Acknowledgement

Successful completion of any endeavor requires the help and creative energy of many people and this project is certainly not an exception. I take this opportunity to thank my faculty guide Mrs. Deepika dang maam who has given me opportunity to work under her guidance and has been the source of inspiration to me rendering her cooperation & support, sharing her knowledge and providing guidance throughout the project.

Preface
An important part of curriculum of B.com (hons) program is the dissertation taken by student regarding any company after completion of II year of the program. The objective of this project is to enable the student to understand the application of academics in the real business life. I am fully confident that this project will be extremely useful for the management.
the essential purpose of this project to give an exposure and outlook to the students of practical concepts, which they already studied research. For this purpose I have made a project on THE RECRUITMENT AND SELECTION OF EMPLOYEES IN AN ORGANISATION-SUPERTECH LIMITED It was a great privelage to work on this project. I hope this project will provide an experiment Outlook to the dynamic function of HR depatment in management.

Executive Summary
People are an organizations most important asset. In every organization, human resources are a pivotal variable without which the inanimate assets are worthless. The importance of human factor in any type of co-operative endeavour cannot be overemphasized. It is a matter of common knowledge that every business organization depends for its effective functioning not so much on its material or financial resources as on its pool of able and willing human resources. The overwhelming importance of this factor is due to its unique characteristics. The recruitment and selection procedure of the company determines the level of achieving organizational goals in the long run. As per definition it is stated that which is all about selecting right person for the right job at the right time at the best possible position. Although it sounds quite simple but it is also not an easier job to evaluate a person with his ability and skills that may satisfy the core competency for the job so that his degree of willingness to pursue a job becomes positive. From job seekers prospective it is the core competencies which matter much for a job. So it is the effective recruitment and selection procedure which determines not only the right candidature for a job but also a long-term accomplishment of organizational goals. In my research as I go further I come to know the different techniques adopted by the software company towards this effect. I have chosen SUPERTECH LIMITED which is multinational software giant for studying their methods of recruitment and selection function. In the course of my study I came to know that, it has the probability of achieving more than 50% of the people to be placed for the right job, which reflects some of the unique ways for recruiting the candidates to fill up various vacancies.

The aim of the company is to achieve overall organizational goal not only by way of fulfilling the targeted top line but also employee satisfaction towards various position of job to the maximum level. This I will see as I proceed subsequently in my project. The scope of my study is to observe the degree of satisfaction levels of the employer as well as the employees as per my sample size towards the process of Induction Techniques adopted by the company. I will also study the deviations if any, towards this effect that I will be experiencing in my research. Apart from getting an idea of the techniques and methods in the recruitment procedures I will take a close look at the insight of corporate culture prevailing out there in the organization. This would not only help me to aquanaut with the corporate environment but it would also enable me to get a close look at the various levels authority responsibility relationship prevailing in the organization. Also the stipulated time for the project is insufficient to undergo an exhaustive study about the topic assigned and moreover the scope of the topic (Recruitment and Selection) is wide enough, so it is difficult to cover the entire topic within the stipulated time, but still whatever I could do towards this effect, I will do that.

TABLE OF CONTENT
List of tables List of graphs
S.No. Contents Page No.

1. 2. 3 4. 5. 6. 7.

Introduction Literature review Company profile Research methodology Data analysis Conclusion Recommendation

ANNEXURE: Bibliography Questionnaire

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CHAPTER 1 INTRODUCTION

Recruitment refers to the process of attracting, screening, and selecting a qualified person for
a job. All companies in any industry can benefit from contingency or retain professional recruiters or outsourcing the process to recruitment agencies. The recruitment industry has four basic types of firms. 1). Employment agencies deal with clerical, trades, temporary and temporary to hire employment opportunities. 2). Recruitment websites and job search engines used to gather as many candidates as possible by advertising a position over a wide geographic area. Although thought to be a cost effective alternative, a human resource department or department manager will spend time outside their normal duties reading and screening resumes. A professional recruiter has the ability to read and screen resumes, talk to potential candidates and deliver a selective group in a timely manner. 3."Head-hunters" for executive and professional positions. These firms are either contingency or retained. Although advertising is used to keep a flow of candidates these firms rely on networking as their main source of candidates. 4). Niche agencies specialize in a particular industrial area of staffing. Some organizations prefer to utilize employer branding strategy and in-house recruitment instead of recruiting firms. The difference, a recruiting firm is always looking for talent whereas an internal department is focused on filling a single opening. The advantage associated with utilizing a third-party recruiting firm is their ability to know where to find a qualified candidate. Talent Management is a key component to the services a professional recruiting firm can provide. The stages in recruitment include sourcing candidates by networking, advertising or other methods. Utilizing professional interviewing techniques to understand the candidates skills but motivations to make a move, screening potential candidates using testing (skills or personality) is also a popular part of the process. The process is meant to not only evaluate the candidate but also evaluate how the candidate will fit into the organization. The recruiter will meet with the hiring manager to obtain specific position and type information before beginning the process. After the recruiter understands the type of person the company needs, they begin the process of informing their network of the opportunity. Recruiters play an important role by preparing the candidate and company for the interview, providing feedback to both parties and handling salary/benefits negotiations.

SELECTION
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Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when 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 of 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. But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.

The employee selection process takes places in following order:

1. PRELIMINARY INTERVIEW: it is used to eliminate those candidates who do not meet the

minimum eligibility criteria laid down by the organization. The skills, academic and family background, competence and interests of the candidates are examined during preliminary interview.
2. Application blanks: candidates who clear the preliminary interview are required to fill

application blank. It contains data record of the candidates such a details about age, qualification, reasons for leaving the previous job, etc.
3. Written Tests: Various written tests conducted during selection procedure are aptitude test,

intelligence test, reasoning test, personality test, etc. these tests are used to objectively assess the potential candidates. They should not be issued.
4. Employment Interviews: It is a one to one interaction between the interviewer and the

potential candidate. It is used to find whether the candidate is best suited for the required job or not. . But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room.
5. Medical examination: Medical tests are conducted to ensure physical fitness of the potential

employee. It will decrease chances of employee absenteeism.

6. Appointment Letter: - A reference check is made about the candidate selected and then

finally he is appointed by giving a formal appointment letter.

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: Identifying the vacancy : The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain

Post to be filled
Number of person Duties to performed Qualification required Preparing the job description and person specification Locating and developing the sources of required number and type of employees (Advertising etc). Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

RECRUITMENT & SELECTION

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The recruitment and selection policy of SUPERTECH is described point wise1- ) Applicant should have a minimum aggregate of 70% in Engineering (till the last semester till which the exams have been declared). However, for all IITs, IIScs and colleges in Maharashtra, a minimum aggregate of 60% is enough. 2- ) Applications will be accepted through your training and placement co-coordinator. 3- ) For an applicant, the process begins with sending the resumes, through the Campus TPOs (Training and Placement Officer). This is then followed by an independent selection process involving a round of discussions. This is where the applicant's interests and skills are matched with the existing business problems that ISL projects plan to solve. A selection offer is made once a match is found. After that recruitment process contains three rounds Written Test Technical Interview HR Interview

But now two more rounds are added to this process. Essay writing Group Discussions. Written Test:

Written Test is of 4 sections consisting of 55 questions in 60 minutes. No negative marking is there. Sections are Verbal Ability Analytical Ability Attention to Detail Technique

Selection
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It is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization gets quality performance of employees. Moreover, organization faces less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization also saves time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. But selection is differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.

The Employee selection Process takes place in following order1. Preliminary Interviews-

It is used to eliminate those candidates who do not meet the minimum eligibility criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidates are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews.

2. Application blanks-

The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc.

3. Written Tests10

Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, Personality test, etc. These tests are used to objectively assess the potential candidate. They should not be Biased.

4. Employment Interviews-

It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer.

5. Medical examination-

Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism.

6. Appointment LetterA reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.

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SOURCES OF RECRUITMENT
Recruiters can be divided into groups: those working internally for a single organization and those working for multiple clients in a third party broker relationship, sometimes called headhunters. IBM Corporation recruitment is done through the following methods:

INTERNAL SOURCES OF RECRUITMENT 1. TRANSFERS

The employees are transferred from one department to another according to their efficiency and experience.

2. PROMOTIONS
The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. 3. Others are Upgrading and Demotion of present employees according to their performance. 4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures. 5. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.

Advantages: 12

1. Motivated employees and higher morale

2. Employees familiar with the organization 3. Higher probability of success 4. Industrial Peace

5. Relatively inexpensive
6. Training and skill enhancement 7. Overcoming surpluses and shortages.

Disadvantages: 1. Reduced scope for fresh talent. 2. Employees may become lethargic if they are sure of time bound promotions 3. Spirit of competition may be hampered 4. Frequent transfers of employees may reduce the overall productivity of the organization. 5. Political infighting for promotion.

EXTERNAL SOURCES OF RECRUITMENT

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1. PRESS ADVERTISEMENTS: Advertisements of the vacancy in newspapers and

journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach.

2. EDUCATIONAL INSTITUTES: Various management institutes, engineering

colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. This has not been done till date, but board of directors of BSNL may opt for campus selection for the management trainee (MT) posts, to be advertised this year.

3. EMPLOYMENT EXCHANGES: Government establishes public employment

exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates.

4. LABOUR CONTRACTORS: Manual workers can be recruited through contractors

who maintain close contacts with the sources of such workers. This source is used to recruit labor for construction jobs.

5. UNSOLICITED APPLICANTS: Many job seekers visit the office of well-known

companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization.

6. EMPLOYEE REFERRALS / RECOMMENDATIONS: Many organizations have

structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union.

7. RECRUITMENT AT FACTORY GATE: Unskilled workers may be recruited at the

factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies.

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Advantages: 1. Qualified Personnel

2. Wider Choice 3. Fresh Talent 4. Competitive Spirit

Disadvantages: 1. Dissatisfaction amongst existing staff

2. Lengthy process (Increased adjustment period) 3. Costly Process 4. Uncertain Process

ORIENTATION
This has been the most important areas in the personnel management in different companies. In industry orientation is necessary particularly for young persons and management trainees. A proper orientation helps to develop a rapport between the old and new employees. Graduates from management find it difficult to adjust themselves with the
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traditional management style in family owned companies. Orientation is required to help them adjust to a new work culture. Contents of orientation program me in SUPERTECH: Brief history and operations of the company. Products and services of the company. The companys organization structure. Location of departments and employee facilities. Policies and procedures of the company. Rules and regulations and daily work routines. Grievance procedures. Safety measures.

Terms and conditions of service including wages, working hours, salaries, overtime, holidays etc. Benefits and services for employees. Opportunities for training, promotions and transfers etc.

This orientation program involves two sub-processes; (a) actuating the new employee with his new surroundings, and (b) introducing him in the philosophy of the enterprise. The essence of orientation program me is to convince the employee that he is working for a good company and for a good cause. it is necessary to their questions and clarify their doubts about the job and the organization., There is a three day orientation programmed that takes place in IBM:

First Day: the general information about the history and operations of the organizations
provided by the personnel department. The policies and rules and regulations that is followed in an organization is been explained to an employee. Its purpose is to help an employee build up some pride and interest in the organization. During general orientation information is also given on specific employee services such as pension, health and welfare facilities and safety programmed.

Second Day: the specific orientation takes place relating to the job and work unit
members which is given by the job supervisor. The employee is introduced to other employees, shown his place of work, informed of the location, canteen and toilets, rest rooms etc. the purpose of specific orientation is to enable the employee adjust himself to his
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work and the environment. It is possible that much of the instructions given to an employee in the beginning may not stick in his mind.

Third Day: the rights and duties of employees were explained to them and a follow-up
orientation is undertaken to know the employees feelings and to remove the difficulties faced by him through personal tasks, guidance and counseling. It is coordinated by the joint efforts of job supervisor and the personal department.

PREFERRED SOURCES OF RECRUITMENT AT SUPERTECH CORPORATION

1. Campus Recruitment

For this the company goes to the various engineering colleges across the country and

they recruit fresh candidates from there.

2. Media
The company also recruits through media. For this the company uses sources like newspapers, magazine etc They prefer this media basically when large volumes of people are required.

3. Web- Based Recruitment

The company also gives recruitment notice in the web and they recruit through the web.

4. Employee Reference

The company also recruits from friends and relatives of present employees.

5. Consultancy

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Whenever necessary the company takes the help of the consultancy for recruiting

candidates. This is also an important source for them. Although there are various sources of employment , followed by the company, i.e. external and internal sources. But the company mostly prefers the external source for recruiting the candidate.

Costs involved in Recruitment

Costs play an important role in recruitment. The company incurs various type of costs. These are:1. 2. 3.

Travel cost ------ Cost incurred for traveling Constancy cost ------- Cost paid to the constancy firm Publication cost ------- Cost incurred for giving recruitment notice in newspapers Re- location cost ------ Cost incurred for transferring employees in other

and magazines.
4.

departments and branches.

STEPS IN SELECTION PROCEDURE

There is no shortcut to an accurate evaluation of a candidate. The hiring procedures are, therefore, generally long and complicated. Many employers make use of such techniques and pseudo-sciences as phrenology, physiognomy, astrology, graphology etc., while coming
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to hiring decisions. However, in modern times, these are considered to be unreliable measures. The following is a popular procedure though it may be modified to suit individual situation: 1. 2. 3. 4. 5. Reception or preliminary interview or screening; Application blank a fact-finder which helps one in learning about an applicants and life history; A well conducted interview to explore the facts and get at the attitudes of the applicant A physical examination health and stamina are vital factors in success; Physiological testing to explore the surface area and get an objective look at a

background

and his family to the job;

candidates suitability for a job;

STRATEGY ADDOPTED BY SUPERTECH

It uses two kinds of strategy-

CORPORATE STRATEGY
Measuring the effectiveness of the organizational strategy, it's extremely important to conduct a SWOT analysis to figure out the strengths, weaknesses, opportunities and threats (both internal and external) of the entity in business. This may require taking certain precautionary measures or even changing the entire strategy. In corporate strategy, Johnson, Sholes and Whittington present a model in which strategic options are evaluated against three key success criteria: SUPERTECH makes sure what and how to evaluate its own self. Suitability (would it work?) Feasibility (can it be made to work?) Acceptability (will they work it?)

Suitability
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Suitability deals with the overall rationale of the strategy. The key point to consider is whether the strategy would address the key strategic issues underlined by the organizations strategic position. Does it make economic sense? Would the organization obtain economies of scale or economies of scope? Would it be suitable in terms of environment and capabilities? Tools that can be used to evaluate suitability include: Ranking strategic options Decision trees

Feasibility
Feasibility is concerned with whether the resources required to implement the strategy are available, can be developed or obtained. Resources include funding, people, time and information. Tools that can be used to evaluate feasibility include: Cash flow analysis and forecasting Break-even analysis Resource deployment analysis

Acceptability
Acceptability is concerned with the expectations of the identified stakeholders (mainly shareholders, employees and customers) with the expected performance outcomes, which can be return, risk and stakeholder reactions.

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Stakeholder reactions deal with anticipating the likely reaction of stakeholders. Shareholders could oppose the issuing of new shares, employees and unions could oppose outsourcing for fear of losing their jobs, customers could have concerns over a merger with regards to quality and support. Tools that can be used to evaluate acceptability include: What-if analysis stakeholder mapping General approaches

In general terms, there are two main approaches, which are opposite but complement each other in some ways, to strategic management:

THE INDUSTRIAL ORGANIZATIONAL APPROACH

Based on economic theory deals with issues like competitive rivalry, resource allocation, economies of scale assumptions rationality, self discipline behavior, profit maximization.

THE SOCIOLOGICAL APPROACH

IBM severs this factor of satisfying deals primarily with human interactions assumptions bounded rationality, satisfying behavior, profit sub-optimality. The stakeholder focused approach is an example of this modern approach to strategy. Strategic management techniques can be viewed as bottom-up, top-down, or collaborative processes. In the bottom-up approach, employees submit proposals to their managers who, in turn, funnel the best ideas further up the organization. This is often accomplished by a capital budgeting process. Proposals are assessed using financial criteria such as return on investment or cost-benefit analysis. Cost underestimation and benefit overestimation are major sources of error. The proposals that are approved form the substance of a new strategy, all of which is done without a grand strategic design or a strategic architect. The
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top-down approach is the most common by far. In it, the CEO, possibly with the assistance of a strategic planning team, decides on the overall direction the company should take. Some organizations are starting to experiment with collaborative strategic planning techniques that recognize the emergent nature of strategic decisions. In most (large) corporations there are several levels of management. Corporate strategy is the highest of these levels in the sense that it is the broadest - applying to all parts of the firm - while also incorporating the longest time horizon. It gives direction to corporate values, corporate culture, corporate goals, and corporate missions. Under this broad corporate strategy there are typically business-level competitive strategies and functional unit strategies. Corporate strategy refers to the overarching strategy of the diversified firm. Such a corporate strategy answers the questions of "which businesses should we be in?" and "how does being in these businesses create synergy and/or add to the competitive advantage of the corporation as a whole?" Business strategy refers to the aggregated strategies of single business firm or a strategic business unit (SBU) in a diversified corporation. According to Michael Porter, a firm must formulate a business strategy that incorporates cost leadership, differentiation, or focus to achieve a sustainable competitive advantage and long-term success. Functional Strategies include marketing strategies, new product development strategies, human resource strategies, financial strategies, legal strategies, supply-chain strategies, and information technology management strategies. The emphasis is on short and medium term plans and is limited to the domain of each departments functional responsibility. Each functional department attempts to do its part in meeting overall corporate objectives, and hence to some extent their strategies are derived from broader Many companies feel that a functional organizational structure is not an efficient way to organize activities so they have reengineered according to processes or SBUs. A strategic business unit is a semiautonomous unit that is usually responsible for its own budgeting, new product decisions, hiring decisions, and price setting. An SBU is treated as an internal profit centre by corporate headquarters. A technology strategy, for example, although it is focused on technology as a means of achieving an organization's overall objective(s), may include

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dimensions that are beyond the scope of a single business unit, engineering organization or IT department. An additional level of strategy called operational strategy was encouraged by Peter Ducker in his theory of management by objectives (MBO). It is very narrow in focus and deals with day-to-day operational activities such as scheduling criteria. It must operate within a budget but is not at liberty to adjust or create that budget. Operational level strategies are informed by business level strategies which, in turn, are informed by corporate level strategies. Product Strategy - Product Strategy is perhaps the most important function of a company. It takes in account the capabilities in terms of engineering, of production, of distribution (sales) existing in the company or of time to acquire them (by hiring or by mergers). It must evaluate the customers expectations at the time of delivery. It must estimate the competition (including new entrants) probable moves to enter the same market.

Chapter 2
REVIEW OF LITERATURE
Recruitment and Selection procedure is a vital factor of an organization. If it is not done properly the production procedure will be hampered. Hence productivity will fall down. So
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the organization will be in trouble and it will affect the employer- employee relationship. So recruitment and selection procedure should be done in proper and correct manner. The new candidates should replace the vacant post so that the production of the company does not hamper. By this the productivity will increase and the organization will gain profit. So the employer will be happy and will not hesitate to distribute bonus and increments to the workers. The workers will also be more motivated to work. Hence there will be harmonious relationship in the organization. It will also stabilize the organization in the long run. It is important to study Recruitment and Selection because through it I can identify our human resource needs. I can know what kind of people must be select to fill up the specified vacancies. The ideal recruitment effort will attract a large number of qualified applicants who will take the job if it is offered. It should also provide information so that unqualified applicants can self select themselves out of job candidacy, that is, a good recruiting program should attract the qualified and not attract the unqualified. Recruiting is the discovering of potential applicants for actual or anticipated organizational vacancies. In other words, it is a linking activity bringing together those with job and those seeking jobs. As Yodel and other point out: Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people is hired, even the best plans, organization charts and control systems would not do much goods. Flippo views recruitment both as positive and negative activity. He says: It is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization. It is often termed positive in that it stimulates people to apply for jobs to increase the hiring ratio.

HR ACTIVITIES
HUMAN RESOURCE DEVELOPMENT:
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Company lays great emphasis on developed of Human Resources. HRD aim will be to tap vitality and talent of employees at all levels, Develop their potential, Promote participative culture Increase work motivation, continuously improve quality of product and work life, Discharge social responsibilities and enforce discipline to meet organizational needs. To develop will to do, to improve people through training and counselling, to project companys image.

HR ACTIVITIES:
1. MANPOWER PLANNING: Planning to have Right Number, Right Kind of people at right place and at Right time. Recruitment, Selection, Placement and Performance Appraisal of personnel viz. Trainees, supervisor officers and above.

2. TRAINING: Conducting training, program for-job Effectiveness, to improve behavioral and Managerial skills, Team Building, Training needs identification, Job rotation, Internet and External training courses. 3. CAREER PLANNING: For Growth, to meet organizational needs, Right people in leadership position, Workmen training through Worker Education centre, Skill Development courses, Literacy classes. 4. QUALITY CIRCLE: Quality circles are being formed in different departments to solve work related problems at shop floor and to evolve participate culture, in quality circle. 5. SUGGESTION SCHEME: Suggestion scheme have been introduced to tap creative and innovative talents of the employees.
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ORGANISATION STRUCTURE
An organizational structure consists of activities such as task allocation, coordination and supervision, which are directed towards the achievement of organizational aims. It can also be considered as the viewing glass or perspective through which individuals see their organization and its environment. Many organizations have hierarchical structures, but not all. Organizations are a variant of clustered entities. An organization can be structured in many different ways, depending on their objectives. The structure of an organization will determine the modes in which it operates and performs. Organizational structure allows the expressed allocation of responsibilities for different functions and processes to different entities such as the branch, department, workgroup and individual. Organizational structure affects organizational action in two big ways. First, it provides the foundation on which standard operating procedures and routines rest. Second, it determines which individuals get to participate in which decision-making processes, and thus to what extent their views shape the organizations actions. The set organizational structure may not coincide with facts, evolving in operational action. Such divergence decreases performance, when growing. E.g. a wrong organizational structure may hamper cooperation and thus hinder the completion of orders in due time and within limits of resources and budgets. Organizational structures shall be adaptive to process requirements, aiming to optimize the ratio of effort and input to output. Organizational structures developed from the ancient times of hunters and collectors in tribal organizations through highly royal and clerical power structures to industrial structures and today's post-industrial structures. As pointed out by Mohr, the early theorists of organizational structure, Taylor, Fayola, and Weber "saw the importance of structure for effectiveness and efficiency and assumed without the slightest question that whatever structure was needed, people could fashion accordingly. Organizational structure was considered a matter of choice
26

MATRIX STRUCTURE / DIVISION STRUCTURE

The matrix structure groups employees by both function and product. This structure can combine the best of both separate structures. A matrix organization frequently uses teams of employees to accomplish work, in order to take advantage of the strengths, as well as make up for the weaknesses, of functional and decentralized forms. An example would be a company that produces two products, "product a" and "product b". Using the matrix structure, this company would organize functions within the company as follows: "product a" sales department, "product a" customer service department, "product a" accounting, "product b" sales department, "product b" customer service department, "product b" accounting department. Matrix structure is amongst the purest of organizational structures, a simple lattice emulating order and regularity demonstrated in natur

HIERARCHY STRUCTURE
A hierarchy is typically visualized as a pyramid, where the height of the ranking or person depicts their power status and the width of that level represents how many people or business divisions are at that level relative to the wholethe highest-ranking people are at the apex, and there are very few of them; the base may include thousands of people who have no subordinates). These hierarchies are typically depicted with a tree or triangle diagram, creating an organizational chart or organ gram. Those nearest the top have more power than those nearest the bottom, and there being fewer people at the top then at the bottom. As a result, superiors in a hierarchy generally have higher status and command greater rewards than their subordinates

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CHAPTER -3
28

Company Overview: Supertech Ltd.

Supertech Group, is founded in 1988, has set new trends and benchmarks of architectural excellence in the contemporary global scenario. An ISO 9001:2000 certified company; Supertech has successfully completed 20 years in real estate business and today it has revolutionized the real estate arena. Under the dynamic and pragmatic leadership of Mr. R.K.Arora, Chairman & CMD and experienced Board Members, Supertech Group is scaling new heights and touched the horizon of excellence. Their vision and entrepreneurial acumen and have taken the group to the greater heights. All this dedication and commitment has enabled us to receive the coveted Udyog Ratan Award, 2001 for unparalleled contribution to this area. The greatest contributory factor to this landmark achievement is the vision of Mr. R.K. Arora whose entrepreneurial skills and business acumen have steered the group diligently on a growth path. Mr. Arora has also been bestowed with Excellence Award for the year 2001 for his outstanding contributions to real estate industry. Supertech Group has already converted more than 33 million sq. ft. area of residential and commercial entity into architectural landmarks and more than 36 projects that accommodates nearly 6000 families. Its various projects viz. Residential & Commercial Townships, Shopping Malls, Hotels and IT Parks have either completed or about to complete.

Company History:
29

Supertech Group was founded in 1988. We developed some of the modern and finest residential and commercial complexes in Delhi, National Capital Region (NCR) and new urban settlement like Meerut, Moradabad, Haridwar and Rudrapur. Since our inception we have been responsible for the development of many of Delhis other well known urban housing colonies. Our foray into real estate and construction industry led to creation of various landmark real estate projects Crossings Republik, Emerald Court, Avant-Garde, Shopprix Mall are few examples of that. Its residential township is having all the modern and essential facilities which includes commercial and retail properties in a modern city infrastructure with schools, hospitals, hotels and shopping malls. This Group has crafted architectural masterpieces like Emerald Court at Sector 93, NOIDA and High End Residential Project with 7 star living facilities at Sector 34 NOIDA and a 7, 00000 square feet commercial hub, The Pentagon Mall in Haridwar. Supertech Group had tied up with an MNC Group to set up a 5 star Hotel at Rudrapur, Uttarakhand and a major health care company to open medical facility outlets in different format at all the projects developed by the Group.

Philosophy:
Supertechs business philosophy derives its core strength from a firm belief that it lays stress on induction of state-of-the-art engineering techniques and use of top quality materials in construction projects. This results in the cost effective and holistic solutions specific to contemporary standards for residential complexes and business centers. Supertech with its unparalleled business approach & vision is consistently working to create value for its customer and business partners. Using human resource and by harnessing the technological prowess, today Supertech, is all set to expand its real estate operations and create edifices that will be the benchmark of architectural finesse. The Supertech Group is uniquely committed to serving our clients. We place the financial safety, comfort and success of our investors second to none. They enjoy direct access to our Mr. R.K. Arora (CMD) and our management team. Our group founded on establishing trust and long-term relationship. As a result, most of our investors have been with us for two decades, and more than 80 percent have invested in multiple project.

30

We have in our credit over 7.5 million sq.ft.of construction both in residential and commercial sector and these have been acknowledged as value products in terms of quality, aesthetics, overall planning, finishing and timely possession. Group is endowed with impeccable foresight, enviable expertise and innate acumen providing cost effective and holistic solutions to the real estate and construction world.

CSR:
Supertech Group has defined its social responsibility to contribute in the development and growth of the society. This also created a social responsibility to our Group to return it back a certain share to the society. Supertech is aware about its responsibilities for the society and has taken various measures to transform social and economic issues across various segments

Initiatives:

Supertech provides public amenities like running of community centres, adoption and maintenance of parks and walkways where families spend time together further enriching their lives.

We fulfill the need of the project area and CSR programmes are developed keeping in mind the identified need. Provision of ample greenery and open space at our residential projects. Social responsibility is about giving something back, and we do this with every project we take on. We give our clients a place to live, work and flourish.

We build developments that enhance their surroundings that enrich peoples lives. Our projects stimulate investment and create jobs. We take care of our human resource and provide all basic amenities at project sites.

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Quality Policy:
Supertech Group has been awarded an internationally recognized ISO 9001:2001 certification and Udyog Ratan Award for its quality standard. Supertech Group is constantly working towards creating new benchmarks of architectural excellence in the contemporary global environment. In this new environment, the demand for multi-faceted real estate development has become crucial for keeping pace with the progress. Capitalizing on these demand dynamics, we at Supertech Group have always taken new initiatives and emerged as one of the prominent entities. Supertech introducing quality into every aspect of the Company ranging from Process, Human Resource, Technology and Services are to create an all-encompassing quality culture. Developing an collective willingness towards the discipline of doing things right by using perfect planning & state of the art technology and delivering highest quality Standard to their clients. Our strong Quality Consciousness and quest for continuous up gradation for ultra modern life-style and luxurious living standard. Our clients interests are paramount priority for us. We want all our clients' investment to be safe & profitable. They always try to research, innovate and improve on service quality. We also provide the most accurate information and added value in order to fulfill our clients demands.

Future Plans:
They are constantly working for the development and shaping of land as well as contributing in the progress and growth of nation. In our commercial segment, we have developed Malls, Multiplexes and are now expanding fast into Starred Hotels Category. Next in the line is development of IT Parks in metros. Supertech Group is all set to foray in the area of development of IT & Software Parks, where conglomeration of IT & ITES companies will establishes their organizations and business ventures. Proposed IT Park, Greater Noida will provide world class infrastructure with ultra modern facilities and business for its client companies.

CHAPTER -4
32

RESEARCH METHODOLOGY
Research Methodology
Research - Research can be defined as the search for knowledge, or as any systematic
investigation, with an open mind, to establish novel facts, usually using a scientific method. The primary purpose for basic research (as opposed to applied research) is discovering, interpreting, and the development of methods and systems for the advancement of human knowledge on a wide variety of scientific matters of our world and the universe.

Methodology - Method or methodology is the way or a process through which the

research is conducted.

TYPES OF DATA USED:

The methodology for an empirical analysis necessarily involves the collection of both primary and secondary data.

PRIMARY DATA: For the collection of primary data a structured questionnaire has been
mailed to the concerned person. Then filed questioner return back to us.

Questionnaires: A questionnaire was designed to know the satisfaction level of the

trainees and the effectiveness of the induction program me. Questionnaires are less expensive than other methods .even the staff required is not much as either the researcher herself may mail or one or two investigator may be appointed for hand distribution the questionnaire. Questionnaire is a stable, consistent, and uniform measure, without variation.

SECONDARY DATA: The major source of data for this particular project has been
secondary sources from company websites, magazines, books, literature, and observation.

SAMPLE UNITS:
The sample units for this particular research project are the organization.
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SAMPLE SIZE:
In this research report the sample size were 50.

OBJECTIVES OF STUDY
My primary objective here in to study and the recruitment and selection process of SUPERTECH Corporation and measuring effectiveness of induction under the following heads: --1. Procedures followed in the recruitment process at SUPERTECH Corporation. 2. 3. 4. 5. 6. 7. 8. 9. Various recruitment sources used by the company i.e. both external and internal. Recruitment sources preferred by the company Channels used for displaying recruitment vacancies. Is there any reservation for SCs, STs etc in the company? Steps used in selection procedures. Is there any changes made in recruitment and selection procedures during the last five Enable new employees to settle into the Company quickly and become productive and Ensure that new entrants are highly motivated and that this motivation is reinforced.

years. efficient members of staff within a short period of time. 10. Assist in reducing staff turnover, lateness, absenteeism and poor performance generally. 11. Ensure that employees operate in a safe working environment 12. Recommendations to reduce costs associated with repeated recruitment, training and lost production.

CHAPTER -5
34

DATA ANALYSIS
Analysis of questionnaire from employees perspective about Recruitment and Selection pr ocedure and the effectiveness of induction: 1. The source of recruitment from where existing employees come to know about the job,
responses were as follows:

a.) INTERNAL SOURCES b.) EXTERNAL SOURCES

80% 20%

It shows that the major source of recruitment in Supertech limited. is through INTERNAL. As 80% of our respondents have been hired from internal source whereas 20% from external.

5.1

2, In order to assess the recruitment policy, the question was asked whether they are happy with recruitment policy by which theyve been selected, 90% of the respondents gave

35

favorable response. It is evident that majority of employees/ workers are satisfied with the recruitment process at Supertech limited.

90% of the respondents are satisfied with the recruitment policy of Supertech limited. while 7% are not satisfied with the current recruitment policy and 3% gave no comments.

5.2

3. Questionnaire results indicate that 68% of the respondents feel that their colleagues have been selected by the same process. Therefore, it is evident that the recruitment policy of the organization is quite visible and the process is followed impartially.

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5.3
While 21% respondents feel that some biasing was done in the recruitment and selection of their co- workers and 11% respondents were not aware about the recruitment policy followed by the organization.

4. For this question 80% employees say yes, the job description is clear at the time of recruitment and 20% says no they were not aware of that.

A) Yes

80%

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B) No

20%

5.4

5. When asked whether they find their colleagues helping and pleasant in nature, 80% of respondents gave the answer in favor of it. It proves that there is very congenial environment in supertech limited. And employees of any organization like to work in a supportive and healthy environment; hence it contributes towards the effectiveness of recruitment and selection process.

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A) Cant Say B) Rude C) Helpful D) Good

16% 4% 60% 20%

5.5

6.

In order to assess organizational commitment in employees, a question was asked

whether they like to refer their friends or relatives in the company ,the responses were as follows :

a) Favorable response b) Unfavorable response

: :

80% 15%
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c) No answer

5%

5.6
So, it is evident that most of the employees are committed enough to refer their friends or relatives to this organization .It also shows that they find their career growth in this organization good enough to stick to this organization.

7.

On organization commitment .one more question was asked ,i.e. for how long they

would like to continue with this organization ,and the responses were as follows :

a) 0 - 10 years b) Till retirement

: :

10% 90%
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5.7

It shows that most of the respondents i.e. 90% would like to this organization till their retirement and only 10% will for 0 10 years in the organization.

8.

In this question 65% respondent were say yes the equal recruitment of employees

were correct and 35% says that no they are not in favor in that.

A) Yes

65%

B) No

35%

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5.8

9.

Trying to find out the growth opportunities, a question was asked whether they get

timely appraisal ,the response was favorable and as follows :

A) In term of promotion

81%

B) In monetary term

19%

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5.9

However, It was determined from the HR department ,that any promotion is considered only after 5 years of dedicated performance oriented employment.

10. In this question 80% of employees were response no and 20% were say that yes they pay the charge at the time of recruitment.

a. Yes 20% b. No 80%

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5.10

11. In response to this question, out of 50, 1 was cant say anything, 12 were give negative response and 37 were in favor of that.

44

.
5.11

Conclusion: Majority of employees completely agree. Therefore the primary objective was achieved.

12. In this question 64% employees were in yes, 27% were say no and 9% were says cant say any thing.

45

. 5.12 Conclusion: almost everyone believes that induction addressed an important skill in doing their job.

13. From 50 employees 32 employees were say that its a great opportunity for them 14 says no and 4 says cant say.

46

. 5.13 Conclusion: Everybody believes induction really was an important opportunity for the exchange of experience and information.

14. In response to this question, 3 was cant say nothing, 18 were not agree and 29 were says comes in favor of induction program.

47

. 5.14

Conclusion: induction here is really having a positive impact on the effectiveness of employees in their future.

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CHAPTER-6

LIMITATION
LIMITATIONS OF MY STUDY

Although the limitations that I faced in the organizations is as followed: Firstly, the limitation that I have is the scope of collection of sample size which was confined to only few new recruits during my stay in the organization, which would have otherwise made my study and observations in an effective manner. Secondly the stipulated time for the project is insufficient to undergo an exhaustive study about the topic assigned and moreover the scope of the topic (Recruitment and Selection) is wide enough, so it is difficult to cover the entire topic within the stipulated time, but still whatever I could do towards this effect, I have done that. In a research, there is always some limitation. Therefore, no research can be perfect. In this research procedure, the following limitations were there.

1.

TIME BOUNDATION

Because of time problem, only a few topics were covered by me, otherwise I would Have covered some more topics.

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2. PERSONNELS ATTITUDE
Some personnel were hesitating in giving appropriate information. Some personnel were very busy, that is why their response could not be collected . Few respondents who are not familiar may give a neutral or unfavorable response to some of the questions.

CHAPTER RECOMMENDATIONS
50

1. The success and failure of a induction program is related to certain principles of learning, managers as well as employees should understand that different induction methods or techniques vary in the extent to which they utilize these principles. Induction programme will be more effective if they incorporate the principles of learning. 2. According to the responses received in questionnaire section 2nd, it was interpreted that employees are not satisfied. Therefore teaching skills, personal characteristics and Qualities like knowledge of subject, adaptability, sincerity, interest, clear instruction, and enthusiasm of trainer need to be improved. 3. A proper atmosphere conducive to learning should be established. 4. To prevent this problem, managers should ensure that the work environment supports, reinforces, and rewards the new recruits for applying the new skills or knowledge. 5. Company assesses the effect of Induction on the job behavior after 15 days I suggested to reduce this time to 1 week.
6. HRD policy should be implemented more strictly and decentralization of induction function

should be done.

CONCLUSIONS
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From the analysis it is clear that more than 91% of the employees are working in the

company, for a period of less than 3 years. Only 8.33% of the employees are working in the company having completed more than 3 years. So it is evident that the employees of the SUPERTECH LIMITED are much younger. It indicates the recent trend of recruiting fresh candidates by the organization.

I have given various options for joining of the candidates in the organization in the

questionnaire.. Most of the employees (28%) have mentioned the salary package as a reason for joining the organization. 16% of the employees have mentioned or pointed it out the working environment as the reason for joining the organization. 17% talked about the reputation of company and 23% mentioned about career growth opportunity. So I can say salary package and career growth opportunity are the more attractive to the employees.

From the analysis of recruitment and selection procedure it is clear that for recruiting

employees SUPERTECH LIMITED mainly conduct written examination followed by interview. Written exam is mandatory for mainly all types of recruitment. For selection of the technical candidates they have to go through three mandatory interviews, out of which two are technical interviews and one is the interview with the Human Resource head. SUPERTECH LIMITED being at the forefront of IT Market should design policies that would provide for continuous up gradation of Skills and Knowledge through training, strive for creativity and nurture values to build strong teams and work in harmony. There is a growing awareness within the company that individual development is the key to organizational development. With the intensifying competitions, market volatility, SUPERTECH LIMITED should look at continuous retraining of its employees to cope with the changing demands of time. The number of training modules should be increased and include aspects like human behavior, motivation etc.

Annexure
52

Bibliography

QUESTIONNAIRE
53

PERSONAL INFORMATION:-

NAME

AGE

DESIGNATION /POST

YOU ARE SERVING SINCE :

ANNEXURE
QUESTIONNAIRE
54

Q1. In SUPERTECH LIMITED, you have been selected through:? a. Internal Sources b. External Sources

Q.2 If External / Internal sources, are you happy with the recruitment policy of the Organization ? a. Yes b. No c. Cant say

Q.3 Do you think the recruitment policy of the organization is visible and followed impartially? a. Partial b. Impartial c. Dont know

Q.4 Was the job description clear to you at the time of recruitment? a. Yes b. No

Q.5 Do you find your workers helpful in nature?

55

a. b. c. d. .

Helpful Rude Good Cant say

Q.6 Would you like to refer your friends and relatives to work in SUPERTECH LIMITED? a. Yes b. No

Q.7 For how many years would you like to stay in this organization? a. 0-10 Years

b. Till retirement T

Q8. Do you agree with the internal & external applicant ratio is 50-50? a. Yes b. No

Q.9 Besides proper remuneration and designation, what kind of benefits do you expect from the organization ? a. In term of promotion. b. In monitory term.
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Q10. Do you pay any charges in recruitment time?

a. Yes b. No

Q11. Is the primary induction Objective was achieved? a. yes

b. No c. Cant say

Q 12. The induction addressed an important skill that you face in doing your job or is important for your future plans. a. Yes b. No c. Cant say Q13. This induction was an important opportunity for the exchange of Experience and information. a. yes

b. No c. Cant say

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Q14. What I take away from the induction will have a positive impact on my Effectiveness in the future. a. Yes

b. No c. Cant say

BIBLIOGRAPHY

1.

Mamoria C.B and S.V Gankar, Personnel Management- Text and Cases Himalaya

Publishing House, Mumbai- 400004.

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2. 3. 4. 5. 6.

David A. De Cenzo and Stephen P Robbins, Personnel/ Human resource Stephen P. Robbins, Organizational Behavior- Concepts, Controversies A Manager's Guide to Recruitment and Selection by Margaret Dale. Practise Now: How to Prepare for Recruitments and Selection Tests 2003. Human Resources by Fred H Maidment.

Management-Prentice Hall India Private Limited, New Delhi 110001, 2000. and Application, Prentice Hall India Private Limited, New Delhi 110001, 1999.

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