of other graduates are considered employable by the growing IT
and ITES sectors...
In the absence of an
effective
recruitment
policy,
organization cannot make progress. An effective recruitment policy

give
organization
a competitive
advantage. Recruitment is one of
the steps in the entire employment
process. Recruitment includes

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finding, developing
the sources of prospective
employees
and
attracting them to apply for jobs in an organization.
Recruitment is the process of searching for prospective employees

and stimulation or encouraging them to apply for jobs in the
organization
-By Edwin Flippo
Recruitment is the process to discover the sources of manpower to

meet the recruitments of the staffing schedule and to employ effective
measures for attracting that manpower in adequate numbers to
facilitate efficient selection of an efficient workforce.
-By Dale Yoder

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PROCESS OF RECRUITMENT
1. Identifying the vacancy:

These contain following
Post to be filled
Number of persons
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Duties to be perform
Qualifications required
2. Preparing the job description and person specification
3. Locating and developing the sources of required number an employees

(Advertising
etc.)
4. Short-listing and identifying the prospective employee with required
characteristics.
5. Arranging the interviews with the selected candidates.
6 .Conducting the interview and decision m

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DOORDARSHAN
UNIT OF STUDY

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CHAPTER 2
UNIT OF STUDY
Doordarshan (Hindi: ; literally Tele-Vision) is the public television
broadcaster of India and a division of Prasar Bharati, a public service
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broadcaster nominated by the Government of India. It is one of the largest

broadcasting organizations in the world in terms of the infrastructure of
studios and transmitters. Recently, it has also started Digital Terrestrial
Transmitters. On September 15 2009, Doordarshan celebrated its 50th
anniversary.
The study was executed among the employees of Doordarshan
who are having their operation in Gondia .A brief profile of this company is
given below.
Doordarshan is the public television broadcaster of India and a division of
Prasar Bharati,a public service broadcaster nominated by the Government
of India. It is one of the largest broadcasting organization in the world in
terms of the infrastructure of studios and transmitters. Recently, it has also
started
Digital
Terrestrial
Transmitters.
On
September
15
2009,
Doordarshan celebrated its 50th anniversary.

Doordarshan had a modest beginning with the experimental telecast
starting in Delhi on 15 September 1959 with a small transmitter and a
makeshift studio. The regular daily transmission started in 1965 as a part of

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All India Radio. The television service was extended to Bombay (now
Mumbai) and Amritsar in 1972. Till 1975, seven Indian cities had television
service and Doordarshan remained the only television channel in India.
Television services were separated from radio in 1976.
The major breakthrough in the history of Doordarshan came in the year
1981-82 with the establishment of microwave links between
Madras,Bombay,Delhi,Jalandar and Bangalore. Five more TV centres
Lucknow, Shrinagar, Calcutta. Asansol and Panaji- where connected to
Delhi by microwave in 1982-83. The most important landmark in the history
of Indian Television, however, came with the launching of the multipurpose
communication Satellite INSAT -1 in April,1982,as a sequal to which on 15 th
August,1982,the Independence Days speech of the then Prime Minister
was directly transmitted through this Satellite for 21 TV transmitters in the
country. For the first time colour was added to the Television picture which
became a permanent feature e of Indian Television within the next 3
months.

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Each office of All India Radio and Doordarshan were placed under the
management of two separate Director Generals in New Delhi. Finally
Doordarshan as a National Broadcaster came into existence.
Doordarshan Kendras & Relay Centres of Maharashtra
Bombay
Amravati
Pune
Solapur
Nagpur
Parbhani
Akola
Chandrapur
Nasik
Nanded
Kolhapur
Jalgaon
Ahmednagar
SangliJalna
Malegaon
Aurangabad
Bhusaval
Dhule
Satara
Latur
Gondia

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OBJECTIVE

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CHAPTER 3
OBJECTIVES
To have objective or objectives is a part and parcel of a

research project. Objectives work essentially as direction in arriving at
certain concrete solution. The same is the case with this study also.
The following objectives are formulated as guiding principles of the
study.
1. To find the existing recruitment policy of an organization.

2. To measure that any deficiencies in the recruitment policy of an
organization.
3. To identify that how successful recruitment policy is in attracting
proper talent.

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HYPOTHESIS

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CHAPTER 4
HYPOTHESIS
For the sake of emphasis, the cardinal values of a

hypothesis are summarized, formulation of a hypothesis give definite points
to the enquiry acts in establishing direction in which to proceed and helps
to delimit the field of enquiry by singling out the pertinent facts on which to
concentrate and by determining which facts should be set aside, at least for
the time being. The use of a hypothesis thus prevents a blind search and
indiscriminate gathering of data which may later prove irrelevant to the
problem under study. For the purpose of our study the following hypothesis,
are formulated.
1. The recruitment policy of the organization is effective.

2. The recruitment policy of the organization is ineffective.
3. It is successful in attracting suitable employees into organization
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PROBLEMS
CHAPTER 5

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PROBLEMS
To undertake a research it is necessary to have some problems.
The research tries to find a solution to these problems. If there is no
problem then there is no need to conduct a research project. Taking
these into view our study also focused on certain problems and an
earnest effort has been made to find suitable solutions to these
problems. The problems of the study includes1. Even the best recruitment policy may not attract suitable
employees into the organization.

2. Even the slightest of loopholes in the recruitment policy
can create problems in the organization.

3. It is difficult to ascertain a proper recruitment policy for an
organization.
4. The recruitment practices adopted by organization differs from
one organization to another.
SCOPE
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CHAPTER 6
SCOPE OF THE STUDY
Scope of the study extends to
Individual organization
Individual department
Individual employee
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Extends to-
METHEDOLOGY

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CHAPTER 7
METHEDOLOGY
METHODOLOGY OF STUDY
The methodology that was adopted for the study included both primary
sources of data as well as the secondary sources of data. The
methodology of the study can be explained as follows:
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Primary Data
The primary data will be collected by employees of the
company. The methods of primary data collection are given
below;
1 Questionnaire method
2 Interview method
For the purpose of study the Likert scaling technique was used.
The respondents were selected on simple random basis from the
organization.
14 executives were selected as respondents.
The respondents were administered a two part questionnaire. Part A
consisting of information relating to the personal characteristic of the
respondents and Part B consisting of 14 questions relating to
succession planning.
Each question in Part B has responses from the most favorable
response to the most unfavorable response in continuoum.
According to the response of the respondent the point of each
question are summated and the overall score was obtained.
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Secondary Data
The sources for secondary data are internet; brochures of the company.
Paper based sources: In paper based sources books on Labour

Laws, journals and magazines, Company manual & booklets were
included.
Electronic sources: In this source, help of internet

and on line database were taken.
FINDING

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CHAPTER 8
FINDINGS
Following are findings of the research
Duration of service since employee is working

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INTERPRITATION:
90% of employees are working for more than 15yrs and remaining that is 10%
are working since 10-15yrs.
Importance to existing employees while determining the

Recruitment policy

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INTERPRITATION:
40% of respondent are strongly agree that the recruitment policy give
more importance to existing employees, 40% of respondent are agree and
disagree & partly agree each comprises 20%
Recruitment practices of the organization
INTERPRITATION:
In the organization 50% of respondent says that the recruitment practices
of the organization are good. 30% of respondent are saying that the recruitment

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practices are excellent and 20% of respondent are saying that the recruitment practices
of the organization are fair
Methods for recruitment adopted by the organization

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INTERPRITATION:
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In the organization 50% of respondent says that method

adopted by the organization for recruitment is Advertisement and remaining 50% are
saying Employment Exchange
Sources of recruitment
INTERPRITATION:
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In the organization 60% of respondent are saying that the source of

recruitment is External
Right recruitment option of the organization
INTERPRITATION:
In the organization 80% of respondent are satisfied with
organizations recruitment option.

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Attracting competent employees

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INTERPRITATION:
In the organization 60% of respondent feels that the existing
recruitment system is help in attracting competent employees into the
organization.
Change in existing recruitment policy
INTERPRITATION:
In the organization 100% respondents suggest that there should
not be any change in the existing recruitment policy of the organization.

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Equal opportunity to all section
INTERPRITATION:
100% respondent are saying that the recruitment policy give an equal
opportunity to all section of society
CONCLUSION
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CHAPTER 9
CONCLUSION
On the basis of our findings we can conclude the
following
As per the findings, almost all the respondents responded
favorably. When the respondents were asked that how are the
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recruitment practices of your organization, 50% said its good, 30% said
its excellent and 20% said its fair. Therefore, the first hypothesis that the
recruitment policy of the organization is effective is retained.
Second hypothesis is the recruitment policy of an organization
is ineffective automatically not retained.
It is an established fact that most of the competent employees in
the field of telecommunication of which Doordarshan is a part are working
in private television channels which is getting reflected in their quality of
programmes. As far as Doordarshan is concern, the quality of programmes
and their technical abilities is far below the qualities of private channels. So
even if the employees may be
competent in Doordarshan, they may not
be competent enough. Therefore, the third hypothesis i.e. It is successful

in attracting suitable employees into the organization is partly retained
SUGGESSION

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CHAPTER 10
SUGGESTIONS
From the above study, following are the suggestions
1. Company has to focus on internal source of recruitment which will
helpful for enhancing moral of an employee.

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2. Company
has
to
provide
up
to
some
extend
an
opportunity to freshers which will increase new creativity in an

organization.
3. Organization should give importance to existing employees so that
the morale of an employee gets increase.
4. Organization should maintain balance to fill the higher level vacancies
in the organization by giving promotion to suitable employees from
within the organization and by recruiting new employees those who
are competent from external sources.
5. On the basis of observation we observed that the number of female
employees are very less so, the competent female employees should
be recruited in an organization
LIMITATIONS

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CHAPTER 11
LIMITATIONS
1. Since
the
study
was
conducted
in Doordarshan
only
therefore the finding and conclusion of the study should

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not be taken as
universally true or applicable to other
geographical areas also.

2. The study was conducted only in Doordarshan , therefore
the
findings
of
the
study
should
not
be
treated
as
applicable to other types of work organization , where

nature of work , working conditions, working environment,
nature of problem is totally different from other.
3. Response given by the respondent depend on his mood so,
whatever response is given may not exact response.
APENDIX A
QUESTIONAIRE
TOPIC A CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN
DOORDARSHN
PART A
1. NAME
2. DESIGNATION
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3. DURATION OF SERVICE
a) 0-5 Yrs b) 5-10 Yrs c) 10-15 Yrs d)>15Yrs
4. AGE
a) 21-25 Yrs b) 26-30 Yrs c) 31-35 Yrs d)>35Yrs
5. SEX
a) Male b) Female
6. PAY-SCALE
a) <15000Rs b) 15000-20000Rs c) 20000-25000Rs d)>25000Rs
PART B
1. How are the recruitment practices of your organization?
a) Excellent b) Good c) Fair d) Poor
2. What is the normal source of recruitment?
a) Internal b) External c) Both d) Any other (specify)
3. What normal recruitment practices in your opinion the organization
should follow for filling higher level vacancies?
a) Internal b) External c) Both d) Any other (specify)
4. What is the normal method adopted by the organization for
recruitment?
a) Advertisement b) Employment exchange
agencies d) Employee referral e) Any other
c) Private placement

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5. Do you think that the organization should give more importance to

the existing employee while determining the recruitment policy?
a) Strongly agree b) Agree c) Partly agree d) Disagree
6. Do you suggest any change in the existing recruitment policy of the
organization?
a) Yes b) No
7. If yes, what change would you suggests?
Recruitment should be done
a) Only from internal source
b) Only from external source
c) From both
d) Should be left to the management
8. Do you think the existing recruitment system is help in attracting
competent employees into the organization?
a) Yes b) No
9. Does the organization follow an equal employment opportunity
practice?
a) Yes b) No
10. Does the organization having a right recruitment option?
a) Yes b) No
11. Does the recruitment policy give an equal opportunity to all
section of society?
a) Yes b) No
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Thanking you
BIBLIOGRAPHY

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BIBLIOGRAPHY
Book Name
1. Organizational Behavior
Authors Name
S.S. Khanka
2. Human resource management
C.V. Mamoria
3. Organization behavior
K. Ashwathappa

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Internet
www.google.com
www.bing.com

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Critical Analysis of Recruitment Process in Doordarshan

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CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN

organization. It is process through which an organization tries to find

In October 2006, Ram Shriram, a founding board member of

DEPT OF MANAGEMENT TECHNOLOGY & RESEARCH N. M. D.