Académique Documents
Professionnel Documents
Culture Documents
HRM (Human Resource Management) is one of the most critical and difficult
resource plan for more than reason. It is the sum total of inherent abilities and
acquired knowledge and skill represented by the talents and attitudes of the
employed persons. HRM has come into action in the last three decades.
The importance of HRM can be visualized from three stand points viz… social,
far the most important. The importance of human factor in any type of co-
its effective functioning not so much on its material or financial resources as on its
pool of able and willing human resources. The human resource becomes even
This is the only resource, which can produce unlimited amounts through better
ideas. There is no apparent limit to what people can accomplish when they are
motivated to use their potential to create new and better ideas. No other resource
can do this. This resource is animate, active and living. It is men alone who with
his ability to feel, think, conceive and grow shows satisfaction or dissatisfaction,
actions.
individual has his own unique background. This makes individual unique in his
frameworks.
Hence, they cannot be treated alike. It is only this resource, which appreciates in
value with the passage of time. As time passes people become experienced and
skilled. It is not so with other resources, which generally depreciate as time, goes
on.
• By helping people make their own decisions that are in their interests
Professional significance
• Providing healthy relationship between different work groups so that work
is effectively performed
Individual significance
enterprise and fulfilling their own social and other psychological needs or
Thus the main objective of HRM is to select the employees who will work for the
organization and on the contrary the organization will compensate them. Now
after selection the main purpose of the organization is to train him/her (the
employee). Thus, training an employee is one of the biggest objective of the HRM
department and thus in this study we will deal with TRAINING. Creating right
RECRUITMENT PROCESS
MEANING
working force.
An organization is lame without the man power that happens to be the driving
force of any particular organization regardless of all the other inputs. Without
human input no job however is possible however technology depended they might
be .
The human resource organization is responsible for this man power planning Any
It is the human resource team that is responsible for managing and settling any
sort of a problem that an employee has to face with the management. According to
Recruitment is the activity that links the employers and the job seekers
Recruitment of candidates is the function preceding the selection, which helps
management can select the right candidate for the right job from this pool.
Recruitment forms the first stage in the process which continues with selection
and ceases with the placement of the candidate. The function of recruitment
precedes the selection function and it includes only finding, developing the
organization.
the recruitments of the staffing schedule and to employ effective measures for
function of personnel administration, because unless the right type of people are
hired; even the best plans, organization charts and control system would not do
much good. Filppo views that recruitment both as positive and negative activity.
He says that the process of searching for prospective employees and stimulating
Recruitment needs are of three types
Planned
That is the needs arising from changes in organization and recruitment policy.
Anticipated
Unexpected
PROCESS
The recruitment and selection is the major function of the human resources dept.
and recruitment process is the 1st step towards creating the competitive strength
and the recruitment strategic advantage for the organizations. Recruitment process
conducting the interviews and require many resources and time. A general
• Identify vacancies
• Short listing
• Arrange interviews
interview and the decision making conveying the decision & the appointment
formalities
Make sure you have understood the requirement very well. You should not only
look at the technical requirements but also try to understand the entire
environment and situation of the vacancy. Why the vacancy is there? Is it a new
After understanding the requirement, make sure you analyze the team
environment and situation where the vacancy is open. Figure out the size of the
team one has to work with. For example, if the team size of the position is 10
people, and if the incumbent has never worked in such team size, he wont be able
to get adjusted easily. There are people who only gets adjusted with small teams
and there are also professionals who can only work in big teams. This is the case
with leading and management positions as well. If you try to hire a person who
has led a team of 100 people and if he has to lead a team of only 5 people, there
are always chances that he will be not satisfied and not get adjusted in the
environment.
One also needs to check what kind of person the incumbent has to work with.
Who is his supervisor; what kind of attitude he has and so on. In most of the cases,
the study has found that an employee leaves because of his supervisor. Ultimately,
After analyzing the above two steps, now is the time to look for a right person.
Match the technical skills, match the above two criteria and then call him for the
expects, what he has drawn, what is he drawing and what you can offer.
Many recruiters find it silly to gather the basic information about the candidate.
However, this is where they make a big mistake. Basic information like birth
place, current location, family background, marital status, hobbies etc. make a big
difference. These are the details which can help a recruiter to figure out the
candidate's current situation, his attitude, his hidden talents and skills and many
more.
For example, if you have sourced a candidate who is female, recently married;
there are chances for her to ask for maternity leave and the organization has to
suffer. If you have a candidate who is relocating himself from his native location
to a distant place, there are chances that if he gets a good opportunity in his native,
he will accept it and run away. Similarly, if you find out the hobbies of a
candidate you can figure out little about his attitude. If a candidate has been a
So next time you interview someone, make sure you gather the basic information.
5. Interviewing
I will not discuss about the common things we ask while interviewing a candidate.
Most of the recruiters or interviewers know what he has to check. But there are
some other factors which need to be considered while interviewing. These are not
Body Language
Facial expressions
Speech
Attitude
Habits
6. Presenting profiles to management
It is very important for a recruiter to see how he is presenting the profile to the
management. Once a recruiter has shortlisted one profile, he should wait for few
more to get shortlisted. A recruiter should always give choices to the management
and not just one resume. The management should have a chance to compare at
least 3-4 profiles for a position. So make sure, you always present at least 3-4
candidate and again selling the right candidate to the management. The sales
always include after sales service. Always make sure you update the candidates
and management about the latest status and keep both of them updated and posted.
various internal and external forces. The internal forces or factors are the factors
Organizational culture Employment rate
Cost of recruitment
RECRUITMENT STRATEGY
the best talent for their organization and to utilize their resources optimally. A
• Candidates to target
• Sources of recruitment
• Trained recruiters
prioritize the vacancies whether to focus on all vacancies equally or focusing on
2. CANDIDATES TO TARGET
3. SOURCES OF RECRUITMENT
the sources to be used and focused for the recruitment purposes for
sources of recruitment.
4. TRAINED RECRUITERS
The various parameters and the ways to judge them that is the entire
CHALLENGES FACED BY THE HR RECRUITMENT
• Adaptability to globalization
• Lack of motivation
• Process analysis
• Strategic prioritization
• Adaptability to globalization
• The hr professional are expected and required to keep in tune with the
changing times, i.e. the changes taking place across the globe.HR
• Lack of motivation
• Process analyses
• The immediately and speed of the recruitment process are the main
• Strategic prioritization
needs and prioritizing the tasks to meet the changes in the market
RECRUITMENT VS SELECTION
Both recruitment vs. selection are the phases of the employment process. The
selection involves the series of steps by which the candidates are screened for
enable the selection of best candidates for the organization by attracting more
purpose of selection process is to choose the right candidate to till the various
• Recruitment is a positive process i.e. encouraging more and more employees
selected Employees.
• Attract and encourage more and more candidates to apply in the organization.
• Create a talent pool of candidates to enable the selection of best candidates for
the organization.
•Recruitment is the process which links the employers with the employees.
• Increase the pool of job candidates at minimum cost.
· Help reduce the probability that job applicants once recruited and selected will
· Meet the organizations legal and social obligations regarding the composition of
its workforce.
· Begin identifying and preparing potential job applicants who will be appropriate
candidates.
SOURCES OF RECRUITMENT
the most only try of employees it needs. Some companies try to develop new
sources, while most try to tackle the existing sources they have. These sources
INTRENAL SOURCES
Internal sources are the most obvious sources. These include personnel
already on an organization, i.e., its present working force. Whenever any vacancy
or sometimes demoted. This source also includes personnel who were once on the
play-roll of the company but who plan to return or whom the company would like
to rehire, such as those on leave of absence, those on leave of absence, those who
EXTERNAL SOURCES
(I)New entrants to the labour force, that is young mostly in experienced potential
(III) Retired experienced person such as mechanics, machinist, welder,
accountants.
OBJECTIVE
communication ltd.
FEH
COMPANY PROFILE
Its first project is in the east coast state of Orissa, where it was building a state of
the art Hybrid Fiber Co-axial (HFC) network capable of providing a gamut of
telecom and broadcast services. ORTEL also provides its corporate clients
ORTEL provide Cable TV service under the brand name of Sky View Home
Cable, which is the dominant service provider in its market and the largest MSO
with almost 80% market share. As a result of its long term agreement with the
State Electricity Grid, we have a rare strength: legal rights of way for the network,
ORTEL Communications Ltd. also provides you a Digital Settop Box using which
a person can have a facility to view more than 100 Channels and can also enjoy
ORTEL was the first private sector company in India to be granted an ISP license
by the Govt. of India on 6th November 1998. It currently provides internet access
through cable modem to customers in Bhubaneswar, Cuttack, Rourkela,
ORTEL produces and cablecast a local origination TV channel under the brand
name of OTV. Already entrenched as the source of electronic media in its market.
OTV also has the distinction of being one of the earliest Indian channels and only
Company Profile:
Year of Establishment :
• Human Resource
• Sales
• Customer care
• Finance
• Process
• Technician
• Accounts
Employees
DESIGNATION NAME
our customers as well as evolve over time with the needs of the market. Towards
MISSION OF OTTEL COMMUNICATION LTD
“To deliver a multitude of convergent data, video & voice and a host of related
CORE VALUES
Integrity: Acting and taking decision in a manner that they are fair, transparent
practices.
Ability: With the right set of knowledge, skills and attitude, putting the through
locations &passion for excellence and an innovative “can do “attitude for business
growth.
Spiral Growth: We also empower and support all employees for fostering their
spiral growth across different functions to stimulate &ignite their own potential
and confidence.
QUALITY POLICY
Range of services
the price sensitive Indian Middle Class as well as demanding Corporate and
institutional segment.
Customer focus
EMPLOYMENT, POLICIES, RULES AND PRACTICES
HIRING PRINCIPLES
Generally we have to fill up present and future vacancies. But sometimes to meet
the special business drive we also recruit manpower on off-payroll basis through
outstanding. All the employees have to complete the probation period successfully
before being confirmed. Confirmation letter is issued in this regard to the eligible
employees.
We specially and consciously de-emphasize the interview weight age but still it
process.
We arrive at verbal agreement before issuing offer letter. Each detail of the
intended offer letter is discussed (and agreed) verbally before an offer is issued.
POST-OFFER DOCUMENTATION:
immediately. We ask the copy of the candidate’s resignation letter from existing
courtesy call to the candidate’s present employer immediately thereafter. All this
practices are adopted to weed out non-serious candidates and get on with
NON-JOINERS:
Candidates who do not join even after all the above are to be classified and not to
be considered again in future (with very rare expectations when the non-joining
RECRUITMENT OF EX-EMPLOYEES:
DISCIPLINARY POLICY
allowed.
EMPLOYEES BENEFITS
• Group Accident Insurance Benefit
RESEARCH METHODOLOGY
MEANING
systematically in the already planned direction with the help of a number of steps
in sequence. To make the research systemized the researcher has to adopt certain
methods. The methods adopted by the researcher for completing the study are
plan of action for a research which explains in detail how data is to be collected,
information. The present chapter attempt to highlight the research adopted in this
project.
• Research design
• Collection of data
• Tabulation of data
• Analysis of data
• Research plan
RESEARCH DESIGN
Research Design is the arrangement conditioned for data collection & analysis in a
procedure.
Collection of Data:
Different types of data collected in the course of research work constituted the
body of this report. The data collected were in various forms and in different
methods. However, the data can be classified into two broad categories boring upon
Primary Data:
There are the data that are collected by self-administrated questionnaire in the
Secondary Data:
There are the data that are available from Ortel.comWeb side, Google.com etc.
Tabulation of Data:
After the collection of data, the immediate next step was the tabulation of data
various data, collected through questionnaire were tabulated as per the situation.
Analysis of Data:
The analysis of data which is the step of this research report was done
Preparation of Report:
Finally the report was prepared basing upon the analyzed data, collected
RESEARCH PLAN
Type of study: For completing my study I have gone for sample study because
looking at the size of population & the time limitation it was not convenient for
me to cover entire population. Hence I have gone for sample study rather than
census study.
SAMPLING PLAN
A sample design is a definite plan for obtaining a sample from a given population.
It refers to the technique or the procedure that researcher would adopt in selecting
items from sample. Sampling plan may as well lay down the member of items to
be inched in the sample i.e. the size of sample. Sampling plan is determined
SAMPLING FRAME:
The list of sampling units from which sample is taken is called sampling frame.
Samples were taken from the HR persons of the company, interviewer and
interviewee
SAMPLING SIZE:
SAMPLING PROCEDURE:
time and so the sampling were quite easy to measure, evaluate and co-operative. It
was a randomly area sampling method that attempts to obtain the sample of
convenient elements.
FIELD WORK:
I have collected the data through medium called questionnaire collecting the
I started my project very first educating the responded about my entire project,
and ask them to co-operate with me. Mostly all the respondent were aware of this
type of surveys. So I didn’t face any type of difficulty during my project in the
respondents choosing different answers are converted into percentages and
Formula:
No of respondents
test the hypothesis. This aims at determining whether significant difference exists
among groups of data or whether differences are due to sampling. It describes the
discrepancy theory and observation. This test is done to find the dependence of
X2 = £ (O-E)2/ E.
by normal distribution.
• RANKING METHOD [ USING WEIGHTAGES]:
Weights or points are allotted for each of the ranks and here the
their weight ages. For example rank 1 is given 4 points; rank 2 is given 3
points. The summation is obtained. The procedure is similarly done for the
LIMITATIONS:
possible. Also the sample was small to find out any concrete
ANALYSIS
The followings are the analysis of 8 responded regarding the recruitment procedure
Table-1
Number of person recruited in different level in last year
The average time spent by HR dept. during recruitment of candidates of
different level?
Levels Days
Managerial level 7days
Executive level 7days
Non-executive level 20days
Technicians 25days
Customer Care 15days
Sales representative 21days
Percentage of candidates within 6-months to 1-year after being offered?
level Percentage
a Managerial level 12
b Executive level 15
c Non executive level 18
d Technician 25
e Sales Representative 20
The percentage of candidates working with the organization more than
3years
levels Percentages
A Managerial level 95
B Executive level 90
C Non-executive level 90
D Technician 80
E Customer Care 85
F Sales representative 80
FINDINGS
than 3 years.
• They use tests like written, aptitude, group discussion, personal interview,
CONCLUSION
Overall the recruitment process of Ortel communication ltd is good enough for
SUGESSIONS
They must find more applicants for their recruitment process if they use more
percentage advertising resource. It may provide better and easy way to find out the
BIBLIOGRAPHY
• www.google.com
• www.ortel.com
Name –
Designation –
Date-
E Job portal ………%
F Other, specify
A Manual
B Software
C Both
employees?
a. YES b. No
a. Advertising
b. Employee reference
c. Recruitment agency
5. Do you use any of the following tests during the process of recruitment and
E Psychometric
F Other, specify…………………………..
6. Please mention apart from HR dept. which other dept. are involved in the
interviewing process?
Departments Yes No
A Marketing & sales
B Administration
C Operation
D Customer care
E Technology
7. Do you collect and verify the reasons for leaving the job of candidates?
a. Yes b. No
a. Yes b. No
Support Yes No
A Telephone
B Video conferencing
C Online support
10. In how much time does the whole recruitment process generates results?
(Time taken in the whole process i.e. from tests, personal interviews to final
b. Two week e. More
c. Three week
11. How many recruitments you did in the last fiscal year in different level.
100
A Managerial
B Executive
C Non-executive
D Technician
E Customer Care
List Yes No
A Educational qualification
B Legal background check
C Professional background check
D Reference check
E Family background check
13. How much time do you spend on T&D and Induction per employee?
weeks
A Managerial
B Executive
C Non-executive
D Technician
E Customer Care
f Sales representative
14. What is the average time spent by HR dept. during recruitment of
35
A Managerial level
B Executive level
C Non-executive level
D Technicians
E Customer Care
F Sales representative
15. What is the back out percentage of candidates within 6-months to 1-year
Level Percentage
5-20% 20-35% 35-50% More than 50%
a Managerial level
b Executive level
c Non executive level
d Technician
e Sales Representative
f Customer care
16. What percentage of candidates working with the organization more than
3years?
Level Percentage
Less than 50 to 65% 65 to 80 to 95%
50% 80%
A Managerial level
B Executive level
C Non-executive level
D Technician
E Customer Care
F Sales representative
17. Does the company reimburse the traveling cost incurred by the candidate
a. Yes
b. No
c. Depends,
specify………………………………………………………………………………
Number Yes NO
0-10 persons
10-20 persons
20-30 persons
Above 40
19. Which is the biggest challenge that you face in the whole process of
recruitment?
Yes No