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INTRODUCTION

India is a growing market.In modern times, the success of every organization depends on the overall performance of all functions optimized to meet the demanding needs of the industry. The last few years of emerging competitive environments and cut-throat competition has forced organizations to optimize their resources to maintain their winning edge. Thus it is essential to sustain development and introduce new modern methods to increase the quality of each function. Globalization and liberalization have major contribution to the need for revamping organizations. Manpower is the most important factor in this progressive stance undertaken by most organizations to achieve the high level of efficiency. Since manpower and other resources are combined to determine the progress of the organization, new and modern techniques are utilized to upgrade this category and optimize it. India today is identified as one of the highly populated country in the world. Therefore, there is no dearth of manpower availability to the existing industries and the needs of the future anticipated developing Industries. However as a result of this easy availability at low cost, the quality of this resource is highly scrutinized and aggressive competition has given the employer a quality choice option. India is now assuming an altogether new prominence in this selection of labor world over. Business will continue to be very demanding in this highly competitive and liberalized global economy. Our people will have to enlighten on various multi dimensional facets that are going to follow with the advancement in science and technology in India so as to maintain their status and demand. In the rapidly ever changing management scenario of today, Human resource Management has a crucial role to play. The world market today is characterized by intense competition, 1

technological revolution, consumer sovereignty and environmental constraints. It is this Human Resource function, which provides the winning edge to the organization in such a complex environment. Human Resource Management is concerned with the human beings in an organization. They are the collective means of production, support and defense as well as a source of strength and aid. Human capital can be regarded as the resourcefulness of human beings in generic terms. Human resource can be defined as total knowledge, skills, creative abilities, talents and aptitudes of an organizations work force. Recruitment takes care of the proper selection process of this important resource. Recruitment and Selection enables us to identify the qualities and potential in the candidate and thus put the right person to the right job. Recruitment is the process of searching for prospective employees and stimulating them to apply for the job and Selection involves procedures to identify the most appropriate candidates to fill posts.

OBJECTIVE

1: To learn what is the process of recruitment and selection that should be followed. 2: To search or headhunt people whose skill fits into the companys values. 3: Create a pool of candidates so that the management can select the right candidate for the right job from this pool. 4: Managing candidates Data through efficient Database.

COMPANY PROFILE

Before discussion the subject it is very indispensable to know about an organization and this chapter will give us an overview of istepup services.

INTRODUCTION

IstepUp Services is an organization with strong competencies in Open Source & Microsoft platform. Our cost effective Software Development provides high quality software solutions to partners globally. We aim at enabling our customers to achieve excellence & sustainable competitive edge.

Company Vision
Meeting the Clients Taste & Employees Growth

Company Mission
To attain Client Satisfaction by generating Innovative Ideas and delivering Quality product.

Values
ISTEPUP is committed to maintain 100% clients satisfaction by certain values Deep Integrity & Ensuring Code of Conduct Precious Timekeeping & Highest level of Accuracy Potential Leadership with an Energetic Team

Sufficient Infrastructure for anytime Expansion Continuous Growth & 100% Success

ISTEPUP SERVICESS PROVIDE


Software solution Corporate training Client project Istepup services (training & consultancy) started in the year 1996 with a Group of talent freelancer. The enthuses had an experience of work from a variety of organization and had earned great reputation. All the talent then came under one roof and istepup was born.

The company eventually established itself and was registered. Istepup services boots of the talent pool that is capable of undertaken complex project. with our AkT (Applied Knowledge Test) oriented recruitment process, we ensure that the best come thru. Istepup today has two division to its name.istepup-TP is actively involved with training the employee on the latest technologies and trends to keep them at par with the market. The division also trains the fresher to give them a kick start to their IT career. An Istepup service is the other division that is activity involved with software development. A variety of projects are under taken by the team.

At istepup, we believe in 360 degree communication. An idea could come from any one and every one and add value to the team. No wonder, the company has traveled a lots of distance in a short brisk. A stepup, a step ahead, always! Not just by phrase but by phrase but by our work which serves as testimony to this phrase. Istepup boots of being one of the fastest growing companies in the world. With a proven track record of 100% customer satisfaction, we can certainly affirm of our quality work.

Istepup does not measure its success with how much is achieved out of what was decided, rather by how much is achieved out of how much the customer expected. This goes to explain client oriented culture at istepup. As much as we value our clients, we also regard our employees highly. An istepup we realize and believe in employees are the pillars of the organization happy employees make happy clients. An istepup we certainly have happy employees.

REVIEW OF LITERATURE

MEANING OF HUMAN RESORCE MANAGEMENT

According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are:

A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy

FUNCTION OF HUMAN RESOURCE MANAGEMENT

Administration:

Strategic planning, organizational evaluation, County Board relations, policy 8

Recommendations, supervision of department staff

Benefits: Health insurance, dental insurance, life insurance, disability insurance, retirement benefits, vacation, sick leave, paid holidays, section 125 plan, donor program, educational incentive, uniform allowance, and others.

Compensation: Salary and benefit surveys, job evaluation, job descriptions evaluation, job Descriptions.

Employee relation: Disciplinary processes, incident investigations, complaint/grievance procedures, labormanagement relations.

Employee services: Enrollment in benefits, employee discounts for recreational spots, resolution of enrollment or claim problems, employee newsletter. Educational assistance, employee service awards.

Fiscal: Staffing budgets, departmental budget, accounts payable, insurance receivables, insurance fund management, total package costing. Insurance receivables, insurance fund management, total package costing. 9

Health and safety: Employee assistance, workers compensation claims, drug testing, safety compliance and training. Leaves of absence: State and/or Federal Family and Medical Leave rights, County approved leaves of absence, rights upon return to work, light duty assignments for temporary periods Payroll administration: Computer-based or manual evaluation systems, supervisory training, compliance with timeliness standards. Performance appraisal: Employee files, litigation files, payroll records, safety records and other administrative files

Record-keeping: Job posting, advertising, testing administration, employment interviews, background investigations, post-offer employment testing.

Recruitment:

Recruitment is defined as a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures fir meet the requirement of the staffing schedule and to employ to employ effective measures for

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attracting the manpower in adequate numbers to facilitate effective selection of an effective workforce.

Selection: After identifying the sources of human resources, searching for prospective employees and stimulation helps to apply for jobs in an organization, the management has to perform the function of selecting the right man at right job and at the right time.

Separations and terminations: Rights upon termination of employment, severance benefits, unemployment compensation, exit interviews.

Training and development: County-wide needs assessment, development of supervisory and management skills, employee training and workshops. Benefits orientation for new and transferring employees, Supervisory newsletter.

Salary and benefits:

Salary/wage plans, employee benefits

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Importance of Human Resource Management

1: Attract highly qualified and competent people

2: Ensure thats the selected candidate stays longer with the company.

3: Make sure that there is match between cost and benefit.

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4: Helps the organization to create more culturally diverse workforce

Whereas, the poor quality of selection means extra cost on training and supervision. Furtherionmore, when recruitment fails to meet organizational needs for talent, a typically response is to raise entry level pay scales. This can distort traditional wages and salary relationship in organization, resulting in unavoidable consequences. Thus the effectiveness of the recruitment process can play a major role in determining the resources that must be expended on other HR activates and their ultimate success.

Human resource development

This department looks after the needs and Requirement the present employees. This Department includes number of function which is as Follows: 1. Training and Development it includes technical, soft skills and process related to training 2. Process and policies it contains all the rule and regulations that need to be followed by the employees. 3: Appraisal and increment- it is in the formal feedback to the employees about their performance and the conduct of work. 4: Induction-involves the information to the new employees about the company, job, departments etc 5: Motivational activities and entertainment- involves motivating the employees to improve their productivity. 13

6: Roles and responsibilities-that every individual employee needs to fulfill

7: Key Result Area (KRA) it is the measurement quantifiable of output for the roles of responsibilities. 8: Employee separation-includes resignation and dismissal. 9: Joining formalities- take place when a new employee joins the company. 10: Computerization 12: Helpdesk 13: Employee verification-take place at the time of joining of the new employee. 14: Surveys 15: Project trainees 16: Counseling and grievance handling-both are different as counseling is basically helping out in personal problems whereas, grievances Handling involves the handling of complains that the employees has towards the management. All the above head are included in the human resource development and involves the overall development of individual employees which in turn increases the overall profit of the company.

RECRUITMENT PROCESS IN ISTEPUP


Start Take requirements 14 No Stop

Yes Resume Generation Search option Advertising Reference Networking Screen Resume Best fit resume Yes Conduct Interviews If Satisfied Offer Made Interact with client regarding joining date Job Portal

After getting selected for a certain position the candidate is asked to fill an application form and following documents are collected from that candidate: i.
ii.

Application Form Educational Documents (10th, 12th, Graduation, Post-Graduation etc.) Employment Documents (Previous Companys Joining Letter) Latest 3 months Salary Slips Photocopy of Passport Photocopy of PAN Card 3 Photos Photocopy of Experience certificates Bank Account number
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iii. iv. v. vi. vii. viii. ix.

RECRUITMENT
Recruitment is hiring of employees from outside. Recruitment has been regarded as the most important function of the HR department , because unless the right type of people are hired, even the best plans, organization chart and control system would not do much good. Recruitment is the discovering of potential applicant for actual or anticipated organizational vacancies. Accordingly the purpose of recruitment is to locate sources of manpower to meet the job requirements and job specification. It is defined as a process to discover the sources of manpower to meet the requirements of staffing schedule and to apply effective measures for attracting the manpower to adequate number to facilitate effective selection of an effective workforce Yoder points out that recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employee effective measures to attracting that manpower in adequate number to facilitate effective selection of an effective workforce. Edwin B Flippo defines recruitment as the process of searching for prospective employees 16

and stimulating them to apply for the jobs in the organization. It is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their application are submitted. The result is a pool of applicants from which new employees are selected.

Methods of Recruitment
Dunn and Stephens summaries the possible recruiting methods into three categories, namely 1: Direct method 2: Indirect method 3: Third party method

DIRECT METHOD

The direct method includes sending of the recruiters to different educational and professional institutions, employees contact with public and mannered exhibits. One of the widely used methods is sending the recruiters to different colleges and technical schools. This is mainly done with the cooperation of the placement office of the college. Sometimes, firms directly solicit information from the concerned professors about student with outstanding records. Other direct methods include sending recruiters to conventions and seminars, setting up 17

exhibits at fairs, and using mobile offices to go the desired centers.

INDIRECT METHOD Indirect method involves mainly advertising in newspapers, on the radios, in trade and professional journals, technical magazines and brochures. Advertisements in newspapers and or trade journals and magazines are the most frequently used methods. Senior post is largely filled with such methods. Advertising is a very useful for recruiting blue color and hourly worker, as well as scientific, professional, and technical employees. Local newspaper can be good sources of blue collar workers, clerical employees, and lower level administrative employees. The main point is that the higher the position in the organization the more dispersed advertisement is likely to be. The search for the top executive might include advertisement in a national periodical, whereas the advertisement of the blue color jobs usually confine to the daily newspaper. According to the Advertisement tactic and strategy in personnel Recruitment, three main points need to be borne in the mind before an advertisement in inserted. First, to visualize the type of applicants one is trying to recruit. Second, to write out a list of advantages the company offers, or why should the reader join the company. Third, to decide where to run the advertisement , not only in which area, but also in which newspaper having a local, state or a nation- wide circulation.

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THRID PARTY These include the use of commercial or private employment agencies, state agencies, and placement offices of schools colleges and professional associations recruiting firms, management consulting firms, indoctrination seminars for college professors, and friends and relatives. Private employment agencies are the most widely used sources. They charge a small fee from the applicant. They specialize in specific occupation; general office help, salesmen, technical workers, accountant, computer staff, engineers and executives. State or public employment agencies are also known as the employment or labor Exchanges are the main agencies for the public employment. Employers inform them of their personnel requirement, while job seekers get information for them about the type of job are referred by the employer. Schools and colleges offer opportunities for recruiting their student. They operate placement services where complete biodata and other particular of the student are available. Professional organization or recruiting firms maintain complete information records about employed executive. These firms maintain complete information records about employed executives. These firms are looked upon as the head hunters, raiders, and pirates by organization which lose their personnel through their efforts.

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Objective of recruitment

1: To attract with multi dimensional skills and experience that suite the present and future organization strategies. 2: To induct outsider with new perspective to lead the company. 3: To infuse fresh blood at all levels of organization. 4: To develop an organizational culture that attracts competent people to the company. 5: To search or headhunt people whose skill fit the companys values. 6: To seek out non-conventional development grounds of talent 7: To devise methodology for assessing psychological traits. 8: To search for talent globally not just within the company. 9: To design entry pay that competes on quality but not on quantum. 10: To anticipate and find people for position that doesnt exists yet.

SOURCES OF RECRUITMENT Sources of Recruitment

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Internal Sources

External Sources

Notice boards Newsletter Employee referrals Former Employee Previous applicants Promotion Transfers

Advertisement Job center Private agencies and consultant education institute the press Radio Television Word of mouth

RECRUITMENT FLOW CHART:


Brand promotion Human resource planning External Recruitment done by organization Job analysis (format of job analysis) Sourcing, Screening, Short listing (competencies & types of portals) 21

Selection (Interview process & Filtering process) HR PI Functional PI Selection test Salary offer Negotiation Joining Induction Probation Conformation INTERNAL RECRUITMENT

Recruiting from among the existing workforce offers many advantages. Seeing your employees at work on a day-to-day basis will enable you to evaluate their particular strengths and weakness accurately and choose the most suitable person for the position. When the company recruits from within the organization the employees will feel important and highly valued since it appears that the organization immediately turns to them whenever a vacancy occurs. Their work rate and performance should improve as well as they will realize that

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increasing job opportunities are available to them if they are industrious and successful at their jobs. However any method has its own merits and demerits.

1) Notice Boards

This is the convenient and simple method of passing on important messages to the existing staff. A job advertisement pinned to a notice board will probably be seen and read by a sufficient number of appropriate employees at little or no cost. However many of the staff will probably not learn of the vacancy in this way either because the notice board poorly located or is full of out dated notices that they dont bother to look at it, as they assume there is nothing new to find out. A notice board must be ensured that it is well suited. Wherever it is been placed it should be certain that it is seen by everyone. It means there must be equal opportunity to see to it and this happens when they know that just important topical notices are on display. Attention must be paid to the design and contents of the notice if it is to catch the eye and make the employee read on and then want to apply for the job.

2) Newsletters

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Many companies regularly produce in-house newsletters, magazines or journals for their staff to read. It is hoped that latest company news sheet is read avidly by all staff thus ensuring that everyone is aware of the job opportunity advertised in it. Unfortunately this is not always so, because it is sometimes not circulated widely enough and employees may find it boring and choose not to read it. Newsletter can be utilized as the source of recruitment if it is convinced that everybody will see a copy.

3) Personal Employee referral

The existing employees will probably know their friends or relatives or colleagues who could successfully fill the vacancy. Approaching them may be highly efficient method of recruitment but will almost certainly offend other workers who would have wished to have been considered for the job. To keep employees satisfied make sure that potentially suitable employees are informed of the vacancy so that they can apply. Also anyone else who is likely to be interested is told about it as well so that they can apply for the job.

4) Former Employee

Former employees are other sources of applicants for vacancies to be filled up in the organization. Retired or retrenched employee may be interested to come back to the company to work on a part-time basis.

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5) Promotion
In order to motivate the existing employees, management follows the policy of internal promotion. Promotion means an improvement in pay, position, authority, status and responsibility of an employee within the organization.

6) Transfer
Whenever a new vacancy is created within the organization, management may fill the vacancy through transfer of existing employee rather than employing a new hand, e.g., transfer from head office to branch office. Merits It improves the morale of the employees The employee is in better position to evaluate those presently employed than outside conditions It promotes loyalty among the employees, for it gives them a sense of job security and opportunities of advancement. These people are tired and can be relied upon

Demerits
It often leads to inbreeding and discourages new blood from entering into an organization. There are possibilities that internal sources may dry up and it may be difficult to find the requisite personnel from within an organization.

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No innovation are made no new thinking so on new inputs which is very much essential for the growth of the organization

Usually promotions are based on seniority so the danger is that really capable hands may not be chosen.

EXTERNAL RECRUITING

When a company is involved in large expansions and is more oriented towards achieving high growth and high market share, with more focus on quality of the product and high customer satisfaction then it is inevitable for any organization to go for external recruiting. External recruiting is nothing but recruiting the people in your organization from outside the company. It will help the company to make best use of other sources that are laying outside the organization like for example campus recruits is an effective and efficient way of recruiting when a company wants new minds that are more creative and go-getters for any

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task. If a company wants to concentrate only on its core activities and wants to relieve the burden of the task of recruitment then the more feasible option would be third party recruiting or recruitment process outsourcing RPO. The experienced persons but unemployed can be recruited into the company which may reduce the training cost if they are from same industry. Retired and experienced people can yield more by enhancing their prior experience in new business situations.

Advertisement
Advertisement is most widely used method for generating many applications. This is because its reach is very high. This method of recruitment can be used for jobs like clerical, technical and managerial. The higher the position in the organization, the more specialized the skill, or the shorter the supply of that resource in the labor market is more widely dispersed the advertisement is likely to be.

Job Centers Most large towns have a job center which offers employers a free recruitment service, trying to match their vacancies to job seekers. Staff will note information about a post and the types of person sought and then advertise the vacancy o notice boards within their premises. Job center employees can further help if requested to do so by issuing and assessing application forms and thus weeding out those applicants who are obviously unsuitable for the position. Short listed candidates are then sent out for the employer to interview on his business premises.

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4) Private Agencies and Consultants -

There are various types of private organization that can help to find the right person for a particular job. Employment agencies exist in many town and cities. Some handle all general vacancies from junior unto supervisory level while others specialize in various occupations such as accountancy, clerical or computer personnel and marketing or sales. Since they maintain a register of job seekers, they initially attempt to find applicants from this list. A short list will be drawn up by reading through applications and conducting interviews on client organizations behalf. Although fees vary, it is expected to pay around 10 to 15% of the annual salary offered if a suitable person is found for the job. This will be partly refundable if he leaves within a certain period of time. For temporary staff, it is normally charged on hourly, daily or weekly rate by the agency. They will then pay the employee. Recruitment agencies are similar to employment agencies in the services that they offer. The main difference is that recruitment agencies tend to operate at a higher level, concentrating on technical, managerial and executive appointment. Accordingly, increased time, effort and expertise are needed to compile a quality short list. This will be reflected in the fees charged, often between 18 and 22% of the annual salary of the staff recruited. Again a proportion of this may be refundable if the employees proves to be unsatisfactory and subsequently departs.

4) Educational Institutions Or Campus Recruitment


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Those companies which require a steady intake of young persons for new Youth Training to trainee management positions ought establish and maintain close contact with colleges and universities. The advantage of campus recruitment is, it is known that who the audience to be addressed are. Promotional literature in the form of posters, broachers, catalogues; press releases and so on can be issued to the audience so that the companys name remains prominent in there and their students minds all the time.

5) The Press
Advertising for the new staff through the press has proved successful for many companies. Choose between local newspapers, national newspapers and the magazines. All will put in touch with different audience. Local newspapers, read by a large cross-section of the immediate population, may be most suitable if there is sufficient talent in the area. National newspapers, with their mass circulations and differing attitudes to news coverage appealing to various tastes, could be better when looking out to fill the senior position. Naturally there are some drawbacks to newspaper advertising. It is expensive in relation to other, often equally good source such as job and careers centers, which advertise free. Other drawbacks of newspaper advertising include a high level of wastage (the vast majority of readers will not be job hunting) and a short life span. 6) Radio

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Many radio stations broadcast special job finders advertisements throughout the day for companies looking for new recruits. Advertising through the radio has got many advantages as it will be transmitted to over a wide geographical area to potentially large audience. Variety of age groups listens thus making it a suitable medium for different types and levels of jobs. Advertisements can be broadcast very quickly sometimes within hours. Nevertheless there are some disadvantages that must be considered carefully. As few have tune in to hear advertisements and their thoughts invariably wander when they are on, or they may start station hopping to find more music. The radio is also transient medium. An advertisement lasts for perhaps 30 seconds, which is a very short period in which to put across all the important points, and is then finished. It is usually difficult to remember (What was the companys name? what was its phone number?) most listeners will not have a pen and pad handy to make notes.

7) Television

You can advertise on a regional or national basis. Recruiting staff through the Television is still widely regarded as a new and innovative approach. Companies which use this medium may therefore be seen as go-ahead and dynamic. Thus, this medium may not be an immediate choice if there is only just one vacancy to be filled, although shorter and expensive one month contracts could be negotiable and worth considering.

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Merits
New entrant to the labor force i.e., young mostly inexperienced potential employees fresh graduates or postgraduates can be taken and mould in accordance with companys culture. External recruiting results in best selection from the large sources In the long run this source proves economical because potential employees do not extra training. Many different ways of recruiting is available. The excess applications generated for current requirement may be utilized for future vacancies.

Demerits

Extra time is required by the people to adjust themselves to the present working situations.

If the recruiting is done from large source then it will be more time taking as the applications generated are more and short listing becomes critical.

Cost of recruiting will be comparatively more than internal recruiting. 31

Sometimes it creates employee dissatisfaction as there may be mismatch between the employee expectation with the company and the companys expectation with the employee.

Before making a choice and making decisions as to which source should be adopted for recruiting both the sources should be thoroughly assessed and must be studied carefully the wide variety of individual sources of recruitment that are available whether Internal or External. Before choosing any sources make sure that it gives answer as YES to these following questions:

Factors Governing Recruitment

Internal Factors Recruitment Policy of the Org Size of the org & the Number of Employees Employed Cost Involved in Recruitment Growth & Expansion Plans of the Org.

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External Factors Supply & Demand of Specific Skills in the Market Political & Legal considerations such as Reservations of jobs for reserved Categories Companys Image Perception by the Job Seekers.

SELECTION

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SELECTION Selection is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. Also it is a process of differentiating between applicants in order to identify and hire those with greater likelihood of success in job. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and devise adopted in a given company to ascertain whether the candidates specifications are matched with the job specifications and recruitment or not. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision. The traditional selection process includes: preliminary screening interview, completion of application form, employment test, comprehensive interview, background investigation, physical examination and final employment decision to hire.

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Problems/Error in the Interview

Perception or the Halo effect: Many a times the interviewer selects a candidate according to the perception he has or he made up while talking or looking at the individual. This way he does not see through the caliber or the efficiency of the individual and many times it leads to the selection of the wrong candidates. BIASES Interviewers tend to favor or select people whom they perceive to be similar to them. This similarity can be in age, race, sex, previous work experiences, personal background, or other factors.

PRESSURE: The people from the HR department and also have a lot of pressure from the top management and from other top class people for selecting the candidates they want. This ways the purpose of effective selection process of effective selection process is defeated as they have to select that individual whether or not he is capable of the job. That is being offered. INTERVIEWER DOMINATION Interviewer who use the interview telling the applicant about his success, Spending entire interview telling about company plan or benefits.

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Essentials of Selection Procedure

The selection process can be successful if the following requirements are satisfied: 1. Someone should have the authority to select. This authority comes from the employment requisition as developed by an analysis of the work-load and work force. 2. There must be some standard of personnel with which a prospective employee may be compared i.e., a comprehensive job description and job specification should be available beforehand. 3. There must be sufficient number of applicants from whom the required number of employees may be selected.

SELECTION PROCESS Job Analysis

Advertisement

Collection of Application/Application bank

Scrutiny of Application

R E

Trade/Written test

J E

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Psychological test

C T

Reference Check Medical Examination

Final Selection for Appointment

1) Job Analysis

Job analysis means a process of collecting information about a job. It gives details of a job to be performed and qualifications required for performing that job efficiently. It is a scientific analysis of a job in order to obtain all relevant fact about the job. Job analysis is performed upon ongoing jobs.

2) Advertisement The medium widely used for recruitment of all categories of personnel. Though quite costly, it provides a wide choice as it attracts large number of candidates from all over the country. The qualities & qualifications expected from the candidate are usually in the advertisement.

3) Collection of Application blanks


In This step, application with necessary details is collected from interested candidates. Some companies give advertisement in the press and ask interested

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candidates to submit application on a prescribed form.

Research methodology

Research methodology is a way to systematically solve a research problem. It is a science of studying how research is done scientifically, where we study the various steps that are generally adopted by a researcher in studying the research problem along with the logic behind. When we talk of research methodology we not only talk of the research methods but also consider the logic behind the methods we use in the context of our research study and explain why we are using a particular method or technique and why we are not using others so that research results are capable of being evaluated either by the researcher himself or by others. In everyday life human being has to face many problems viz. social, economical, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out. Research was carried out at istepup services to find out the Recruitment and selection process.

SAMPLE SIZE
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The sample selected by me consisted of people at various levels in the company. The sample size is 20 respondents. The basic group targeted was the HR department of the company.

Primary Data:
Primary data was collected through survey method by distributing questionnaires to istepup employee and other HR Head. The questionnaires were carefully designed by taking into account the parameters of my study.

Questionnaire method - Collection of data was done by using questionnaire.


A number of questions were typed in a definite order and this set of questions were asked to respondents who were expected to read, understand and answer the questions on their own and reply.

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DATA ANALYSIS AND INTERPRETATION

Q1: What are the sources the recruitment and selection? sources internal External Total No. of Respondent 7 13 20

Interpretation: About 75% of the manager say that they prefer both internal as well as external source for recruitment and selection where as only 9% go for internal source and 18% go for external sources. Q2: Which method do you mostly prefer for recruitment and selection?

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Method direct Indirect Third party Total

Respondent 10 7 3 20

Interpretation: About 50% of the HR go for direct recruitment and selection and 35% go for indirect and only 15 % go for third party recruitment way.

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Q3: When do you prefer to go for manpower planning?

Time Yearly Quarterly No fix time total

Respondent 4 11 5 20

Interpretation: Around 55% of the managers go for Quarterly manpower planning and 25 % do not follow any pattern they dont have any fixed time where as 20% go for yearly.

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Q4-What are the sources for external recruitment are preferred?

External recruitment source Campus interview Placement agencies Data bank Casual application Total

No. of respondent 8 2 6 4 20

Interpretation: maximum 8 (Around 40%) respondent of HR said that campus interviews preferred in our company. and minimum 2 (8%) said that placement agency interview are preferred in our company.

Q5- What form of interview did you prefer?

Types of interview Personal interview

No. of respondent 12 44

Telephonic Video conferencing Total

3 5 20

Interpretation: Most of the HR Prefer Personal interviews, 60% prefer to take telephonic interviews where as only 25% go for video conferencing and rest 10% adopt some other means of interview.

FINDING

Corporate culture Delegation of authority involve in the company traditionally. Easy Organizational Structure Organization Structure is very easy to understand and not having any complexity for new employee understand organization structure according to various departments. Recruitment Process Process of recruitment is very fast to providing right manpower at right time for organization. 45

Transparency in Hierarchy Organization having a much more transparency in their work even though their various departments. This is helpful to maintain healthy environment between employees in organization.

Problem
Recruiters face many problems while trying to reach the candidates. The phones of candidates are either not reachable/ switched off/busy or the number is wrong.

Recommendations

Use professional association Web sites and magazines to advertise for professional staff. Develop telephonic interview in organization, it is time saving.

One HR-Representative must be in involved in recruitment process so the work will be more convenient and efficient.

By Using third party method, time can be saved

Need to more focus on e-recruitment not only through consultancies through job portals also E.g. Naukri.com

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Direct Communication with best result oriented consultancy service people should be more from Recruitment Head of Unit.

Conclusion

Recruitment & Selection in ISTEPUP SERVICESS is the great experience for me, as a management trainee, because for the first time I have got a scope to apply my knowledge in the practical field. It can be felt that if the system is not that much efficient as required but practically as the HRM deals with the human resources of an organization, involves in works for the employees. There is a need of HRIS in HRM

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BIBLIOGRAPHY

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