ANILKUMAR MOON MBA IIIrd SEM.

INDEX
1. INTRODUCTION 2. DEFINATION 3. CONCEPT OF RECURITMENT 4. RESEARCH METHODOLOGY 5. DATA COLLECTION 6. FINDINGS AND CONCLUSION

INTRODUCTION:The human resource are the most important assests of an organisation The success or failure of an organization is largerly dependent on the caliber of the people working therein . Without positive ad creative contributions from people, organizations cannot progress and prosper .In order to achieve the goals or the activities of an organization ,therefore ,they need to recruit people with requisite skills ,qualification and experience .While doing so, they have to keep the present as well as the future requirement of the organization in mind.

DEFINATION :Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for job in an organization.

CONCEPT OF RECRUITMENT:I. Determine the present and future requirements of the organization in conjunction with its personnel- planning and job analysis activities.

II. Help increase the success rate of the selection process by reducing the number of visibly ,under qualified or overqualified job applicants. III. Begin identifying and preparing potential job applicants who will be appropriate candidates. IV. Develop an organizational culture that attracts competent people to the company.

Sources of Recruitment:There are two types of sources. 1.    Internal source:Present Employee Retired and retrenched employee Dependent and relatives

2. External source:   Educational and training institutions Recruiting agencies Press advertisement

INFORMATION FLOW

ORGANISA TION NEED FOR HIGH QUALITY EMPLOYEE S

INTERNAL APPLICANTS

POTENTIAL APPLICANTS NEED FOR SUITABLE JOBS

ENVIORNMENT ECONAMIC & SOCIAL TECHNOLOGICAL AND POLITICAL

Introduction of Selection:
The size of the labour market, the image of the company, the place of posting, the nature of job, the compensation package and a host of other factors influence the manner of aspirant are likely to respond to the recruiting efforts of the company. Selection is the process of picking individuals who have relevant qualification to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.

The process of Selection procedure:Selection is usually a series of hurdles or steps. Each one most be successfully cleared before the applicant proceeds to the next one. The sequence of steps may also vary from job to job and organization to organization.
HIRING DECISION REFERENCE CHECKS MEDICAL TEST SELECTION INTERVIEW SELECTION TEST APPLICATION BLANK SCREENING INTERVIEW RECEPTION
Step 8 Step 7 Step 6 Step 5 Step 4 Step 3

Step 2
Step 1

JOB ANALYSIS NATURE & REQUIREMENT OF SPECIFIC JOBS

PERSONNEL PLANNING NO.OF SPECIFIC JOBS TO BE FILLED

Recruitment CONSTRAINTS 1. Poor image 2. Unattractive jobs 3. Government policy Selection Pool of qualified applicants INDUCEMETS 1. Compensation 2. Career opportunities 3. Image 4. Reputation

Recruitment:- Relationship with other activities

RESEARCH METHODOLOGY :The main purpose of a Recruitment is to serve the interest of the organization by ensuring that the administration knows the officers and makes optimum use of their capabilities . This implies that the officers showing promise are spotted and assigned higher responsibilities . Posting are done in a manner that the organization get the best from its members . The ultimate goal is to optimize the achievement of organization objectives & programs. Objectives:    To study the Recruitment programme, To study the employee behaviours about Recruitment programme To study the effect of crucial factor affecting Recruitment programme at PARLE. To find out reason for less salary/wages of the employee.

RESEARCH PROBLEM:Recruitment must have relevance to the Recruitment programme which is generally lost sight off. In this project critical analysis of Recruitment programme is carried out and its implementation in right perspective is suggested.

DATA COLLECTION:Primary Data :Primary data is the data which can be obtained by communication or observation. Communication involves questioning respondents either verbally or in writing .This method is versatile ,since one needs only to ask for the information; however ,the response may not be accurate . Methods Applied for collection of data : Personal Interview Method Face to face survey at respondent Written Survey Questionnaire Secondary Data :Secondary data is the data which can be obtained by literature, magazines and journals also e-data i.e. electronic data which can be obtained by browsing information on internet. This is more reliable and easy to gather as compared to primary data. Internet Review of Muster Roll Journals

Conclusion:Alternatively management may centralizing or decentralizing the recruitment of certain categories of employees preferably middle and top level managerial personnel and centralize the recruitment of other categories of employee s preferably lower level position in view of the nature of the job and suitability of those system for those categories of position. The management has to find out and develop the source of recruitment after deciding upon centralizing or decentralizing the recruitment function.

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