Professional Documents
Culture Documents
ON
ANALYTICAL STUDY OF RECRUITMENT PROCESS
WITH REFERENCE TO
SUZLON ENERGY LTD
(GODREJ MILLENIUM, KOREGAON
PARK PUNE- 411001)
DECLARATION
I hereby declare that the project report entitled ANALYTICAL STUDY OF
RECRUITMENT PROCESS WITH REFERENCE TO SUZLON ENERGY
LTD submitted in partial fulfillment of the requirements for the degree of the
Masters of Business Administration to GITAM University, India, is my original
work and not submitted for the award of any other degree, diploma, fellowship,
or any other similar title of prizes.
Place - Angul
(MANASWINEE SAHOO)
Date
EXAMINIERS CERTIFICATION
Internal Examiner
External Examiners
BONAFIDE CERTIFICATE
Certified that this project report titled ANALYTICAL
STUDY
OF
RECRUITMENT
PROCESS
WITH
REFERENCE TO SUZLON ENERGY LTD is the bonafide
work of
Mr. Manaswinee Sahoo who carried out the
project work under my supervision.
SIGNATURE
ACKNOWLEDGEMENT
(Manaswinee Sahoo)
Regd. No. - A13MB2020004
Regd. No.
A13MB2020004
Certified by Director
COMPANY CERTIFICATE
This is to certify that Miss. Manaswinee Sahoo, MBA student of Creative
Institution of Management, GITAM University has successfully completed the
project as partial fulfillment of the MBA program from Dt. 01.02.2015 to Dt.
06.04.2015. The report entitled, ANALYTICAL STUDY OF RECRUITMENT
PROCESS WITH REFERENCE TO SUZLON ENERGY LTD is his original
work and the same has not been submitted prior to this in any form.
During the above period we found him be sincere and hardworking. He
followed the rules and regulations of the organization and was punctual in his
attendance. His performance and conduct was good. He possesses the ability to
transform conceptual knowledge to practical situations.
Signature
Table of Contents
Chapter. No.
Chapter Title
Introduction of Study
Company Profile
Objective of Study
Review of Literature
Research Methodology
Bibliography
10
Annexure
Executive Summary
Introduction:-
Company Profile:Suzlon has its turnover of 21000 crores. Its major product is Wind
Turbines. It also has a wide range of capacitors, AC, Wind Turbine
Systems, and Generators. Employee Strength of Pune Unit Koregaon
Park is 350 employees.
Objectives of the Project:Following are the main objectives of the project as under.
Review of literature:-
Data Collection : Primary Data:Primary data is collected by means of structured questionnaires. Some
questionnaires are sent amongst different levels in the organization.
Secondary Data:Secondary data is collected through company profile, company sites, and
company brochures.
The sample size of my research is 10 employees of Suzlon with a
population of 80 people in the organization.
Data Analysis and Interpretation:The tabulated data is analyzed using statistical tool, pie chart. A detailed
interpretation is drawn from the pie-charts which was very useful in
updating the recruitment procedure.
Major Findings:In this chapter, I have observed that, the company has applied
strong policy to use in Recruitment process. The major findings
were as follows :1. Recruitment is essential to discover potential applicants for actual or
anticipated organizational vacancies. Thus recruitment procedure is
designed to be objective oriented and as per the need.
2. In order to attract, deploy, retain or recruit the talent required for building
and organization, company aims at recruiting those who are fit with work
culture of certain job profile in a certain company may be an MNC.
3. Recruitment in suzlon is cost effective, time effective, interview is
probably the most widely use tool.
4. The average time for recruitment process is 2 weeks to 2 months from the
initial requisition period.
5. Review and planning are also important aspects of recruitment and
managing the people by tangible grade point scales strictly follows it.
Suggestions, Recommendation & Conclusion :Following are the suggestions and conclusion of the study of
recruitment process as under :1. Effective communication being the important and critical requirement for
healthy and working environment so it should be provided to new
employed candidates. As well inter departmental complexities be
reduced.
2. The company being vast, number of search engine portals should be
increased.
3. Efficient formulation of methodologies be done to retain manpower as
attrition rate of employees is high in company.
4. Time span between interview schedule and steps of selection till job offer
should not be delayed so that critical positions can be filled within limit.
5. The existing recruitment procedure is effective and efficient.
6. The companys priority reduces the probability that job applicant, once
recruited and selected, will leave the organization after a short period of
time.
INTRODUCTION OF
STUDY
CHAPTER 1
Introduction of Study
Introduction of Study:Recruitment is the process of acquiring the right type of person.
Recruitment is one of the basic functions of Human Resource Department.
Recruitment is the process of developing a pool of qualified applicants who are
interested in working for organization and from which the organization might
reasonably select the best individual or the individuals to hire for the
employment.
Purpose of the Study:Recruitment is the most important element in any organizations management
of people because it is not possible to optimize the effectiveness of human
resources, by whatever method, if there is a less than adequate match. The
purpose of recruitment is to match people to work.
Scope:Scope of recruitment provides permanent, contract and temporary staff for
organization. It helps organization to find out the qualified and skilled
jobseekers that will help to improve the strategy of organization. Good
recruitment is a solution for productive organization. The extent of recruitment
differs from organization to organization according to their size, employment
condition, ability of the organization, salary, benefit packages offered, growth
rate etc.
Nature of Work :At Suzlon Energy Ltd the work done by me was very analytical. There was a
thorough study of the topic Recruitment Process.
Through the review of literature I had referred various books based on this
topic. Initially there was a study on what is exactly Recruitment Process.
Then the next step was its importance, types, procedures, the Company Profile.
Framing of the Objectives of Study was the most important part of this project
work. Based on these objectives the essential theoretical literature was framed.
Then came the practical part which was to be studied by personal discussion
with the HR Executive of Suzlon and with the HR staff of Suzlon i.e. the actual
process of Recruitment Process carried out at Suzlon.
Here the study was on the importance of Recruitment of Suzlon, the actual
method which is used at Suzlon for carried out, the results of their process, etc.
Then there was the research methodology based on this topic i.e. what is the
meaning of Research Methodology, the process of research methodology, data
collection (the secondary data was collected), sampling, etc.
During this actual Questionnaires were circulated to the employers as well as to
the employees of Suzlon. After research methodology was completed the
actually collected data was analyzed and then interpreted in a particular format.
Based on the data interpretation done after the questionnaire, the results were
studied and then actual process of Recruitment at Suzlon was analyzed.
Then the suggestions on these observations and findings were done. These
suggestions were important for the improvement in the Recruitment Process at
Suzlon.
At the last conclusion were drawn on the topic.
Importance:Recruitment is a very important stage as the success of any organization largely
depends upon the team of skilled and qualified workers it has. In recent
changing business environment, organizations have to respond quickly to
requirement for people. Hence it is important to have well-defined recruitment
policy in place, which can be executed effectively to get the best fits for the
vacant positions. Selecting the wrong candidate or rejecting the right candidate
could turn out to be costly mistake for the organization.
Limitations: The main limitation was the time bound. Due to the period being of eight
weeks, it was not possible to practically help in the whole recruitment
procedure of the organization.
Another limitation was the unavailability of the Managers (Recruitment)
due to their busy schedules likewise for Drives, Walk-Inns, and Meetings
of the organization.
COMPANY PROFILE
CHAPTER 2
Company Profile
Suzlon Energy Limited is one of the pioneers in the wind energy industry. The
company has come to the fore of the business by strategically focusing on
innovation and research an integrated value chain, and entering into emerging
and high growth markets to drive sustainable growth.
Given the truly global nature of its business, Suzlon has established a
Group management center in Amsterdam, Netherlands, and manages its
international marketing effort out of Aarhus, Denmark, while runs its India
operations out of Pune, India. The company's global spread reflects in its
projects portfolio - extending across Australia , Brazil , China, India, Italy ,
Portugal, South Korea and the United States .
Origin:The origin of Suzlon Energy Limited can be traced back to 1995, when its
founder Tulsi Tanti incorporated the company and entered renewable energy
segment. Suzlon started its journey with a small project to supply wind turbine
generators for a 3.34 MW windfarm project in Gujarat, India. Since then,
Suzlon has not looked back and today it ranks as the world's 5th leading, and
India's and Asia's leading manufacturer of wind turbines, with over 2,000 MW
of wind turbine capacity supplied in India and across the world.
2). Renewed Vision: Its renewed vision is to rank among Top three wind players in the world
and to be among leaders in European markets.
Suzlon has presence in all the major international markets. United States,
the largest market for wind energy worldwide forms Suzlon's largest market
outside of India. Suzlon has also received major orders from Australia, Brazil,
China, Italy, Portugal and South Korea. In terms of global footprint, Suzlon's
global team is spread across four continents: Europe, North America, Asia, and
Australia. Suzlon has its international business headquarters in Denmark,
Global Management Center in Netherlands, and research and development
centres in Germany, and Belgium. In North America, Suzlon has its US
corporate headquarters in Chicago, Illinois and has offices across the continent
to provide marketing, projects and service support. In Asia, Suzlon has presence
in India and China. Suzlon's office in Melbourne, Australia is responsible for
sales, marketing, project implementation and service support for the emerging
Asia Pacific Market.
History of the Company:-
The Suzlon story began in 1995 with just 20 people; and in a little over a
decade has become an epic. A company of over 13,000 people, operations
across the America, Asia, Australia and Europe, fully integrated manufacturing
units on three continents, sophisticated R&D capabilities and market leadership
in Asia, ranked 5th in terms of global market share.
The seeds of the idea that became Suzlon was sown by Mr. Tantis venture into
the textile industry just as it began in its booming years.
Suzlon began with a wind farm project in the Gujarat state of India in 1995 with
a capacity of just 3 MW and has, at the end of 2007, supplied over 7,500 MW
world over. Suzlon has grown more than 100% annually and registered a 108%
growth, in the financial year ended 2007 - over twice the industry average - in a
supply restricted environment.
Today Suzlon is being ranked the 5th leading wind power equipment
manufacturer with a global market share of 10.5%. The company seized
market leadership in India over 8 years ago, and has consistently maintained
over 50% market share, installing over 3,000 MW of wind turbine capacity in
the country.
Suzlon Products: -
2).Other Products:Suzlon has also a wide range of capacitators , AC , Generators , Wind Turbine
Systems , etc. unlike many such products .
3). Growth: Looking for growth not just in India, but across the world, Suzlon looked past
traditional markets for wind energy, and entered new and emerging high-growth
markets. This step has success in the rapid global expansion of Suzlons
business with orders from Australia, Brazil, China, Italy, Portugal, Turkey and
the United States.
4). Work at Suzlon: Harnessing wind energy is striking the perfect balance between nature and
technology. In people, it is about the right mix of the individual and the
organization. Each of our 13,000 employees put together helps us raise the
performance bar in professionalism, opportunity, responsibility, belongingness
and accomplishment.
market share.
Energy.
Received the IPO of the Year honor from the Euro money And Ernst
&
Young-backed Renewable Energy Finance Forum
7. CARBORUNDUM UNIVERSAL.
8. CROMPTON GREAVES
9. CUMMINS INDIA
10. LARSON & TOUBRO
11. SIEMENS
12. TATA HONEYWELL
13. THERMAX
14. VOLTAS
15. FINOLEX CABLES
16. PRAJ INDUSTRIES
17. ENGINEERS INDIA
18. PUNJ LLOYD.
Group
(I)
Sr.Manager
& Above
Level
Group
(II)
Assistant Manager/
Manager
Group
(III)
Engineer /
Exe.Engg / Engg.
C
Level
A
Level
B
Sr. Manager
( M-6, S-1)
GM & Above
(S-4 & Above)
DGM/AGM
(S-2, S-3)
Level
D
Dy. Mgr /Asst Mgr
Sr. Engg ,Engg
Exe. Engg
(M3,M4,M5)
Level
E
Technician
Worker
Accountants
(M0- M2)
HR Structure
CHRO
Recruitment
Training and MD
HR Head
Corp & Shared
Services
HR Head
MBU
HR Head
Technology
HR Head
India Business
HR Head
International Business
OBJECTIVE OF STUDY
CHAPTER 3
Objective of Study
Objective of Project: Recruitment is one of the major happening in Suzlon Energy Ltd. Whenever
there is a need, candidates are recruited and selected through various sources
according to the need of the organization.
The objective of this project is to analytically study the recruitment process
in. Suzlon Energy Ltd. and suggest improvements based on the internal
feedback, so as to ensure that kind of people are selected for the right job at
the right time so that ultimately the organizations goals are achieved.
Objectives: -
REVIEW OF LITERATURE
CHAPTER 4
Review of Literature
Right people at Right place
An organizations success entirely depends upon the work force it has and the
way in which it performs. Hence recruitment and selection form an important
part in every organization.
Recruitment is the process of developing a pool of qualified applicants who are
interested in working for organization and from which the organization might
reasonably select the best individual or the individuals to hire for the
employment Recruitment process makes possible the management to acquire
right people at right place for carrying out the operations of the organizations
effectively and smoothly.
Theoretical Framework: Recruitment:To be hired. Recruitment forms the first stage in the process which
continues with selection and ceases with the placement of the candidate. It is
the next step in the procurement function, the first being the manpower
planning. Recruiting makes it possible to acquire the number and types of
people necessary to ensure the continued operation the organization. Recruiting
is the discovering of potential applicants for actual or anticipated organizational
vacancies. In other words. It is a linking activity bringing together those with
jobs and those seeking jobs.
As Yoder and others point out: Recruitment is 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 selective selection of an efficient working force.
Accordingly, the purpose of recruitment is to locate sources of manpower to
meet job requirements and job specifications.
positive in that it stimulates people to apply for jobs to increase the hiring
ratio, i.e. The number of applicants for a job Selection, on the other hand tends
to be negative because it rejects a good member of those who apply, leaving
only the best.
(ii)
(iii)
(iv)
(v)
(vi)
Steps of Recruitment Process: Every manufacturing company will have to recruit sufficient number of
workers in the company and clerical staff in the offices. The responsibility of
appointing the staff lies with the personnel manager or recruiting officer.
Recruitment is the basic function of the personnel department.
Recruitment procedure involves the following steps.
Recruitment Cycle:
Detail Knowledge of the vacancy - Job Description & Specification
Sources - internal - employee reference or advertising, outside agency
Screening of the candidates
Interview
Reference check
Selection
1. Human Resource Planning: It is the first step in recruitment procedure in which the personnel
department has to plan for recruiting persons in the organization. They have
to prepare job analysis and descriptive statement of the job called job
description as well as a statement of qualities and qualification of person to
be recruited, which is called job specification. They are the prerequisites of
good recruitment and provide guidelines to the persons in charge of
recruitment.
3. Deciding Sources of Recruitment: Persons can be recruited by many ways such as calling application and
screening them, asking existing employees to refer new unemployed
persons, contacting private employment agencies or training institutions etc.
A personal manager has to study the merits and demerits of every method
and has to decide which method will be suitable for the organization.
4. Selecting and Placement: This is the last stage of recruitment procedure. After deciding the sources of
recruitment the personnel manager has to follow the method and recruit
persons by selecting him. After selection, giving him appointment should
place the persons.
According to Famularo, personnel recruitment process involves five
elements, viz, a recruitment policy, a recruitment organization, a forecast of
manpower, the development of sources of recruitment , and different
techniques used for utilizing these sources, and a method of assessing the
recruitment programmed.
Recruitment Policy in Suzlon:Such a policy asserts the objectives of the recruitment and provides a
framework of implementation of the recruitment programmer in the form of
procedures.
A Good Recruitment Policy Must Contain These:Elements:(a) Organizations objectives both in the short term and long-term-must be
taken into consideration as a basic parameter for recruitment decisions and
needs of the personnel-area-wise, job-family-wise.
(b) Identification of the recruitment needs to take decisions regarding the
balance of the qualitative dimensions of the would be recruits i.e. the
recruiters should prepare profiles for each category of workers and
accordingly work out the man specifications, decide the sections,
Prerequisites of A Good Recruitment Policy:The recruitment policy of an organization must satisfy the following
conditions:
1.
2.
3.
4.
5.
number of factors, including the skills required, the state of the labor market,
general economic conditions, and the image of the employer.
A company which has a reputation of paying fair wages, providing, good
employee benefits and taking interest in employee welfare activities would
attract a larger number of applicants than it needs without making any extra
recruiting effort. Small companies, which hire only a few persons, each year
may not need to do more than spread the word around the plant or office that a
vacancy exists.
However, as a result of regulations and pressures from society and the
government, the recruitment programmer now requires the employers to go out
and actively seek job applicants from groups of those who may not otherwise
apply for employment.
Sources of Recruitment:
Before an organization activity begins recruiting applicants it should
consider the most likely source of the type of employee it needs. Some
companies try to develop new sources, while most only try to tackle the
existing sources they have. These sources, accordingly, may be termed as
internal and external.
Internal Sources:
2. Promotion:
The promoting the employees to the highest post can fill up the various
vacancies in the organization. The promotion of employees means upgrading
of the employee. Whenever an employee is promoted it increases the rank,
remuneration and also the responsibility of employees. It helps to maintain
industrial peace in organization.
Internal sources are the most obvious sources. These include personnel
already on the pay-roll of an organization, ie, its present working force.
Whenever any vacancy occurs, somebody from within the organization is
upgraded, transferred, promoted or sometimes demoted.
This source also includes personnel who were once on the pay roll of the
company but who plan to return or whom the company would like to rehire,
such as those on leave of absence, those who quit voluntarily, or those on
production lay- offs.
An organizations success entirely depends upon the work force it has and
the way in which it performs. Hence recruitment and selection form an
important part in every organization.
Recruitment is the process of developing a pool of qualified applicants who
are interested in working for organization and from which the organization
might reasonably select the best individual or the individuals to hire for the
employment.
It improves the morale of employees, for they are assured of the fact that
they would be preferred over outsiders when vacancies occur.
(ii)
(iii)
It promotes loyalty among the employees, for it gives them a sense of job
security and opportunities for advancement
(iv)
As the persons in the employment of the company are fully aware of, and
well acquainted with, its policies and know its operating procedures, they
require little training, and the chances are they would stay longer in the
employment of the organization than a new outsider would.
(v)
(vi)
(ii)
There are possibilities that internal sources may dry up and it may be
difficult to find the requisite personnel from within an organization.
(iii)
Since the learner does not know more than the lecturer, no innovations
worth the name can be made. Therefore on jobs which require original
thinking (such as advertising, style, designing and basic research), this
practice is not followed.
(iv)
number ignore this source, especially for middle management jobs. In other
words, this source is the lode that is rarely mined. It is not only reasonable but
wise to use this source, if the vacancies to be filled are within the capacity of
the present employees; if adequate employee records have been maintained, and
if opportunities are provided in advance for than to prepare themselves for
promotion from blue-collar to white-collar jobs.
External Sources:
These sources lie outside the organization. They usually include
(i)
(ii)
(iii)
(iv)
Others not in the labour force, such as married women and persons from
minority groups.
2. Placement Agencies:
Merits:(i)
(ii)
Since persons are recruited from a large market, the best selection can be
made without any distinctions of caste, sex or color.
(iii)
Demerits:-
Methods or Techniques of Recruitment:Author summaries the possible recruiting methods into three categories:
direct, indirect and third party.
2).Indirect Methods:
Indirect methods involve mostly advertising in newspaper, on the radio, in trade
and professional journals, technical magazines and brochures.
Jyoti, The national Herald, Free Press Journal, The Pioneer, Amrita Bazar
Patrika, Economic Times The Hindu, The Indian Express, etc, carry
advertisements for all types or positions. Such advertisements enable
prospective candidate to screen themselves in order to find out whether they are
fit for the job for which the advertisement has been issued.
According to Advertisement Tactics and Strategy in Personnel Recruitment,
three points need to be borne in mind before an advertisement is inserted. First,
to visualize the type of applicant one is trying to recruit. Second, to write out a
list of the advantages a company offers; in other words, why the reader should
work for the company. Third, to decide where to run the advertisement, not only
in which area but in which newspaper having a local, state or nation-wide
circulation.
3).Other Methods:Include advertising in publications, such as trade and professional journals, and
radio or television announcements, as is done by many Indian manufacturers.
Professional journals are read by people with specialized backgrounds and
interests. Therefore, advertisements in these are generally selective.
Private employment agencies :These include the use of commercial or private employment agencies,
state agencies, placement offices of schools, colleges and professional
associations, recruiting firms, management consulting firms, indoctrination
seminars for college professors, and friends and relatives.
Practical Framework
Recruitment Process at Suzlon Energy Ltd : Scope of the Study:As far as recruitment of Potential candidates is concerned the conclusion &
suggestions derived from study will be useful to widely sought customers and
executives of manufacturing companies to improve work efficiency in today's
cutthroat competition.
Given below is the guideline applicable to recruitment activities carried out for
all Business Units at Suzlon,
A new staffing partner is taken on board when there are many positions to work
upon or on exit of any staffing team member. Following activities are carried
out before the new staffing team member joins:
The computer, company e-mail id, employee number, EID, access card is made
available.
When new staffing member joins, following details are provided to him/her:
- Brief of Suzlon, its products, skills set in general, about BUs and the
hierarchy at Suzlon
- Methods of sourcing the resumes.
- The job profile and job structure.
- Staffing track sheet.
- Documents to be used and processed.
Job Description
Job Specification
Job title
Education
Location
Experience
Job Summary
Behavioral Skills
Duties
Communication Skills
Industry Experience
Once it is known how many and what type of candidates are required,
consideration is given to
i)
Sources of recruitment
a) Job Portals
b) Internal candidates
c) Advertisement of company website
d) Campus Placement etc.
ii)
Companies to be considered.
iii)
Grade Designations
S4
CXOs / BU Heads /
President
Vice President
S3
S2
Levels for
Hierarchy
General Manager
AGM & DGM
Normal Role
Levels for
Recruitment
Head of Function / BU
Strategic
Tactical
Head of Function /
A
SBU
HoD
HoD / Site in-charge / B
Team Leads
S1
Sr. Manager
M6
Manager
M5
M4
M3
M2
M0
T
Operational
Team Members
Level
Grade
Designation
S3 & above
GM & above
S2
S1 & M6
M5 to M2
DGM / AGM
Sr. Mgr & Mgr
Dy. Mgr to Engineer, Executive, Officer
M1 & below
T1
Similarly all such above positions are filled with consideration of levels and
grades in the organization.
Given below are few Hiring Charts of resumes sourced two years back as
follows:-
%
24
37
25
6
7
100
%
23
38
25
6
8
100
Job Portals:The most preferred job portals used at Suzlon are Naukri and Monster.com
Following are some of the common services provided by the portals:-
i)
Advanced Search-
ii)
Basic search
This is the quick search using the drop down menu on fixed parameters with
keyword search in important fields. It is useful for initial steps of search.
Job postings:Portals are also used to post the job requirements of the company .These
postings can be searched by using specific keywords. The contents of the job
posting can be changed by the poster.
Miscellaneous: The database is maintained in a excel which consists of resumes sent to the HR
For scrutiny with details of candidate profile, comments of the manager,
interview date etc.
In case a candidate found unsuitable for a position in one business unit is found
suitable for the other BU, then the candidate may be reconsidered for an
opening at Suzlon.
My Pal :The open positions are made open to existing employees for referring their
relatives and friends through My Pal. These documents contain the details of
manpower requisition form. The present employees refer their references. The
response is captured in the excel sheet containing details of employee referred,
name of the candidate who is being referred, his or her years of experience,
skills, qualification, location, etc.
The employees who refer the suitable candidates are awarded with the amount
at the end of the year but the referral amount is given only after the candidate
completes three months of service at Suzlon.
Pre-screening the Resumes: The resumes received from various resources are to be pre screened before
sending to the HR manager. The purpose of pre screening is to remove the
visibly unqualified candidates from the pool of candidates for the job at the
early stage. The pre screening is done in following ways:
Telephonic Prescreening:The candidate is contacted on phone and following details of profile are
captured:
- Ever interviewed by Suzlon Energy Ltd.
- Graduation, Year of Passing
3. Selection Interviews:
Telephonic (Technical) :- In the initial stage of interview a telephonic
round of the candidate is taken to test the basic knowledge of his skills.
Eg. Test and measurement engineer for quality assurance department.
HR Round of Interview:
The HR round of interview is not just a formality. Apart from salary discussion
and negotiations, various non- technical abilities such as ability to work under
stress, decision making skills, time management are assessed in the HR round
of interviews.
The HR round is to ensure that the candidate and Suzlon are not a mismatch to
each other in terms of work culture, aspirations etc.
Reference Check and Selection decision:1).Reference Check:Reference checks are done for the purpose of verifying information and gaining
additional information on an applicant. Although listed in the application form,
references are not usually checked until an applicant has successfully reached
up to the last stage of selection process.
People from previous company, colleagues can act as good references. Previous
co-workers are preferable because they are already aware of the applicants
performance.
Mainly 2 purposes are served by reference checks:
1. To gain insight about the potential.
2. To find out the behavioral skills.
Joining Process:1).This is the last step in Recruitment:After selection, the joining process of the new candidate starts by the staffing
partners.
The staffing partners send the following documents to the post processor.
For the joining process the following documents are needed.
1. MRF ( signed by minimum 2 concerned persons)
2. Application Form
3. Evaluation Form
4. Candidates CV
5. Comparison Sheet
These documents contain the information which is important to the company as
well as to the candidate also. The contents of the information are:
- Designation of the candidate
- The date of joining
-
Location
- Business Unit
- Salary Break up
- Band of the candidate
- Comparison of the previous and current salary
- Internal fitment
2).Job offer: After collecting all the above mentioned documents from the respective staffing
partner two weeks earlier and confirming the date of joining with the candidate,
the post processor makes an appointment letter and sends the soft copy of
appointment letter as an offer from the company.
This offer is the final confirmation from Suzlon as to the person has cleared all
the selection criteria except the medical test.
This offer contains the following documents:
1. Appointment letter with Salary break up
2. Annexure
(Including medical examination form and the list of the documents to be
carried at the time of joining)
3. Compensation benefit papers
(List containing various benefits the new candidate is eligible to)
The candidate fills and sends two forms that is the application forms and
medical declaration back to the concerned person. Mean while the HEAD HR
checks all the documents and signs the appointment letter which the person gets
at the time of joining.
Before the joining of the candidate, other necessities such as creation of EID,
creation of employee no. his/her computer, seating place are completed with the
help of their application data forms, salary sheet, and appointment letter.
At the time of joining the candidate fills a joining form which is given with the
joining kit. The candidate submits the joining form with other documents which
are mentioned in the annexure which are:
- All educational certificates
- Relieving letter of previous employer
- Experience certificate
- Pay slip of the previous employment
3).Problems in the hiring as seen:1. Lack of knowledge of joining process to the staffing partners.
2. Updating of the internal database
3. Lac of Pro-activeness
4. Repeated interviews of the same candidate.
5. Time required for the hiring process.
6. Limited sources of resumes
RESEARCH METHODOLOGY
CHAPTER 5
Research Methodology
What is Research?
The very common meaning of research is a search of knowledge.
Research Methodology :-
FF
Define Research
Review of
Problem
Literature
II
III
Research
Collect
Design
Data
(Including
IV
Sample)
Design)
III
Analysis of Data
V
Interpret
Report
(VI)
F
Where F = FEED BACK
Where FF = FEED FORWARD
Research Objective :-
Research Design :Definition:According to P.V.young, A research design is the logical and systematic
planning and directing a piece of research.
The design chosen for the project work is Descriptive Research Design.
It helps in the findings.
Describe the characteristic of certain groups.
Estimate the proportion of people in a specified population
who behave in certain way.
Make specific prediction.
Population: The population taken under study is 80 employees of Suzlon Energy Ltd.
Definition:
Sample: Definition:
It is the proportion of the population or universe under consideration and
sampling is the process of selecting the sample.
Sample Size: In general sample size must be of an optimum size that means it should not be
too large or too small. While selecting the size of sample, a researcher must pay
his attention to many other things such as time available for completion of the
study, size of population , size of questionnaire, etc.
Sources of Data Collection: There are two types of Data used for research purposes, which are described
below as follows:
1. Primary Data:Primary data obtained by a study specifically designed to fulfill the data needs
of the problem at hand.
Primary data is the data that deals with the information or data generated
through direct methods like personal interviews, questionnaire. Some
questionnaire also sends amongst three levels employee, manager, staff and
they ask to revert them back after putting questions. The questionnaire was
prepared based on the sample data which was distributed among the
employees.
2. Secondary Data:Data, which are not originally collected but rather obtained from published or
unpublished sources, are known as secondary data.
Secondary data is collected through company profile, company information
brochures.
In this method, a list of questions pertaining to the survey is prepared and sent
to various areas by post. The questionnaire contains questions and provides
space for answers.
Sampling Method:The sampling method, which I have used in this project, is Random
Sampling method. This type of sampling is also known as chance sampling or
probability sampling. In this way I have selected the employees from employee
register of the company.
In probability sampling, samples of each element or unit under
consideration have a known probability of being included in the sample.
Statistical Tool :The statistical tool used in my project during tabulation of data is PieChart Diagrams
This tool is effective in specifying accurate percentage of proportion of
population taken under study during data analysis and interpretation.
Research Instrument:
The questionnaires are formal & structured, it includes
DATA ANALYSIS
CHAPTER 6
Data Analysis and Interpretation
Particulars
Size of Organization
Location
Working Condition
Culture
Growth Rate
Interpretation:
No of
Respondents
% of
Respondents
4
1
1
2
2
40%
10%
10%
20%
20%
Particulars
Organizational Objective
Recruitment Needs
Working Condition
Sources
No of
Respondents
% of
Respondents
5
3
2
2
50%
30%
20%
20%
Suzlon Energy
Organizational
Objective
20%
Recruitment Needs
50%
30%
Interpretation:
Sources
No
I
II
III
Particulars
No of
Respondents
% of
Respondents
2
2
6
20%
20%
60%
Flexibility
Conformity with Policy
Well Designed
Suzlon Energy
Flexibility
20%
60%
Conformity with
Policy
20%
. Well Designed
Interpretation:
20% employees think that flexibility is a
while 60% of them said that well designed recruitment policy is the prerequisite of good recruitment policy.
Q4. What are the reasons for vacancies in your company?
No
Particulars
I
II
II
IV
New Project
Internal shuffling.
VRS.
Expansion
No of
Respondents
% of
Respondents
2
3
1
4
20%
30%
10%
40%
Suzlon Energy
New Project
20%
40%
Internal shuffling
VRS
10%
30%
Expansion
Interpretation:
20% of the employees inclined their response towards the beginning of new
projects, 20% of them told that it is due to internal shuffling, 10% said it is due
to VRS, 30% replied in favour of expansion of the company whereas 20% of
them opted for attention in organization.
Q5. The most convenient source of the recruitment followed by your company?
CONVINIENT SOURCES FOR RECRUITMENT
TABLE 5
No
Particulars
I
II
III
IV
V
Walk inns
Advertisement
Consultancy
Campus Recruitment
Employee referrals
No of
Respondents
% of
Respondents
3
2
3
1
1
30%
20%
30%
10%
10%
Suzlon Energy
10%
10%
Walk inns
Advertisement
30%
Consultancy
Campus Recruitment
30%
20%
Employee referrals
Interpretation:
30% candidates are recruited by walk-inns, 20% through advertisements, 30%
candidates are recruited through consultants, 10% through campus and the rest
10% through employee referrals.
Q6. What are the pre-requisites for recruitment of junior and senior position
on the company?
PRE-REQUISITES FOR JUNIOR & SENIOR RECRUITMENT
TABLE - 6
No.
I
II
III
No of
Respondents
2
2
6
Particulars
Base on Qualification
Based on Experience
Both
Suzlon Energy
20%
% of
Respondents
20%
20%
60%
Base on
Qualification
Based on
Experience
Both
60%
20%
Interpretation:
20% of candidates are recruited based on qualification, 20% based on their
experience, while majorly 60% were in favour of both based on qualification
and experience for recruitment of junior and senior positions.
No of
Respondents
8
2
Particulars
Yes
No
% of Respondents
80%
20%
Suzlon Energy
20%
Yes
No
80%
Interpretation:
80% of employers consider the application of outstation candidates during
recruitment, while 20% recruiters are not in favour of recruiting outstation
candidates. This depends in certain circumstances only.
Q8. Do you conduct any aptitude test before recruitment if any candidate
followed by any other test? Eg Pschychometric Test
APTITUDE TEST BEFORE RECRUITMENT
TABLE - 8
No
I
II
No of
Respondents
9
1
Particulars
Yes
Cant Say
No of
Respondents
9
1
Suzlon Engery
Yes
10%
Cant Say
90%
Interpretation:
90% of the candidates said that there is aptitude test followed by other test in
the company, while 10% were unable to give any view regarding this.
No
I
II
III
Particulars
2 Weeks
3 Weeks
8 Weeks
No of
Respondents
4
4
2
% of
Respondents
40%
40%
20%
Suzlon Energy
2 Weeks
20%
4 Weeks
40%
8 Weeks
40%
Interpretation:
As and when manpower requisition comes from any department, the HR
department fulfills it within 6 weeks that is 40% candidates were recruited in 2
and 6 weeks, rest 20% were recruited in 8 weeks.
No.
I
II
III
IV
No of
Respondents
Particulars
1
1
1
7
Telephonic Interviews
Personal Interviews
Final H.R Round
All the Above
% of
Respondents
10%
10%
10%
70%
Suzlon Energy
Telephonic Interviews
10%
10%
10%
Personal Interviews
Final H.R Round
All the Above
70%
Interpretation:
In recruitment stages primarily 10% employers opted for telephonic interviews
as 1st stage in the process, another 10% for personal interview as 2 nd stage in the
process, 10% for final HR round as 3 rd stage in the process where as 70% were
in favour of all the above rounds necessary in the recruitment process in the
company.
No
I
II
II
No of
Respondents
4
3
2
Particulars
% of
Respondents
40%
30%
20%
Suzlon Energy
By offering Joining
Bonus
20%
40%
30%
Interpretation:
40% of employers attract new talents in company by offering joining bonus,
30% of them attract candidates by buying their notice periods specially to fill in
vacancy of senior position where as, 30% of them answered that they give other
facilities to attract talents available in markets for their company.
No.
Particulars
I
II
III
IV
2:3
3:5
1:5
5:5
No of
Respondents
2
3
1
4
% of
Respondents
20%
30%
10%
40%
Suzlon Energy
20%
2:03
3:05
1:05
5:05
40%
10%
30%
Interpretation:
20% of employers were in favour of 2:5 selects, 30% said 3:5 ratio of selects,
10% went for 1:5 ratio, while 40% agreed with 5:5 total ratio of selects to
joining of candidates in the company.
No of
Respondents
8
2
Particulars
Yes
No
% of
Respondents
80%
20%
Suzlon Energy
20%
Yes
No
80%
Interpretation:
80% employers agreed that candidates are recruited in the company by signing
bonds for the particular post while 20% recruiters denied that candidates do not
require signing any bond for a particular post.
No.
I
II
III
No of
No of
Respondents Respondents
7
70%
2
20%
1
10%
Particulars
Satisfied
Partly Satisfied
Not Satisfied
Suzlon Energy
Satisfied
10%
Partly Satisfied
20%
Not Satisfied
70%
Interpretation:
70% of candidates are satisfied with the mode of recruitment process, 20% are
partly satisfied while remaining 10% are not satisfied with current process.
Q15. What are the reasons in case of dropouts or attrition rate for any post
even after effective recruitment procedure?
REASONS FOR ATTRITION RATE
TABLE 15
No.
Particulars
II
III
No of
No of
Respondents Respondents
4
40%
4
40%
2
20%
Suzlon Energy
Better offers in other
companies
20%
40%
Higher Growth
Prospectus
Not Satisfactory with
the role offered
40%
Interpretation:
40% of the candidates do not join due to better offers in other companies, 40%
of them drop out due to higher growth prospectus while 20% reject job offers
because they are not satisfactory with the role offered.
No of
Respondents
3
Continuous follow of candidate.
2
Total Job Experience.
4
Matching Job Profile
1
Academic Achievement
Particulars
% of
Respondents
30%
20%
40%
10%
Suzlon Energy
10%
30%
Continuous follow of
candidate
Total Job Experience.
Matching Job Profile
40%
20%
Academic
Achievement
Interpretation:
30% of employers invite candidates for interview by their continuous follow
up, 20% consider their total job experience, 40% are influenced due to the
matching job profile while 10% go for the academic achievement.
No.
I
II
III
Particulars
Satisfied
Partly Satisfied
Not Satisfied
No of
Respondents
7
2
1
No of
Respondents
70%
20%
10%
Suzlon Energy
Satisfied
10%
20%
Partly Satisfied
Not Satisfied
70%
Interpretation:
70% of candidates are satisfied with the interview process in the company,
20% are partly satisfied, while remaining 10% are not satisfactory.
No
I
II
No of
Respondents
9
1
Particulars
Yes
Cant Say
% of
Respondents
90%
10%
Suzlon Energy
10%
Yes
No
90%
Interpretation:
90% of recruiters do head hunting for critical positions in the company while
10% do not think that head hunting is important.
No
I
II
III
Particulars
Yes
No
Cant Say
No of
Respondents
9
0
1
% of
Respondents
90%
0%
10%
Suzlon Energy
10%
Yes
0%
No
Can't Say
90%
Interpretation:
90% of the employers answered in favour that their recruitment procedure act
as benchmark in the market, 10% were unable to give any view whereas none
denied for this.
Q20. Do you think that the role of the Recruiters in your company is
challenging for Sourcing effective candidates?
ROLE OF RECRUTERS
TABLE - 20
No.
I
II
III
No of
Respondents
1
0
9
Particulars
Yes
No
Definitely
% of
Respondents
10%
0%
90%
Suzlon Energy
10%
Yes
0%
No
Definitely
90%
Interpretation:
10% candidates think that role of recruiter is becoming challenging; none
denied this view, while 90% candidates said that they definitely agree on this
view.
CHAPTER 7
Observation and Findings
Based on data analysis and interpretation following observations and
findings arrive as Suzlon has well defined recruitment procedure.
1. The recruitment procedure is designed to be objective oriented and as per
the need.
2. In order to attract, deploy, retain or recruit the talent required for building
and organization, company aims at recruiting those who are fit with work
culture of certain job profile in a certain company may be an MNC.
3. Review and planning are also important aspects of recruitment and
managing the people by tangible grade point scales strictly follows it
though interdepartmental complexities are seen.
4. Recruitment procedures are headed by strategic business units heads
followed by hierarchy of dedicated team members comprising of
divisional manager department manager and team leader.
5. Recruitment process in suzlon is cost effective, time effective, interview
is probably the most widely use tool but addition of effective search
engines is a requirement.
CONCLUSION
CHAPTER 8
Suggestions, Recommendation & Conclusion
Suggestions:1. To conduct the survey after specific time among newly recruited
employees, to know the satisfaction of job as well as opinion
about company.
2. I prefer one of the suggestion to company that company should go
maximum for internal databank for recruitment because it will
save time of searching and as well as screening.
3. Effective communication being the important and critical
requirement for healthy and working environment so it should be
provided to new employed candidates. As well inter departmental
complexities be reduced.
4. The company being vast, number of search engine portals should
be increased.
Conclusion: -
1. From the brief description it may conclude by saying that the task
of recruitment is very simple to understanding but it is difficult to
implement in actual practice.
BIBLIOGRAPHY
CHAPTER -9
Bibliography
Sr.No
Name Of Books
Personnel Management
C.B.Mamoria
ICFAI Presss
V.P.Michael
Research Methodology
C.R.Kothari
Websites: 1. http://www.suzlonenergyltd.com
References:1. Company Manual
2. Internet
Name Of Authors
ANNEXURE
Annexure
Particulars
No of
Respondents
% of
Respondents
4
1
1
2
2
40%
10%
10%
20%
20%
Size of Organization
Location
Working Condition
Culture
Growth Rate
Particulars
No of
Respondents
% of
Respondents
5
3
2
2
50%
30%
20%
20%
Organizational Objective
Recruitment Needs
Working Condition
Sources
No
I
II
III
Particulars
Flexibility
Conformity with Policy
Well Designed
No of
Respondents
% of
Respondents
2
2
6
20%
20%
60%
Particulars
I
II
II
IV
New Project
Internal shuffling.
VRS.
Expansion
No of
Respondents
% of
Respondents
2
3
1
4
20%
30%
10%
40%
Particulars
I
II
III
IV
V
Walk inns
Advertisement
Consultancy
Campus Recruitment
Employee referrals
No of
Respondents
% of
Respondents
3
2
3
1
1
30%
20%
30%
10%
10%
6. What are the pre-requisites for recruitment of junior senior position on the
company?
No.
I
II
III
Particulars
Base on Qualification
Based on Experience
Both
No of
Respondents
2
2
6
% of
Respondents
20%
20%
60%
Particulars
Yes
No
No of
Respondents
8
2
% of Respondents
80%
20%
Particulars
I
II
Yes
Cant Say
No of
Respondents
9
1
No of
Respondents
9
1
Particulars
2 Weeks
3 Weeks
8 Weeks
No of
Respondents
4
4
2
% of
Respondents
40%
40%
20%
Particulars
Telephonic Interviews
Personal Interviews
Final H.R Round
All the Above
No of
Respondents
1
1
1
7
% of
Respondents
10%
10%
10%
70%
Particulars
No of
Respondents
4
3
2
% of
Respondents
40%
30%
20%
Particulars
I
II
II
No of
Respondents
4
3
2
% of
Respondents
40%
30%
20%
Particulars
Yes
No
No of
Respondents
8
2
% of
Respondents
80%
20%
Particulars
Satisfied
Partly Satisfied
Not Satisfied
No of
No of
Respondents Respondents
7
70%
2
20%
1
10%
15. What are the reasons in case of dropouts or rejections for any post even
after effective recruitment procedure?
No.
Particulars
II
III
No of
No of
Respondents Respondents
4
40%
4
40%
2
20%
No
Particulars
I
II
III
IV
% of
Respondents
30%
20%
40%
10%
Particulars
Satisfied
Partly Satisfied
Not Satisfied
No of
Respondents
7
2
1
No of
Respondents
70%
20%
10%
Particulars
Yes
Cant Say
No of
Respondents
9
1
% of
Respondents
90%
10%
Particulars
Yes
Cant Say
No of
Respondents
9
1
% of
Respondents
90%
10%
20. Do you think that the role of the Recruiters in your company is
challenging for Sourcing effective candidates?
No.
I
II
III
Particulars
Yes
No
Definitely
No of
Respondents
1
0
9
% of
Respondents
10%
0%
90%