ACROPOLIS FACULTY OF MANAGEMENT & RESEARCH

SESSION: 2017-19

SYNOPSIS FOR THE MAJOR PROJECT REPORT

ON

Process of Recruitment and Selection with reference to

Sayaji Hotels Ltd.

Guided By: Submitted By:

Dr. Anshu Thakur Vishakha Pal
HR & Marketing
MBA (Sem- III)
 INDEX

CHAPTERS PAGE NO.

Chapter I:- Introduction 3-10

1. Conceptual Framework 3-7
2. Literature Review 8-9
3. Rationale of the Study 10
4. Objective of the Study 10

Chapter II:- Research Methodology 10-11

1. The Study
2. The Design
3. The Sample
4. The Tools
 For Data Collection
 For Data Analysis

References 11

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INTRODUCTION:-

1. CONCEPTUAL FRAMEWORK:

DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:

Recruitment Selection
 Recruitment refers to the process of  Selection is concerned with picking
up the right candidates from a pool of
identifying and encouraging
applicants.
prospective employees to apply for
jobs.
 Selection on the other hand is
negative in its application in as much
 Recruitment is said to be positive in
as it seeks to eliminate as many
its approach as it seeks to attract as unqualified applicants as possible in
order to identify the right candidates.
many candidates as possible.

THE RECRUITMENT PROCESS

Definition:
According to Flippo, “Recruitment is the process of searching for prospective employees
and stimulating them to apply for jobs in the organization.”

Before an organization can fill a job vacancy, it must find people who not only are qualified
for the position but also who want a job. Recruitment refers to organizational activities that
influence the number and type of applicants who apply for a job and whether the applicants

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 accept the jobs if offered. Thus, recruitment is directly related to both human resource
planning and selection.
Theoretically, recruitment process is said to end with the receipt of application in practice the
activity extends to the screening of applications to eliminate those who are not qualified for
job. Although, it can be quite expensive, organizations have not always viewed recruitment
as systematic as other HR functions such as selection. During the coming years, the
importance of recruitment will increase for many organizations for atleast two reasons:

1. A majority of companies thinks that they will face shortage of employees who
possess the necessary skills for the job.
2. The downsizing and cost saving measures undertaken by many companies in recent
years have left recruitment budgets much smaller than before.

Thus, recruiters will have to become acquainted with new and more cost effective ways of
attracting qualified applicants.

A DIAGNOSTIC APPROACH TO RECRUITMENT

Various factors in the environment affect the recruitment process. The recruitment process
begins with an attempt to find employee with the abilities and attitudes desired by the
organization and to match them with the tasks to be performed. Whether potential employee will
respond to the recruiting efforts will depend on the attitudes they have developed towards those
tasks and the organization on the basis of their past social and working experiences. Their
perception of the task will also be affected by the work climate in the organization.

How difficult the recruiting job depends on a number of factors:

Internal influences such as organizational work culture, company products, company’s size,
goodwill of the company.
External influences such as government, union restrictions and the labour market, along with
this employer’s requirements and candidate’s preferences.

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METHODS OF RECRUITING:-

Internal versus External recruiting methods:

 Internal methods includes
 Job posting
 Job bidding
 Referrals
 Skills inventory

 External methods includes

 College/ Campus recruitment
 Advertising
 Private employment agencies
 Online job portals

THE SELECTION PROCESS

Definition:
A formal definition of selection is “Selection is the process of differentiating between applicants
in order to identify and hire those with a greater likelihood of success in a job.”

Selection is the process of picking up individuals (out of the pool of job applicants) with
requisite qualifications and competence to fill jobs in the organizations.
Selection is the process of choosing individuals who have the qualifications to perform a
particular job well. Organization differs as to the complexity of their selection system. Some
companies make a strategic decision to fill positions quickly and inexpensively by scanning
application forms and hiring individuals based on this information alone. Other organization

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however makes a strategic decision to choose the best person possible by having an elaborate
and sometimes costly selection system. These systems may require potential employees to fill
out application forms and provide information for a background check, take a number of job
related tests, and perform well through a series of interviews. Most organizations have more than
one selection process.

TYPES OF SELECTION TESTS

 Work samples
 Trainability test
 Personality and General interest inventories
 Mental ability test

STEPS IN SELECTION PROCESS

 Job analysis
 Recruitment
 Application form
 Written examination
 Group discussion
 Interview
 Reference checks
 Line manager’s decision

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Organization’s Profile:

SAYAJI HOTELS LIMITED

Sayaji Hotel Limited was founded by Late Mr. Sajid Dhanani in the year 1987 at Baroda after
the name of king Sayaji. The very famous Barbeque Nation is an Indian chain restaurant owned
by Indore based Sayaji Hotels Limited which was also founded by Mr. Sajid Dhanani in the year
2006.
Sayaji Hotels Limited, Indore is a five star property that reflects the city’s spirit. Sayaji is ideal
for business travel or holidays to explore the Central India and Indore. It was established in the
year 1996.

Sayaji’s Mission:
“To make more and more people happy for a prolong period of time.”

Sayaji’s Objective:
Core Values of Sayaji-
1. Genuine
2. Ownership
3. Passion
4. Guest focus
5. Employee focus
6. Innovation

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 2. LITREATURE REVIEW:

Work by Hiltrop (1996):

Hiltrop (1996) was successful in demonstrating the relationship between the HRM practices,
HRM-organizational strategies as well as organizational performance. He conducted his research
on HR manager and company officials of 319 companies in Europe regarding HR practices and
policies of their respective companies and discovered that employment security, training and
development programs, recruitment and selection, teamwork, employee participation, and lastly,
personnel planning are the most essential practices (Hiltrop 1999). As a matter of fact, the
primary role of HR is to develop, control, manage, incite, and achieve the commitment of the
employees. The findings of Hiltrop’s (1996) work also showed that selectively hiring has a
positive impact on organizational performance, and in turn provides a substantial practical
insight for executives and officials involved. Furthermore, staffing and selection remains to be an
area of substantial interest. With recruitment and selection techniques for efficient hiring
decisions, high performing companies are most likely to spend more time in giving training
particularly on communication and team-work skills (Hiltrop 1999). Moreover the finding that
there is a positive connection existing between firm performances and training is coherent with
the human capital standpoint. Hence, Hiltrop (1996) suggests the managers need to develop HR
practices that are more focused on training in order to achieve competitive benefits.

Work by Alan Price (2007):

Price (2007), in his work Human Resource Management in a Business Context, formally defines
recruitment and selection as the process of retrieving and attracting able applications for the
purpose of employment. He states that the process of recruitment is not a simple selection
process, while it needs management decision making and broad planning in order to appoint the
most appropriate manpower. Their existing competition among business enterprises for
recruiting the most potential workers in on the pathway towards creating innovations, with
management decision making and employers attempting to hire only the best applicants who
would be the best fit for the corporate culture and ethics specific to the company (Price 2007).
This would reflect the fact that the management would particularly shortlist able candidates who

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are well equipped with the requirements of the position they are applying for, including team
work. Since possessing qualities of being a team player would be essential in any management
position (Price 2007).

Work by Silzer et al (2010):

However, the process of recruitment does not cease with application of candidature and selection
of the appropriate candidates, but involves sustaining and retaining the employees that are
selected, as stated by Silzer et al. (2010).

Work of Silzer et al. (2010) was largely concerned with Talent management, and through their
work they were successful in resolving issues like whether or not talent is something one can be
born with or is it something that can be acquired through development. According to Silzer et al
(2010), that was a core challenge in designing talent systems, facing the organization and among
the senior management. The only solution to resolve the concern of attaining efficient talent
management was by adopting fully-executable recruitment techniques. Regardless of a well-
drawn practical plan on recruitment and selection as well as involvement of highly qualified
management team, companies following recruitment processes may face significant obstacles in
implementation. As such, theories of HRM can give insights in the most effective approaches to
recruitment even though companies will have to employ there in house management skills for
applying generic theories across particular organizational contexts. Word conducted by Silzer et
al (2010) described that the primary objective of successful talent strategies is to create both a
case as well as a blueprint for developing the talent strategies within a dynamic and highly
intensive economy wherein acquisition, deployment and preservation of human capital-talent
that matter, shapes the competitive advantages and success of many companies.

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3. RATIONALE OF THE STUDY:

 Recruitment is the process which links the employers 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.
 Finally it helps in increasing organization and individual effectiveness of various
recruiting techniques and for all types of job applicants.

4. OBJECTIVE OF THE STUDY:

 The objective of effective recruitment and selection is to employ the right people with
the right skills while at the same time complying with recommend best practices and
legal requirements.
 To study the recruitment and selection procedure followed in SAYAJI HOTELS
LIMITED, INDORE.

RESEARCH METHODOLOGY:-

1. The Study - The research will be conducted on various factors of recruitment and selection
among the employees working in Private Sector of age 20-30 years.

2. The Design - It is a plan, structure and strategy of investigation conceived so as to obtain

answer to research question and to control variance.

Some of the sampling techniques such as quota sampling and simple random sampling may be
used.

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3. The Sample – A sample of 50-100 employees in private sector of the age group 20-30 years.

4. Data Collection –

a). Primary Data- Questionnaires and Direct Interview.

b).Secondary Data- Various sites, Brochures etc.

Data Analysis- The data will be analyzed using percentage based analysis.

References:-

www.sayajihotels.com

www.humanresource.com

Company’s profile

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