Submission Date: 20/7/13 Submission Time: 09:00am

HUMAN RESOURCE MANAGEMENT

PROJECT ON
RECRUITMENT PROCESS



Submitted to
DR.P.RAMLAL
NIT Warangal,
SCHOOL OF MANAGEMENT
Submitted by
KODAM SHRUTHI (128927)



CERTIFICATE
TO WHOM SO EVER IT MAY CONCERN
This is to certify that the project report RECRUITMENT PROCESS IN
QUANTUM ASIA submitted by KODAM SHRUTHI (128927) student of NIT
WARANGAL MBA 1
st
year, batch 2012-2014, bona fide work carried out by them.
During their tenure at the project, they were found to be sincere and meticulous in
their work. I appreciate their enthusiasm and dedication towards the work assigned to
them.
I am hopeful that they will prove to be a good professional and wish them grand
success for the future.



DATE: COURSE
INSTRUCTOR:

DR.P.RAMLAL
FACULTY, NIT Warangal,







ACKNOWLEDGEMENT
The success of any research study depends up on a number of factors among
which the proper guidance from the experts in the industry and a faculty plays an
important role.
I take this opportunity to convey our sincere thanks and gratitude to all
those who have directly or indirectly helped and contributed towards the
completion of this project.
We take here a great opportunity to express our sincere and deep sense of
gratitude to DR.P.RAMLAL for giving us an opportunity to work on this project.
The support and guidance from sir was of great help and it was extremely valuable.
I take this platform to convey my gratitude to the officials of QUANTUM
ASIA for their prompt response and guidance.
I would like to express our gratitude to Mr. ANUP KUMAR SINGH for his
constant support and encouragement. Without his outright support and prompt
response, it would not be possible to do any justice as well as bring authenticity to
the project.







INDEX
INTRODUCTION:
About Human resource Management
About Recruitment & Selection
Objectives of Recruitment
Process of Recruitment & Selection
Types of recruitment
Selection Procedure
Evaluation & control of Recruitment
COMPANY PROFILE:
Quantum Asia Pvt. Ltd.
RESEARCH METHODOLOGY:
Objectives of the study
Methodology of the study
RECRUITMENT SYSTEM AT QUANTUM ASIA
ANLYTICAL STUDY
SUGGESTIONS & CONCLUSION
BIBLIOGRAPHY

INTRODUCTION
HUMAN RESOURCE MANAGEMENT

Human resource management is the art of getting things done through
people & that field of human behavior in which managers plan, organize, staff,
direct & control human, physical & financial resources in an organized effort, in
order to achieve individual & group objectives with optimum efficiency &
effectiveness.

Management is concerned with accomplishment of objectives by utilizing
physical & financial resources through the resources of effort by human. The term
human resources can be thought of as the total knowledge, skills, creative
abilities, talents & aptitudes of an organizations workforce as well as the value,
attitudes & believes of individuals in valued.



NATURE & SCOPE OF HUMAN RESOURCES:

People in any organization manifest themselves, not only
through individual sections but also through group interactions. When
individuals come to work place, they come with not only technical skills,
knowledge etc., but also with their personal feelings, perception, desires,
motives, attitude, values etc., & human resource management includes

Complex dynamism
Social system
A challenging task


Complex dynamism is a close observation of employees reveals that
they are complex beings i.e. Physiological, psychological, sociological & ethical
beings.

Social system is relatively new & developed as a part of management.
Its a simple terms, personnel management is the task of dealing with human
relationships, molding & developing the human behavior & attitude towards the
job & organizational requirements.



A Challenging task:

The personnel manager plays a crucial role in understanding the
changing needs of organization & society & again in future he faces some
challenging tasks in attaining the employee, organizational & societal
objectives with available resources.

Human Resource:

HR plays a crucial role in development process of modern economics.
It is fact said that all development comes from the human mind. We have
Human resource in nations well being
Man vis--vis machine
Personnel Management & General Management.

Human Resource system is a central sub-system. In an organization it
is not only unique subsystem but also a principal & controls all other sub-
systems.

Material subsystem
Marketing subsystem
Technology subsystem
Financial subsystem.



RECRUITMENT


According to Edwin B. Flippo, Recruitment in 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.
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 in 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.









In Short Recruitment is twofold function:
1) To discover the sources of manpower to match job requirements and job
Specifications.
2) To attract an adequate number of perspective employees to permit meaningful
selection of the required personnel.
Need of Recruitment
a) Vacancies are created due to transfer, promotion, retirement, termination or
due to deaths.
b) Vacancies are created due to Expansion, diversification and growth of
business.
c) A rising standard of living.
d) Due to increasing competition.
There are two sources of recruitment
1. Internal sources
2. External sources
Internal Sources refer to the present working force of a Company.
a) Promotion: It means appointing an employee to a position of greater
responsibility. It is a good source to meet Personnel demand.
b) Transfer: It involves shifting of an employee from one job to another without
changing responsibilities. It can both solve and create problems.
c) Past employees: An organization must also consider those who served in the
company in the past but quit voluntarily or due to retrenchment and wants to return
if organization wants to re-employ.
d) Dependents: Dependents and relatives of deceased and disable employees may
also be hired.
e) Apprentice: Persons working as apprentice in the company may also be hired
whenever a clear vacancy is there.

External Resources
It is sometimes necessary to bring in some New Blood to broaden the present
Ideas, Knowledge and Enthusiasm.
a) Direct Recruitment
b) Casual Callers or Unsolicited applications
c) Media Advertisements
d) Employment Agencies
e) Management consultants or Head Hunters
f) Educational Institutions or Campus Recruitment
g) Recommendations or referrals
h) Labor Contractors
i) Telecasting

Selection is the Process to choose right type of candidates for various positions
in the organization.
It involves a series of steps by which the candidates are screened for choosing the
most suitable persons for vacant posts .The aim of selection process is to reject the
unsuitable candidates and it attracts applicants for vacant jobs in the organization.
It is a negative process because it involves rejection of unsuitable candidates. It is a
complex process under which each candidate is required to cross a number of
hurdles before getting the offer for a job.


The Factors to be considered for selecting the right person for the right job
are as under:
a) Physical characteristics Sound, body, weight, height, sight etc.
b) Personal Characteristics Age, gender, marital status, family background etc.
c) Proficiency or Skill and ability Qualifications and previous experience.
d) Competency- It points out capacity to acquire knowledge and skills for success
on the job.
e) Temperament and character Emotional, moral and social qualities, honesty and
loyalty etc.
f) Interest- Without interest, work is colorless and meaningless .So the interest of
the candidate must be judged before selecting him.
The Procedure of selection will vary from organization to organization and even
from department to department within the same organization according to the kinds
of job.
The main steps in selection procedure are:
Step I- Preliminary interview
Step II-Receiving applications
Step III-Screening of applications
Step IV- Employment tests
Step V-Employment interview
Step VI- Checking references
Step VII- Medical examinations
Step VIII- Final selection and appointment letter


Recruitment vs. Selection
Both recruitment and selection are the two phases of the employment process.
The differences between the two are:
1. Recruitment is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organization whereas selection involves
the series of steps by which the candidates are screened for choosing the most
suitable persons for vacant posts.
2. The basic purpose of recruitments is to create a talent pool of candidates to
enable the selection of best candidates for the organization, by attracting more
and more employees to apply in the organization whereas the basic of selection
process is to choose the right candidate to fill various positions in the
organization.
3. Recruitment is a positive process i.e. encouraging more employees to apply
whereas selection is a negative process as it involves rejection of the unsuitable
candidates.
4. Recruitment is concerned with tapping the sources of human resources
whereas selection is concerned with selecting the most suitable candidate through
various interview and tests.
5. There is no contract of recruitment established in recruitment whereas
selection results in contract of service between the employer and the selected
employee.

Attract and encourage more and more candidates to apply in the
organization.
Create a talent pool of candidates to enable the selection of best candidates
for the organization.
Determine present and future requirements of the organization in
conjunction with its personnel planning and job analysis activities.
Recruitment in the process which links the employees with the employees.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of selection process by decreasing number of
visibly under qualified or overqualified job applicants.
Help reduce the probability that job applicants once recruited and selected
will leave the organization only after a short period of time.
Meet the organizations legal and social obligations the composition of its
workforce.
Begin identifying and preparing potential job applicants who are appropriate
candidates.
Increase organization and individual effectiveness of various recruiting
techniques and sources for all types of job applicants.

Recruitment Policy of a Company
A recruitment policy of an organization should be such that:
It should focus on recruiting the best potential people.
Top ensure that every applicant and employee is equally with dignity and
respect
Unbiased policy.
To aid encourage employees in realizing their full potential.
Transparent, task oriented and merit based selection.
Weightage during selection given to factors that suit organization needs.
Optimization of manpower oat the time of selection process.
Defining the competent authority to approve each selection.
Abides by relevant public policy legislation on hiring and employment
relationship.
Integrates employee needs with the organizational needs.


Factors affecting recruitment policy
Organizational objectives
Personnel policies of the organization and its competitors.
Government policies on reservations.
Preferred sources of recruitment.
Need of the organization.
Recruitment costs and financial implications.


Impact of personnel policies on Recruitment policies:

Recruitment policies are mostly drawn from personnel policies of the
organization. According to Dale Yoder & Paul D. Standohar general personnel
policies provide a variety of guidelines to be spelt out in recruitment policy. After
formulation of the recruitment policies, the management has to decide whether
they centralize or decentralized the recruitment function.
Recruitment practices vary from one organization to another. Some
organizations like commercial banks resort to centralized recruitment while some
organizations like the Indian Railway resort to decentralized recruitment practices.

Merits of Centralized Recruitment:
Average cost of recruitment per candidate/unit should be relatively less
due to economies of scale.
It would have more expertise available to it.
It can ensure broad uniformity among human resources of various
units/zones in respect of education, skill, knowledge, talent etc.
It should generally be above malpractices, abuse of powers, favoritism, bias
etc.
It should facilitate interchangeability of staff among various units/zones.
It enables the line mangers of various units & zones to concentrate on their
operational activities by relieving them from the recruitment functions.
It enables the organization to have centralized selection procedure,
promotional & transfer procedure etc.
It ensures the most effective & suitable placement to candidates.
It enables centralized training programmers, which further brings uniformity
& minimizes average cost of staff.

Merits of Decentralized Recruitment:
The unit concerned concentrates only on those sources/places where it
normally gets the suitable candidates. As such the cost of recruitment would
be relatively less.
The unit gets most suitable candidates as it is well aware of the requirements
of the jobs regarding cultural, traditional, family background aspects, local
factors, social factors etc.
Units can recruit candidates as & when they are required without any delay.
The units would enjoy freedom in finding out, developing the sources, in
selecting & employing the techniques to stimulate the candidates.
The unit would relatively enjoy advantage about the availability of
information, control & feedback & various functions/processes of
recruitment.
The unit would enjoy better familiarity & control over the employment it
recruits rather than on employees selected by the central recruitment agency.

RECRUITMENT STRATEGIES

A successful recruitment strategy should be well planned and practical to attract
more and good talent to apply in the organization.
For formulating an effective and successful recruitment strategy, the strategy
should cover the following element:
(1) Identifying and prioritizing jobs requirements keep arising at various levels
in every origination: it is amount a never ending process. It is impossible to fill
all the positions immediately. Therefore, there is a need to identify the positions
requiring immediate attention and action. To maintain the quality of the
recruitment activities, it is useful to prioritize the vacancies whether to focus on all
vacancies equally or focusing on key jobs first.
(2) Candidates to target the recruitment process can be effective only if the
organization completely understands the requirements of the type of candidates
that are required and will be beneficial for the organization. This covers the
following parameters as well:

A. Performance level required: Different strategies are required for focusing on
hiring high performers and average performers.
B. Experience level required: the strategy should be clear as to what is the
experience level required by the organization. The candidates experience can
range from being a fresher to experienced senior professionals.
C. Category of the candidate: the strategy should clearly define the target
candidate. He/ She can be from the same industry, different industry, unemployed,
top performers of the industry etc.
(3)Sources of recruitment the strategy should define various sources (external and
internal) or recruitment. Which are the sources to be used and focused for the
recruitment purposes for various positions?
Employee referrer is one of the most effective sources of recruitment.
(4) Trained recruiters the recruitment professionals conducting the interviews and
the other recruitment activities should be well trained and experienced conducting
the activities. They should also be aware of the major parameters and skill (e.g.:
behavioral, technical, etc.) to focus while interview and selecting a candidate.
(5) How to evaluate the candidates the various parameters and the ways to judge
them i.e. the entire recruitment process should be planned in advance. Like the
rounds of technical interviews, HR interviews, return tests, psychometric tests, etc.







Factors governing recruitment:
Given its key role & external visibility, recruitment is naturally subject to influence
factors. These include external as well as internal forces.







Factors influencing recruitment







External Forces
Supply & demand
Unemployment rate
Labor market
Political-social
Sons of soil
Image
Recruitment
Internal Forces
Recruitment policy
HRP
Size of the firm
Cost
Growth & expansion



RECRUITMENT PROCESS
Recruitment refers to the process of identifying & attracting job seekers so as to
build a pool of qualified job applicants.
The process comprises five interrelated stages,
1. Planning
2. Strategy development
3. Searching
4. Screening
5. Evaluations & control

The ideal Recruitment programmer is the one that attracts a relatively
larger number of qualified applicants who will survive the screening process &
accept positions with the organization, when offered. Recruitment programmers
can miss the ideal in many ways:
By failing to attract an adequate applicant pool.
By under/over selling the organization.
By inadequately screening applicants before they enter the selection process.





























Recruitment Process



Personnel
Planning
Job
vacancies
Job Analysis
Recruitment
Planning
-Numbers
Employee
Requisition
Searching
Activation
Selling
-Message
Strategy
Development
-Where
-How
Applicant
Populatio
Applicant
Pool
Potential
Hires
Evaluation
&
Screening To Selection


TYPES OF RECRUITMENT:
Internal Recruitment:
o Present Employees
o Employee Referrals
o Former Employees
o Previous Applicants

External Recruitment:

o Professional or Trade Associations
o Advertisements
o Employment Exchanges
o Campus Recruitment
o Walk-ins, Write-ins & Talk-ins
o Consultants
o Contractors
o Displaced Persons
o Radio & Television
o Acquisition & Mergers
o Competitors






EVALUATION & CONTROL:

Evaluation & control is necessary as considerable costs are incurred in the
recruitment process. The costs generally incurred are:
Salaries for recruiters
Management & professional time spent on preparing job
description, job specifications, advertisements, agency liaison, &
so forth.
Cost of advertisements or other recruitment methods, that is,
agency fees.
Cost of producing supporting literature.
Recruitment overheads & administrative expenses.
Costs of overtime & outsourcing while the vacancies remain
unfilled.
Cost of recruiting suitable candidates for the selection process.


Evaluation of Recruitment Process:
1. Return rate of applications sent out.
2. Number of suitable candidates for selection.
3. Retention & performance of the candidates selected.
4. Cost of the recruitment process.
5. Time lapsed data.
6. Comments on image projected.

Evaluation of Recruitment Methods:

Number of initial enquiries received which resulted in completed
Application forms.
Number of candidates at various stages of the recruitment & Selection
process, especially those short-listed.
Number of candidates recruited.
Number of candidates retained in the organization after six months
PHILOSOPHIES OF RECRUITING:

A persuasive agreement can be made that matching the needs of the
organization to the needs of the applicants will enhance the effectiveness of the
recruitment process. The result will be a workforce who is likely to stay with the
organization longer & performs at a higher level of effectiveness. Two approaches
are available to bring about this match. They are
1. Realistic job preview (RJP)
2. Job compatibility questionnaire (JCQ)

RJP provides complete job-related information, both positive &
negative, to the applicants. The information provided will help jobseekers to
evaluate the compatibility among the jobs & their personnel ends before hiring
decisions are made. RJPs can result in self-selection processjob applicants can
decide whether to attend the interviews & tests for final selection or withdraw
themselves in the initial stage.

JCQ was developed to determine whether an applicants preferences
for work match the characteristics of the job. JCQ is designed to collect
information on all aspects of a job, which have a bearing on employee
performance, absenteeism, turn over & job satisfaction.




























Typical consequences of job previews







Traditional Procedures
Set initial job expectations too high
Job is typically viewed as attractive
High rate of job offer acceptance
Work experience belies expectations
Lower job survival, dissatisfaction,
Frequent thoughts of quitting
Realistic Procedures
Set job expectations realistically
Job may or not be attractive depending on
individual needs
Some accept, some reject job offer
Work experience confirms expectations
Higher job survival, satisfaction, and no thoughts
of quitting

SELECTION

MEANING:

Selection is the process of picking individuals (out of pool of job applicants)
with requisite qualifications & competence to fill jobs in the organization.

DEFINITION:

It is the process of differentiating between applicants in order to identify (&
hire) those with a greater likelihood of success in a job

The selection procedure cannot be effective until & unless:

1. Requirements of the job to be filled have been clearly specified (job
analysis, etc.).

2. Employee specification (physical, mental, social, behavioral, etc.) have been
clearly specified.

3. Candidates for screening have been attracted.

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 workload &
work force.

2. There must be some standard of personnel with which a prospective
employee may be compared, i.e. a comprehensive job specification should
be available beforehand.

3. There must be a sufficient number of applicants from whom the required
number of employees may be selected.

ROLE OF SELECTION:

















Outcomes of the selection decision


A number of factors affect the selection decision of candidates. The
important among them are:

1. Profile matching.
2. Organizational & social environment.
3. Successive hurdles.
4. Multiple correlations.











Success

Failure

Failure Predicted Success Predicted


False Negative
Error

True Positive
(High Hit)

True Negative
(Low Hit)

False Positive
Error

Employment


Line Managers
Decision


Reference Checks


Medical Examination


Final Interview


Tests


Group Discussion


Preliminary Interview


Written Examination


Application From



Selection Process







NEED FOR SCIENTIFIC SELECTION SYSTEM:


Every organization has to follow a systematic selection procedure since
problems with the employee start after his selection & employment. In other
words, if an organization selects a wrong person, it has to face a number of
problems with him. In addition to the cost of selection, training & other areas will
become a recurring expenditure to the company owing to employee turnover
caused due to improper selection technique. Every organization is influenced by
the social factors, as it is a part & parcel of the society. Hence, it has to do justice
to all sections of the people in providing employment opportunities. Hence,
organizations should have an objective system of selection that should be impartial
& provide equal opportunity. Above all, the organization should also follow the
Government rules & regulations regarding filling up of certain number of
vacancies by the candidates belonging to certain communities & certain regions.


SELECTION PROCEDURE:
There is no standard selection process that can be followed by all
companies in all the areas. Companies may follow different selection techniques or
methods depending upon the size of the company, nature of the business, kind &
number of persons to be employed, government regulations to be followed etc.
thus, each company may follow any one or the possible combinations of methods
of selection in the order convenient or suitable to it. Following are the selection
methods generally followed by the companies.

Selection procedure employs several methods of collecting information
about the candidates qualifications, experience, physical & mental ability, nature
& behavior, knowledge, aptitude & the like for judging whether a given applicant
is or is not suitable for the job. Therefore, the selection procedure is not a single act
but is essentially a series of methods or stages by which different types of
information can be secured through various selection techniques. At each step,
facts may come to light which are useful for comparison with the job requirement
& employees specifications.



Steps in Scientific Process:













































Job Analysis
Human Resource
Plan
Recruitment
Assess the Fit between the
Job & the Candidate
Development Bases for Selection
Application / Resume / CV /
Bio-data
Written Examination
Preliminary Interview
Business
Games
Tests
Final Interview
Medical Examination
Line Managers Decision
Employment
(1) J ob Analysis:

Job analysis is the basis for selecting the right
candidate. Every organization should finalize the job
analysis, job analysis, job description, job specification &
employee specifications before proceeding to the next step of
selection.

(2) Recruitment:

It is the process of searching for prospective
employees & stimulating them to apply for jobs in an
organization. It is the
Basis for the remaining techniques of the selection & the
latter varies depending upon the former.

(3) Application Form:

It is also known as application blank. The
technique of application blank is traditional & widely
accepted for securing information from the prospective
candidates.
(I) Personnel Background Information
(II) Educational Attainments
(III) Work Experience
(IV) Salary
(V) Personal Item
(VI) References.

(4) Written Examination:

The organization have to conduct written
examination for the qualified candidates after they are
screened on the basis of the application blanks so as to
measure the candidates ability in arithmetical calculations,
to know the candidates attitude towards the job, to measure
the candidates aptitude, reasoning, knowledge in various
disciplines, General knowledge & English Knowledge.
(5) Preliminary I nterview:

The preliminary interview is to solicit necessary
information from the prospective applicants & to assess the
applicants suitability to the job. Preliminary interview is
useful as a process of eliminating the undesirable &
unsuitable candidates. If a candidate satisfied the job
requirements regarding most of the areas, he may be selected
for further process.


(6) Group Discussion:

The techniques of group discussion are used in
order to secure further information regarding the suitability
of the candidate for the job. Group discussion is a method
where groups of the successful applicants are brought around
a conference table & are asked to discuss either a case study
or a subject matter.

(7) Tests:

The next stage in the selection process is
conducting different tests as given below. The objective of
tests is to solicit further information to assess the employee
suitability to the job. The important tests are:
Guides to Testing
Concepts of Testing
Testing Terminology






Types of Tests:

(I) Aptitude Tests:
(a) Intelligence Test
(b) Mechanical Aptitude
(c) Psychomotor Tests
(d) Clerical Aptitude Tests

(II) Achievement Test:
(a) Job knowledge
(b) Work Sample Test

(III) Situational Tests:
(a) Group Discussion
(b) In Basket

(IV) Interest Test:

(V) Personality Tests:
(a) Objective Tests
(b) Projective Tests

(8) Final I nterview:

Testing usually follows final interview. This
is the most essential step in the process of selection. In
this step the interviewer matches the information
obtained about the candidate through various means to
the job requirements & to the information obtained
through his own observation during interview.







Types of interview:

(I) Preliminary Interview (a) Informal interview
(b) Unstructured interview


(II) Core Interview (a) Background information interview
(b) Job & probing interview
(c) Stress interview
(d) The group discussion
(e) Formal & structured
(f) Panel interview
(g) Depth interview

(III) Decision making Interview


Interview process:

(A) Preparation for the interview
Appropriate type of interview
The areas to be tested
Type & number of interviews
Review the information

(B) Conduct the interview
Open the interview
Get complete & accurate information
Record observations & impressions
Guide the interview
Check the success of the interview

(C) Close the interview

(D) Evaluate interview results

Qualities of a Successful Interviewer:

o By selecting the interviewer with higher status, caliber, skill &
knowledge
o Resorting to right type of interview depending upon the situation
o Studying the background information, data, facts about the
candidates before the interview
o Assessing & evaluating the characteristics & traits of the
candidate accurately
o By basing interview coverage on job & organizational
requirements
o Following time management techniques to collect as much
important information as possible with in the available time
o Checking before hand the reliability & validity of the interview &
method
o Respecting interviewees interest & individuality
o Clearly informing the interviewee the purpose of the interview
o Making the interviewee feel at ease throughout the interview
o Encouraging interviewee to speak freely
o Interviewer should try to understand the words used by the
interviewees
o Interviewers should not have personal views & opinions.

(9) Medical Examination:

Certain jobs require certain physical qualities like clear vision, perfect
hearing, unusual stamina, tolerance of hard working conditions, clear tone, etc.
Medical examination reveals whether or not a candidate possesses these qualities.



(10) Reference Checks:

After completion of the final interview & medical examination, the
personnel department will engage in checking references. Candidates are required
to give the names of reference in their application forms.


(11) Final Decision by the Line Manager Concerned:

The line manger concerned has to make the final decision whether to
select or reject a candidate after soliciting the required information through
different techniques discussed earlier.


(12) Employment:

Thus, after taking the final decision the organization has to intimate
this decision to the successful as well as unsuccessful candidates. The organization
sends the appointment orders to the successful candidates either immediately or
after sometime depending upon its time schedule.

Effectiveness of Selection Programme:

The purpose of selection program & techniques is to choose the most
suitable candidate for a given job from among the prospective employees. The
selection program would be effective, if the candidates selected/hired perform
their jobs efficiently & sincerely with commitment. The human resource manager
should evaluate the effectiveness of the selection program periodically. Dale S.
Beach suggests audit of the selection program to know the effectiveness of the
selection program.




Recent Trend in Selection:

New trends have been emerging in selection techniques along with
other areas of human resource management. The recent trends in selection include:

Selection by invitation
Leasing
360 Selection Program






BARRIERS TO EFFECTIVE SELECTION:

The main objective of selection is to hire people having competence
& commitment. This objective is often defeated because of certain barriers. The
impediments, which check effectiveness of selection, are perception, fairness,
validity, reliability & pressure.

1. Perception: Our inability to understand others accurately is probably
the most fundamental barrier to selecting the right candidate.

2. Fairness: Fairness in selection requires that no individual should
be discriminated against on the basis of religion, region, race or gender.
But the low numbers of women & other less-privileged sections of the
society I middle & senior management positions & open discrimination
on the basis of age in job advertisements & in the selection process
would suggest that all the efforts to minimize inequity have not been
very effective.

3. Validity: Validity, as explained earlier, is a test that helps predict
job performance of an incumbent. A test that has been validated can
differentiate between the employees who can perform well & those who
will not. However, a validated test does not predict job success
accurately. It can only increase possibility of success.

4. Reliability: A reliable method is one, which will produce consistent
results when repeated in similar situations. Like a validated test a reliable
test may fail to predict job performance with precision.

5. Pressure: Pressure is brought on the selection by politicians,
bureaucrats, relatives, friends & peers to select particular candidates.
Candidates selected because of compulsions are obviously not the right
ones. Appointments to public sector undertaking generally take place
under such pressures.











1. To analyze different techniques those are been used in
recruiting the applicants into Quantum Asia.

2. To study & understand the expectations of applicants &
their opinions about the recruitment process.

3. To put forward various suggestions with a view to make
recruitment process more effective.









Methodology:

A detailed study of various books on Recruitment Process was undertaken
to design a questionnaire for evaluating the methods of recruiting the applicants
into Quantum Asia Private Ltd.

A total of 17 questions were posed in the questionnaire to analyze the
effectiveness of recruitment process in Quantum Asia Private Ltd to its employees.
The sample size is 50.

Method Of Data Collection:

The design of the research project specifies both the data that are needed &
how they are to be obtained. The step in data collection process is to look for
primary data as well as secondary data.

1. Primary Data:

Primary data are data that are collected to help solve a problem or take
advantage of an opportunity on which a decision is pending. An important source
of primary data is survey research. The various types of surveys are (personal,
mail, computer & telephone).


Primary data is generated from:

(a) Questionnaire:

Questionnaire consists of questions, which are closed ended as well as
open-ended questions having fixed response pattern with multiple answers
.
(b) Informal Interviews:

The interviews that have been taken from the General Manager, Human
Resource Manager & some of the executives have helped a lot in collecting
the information.


2.Secondary Data:

Secondary data are that were developed for some purpose other than helping
to solve the problems at hand. The secondary data those are available to relatively
quick & inspective to obtain. Internal sources can be classified into for broad
categories: Appraisal reports, training reports, miscellaneous records & internal
exports.

Sampling:

The sample method is the way the sample units are to be selected. The
technique used for selecting the samples is non-probabilistic convenience
sampling. The sample size of the project is employees.

Data Analysis:

The data has been analyzed based on both qualitative & quantitative
techniques of analysis. The responses are tabulated & drawing bar graphs & pie
diagrams made a study. Conclusions are drawn after interpreting the tables &
graphs.

Limitations:

1. The study is confined to a limited period i.e., 6 weeks.
2. Accuracy of the study is purely based on the information as given by
the respondents.










RECRUITMENT PROCESS AT
QUANTUM ASIA PRIVATE LTD

Recruitment Process in Quantum Asia Private Ltd:

Manpower Requisition:

This is an estimate given by the Head of the Department.

It should be of two types they estimate yearly and monthly Recruitment, and
recruit whenever they need manpower.

Man Power Requisition sent from concerned department to General Manager -
Human Resource Department. After Approval of GM HR it is forwarded to the
Director after his Approval it come to GM HR then it is send to the Recruitment
Team.







Recruitment:

Recruitment is the process of identifying and attracting job seekers to get
qualified job applicants.

The sources for Recruitment being (i.e., Internal or External sources)
Internal Sources: Through Employee Reference.
External Sources: Advertise through Post Box Adds, News Papers, Campus
Recruitment, through Web Site etc.,

They collect the Resumes then enter as soft copy with the details Name,
Qualification, Date of Birth, reference and date of entering. The date of entering
should be written on resume also give numbering to each resume. Then the
Resumes are sent to GM HR. GM HR Screen the Resumes, he divides the
Resumes in to three parts, and they are
1. Short listed Resumes These are sent to concerned department
to check whether the qualification is suitable or not. If suitable
they ask Recruitment Team to call the candidates for further
process of selection.
2. Hold Resumes This implies the candidates will be called in the
near future for interview.
3. File Resumes These are rejected Resumes.
The selected candidates are called either through Phonogram, Telephone or E-
Mail informing them the time, date, and venue of the interview and also intimate
them that there will be reimbursement for the travel expenses (only for the
outstation candidates i.e., candidates from other states) to attend the scheduled
interview, after submission of their tickets as proof and also the company arrange
Lunch for all candidates.


Selection Process:

The first stage in selection is written test, which has specific time & cutoff
marks which is conducted to fresh candidates but not to the experienced ones.
Experienced candidates have attended to interview directly. When the candidates
qualify in written test he should be sent to second stage. They provide pleasant
Conference Hall to written test. They announce the results very fast and promote
them to next round.

The second stage is Interview by concerned department, which is subject
oriented. When he selected in this interview he should be sent to third stage.

The third stage is also interview by personnel department which is regarding
terms & conditions of employment. After qualifying third round they offer job by
giving offer letter.

If the candidate is not qualified in any one of the stages they can be kept in
cooling period for three months i.e. the person is not eligible for applying any other
job in Quantum Asia Private Ltd.
Placement:
There are two stages in placing the candidates.

Firstly, Issuing the offer letter, which contains job designation, joining
date, salary structure & the formalities the candidates have to furnish at the
time of joining date.
Secondly the joining of candidate in the company, because sometimes it
may happen that his offer may be cancelled due to some unwanted
situations. Therefore his joining also is prioritized. On this occasion he may
be exposed to the job responsibilities he has to take over.
FLOW CHART OF THE RECRUITMENT PROCESS:




















Manpower Requisition from
concerned department
GM HR
To Director
To GM HR
To Recruitment Team
Start Sourcing
Collection of Resumes
Screening of Resumes
Short Listed File Hold
Send to Concerned
Department
After Approval send to
GM HR
To Recruitment Team
Internal Source External Source
A

























Call the candidates by
Second Round is Technical Round
Selected
Candidates
Rejected
Candidates
Kept in Cooling
Period
Second Interview by Personnel
Department regarding Terms &
Conditions
Issue Offer Letter
Accept Not Accepted
Joining Letter
Placement
Recruitment Starts Again
Selected Candidates
First Round is written test
A
Phonogram
Telegram
E-Mail
Hold: These Resumes are Check whenever they want to recruit again.

File: These Resumes are Rejected Resumes.

Short-list: Selected Resumes.

Cooling Period: These Persons is not eligible for applying for any other job at
Quantum Asia Private Ltd up to 3 months period.

Internal Sources: Employee References, Promotions, etc.,

External Sources: Post Box, News Paper s, Consultancy Advertisements etc.









SUGGESTIONS:

Use Job Portals to advertise for vacancies.

Use MIS for keeping a track of candidate database, which will help to
source profits easily for future requirement. This will also prevent
duplication of resumes.



















Questionnaire

1. How did you come know about the vacancies at Quantum Asia?
(a) Internal reference
(b) Quantum Asia Employees
(c) News Paper Add
(d) Consultancy

2. Why did you choose Quantum Asia Only?
(a)Having Goodwill
(b)Attractive Salaries
(c)For Experience
Any other

3. The time allotment to written test is sufficient
(a)Agree
(b)Disagree
(c)Uncertain

4. Written test is the best screening tool in an interview
(a)Agree
(b)Disagree
(c)Uncertain

5. The second round i.e., Technical round is the key round for judging potential of
the candidate
(a)Agree
(b)Disagree
(c)Uncertain

6. Your opinion on co-ordination of the interview were
(a)Excellent
(b)Good
(c)Average
(d)Poor

7. The salary package offered by Quantum Asia is Satisfactory as per market
conditions
(a) Agree
(b) Disagree
(c) Uncertain

8. Do you like agreement system in Quantum Asia?
(a)Agree
(b)Disagree
(c)Uncertain
9. Is it necessary for so many rounds of interview to filter the candidates?
(a)Yes
(b)No
Any other

10. In which round did you fell tough to answer?
(a)Written Test
(b)Technical Round
(c)Hr. Round
(d)Both (b) & (c)

11. The work assigned to you suits your qualification
(a)Yes
(b)No

12. Would you suggest your friends, Relatives & nearer ones to join at Quantum
Asia
(a) Yes
(b) No
13. from your point of view any comments/suggestions on
Quantum Asia Recruitment & Selection Process














BIBLIOGRAPHY


Human Resource Management Ashwathapa


Essential of Human Resource
Management & Industrial Relation P.Subba Rao

Personnel
The Management Of
Human Resource Stephen P. Robbins

Organizational Behavior Peterson

WEBSITES:

The official website of Quantum Asia Private Ltd:
www.quantumasia.in












































FUNCTIONAL AREA OF HRM

Human resource auditing
Human resource strategic planning
Human resource planning
Manpower panning
Recruitment / selection
Induction
Orientation
Training
Management development
Compensation development
Performance appraisals
Performance management
Career planning / development
Coaching
Counsellings
Staff amenities planning
Event management
Succession planning
Talent management
Safety management
Staff communication
Reward