A

PROJECT REPORT
ON
TITLE

“A STUDY ON RECRUITMENT PROCESS IN

BHASIN MOTORS”

SUBMITTED TO
Pt.Ravishankar shukla university, Raipur (C.G)
In partial fulfillment of the degree course of

BACHELOR OF BUSINESS ADMINISTRATION

FOR ACADEMIC SESSION
2011

Guided by: Submitted by:

Ms. Shimpa Jain Nischal Solanki
Assistant Professor BBA VI SEM
MAIC, RAIPUR Roll no. 921235

Department of Management
MAHARAJA AGRASEN INTERNATIONAL COLLEGE
Samta colony, Raipur (C.G)

TO WHOM SO EVER IT MAY CONCERN

This is to certify that NISHCHAL SOLANKI who is pursuing BBA VI
SEMESTER from MAIC COLLEGE, RAIPUR has collected the
information from our organization.

His project title was “

“A STUDY ON RECRUITMENT PROCESS IN
BHASIN MOTORS”
With reference to BHASIN VENTURES PVT.LIMITED, RAIPUR.

The information collected is purely for academic knowledge as per

my information
 CERTIFICATE

This is to certify that Mr. Nischal Solanki a bonafide student of

Maharaja Agrasen International College, Raipur (C.G.)
studying in B.B.A Vl Semester has successfully completed her
project entitled “STUDY ON RECRUITMENT PROCESS IN
BHASIN MOTORS”

I wish him all success in every endeavor of life.

(Mrs. Suchitra Rathi) (Dr. Samir Thakur)

Head Principal
Department of Management MAIC
MAIC
 CERTIFICATE

This is to certify that the Project Work entitled “STUDY ON

RECRUITMENT PROCESS IN BHASIN MOTORS ” by Nischal
Solanki for the partial fulfillment Of Degree of Bachelor of
Business Administration from Pt. Ravishankar Shukla University,
Raipur (C.G.) is an authentic work performed by the student.

This work has been submitted for the sole purpose of academic
interest.

Internal External / Guide External Examiner

 DECLARATION

I, Mr.NISCHAL SOLANKI hereby declares that this project is the

record of authentic work carried out by me during the academic
year 2011 BHASIN VENTUTRES PVT. LTD. RAIPUR (C.G)

NISCHAL SOLANKI
BBA VI SEM
 ACKNOWLEDGEMENT

I really present my sincere thanks to the individual employees of Bhasin Motors.

Who have given their kind concern and time for conducting this research? I do
hereby acknowledge the contribution of respected Mr. Harjeet Singh Bhatia that
had made possible all available resource needed in my project.

I extend my heartily thanks to him for guidance and Co-operation. I would like to
thank him of the project for permitting me to do the project Work in Bhasin
Motors.

I would like to thank all the staff members of that company for providing necessary assistance &
data require.

I am deeply indebted to my Faculty members from the Department of BBA whose

help, stimulating suggestions and encouragement help me in all the time of
research for and writing of this project report.

I have further more to thank my guide ………without her help it would not have
been possible for me to complete this project .

NISCHAL SOLANKI
BBA VI SEM

INDEX
 NO. PARTICULARS

CHAPTER:1 COMPANY PROFILE

CHAPTER:2 REVIEW OF LITERATURE

CHAPTER:3 RESEARCH METHODOLOGY

CHAPTER:4 DATA ANALISIS &

INTERPRETATION

CHAPTER:5 FINDINGS

CHAPTER:6 CONCLUSION

CHAPTER:7 SUGGESTIONS

CHAPTER:8 LIMITATIONS

CHAPTER:9 BIBLIOGRAPHY

CHAPTER:10 QUESTIONNAIRE
HISTORY OF THE COMPANY
Bhasin motors is also known as Training Hub.It provide training to all nearest
cities of the company such as Bhilai, Bilaspur etc .They provide the online training
conducted from Mumbai This company belongs to TATA GROUP of companies.
It mainly involve in auto parts business, logistics & f agencies, petroleum,
automobile dealership.
All the spare parts of automobile have been distributed from Aurangabad such as
oil, toys, pistol etc.

Bhasin group have been started early 50 years. Tata motors have some machinery
like motor vehicle, light commercial vehicle etc.

TATA ACE has achieved tremendous success in the market. It has

secured good market share. It is called passenger car division such as PCBU
[passenger car business unit].INDICA, VISTA, INDIGO

Bhasin group belongs to Bhasin group of companies. They have two segments:-
1. Car Segment
2. UV Segment
This UV segment contains cars like SUMO, SAFARI, and ARIA etc.

Bhasin Motors is one of the Dealer of Tata mators.Bhasin Motors has been
started at 14-april-2009.It also has the authorized dealership of FIAT. They also
engage in marketing of automobiles, spare parts and service of FIAT. The two new
brands of FIAT are LINEA and PUNTO.

Along with the sales, servicing and spare parts of all these vehicles i.e.

OBJECTIVE
To establish as no.1 dealer in automobile and to get 100% customer compliance.
MISSION
To create excellent relations with customers by providing excellent products,
packages of quality pre and post sales service with transparency to treat customers
as long as assets for mutual growth .

Objectives of recruitment:

1. Support the organization ability to acquire, retain and develop the best
talent and skills.
 2. Determine present and future manpower requirements of the
organization in coordination with planning and job analysis activities.

3. Obtain the number and quality of employees that can be selected in

order to help the organization to achieve its goals and objectives.

4. Create a pool of candidates so that the management can select the

right candidate for the right job from this pool.

5. Attract and encourage more and more candidates to apply in the

organization

6. Increase the pool of candidates at minimum cost.

7. Acts as a link between the employers and the job seekers

8. Infuse fresh blood at all levels of the organization

9. Meet the organization's legal and social obligations regarding the

composition of its workforce.

10. Increase the effectiveness of various recruiting techniques.

GENERAL HR POLICY
GENERAL CONITIONS OF EMPLOYMENT

COVERAGE: all permanent employees including probationers.

MANAGERS: employees designated as assistant manager and above.
GENDER USAGE: for the purpose our understanding an application of this
handbook all usage of the word “he” will be understands as “he/she”.

APPLICABILITY
The entire terms and conditions etc. contained herein shall be applicable to all
permanent employees including probationers who all employed and / or deployed
and / or attached to Bhasin Motors being situated at near chokranala, NH6,
labhandi, P.O Ravigram, Raipur (c.g)-492006.
APPOINTMENT POLICY
• Employees are appointed subject to their being found medically fit.
• An employee, on recruitment, must immediately fill up the biodata from
giving personal details and communication address as required by the
company. He shall also submit the originals of all certificates of his age,
qualifications and past experience for verification with a true self attested
photocopies of such certificates and testimonials, to be kept on a company

record. Any intimated changes in any detail will be reported (written) to the
GM/HR department within a week.
The employees, on joining, are kept on training for six months. At the end of six
months after passing the

Training period, the detailed Appointment letter will be issued and are kept on
probation for three months.

DISCIPLINE
UNIFORM:
All employees shall have to wear the uniform as prescribe by the company. Two
sets of uniform shall be provided in a financial year. Any more sets of uniforms
required by the employee shall have to be made by the employee at his own cost.
Such uniforms shall have to conform wholly to the company’s Norms except for
Saturday. All employees shall have to wear their identity cards and badges,
provided by the company during working hours.

JOINING PROCEDURE
• Employees are appointed subject to their being found medically fit.
• All the selected candidates are given letter of appointment and joining of the
same is determined on acceptance of the same by the candidate.
• Once the employee is introduced in the system, an employee code is generated
which will be unique for the employee.
• Personal file of the employee is opened.
• Company’s ID and other necessary things are provided to the employee for his
smooth functioning completed.
• Background /refrence check is completed on the selected candidate.
• SIBEL code if applicable is generated.
• HR to send first monthly appraisal form and duty allocation/job description to
HOD – immediately on joining, returnable to HR.

DO’S AND DON’TS OF INTERVIEWING PROCEDURES :

• Do not keep candidates waiting: allocate sufficient time for each
interview and keep to the timetable.
 • The structure of the interview and the areas of the job asked about
should be badly the same for each candidate.

• Begin by welcoming the candidate and introducing each member of

the panel explains the structure of the interview try to put the
candidate at ease.

• Allow the candidate to express himself by asking open questions,

possibly on subjects, which will be familiar.

• All questions should be related to the job, based on the selection

criteria identified in the person specification and job deception.

MANPOWER REQUISTION FORM Position:

In replacement of/new.
Reporting to:
Reported by:
Basic qualifications:
Additional qualifications:
Age group;
Male/female:
Driving license:
Fluency in speaking –English/Hindi/Chhattisgarhi.
 Fluency in writing-English/Hindi.
Computer literacy:
Experience:
Salary parameter:
Perks:
Job/results for which he will be responsible:
1. Task
Responsibility:
2. Task:
Responsibility:
3. Task:
Responsibility:
4. Task:
Responsibility:
5. Task:
Responsibility:
Special working conditions

MANPOWER APPRAISAL:

We recognize and regularly reward merit .We appreciates people who are
achievement oriented and constantly excel in achieving set goals and target.
We as organization also value qualities like team spirit, self motivation,
commitment.To motivate our employees to achieve targets we also constantly
evolving incentive schemes. The company has developed two performance
appraisal forms which contain 13 point wise parameters .the respective form is
given to staff-samples at the time of issue

Of the original joining letter-they are expected to carry on their task in line with
these parameters and finally their performance will be adjudged on the basis of the
above. To certain extent the training needs are also decided wherever some is
found week in these parameters.
PUNCTUALITY

All employees are required to report respective offices by 09:30 am from Monday
to Saturday .office hours are from 9:00 am to 7:00 pm from Monday to Saturday
.lunch break for 0.30 minutes from 01:00 noon. Any employee signing the
attendance register /punching the card later than 09:35 am shall be deemed to be
late.

In case habitual late comers ,after giving a concession for three days, half days
pay shall be deducted for any such late coming from the 4th late coming onwards .

DECORUM AND SEXUAL HARASSMENT POLICY

Employees are required behaving themselves with dignity and

decorum within the office and on the field .They should refrain
from being rude to customer and from quarreling amongst
themselves or talking so loudly as to disturb the general
atmosphere and ambience of the premises . All employees should
act in a dignified manner with members of the opposite sex and
should not enter in any type of activities like
• Sending sexually explicit or obscene SMS/message, mail
/material to a member of opposite sex
• Displaying sexually suggestive material/screensavers or
wallpaper one’s workstation/cell phone’s passing colored
remarks.
• Any other unwelcome physical ,
Verbal or non verbal conduct of sexual
Nature.
 INTRODUCTION OF THE TOPIC

RECRUITMENT

Recruiting people who are wrong for the organization can lead to increased
labour turnover, increased costs for the organization, and lowering of morale in the
existing workforce. Such people are likely to be discontented, unlikely to give their
best, and end up leaving voluntarily or involuntarily when their unsuitability
becomes evident. They will not offer the flexibility and commitment that many
organizations seek. Managers and supervisors will have to spend extra time on
further recruitment exercises, when what is needed in the first place is a systematic
process to assess the role to be filled and the type of skills and abilities needed to
fill it. So, the recruitment systems should be efficient, effective and fair in the
methods and sources used.

The meaning of Recruitment:

 The process of identification of different sources of personnel is known as
recruitment. According to Edwin B. Flippo, “Recruitment is the process of
searching the candidates for employment and stimulating them to apply for jobs in
the organization”. It is a linking activity that brings together those offering jobs
and those seeking jobs.

Purpose of Recruitment:-

The basic purpose of the selection process is to choose right type of

candidates to man various positions in the organization. In order to achieve this
purpose, a well-organized selection procedure involves many steps and

At each step, unsuitable candidates are rejected. In other words, the aim of
selection process is to reject the unsuitable candidates. But recruitment, on the
other hand is a positive process. Its aim is to attract applicants for vacant jobs in
the organization. Various sources of recruitment are used for this purpose.

Thus, recruitment is a positive process because it aims at attracting

applicants for various jobs. But selection is a negative process because it aims at
rejecting applicants who are unsuitable and offering jobs to those who are found
fully suitable.

1.2 JOB ANALYSIS

 Job analysis may be defined as a process of discovering and identifying the
pertinent information relating to the nature of a specific job. It is the determination
of the tasks which comprise the job and of the skills, knowledge, abilities and
responsibilities required of the worker for successful performance of the job. The
process of job analysis is essentially one of data collection and then analyzing that
data. It provides the analyst with basic data pertaining to specific jobs in terms of
duties, responsibilities, skills knowledge, etc. This data may be classified as
follows:

a) Job identification
b) Nature of the job.
c) Operations involved in doing the job.
d) Materials and equipment to be used in doing the job.
e) Personal attributes required to do the job, e.g. education, training, physical
strength, mental capabilities, etc.
f) Relation with the other jobs.
The information relating to a job which is thus classified, if examined carefully,
would suggest that some information relates to the job and some concerns the
individual doing the job. The requirements of a job are known as Job Description
and the qualities demanded from the job holder are termed as Job Specification.
Thus, job description and job specification are the immediate products of job
analysis.
1.3 HUMAN RESOURCE/MANPOWER PLANNING
Manpower, personnel or human resources may be regarded as the quantitative
and qualitative measurement of work-force required in an organization and planning in
relation to manpower may be regarded as establishing objectives to develop human
resources in line with broad objectives of the organization. Manpower planning may
 thus be expressed as a process by which the management ensures the right number of
people and right kind of people, at the right place, at the right time doing the right things
for which they are suited for the achievement of goals of the organization. It is a two-
phased process by which management can project the future manpower requirements
and develop manpower action plans to accommodate the implications of projections.
Thus, manpower planning is the process of developing and determining objectives,
policies, and programmes that will develop, utilize and distribute manpower so as to
achieve the goals of the organization

1.4 SOURCES OF RECRUITMENT:

The various sources of recruitment may be grouped into the following
two categories:
1. Internal sources (recruitment from within the enterprise); and
2. External sources (recruitment from outside.)
Internal sources are primarily 3

1 Internal Recruitment - is a recruitment which takes place within the concern or organization.
Internal sources of recruitment are readily available to an organization. Internal sources are primarily
three - Transfers, promotions and Re-employment of ex-employees. Re-employment ofex-employees
are one of the internal sources of recruitment in which employees can be invited and appointed to fill
vacancies in the concern. There are situations when ex-employees provide unsolicited applications
also.
Internal recruitment may lead to increase in employee’s productivity as their motivation level increases.
It also saves time, money and efforts. But a drawback of internal recruitment is that it refrains the
organization from new blood. Also, not all the manpower requirements can be met through internal
recruitment. Hiring from outside has to be done.

a. Transfers
b. Promotions (through Internal Job Postings) and
c. Re-employment of ex-employees - Re-employment of ex-employees is one of
the internal sources of recruitment in which employees can be invited and
 appointed to fill vacancies in the concern. There are situations when ex-
employees provide unsolicited applications also.

2. External Recruitment - External sources of recruitment have to be solicited from

outside the organization. External sources are external to a concern. But it
involves lot of time and money. The external sources of recruitment include -
Employment at factory gate, advertisements, employment exchanges,
employment agencies, educational institutes, labour contractors,
recommendations etc.

a. Employment at Factory Level - This a source of external recruitment in

which the applications for vacancies are presented on bulletin boards
outside the Factory or at the Gate. This kind of recruitment is applicable
generally where factory workers are to be appointed. There are people
who keep on soliciting jobs from one place to another. These applicants
are called as unsolicited applicants. These types of workers apply on their
own for their job. For this kind of recruitment workers have a tendency to
shift from one factory to another and therefore they are called as “badli”
workers.

b. Advertisement - It is an external source which has got an important place

in recruitment procedure. The biggest advantage of advertisement is that
it covers a wide area of market and scattered applicants can get
information from advertisements. Medium used is Newspapers and
Television.

c. Employment Exchanges - There are certain Employment exchanges

which are run by government. Most of the government undertakings and
concerns employ people through such exchanges. Now-a-days
recruitment in government agencies has become compulsory through
employment exchange.

d. Employment Agencies - There are certain professional organizations

which look towards recruitment and employment of people, i.e. these
private agencies run by private individuals supply required manpower to
needy concerns.

e. Educational Institutions - There are certain professional Institutions

which serve as an external source for recruiting fresh graduates from
these institutes. This kind of recruitment done through such educational
 institutions is called as Campus Recruitment. They have a special
recruitment cell which helps in providing jobs to fresh candidates.

f. Recommendations - There are certain people who have experience in a

particular area. They enjoy goodwill and a stand in the company. There
are certain vacancies which are filled by recommendations of such
people. The biggest drawback of this source is that the company has to
rely totally on such people which can later on prove to be inefficient.

g. Labour Contractors - These are the specialist people who supply

manpower to the Factory or Manufacturing plants. Through these
contractors, workers are appointed on contract basis, i.e. for a particular
time period. Under conditions when these contractors leave the
organization, such people who are appointed have to also leave the
concern.
 RECRUITMENT
(Searching Sources of Employees)

Internal Sources External Sources

1. Transfer 1. Recruitment at factory gate.
2. Promotion 2. Casual callers.
3. Advertisement.
4. Employment agencies
5. Management consultants
6. Educational institutions.
7. Recommendations
8. Labour contractors
` 9. Telecasting
 1.5 FACTORS AFFECTING RECRUITMENT

There are many factors that limit or affect the recruitment policy of an
organization. The important factors are listed below:
i) Size of the organization and the kinds of human resources required.

ii) Effect of past recruitment efforts.

iii) Nature of labour market of the region.

iv) Extent and strength of unionization in the region.

v) Working conditions, wages and other benefits offered by other

concerns.

vi) Social and political environment.

vii) Legal obligations created by various statutes.

Meaning of Research:-
 Research is common parlance refers to a search for knowledge
.once can also define research as a systematic search for pertinent information on a
specific topic. In fact research is an art of scientific investigation .some people consider
research as a movement, a movement, a movement from the known to unknown. It is
actually a discovery of voyage.

Statement of the problem:-

“Identifying, analyzing and understanding the recruitment process
of the company with the help of the research.

Purpose of the study:-

This study has been carried out as a part of BBA curriculum in the field of
Recruitment.

Population:-
To achieve the best objective of the study, the city Raipur is selected.

Sample:-
The sample is the representative unit of population. It is neither feasible not desirable
to collect data from entire population. So sampling was done with the aim to collect data
from the respondents considering that they are the representatives of the entire
population. The sample size was 100 and the sample unit was an individual purchaser
of vehicle.

Sample Method:-
The sample method used for the research is random sampling

Questionnaire / Schedule:-
Keeping in mind the objective of the study a questionnaire has prepared. The
questionnaire has contained data related to project. In the questionnaire there are 16
questions.

Data collection tools:-

Data was collected through primary source with the help of questionnaire. The other
data are co0llected through secondary sources as books, articles, easier research, etc.

Research Instruments:-
Keeping in mind the objective of the study a questionnaire is prepared and used by the
researcher. The questionnaire consists of predetermined sets of questions in printed
form.
Q.1 Which method of recruitment and selection practice at BHASIN MOTORS or
applied in the organization?

EXTERNAL METHOD NO. OF RESPONDENT

(RESPONSE)
Advertisement 75
Education institute 5
Placement agency 5
Employment exchange 10
Labor contractor 0
Unsolicited application 5
TOTAL 100

INTERPRETATION :- In BHASIN MOTORS are adopted mostly external method of

recruitment and selection According to employee suitable method are 75% says
advertisement, 5% says education institute, 5% says placement agency, 10% says
employment exchange and 5% says unsolicited application & employee referrals.

Q.2 How candidate are recruited in company?

FACTORS FREQUENCY
Written exam 0
Written exam and interview 90
Written exam and GDPI 0
All the above 10
TOTAL 100
INTERPRETATION:- Employee says candidate are recruited in company or
organization 90% says recruiting the employee in written exam and interview and 10%
are says all the above, employees are no responses in other option like written exam
and written exam and GDPI.

Q.3 Are you satisfied with the present recruitment and selection process?

SATISFACTION LEVEL NO. OF RESPONDENT

Yes 85
No 15
TOTAL 100

INTERPRETATION :- employees are given replied in 85% employees are saying yes
means they are satisfied with the present recruitment & selection process and 15%
employees are not satisfied they are saying no.
Q.4 Do you think that the present recruitment and selection practice in quite long
process?

RESPONSE RESPONDENT
Yes 8
No 92
TOTAL 100%

INTERPRETATION:- Present recruitment and selection process are not a long

process. 90% says process are not quite long and 10% employees says yes means in
his point of you present process are long term process.

Q.5 Is internal hiring help on motivating the employee?

RESPONSE FREQUENCY (RESPONDENT)

Yes 35
No 65
TOTAL 100
INTERPRETATION: - 65% Employees says internal hiring is not helpful on motivating
and 35% employees says internal hiring motivate the employee.

Q.6 In selection process do u think innovative techniques is adopting?

RESPONSE FREQUENCY
Yes 100
No 0
TOTAL 100

INTERPRETATION: - 100% employees are want selection process in innovative

technique should be adopting.
Q.7 On what factor the candidate is assumed fit for job?

RESPONCE FREQUENCY
Education 5
Experience 20
Career expectation 10
All the above 65
TOTAL 100

INTERPRETATION: - In these quarries 5% employees says education, 20% are says

experience, 10% are says career expectation and 65% are says all the above in
candidate is assumed fit for job.

Q.8 Does the company undertake subjective assignments of personality and

communication ability?

RESPONSE FREQUENCY
Yes 75
No 25
TOTAL 100
INTERPRETATION: - 75% employees says yes the company undertake subjective
assignment of personality & communication ability and 25% are says no.

Q.9 what technique are used to judge the capability and aptitude of candidates?

RESPONSE FREQUENCY
Written test 20
Interview 10
All the above 70
TOTAL 100

INTERPRETATION: - 20% employees says written test, 10% are says interview and
70% employees says both technique are used to judge the capability and aptitude of
candidates.

Q.10 Best way to recruiting people or candidate at?

 RESPONSE FREQUENCY
Advertisement 83
Walk-ins 15
Search firms 2
TOTAL 100

INTERPRETATION: - 83% employees says advertisement is best way to recruit the

candidate, 15% employees are says walk-ins and 2% are says search firm is best way
to recruit the candidate or employees.

Q.11 How do the company motivate her employees?

RESPONSE NO. OF RESPONDENT

By increasing incentive 55
By giving training session 10
By offering higher position 25
By awarding non cash prizes 10
TOTAL 100
INTERPRETATION:- 55% employees says company motivate them or her employees
by increasing incentive, 10% says by giving training session, 25% says offering higher
position and 10% employee says by awarding non cash prizes.

Q.12 Are your organization recruiting and selecting the employee thereafter giving them
training and her development program?

RESPONSE RESPONDENT(FREQUENCY)
Yes 100
No 0
TOTAL 100

INTERPRETATION: - 100% means all are says yes organization giving them training
and her development program.
ANALYSIS AND FINDINGS
1. It is found that 100% employees are recruited in company through written exam
and personal interview.

2. It is found that external method under advertisement is most suitable to

recruitment and selection of employees.

3. In the research it is found that 85% employees are satisfied with the present
recruitment and selection process.

4. Though the researches study it is found 92% employees are says present
recruitment and selection practice in short process.

5. It is found that the internal hiring not help on motivating the employees.

6. In the research study 100% employees are want in selection process innovative
technique should be adopting.

7. It is found that three factors they are education, experience and career
expectation are required to candidate is assumed fit for job.

8. In the research it is found that companies their employees give to subjective

assignment of personality and communication ability.

9. It is found Advertisement is a best way to recruit the people.

10. In the research study Life insurance business is noble service oriented business.

11. Maximum employees are motivated by increasing incentive.

12. In this research it is found that all employees are satisfied with company’s
compensation system.

13. In organization are trainings are given and the development program to all
employees after recruitment and selection is conducted.
CONCLUSION:-

From the project entitled “A STUDY ON RECRUITMENT PROCESS IN

BHASIN MOTORS” it can be concluded that the employees are recruited
through written exam and personal interview, employees wanted to some
innovative technique should be adopted like group discussion method for
selection it who helps to judge the leadership qualities and communication
skills of the candidate, the employees are motivated through incentive
system and they are satisfied by companies compensation policy, the
external method used for recruitment in through advertisement. These
recruitment and selection process to the maximum number of employees
are satisfied but a few new method also be adopted by seeing the present
scenario, organization are given to her employees training and
development program after recruiting. So that the candidate can actually a
meet the requirement of the company’s objective.
SUGGESTION:

1. For Recruitment and Selection process innovative technique should be adopted.

2. Time to time event, training and development program should be organized.

3. GD (group discussion) program should also be used for the selection of

employees.

4. Security and all facilities should be provided to the employees.

5. Motivate the employees by increasing incentive, and training should be given for
offering higher position.
LIMITATION:-
1. TIME: Time given to complete the task to prepare a project is less so, due to less
time is not up to the mark.

2. VAST TOPIC: As my topic contains lots of information so it was not possible me

to include the entire topic in these report.

3. LACK OF INFORMATION: These research reports contain limited information.

4. MORE QUESTION: Questionnaire includes 18 questions, which affects the

mentality of respondents that is time consuming.

5. LESS SAMPLE SIZE: Sample size was also so less, limitation of time means and
resource forced for small size.
 BIBLIOGRAPHY

Following are sources which helped me during my research report.

WEBLIOGRAPHY:
• www.Google.com

MAGAZINES:
• India Today
• Business World
• Business Economics

BOOKS:
• KOTHARI C.R.: Research Methodology Management, 3rd Edition
• K. Aswattappa : Human Resource Management
• Insurance industry (ICFCI Publication)
• Prasad L. M. : Principles of management

QUESTIONNAIRE

QUESTIONNAIRE
Name-

Company-

Designation-

Contact no.-

The following questionnaire is for the purpose of our research

project as a part of our BBA curriculum on ‘Recruitment and
Selection process of SBI life Insurance Company’. It is assured from
us that any information given by the company will not be disclosed
by any means. With this assurance I expect accurate data from
Company to help me for my project.

Name-

1. What is your qualification?

a. Post graduate 
b.Graduate 
c. Senior secondary

2. What kind of recruitment and selection process given the best

result according to you at-
………………………………………………………………………………………
………………………………………………………………………………………

3. Which method of recruitment and selection practice are must

suitable at BHASIN MOTORS or applied in the organization?

1. Internal  2.External 
 Transfer Advertisement
Promotion Educational institute
Upgrade Placement agency
Demotion Employment exchange
Retired employee Labor contractor
Dependents Unsolicited application
Relative of decreased employee Employee referrals

4. How candidate are recruited in the company?

a. Written exam 
b. Written exam and interview 
c. Written exam and GDPI 
d. All the above 

5. Are you satisfied with the present recruitment and selection

process at?

a. Yes 
b. No 

6. Do you think that the present recruitment and selection

practice in quite long process at…..?

a. Yes 
b. No 

7. Is internal hiring help on motivating the employee?

a. Yes 
b. No 

8. In selection process do u think innovative technique be

adopting?

a. Yes 
b. No 

9. on what factor the candidate is assumed fit for the job.

a. Education 
b. Experience 
c. Career expectation 
d. All the above 

10. Does the company undertake subjective assignments of

personality and communication ability?

a. Yes 
b. No 

11. What technique is used to gauge the capability and aptitude

of candidates?

a. Written test 
b.Interview 
c.All the above 

12. Best way to recruit people

a. Advertisement 
b. Walkins 
c. Search firms 

13. How does company motivate her employees?

a. By increasing incentive 
b. By giving training session 
c. By offering higher position 
d. By awarding non cash prizes 

14. Are your org recruiting and selecting the employee there after
giving them training and her development program?
a. Yes 
b. No 

THA
NK YOU