A PROJECT REPORT

RECRUITMENT
Under the guidance Of
___________________
Faculty In Charge

Submitted by

NEEMA
Reg.no. 1408004631

in partial fulfillment o f the requirement

for the award of the degree Of

MBA
IN

[HR-MU0014S-201508-DE]
SIKKIM MANIPAL UNIVERSITY
<JULY 2016>

Bonafide Certificate:
1

BONAFIDE CERTIFICATE
Certified that this project report titled RECRUITMENT is
the bonafide work of NEEMA who carried out the project
work under my supervision.

SIGNATURE

SIGNATURE

Director
Charge

Faculty In
Business

Administration

DECLARATION
I Neema, student of MBA IIIRD semester, hereby declares that I have
successfully completed my project report on Recruitment. I hereby declare that all
the information provided in this project report are true to the fullest of my knowledge
and it bear no resemblance to any other written material whatsoever.
In the event of any information provided in this report being found incorrect or
misleading, I shall be liable to any outcome at any at any given day.
Place: LUCKNOW
Date:
NEEMA
Reg.no. 1408004631

ACKNOWLEDGEMENT
I would like to thank the almighty god for the blessing he has given to me to complete
this project work successfully. The objective is to provide us with as opportunity to
experience the

aspect of management in an organization. I am deeply indebted to

_____________ and my Faculty guide _____________ for their guidance and

support.
Who arranges and guides me in this project. I would like to express my heart full
gratitude to Parents who helped me in sharpening my thinking by cheerfully
providing challenging comments and questions. Without the individuals have
provided, this project would have lost much of its refreshing realism.
Last but not the least I would like to thanks my parents for their blessings, which they
always showers upon me.

NEEMA
Reg.no. 1408004631

TABLE OF CONTENTS
Front Page
Certificate by mentor, certified by the principal
Certificate by supervisor
Declaration
Acknowledgements
Preface

Sr. No.

CONTENT

1.

Introduction of the topic

2.

Company profile

3.

Objectives of the study

4.

Research methodology

i.
ii.
iii.
iv.
v.
vi.

PAGE NO.

Research design
Sampling technique
Type of data and data collection
Data anlaysis and interpretation

5.

Findings

6.

Suggestions and recommendations

7.

Conclusions

8.

Limitations of the study

9.

Bibliography
Annexure(questionnaire)

INTRODUCTION OF THE
TOPIC

RECRUITMENT PROCESS:
6

In order to meet human resources needs, and organization will have to plan in advance
about the requirement and the sources, etc. The organization may also have to
undertake1

recruiting

selecting

and

training

processes.

Human

Resources

Management includes the inventory of present manpower in the organization. In cases

sufficient number of persons is not available in the organization then external sources
are also identified for employing them. Human Resourses Management lays emphasis
on better working condition and also ensures the employment of proper work force.
A part of Human Resources Management is assigned to personnel who perform some
of the staffing function. The staffing process is a flow of events, which result in a
continuous managing organizational position at, all levels from the top management
to the operatives level.
This process includes manpower-planning, authorization for planning; developing
sources of applicant evaluation of applications employment decision (selection) offers
(placement) induction and orientation, transfers, demotions, promotions and
separations.
Manpowers planning is a process of analyzing the present and future vacancies as a
result of retirement, discharges, transfer, promotion, absence or other reasons.
Recruitment is concerned with the process of attracting qualified and components
personnel For different jobs. This includes the identification of existing sources of the
labor market, the Development of new sources and the need for attracting large
number potential application so that good selection may be possible.Selection process
is concerned with the development of selection policies and procedure and the
evaluation of potential employees in terms of job specifications.
This process includes development of application blanks, valid and reliable tests,
interview techniques employee reversal systems, evaluations and selections of

personnel in terms of jobs specifications the making up of final recommendations to

the hire management and the sending of offers and rejection latters.

RECRUITMENT

INTRODUCTION:
Recruitment forms the first 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, Recruitment makes it possible to acquit the
number and types people necessary to ensure the continued operation of the
organization. Recruitment is the discovering of potential applicants for actual or
anticipated organizational vacancies.
Recruitment has been regarded as the most important function of personnel
administration,because unless the right type of people is hired, even the best plans,
organization charts and control systems would not do much good.

Definition:
Recruitment is a process to discover the sources of manpower to meet the
requirement of the staffing schedule and to employ effective measures for attracting
that manpower in adequate number to facilitate effective selection of an efficient
working force.
- Dale Yoder

Recruitment is the process of searching the candidates for employment and

stimulating them to apply for job in the organizations recruitment is the activity that
links the employers and the job seekers.
- Edwin B.Flippo

PURPOSES AND IMPORTANCE:

1. Determine the present and future requirements
2. Increase the pool of job candidates at minimum cost
9

3. Reduce the probability of employee turn over

4. Increase the success rate of the selection process
5. Increase organizational and individuals effectiveness

PRE REQUISITES TO REQUIREMENT :

A successful business today must maintain a competitive advantage in at least one of
the three areas- technology, capital or people. Since few entrepreneurial business can
rely on the technological or financial superiority, their best chances of building a
sustainable advantage is with respect to people. By adopting an objective system for
selecting the right people and understanding what motivates them to say,
entrepreneurial can find and retain awesome performers who will continuously
frostier their bottom lines. Following are pre- requisites of recruitment:

1. Job analysis : job analysis which is called job review or job classification is the
systematic exploration of the task , duties, responsibility and accountability of a job.
Job analysis will normally take place when a position becomes vacant, but as
organization become more flexible it can be an ongoing process of updating so as to
enhance the adaptability of the organization thus job analysis is a systametic
procedure for securing and reporting the information which define a specific job.
2. Job description : the end product of a job analysis is a documented job
description. It is natural outcomes of the job analysis and can be describe as
documentation of the job analysis. If the job description is based on the findings of an
analyst, the feedback on the initial draft to be taken from incumbents and the
supervisior and incorporated in the final draft.
3. Job specification : it is used to describe a process whereby the information
cointained in the job description is used to assist in profiling the type of person
10

capable of successfully executing the tasks associated with the job. It is standered
function of personnel and designates the qualities require for an acceptable
performance of a job.
Thus , preparation of a job specification is critical as a step in the process prior to
recruitment because it tell us about the type of person needed to fill the vacant post. It
provides a benchmark on the desirable qualities and important qualification below
which the organization must not compromise.
4. Job evaluation: it is a systematic process of analyzing and evaluating job to
determine the relative worth of each job in an organization. The basis purpose of job
evaluation is to ensure the systematic assessment of the job to determine their worth
for the purpose of wages and salary administration. It helps in estimating the basic
pay for each join in accordance with the importance of the job in the organizational
hierarchy.
RECRUITMENT PROCESS:
1. Planning
2. Strategy development
3. Searching
4. Screening
5. Evaluation and control
EFFECTS:
Positive Recruitment Process

Attract highly qualified and competent people

Ensure that the selected candidates stay longer with the company
Make sure that there is match between cost and benefit
Help the firm create more culturally diverse work-force

Negative Recruitment Process

Failure to generate qualified applicants

here is no match between cost and benefit
11

Extra cost on training and supervision

Increases the entry level pay scales

OBJECTIVES OF RECRUITMENT:
1. To attract people with multi-dimensional skills and experiences that suit the
present and future organizational strategies so as to obtain a pool of suitable
candidates for vacant posts.
2. To induct outsiders with a new perspective to lead the company
3. To infuse fresh blood at all levels of the organization.
4. To develop organizational culture that attracts competent people to the company.
5. To use a fair process.
6. To ensure that all recruitment activities contribute to company goals.
7. To search for talent globally and not just within the company.
8. To conduct recruitment activities in an efficient and cost effective manner.

EMPLOYEE RECRUITMENT:
In the working place is essential to a companys long term success. By hiring
correctly,an organization adds the talent it needs and can enjoy the benefits in
increased productivity and morale. However this process is not simple and if the
careful process of selection is not followed you can be mired with poorly skilled,
unmotivated and un-loyal labour force which can impact future profits as well as
other employee behaviour. Recruitment, Quite often this word stands alone when
some gaming companies develop a human resources management strategy. An
organization cannot develop a recruitment strategy without simultaneously for
mulcting an employee retention plan. Simply stated, it is one thing to attract workers,
but quite another to retain them.

FACTORS EFFECTING RECRUITMENT:

All organizations whether small or large, do engage in recruiting activity, though not
to the same extent. This differs with12

1) The size of the organization.

2) The employment conditions in the community where the organization is located.
3) Working conditions, salary and benefit packages offered by the organization.
4) The rate of growth of the organization.
5) Future expansion program of the organization.
6) Cultural and legal issues.
7) Organizations ability to find and retain good performing people.

FACTORS AND SOURCES

INTERNAL FACTORS:
1. Employees from within the organization are hired to fill a job vacancy.
2. It is normally used for higher level jobs.
The internal factors are:
1) Companys pay packages
2) Quality of work life
3) Organization culture
4) Career planning and growth
5) Companys size
6) Companys products/services
7) Geographical spread of the companys operations
8) Companys growth rate
9) Role of trade unions
10) Cost of recruitment
11) Companys name and fame.
EXTERNAL FACTORES:
The external factors are:13

1) Socio-economic factors
2) Supply and demand factors
3) Employment rate .
4 )Labor market conditions.
5) Political, legal and governmental factors like reservations for SC/ST/BC and sons
of soil.
6) Information systems like employment exchanges /Tele-recruitment like internet.

ADVANTAGES OF RECRUITMENT :
1. Benefits of new skills, new talents and new experiences to organization
2. Compliance with reservation policy is easy.
3. Scope for resentment, jealousies and heartburn are avoided

DISADVANTAGES OF RECRUITMENT:
1. Better morale and motivation associated with internal recruiting is denied to
the Organization.
2. It is costly.
3. Chances of creeping in false positive and fake negative errors.
4. Adjustment of new employees to the organizational culture takes longer time.

EVALUATION & CONTROL:

1. Salaries for Recruiters.
2. Management & professional time spent on preparing job description, job
3.
4.
5.
6.

specification advertisements, liaison etc..

Cost of advertisement.
Cost of producing supporting literature.
Recruitment overheads & administrative expenses.
Cost of overtime & outsourcing.

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PHILOSOPHIES OF RECRUITING:
1.
2.
3.
4.

Traditional philosophy to get as many people to apply for a job as possible

Waiting in queues
Job dissatisfaction & employee turnover
Emphasis is on matching the needs of the organization to the needs of the

applicants
5. Minimize employee turnover & enhance satisfaction

REALISTIC JOB PREVIEWS:

1. Provides complete job related information to the applicants so that they can make
right decision before taking up jobs
2. Lower rate of employee turnover
3.High level of job satisfaction & performance
4. Beneficial for organizations hiring at the entry level.

SOURCES OF RECRUITMENT:
The various sources of external recruitment are:
1. Advertising
2. Employment agencies
3. Employee referrals
4. Schools, colleges and professional institutions
5. Labor unions
6. Casual applicants
7. Professional organizations or recruiting firms or executive recruiters
8. Indoctrination seminars for college professors
9. Unconsolidated applications
11. Leasing
12. Voluntary organizations
15

13. Computer data bank

RECRUITMENT POLICIES
A recruitment policy is concerned with quantity and qualifications of manpower. A
well considered and pre-planned recruitment policy, based in corporate goals, study
of environment and the corporate needs may avoid hasty of ill-considered decisions
and may go a long way to man the organization with the tight type of personnel.
The most commonly adopted practice in an organization is to centralize the
recruitment and selection function.
A recruitment policy in its broadest sense involves a commitment by the employer
to such general principles as:1) To find and employ the best qualified persons for each job.
2 )To retain the best and most promising to those hired.
3 )To offer promising opportunities for the life-time working careers.
4) To provide programs and facilitates for personal growth on the job.
The following factors should be taken into considerations in formulating recruitment
policy. They are1. Government policies
2. Personnel policies of other competing organization
3. Organization personnel policies
4. Recruitment sources
5. Recruitment need
6. Recruitment costs
7. Selection criteria and preferences etc.
METHODS OF RECRUITMENT

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Recruitment can be broadly categorized under three heads. Namely, Direct method,
indirect method and Third method.

DIRECT METHOD:One of the widely used direct methods is that of sending of recruiters to colleges and
technical schools. Most college recruiting is done in co-operation with the placement
office of a college.The placement office usually provides help in attraction students,
arranging interviews,furnishing space, and providing student resumes. For managerial
professional, and sales professional, campus recruiting is an extensive operation.
Persons reading for MBA or other technical diplomas are picked up in this manner.
Many companies have found employees contact with the public a very effective
method. Other direct methods include sending recruiters to conventions and seminars,
setting up exhibits at fairs, and using mobile offices to go to the desired centers.

INDIRECT METHOD:Indirect method usually involves advertising in news papers, on the radio, in trade and
professional journals, technical magazines and broachers. Advertising in newspapers
and magazines, is the most frequently used methods, when qualified or experienced
personnel are not available from other sources. Senior posts are largely filled by such
methods when they cannot be filled by promotion from within.
Advertising is very useful for recruiting blue-collars and hourly workers as well as
scientific, professional, and technical employees. Local newspapers can be a good
source of blue-collar workers, clerical employees, and lower level administrative
employees

17

THIRD PARTY METHOD:These include the use of commercial of private employment agencies, placement
offices of schools colleges and professional associations, recruiting firms,
management consulting firms,indoctrination seminars for college for college
professors and friends and relatives.

PRIVATE EMPLOYMENT AGENCIES:They are the brokers who bring employers and employees together. The specialization
of these agencies enhances their capacities to interpret the needs of their client, to
seek out particular types of persons, and to develop proficiency in recognizing the
talent of specialized personnel.

STATE PUBLIC EMPLOYMENT AGENCIES:Also known as labor exchanges, they are the main agencies of public employment.
They provide a clearing housing for jobs and job information. These agencies provide
a wide range of services counseling, assistance in getting jobs information about labor
market, labor and wage rates.

TRADE UNIONS:Also provide manual and skilled workers in sufficient numbers.

MODERN SOURCES AND TECHNIQUES OF RECURITMENT

A number of modern recruitment sources and techniques are being used by the

18

corporate in addition to traditional sources and techniques. These sources and

techniques include walk-in and consultin, head-hunting, body-shopping, business
alliances, and tele-recruitment.
1. WALK-IN:
2. CONSULT-IN:
3. HEAD-HUNTING:
4. BODY-SHOPPING:
5. BUSINESS ALLIANCES:
1. TELE-RECRUITMENT:
The technological revolution in telecommunication helped the organization to
use internet as a source of recruitment. Organization advertise the job vacancies
through the world wide web (WWW) internet. The job seekers send their applications
through email or internet. Alternatively, job seekers place their CVS in the world
wide web/internet, which can be drawn by the perspective employers depending upon
their requirements.
ALTERNATIVES TO RECRUITMENT:
OVERTIME
1) When demand for product peaks
2) Additional income for employee
3) It results in Fatigue, increased accidents & more absenteeism
4) Need to pay double wages

EMPLOYEE LEASING
1. Often called Staff outsourcing
2. Useful to small & medium sized firms
TEMPORARY EMPLOYMENT
1)Low labour costs
2)Easy access to experienced labour
19

3)Flexibility in future
4)DISADVANTAGE- Do not know the work culture of the firm

REFERENCE CHECK:
1) The reference of the person should be checked before making a final decision.
2) Check through a personal visit or a phone call directly to the applicants immediate
former supervision, if possible.
3) Verify that the information given to you is correct.
4) Consider, with judgment, any negative comments you hear and what is not said.
5) Checking references can bring to light significant information which may save you
money and future inconvenience.

RECRUITMENT STRATEGIES:
Findings Overview Organizations were asked what strategies they use to recruit both
managerial/professional

and

non

management

candidates.

For

recruiting

managerial/professional candidates, the Internet is the most popular advertising

medium, used by 76 percent of the organizations surveyed.

20

Organizations regularly utilize internal resources(e.g., internal job postings and

employee referrals) when recruiting both internal and external candidates. Different
kinds of agencies are used to recruit for positions at different levels. Temporary
and government agencies are used mainly to recruit non-management candidates.
Employment agencies, colleges, and professional organizations are used more often to
recruit managerial/professional candidates.

BEST PRACTICES
Organizations with the most effective recruiting strategies were 15 to 19 percent more
likely to offer candidates high-quality options such as:
1.
2.
3.
4.

Potential for advancement.

Company reputation.
Stocks.
Benefits package.
21

5. Corporate culture.
6. Salary scale.
Organizations offering candidates and employees a positive culture (e.g., innovative,
diverse, potential to advance) and learning environment have more satisfied
employees and more successful at retaining them.

Barriers to Effective Recruitment :

Findings Overview The surveyed organizations report that the top barriers to effective
recruitment of candidates are:
1. Shortage of qualified applicants
2. Competition for the same applicants
3. Difficulty in finding and identifying applicants

PLACEMENT :
Once the candidate accepts the offer and join , the organization has to place him on
the job for which he has been selected. however, the management places the new
employee preferably on probation, before placing him on the designated job. During
this period of probation the candidates are trained in various related jobs and its after
this initial training that the organization decides the final placement on the basis of
candidates aptitude and performance during the training period . a proper placement
of the employees result in low employee turnover, low absenteeism and low accident
rates in shop floor jobs and improved morale and commitment of the employees
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INDUCTION OR ORIENTATION:
When new employees enter the organization they feel out of place because of the new
surroundings, new boss and new co-worker. Hence,it is the responsibility of the
management to welcome a newcomer, make him feel at home and generate him a
feeling that it is his own job, how so ever small it may be and has significance as apart
of the total organization. Moreover ,this will help the new employee to adapt to the
organizational culture as soon as possible. It must be noted that this process is not
confined only to employees entering to new organization. It is also important for
employees moving within the organization as a result of lateral transfers and
promotion. The process of orientation includes introduction of the new employee to
the new employee to the organization and to his work unit and supplementing the
information given to him during recruitment and selection. An organization
orientation programme should make a new employee familier with the organization
history ,philosophy, objective, procedure and rules. Moreover the employee should be
clearly told about his right,duties and responsibities.
EVALUATION OF RECRUITMENT PRACTICES :
Human resources managers must constantly review and improve methods of
recruitment and sources of workforce supply. Any method or source which is highly
effective at present may prove to be quite ineffective later on in view of changed
situation. Sourses for recruiting should be periodically evaluated in terms of the
degree of success in obtaining competent personnel.
Moreover , recruitment strategies, policies and objective needs to be evaluated from
time to time to test their effectiveness and their conformance to the organizational
strategies,policies and objective.

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Camparison chart

24

COMPANY PROFILE

Introduction

Krushi Infras India Pvt Ltd is committed to the cause of enriching India with a
robust infrastructure. Water management and waste water management is the core
area of our business. We specialise in commissioning water management
infrastructure that facilitates water treatment, sewage, water supply and distribution to
residential, commercial and industrial spheres, across urban as well as rural areas. Our
expertise has so far touched 18 states in India. We operate by engaging in the business
of commissioning high-end infrastructure projects through Item Rate Contracts,
25

Turnkey

(Design-Build)

Contracts

and

Design-Build-Own-Operate

(DBOO)

Contracts. The other infrastructure verticals that we operate in are roads and power
transmission. A recent project in the neighbouring country of Nepal marks our entry
into the International market.
We have accomplished projects with backward integration including all allied civil
engineering works like manufacturing pipes (PSC, MS, RCC & GRP), pipeline
contracts, and construction of water treatment plants (WTP), sewage treatment plants
(STP), reservoirs (ELSRs, GLSRs), pump houses and installation of electromechanical equipments (pumping machinery). We have four factories for
manufacturing PSC, RCC, MS & GRP pipes and specials. These factories are located
in Shameerpet, Adilabad and Visakhapatnam in the state of Andhra Pradesh and
Telangana. We have evolved in the value chain from the stages of design and
execution to the higher level of laying pipelines combined with operation and
maintenance. The BOT project under Public Private Partnership (PPP) model
khandwa Municipality is a classic example of our expertise.
Krushi Infras India Pvt Ltd. is major player in the infrastructure projects industry in
India. The company was established in 2008 by Mr. Ch. Krishna Reddy in Hyderabad.
In beginning, KIIPL is a relatively small sized construction company mainly engaged
in execution of underground drainage works, sewer lines and sewerage treatment
plants for municipal bodies. We provide engineering, procurement and construction
activities for infrastructure projects on turnkey basis. We specialize in executing water
supply & sewerage infrastructure projects with backward integration including all
allied civil engineering works like manufacturing PSC pipes, MS pipes, RCC pipes,
executing pipeline contracts, construction of water treatment plants (WTP) sewage
treatment plants (STP), reservoirs (ELSR, GLSR), pump houses, and installation of
26

electro-mechanical equipments ( pumping machinery). We are present across India

and have a strong reputation for delivering concept to commissioning solutions.
Deploying high-end infrastructure manned by skilled experts and using cutting edge
methodologies have given us a distinct advantage.
Vision
We shall achieve leadership position in our business by delivering high quality
of products and services. We shall be vibrant learning organization striving for
overall growth of employees, society, and our organisation.
Mission
To provide people ,business and communities with affordable ,quality,fast track
building services anywhere in india.

MD Speaks
"A nation is as good as its infrastructure and I am committed to contribute to the
cause. Krushi is the medium through which I deliver my promise in the form of true
quality manifested in world-class projects." Krishna Reddy Chelamala Managing
Director
I always envisioned India as a super power in the making. It goes without saying that
rock-solid infrastructure plays a crucial role in shaping a nation into a global force.
Putting world-class infrastructure in place, especially in the vital area of water
management has been a major motivator in my career. In 2008 my vision took shape
in the form of Krushi Infras, a fully integrated urban infrastructure enterprise with
core expertise in water & sewage projects.
27

Krushi Infras India Pvt Ltd. was built on the premise of waste water management &
water management and the promise of channelling water to rural, urban and industrial
segments of India. Krushi Infra is today acclaimed as the segment leader in the vital
areas of water and sewage management whose expertise spans across India in the
form of numerous milestone projects. Agility and scalability have accorded the
company a strong delivery platform, capable of handling projects of any size and
scale.
Quality is the key driver that influences the functionality of Krushi Infras, quality that
evokes true customer delight. Krushis functionality is built around the concept of
delivering a promise called quality within the stipulated time and cost. Today, I am
happy to see that the organization has made rapid strides in evolving as a brand that
brings joy to its external and internal.

The Leaders
ML SHRIHARI REDDY, Executive Director

Mr. ML Sharda Verma, a Civil Engineer, is a part of Krushi's core technical thinktank. He has lead scores of projects in water and wastewater management. His
contribution in design and construction of pipelines, treatment plants, reservoirs, and
intake wells has been instrumental in shaping Krushi's fortunes along with that of

28

other co-founders. He has developed an MIS system that helps Krushi's project
management cell in effectively managing and monitoring projects in India and
overseas markets.
J. VIKRAM, Director

29

Mr. Vikram is equipped with abundant marketing knowledge apart from core project
execution skills in executing water and wastewater projects. His contribution in the
capital purchases for Krushi's manufacturing units and project sites has immensely
helped the bottom lines. His expertise in vendor selection and development was an
impelling factor in our growth. He has ensured the purchase of the right product at the
right price along with selection of sub contractors and excellent coordination with
vendors. He is respected and adored by the staff and carries an informal title of a true
Human Resources Man.
K. RANADHEER, Director

Mr. Ranadheer is an MBA with two decades of rich experience in executing irrigation
and canal projects. Leakage detection has been his strength over the years. He is adept
in identifying typical problems during the project commission stage and in resolving
them expeditiously. He effectively manages public relations and human resources
matters.
THE CORE TEAM
YERRA NAGESHWAR RAO, Director - Operations

30

Mr. Nageshwar Rao has been associated with Krushi since its inception. He is
involved from concept to commissioning of all manufacturing facilities. A hands-on
person with an out-of-the-box approach, he regularly provides simple and effective
technical solutions at factories as well as at projects sites. He was instrumental in
setting up of imported GRP plants and rock-cutting solutions for Krushi's microtunnelling project.
M. GOVERDHAN REDDY, Director - Finance

Mr. Goverdhan Reddy, a qualified company secretary with degrees in Law and
Masters in Business Administration, has about three decades of banking experience
and has been at the helm of large banks. His pan India experience spans across legal,
credit and treasury related areas. In the current capacity as the Director - Finance, he
monitors the company's group finances, expansion plans, private equity investments
and exposure to treasury operations and aims to bring the best practices ensuring strict
compliance of all necessary corporate regulations.
Mr.M.SUBRAMANIAN Chief Financial Officer

31

" Mr.M.Subramanian a qualified Chartered Accountant as well as Cost & Works

Accountant by profession has over 21 yrs of experience in the areas of Strategic
Financial Control, BPR, Funds Management, Costing, Auditing, Secretarial Functions
and Relationship Management. A strategic planner with expertise in spearheading
Corporate and financial restructuring initiatives; skilled in managing overall
accounting functions with knowledge of US GAAP principles. He also possesses
Masters degree in Oracle financials. He is currently heading Finance & Accounts
dept
Mr. PROMOD KUMAR SINHA Sr. Vice President (Project Coordination)

Mr. P.K.Sinha is holding Chemical Engineering degree and Post-Graduation in Plant

Engineering. He possesses watertight professional experience of more than three
decades in Project Management, Systems, Production control and Plant Operations.
He extended his contributions and gained experience by associated with National
Productive Council, Hindalco Industries Ltd, Doshion and SPML. He is been
associated with Krushi since 2012 onwards. He was instrumental in smooth
functioning of Operations & Maintenance of Khandwa Water Supply Project, Madhya

32

Pradesh. Currently he is heading the Project Department Coordination at Corporate

Office. In addition to strategic responsibility of Operation, PPP Management to
monitor all Sites progress across Krushi to establish the best practices efficiently. He
is responsible to overall strategic business plan as Member of Top Management Team.

Quality Policies
Deliver product and service meeting or exceeding customer requirements.

Comply with government regulations relevant to our product and services.

Be a learning organization and strive for excellence, aimed at exceeding customer

expectations.
Maintain high standard of Safety and health measure to our project premises,
giving utmost care and importance to environment.
Encourage involvement and development of employees and business associates.

Differentiators
TALENT
Talent is the most significant element of any company. Hence we identify, recruit and
retain the best available manpower in the industry. Nurturing and encouraging innate
talents and regular training programmes ensure that we operate our best on a daily

33

basis. The standard operating processes (SOP) and open door policy facilitate easy
flow of information and ideas.
INFRASTRUCTURE
We equipped with state of the art infrastructure including excavators, cranes, trippers,
trucks, concrete mixers, concrete vibrators, rock cutting machines, compressors,
tractors, diesel generators, jeeps, welding generators, welding machines, MS plate
bending machines, lathes and more. Only qualified personnel maintain all
equipments. The robust infrastructure is upgraded on a regular basis. This gives us a
head start in terms of project quality and completing the project within the decided
timeframe

34

Fiscal Strength
In today's challenging business landscape, financial strength is a vital cog in the
organizational wheel. It becomes imperative for modern companies to be future ready
where scalability is the key differentiator. It is with this understanding that we have
entered into strategic alliances with various banks and financial institutions to meet
requirements of any size and scale. Efficient planning and smart policies have enabled
us to commission a risk-off setting mechanism with respect to cash flow. Moreover,
efficient vendor management has earned us respect amongst contractors and other
associates. Krushi's credit rating reveals impeccable financial track record and astute
financial management dynamics
PROJESafety Measures
March 4th is observed as National Safety Day for health & safety at workplaces, and
we observe the same. This is an occasion to remember and honour those who
overcome the challenges of health & safety at workplaces.In terms of health and
safety aspects, the infrastructure and construction sector has always been vulnerable
and we are working to improve the situation by spreading awareness pertaining to
safety measures and exercises. The first safety drive at Krushi was organized in 2011

35

based on the theme 'Be Safe, Work Safe, Life is a Gift' which helped raise awareness
levels of all employees. Safety Drive 2012 was based on the theme 'Let's Value Life'.
This Krushi Safety Drive (KSD) campaign was aimed to create awareness regarding
the dimensions and consequences of work related incidents, injuries and diseases and
to motivate the employees to abide by safety guidelines. It aimed to make workplaces
safer by achieving a positive change in safety culture and practices. The campaign
encouraged workers to take ownership and leadership by promoting the concept of 'I
am a Safety Leader'.
The campaign included trainings workshops, safety competitions, practical
demonstrations through PPE, posters, intranet / Internet and audio-visual medium.

Health, Safety & Environment (HSE) Policy

We will conduct our business in a manner designed to be protective of occupational
health, safety and environment. This policy applies to all operations and people
having access to the work place.

We are committed to:

Comply with applicable legal requirements and other contractual requirements that
relate to occupational health and safety hazards and environmental aspects.
Minimize adverse environmental impacts by conserving resources and reducing &
minimizing the generation and release of pollutants.
Integrate health and safety concepts and environmental impacts into business and
operations planning.

36

Evaluate health, safety and environmental management systems and adopt appropriate
objectives and targets to achieve excellence.
Educate and engage employees to optimize occupational health, safety and
environmental performance.

Major Clientele

* Chennai Metro Water Supply and Sewerage Board (CMWSSB)

37

* Drinking Water & Sanitation Department, Jharkand (DWSD)

* Maharashtra Jeevan Pradikaran (MJP)

* Hyderabad Metro Water Supply and Sewerage Board (HMWSSB)

* Thane Municipal Corporation (TMC)

38

* Khandwa Municipal Corporation (KMC)

* Public Health and Engineering Depart

Carriers
K.Srinivasa Rao, Head - Human Resources

39

At Krushi, we have ambitious growth plans for the next decade. We believe that
success comes by associating with the best talent. The emphasis is on identifying,
recruiting and nurturing new talent. Mutual respect and trust are the core
characteristics of our work culture. By respecting different cultures, ways of working
and ways of thinking, we create a safe and harmonious working environment to
establish deeper relationships within the Krushi Group .
We strongly believe in the concept of 'Earn - Learn - Grow'. This translates to best
remunerations, highly conducive work atmosphere, exemplary work ethics and
unlimited growth opportunities. At Krushi it's all about 'espirit de corps'.

Corporate Social Responsibility

Krushi, we constantly strive to launch initiatives for the greater good of the society.
We have made efforts to understand the concerns of the communities identify critical
issues and develop effective strategies and work towards eliminating the problems.
We regularly undertake initiatives that touch lives and enrich the society

40

Few of the recent CSR initiatives include:

* Backward area development: Construction of Panchayat building in Shamirpet.

* People empowerment: Drinking water supply to Jaganguda, a village reeling under
acute water shortage.

41

Organization structure

42

43

44

SWOT ANALYSIS
STRENGTH A construction company strength can come from a number of
different avenves. Construction is an industry where efficiency and staying on
schedule is particulary prized. So having strong project management skill is a
strength. So is a strong brand name, given that construction tends to be an expensive
field to enter . if a company has a diversified array of project and expertise, that
provide a cushion against a slowdown in anyone particular sector , which is definitely
a strength.
WEAKNESS- if too much of construction companys business is with any one client
or in any one particular geographic area ,that leaves it vulnerable to a slowdown . A
company specializing in remodeling homes may be in trouble in a market where more
people are eager to buy, while companies that rely on constructing new home face
challenges in cooler marketr where people stay put . if a company is lacking a key
team member of skill , that put it at a comparative disadvantage. Also if the company
promote its managers based on their on- the- job expertise, it may leave the company
in an inferior position to rivals with a more professional management team.
OPPORTUNITIES- many company finding that adding a new division and
leveraging exisiting operations can leave them can position for more work . in
addition ,opportunies can emerges by using your business expertise to anticipated
consumer trends.
THREATS- for a construction company , some threats may be beyond your control,
such as industry slowdown caused by different economic times. Other external threats
may expose and internal weakness . for example- in a buyers market those wishing to
procure construction services mar treat the purchase like something they would buy
45

from an internal deal website using the technology at their fingertips to gather
multiple bids and drive profit margin down . if your cost structure is higher than your
rivals ,that combination of customer intiative and market dynamic is a major threat to
your ability to compete for business. Changing market preference can also be a threat.
If your core business is building assisted living facitities in a mreket were a seniors
increasingly are looking to remin independent as long as possible, your units are goinr
to be less popular than senior housing facilities with amenities like larger bathroom
and easy access to restaurants and shopping.
\

46

OBJECTIVES OF THE STUDY

47

OBJECTIVES

Every task is undertaken with an objective. Without any objective a task is

rendered meaningless. The main objectives for undertaking this project
are:
1. To support the organization such that it is able to get, maintain and
improve the best talent and skills.
2. To be certain about the present and future manpower needs of the
organization in relation with planning & job evaluation activities.
3. To recruit competent employees who can achieve organizational
goals & objectives.
4. To get a lot of candidates so that the management can select the
right candidate for the right job from this list.
5. To persuade and get more and more candidates interested to apply
for jobs in the organization.
6. It acts as a link between the employers and the job seekers or job
hunters and ensures that the placement of the right candidate at
the right place at the right time.
7. Developing human resources in consonance with broader corporate
horizon and long range vision of the organization.

48

PROBLEM STATEMENT

49

PROBLEM STATEMENT
The topic was such that it required vast and thorough study necessitating
complete enumeration of the organization and analysis of several issues.
Following are the problems faced: 1. Collecting information from people during the working hours was
difficult.
2. Due to work shifts it was difficult to approach the employees.
3. Most of the employees were hesitant in giving frank opinions and
answer during personal interview.
4. Time constraint is one of the limiting factors.
5. Use of different recruitment methods like suggestions from current
employees, word of mouth, college placement etc.
6. Selection bias and discrimination based on age, sex, marital status,
ethnic origin, religious preference, sexual preference or disabilities
are also challenges facing an organization.
7. Talent acquisition .
8. It is also cost effective or expensive one project.
9. Budget is also one of the limiting factors of this project.
10.Retention of employee.

50

RESEARCH METHODOLOGY

51

RESEARCH METHODOLOGY
Methodology to be used Following methodology is used for
recruitment process:
1.Internal Search:
Many organisations try to identify employees from
within the organisation, to be grooming to take on higher
responsibilities. Organisations which go in for an internal
search normally announce the vacancy and display in the
notice boards, send circulars to different departments or
inform through the company website. Candidates from within
the organisation respond to job posting by sending in their
applications. Promotions and transfers are also internal
sources of recruitment as candidates are identified within an
organisation.

2. External Search:
An organisation will have a greater choice in human
resources if it decides to go in for external recruitment. There
are various methods of recruiting from external sources. Some
popular methods are advertisements, campus recruitment,
employee referrals, employee exchanges, HR head hunters
etc. There are various external sources:
1. Advertisement Employment advertisements may be
given

by

an

organization

in

newspapers,

magazines,

pamplets, posters and banners.

2. Employee referrals Employee referrals form a very
good source of recruitment especially for middle and lower
level management. Employees who are already working in the
organisation recommend their friends or acquaintances for the

52

vacant positions in the organisation. Some companies in

competitive industries, where it is difficult to find suitable
candidates, even pay their employees if the candidates
referred by them are selected.
3. Employment agencies Based on the type of clientele
they serve, employment agencies can be broadly classified
into public or state agencies, private agencies and head
hunters:
Public agencies Few years ago, employment
exchanges were extremely popular in India. Today
somehow they have become outdated. With changing
market needs and demands for different skills sets,
more and more companies and job-seekers are looking
at other options of recruitment.
Private agencies Private agencies do well in
dynamic

job

markets,

where

companies

explore

aggressively for talent and potential candidates. They

invite applications from interested candidates, short
listing them or interview them for a second round of
short listing and finally arriving at the list of suitable
candidates for the vacant position.
4. Educational institutes During the placement season,
educational

institutes

turn

into

hunting

grounds

for

organisations looking for fresh talent. These educational

institutes offer placement to their students by trying to get
few good companies in the market to their campus for
recruitment.
5. Interested applicants One of the sources of
recruitment

for

an

organisation

might

be

unsolicited

applications of candidates interested in working with the

organisation. Such candidates send in their applications to the
53

management either through post or e-mails and express their

interest to join the organisation

The process used to collect information and data for the purpose of making business
decisions. The methodology may include publication research, interviews, surveys
and other research techniques, and could include both present and historical
information.

RESEARCH DESIGN
I have used descriptive research design in my study.
The research design refers to the overall strategy that you choose to integrate the
different components of the study in a coherent and logical way, thereby, ensuring you
will effectively address the research problem; it constitutes the blueprint for the
collection, measurement, and analysis of data.
A research design is the "blue print" of the study. The design of a study defines the
study type (descriptive, correlational, semi-experimental, experimental, review, metaanalytic) and sub-type (e.g., descriptive-longitudinal case study), research question,
hypotheses, independent and dependent variables, experimental design, and, if
applicable, data collection methods and a statistical analysis plan. Research design is
the framework that has been created to seek answers to research questions.

54

SAMPLING DESIGN
A sample design is the framework, or road map, that serves as the basis for the
selection of a survey sample and affects many other important aspects of a survey as
well.Probability and non probability are the type of sample design.
1. Sample area: The sample area of my study is Hyderabad. In statistics, all the
possible values a random variable can take under a given set of circumstances in a
geographic area, as well as the probability that it will take each value. That is, an area
sample divides a large geographic area into subunits and calculates the probability
that the variable will occur in each unit. An area sample is a form of probability
distribution applied to geography. It is also called an area selection.
2. Sample unit: The sample unit of my report is the employee of the organization.
Is a multi-stage sample, the sampling unit could be blocks, households, and
individuals within the households. Sampling frame: This is the actual list of sampling

55

units from which the sample, or some stage of the sample, is selected. It is simply a
list of the study population. A single section selected to research and gather statistics
of the whole. For example, when studying a group of college students, a single
student could be a sampling unit
3. Sample size is larger then the more sure you can be that their answers truly reflect
the population. This indicates that for a given confidence level, the larger your sample
size, the smaller your confidence interval. However, the relationship is not linear (i.e.,
doubling the sample size does not halve the confidence interval). The study was
conducted with sample size of 100 employees selected at random from both
supervisory and management staff of KRUSHI INFRAS INDIA PVT.LTD

56

1. Sampling technique:In my report probability random sampling is used.it

is the primary concern in statistical sampling. The sample obtained from the
population must be representative of the same population. This can be
accomplished by using randomized statistical sampling techniques or
probability sampling like cluster sampling and stratified sampling.
Probability sampling methods allow the researcher to be precise about the
relationship between the sample and the population. These are the types of
probability sampling simple random sampling, stratified random sampling,
Proportional stratified random sampling. Systematic random sampling, Cluster
sampling.
Non-Probability Sampling: Using non-probability sampling methods, it is not
possible to say what is the probability of any particular member of the
population being sampled. Although this does not make the sample bad,
researchers using such samples cannot be as confident in drawing conclusions
about the whole population.

57

COLLECTION OF DATA
Data collection is the process of gathering and measuring information on targeted
variables in an established systematic fashion, which then enables one to answer
relevant questions and evaluate outcomes.
Generally there are three types of data collection and they are-

Primary data are the data which is collected by the researcher themselves. This kind
of data is new , original research information. Example of primary data is
questionnaire, observation. A detailed and well-structured questionnaire was
presented to the managerial staff at KRUSHI INFRAS INDIA PVT. LTD..
Copies of the questionnaire being distributed to the employees at random to
obtain their views followed this.
1. Surveys: Standardized paper-and -pencil or phone questionnaires that ask
predetermined questions.
2. Interviews: Structured or unstructured one-on-one directed conversations with key
individuals or leaders in a community.
3. Focus groups: Structured interviews with small groups of like individuals using
standardized questions, follow-up questions, and exploration of other topics that arise
to better understand participants
Secoundry data is using information that has already been produced by other people
usually not present at the event and relying on primary source document for
information . example internet,book /magazines official website.Data collection
technique is course provide in depth knowledge and skills associated with the first and

58

second phases of the analytical process model- framing the question and collecting
data. Through the individual , small-group,and large group exercises

59

DATA ANALYSIS AND

INTERPRETATION

60

Question 1) HRP process determines the quantity of personnel required in the

organization

Item
Strongly disagree
Disagree
Neutral
Agree
Strongly agree

No. of respondent
20
10
10
40
20

Percentage
20%
10%
10%
40%
20%

45
40
35
30
25
20
15
10
5
0
Strongdisagree Disagree

Neutral

Agree

Strongly agree

Interpretation

40% respondents agree. Calculated mean is 3.10 (i.e. moderately agree )

61

Question 2) What are the popular external sources of recruitment.

Item
Compus placement
Employee referral
Schedule interview
Walk interview
Other sources

No. of respondent
45
15
20
10
10

Percentage
45%
15%
20%
10%
10%

50
45
40
35
30
25
20
15
10
5
0

Interpretation

40% respondent are select the compus selection .

62

Question 3) What are the internal sources of recruitment followed in

organization.

Item
Internal referral

No. of respondent
30

Percentage
30%

promotion

20

20%

Transfer

20

20%

Other method

30

30%

35
30
25
20
15
10
5
0
internal referrals

promotion

transfer

other method

Interpretation
30% respondent are go with the internal referral and 30% respondent are go
with other method.

63

Question 4) Does corporate social responsibility lead to attraction of employees

towards the company.
Item
Strongly disagree
disagree
Neutral
agree
Strongly agree

No. of respondent
15
5
20
40
20

Percentage
15%
5%
20%
40%
20%

45
40
35
30
25
20
15
10
5
0
strongly disagree

disagree

neutral

agree

strongly agree

Interpretation40% respondent is highly agree. Calculated mean is 3.45 (i.e moderatly agree )

Question 5) Do you feel that your company image play imp. role in attracting the
talent.

64

Item
Strongly disagree
Disagree
Neutral
Agree
Strongly Agree

No. of respondent
5
5
10
55
25

Percentage
5%
5%
10%
55%
25%

60

50

40

30

20

10

0
strongly disagree

disagree

neutral

agree

strongly agree

Interpretation55% respondent is agree .Calculated mean is 3.90 (highly agree )

Question 6) Do you think that the direct recruitment process is quite long.

Item
Strongly disagree
Disagree
Neutral
Agree
Strongly Agree

No. of respondent
10
15
15
35
25

Percentage
10%
15%
15%
35%
25%

65

40
35
30
25
20
15
10
5
0
strongly disagree

disagree

neutral

agree

strongly agree

Interpretation35% respondent is agree. Calculated mean is 3.50 (moderately agree )

Question 7) Do you feel Employer branding plays key role in more successful
recuritment and in retention of the top talent.

Item
Strongly disagree
Disagree
Moderately
Strongly agree
Agree

No. of respondent
20
10
20
35
15

Percentage
20%
10%
20%
35%
15%

66

40
35
30
25
20
15
10
5
0
strongly disagree

disagree

neutral

agree

strongly agree

Interpretation35% respondent is agree. Calculated mean is 3.15 ( moderately agree )

Question 8) Is the morale of the existing employees drops due to poor process of
recruitment and selection .

Item
Strongly disagree
Disagree
Neutral
Agree
Strongly Agree

No. of respondent
20
10
18
42
10

Percentage
20%
10%
18%
42%
10%

67

45
40
35
30
25
20
15
10
5
0
strongly disagree

disagree

neutral

agree

strongly agree

Interpretation

42%employee were agree . Calculated mean is 3.12 (moderately agree)

Question 9) Dedication of the employees towards performance can increase due
to fair practice in recruitment and selection.

Item
Strongly disagree
Disagree
Neutral
Agree
Strongly Agree

No. of respondent
10
5
10
55
20

Percentage
10%
5%
10%
55%
20%

68

60
50

40

30
20

10
0
strongly disagree

disagree

neutral

agree

Strongly agree

Interpretation-

55% respondent is agree. Calculated mean is 3.70. (i.e moderately agree )

Question 10 ) Selecting high quality candidate can reduce the employee turnover.

Item
Strongly disagree
disagree
Neutral
Agree
strongly agree

No. of respondent
20
10
10
45
15

Response in Percentage
20%
10%
10%
45%
15%

69

50
45
40
35
30
25
20
15
10
5
0
strongly disagree

disagree

neutral

agree

strongly agree

Interpretation:

45% of respondents agree to it. The calculated mean is 3.25 (i.e. moderately
agree)
Question 11) In selection process innovative technique like stress level test
psychometrics test play an effective role.

Item
Strongly disagree
disagree
Neutral
agree
Strongly agree

No. of respondent
20
10
10
35
25

Percentage
20%
10%
10%
35%
25%

70

40
35
30
25
20
15
10
5
0
strongly disagree

disagree

neutral

agree

strongly agree

Interpretation-

71

60% respondent is highly agree. Calculated mean is 3.35 (i.e moderately agree )
Question 12) Do you think that KSA should be periodically reviewed by company
to retain the value of selection process.

Item
Strongly disagree
Disagree
Neutral
Agree
Strongly Agree

No. of respondent
10
5
15
45
25

Percentage
10%
5%
15%
45%
25%

50
45
40
35
30
25
20
15
10
5
0
strongly disagree

disagree

neutral

agree

strongly agree

Interpretation-

45% Respondents are agree. Calculated mean is 3.65 (i.e. agree )

72

Question 13) Do you feel that there has been a vast scope for improvement in
current process of hiring at the organisation

Item
Strongly disagree
Disagree
Neutral
Agree
Strongly agree

No. of respondent
32
10
23
10
25

Percentage
32%
10%
23%
10%
25%

35
30
25
20
15
10
5
0
Strongly disagree Disagree

Neutral

Agree

Strongly agree

Interpretation -

34% respondent is strongly disagree. Calculated mean is 2.86 ( moderetaly

disagree)
Item
Strongly disagree
Disagree
Neutral
Strongly agree

No. of respondent
5
15
10
44

Percentage
5%
15%
10%
44%
73

Agree
26
26%
Question 14) Do you agree that E- recruitment ( like portal, social website)
followed by company is must to survive tool in the competitive market.

50
45
40
35
30
25
20
15
10
5
0
strongly disagree

disagree

neutral

agree

strongly agree

Interpretation-

44% Respondents are agree. Calculated mean is 3.71 ( agree )

74

Question 15) At the time of hiring is company were able to identify the
competence both visible (knowledge, skill) and hidden aspect (like behavioural ,
social role, self image trait).
Item
Strongly disagree
Disagree
neutral
agree
Strongly Agree

No. of respondent
15
5
15
45
20

Percentage
15%
5%
15%
45%
20%

50
45
40
35
30
25
20
15
10
5
0
strongly disagree

disagree

neutral

agree

strongly agree

Interpretation-

45% respondent is agree.Calculated mean is 3.50 (i.e moderately agree )

Question 16) Does internal hiring helps in motivating the employees.

Item

No. of respondent

Percentage
75

Strongly disagree
Disagree
Neutral
Agree

5
10
15
45

5%
10%
15%
45%

Strongly

25

25%

Agree

50
45
40
35
30
25
20
15
10
5
0
strongly disagree

disagree

neutral

agree

strongly agree

Interpretation-

45% Respondents is agree. Calculated mean is 3.75 (i.e. agree )

76

FINDINGS

77

FINDINGS
Finding is the information discovered from the above inquiry or questions. That
provide me an opportunity to know about the working condition of an organization.
Some findings which I concluded during my training programme from KIIPL are1) The CSR of any company will directly enhance the reputation the organization
which create the good image that lead to attraction of employees towards the
company.
2) The majority says that the process of direct recruitment is time taken.
3) The majority says that the employer branding is increase the morale of the
existing and new employee which helpful in reduce the drop due to poor process
of selection.
4) The organization is selecting the high quality candidate through the fair practice
of the recruitment and selection which increase the dedication among the
employees.

78

SUGGESTIONS AND
RECOMMENDATIONS

SUGGESTIONS AND RECOMMENDATIONS

79

Suggestion and recommendation are the important features of any report . In KIIPL
,HR department managers are working in a very positive way , but there are some
point at which some improvement are needed.from my point of view some suggestion
and recommendation regarding KIIPL are mentioned below1) Manpower recruitment for each department in the company most be identified in
advance.
2) Time management is very essential and it should not be ignored at any level of
recruitment process. Proper scheduling and budgeting need to be done.
3) Psychometric test are not favourable in ever aspect.
4) The process of selection must be transparent which create the good image of the
organization in the mind of job seeker

80

CONCLUSIONS

CONCLUSIONS
This present the summary of the study and survey done in relation to the recruitment
ans selection in KIIPL, Hyderabad. The conclusion is drawn from the study and
survey of the company regarding the recruitment and selection process carried out
there.
81

1) The HRP fullfill the manpower requirment presently but there is a need of
improvement like it should focus on hiring internally and can become computer
enabled,
2) The organization are selecting the high quality candidate with the full transparency
which satisfies the applicant and motivate them to work with the organization.
3) The recruitment and selection policies result in retention of employees in organisation
and make them job satisfied as they find the same working condition and assignment
that are explained them during interview.

82

LIMITATIONS OF STUDY

83

LIMITATIONS OF STUDY
A good report describes and explains the result derived at through the study . As a
result whatever limitation occurs in the study , also creep into the report and become
the limitation of the report . In short, it can be said that a study is as accurate
limitation of its study . Every project has its own limitation and so did mine.
I have listed a few of the limitation of my studies which is shown below.
1) The result would have been better reflected if the study would have covered other
location OF KRUSHI .
2) The time period of the study was short to conduct a comprehensive study
3) The research was not funded therefore financial constraints also resulted in scanty
usage of library resources for the detailed study.

84

BIBLIOGRAPHY

85

BIBLIOGRAPHY

Books :
1. Singhal,ajai

kr,(2012).Human

Resourses

management.Third

edition,Allahabad,sharda pustak bhawan.

2. Ashwathappa, K,(2012).Human Resources and personnel management fifth
edition,TataMcGraw hill.
3. Kothari C.R Research(2004). methodology and Techniques second edition
New age international publishers.

Website
1. http://www.skillsyouneed.com accessed on 20 july.

Annexure
Question 1) HRP process determines the quantity of personnel required in the
organization.
A) Strongly Disagree B) Disagree C) Neutral

D) Agree

E) strongly Agree

86

Question 2) Does corporate social responsibility lead to attraction of employees

towards the company.
A) Strongly Disagree B) Disagree C) Neutral

D) Agree E) strongly Agree

question 3)Do you feel Employer branding plays key role in more successful
recuritment and in retention of the top talent.
A) Strongly Disagree B) Disagree C) Neutral

D) Agree E) strongly Agree

Question 4) Does internal hiring helps in motivating the employees.

A) Strongly Disagree B) Disagree C) Neutral

D) Agree E) strongly Agree

Question 5) What are the popular external sources of recruitment.

A) employee referal B) schedule interview C) walk interview

D) other sourses

Question 6) Do you feel that your company image play imp. role in attracting the
talent.
A) Strongly Disagree B) Disagree C) Neutral

D) Agree E) strongly Agree

Question 7) Is the morale of the existing employees drops due to poor process of
recruitment and selection .
A) Strongly Disagree B) Disagree C) Neutral

D) Agree E) strongly Agree

Question 8) In selection process innovative technique like stress level test

psychometrics test play an effective role.
A) Strongly Disagree B) Disagree C) Neutral

D) Agree E) strongly Agree

Question 9) Do you agree that E- recruitment ( like portal, social website) followed by
company is must to survive tool in the competitive market.
A) Strongly Disagree B) Disagree C) Neutral

D) Agree E) strongly Agree

Question 10) What are the internal sources of recruitment followed in organization.
A) internal referal B) promotion C) transfer

D) other method

Question 11) Do you think that the direct recruitment process is quite long.
A) Strongly Disagree B) Disagree C) Neutral

D) Agree E) strongly Agree

87

Question 12) Dedication of the employees towards performance can increase due to
fair practice in recruitment and selection.
A) Strongly Disagree B) Disagree C) Neutral

D) Agree E) strongly Agree

Question 13)Do you think that KSA should be periodically reviewed by company to
retain the value of selection process
A) Strongly Disagree B) Disagree C) Neutral
Question 14)

At

the time of hiring

is

D) Agree E) strongly Agree

company were able

to identify the

competence both visible (knowledge, skill) and hidden aspect (like behavioural ,
social role, self image trait).
A) Strongly Disagree B) Disagree C) Neutral

D) Agree E) strongly Agree

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