Professional Documents
Culture Documents
Project Report
on
A Study on Recruitment & Selection
Submitted by:
Jyoti kumari
Roll No.. - 161820
Table of Contents
1. Acknowledgement .................................................. 02
2. Certificate ............................................................... 03
3. Declaration ............................................................. 04
4. Objectives of the Study ............................................ 05
5. Research Methodology & Research Design ................. 06
6. Scope of the Study ................................................... 07
7. Limitations of the Study ........................................... 08
8. Company Profile ...................................................... 09
9. Limitations of Recruitment ....................................... 27
10. Recruitment & selection process ............................... 28
11. Data Analysis .......................................................... 37
12. Facts And Findings ................................................... 54
13. Recommendation ..................................................... 57
14. Conclusion .............................................................. 58
15. Bibliography ............................................................ 59
1
Acknowledgement
I hereby also declare that the contents in the report are true to the best of my
knowledge.
Jyoti kumari
Roll No:_________
2
Certificate
This is to certify that the project entitled “Recruitment & Selection” at InfoSystem&
Solutionshas been carried out by jyoti kumarifrom 15th May 2017 to 15thJuly 2017, under
my supervision in partial fulfillment of her course PGDMat International School of
Management, Patna.
I am satisfied with her sincere performance and the study conducted by her
inINFOSYSTEM & SOLUTIONS. The project is hereby approved as a bonafied work carried
out and presented in a manner satisfactory to its acceptance area to the Post Graduate
Diploma in Management for which it has been submitted.
I recommend submitting the project report. I wish her all success in life.
This is also certified that the project work is original and has not been submitted to
any other place.
3
Declaration
I hereby declare that the following documented project report titled “Recruitment &
Selection" is an authentic work done by me as a part of my study in finance.
I also further state that the project has been prepared by my own with the
secondary data provided in the reports of the company, which were essential for the
completion of the project. The project was undertaken as a part of the course curriculum of
PGDM. This has not been submitted to any other Examination body earlier.
Jyoti kumari
Roll No________
4
Objectives of the Study
The objectives for doing my summer training is to make myself capable for moving
forward in corporate world to gain knowledge and experience and know how to work in the
organizational environment . It will help me to gain more and more about corporate sector
which was very essential for me to do.
Primary Objectives:-
The main purpose of my practical training at ISS were:
To study the proper working system of the HR Department within the organization,
To gain the practical knowledge in the HR field,
To manage Human Resource according to the priorities ,
To study the employee's behavior, to train myself properly before working with an
organization to properly deal with the problems in the company.
Secondary Objectives:-
The subsidiary objectof thisstudy were:
To undergo with the various activities performed within the organization,
To gain the practical knowledge about the jobs,
Knowing the various welfare programs& employees services taken up by the
Management of the company and the sort comings of the programs.
To knowabout the Industrial environment.
How HR department is linkedwith the other department.
To know the routine work in the organization.
To know how the theoretical knowledge is applied in practical approach.
5
Research Methodology & Research Design
Methodology:
For the purpose of the study, the data collected from primary and Secondary has
sanitized edited and presented in the form of tables and statements. The analysis of the
data has been made with the help of certain mathematical techniques lie percentages etc.
Where ever feasible and appropriate graphs and diagrams are used.
Data Sources:
The collection of data is done through two principles sources i.e.
1. Primary Data
2. Secondary Data
1. Primary Data:
It is the information collected directly without any reference. In the study, it mainly
interviews with concerned officers and staff either individually or collectively. Some
of the information had been verified or supplemented with personal observation,
the data collected through conducting personal interview with the officers of the
INFOSYSTEM & SOLUTIONS
2. Secondary Data:
When an investigator uses the data which is already been collected by others, that
data is called secondary data. Such as pamphlets annual reports, return and internal
records.
6
Scope of the Study
Apart from conducting this research work on the basis of provided information,
various techniques of Financial Management e.g., comparative statement and ratio analysis
etc. are used in the present study. To present a broad view, few graphs and tables are also
be presented so the purpose of the analysis may easy to understand the problems &
concepts.
In each chapter, the analysis has been compared with actual management practices
of the company under study. The broad parameters like current assets ratio, quick test ratio
etc are also use used in study.
7
Limitations of the Study
8
Company Profile
An Introduction
InfoSystem & Solutions is a leading provider of Information Technology Services and
Software products in Bihar. Our mission is to enable superior returns on clients' technology
investments through best-in-class industry solutions, domain expertise and global scale.
Over the past 10 years, our organization, InfoSystem & Solutions has grown its offerings in
software products and IT services by maintaining an expert employee base of over 50 IT
professionals in Bihar. Headquartered at Patna, there are over 1100 Personals deployed at
various locations in Bihar in different projects.
InfoSystem & Solutions is an Information Technology TSP (Total Solutions Provider).
The company has built its IT services offerings around a proven set of software products and
solutions. As a TSP we can provide clients with both custom application solutions or
integrate existing 3rd party software solution stacks.
Centered on its mantra of “Innovation, Connectivity, Content and Commerce”,
InfoSystem & Solutions provides access, content creation, direct e-commerce support and
quality solutions for its clients from government and Public Sector.
9
Our intensive one-to-one skill-building courses take a well-rounded approach to growth and
development, offering tailored support to each student and a personal mentor. Our
advanced training and guidance has consistently improved organizational performance,
enabling people to develop their business skills, management decision-making and
commercial acumen. Our pragmatic approach creates immediate and sustainable benefits
for organizations in both the public and private sectors.
Services Offered
IT Training
Computer Courses & Knowledge sharing
Software Development
Web and Portal Designing and Development
Web Based Real-time Solutions.
Data Centre Establishment, Management and Maintenance
Corporate Technology Solutions
Networking Solutions
Annual Maintenance Contracts
Computer and server sales, service and installation
Computer Rental Services
Out sourcing of qualified and trained Manpower
Survey and Detailed Project Report compilation
10
A concise list of some of our Main clients
1. Government of Bihar
Registration, Excise & Prohibition Department
State Health Society
Bihar State Beverages Corporation Limited
Rural Development Department
Health & Family Welfare Department
Bihar State Financial Corporations Ltd
Bihar State Aids Control Society
IGIMS
Water Resource Department
Bihar State food and Civil Supplies Corp Ltd
2. Central Government, India
Ministry of Railways East central Railways
Customs & Central Excise Department
National Highways Authorities of India
State Bank of India, Bihar
IB Departments Bihar, Jharkhand , UP
Pay & Accounts Departments
KendriyaVidyalaya
3. Private Sector
DanikJagran News Paper
PrabhatKhabar news Paper
Channel 7
Exide Industries Ltd.
4. International Sector
World Bank Group (Bill & Melinda Gates Foundation)
11
Certifications/Affiliations
Certificate of Importer-Exporter Code by Ministry of Commerce and Industry
ISO/IEC 27001:2013 Certified
Registered Unit of Software Technology Parks of India (STPI)
Authorized Centre of NIELIT
Sales & Service Tax Registered
ESI Registered
Registered with EPF
12
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19
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25
RECRUITEMENT &SELECTION
26
Limitations of Recruitment
27
Recruitment & Selection Process
Method of Recruitment
Internal method
Promotion & transfers
Job positing
Employee referrals
Direct method
Campus recruitment
Indirect methods
Newspaper advertisement
28
Private employment search firms
Employment exchange
Internet recruiting
Selection
It follows recruitment. It is a process of picking up more competent and suitable employees.
It attempts at rejecting unsuitable candidates. It is complicated process, many hurdles have
to be crossed
29
OBJECTIVE
Developing and implementing an on-going recruitment.
To hire the top-quality personal required for the company.
To improve the quality of life of employee.
To know the kind of people that we are looking for by analyzing the company goal
and using the job description prospective that match your need.
Encouraging employee with continuing development of talent and skill
Providing maximum employment security.
SCOPE
The policy shall recruitment of personnel made in the company at any level/grade (except
appointments made by the Government) and shall apply to all plants, Units of SAIL.
SOURCES OF RECRUITMENT:
There will be two sources of recruitment
1. INTERNAL i.e., from within the company, and
2. EXTERNAL i.e., from open market through employment exchange, advertisement in
newspaper, and/or from approved institutes of repute through campus selection
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RECRUITMENT FROM EXTERNAL SOURCES:
Recruitment from external sources will be resorted to for injection of fresh blood at
induction level(s)/grade(s). Induction of direct recruits from external sources at other
level(s)/grade(s) will be made if suitable candidate from internal sources are not available.
At least 50% of the vacancies occurring during a year at induction levels/grades
However, the company, may required, induct direct recruits from externalsource at other
level(s)/grade(s) also, not withstanding anything , for optimum utilization of its assets
and/or infusion of modern systems, skills and techniques of operation etc, necessary for
technology upgradation and modernization.
Recruitment of executive from external source will be made, generally, through open
advertisement in the press.However, campus recruitment from premier institute of repute
as approved time to time and/or recruitment through direct negotiation on special skilled
job individuals/organizations, subject to the approval of such skilled position and the
selection process by the Board of Directors.
Recruitment to non-executive posts will be normally done through employment exchange.
However, if suitable candidate are not available with the employment exchange the posts in
question will be filled up through open advertisement in the press after following the
prescribed procedure.
DEPARTMENTAL CANDIDATE
Employees of the company will be eligible to apply against post(s) advertised in press,
provided they fulfil the eligibility conditions may be prescribed from time to time.
INDUCTION LEVELS:
EXECUTIVE:
To manfrontline executive positions in key performance areas of the company, direct
recruits will be inducted invarious disciplines/work areas from time to time depending on
the requirement, in the following grades:
Management Trainees in E-1 grade
Junior Managers in E-1 grade
Medical Officer in E-1/ME-1grade
Senior Specialists (Medical) in E-3/ME-3 grade
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NON-EXECUTIVE:
In the non-executive grade induction of direct recruits from external sources will be
resorted to in the following grades:
Semi-skilled personnel in S-1 grade
Skilled personnel in S-3 grade
Highly skilled personnel inS-6 grade
Ministerial personnel in S-6grade
CENTRALISED RECRUITMENT
Direct recruitment to the following posts will be centralized and done on all-India basis at
Corporate Office for the entire company including its Plants/Units:
All executive posts in the grade of E-6 and above
Management Trainees(Technical) in E-1 grade
Management Trainees (Administration) in E-1 grade
Junior Manager (F&A) inE-1 grade
Junior Manager (Admn.) in E-1 grade
Direct recruitment to all other posts, executive as well as non-executive, will be done at the
respective Plant/Units level, unless decided otherwise by the competent authority.
DELEGATION:
Delegation of authority to recruit and/or appoint will be as follows:
Chairman, SAIL all posts in the grade of E-7 and above
Director(Personnel) all posts for which recruitment action is required to be taken centrally
at corporate office except those in the grade of E-7 and above.
Chief Executive(s) All other posts, i.e., both executive and non-executive
All recruitment/appointment of personnel in the company, will be in accordance with the
approved Human Resource Plan and with the prior approval of the Competent Authority.
Recruitment plan:
The Recruitment Plan will from part of the annual Human Resource Plan of the Company.
Among other things, the Human Resource plan will clearly state the skill/grade
32
wiserecruitment of manpower in the company separately. Any deviation from the approved
plan/mix will be subject to the prior approval of chairman/board.
JOB SEPCIFICATION:
Job specification will lay down minimum eligibility conditions fof each job/post in terms of
the following:
Educational Qualifications
Experience required, if any
Age limit
Physical/Medical standards
Any other requirements as may be deemed necessary
Job specifications prescribed for each job/post will be subject to periodical review and
updation in keeping with the changing needs of the organization. Asand when required of
representative from Plant(s)/Units(s)/Department(s) concerned, Personnel, MS/IED and
other department as required, may be constituted by competent authority for this purpose
.Changes suggested by the committee with regard to the existing job specification will be
subject to the approval of the competent authority.
REQUISITIONS:
All requisition/proposals for recruitment of personnel will be sent by the Head of the
concerned Department to the Divisional Personnel Head who in turn would send a
consolidated demand to the Manpower planning (MPP) Division (of Personnel Department)
of the concerned Plant/Unit. For posts requiring action at the Corporate Office, requisition
will be sent by Head of Personnel of the Plants/Units concerned to Manpower
Planning(MPP) Division in the Personnel Directorate.
MPP Division will scrutinize each such proposal received from the indenting
Department/Plant/Unit keeping in view the approved Human Resource Plan, Recruitment
Plan, separation plan during the year, redeployment possibilities, job specification
prescribed etc., obtain approval of the competent authority and forward the same to the
recruitment section for initiating further necessary action, as required.
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In no case, recruitment from external sources in excess of the limits prescribed in the
approved Human Resource Plan will be allowed except with the specific approval of
Chairman/Board.
RESERVATION OF POSTS:
Reservation of posts for Scheduled Casts and Scheduled Tribes shall be provided in
accordance with the Presidential Directives issued on the subject from time to time. Any
instruction/guideline in this regard issued by the Corporate Office will also be applicable.
Reservation of posts for other categories such as, ex-servicemen, physically handicapped
persons etc., will be provided as per rules.
RESPONSIBILITY:
All activity pertaining to recruitment will be centrally coordinated and managed by the
Recruitment Section of the concerned Plant/Unit or Corporate office, as the case may be.
However, representatives of other department(s), as deemed necessary, may also be
associated at various stages of recruitment and/or selection of candidates. Wherever trade
test(s)/job test(s) are conducted, representative(s) of the Training Department will be
normally co-opted on evaluation of candidates.
SCREENING OF APPLICATIONS:
Applications received in response to the vacancies circulated/notified/advertised etc. will by
screened the Recruitment Section keeping in view the job specifications prescribed for the
post(s) in question. As and when necessary, the indenting department(s)/Plant(S)/Unit(s)
may be consulted for screening and short listing of candidates.
Normally, no relaxation will be allowed in the prescribed job specification. However, if
suitable candidates with the required job specification are not available, and posts(s) in
question needs to be filled up on urgent basis in the interest of production/productivity, the
competent authority may relax the specification prescribed as a one time measure in order
to facilitate filling up of posts with relaxed job such post(s) will, however, be made strictly
on the basis of the standard job specification prescribed.
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MODE OF SELECTION:
Selection of candidates for appointment in the Company will be made on the basis of their
merit and suitability as assessed through selection test(s). The selection test(s) will comprise
of:
Written test/job test/trade test or any combination there of; and/or
Group exercise/interview or both; and/or
Any other test(s) as may be prescribed or as decided by the competent authority.
Normally , there will be two segments of selection, one comprising written test/job
test/trade test etc. and other consisting of group exercise/interview etc. and equal
weightage will be assigned to both the segments. However, wherever selection is made on
the basis of any one of the above tests or any combination of tests in the same segment,
weightage for different test(s) administrated, will be assigned as may be prescribed or as
decided by the competent authority.
Whenever marks are assigned to different tests/segments, a candidate will be normally
required to secure a minimum of 50% marks in each selection segment to qualify unless
otherwise prescribed.
SELECTION COMMITTEE:
In order to assess the suitability of the candidates for the post(s) in question, Selection
committee(s) will be constituted by the competent authority as per rules framed under the
policy
Suitable executives of the Company belonging to different disciplines/work areas who may
be associated in the Selection Committee(s) will be identified and a panel drawn up with the
the approval of the competent authority. The executives so identified will be imparted
suitable training for uniform, objective and effective evaluation of candidates. The panel
will, however, be subject to periodic review and updation depending on requirements. The
competent authority while constituting selection committee will, as far as possible, co-opt
executives so empaneled as members.
As and when required, expert(s) from outside the organization may also be included in the
selection committee(s) to ensure proper evaluation of candidate.
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FINAL SELECTION OF CANDIDATE:
The Selection Committee will assess the comparative merits of each candidate in terms of
his/her qualifications experiences, if any, and on basis of performance in the selection tests
as per criteria laid down and come to conclusion as to whether or not the candidate would
measure up to the requirement of the job he/she is expected to perform. However
wherever marks are assigned, committee members will be required to give marks on the
basis of criteria laid down depending upon the relative performance of each candidate in
the test/interview and keeping in view his/her suitability for the job in question.
Candidates found suitable will be empaneled in order of merit on the basis of the following:
Whenever marks are assigned, merit list will be prepared on the basis of aggregate marks
secured by the candidate in the selection test(s), and whenever selection is made for more
than one discipline/stream, merit lists would be prepared discipline/stream wise.
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Data Analysis
1. Identify the source from where you came to know about the job?
Internal
Sources Advertisement Consultant Others
resources
32 24 0 4
35
INTERNAL
NO. OF RESPONDANT
30 RESOURCES
25 ADVERTISEMENT
20
15 CONSULTANT
10 OTHERS
CONSULTANT
5 ADVERTISEMENT OTHERS
INTERNAL
0 RESOURCES
SOURCES
Interpretation
From the chart above we find that 32 of the employees came to know about the job through
internal resources, 24 of the employees through advertisements, 4 from others and 0 came
to know from consultant.
It is evident that internal Reference and Advertisement were the prevailing sources of
Recruitment in reliance infrastructure.
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2. Were you satisfied with recruitment process by which you are selected?
satisfied unsatisfied
NO. OF RESPONDANT
6
54
SATISFACTION LEVEL
Interpretation
54 employees were satisfied with the recruitment process and 6 were not satisfied. It is
evident that majority of the employees were satisfied with Recruitment process of reliance
infrastructure.
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3. You ever met with your interviewer before your interview?
60
50
no. of respondant
40
30 familier
unfamilier
20
10
0
met with interviewer
Interpretation
50 employees fell that they had not met ever with their interviewer and 10 employees met
with their interviewer.
39
4. Were you comfortable with your interviewer while interviewed?
60
50
no. of respondant
40
30 comfertable
20
uncomfertable
10
0
comfertable with interviewer
Interpretation
58 employees fell that they were comfortable while interviewed and 2 employees were not
comfortable.
40
5. Do you feel that your colleagues have been undergone similar process?
60
50
no. of respondant
40
30 same process
20
different process
10
0
recruitment process
Interpretation
50 employees fell that their colleagues have been selected by the same process.10
employees fell that their colleagues have not been selected by the same process. It is
evident that their colleagues have been selected by the same process. It is evident that
Recruitment Policy of the organization is quite visible and process is followed impartially.
41
6. In public would you like to talk about this organization?
yes no
50
NO. OF RESPONDANT
10
LIKE TO TALK ABOUT ORGANISATION
Interpretation
In order to assess organization commitment in employees, 50 employees gave favorable
response. 10 employees gave unfavorable response. It is evident that organization
commitment is very high in employees, which show that Recruitment & selection process is
quite effective in reliance infrastructure.
42
7. Would you like to refer your relatives/friends for the job in this organization?
42
NO. OF RESPONDANT
16
Interpretation
42 employees gave positive response, where 16 don’t like and 2 did not give any response.
So it is evident that most of the employees are committed enough to put their relatives and
friends in this organization. It also shows that they find career growth in this organization
and place to work for reliance infra structure is effective enough to hire right person at
right place at right time.
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8 a. You were interested to perform the job which is:
18
Routine in nature
16
14 Demand creative
no. of respondant
12 thinking
8
Finding methods
6
4 Challenging in nature
2
0 Participation in
job nature decision making
Interpretation
6 employees like routine work in nature, 8 creative thinking, 16 demand new ideas,8 finding
methods, 10 challenging work and 12 like to participate in decision making .So it is evident
that different persons are having different experience and interest areas. It is one of the
important dimensions of Recruitment and Selection effectiveness because when employees
find their job interesting they do enjoy the work and again they are quite effective in
performing their role.
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8b. your job meet you’re above stated interest?
yes no
48
NO. OF RESPONDANT
12
INTERSTING JOB
Interpretation
48 employees said that their job met with their interest.12 employees said that their job not
met with their interest.
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9. Have you been assigned the job was explained to you at the time of selection?
56 4
yes no
56
NO. OF RESPONDANT
JOB EXPLANATION
Interpretation
56 employees said that the job was explained them at the time of selection and 4
employees said that the job was not explained them at the time of selection.
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10. Were you comfortable with your job?
comfertable uncomfertable
54
NO. OF RESPONDANT
6
COMFERTABLE WITH JOB
Interpretation
54 employees were comfortable with their job. 6 employees were not comfortable with
their job that again shows that job person fit is there.
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11. How long will you like to continue with this organization?
Work in organization 0-3 years 3-6 years 6-10 years Till retirement
12 14 26 8
26
NO. OF RESPONDANT
14
12
8
WORK IN ORGANIZATION
Interpretation
12 employees will like to continue with the organization for 0-3 years, 14 for 3-6, 26 for 6-10
and 8 for till retirement.
So it is evident that on an average that less no. of employees want to continue for a long
time with the organization, so some effective strategy should be implemented.
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12. What could be the only one reason of your leaving the job?
42
NO. OF RESPONDANT
12
0
REASON FOR LEAVING JOB
Interpretation
12 people said the only one reason for leaving the job is an increase in pay, 42 said more
freedom in use of authority, and 6 said increase in designation.
49
13. Your organization is considered as:
56
NO. OF RESPONDANT
CONSIDERATION
Interpretation
2 employees said organization is considered as people oriented, 2 said task oriented and 56
said it was a combination of both.
So this is strongly evident that organization is purely considered as people and task oriented
both.
50
14. Did you ever get advice from your senior or your colleagues to improve your
performance?
ever get advice from your senior or your colleagues to improve your yes No
performance
56 4
yes no
56
NO. OF RESPONDANT
PERFORMANCE IMPROVEMENT
Interpretation
On job nature Quality of work life dimensions question was asked whether they ever got
advice from their colleagues and supervisor for the improvement in performance 56
employees gave favorable response. 4 employees gave unfavorable response. That shows
that organization is making efforts towards their career growth and continuous
improvement.
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15. Did you have the clarity of your roles and responsibility?
yes no
48
NO. OF RESPONDANT
12
CLEARITY OF ROLES
Interpretation
48 employees said that they had the clarity of their roles and responsibility 12 employees
said that they had not the clarity of their roles and responsibility.
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Your suggestions for improvement in recruitment and selection process, (if any)
Respondent did not give lot of suggestions in order to improve recruitment and selection
process effectiveness that shows respondent are quite satisfied with existing system. But
some suggestions are given by the employees are as follows:
Decrease the waiting time before going for interview an applicant gets nervous.
Give appreciation to whom through which a referred person is selected for the vacant
post.
Mention logo or company detail when a vacancy is advertised.
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Facts and Finding
From the chart above we find that 32 of the employees came to know about the job through
internal resources, 24 of the employees through advertisements, 4 from others and 0 came
to know from consultant. It is evident that internal Reference and Advertisement were the
prevailing sources of Recruitment in Infosystem& Solutions.
Employees were satisfied with the recruitment process and 6 were not satisfied. It is
evident that majority of the employees were satisfied with Recruitment process of
reliance infrastructure.
Employees fell that they had not met ever with their interviewer and 10 employees
met with their interviewer.
Employees fell that they were comfortable while interviewed and 2 employees were
not comfortable.
Employees fell that they were comfortable while interviewed and 2 employees were
not comfortable.
Employees fell that their colleagues have been selected by the same process.10
employees fell that their colleagues have not been selected by the same process. It is
evident that their colleagues have been selected by the same process. It is evident
that Recruitment Policy of the organization is quite visible and process is followed
impartially.
employees gave positive response, where 16 don’t like and 2 did not give any response. So it
is evident that most of the employees are committed enough to put their relatives and
friends in this organization. It also shows that they find career growth in this organization
54
and place to work for reliance infra structure is effective enough to hire right person at
right place at right time.
6 employees like routine work in nature, 8 creative thinking, 16 demand new ideas,8 finding
methods, 10 challenging work and 12 like to participate in decision making .So it is evident
that different persons are having different experience and interest areas.
It is one of the important dimensions of Recruitment and Selection effectiveness because
when employees find their job interesting they do enjoy the work and again they are quite
effective in performing their role.
employees said that the job was explained them at the time of selection and 4 employees
said that the job was not explained them at the time of selection.
employees were comfortable with their job. 6 employees were not comfortable with their
job That again shows that job person fit is there.
12 employees will like to continue with the organization for 0-3 years, 14 for 3-6, 26 for 6-10
and 8 for till retirement.
So it is evident that on an average that less no. of employees want to continue for a long
time with the organization, so some effective strategy should be implemented.
12 people said the only one reason for leaving the job is an increase in pay, 42 said more
freedom in use of authority, and 6 said increase in designation.
2 employees said organization is considered as people oriented, 2 said task oriented and 56
said it was a combination of both.
So this is strongly evident that organization is purely considered as people and task oriented
both.
On job nature Quality of work life dimensions question was asked whether they ever got
advice from their colleagues and supervisor for the improvement in performance 56
employees gave favorable response. 4 employees gave unfavorable response.
55
48 employees said that they had the clarity of their roles and responsibility 12 employees
said that they had not the clarity of their roles and responsibility.
56
Recommendation
The data has been gathered by the survey conducted of the employee at the various levels.
We derived the satisfaction at each level for development of recruitment process.
After analyzing the data & on the basis of my research. I would recommend the following
steps to match the satisfaction level of the employee
1. Assess the recruitment process I find that Resume filteringInterview Process, Final
Decision, Probation, R infra Employeeare main source of the recruitment in reliance
infrastructure .they should adopt some other sources for right person at the right
job.
2. Check the gap between the ideal & present recruitment process.
3. After analyzing the gap. We have to fill the gap by surveys, new innovation,
suggestions by employee who faced problem while they were recruited.
4. We can use the following best practices for filling those gapsMentoring (longer-term
developmental relationships),Networks (connecting to others across the
organization’s internal boundaries),Reflection (making sense of experience).
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Conclusion
HR is playing administrative role only.Recruitment and selection in case of fresher’s are very
well structured but for experienced people, it needs to be more structured.It focuses
excessively on the intellectual and intelligence of people and missing the organizational fit.
As it is in expansion stage, it’s improving its recruitment and selection process.
So it can be concluded from above facts and findings that internal Reference and
Advertisement were the prevailing sources of Recruitment in reliance infrastructure.
Majority of the employees were satisfied with the recruitment process it was found that
their colleagues have been also selected by the same process. It was found that Recruitment
Policy of the organization is quite visible and process is followed impartially. So finally it can
be concluded that organization is purely considered as people and task oriented both
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Bibliography
Books:
C R Kothari Research methodology R.D publication,2009.
K Aswathappa, international business, Mc.Grawhill ,Publication, 2010.
Websites:
www.infosystem.co.in
www.google.com
www.wikepidia.com
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