SUMMER TRAINING REPORT

ON
RECRUITMENT & SELECTION
AT

SSR WIRELESS PVT. LTD.

Submitted in partial fulfillment of the requirement of the award of degree in

Master of Business Administration

September: 2011

Submitted to:-

Submitted by:-

Controller of Examination

Lokesh Kumar

BHARATHIAR UNIVERSITY

M.

COIMBATORE-641 046

B. A. 2nd Semester
Roll No. ENR 051

A. K. S. I. M. E.

Noida

ACKNOWLEDGEMENT
Any accomplishment requires the effort of many people and this work is no
different. It has been my proud privileges to be attached to do research on such a
topic which gave me the chance to get connected with some great people who are
thoroughly professional i.e., staff of SSR WIRELESS PVT. LTD. all highly
professional company with modern outlook. With due respect I express my
indebtness to the management of SSR WIRELESS PVT. LTD. for accommodating
me to have a look into their systems and providing me with all information I
needed to complete my research work..
I would like to express my gratitude with deep sense of reverence to Miss.
RajKumari Choudhary [HR Manager]. It would have been difficult to go through
this REPORT without their help. She not only helped me in collecting data but
also supported me with their valuable knowledge and experience in the successful
completion of this REPORT.

I sincerely thank Mr. Harishwar Sharma (faculty supervisor - AKSIME) who have
been the constant source of guidance & encouragement.

I would also thankful to almighty god for his grace and mercy to successfully complete
this report.

[LOKESH KUMAR]

PREFACE

Experience is not what happens to a man; it is

what a man does with what happens to him.
-- ALDOUS HUXLEY
In our two years degree program of M.B.A. of theres provision for doing summer
training, in IInd semester. The essential purpose of this REPORT is to given an
exposure and detailed outlook to the student of the practical concept, which they
already studied research. For this purpose, I was assigned the REPORT for the
RECRUITMENT & SELECTION in Noida. It is a matter of great privilege to
work for this topic.
The REPORT lasted for a period of eight weeks; it was informative, interesting
and inspiring.
I hope this report will provide an experiment outlook to the View of employees
towards the importance of performance appraisal in the organization.

CONTENTS

S.NO.

PARTICULARS

INTRODUCTION OF THE COMPANY

INTRODUCTION OF THE TOPIC

RESEARCH METHODOLOGY

DATA COLLECTION AND ANALYSIS

FINDINGS OF THE STUDY

CONCLUSION AND SUGGESTION

QUESTIONNAIRE

BIBLIOGRAPHY

INTRODUCTION TO THE COMPANY

SSR Wireless Pvt. Ltd.

SSR Wireless Pvt. Ltd is a leading end to end provider of mobile promotions and online
services. It believes in delivering quality IT solutions to its client. Maintaining old
relations by obtaining quality output, and creating new ones by giving best services and
output that turns name into brand name.
Our inspiration lies in the successful satisfaction of our numerous clients. We work as
filler in the space left in the promotion of any product or services provided by you. We
are also one of the leading website development companies. Our range is so reasonable
that it fits in every budget. We try to understand the vision & need that an enterprise has
in his (Their) mind for his (Their) website & develop those ideas.
Our managers are just a call away from our client & always available for any type of
Queries & Confusion. We are always ready for a committed relationship is business &
moves lack is spirit of serving you better.

SSR Wireless Pvt. Ltd was founded to fill the gaps and inefficiencies of promoting any
product or services. SSR Wireless Pvt. Ltd is a professional website design company
Delhi that boasts to provide full featured IT services including bulk SMS services, Ecommerce, short code service, SEO, content writing, corporate solutions and data entry
solutions.
We are also leading end to end provider of mobile promotions and online services. It
believes in delivering quality IT solutions to its client.
Our only mission is to maintain old relations by obtaining quality output, and create
new ones by giving best services and output that turns name into brand name. With
these two main objectives and a view of satisfying both the sides we lead in our field.
At SSR Wireless we believe in giving services which satisfies from the biggest to
smallest requirement of every company, small or big. A great deal of attentions and care
is taken for every client that we handle

COMPANY PROFILE

SSRs Offerings:
SOFTWARE DEVLOPMENT FOR ENTERPRISE
ENTERPRISE BUSINESS SOLUTIONS
SHORT CODE/LONG CODE CAMPAIGNING
API (APPLICATION PROGRAMMING INTERFACE)
SMS MARKETING/CAMPAIGNING
EMAIL MARKETING/CAMPAIGNING
VALUE ADDED SERVICE

SMS SOLUTIONS
We offer complete end-to-end SMS advertising and marketing solutions for different
products and services. We provide result-oriented solutions to our clients by our trusted
SMS services. Our highly qualified professionals are completely ROI-focused and
provide accountability metrics with reporting for all online and offline campaigns.
SMS marketing is among the most modern and focused processes, and accounts as a
proficient media method to promote and bring revenue to ones business. We offer
complete end-to-end SMS advertising and marketing solutions for different products
and services. We provide result-oriented solutions to our clients by our trusted SMS
services. The company provides this mode of advertisement which is highly ecofriendly. The costs involved in this mode of advertisement are very well controlled and

regulated by the concern. We even render the facility of scheme alerts, which in turn
generates responses in the form of SMS. We distribute thousands of SMS in just a
single click. SMS marketing has expanded largely in the market over the past couple of
years with companies finding innovative ways to boost their products and services.
SSR Wirelesss Enterprise SMS Solution enables enterprises to broadcast, track and
analyze bulk SMS to their customers for Promotional Campaigns, Updates, Service
Messaging Alerts to existing customers, Marketing and Customer Care.
This SMS Solution may be successfully applied across Real Estate domain for various
business aspects like Promoting Upcoming projects, Launching various special offers &
schemes for early bookings & festive occasions, Sending reminders to existing clients
for installment payment due dates/registration dates etc., amongst others in order to
serve both prospective & existing clients.

Breaking Features:

User-friendly Standard/Customized Software/Web Panel to shoot SMS.

Excel/Notepad/CSV files uploading support.

Customized/Personalized Sender-Id (i.e. the name displayed in receivers

mobile message inbox) e.g. <BPTP>, is used to send SMS thereby promoting
your brand.

Database support if required.

Groupings, Scheduling of SMS and Templates Features for frequent SMSing.

Real-Time Reports.

API URL Link for Push-SMS Gateway available to integrate into Clients Panel.

Reseller Panel with complete Sub-Accounts administration.

For Demo:
http://sms.ssrwireless.in

EMAIL SOLUTIONS
E-mail marketing is a great tool for increasing sales if used correctly.
Although it lacks in creating trust between customer and retailer, unlike direct contact,
it can increase sales of your business, irrespective of your size.
This trust can be created if you know what things are to be avoided.
It can only be done when you show that you concern more about your potential client
than your sales figure. This is the mail key in email marketing.
Our Technology For a mail campaign:
10000 IPs that will be rotate per second work as Friendly IPs / Users.
40 Mbps band width (Generally need 20 Mbps).
Our Server is having Capacity to send 1 lac mails/hour.
We use the slicing technology to decrease the size of the mail, which helps our server
to deliver the mail in the 90%*Inbox Delivery.
When the mail is opened on the PC it picks the images at the same moment from our
server, the content and the images are displayed in mail body and not as an attachment
For sending the mails we don't have to write all the email addresses together in cc or
bcc in fact our software picks every email address automatically from the attached file
and send the mails individually.
Our server resends the mail when the receiving server at the customers end blocks the
mail.
The name of your company will display in the sender ID that will create awareness of
your product in the market.
For Demo
Bulk Mail

TWO-WAY MOBILITY

(Short code Services):-

A SMS Short code is a 5 digit number, always starting with the digit 5(code for India),
shorter and easier to remember. SMS short codes are used to receive and send out text
messages from/to consumers and are generally used for following purposes:

Campaign Management

Contest Management

Feedback and Vote Management

Client Servicing(e.g. Phone Banking)

A consumer sending text BPTP (the keyword) on 56767 (the Short code), he/she will
get an auto reply like "Thanks for showing interest. BPTP Limited will get back to you
soon".
The mobile number of the person who sent that message will be notified to you through
email and SMS.
Further, to manage efficiently your Product/Service line free unlimited number of sub
keywords can be attached with every keyword
e.g. <BPTP> <PROJECTS> for getting the list of projects of BPTP Limited; or
<BPTP> <LOCATION> for getting the location address of BPTP Projects or <BPTP>
<MAP> to send the video link to the road map to BPTP Project site to the inquiring
visitors. etc.
Unlimited number of free Sub keywords like Projects, Location and Map can be
attached to the Keyword BPTP.

Breaking Features:

Free Unlimited Sub Keywords

Two-level Control Panel (Primary Keyword Manager and Sub Keyword

Manager; change settings like Auto-Reply for Keyword & attached Sub
Keywords.)

Real Time Reporting(Actual updated responses views)

One free SMS for every incoming SMS (as an auto reply)

URL Forwarding to receive incoming SMS on your application

Both Dedicated & Shared Short-codes available.

LONG CODE
Long codes or Virtual mobile numbers are used to receive voice call and SMSs by
businesses. It helps businesses to have its own numbers rather than shared short codes.
It enables the customer to send SMS directly to the application from their mobile
phones. It creates the scenario where you can receive replies for the messages that were
sent from your application. You are the only controller of the messages and all the
keyword codes. There is wide range of industries where these codes are helpful, like
dating companies, network monitoring companies, financial institutes, etc.
Long code is a reception mechanism used by businesses to receive SMS messages and
voice calls. Long numbers enable businesses to have their own number, rather than
short codes which are generally shared across a lot of brands

We offer a complete package of Web based as well as Windows based application. We

strictly follow the Software development life cycle for outstanding results. Our goal
is to exceed the expectation by giving the error free product (Web Based/Windows
based) with in timeline given.
Application Development provides the IT backbone for our clients. We follow industry
standard model (Prototyping, Design, Programming, Testing, Installation, and
Maintenance) for Software Development.
Applications are thoroughly tested before delivering to the clients to ensure the longer
shelf life with minimal maintenance and support requirements. Software Application
Development not only involves the development of new applications but also includes
the development of new functions for existing software applications.

We deploy the latest Software development techniques to deliver cutting edge solutions,
with shortened "time to market", thereby providing you with that extra competitive
advantage very much needed for success in today's global business marketplace.
The core objectives while servicing our clients are:
To make a significant impact on our client's business ecosystem by deploying state-ofthe-art and relevant IT systems and services.
To develop and provide the most cost-effective and high quality IT products and
services to all our clients.
To work closely with our customers to develop a customized solution that exceeds all
customer expectations and standard
Our Company concentrate on the three most common purposes are to meet specific
needs of the client/business, to meet a perceived need of some set of potential users or
for personal use

SSR Wireless provides the various competencies based IT trainings. These programs
include training on
C/C++
Java
Dot Net
SAS
PHP
Oracle
These training programs covers the in depth knowledge of the topic. We make sure that
that the joiners be more competent and productive for the real time environment. We
have quality trainers with small size classes so that proper attention is provided to every
one. Other that class room teachings we provide sample questions and knowledge based
documents. The students in curriculum will be assisted by the trainer in projects that
can help him gain his practical knowledge.
For Techno-Promotions sector, our Professional & Highly skilled team has years of
experience of serving the well known brands like

Yahoo India Groups venture Call Ezee

Jindal Architecture

Hyundai motors

Colour plus

Nirulas

Tanishq

Club Mahindra

Comesum

Whirlpool

Ahujasons

All Check Deals

Ashiana Homes

Ramprastha

Logix

Supertech

Investors Clinic

Habitech Promoters

JMD Group

Sidhartha Developers

AMR Infra

Mahavir Hanuman Group

iTrust & many more

Visit us at www.ssrwireless.in

INTRODUCTION OF THE TOPIC

RECRUITMENT AND SELECTION
Recruitment is the process of generating a pool of capable people to apply for
employment to an organization.
Now first we will discuss to the introduction to the recruitment. Recruitment is the
process which continues with selection & cases with the placement of the candidates.
Recruitment is the discovering of potential applicants for actual or anticipated
organization vacancies.
Recruitment is a process to discover the source of manpower to meet the requirement of
the staffing schedule and to employ effective measure for attracting that manpower in
adequate number of facilitates affective selection of an efficient working force.
Recruitment is the most important function of personnel administration, because unless
the right type of people is hired, even the best plan organisation charts & control system
would not do much good.
According to the Flippo, views recruitment both as positive & negative activity. Positive
recruitment means it is a process of searching for prospective employee & simulating &
encourages them to apply for jobs in an organisation.
Negative recruitment means negative recruitment as reject a good member of those who
apply, leaving only the best to be hired. And the positive recruitment means people to
apply for jobs increasing the hiring ratio.
STRATEGIC OVERVIEW:-

Recruitment is the main purpose to the job

description & job specification.

TODD BERKLEY US BANK we manager for sales and support & customer retention ,
plays a role strategic role at the bank & concerned about the number of big customer
who are closing their account & moving their competitors, U.S bank recently refocused
its competitive strategic and its new emphasizing identifying & quickly eliminating the
customer service problem that are closing its customer leave, but Todd has discovered

that doing so that has affected every aspect of the bank HR policy & procedure, to make
sure they emphasize customer at once
HR had to write new job description for employee ranging from teller to guard to
vice-president to include their new service related duties, and then course the
bank had to train these employee & institute new hiring standard to recruit and
hire service oriented people to fill the new position & all firms . Hr efforts had to
support U.S Bank new customer service strategy if that strategy was to succeed.

1)

Recruitment theory:-

Recruitment is a two- two way street :- It takes a recruiter and a recruiteejust as the recruiter has a choice whom to recruit & whom not so also the
prospective employees has to make the decision if he should apply for that
organisation job.

2)

Objective factor theory Objective factor theory is the process of

organisational choice as being one of weighing & evaluating a set of
measurable characteristic of employment offer, such as pay, benefits
location opportunity for advancement & the nature of the work to be
performed.

3)

The critical contact theory The critical contact theory means the typical
candidate is unable to make a meaningful differentiation of organization
offer in terms of objective or subjective factor because of his limited or very
short contact with the organization.

4)

The subjective factor theory- Subjective factor theory means is emphasizes

the congruences between personality pattern and the image of the
organization.

 STEPS ON RECRUITMENT PROCESSAccording to the recruitment process are involve in six steps:STEPS 1
Recruitment process is the first Steps decided how youve use the
information, since this will determine the data you collect & how you collect
them. And some data collection technique like interviews the employees &
asking what the job intakes are good for writing job descriptions & selecting
employees for the job. And vide qualitative information for job descriptions.
STEPS 2 Second step to the recruitment process is the relevant background
information such as organizations charts & process chart & job descriptions.
a. Organization chart shows the organization wide distribution of work with
titles of each position & interconnecting lines that show who reports to &
communicates with whom.
b. Process charts A work flow chart that shows the flow of inputs to
and output from particular jobs.

STEPS 3
Select representative position why? Because there may be too many
similar jobs analyze. The example it is usually unnecessary to analyze
the jobs of 200 assembly worker when a sample of 10 jobs will do.
STEPS 4
Actually analyze the job collecting data on job activity, required
employees behavior working condition & human traits & ability needed
to perform the jobs.
STEP 5

Verify the job analyze information with the worker performing the Job
& with his her or her immediate supervisor. This will help confirm that
the information is factually correct and complete.
STEP 6
Develop a job description and job specification. And these are two
intangible product of the job analysis and the job description is a
written statement that describes the activity and responsibilities of the
job.
SOURCES OF RECRUITMENT:Before an organisation activity begins recruiting applicants, it should consider the most
likely source of the type of employee, it needs some company try to developed new sources,
while most only try to tackle the exiting sources they have.
These sources accordingly may be termed as internal & external sources.

PROCESS:-

1) INTERNAL SOURCES:Internal Sources are the most obvious sources. These include personal already on the pay
roll of an organisation, these sources also include personnel who were once on the pay roll
of the company but who plan to return or whom the company would like to rehire.
Merits:1. It improves the morale of employees, for they are assured of the fact that they would be
preferred over outsider when vacancies occur,
2. It promotes loyalty among the employees, for it gives them a sense of jobs security &
opportunities for advancement.
3. It is less costly then going outside to recruit.
Demerits:1. It often leads to inbreeding & discourages new blood from entire an organisation.
2. They are possibilities that internal sources may "dry up" & it may be difficult to find the
requisite personnel from within an organisation.
3. Since the learner does not know more than the lecture, no innovation worth the name
can be made.
2) EXTERNAL SOURCES:External sources lie outside the organisation and they usually include.
1. New entrants to the labour for, i.e. young mostly in experienced potential employees the college student.
2. The unemployed- with a wide range of skill and abilities.
3. Retired experienced person such as Mechanics, Machinists, Welder accountant.
Merits: 1. External sources provide the requisite type of personnel for an organisation, having a
skill training & education upto the required standard.
2. In the long run, this source proves economical because potential employees do not need
extra training for their jobs.

Demerits: However this system suffers from what is called "Brain Drain" especially when
experienced person raided or hunted by sister concern.

RECRUITMENT METHODS:Recruitment methods are divided into three categories: direct, indirect and
third party.

DIRECT
METHOD

INDIRECT
METHOD

THIRD
PARTY
METHOD

RECRUITMENT
METHODS

(1) Direct Method:- These including sending travelling recruiter to educational

professional institution, employees contract with public an manned exhibits.
One of the, widely used direct method is that of sending of recruiter to colleges
recruiting is done in co-operation with the placement office of a college.
For managerial professional & sales personnel, campus recruiting is an extensive
operation.

(2) Indirect Method:- Involve mostly advertising id newspaper on the radio in

trade & professional journals technical magazine & brochures.
Advertising in newspaper & or trade journal & magazine is the
most frequency used method, when qualified or experienced personnel are not
available from other sources.
The main point is that the higher the position is in the organisation
or the more specialized the skills thought, the more widely dispersed
advertisement is likely to be.
The classified advertisement Section On of a daily news paper or the
Sunday weekly editions of Hindustan times, the times of India, The tribune, Bhart
jyoti The Hindus, The Indian express.
(3)

Third party method:- These include the use of commercial or private

employment agencies, placement offices of school, colleges & professional
association, recruiting firm, management consulting firm, indoctrination seminar
for college professor& friends& relatives.
These specializations of these agencies enhance their capacity to
interpret the needs to their contents to seek out particular types of person & to
develop prophecy in recognising the talent of specialized personal.
State of public employment agencies also known as employment labour exchange
are the main agencies of public employment they provide a clearing house & jobs
information. Employers inform of thyme about the types of job that are referred
to by employers.
i.

EMPLOYEE REFERALS;- Friends & relative of present employees

are also a good source from which employees may be drawn. When
the labour market is very tight, large employees frequently offer

their employees bonuses or price any referrals who hired & stay
ii.

with the company for a specific length of time.

TRADE UNION:-Also provide manual &

skilled

worker

sufficient no. under agreement they may agree as to who is to be

iii.

given preference.
Voluntary organisations:-

Such

as

private

clubs,

social

organisations might also provide employees - handicaps, widow or

married women, old person retired hands etc.
iv.

Computer data bank:- When a company desires a particular of

employees, job specifications & requirements are fed into a computer
when they are matched against the resumed data stored their in.
Selection :-

Selection is the process by which managers and others use specific instruments to
choose from a pool of applicants a person or persons most likely to succeed in the
job(s), given management goals and legal requirements.
Selection procedure

The selection procedure is concern with securing relevant information about an

applicant. This informations is secured in a no. of steps or stages.
The objective selection process is to determine weather applicant meets the
qualifications for a specific job & to choose the applicants who is mostly likely to
perform well in that job.
According to Yoder:
The hiring process is of one or many 'go. No- go gauges. Candidates are screened by
the application of these tools qualified applicants go on to the next hurdle, while the
unqualified are eliminated.
Selection processes or activities typically follow a standard pattern beginning with an
initial screening interviews & concluding with the final employment decision.

The traditional selection process includes preliminary screening interviews

completion of application forms employment tests, comprehensive interviews,
background investigations physical examination & final employment decision to
hire.

Steps involved in selection procedure:-

There in no short to an accurate evaluation of a candidate. Many employees make

use of such techniques and pseudo-science as phrenology, physiognomy, astrology,
graphology etc.
The following is a popular procedure though it may be modified to suite individual
situation.
1. Reception or preliminary the interviews or screening.
2. Application or blank application form.
3. A well conducted interviews to explore the effect and get at the attitude of
the applicant.
4. A physical examination-health and stamina are vital factor in success.

5. Physiological testing to explore the surface area and get objective look at
candidate suitability for a job.
6. A Reference check.
7. Final selection approval by manager and communication of the decision to
the candidate.

RECEPTION

INTIAL OR

PRELIMINARY

INTERVIEWS OR

SCREEN-ING;
The initial screening is usually conduct by a special interviews or a high caliber reception
in the employment office, when a large number of applicant are available the preliminary
interviews is desirable both from the company point of the view and that of the applicant
seeking employment.
Such interviews are usually short and may be conducted at a desk across a counter or
railing &they are known as stand up interview.
APPLICANT BLANK OR APPLICATION FORM;
An applicant blank is a traditional widely accepted device for getting
information from a prospective applicant which will enable a management
to make a proper selection.
The blank provide preliminary information as well as aid in the interview by indicating
areas of interest & discussion.
Many type of applicant forms. Sometimes very long and comprehensive & sometime brief
are used information is generally called on the following items.
WEIGHTED APPLICATION BLANK;
Some company analyse the information on application blank & determine
statistically its relation to latter success in the job.
The answer is weighted according to the extent of job success. A weighted
application form should be established & used with caution.

BIO - DATA;
Some time when a management wants to appoint an existing employees to a
higher position, it may ask him to submit his necessary bio- data for
consideration at the time of selection or interviews.

PHYSICAL EXAMINATION;
Certain jobs require unusual stamina, strength or tolerance of hard working condition. A
Physical examination reveals whether or not a candidate possesses these qualities.
REFERENCE CHECK;
reference check is the most selection procedure for it involve only a little time a money of
minimum of effort, check bon reference is are made by mail or by telephones occasional
in person by using a references form such as that given below witch require specific
answer.
ORAGANISATION FOR SELECTION ;
1. The applicant will be assured of consideration for a greater variety of job.
2. All the issues pertaining to employment can be cleared through one central location.
3. Duplication of effort is minimized because of centralized selection. With which result in
lower hiring costs.
4. Section will be found to be more effective as it is done by specialists trained in staffing
techniques.

Significance of selection procedure;Thus selection of personal is a very important function of management.

The importance of selection can be 'judged from the following factor.
(1) Procurement of skilled worker;- Only the suitable candidates who are fit
for the job are sleeted for among he prospective candidates for employment.
(2) Reduction in the cost of training:- Proper selection of candidates reduce the
cost of training because;-

a. Qualified personal have better grasping power, they can understand

the techniques of work better & in to time.
(3)

Solution to personal problem. Proper selection of reduces personal

problem in the organisation. Many problems like labour turn over,

absenteeism & monotony shall not be experienced in severity in the
organisation.
(4)
Evaluation;- The selection process if properly performed, will
ensure availability of competent & committed personal. A period audit
conducted by people who work independently of the human resource
department, will evaluate the effectiveness of the selection process.
Selection: Principles

Underlying the process of selection and the choice of techniques are two key principles:
1.

Individual differences: Attracting a wide choice of applicants will be of little use

unless there is a way of measuring how people differ, i.e. intelligence, attitudes,
social skills, psychological and physical characteristics, experience etc.

2.

Prediction: Recognition of the way in which people differ must be extended to a

prediction of performance in the workplace.

TEST AND CENTERS FOR SELECTION

1. Psychometric Testing:
Testing: Personality research has lent support to the use

of sophisticated selection techniques such as psychometric tests that

have a good record of reliability and validity.

Ability tests:
tests: these focus on mental abilities (verbal/numerical) and
physical skills testing. Right/wrong answers allow applicants to be
placed in ranked order.

Inventories: self-report questionnaires indicating traits, intelligence,

values, interests, attitudes and preferences. No right/wrong answers
but a range of choices between possible answers.

2. E-assessment:
On-line testing, or e-assessment, is also used for selection and other HR
purposes.
Benefits:
Benefits: Online testing enables organizations to test at any time and
anywhere in the world. It enables the quick processing of applicants.
Drawback:

Loss of control over the administration of the tests anyone

can be called on to help.

3. Assessment Centres: Assessment centres are designed to yield information
that can be used to make decisions concerning suitability for a job.

They provide a fuller picture by combining a range of techniques.

General methods used include group discussions, role plays and

simulations, interviews and tests.

Candidates attending an assessment centre will be observed by assessors

who should be trained to judge candidates performance against criteria
contained within the competency framework.

4.Realistic Job Previews: Applicants have expectations about how the

organization will treat them. Recruitment and selection represent an
opportunity to clarify these.
Realistic job previews (RJPs) provide a means of achieving this.RJPs can take
the form of case studies, shadowing, job sampling and videos this enables the
expectations of applicants to become more realistic. RJPs: lower initial
expectations, cause some applicants to de-select themselves, increase levels of
organization commitment, job satisfaction, performance and job survival.

RECRUITMENT AND SELECTION

 Recruitment and selection are vital to the formation of a positive psychological

contract, which provides the basis of organizational commitment and motivation.
The attraction and retention of employees is part of the evolving employment
relationship, based on a mutual and reciprocal understanding of expectations.
There are wide variations in recruitment and selection practices, reflecting an
organizations strategy and its philosophy towards the management of people.
Progressive HR practices are crucial to a positive psychological contract this
includes attention to effective recruitment and selection practices.
Recruitment is the process of identifying that the organisation needs to employ
someone up to the point at which application forms for the post have arrived at the

organisation. Selection then consists of the processes involved in choosing from

applicants a suitable candidate to fill a post.

Training consists of a range of processes involved in making sure that job holders
have the right skills, knowledge and attitudes required to help the organisation to

achieve its objectives.

Recruiting individuals to fill particular posts within a business can be done either
internally by recruitment within the firm, or externally by recruiting people from
outside.
The advantages of internal recruitment are that:

1. Considerable savings can be made. Individuals with inside knowledge of how a

business operates will need shorter periods of training and time for 'fitting in'.
2. The organisation is unlikely to be greatly 'disrupted' by someone who is used to
working with others in the organisation.
3. Internal promotion acts as an incentive to all staff to work harder within the
organisation.

4. From the firm's point of view, the strengths and weaknesses of an insider will have
been assessed. There is always a risk attached to employing an outsider who may only be
a success 'on paper'.

The disadvantages of recruiting from within are that:

1. You will have to replace the person who has been promoted
2. An insider may be less likely to make the essential criticisms required to get the

company working more effectively

3. Promotion of one person in a company may upset someone else.
External recruitment
External recruitment makes it possible to draw upon a wider range of talent, and
provides the opportunity to bring new experience and ideas in to the business.
Disadvantages are that it is more costly and the company may end up with someone
who proves to be less effective in practice than they did on paper and in the interview
situation.
There are a number of stages, which can be used to define and set out the nature of
particular jobs for recruitment purposes:

JOB ANALYSIS
Job analysis is the process of examining jobs in order to identify the key
requirements of each job. A number of important questions need to be explored:
The title of the job
To whom the employee is responsible

For whom the employee is responsible

a simple description of the role and duties of the employee within the organization.
Job analysis is used in order to:
1. Choose employees either from the ranks of your existing staff or from the
recruitment of new staff.
2. Set out the training requirements of a particular job.

3. Provide information which will help in decision making about the type of
equipment and materials to be employed with the job.
4. Identify and profile the experiences of employees in their work tasks
(information which can be used as evidence for staff development and promotion).
5.
6.

Identify

areas

of

risk

and

danger

at

work.

Help in setting rates of pay for job tasks.

Job analysis can be carried out by direct observation of employees at work, by finding out

information from interviewing job holders, or by referring to documents such as training

manuals.
Information can be gleaned directly from the person carrying out a task and/or from their
supervisory staff. Some large organizations specifically employ 'job analysts'.
In most companies, however, job analysis is expected to be part of the general skills of a
training or personnel officer.

Job description
A job description will set out how a particular employee will fit into the
organization. It will therefore need to set out:
a) the title of the job
b) to whom the employee is responsible
c) for whom the employee is responsible
d) a simple description of the role and duties of the employee within the
organization.
A job description could be used as a job indicator for applicants for a job.
Alternatively, it could be used as a guideline for an employee and/or his or
her line manager as to his or her role and responsibility within the
organization.

Job specification.
A job specification goes beyond a mere description - in addition, it highlights the mental
and physical attributes required of the job holder. For example, a job specification for a
trainee

manager's

post

in

retail

store

included

the

following:

'Managers at all levels would be expected to show responsibility. The company is looking
for people who are tough and talented. They should have a flair for business; know how to
sell,

and

to

work

in

team.'

Job analysis, description, and specification can provide useful information to a business in
addition to serving as recruitment instruments.

For example, staff appraisal is a means of monitoring staff performance and is a feature of
promotion in modern companies. In some companies, for example, employees and their
immediate line managers discuss personal goals and targets for the coming time period
(e.g. the next six months).
The appraisal will then involve a review of performance during the previous six months,
and setting new targets. Job details can serve as a useful basis for establishing dialogue
and targets. Job descriptions can be used as reference points for arbitrating in disputes as
to 'who does what' in a business.
Selection involves procedures to identify the most appropriate candidates to fill posts. An
effective selection procedure will therefore take into consideration the following:-

 keeping the costs of selection down making sure that the skills and qualities being
sought have been identified, developing a process for identifying them in candidates
making sure that the candidates selected, will want the job, and will stay with the
company.
Keeping the costs of selection down will involve such factors as holding the
interviews in a location, which is accessible to the interviewing panel, and to those
being interviewed. The interviewing panel must have available to them all the
necessary documentations, such as application forms available to study before the
interviews take place. A short list must be made up of suitable candidates, so that
the interviews do not have to take place a second time, with new job advertisements
being placed.
The skills required should have been identified through the process of job analysis,
description and specification. It is important then to identify ways of testing
whether candidates meet these requirements. Testing this out may involve:

interviewing candidates

asking them to get involved in simulated work scenarios

asking them to provide samples of previous work

getting them to fill in personality and intelligence tests

giving them real work simulations to test their abilities.

 PLACEMENT AND INDUCTION.

INTRODUCTION: - An applicant who clears all the hurdles in the selection

procedure is presumably offered a job. Problem of placement arises when the
candidate selected for the job comes to join the organisation. Placing the, right
man at the right job is as important as hiring the right person.
Meaning of placement;Placement is the process of assigning a specific job to each one of the sleeted
candidate.
In every simple word, placement means sending the newly employed person to
some department for work.

According to Piqors & Myers;- " Placement is the determination of the job to which an
accepted

candidates

is

to

be

assigned

&

his

assignment

to

that

job.

It is a matching of whist the supervisor has reason to think he can do with in the job
demand.
Principle of placement;(1) The job should be offered to the man according to his qualification.
(2) Man should be placed on the job ace. to the requirements of the job.
(3) The placement should be ready before the joining date of the newly selected person.
(4) The placement in the initial period may be temporary has changes are |likely after the
completion of training.
Problem of placement1) Independent job; - In independent job, non-overlapping routs or territories |
are allotted to each employees E.g. in field sales.
The objective of placement will be:(a) To fill the job with people who at least the minimum required qualification.
(b) People should be placed on the job that will make best possible use of ^there talents,
given available job & HR constraints.
(2) Dependent job; - Dependent job may be sequential or pooled in sequential job they
activities of one employees are dependent on the activities of a fellow employee.

o INDUCTION

- When a new employee join an organisation, he should be welcome as a new member of

the organisation & must be helped to get acquainted & adjusted with his fellow employee
& work environment.
The new employee is a complete stranger to the people, work place environment.
Definition;- According to Edwin B Flippo" Induction is the well coming pro cess to make
the new employee feel at home & generate in him a feeling of belongingness to the
organization

Objective of Induction:(1) To build up the new employees confidence in the organisation in himself so
that he may become an efficient employee.
(2) To bring an agreement b/w the organisation goals & the personal goals of
the organization.
(3) To introduce the new worker to the supervisor & the fellow worker with
whom he has to work.
(4) To create a sense of a security for the worker in his job impressing the idea
that fairness to the worker is the inherent policy of the organisation.
(5) To give the new employee information regarding company & facilities
provided by the company such as cafeterias, locker room, break time etc.

CONTENTS OF INDUCTION PROGRAMME

(1) Product and Service.

(2) Rules & Regulation.
(3) Safety measures.
(4) Standing order.
(5) Grievance Procedure.
(6) Company History.
(7) Employee Activities.
(8) Personal policies.

ELEMENTS OF GOOD INDUCTION PROGRAMME:I) Follow up interview;- A follow up interview should be arranged several
weeks after the employee has been on the job by the supervisor or a
representative of the personal department to answer the problem that anew
employee have on the job.
II) On the job information; - Further information should be given to the new
employee by the deptt. Concern where he placed on job about job departmental facilities & requirement such as nature of the job
III)

Introductory information; - Regarding the history of company &

company product its organization structure. Policies, Rules & Regulations
etc.

INDUCTION PROCEDURE

(1) The new person should be given a definite time & place to report.

(2) A very important step is that the supervisor the immediate boss
should meet & welcome the new employee to organisation.
(3) Administrative work should be completed as early as possible.
(4) Verbal explanation, usually supplemented by a wide variety of
printed mate-rial employee pamphlets etc.

o PROBLEM IN INDUCTION;(1) Employee is overwhelmed with too much information in a short

time.
(2) Employee is confused with a wide variety of forms to be filled
(3) Employee is thrown into action too soon.
(4) The supervisor who has to induct the employee may not be trained
or may be too bossy.
(5) Employee is asked to performed dialling jobs where there are high
chances of failure that could needlessly discourage the employee

RECRUITMENT PROCESS IN SSR WIRELESS PVT. LTD..

Structure of Employees at SSR WIRELESS PVT. LTD..

The employees at SSR WIRELESS PVT. LTD.. are divided into two categories as

mentioned below: Management Staff

Workmen

STRUCTURE OF EMPLOYEES\WORKERS AT
SSR WIRELESS PVT. LTD.

MANAGEMENT
STAFF

WORKMEN

MANAGEMENT STAFF:
Management Staff people are structured on the basis of the bands. The various
bands used in SSR WIRELESS PVT. LTD.. are as mentioned below: S Band
E Band (E1, E2)
T Band (T1, T2,T3)
P Band (P1, P2,P3)
O Band (O1, O2, O3)
A Band (A1,A2)
K Band (K1,K2,K3)

Each band has certain levels within the band such as T-Band has three levels such
as T1, T2 and T3.
Designations within each band are as follows: BANDS DESIGNATIONS
S
Vice President
E
Senior General Manager
General Manager
T
Deputy General Manager
Additional General Manager
Senior Manager
P
Manager
Associate Manger
Deputy Manager
0
Assistant Manager
Senior Executive
Executive
A
Senior Officer
Officer
K
Junior Officer
Senior Technical Staff Associate
Technical Staff Associate

LEVELS
E2
E1
T3
T2
T1
P3
P2
P1
O3
O2
O1
A2
A1
K3
K2
K1

P O A Band undergoes certain level of test:

GENERAL INTELLIGENCE : In general intelligence they check the
awareness level of the employee with the outside world plus how
spontaneous he is while dealing with things
MECHANICAL COMPUTERS: it deals with computer knowledge.
WRITTEN ENGLISH: It deals with application test plus how good the
employee is in written English basically formal word.
Beyond P-band the tests are taken by Head Officer who sits at noida office they

undergo ASSESSMENT TEST WHICH INCLUDES:

ASSESSMENT TEST: Assessment centres are designed to yield

information that can be used to make decisions concerning suitability for a
job they are conducted.

They provide a fuller picture by combining a range of techniques.

General methods used include group discussions, role plays and

simulations, interviews and tests.

Candidates attending an assessment centre will be observed by assessors

who should be trained to judge candidates performance against criteria
contained within the competency framework.

Significance of selection procedure;Thus selection of personal is a very important function of management. The
importance of selection can be 'judged from the following factor.
(1) Procurement of skilled worker;- Only the suitable candidates who are fit for
the job are sleeted for among he prospective candidates for employment.
(2) Reduction in the cost of training:- Proper selection of candidates reduce the
cost of training because;(i)

Qualified personal have better grasping power, they can understand

the techniques of work better & in to time.

(3)

Solution to personal problem. Proper selection of reduces personal

problem in the organisation. Many problems like labour turn over,
absenteeism & monotony shall not be experienced in severity in the
organisation.

Evaluation;- The selection process if properly performed, will ensure availability

of competent & committed personal. A period audit conducted by people who
work independently of the human resource department, will evaluate the
effectiveness of the selection process.
The employees have to undergo two kind of employment formalities:

PRE-EMPLOMENT FORMALITIES :-

a) APPLICANT BLANK OR APPLICATION FORM;

An applicant blank

of 12 pages accepted device for getting information from a prospective

applicant which will enable a management to make a proper selection.
i. The blank provide preliminary information as well as aid in
the interview by indicating areas of interest & discussion.
Many type of applicant forms. Sometimes very long and
comprehensive & sometime brief are used information is
generally called on the following items.
b. WEIGHTED APPLICATION BLANK;

Godrej company analyse

the information on application blank & determine statistically its

relation to latter success in the job. The answer is weighted
according to the extent of job success. A weighted application form
is established & used with caution.
c. BIO - DATA; some time when a management wants to appoint an
existing employees to a higher position, it asks him to submit his
necessary bio- data for consideration at the time of selection or
interviews including his certificates
d. PHYSICAL EXAMINATION;- the employee had to undergo
physical examination because this job requires unusual stamina,

strength or tolerance of hard working condition. A Physical

examination reveals whether or not a candidate possesses these
qualities.

POST EMPLOYMENT FORMALITIES:-

Induction: The employee had to undergo the induction procedure where a follow
up interview is arranged several weeks after the employee has been on the job by
the supervisor or a representative of the personal dept.
To answer the problem that a new employee have on the job. Further information
is given to the new employee by the dept. Concern where he is placed on job
about job departmental facilities & requirement such as nature of the job.

Introduction is given regarding the history of company & company product, its
organization structure, Policies, Rules & Regulations etc
.submission of photographs: They ask for 5 passport size photographs which have
to get attached in the forms further and are generally required for office use
Department allocation: Departments are then further allocated to the employees
according to their competencies right job to the right person.
Bank account: The Company open the bank accounts of the employees and deliver
the money in their account for ease at both sides
Need of man power planning: To be able to employee available man power
optimally & reduce man power in take to make the company learner, competitive
profitable organisation.
Process:(1) Intimate to division: Intimation to division is corporate personnel dept issues
a circular towards the final stage of annual business plan along with a copy
of the procedure & time plan.
(2) Reduction;-According to the reduction the annual business plan for each
deptt. Function. The deptt. Head feels there additions & reduction for the

next year in the man power planning summary sheet.

(3) Tentative Summary;- Tentative summary divisional personnel head
scrutinizes the man power planning summary sheet for the all deptt. & tentative summary for the division & present to divisional head.
(4) Approval of PMC;- The division summary of the man

power plan is

discussed in the PMC for approval.

(5) Approval of MP;- Simultaneously, Individual division head discuss their man
power summary sheet with the MP & obtain his approval.
(6) Compilation by CPP;- CPP compilation the summary sheet & present the
company summary to the managing director for advance information.

Factor to be consider while planning man power;(1) To work out organisation structure & job descriptions & role.
(2) Redevelopment planned.
(3) Current level of man power turns over.
(4) Trend in growth of man power.
(5) Addition of new capacity.

RESEAECH METHODOLOGY

Objective of Study
To understand the RECRUITMENT AND SELECTION

process of SSR

WIRELESS PVT. LTD...

To find the various Sources and Techniques of RECRUITMENT AND

SELECTION at SSR WIRELESS PVT. LTD...

To focus on importance of RECRUITMENT AND SELECTION how it helps to

achieve organizational objectives.

Scope of the Project

The aim of this project research is to find out the common factors that lead to the
recruitment and selection with respect to human resource department as well as measures
taken by the organizations in order to recruit and select the suitable candidates.

Every candidate has different potentialities and capabilities.

Therefore process and the methods to recruit and select the candidates for the jobs are
differ form company to company.

Research Methodology
Research can be defined as the search for knowledge or any systematic
investigation to establish facts. The primary purpose for applied research (as
opposed to basic 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.
Research can use the scientific method, but need not do so.
Scientific research relies on the application of the scientific method, a harnessing
of curiosity. This research provides scientific information and theories for the
explanation of the nature and the properties of the world around us.

It makes practical applications possible. Scientific research is funded by public

authorities, by charitable organizations and by private groups, including many
companies.
Scientific research can be subdivided into different classifications according to
their academic and application disciplines.
Historical research is embodied in the scientific method.
The term research is also used to describe an entire collection of information about
a particular subject.
Superficially the research process can appear to be relatively simple - if you carry
out the basic steps methodically and carefully, then you should arrive at useful
conclusions.
However, the nature of research can be very complex and when you are reading
textbooks on research methodology you will come across many unfamiliar words
and terms.
We first look at types of research and explain some of the terms.

Types of research
The main different types of research can be classified by its purpose, its process
and its outcome. These can in turn be broken down further:

The purpose of the research can be classified as:

o

exploratory

descriptive

analytical

Predictive.

The process of the research can be classified as:

o

quantitative

Qualitative.

The outcome of the research can be classified as:

o

applied

basic or pure

action.

Let us look at these in more detail.

Purpose of research

Exploratory research

This is conducted when there are few or no earlier studies to which references can
be made for information.
The aim is to look for patterns, ideas or hypotheses rather than testing or
confirming a hypothesis. In exploratory research the focus is on gaining insights
and familiarity with the subject area for more rigorous investigation later.
In an undergraduate dissertation it is likely that you will be drawing on previous
studies and so pure exploratory research is not generally appropriate for studies at
this level it is more appropriate for postgraduate research.

Descriptive research

This describes phenomena as they exist. It is used to identify and obtain

information on the characteristics of a particular issue. It may answer such
questions as:

What is the absentee rate amongst a particular group of workers?

What are the feelings of workers faced with redundancy?

The data collected are often quantitative, and statistical techniques are usually
used to summarise the information.
Descriptive research goes further than exploratory research in examining a
problem since it is undertaken to ascertain and describe the characteristics of the
issue.
An undergraduate dissertation may include descriptive research, but it is likely
that it will also include one of the following two types (explanatory or predictive)
as you are required in your dissertation to go beyond description and to explain or
predict.

Analytical or explanatory research

This is a continuation of descriptive research. The researcher goes beyond merely

describing the characteristics, to analyse and explain why or how something is
happening. Thus, analytical research aims to understand phenomena by
discovering and measuring causal relations among them. It may answer questions
such as:
o

How can the number of complaints made by customers be reduced?

How can the absentee rate among employees be reduced?

Why is the introduction of empowerment is needed?

There is no agreement or consensus between writers on how the word should be

defined or interpreted. One reason for this is that research means different things

to different people, for example:

2. Children at school research their local environment.
3. People research the times of trains from Waterloo to Paris.
4. Scientists research the effects of genetically modified food.
5. PhD students research and extend knowledge in their subject area.
A useful starting point in answering the question is to see how research is defined
in a dictionary.

RESEARCH DESIGN
The preparation of the design of the research project, Popularly Known as
the research design and it is constitutes the blue print for collection,
measurement and analysis of data.
Research design includes an outline of what the researcher will do from
writing the hypothesis and its operation implication to the final analysis of
data.
Under this project of comparative study the research design is the
exploratory research design under which an attempt is made to obtain the
relevant result regard to question or problem in hand.

Research design provides the glue that holds the research project together. A
design is used to structure the research, to show how all of the major parts of the
research project -- the samples or groups, measures, treatments or programs, and
methods of assignment -- work together to try to address the central research

questions.
Here, after a brief introduction to research design, I'll show you how we classify
the major types of designs.
A major distinction is between the experimental designs that use random
assignment to groups or programs and the quasi-experimental designs that don't
use random assignment.
[People often confuse what is meant by random selection with the idea of random
assignment.

DATA COLLECTION AND ANALYSIS

Manpower Planning
1.

Does your company make forecast of future manpower planning requirement?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Yes

30

100%

2.

No

0%

Manpower Forcasting
0%
Yes
No
100%

100% people said that the company makes forecast of future manpower
forecasting.

2. Specify the time period(s) for which the estimates are made?
S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

0-2years

30%

2.

2-3years

20%

3.

3-4years

30%

4.

4 & above

20%

years

Time Period for Estimate

20%

30%

0-2years
2-3years
3-4years

30%

20%

4&above years

20% people said that the company specifies 0-2 year for making estimation of
forecasting.
30% people said that the company specifies 2-3 years for making estimation.
30% people said that the company specifies 3-4 years for making the estimation of
forecasting.
20% people said that the company specifies 4 & above time period for making
forecasting.

3. What do you suggest should be the basis of forecasting?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Total cost of the

20%

project
2.

Past experience

12

40%

3.

Different phases of

30%

10%

the project
4.

All of the above

Basic Forcasting

10%

Total cost of the

project

20%

Past experience

30%

Different phases of
the project

40%

All of the above

20% people said that their company forecast on the bases of Total cost of the
project.
40% people said that the company forecast on the bases of past experiences.
30% people said that the company forecast on the bases of the Different phases of
the project.
10% people said that the company forecast on the bases on of the above

4. Does your organization plan the recruitment policy?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Yes

30

100%

2.

No

0%

Written Recriutment Policy

0%
Yes
No
100%

100% people said that the plan the requirement policy.

5. Do you think the present recruitment policy is helpful in achieving the goals of
the company?
S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Yes

15

50%

2.

No

20%

3.

To some extent

30%

Recruitment Policy

30%

Yes
50%

20%

No
To some extent

50% people said that the companys recruitment policy is helpful in achieving the
goals.
20% people said that the companys recruitment policy is not helpful in achieving
the goals.
30% people said that the companys recruitment policy is helpful to some extent in
achieving the goals.

6. Does the companys recruitment policy enable to identify the following areas?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Recruitment needs of

20%

30%

30%

20%

the organization
2.

Preferred sources of
recruitment

3.

Appropriate criteria for

selection

4.

Identification of the cost

of recruitment
Recruitment Policy

20%

20%

Recruitment needs of
the organization
Preferred sources of
recruitment

30%

30%

Appropriate criteria for

selection
Identification of the cost
of recruitment

20% people said that the companys recruitment policy enables to identify the
recruitment needs of the company.
30% people said that the companys recruitment policy enables to identify the
preferred sources of recruitment.
30% people said that the companys recruitment policy enables to identify the
appropriate criteria for selection.
20% people said that the companys recruitment policy enables to identify the
identification of cost of recruitment.

7. Through which source your organizations recruit the employees?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Internally

20%

2.

Externally

18

60%

3.

Both

20%

Sources of Recruitment

20%

20%
Internally
Externally
Both
60%

20% people said that the company recruits the employee from the internal
sources.
60% people said that the company recruits the employee from the external
sources.
20% people said that the company recruits the employee from the both sources.

Findings Of The Study

The SSR WIRELESS PVT. Ltd. is adhering all possible

norms & regulations of Govt. regarding the wages & salary.

The company also conducts psychological tastes which

provides psychological base to the company.

Recruitment & Selection is structured.

The company provides training and development programs to

the employees properly.

The company organizes Isolation camps for the recreational

activities.

CONCLUSION AND SUGGESTION

SUGGESTIONS FOR THE IMPROVEMENT OF THE SYSTEM AND

PRACTICES OF RECRUITMENT AND SELECTION PROCEDURE
The following are the suggestions received from the respondents of the
questionnaire. These suggestions are based on their awareness regarding the
Recruitment and Selection procedure.
1. During the selection process not only the experienced candidates but also the
fresh candidate should be selected so as to avail the innovation and enthusiasm
of new candidates.
2. In the organization where summer/in-plant/management training facility
prevailing then such kind of practices must be adopted so that the student can
learn and again from their practical views.
3. Candidates should be kept on the job for some time period; if suitable they
should be recruited. During the selection process, the candidates should be
made relaxed and at ease.
4. Company should follow all the steps of recruitment and selection for the
selection of the candidates.
5.

Selection process should be less time consuming.

6. The interview should not be boring, monotonous. It should be made

interesting. There must be proper communication between the Interviewer and
the Interviewee any the time of interview.
7. Evaluation and control of recruitment and selection should be done fair
judgment.
8. Methods used for selection of candidates should be done carefully and
systematically
9. The attainment of goals and objective of any organization depend on the type
and quality of its manpower. To have right type of men at right job and at right
time, the recruitment and selection procedure should be fair and impartial.
10. This is indeed an important suggestion and authorities concerned should
immediately look into it and try to implement it.
11. Internet recruitment must be promoted so that if in some area the information
about recruiting the new employees or filling of new vacancies may be known

to them. And with this the organization would also recruit the right job, which
would result in lower labor turnover.

CONCLUSIONS
Based on the analysis through the questionnaire responses the following is the
conclusion of the study.
The organization follows the rules and regulation involved in their Recruitment
and Selection Procedure of the organization. However, there is some scope for
improvement with regard to following:
1. The managers are fully satisfied with the existing Recruitment and Selection
procedure.
2. The recruitment and Selection procedure should not be lengthy.
3. To some extent a clear picture of required candidates should be made in order
to search for appropriate candidates.
4. The Recruitment and Selection procedure should be impartial.

QUESTIONNAIRE
SURVEY ON THE MANAGERIAL SATISFACTION LEVEL FOR

RECRUITMENT AND SELECTION

DEAR Respondent,
We are conducting a survey on the managerial satisfaction level for the
RECRUITMENT SELECTION PROCEDURE. Your free and frank opinion
would be very valuable in conducting the survey. Please answer the following
questions with a () in the appropriate boxes:
MANPOWER PLANNING:
1. Does your company make forecast of future manpower planning requirement?
(a). Yes (b). No
2. If yes, then please specify the time period(s) for which the estimates are made?
(a). 0-2 years

(b). 2-3 years

(c). 3-4 years

(d). 4&above years.

3. What do you suggest should be the basis of forecasting?

(a). Total cost of project
(b). Past experience

(c). Different phases of project

(d). All of the above
RECRUITMENT POLICY:
4. Does your organization plan the recruitment policy?
(a). Yes

(b). No

5. Do you think the present recruitment policy is helpful in achieving the goals of
the company?
(a). Yes

(b). No

(c). To some extent

6. Does the companys recruitment policy enable to identify the following areas?
(a). Recruitment needs of the organization
(b). Preferred sources of recruitment
(c). Appropriate criteria for selection
(d). Identification of the cost of recruitment

SOURCES OF RECRUITMENT:
7. Through which source your organizations recruit the employees?
(a). Internally

(b). Externally

(c). Both

8. Which of the following external sources you choose for the recruitment of the
employees?
(a). Employee Exchanges Consultants

(b). Private Employee Agencies

(c). Campus Requirements
(d). Advertisements
(f). Any other.

LATEST TECHNIQUES OF RECRUITMENT

9. Do your organization recruit employees through latest method of recruitment
through Internet: (a). Yes

(b). No

10. If yes then the company use own web site or this purpose.
(a). Yes

(b). No

11. Does your company hire the service portal?

(a). Yes

(b). No

12. If yes, which service portal your organization has hired?

(a). naukri.com
(b). jobseek.com
(c). jobs ahead.com
(d). Any other

13. Is Internet recruitment is effective in your opinion?

(a). Yes

(b). No

RECRUITMENT OF SUMMER/IN PLANT TRAINEES

14. Is there any provision for recruitment of summer/in plant trainees?
(a). Yes

(b). No

(c). To some extent

15. How much number of employees you train in a year?

(a). 5-10

(b). 10-15

(c). 15& above

16. Is there any facility for absorbing the trainees in your organization?
(a). Yes

(b). No

SELECTION POLICY
17. Which type of technique is used for selecting the Employees?
(a). Interview
(b). Reference
(c). Test
(c). Any other..

18. Which type of technique is used for interview?

(a). Structured

(b). Unstructured

(c). Both

19. Which type of tests are used in selection of an employee?

(a). Intelligence Test
(b). Aptitude Test
(c). Interest Test
(d). Personality Test
(e). Proficiency Test
(f). All of the above

FEEDBACK OF RECRUITMENT AND SELECTION PROCEDURE:

20. Is there any provision for evaluation and control of recruitment and
selection process?
(a). Yes

(b). No

21. Does the procedure adopted for recruitment and selection of employees
enables to give right person at the right job?
(a). Yes

(b). No

(c). To some extent

BIBLIOGRAPHY

SITES:http://www.talbros.com
www.google.com
www.wikipedia.com

BOOKS:Rao, V.S.O: HUMAN RESOURCE MANAGEMENT , Excel Books,

New Delhi, 2005
Dessler, Gary: HUMAN RESOURCE MANAGEMENT, Kalyani
Publisher, New Delhi, 2005
Gupta, Shashi K & Joshi, Rosy HUMAN RESOURCE
MANAGEMENT , Kalyani Publisher, New Delhi, 2007