A STUDY ON RECRUITMENT AND SELECTION PROCESS

IN CHHAUKAR PORTAL FOR DOCTOR AND PATIENT

Research project report submitted in partial fulfillment of

the requirements for the degree of MBA PROGRAMME

MBA (2018-2020)
BY

Akanksha Kaushik Dubey

Roll no. 18/PMB/003

Under the
supervision of
Prof. P.K.Yadav

TO
School of Management
Gautam Buddha University
Gautam Buddha Nagar- 201 312
 Declaration by Student

I Akanksha Kaushik Dubey Roll NO. 18/PMB/003 hereby declares that this project work is
the result of my own research and no part has been presented for any other degree in this
university or elsewhere. I am solely responsible for any error found in this work.

Date: ____________
Place:______________

Student Signature: -__________________

 To whomsoever it may concern

This is to certify that AKANKSHA KAUSHIK DUBEY student of MBA 2nd year at
SCHOOL OF MANAGEMENT, GAUTAM BUDDHA UNIVERSITY has done a
project work entitled “RECURITMENT AND SELECTION PROCESS IN
HEALTHCARE SERVICE PROVIDER” at our organization from
________________________ to ____________________

Signature of Co-Supervisor

Name and Designation of the Co-Supervisor

 Certificate from the faculty guide

This is to certify that the project titled “RECURITMENT AND SELECTION PROCESS
IN HEALTHCARE SERVICE PROVIDER” has been done under my supervision by
AKANKSHA KAUSHIK DUBEY of MBA 2nd year.

Name and signature of the faculty guide

 Acknowledgements

The opportunity I had with Mr. Vijay pal Singh was a great chance for learning
and professional development. Therefore, I consider myself as very lucky
individual as I was provided with an opportunity to be a part of it. I am also grateful
for having a chance to meet so many wonderful people and professionals who led
me though this period.

Bearing in mind previous I am using this opportunity to express my deepest

gratitude and special thanks to Prof. P. K. Yadav who in spite of being
extraordinarily busy with his duties, took time out to hear, guide and keep me on
the correct path and allowing me to carry out my project.

It is my radiant sentiment to place on record my best regards, deepest sense of

gratitude to, Mr. Arvind Sharma for his careful and precious guidance which
were extremely valuable for our study both theoretically and practically.

I perceive this opportunity as a big milestone in my career development. I will

strive to use gained skills and knowledge in the best possible way, and I will
continue to work on their improvement, in order to attain desired career objectives.
Hope to continue cooperation with all of you in the future,

Sincerely,

Akanksha Kaushik Dubey

Place:
Date:
 EXECUTIVE SUMMARY

Today, in every organization personnel planning as an activity is necessary. It is an

important part of an organization. Human Resource Planning is a vital ingredient for
the success of the organization in the long run. There are certain ways that are to be
followed by every organization, which ensures that it has right number and kind of
people, at the right place and right time, so that organization can achieve its planned
objectives.

The objectives of Human Resource Department are Human Resource Planning,

Recruitment and Selection, Training and Development, Career planning, Transfer
and Promotion, Risk Management, Performance Appraisal and so on. Each objective
needs special attention and proper planning and implementation.

Recruitment and Selection plays a vital role in placing right person in right place.
Shortage of skills and the use of new technology are putting considerable pressure
on how employers go about Recruiting and Selecting staff. It is recommended to
carry out a strategic analysis of Recruitment and Selection procedure. Also training
need identification is necessary after selection process.

A formal definition states, “It is the process of finding and attracting capable
applicants for the employment. The process begins when new recruits are sought
and ends when their applicants are selected”. The need for recruitment may be
due to the following reasons/situation:

a) Vacancies due to promotions, transfer, retirement, termination, permanent

disability, death and labor turnover.
b) Creation of new vacancies due to the growth, expansion and
diversification of business activities of an enterprise. In addition, new
vacancies are possible due to job specification.
Selection is basically picking an applicant from (a pool of candidates) who has the
appropriate qualification and competency to do the job.

The difference between recruitment and selection: -Recruitment is identifying and

encouraging prospective employees to apply for a job. And Selection is selecting
the right candidate from the pool of applicants.
 Contents

SR.NO Particulars Pg. No

1 Declaration by Student 2

2 Certification from 3
supervisor
3 Certificate from faculty 4
guide
4 Acknowledgements 5

5 Executive Summary 6

6 Introduction 8

7 Literature Review

8 Need and Scope of Study

9 Research Gaps

10 Objectives

11 Research Methodology

12 Analysis and Interpretation

of Data
13 Conclusion and Findings

14 Managerial implication/
Suggestions
15 References

16 Certificate of plagiarism
Check
17 Questionnaire
INTRODUCTION
 INTRODUCTION

Recruitment and Selection:

Recruitment is the process of attracting individuals on a timely basis in sufficient

numbers and with appropriate qualification, to apply for jobs within an organization.
The process of searching prospective employees with multidimensional skills and
experience that suits organization strategies in fundamental to the growth of the
organization, this demands more comprehensive strategic perspective recruitment.
Organizations require the services of large number of personnel, these personnel
occupies the various positions created to the process of organization. Each position of
the organization has certain specific contributions to achieve the organizational
objectives. The recruitment process of the organizational has to be strong enough to
attract and select the potential candidates with right job specification. The recruitment
process begins with human resource planning and concludes with the selection of
required number of candidates, both HR staff and operating managers have
responsibilities in the process.

“Right person for the right job is the basic principle in recruitment and selection.
Every organization should give attention to the selection of its manpower, especially
its managers. The operative manpower is equally important and essential for the
orderly working of an enterprise.

Every business organization/unit needs manpower for carrying different business

activities smoothly and efficiently and for this recruitment and selection of suitable
candidates inessential. Human resource management in an organization will not be
possible if unsuitable persons are selected and employment in a business unit.
 RECRUITMENT

Meaning:

Recruitment means to estimate the available vacancies and to make suitable

arrangements for their selection and appointment. Recruitment is understood as the
process of searching for and obtaining applicants for the jobs, from among whom the
right people can be selected.

A formal definition states, “It is the process of finding and attracting capable
applicants for the employment. The process begins when new recruits are sought and
ends when their applicants are submitted. The result is a pool of applicants from
which new employees are selected”. In this, the available vacancies are given wide
publicity and suitable candidates are encouraged to submit applications so as to have
a pool of eligible candidates for scientific selection.

In recruitment, information is collected from interested candidates. For this different

source such as newspaper advertisement, employment exchanges, internal promotion,
etc. are used.

In the recruitment, a pool of eligible and interested candidates is created for selection
of most suitable candidates. Recruitment represents the first contact that a company
makes with potential employees.

Definition:

According to EDWIN FLIPPO, “Recruitment is the process of searching for

prospective employees and stimulating them to apply for jobs in the organization.”
 Need for recruitment

The need for recruitment may be due to the following reasons / situation:

a) Vacancies due to promotions, transfer, retirement, termination, permanent

disability, death and labor turnover.
b) Creation of new vacancies due to the growth, expansion and diversification of
business activities of an enterprise. In addition, new vacancies are possible
due to job specification.

Purpose and importance of Recruitment:

1. Determine the present and future requirements of the organization on

conjunction with its personnel-planning and job analysis activities.
2. Increase the pool of job candidates at minimum cost.
3. Help increase the success rate of the selection process by reducing the number
of visibly under qualified or overqualified job applicants.
4. Help reduce the probability that job applicants, once recruited and selected,
will leave the organization only after a short period of time.
5. Meet the organization’s legal and social obligations regarding the
composition of its work force.
6. Begin identifying and preparing potential job applicants who will be
appropriate candidates.
7. Increase organizational and individual effectiveness in the short term and long
term.
8. Evaluate the effectiveness of various recruiting techniques and sources for all
types of job applicants.
9. Recruitment is a positive function in which publicity is given to the jobs
available in the organization and interested candidates are encouraged to
submit applications for the purpose of selection.
 Recruitment Process:

Recruitment refers to the process of identifying and attracting job seekers so as to

build a pool of qualified job applicants. The process comprises five interrelated
stages, viz.

1. Planning.
2. Strategy development.
3. Searching.
4. Screening.
5. Evaluation and control.

STAGE 1: RECRUITMENT PLANNING:

The first stage in the recruitment process is planning. Planning involves the
translation of likely job vacancies and information about the nature of these jobs into
set of objectives or targets that specify the (1) Numbers and (2) Types of applicants
to be contacted.

Numbers of contact: Organization, nearly always, plan to attract more applicants

than they will hire. Some of those contacted will be uninterested, unqualified or both.
Each time a recruitment Program is contemplated, one task is to estimate the number
of applicants necessary to fill all vacancies with the qualified people.

Types of contacts: It is basically concerned with the types of people to be informed

about job openings. The type of people depends on the tasks and responsibilities
involved and the qualifications and experience expected. These details are available
through job description and job specification.

STAGE 2: STRATEGY DEVELOPMENT:

When it is estimated that what types of recruitment and how many are required then
one has concentrate in (1). Make or Buy employees. (2). Technological sophistication
of recruitment and selection devices. (3). Geographical distribution of labor markets
comprising job seekers.(4). Sources of recruitment. (5). Sequencing the activities in
the recruitment process.
 Make or Buy:

Organization must decide whether to hire unskilled employees and invest on training
and education programs, or they can hire skilled labor and professional. Essentially,
this is the, make‟ or, buy‟ decision. Organizations, which hire skilled and
professionals shall have to pay more for these employees.

Technological Sophistication:

The second decision in strategy development relates to the methods used in

recruitment and selection. This decision is mainly influenced by the available
technology. The advent of computers has made it possible for employers to scan
national and international applicant qualification. Although impersonal, computers
have given employers and job seekers a wider scope of options in the initial screening
stage.

STAGE 3: SEARCHING:

Once a recruitment plan and strategy are worked out, the search process can begin.
Search involves two steps

A) Source activation and

B) Selling.

STEP 4: SCREENING:

Screening of applicants can be regarded as an integral part of the recruiting process,

though many view it as the first step in the selection process. Even the definition on
recruitment, we quoted in the beginning of this chapter, excludes screening from its
scope. However, we have included screening in recruitment for valid reasons. The
selection process will begin after the applications have been scrutinized and short-
listed.

The purpose of screening is to remove from the recruitment process, at an early stage,
those applicants who are visibly unqualified for the job. Effective screening can save
a great deal of time and money.

STAGE 5: EVALUATION AND CONTROL:

Evaluation and control is necessary as considerable costs are incurred in the

recruitment process. The costs generally incurred are: -

1. Salaries for recruiters.

2. Management and professional time spent on preparing job description, job
specifications, advertisements, agency liaison and so forth.
3. The cost of advertisements or other recruitment methods, that is, agency fees.
4. Recruitment overheads and administrative expenses.
5. Costs of overtime and outsourcing while the vacancies remain unfilled.
6. Cost of recruiting unsuitable candidates for the selection process.

C) Sources of Recruitment:

SOURCES OF MANAGERIAL RECRUITMENT:

INTERNAL SOURCES EXTERNAL SOURCES

1) Promotion 1) Campus recruitment

2) Transfers 2) Press advertisement

3) Internal notification 3) Management consultancy service

4) Retirement 4) Deputation of personnel or transfer from

one enterprise to another

5) Former employees 5) Walk-ins, write-ins, talk-ins

The sources of recruitment can be broadly categorized into internal and external
sources-

1) INTERNAL RECRUITMENT:

Internal recruitment seeks applicants for positions from within the company. The
various internal sources include:

Promotions and Transfers:

Promotion is an effective means using job posting and personnel records. Job posting
requires notifying vacant positions by posting notices, circulating publications or
announcing at staff meetings and inviting employees to apply. Personnel records help
discover employees who are doing jobs below their educational qualifications or skill
levels. Promotions has many advantages like it is good public relations, builds
morale, encourages competent individuals who are ambitious, improves the
probability of good selection since information on the individual’s performance is
readily available, is cheaper than going outside to recruit, those chosen internally are
familiar with the organization thus reducing the orientation time and energy and also
acts as a training device for developing middle-level and top-level managers.

Employee referrals

Employees can develop good prospects for their families and friends by acquainting
them with the advantages of a job with the company, furnishing them with
introduction and encouraging them to apply. This is a very effective means as many
qualified people can be reached at a very low cost to the company. The other
advantages are that the employees would bring only those referrals that they feel
would be able to fit in the organization based on their own experience. In this way,
the organization can also full fill social obligations and create goodwill.

Former Employees:

These include retired employees who are willing to work on a part-time basis,
individuals who left work and are willing to come back for higher compensations.
Even retrenched employees are taken up once again. The advantage here is that the
people are already known to the organization and there is no need to find out their
past performance and character.

Dependents of deceased employees:

Usually, banks follow this policy. If an employee dies, his / her spouse or son or
daughter is recruited in their place. This is usually an effective way to full fill
social obligation and create goodwill.

Recalls:

When management faces a problem, which can be solved only by a manager who
has proceeded on long leave, it may de decided to recall that persons after the
problem is solved, his leave maybe extended.

Retirements:

At times, management may not find suitable candidates in place of the one who had
retired, after meritorious service. Under the circumstances, management may decide
to call retired managers with new extension.

2) EXTERNAL RECRUITMENT:

External recruitment seeks applicants for positions from sources outside the
company. They have outnumbered the internal methods. The various external
sources include

Professional or Trade Associations:

Many associations provide placement service to its members. It consists of

compiling job seeker’s lists and providing access to members during regional or
national conventions. Also, the publications of these associations carry classified
advertisements from employers interested in recruiting their members. These are
particularly useful for attracting highly educated, experienced or skilled personnel.
Advertisements:

It is a popular method of seeking recruits, as many recruiters prefer advertisements

because of their wide reach. Want ads describe the job benefits, identify the
employer and tell those interested how to apply. Newspaper is the most common
medium but for highly specialized recruits, advertisements may be placed in
professional or business journals.

P-10

Advertisements must contain proper information like the job content, working
conditions, location of job, compensation including fringe benefits, job
specifications, growth aspects, etc.

Campus Recruitments:

Colleges, universities, research laboratories, sports fields and institutes are fertile
ground for recruiters, particularly the institutes. Campus Recruitment is going global
with companies like HLL, Citibank, HCL-HP, ANZ Grind lays, L&T, Motorola and
Reliance looking for global markets. Some companies recruit a given number of
candidates from these institutes every year. Campus recruitment is so much sought
after that each college; university department or institute will have a placement
officer to handle recruitment functions.

However, it is often an expensive process, even if recruiting process produces job

offers and acceptances eventually.

Walk-ins, Write-ins and Talk-ins:

The most common and least expensive approach for candidates is direct applications,
in which job seekers submit unsolicited application letters or resumes. Direct
applications can also provide a pool of potential employees to meet future needs.
From employees‟ viewpoint, walk-ins are preferable as they are free from the hassles
associated with other methods of recruitment. While direct applications are
particularly effective in filling entry level and unskilled vacancies, some
organizations compile pools of potential employees from direct applications for
skilled positions. Write-ins are those who send written enquiries. These jobseekers
are asked to complete application forms for further processing. Talk-ins involves the
job aspirants meeting the recruiter (on an appropriated date) for detailed talks. No
application is required to be submitted to the recruiter.

Consultants:

They are in this profession for recruiting and selecting managerial and executive
personnel.

They are useful as they have nationwide contacts and lend professionalism to the
hiring process. They also keep prospective employer and employee anonymous.
However, the cost can be a deterrent factor.

Head Hunters:

They are useful in specialized and skilled candidate working in a particular

company. An agent is sent to represent the recruiting company and offer is made to
the candidate. This is a useful source when both the companies involved are in the
same field, and the employee is reluctant to take the offer since he fears, that his
company is testing his loyalty.

Radio, Television and Internet:

Radio and television are used to reach certain types of job applicants such as skilled
workers. Radio and television are used but sparingly, and that too, by government
departments only. However, there is nothing inherently desperate about using radio
and television. It depends upon what is said and how it is delivered. Internet is
becoming a popular option for recruitment today. There are specialized sites like
naukri.com.

SELECTION:

Selection process is a decision making process. This step consists of a number of

activities. A candidate who fails to qualify for a particular step is not eligible for
appearing for the subsequent step. Employee selection is the process of putting right
men on the right job. It is a procedure of matching organizational requirements with
the skills and qualifications of people. Effective selection can be done only where
there is effective matching. By selecting best candidate for the required job, the
organization will get quality performance of employees.
Moreover, organization will face less absenteeism and employee turnover problems.
By selecting right candidate for the required job, organization will also save time and
money. Proper screening of candidates takes place during selection procedure. All
the potential candidates who apply for the given job are tested.
The difference between recruitment and selection:

Recruitment is identifying n encouraging prospective employees to apply for a job

and Selection is selecting the right candidate from the pool of applicants.

SELECTION PROCESS:

Selection is a long process, commencing from the preliminary interview of the

applicants and ending with the contract of employment.

1. Preliminary test
2. Selection test
3. Employment interview
4. Reference and background
5. Analysis
6. Selection decision
7. Physical examination
8. Job offer
9. Employment contract

Step-1
PRELIMINARY INTERVIEW:
The applicants received from job seekers would be subject to scrutiny so as to
eliminate unqualified applicants. This is usually followed by a preliminary interview
the purpose of which is more or less the same as scrutiny of application, that is,
eliminate of unqualified applicants. Scrutiny enables the HR specialists to eliminate
unqualified jobseekers based on the information supplied in their application forms.
Preliminary interview, on the other hand, helps reject misfits for reason, which did
not appear in the application forms.

Step-2

SELECTION TEST:

Job seekers who pass the screening and the preliminary interview are called for tests.
Different types of tests may be administered, depending on the job and the company.

Generally, tests are used to determine the applicant’s ability, aptitude and
personality.

The following are the type of tests taken:

1. Ability test
2. Aptitude test
3. Intelligence test
4. Interest test
5. Personality test
6. Projective test
7. General knowledge test
8. Perception test
9. Graphology test
10. Polygraph test
11. Medical test

Step-3
INTERVIEW:
The next step in the selection process is an interview. Interview is formal, in- depth
conversation conducted to evaluate the applicant’s acceptability. It is considered to be
excellent selection device. It is face-to-face exchange of view, ideas and opinion
between the candidates and interviewers. Basically, interview is nothing but an oral
examination of candidates. Interview can be adapted to unskilled, skilled, managerial
and profession employees.

Types of interview: -

Interviews can be of different types. There interviews employed by the

companies.

Following are the various types of interview:-

1. Informal interview
2. Formal interview
3. Non directive interview
4. Depth interview
5. Stress interview
6. Group interview
7. Panel interview
8. Sequential interview
9. Structured interview
10. Unstructured interview
11. Mixed interview
12. Telephonic interview

Step-4
REFERENCE
CHECK:
Many employers request names, addresses, and telephone numbers of references for
the purpose of verifying information and perhaps, gaining additional background
information on an applicant. Although listed on the application form, references are
not usually checked until an applicant has successfully reached the fourth stage of a
sequential selection process. When the labor market is very tight, organizations
sometimes hire applicants before checking references.

Step-5

SELECTION DECISION:

After obtaining information through the preceding steps, selection decision- the most
critical of all the steps- must be made. The other stages in the selection process have
been used to narrow the number of the candidates. The final decision has to be made
the pool of individuals who pas the tests, interviews and reference checks.

The view of the line manager will be generally considered in the final selection
because it is he/she who is responsible for the performance of the new employee. The
HR manager plays a crucial role in the final selection.

STEP 6:

PHYSICAL EXAMINATION:

After the selection decision and before the job offer is made, the candidate is required
to undergo a physical fitness test. A job offer is, often, contingent upon the candidate
being declared fit after the physical examination. The results of the medical fitness
test are recorded in a statement and are preserved in the personnel records. There are
several objectives behind a physical test.

Obviously, one reason for a physical test is to detect if the individual carries any
infectious disease. Secondly, the test assists in determining whether an applicant is
physically fit to perform the work. Thirdly, the physical examination information can
be used to determine if there are certain physical capabilities, which differentiate
successful and less successful employees. Finally, such an examination will protect
the employer from workers compensation claims that are not valid because the
injuries or illness were present when the employee was hired.
 STEP 7:

JOB OFFER:

The next step in the selection process is job offer to those applicants who have
crossed all the previous hurdles. Job offer is made through a letter of appointed. Such
a letter generally contains a date by which the appointee must report on duty. The
appointee must be given reasonable time for reporting. Those is particularly
necessary when he or she is already in employment, in which case the appointee is
required to obtain a relieving certificate from the previous employer.

The company may also want the individual to delay the date of reporting on duty. If
the new employee’s first job upon joining the company is to go on company until
perhaps a week before such training begins.

STEP 8:

CONTRACT OF EMPLOYMENT:

There is also a need for preparing a contract of employment. The basic information
that should be included in a written contract of employment will vary according to
the level of the job, but the following checklist sets out the typical headings:

1. Job title
2. Duties, including a parse such as “The employee will perform such duties and will
be responsible to such a person, as the company may from time to time direct”.

3. Date when continuous employment starts and the basis for calculating service. Rate of
pay, allowance, overtime and shift rates, method of payments.

4. Hours of work including lunch break and overtime and shift arrangements.
5. Holiday arrangements:
6. Paid holidays per year.
7. Public holidays.
8. Special terms relating to rights to patent s and designs, confidential information
and restraints on trade after termination of employment.
 The drawback with the contracts is that it is almost to enforce them. A determined
employee is bound to leave the organization, contract or no contract.

STEP 9

CONCLUDING THE SELECTION PROCESS:

Contrary to popular perception, the selection process will not end with executing the
Employment contract. There is another step – amore sensitive one reassuring those
candidates who have not selected, not because of any serious deficiencies in their
personality, but because their profile did not match the requirement of the
organization.

They must be told that those who were selected were done purely on relative merit.

STEP 10

EVALUATION OF SELECTION PROGRAMME:

The broad test of the effectiveness of the selection process is the quality of the
personnel hired. An organization must have competent and committed personnel.
 COMPANY PROFILE
Introduction of Organization

Aim and objective

Mission and vision

 Organization overview

Introduction:
Chhaunkar portal for Doctor and Patient (CPDP) India is a computer or web-based system
that smoothening of managing the functioning of the hospital or any medical set up.
Chhaunkar portal for doctor and patient (CPDP) will help in making the whole functioning
paperless. It non-segregate all the information regarding patients, doctors, staff, hospital
administrative details, etc. into one software. It has sections for various departments that are
in a hospital.

Aim and objective:

Chhaunkar Portal for Doctor and Patient (OPC) Pvt. Ltd is a healthcare company which is a
well respected centre of quality healthcare services and stands for Improvement of medical
service, optimize health outcomes and reduce healthcare costs. The primary objective of the
company is to prepare a single platform for all doctors and Hospitals/Clinic where patient can
access services of any healthcare services provider. It aims at whisking, insertion of modern
technology in healthcare.

Mission and vision:

Keeping in view the aim of healthcare as an integral part of healthy living. We are working
for uplifting healthcare to the higher state of consciousness so that our society turns into the
healthy world. At right time, at the right place and of appropriate quality of health support is
the basic need of advancement in quality health treatment. We are a believer of the old adage
“A healthy mind lives in a healthy body”.

Thus healthcare advancement with the harmony of technology truly means a boost towards
India with the healthy and strong mind. Thus directly or indirectly it is one step forward
toward the development of the nation. Our mission and vision is clear cut a perception of
India.
Here are some benefits of using CPDP India as a hospital management service for a hospital:
1. Easy access to patient data: CPDP India gives a systematic and accurate information
about the patients last visit, prescriptions etc.
2. Cost effective: Reducing the hospital cost is the major benefit of CPDP India by
reducing management cost with all in one service provider.
3. Improved efficiency: Being all in one service provider it is capable of improving the
efficiency of working staff which include doctors, nurse etc. At the same time
providing service to patients as well.
4. Reduce scope of error: With the implementation of new technology and web-based
service it reduces the chances of error while recording data of patients or any other
hospital stuff.
5. Increased data security and retrieve-ability: There will be a limited people having
the access over all over data. There will be less chances of uncertainty with data.
6. Improved patient care: As soon as the load from the staff reduces they actually do
their job with full interest.
7. Establish your hospital as technologically advance: With the implementation of
service like CPDP India the goodwill of the hospital among the patient will increase.
8. Instant and confirmed appointment: With the help of CPDP India Hospital
management service patients will be provided with instant and confirmed
appointment in just one scan of QR code.
LITERATURE REVIEW
 REVIEW OF RECRUITMENT AND SELECTION

According to the Burack (1985) recruitment sources are closely linked to the organizational
activities as performance of employees, employee turnover, employee satisfaction, employee
wishes and the commitment of the organization (Burack, 1980). These recruitment and
selection process should be done at each and every sector for fulfilling their organizational
goals (Nartey, 2012). Recruitment and selection practices were important in the police
department as said by Michael D. White and Glipsy Escobar (2008) in the world and
this paper shows the importance of seven issues relating to recruitment, selection and
training practices in the organizations (M.N.Malhotra, 2014) (Terpstra.D, 1996).
Mohammed Nurul Absar (2012) says the importance of recruitment and selection in
his paper by considering both public and private manufacturing firms in Bangladesh
(M.M.Absar, 2012). Some of the research professionals and scholars say that there is a close
linkage between the recruitment selection employee satisfaction organization performance
and HR practices (Gorter, 1996). In his paper Recruitment and Selection of public
workers: An international compendium of modern trends and practices say that the
importance of using technology in the recruitment and selection process for updating the
organizational resources (Hays, 2004).

Ongori Henry and Temtime Z (2009) say that in their paper the recruitment and selection
practices of the small and medium enterprises and make them to improve their HR practices
(R.D.Omolo, 2012). French says that the importance of certain selection and recruitment
activities in the organizations (G.R.French, 2012).

Among recruitment sources Bernardin says that internal source of recruitment is effective
compared to the external source (H.John, 2003). Decker & Cornelius say that compared to
the traditional recruiting sources the modern sources like referrals, casual applicants and
direct approaches will benefit at large (L.Barclay, 1985) (Cappelli, 2001). Selection
procedure also should be in application to the modern techniques (M.Smith, 2001).

The literature says that employers are doing the traditional method of recruiting rather than
the modern technologies (Schmidt, 1998). Chris Piotrowski and Terry Armstrong say that in
their article that around all the organizations are using traditional recruitment sources and
30% of organizations are screening candidates honestly (Armstrong, 2006). According to
SHRM (Society for Human Resource Management) says that 15% joined in the organizations
are placing false resume (Gusdorf, 2008). Some of the employers select the candidates with
discrimination was not supposed to be done in the organizations (Fomunjong, 2009).
OBJECTIVES OF THE STUDY
 OBJECTIVES

Every task is taken with an objective. Without any objective task is rendered
meaningless.

The main objectives for undertaking this project are:

1. To know the perception of employees regarding recruitment and selection

process.
2. To know the recruitment process followed in CPDP India.
3. To know the selection process followed in CPDP India.
4. To review HR policies pertaining to recruitment and selection.
RESEARCH METHODOLOGY
 RESEARCH METHODOLOGY

Aim
To analyze the recruitment and selection process of CPDP INDIA and review HR
policies pertaining to recruitment and selection

 Research Design:
Descriptive research

 Source of Data collection:

The primary source was used for collection of data.

 Primary data:
Questionnaire and interview

Primary data involves the collection of data that does not already exist. This can be
through numerous forms, including questionnaires and telephone interviews amongst
others.

Thus the sources of data collection were as follows:

PRIMARY

1. Interview Schedule
2. Questionnaires
3. Observation Method
4. Discussion

 Data type:
Primary as well as secondary data was collected.

 Sample unit:
CPDP INDIA
 Sample Size:
20

 Sampling Technique:
Convenient sampling

 Field of Study:
This project was carried out at CPDP India, Noida sector 18.
Data Analysis and interpretation
 DATA INTERPRETATION
A questionnaire was prepared for the purpose of getting feedback from the
employees and manager regarding Recruitment & Selection Procedure´ of their
company. 30 employees are selected from different department and were distributed
the questionnaire from the purpose of the study.
Analysis of the data
Fundamental analysis requires us to perform a great deal of mathematical operations
to generate an answer. If you understand the benefits and limitations of technical
analysis, it can give you a new set of tools or skills that will enable you to be a better.
The analysis of the data is done as per the survey finding. The data is represented
graphically in percentage.
The percentage of the people opinion were analyzed and expressed in the form of
charts and have been placed in the next few pages.
 Sources used in recruitment and selection:

1. Which of the sources of recruitment and selection are used in

CPDP INDIA?

a. Internal
b. External
c. Both
Table: 8.1

Options Internal External Both Total

Responses 2 7 11 20

Percentage 10 35 55 100%

Chart: 8.1

Internal external both

10%

55% 35%

Source: Primary data or questionnaire

Interpretation:
It was found that about 55% of the recruitment and selection is done both by internal and external
sources, while as external sources are used more than the internal sources. Employees are hired
mostly from external sources like job portals, consultancy etc
 External sources used in recruitment:
2. Which of the following external sources are used for
recruitment in CPDP INDIA?

a. Advertisement
b. Internet
c. Campus recruitment
d. Consultancies
e. All of the above
Table:8.2

Options Advertisement Internet Campus Consultancy All of Total

drives the
above

Responses 5 3 2 8 2 20

Percentage 25 15 10 40 10 100%
Chart:8.2

10%
adv.
25%
Internet
campus
40% 15% consultancy
All
10%

Source: Primary data or questionnaire

Interpretation:
It was found that 40% of the employees are recruited through the consultancies and
20% of the employees are selected by the advertisement followed by internet with
15% and campus selections with 10%. Consultancy and Internet are the major
sources which provide eligible candidates for the hiring in CPDP INDIA.

Form of recruitment and selection used:

 3. Which form of recruitment and selection is used in CNC WEB WORLD?

a. Centralized
b. Decentralized
Table: 8.3

Options Centralized Decentralized Total

Responses 2 18 20

Percentage 10 90 100%

Chart: 8.3

Centralized decentralized

10%

90%

Source: Primary data or questionnaire

Interpretation:

It was found that recruitment is decentralized. However, for higher positions of employment
the recruitment is centralized. Recruitment is decentralized as all the centers of CPDP INDIA
recruit their employees according to the number of vacancies available in the respective
centers.

Employee’s perception about recruitment process:

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 4. Are you satisfied with the recruitment process?

a. Yes
b. No
Table: 8.4

Options Yes No Total

Responses 16 4 20

Percentage 80 20 100%

Chart: 8.4
yes no

20%

80%

Source: Primary data or questionnaire

Interpretation:
It was found that 90% of employees are satisfied with the recruitment process adopted by
CPDP INDIA. However, some of the respondents thought there should be some changes in
the existing recruitment process of the organization.

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Methods used during selection process
5. Which of the following methods does CPDP INDIA uses during
selection?

c. Written
d. Group discussion
e. Personal interview
f. Group discussion and personal interview
g. All of the above
Table:8.5

Options Written GD PI GD & All Total

PI

Responses 1 3 6 8 2 20

Percentage 5 15 30 40 10 100%

Chart: 8.5

Written GD PI GD and PI all of above

bove

10% 5%
15%

40%
30%

Source: Primary data or questionnaire

Interpretation:
It was found that 40% of selection is done by Group Discussion & Personal Interview. However,
Personal Interview is mostly used method of selection followed by group discussion. Employees
selected in CPDP INDIA are finally selected by a personal interview taken by the head of the centre.

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Perception of employees towards selection process:
6. Are you satisfied with the selection process?

1. Yes
2. No
Table: 8.6

Options Yes No Total

Responses 16 4 20

Percentage 80 20 100%

Chart: 8.6

20%

yes
no

80%

Source: Primary data or questionnaire

Interpretation:

It was found that about 80 % of the employees are satisfied with the selection process.
However, the remaining is of the opinion that there should be some change in the recruitment
and selection process of the organization.

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 Techniques used for selection:
6. Do you think innovative techniques like stress test, psychometric test
and personality test should be used for selection?

1. Yes
2. No
Table: 8.7

Options Yes No Total

Responses 4 16 20

Percentage 20 80 100%

Chart: 8.7

yes no

20%

80%

Source: Primary data or questionnaire

Interpretation:
It was found that 20% of the respondents were of the opinion that stress test, psychometric test
and personality tests should be used for the selection, while the others were satisfied with the
existing recruitment and selection process. Most of the employees in CPDP INDIA are unaware
of these types of tests as they are mostly fresher’s.

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 Recruitment process used for different grades of employees:
7. Does your company follow different recruitment process
for different grades of employment?

1. Yes
2. No
Table: 8.8

Options Yes No Total

Responses 20 0 20

Percentage 100 0 100%

Chart:8.8

0%

yes
no

100%

Source: Primary data or questionnaire

Interpretation:
It was found that from that different recruitment process is adopted for different grades of
employment. Like, for the recruitment of trainers in CPDP INDIA theoretical knowledge is
considered more and for the developers technical knowledge is given importance.

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 Company HR practices:
8. How do you rate HR practices of the company?

Table: 8.9

S No. Options Respondents In percentage

1 Excellent 10 50%
2 Good 8 30%
3 Average 1 10%
4 Bad 1 10%
Total 20

Chart:8.9

10%

10%

Excellent
Good
50%
Average
Bad

30%

Source: Primary data or questionnaire

Interpretation:
50% of the employees feel that HR department is good where and 30% say that its very
good where as 10% says its average and 10% employees feel it’s bad. Some employees are
not happy as they have to spend a little more time if they have to take demo training
sessions.

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 Contract signed while joining the organization:
9. Is there any contract signed by employees while joining the organization?

1. Yes
2. No
Table: 8.10

S No. Options Respondents In percentage

1. Yes 18 90%
2. No 02 10%
Total 20
Chart: 8.10

10%

yes
no

90%

Source: Primary data or questionnaire

Interpretation:
Above chart shows that almost 10% employees said no and 90 % said yes they have
to sign a bond while joining the organization. Employees have to submit one of their
original certificates in the time of their joining and they cannot leave this company
before one year. If the employees agree to these conditions then they are moved to
next round of interview.

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 HR policy of the company:
10. Are you comfortable with the HR policies of the company?

a. Yes
b. No
Table: 8.11

S. No. Options Respondents In percentage

1. Yes 18 90%
2. No 02 10%
Total 20

Chart: 8.11

10%

Yes
No

90%

Source: Primary data or questionnaire

Interpretation:
It was found that 10% employees were not comfortable with the policies of company and
90% employees are happily working with the current HR practices of the company. Some of
the employees were not comfortable with the policy as they find risk in submitting their
original documents to the company.

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Findings and Conclusion

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 FINDINGS
The collected data are analyzed and general observations have proven that CPDP
INDIA has done remarkable job in its Human Resource department.

The main findings are as follows:

1. In CPDP INDIA employees feel that the HR department is good.

2. The recruitment and selection process is decentralized (Agar, Kanpur,
Mathura, Noida, Greater Noida, Gurugram, Delhi)
3. About 90% of the employees are satisfied with the recruitment and selection
process.
4. Most of the managers prefer personal interviews.
5. Mostly external sources of recruitment are considered.
6. About 90% of employees feel that they are comfortable working with the
current HR policies of the company and 10% feel that they need some
changes in the policies.

CONCLUSION

Recruitment is the process of searching for prospective employees and stimulating

and encouraging them to apply for jobs in an organization. And Selection is selecting
the right candidate at the right time in the right place.
Employees of CPDP INDIA are satisfied with the current/existing recruitment and
selection process. CPDP INDIA is recruiting their employees mainly through
consultancies. Consultancies are the mediator between the organization and the
candidates as it serves the requirements of employees as well as the organization.
CPDP INDIA recruits their employees in a decentralized way (Agar, Kanpur,
Mathura, Noida, Greater Noida, Gurugram, and Delhi).
Also CPDP INDIA has to consider internet sources for recruitment of employees so
that it could motivate the employees. Employees are also well aware about the
various sources and methods of recruitment and selection. CPDP INDIA has to
implement innovative techniques in selection process like group discussion, stress
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interview, etc. 58
 Suggestions

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 SUGGESTION

From the findings I can suggest CPDP INDIA following things for the more
effectiveness of recruitment and selection process and HR policies:

 Recruitment must be done by analyzing the job firstly which will make it
easier and will be beneficial from the company’s point of view.

 More emphasis should be given on internet and advertisement so that more

and more candidates apply for the jobs and it will be easy to find the right
employee among them.

 The recruitment and selection procedure should not be too lengthy and time
consuming.

 Company should try to use the internal recruitment process first because it
incurs less cost and acts as a motivational factor to the employees.

 Provide training to employees so that they get better knowledge, skills and
attitude.

 Company should amend some parts of their HR policies for better

effectiveness.

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 Limitations

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The project has inherent limitations due to its potential scope

1. Six weeks is too short to give shape to a new idea in a company.

2. Expenses for HR Departments are not viewed as investments.
3. The research was conducted in one unit and the conclusions
and recommendation might not be applicable to the whole
industry until further investigations are conducted;
4. Some majority of respondents was new in the job and therefore
recommendations could only be made with the responses available.

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References

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 References:
 Personnel management by K.V Mishra, Aditya publishing house Madras, 1992.
 CHHABRA T.N, Principles & practices of management, Dhanpat Rai and co. (p)
Ltd, Delhi, 2000.
 Manuals from the CPDP INDIA.
 Prasad, L.M , Organizational Behaviour, New Delhi: Sultan Chand & Sons, 2008
 Globalizing Human Resource Management Paul Sparrow; Chris Brewster; Hilary
Harris. Routledge, 2004
 International Human Resource Management: A Multinational Company Perspective
Monir H. Tayeb. Oxford University Press, 2005
 www.cpdpindia.com
 https://smallbusiness.chron.com/definition-recruitment-selection-process-2526.html
 https://www.topechelon.com/blog/recruiter-training/methods-recruitment-selection-
process
 https://www.businessstudynotes.com/hrm/human-resource-management/recruitment-and-
selection-process-in-hrm/

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Annexure

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 ANNEXTURE
Questionnaire:
Recruitment and selection process of CPDP INDIA, NOIDA
This questionnaire survey is purely for academic purpose. Any information collected
through this survey is confidential and would not be shared with anyone other than
the people involved in this.

Name: ...............................................................................................

Designation: ............................................. Age: ...............................

Department: ..................................... Qualification: .........................

Answer the following questions: (kindly give your unbiased response)

Q1. Which of the sources of recruitment and selection are used in CPDP INDIA?

a. Internal
b. External
c. Both

Q2. Which of the following external sources are used for recruitment in CPDP
INDIA?

a. Advertisement
b. Internet
c. Campus recruitment
d. Consultancies
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e. All of the above 66
Q3. Which form of recruitment and selection is used in CPDP INDIA?

a. Centralized
b. Decentralized

Q4. Are you satisfied with the recruitment process?

1. Yes
2. No

Q5. Which of the following methods does CPDP INDIA uses during selection?

1. Written
2. Group discussion
3. Personal interview
4. Group discussion and personal interview
5. All of the above

Q6. Are you satisfied with the selection process?

1. Yes
2. No

Q7.Do you think innovative techniques like stress test, psychometric test and personality
test should be used for selection?

1. Yes
2. No

Q8. Does your company follow different recruitment process for different grades of
employment?

1. Yes
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Q9. How do you rate HR practices of the company?

1. Excellent
2. Good
3. Average
4. Bad

Q10. Is there any contract signed by employees while joining the organization?

1. Yes
2. No

Q11. Are you comfortable with the HR policies of the company?

a. Yes
b. No

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