PROJECT

TOPIC RECRUITMENT & SELECTION IN INDIA INFOLINE

By:K.Raju Hall-Ticket no: 140810672055

INTRODUCTION

1.1 STATEMENT OF THE PROBLEM

A stud on Recruitment & Selection in India Infoline.

INTRODUCTION
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

The term Human Resource can be thought of as, the total knowledge, skills, creative abilities, talents and aptitudes of an organizations workforce, as well as the value, attitudes and beliefs of the individuals involved. Management is the art of getting things done through people. It is further defined as, that field of human behavior in which managers plan, organize, staff, direct and control human, physical and financial resources in an organized effort, in order to achieve desired individual and group objectives with optimum efficiency and effectiveness. Thus, human resource is a crucial sub-system in the process of management. Different terms are used to denote human resource management. They are: labour management, labour administration, labour-management relations, employeeemployer relations, industrial relations, personnel administration, personnel management, human capital management, human asset management, human resources management and the like. Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

ABOUT RECRUITMENT AND SELECTION

The study entitled Recruitment and selection is the research involved in analyzing the functions or the practices that are been followed in INDIA INFOLINE LTD. It highlights the recruitment and selection process that are been followed in the organization, and brings out the advantages and drawbacks of these functions. In general, the sources of employees can be classified into two types, internal and external, Recruitment forms the first stage in the process, which continues with selection and ceases with the placement of candidates. Recruitment is a process to discover the sources of manpower to meet the recruitments of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of and efficient working force. Recruitment is the generating of applications or applicants for specific positions. After identifying the sources of human resources, searching for prospective employees and stimulating to apply for jobs in an organization, the management has to perform the function of selecting the right employees at the right time. The obvious guiding policy in selection the intention to choose the best qualified candidates. The selection

procedure is the system of the functions and devices adopted in a given company to ascertain whether the candidate specifications are matched with the job specifications and requirements or not. The selection procedure cannot be effective until and unless. Requirements of the job to be filled, have been clearly specified (job analysis, etc). Thus, the development of job analysis, human resource planning and recruitment are necessary prerequisites to the selection process. A breakdown in any of these processes can make even the best selection system ineffective. Recruitment is a process to discover the sources of man power to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate number to facilitate, effective selection of an effective work force. Selection is a process of choosing the person most competent for a particular job, or weeding out the unsuitable.

REVIEW OF LITERATURE:

COMPONENTS OF HUMAN RESOURCE MANAGEMENT

Recruitment & Selection A Human Resource Management system determines how a company makes decisions about

Training & Development

Labour relations

Pay & Benefits

Performance Appraisal

Different views have been expressed regarding the components of HRM. Jones listed five elements as major components of HRM: Recruitment and Selection. Training and Development. Labour Relations. Performance Appraisal. Pay and Benefits.

SCOPE OF THE STUDY:

The present study is a descriptive one, because it involves in analyzing the accurate events or situations that are been followed in an organization.

The scope of the study is limited only to the INDIA INFOLINE LTD. located at Dilsukhnagar, hyderabad. Due to time constraint the research may not cover all the areas of HR practices at INDIA INFOLINE LTD, Still I believe that the data collected at the organization can be recommended because it is sufficient in giving the necessary suggestions.

NEED FOR THE STUDY:

Human Resource Planning has been deemed necessary for all organizations for one or the other of the following reasons: To carry on its work each organization needs personnel with the necessary qualifications, skills, knowledge, work experience, aptitude for work. There is a constant need for replacing personnel who have grown old or who retire, die or become incapacitated. It is essential because of frequent employees turnover which is unavoidable and even beneficial because it arise from factors which are socially and economically sound such as voluntary quits, discharges , promotions etc. In order to meet the needs of expansion Programmes (which become necessary because of increase in demand for goods and services by a growing population, a rising standard of living) human resource planning is unavoidable. The nature of the present work force in relation to its changing needs also necessitates the recruitment of new employees. To meet the challenge of new technology existing employees need to be trained. It is also needed in order to identify areas of surplus personnel areas in which there is shortage of personnel.

OBJECTIVES OF THE RESEARCH:

To know the recruitment and selection procedure in the company. To compare the recruitment and selection procedure of the company with theoretical concepts To present the observations to the management, To improve the performance of existing system by giving suggestions

RESEARCH METHODOLOGY:

DATA COLLECTION METHODOLOGY: The study is based on primary and secondary data collected in INDIA INFOLINE LTD

PRIMARY DATA: The primary data are that information which is collected afresh. And thus happened to be original in character. These data are published by the researchers who themselves are responsible for data collection.

Primary data can be collected in market by three basic methods, viz., surveys, observations and experiments.

Data collected through interaction with the employees at INDIA INFOLINE LTD.

SECONDARY DATA: The secondary data are those which have already been collected by some other agency and which have already been processed, generally speaking secondary data is collected by

some organization that satisfies its own need but being used by various departments for different reasons. Secondary sources of this survey are: Internet Through books

SAMPLE DESIGN:

The target population in this research refers to the organization. The respondents are general managers, managers, supervisors, foremen, employees etc covering all the departments in the company. The sample size of 100 respondents will be considered for this study.

STATISTICAL TOOL EMPLOYED: Since uniform scale was not used for analyzing the data, Percentage Method was used to smooth out the differences in data for a uniform analysis. It was also felt that interpretation would be easier with Percentage Method. Bar diagrams were used to represent the data.

LITERATURE REVIEW

RECRUITMENT

Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidate. It is the next step in the Procurement function, the first being the manpower planning. Recruitment makes it Possible to acquire the number and the types of people necessary to ensure the continued Operation of the organization. Recruiting is the discovering of potential applicants for actual or anticipated organizational vacancies.

Defined: Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that man power in adequate numbers to facilitate effective selection of an efficient workforce. The purpose of recruitment is to locate sources of manpower to meet job requirements and job specifications. Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people are hired, even the best plans, organizational charts and control systems would not do much good.

Recruitment is a continuing function involving efforts to attract employees equipped with desirable qualities to fill up the vacant positions matching the personal qualities of the would be employees with the job requirements. Thus it relates to the supply of potential employees for jobs in an organization.

Factors affecting recruitment;

All organizations, whether large or small, do engage in recruiting activity though not to the same extent. This defers with The size of organization, rate of growth of organization The employment conditions in the community where the organization is located The effects of past recruiting efforts which shows the organizations ability to locate, keep good performing people. Work conditions, salary benefit packages offered by the organization- which may influence turnover & necessitates future recruiting. The level of seasonality of operations and future expansion and production programmes. Cultural, economic and legal factors etc.

RECRUTIMENT POLICY:

Recruitment policy asserts the objectives of recruitment and provides and frame work of implementation of the recruitment programme in the form of procedures. According to Yoder, such a policy may involve a commitment to broad principles such as filling vacancies with the best qualified individuals. It may embrace several issues such as extent of promotion from within, attitudes of enterprise in recruiting its old employees, handicaps, minority groups, women employees, part time employees, friends and relatives of present employees. It may involve the organization system to be developed for implementing recruitment programme and procedures to be employed.

A good recruitment policy must contain these elements,

Organizations objectives both in short term and long term must be taken into consideration as basic parameter for recruitment decisions and needs of the personnel.

Identification of recruitment needs to take decisions regarding the balance of the qualitive dimensions of the would be recruits. Preferred sources of recruitment. Criteria of selection and preferences. The cost of recruitment and financial implications of the same.

According to Yoder, the recruitment policy is concerned with quantity and qualifications of man power it established broad guidelines for staffing process. A recruitment policy in its broadest sense, involves a commitment by the employer to such principles as;

To find and employ the best qualified persons for each job. To retain the best and mast promising of those hired. To offer promising opportunities for lifetime working careers. To provide programmes and facilities for personal growth on the job.

Prerequisites of a good recruitment policy.

The recruitment policy of an organization must satisfy the following conditions; It should be in conformity with its general personnel polices. It should be flexible enough to meet the changing needs of an organization. It should be so designed as to ensure employment opportunities for its employees on a long term basis so that the goals of the organization should be achievable and it should develop the potentialities of employees. It should match the qualities of employees with the requirements of the work for which they are employed. SOURCES OF RECRUITMENT:

The organizations activity begins with considering the most likely source of type of employee it needs rather than recruiting applicants. some companies try to develop new sources while most try to tackle the existing sources they have. The sources of supply do not remain constant but vary from time to time. This implies that managers must pay attention to local, statewide and national factors responsible for the variability of sources. These sources may be termed as internal and external mode of recruitment.

INTERNAL SOURCES:

Internal sources are the most obvious sources. These include personal already on the pay roll of an organization. When ever any vacancy arises, somebody from within the organization is upgraded, transferred, promoted. This source also included personnel who were once on the payroll of the company, but who planned to return or whom the company would like to hire, such as those on leave of absence, those who quit voluntarily or those on production lay-off..

Internal sources it includes: (i) present permanent employees:

Organizations consider the candidates from this source for higher level jobs due to (1) Availability of most suitable candidates for jobs relatively or equally to the external source. (2) To the policy of the organization to motivate the present employees

(ii) Present temporary or casual employees;

Organizations find this source is fill the vacancies relatively at the lower level owing to the availability of suitable candidates or trade and pressures or in order to motivate them on the present job. (iii) Dependends of deceased, disabled, retired and present employees:

Some organizations with a view to developing the commitment and loyalty of not only the employee but also his family members and to build up image provide employment to the dependents of deceased, disabled and present employees. Such organizations find this source as an effective source of recruitment. Merits: It improves the morale of the employees. The employer is in a better position to evaluate those employed than outside candidates. This is because the company maintains a record of the progress, experience and service of its employees. It promotes loyalty among the employees for it gives a sense of job security and opportunities for advancements. The employees require little training, as they are aware of the companys policies and operating procedures resulting in low cost and less time. Demerits; It often leads to inbreeding and discourages new blood. There are possibilities that internal sources may dry up and it may be difficult to find requisite personnel from within an organization. On jobs, which require original thinking, this practice is not followed. As promotion is based on seniority the danger is that capable hands may not be chosen.

EXTERNAL SOURCES:

External sources lie outside the organization. they include new entrants to employees force, the un employed with the wide range of skills and abilities; retired experienced persons; others not in the employees force.

These sources include the college students, the un employed outsiders, retired experienced persons and others not in the employees force. It is further sub-divided as:

(i) Campus recruitment:

Most of the organizations contact various educational institutions in order to get in experienced candidates. The bio-data of each candidate is obtained from the institution and evaluated for the selection process after the recruitment in the campus is completed indicates that the number of members constituted by the most effective recruiting them should be between 30 and 45 and they should have through knowledge of the company and the job. (ii)Private employment agencies: These agencies or consultants are appointed by the organization to perform the recruitment function on behalf or Client Company by charging fee so that the company can concentrate more on their operational activities.

(iii)Public employment exchange: They provide information about vacancies to the candidate and also help the organizations in findings out a suitable candidate.

(iv)Professional organizations:

These organizations maintain complete

bio-data or executive and provide the same to the various organizations on

requisitions organizations find this source useful to recruit experienced and professional employees. (v)Data banks: The management can collect the bio-data of the candidates from different sources like employment exchange, educational training institution, candidates themselves act and fed the particulars in the computer. (vi)Casual applications: Some times certain organizations consider the bio-data of the candidate who apply casually for jobs through mail or handover the application for the job in the personnel department.

Merits: External sources provide the requisite type of personnel having skill, training and education upto the required standard. Since persons are recruited from a large market, the best selection can be made without any distinctions. This source proves economical because potential employees do not need extra training for their jobs.

Demerits:

This system suffers from what is called brain drain especially when experienced persons are raided or hunted by sister concerns.

Methods/Techniques of Recruiting:While recruitment sources indicate where human recourses may be procured the recruitment methods and techniques deal with how these resources should be tapped. As soon as the manpower manager has determined the personal qualities required on part of the individual to fill a vacant position and visualized the possible sources of candidates with these qualities, his next step relates to making contact with such candidates.

Dunn and Stephens follow three-tier classification of recruitment method- direct, indirect and third party.

Direct Methods:Most frequent used direct methods are the traveling of the recruiter to schools, colleges, management institutes and university departments. This type of recruiting is performed in cooperation with the placement bureau of the educational institutions providing assistance in attracting students, arranging interviews and making available space and student resumes. The recruiter should keep abreast of trends in recruiting activities of other companies so that he plans his visits in time to recruit students.

Other direct methods include sending recruiters to establish at job fairs, using mobile camps to visit shopping centers in rural areas and places where the unemployed might be contracted. Indeed trade shows, country fairs, seminars and elite business shows provide opportunities for advertising the company as a good place to work which leads to recruiting the best candidates. Some organizations prepare special recruiting booklets for applicants indicating details about the company, its advantages and its employment opportunities. These sheets provide information as to whether the potential applicants should go through the process of a formal application.

Indirect Methods:Indirect methods involve mostly advertising in newspapers, magazines, trade journals, technical and professional journals, radio, television, internet and other electronic media. The choice of media, place and timing of the advertisement and appeal to the reader all determine the efficacy of the advertisement. The main point is that the higher the position in the organization, or the more specialized the skills sought; the more widely dispersed advertisement is likely to be.

According to Advertisement Tactics and strategy in Personnel Recruitment, the points that need to be borne in mind are: To visualize the type of applicant one is trying to recruit To write out a list of advantages a company offers To decide where to run the advertisement

Third Party Methods:

The most frequently used third party methods are public and private employment agencies. Public Employment exchanges have been largely concerned with factory employees and clerical jobs. They also provide help in recruiting professional employees. Private agencies provide consultancy services and charge a fee. They are usually specialized for different categories of operations, office employes, salesmen, supervisory and management personnel. Other third party methods include the use of trade unions.

Third party methods include the use of commercial or private employment agencies, state agencies, and placement offices in schools, colleges and professional associations, recruiting firms, management consulting firms, indoctrination seminars for college professors and friends and relatives. It also includes employee referrals, trade unions, casual employees or applicant at the gate, unconsolidated applications, voluntary organizations and computer data blanks. The best management policy regarding recruitment is to look first within the organization and then for external recruitmen

Recruitment Practices in India:

The different sources for recruitment in India have been classified as

Within the organization, Badli or temporary employees Employment agencies, Casual callers Applicants introduced by friends and relatives in the organization Advertisements, employees contractors

Assessment of the recruitment Procedure:

Sources of recruiting should be periodically evaluated. The organization should first identify how an applicant was attracted to the firm. The next step is to determine whether any one method attracts better applicants. The last step is to use this information to improve the recruiting process. A successful and effective recruitment programme necessitates a well-defined recruitment policy, a proper organizational structure, and procedures for locating sources of manpower resources, suitable methods and techniques for utilizing these and a constant assessment and consequent improvement.

Selection Process:

The organization can make use of more than one source for carrying out the recruitment procedure. Once the recruiting sources are identified, suitable candidates are called for selection process. Definition: Selection refers to the Process of offering jobs to one or more applicants from the applications. Great attention has to be paid to selection because it means establishing the best fit between job requirements on the one hand, and the candidates qualifications on the other. Faculty judgment can have a far-reaching impact on the organizational functioning.

Significance of selection process:

Selection of personnel to man the organization is a crucial complex and continuing function. The abilities of an organization to attain its goals effectively and to develop in a dynamic environment largely depend upon the effectiveness of its selection programme. If night personnel is selected the remaining functions of Personnel Management becomes easier, the employee contribution and commitment will be an optimum level and employee employer relations will be congenial. In an opposite situation where the right person is not selected, the remaining functions of personnel management, employee-employer relations will not be effective. If the right person is he becomes a valuable asset to the organization. In case of faulty selection, the employee will become a liability to the organization.

Steps Involved In The Selection Process:

1. 2. 3. 4. 5. 6. 7. 8. 9. 10. Application Form Written Examination Preliminary Interview Group Discussion Tests Final Interview Medical Examination Reference Checks Managers Decision Employment

1.

Application Form or Application Blank: An application blank is a traditional, widely accepted device for securing information from prospective candidates. It can also be used as a device to screen the candidates at the preliminary level itself. An application blank provides preliminary information as well as an aid in the interview by indicating areas of interest and discussion. Its a good means of quickly collecting verifiable (and there fore fairly accurate) basic historical data (employees background) from the candidate. It also serves as a convenient device for circulating information about the applicant to appropriate members of the management and as a useful device for storing information for later reference. The information furnished by the candidate should be relevant. Some organizations make use of the Graphology technique where in the candidate is assed to fill the application form in his own hand writing so that tentative inference can be drawn easily. Information is generally called on the items like family background, Educational qualifications, work experience etc. The information enquired by different organizations will vary and would be according to their requirements.

The application blank of each candidate is then evaluated which is carried out based on certain parameters like his background, qualifications, experience , leadership, ability, emotional and writing ability, human relations, habits, spouse and children etc. 2. Written Examination: The organizations have to conduct written examinations for the qualified candidates after they are screened on the basis of the application blanks so as to measure the candidates ability in arithmetic calculations, to know the candidates attitude towards the job, to measure there aptitude , reasoning knowledge in various disciplines and general knowledge. 3. Preliminary Interview: These interviews are short and known as standard Interviews. This is conducted to solicit ness necessary information from the prospective applicants and to assess their suitability for the job. The information thus provided by the candidate may be related to the job or personnel specifications regarding education, experience salary expected, aptitude towards the job, age, physical appearance and other requirements. Thus, it is a process of eliminating the undesirable and unsuitable candidates. If candidate satisfier job requirements, he may be selected for further process. This interview is also useful to provide the basic information about the company to the candidate.

4.

Group Discussion: It is a method where groups of successful applicants are brought around a conference table and are asked to discuss either a case study or job subjectmarks. They are required to analyze, discuss, find alternative solutions and finally select the sound solution. A selection panel observes the candidates in the areas of initiating a discussion , explaining a problem , soliciting unrevealing information based on the given information and using common sense, keenly observing the discussion of others , clarifying controversial issues, influencing others ,speaking effectively concealing and mediating arguments among the participants

summarizing and finally concluding aptly. Based on the observation, the selection panel judges the candidates skill and ability and rank them according to their merit. 5. Tests:

It would be difficult to organizations to evaluate the candidates performance by only on the basis of application blank/or interviews. Employment tests helps the management in evaluating the candidates suitability to the job. These tests are also called as psychological tests because psychologists have contributed a lot in developing these tests. Employment test is an instrument designed to measure the nature and degree of ones psychological potentialities based on psychological factors, essential to perform a given job efficiently. The purpose of these tests is to help in judging the ability of a candidate in a given job situation. The tests help in determining subsequent success on the job. Thus, tests are useful in selection, placement promotions, performance appraisal and promotion appraisal.

Tests are categorized in to following 5 types:

(a) Aptitude Tests: These tests measure whether the individual has the capacity or talent ability to learn a given job if given adequate training. Candidate is tested for his intelligence, or mental ability, comprehensive power, reasoning memory and specific aptitudes such as mechanical skills, manipulate capacity, computation etc. through these tests. (b) Achievement Tests: These tests are conducted to test the job knowledge of the candidate by asking direct questions or a portion of actual work is given to the candidate and is asked to do it. Thus the candidate achievement in his career is tested regarding knowledge about the job actual work experience. (c) Situational Tests: This test evaluates a candidate in a similar real life situation where by he is asked either to cope up with the situation or solve the critical situations of the job. (d) Interest Tests: These tests have been designed to discover a persons area of interest and to identify the kind of work that will satisfy him.

(e)

Personality Tests: These tests involve the use of unconventional tools like graphology. Certain traits like analytical ability communication skills, innovativeness, self confidence tact, emotional control, optimism, decisiveness, patience, alertness judgment dominance etc., are tested here. Another technique that can be used to test the above projective tests where the candidates have to draw inferences based on ambiguous figures, pictures etc.

6.

Final Interview: The purpose of employment interview is to find out the candidates mental and social make-up and to know weather the qualities possessed by him make him suitable for a job in the concern. The purpose of interview is definitely not to confuse the candidate and, so to say, to defeat him. There fore it must be conducted in a friendly atmosphere and the candidate must be made to feel at ease. An employer tries to achieve an exacting appraisal of an applicant, his previous experience, and education, training and family background through interviews. It enables the interviewer to judge certain qualities (manners, neatness, appearance, ability to speak meet other people pleasantly and make a good impression on the others) of the prospective candidate before he is selected. It also gives an opportunity to make judgment on the candidates enthusiasm, and intelligence and also assess subjective aspects of the candidate f acial expression, appearance, nervousness etc.

Four kinds of interviews for selection has been identified: (a) Preliminary Interview: These are preliminary screening of the applicants to decide weather a more detailed interview will be worth while. The applicant is given job details during the interview to afford him freedom to decide weather the job will suit him. It is argued that preliminary interviews are unsatisfactory, first because they may lead to the elimination of many desirable candidates, and second because of many desirable candidates, and second because interviews may not have much experience in evaluating candidates. The only argument for this method is that its saves the companies time and money.

(b)

Stress Interview: These are deliberate attempts to create pressure to observe how an applicant performs under stress. The most important advantage of stress interview is that it helps to demonstrate important personality characteristics which would be difficult to observe in tension free situation. However, this interview must be done carefully by trained and skilled interviewers. Emotionally disturbed persons should not be subjected to stress. It should not be done at beginning of the interview because this can make it impossible to compare a candidates customary behavior with this behaviour under stress. The applicant should be given a chance to recover from the stress before he leaves.

(c)

Depth Interview: It covers the complete life history of the applicant and includes such areas as the candidates work experience, academic qualifications, health, interest and hobbies. It is an excellent method for executive selection performed by qualified personnel. It is however costs and time consuming.

(d)

Patterned Interview: These interviews are combination of direct and indirect questioning of the applicant. What is to be asked is already structured. The interviewer has already certain clues and guidelines to areas which should be probed deeply. The interview also encourages the candidate to express the relevant information freely.

7.

Medical Examination: Certain jobs require certain physical qualities like clear vision perfect hearing, unusual stating, tolerance of hard working conditions clear tone etc. Medical examination reveals weather or not a candidate possess these qualities. The basic aim of this examination is to judge weather the applicant is medically suited for the specific job.

8.

Reference Checks: After final interview and medical examination, the personnel department will engage in checking references, candidates are required to give the name and address of the reference in their application form. These references may be from the individual who are familiar with the candidates academic achievements or from the applicants previous employer who is well versed with the applicants job

performance, and even sometimes from the co- employees The information extracted from the concerned people through these references are job title , job specification and description, period of employment, pay and allowances, gross emoluments, benefits provided, rate of absence, willingness of the previous employer to employ the candidate again, candidates regularly at work , character, progress etc. checks on references are made by mail or telephone and occasionally in person. 9. Final Decision by the Line Manager: It is the last and final stage of the selection procedure. The consumed line manager has to make the final decision weather to select or reject the candidate after soliciting the required information from different selection techniques.

10.

Employment: After taking the final decision the organization has to intimate this decision to the successful as well as unsuccessful candidates. The organization sends the appointment order to the successful candidate either immediately or after some time depending up on its time schedule. At the same time, certain organizations also dispatch the rejection letters to the unsuccessful candidates accordingly.

Placement:
Placement is defined as The determination of the job to which an accepted cand idate is to be assigned and his assignment to that job. When once the candidates reports for the ducts, the organization has to place him initially in that job, for which he selected. Immediately the candidate will be trained in various related jobs during the period of probation of training or trail. The organization generally decides the final placement after the initial training is over on the basis of candidates aptitude and performance during the training or probation period which ranges between six months, and two years. If the performance is not satisfactory, the organization may extend the probation period and ask the candidate to quit the job. If the performance is satisfactory, his services will be regularized and he will be placed permanently on a job.

Induction:
It is The process of receiving and welcoming the employee when he just joins the company and giving him the basic information he needs to settle down quickly and happily and start the work. The new employee who is designed as a probationer to the job, is introduced to the job location, surroundings, organizations, various employees etc. this is conducted because of the problem of adjustment and adaptability to the new surroundings and environment. Further, absence of information, lack of knowledge of new environment, cultural gap, behavioral variations, different levels of technology variations in the requirements of the job and the organization also disturb the new employee. Further, induction is essential as a new comer may feel insecure shy, nervous and disturb. Hence, induction plays a pivotal role in a acquainting the new employee to the new environment, companies rules and regulations.

COMPANY PROFILE

THE INDIA INFOLINE LIMITED

Origin:
India infoline Ltd., was founded in 1995 by a group of professional with impeccable educational qualifications and professional credentials. Its institutional investors include Intel Capital (world's) leading technology company, CDC (promoted by UK government), ICICI, TDA and Reeshanar. India Infoline group offers the entire gamut of investment products including stock broking, Commodities broking, Mutual Funds, Fixed Deposits, GOI Relief bonds, Post office

savings and life Insurance. India Infoline is the leading corporate agent of ICICI Prudential Life Insurance Co. Ltd., which is India' No. 1 Private sector life insurance company. www.indiainfoline.com has been the only India Website to have been listed by none other than Forbes in it's 'Best of the Web' survey of global website, not just once but three times in a row and counting... A must read for investors in south Asia is how they choose to describe India Infoline. It has been rated as No.l the category of Business News in Asia by Alexia rating. Stock and Commodities broking is offered under the trade name 5paisa. India Infoline Commodities pvt Ltd., a wholly owned subsidiary of India Infoline Ltd., holds membership of MCX and NCDEX

Main Objects of the Company

Main objects as contained in its Memordum or Association are: 1. To engage or undertake software and internet based services, data processing IT enabled services, software development services, selling advertisement space on the site, web consulting and related services including web designing and web maintenance, software product development and marketing, software supply services, computer consultancy services, E-Commerce of all types including electronic financial intermediation business and E-broking, market research, business and management consultancy.

2. To undertake, conduct, study, carry on, help, promote any kind of research, probe, investigation, survey, developmental work on economy, industries, corporate business houses, agricultural and mineral, financial institutions, foreign financial institutions, capital market on matters related to investment decisions primary equity market, secondary equity market, debentures, bond, ventures, capital funding proposals, competitive analysis, preparations of corporate / industry profile etc. and trade / invest in researched securities VISION STATEMENT OF THE COMPANY:
Our

vision is to be the most respected company in the financial services space In India .

Products: the India Infoline pvt ltd offers the following products
A. E-broking. B. Distribution C. Insurance D. Mortgages

A. E-Broking:
It refers to Electronic Broking of Equities, Derivatives and Commodities under the brand name of 5paisa 1. Equities 2. Derivatives 3. Commodities

B.Distribution:
1. Mutual funds 2. Govt of India bonds. 4. Fixed deposits 5.

C.Insurance:
1. Life insurance policies 2. General Insurance 3. Health Insurance Policies.

THE CORPORATE STRUCTURE

The India Infoline group comprises the holding company, India Infoline Ltd, which has 5 wholly-owned subsidiaries, engaged in distinct yet complementary businesses which together offer a whole bouquet of products and services to make your money grow.

The corporate structure has evolved to comply with oddities of the regulatory framework but still beautifully help attain synergy and allow flexibility to adapt to dynamics of different businesses. The parent company, India Infoline Ltd owns and managers the web properties www.Indiainfoline.com and www.5paisa.com. It also undertakes research Customized and off-the-shelf.

Indian Infoline Securities Pvt. Ltd. is a member of BSE, NSE and DP with NSDL. Its business encompasses securities broking Portfolio Management services.

India Infoline.com Distribution Co. Ltd., Mobilizes Mutual Funds and other personal investment products such as bonds, fixed deposits, etc.

India Infoline Insurance Services Ltd. Is the corporate agent of ICICI Prudential Life Insurance, engaged in selling Life Insurance, General Insurance and Health Insurance products.

India Infoline Commodities Pvt. Ltd. is a registered commodities broker MCX and offers futures trading in commodities.

India Infoline Investment Services Pvt Ltd., is proving margin funding and NBFC services to the customers of India Infoline Ltd.,

Pictorial Representation of India Infoline Ltd

Management of India Infoline Ltd.,

India Infoline is a professionally managed Company. The promoters who run the company/s day-to-day affairs as executive directors have impeccable academic professional track records. Nirmal Jain, chairman and Managing Director, is a Chartered Accountant, (All India Rank 2); Cost Account, (All India Rank l) and has a post-graduate management degree from IIM Ahmedabad. He had a successful career with Hindustan Lever, where he inter alia handled Commodities trading and export business. Later he was CEO of an equity research organization. R. Venkataraman, Director, is armed with a post- graduate management degree from IIM Bangalore, and an Electronics Engineering degree from IIT, Kharagpur. He spent eight fruitful years in equity research sales and private equity with the cream of financial houses such as ICICI group, Barclays de Zoette and G.E. Capital The non-executive directors on the board bring a wealth of experience and expertise. Satpal khattar -Reeshanar investments, SingaporeThe key management team comprises seasoned and qualified professionals.

Mukesh Sing-

Director, India Infoline Securities Pvt Ltd.

Seshadri Bharathan- Director, India Infoline. Com Distribution Co Ltd S SriramSandeepa Vig AroraDharmesh PandyaToral MunshiAnil MascarenhasPinkesh Soni Harshad Apte Vice President, Technology Vice President, Portfolio Management Services Vice President, Alternate Channel Vice President, Research Chief Editor Financial controller Chief Marketing Officer

Human Resources :
I. General: Management is committed to provide necessary resources which are required as identified in documents like Quality system procedures, work instructions and quality forms / other documents etc. Personnel assigned to various tasks are suitably qualified with formal job training, education, and / or experience.

II .

Competence, awareness and training: The necessary competence are determines for personnel performing work affecting product quality Identified and provides necessary training as and when required to the employees to meet the customer needs. Evaluates the effective of training. Ensures that employees are aware of the relevance and importance of their activities and how they contribute to the achievement of the quality objectives. Maintains appropriate records of education, training, skills and experience

Work Environment: It is determined and managed the work environment need to achieve conformity to product requirements.

MISSION, VISION, CORE VALUES

Mission: To maintain the customer satisfaction level, with zero defect supply. Vision: To become one of the best forging company in south India with press technology Core values: Quality Service at any cost Cordial relation ship Collective team work

Organization of Employees in INDIA INFOLINE LTD along with Minimum Competence level

The Manpower is categorized as Non-technical & Technical. In the non-technical category four identified levels are present. They are Manger, Asst. Manager, officer & Assistant. Minimum competence details are given in the chart

In the technical category C.E.O. is Chief lead a technical and a business qualification. In the top-management category G. Manager, Dy. Gen. Manager, and Asst. Gen. Manager levels are there, these report to C.E.O. In the middle management category

the levels are Manager, Asst. Manager, Sales manager , team manager, relationship managers, dealers are in the Junior Management category. The work force of consists of operators (experienced and skilled), apprentice, and helper. The details are given in organization chart.

WELFARE ACTIVITIES IN

INDIA INFOLINE LTD

The companys welfare activities include

Medical benefits are available Ambulance is provided in case of Emergency Providing Transport for executives. Providing mineral water to the employees Providing tea for three times to all the employees Group insurance facility is available in INDIA INFOLINE LTD Providing Esop ( Employee stock option ) Providing mobile allowences

Recruitment

&

Selection

Process

at

INDIA

INFOLINE LTD

Whenever a vacancy or a requisition occurs in the organization a Requisition or Indent for recruitment is submitted by the line official. These indents contains all the information regarding skill, qualification, age group, physical fitness etc., required by the personnel department to recruit a person.

The indent is then examined and evaluated additional expenditure is worked out and if the indent is found satisfactory, the proposed recruitment is authorized to be carried out.

Before recruiting the applicant, it considers the most likely source available for the type of employment it needs. In general, the sources of the employment here can be classified into two types. 1. External 2. Internal

DATA ANALYSIS AND INTERPRETATION

(1) How long have you been with the company? A(0 to 1 year) No of responses No of respondents percentage 05 B(1 to 2 year) 25 C(3 to 4 year) 15 D(more than 4 years) 05

10%

50%

30%

10%

60

50

40

30

20

10

0 A B C D

Interpretation: 50% of the employees are for 1 to 2 years with the company, 30% of the employees are for 3 to 4 years with the company, remaining employees are for 0 to1 and more than 4 years with the company. So majority of the employees are satisfied in 1 to 2 years.

(2) Which should be the best recruitment and selection sources according to your preference? A(Internal sources) No of response No of respondent Percentage 13 26% B(External sources) 07 14% C(Both) 30 60%

70 60

No. Of People

50 40
Series1

30 20 10 0 A B C

Interpretation: 60% of the employees are satisfied with both internal, external recruitment and selection sources.25% of the employees are satisfied with internal sources of recruitment and selection source. Remaining employees are satisfied with external source of recruitment and selection sources.

(3) What are the sources for internal sourcing among the following: A(Present permanent employees) 10 B(Present temporary employees) 30 C(Retrenched/retired D(Deceased/disabled employees) employees) 10 0

No of responses No of respondents percentage

20%

60%

20%

0%

70 60 50 40 30 20 10 0 A B C D

Interpretation: 60% of the employees are present, temporary.,20% of the employees are present, permanent. 20% of the employees are retrenched, retired employees for internal sources.

4. What are the sources for external recruitment among the following: No of responses No of respondents Percentage A(Campus interviews) 30 60% B(Placement agencies) 10 20% C(Through advertisements) 10 20% D(Through web portals) 0 0%

70

60

50

40

30

20

10

0 A B C D

Interpretations: 60% of the employees are recruiting by campus interviews, 20% of the employees are recruiting by both placement and advertisements. So campus interviews play major role in recruitment process.

(5) Which method do you mostly prefer from the following for recruitment and selection? B(Indirect) No of response No of respondents Percentage A(Direct method) 7 3 C(Third party) 12 D(All the above) 28

14%

6%

24%

56%

60

50

40

30

20

10

0 A B C D

Interpretation: 56% of the employees prefer all the direct, indirect and third party recruitment, selection process. 24% of the employees prefer only third party recruitment and selection process. 14% of the employees prefer direct recruitment and selection process. Remaining employees are satisfied with indirect recruitment and selection process. There is no need of changing the recruitment and selection process.

(6) Does the organisation clearly define the position objectives, requirements and candidate specification in the recruitment process?

No of response No of respondents Percentage

A(Yes) 42 84%

B(No) 8 16%

90 80 70 60 50 40 30 20 10 0 A B

Interpretation: 84% of the employees are defining the position objectives, requirements and candidate specification in the recruitment process. 16% of the employees are not following the process.

(7) Do you find e-recruiting a suitable way of recruiting?

No of response

A(YES)

B(NO)

No of respondents

35

15

Percentage

70%

30%

80 70 60 50 40 30 20 10 0 A B

Interpretation: 70% of the people prefer e- recruiting , remaining are not satisfied with e-recruiting. Most of the people are preferring e- recruitment, it seems to be that, they want to avoid wastage of time in recruiting and making decisions.

8. What are the parameters for selecting a candidate according to your present requirement?

No of responses No of respondents Percentage

A(Communication B(Qualification) C(Confidence) skills) 20 15 03 40% 30% 6%

D(Language skills) 10 20%

E(Convincing skills) 03 5%

Rating

A B C D E

Interpretation: 40% of the employees are recruiting a candidate based on communication skills, 30% of the employees are recruiting a candidate based on qualification, 20% of the employees are recruiting a candidate based on language skills and remaining employees are recruiting a candidate based on confidence and convincing skills. So majority of the recruitment is based on communication skills.

(9) Do you have an application form?

No of response

A(YES) 100

B(NO) 0 0%

No of respondents 100% Percentage

120 100
No. Of people

80 60 40 20 0 A B
Series1

Interpretation: Management is maintaining application forms.

(10) How do you find your package (salary + incentives) to perform better?

A(YES) No of response No of respondents 70 70% Percentage

B(NO) 30 30%

80 70 60 50 40 30 20 10 0 A B

Interpretation: 70% of the employees are satisfied with their package remaining are not satisfied.

(11) Do you find pressure at work to perform better?

No of response No of respondents Percentage

A(YES) 25 25%

B(NO) 75 75%

80 70 60 50 40
JOBS

30 20 10 0 A B

Interpretation: 75% of the employees are satisfied with their work and remaining are feeling pressure.

12. What type of interview do you use?

No of responses No of respondents Percentage

A(Panel interview) 25

B(computer assisted interview) 10

C(Stress interview) 15

D(Others)

50%

20%

30%

0%

60

50

PERCENTAGE

40

30

20

10

Interpretation: 50% of the employees are interested in panel interviews, 30% of the employees are interested in stress interviews, 20% of the employees are interested in computer assisted interviews. So majority of the employees are interested in panel interviews.

13. Rate the effectiveness of the interviewing process and other selection instrument such as testing.

No of responses No of respondents Percentage

A(Poor) 25 50%

B(To an extent) 15 30%

C(Adequate) 4 8%

D(Excellent) 6 12%

Rating

A B C D

Interpretation: 50% of the employees are poor in using instruments for recruiting process, 30% of the employees are using instruments for recruitment process to some extent, 12% of the employees are using instruments for recruitment process and 8% of the employees are adequate in using the instruments for recruitment and selection process. So majority of the employees are not using any instrument for the recruitment and selection process.

14. What are the methods of selection? No of responses No of respondents Percentage A(Written test) 25 50% B(Medical test) 10 20% C(Interviews) 15 30% D(Others) 0 0%

60

50

PERCENTAGE

40

30

20

10

Interpretation: 50% of the employees are selecting based on written test, 30% of the employees are selecting based on interview, 20% of the employees are selecting based on medical test. So majority of the recruitment is based on written test.

15. How do you receive rewards on your excellence performance:

No of responses No of respondents Percentage

A(Rarely) 15 30%

B(Very often) 10 20%

C(Sometimes) 20 40%

D(Never) 5 10%

45 40 35

PERCENTAGE

30 25 20 15 10 5 0

Interpretation: 40% of the employees are receiving rewards sometimes on their performance,30% of the employees are receiving rewards rarely on their performance,20% of the employees are receiving rewards very often on their performance,10% of the employees are receiving rewards never on their performance. So majority of the employees are receiving rewards sometimes on their performance.

16. How do you feel about the interview panel? No of responses No of respondents Percentage A(Excellent) 25 50% B(Good) 15 30% C(Satisfactory) 10 20% D(Poor) 0 0%

60

50

PERCENTAGE

40

30

20

10

Interpretation: 50% of the employees felt excellent, 30% of the employees felt good and 20% of the employees felt satisfactory. So, majority of the employees felt excellent. So there is no need of changing the interview panel.

17. Name the source you find most suitable for hiring middle level employees? (Advertisements, Referrals, Job portals etc..) Ans: I prefer referrals for hiring middle level employees.

18. What is your suggestion to improve the effectiveness of recruitment and selection? Ans:

FINDINGS

FINDINGS: 1. Majority of the employees are for 1-2 years with the company. 2. The best recruitment and selection sources according to their preference are both internal and external sources. 3. Majority of the employees are Present temporary employees for internal process. 4. Campus interviews are the sources for external recruitment.

5. Majority of the employees prefer all the direct, indirect and third party recruitment, selection process. 6. Majority of the employees are defining the position objectives, requirements and candidate specification in the recruitment process. 7. Most of the employees prefer e- recruiting. 8. Most of the employees are recruiting a candidate based on communication skills. 9. Management is maintaining application forms. 10. Most of the employees are satisfied with their package remaining are not satisfied. 11. Most of the employees are satisfied with their work. 12. Majority of the employees are interested in panel interviews. 13. Majority of the employees are poor in using instruments for recruiting process. 14. Most of the employees are selecting candidates based on written test. 15. Most of the employees are receiving rewards sometimes on their performance. 16. Most of the employees felt excellent.

Conclusions

Conclusions

The INDIA INFOLINE LTD. was established in the year 2000 at Dilsukhnager in hyderabad. The unit is involved in the manufacture of high quality, Ferrous and Non-Ferrous Forge components with the basic objective of providing defect free products by applying innovative & latest techniques in their operations and to ensure continuous improvement in all areas i.e. quality, cost, delivery & services. Its a forging company, there exists separate HR department to look after the needs of human resources. Coming to my research Recruitment and selection procedure is well designed, but it showed to make some changes for effectiveness, like giving more preference to external recruitment, well designed selection procedure should be adopted etc. Present form of recruiting top executives is good, overall recruitment and selection policy is satisfactory.

Suggestions.

Suggestions.

As the company is more of manufacturing mechanical engineering components and the function is production the manpower is expected to have thorough knowledge of production procedure, standard production skills, the man power planning in the company is not up the mark, more skilled persons should be given preference while planning human resource. Presently it is observed that mostly internal source of recruitment is done, but in some levels where planning and other managerial skills are required it is suggested that external source are also to be considered. Regarding recruitment and selection policy, it is observed that most of the employees felt it is traditional, people are not aware of the companies modern process which it is existing currently. The line managers should take the responsibility to educate the consumed persons about the modern features involved in the selection process and how it benefits the employee and the company. Though most of the people said that selection policy is unbiased, but HR department should care of those people who felt that there is some bias. HR department should educate the employees and prove themselves that there no bias. Standards being followed for the process of recruitment and selection of an employee are not up to the mark, HR department is advised to improve it. HR department should organize workshops, seminars and meetings for the lower level employees stressing the need of scientific procedure of recruiting and change the mind set of the lower level employees, also HR department should gear up the lower level employees to face and prepare for a scientific interview and selection process. It should strive hard to increase the awareness of lower level employees in this aspect. While recruiting the top executives apart from experience, qualification, work minded, technical skills, communication abilities and patience should be taken in to consideration.

Telephonic interview, communication ability tests, stress interviews ate some stops to be added in the selection procedure.

I raju kapu pursuing MBA from dr.br.ambedkar college doing a project entitled RECRUITMENT & SELECTION PROCESS I request you to kindly fill up the following questionnaire and assure that the data provided will be used for the project.

Name: Experience: Department: Designation: Please tick the appropriate box.

QUESTIONNAIRE
1. a) b) c) d) How long have you been with the company. 0 to 1 year 1 to 2 years 3 to 4 years More than 4 years [ ]

2. Which should be the best recruitment and selection sources according to your preference. [ a) Internal sources b) External sources c) Both d) Any other please mention ___________________________________ 3. What are the sources for internal sourcing among the following a) Present permanent employees [

b) Present temporary employees c) Retrenched / Retired / employees

d) Deceased / disabled / employees

4. What are the sources for external recruitment among the following a) Campus interviews b) Placement agencies c) Through advertisement d) Through Web Portals

5. Which method do you mostly prefer from the following for recruitment and selection [ a) Direct Method b) Indirect Method c) Third Party d) All the above

6. Does the organization clearly define the position objectives, requirements and candidate specification in the recruitment process? [ ] a) Yes b) No

7. Do you find e- recruiting a suitable way of recruiting? a) Yes b) No

8. What are the Parameters for selecting a candidate according to your present requirement? (Rate from 1to 5 and 1 being the highest) Parameters Communication skills Qualifications Confidence Language skills Convincing skills 1 2 3 4 5

9. Do you have an application form?

a) Yes b) No 10. How do you find your package ( salary + incentives) at India Infoline?[ a) Satisfied b) Not satisfied ]

11. Do you find pressure at work to perform better a) Yes b) No 12. a) b) c) d)

What type of interview process do you use [ Panel interview Computer assisted interview Stress interview Others please mention _____________________________________

13. Rate the effectiveness of the interviewing process and other selection instrument such as testing. a) Poor b) To an extent c) Adequate d) Excellent 14. a) b) c) d) What are the methods of selection Written test Medical test Interviews Others

15. a) b) c) d) 16. a) b) c) d)

How often do you receive rewards on your excellence performance Rarely Very often Sometimes Never How do you fell about the interview panel Excellent Good Satisfactory Poor `

17. Name the source you find most suitable for hiring middle level employees? (Advertisements, Referrals, Job portals etc..) __________________________________________________________________ __________________________________________________________________ __________________________________________________________________

18. What is your suggestion to improve the effectiveness of recruitment and selection? __________________________________________________________________ __________________________________________________________________ __________________________________________________________________

BIBILOGRAPHY

BIBILOGRAPHY

REFERENCE: Books: 1) Human Resource Management 2) Human resource management and Industrial relations 3)human resource management by:michael Armstrong by:p.subba rao by:david lepak

Web portals 1) www.citehr.com 2) www.managementstudyguide.com 3) www.google.com