LIVE PROJECT

ON
“RECRUITMENT AND SELECTION” OF
JINDAL ELECTRONICS PVT LTD (ROORKEE)
SUBMITTED FOR THE PARTIAL FULFILLMENT OF
MASTER OF BUSINESS ADMINISTRATION
(HUMAN RESOURCE)
BY
KAJOL
MBA II SEM

INTERNAL GUIDE: EXTERNAL GUIDE:

MS. FARAH SUBHANI MR. RAJIV JINDAL (CEO)

(FACULTY OF HR) JINDAL ELECTRONICS

IMS ROORKEE PVT LTD

INSTITUTE OF MANAGEMENT STUDIES

ROORKEE
 INSTITUTE OF MANAGEMENT STUDIES-ROORKEE
(Approved by AICTE, Affiliated to Uttarakhand Technical University, Dehradun & Sri Dev Suman University, Tehri
Campus: 10 Km. Stone, Roorkee-Dehradun Highway, P.B. No.91, Roorkee-247 667 (Uttarakhand)
Website: www.imsroorkee.com Phone : +91-1332-232091,
e-mail: dir@imsroorkee.com Telefax : +91-1332-232092

Ref No. IMS/MBA/Adm.2018-20 Date:……………………….

Faculty Certificate

This is to certify that KAJOL D/o Mr. NARENDER KUMAR student of MBA in
our institute has prepared the ‘Live Project’ on Recent Business Activity
(MBAP203) report entitled RECRUITMENT AND SELECTION under my guidance
and supervision during session 2018-20 for partial fulfillment of two years
full time master degree in management.

Ms. Farah subhani

(Assistant Professor)
Institute of Management Studies,
Roorkee.
 ACKNOWLEDGEMENT
At the outset, I wish to express my sincere gratitude to Ms. Farah subhani, for
giving me an opportunity to undergo my live project on “recruitment and
selection”. Ms. Farah’s constant encouragement and guidance was the key
motivating factor in doing and completing this project.

I would like to express my profound appreciation to my guides in JINDAL

ELECTRONICS PVT LTD. employees for helping me to complete my project
report successfully in all respect. They deserve a special thanks for their
guidance and suggestions on subject matter with, whom I explored ideations,
organization requirement and development of my project.

Finally, my thanks to all of the team members; external guidance and internal
guidance and my family and friends who helped me directly or indirectly in
completing my live project.

Kajol

Roll. No : 180150500009
 DECLARATION
I hereby declare that this project work entitled “RECRUITMENT AND
SELECTION” of JINDAL ELECTRONICS PVT LTD in partial fulfillment of
MASTER OF BUSINESS ADMINISTRATION course of UTTRAKHAND
TECHNICAL UNIVERSITY is record of original work done under the
guidance of MS. FARAH , head of department human resource , INSTITUTE
OF MANAGEMENT STUDIES – ROORKEE

PLACE: ROORKEE SUBMITTED BY:

DATE: KAJOL
Table of content:
 INTRODUCTION :
RECRUITMENT
RECRUITMENT PROCESS
MAJOR CHALLENGES FACE BY HR
SELECTION
IMPORTANCE OF SELECTION
SELECTION PROCESS

 OBJECTIVES OF THE STUDY

 COMPANY PROFILE :
BASIC DETAILS
QUALITY POLICY
APPLICATION AREAS
PRODUCT MANUFACTURE

 DATA COLLECTION :
RECRUITMENT AND SELECTION PROCESS FOR
DIFFERENT DEPARTMENTS.

 RESEARCH METHODOLOGY :

 DATA COLLECTION SOURCES:

PRIMARY SOURCES
SECONDARY SOURCES

 DATA ANALYSIS
 CONCLUSION
 QUESTIONNAIRE
 BIBLIOGRAPHY
EXECUTIVE SUMMARY

The Human Resources are the most important assets of an organization.

The success or failure of an organization is largely dependent on the
caliber of the people working therein. Without positive and creative
contributions from people, organizations cannot progress and prosper. In
order to achieve the goals or the activities of an organization, therefore,
they need to recruit people with requisite skills, qualifications and
experience. While doing so, they have to keep the present as well as the
future requirements of the organization in mind. Recruitment is defined
as, “a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures
for attracting that manpower in adequate numbers to facilitate effective
selection of an efficient workforce.” In order to attract people for the
jobs, the organization must communicate the position in such a way that
job seekers respond. To be cost effective, the recruitment process should
attract qualified applicants and provide enough information for
unqualified persons to self-select themselves out.
RECRUITMENT:
The process involved in finding the best and right fit for a vacant position. This
involves understanding the JD, as HR person understanding the importance or
criticality of this position in the organization and calling for applicants (thru
newspaper, job portals, availing service from recruiting firms, etc.), shortlisting
candidates.

The process of finding and hiring the best-qualified candidate (from within or
outside of an organization) for a job opening, in a timely and cost effective
manner. The recruitment process includes analyzing the requirements of a job,
attracting employees to that job, screening and selecting applicants, hiring, and
integrating the new employee to the organization.

RECRUITMENT PROCESS
Recruitment is a process of finding and attracting the potential resources for
filling up the vacant positions in an organization. It sources the candidates with
the abilities and attitude, which are required for achieving the objectives of an
organization.
Recruitment process is a process of identifying the jobs vacancy, analyzing the
job requirements, reviewing applications, screening, shortlisting and selecting
the right candidate.
To increase the efficiency of hiring, it is recommended that the HR team of an
organization follows the five best practices (as shown in the following image).
These five practices ensure successful recruitment without any interruptions. In
addition, these practices also ensure consistency and compliance in the
recruitment process.
 1. RECRUITMENT PLANNING
Recruitment planning is the first step of the recruitment process, where the
vacant positions are analyzed and described. It includes job specifications and
its nature, experience, qualifications and skills required for the job, etc.
A structured recruitment plan is mandatory to attract potential candidates from
a pool of candidates. The potential candidates should be qualified, experienced
with a capability to take the responsibilities required to achieve the objectives
of the organization.

 Identifying Vacancy
The first and foremost process of recruitment plan is identifying the vacancy.
This process begins with receiving the requisition for recruitments from
different department of the organization to the HR Department, which contains
−

 Number of posts to be filled

 Number of positions
 Duties and responsibilities to be performed
  Qualification and experience required
When a vacancy is identified, it the responsibility of the sourcing manager to
ascertain whether the position is required or not, permanent or temporary, full-
time or part-time, etc. These parameters should be evaluated before
commencing recruitment. Proper identifying, planning and evaluating leads to
hiring of the right resource for the team and the organization.

 Job Analysis
Job analysis is a process of identifying, analyzing, and determining the duties,
responsibilities, skills, abilities, and work environment of a specific job. These
factors help in identifying what a job demands and what an employee must
possess in performing a job productively.
Job analysis helps in understanding what tasks are important and how to
perform them. Its purpose is to establish and document the job relatedness of
employment procedures such as selection, training, compensation, and
performance appraisal.
The following steps are important in analyzing a job −

 Recording and collecting job information

 Accuracy in checking the job information
 Generating job description based on the information
 Determining the skills, knowledge and skills, which are required for the
job
The immediate products of job analysis are job descriptions and job
specifications.

 Job Description
Job description is an important document, which is descriptive in nature and
contains the final statement of the job analysis. This description is very
important for a successful recruitment process.
Job description provides information about the scope of job roles,
responsibilities and the positioning of the job in the organization. And this data
gives the employer and the organization a clear idea of what an employee must
do to meet the requirement of his job responsibilities.
Job description is generated for fulfilling the following processes −

 Classification and ranking of jobs

 Placing and orientation of new resources
 Promotions and transfers
 Describing the career path
 Future development of work standards
A job description provides information on the following elements −

 Job Title / Job Identification / Organization Position

 Job Location
 Summary of Job
 Job Duties
 Machines, Materials and Equipment
 Process of Supervision
 Working Conditions
 Health Hazards

 Job Specification
Job specification focuses on the specifications of the candidate, whom the HR
team is going to hire. The first step in job specification is preparing the list of
all jobs in the organization and its locations. The second step is to generate the
information of each job.
This information about each job in an organization is as follows −

 Physical specifications
 Mental specifications
 Physical features
  Emotional specifications
 Behavioral specifications
A job specification document provides information on the following elements
−

 Qualification
 Experiences
 Training and development
 Skills requirements
 Work responsibilities
 Emotional characteristics
 Planning of career

 Job Evaluation
Job evaluation is a comparative process of analyzing, assessing, and
determining the relative value/worth of a job in relation to the other jobs in an
organization.
The main objective of job evaluation is to analyze and determine which job
commands how much pay. There are several methods such as job grading, job
classifications, job ranking, etc., which are involved in job evaluation. Job
evaluation forms the basis for salary and wage negotiations.

2. RECRUITMENT STRATEGY
Recruitment strategy is the second step of the recruitment process, where a
strategy is prepared for hiring the resources. After completing the preparation
of job descriptions and job specifications, the next step is to decide which
strategy to adopt for recruiting the potential candidates for the organization.
While preparing a recruitment strategy, the HR team considers the following
points −

 Make or buy employees

  Types of recruitment
 Geographical area
 Recruitment sources

The development of a recruitment strategy is a long process, but having a right

strategy is mandatory to attract the right candidates. The steps involved in
developing a recruitment strategy include −

 Setting up a board team

 Analyzing HR strategy
 Collection of available data
 Analyzing the collected data
 Setting the recruitment strategy

3. SEARCHING THE RIGHT CANDIDATES

Searching is the process of recruitment where the resources are sourced
depending upon the requirement of the job. After the recruitment strategy is
done, the searching of candidates will be initialized. This process consists of
two steps −
 Source activation − Once the line manager verifies and permits the
existence of the vacancy, the search for candidates starts.
 Selling − Here, the organization selects the media through which the
communication of vacancies reaches the prospective candidates.
Searching involves attracting the job seekers to the vacancies. The sources are
broadly divided into two categories: Internal Sources and External Sources.

INTERNAL SOURCES
Internal sources of recruitment refer to hiring employees within the
organization through −
  Promotions
 Transfers
 Former Employees
 Internal Advertisements (Job Posting)
 Employee Referrals
 Previous Applicants

EXTERNAL SOURCES
External sources of recruitment refer to hiring employees outside the
organization through −

 Direct Recruitment
 Employment Exchanges
 Employment Agencies
 Advertisements
 Professional Associations
 Campus Recruitment
 Word of Mouth

4. SCREENING / SHORTLISTING
Screening starts after completion of the process of sourcing the candidates.
Screening is the process of filtering the applications of the candidates for
further selection process.
Screening is an integral part of recruitment process that helps in removing
unqualified or irrelevant candidates, which were received through sourcing.
The screening process of recruitment consists of three steps −
Reviewing of Resumes and Cover Letters
Reviewing is the first step of screening candidates. In this process, the resumes
of the candidates are reviewed and checked for the candidates’ education, work
experience, and overall background matching the requirement of the job
While reviewing the resumes, an HR executive must keep the following points
in mind, to ensure better screening of the potential candidates −
  Reason for change of job
 Longevity with each organization
 Long gaps in employment
 Job-hopping
 Lack of career progression
Conducting Telephonic or Video Interview
Conducting telephonic or video interviews is the second step of screening
candidates. In this process, after the resumes are screened, the candidates are
contacted through phone or video by the hiring manager. This screening
process has two outcomes −
 It helps in verifying the candidates, whether they are active and
available.
 It also helps in giving a quick insight about the candidate’s attitude,
ability to answer interview questions, and communication skills.

Identifying the top candidates

Identifying the top candidates is the final step of screening the
resumes/candidates. In this process, the cream/top layer of resumes are
shortlisted, which makes it easy for the hiring manager to take a decision. This
process has the following three outcomes −

 Shortlisting 5 to 10 resumes for review by the hiring managers

 Providing insights and recommendations to the hiring manager
 Helps the hiring managers to take a decision in hiring the right candidate

5. EVALUATION AND CONTROL

Evaluation and control is the last stage in the process of recruitment. In this
process, the effectiveness and the validity of the process and methods are
assessed. Recruitment is a costly process, hence it is important that the
performance of the recruitment process is thoroughly evaluated.
The costs incurred in the recruitment process are to be evaluated and controlled
effectively. These include the following −
 Salaries to the Recruiters
 Advertisements cost and other costs incurred in recruitment methods,
i.e., agency fees.
 Administrative expenses and Recruitment overheads
 Overtime and Outstanding costs, while the vacancies remain unfilled
 Cost incurred in recruiting suitable candidates for the final selection
process
 Time spent by the Management and the Professionals in preparing job
description, job specifications, and conducting interviews.

Recruitment is a function that requires business perspective, expertise, ability to

find and match the best potential candidate for the organisation, diplomacy,
marketing skills (as to sell the position to the candidate and wisdom to align the
recruitment processes for the benefit of the organisation. The HR professionals
– handling the recruitment function of the organisation- are constantly facing
new challenges in Recruitment. The biggest HR challenge in Recruitment for
such professionals is to source or recruit the best people or potential candidate
for the organisation. In the last few years, the job market has undergone some
fundamental changes in terms of technologies, sources of recruitment,
competition in the market etc. In an already saturated job market, where the
practices like poaching and raiding are gaining momentum.

The major challenges faced by the HR in recruitment are:

 Adaptability to globalization – The HR professionals are expected and

required to keep in tune with the changing times, i.e. the changes taking
place across the globe. HR should maintain the timeliness of the process
 Lack of motivation – Recruitment is considered to be a thankless job.
Even if the organisation is achieving results, HR department or
 professionals are not thanked for recruiting the right employees and
performers.
 Process analysis – The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment. The process should be
flexible, adaptive and responsive to the immediate requirements. The
recruitment process should also be cost effective.

Strategic prioritization – The emerging new systems are both an

opportunity as well as a challenge for the HR professionals. Therefore,
reviewing staffing needs and prioritizing the tasks to meet the changes in
the market has become a challenge for the recruitment professionals HR
professionals are constantly facing new challenges in one of their most
important function- recruitment. They have to face and conquer various
challenges to find the best candidates for their organizations.

SELECTION:
This is the next process. This explains how you want to treat the shortlisted
candidate profiles. Your selection process can have written tests, preliminary
interviews, group discussions, final interviews involving senior management
and you finally select your best fit .

Selection is the process of picking or choosing the right candidate, who is most
suitable for a vacant job position in an organization. In others words, selection
can also be explained as the process of interviewing the candidates and
evaluating their qualities, which are required for a specific job and then
choosing the suitable candidate for the position.
The selection of a right applicant for a vacant position will be an asset to the
organization, which will be helping the organization in reaching its objectives.

Different authors define Selection in different ways. Here is a list of some of

the definitions −
  Employee selection is a process of putting a right applicant on a right
job.
 Selection of an employee is a process of choosing the applicants, who
have the qualifications to fill the vacant job in an organization.
 Selection is a process of identifying and hiring the applicants for filling
the vacancies in an organization.
 Employee selection is a process of matching organization’s requirements
with the skills and the qualifications of individuals.
A good selection process will ensure that the organization gets the right set of
employees with the right attitude.

Importance of Selection
Selection is an important process because hiring good resources can help
increase the overall performance of the organization. In contrast, if there is bad
hire with a bad selection process, then the work will be affected and the cost
incurred for replacing that bad resource will be high.

The purpose of selection is to choose the most suitable candidate, who can
meet the requirements of the jobs in an organization, who will be a successful
applicant. For meeting the goals of the organization, it is important to evaluate
various attributes of each candidate such as their qualifications, skills,
experiences, overall attitude, etc. In this process, the most suitable candidate is
picked after the elimination of the candidates, who are not suitable for the
vacant job.
The organization has to follow a proper selection process or procedure, as a
huge amount of money is spent for hiring a right candidate for a position. If a
selection is wrong, then the cost incurred in induction and training the wrong
candidate will be a huge loss to the employer in terms of money, effort, and
also time. Hence, selection is very important and the process should be perfect
for the betterment of the organization.
Selection Process and Steps
As we have discussed that Selection is very important for any organization for
minimizing the losses and maximizing the profits. Hence the selection
procedure should be perfect. A good selection process should comprise the
following steps −

 Employment Interview − Employment interview is a process

in which one-on-one session in conducted with the applicant to know a
candidate better. It helps the interviewer to discover the inner qualities
of the applicant and helps in taking a right decision.

 Checking References − Reference checking is a process of

verifying the applicant’s qualifications and experiences with the
references provided by him. These reference checks help the interviewer
understand the conduct, the attitude, and the behavior of the candidate as
an individual and also as a professional.

 Medical Examination − Medical examination is a process, in

which the physical and the mental fitness of the applicants are checked
to ensure that the candidates are capable of performing a job or not. This
examination helps the organization in choosing the right candidates who
are physically and mentally fit.

 Final Selection − The final selection is the final process which

proves that the applicant has qualified in all the rounds of the selection
process and will be issued an appointment letter.
A selection process with the above steps will help any organization in choosing
and selecting the right candidates for the right job.

OBJECTIVES OF THE STUDY

 To understand the internal Recruitment process in the organization.
 To give suitable recommendation to streamline the hiring process.
 To know the recruitment and selection process for different level of
employees with the eligibility .
 To know about the importance of recruitment and selection.
 To know about the role of recruiters.
COMPANY PROFILE
Contact Us
Director Name : RAJIV JINDAL
Jindal Electronics Pvt. Ltd.
15-16, Industrial Estate, Ramnagar, Roorkee, Uttarakhand - 247667, India
Mobile : +91-9897023311

To meet the growing requirements of temperature sensors and electrical

equipment, we, Jindal Electronics Pvt Ltd., were incepted in 1976. As a
testament to our quality and service, we have been awarded the prestigious ISO
9001:2000 certificate for quality assurance systems. With decades of industry
knowledge and experience to offer increased efficiency and reliability, we have
successfully registered a dominant position as a leading manufacturer,
exporter and supplier amongst our competing partners. With the
implementation of latest technology and methodology, we produce a broad
spectrum of products such as MIG Welding Machine, TIG Welding
Machine, Bearing Temperature Detectors, Refrigerated Hydrogen Gas
Dryer, Flat Sensors, Spiral Strip Tubes, etc.
Under the astute guidance and leadership of our mentor, Late Dr. Sadhu Ram
Jindal, our company scaled new heights in the industry. His valuable acumen
and profound knowledge has assisted us in carving a niche in the national as
well as international markets. Our vast success can also be attributed to our
consistent focus on customer driven applications and advanced, high quality
production solutions and services that are related to our traditional areas of
expertise. With the gradual expansion of our product portfolio and through
forward integration, we have captured a large portion of the value chain within
selected niches, while the market potential increases.
With the latest production facilities and quality control guidelines, we have
become the one of the famed strip tubes manufacturers from India.
Company Details

CIN U29300UR1977PTC004410

Company Name JINDAL ELECTRONICS PRIVATE

LIMITED

Company Status Active

RoC RoC-Uttarakhand

Registration 4410
Number

Company Company limited by Shares

Category

Company Sub Non-govt company

Category

Class of Private
Company

Date of 29 April 1977

Incorporation

Age of Company 41 years, 11 month, 9 days

Activity Manufacture of domestic appliances,

n.e.c.
Click here to see other companies
involved in same activity.

Being the pioneers, we offer quality assured and cost effective products to our
clients. Our exceptional quality coupled with technical expertise has made us
the ideal choice of our clients. Manufactured using high grade material, our
products are competent enough in the domains of safety, longevity and
efficiency. A unique consortium of knowledge and expertise assist us in
producing an exemplary range of products such as:
 Bearing Temperature Detectors
 Refrigerated Hydrogen Gas Dryer
 Flat Sensors
 Spiral Strip Tubes
 Thermocouples
 Junction Boxes
 Rotor Temperature Indicator
 Thermocouple Head
 Temperature Indicator
 Ceiling Fans
 Bar
 Temperature Controller
 PTFE Wire
 PTFE Insulated Wire
 Power Supply Unit
 LED Bulb and Tube

Also, we are OEM service providers for the following products

 Generators
 Motors
 Control Gears
 Hydro Turbines and Steam Gas
 Traction
 TCS and RTDs.
QUALITY POLICY

Quality being the indispensable part of organization is well reflected in our

assortment of products. We are committed to meeting and exceeding our
customers' needs by providing quality formulated products and service in a
timely manner. Our commitment to quality in all areas is evidenced by our ISO
9001:2000 registration and our continuous upgrading of equipment and
manufacturing methods.
To ensure high standards in our products, we are backed by facilities for
conducting various tests as per NAMAs and NPL standards. Further, we
possess adequate facilities for type testing of thermocouples and RTDS.
Utilization of latest inspection equipment, technology and a documented quality
assurance program assists us in meeting and exceeding the quality expectations
of our customers

INFRASTRUCTURE FACILITIES

Our state-of-the-art infrastructure is an amalgamation of men and machines.

Well equipped with all the modern technology and machinery, our set up assist
us in completing bulk orders within the stipulated time frame. Segmented into
various divisions such as manufacturing, quality control, sales and marketing,
etc., it assists in the smooth functioning of the production process.
Besides, we consistently update our research and development facility to ensure
that all our products are up to date and in accordance with the current market
scenario.

Application areas:
Having successfully survived the challenges of the market, today, we are
satisfactorily serving the requirements of varied industrial houses and units. The
premium quality range that we are offering has wide application area and has
proved to be functionally effective and safe. Some of the application areas
where our products are extensively used include:
 Power Sector
 Steel Plant
 RTD Manufacturing
 Instrument Manufacturing
 Electrical / Electronic Appliances.

PRODUCTS MANUFACTURE :
 DATA COLLECTION
RECRUITMENT AND SELECTION PROCESS
FOR DIFFERENT DEPARTMENTS
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time. A general recruitment process is as follows:

1. RECRUITMENT PROCESS FOR

MANAGER , ACCOUNTANT, OFFICE
ASSISTANT, SALES EXECUTIVE ,
ASSISTANT MANAGER :

IDENTIFY VACANCIES

ADVERTISING THE VACANCIES

INTERVIEW CALL

INTERVIEW
-
-
DOCUMENT VERIFICATION
-
-
FINAL SELECTION
-
-
-
APPOINTMENT
–
LETTER
–
–
FILLING OF FORM WITH NORMS AS PER THE
–
COMPANY ACT.
–
–
–
1. INDENTIFY VACANCY:

This process begins with receiving the requisition for recruitments from
different department of the organization to the HR Department, which contains
−

 Number of posts to be filled

 Number of positions
 Duties and responsibilities to be performed
 Qualification and experience required
When a vacancy is identified, it the responsibility of the sourcing manager to
ascertain whether the position is required or not, permanent or temporary, full-
time or part-time, etc.

2. ADVERTISING THE VACANCIES

All vacancies at all levels must be advertised – there will be no “word of mouth
;, recruitment as this can lead to indirect discrimination.

No vacancy can be advertised until the request to fill procedure has been
completed, and up-to-date job description and person specification have been
sent electronically to the recruitment office . these will ensure that ; we do not
break our operational policies ;

 Candidates receive the best possible information

 We are properly prepared to respond to candidates’
enquiries;
 We are properly prepared to carry out the best interviews;
possible and thus
 Make the correct decisions;

Internal vacancies will be advertised in the vacancy produced by the

recruitment office .
The recruiting manager should indicates the preferred advertising medium on
the request to fill form in the event that no appointment has been made from
advertising in the vacancy of Jindal electronics jobs. If the recruiting manager
wishes to advertise in more than 1 journal, he/she will agree to fund 50% of the
cost from the directorate budget.

3. INTERVIEW CALL

After advertising the vacancies , the organization analysis the resume of the
individual and if individual related to profile of the the job . Then the manager
make a call for the interview.

That means, after analysing the resume company will shortlist on the basic of
education, experience criteria after that the HR department call or e-mail to the
selected candidate for the interview.

4. INTERVIEW

“ Any person to person between two or more individuals with a specific

purpose in mind is called INTERVIEW”

There are basically two types of Interviews :

 Structured interview
 Unstructured interview

Structured interview :

In which interviewer asks those are pre- defined .

“one type that has been widely studied and is considered relatively structured is
situational questions.

Unstructured interview :

In which interviewer asks those questions which are not pre-defined which ask
randomly.
The development of questions from incidents is part of the art or at least, the
unwritten aspects of structured interviewing , some authors acknowledge that
“literary license” is needed incidents are often grouped into dimensions first and
them the incidents that best represent the dimensions are turned into questions .

“If necessary , questions can be repeated , or candidates can be given a card

containing the questions”

5. DOCUMENT VERIFICATION:
It is very important for an employer to know & understand a new hire/hired
employee about his/her Experience, Education background whether bona
fide to the position applied. The verification process done in the preliminary
stage assumes significance as it helps you in fixing up their salary structure.
You may have to compare the candidate in terms of qualification/ experience
with the existing employees and then fix the remuneration/ grade etc.,

There are couple of best ways which I know –

 Calling up the University or College attended by that candidate/applicant
and get connected to the section where he pursued his course and seek to
the Department. (Entrust you purpose to be explained in clarity).
 An employer can ask a job applicant to refer one or more names of his
Professor/Lecturer from his college. The employer can then check the
educational credentials by calling up the noted contact to confirm that the
applicant did attend college for that period. .

6. FINAL SELECTION :

Offer Letter
All offers made to candidates should be in writing and should contain all
information necessary for the candidate to understand the salary, benefits and
requirements of the position. The example provides generic language which can
be tailored to departmental requirements and preferences.
Make sure the offer letter includes:

 Salary and any additional financial considerations

 Position title, department name
 Start date
 Any contingent background checks required prior to start date
 Orientation information
 Contact person for interim period (other than hiring official)
 Request for written acceptance or rejection of the offer

Notifying Other Candidates

When notifying the non-selected finalist(s), it is essential to thank him or her
for the time and effort expended on behalf of Duke. A personal conversation
with the non-selected finalists, especially with those who visited the campus
and participated in several days of personal interaction with Duke staff, or with
internal applicants who were finalists, is recommended. Always notify the non-
selected finalists prior to making a public announcement of the appointment.

Announcement of Selection Decision

Prepare and distribute an announcement about the selection for your department
and other work groups as appropriate. Setting the tone for the arrival of a new
member of the community is the first step in a successful orientation and
acclimation.

7. APPOINTMENT LETTER:

An appointment letter is an official letter that is issued by the organization

when a person is found eligible for a given position. An appointment
letter should clearly mention all the terms and conditions at which an
employee is hired. An appointment letter is crucial document both for the
employer and the employee.
A Job appointment letter can be defined as a formal written document which
is directed to an applicant who has shown interest to a particular position in
a company and has qualified in all levels of assessments.
(Your name)
(Your Address)
(City)

(Date)

We are pleased to inform you that you passed your interview and we are hereby offering you employment on
contract basis for the position of a safety officer at JINDAL ELECTRONICS Pvt ltd Company. The terms and
conditions of your employment are as follows:

1. Roles and Responsibilities

Your roles and responsibilities are outlined in the job description which is an extension of this contract. Your
signature will imply that you fully agree with all the terms and conditions laid out in this contract.

2. Monthly Salary

You are entitled to a monthly compensation amounting to {Amount}_______

3. Working Hours

Your working hours shall be from – to --(Monday-Friday). However, you may also be required to avail Yourself
Outside These Stipulated Hours If The Need Arises.

4. Leave If Absence

4.1 Vacation

You will be entitled to 21 working days of leave at full pay. However, the leave days should only be taken at a
time most suitable for both you and your employer.

4.2 Sick Leave

You are entitled to up to working days of sick leave at full pay.

4.3 Paternity Leave

You are entitled to a paternity leave of up to (two) calendar weeks of which you should apply seven days
beforehand.

5.Termination

This contract can be terminated:

By either party given a prior 30 working days written notice failure to which a compensation equivalent to a
month’s salary will be awarded..

Faithfully
rajiv jindal
Human Resource Manager
Jindal electronics pvt ltd Company
8. FILLING OF FORM WITH NORMS AS PER THE COMPANY ACT:

A file will be set up for each Individual vacancy and held in the recruitment
office containing the following:

 Application form
 Job description person specification
 Terms and conditions of employment

4. APPLICATION FORM
“A majority of private employment in India is bound by the terms
mentioned in the appointment letter. The letter forms the basis of
the contract between the employee and the employer and is
enforceable both ways under the Indian Contract Act 1872. It is
advisable to carefully read the entire employment letter before
signing on the dotted line as this saves them trouble later,”

APPLICATION FORM INCLUDE :

01. filled application form
02. Academic qualification Certificates
03. any other certificates (certificate course or diplomas)
04. Resume
05. Medical Certificates or fit for work certificate by a DR.
06. Address proof and pan card
07. two photographs
08. Reference letters
09. if he / she has experience then Last working company pay slips for
three months.
10. Bank A/C statement for a year .
PF account details working Companies relieving / service certificates .. in
my view these are unnecessary .. you can collect any of these or
additional to these based on your requirement like confidentiality
agreement / employment bond / original certificates or any .
 TERMS AND CONDITIONS
 A list of six employee rights that are applicable to all employees in
India.
 law in India has several provisions to safeguard the interests of
employees.
 Although there are no specific laws that govern private employment in
India, this list of six rights are applicable to all employees in India

1. An employer must provide a written Employment

Agreement before you start work
 An Employment Agreement is a legal document, which contains the
‘terms and conditions’ of your employment. It lists the rights and
obligations of both, the employer and the employee, and is designed to
give both parties security and protection.
 By law, your employer must give you a written Employment Agreement
before you start work.

2. Leave is the right of all employees

Generally, an employee is given the following leaves during the course of his or
her employment:

1. Casual Leave: This is provided to an employee to take care of urgent or

unseen matters like a family emergency; for example, employees can apply
for casual leave to attend a parent-teacher meeting called for by their
child’s school.
2. Sick Leave: Sick leave is provided when an employee gets sick.
3. Privilege or Earned Leave: Privilege or earned leaves are long leaves that
are planned for in advance.
 4. Other Leaves – Apart from the above mentioned leaves, there are some
other paid, unpaid or half-paid leaves which are provided at the discretion
of the company.

3. Protection from sexual harassment at the work

place
It is the responsibility of the employer to ensure that his/her employees,
especially female employees, are protected while at work. All incidents of
sexual harassment – regardless of how big or small they are or who is involved
– require employers or managers to respond quickly and appropriately. Just
because someone does not object to inappropriate behaviour in the workplace, it
does not mean that they are consenting to the behaviour.

4. Maternity benefit

 The Maternity Benefits Act, 1961 (MBA) was enacted with respect to
employment of pregnant women in establishments.
 Earlier, the law mandated that a female worker was entitled to a
maximum of 12 weeks (84 days) of maternity leave. Of these 12 weeks,
six weeks leave are for post-natal leave.
 Employees are also entitled to one additional month of paid leave in case
of complications arising due to pregnancy, delivery, premature birth,
miscarriage, medical termination or a tubectomy operation (two weeks in
this case).
 With new amendments made to the Maternity Benefits Act, 1961, the
paid maternity leave has been extended from 12 weeks to 26 weeks for
women working in the private sector.
 No employer can employ a woman in the six weeks following the date of
her delivery or miscarriage. It is also illegal to discharge or dismiss her
on account of such an absence.
 Employees cannot be discharged or dismissed while on maternity leave,
nor can there be any disadvantageous change to their conditions of
 employment. This can be overruled in cases of gross misconduct or if
employees take up work for another establishment during their leave.

5. Gratuity
Gratuity is a statutory right of employees and cannot be denied to them on the
grounds that they are being given provident fund and pension benefits. Gratuity
is a statutory benefit paid to the employees who have rendered continuous
service for at least five years.

It is a lump-sum amount paid to an employee based on the duration of his total

service. The benefit gratuity is payable to an employee on cessation of
employment either by resignation, death, retirement or termination, by taking
the last drawn salary as the basis for the calculation.

Gratuity is an important form of social security and is looked at as a

gesture of gratitude by the employer to the employees, paid for in
monetary terms, for the services rendered by them to the organization. It is
a defined benefit plan and is one of the many retirement benefits offered by
the employer to the employee upon leaving his job. Gratuity payment
liability of the employer tends to increase with an increase in salary and
tenure of employment.

6. Provident Fund
Employee’s Provident Fund (EPF) is a retirement benefit scheme that’s
available to all salaried employees. It is managed by the Employee Provident
Fund Organisation of India and any company with over 20 employees is
required by law to register with the EPFO.

As per law, both, the employer and the employee have to contribute 12% of
their basic salary to the provident fund. If any employer is deducting the whole
PF contribution from an employee’s salary then it is against the Act, and he can
apply against the same in the PF Appellate Tribunal.
2.RECRUITMENT PROCESS FOR
LOWER STAFF (LABOUR)
Identify vacancies

Post notice / notice at the factory gate

Interview with practical knowledge

Appointment letter
RESEARCH
METHODOLOGY
 The study will be conducted to achieve the aforesaid objectives
including both exploratory and descriptive in nature and involve personal
interviews that will be based on the questionnaire format . A research
methodology defines the purpose of the research , how it proceeds; how
to measure progress and what constitute success with respect to the
objectives determined for carrying out the research study.

The research process that will be adopted in the present study consists of the
following stages :-

RESEARCH DESIGN :

 Exploratory Research :
A research design is the specification of methods and procedure for
acquiring the information needed to structure or solve the problem. It is
the overall operational pattern or framework of the project that
stimulates what information is to be collected from which sources and by
what procedure on the basis of major purpose of our investigation the
EXPLORATORY RESEARCH was found to be most suitable . this kind
of research has the primary objective of development of insights into the
problem . It studies the main area where the problem lies and also tries to
evaluate some appropriate courses of action.
  Sample Area:
ROORKEE

 Sample size:
20

DATA COLLECTION SOURCES

 PRIMARY SOURCES:
The data required for the study has been collected from:
 QUESTIONNAIRE survey among the official employee’s.
 PERSONAL INTERVIEW with the company representative regarding
recruitment and selection.
 DISCUSSION were held with some employees in order to obtain their
view on the recruitment strategies.

 SECONDARY SOURCES:

The secondary data has been collected from:

 Internet , websites
 Organizational reports
 Business magazines
 Books
DATA ANALYSIS
A questionnaire was prepared for the purpose of getting feedback from
employees and manager regarding “Recruitment & Selection” of their
Company. 20 employees are selected from different department and were
distributing questionnaire from the purpose of the study. Analysis of data
The analysis of the data is done as per the survey finding. The percentage of
the people opinion were analyzed and expressed in the form of chart and
have been placed in the next few pages’.

 NO. OF EMPLOYEES:

LABOUR /HELPER

MANAGER/ACCOUNTAN
T/SALES EXECUTIVE/
ASSITANT ACCOUNTANT
/ETC

DEPARTMENT NUMBER OF EMPLOYEE

MANAGER/ACCOUNTANT/SALES 06
EXECUTIVE/ ASSISTANT
ACCOUNTANT
LABOUR 14
  BEST SOURCES FOR RECRUITMENT PROCESS

45%

40%

35%

30%

25%

20%

15%

10%

5%

0%
CONSULTANCY REFERENCE INTERNAL PLACEMENT DEPT. OTHER

 RECRUITMENT PROCESS DEPENTS ON INTERVIEW ONLY:

1. STRONGLY AGREE 50%

2. AGREE 30%

3. STRONGLY DISAGREE 5%

4. DISAGREE 15%
  . CORPORATE AND SOCIAL RESPONSIBILITY CAN LEADS
THE ATTRACTION TOWARDS THE COMPANY ?

RESPONSE

80%
70%
60%
50%
RESPONSE
40%
30%
20%
10%
0%
YES NO

80% Of Employee Agree That Corporate And Social Responibility Can

Leads The Attraction Towards The Company And 20% Disagree.

 THE HIRING PROCESS HELPS IN IDENTIFYING THE

COMPETENCE BOTH VISIBLE (LIKE KNOWLEDGE, SKILL)
AND HIDDEN ASPECTS (LIKE BEHAVIORAL, SOCIAL ROLE,
SELF IMAGE, TRAIT)?

Yes No Total

Response 18 02 20

percentage 90% 10% 100%

 INTERNAL HIRING HELPS IN MOTIVATING THE
EMPLOYEES:

response

YES
NO

75% Employee Motivated Through Internal Hiriring And 25% Disagree

 EMPLOYEE BRANDING PLAYS KEY ROLE IN MORE

SUCCESSFUL RECRUITMENT AND RETENTION OF TOP
TALENT:

AGREE DISAGREE TOTAL

RESPONSE 18 02 20

PERCENTAGE 90% 10% 100%

 IN SELECTION PROCESS , DO YOU THINK INNOVATION
TECHNIQUE (LIKE STRESS LEVEL TEST , APTITUDE TEST )
SHOULD BE ADOPTED:

YES NO TOTAL

RESPONSE 17 03 20

PERCENTAGE 85% 15% 100%

 ON THE FACTOR IS CANDIDATE ASSESSED IN THE TERMS

OF FIT FOR A JOB

factors
35%

30%

25%

20%

15%

10%

5%

0%
education Compensation national experience all of the above
mobility
 DID A PROPER RESUME HELP TO INFLUENCE HR TO
RECRUIT?

1. STRONGLY AGREE 70%

2. AGREE 25%

3. STRONGLY DISAGREE 5%

4. DISAGREE 0%

 YOU ARE SATISFIED WITH THE RECRUITMENT PROCESS

IN YOUR ORGANISATION ?

employee %age

YES
NO

95% Satisfied With Recruit Ment Process In The Organisation , 5%

Employee Satisfied From Interview Only
 WHICH OF THE FOLLOWING FACTOR MENTIONED BELOW YOU
THINK HAVE BENEFICIAL EFFECT UPON THE ABILITY OF THE
COMPANY TO ATTRACT AND RETAIN GOOD EMPLOYEE ?

40%
35%
30%
25%
20%
15%
10%
5%
0%
SALARY CAREER GOOD WORKING STABILITY OF
PACKAGE GROWTH ENVIRONMENT THE COMPANY

 DO YOU HAVING SPECIAL TREATMENT TO EMPLOYEES IN

ORDER TO GIVE THEM COMFORTABLE WORK
ENVIRONMENT ?
YES NO TOTAL

RESPONSE 20 0 20
PERCENTAGE 100% 0% 100%

 DO YOU THINK PHYSICAL EXAMINATION SHOULD BE

INCLUDE IN SELECTION PROCESS:
Yes No Total

Response 20 0 20
Percentage 100% 0% 100%
 CONCLUSION
This study suggest that when recruitment and selection process is properly
established and implemented the organization will must grow because all the
employees will be according to the requirements recruitment and selection
process affects a lot on the organizational activities regarding its growth
because if the people will be according to the requirements and skillful then
cost will reduce and organization must grow . all the study has prove the fact
there is directly and indirectly relationship is present between these variables
and these variables affect on the recruitment and selection process. All the
independent variables are recruitment sources, interviews, and recruiters are all
very important in recruitment and selection process because by the missing of
any one factor there is chance the whole recruitment and selection process will
be affected by these factors. There are no doubt others factor also affect on the
recruitment and selection process but these are main and require more attention.
that is why I choose these variables.

 According to the survey , recruitment differs from company to company

for each category.
 According to the study , the company do utilize internet sites for the
recruitment process and for finding the talent candidate.
 According to the study , it is observed that the company are utilizing the
job description in order to make screening process more efficient.
 The recruitment and selection process is decentralized.
 Employees prefer different recruitment policies for different levels in the
organization .
 The employees are satisfied with the existing recruitment policy of the
ogranisation.
 QUESTIONNAIRE:

Name of the employee: ______________________________

Designation : ____________________________________

Department : ____________________________________

Contact no : _____________________________________

Q1. Does The Company Follow Formal Recruitment Process?

Yes

No

Q2. Which Is The Best Sources For Recruitment And Selection Process ?

Internal Reference

Consultancy Other

Placement Department

Q3. Corporate and social responsibility can leads the attraction towards the
company ?

Yes

No
Q4.Recruitment And Selection Process Depends On Interview?

Strongly Agree

Agree

Strongly Dissgree

Disagree

Q5. The hiring process helps in identifying the competence both visible (like
Knowledge, Skill) and Hidden aspects (like behavioral, social role, Self Image,
Trait)?

Yes
No

Q6. Internal Hiring Helps In Motivating The Employees?

Yes

No

Q7.Employee branding plays key role in more successful recruitment and

retention of top talent ?

Yes

No

Q8.In Selection Process , Do You Think Innovation Technique (Like Stress

Level Test , Aptitude Test ) Should Be Adopted?

Yes

No
Q9. On The Factor Is Candidate Assessed In The Terms Of Fit For A Job ?

Education

Compensation

National Mobility

Experience

All Of Above

Q10. Did The Proper Resume Help To Influence Hr To Recruit ?

Yes

No

Q11. You Are Satisfied With The Recruitment Process In Your Organisation ?

Yes

No

Q12. Do you having special treatment to employees in order to give them

comfortable work environment ?

Yes

No

Q13.Which Of The Following Factor Mentioned Below You Think Have

Beneficial Effect Upon The Ability Of The Company To Attract And Retain
Good Employee ?
 Salary Package

Career Growth

Good Working Environment

Stability Of The Company

Q14. Do You Think Physical Examination Should Be Include In Selection

Process ?

Yes

No

Can’t Say

Q15. Is there is any contract signed by the employees while joining the
organization ?

Yes

No
BIBLIOGRAPHY
Read more at: http://www.businessdictionary.com/definition/recruitment.html

read more at: https://www.citehr.com/218500-article-hr-challenges-recruitment.

read more at: https://www.citehr.com/363719-recruitment-selections.html