Human Resource Management Recruitment and Selection Process Project Report

Synopsis on
Recruitment and Selection Process

Submitted By: Name: Vandana Kaushik Enrollment Number: A30601910013 Course: MBA Batch 2010-2012 Amity Global Business School, Hyderabad

 Introduction: The objectives of Human Resource Department are Human Resource Planning, Recruitment and Selection, Training and Development, Career planning, Transfer and Promotion, Risk Management, Performance Appraisal and so on. Each objective needs special attention and proper planning and implementation. For every organization it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. With reference to this context, this project is been prepared to put a light on Recruitment and Selection process. This project includes Meaning and Definition of Recruitment and Selection, Need and Purpose of Recruitment, Evaluation of Recruitment Process, Recruitment Tips.

Problem Statement: The Recruitment and selection procedure in any Organization plays a vital role. The ideal recruitment process 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 process 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, capable and competent. By which means the interview should be carried out and factors to be considered while recruitment and selection.

Objectives of this Research: The objective of this Research is to study and learn how to conduct Recruitments and Selection process which will help us to attract potential employees, different ways & methods of conducting interviews. Support the organization ability to acquire, retain and develop the best talent and skills. Determine present and future manpower requirements of the organization in coordination with planning and job analysis activities. Obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives. Create a pool of candidates so that the management can select the right candidate for the right job from this pool Attract and encourage more and more candidates to apply in the organization Increase the pool of candidates at minimum cost. Acts as a link between the employers and the job seekers

 Infuse fresh blood at all levels of the organization Meet the organization's legal and social obligations regarding the composition of its workforce. Increase the effectiveness of various recruiting techniques.

Significance of the study: How to attract and encourage more and more candidates to apply in the organization. Creating a talent pool of candidates to enable the selection of best candidates for the organization. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Increase the pool of job candidates at minimum cost. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants.

Scope of the study: The business report covers two main areas of the organizations strategy for recruitment and selection. These areas are the recruitment process and the selection process. Encompassed in these two areas are specific steps that are used to implement the organizations recruitment and selection process.

 Steps such as: Recruitment preparation, employment agencies, vacancy promotion, internal vs. external recruitment, interview structure, interview environment and orientation will be discussed and analyzed in this business report. Limitation of the study: Talent Acquisition Expensive Time Constraint Retention of employees Managing low attrition rate Budget

The Methodology: Types of Data Source:

A) Primary Data B) Secondary Data

A) Tools of collecting Primary Data : The information will be collected directly from the stakeholders I. Questionnaire and Surveys: This will include range of response questions, close ended questions, providing limited answers to specific responses or on a numeric scale.

II.

Interview: This will include people to interview, Develop the interview questions including open-ended questions and close ended questions and carefully eliminating leading questions. Sample Size: The sample size 50-100, which includes:

III.

Sampling Technique: The study will be using Simple Random sampling. All these data will help in formulating as very comprehensive case study. All sample units will be personally contacted and interviewed.

B) Tools of collecting Secondary Data: Various statistical tools will also be used to analyze the secondary data.

I.

Document Review: Obtaining the actual forms and operating documents currently being used. Reviews blank copies of forms and samples of actual completed forms. Observation: analyzing annual reports and press releases, verifying the statements made during the interviews. Web Search: The information related to outside region (other part of India and Globe) will be studied from internet to other published papers. Various policies from National organization will be dealt in details by referring various government publications and reference book, journals, published data from time to time.

II.

III.

IV.

V.

Research of journals, periodicals, technical materials, electronics/internet search, professionals meetings, seminars and discussions, site visits etc. Sampling like records, reports, operational logs, data entry documents, complaints, and various types of forms. Hypothesis:

VI.

TOOL USED FOR ANALYSIS: Simple percentage analysis: It is simple analysis tool. In this method, based on the opinions of the respondents, percentage and bar chart is calculated for the respective scales of each factor. Formula: Simple percentage : No of Respondents Total No of Sample Size

Conclusions: For the purpose of this report, it was found that the questionnaire and interview questions were sufficient to obtain the information required to analyze the process of recruitment and selection within the organization. It has been found that the organization has a sound understanding of what processes need to be used in

order to achieve effective recruitment and selection. In addition to this, several issues have been identified within the recruitment and selection process that need to be addressed by the organization such as: Organization needs to address the way it communicates the request for vacant and new positions to the person responsible for recruitment. The need has been detected for the organization to enlist the services of an employment agency for the recruitment of low skilled temporary staff. To widen the coverage area when advertising in the newspaper for positions vacant. It has also been found that this approach should be used for the professional and managerial vacancies, with the goal of hitting the desired target market. Bibliography: http://hrmadvice.com/hrmadvice/hr-processes/recruitmentand-selection.html http://www.highland.gov.uk/NR/rdonlyres/90789B8E-A3ED4B0D-B07F-B08DA41B9653/0/recruit.pdf http://www.scribd.com/doc/15514202/Recruitment-andSelection http://recruitment.naukrihub.com/importance-ofrecruitment.html http://www.slideshare.net/rajeevgupta/recruitment-selectionprocess-methods-and-steps