Chapter-1: A Study On Man Power Recruitment and Selection Process

A Study on Man Power Recruitment and Selection Process
Chapter-1
1
Introduction
Chapter-1
2
Introduction:
Human resource management is concerned with the people

dimension in management. Since every organization is made up of
acquiring their service, developing their skills, motivating then to higher
levels of performance. It is important for the organization to understand
the attitude of the recruitment and selections process. For the purpose of
current decision has to be taken by the organization.
Recruitment and selections is the most important functions of

personnel Administration. It is the first process of employment which
helps in providing the adequate manpower recourse for the organization.
The selection is the process of discovering the most suitable and
promising candidates to fill up the vacancies.
Introduction to the study:
The present study concentrates duply on the recruitment and

selection process. This study has been undertaken in the Pondicherry co-
operative sugar mills ltd. The opinions have been sampled from 100
employees among the available by conducting in survey.
Objectives of the study:
General Objectives:
3
The general objectives of the study in to find out nee satisfaction of

the employees towards the recruitment and selection process.
Special Objectives:
• Know the employees opinion about recruitment and selection

process.
• To study nee recruitment and selection policy and procedures of
Organization.
• To know the various facilities provided by the organization.
• To know the level of satisfaction on the jobs.
• To know the work environment in the organization.
Scope of the study:
To study the recruitment and selection process, the following areas

are covered under the study, recruitment policy, selection process, nature
of the job, induction process, levels of salary, fringe benefits, welfare
4
facilities, promotional activities etc., in evaluation through the

questionnaire method. This study is helps to evaluate the employees
opinion which promote the recruitment and selection process is the light of
their experience.
Limitations:
• The sample size in limited only 100 due to the cost and time factors.
• It may not actually represent the whole employees in the
organization.
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• Data to fully depend on the dealers view which may be biased orbit
Cory.
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Chapter – 2
7
Research
Methodology
Chapter – 2
Research Methodology
a. Research Design :
Research design is the arrangement of conditions for
collection and analysis of data in a manner that aims to combine
relevance to the research purpose which economy in procedure.
8
b. Sources Of Data:
The data required for the study have been obtained from the
workers through the questionnaire method.
c. Methods of Data Collocation:
(i) Primary Data:

The study entitled, recruitment and selection process was
carried out in X Mill Ltd., Together relevant information,
structured questionnaire, company manuals policies were
used.
(ii) Secondary Data:

The Secondary data has been collected from the published
records, journals, magazines and web portals. To know the
recruitment and selection process of X Mill Ltd.
a. Sampling Design :
It is one of the types of the non-probability sampling method.
The survey has been conducted with a sample of 100 dealers,
through convenience sampling.
b. Data Analysis:
After the data has been collected, an analysis has been done
with the data using percentage analysis, chi-square analysis, and
weighted average method.
9
(i) Percentage Method:

Percentage refers to a special kind of ration percentages are
used to describe relationship.
No. of employees
Percentage = ------------------------ X 100
Total employees
(ii) Chi – Square analysis :

X2 test was first used by Karl Pearson in the Year 1990 the
quantity chi-square describes the magnitude of the discrepancy
between theory and observation. It defines
∑(Oi –Ei)2
X2 = --------------
Ei
Where,
Oi refers to the observed frequency; Ei refers to the expected
frequency.
(iii) Weighted Average:

The most popular and widely used measure for representing
the entire data by one value G what most laymen call on ‘Average’
and what the satisfaction mean ‘Arithmetic Mean’ “Average is an
attempt to find are single figure describe whole of figures”
(iv) Comparative Analysis:

Comparative Analysis means comparing between two data’s.
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11
Chapter-3
12
Review of Literature
Chapter -3
REVIEW OF LITERATURE
RECRUITMENT
Introduction:
The object of personnel planning is to ensure that the enterprise will

have the right number and right kinds of personnel available at the right
time and right place and who, above all will be engaged in doing right
jobs. After the enterprise has determined the number and kinds of
personnel needed by it, and identified the sources from where it could get
them. It should take steps to get or recruit them. Thus recruitment may be
said to but the second step in the procurement of personnel.
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Meaning:
To recruit means to obtain fresh supplies or to restore and replenish.

Recruitment means discovering applicants for the presents of future jobs
in an enterprise Recruitment may be described as an activity that aims to
bring the job setter (applicant) and the job giver (employer) in contact
with one another.
Recruitment activity is undertaken by all enterprises though, for

reasons peculiar to each, some enterprises may engage in it more often
than others. For example a large enterprise may recruit workers more
frequently than the small ones. Employment conditions in the community
in which an enterprise operates, will also determine the frequency of
recruitment. In a society effected with unemployment, recruitment of
personnel may not be very difficult. On the other hand, in a society with
full as near-full employment conditions, It may not be easy to locate
suitable persons.
Definition:
S. Beach “Recruitment is the development and maintenance of

adequate manpower resources. It involves the creation of a pool o
available labor upon which the organization can depend when it needs
additional employees.
Sources of Recruitment:
The sources of recruitment can be broadly classified into two
categories:
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1. Internal sources and

2. External sources.
Each source has its own merits and demerits. Now we shall discuss
them in detail.
1. Internal Sources:
Internal sources are the most obvious source. It includes personnel
already on the pay roll of an organization i.e. its present working force.
Majority of the organization all over the world prefer only this source.
Even courts also prefer this source and consider this as a matter of legal
right and order of selection from within whenever writ applications are
filled by aggrieved employees.
Benefits of Internal Sources:

There are certain definite advantages of recruiting people from
within the Organization. They are
1. The valuable contact with major suppliers is kept.
2. It builds loyalty among the employees.
3. It ensures stability from community of employment.
4. It creates a sense of security among the employees.
5. It encourages other executives and employees in the lower
level to took forward to rising to higher levels.
Demerits of internal sources:

Internal source has also certain inherent defects. There are:
1. It discourages capable persons from outside joining the
concern.
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2. It is possible that the requisite number of persons possessing

the qualifications for the vacant posts many not be available
in the organizations.
3. For posts requiring innovation and original thinking, this
method of recruitment cannot be followed.
4. If only seniority is the criterion for promotion, inefficient
people may also be promoted to senior post. This will
ultimately ruin the prospects of the firm.
1. External sources:
In contrast to the internal recruitment, the term external sources

indicate the sources outside the enterprise. The persons recruited from
outside sources are, thus, unknown to the enterprise so far. Some
Organizations prefer this source, particularly originality; initiative and
drive are of paramount importance. Particularly in competitive economy,
fresh blood should be injected into the organization so as to make it more
dynamic. The outside sources usually include.
Methods of Recruiting from External Sources.
The most popular methods of recruiting people from external

sources are the following:-
1. Advertisement:
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This is very common and effective method of bringing in candidates

from outside. The employer puts up an advertisement in the newspaper
either in the classified advertisement column or in the form of display
advertisement. The name of the post, educational qualifications,
experience in the relevant field of activity, salary, etc., are all given in the
advertisement. This method is generally suitable for finding out skilled
personnel.
2. Employment Exchange:
In our country, Employment Exchanges are run by the Government.

In Western countries, Employment counsels and private employment
exchanges are very popular. The employment exchange can help the
employers to find out suitable personnel. Besides, it can also help job
seeker to get appointments. In particular in our country, the employment
exchange (compulsory notification of vacancies) Act, 1959 provides for
compulsory notification of vacancies to the employment exchange before
filling the vacancies by the employers both in public and private sectors.
But unfortunately our employment exchanges have been found to be an
unpopular source of recruitment by private sector undertakings in India.
3. Personnel Consultants:
Some specialized agencies in the form of personnel consultancy

services have developed in recent times. They undertake the work of
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recruiting personnel on behalf of the employers. The consultant is very

helpful in procuring top and middle level executives. This method is a
costly affair. Although this method is very popular in western countries, it
is not popular in our country.
4. Colleges, Universities and Institutions:
Some progressive employers maintain a close contact with the

universities, colleges, vocational institutes and management institutes for
recruitment to various jobs. It is easier to mould the fresh graduates and
hence they follow the well known principle ‘Catch the Young’. This
method, however, is in its infancy in our country.
5. Recommendations:
Applicants introduced by friends and relatives are yet another

source for recruitment. Many employers also prefer this method because
something about the background of the candidate is known. This method
is widely practiced in our country. However, this method has the inherent
defect of favoritism and nepotism.
6. Labour Contractors:
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This method is very popular in our country for hiring skilled and
semi-skilled workers. The contractors keep themselves in touch with a
large army of workers and bring the workers at the places where they are
required. Recently this system has been in operation for supplying
unskilled and semi-skilled laboureres to the gulf and middle east countries
where large scale construction works are going on.
7. Casual and Unsolicited Applicants:
Sometimes, job seekers may visit the factory, office or worksite

with the hope that jobs would be available. They may be considered for
employment. Similarly, job seekers may also put up their applications. If
suitable jobs are available, they are interviewed. Even if there is no
vacancy, their applications are preserved and called for interview
whenever vacancies arise in future. This is the most economical method of
recruitment and is popular all over the world.
Merits of External Source:
The following are the merits of selecting personnel from outside sources:
1. Fresh view points are attracted.
2. The employees possess varied and broader experience.
3. The employee develops the ability to change old habits.
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SELECTION
After receiving the applications from the prospective candidates, the

selection process begins. Selection is the process of discovering the most
suitable and promising candidates to fill up the vacancies. Broadly
speaking, there is not much difference between recruitment and selection.
In fact, both aim at the same thing i.e, finding out the ideal suited
candidate for the enterprise. But is should be noted that recruitment is the
process of inviting applications from probable candidates, selection is the
process of elimination so as to be left with the most suitable candidate to
be placed on the job. Thus, recruitment is a method while selection is a
procedure. Some authors in this context remarked that recruitment is a
positive process while selection is negative in its approach.
Stages in Selection:
1. Scrutiny of Application Received:
It is not a common practice to request candidates to send

filled in application forms which give main facts regarding their
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education and experience. For this purpose, the existence of a

vacancy is advertised in the news papers calling for applications.
Applications are generally received up to a particular date.
2. Preliminary Interview:
Many Companies use an initial screening before the final

interview with a view to eliminate the unsuitable candidates even
though they have the required qualifications. This practice will not
only save the time of the interviewers and applicants but also
enables the candidates to become familiar with the firm. Therefore,
during the time of final interview, the will be less formal. This will
enable the interviewers to judge their ability in a better way. It is
generally conducted by the assistants of the personnel department.
3. Blank Application Forms:
Selected applicants from the preliminary interview are given

blank application forms to be filed in. A blank application form
used to collect the individual bio-data of the candidate. In the
selection process, application blank is an important weeding out
device, particularly when the applicants are very large in numbers.
Therefore, the application form should be carefully drafted so as to
solicit all important information about the candidate. From the
particulars furnished by the candidates, the applicants who do not
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obviously meet the requirements can be removed from

consideration and rejected. They need not be called for final
interview.
4. Conducting of Test:
Psychological and other tests are becoming accepted in an

increasing number of firms all over the world. Tests have been
developed in an effort to find more objective means of measuring
the qualifications of the applicants such as physical strength,
general intelligence and special aptitude. These qualities and
qualifications cannot be discovered by interviews. Hence, they are
becoming popular in the selection process of all progressive firms
and public undertakings in our country also.
Types of Tests
1. Performance Tests
2. Intelligence Tests
3. Personality Tests
4. Aptitude Tests
5. Achievement Tests
6. Interest Tests
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1. The Final Interview:
The Interview is almost universally accepted selection device.

At the same time, it is the most delicate aspect of the selection
procedure. The Interview enables the interviewer to appraise the
candidate and his behavior. In other words, an interview is nothing
but a face to face observational and personal appraisal method of
evaluating the applicant. It brings out the candidate’s potentialities
for the job a clear image of the candidate’s personality.
2. Checking of References:
Usually, in a blank application form, there is a column for

references and the candidates are required to mention the names of
the referees, their residential addresses and their present occupation.
References, if unbiased, may prove to be an useful source of
information regarding the character and reputation of the candidate.
The referees should be contacted before the final selection.
3. Medical Examination:
Medical examination is yet another important step in the

process of selection. But this sequence need not be rigid. An
organization may conduct medical examination even before final
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interview. This will avoid time and expenditure to be incurred on

the selection of medically unit candidates.
4. Final Selection:
After a candidate has cleared all the hurdles in the selection

procedure, he is formally appointed by issuing him an appointment
order or letter or by entering into a contract of service with him.
Generally, the candidates are appointed as probationers for a few
months ranging from 6months to 1 year. After successful
completion of the probationary period, he will be appointed on
permanent basis.
5. Placement and induction:
The final step is placement and induction. Placement means the

placing of the selected candidate in a job with other workers. The
induction function follows this step. Induction is concerned with the
problem of introducing or orienting a new employee to the
organization and to the procedure, rules and regulations.
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Chapter -4
25
Findings
26
Chapter -4
Findings
Findings from Percentage Method:
1. Age:
56% of employees age in between 40 to 50, 20% of
employees age in between 50-60, 14% of employees age between
30 to 40 and 5% of employees age in between is below 20 and 5%
of them are in between 20to 30 years of age.
2. Educational Qualification:
40% of employees studied up to S.S.L.C., 23% of employees

studied other categories, not mentioned above 17% of employees
finished under graduate, 4% of employees finished post graduate
and remaining 16% of employees studied HSC.
3. Marital Status
72% of employees are married and 28% of employees are
single.
4. Designation
The above table indicates 62% of employees designation
administrative office 27% of employees designation is mill worker,
5% of employees is security office, remaining 4% of employees is
lab and 2% is workshop.
5. Experience
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52% of the employees have experience of more than 25

years, 23% of the employees have experience below 10-15 years,
15% of the employees have experience of less than 10 years and
10% of the employees have experience 15-20 years.
6. What ways the employees apply their job in this Organization
44% of the employees applied through PCSM employees,

25% of employees applied through Advertisement, 21% of
employees applied through consultancy and remaining 10% of
employees have applied through other specify ways.
7. Undergo any of following Tests
28% of the employees underwent personal interview, 26% of

the employees underwent written test, 21% of the employees
underwent other types, 15% of the employees underwent group
discussion and 10% of the employees underwent all the above.
8. The Satisfactory level about the Recruitment Policy
57% of the employees are satisfied with recruitment policy,

20% of employees are neither satisfied nor dissatisfied with
recruitment policy, 12% of the employees are highly satisfied, 6%
of the employees are dissatisfied and 5% of the employees are
highly dissatisfied.
9. Satisfactory Level of Selection Process
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75% of the employees are satisfied with the selection process

and 25% of the employees are not satisfied with the selection
process
10.Feeling About the Present Job
49% of the employees feel that the present job is good, 25%
of them feel present job is excellent, 14% feel present job is fair,7%
of the employees feel it to be bad and 5% of the employees feel
present job is very bad.
11.Which Factors has Influence them to Apply job in this

Organization
58% of the employees feel that the Salary aspect made them
to apply to this job, 22% of them feel job security made them to
apply, 15% of them feel the name of the concern and 5% feel for
other reasons.
12.Employees Feelings about the Induction Process
50% of the employees feel organization induction process is

good, 20 % of the employees fell induction process is fair, 19% of
employees feel induction process is excellent, 6% of employees feel
it is bad and the remaining 5% feel it is very bad.
13.Present Salary Matching their Work
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42% of the employees are satisfied with the salary drawn

from the organization, 30% of the employees are highly satisfied
with their salary,
11% of the employees are neither satisfied not dissatisfied, 10% of
the employees are dissatisfied and 7% of the employees are highly
dissatisfied.
14.The Satisfactory level of Incentive Payment
38% of the employees are satisfied with incentive payments,

38% of the employees are highly satisfied with incentive payments,
13% of them are neither satisfied nor dissatisfied, 6% of the
employees are highly dissatisfied and 5% of the employees are
dissatisfied.
15.Satisfactory Level of Fringe Benefits Provided
48% of the employees are of the feeling that Fringe benefits

provided are attractive and lucrative, 22% of the employees are
neither satisfied nor dissatisfied with those benefits, 16% of them
are highly satisfied, 9% of the employees are highly dissatisfied,
and remaining 5% of them are dissatisfied
16.The Satisfactory level of Welfare Measures

43% of the employees are satisfied with the welfare measures
taken by the organization, 32% are highly satisfied with it, 3% are
neither satisfied nor dissatisfied, 13% of them are dissatisfied with
30
the welfare measures while the remaining 9% of the employees are

highly dissatisfied.
17. The Satisfactory Level of Promotion

44% of the employees are satisfied with the mode of
Promotion, 26% of employees are neither satisfied not dissatisfied,
12% of them are dissatisfied, 11% of the employees have high
satisfaction and 7% of the employees are highly dissatisfied with
regards the mode of promotion.
18.The Satisfactory Level of Motivated by the supervisors.

44% of the employees are satisfied with the way of
motivation and guidance provided by the higher authorities, 29% of
the employees are neither satisfied nor dissatisfied,11% of the
employees are highly satisfied with, 4% of them are dissatisfied and
remaining 8% of the employees are highly dissatisfied.
19.The Satisfactory Level of Promotional Policy
42% of the employees are neither satisfied nor dissatisfied

with the non biased Promotional Policy, 29% of the employees are
satisfied with the non biased Promotional Policy, 15% of the
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employees are dissatisfied, 8% of the employees are highly satisfied

and 6% of the employees are highly dissatisfied.
20.Provided Enough Autonomy to Discharge Your Responsibility
44% of the employees are satisfied with the autonomy

provided to discharge their responsibility, 84% of the employees are
neither satisfied nor dissatisfied, 10% of the employees are highly
satisfied with the autonomy provided to them, 4% of the employees
are dissatisfied and the balance 8% of the employees are highly
dissatisfied.
21.The Satisfactory Level of Career Growth
34% of the employees are satisfied with the career growth

provided by the Organization, 28% of the employees are neither
satisfied nor dissatisfied, 17% of the employees are dissatisfied,
15% of the employees are highly satisfied and 6% of the employees
are highly dissatisfied.
22.Employees are given free hand to finish off their Target
52% of the employees are satisfied with the free hand that is
given to finish off their target, 22% of the employees are neither
satisfied nor dissatisfied,12% of the employees are highly satisfied
with the free hand that is given to finish off their target, 9% of the
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employees are highly dissatisfied and 5% of the employees are

dissatisfied.
23.Job Satisfaction Among the Employees
47% of the employees are somewhat satisfied with their Job,

29% of the employees are highly satisfied with their job and 24% of
the employees have very less satisfaction with their job.
24.The Satisfactory Level of the Salary Drawn in the Organization
61% of the employees are satisfied with the salary drawn in

the Organization, 27% of the employees are highly satisfied with
the Salary and 12% of the employees are dissatisfied.
25.The Basis of Recruitment Process
Majority of the respondents said that Hard work is the

consideration factor for selecting the persons. The company can
give 3 months time to the employees to show their hard work
talents. Afterwards only they are being recruited in the
Organization. Findings from Chi-Square Analysis
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26. Age Vs Ways of Applying Job
There is a relationship between Age Vs Ways of applying the

job in this Organization. Findings from Weighted Average Analysis
27.The Various Satisfactory Levels Under Weighted Average

Method.
Welfare Measures provided by the organization stands first in

the satisfactory levels of the employees.
28. Marital Status Vs Satisfactory Level of Incentive Payments
Majority of the Married persons are satisfied with the

incentive payment system followed by the mill.
29. Educational Qualification Vs Undergone to Test

The above indicates that majority of SSLC holders have
attended personal interviews.
30. Findings from Mcnemar Test

Marital Status and Satisfactory level of selection process did
not significant changes in the human behavior.
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35
Chapter -5
36
Suggestions
Chapter -5
SUGGESTIONS
• The Company can undergo written test for all educational
background
• The company can maintain strict policy with regard to
recruitment.
• Some of the employees are not satisfied with their present
job. So company can motivate their payments etc.,
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• Company can provide job security to their employees.
• Company can adopt induction process
• Company can adopt attractive payments to their employees
• More welfare measures given to their employees.
• Promotion can be done periodically
• Motivational process can be done
• Responsibility can be given to the Subordinates.
Chapter -6
38
Analysis and
Interpretation
39
Table 1
Table Representing the Age of Respondents
Sl. No. Age No. of respondents Percentage
1.
Below 20 5 5%
2.
20 – 30 5 5%
3.
30 – 40 14 14%
4.
40 - 50 56 56%
5.
50 – 60 20 20%
40
Total
100 100%
Source: Primary data

Tool: Percentage Analysis
Inference
The above table indicates 56% of employee age in between40

to 50, 20% if employee’s age in between 50 – 60 14% of
employee’s age between 30 to 40 and 5% of the employee’s age in
between is below 20 and 5% of them are in between 20 to 30 years
of age.
Chart 1
Table 2
Table representing Educational Qualification of Employees
Sl. No. E. Qualification No. of Respondents Percentage
1 S.S.L.C 40 40%
2 H.Sc 16 16%
3 Under Graduate 17 17%
4 Post Graduate 4 4%
41
5 Others 23 23%
Total 100 100%

Inference
From the above table, 40% of employees studied up to S.S.L.C.,

23% of employees studied other categories, not mentioned above 17% of
employees finished under graduate, 4% of employees finished post
graduate and remaining 16% of the employees studied H.Sc.
Chart 2
Table 3
Table representing Marital Status of employees
Sl. No. Marital Status No. of Respondents Percentage
1
Married 72 72%
2
Single 28 28%
Total
100 100%
42

Inference
72% of employees are married and 28% of employees are single.
Chart- 3
Table 4
Table Representing Designation of employees
Sl. No. Designation No. of Respondents Percentage
1
Administrative Office 62 62%
43
2
Mill Worker 27 27%
3
Security Office 5 5%
4
Lab 4 4%
5
Workshop 2 2%
Total
100 100%

Inference
The above table indicates 62% of employees designation is

administrative office, 27% of the employees designation is mill worker,
5% of the employees is security Office, remaining 4% of the employees is
lab and 2% of employees is workshop.
Chart- 4
Table 5
44
Table Representing Experience of Employee
S. No. Experience No. of Respondents Percentage
1
Below 10 15 15%
2
10 – 15 23 23%
3
15 – 20 10 10%
4
Above 25 52 52%
Total
100 100%

Inference
52%of the employees have experience of more than 25 years, 23%

of the employees have experience below 10 – 15 years, 15% of the
employees have experience of less than 10 years and 10% of the
employees have experience between 15 – 20 years.
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Chart- 5
Table 6
Table representing in what ways the employees apply their job in this
organization
S. No. Particular No. of Respondents Percentage
1
Advertisement 25 25
2
Consultancy 21 21
3
Employee of PCSM 44 44
4
Other Specify 10 10
Total
100 100%
Inference
44% of employees applied through PCSM, 25% of the employees

applied through advertisement, 21% of the employees applied through
consultancy and remaining 10% of the employees have applied through
other specify ways.
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Chart- 6
Table 7
Table Representing Undergo any of following Tests
Sl. No. Particulars No. of Respondents Percentage
1 Personal Interview 28 28%
2 Written Test 26 26%
3 Group discussion 15 15%
4 All the above 10 10%
5 Other specify 21 21%
Total 100 100%

Inference
28% of the employees underwent personal interview, 26% of

employees underwent written test, 21% of employees underwent other
types, 15% of the employees underwent group discussion and 10% of
employees underwent all the above.
47
Chart-7
Table 8
Table representing the Satisfactory Level about the Recruitment

Policy
Sl. No. Particular No. of Respondents Percentage
1 Highly Satisfied 12 12%
2 Satisfied 57 57%
3 Neither Satisfied 20 20%

nor Dissatisfied
4 Dissatisfied 6 6%
5 Highly Dissatisfied 5 5%
Total 100 100%

Inference
57% of employees are satisfied with recruitment policy, 20% of

employees are neither satisfied nor dissatisfied with recruitment policy,
12% of the employees are highly satisfied, 6% of the employees are
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dissatisfied and %% of employees are highly dissatisfied with the

recruitment policy.
Chart-8
Table 9
Table representing Satisfactory level of Selection Process
1 Yes 75 75%
2 No. 25 25%
Total 100 100%

Inference
75% of employees are satisfied with the selection process and 25%
of employees are not satisfied with the selection process.
49
Chart-9
Table 10
Table representing Feeling about the Present Job
1 Excellent 25 25%
2 Good 49 49%
3 Fair 14 14%
4 Bad 7 7%
5 Very bad 5 5%
50
Total 100 100%

Inference
49% of the employees feel the present job is good, 25% of the
employees feel present job is excellent, 14% of the employees feel present
job is fair, 7% of the employees feel present job is band and 5% of the
employees feel present job is very bad.
Chart - 10
Table 11
Table representing Which factor has Influence then to Apply Job in

this Organization
1 Name of the concern 15 15%
2 Salary 58 58%
3 Job Security 22 22%
51
4 Others 5 5%
Total 100 100%

Inference
58% of the employees feel salary made them to apply to this

organization, 22% of the employees feel job security made them to apply
to this organization, 15% of the employees feel name of concern and 5%
of employees feel other reasons.
Chart - 11
Table 12
Table Representing Employees Feelings about the Induction Process

Table representing Feeling about the Present Job
1 Excellent 19 19%
2 Good 50 50%
52
3 Fair 20 20%
4 Bad 6 6%
5 Very bad 5 5%
Total 100 100%

Inference
50% of the employees feel organization induction process is good,

20 % of employees feel induction process is fair, 19% of employees feel
induction process is excellent, 6% of employees feel it is bad and 5% of
employees feel it is very bad.
Chart – 12
Table 13
Table Representing Present Salary Matching their Work
2 Satisfied 42 42%
53

nor Dissatisfied
4 Dissatisfied 10 10%
Total 100 100%

Inference
42% of the employees are satisfied with the salary drawn from the
organization, 30% of employees are highly satisfied with salary,11% of
employees are neither satisfied not dissatisfied, 10% of the employees are
dissatisfied and 7% of the employees are highly dissatisfied.
Chart – 13
Table 14
Table Representing the Satisfactory Level of Incentive Payment
54
2 Satisfied 38 38%
3 Neither Satisfied nor 13 13%

Dissatisfied
4 Dissatisfied 5 5%
Total 100 100%

Inference
38% of employees are satisfied with incentive payments, 38% of

employees are highly satisfied with incentive payments,13% of employees
are neither satisfied not dissatisfied, 6% of employees are highly
dissatisfied and 5% of employees are dissatisfied.
Chart – 14
Table 15
Table Representing Satisfactory level of Fringe Benefits Provided
Sl. No. Particular No. of Percentage

Respondents
55
2 Satisfied 48 48%

nor Dissatisfied
4 Dissatisfied 5 5%
Total 100 100%

Inference
48% of the employees are of the feel that fringe benefits are
attractive and lucrative, 22% of the employees feel neither satisfied nor
dissatisfied with those benefits, 16% of employees are highly satisfied, 9%
of the employees are highly dissatisfied and 5% of the employees are
dissatisfied with the fringe benefits.
Chart – 15
Table 16
Table Representing Satisfactory Level of Welfare Measures
56

Respondents
2 Satisfied 43 43%
nor Dissatisfied
Total 100 100%

Inference
43% of the employees are satisfied with the welfare measures, 32%
of the employees are highly satisfied with the welfare measures, 3% of the
employees are neither satisfied nor dissatisfied, 13% of the employees are
dissatisfied with welfare measures and 9% of the employees are highly
dissatisfied.
Chart – 16
Table 17
Table Representing the Satisfactory Level of Promotion
57

Respondents
2 Satisfied 44 44%

Dissatisfied
Total 100 100%

Inference
44% of the employees are satisfied with the promotion,26% of the

employees are neither satisfied nor dissatisfied with mode of promotion,
12% of the employees are dissatisfied, 11% of the employees are highly
dissatisfied and &% of the employees are highly dissatisfied with regard
to the above statements.
Chart – 17
Table 18
Table Representing the Satisfactory Level of Motivation by the

Supervisors
58

Respondents
2 Satisfied 49 49%

Dissatisfied
4 Dissatisfied 4 4%
Total 100 100%

Inference
44% of the employees are satisfied with the way of motivation and
guidance provided by the higher authorities,29% of the employees are
neither satisfied not dissatisfied, 11%of the employees are highly satisfied,
4% of the employees are dissatisfied and 8% of employees are highly
dissatisfied.
Chart – 18
Table 19
Table Representing the Satisfactory Level of Promotional Policy
59

Respondents
2 Satisfied 29 29%

nor Dissatisfied
Total
100 100%

Inference
42%of the employees are neither satisfied not dissatisfied with the
non biased promotion policy, 29%of the employees are satisfied with non
biased promotion policy, 15% of the employees are dissatisfied, 8% of the
employees are highly satisfied and remaining 6% are highly dissatisfied.
Chart – 19
Table 20
60
Table Representing Provided Enough Autonomy to Discharge your

Responsibility

Respondents
2 Satisfied 44 44%

Dissatisfied
4 Dissatisfied 4 4%
Total 100 100%

Inference
44% of employees are satisfied with the autonomy provided to

discharge their responsibility, 34 % of the employees are neither satisfied
nor dissatisfied, 10% of the employees highly satisfied with autonomy
provide to discharge their responsibility, 4% of the employees are
dissatisfied and 8% of the employees are highly dissatisfied.
Chart – 20
Table 21
61
Table Representing Satisfactory Level of Career Growth

Respondents
2 Satisfied 34 34%

Dissatisfied
Total 100 100%

Inference
34% of the employees are satisfied with the career growth provided
by the organization, 28% of the employees are neither satisfied not
dissatisfied, 17% of the employees are dissatisfied, 15% of the employees
are highly satisfied and 6% of the employees are highly dissatisfied.
Chart – 21
Table 22
62
Table Representing Employees are given free hand to finish off their
Target

Respondents
2 Satisfied 52 52%

Dissatisfied
4 Dissatisfied 5 5%
Total 100 100%

Inference
52% of employees are satisfied with the free hand that is given to
finish off their target, 22% of employees are neither satisfied nor
dissatisfied, 12% of employees are highly satisfied with the free hand that
is given to finish off their target, 9% of employees are highly dissatisfied
and 5% of the employees are dissatisfied.
Chart – 22
Table 23
63
Table Representing Job Satisfaction among the Employees

Respondents
1 High 29 29%
2 Medium 47 47%
3 Low 24 24%
Total 100 100%

Inference
47% of employees are somewhat satisfied with their job, 29% of the
employees are highly satisfied with their job, 24% of employees are very
less satisfied with their job.
Chart – 23
64
Table 24
Table Representing Satisfactory Level of the Salary Draw in the

Organization

Respondents
2 Satisfied 61 61%
Total 100 100%

Inference
61% of the employees are satisfied with the salary drawn from the
organization, 27% of the employees are highly satisfied with salary and
12% of employees are dissatisfied.
65
Chart – 24
66
67
Table 26
Table Representing Age Vs Ways of Applying Job
Hypothesis
H0: There is a relationship between Age Vs Ways of Applying t he Job
H1: There is no relationship between Age Vs Ways of Applying the Job
Age Below 40 Above 40 Total
Apply
for Job Oi Ei Oi Ei
Advertisement 6 6 19 19 25
Consultancy 7 5.04 14 15.96 21
Employee of 6 10.56 38 33.44 44

PCSM
Others 5 2.4 5 7.6 10
24 76
Source: Primary data Note: Oi – Observed Frequency

Tool: Chi-Square analysis Ei- Expected Frequency
Calculation Part
X2 = Φ (Oi – Ei) = 6.82
68
Ei
Table Value Part
Level of significant = 5%
Degree of Freedom = (c-1) (r-1)
Table value = 7.81
Accept Ho
Inference
There is a relationship between Age Vs Ways of Applying the Job
in this Organization.
69
70
Chapter -7
71
Annexure
72
A STUDY ON RECRUITMENT AND SELECTION

QUESTIONNAIRE
1. Name:
………………………………………………………………………
…………………………………………………………..
2. Age:
a) Below 20 b) 20-30 c) 30-40
d) 40-50 e) 50-60
3. Qualification :
Year of
Course Institution Percentage
Study
4. Service:
a) Below 5 b) 5-10
73
c) 10-15 d) 15 and above
1. Marital Status:
a) Married Single
2. What is your Designation?
a) Administrative Officer b) Mill worker
c) Security Officer d) Lab
e) Workshop
3. What is your experience?
a) Below -10 b) 10-15
c) 15-20 d) Above – 25
4. On what way you have been selected for placement?
a) Advertisement b) Consultancy
74
c) Employee of PCSM d) Others
5. On what mode you have been selected?
a) Personal Interview b) Written Test
c) Group discussion d) All of the above
e) Others
6. How are you satisfied with the recruitment policy?
a) Highly satisfied b) Satisfied
c) Neither satisfied nor dissatisfied d) Dissatisfied
e) Highly satisfied
7. Have you been satisfied with the selection process?
a) Yes
75
b) No
8. How is your feeling regarding present job?
a) Excellent b) Good
c) Fair d) Bad
e) Very bad
9. What factor influenced you to apply job in this Organization?
a) Name of the Concern b) Salary
c) Job security d) Others
10.What is feeling about induction process?
a) Excellent b) Good
76
c) Fair d) Bad
e) Very bad
11. Have you been satisfied with the Incentive payment?
e) Highly satisfied
12. Have you been satisfied with the Fringe benefits provided?
e) Highly satisfied
13. Have you been satisfied with the Welfare measures?
77
e) Highly satisfied
14. Have you been satisfied with the Promotion?
e) Highly satisfied
15. Have you been satisfied about the motivation by the superior?
e) Highly satisfied
16. Have you been satisfied about the Promotional policy?
78
e) Highly satisfied
17. Have you been satisfied about the Career growth?
e) Highly satisfied
18. What do you think about this company, should do to better

serve the workers with regard to their Recruitment and
Selection Policy?
79
80
Conclusion
Chapter -7
Conclusion
The Objective of personnel planning is to ensure that the enterprise
will have the right number and righty kinds of personnel available at the
right time and right place and who above all will be engaged in doing right
jobs.
The Questionnaire was used for this study as research instrument to

collect date. Personal interview method was adopted to collect
questionnaire. The main aim of the study is to find out the satisfaction of
81
the employees towards the recruitment and selection process in the

company. The sample size of this study is 100 employees.
From this study I conclude that the labors are quite satisfied with
the selection and recruitment process in their particular organization,
majority of them feel job satisfaction and some of them want some
modifications like promotion policy, most of them opted the following
criteria for recruitment such as education, experience, communication,
hard work. So the company should take into account all these factors
while recruiting employees to ensure a productive as well as stable work
force.
82
Bibliography
Bibliography
1. Human Resource Management – CB Gupta
2. Research Methodology – C.R. Kothari
3. Human Resource Management – LM Prasad.
4. Principles of Management – S. Kathireson, Dr. V. Radha.
83
84

Chapter-1: A Study On Man Power Recruitment and Selection Process

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A Study on Man Power Recruitment and Selection Process

Human resource management is concerned with the people

Recruitment and selections is the most important functions of

Introduction to the study:

The present study concentrates duply on the recruitment and

Objectives of the study:

The general objectives of the study in to find out nee satisfaction of

• Know the employees opinion about recruitment and selection

Scope of the study:

To study the recruitment and selection process, the following areas

facilities, promotional activities etc., in evaluation through the

c. Methods of Data Collocation:

(i) Primary Data:

(ii) Secondary Data:

(i) Percentage Method:

(ii) Chi – Square analysis :

(iii) Weighted Average:

(iv) Comparative Analysis:

The object of personnel planning is to ensure that the enterprise will

To recruit means to obtain fresh supplies or to restore and replenish.

Recruitment activity is undertaken by all enterprises though, for

S. Beach “Recruitment is the development and maintenance of

1. Internal sources and

Benefits of Internal Sources:

Demerits of internal sources:

2. It is possible that the requisite number of persons possessing

In contrast to the internal recruitment, the term external sources

Methods of Recruiting from External Sources.

The most popular methods of recruiting people from external

This is very common and effective method of bringing in candidates

In our country, Employment Exchanges are run by the Government.

Some specialized agencies in the form of personnel consultancy

recruiting personnel on behalf of the employers. The consultant is very

4. Colleges, Universities and Institutions:

Some progressive employers maintain a close contact with the

Applicants introduced by friends and relatives are yet another

7. Casual and Unsolicited Applicants:

Sometimes, job seekers may visit the factory, office or worksite

Merits of External Source:

After receiving the applications from the prospective candidates, the

1. Scrutiny of Application Received:

It is not a common practice to request candidates to send

education and experience. For this purpose, the existence of a

Many Companies use an initial screening before the final

3. Blank Application Forms:

Selected applicants from the preliminary interview are given

obviously meet the requirements can be removed from

Psychological and other tests are becoming accepted in an

1. The Final Interview:

The Interview is almost universally accepted selection device.

Usually, in a blank application form, there is a column for

Medical examination is yet another important step in the

interview. This will avoid time and expenditure to be incurred on

After a candidate has cleared all the hurdles in the selection

5. Placement and induction:

The final step is placement and induction. Placement means the

40% of employees studied up to S.S.L.C., 23% of employees

52% of the employees have experience of more than 25

6. What ways the employees apply their job in this Organization

44% of the employees applied through PCSM employees,

7. Undergo any of following Tests

28% of the employees underwent personal interview, 26% of