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INTRODUCTION
Recruitment and Selection are the two most important
functions of Personnel Management. Recruitment precedes selection, where
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1.
2.
3.
4.
5.
6.
OBJECTIVES OF RECRUITMENT:
To ensure all recruitment and selection procedures comply with the Equal
Opportunity Policy.
To ensure that all appointments are made on merit
To attract sufficient applications from potential candidates for appointment
with the skills, qualities, abilities, experience and competencies deemed as
being necessary to the job
To develop and maintain procedures which will assist in ensuring the
appointment of the most suitable candidate.
To ensure that recruitment procedures are clear, valid and consistently applied
by those involved in recruitment and that they provide for fair and equitable
treatment for those who apply for employment.
To base selection decisions and criteria directly on the demands and
requirements of the job and the competencies identified as necessary for
satisfactory performance.
METHODOLOGY:
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Methods of analysis:
Statistical tools like charts, graphs and tables are
used to represent and interpret the data.
Data collection methods:
Data collection is a process of obtaining valuable and reliable
information for the purpose of research.
Sources of data:
The study is based on primary data and secondary data
Primary data:
The data was collected through personal interviews with
employees and self designed questionnaire that consists of 15 questions that
have been designed to study the recruitment and selection process at Priya
foods pvt. ltd.
Secondary data:
The secondary data is collected from books, internet,
organizations website, records, HR manuals, quality journals etc
Data analysis:
The data is analyzed by using the statistical techniques in
this project. Bar charts are used to analyze the outcomes.
Sample size:
A sample size of 50 is studied at Priya Foods out of 670
employees which is applicable to the entire workforce. However ample
interest and care is taken to cover all the departments during the study.
The study was conducted for the duration of 45days which became the major
constraint for the study.
The size of the sample was only limited to 50 employees and therefore,
interpretations are based on the approximations, large sample would have
provided information closer to the accurate value
Scope is only limited to operations of Priya foods, Hyderabad.
CONTEXT
OF
RECRUITMENT
DEFINITION:
According to EDWIN FLIPPO, Recruitment is the process of searching for
prospective employees and stimulating them to apply for jobs in the organization.
MEANING:
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.
OBJECTIVES OF THE STUDY:
The main objective of this project is to find out the recruitment process.
To know about the best sources of recruitment
To know about the methods followed while recruiting a candidate for a job.
To know about the time taken for the process of Recruitment and Selection.
Finding out the examination pattern for the levels of screening the candidates
and to what standards the paper is set.
To know about Selection process at Priya
NEED FOR THE STUDY:
Every organization requires certain number of people to fulfill the purpose of
its existence. In the present day scenario, the organizations having competent
employees can only survive. In order to have efficient people, utmost care should be
taken in the recruitment process. Jobs play an important role in every organization;
Human Resources are responsible and accountable for the work assigned to them.
With so many new companies coming up, HR department plays an important role in
every firm.
Recruitment itself is quite a tricky and complicated process. A good planning
should be made so that it attracts right kind of person from which the best can be
selected proper recruitment can be done only through efficient and skilled managers.
If the management is not good enough with regard to recruitment process
then it cannot be a successful company.
their normal duties reading and screening resumes. A professional recruiter has the
ability to read and screen resumes, talk to potential candidates and deliver a selective
group in a timely manner.
3). "Head hunters" for executive and professional positions. These firms are either
contingency or retained. Although advertising is used to keep a flow of candidates
these firms rely on networking as their main source of candidates.
4). Niche agencies specialize in a particular industrial area of staffing.
Some organizations prefer to utilize employer branding strategy and in-house
recruitment instead of recruiting firms. The difference, a recruiting firm is always
looking for talent whereas an internal department is focused on filling a single
opening. The advantage associated with utilizing a third-party recruiting firm is their
ability to know where to find a qualified candidate. Talent Management is a key
component to the services a professional recruiting firm can provide.
The stages in recruitment include sourcing candidates by networking,
advertising or other methods. Utilizing professional interviewing techniques to
understand the candidates skills but motivations to make a move, screening potential
candidates using testing (skills or personality) is also a popular part of the process.
The process is meant to not only evaluate the candidate but also evaluate how the
candidate will fit into the organization. The recruiter will meet with the hiring
manager to obtain specific position and type information before beginning the
process. After the recruiter understands the type of person the company needs, they
begin the process of informing their network of the opportunity. Recruiters play an
important role by preparing the candidate and company for the interview, providing
feedback to both parties and handling salary/benefits negotiations.
INTERNAL RECRUITMENT:
1)
2)
3)
4)
5)
6)
Transfer
Promotions
Upgrading
Demotion
Retired employees
Retrenched employees
EXTERNALRECRUITMENT:
1) Press advertising
2) Educational institutes
3) Employee referrals
4) Labor contractors
5) Outsourcing
of work. Recruiting such people save time and cost of the organization as they
already know the culture policies and procedures of the organization.
EXTERNAL SOURCES OF RECRUITMENT:
Press Advertising: Advertisements of vacancies in newspapers and journals are
widely used source of recruitment. The main advantage of this method is that it has a
wide reach.
Educational Institutes: Various management institutes, engineering and medical
colleges are a good source of recruitment and well qualified executives, engineers,
staff etc They provide facilities for campus interviews and placements. This source
is known as Campus recruitment.
Employee Referrals: Many organizations have structured system where the current
employees of the organization can refer their friends and relatives who are capable
for some position in their organization.
Labor Contractors: Manual workers can be recruited through contractors who
maintain close contacts with the sources of such workers. This source is used to
recruit labor for construction jobs.
METHODS OF RECRUITMENT:
There are three methods of recruitment:
1. Direct Method
2. Indirect Method
3. Third-Party Method
Direct method: Commonly known as campus recruitment. In this, organization
directly goes to different professional or technical institutes to recruit. Under this type
of recruitment, the candidates are briefed about the nature and recruitment of the
jobs. Students in turn fill their bio-data and other attributes in their placement form.
Based on their exchange, a preliminary screening is done. The short listed candidates
are then called for further selection process.
Indirect method: Indirect method involves advertisements in newspaper, television,
journals, and magazines etc allows the organization to invite applications a wide
range of applicants. The advertisements give specific information on job
requirements and benefits to be enjoyed by the employees while working in the
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INTERNAL FACTORS
Recruiting policy
Temporary and part-time employees
Recruitment of local citizens
Companys size
Cost of recruitment
Companys growth and expansion
2)
EXTERNAL FACTORS
Supply and Demand factors
Unemployment Rate
Labor-market conditions
Political and legal considerations
Social factors
Economic factors
Technological factors
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If a firm has a poor image in the market, many of the prospective candidates
may not even apply for vacancies advertised by the firm. If the job is not attractive,
qualified people may not even apply. Any job that is viewed as boring, hazardous,
anxiety producing, low-paying, or lacking in promotion potential seldom will attract
a qualified pool of applicants. Recruiting efforts require money.
Sometimes because of limited resources, organizations may not like to carry
on the recruiting efforts for long periods of time, this can, ultimately, constrain a
recruiters effort to attract the best person for the job. Government policies often
come in the way of recruiting people as per the rules of the company or on the basis
of merit/seniority, etc. For example, reservations to specific groups (such as
scheduled castes, scheduled tribes, backward castes, physically handicapped and
disabled persons, ex-servicemen, etc.) have to be observed as per constitutional
provisions while filling up vacancies in government corporations, departmental
undertakings, local bodies, quasi-government organizations, etc.
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INDUCEMENTS
Organizational inducements are all the positive features and
benefits offered by an organization that serves to attract job applicants to the
organization. Three inducements need specific mention here, they are:
Compensation: Starting salaries, frequency of pay increases, incentives and fringe
benefits can all serve as inducements to potential employees.
Career Opportunities: These help the present employees to grow personally and
professionally and also attract good people to the organization. The feeling that the
company takes care of employee career aspirations serves as a powerful
inducements to potential employees.
Image or Reputation: Factors that affect an organizations reputation include its
general treatment of employees, the nature and quality of its products and services
and its participation in worthwhile social endeavors.
CORPORATE MISSION, OBJECTIVES, STRATEGIES AND TACTICS
(MOST)
Corporations have started linking their Mission, Objectives, Strategies and
Tactics (MOST) to the functions of recruitment and selection. The economic
liberalizations and consequent competition through quality and services necessitated
the companies to search for and attract competent human resources. Corporations
focusing on new business development will have to seek entrepreneurial abilities,
companies planning to withdraw from diversifications must look for pragmatists and
companies chasing growth alliances should employ people comfortable in different
cultural backgrounds. Above all, companies must hire for the future, anticipating
jobs that may not be in existence yet. Recruitment managers must focus for attitudes
and approaches that fit the corporate goals and culture.
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Reception:
15
2.
3.
Selection Testing:
In this section let examine the selection test or the employment test that
attempts to asses intelligence, abilities, personality trait, performance simulation tests
including work sampling and the tests administered at assessment centers- followed
by a discussion about the polygraph test, graphology and integrity test.
A test is a standardized, objective measure of a persons behavior,
performance or attitude. It is standardized because the way the tests is carried out, the
environment in which the test is administered and the way the individual scores are
calculated- are uniformly applied. It is objective in that it tries to measure individual
differences in a scientific way giving very little room for individual bias and
interpretation. Over the years employment tests have not only gained importance but
also a certain amount of inevitability in employment decisions. Since they try to
objectively determine how well an applicant meets the job requirement, most
companies do not hesitate to invest their time and money in selection testing in a big
way. Some of the commonly used employment tests are:
Intelligence tests
Aptitude tests
Personality tests
Achievement tests
Miscellaneous tests such as graphology, polygraphy and honesty
tests.
1. Intelligence Tests:
These are mental ability tests. They measure the incumbents learning ability
and the ability to understand instructions and make judgments. The basic objective of
such test is to pick up employees who are alert and quick at learning things so that
they can be offered adequate training to improve their skills for the benefit of the
organization. These tests measure several abilities such as memory, vocabulary,
verbal fluency, numerical ability, perception etc
2. Aptitude Test:
Aptitude test measure an individuals potential to learn certain skills- clerical,
mechanical, mathematical, etc. These tests indicate whether or not an individual has
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the capabilities to learn a given job quickly and efficiently. In order to recruit
efficient office staff, aptitude tests are necessary. An aptitude tests is always
administered in combination with other tests like intelligence and personality tests as
it does not measure on-the-job-motivation
3. Personality Test:
Of all test required for selection the personality tests have generated a lot of
heat and controversy. The definition of personality, methods of measuring personality
factors and the relationship between personality factors and actual job criteria has
been the subject of much discussion. Researchers have also questioned whether
applicants answer all the items truthfully or whether they try to respond in a socially
desirable manner. Regardless of these objections, many people still consider
personality as an important component of job success.
4. Achievement Tests:
These are designed to measure what the applicant can do on the job currently,
i.e., whether the testee actually knows what he or she claims to know. A typing test
tests shows the typing proficiency, a short hand tests measures the testee ability to
take dictation and transcribe, etc. Such proficiency tests are also known as work
sampling test. Work sampling is a selection tests wherein the job applicants ability to
do a small portion of the job is tested. These tests are of two types; Motor, involving
physical manipulations of things(e.g., trade tests for carpenters, electricians,
plumbers) or Verbal, involving problem situation that are primarily language-oriented
or
people-oriented(e.g.
situational
tests
for
supervisor
jobs).
Since work samples are miniature replicas of the actual job requirements, they are
difficult to fake. They offer concrete evidence of the proficiency of an applicant as
against his ability to the job. However, work sample tests are not cost effective and
every candidate has to be tested individually. It is not easy to develop work samples
for each job. Moreover, it is not applicable to all levels of the organization.
5. Simulation Tests:
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Reception:
20
The candidate should be properly received and led into the interview room. Start the
interview on time.
Information Exchange:
State the purpose of the interview, how the qualifications are going to be matched with
skills needed to handle the job.
Begin with open ended questions where the candidate gets enough freedom to express
himself.
Focus on the applicants education, training, work experience, etc. Find unexplained gaps
in applicants past work or college record and elicit facts that are not mentioned in the
resume.
Evaluation:
Evaluation is done on basis of answers and justification given by the applicant in the
interview.
Physical examination:
After the selection decision and before the job offer is made, the candidate is required to
undergo a physical fitness test. A job offer is often contingent upon the candidate being
declared fit after the physical examination.
Medical examination:
Certain jobs require physical qualities like clear vision, perfect hearing, unusual stamina,
tolerance of hard working conditions, clear tone, etc. Medical examination reveals
whether or not a candidate possesses these qualities.
Reference check:
Once the interview and medical examination of the candidate is over, the personnel
department will engage in checking references. Candidates are required to give the names
of 2 or 3 references in their application forms. These references may be from the
individuals who are familiar with the candidates academic achievements or from the
applicants previous employer, who is well versed with the applicants job performance
and sometimes from the co-workers. In case the reference check is from the previous
employer, information in the following areas may be obtained.
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They are job title, job description, period of employment, pay and
allowances, gross emoluments, benefits provided, rate of absence, willingness of previous
employer to employ the candidate again, etc. Further, information regarding candidates
regularity at work, character, progress, etc. can be obtained. Often a telephone call is
much quicker. The method of mail query provides detailed information about the
candidates performance, character and behavior. However, a personal visit is superior to
the mail or telephone methods and is used where it is highly essential to get a detailed,
first hand information which can also be secured by observation. Reference checks are
taken as a matter of routine and treated casually or omitted entirely in many
organizations. But a good reference check, when used sincerely, will fetch useful and
reliable information to the organization.
Hiring decision: The line manager has to make the final decision now whether to
select or reject a candidate after soliciting the required information through different
techniques discussed earlier. The line manager has to take adequate care in taking the
final decision because of economic, behavioral and social implications of the selection
decisions. A careless decision of rejecting a candidate would impair the morale of the
people and they suspect the selection procedure and the very basis of selection in a
particular organization.
A true understanding between line managers and personnel managers should be
established so as to facilitate good selection decisions. 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 candidates
either immediately or after sometime depending upon its time schedule.
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ANALYSIS
Thus, from this case study it is clear that retaining is much more
important than recruiting. Whats the use and benefits of recruiting quality employees
if they cannot be retained by the organization in a proper manner. The purpose of
recruitment is fulfilled when the employees selected from a pool of qualified
applicants are retained in the company by keeping them satisfied in all aspects. They
must be provided with better working conditions, better pay scales, incentives,
recognition, promotion, bonus, flexible working hours, etc. They should treat the
employees as co-owners and partners of the company.
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THE COMPANY
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PROFILE OF PRIYA
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36 varieties of pickles
10 varieties of pastes
4 varieties of spice powders
6 varieties of masala powders
5 varieties of curry masala powders
7 varieties of traditional powders
12 varieties of instant mixes
10 varieties of papads
Very recently 29 varieties of ready to eat
9 varieties of convenient mixes
12 varieties of snacks
Edible oils packaging
Quality Certification:
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Ramoji Film City: The 1666-acre Ramoji Film City, established by the
Ramoji Group amid the alluring grandeur of Nature, is the worlds largest
integrated film studio complex and one of Asias most popular tourism and
recreation centers. For the discerning filmmaker, RFC offers comprehensive
and international-standard pre-production, production and post-production
resources.
For business and leisure travelers, RFC offers a holiday
experience packaged in infinite excitement and rare delights. Every year, over
a million tourists come to the complex to revel in the rejuvenating fantasies of
a dream world. And filmmakers, who create dazzling celluloid dreams for
people around the world, turn to Ramoji Film City for matchless services and
facilities. The complexs state-of-the-art infrastructure and incomparable
professional expertise have already been feted by many international
filmmakers.
PUBLISHING
SATELLITE TELEVISION
TV SOFTWARE DEVELOPMENT
Ushakiron Movies: Feted for producing meaningful and absorbing films that
appeal to audiences across the social spectrum. The 20-year-old company has
produced nearly 80 films in Hindi, Telugu, Kannada, Marathi and Bangla.
Offerings from Ushakiron Movies are known to be wholesome family
entertainers, which explain why so many of its productions have been super
hits.
FINANCIAL SERVICES
Margadarsi Chit Fund: The 38-year-old flagship of the group is one of the
most trusted chit fund (financial instrument) companies, with a subscriber base
of 3,60,000 members. With its complete transparency in dealings and its
highly efficient workforce of hundreds of experienced professionals,
Margadarsi grows from strength to strength every year.
HOSPITALITY
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Dolphin Chain of Hotels: A reputed name in the hospitality industry for over
25 years. The company operates a range of hotels at Ramoji Film City from
super luxury Hotel Sitara to high-quality budget property Tara. The company
set up Dolphin, Visakhapatnams first ever three-star establishment, in the 80s.
Sitara and Tara appeal to vacationers as well as MICE travellers because the
properties are specially calibrated to address both the specific needs. Leisure
tourists enjoy a range of recreation facilities swimming pool, tennis and
basket-ball courts, library and health club. Those participating in conferences
and seminars use these unwinding options as well. When it comes to business
though, they bank on our well-equipped conference halls.
Kalanjali: A vast and glittering multi-level complex that offers the finest arts,
crafts and textiles from all parts of India under one roof. In fact, Kalanjalis
selection encompasses exquisite works that represent the best of the countrys
astoundingly diverse arts & crafts traditions from handlooms to
woodcarvings and from premium linen to furniture. The collection of textiles
and garments available at the complex pay tribute to our rich legacy of
intricate craftsmanship. So whether you are looking for a curio that placates
your aesthetic sense, or yearning for a utility object that complements your
dcor, Kalanjali is where fine art meets real life.
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FILM DISTRIBUTION
WORK CULTURE:
Working days Monday to Saturday.
Working hours 8hrs i.e., 9.30A.M. to 5.30P.M.
Night shifts at factory(PORANKI) only.
Individual work Every individual is given his/her own work as their work is
not based on projects.
Pay roll part is done using SAP module.
HR POLICIES AND GUIDELINES:
Attendance policy 8hrs a day
In/Out swiping Mandatory for all employees
Employee References are allowed
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EMPLOYEE RESPONSIBILITIES:
PERFORMANCE APPRAISAL:
Appraisal is done using the following parameters
DISCIPLINARY ACTIONS:
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Identification of sources
PROCESS OF RECRUITMENT:
Manpower planning:
Firstly a need arises in any organization. After which the planning for a required
personnel is taken into consideration. In Priya foods, discussion goes on for every 15
days regarding the openings and requirements of the new employees based on the need of
a new job or old employees resignation.
Manpower requirements from the Head of the Department:
The manpower requirements are planned in co-ordination with the heads of the
department at Priya. The HOD decides the factor whether the requisition is for new hires
or they should go for any replacements.After the Heads give the approval regarding the
time and date for calling the candidates for the interview, the candidates will be intimated
about the interview time and date.
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2) Time and date will be first informed to the head of the departments, the changes
are made if any changes are asked to be made by them.
3) Candidates are called for the interview on the said time and date.
4) Candidates are short listed in the interviews conducted on the particular date
mentioned to them for attending the interview.
5) Offer letter will be sent to the candidate, in which the details regarding when to
join, salary details, probation period details etc.. are mentioned.
6) Appointment letter will be sent to the selected candidate where in the rules and
regulations of the company are mentioned, and a detail information of his/her
salary are mentioned.
Educational certificates.
Experience cum relieving letters
6 passport size photographs
1 family photograph
Address proof
Pre-employment medical check up
Opening personal profile
Check list to ensure that all the relevant documents are submitted.
Joining formalities
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DATA ANALYSIS
AND
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interPRESENTATION
1) Your opinion on recruitment process in Priya foods pvt.ltd.?
Group
Excellent
Good
Average
Total
Percentage
68
22
10
100
Number of respondents
34
11
5
50
ANALYSIS:
42
According to the collected data, 68% of the employees opinion is excellent 22%
agree that it is good and 10% say that its average regarding the recruitment process at
Priya foods.
Group
External
Internal
Both
Total
Percentage
20
20
60
100
Number of respondents
10
10
30
50
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ANALYSIS:
From the above collected data 20% say that external recruitment would be the best
source of recruitment while 20% say internal recruitment would be good, and 60%
agree that both external and internal recruitment are the best sources for
recruitment.
Group
Percentage
Number of respondents
Brand
Carrier Growth
Compensation
Total
62
18
20
100
31
9
10
50
44
ANALYSIS:
According to the above data 62% of the employees have joined the company based on
the brand value, 18% for career growth and 20% attracted for compensation level.
Group
Percentage
Number of respondents
Direct
Indirect
Third Party
Total
80
10
10
100
40
5
5
50
45
ANALYSIS:
According to the collected data the best technique for recruitment is Direct method,
where 80% of the employees have selected direct method as the best method,10%
for indirect method and 10% for third party method.
Group
Percentage
Number of respondents
Advertising
Job portals
Employee referrals
Total
32
50
18
100
16
25
9
50
ANALYSIS:
46
The above data reveals that most of the employees are called for the interview
through job portals, where in 50% of among the sample of 50 members agree that
most of the candidates are called for the interview through job portals, 32% through
advertising and 18% through employee referrals.
Group
Percentage
Number of respondents
Positive
Negative
Total
76
24
100
38
12
50
ANALYSIS:
47
According to the above collected data, the interaction between the new joiners and
the HR department is positive and 76% agree that the interaction is positive where
as 24% say that the interaction is negative.
7) How are the questions posed by the recruitment team while interviewing the
candidate?
Group
Related to Job
Related to
Qualification
Related to
Experience(if any)
Total
Percentage
Number of respondents
60
16
30
8
24
12
100
50
48
ANALYSIS:
In the above data, the interview questions are mainly related to the job and 60%
agree that the questions posed by the recruitment team are related to the job, while
24% of the employees agree that the questions are based on their previous
experience and 16% of them say that the questions are related to the qualifications.
8) What is the time taken for the entire process of recruitment and selection?
Group
Percentage
Number of respondents
1 week
2 weeks
3 weeks
4 weeks
Total
70
20
10
0
100
35
10
5
0
50
ANALYSIS:
The above data reveals that the time taken for the entire recruitment and selection
process does not exceed more than 3 weeks, and 70% of the employees agree that it
49
takes 1 week for the entire process, while 20% agree that it takes 2 weeks for the
process and 10% of them say that it takes 3 weeks for the entire process of
recruitment and selection.
Group
Percentage
Number of respondents
Yes
No
Total
50
50
100
25
25
50
ANALYSIS:
According to the above collected data 50% of the employees say that general
intelligence level is weighted while selecting a candidate and 50% say that it is not
weighted.
50
10) Do you feel that education and experience must be given more importance while
selecting a candidate?
Group
Percentage
Number of respondents
Yes
No
Total
80
20
100
40
10
50
ANALYSIS:
In the above collected data most of the employees agree that education and
experience must be give more importance while selecting a candidate i.e., 80% of them
say that education and experience should be given more importance while selecting a
candidate and 20% say that they should not be given more importance.
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11) While short listing the candidates resumes, are his/her responsibilities in the previous
job considered?
Group
Percentage
Number of respondents
Yes
No
Total
62
38
100
31
19
50
ANALYSIS:
The above data reveals that 62% of the employees agree that the candidates
pervious job responsibilities are considered while short listing the resumes at the
time of interview and 38% of then say that they should not be given more
importance.
52
Group
Percentage
Number of respondents
Yes
No
Total
68
32
100
34
16
50
ANALYSIS:
According to the above data, 68% of the employees agree that their pay scale is
appropriate for their job and 32% of they say that it is not appropriate.
53
Group
Percentage
Number of respondents
Yes
No
Total
82
18
100
41
9
50
ANALYSIS:
According to the above collected data 82% of the employees agree that the
screening process is done strictly while recruiting a candidate and 18% of them say that
they are not strict up to the mark.
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14) Would you like to give any suggestions or changes in recruitment process?
Group
Percentage
Number of respondents
Yes
No
Total
34
66
100
17
33
50
ANALYSIS:
According to the above data, it reveals that 66% of the employees would like to
give suggestions and make changes in the recruitment process, and 34% of the employees
wants the process to remain unchanged.
55
Group
Percentage
Number of respondents
Yes
No
Total
88
12
100
44
6
50
ANALYSIS:
The above data reveals that 88% of the employees from the sample of 50 employees
agree that they have gone through the induction program and 12% of then did not go
through the induction program.
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FINDINGS
&
SUGGESTIONS
FINDINGS:
1) 68% of the employees opinion on recruitment process at Priya foods is excellent,
while few others i.e., around 16 members from the sample respondents say that it
is good and average.
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2) More than half of the selected sample said that both external and internal sources
are best for recruitment.
3) 31 respondents out of 50 employees have joined the company seeing the brand
value of Priya foods and the remaining of them have joined for their career
growth and few others for the attractive package.
4) When the 50 employees are asked for the best technique for recruitment, 80% of
them agreed that direct method would be the best technique.
5) 50% of the candidates are called for the interview through job-portals and
remaining from advertising and employee referrals.
6) The interaction between the new joiners and HR department is positive and 76%
of the sample agreed it.
7) At the time of interviewing a candidate, most of the questions are posed based on
the related job for which they have applied for and 60% of them agreed it where
as the remaining sample said that they are based on qualification and experience
(if any).
8) 70% of the respondents said that it takes 1 week of time for the completion of the
entire recruitment and selection process, while 20% of them said that it takes 2
weeks and the 10% said that it takes 3 weeks for the completion of the process.
9) Among the sample of 50 employees, 25 members agreed that general intelligence
level is weighted while selecting a candidate for a job and the remaining said that
it is not weighted.
10) 80% of the respondents agree that education and experience must be given
importance while selecting a candidate for a job while 20% disagree.
11) It is found that 62% of the samples of employees agree that the responsibilities of
his/her previous job should be considered while short listing the resumes.
12) It is observed that 68% of the employees are satisfied for the pay which they are
given while 32% of them are not satisfied.
13) 82% of the sample said that the screening process is done strictly where as 18%
says that it is not done strictly.
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14)It is found that 88% of the employees from the sample of 50employees have gone
through induction program, while 12% of them did not face the induction
program.
15)66% of the employees in the sample are satisfied with the present recruitment
process, while 34% of them would like to bring changes and give suggestions for
changing the process.
As far as my observation, the recruitment team is putting major efforts for selecting a
suitable candidate for any particular job.
The HR department is no where compromising in any perspectives to meet their
requirements in selecting their candidates.
This study helped me in fulfilling the gap between the theory that I have gone through
my pervious semesters and its application that I need to my practice in my personal
career.
SUGGESTIONS:
The study on Recruitment and Selection at Priya Foods Pvt.Ltd helped me in learning the
activities of HR department which has given me immense pleasure to conclude with
suggestions of my study.
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CONCLUSION:
This presents the summary of the study and survey done in relation to the
Recruitment and Selection in PRIYA foods pvt.ltd. The conclusion is drawn from the
study and survey of the company regarding the Recruitment and Selection process carried
out there.
60
Most of the employees were satisfied but changes are required according to
the changing scenario as recruitment process has a great impact on the working of the
company as a fresh blood, new idea enters in the company.
Selection process is good but it should also be modified according to the
requirements and should job profile so that main objective of selecting the candidate
could be achieved.
The essence of recruitment can be summed up as the philosophy of
attracting as many as possible for a given job. The face value of this definition is guided
recruitment in the past, these days however emphasis is aligning the organization
objectives with that of individual and keeping its priority to safeguard its interest and
standing. After all, satisfied workforce which also ensures that organization has creditable
and reliable performance. In a bid to underscore this subtle point of project examines
various processes and it is one of the activities of the organization.
The end result of any recruitment process is essentially a pool of candidates.
Next to the recruitment the logical step in HR process is selection of competent candidate
for any particular job.
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Questionnaire
62
Group
Excellent
Good
Average
Total
Percentage
68
22
10
100
External
Internal
Both
Total
Number of respondents
34
11
5
50
(
Percentage
Number of respondents
20
20
60
100
10
10
30
50
(
Group
Percentage
Number of respondents
Brand
Carrier Growth
Compensation
Total
62
18
20
100
31
9
10
50
Group
Percentage
Number of respondents
Direct
Indirect
Third Party
Total
80
10
10
100
40
5
5
50
Group
Percentage
Number of respondents
Advertising
Job portals
Employee referrals
32
50
18
16
25
9
63
Total
100
50
Group
Percentage
Number of respondents
Positive
Negative
Total
76
24
100
38
12
50
7. How are the questions posed by the recruitment team while interviewing the
candidate?
Group
Related to Job
Related to
Qualification
Related to
Experience(if any)
Total
Percentage
Number of respondents
60
16
30
8
24
12
100
50
8. What is the time taken for the entire process of recruitment and selection?
Group
Percentage
Number of respondents
1 week
2 weeks
3 weeks
4 weeks
Total
70
20
10
0
100
35
10
5
0
50
64
Group
Percentage
Number of respondents
Yes
No
Total
50
50
100
25
25
50
10. Do you feel that education and experience must be given more importance while
selecting a candidate?
Group
Percentage
Number of respondents
Yes
No
Total
80
20
100
40
10
50
11. While short listing the candidates resumes, are his/her responsibilities in the
previous job considered?
Group
Percentage
Number of respondents
Yes
No
Total
62
38
100
31
19
50
Group
Percentage
Number of respondents
Yes
No
Total
68
32
100
34
16
50
Percentage
Number of respondents
Yes
No
Total
82
18
100
41
9
50
65
14. Would you like to give any suggestions or changes in recruitment process?
Group
Percentage
Number of respondents
Yes
No
Total
34
66
100
17
33
50
Group
Percentage
Number of respondents
Yes
No
Total
88
12
100
44
6
50
66