A Synopsis on

"RECRUITMENT AND SELECTION IN IT

INDUSTRY”
With special reference to
WE33RAS IT PVT LTD

Submitted to
Vinayakrao Patil College,Vaijapur
Yashwantrao Chavan Maharashtra Open University Nashik.

In partial fulfillment of the Requirement for the award of the degree

of Master of Business Administration (MBA)

By
Mr.AJAY SURESH TAMBE
PRN No. 2017017000801773

Under the Guidance of

Dr.K.P. Bholane

Through
The Coordinator
Mr.Bhimrao Jadhav
Study centre code 2186A
INTRODUCTION

Human resource management means employing people, developing their resources, utilizing,
maintaining and compensating their services in tune with the job and organizational requirements
with a view to contribute to the goals of the organization, individual and the society.

Features of HRM:

 HRM is concerned with employees both as individuals and as a group in attaining goals. It
is also concerned with behavior, emotional and social aspects of personnel.
 HRM covers all levels (low, middle, and top) and categories (unskilled, skilled, technical,
professional, clerical and managerial) of employees. It covers both organized and
unorganized employees.
 It is a continuous and never ending process.
 Individual employee-goals consist of job satisfaction, job security, high salary, attractive
fringe benefits, challenging work, pride, status, recognition etc.
 It is the central sub-system of an organization and it permeates all types of functional
management.
 It is concerned mostly with managing human resources at work.

Functions of HRM:

These are broadly classified in to two categories

1. Managerial functions 2. Operative functions
Managerial Functions
Managerial functions of personnel management involve

Planning: It is a predetermined course of action.

Organizing: An organization is a means to an end. It is essential to carry out the determined

course of action.

Directing: The basic function of personnel management at any level is motivating, commanding,
leading and activating people.

Controlling: It involves checking, verifying and comparing of the actual with the plans,
identification of deviations if any and correcting of identified deviations.

Operative Functions:
The operative functions of HRM are related to specific activities of personnel management viz.,
employment, development, compensation and relations. All these functions are interacted with
managerial functions.

Employment: It is concerned with securing and employing the people possessing the required
kind and level of human resources necessary to achieve the organizational
Objectives: - It covers functions such as job analysis, human resource planning, recruitment,
selection, placement, induction and internal mobility.

Job Analysis: It is a process of study and collection of information relating to the operations and
responsibilities of a specific job.
Human Resource Planning: It is a process for determination and assuring that the organization
will have an adequate number of qualified persons, available at proper times, performing jobs
which would meet the needs of the organization and which provide satisfaction for the individuals
involved.

Recruitment: It is the process of searching for prospective employees and stimulating them to
apply for jobs in an organization.

Selection: It is the process of ascertaining the qualifications, experiences, skills, knowledge etc.,
of an applicant with a view to appraising his/her suitability to a job.

Placement: Right Person in Right Job in Right Time

Induction and Orientation: Induction and Orientation are the techniques by which a new
employee is rehabilitated in the changed surrounding and
Introduced to the practices, policies, purposes, people etc, of the organization.

Recent Trends in HRM:

 HRM has been advancing at a fast rate.
 The recent trends in HRM include:
 Quality of Work life
 Total Quality in human resources
 HR accounting, audit and research and
 Recent techniques of HRM.
 Recruitment is the process concerned with the identification of sources from where the
personnel can be employed and motivating them to offer themselves for employment.

SELECTION
Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the
unfit candidates, or a combination of both.

Difference between Recruitment and Selection

At this stage, it is worthwhile to understand difference between recruitment and selection as both
these terms are often used together or sometimes interchangeably.

GOALS OF RECRUITMENT
 To attract highly qualified individuals.
 To provide an equal opportunity for potential candidates to apply for vacancies.

GOALS OF SELECTION
 To systematically collect information about to meet the requirements of the advertised
position.
 To select a candidate that will be successful in performing the tasks and meeting the
responsibilities of the position.
 To engage in hiring activities that will result in eliminating the under utilization of women
and minorities in particular departments.
Advertisement -: Advertisement is the most effective means to search potential employees from
outside the organization.

Employment Agencies -: Many organizations get the information about the prospective
candidates through employment agencies. In our country, two types of agencies are operating:
public employment agencies and private employment agencies.

Public Employment Agencies: There are employment exchanges run by the government
almost in all districts.

Private Employment Agencies : There are many consultancy and employment agencies like
ABC consultants, Personnel and productivity services, etc.,

On campus Recruitment -: Many organizations conduct preliminary search of prospective

employees by conducting interviews at the campuses of various institutes, universities and
colleges.

Employee recommendations -: Employee recommendation can be considered to the lower

levels.

E – Hiring -: Many organizations conduct preliminary search of prospective employees through

the internet service.

Gate Hiring -: The concept of gate hiring is to select people who approach on their own for
employment in the organization.

Selection process
A selection process involves a number of steps. The basic idea is to solicit maximum possible
information about the candidates to ascertain their suitability for employment.

Screening of Applications -: Prospective employees have to fill up some sort of application

forms. These forms have variety of information about the applicants like their personal bio-data,
achievements, experience, etc.

Selection Tests -: Many organizations hold different kinds of selection tests to know more
about the candidates or to reject the candidates who cannot be called for interview, etc.

Interview -: Selection tests are normally followed by personnel interview of the candidates. The
basic idea here is to find out overall suitability of candidates for the jobs.
Checking of References -: Many organizations ask the candidate to provide the names from
whom more information about the candidates can be solicited.
Physical Examination -: Physical examination is carried out to ascertain the physical standards
and fitness of prospective employees.

Approval by appropriate Authority -: On the basis of the above steps, suitable candidates are
recommended for selection by the selection committee or personnel department.

Placement -: After all the formalities are completed, the candidates are placed on their jobs
initially on probation period may range from three months to two years.
RATIONALE

The need of the project is to analyze and find the factors, which satisfy the needs and
wants of various client organizations. This study deals with the topic “Recruitment and Selection”
in the organization and kind of different Selection procedures being followed in Selection of an
individual into the organization
The important reason for studying the Recruitment and Selection procedure is to know
the recruitment practices undertaken by the organization. Recruitment process involves lot of
work in getting positive profiles or people. Recruiter uses many sources to understand the best
source to identify the right Candidate so there arises need to understand the best source to be
opted for maximum efficiency and to maximize productivity.

OBJECTIVES

PRIMARY OBJECTIVES
 How does right recruitment process helps in creating overall efficiency, cost reduction, on
time delivery with reference to external customer.
 Developing human resources in consonance with broader corporate horizon and long
range vision of the organization.

SECONDARY OBJECTIVES
 To collect the findings, information & analyze to draw conclusion of recruitment process.
 To explain the documentation used at the various stages of the recruitment & Selection
process.
 To involve employees in creating an environment of openness, trust, fun & pride.
 To highlight the area where recruitment and selection programs needs improvement.
 Is the current recruitment process in line with the employee’s future career planning and
his potential?

RESEARCH METHODOLOGY

DATA COLLECTION
Data collection is one of the important tasks of the research, which is based on PRIMARY and
SECONDARY DATA

Primary data: - The primary data are those data, which are collected afresh and for the first time
and thus happen to be original in character. There are some important methods:
 Observation method
 Interview method
 Through questionnaires
 Through Schedules
Secondary data: - It means data that are already available i.e., they refer to the data, which
have already been collected and analyzed by someone else. There are some important
methods:
 Books, magazines and newspaper
 Reports prepared by Internet

Sample Size:
In population of 20 I took 10 as sample size.

HYPOTHESES
It makes to understand about the complete Recruitment and selection process in WE33RAS IT
PVT LTD Whether right kind of Recruitment and selection process in all levels? It defines
deliverables, functionality data, and technical structures. Data collection is for understanding the
Recruitment and selection process. Personal interaction is to understand the efficiency of the
Performance Appraisal. To help the company to determine how they make their Performance
Appraisal more effective. To determine various parameters to collect information through
questionnaire of employees.

CHAPTERISATION/PLAN OF PROJECT

Here in project chapters’ deal with following topics.

 Chapter 1 explains about the Introduction Objectives of the study, Scope of the study,
Methodology of the study, Limitations of the study, Need and Importance of the study.
 Chapter 2 Explains about Industry profile and company profile.
 Chapter 3 Explains about the conceptual frame work about the industrial Performance
Appraisal.
 Chapter 4 Explains about the data analysis and interpretations. This is taken from
WE33RAS IT PVT LTD workers.
 Chapter 5 Explains about the Findings, conclusion, recommendations and suggestions
for WE33RAS IT PVT LTD workers.
 Yashwantrao Chavan Maharashtra Open University Nashik
School of Commerce & Management
Yashwantrao Chavan Maharashtra Open University MBA – General (P79)
Dnyangangotri, Near Gangapur Dam, Nashik 422222
________________________________________________________________________________________________________
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Name of the Student: __AJAY SURESH TAMBE_______________________________________________________________

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Study centre Name & Code: VINAYAKRAO PATIL COLLEGE______ ______________Study centre Code: 2186A__________

Title of the Project: RECRUITMENT AND SELECTION IN IT INDUSTRY__________________________________________

___________________________________________________________________________________________________________

Name of the Supervisor:_DR. K.P.BHOLANE_____________________________________________________________________

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 Yashwa Yashwantrao Chavan Maharashtra Open University Nashik
School of Commerce & Management
Yashwantrao Chavan Maharashtra Open University MBA – General
Dnyangangotri, Near Gangapur Dam, Nashik 422222
_________________________________________________________________________________________ IMP:
TAKE BACK TO BACK PRINT OF PROFORMA FOR APPROVAL OF PROJECT PROPOSAL [P79 PRJ]
(USE CAPITAL LETTERS ONLY)
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P.R.No. 2 0 1 7 0 1 7 0 0 0 8 0 1 7 7 3

Name and Address of the Student: AJAY SURESH TAMBE ,GEETAI NIWAS,MANIK NAGAR, STATION ROAD,
VAIJAPUR______________________________________________________________________________________________

Pin code:423701 ____________________ Contact No. :_8390172726______________

Email id: __AJAYTAMBE54321@GMAIL.COM____________________________

(3) Subject Area: Finance/Human Resource Management/ Marketing Management / Manufacturing Management

(4) Name and Address _DR.K.P.BHOLANE,VAIJAPUR_______________________________________________________

of the Supervisor
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Email: ___________________________________Contact No. : _______________________

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