A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN VENUSINFOTECPVT. LTD.

BANGALORE
BY JACKULIN.M

(Reg No: 40509631013)

OF

DHANALAKSHMI COLLEGE OF ENGINEERING

A PROJECT REPORT Submitted to the

FACULTY OF MANAGEMENT STUDIES In partial fulfillment of the requirements for the award of the degree
OF

MASTER OF BUSINESS ADMINISTRATION AUGUST, 2010

DHANALAKSHMI COLLEGE OF ENGINEERING Manimangalam, Bangalore 601 301 DEPARTMENT OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE

Certified that this project report titled, A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN VENUSINFOTECPVT. Ltd., BANGALORE, is the bonafide work of Miss. M. JACKULIN (Register Number: 40509631013) who carried out the research under my supervision. Certified further, that to the best of my knowledge the work reported herein does not form part of any other project report or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate.

Internal Guide

Head of the Department

DECLARATION

I, JACKULIN.M of MANAGEMENT STUDIES

M.B.A.,

final

year, DEPARTMENT OF COLLEGE OF

DHANALAKSHMI

ENGINEERING, Manimangalam, Bangalore 601 301, hereby declare that this project work titled, A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN VENUSINFOTECPVT. LTD., BANGALORE, is submitted for the partial fulfillment in M.B.A Program of DHANALAKSHMI COLLEGE OF ENGINEERING.

Date:

(JACKULIN.M)

ABSTRACT

VENUSINFOTECis one of the largest global information technology services. Venusinfotec makes an ideal partner for organizations looking at transformational IT solutions because of its core capabilities, great human resources, commitment to quality and the global infrastructure to deliver a wide range of technology and business consulting solutions and services,. Venusinfotec enables business results by being a transformation catalyst. It offers integrated portfolio of services to its clients in the areas of Consulting, System Integration and Outsourcing for key-industry verticals. Venusinfotec provides comprehensive IT solutions and services, including systems integration, Information Systems outsourcing, package implementation, software application development and maintenance, and research and development services to corporations globally. Venusinfotec has various departments in that the Human Resource Department plays a vital role comparatively than other departments. The study has been taken on the topic A Study on effectiveness of Recruitment and Selection Process at VENUSINFOTEC Private Limited, Bangalore, to analyze the effectiveness and various sources of recruitment and selection process. Human resources are a term used to describe the individuals who comprise the workforce of an organization. The use of the term 'human resources' by organizations to describe the workforce capacity available to devote to the achievement of its strategies has drawn upon concepts developed in Organizational Psychology. Recruitment forms a major part of an organization's overall resourcing strategies, which identify and secure people needed for the organization to survive and succeed in the short to medium-term.

Selection is the process in which candidates for employment are divided into two classes, those who are offered employment and those who are not to be. The data has been collected by the researcher using questionnaire and it has been analyzed. Analysis of data in a general way involves a number of closely related operation that are performed with the purpose of summarizing the collected data and organizing them in such a manner that answer the research questions. The whole chapter of analysis and interpretation is based on the responses of 150 respondents who were administered with a questionnaire which contain the personal data their views about the recruitment and selection process and procedure. By analyzing the data the researcher came to the findings that 100 per cent of the respondents are aware of the recruitment and selection process and 70.67 per cent of the respondents says that HR policies is a major factor influencing the recruitment and selection process. As recruitment and selection process is a major issue in any organization, the researcher recommends the following measures such as the company can go for interview campus for recruitment and intelligence tests can be conducted in the selection test process. The excellent pattern of interview is followed in case of selection process. Candidate eligibility verification program is a greatest merit to the organization to avoid unfaithful candidates in the organization. The systematic procedure is followed in recruitment and selection process. The main objective of the study is to understand and analyze the various sources and the factors influencing the recruitment and selection process of the organization.

TABLE OF CONTENTS

CHAPTER No.

TITLE

PAGE No.

INTRODUCTION

01

OBJECTIVES OF THE STUDY NEED AND SCOPE OF THE STUDY COMPANY PROFILE II REVIEW OF LITERATURE

02 03-04 05-07 09-13

III

RESEARCH METHODOLOGY

15-16

IV

ANALYSIS AND INTERPRETATION

18-51

SUMMARY AND CONCLUSION ANNEXURE

52-56

QUESTIONNAIRE

BIBLIOGRAPHY

LIST OF TABLES

TABLE No.
4.1 4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 4.10 4.11 4.12 4.13 4.14 4.15 4.16 4.17 4.18 4.19 4.20 4.21

TITLE OF THE TABLE

Gender of the respondents Qualification of the respondents Age of the respondents Experience of the respondents Awareness of recruitment process Vacancy of the organization Preference of recruitment Sources of recruitment Internal Sources of recruitment External Sources of recruitment Role of consultants Factor influencing recruitment Knowledge and experienced recruiter Satisfaction of recruitment& selection process Challenging task of recruitment& selection process Screening of the candidate Selection Process of the candidate Preference of interview in selection process Factor Influencing selection process Satisfaction of candidate eligibility verification Kind of verification followed

PAGE No.

4.22 4.23 4.24 4.25 4.26 4.27 4.29

Selection process adherence to Hr Policies Preference of female candidates Selection tests on the basis of job requirements Manpower requirements Satisfaction of selection procedure Rate of recruitment& selection process Rank the recruitment& selection process

LIST OF FIGURES
TABLE No.
4.1 4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 4.10 4.11 4.12 4.13 4.14 4.15 4.16 4.17 4.18 4.19 4.20 4.21

TITLE OF THE FIGURES

Gender of the respondents Qualification of the respondents Age of the respondents Experience of the respondents Awareness of recruitment process Vacancy of the organization Preference of recruitment Sources of recruitment Internal Sources of recruitment External Sources of recruitment Role of consultants Factor influencing recruitment Knowledge and experienced recruiter Satisfaction of recruitment& selection process Challenging task of recruitment& selection process Screening of the candidate Selection Process of the candidate Preference of interview in selection process Factor Influencing selection process Satisfaction of candidate eligibility verification Kind of verification followed

PAGE No.

4.22 4.23 4.24 4.25 4.26 4.27 4.29

Selection process adherence to Hr Policies Preference of female candidates Selection tests on the basis of job requirements Manpower requirements Satisfaction of selection procedure Rate of recruitment& selection process Rank the recruitment& selection process

LIST OF ABBREVATIONS

S. No. 01. 02. 03. 04. 05.

ABBREVATIONS ERP- Enterprise Resource Planning CRM-Customer Relationship Management E- Electronic SCM-Supply Chain Management TIS-Technology Infrastructure Services

CHAPTER I

INTRODUCTION
Human resources are a term used to describe the individuals who comprise the workforce of an organization. The use of the term 'human resources' by organizations to describe the workforce capacity available to devote to the achievement of its strategies has drawn upon concepts developed in Organizational Psychology. Human Resources may set strategies and develop policies, standards, systems, and processes that implement these strategies in a whole range of areas. The following are typical of a wide range of organizations:
Recruitment,

selection, and outsourcing design and development

Organizational Business

transformation and change management conduct and behavior management and employee relations rewards, and benefits management

Performance, Industrial Human

resources workforce analysis and development.

Compensation, Training

Recruitment forms a major part of an organization's overall resourcing strategies, which identify and secure people needed for the organization to survive and succeed in the short to medium-term.

Recruitment activities need to be responsive to the ever-increasingly competitive market to secure suitably qualified and capable recruits at all levels. To be effective these initiatives need to include how and when to source the best recruits internally or externally. Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization. Selection may be defined as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirement, considering current environmental condition. The data has been collected by the researcher using questionnaire and it has been analyzed. Analysis of data in a general way involves a number of closely related operation that are performed with the purpose of summarizing the collected data and organizing them in such a manner that answer the research questions. The research design taken by the researcher is descriptive design. The respondents chosen by the researcher is 150. The non probability sampling technique is followed by the researcher. The researcher is highly dependent on the source of Primary data.

OBJECTIVES OF THE STUDY

Primary objective:
To study the effectiveness of recruitment and selection process in VENUSINFOTEC Private Limited.

Secondary objectives:
To study the various sources of recruitment. To study the factors influencing the recruitment and selection procedure. To study the present and future manpower requirements of the organization.

NEED FOR THE STUDY

To Increase the effectiveness of different recruiting techniques and sources for all types of job applicants in the organization. To identify the various sources of recruitment.

To obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives

SCOPE OF THE STUDY

To understand the various sources of recruitment provided in the organization. It helps to analyze the recruitment policy of the organization.

It enables us to evaluate the effectiveness of different recruiting techniques and sources for all types of job applicants in the organization.

COMPANY PROFILE
VENUSINFOTEC is a global services provider delivering technology-driven business solutions. Venusinfotec is the provider of integrated business, technology and process solutions on a global delivery platform. It was founded in the year 2005.It has 300 employee.

VENUSINFOTEC deals in following businesses:

IT Services: Venusinfotec provides complete range of IT Services to the organization. The range of services extends from Enterprise Application Services (CRM, ERP, eProcurement and SCM) to e-Business solutions. Venusinfotec's enterprise solutions serve a host of industries such as Energy and Utilities, Finance, Telecom, and Media and Entertainment. Product Engineering Solutions: Venusinfotec is the largest independent provider of R&D services in the world. Using business model for l R&D investment and accessing new knowledge and experience across the globe, people and technical infrastructure, Venusinfotec enables firms to introduce new products rapidly.

Technology Infrastructure Service: Venusinfotec's Technology Infrastructure Services (TIS) is the largest Indian IT infrastructure service provider in terms of revenue, people and customers with more than 200 customers in US, Europe, Japan and over 650 customers in India.

HR POLICIES OF VENUSINFOTEC
ANNUAL LEAVES
Every employee will get an annual leave of 30days and if more than thirty days is taken than leave will be deducted from the next year.

ANNUAL SICK DAYS

In a year 5 days are given as leave for sick days, if more than five days are taken a certain amount will be deducted from the salary. It provide (PGSM) Post Graduate Software Management program. It also provides distance learning. Medical assistance program. Interest free loan is also provided. It provides credit cards for the employee as per the policy.

Human Resource Planning (HRP)

Process of human resource planning at Venusinfotec is done by the top management executives of HRD. They formulate the different polices in reference to the requirements of the company Round 1: Written test
1. Verbal: This section will have 15 questions related to synonyms, Antonyms,

Analogies, SC, Prepositions and reading comprehension.

2. Aptitude: These sections will have 15 questions related to aptitude topics like

Time

& Work, Time & Distance, Blood Relations, Series Completion, Puzzles,

Calendars, Clocks, Percentages, and Ratio proportions, Ages, Pipes and Cisterns.
3. Technical: This section will have 20 questions related to basic technical concepts

from C, C++, Java, Linux, UNIX, DBMS, SQL, Programming fundamentals, Hardware, Software Engineering, and Microprocessors etc. Candidates are informed to brush up their technical skills which were covered in their regular academic curriculum. Round 2: Technical interview This is elimination round candidates should be through with that basic technical skills to clear this round. Candidates are here by informed to be prepared with their core subjects. Round 3: HR interview Candidates can expect basic HR interview questions like tell me about yourself, why should I hire you, why only Venusinfotec, what is six sigma level. Candidates will be tested in their communication and vocabulary during technical and HR interview. Round 4: Placement Upon Joining, the candidate shall be given an employee code number by Manager(HR) and he shall fill up the joining forms and shall submit the same to the Manager(HR) for further course of action. Candidates are selected from campus recruitment. Another popular source for Venusinfotecs Recruitment is the Online Placement through NSR (National Skill Registry).

RECRUITMENT PROCESS OF VENUSINFOTEC:

STEPS IN SELECTION PROCESS OF VENUSINFOTEC:

Receiving application Preliminary interview Application blank Tests Final interview Back ground verification Final selection Physical examination

CHAPTER II

REVIEW OF LITERATURE
RECRUITMENT:
Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME

DEFINITIONS:
Recruitment is defined as, the process of discovering potential candidates for actual and anticipated organizational vacancies . - Yodel. Recruitment is defined as, the process of searching for prospective employees and stimulating them to apply for jobs in the organization. -Edwin B.Flippo

FACTORS INFLUENCING RECRUITMENT

Strategic plans:

The steps most commonly used in developing an HR strategy:

Setting the strategic direction Designing the Human Resource Management System Planning the total workforce Generating the required human resources Investing in human resource development and performance Assessing and sustaining organizational competence and performance.

Organizational policies: o o o o o o o

Basic Overviews of Human Resource Management Getting the Best Employees Paying Employees (and Providing Benefits) Training Employees Ensuring Compliance to Regulations Ensuring Safe Work Environments Sustaining High-Performing Employees.

 Recruitment Criteria: o

Technical criteria, i.e. know-how, professional skills, and experience in your field. The candidates personality and charisma are the most influential criteria in the process of recruitment in France. Communication skills and the knowledge of foreign languages are also very important, to ensure the smooth flow of communication between the company and its subsidiary.

SOURCES OF RECRUITMENT INTERNAL SOURCES

Promotions: The process of elevating a person to higher level job is what is known as promotion.

Transfers: Transfer of an employee may be either from one section to another or from one department to another.

Job rotation: Moving an employee to get specialized in various posts of the organization.

Re-employment of ex-employees: Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also.

 EXTERNAL SOURCES External sources of recruitment have to be solicited from outside the organization. External sources are external to a concern. But it involves lot of time and money. The external sources of recruitment include Employment at factory gate, advertisements, employment exchanges, employment agencies, educational institutes, labor contractors, recommendations etc.
o

Employment at Factory Level This a source of external recruitment in which the applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to be appointed. There are people who keep on soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These types of workers apply on their own for their job. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as badli workers.

Advertisement It is an external source which has got an important place in recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television.

Employment Exchanges There are certain Employment exchanges which are run by government. Most of the government undertakings and concerns employ people through such exchanges. Now-a-days recruitment in government agencies has become compulsory through employment exchange.

Employment Agencies There are certain professional organizations which look towards recruitment and employment of people, i.e. these private agencies run by private individuals supply required manpower to needy concerns.

STEPS IN RECRUITMENT PROCESS

PERSONN EL HUMAN RESOURC E PLANNING RECRUITI NG NEEDED PERSONN EL SELECTIN G QUALIFIE D PERSONN EL PLACING NEW EMPLOYE ES ON JOB

DEVELOPI NG SOURCES OF POTENTIA L EMPLOYE ES

SEARCH FOR POTENTIA L EMPLOYE ES

EVELUATE RECRUITI NG
EFFECTIVE NES

PERSONNEL RESEARCH INTERNAL SOURCES JOB POSITING

UPGRADING IN SAME POSITION TRANSFERR ING TO NEW JOB PROMOTIN G HIGHER RESPONSIBI LITIES

EXTERNAL SOURCES

EMPLOYEE REFERRALS

ADVERTISIN G

EVALUATIN G FOR SELECTION

SCOUTING

PREREQUISITES OF GOVERNMENT POLICY:

1. It should be in conformity with its general personnel policies. 2. It should be flexible enough to meet the changing needs of an organization. 3. It should be so designed as to ensure employment opportunities for its employees on a long term basis. 4. It should match the qualities of employees with the requirements of the work for which they are employed. 5. It should highlight the necessity of establishing job analysis.

SELECTION PROCESS
Definition of selection:
According to Dale, selection may be defined as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirement, considering current environmental condition.

Factors influencing selection process:

1. Nature of the organization 2. Nature of the labor market 3. Union requirements 4. Government requirements 5. Composition of the labor force 6. Location of the organization.

Steps in selection procedure:

Receiving application The candidates mar be asked to submit their applications together with their bio data on a plain paper.

Preliminary interview The object of this interview is to see the candidate personally to ensure whether he is physically and mentally suitable for job.

Application blank The printed applications contain the details desired by the employer from

the candidate with sufficient space for the candidate to furnish the particulars. Tests A test is a sample measurement of a candidates ability and interest for the job. Final interview An interview is a face to face oral examination of a candidate by an employer. Back ground verification The background verification is done to check the honesty and integrity of the candidate. Final selection If the employer is satisfied with the candidate, then the selection will be made. Physical examination It is important that a person selected for the job must also be medically fit to perform it. Placement

If the employer is satisfied with the medical report of the candidate, he may place in the concern.

SELECTION PROCESS

RECEPTIONS OF APPLICATIONS

PRELIMINARY INTERVIEW

APPLICATION BANK

PSYCHOLOGICAL TESTS

INTERVIEW

BACKGROUND INVESTIGATION FINAL SELECTION BY INTERVIEWERS

WAITING LIST OF DESIRABLE APLLICANTS

PHYSICAL EXAMINATION

NEGATIVE DECISION

PLACEMENT

CHAPTER III

RESEARCH METHODOLOGY
Introduction:
Research methodology is a systematic process of identifying and formulating by setting objective and method for collecting, editing and tabulating to find solution.

Research design:
The problem that follows the task of defining the research problem is the preparation of the design of the research project is called as research design. The research design undertaken by researcher is Descriptive research design. This research design concerned with the research studies with a focus on the portrayal of the characteristics of a group of individual or a situation.

Sampling technique:
The non- probability sampling procedure has been used by the researcher because it does not give a representative sample of population.

Sampling method:
Convenience sampling method has been used by the researcher.

Sampling size:
The sample size chosen by the researcher is 150 respondents, which is 10 per cent of the total employees in the organization. The targeted respondents are both middle level and lower level employees.

SOURCES OF DATA COLLECTION:

Primary data Secondary data

PRIMARY DATA:
The Primary data used by the researcher is questionnaire.

SECONDARY DATA:
The secondary data used in this research are

Books referred and websites

RESEARCH INSTRUMENT:
The instrument used for this study by the researcher is questionnaire.

STATISTICAL TOOLS:
In order to come out with the findings of the study, the following statistical tools are used by the researcher Percentage analysis method Chi- square method Weighted average method

CHAPTER IV

DATA ANALYSIS AND INTERPRETATION

The data collected has to be processed and analyzed for the purpose of developing the research plan. This is essential for a scientific study and for ensuring that we have all the relevant data. Processing implies editing, coding, classification, and tabulation of collected data and so that they acquiescent to analyzes. The term analysis refers to the computation of certain measures along with searching for patterns of relationship that exists among data groups. Thus, In the process of analysis, relationships with original or new hypothesis should be subjected to statistical tests of significance to determine with that validity data can say as to indicate any conclusions. Analysis of data in a general way involves a number of closely related operation that are performed with the purpose of summarizing the collected data and organizing them in such a manner that answer the research questions. The whole chapter of analysis and interpretation is based on the responses of 150 respondents who were administered with a questionnaire which contain the personal data their views about the recruitment and selection process and procedure.

DATA ANALYSIS AND INTERPRETATION

TABLE NO 4.1 TABLE SHOWING THE GENDER OF THE RESPONDENTS
S.No. 1. 2. TOTAL PARTICULARS MALE FEMALE No. Of RESPONDENTS 57 93 150 PERCENTAGE (%) 38 62 100

Source: Primary data

CHART 4.1 CHART SHOWING THE GENDER OF THE RESPONDENTS

INTERPRETATION:
Among 150 respondents 62 per cent of respondents come under female category and rest of them belongs to male.

TABLE NO 4. 2

TABLE SHOWING QUALIFICATION OF RESPONDENTS

No. Of PERCENTAGE (%) 0 0 100 100

S.No. 1 2 3

RESPONDENTS IT/DIPLOMA 0 DEGREE 0 POST GRADUATE 150 TOTAL 150

Source: Primary data

PARTICULARS

CHART 4.2 CHART SHOWING QUALIFICATION OF RESPONDENTS

INTERPRETATION:
From the table it is vivid that 150 per cent of respondents are having post Graduate qualification.

TABLE NO 4. 3 TABLE SHOWING AGE OF RESPONDENTS

No. Of S.No. 1 2 3 PARTICULARS BELOW 30YRS BELOW 40 YRS BELOW 50 YRS TOTAL RESPONDENTS 142 8 0 150 PERCENTAGE (%) 94.67 5.33 0 100

Source: Primary data

CHART 4.3 CHART SHOWING AGE OF RESPONDENTS

INTERPRETATION:

From the table it is understood that 94.67 per cent of respondents are having age between below 30 years and followed by 5.33 per cent of respondents are having age between below 40 years.

TABLE NO 4. 4 TABLE SHOWING EXPERIENCE OF RESPONDENTS

No. Of S.No. 1 2 3 4 PARTICULARS BELOW 5 YRS BELOW 10 YRS BELOW 15 YRS ABOVE 15 YRS TOTAL RESPONDENTS 120 20 10 0 150

PERCENTAGE (%) 80 13.33 6.67 0 100

Source: Primary data

CHART 4.4 CHART SHOWING EXPERIENCE OF RESPONDENTS

INTERPRETATION:
From the table it is vivid that 80 per cent of respondents are having experience less than 5 years and 13.33 per cent of respondents are having experience less than 10years and 6.67 per cent of respondents are having experience less than 15 years.

TABLE NO 4.5 TABLE SHOWING AWARENESS OF RECRUITMENT PROCESS

No. Of S.No.
1 2 PARTICULARS RESPONDENTS YES 150 NO 0 TOTAL 150
Source: Primary data

PERCENTAGE (%)
100 0 100

CHART 4.5 CHART SHOWING AWARENESS OF RECRUITMENT PROCESS

INTERPRETATION:
From the table it is analyzed that 100 per cent of respondents are aware of recruitment and selection process of the organization.

TABLE NO 4.6 TABLE SHOWING VACCANCY OF ORGANIZATION

S.No.
1 2 3 4

PARTICULARS INTERNAL ANNOUNCEMENTS ADVERTISEMENTS CONSULTANTS ACAMPUS INTERVIEW TOTAL

Source: Primary data

No. Of RESPONDENTS
108 42 0 0 150

PERCENTAGE (%)
72 28 0 0 100

CHART 4.6 CHART SHOWING VACCANCY OF ORGANIZATION

INTERPRETATION:
From the table it is analyzed that 72 per cent of respondents came to know about the vacancy due to the internal announcements and 28 per cent of respondents through advertisements.

TABLE NO 4.7 TABLE SHOWING SOURCES OF RECRUITMENT PROCESS

S.No. 1 2 3

PARTICULARS INTERNAL SOURCES EXTERNALSOURCES BOTH TOTAL

Source: Primary data

No. Of RESPONDENTS 0 15 135 150

PERCENTAGE (%) 0 10 90 100

CHART NO 4.7 CHART SHOWING SOURCES OF RECRUITMENT PROCESS

INTERPRETATION:
From the table it is analyzed that 90 per cent of respondents are aware of the both sources of recruitments and 10 per cent of respondents sources of recruitment. are aware about the external

TABLE NO 4.8 TABLE SHOWING INTERNAL SOURCES OF RECRUITMENT

S.No. 1 2 3 4 PARTICULARS TRANSFER & PROMOTION EMPLOYEE REFERENCE FORMER EMPLOYEE PREVIOUS APPLICANTS TOTAL
Source: Primary data

No. Of RESPONDENTS 0 150 0 0 150

PERCENTAGE (%) 0 100 0 0 100

CHART NO 4.8 CHART SHOWING INTERNAL SOURCES OF RECRUITMENT

INTERPRETATION:

From the table it is understood that100 per cent of respondents preferred only employee referral.

TABLE NO 4.9 TABLE SHOWING EXTERNAL SOURCES OF RECRUITMENT

No. Of S.No. 1 2 3 4 5 6 PARTICULARS EMPLOYMENT EXCHANGES CONSULTANTS ADVERTISEMENTS CAMPUS INTERVIEW RIVAL FIRMS ALL THE ABOVE TOTAL
Source: Primary data

PERCENTAGE (%) 0 56 8 6.67 0 29.33 100

RESPONDENTS 0 84 12 10 0 44 150

CHART NO 4.9 CHART SHOWING EXTERNAL SOURCES OF RECRUITMENT

INTERPRETATION:

From the table it is understood that 56 percent of respondent preferred consultants and 6.67 per cent of respondent said campus interview and 29.33 per cent of respondent told all the five mentioned above.

TABLE NO 4.10 TABLE SHOWING ROLE OF CONSULTANTS

No. Of S.No. 1 2 3 PARTICULARS YES TO SOME EXTENT NO TOTAL RESPONDENTS 107 43 0 150 PERCENTAGE (%) 71.33 28.67 0 100

Source: Primary data

CHART NO 4.10 CHART SHOWING ROLE OF CONSULTANTS

INTERPRETATION:
From the table it is vivid that71.33 per cent of respondent said that role of consultants are more and 28.66 per cent of respondent said that role is to some extent.

TABLE NO 4.11 TABLE SHOWING FACTORS INFLUENCING RECRUITMENT

No. Of S.No. 1 2 3 4 PARTICULARS UNSKILLED JOB APPLICANTS AVAILABILITY OF JOB SEEKERS HR PLOICIES OF THE ORGANIZATION ALL THE ABOVE TOTAL
Source: Primary data

PERCENTAGE (%) 0 24 70.67 5.33 100

RESPONDENTS 0 36 103 8 150

CHART NO 4.11 CHART SHOWING FACTORS INFLUENCING RECRUITMENT

INTERPRETATION:
From the table it is understood that 70.67 per cent of respondent said that HR policies influences badly and 24 per cent of respondent said that availability of job seekers and 5.33 per cent of respondent has mentioned all the above.

TABLE NO 4.12 TABLE SHOWING RECRUITER

No. Of S.No. 1 2 3 4 5 PARTICULARS STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE TOTAL
Source: Primary data

KNOWLEDGE

AND

EXPERIENCED PERSONNEL
PERCENTAGE (%) 77.33 22.67 0 0 0 100 RESPONDENTS 116 34 0 0 0 150

CHART NO 4.12 CHART SHOWING RECRUITER KNOWLEDGE AND EXPERIENCED PERSONNEL

INTERPRETATION:
From the table it is analyzed that 77.33 per cent of respondent strongly agree for the recruiter knowledge and 22 per cent of respondent agreed for the recruiter knowledge.

TABLE NO 4.13 TABLE SHOWING FACTORS INFLUENCING RECRUITMENT

No. Of S.No. 1 2 3 4 5
Source: Primary data

PERCENTAGE (%) 42.67 43.33 14 0 0 100

PARTICULARS HIGHLY SATISFIED SATISFIED NEUTRAL DISSATISFIED HIGHLY DISSATISFIED TOTAL

RESPONDENTS 64 65 21 0 0 150

CHART NO 4.13
CHART SHOWING FACTORS INFLUENCING RECRUITMENT

INTERPRETATION:
From the table it is understood that 42.67 per cent of respondent are highly satisfied with the recruitment and selection process and 43.33 said that they are satisfied and 14 per cent of respondents are in neutral.

TABLE NO 4.14 TABLE SHOWING CHALLENGING TASK OF RECRUITER

S.No. 1 PARTICULARS STRONGLY AGREE No. Of RESPONDENTS 57 PERCENTAGE (%) 38

2 3 4 5

AGREE NEUTRAL DISAGREE STRONGLY DISAGREE TOTAL

Source: Primary data

72 13 8 0 150

48 8. 67 5. 33 0 100

CHART NO 4.14 CHART SHOWING CHALLENGING TASK OF RECRUITER

INTERPRETATION:
From the table it is vivid that 38 per cent of respondent strongly agree that recruiting is a challenging task and 48 per cent of respondents agreed that recruiting is challenging task to some extent and 5.33 per cent of respondents have disagreed.

TABLE NO 4.15 TABLE SHOWING SCREENING FACTORS OF CANDIDATES

No. Of S.No. 1 2 3 PARTICULARS QUALIFICATION EXPERIENCE COMMUNICATION RESPONDENTS 10 11 8 PERCENTAGE (%) 6. 67 7. 33 5. 33

4 5

SKILL ATTITUDE ALL THE ABOVE TOTAL

Source: Primary data

7 114 150

4. 67 76 100

CHART NO 4.15 CHART SHOWING SCREENING FACTORS OF CANDIDATES

INTERPRETATION:
From the table it is understood that 6.67 per cent of respondent said that qualification is a major screening factor and 4.33 per cent of respondents says experience and 5.33 per cent of respondents says communication skills and 4.67 per cent of respondents says attitude and 76 per cent of respondents says that is mentioned in above.

TABLE NO 4.16 TABLE SHOWING SCREENING TESTS

No. Of S.No. 1 2 3 PARTICULARS APTITUDE TEST INTELLIGENCE TEST PERSONALITY TEST RESPONDENTS 50 0 8 PERCENTAGE (%) 33.33 0 5.33

4 5

ABILITY TEST ALL THE ABOVE TOTAL

Source: Primary data

7 85 150

4.67 56.67 100

CHART NO 4.16 CHART SHOWING SCREENING TESTS

INTERPRETATION:
From the table it is analyzed that 33.33 per cent of respondent said that the aptitude test and5.33 per cent said personality test and 4.67 per cent preferred ability test and 56.67 per cent preferred all the above.

TABLE NO 4.17 TABLE SHOWING INTERVIEW PREFERRED

No. Of S.No. 1 2 3 4 5 PARTICULARS STRESS INTERVIEW TECHNICAL INTERVIEW HR INTERVIEW DEPTH INTERVIEW ALL THE ABOVE TOTAL RESPONDENTS 0 47 46 0 57 150 PERCENTAGE (%) 0 31.33 30.67 0 38 100

Source: Primary data

CHART NO 4.17

CHART SHOWING INTERVIEW PREFERRED

INTERPRETATION:
From the table it is understood that 31.33 per cent of respondents prefer technical interview and 30.67 33percent of respondents prefer HR interview and 38 33percent of respondents prefer all types of interview.

TABLE NO 4.18 TABLE SHOWING FATORS INFLUENCING SELECTION PROCESS

No. Of S.No. 1 2 3 4 PARTICULARS TECHNICAL KNOWLEDGE DISCREPANCY IN DOCUMENTS SALARY ISSUES ALL THE ABOVE TOTAL
Source: Primary data

PERCENTAG E (%) 19. 33 5. 33 9. 33 66 100

RESPONDENTS 29 8 14 99 150

CHART NO 4.18

CHART SHOWING FATORS INFLUENCING SELECTION PROCESS

INTERPRETATION:
From the table it is vivid that 19.33 percent of respondents said that technical knowledge is a high factor and 5.33 percent of respondents said discrepancy and 9.33 said salary issues and 66 per cent said all the above.

TABLE NO 4.19 TABLE SHOWING SATISFACTION OF RESPONDENTS

No. Of S.No. 1 2 3 4 5 PARTICULARS HIGHLY SATISFIED SATISFIED NEUTRAL DISSATISFIED HIGHLY DISSATISFIED TOTAL
Source: Primary data

PERCENTAGE (%) 52 34 14 0 0 100

RESPONDENTS 78 51 21 0 0 150

CHART NO 4.19

CHART SHOWING SATISFACTION OF RESPONDENTS

INTERPRETATION:
From the table it is understood that 52 per cent of respondents are highly satisfied and 34 per cent of respondents are satisfied and 14 per cent of respondents are in neutral stage.

TABLE NO 4.20 TABLE SHOWING VERIFICATION OF RESPONDENTS

No. Of S.No. 1 2 3 4 5 PARTICULARS EDUCATIONAL QUALIFICATION LEGAL BACKGROUND REFERENCE CHECK FAMILY BACKGROUND ALL THE ABOVE TOTAL
Source: Primary data

PERCENTAGE (%) 24 14 0 0 62 100

RESPONDENTS 36 21 0 0 93 150

CHART NO 4.20 CHART SHOWING VERIFICATION OF RESPONDENTS

INTERPRETATION:
From the table it is analyzed that 24 per cent of respondents said that education is a common factor to be verified and 14 per cent of respondents for legal background and 62 per cent of respondents said all the above.

TABLE NO 4.21 TABLE SHOWING ADHERENCE TO HR POLICIES

S.No. ADHERENCE OF SELECTION PROCESS TO HR 1 2 3 POLICIES YES TO SOME EXTENT NO TOTAL
Source: Primary data

No. Of RESPONDENTS

PERCENTAGE (%)

142 8 0 150

94.67 5.33 0 100

CHART NO 4.21 CHART SHOWING ADHERENCE TO HR POLICIES

INTERPRETATION:
From the table it is vivid that 94.67 per cent of respondents are accepting that selection is based on HR policies and 5.33 per cent of respondents are not accepting

TABLE NO 4.22 TABLE SHOWING PREFERENCE OF FEMALE CANDIDATES

S.No. PREFERNCE OF FEMALE 1 2 3 CANDIDATES YES TO SOME EXTENT NO TOTAL
Source: Primary data

No. Of RESPONDENTS 8 36 106 150

PERCENTAGE (%) 5. 33 24 70. 67 100

CHART NO 4.22 CHART SHOWING PREFERENCE OF FEMALE CANDIDATES

INTERPRETATION:
From the table it is understood that 5.33 per cent of respondents said no preference is given to female candidates and 24 per cent says to some extent is given and 70.67 per cent says it is not given.

TABLE NO 4.23 TABLE SHOWING JOB REQUIREMENTS

S.No. 1 2 3 4 5 JOB REQIREMENTS STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE TOTAL
Source: Primary data

No. Of RESPONDENTS 99 36 15 0 0 150

PERCENTAGE (%) 66 24 10 0 0 100

CHART NO 4.23 CHART SHOWING JOB REQUIREMENTS

INTERPRETATION:
From the table it is analyzed that 66 per cent of respondents strongly agree that recruitment is done based on job requirements and 24 per cent agree and 10 per cent are in neutral.

TABLE NO 4.24 TABLE SHOWING MANPOWER REQUIREMENTS

S.No. 1 2 3 4 MANPOWER REQUIREMENTS ANNUALY HALF YEARLY QUARTERLY NEED BASED TOTAL
Source: Primary data

No. Of RESPONDENTS 0 0 86 64 150

PERCENTAGE (%) 0 0 57.33 42.67 100

CHART NO 4.24 CHART SHOWING MANPOWER REQUIREMENTS

INTERPRETATION:
From the table it is understood that 57.33 per cent of respondents says manpower requirements are fulfilled in half yearly and 42.67 33per cent of respondents says it is fulfilled in need based.

TABLE NO 4.25 TABLE SHOWING SATISFACTION OF SELECTION PROCEDURE

S.No. SATISFACTION OF SELECTION 1 2 3 4 5 PROCEDURE HIGHLY SATISFIED SATISFIED NEUTRAL DISSATISFIED HIGHLY DISSATISFIED TOTAL
Source: Primary data

No. Of RESPONDENTS 57 65 28 0 0 150

PERCENTAGE (%) 38 43.33 18.67 0 0 100

CHART NO 4.25 CHART SHOWING SATISFACTION OF SELECTION PROCEDURE

INTERPRETATION:
From the table it is understood that 38 per cent of respondents are highly satisfied with the selection procedure and 43.33 per cent of respondents are satisfied with the selection procedure and 18.67 per cent are in neutral.

TABLE NO 4.26 TABLE SHOWING RATING OF RECRUITMENT SELECTION PROCESS

S.No. RATING OF RECRUITMENT &SELECTION 1 2 3 4 5 PROCESS EXCELLENT VERY GOOD NEUTRAL POOR VERY POOR TOTAL
Source: Primary data

No. Of RESPONDENTS

PERCENTAGE (%)

57 50 43 0 0 150

38 33.33 28.67 0 0 100

CHART NO 4.26 CHART SHOWING RATING OF RECRUITMENT SELECTION PROCESS

INTERPRETATION:

From the table it is vivid that 38 per cent of respondents said that recruitment and selection process are excellent and 33.33 per cent of respondents said that recruitment and selection process are very good and28.67 per cent of respondents said that recruitment and selection process are good.

WEIGHTED AVERAGE METHOD

Aim:
To test the preference among respondents towards selection process, selection test, selection policy, human resource planning, interview method by using ranking method.

TABLE.No.4.27
OPINION Selection process Selection Test Selection Policy HR Planning Interview Method
Source: Primary data

1 65 54 21 10 0

2 76 53 21 0 0

3 87 52 9 2 0

4 82 59 0 9 0

5 79 61 8 2 0

WEIGHT 5 4 3 2 1 TOTAL
W1 W2 W3 W4 W5

X1 65 54 21 10 0 150

WX1 325 216 63 20 0 624

X2 76 53 21 0 0 150

WX2 380 212 63 0 0 655

X3 87 52 9 2 0 150

WX3 435 208 27 4 0 674

X4 82 59 0 9 0 150

WX4 410 236 0 18 0 664

X5 79 61 8 2 0 150

WX5 395 244 24 4 0 667

= Selection process = Selection Test = Selection Policy = HR Planning = Interview Method XW = XW/ XW

W1 W2

= 624/15=41.6 =655/15=43.67

W3 W4 W5

=674/15=44.93 =664/15=44.27 =667/15=44.47

RANKING THE ATTRIBUTE

ATTRIBUTE Selection process Selection Test Selection Policy HR Planning Interview Method RANKING 5 4 1 3 2

CHART .No.4.27

INTERPRETATION:
From the ranking method it is observed that most of the employee ranked selection policy among all the above said factors.

RESULT
RANK1: Selection Policy RANK 2: Interview Method RANK 3: Human Resource Planning RANK 4: Selection Test RANK 5: Selection Process

CHI-SQUARE TEST
Aim:

To test the significant difference between the GENDER and OPINION ON RECRUITMENT AND SELECTION PROCESS. H0: There is no significant difference between the GENDER and OPINION ON RECRUITMENT AND SELECTION PROCESS. H1: There is a significant difference between the GENDER and OPINION ON RECRUITMENT AND SELECTION PROCESS. Observed Frequency

Table .No.4.28
Factor s Excellent Very Good 22 28 50 0 0 0 Neutral Poor Very Poor 0 0 0 53 97 150 Total

Male 14 21 Female 36 29 Total 50 50 Source: Primary data

Tabular Column
Observed Frequency (Oi) 14 21 22 36 29 28 TOTAL r = no. of rows c = no. of columns (r-1) (c-1) = = (2-1) (3-1) (1) (2) Expected Frequency (Ej) 19 19 19 31 31 31 -5 2 3 5 -2 -3 25 4 9 25 4 9 (OI Ej) (OI Ej)2 (OI Ej)2/ (Ej) 1.316 0.211 0.474 0.806 0.129 0.290 3.226

Degrees of Freedom:

= Calculated value

2 = 3.226

Degrees of freedom at 5% level of significance is 5.99 Therefore, Table value <calculated value So, Alternate hypothesis H1 is accepted.

Chart No.4.28

INTERPRETATION:
From the chart it is observed that there is a significance difference between gender and recruitment and selection process.

CHI-SQUARE TEST
Aim:
To test the significant difference between the AGE and FACTORS INFLUENCING THE SELECTION PROCEDURE

H0.: There is no significant difference between the AGE and FACTORS INFLUENCING THE SELECTION PROCEDURE H1 : There is a significant difference between the AGE and FACTORS INFLUENCING THE SELECTION PROCEDURE

Observed Frequency Table No. 4.29

AGE TECHNICAL KNOWLEDG DISCREPANC Y IN SALARY ISSUSE 0 0 0 ALL THE ABOVE 99 22 121 128 22 150 TOTAL

E DOCUMENTS 20 30 29 0 30 40 0 0 TOTAL 29 0 Source: Primary data

Tabular Column
Observed Frequency (Oi) 29 99 0 22 TOTAL Expected Frequency (Ej) 25 103 4 18 4 -4 -4 4 16 16 16 16 (OI Ej) (OI Ej)2 (OI Ej)2/ (Ej) 0.64 0.156 4.00 0.889 5.685

Degrees of Freedom:
r = no. of rows c = no. of columns (r-1) (c-1) = = = Calculated value (2-1) (2-1) (1) (1) 1 = 5.685

Degrees of freedom at 5% level of significance is 3.84 Therefore, Table value >calculated value

So, Alternate hypothesis H1 is rejected.

Chart No. 4.29

INTERPRETATION:
From the chart it is observed that there is no significance difference between age and factors influencing selection procedure.

CHAPTER V

SUMMARY AND CONCLUSION FINDINGS

By the way of collecting survey through Primary data and by applying statistical tools, the researcher analyzed some of the findings are:
100 per cent of respondents are having awareness of recruitment and selection

process of the organization.

 90 per cent of respondents preferred both sources of recruitment. 100 per cent of respondents said that employee referral is the main source of

internal recruitment.
56 per cent of respondents came to know about vacancy through consultants. 71.333 per cent of respondents feel that consultants play a vital role in

recruitment process.
70.67 per cent of respondents agreed that HR policies are the factor influences

recruitment process.
77.33 per cent of respondents believe that recruiter should be knowledgeable and

experienced personnel.
43.33 per cent of respondents are satisfied with the recruitment and selection

process of the organization.

5.33 per cent of respondents are disagreeing in saying that recruitment is a

challenging task for the recruiter.

30.67 per cent of respondents prefer technical interview in case of selection

process.
31.33 per cent of respondents prefer HR interview in case of selection process. 52 per cent of respondents are highly satisfied with the candidate eligibility

verification followed in the organization.

94.67 per cent of respondents agreed that selection of candidates is strictly

adherence to the HR policies of the organization.

70.67 per cent of respondents said that no preference is given to female

candidates.

SUGGESTIONS
The study proved that Venusinfotec has an effective Human Resource Department which meets all the manpower requirements of the company.

 The company can go for campus interview in order to get talented candidates to improve the organization effectiveness. Some changes can be implemented in recruitment policies as it stands as an obstacle of recruiting talented candidates. Intelligence test should be implemented in selection process to test the knowledge of the candidates. The organization can minimize the candidate eligibility verification process.

LIMITATIONS OF THE STUDY

The duration of the study was limited and hence elaborate and comprehensive project survey was not undertaken. The personal biases of the respondents might have entered into their response.

Because of a small period of time only small sample had to be considered which doesnt actually reflect and accurate picture

CONCLUSION

The process of recruitment and selection in Venusinfotec is awesome. The company sources of recruitment are very effective. The main source of internal recruitment is employee referral as rewards are provided to employee to encourage this kind of recruitment. Recruitment is a never ending process in the organization. Selecting the qualified and skilled candidate is the main motto of the organization. The excellent pattern of interview is followed in case of selection process. Candidate eligibility verification program is a greatest merit to the organization to avoid unfaithful candidates in the organization. The systematic procedure is followed in recruitment and selection process.

ANNEXURES

A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS OF VENUSINFOTEC TECHNOLOGY PVT LTD., BANGALORE.
QUESTIONNARIE Personal Details:
Name (optional): Department: Gender: Qualification: Age Group: Experience: Income Level: 1. [ ] Male [ ] Female [ ] 40-50yrs [ ] Above 15yrs [ ] Above 40K [ ] IT/Diploma [ ] Degree [ ] Post Graduate [ ] Below 20yrs [ ] 20-30yrs [ ] 30-40yrs [ ] Below 5yrs [ ] 5-10yrs [ ] Below 20k [ ] 20-30k [ ] 10-15yrs [ ] 30-40k

Are you aware of recruitment and selection process of your organization? [ ] Yes [ ] To Some Extent [ ] No

2.

How do you come to know about the Vacancies in your organization? [ ] Internal Announcements [ ] Advertisements [ ] Consultant [ ] Campus Interview

3.

Type of recruitment preferred in your organization [ ] Internal Source [ ] External Source [ ] Both

4.

If internal, what is the main source of recruitment on your organization? [ ] Transfer & Promotion [ ] Employee Reference

[ ] Former Employee [ ] Previous Applicants 5. If external, what is the main source of recruitment on your organization? [ ] Employment Exchanges [ ] Consultants [ ] Advertisements [ ] Campus Interview [ ] Rival Firms [ ] All the Above 6. Is consultant plays a vital role in the process of recruitment and selection of the candidate in the organization? [ ] Yes 7. [ ] To Some Extent [ ] No

Which factor is influencing the recruitment process of the candidate in your organization? [ ] Unskilled Job Applicants [ ] Availability of Job Seekers [ ] HR policies of the organization [ ] All the Above

8.

Does the recruiter should be a knowledgeable and experienced personnel [ ] Strongly Agree [ ] Agree [ ] Neutral [ ] Disagree [ ] Strongly disagree

9.

Are you satisfied with the recruitment and selection process of your organization?

[ ] Highly Satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly Dissatisfied 10. Does the recruitment and selection process a challenging task for the recruiter? [ ] Strongly Agree [ ] Agree [ ] Neutral [ ] Disagree [ ] Strongly Disagree 11. What is the important factor that they consider while screening the candidate? [ ] Qualification [ ] Experience [ ] Communication Skill [ ] Attitude [ ] All the Above 12. Which type of test is followed in the selection process of the candidate in your organization? [ ] Aptitude Test [ ] Intelligence Test [ ] Personality Test [ ] Ability Test [ ] All the Above 13. Which type of interview is preferred in the selection process of the candidate in your organization? [ ] Stress Interview

[ ] Technical Interview [ ] HR Interview [ ] Depth Interview [ ] All the Above 14. Which factor influences the selection process of the candidate in your organization? [ ] Technical Knowledge [ ] Discrepancy in the Documents [ ] Salary Issues [ ] All the Above 15. Are you satisfied with the candidate eligibility verification made in your organization? [ ] Highly Satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly Dissatisfied 16. What kind of verification is followed in your organization? [ ] Educational Qualification [ ] Legal Background [ ] Reference Check [ ] Family Background [ ] All the Above 17. Whether selection process is strictly adherence to the HR policies of your organization? [ ] Yes [ ] To Some Extent

[ ] No 18. Is any preference given for the female candidates in the selection process? [ ] Yes [ ] To Some Extent [ ] No 19. Does selection tests are conducted on the basis of the job requirements? [ ] Strongly Agree [ ] Agree [ ] Neutral [ ] Disagree [ ] Strongly Disagree
20.

In your company the manpower requirement of each department are well in advance. [ ] Annually [ ] Half Yearly [ ] Quarterly [ ] Need Based

identified

21.

Are you satisfied with the selection procedure of your organization? [ ] Highly Satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly Dissatisfied

22.

Rate the recruitment and selection process followed in your organization? [ ] Excellent [ ] Very Good

[ ] Neutral [ ] Poor [ ] Very Poor 23. Please rate it on the basis of your preference [ ] Selection Process [ ] Selection Test [ ] Selection Policy [ ] Human Resource Planning [ ] Interview Method

BIBILIOGRAPHY
Books:
Memoria.C.B Gankar.S.V Personnel Management-Himalaya publishing House

-21st Revised Edition.

Aswathappa.K-Human Resource Personnel Management-The McGraw Hill

companies- 6th Edition.

Kothari.C.R-Reseach Methodology- Methods & Techniques- Vikas Publishing-

2nd Edition.