Executive Summary

The project titled UNDERSTANDING THE RECRUITMENT AND SELECTION PROCESS AT EUREKA FORBES : A STUDY OF SELECTION OF CUSTOMER SALES SPECIALIST IN LUCKNOW Undertaken in Eureka Forbes Ltd. Eureka Forbes is Asias largest direct selling organization. It is a part of Shapoorji Pallonji GroupPioneer in vacuum cleaner and water purifier technology operating from 220 branches, covering 100 cities, with over 7000 Euro champs in INDIA & ABROAD Eureka Forbes has achieved4th rank as best employer in 2007 (Hewitt Associates survey ) ISO 9001, 9002 and 14001 certified company. A case study of Harvard Business School since 2005. Award Make (Most Admired Knowledge Enterprise, U.K ) Award . Super Brand Award, Mera Brand Award. International operation in 50 countries The project report is about recruitment and selection process that is an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization. It gives an organizational structure of the company. It is a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career.

There are two types of factors that affect the Recruitment of candidates for the company Internal factors External factors The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision. INTRODUCTION TO THE TOPIC

Human Resource is a basic need of any work to be done. According to ARTHUR LEWIS: There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors.

Meaning of HUMAN RESORCE MANAGEMENT

Human Resource plays a crucial role in the development process of the modern economics.

ARTHUR LEWIS observed

There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors. Human resource management is the management of employees skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management. They are labour management, labour administration, labour management relationship, employee employer relationship, industrial relationship, human capital management, human assent management etc. Though these terms can be used differently widely, the basic nature of distinction lies in the scope or coverage and evolutionary stage. In simple sense, human resource management means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirements.

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT:

Administration: Strategic planning, organizational evaluation, County Board relations, policy recommendations, supervision of department staff Benefits: Health insurance, dental insurance, life insurance, disability insurance, retirement benefits, vacation, sick leave, paid holidays, section 125 plan, donor program, educational incentive, uniform allowance, and others. Compensation: Salary and benefit surveys, job evaluation, job descriptions evaluation, job descriptions Employee relations: Disciplinary processes, incident investigations, complaint/grievance procedures, labor-management relations. Employee services: Enrollment in benefits, employee discounts for recreational spots, resolution of enrollment or claim problems, employee newsletter. Educational assistance, employee service awards Fiscal: Staffing budgets, departmental budget, accounts payable, insurance receivables, insurance fund management, total package costing. Insurance receivables, insurance fund management, total package costing.

Health and safety: Employee assistance, workers compensation claims, drug testing, safety compliance and training. Leaves of absence: State and/or Federal Family and Medical Leave rights, County approved leaves of absence, rights upon return to work, light duty assignments for temporary periods. Payroll administration: Computer-based or manual evaluation systems, supervisory training, compliance with timeliness standards Performance appraisal: Employee files, litigation files, payroll records, safety records and other administrative files Record-keeping: Job posting, advertising, testing administration, employment interviews, background investigations, post-offer employment testing. Recruitment: Recruitment is defined as a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures fir meet the requirement of the staffing schedule and to employ to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an effective workforce. Selection: After identifying the sources of human resources, searching for prospective employees and stimulation helps too apply for jobs in an organization, the management has to perform the function of selecting the right man at right job and at the right time.

Separations and terminations: Rights upon termination of employment, severance benefits, unemployment compensation, exit interviews. Training and development: County-wide needs assessment, development of supervisory and management skills, employee training and workshops. Benefits orientation for new and transferring employees, Supervisory newsletter. Salary and benefits: Salary/wage plans, employee benefits.

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT:

1: Attract highly qualified and competent people 2: Ensure thats the selected candidate stays longer with the company. 3: Make sue that there is match between cost and benefit. 4: Helps the organization to create more culturally diverse workforce Whereas, the poor quality of selection means extra cost on training and supervision. Further in more , when recruitment fails to meet organizational needs for talent, a typically response is to raise entry level pay scales . This can distort traditional wages and salary relationship in organization, resulting in unavoidable consequences. Thus the effectiveness of the recruitment process can play a major role in determining the resources that must be expended on other HR activates and their ultimate success. The project report is all about recruitment and selection process thats an important part of any organization. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individual will come to know a company, and eventually decide whether they wish to work for it. Organizations have to recruit people with requisite skills, qualification and experience, if they have to survive and flourish in a highly competitive environment. While doing so they have to be sensitive to economic, social, political and legal factors within a country. To be effective, they need to tap all the available sources of supply both internal and external. In a highly competitive market every organization need to have very efficient and effective recruitment process, which should reduction in time

and cost involved in the recruitment process. Longer the recruitment cycle time it leads to high cost to the companies. Recruitment is a positive impact to an organization since it identifies and encourages applicants to apply for the jobs. Additionally, many managers start recruiting only when some one is leaving, so its better to establish an ongoing recruitment program so that effective recruitment process with the less time and increased effort results in success to the organization. Selection is the second step in the process of procurement of people. It is the process of choosing the individual who posses the necessary skill, abilities and personalities to successfully fill specific jobs in the organization.

RECRUITMENT PROCESS

Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The process comprises five interrelated stages, viz, 1. Planning. 2. Strategy development. 3. Searching. 4. Screening. 5. Evaluation and control. The ideal recruitment programme is the one that attracts a relatively larger number of qualified applicants who will survive the screening process and accept positions with the organization, when offered. Recruitment programmes can miss the ideal in

many ways i.e. by failing to attract an adequate applicant pool, by under/over selling the organization or by inadequate screening applicants before they enter the selection process. Thus, to approach the ideal, individuals responsible for the recruitment process must know how many and what types of employees are needed, where and how to look for the individuals with the appropriate qualifications and interests, what inducement to use for various types of applicants groups, how to distinguish applicants who are qualified from those who have a reasonable chance of success and how to evaluate their work.

Four Approaches to Selection:

1). Ethnocentric Selection : In this approach, staffing decisions are made at the organizations headquarters. Subsidiaries have limited autonomy, and the employees from the headquarters at home and abroad fill key jobs. Nationals from the parent country dominate the organizations at home and abroad.

2). Polycentric Selection : In polycentric selection, each subsidiary is treated as a distinct national entity with local control key financial targets

and investment decisions. Local citizens manage subsidiaries, but the key jobs remain with staff from the parent country. This is the approach, which is largely practiced in our country

3). Regiocentric Selection : Here, control within the group and the movements of staff are managed on a regional basis, reflecting the particular disposition of business and operations within the group. Regional managers have greater discretion in decision. Movement of staff is largely restricted to specific geographical regions and promotions to the jobs continue to be dominated by managers from the parents company.

4). Geocentric Staffing : In this case, business strategy is integrated thoroughly on global basis. Staff development and promotion are based on ability, not nationality. The broad and other parts of the top management structure are thoroughly international in composition. Needless to say, such organizations are uncommon.

Difference (Recruitment and Selection)

1.) Recruitment is the process of searching for prospective candidates and motivating them to apply for job in the organization Whereas, selection is a process of choosing most suitable candidates out of those, who are interested and also qualified for job. 2.) In the recruitment process, vacancies available are finalized, publicity is given to them and applications are collected from interested candidates. In the selection process, available applications are scrutinized. Tests, interview and medical examination are conducted in order to select most suitable candidates. 3.) In recruitment the purpose is to attract maximum numbers of suitable and interested candidates through applications. In selection process the purpose is that the best candidate out of those qualified and interested in the appointment. 4.) Recruitment is prior to selection. It creates proper base for actual selection. Selection is next to recruitment. It is out of candidates available/interested. 5.) Recruitment is the positive function in which interested candidates are encouraged to submit application.

Selection is a negative function in which unsuitable candidates are eliminated and the best one is selected. 6.) Recruitment is the short process. In recruitment publicity is given to vacancies and applications are collected from different sources Selection is a lengthy process. It involves scrutiny of applications, giving tests, arranging interviews and medical examination. 7.) In recruitment services of expert is not required whereas in selection, services of expert is required. 8.) Recruitment is not costly. Expenditure is required mainly for advertising the posts. Selection is a costly activity, as expenditure is needed for testing candidates and conduct of.

Eureka Forbes Limited is a hardcore marketing company and its annual turnover is 1600 core also a highly employment creating organization, one side it involves with manufacturing division and other side deals with selling so its requires a huge employee. For that reason an ongoing recruitment process going on into the organization. As my project work deals with recruitment and selection process of the organization.

PROJECT OBJECTIVES

1.To study the recruitment and selection procedure followed in EUREKA FORBES LTD.

2. To study the various sources of recruitment followed in EUREKA FORBES

3. To learn what is the process of recruitment and selection that should be followed.

4. To search or headhunt people whose skill fits into the companys values.

PROJECT SCOPES

1. To understand the complete Recruitment & Selection Process at Eureka Forbes Ltd.

2. To Study and analyze the recruitment season 2011.

3. To Find out the efficiencies of recruitment sources.

4. To Find out the effectiveness of Recruitment Process through various metrics.

5. To help the company to determine how they make their recruitment and selection programs more effective.

REASERCH METHODOLOGY

In everyday life human being has to face many problems viz. social, economical, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out. Research was carried out at Eureka Forbes Ltd. to find out the Recruitment and selection process. DATA COLLECTION: Primary Data: Primary data was collected through survey method by distributing questionnaires to branch manager and other sales manager. The questionnaires were carefully designed by taking into account the parameters of my study. Secondary Data: Data was collected from books, magazines, web sites, going through the records of the organization, etc. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process.

LIMITATIONS OF PROJECT
Every research is conducted under some constraints and this research is not an exception. Limitations of the study are as fallows:

1. The study is limited to the areas of LUCKNOW.

2. The sample size of only 20 was taken from a large Institutions and Colleges for the purpose of study, so can be difference results of the sample from total Institutions and Colleges in LUCKNOW.

3. Non availability of adequate data also limited the scope of the study to some extent.

4. I faced the limitation that respondents were unwilling to provide information.

5. Most of the faculty was reluctant to go into details because of their busy schedules.

6. Due to continuous change in environment, what is relevant today may be irrelevant tomorrow.

7. The project was conducted in the short period of 6week and so the findings can not be generalized for all times.

8. Some of the information being confidential was not included in the study.

9. The scope of the study by and large is very vast. It is difficult to satisfy all the area therefore an attempt is made to cover as much as possible.

COMPANY PROFILE

Company analysis

3.1 EUREKA FORBES LIMITEDthe Organization.

Eureka Forbes Ltd.-A part of the Shapoorji Palings Group which was set up in 1982, to market health and hygiene products to Indian consumers.

It revolutionized the Indian market by introducing products like Home Cleaning System (1982), Water Purification System (1984) and Air Purification System (1994).

A 5 billion multi-product, multi-channel corporation. Operating in over 92 cities, with over 7000 employees.

Pioneers & leaders in water purification systems, vacuum cleaners & air purifiers.

Pioneers in direct selling - Asia's largest direct selling organization - 6,000 strong direct sales force touches 1.25 million Indian homes, adding 1,500 customers daily.

Customer family now numbers over 5 million - enduring relationships as 'Friends for Life'. Expanded channels that reach out to customers to include

A 3,800 strong dealer sales network; A 58 distributor strong institutional sales network; A security systems division;

A strong service network backs up sales efforts - 3,200 company-trained technicians make 10,000 kitchen visits daily, supported by call centers, customer care representatives & mobile service vans. The customer has always been at the center of our business.

Vision

3.1.2Mission

3.1.3Values

PRODUCT CATEGORIES
Eureka Forbes Limited has been the pioneer in the field of Water Purifications Systems, Home Cleaning Systems and Air Purification systems in India.

Eureka Forbes Ltd. revolutionized the Indian market by introducing products like Home Cleaning System (1982), Water Purification System (1984) and Air Purification System (1994).

The following are the basic products of Eureka Forbes Ltd., which has always promised to provide safe and healthy living.

1. Water Purification System. 2. Air Purification System. 3. Home Cleaning System (Vacuum Cleaners) 4. Home Security System. 5. Industrial Solutions (Industrial Water Purifiers)

Water Purification System.

Specialists in 5 water technologies Over 20 products available and million units sold Addressing 17 diverse water conditions World's largest manufacturer of Ultra Violet based water purification systems

Over 71 million liters of Aquaguard water is consumed daily.

Home Cleaning System (Vacuum Cleaners)

Dusting, sweeping & swabbing does not get rid of fine dust Floats in the air & settles on pillows, mattresses, furniture, durries & even soft toys Dust mites cause allergies like fatigue, runny noses, itches and even severe asthma Ordinary cleaning does not get rid of dust mites - only powerful, thorough cleaning with a vacuum cleaner can

 Infinitely superior than conventional cleaning methods and easy-to-use.

Indoor air more polluted than the air outside Causes maladies like allergies headaches, nausea, physical aches Asthma and allergy sufferers worst affected Pollutants include cigarette smoke, dust, pollen, fibers, soo t, airborne fungal & bacterial particles, indoor allergy stimuli odors Industrial Solution---Picture

Comprehensive cleaning & water purification solutions

Contract cleaning service that effectively combines our products and cleaning chemicals

Numerous prestigious, satisfied customers including some of the countrys premier corporations.

3.2.3WATER PURIFICATION SYSTEM

Products

Features

 Unique E-Boiling + 2-in-1 compact cartridges. EMS. AG-Compact Decalcifier. Auto Shut off.

Voltage Stabilizer.

EMS. Decalcifier. AG-Classic Auto-shut off. Voltage Stabilizer.

AG-i-Nova

MCS. IQA & EMS. Auto Shut-off. Smart flow. Melodious Tunes. Auto Flush. Decalcifier. Convenient Water Tray. Dual Fitting Options Unique E-Boiling +

No Electricity required. Advanced Ultrafication System. Ideal for TDS levels; up to 500mg/ltr. Works with loft tank. High storage capacity.

AG-Ultra

AG-Reviva

The unique Reverse Osmosis Purification. 6-stage purification. 8-liter capacity. Reduce hardness, TDS, Heavy Metal Contaminants. Automatic storage tank level controller. Pressure regulating valve. Auto Pump Shut-off.

Special in-built pressure pump. Unique E-Boiling + EMS AG-Booster Decalcifier. Auto Shut-off.

 Voltage Stabilizer.

Elegant on-line water filtercum-purifier. Can be placed conveniently on the counter or mounted on the wall. 3 stage purification system. Special dual filter cartridge which removes suspended impurities, odors, bacteria and viruses. World proven UV technology destroys pathogenic bacteria and viruses.

AG-Designa

VACUUM CLEANING SYSTEM

Futuro

Turbo Nozzle with 1300W of Deep Cleaning+. Eliminates microscopic dust mites. Designed according to international standards. Rotary Vario Power, to clean delicate electronic gadgets. Dust Bag "full" indicator. An on-board storage space to store accessories. Controls on the handle make cleaning more easily.

EuroClean Ace

Mite Buster: 100% protection against dreaded dust mites Mite Guard: Superior 5 stage air filtration process The widest array of accessories for all cleaning needs Storing the Euro clean lot more easier - automatic cord winder Save on electricity - Variable power option Durable - Mild steel body

with a scratch resistant covering Backed by nation - wide service Two-year warranty.

T-Compacta

Compact Powerful and efficient suction - 1200 watt motor power 4-stage filtration Unique in-built accessory tray facility Dust bag 'full' indicator Automatic cord winder Large wheels for easy movement balance Sturdy handle for comfortable grip

Powerful suction - 2000 mm water column Auto cord winder Dust bag full indicator

Tornado Trendy

 Unique 3-in-1 Home wash system Ultima Steam Sanitizes Keep allergies at bay Thorough cleaning Washes Vacuums

Unique 3-in-1 Home wash system Ultima Steam Sanitizes Washes Vacuums

Keep allergies at bay Thorough cleaning

WD

Thorough wet & dry cleaning Mite Extractor: 1000 watts of deep cleaning Mite Guard: Superior air filtration process Range of accessories for superior wet & dry cleaning Storing the Euro clean lot more easier - automatic cord winder Save on electricity - 2 power option International styling - light weight and sturdy ABS plastic body Backed by nation - wide service One year warranty

 Two optional filters to suit Users choice.

Euroair

Electrostatic filter. Three fan speeds. 4 stage purification system.

Smart Sensors (SS) gauge the Level and kind of pollution in youre room before purifying it.

UV Lamp that effectively kills Bacteria and germs present in the air.

Genius

International looks. A micro controllerbased logic circuit that controls its operation. Higher air flow and more stages of filtration for faster and better cleaning rate. Bigger filter area, hence longer filter life. Rugged induction motor. Both tabletop and wallmountable.

ECO FRIEND Products Features

Shine

For sparkling clean floors, tables, counter-tops and more. Excellent for cleaning all hard surfaces in the home. Cleans thoroughly in just one wipe. Leaves a lingering fresh lavender fragrance. Powerful disinfectant kills pathogenic organisms. Does not damage the original texture of surfaces. Economical, as it is used diluted for most applications.

Quickly dissolves grease from kitchen counter-tops, cooking utensils, ovens and other greasy surfaces. Advanced non-butyl formula tough on difficult to dislodge grime.

Grease-off

Leaves surface shining clean. Made from imported ingredients. Easy to use.

SECURE HOMES

Products

Features

Water resistant, high security, high durability and low identification error rate.

Can be mounted directly on metal Without affecting its reading

Performance SPR SYRIS proximity reader is able to Interface with all existing access

Systems by WiegandTM formats, RS485 formats etc.

SY200NT2

Max 6000 card holders Control up to 4 doors with in/out reader Small and compact in size SMD technology Stand alone system with group anti pass back Multiple group anti-pass back function with PC Programmable for different access level within

Standard size Proximity Reader. Operates indoors or outdoors. Beige colour

SH-4 PR

INDUSTRIAL WATER
Products Features

PURIFICATIONSYSTEM

Pureguard

5-stage online water purification Round-the-clock safe drinking water Bubble-top attachment option Cold water Hot water Normal water

Commercial

Retains natural quality of water Effective 3-stage purification process International technology Special power-saving feature High volume. Low cost Built-in voltage stabilizer Built-in safety mechanism User-friendly features Sleek design and tough body Water control sensor Unique flow of water Efficient after sales service at your doorstep

Cooler-Purifier

Naturally wholesome water. Advanced 3-stage purification process. Last point purification. International Technology. Aquaguard's 2 money-saving features. Instant cooling. Choice of room temperature water. Built-in safety features. In-built voltage stabiliser. Sleek design and tough body. Efficient after sales service at your doorstep Aquaguard's international acclaimed product

Strategic Direction

Eureka Forbes Ltd.-the Strategic Direction

One stop shop for health and home care products.

Becoming a preferred partner for the best in the world Euro champs.

 Build on our core competency of direct sales. Flanking strategy on retail shelf.

Leverage on customer database.

Total cleaning approach for industrial and institutional customer.

Environment

The intention of the institute is not to play role of an activist; but to concentrate on two of the most important environmental factors namely Water and Air, to leverage the expertise of its parent company, i.e., Eureka Forbes Ltd. For doing social good towards society, to have non commercial interaction with leading social bodies in achieving its goal and put maximum efforts in conserving the root of my living existence, i.e., Water and Air.

The Institute has built a strong mission, which says: -

To promote an AWARENESS of the benefits of conserving and managing the quality of our natural water and air resources. To do so by collecting and disseminating information/materials through our own resources or those of our like-minded allies who could be individuals, corporate, NGOs, government of civic bodies.

To become an instrument of influencing Indian society and its constituents to act in a manner that reflects that these resources are not to legacy of our fore fathers that we can take for granted, but a loan we have taken from our grand children, to be repaid with interest. To believe that the unpolluted water and air is the birth right of every Indian citizen.

People

1.

Eureka Forbes people are the perfect example of a dynamic, highly motivated individual.

2. At the entry level, people with a fire in their belly come and join the company.
3.

At the forefront of the employee, complement is their salesman who they call Euro Champs, which is known to our customers as the friendly man from Eureka Forbes. They bring to Indian families,

everywhere, innovative hygiene and convenient products backed by excellent service and building lasting relationship with its customers.
4.

In Eureka Forbes, they believe in promoting internal talent, grooming people from becoming successful sales personnel to become a successful leader.

5. They understand the importance of this asset and great stress is laid on HRD and training. 6. They satisfy the lifestyle expectation of evolving Indian homes through innovative and value of money products have been the hallmark of Eureka Forbes Limited, and the sales divisions are committed to this mission. 7. Eureka Forbes is a fine example of a strong organization built by its people. 8. Eureka Forbes strongly believes in the old Chinese proverb. Eureka Forbes Limited-Relationship

Relationship begins with listening to the customers and addressing their priorities and inhibitions. It has 140 customer response centers across 98 cities ensure that customers are never left out in the cold. A 4000 strong dealer network distributing the Forbes range of water purification system and home cleaning system.

1. An industrial sales division which distributes the nilfisk range of cleaning equipments.

2. It has got 4 manufacturing facilities at Hyderabad, Bhimtal, Meghalaya and Bommasandra with ISO 9002 certification. 3. A network of water testing laboratories across the country. 4. A government recognized R 7 D center at Bommasandra, alliances with global leaders. 5. Certification from prestigious independent water laboratories in India and abroad for our range of WPS. Plus, a growing exports market. 6. Market leaders in Aqua guard WPS. Euro clean home cleaning system EAPS and Euro vigil electronic security solution.

Eureka Family

5700 Euro Champs make 40 calls a day (2.3 lakh contacts). 32000 Euro Smile champs make 10000kitchens visit a day for product services. Over 450 franchised direct operators covering small towns over 1200 sales people.

 3800 strong dealer network. Over 220 distributors for industrial and commercial segment. Existing 5 million friends for life. (Customer database.)

Dreams

Future Plan

Eureka Forbes Ltd. should be taken in the market abroad both for household and industrial cleaning equipment. They will be ready with faster customer response through electronic contacts. By making a transition from distributors to marketers of industrial cleaning equipment. Emerging as a preferred employee for youth. Establishing Eureka Forbes as a water purifying Specialist Company. Becoming a gateway to multi-national company looking to set up base in India. Introducing innovations and being perceived as the best service providers in the country; and having our ability to respond to the everchanging demand of the customers.

The Target

 Becoming a Rs.10 billion company in the next 5 years.

Double customer based in the next 5 years.

Customer will know the euro champs by name.

Our people will grow and share higher responsibility.

Our people will live comfortably and make a responsible amount of money that satisfies there at home.

DATA ANALYSIS AND INTERPRETATION

QUESTION: 1) Candidate willingness to join the company?

a) Reputation of the company b) Salary package c) Working environment d) Job prospect e) Location of the company f) Career growth opportunity.

Reputation of the Company Working Environment Salary Package Job Prospects Location of the Company Carrer Growth Oppourtunity

17% 28% 16% 11% 5% 23%

From the chart it can be understood that most of the candidates are inspired by the working environment of the company (28%) which resembles the personal traits of the Indians. I can also see that matters much followed reputation of the company and salary package which comprised 17% and 16% respectively. Job prospects plays a minor role in the minds of a candidate who had already joined the company location of the company (which comprised 5%of the sample size) where majority of the employees are qualified with technical who in most of the cases dare to bother it.

QUESTION:2) Most reliable type of interview?

a) b) c) d)
Behavioral Situational Structured Stress

Behavioral Situational Structured Stress

7% 36% 21% 36%

I tried to find out the most reliable type of interview according the candidates. They expressed different view. According to the sample candidates. I found that behavioral interview is most reliable and this view was supported by 36% of the sample candidates. Similar support was begged by the situational interview, while 26% structured interview and only 7% favored stress interview. Corresponding to this data I have drawn a pie chart above: In EUREKA FORBES all the applications received in each branch of MBA, BBA, B.A, B.sc and B.com will be separately arranged in descending order of merit i.e. based on a percentage of aggregate marks of all the years/ semesters of professional course and only the required number (according to the ratios mentioned) starting from the top will be called for written test in each discipline of MBA,BBA, B.A, B.sc and B.com . In case of a tie at cut-off marks, all the candidates scoring cut-off marks will be called for written test. The Written Test papers will be objective type in nature and will be in Hindi & English. Based on merit and requirement, the short-listed candidates will have to appear for Psychometric Test and/or Behavioral Assessment Interview followed by Personal Interview. Candidates will be invited for Psychometric Test and/or Behavioral Assessment Interview followed by personal interview, in order of merit on the basis of Written Test performance. In case of a tie at cut-off marks, all the candidates scoring cut-off marks will be called for interview. The candidates are advised to ensure while applying that they fulfill the eligibility criteria and other requirements mentioned in this advertisement and that the particulars furnished by them are correct in all respects. In case it is detected at any stage of recruitment process that the candidate does not fulfill the eligibility criteria and/or does not comply with other requirements of this advertisement and/ or he/she has furnished any incorrect/ false information or has suppressed any material fact(s), his/her candidature is liable to be rejected. If any of the above shortcomings is/are detected, even after appointment, his/her services are liable to be terminated without any no.

QUESTION: 3) Best way to recruit people? a) Advertisement b) Walks ins c) Variable d) Search firms
Advertisement Walks ins Variable Search firms 40% 25% 20% 15%

Chief of Corporate Relations and Candidates expressed their varied views about the best way, according to them, to recruit people. Chief of

Corporate Relations bear an opinion (about 40% of the sample) that advertisement is the best way to recruit people. While to 25% of the sample Chief of Corporate Relations and Candidates feel that walk-ins is best way while 20% feel that variable ways are the best. Others feel that recruiting people from search firms in a best way. Corresponding to this data I have drawn a pie chart above: The aim of advertising is to make people aware that a vacancy exists and to persuade them to apply for the position. Advertising helps to define exactly the need of the company, and what separates it from its competitors. Often the people you want to attract are not openly looking for a new job, so you need to think of ways to sell the attributes of the company, e.g. what makes It unique, its culture, values, philosophy and so on. Good advertising highlights the assets of the position and appeals to the career needs and concerns of the desired applicants. It is worth making your advertisement effective and attractive, as there is a high correlation between advertisements with accurate and complete information and recruitment success.

QUESTION:4) Response given by the candidates about their query? Agree/Disagree. Agree Disagree 94% 6%

My survey clearly concludes that response of the company to any query made by the Chief Corporate Relations was absolutely good since 94% of my survey favors to this. 6% ratio of unsatisfied can also be further reduced if communication system is further improved. Corresponding to this data I have drawn a pie chart. I hereby submit my suggestion that every query by any Corporate Relations and candidates should be seriously considered and it should be dealt in depth and if at any particular time of query if proper reply/material is not available, even than the answer must be given at a later stage after getting full information from the source available.

QUESTION: 5) How candidates are recruited in the company?

a) b) c) d)

Written exam Written exam & Interview Written exam, G.D, & Interview. Others

Written Exam Written Exam & Interview Written Exam, G.D, & Interview Others

85% 6% 6% 3%

There are various ways of recruiting candidates in the company as depicted in the chart below:-

From the chart it is quiet clear that the company adopts various processes for recruiting the right candidate. Actual recruitment procedure followed by the company is by conducting written examination followed by interview which comprised 85% of my sample survey of 25 candidates. But still some candidates are also chosen through written exam, GD& interview comprising only 6% and others comprising only 3%. These others include the reference of the existing employees within the organization itself. Eligible candidates will be invited for objective type written test at their own expense. In Other words all the applications received in each candidate will be separately arranged in descending order of merit i.e. based on a percentage of aggregate marks of all the years/ semesters of professional course and only the required number (according to the ratios mentioned) starting from the top will be called for written test. In case of a tie at cut-off marks, all the candidates scoring cut-off marks will be called for written test. The Written Test papers will be objective type in nature and will be in Hindi & English. QUESTION: 6) Job specification of the response of the Candidate?

Yes/No

Yes No

97% 3%

Almost all the candidates got the specified jobs offered to them. This implies that the company has the organized manpower planning and well organized recruitment policy as shown in the following chart: From the chart above it crystal clear that the candidates get exactly the same job as specified. So from the companys perspective it is a good sign for the overall growth & development. Still some employees who comprised only 2.33% of my sample study.

QUESTION: 7) Attitude of Chief Corporate Relations manager ? a) Good

b) c)

Very Good Excellent

Good Very Good Excellent

13% 30% 57%

The chart above depicts that the satisfied with the attitude of Chief Corporate Relations Manager of Business Schools and Graduate Colleges. 13% was Good attitude, 30% was Very Good and 45% was the attitude of Chief Corporate Relations Manager is excellent. Corresponding to this data I have drawn a pie chart From the chart it is crystal clear that the attitude of Chief Corporate Relations Manager is whole heartedly accepted . This will definitely boost the morale by me, which ultimately will increase efficiency, & working for my project resulting in better growth of the company. Thus by every means company is profitable. Moreover such behavior of H.R. Manager can become the ideal of their colleagues & subordinates.

QUESTION: 8) The primary source of information for recruiting people should be ? a) Managerial
b) c) d)

Testing Recruiters themselves Job analysis

Managerial Testing Recruiters themselves Job analysis

40% 20% 15% 25%

THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING PEOPLE SHOULD BE :-

According to the sample ,the primary source of recruiting people is Managerial. However, Testing & Recruiters Themselves source are the second most favored source of Recruiting people. Whenever the process of Recruitment is to be carried out. Managerial source of Recruiting people should be heavily considered.

Advertisement in publications and recruitment booklets and information sheets for applicants were found to be the most frequently and the least frequently used method of managerial recruitment.

Newspaper advertisement was found to be the most preferred technique, while advertisement in the technical and professional journals was the least preferred technique for managerial recruitment in EUREKA FORBES.

QUESTION: 9) Opinion about Eureka Forbes? a) Good

b) c)

Very Good Excellent

Good Very Good Excellent

10% 35% 55%

OPINION ABOUT EUREKA FORBES : From the chart it is crystal clear that the opinion about Eureka Forbes of Chief corporate Relations Managers and students of Business school and Graduate colleges were 10% was Good, 35% was Very Good and 55% was Excellent.

FINDINGS, RECOMMENDATIONS, CONCLUSION AND CASE STUDY

FINDINGS
1. In Eureka Forbes, the most effective way of recruitment is through advertising.

2. Eureka Forbes is currently filling the post of Customer Sales Specialist. 3. Eureka Forbes scans the resumes mostly based on educational qualification and experience. 4. Length of recruitment cycle is between 1 6 months.

5. External recruitment and internal recruitment are the methods of Recruitment in Eureka Forbes. 6. Employee referrals is the important component in internal recruitment. 7. Campus Recruitment in External Recruitment is mostly used in Eureka forbes ltd. 8. Recruitment procedure is not fully computerized.

9. Manpowers are recruited from private placement consultancy, who are demanding high amount of fees.

RECOMMENDATIONS
1. Fresh requisition requires approval and not replacement. 2.The dead CVs should be destroyed.

3.Each level of employee should be formally inducted and introduced to the Departmental Head. If not all levels, at least Asst. Manager and above category of employees. 4.Salary comparison should be seriously done to retain the old employees. 5.Proper salary structure to be structured to attract people and make it tax effective. 6.Cost benefit analysis should be alone before creating a position or recruitment of manpower. 7.External source should be given equal importance with internal source. By which new brain will be inducted in the company with skill, talent, efficiency etc. 8.Manpower planning should be followed before recruiting. 9.Proper enquiry should be done regarding previous employment of a candidate before recruitment to avoid industrial disputes.

CONCLUSION
Studying the recruitment procedures of EUREKA FORBES., analyzing the respondents answers, opinion survey and data analysis it came to conclusion that EUREKA FORBES is a growing Company. It has a separate personnel department which is entrusted with the task of carrying out its various roles efficiently. The business of EUREKA FORBES is carried on in a very

scientific manner. Management understands the business game very well. At the time of difficulty it takes necessary action to solve the problem. Now the personnel department of Eureka Forbes is in infancy stage. It always try to modernize the department. It strongly believes in manpower position of the organization because it knows in the absence of M for man all Ms like money, material, machines, methods and motivation are failure. It always tries to develop the human resources. In the absence of right man, material, money, machines all things will not be properly utilized. So it always recruits manpower in a scientific manner.

CASE STUDY
The Applicant Databank is A Central Repository of Applicant related information. The Recruitment Process has different options- Direct and Through Requisition Direct

: The Candidate required for a vacant position in the organization is Searched from the applicant Data Bank and given offer. Through Requisitions: The Requisition Process(an official written demand) comprises of Manpower Requisitions from the organization. After Approval of the Requisitions the Applicants are short listed from the Applicant Data Blank based on the position, Experience, skill set, Qualification as required from the Requisition. The Short Listed Applicants are then called for an evaluation process that is based on predefined steps for the respective positions. After clearing the evaluation process an offer letter is given to the selected applicants. If the Applicant is rejected or on Hold during Evaluation process, the Applicant goes back to the Applicant Data Bank with appropriate status.

In today's rapidly changing business environment, organizations have to respond quickly to requirements for people. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. Selection is one area where the interference of external factors is minimal. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best results. These case lets discuss the importance of having an effective recruitment and selection policy.

They discuss the importance of a good recruitment and selection process that starts with gathering complete information about the applicant from his application form and ends with inducting the candidate into the organization.

Norms of EUREKA FORBES recruitment : EUREKA FORBES mainly recruits Sales persons, whenever vacancies for these positions are sanctioned. Once vacancies are sanctioned, the recruitment for these position is conducted according to the process which will be described in detail in open advertisement issued. You may look out for such advertisements in the Employment News, and also at this website, where it will also be hosted when issued. However, some broad features are given below: 1.For the positions ofCUSTOMER SALES SPECIALIST Normally above recruitments are centrally conducted for various units of EUREKA FORBES and detailed advertisement, containing no. of vacancies, job-specifications, selection process etc., is published in National Dailies. For these positions, generally recruitment is conducted leveraging technology, which requires submission of applications on-line only. The broad job-specifications are as under:

JOB SPECIFICATIONS For CUSTOMER SALES SPECIALIST

Full time regular Bachelors Degree in B.A/B.sc/B.com from a recognized Indian University/Institute in the relevant discipline with minimum 60% marks in the aggregate of marks of all years.

Full time regular Diploma in engineering in the relevant discipline with minimum 60% marks in the aggregate of marks of all years/semesters (relaxable to 55% for SC/ST candidates) from a recognized Indian university/institute. Upper Age Limit : 27 years for Graduates 29 years for Post-Graduate The selection process involves on All India based written test followed by interview. The process by which the candidates, who apply, are shortlisted for inviting for written test and interview, is described in detail in the advertisements issued.

BIBLIOGRAPHY

BOOKS : Aswathappa k (2005) Human Resource And Personal Management, Tata McGrow-Hill Publishing Company Limited, New Delhi, Fifth Edition.

 Subba Rao.P (2007) Personnel And Human Resource Management, Himalaya Publishing House, Mumbai, Seventh Edition. Rao. V.S.P (2005) Human Resource Management, Excel Books, New Delhi, Second Edition. Mamoria C.V.,Gankar S.V.,(2005) Personnel Management, Himalaya Publishing House, Fourth Edition. Subba Rao,Essential of Human Resource Management & Industrial Relations, Fourth Edition,

MAGAZINE & JOURNAL :

The Indian Management A journal of Indian Management Association July, 2010, Volume 41, Issue 10.
People Management 26th July, 2010.

Business Today July, 2010.

INTERNET :

www.google.com www.googleimage.com www.eurekaforbes.com www.humanresuorceabout.com

ANNEXURE

SURVEY QUESTIONAIRE
Questionnaire :

1.Candidate willingness to join the company

a)Reputation of the company b)Salary package c)Working Environment d)Job Prospect e)Location of the company f)Carrer growth oppourtunity.

2.Most reliable type of interview

a)Behavioral b)Situational c)Stress

3.Best way to recruit people

a)Advertisement b)Walk-ins c)Search firms

4.Response given by the candidates about their query

Agree/Disagree

5.How candidates are recruited in the company

a)Written Exam b)Written Exam & Interview c)Written Exam, G.D and interview

6.Job specification of the response of the candidates

Yes/No

7.Attitude of H.R. Manager

a)Good b)Very good c)Excellent

8.The primary source of information for recruiting people should be

a)Managerial b)Testing c)Recruiters themselves d)Job analysis

9.Opinion about Eureka Forbes

a)Good b)Very good c)Excellent.