A PROJECT REPORT

ON
RECRUITMENT AND SELECTION
IN
ROULUNDS BRAKING (INDIA) PVT.LTD.

Submitted in partial fulfilment of the requirement of

Bachelor of Business Administration,
MDU University,
ROHTAK

SUBMITTED BY:
UNDER GUIDANCE NEERAJ
Mr. AMIT KAMBOJ REGN NO. 1617460026

HINDU COLLEGE,SONEPAT
Session (2018-19)
 TABLE OF CONTENTS

CHAPTER CONTENTS PAGE NO.

A CERTIFICATE

B DECLARATION

C ACKNOWLEDGEMENT

1 COMPANY PROFILE

INTRODUCTION OF COMPNAY

VALUE & PERFORMANCE

CORE BUSINESS PHILOSPHY

2 INTRODUCTION TO THE TOPIC

MEANING OF RECRUITMENT AND

SELECTION

PROCESS OF RECRUITMENT AND

SELECTION

3 INTRODUCTION TO THE PROJECT

OBJECTIVE

SIGNIFICANCE

LIMITATION

4 RESEARCH METHODOLOGY

5 MICRO ANALYSIS

ANALYSIS

INTERPRETATION
 FINDINGS

6 MACRO ANALYSIS

CONCLUSION

SUGGESTION

7 ANNEXURE

QUESTIONNAIRE

REFERENCE AND BIBLIOGRAPHY

COMPANY CERTIFICATE
DECLARATION
 DECLARATION

The summer training project on “A Study on Recruitment and selection in ROULUNDS

BRAKING (INDIA) PVT.LTD.” under the guidance of “Mr. AMIT KAMBOJ (HR
MANAGER (Pres-Recruitment) is the original work done by me. This is the property of the
institute and use of this report without prior permission of the institute will be considered
illegal and actionable.

SIGNATURE

NEERAJ SOLANKI

REGN NO. 1617460026

ACKNOWLEDGEMENT
 ACKNOWLEDGEMENT

The present work is an effort to throw some light on Recruitment and Selection procedure in
ROULUNDS BRAKING (INDIA) PVT.LTD.

With deep sense of gratitude I acknowledged the encouragement and guidance received by
my Project Guide Mr. AMIT KAMBOJ, in his valuable guidance. He has been a constant
guiding force and source of illumination for me. He was very generous in giving me this
opportunity to work under shape. I would like to thank him for his valuable advice and
guidance.

I Would also like to thank Mr. AMIT KAMBOJ without her guidance, supervision,
assistance, inspiration and cooperation the work would not have been possible to come to the
present shape.

Further I would thank all the staff members of HR division who have been very courteous in
providing all other information about company and its production.

I am also thankful to all the respondents who spared their valuable time for filling up the
questionnaire and helped me out with this project.

I convey my heartful affection to all those people who helped and supported me during
course, for completion of my Project Report.
EXECUTIVE SUMMARY
 EXECUTIVE SUMMARY

Recruitment and Selection

Recruitment is the process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their applications are submitted.
The result is a pool of applications from which new employees are selected.

Selection is the process of differentiating between applicants in order to identify and hire
those with a greater likelihood of success in a job.

Significance of the study

➢ The study will broaden our understanding the affect of independent variable which are
Recruitment sources, Interviews and Recruiters on the dependent which is Recruitment and
Selection Process.

➢ Recruiters affects on Recruitment and Selection process

Research Methodology: - Different types of research methodology have emerged on

account of the different perspectives from which a research study can be viewed.

RESEARCH DESIGN Exploratory

COLLECTION OF DATA Primary data, Secondary data

SAMPLE SIZE 51 Respondents (Employees of the company)

SAMPLING UNIT Individual

SAMPLING TYPE Simple random sampling

AREA OF STUDY Study area is confined to the employees of ROULUNDS

BRAKING (INDIA) PVT. LTD.

ANALYSIS PATTERN Pie charts

METHOD OF DATA COLLECTION Questionnaire method

CHAPTER 1

COMPANY PROFILE
 COMPANY PROFILE
Founded in 1736 in Denmark, ROULUNDS BRAKING started braking activities in 1926
and finally became ROULUNDS BRAKING in 2003 after joining MAT Group.

ROULUNDS BRAKING is now one of the world’s leading manufacturers of high quality
friction materials to the automotive industry, with sales and customers worldwide.

ROULUNDS BRAKING product portfolio now includes flexible brake linings, brake pads,
brake shoes, brake discs and brake shoe kits, for passenger car and light commercial. From
our sister company MENETA we have direct access to the newest product development in
back plates and anti noise shims, which benefits our products and customers

ROULUNDS BRAKING has manufacturing facilities in India, China, France and Denmark,
with over 2,500 employees worldwide ,with steady growth.
 PRODUCTS
Brake Pads
With a production of around 100 million pieces per year, ROULUNDS BRAKING cover
most of the vehicle applications in Europe. With supplies to OEM, OES and
AM, ROULUNDS BRAKING guarantee you the highest level of quality and delivery
performance.

Constant research and development from our R&D department has resulted in over 20
different frictions materials being tailored across its range of brake pads.

All ROULUNDS BRAKING pads are designed to be compatible with the performance
levels of original equipment parts. Our commitment is to maintain the highest standards of
braking performance.

ROULUNDS BRAKING brake pad range is now over 1000 references, which gives an
excellent coverage of the European vehicle park. This range is constantly being expanded.

ROULUNDS BRAKING brake pads are all asbestos free, lead free and Cr6+ free, and for
the OE and OES,ROULUNDS BRAKING also offer a wide range of antimony, lead and
cadmium free materials.

All ROULUNDS BRAKING pads meet all official regulations for quality and safety, and
the product range complies with European Regulation 90 or ABE, where legally required.

ROULUNDS BRAKING pads are produced with an underlayer material. It is designed to

dampen vibrations which can cause noise, help prevent heat transfer to the brake fluid, and
ensure a higher bonding strength with the back plate.
Brake Shoes
With a production of around 8 million pieces per year, ROULUNDS BRAKING cover most
of the vehicle applications in Europe. With supplies to OEM, OES and AM, ROULUNDS
BRAKING guarantee you the highest level of quality and delivery performance.

Constant research and development from our R&D department has resulted in several
different frictions materials tailored across its range of brake shoes.

All ROULUNDS BRAKING shoes are designed to be compatible with the performance
levels of original equipment parts. Our commitment is to maintain the highest standards of
braking performance.

ROULUNDS BRAKING brake shoe range is now covering over 500 references, this gives
an excellent coverage of the European vehicle park. The range is constantly being expanded.

ROULUNDS BRAKING brake shoes are all asbestos free, antimony, lead free and Cr6+
free.

All ROULUNDS BRAKING shoes meet all official regulations for quality and safety, and
the product range complies with European Regulation 90 or ABE, where legally required.
Brake Discs
ROULUNDS BRAKING brake discs are designed to satisfy the requirements of original
equipment (OE) parts.

ROULUNDS BRAKING brake discs are produced using a CNC manufacturing process,
which ensures adherence to extremely tight tolerances and guarantees parallelism and run
out.

ROULUNDS BRAKING brake discs are under constant control throughout the production
process, and together with the design specifications these products match OE quality and
performance.
Brake Kits
ROULUNDS BRAKING has a range of over 400 classic brake kits, and the range is
constantly being expanded.

The advantage of using ROULUNDS BRAKING brake kits are that you get all the parts
pre-assembled, which enables a quick and easy low cost repair, saving on expensive garage
costs.

ROULUNDS BRAKING brake kits are extensively tested to insure long life and minimum
maintenance.

All ROULUNDS BRAKING brake kits meet all official regulations for quality and safety,
and the product range complies with European Regulation 90 where legally required.
Brake Linings
ROULUNDS BRAKING flexible state of the art brake linings are designed and developed
to have an excellent braking performance, and this coupled with the extreme flexibility to
bond to every shoe diameter that is necessary means we can supply all our customers needs.

ROULUNDS BRAKING flexible brake linings are produced using CNC manufacturing
processes which ensure adherence to tight tolerances.

ROULUNDS BRAKING flexible brake linings are under constant control within the
production processes and this combined with the high quality specifications of the lining,
produces a constant and excellent performing material.

Constant research and development from our R&D department has resulted in several flexible
brake linings materials tailored across its range of brake shoes.

ROULUNDS BRAKING flexible brake linings are all asbestos free, lead free and Cr6+ free,
with the added benefit of being free of antimony, lead and cadmium.

All ROULUNDS BRAKING flexible brake linings meet all official regulations for quality
and safety, and our product range complies with European Regulation 90 or ABE where
legally required.
 GROUP COMPANIES

Roulunds Braking (France) SA

B.P. 28, Z.I. d'Angean
60240 Chaumont-en Vexin
France

Tel.: +33 3 4449 4700

Fax: +33 3 4449 478

Roulunds Braking (India) PVT LTD

Livaspur, P.O. Bahalgarh
Sonepat
Haryana - 131021
India

Tel.: +91 (130) 2381163

Fax: +91 (130) 2381193

Roulunds Braking (Shanghai) Co.

Ltd.
No. 305, Gongyue Road
Baoshan District
Shanghai
China
Tel.: +86 21 56391600
Fax: +86 21 56391603
 VALUE

with cost efficiencies and listening and responding to customer needs and opportunities.
Value is defined by our customers and is consistently delivered by ROULUNDS BRAKING
(INDIA) PVT.LTD..company through our vast industry experience and capabilities combined

PERFORMANCE

ROULUNDFS BRAKING (INDIA) PVT. LTD. has established success averaging double-
digit revenue increases over the past 5 years through acquisitions as well as organic growth.
ROULUNDS BRAKING (INDIA) PVT. LTD. is the key success factors is its ability to find
synergies in acquisitions and assimilate them quickly enabling higher performance and ROI.

CORE BUSINESS PHILOSOPHY

Our philosophy is that we invest in businesses that allow us to create value through process
improvement, global supply & distribution, scale and scope economies, and engineering and

marketing expertises. TO
 CHAPTER 2

INTRODUCTION TO TOPIC
 CONCEPT – RECRUITMENT

RECRUITMENT–Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME.

Recruitment is a process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their applications are submitted.
The result is a pool of applications from which new employees are selected.

Recruitment is an important part of an organization’s human resource planning and their

competitive strength. HRP helps determine the number and type of people an organization
needs. Job Analysis and Job Design specify the tasks and duties of jobs and the qualifications
expected from prospective jobholders.

Human Determine Job

Recruitment and Analysis
Resource
Selection needs
Planning

HR Planning is the process (including Job analysis may be understood as a

forecasting, developing and controlling)
by which a firm ensures that it has the
right number of people and the right kind
of people at the right time doing work for
which they are economically most useful.
process of studying and collecting
information relating to the operations
and responsibilities of a specific job. The
immediate products of this analysis are
job descriptions and job specification.
Job Description: Job description is a simple, concisely written statement explaining the
contents and essential needs of a job and a summary of the duties to be performed. It gives a
precise picture of features of each job in terms of task contents and occupational
requirements.

Job Specification: Job specification is a statement of the minimum acceptable human

qualities necessary to perform a job satisfactorily. It translate the job description into terms of
the human qualifications which are required for a successful performance of a job.

FEATURES:

 Recruitment is a process or a series of activities rather than a single act or event.

 Recruitment is a linking activity as it brings together those with jobs (Recruiter) and
those seeking jobs (prospective employees).

 Recruitment is a positive function as it seeks to develop a pool of eligible persons

from which most suitable ones can be selected.

 Recruitment is an important function as it makes it possible to acquire the number and

type of persons necessary for continued function of the organization.

 Recruitment is a pervasive function.

 Recruitment is a two way process-recruiter chooses whom to recruit, prospective

employee chooses where to apply

 Recruitment is a complex job as many factors affect it, e.g. image of the organization,
nature of jobs offered, organizational policies etc.
RECRUITMENT NEEDS ARE OF THREE TYPES

 Planned:
i.e. the needs arising from changes in organization and retirement policy.
 Anticipated:
Anticipated needs are those movements in personnel, which an organization can
predict by studying trends in internal and external environment.
 Unexpected:
Resignation, deaths, accidents, illness give rise to unexpected needs.

PURPOSE AND IMPORTANCE OF RECRUITMENT

 Attract and encourage more and more candidates to apply in the organization.
 Create a talent pool of candidates to enable the selection of best candidates for the
organization.
 Determine present and future requirements of the organization in conjunction with
its personnel planning and job analysis activities.
 Recruitment is the process which links the employers with the employees.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of selection process by decreasing number of
visibly under qualified or overqualified job applicants.
 Help reduce the probability that job applicants once recruited and selected will
leave the organization only after a short period of time.
 Meet the organizations legal and social obligations regarding the composition of
its workforce.
 Begin identifying and preparing potential job applicants who will be appropriate
candidates.
 Increase organization and individual effectiveness of various recruiting techniques
and sources for all types of job applicants.
 RECRUITMENT PROCESS

Recruitment process involves a systematic procedure from sourcing the candidates to

arranging and conducting the interviews and requires many resources and time.

A general recruitment process is as follows:

1) Identify vacancy
2) Prepare job description and person specification
3) Advertising the vacancy
4) Managing the response
5) Short-listing
6) Arrange interviews
7) Conducting interview and decision making

Personnel Job Employee

To
Planning Analysis Requisition
Selection

Job Recruitment Searching Applicant Screening Potential

Planning Activation
Vacancies Pool Hires
- Numbers “Selling”

- Types - Message

- Media

Strategy
Development
Applicant Evaluation
- Where
Population And Control
- How

- When
FACTORS AFFECTING RECRUITMENT
Recruitment is naturally subject to influence of several factors. These include external as well
internal forces.

Internal Factors External Factors

RECRUITMENT
 Recruitment Policy  Supply and demand
 HRP  Unemployment rate
 Size of the firm  Labour market
 Cost  Political- Social
 Growth and Expansion  Image

SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates for its recruitment processes
from TWO kinds of sources: internal and external sources.

 The sources within the organization itself to fill a position are known as the INTERNAL
SOURCES of recruitment.
 Recruitment candidates from all the other sources are known as the EXTERNAL
SOURCES of recruitment.

SOURCES OF RECRUITMENT

Internal Sources External Sources

 Transfers  Press Advertisement

 Promotions  Educational Institutes
 Upgrading  Placement Agencies /
 Demotion Outsourcing
 Retired Employees  Employment Exchanges
 Retrenched Employees  Labour Contractors
 Dependents and relatives of  Unsolicited applications
deceased employees  Employee Referrals
 Recruitment at factory gate
COMPARATIVE ADVANTAGES AND DISADVANTAGES OF
RECRUITMENT SOURCES

Advantages Disadvantages

INTERNAL RECRUITMENT

It perpetuates the old concept of doing

1. It is less costly.
things.

Candidates are already oriented towards

2. It abets raiding.
organization.

Organizations have better knowledge about

3. Candidate’s current work may be affected.
the internal candidates.

Enhancement of employee morale and

4. Politics play greater role.
motivation.

5. Good performance is rewarded. Morale problem for those not promoted.

EXTERNAL RECRUITMENT

Better morale and motivation associated

Benefits of new skills, new talents and new
1. with internal recruiting is denied to the
experiences to organizations.
organization.

Compliance with reservation policy

2. It is costly.
becomes easy.

Scope for resentment, jealousies and Chances of creeping in false positive and
3.
heartburn are avoided. false negative errors.

Adjustment of new employees to the

4. It could help in injection of fresh blood.
organizational culture takes longer time.
RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment:

 Outsourcing
In India, the HR processes are being outsourced from more than a decade now. A
company may draw required personnel from outsourcing firms. The outsourcing
firms help the organization by the initial screening of the candidates according to
the needs of the organization and creating a suitable pool of talent for the final
selection by the organization. Outsourcing firms develop their human resource
pool by employing people for them and make available personnel to various
companies as per their needs. In turn, the outsourcing firms or the intermediaries
charge the organizations for their services.

 Poaching / Raiding
“Buying talent” (rather than developing it) is the latest mantra being followed by the
organizations today. Poaching means employing a competent and experienced person
already working with another reputed company in the same or different industry; the
organization might be a competitor in the industry.

 E-Recruitment

Many big organizations use Internet as a source of recruitment. E- recruitment is the

use of technology to assist the recruitment process. They advertise job vacancies
through worldwide web. The job seekers send their applications or curriculum vitae
i.e. CV through e mail using the Internet.
 CONCEPT - SELECTION

It is the process of differentiating between applicants in order to identify and hire

those with a greater likelihood of success in a job.

Once the recruiting effort has developed a pool of candidates, the next step in the HRM
process is to determine who is best qualified for the job. This step is called the selection
process. The enterprise decides whether to make a job offer and how attractive the offer
should be. The job candidate decides whether the enterprise and the job offer fit his or her
needs and personal goals. The process also seeks to predict which applicants will be
successful if hired. Success, in this case, means performing well on the criteria the enterprise
uses to evaluate employees.

OUTCOMES OF THE SELECTION DECISION

Selection Decision

Accept Reject
Unsuccessful Successful

Correct Decision Reject Error

Job Performance

Accept Error Correct Decision

Correct Selection Decisions are those where the candidate was predicted to be successful in
advance and prove to be successful on the job. At times the applicant is predicted to be
unsuccessful and, as expected, performs unsatisfactorily after getting selected. While in the
first case, the worker is successfully accepted; in the later the worker is successfully rejected.
Errors arise when we reject a candidate who would have performed successfully on
the job. This is termed as reject error. In certain situations a worker is accepted
ultimately and performs unsatisfactorily. This is called accept error.

SELECTION PROCESS

Selection is a long process, commencing from the preliminary interview of the applicants and
ending with the contract of employment.
 DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
Difference between Recruitment and Selection

S.No. Recruitment Selection

Recruitment is the process of searching Selection involves the series of steps by

the candidates for employment and which the candidates are screened for
1
stimulating them to apply for jobs in choosing the most suitable persons for
the organization. vacant posts.

The basic purpose of recruitments is to

create a talent pool of candidates to
The basic purpose of selection process is
enable the selection of best candidates
2 to choose the right candidate to fill the
for the organization, by attracting more
various positions in the organization.
and more employees to apply in the
organization.

Recruitment is a positive process i.e. Selection is a negative process as it

3 encouraging more and more employees involves rejection of the unsuitable
to apply. candidates.

Selection is concerned with selecting the

Recruitment is concerned with tapping
4 most suitable candidate through various
the sources of human resources.
interviews and tests.

Selection results in a contract of service

There is no contract of recruitment
5 between the employer and the selected
established in recruitment.
employee.
 HUMAN RESOURCE DEVELOPMENT

Human Resources Development (HRD) as a theory is a framework for the expansion

of human capital within an organization through the development of both the organization
and the individual to achieve performance improvement. Adam Smith states, “The capacities
of individuals depended on their access to education” . The same statement applies to
organizations themselves, but it requires a much broader field to cover both areas.

Human Resource Development is the integrated use of training, organization, and career
development efforts to improve individual, group and organizational effectiveness. HRD
develops the key competencies that enable individuals in organizations to perform current
and future jobs through planned learning activities. Groups within organizations use HRD to
initiate and manage change. Also, HRD ensures a match between individual and
organizational needs.

ROLE OF HRD IN ROULUNDS BRAKING (INDIA) PVT.LTD.

FACILITATION

 Nurturing the future

 Strategic interventions for organisational growth

FUNCTIONAL

 Identifying skill gap

 Designing training interventions

 Internal consultant

 Management research, publication and documentation

 Develop the HRD function

 HRD AT ROULUNDS BRAKING (INDIA) PVT.LTD.

HR DEPARTMENT

Recruitment Training MIS

E-Relations
And And And
Compensation
Selection Development
STRUCTURE OF HR DEPARTMENT:

RECRUITMENT POLICY

Recruitment policy of ROULUNDS BRAKING (INDIA) PVTG.LTD. consists of

 Objectives

 Scope

 Sources of recruitment

 Recruitment plan

 Job specifications

 Requisitions

 Mode of selection

 Selection committee

 Final selection
RECRUITMENT STRATEGY:

Recruitment strategies of the companies are:

 At least 50% of the vacancies occurring during a year at induction level/grades are filled up
through direct recruitment from external sources.

 Recruitment of executives from external sources will be made through open

advertisement in the press.

 Higher managerial grades/positions such as ASSISTANT MANAGER, MANAGER,

SENIOR MANAGER, AGM DGM GM DP AND EXECUTIVE MANAGER are done
through Direct Recruitment.

 Direct recruitment to the following will be centralised and done on all India level basis at
the Corporate Office for the entire company including its Plants/Units .i.e.

 ASST.GENERAL MANAGER, DYP.GENERAL MANAGER,GENERAL

MANAGER ,EXECUTIVE MANAGER.

 MANAGEMENT TRAINEES (TECHNICAL AND ADMN.)

 JUNIOR MANAGER
RECRUITMENT SOURCES OF ROULUNDS BRAKING
(INDIA) PVT.LTD.

INTERNAL SOURCES:-

1. PROMOTIONS:-ROULUNDS BRAKING (INDIA) PVT. LTD. promotes the

employees from one department to another with more benefits and greater responsibility
based on efficiency and experience.

2. EMPLOYEE REFERRALS:- ROULUNDS BRAKING (INDIA) PVT. LTD. has

structured system where the current employees of the organization refer their friends and
relatives for some position in the organization.

EXTERNAL SOURCES:-

1.PRESS ADVERTISEMENTS:- Advertisements of the vacancy in newspapers and

journals are a widely used source of recruitment.

2.E-RECRUITMENT:- Internet as a source of recruitment. E- Recruitment is the use of

technology to assist the recruitment process

SKILL SETS REQUIREMENT

As the organization grows the need for professionalism in the organization increases and so
does the pay package.

The requirements have changed in terms of:

 Role
 Profile
 Traits
Even the HR department focus on two areas:
1. Strategic policies planning and implementation
2. Activities to make the work of the people in the organization interesting.
There is a personalized position created for each and every individual from the top to the
lowest level in the organization.

 In HR Department can be categorized according to the personalized positions :-

HR

Head
Managerial
Positions
HR and Admin

Manager

Sr. HR Executive

Sr. Level
Positions
Sr. Purchase
Executive
HR AND
ADMIN

HR

Executive

Admin

Executive
Jr. Level
Positions

Store

Executive

Front Desk

Executive
RECRUITMENTS FOR MANAGERIAL POSITIONS IN ROULUNDS
BRAKING(INDIA) PVT.LTD.

Recruitment for managerial positions is done through interview & written test .

ELIGIBILITY:-

 The educational qualification, experience etc

 Their role in the organization in respect of their position, job responsibility, key areas of
performance.
 The pay structure along with the various facilities offered by the company.

RECRUITMENTS FOR SENIOR AND JUNIOR LEVEL POSITIONS

Main sources of recruitment here are:

 Newspaper Advertisements
 Internal employee reference
 Recruiting IT Management trainees
 SELECTION PROCESS IN ROULUNDS BRAKING(INDIA)
PVT.LTD.:-

 Initially HR specialists conduct the PRELIMINARY INTERVIEW to eliminate

unqualified job seekers based on the information supplied in their application forms.

 Then HR specialist conducts different types of SELECTION TESTS, depending on the

job to determine the applicant’s ability, aptitude and personality.

SELECTION TESTS

This assist in determining how well an individual can

Ability Test
perform tasks related of the job.

This assist in determining a person’s potential to learn in a

Aptitude Test
given area.

This test is given to measure a prospective employee’s

Personality Test motivation to function in a particular working
environment.
This test is used to measure an individual’s activity

Interest Test preferences.

This test reveals physical fitness of a candidate.

Medical Test

 Then HR specialists conduct the EMPLOYMENT INTERVIEW.

 TYPES OF EMPLOYMENT INTERVIEW

1. One-to-one Interview

Candidate Interviewer

2. Sequential Interview

1 2

Candidate Interviewers Candidate Interviewers

 3. Panel Interview

Candidate Interviewers
 CHAPTER 3
INTRODUCTION TO THE PROJECT
OBJECTIVES OF THE
STUDY
 OBJECTIVE OF THE STUDY

The main objectives for undertaking this project are:

 To understand the internal Recruitment process in organization.

 To identify areas where there can be scope for improvement.

 To give suitable recommendation to streamline the hiring process.

 To develop practical knowledge with theoretical aspects.

 To know about the importance of recruitment and selection

 To find out better process of recruitment.

 To know about the role of recruiter.

 The Significance of the Study:

The study will broaden our understanding the affect of independent variables which are
Recruitment sources, Interview and Recruiters on the dependent variable which is
Recruitment and Selection Process. Current study will add to existing body of knowledge by
signifying.

 Recruitment and selection process importance

 Recruitment sources affects on Recruitment and selection process

 Interviews 3ffects on Recruitment and selection process

 Recruiters affects on Recruitment and selection process

LIMITATIONS OF THE
STUDY
 LIMITATIONS OF THE STUDY :

 As the sample size was small, hence conclusions cannot be generalized.

 Unwillingness and inability of respondents to provide information.
 Due to time constraint in-depth study could not be carried out.
 As the strength of the company is big, it was not possible to draw sample from
each and every department.
 CHAPTER 4
RESEARCH METHODOLOGY
 RESEARCH METHODOLOGY:-

The study will be conducted to achieve the aforesaid objectives including both
exploratory and descriptive in nature and involve personal interviews that will be based on
the questionnaire format. A Research Methodology defines the purpose of the research, how
it proceeds, how to measure progress and what constitute success with respect to the
objectives determined for carrying out the research study.

 The research methodology for the present study has been adopted to reflect these realties
and help reach the logical conclusion in an objective and scientific manner.
 The present study contemplated an Exploratory Research.

RESEARCH DESIGN: Exploratory Research

A research design is the specification of methods and procedures for acquiring the
information needed to structure or solve the problem. It is the overall operational pattern or
framework of the project that stimulates what information is to be collected from which
source and by what procedure. On the basis of major purpose of our investigation the
EXPLORATORY RESEARCH was found to be most suitable. This kind of research has
the primary objective of development of insights into the problem. It studies the main area
where the problem lies and also tries to evaluate some appropriate courses of action.
 DATA COLLECTION SOURCES:

Primary data: The data that is collected first hand by someone specifically for the purpose
of facilitating the study is known as primary data. So in this research the data is collected from
respondents through QUESTIONNAIRE.

PRIMARY SOURCES

The data required for the study has been collected from-

QUESTIONNAIRE survey among the officials and employees of

ROULUNDS BRAKING (INDIA) PVT.LTD..

PERSONAL INTERVIEWS with the company representatives

regarding recruitment and selection practices in organization.

Advantages of the Primary data collection method

1 Primary data can be collected from a number of ways.

Primary data is current and it can better give a realistic view to the researcher
2
about the topic under consideration. It provides unbiased information.

3 It is relatively cheap and no prior arrangements are required.

Secondary data: Secondary data refer to information gathered by someone other

than the researcher conducting the current study. Such data can be internal or external
to the organization and accessed through the Internet or perusal of recorded or
published information.
Secondary sources of data provide a lot of information for research and problem
solving. Such data are as we have seen mostly qualitative in nature.

SECONDARY SOURCES:

The secondary data has been collected from:

 Internet, websites
 Organizational Reports
 Case Studies
 Business magazines
 Books
 Journals on e-learning Industry.

Advantages to the secondary data collection method

1 It saves time that would otherwise be spent collecting data.

It provides a larger database (usually) than what would be possible to collect on ones
2
own.
 SAMPLE DESIGN

A sample design is a definite plan for obtaining a sample from a given

population. It refers to the technique or the procedure and the researcher would
adopt in selecting items of sample. Sample design may as well lay down the
number of items to be included in the sample i.e. the size of the sample. Sample
design is determined before data are collected. Before going trough sampling
design, let us learn some terms.

Population: The aggregate of all the elements, sharing some common set of
characteristics, that comprises the universe for the purpose of the research
problem.

Sample: A subgroup of the elements of the population selected for participation

in the study.

SAMPLING METHOD

Survey was done by random sampling method.

SAMPLE SIZE

Sample size is 51.

SAMPLE AREA

employees of ROULUNDS BRAKIND (INDIA) PVT. LTD.

MODE OF ANALYSIS

The instrument used for data collection was in the form of questionnaire. The questionnaire
was used as it facilitates the tabulation and analysis of the data to be collected. The data
collected was subjected to simple frequency distribution and percentage analysis.
 RESEARCH METHODOLOGY

RESEARCH DESIGN Exploratory

COLLECTION OF DATA Primary data, secondary data

SAMPLE SIZE 51 respondents

SAMPLING UNIT Individual

SAMPLING TYPE Simple random sampling

AREA OF STUDY Study area is confined to the

employees of ROULUNDS BRAKING
(INDIA) PVT. LTD.
ANALYSIS PATTERN Pie charts

METHOD OF DATA COLLECTION Questionnaire method

 CHAPTER 5

MICRO ANALYSIS
DATA ANALYSIS AND
INTERPRETATION
1) The recruitment and selection process of company meets the current legal
requirements.

Response Pattern Respondents Percentage

Strongly Agree 10 19%

Agree 30 59%

no opinion 7 14%

disagree 2 4%

strongly disagree 2 4%

Total 51 100%

4%
4% 19% Strongly Agree
14%
Agree
no opinion
disagree

59% strongly disagree

Interpretation:
Near about 20% of the respondents are strongly agree with the statement that recruitment
and selection process of company meets the current legal requirements, and 60% are agree
only so, total 80% of the respondent are in favour that the process of recruitment & selection
meets the current legal requirement
2)Recruitment & Selection Policy of company is clearly stated.

Response Pattern Respondents Percentage

Strongly Agree 13 25%

Agree 30 59%

no opinion 5 10%

disagree 2 4%

strongly disagree 1 2%

Total 51 100%

2%
4%
10% 25%
Strongly Agree
Agree
no opinion
disagree
59%
strongly disagree

Interpretation:
The question was raised to know that employees are aware about the company’s recruitment
& selection policy or not. Near about 85% are agreed that the recruitment & selection policy
is clearly stated and only 8% are disagree.
3) Internal source is better for company.

Response Pattern Respondents Percentage

Strongly Agree 18 35%

Agree 19 37%

no opinion 11 22%

disagree 2 4%

strongly disagree 1 2%

Total 51 100%

4% 2%

22% 35%
Strongly Agree
Agree
no opinion
37% disagree
strongly disagree

Interpretation:
As per the respondent response near about 70% are agree with the statement that internal
source is better for company, 22% having no response and 6% are disagree with the
statement.
 4) External source is better for company.

1)
Response Pattern Respondents Percentage
2)
Strongly Agree 2 4%
3)
Agree 15 30%
4)
no opinion 4 8%
5)
disagree 20 40%
6)
strongly disagree 9 18%

Total 51 100%

18% 4%
30% Strongly Agree
Agree
no opinion
40% 8% disagree
strongly disagree

Interpretation:
Near about 55% are disagree with the statement that external source is better for company’s
recruitment process and about 34% are in favour of this statement.
5) I feel scarcity of manpower at my working place.

1)
Response Pattern Respondents Percentage

Strongly Agree 5 10%

Agree 5 10%

no opinion 13 25%

disagree 22 43%

strongly disagree 6 12%

Total 51 100%

12% 10%
10%
Strongly Agree
Agree

43% 25% no opinion

disagree
strongly disagree

Interpretation:

Near about 60% are disagree with this statement, means they are not feeling scarcity of
manpower and Only 20% are agree with this statement.
6)I feel that the right job is being performed by the deserved person at my
working environment.

Response pattern Respondents Percentage

Strongly agree 8 17%
Agree 22 43%
No option 9 18%
Disagree 7 14%
Strongly disagree 4 8%
Total 51 100%

8% 17%
14%
Strongly Agree
Agree
18%
no opinion
43% disagree
strongly disagree

Interpretation:
It is very important for any organization to recruit skilled manpower, to achieve its business
target. The question was raised to know the opinion that right job is performed by right
person. So 60 % are agree and near about 20% are disagree.
7) The employee’s competency matches with the job specification.

2)
Response Pattern Respondents Percentage

Strongly Agree 1 2%

Agree 20 39%

no opinion 21 41%

disagree 5 10%

strongly disagree 4 8%

Total 51 100%

2%
8%
10%
39% Strongly Agree
Agree
no opinion
41% disagree
strongly disagree

Interpretation:

Nearly 45% are agree with this statement and 20% are disagree but surprisingly 40% gave no
opinion this means they are not aware about other competencies,
8) The employees are satisfied with the external source (job portals) for
recruitment process.

Response Pattern Respondents percentage

Strongly Agree 3 7%

Agree 4 9%

no opinion 22 49%

disagree 15 33%

strongly disagree 1 2%

Total 51 100%

2%
7%
9%
33%
Strongly Agree
Agree
no opinion

49% disagree
strongly disagree

Interpretation:
some respondent are satisfied with the external source of recruitment ,It is observed that most
of the candidates are recruited through “Reference” or other internal source and about 50%
have no opinion the external sources like job portals, consultancies.
9) The employee’s reference for recruitment process.

Response pattern Respondents percentage

Strongly Agree 10 20%

Agree 20 40%

no opinion 2 4%

disagree 11 22%

strongly disagree 7 14%

Total 51 100%

14% 20%
Strongly Agree
22%
Agree
no opinion
4% 40% disagree
strongly disagree

Interpretation:
60% of respondent are in favour of the statement that they are satisfied with the employee’s
referral, this helps in getting known candidates as company knows the skill and behaviour of
the recruitment.. But near about 35% are disagree with the statement so, recruitment process
need good external sources for recruitment process.
10) The selection procedure followed for recruitment is suitable to your job.

Response pattern Respondents percentage

Strongly Agree 14 28%

Agree 20 40%

no opinion 2 4%

disagree 10 20%

strongly disagree 4 8%

Total 51 100%

8%
28%
20% Strongly Agree
Agree
no opinion
disagree
4% 40%
strongly disagree

Interpretation:
Near about 70% of the candidates are satisfied with the selection procedure and this shows
right person is in right job but near about 30 % are not satisfied so this shows that selection
process also needs some changes.
FINDINGS
 FINDINGS AND INTERPRETATION
After a thorough study and discussion on the companies recruitment & selection policy, to
know its effectiveness in the organization a self designed questionnaire has been prepared to
gather the views of employees.

The questionnaire contains 10 questions related to recruitment & selection topic. The
questionnaire has been distributed to 51 employees from various departments (HPD,
Marketing, Legal (SCM), PNS, and Finance & Logistic) and asked them to answer the
questions by selection the given choices.

The responses of all the questions were summed up from all the answered questionnaires.
These summed up responses were calculated to derive the percentages to make the
interpretation more meaningful, being represented in the form of pie chart.

These are the findings:

1. The process of recruitment & selection which is followed by the company is helpful
to meet the company’s manpower requirement to some extent.

2. The recruitment & selection policy of company is clearly stated but no updation
according to the company’s objective.

3. Company is highly dependent on employee’s referral for higher position and for
lower posts company prefers job portals and outsourcing.

4. Company is recruiting right candidate for right job but some respondent are disagree
so selection process needs improvement and proper verification of recruitee.

5. Some respondent are satisfied with the external source of recruitment ,It is observed that
most of the candidates are recruited through “Reference” or other internal source and
about 50% have no opinion the external sources like job portals, consultancies.
CHAPTER 6
MACRO ANALYSIS
CONCLUSION
 CONCLUSION

The source of recruitment and selection in the organization is totally based on both factors
i.e. internal and external. Recruitment as being one of the topic is required by most of the
organization. Hence the study helped in understanding the various aspects of recruitment and
selection process. The internal selection of the organization also in an economical means
which also reduce costs. Only after looking the efficiency of the existing employees towards
the company and his sincerity that employee will be selected. Also the employee of
ROULUNDS BRAKING (INDIA) PVT. LTD. are satisfied with the recruitment and
selection process. Also they are well aware about the various sources and methods of
Recruitment and Selection.

Most of the employees are satisfied but changes are required according to the changing
scenario as recruitment and selection process has a great impact on the working of the
company as a fresh blood, new ideas enters in the company. Selection process is good but it
should also be modified whenever required.
SUGGESTIONS
 SUGGESTIONS
After concluding the study of the companies recruitment policy, interaction with some of the
recruitment manager, company associates and based on the responses received from the
associates the following suggests are made to the company for further improvement of the
policy.

1. The organization should not majorly Clear job description is given to the candidates
at the time of interview itself, to avoid disappointment after joining.
2. The candidate should be informed in time whether they have been selected or not.
There should not be any delay in informing the candidate.
3. Recruitment feedback should be taken by the candidates to improve the
recruitment process.
4. The company should be improved selection process and proper verification of
recruitee.
5. The organization should be timely updated according to the company objectives.
6. Follow up to be done to the newly engaged employees to ensure that they have
settled in and to check on how well they are doing. If they have any problems it is
better to identify them at an early stage rather than allowing them to fester.
7. Internal job posting to be preferred to reduce cost of recruitment.
CHAPTER 7
ANNEXURES
Bibliography
Questionnaire
 BIBLIOGRAPHY

BOOKS REFERRED
 Human Resource and Personnel Management, K. Aswathappa,
 Human Resource Management , Khanka

WEBSITES REFERRED
 www.mbdalchemie.com
 www.google.com
 www.recruitment.naukrihub.com
 www.citehr.com
 www.hrmguide.co.uk
 www.oneclickhr.com
 www.wikipedia.com

OFFICIAL
 ROULUNDS BRAKING (INDIA) PVT .LTD. employee information handbook
QUESTIONNAIRE
 Questionnaires for associates:

I am student of HINDU COLLEGE SONEPAT , and I am doing project on RECRUITMENT AND

SELECTION in the field of Human Resource Department. I would be grateful if you could spare few
minutes and answer the questions below. The answer will be kept confidential and used for academic
purpose only.

Questionnaire

[Kindly tick ( √ ) the options you think are right ]

1) The recruitment and selection process of company meets the current legal
requirements?
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

2) Recruitment & Selection Policy of company is clearly stated.

a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

3) Internal source is better for company.

a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

4) External source is better for company.

a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

5) I feel scarcity of manpower at my working place.

a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree
6) I feel that the right job is being performed by the deserved person at my working
environment.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

7) The employee’s competency matches with the job specification.

a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

8) The employees are satisfied with the external source (job portals) for recruitment
process.
a) Strongly agree b) Agree c) no opinion d) disagree e) strongly disagree

9) The employee’s reference for recruitment process.

a) strongly agree b) agree c) no opinion d) disagree e) strongly disagree

10) The selection procedure followed for recruitment is suitable to your job.
a) strongly agree b) agree c)no opinion d) disagree e) strongly disagree