ANALYSIS AND INTERPRETATION OF DATA

1) Is there a well defined Recruitment Policy in your organization?

S.No. Options No.

Strongly
1 Agree 10
Moderately
2 Agree 9
3 Disagree 1
4 Can't Say 0

CONCLUSION
An organization must have a well-defined recruitment policy corresponding to the company and
vacancy requirements. Existing employees can give a fair feedback on the suitability of the
policy. 50% employees feel that the organization’s recruitment policy is stronge & well
defined. And 45% employee feel that the organization recruitment policy is moderately agree .
Majority of employees feels that policy is well defined which is a great morale victory on the
part of management.
Q2) Principle of right man on the right job is strictly followed/a detailed job- analysis is
done prior recruitment?

S.No. Options No.

Strongly
1 Agree 9
Moderately
2 Agree 10
3 Disagree 1
4 Can't Say 0

CONCLUSION
Job Analysis is the process of studying and collecting information relating to the operations and
responsibilities of a specific job. The immediate products of this analysis are job descriptions and
job specifications. Recruitment needs to be preceded by job analysis. The objective of employee
hiring is to match the right people with the right jobs. The objective is too difficult to achieve
without having adequate job information.

Responding to detail job analysis prior recruitment, 45 % employees say that the principle of
right man on the right job is strictly followed prior to recruitment.

Job Analysis is useful for overall management of all personnel activities. In present scenario
company should focus on job analysis as around 5% employees believes that detailed job
analysis is not being done prior recruitment which in future affects performance of new recruit.
Q3) Do you think the need for manpower planning is given due consideration in your
organization and the manpower requirement is identified well in advance?

S.No. Options No.

Strongly
1 Agree 4
Moderately
2 Agree 8
3 Disagree 2
4 Can't Say 1

CONCLUSION
Human Resource Planning is understood as the process of forecasting an organization’s future
demand for, and supply of, the right type of people in the right number.

27% say that manpower planning is given due importance and manpower requirement is
identified in advance. 13% employees disagree. They think that no due consideration is given to
manpower planning in advance.
(Q4) Which internal source of recruitment is followed by the company and given more priority?

S.No. Options No.

Internal
1 Promotion 11
Employee
2 Referral 0
3 Transfer 1
4 Job Posting 3

CONCLUSION

Internal Recruitment seeks applicants for positions from those who are currently employed.
Responding to above asked question, 73% employees tell that company

prefers internal promotion as internal source of recruitments. And rest 20% say that Job posting
is preferred. Majority of employees actually thinks that internal promotion is given priority and
followed by company as internal source of recruitment.
Q5) Which external source of recruitment is followed by the company and given more priority?

S.No. Options No.

1 Advertisement 13
2 Online Job Portals 0
3 Consultancy 1
Employment
4 Exchange 1

CONCLUSION

External Sources of recruitment lie outside the organization

87% employees think that Advertisement source is given more priority and 7% employees tell
that consultancy is preferred .
Q6) Which source of recruitment is relied upon when immediate requirement arises?

S.No. Options No.

1 Internal 9
2 External 6

CONCLUSION

Every organization has the option of choosing the candidates for its recruitment processes from
two kinds of sources: internal and external sources.

Responding to recruitment source question, almost all the employees tell that internal sources are
relied upon when there is any immediate manpower requirement in company.

Analysis clearly represents that 80% say that internal sources are better to be opted for
immediate opening in organization as company can have sufficient knowledge about the
candidate and it is less costly.
Q7) Do you think succession planning is done in advance in your organization?

S.No. Options No.

Strongly
1 Agree 5
Moderately
2 Agree 4
3 Disagree 4
4 Can't say 2

CONCLUSION

Succession Planning is the process of identifying, developing, and tracking key individuals so
that they may eventually assume top-level positions.

In respond to Succession Planning question, almost 27% employees actually believe that no
succession planning is done in advance in organization.

Only 33% employees think that succession planning is done in advance.

Q8) The sorting of candidate applications is done by some pre set criteria?

S.No. Options No.

Strongly
1 Agree 6
Moderately
2 Agree 6
3 Disagree 1
4 Can't say 2

CONCLUSION

Majority of employees, 40% believe that there is some pre-set criteria according to which sorting
of candidate application is done. 7% feel that sorting is not done by any pre set criteria. Rest 13%
can’t say about it.
Q9) Which are the parameters on which candidates are evaluated (give ratings out of 10)?

S.No. Options No.

1 Intelligence 4
2 Aptitude 4
3 Skills 5
4 Experienced 10

CONCLUSION

Responding to this question, 22% weightage is given to experience first then second most
weighted parameter is skills then process knowledge and aptitude and lastly attainments are
considered.

Above analysis represents that employees believe that experience and skills are mostly preferred
parameter for evaluating candidates.
Q10) To identify the employee’s capabilities and aptitude, psychological testing is done. Do you
think it is a useful technique?

S.No. Options No.

Strongly
1 Agree 9
Moderately
2 Agree 5
3 Disagree 1
4 Can't say 1

CONCLUSION

Responding to this question, there is approximately same percentage of opposite opinion of

employees regarding psychological testing.

56% of employees believe that to identify employee’s capabilities and aptitude, psychological
testing is done and 6% think that no psychological testing is carried out. 6% employees can’t
give opinion on asked question.
Q11) What type of interview is taken while selection?

S.No. Options No.

1 Patterned 8
2 Stressed 2
3 Depth 5
4 Others 0

CONCLUSION

The PATTERNED INTERVIEW format has, a structure to it. There is a set of pre-determined
questions that will be asked from each candidate for a position. The STRESS INTERVIEW is
the interview in which the interviewers try to 'discomfort' the candidates in various ways and
observe how they react to various difficult situations. An IN-DEPTH INTERVIEW is a
qualitative research technique that allows person to person discussion. It can lead to increased
insight into people's thoughts, feelings, and behavior on important issues. This type of interview
is often unstructured.

Responding to the type of interview 53% employees think that patterned interviews are generally
taken. 33% employees have the opinion that depth interviews are often used. Rest believes that
stress or any other type of interview is being taken.
Q12) The view of the concerned department head is given special attention while selecting the
employee of the department?

S.No. Options No.

Strongly
1 Agree 6
Moderately
2 Agree 8
3 Disagree 0
4 Can't say 1

CONCLUSION

Above analysis clearly shows that almost all the employees believe that the views of concerned
department head is given special attention while selecting the employee of the department.

Only 40% employees agree for giving due consideration to concernd departmental head opinion.
Q13) Is the physical examination necessary after final interviews?

S.No. Options No.

Strongly
1 Agree 9
Moderately
2 Agree 2
3 Disagree 4
4 Can't say 0

CONCLUSION

Most of the employees think that physical examination is necessary after final interview.

27% employees feels that it is not so important and rest 60% employees feel that physical
examination is important .
Q14) What is the weightage given to the following (out of 100%)?

S.No. Options No.

1 Written Test 55
Group
2 Discussion 15
Final
3 Interview 30

CONCLUSION

Responding to this question, maximum weightage is given to Written Test. Group Discussion is
given the least weightage among the three available options.
Q15) Is Induction as well as a training program conducted after joining of employees?

S.No. Options No.

1 Yes 14
2 No 1

CONCLUSION

Induction is planned introduction of employees to their jobs, their co-workers and the
organization.

Almost all the employees admit that induction as well as training program is conducted after
joining of employees. It is healthy sign for any organization.

7% employees tell that no orientation programme is conducted in company for new joinees.
Q16) Do you think the present selection process is feasible for selecting the employees?

S.No. Options No.

Strongly
1 Agree 6
Moderately
2 Agree 8
3 Disagree 1
4 Can't say 0

CONCLUSION
Selection is a long process, commencing from the preliminary interview of the applicants and
ending with the contract of employment.

Responding to selection process, 7% employees think that the present selection process is not
feasible for selecting the employees. 40% employees believe that there exists a feasible and
adaptable selection procedure in company.
 Recruitment and Selection
A Project Report Submitted To
Kurukshetra University,Kurukshetra
For The Award of The Degree of

Bacholer of Business Administration

Under The Supervision of :- Submitted By:

Dr.Kamlesh Shruti Nehra

Assistant Professor BBA 5th Sem.

Department of Commerce Class Roll No.: 1550820044

KVA DAV College for Women,Karnal Exam Roll No.: 170002008

DEPARTMENT OF COMMERCE
K.V.A.D.A.V. COLLEGE FOR WOMEN,KARNAL
2019-20
 TO WHOM SOEVER IT MAY CONCERN

This is to certify that Ms. Shruti Nehra of class B.B.A. 3rd year is a bonafide
student of K.V.A. D.A.V. College for Women, Karnal. She has successfu lly
completed her internship program dated from Megha Finloan Pvt. Ltd, Jaipur
Company.

We wish her all the success in life and future endeavor.

________________________ _____________________ ________________________

(Ms. Sujata Gupta) (Ms. Sanjana Raheja) (Dr. Kamlesh)

(Signature of Principal) (Signature of HOD) (Signature of Incharge)
 Declaration

I hereby declare that the Work which is being presented in this report entitled
“RECRUITMENT AND SELECTION” is an authentic record of my work carried
out under the supervision of Dr. Kamlesh.

The matter embodied in this report has not been submitted by me for the
award of any other degree.

Dated SHRUTI NEHRA

Department: BBA
 ACKNOWLEDGEMENT

I take the opportunity to express my gratitude to all of them who in some or other way helped me
to accomplish this challenging project in Megha Finloan Private Limited, Jaipur. No amount
of written expression is sufficient to show my deepest sense of gratitude to them.

I am extremely thankful and pay my gratitude to Ms. Neha (Company Guide) and my faculty
guide (Dr.Kamlesh) Kurukshetra university for their valuable guidance and support on
completion of this project.

I am also thankful to Mr. Padam Chand Gupta for his everlasting support and guidance on the
ground of which I have acquired a new field of knowledge.

A special appreciative Thank You in accorded to all staff of Megha Finloan Private
Limited,Jaipur for their positive support.
 Cash and Inventory
Management
A Project Report Submitted To
Kurukshetra University,Kurukshetra
For The Award of The Degree of

Bacholer of Business Administration

Under The Supervision of :- Submitted By:

Dr.Kamlesh Seema

Assistant Professor BBA 5th Sem.

Department of Commerce Class Roll No.: 1550820029

KVA DAV College for Women,Karnal Exam Roll No.: 170002012

DEPARTMENT OF COMMERCE
K.V.A.D.A.V. COLLEGE FOR WOMEN,KARNAL
2019-20
 TO WHOM SOEVER IT MAY CONCERN

This is to certify that Ms. Seema of class B.B.A. 3rd year is a bonafide student of
K.V.A. D.A.V. College for Women, Karnal. She has successfu lly completed her
internship program dated from Canvera Digital Technologies Pvt. Ltd.

We wish her all the success in life and future endeavor.

________________________ _____________________ ________________________

(Ms. Sujata Gupta) (Ms. Sanjana Raheja) (Dr. Kamlesh)

(Signature of Principal) (Signature of HOD) (Signature of Incharge)
 Declaration

I hereby declare that the Work which is being presented in this report entitled
“CASH AND INVENTORY MANAGEMENT” is an authentic record of my work
carried out under the supervision of Dr. Kamlesh.

The matter embodied in this report has not been submitted by me for the
award of any other degree.

Dated Seema

Department: BBA
 ACKNOWLEDGEMENT
I feel immense pleasure and privilege to express my sincere thanks to
my Project Guide Dr.Kamlesh. For his incessant invaluable and
indispensible guidance throughout. At the same time, I cannot froget the
courtesy and timely help provided by Project Coordinator.

I also express my sincere depth of gratitude to the Finance and Account

& Administrative, Department staff members in providing me with all
the necessary information in carrying out my project study. I also extend
my thanks to Dr.Kamlesh who helped me to clear the concepts and also
made valuable comments and suggestions, while preparing my project.

Seema

BBA- V Sem.
RECRUITMENT
AND SELECTION
 CASH AND
INVENTORY
MANAGEMENT
INCOME
TAX