CHAPTER 1

1. INTRODUCTION

Introduction to recruitment:

Recruitment is process of searching for prospective employees and

simulative them to apply for job in the organization.

Once the required and kind of human resources are determined, the
management has to find the places where required human resources are
available and also find the means of attracting them towards the organization
before selecting suitable candidates for jobs. All this process is generally know
as recruitment. Recruitment includes finding and developing the sources of
prospective employees and attracting them to apply for the jobs in an
organization.

Definition:

‘Recruitment’ is the process of finding suitable candidates for the

various posts in an organization.

According to Edwin B.Flippo, “Recruitment” is the process of

searching for prospective employees and stimulating them to apply for jobs in
the organization”.

It is the first process of employment, which helps in providing the

adequate employees for organization. It means, searching of the prospective
employees to suit the job specifications and stimulating them to apply for the
jobs in the organization.
Definition:

Once a decision is taken on the source of recruitment – whether it is

internal or external, the next step is to proceed with the selection process.

According to Dale Yoder, “Selection is the process in which candidates

for employment are divided into two classes, those who are to be offered
employment and those who are not to be”.

It is the process whereby the qualified personnel can be chosen from the
applications who have offered their services to the organization for
employment. It is a tool in the hands of management to differentiate the
qualified and unqualified applicants by using various techniques such as tests,
interviews etc.
 1.1 OBJECTIVES OF THE STUDY

• To study the recruitment model of the Orizen solutions

• To find out the employee’s perception towards the concepts on

recruitment.

• To find out the causes of recruitment in Orizen solutions.

 1.2 SCOPE OF THE STUDY

• The project work entitled ‘Recruitment model in Orizen solutions.

• Since Orizen solutions is a very large public sector undertaking and has a
very well organized and established recruitment system.
 1.3 LIMITATIONS OF THE STUDY

• It is confined to recruitment model only.

• The information collected was not descriptive type hence the information
was not accurate and reliable.

• It is a micro study confined to Orizen solutions at Chennai.

• The information is limited to the information gathered through the

questionnaires and discussion with employees.

• The time factor is limited.

 1.4 NEED OF THE STUDY

Organization efficiency is mostly determined by the productivity in its

turn is mostly influenced by employees contribution. Efficiency is influenced by
productivity of high quality products, rendering superior service to the customer
human resources are most vital resources in producing quality products &
rendering service to customer.

In order to get quality human resource the organization has to maintain

good selection & recruitment procedure. Therefore recruitment & selection
plays vital role is organization effectiveness.
 INDUSTRY PROFILE

Human resources (HR) are a general term meant to cover a wide range of
activities. Some of the work that falls to HR professionals includes hiring and
firing employees, creating organizational charts and shaping corporate culture
after a merger or acquisition, managing employee communications, settling
employee disputes, creating benefits programs, navigating government
regulations, dealing with legal issues such as sexual harassment and
occupational safety, and setting up policy and programs for measuring
performance, compensating, recognizing, and training employees. In other
words, HR doesn’t consist of a single activity or function but a huge network of
them; basically, HR refers to everything related to the employer/employee
relationship. Both specialists and generalists can find a home here, with
specialist tracks ranging from training to pension plan administration to legal
compliance. In HR, there’s something for just about everyone.

Long considered a support role, in recent years HR has taken on an

increasingly strategic dimension in the world of business as managers have
recognized employees as a source of competitive advantage. Meanwhile,
globalization has complicated the HR role, creating new challenges, such as
managing employees and overseeing employee regulations in different countries
and cultures, while technology has created a new array of opportunities for
streamlining HR administration and practice—everything from putting benefits
programs online to e-learning to automating payroll and other administrative
HR tasks.
 “Consulting” is a big, one-size-fits-all term that includes virtually any
form of advice-giving. This industry overview focuses primarily on the flavor
known as management consulting. Often called strategy consulting, this
segment of the industry includes firms that specialize in providing advice about
strategic and core operational issues. Although some of the highest profile firms
populate this segment, they’re not the only ones doing consulting

Human Resources Consulting

Consulting for HR is a huge business. Most of the major consulting firms

offer service lines related to HR. Consultants in these areas work on everything
from creating more effective organizations, to managing change, to developing
training programs, to managing health-care programs for their clients. The work
is often strategic, focusing on the people issues of running a large company. A
lot of it is data-driven; too, such as in actuarial consulting, which involves
financial planning based on the company’s long-term hiring projections.

HR Consulting can include everything from designing an employee

evaluation and compensation system to conducting organizational effectiveness
training to helping an organization through a significant change event, such as a
merger. HR consultants often work as long and travel as much as their
counterparts in general management consulting.

In the industry, a “headhunter” is formally known as an executive

recruiter. Typically, a headhunter earns his or her living by recruiting top-notch
candidates for hard-to-fill corporate positions. The basic premise of executive
recruiting is that really good candidates are happy in their current jobs and are
not likely to read (or respond to) want ads in newspapers or on the Internet.
Ideally, executive recruiters, begin each recruiting assignment by carefully
gathering the specific requirements for the job to be filled. They then attempt to
locate the ideal candidate using their network of contacts in business and
industry.

2.1 COMPANY PROFILE

COMPANY PROFILE

ORIZEN Solutions is a fast growing company providing end-to-end business solutions

globally. It is our constant endeavor that we satisfy our clients through our comprehensive
portfolio of services which includes IT Services, Web Services, and Training & HR Services.

ORIZEN Solutions is committed to technology innovation and adoption of latest tools and
products to provide excellent solutions to its customers. The strong belief of providing end-
to-end IT services and assisting companies to receive information anywhere, anytime in the
most efficient format has led to the complete satisfaction from the clients of ORIZEN.
In a short period of time we have emerged as a prominent HR services company, and have
exemplary success ratio.
ORIZEN Solutions promotes an open work environment as we perfectly understand the
employee's expectations. The bottom line is to identify the right person for the right job;
leverage their domain expertise and give them the growth opportunities; and optimize their
performance level.
Our people are the real investment. Their dedication, skills and initiatives will help us achieve
great heights and will continue to motivate us to aim higher in the years to come. Team spirit
is integral to our philosophy.

Mission:

ORIZEN Solutions wants to be a dependable world-class organization. We shall foster the

spirit of entrepreneurship within the organization through individual development. Our
endeavor is to provide our national and international customers with competitive solutions.
We shall achieve this Quality Service by comprehending their need through close interaction
and by creating a global network.

Vision
Being a trustworthy, customer oriented organization, An open and warm environment where
everyone is respected, listened to encouraged to excel, Actively creating and exploring
opportunity for the growth of our customers and our organization
Institutional Clients

St.John's College of Engineering And Technology

Matrusri Institute of Post Graduate Studies (Hyderabad)

Arasu Engineering College

Sri Balaji Chockalingam Engineering College (Arni)

Velammal Engineering College (Chennai)

Bannari Amman Institute of Technology

PSNA College of Engineering And Technology

Easwari Engineering College

Aurora College (Hyderabad)

Narayanaguru College of Engineering

Avanthi Junior, Degree and PG Colleges

Sri Manakula Vinayagar Engineering College, (Pondicherry)

Corporate Clients
 ORIZEN Solutions believes that employee relationship is not about managing people;
it hinges on motivating our people constantly to give their best at work. At the crux of
ORIZEN Solutions employee relations is a set of sound values that touch every employee in
ORIZEN: equality, dignity of labor, mutual respect, compassion, commitment and trust. Be it
the top or trainee level, these values percolate across all ranks; transform the lives of every
person; and make a big difference in the way they perceive their work place.
Our people are the real investment. Their dedication, skills and initiatives will help us
achieve great heights and will continue to motivate us to aim higher in the years to come.
Team spirit is integral to our philosophy.
 ORIZEN Solutions promote an open work environment as we perfectly understand
the employee's expectations. The bottom line is to identify the right person for the right job;
leverage their domain expertise and give them the growth opportunities; and optimize their
performance level.
ORIZEN Solutions reputation as a much-coveted employer and career choice of young
aspirants stands testimony to our open and trustworthy approach.

Software Consulting

Most of the management are under pressure to make sure technology investments
improve their company's competitive position and boost the bottom line. With global sourcing
of IT emerging as a highly effective option for achieving these goals, many organizations are
implementing a new methodology, to select and manage a IT offshore service vendors.
Several companies have chosen ORIZEN Solutions as a strategic partner to help them
manage key areas of IT, due to our deep capabilities in industry verticals, technical strengths
and innovative, flexible service delivery.
ORIZEN Solutions integrated network of developed facilities is complemented by
onsite, offshore and near shore capabilities in major international markets. This has helped
our clients choose solutions that meet their global sourcing needs.
ORIZEN Solutions has helped clients meet their global sourcing needs by helping
them identify, evaluate and configure their IT architectures across multiple geographies to
reduce costs, mitigate risks and maximize performance.
With excellent technical skills and many years of experience in delivering end-to-end IT
services and solutions, ORIZEN Solutions has developed strong domain capabilities in the
following industry verticals:
 Insurance
 Financial Services
 Manufacturing
 Telecom
 Engineering Services

Web Services

ORIZEN Solutions provides custom website services including website design and
development, consulting and maintenance services regardless of the work complexity. Our
highly-skilled developers and programmers accomplish various site development projects
from the ground up, based on up-to-date programming languages.
Our extensive experience in development applied to our hands-on expertise will help you
to establish your Internet presence and put your website on a professional level. Offerings:
 Website Development
 Content Management
 Database Driven Portals
 Component Programming
Training

ORIZEN Solutions has been conceived with the objective of increasing

employability through developing skills and competencies for aspirants fresh, experienced
that are geared up towards accomplishing their exciting career goal.
The basic business model of ORIZEN Solutions training is to identify and
understand the manpower across industry verticals; determine the gaps between the
employer needs and existing talent pool and then design, develop and deliver programmes
to bridge the gaps.
In a nutshell centric slash system’s core competencies comprise the ability and
competency to deliver high quality need-based training various customized solutions arrived
by our panel of experienced professionals across industry verticals to provide Industry
oriented training.
Our core competencies: 1) Institutional Training

2) Corporate Training
Institutional Training

Students Development Programme:

 Placement preparation Programme
 Personality Development Programme
 Technology Programmes
 Management Training Programmes

Faculty Development Programme:

Faculty is an acknowledged guide or helper in processes of learning. The faculty
should also be able to deal with students with different abilities and should also be able to
deal with learning disabilities.
Phase I:
 Art of teaching profession
 The four pillars of Learning
 Transformation of schools into learning schools
 Top 10 skills to be a good teacher
 Effective curricular transaction
 New learning strategies for Gen-neXt
 Technology in teaching
Phase II:
 Building self-esteem
 Relevance in the workplace
 Measuring morale: Understanding & Preventing teacher burnout
 Creating a `no-blame culture’
 Developing core abilities
 Goal setting and Time management
 Managing change
Case Study:
 Core issues
 Role play
 Technology Programmes
 Presentation skills

Corporate Training

ORIZEN Solutions partners with organizations to help people improve the basic skills
essential to business success: communication, writing, business etiquette, negotiation, self-
management, etc. In view of the huge demand in the industrial training, ORIZEN Solutions is
well placed to provide an appropriate solution to its corporate through a wide range of
training programs with a greater focus on quality training with the most experienced trainers
and the most effective training methodologies.

Our Programmes
 Induction Programme
 Etiquette Training
 Voice & Accent
 Sales/Retail Training
 Technology Programmes

HR Consulting

ORIZEN Solutions has a commitment towards major employers globally in providing

recruitment services .ORIZEN Solutions has experience and expertise to deliver professional
, quality services in the area of talent acquisition. We have a streamlined process and
effective team to serve employers in a timely fashion .Our approach is unified throughout our
organization. Paramount to our success is our ability to satisfy both the client and the
consultant. For our clients, careful screening and qualifying results in successful placements
time and time again. For our employees, effective one-on-one management, reliable payroll
schedules and flexible benefits result in employee satisfaction and loyalty.
Our Verticals:
 Information Technology (IT)
 ITES
 Banking & Financial Services (BFSI)
 Engineering & Manufacturing
 Energy & Infrastructure
 Retail & FMCG
 Media & Entertainments

We view ourselves as a liquidity provider that enables better matching of demand and
supply in labor markets. The ORIZEN Solutions Team comprises some of the industry’s
most experienced professionals known for their path breaking innovations in recruitment and
staffing processes.

Expertise:
 Strong Resume Bank through our Unique Network
 Strong knowledge in all the verticals
 Commitment on quality
 Ability to provide services at any operating level for employers
 Consistently reliable quality of selection

Event Management

We recognize and cater to the fact that events are a major aspect of corporate marketing
strategy. We design and conceptualize various events bearing in mind the profile of the
client, the image of the brand, the target audience and the mileage that the event will
generate for the client.
We conceptualize the deliver effective, recall intensive solutions to communicate the brand's
proposition to its target group through below-the-line activities. We go a step further and
generate the requisite feedback through the activity from the brand's target group.

ORIZEN Solutions Events operates in order to provide an exhaustive event management

proposition and that encompasses marketing consulting rather than simply event
conceptualization, designing, planning, & execution of the events & promotions.

Services Offered:

Corporate Events

Product Launches

Conferences

Seminars

Dealers / Sales Meets

Award Ceremonies

Exhibitions & Trade Fairs

Press Meets

Promotional Events

Road Shows

Loyalty & Merchandising Programs

Sampling Exercises-Retail & Corporate.

Relationship Marketing Programs

Direct & Tele-Marketing Initiatives.

Contests Management

Database Management

Incentive Programs

Entertainment Events

Concerts

Fashion

Theme Parties

Wedding Management
Anniversity / Celebratory Theme Events

Sporting Events

Working at ORIZEN Solutions is a pleasure.

Here, you are more than just another employee in just another large, faceless organization.
ORIZEN Solutions recognizes you as a person with skills, needs, and aspirations. At
ORIZEN Solutions, your talents are honed, your achievements recognized, and your every
contribution is valued.
Our Team:
ORIZEN Solutions has talented people from various disciplines — brilliant software
engineers, Content developers developing new idea and a creative & designer team. This
work culture allows for intensive collaboration and inspiration.
You will like the work ethos here if you are open to challenges that help you grow
professionally. At ORIZEN Solutions, opportunities never wane.
Work Pattern:
ORIZEN Solutions offers a multicultural environment and encourages people to work in
collaboration. Definitely an overpowering ambience, it forces people to put in their best shot!
ORIZEN Solutions is a profitable, entrepreneurial team known for innovation and
excellence. Its employees are team builders and problem-solvers, and have a commitment
to excellence and integrity in their work.
The team works in an informal, fun environment—the lines of communication, therefore, are
open to one and all. Needless to say, ORIZEN Solutions does not follow a hierarchical
model. The company, thus, ensures an optimal work pattern for its employees, with ample
scope for growth based on performance, and not just the number of years put in.

Training & Development:

Learning is all-important at ORIZEN Solutions and all ORIZEN Solutions undergo ongoing
training. Whether it is refreshing and updating your existing skills or advancing your
expertise in new and emerging technologies or acquiring soft skills, you will never stop
learning at ORIZEN Solutions. It is learner-centric, aligned to business goals and customer
needs. We identify emerging technologies and methodologies through diligent partner
programs which we then adopt using a combination of skill acquisition, skill partnering, and
re-skilling initiatives.

Manpower strength:

No Of Management
Location No Of Employees
trainees

ORIZEN Solutions
Corporate Office 54 42
Chennai
ORIZEN Solutions
Admin Office 35 20
Chennai

ORIZEN Solutions
Branch Office 32 14
Hyderabad

ORIZEN Solutions
Branch Office 25 08
Hyderabad

ORIZEN Solutions
Branch Office 30 24
Bangalore

ORIZEN Solutions
Head Office 45 nil
Singapore

TOTAL 221 108

 2.2 REVIEW OF LITERATURE

HUMAN RESOURCE MANAGEMENT

Human resource management is a management function

involving procurement of suitable human resources, train and develops their
competencies, motive them, and reward them whose ail should be rendered,
dedicated, committed service for the success and growth of the organization.

Human resource management is concerned with the people who

work in the organization to achieve the objectives of the organization. It
concerns with acquisition of appropriate human resources, developing their skill
and competencies, motivating them for best performance and ensuring their
continued commitment to the organization e.g. industry, business, government,
education, health or social welfare of the people.

Human resource management is comprised of the staffing,

developing, motivation, and maintenance functions. Each of these functions,
however, is affected by external influences.

RECRUITMENT MODEL:
 Recruitment can be defined as “a process to discover the sources of
manpower to meet the requirements of the staffing schedule and to employ
effective measures for attracting that manpower in adequate numbers to
facilitate effective selection of an efficient work force”.

According to Edwin B. Flippo, “Recruitment is the process of

searching for prospective employees and stimulating them to apply for jobs in
the organization”.

“Selection is the process of differentiating between applicants in

order to identify those with a greater likelihood of success in job”.

“Selection is the process in which candidates for employment are

divided into two classes, those who are to be offered employment and those
who are not to be”.

Dale Yoder
Recruitment:

Objectives of recruitment:

a) To attract people with multi-dimensional skills and experiences that suits

the present and future organizational strategies.

b) To induct outsiders with a new perspective to lead the company,

c) To infuses fresh blood at all levels of organization.

d) To develop an organizational culture that attracts competent people to the

company

e) To search or head hunt people whose skills fit the company’s values.

f) To search for talent globally and not just within the company.

The following are the internal factors and external factors which effects
the recruitment.

The Internal factors affecting recruitment are:

 Company profile
 Company size
  Quality of work life, culture
 Company’s name and fame
 Cost of recruitment
 Role of trade unions.

The External factors affecting recruitment are:

 Socio economic factors
 Supply and demand rate
 Labour market conditions
 Unemployment rate
 Employment exchanges.

Sources of recruitment:

Sources are those where prospective employees are available like

employment exchanges. Management has to fine out and develop the sources
for recruitment as early as possible because of high rate of time lapse. The
sources are broadly divided into two,

1) Internal sources

2) External sources

Internal sources are present employee, former employee, employee

referrals, former applicants, retired employees and disabled.

External sources include campus recruitment, employment exchanges,

professional or trade associations, consultants, advertisements.

Methods or techniques of recruitment:

• Direct method
 • Indirect method

• Third party method

Selection:

Essential of selection procedure:

The selection procedure can be successful if the following requirements are

satisfied:

 Someone should have the authority to select. This authority comes from
the employment requisition, as developed by an analysis of the work load
and work force.

 There must be some standard of personnel with which a prospective

employee may be compared, i.e. a comprehensive job description and job
specification should be available beforehand.

 There must be a sufficient number of applicants from whom the required

number of employees may be selected.

Selection process:

Selection procedure employees several methods of collecting information

about the candidate’s qualification, experience, physical and mental ability,
nature and behavior, knowledge, aptitude and the like for judging whether a
given applicant is suitable or not for the job.

Steps in selection process are job analysis, application form,

preliminary interview, selection test, selection interview, physical
examination, reference checks, final approval and employment.

Type of tests:
 • Aptitude tests
• Achievement tests
• Personality tests
• Interest test

3.1 RESEARCH METHODOLOGY

MEANING OF RESEARCH:-

Research means to know the new things. The research methodology

consider to the backbone of the study that is conducted. It determines this
strength reliability and accuracy of the project. Methodology shall be
considered as the methods used in one research in selecting samples, sample
size, data collection and various tools for data analysis.

According to D. Slazenger and M. Stephenson in the encyclopedia of

social science defines research as “the manipulation of things, concepts or
symbols for the purpose of generalizing to extend, correct or verify knowledge,
whether that knowledge aids in construction of theory or in the practice of an
art”.

RESEARCH DESIGN:

Research design defined as the specifications of methods of

procedures for acquiring the information needed. It is a plan of organization
frame work for doing the collection of data recruitment and selection system in
Orizen solutions.

STASTICAL TOOL USED:-

In this study simple percentage method and simple sampling is

used as a statistical tool.

SAMPLE UNIT:-

In this study a research has been done towards the recruitment

and selection and enquires to the employees.

SAMPLE SIZE: Sample size is100 employees.

DATA COLLECTION:

The researcher can call for gathering secondary data, primary data
of both. Secondary data consists of introduction that already exists somewhere
having been collected for another purpose. Primary data consist of original
information gathered for the specific purpose.

Data collection is very essential to study the information fact and

figure that are directly seated to the problem that have formulated. The kinds of
data that has calculated for this study are:

PRIMARY DATA COLLECTION:-

 Primary data are generated when the researcher implying different
type of questionnaire method investigates a particular problem at hand. In this
the primary data was collected through questionnaire and face to face interview.

SECONDARY DATA COLLECTION:-

Secondary data includes those data, which are collected for some
earlier research work and are applicable in this study i.e., the secondary data
was collected through company’s manuals, company reports and internet etc.

4.1 DATA ANALYSIS AND INTERPRETATION

In the present chapter the collected data is analyzed and interpreted in

the proper order. Appropriate statistical method was done to reach meaningful
conclusions along with the statistical table graphical illustration of data which
were given for easy understanding.

The data thus collected through questionnaires are tabulated and analyzed. The
data collected through questionnaires are tabulated and analyzed by using the
following statistical tool.

PERCENTAGE METHOD:-

This is the one of the widely used methods to analyze the collected data.
It can be done by calculating the percentage of corresponding number in each
category in the total of all the members.
Percentage of Respondents = Number of Respondents

--------------------------------- X 100

Total Respondents

Table no: 1

Type of interview you face at the time of your selection

Options No of respondents Average

Formal 51 51%
Informal 10 10%
Mixed 29 29%
Stress 10 10%

Inference:
From this above table it is clear that, out of 100 respondents,

 51% of respondents are saying they faced formal interview.

 10% of respondents saying they faced informal interview.

 29% of respondents are saying they faced mixed interview.

 10% respondents are saying they faced stress interview.

 From this analysis we find that, most of the respondents are saying they
faced formal interview at the time of selection.

Chart no: 1
 Options No of respondents Average
Yes 84 84%
No 16 16%

Table no: 2

Recruitment policy

Inference:
From the above table it is clear that, out of 100 respondents,

 84% of the employees agree that the recruitment policy meet the
objectives of selecting the right candidate to the right job.

 14% of the employees do not agree that the recruitment policy meet the
objectives of selecting the right candidate to the right job.

From this analysis we find that, most of the respondents are saying
yes they agree that the recruitment policy meet the objectives of selecting
the right candidate to the right job.
Chart no: 2
 Options No of respondents Average
Internal factors 45 45%
External factors 0 0%
A&b 55 55%

Table no: 3

Factors affect the recruitment policy

Inference:

From the above table it is clear that, out of 100 respondents,

 45% of people respond that internal factors affect the recruitment

policy.

 No one respond for the external factors affect the recruitment

policy.

 55% of people respond that internal and external factors affect the
recruitment policy.

From this analysis we find that, most of the respondents are saying that
both the internal and external factors affect the recruitment policy.
 Chart no: 3

Table no: 4

Changes required in recruitment policy

Options No of respondents Average

Yes 91 91%
No 9 9%
Inference:

From the above table it is clear that, out of 100 respondents,

 91% of people accepted that changes required in recruitment policy to

meet current industrial scenario.

 9% of people not accepted for changes are not required in recruitment

policy to meet current industrial scenario.

From this analysis we find that, most of the respondents are saying
that changes required in recruitment policy to meet current industrial
scenario.

Chart no: 4
 Table no: 5

Selection method for executive cadre

Options No of respondents Average

Tests 2 2%
Interview 12 12%
Group discussion 4 4%
A, b & c 82 82%
Inference:
From the above table it is clear that, out of 100 respondents,

 2% of people accepted to prefer Tests for recruitment to executive cadre.

 12% of people accepted to prefer Interview for recruitment to executive

cadre.

 4% of people accepted to prefer Group discussion for recruitment to

executive cadre.

 82% of people accepted to prefer all these tests for recruitment to

executive cadre.

From this analysis we find that, most of the respondents are saying
that they prefer all these tests for recruitment to executive cadre.
 Chart no: 5

Options No of respondents Average

Fresh candidates 8 8%
Experienced candidates 30 30%
Both a & b 56 56%
People already working in 6 6%
organization

Table no: 6
 Candidates prefer in marketing line

Inference:

From the above table it is clear that, out of 100 respondents,

 8% of people accept to prefer fresh candidates to fill up the post in

marketing line.

 30% of people accept to prefer experienced candidates to fill up the post

in marketing line.

 56% of people accept to prefer both fresh and experienced candidates to

fill up the post in marketing line.

 6% of people accept to prefer people who are already working in the

organization to fill up the post in marketing line.

From this analysis we find that, most of the respondents are saying that
they prefer both fresh and experienced candidates.
Chart no: 6
 Table no: 7

Selection committee consists

Options No of respondents Average

Internal Executives 84 84%
External faculty 4 4%
A &b 12 12%

Inference:
From the above table it is clear that, out of 100 respondents,

 84% of people accepted that the selection committee mainly consists of

internal executives.

 4% of people accepted that that the selection committee mainly consists

of external faculty from other organization.

 12% of people accepted that that the selection committee mainly consists
of both internal executive and external faculty from other organization.

From this analysis we find that, most of the respondents are accepted
that the selection committee mainly consists of internal executives.
Chart no: 7
 Table no: 8

Recruitment policy design towards employment opportunities

Inference:

From the above table it is clear that, out of 100 respondents,

 78% of people accepted that the recruitment policy designed as to ensure

employment opportunities.

 22% of people not accepted that the recruitment policy designed as to

ensure employment opportunities.

Options No of respondents Average

Yes 78 78%
No 22 22%
 From this analysis we find that, most of the respondents are accepted
that the recruitment policy designed as to ensure employment
opportunities.

Chart no: 8

Table no: 9

Transparent clear recruitment policy and procedure

Inference:

Options No of respondents Average

Strongly agree 82 82%
Agree 8 8%
Disagree 10 10%

From the above table it is clear that, out of 100 respondents,

 82% of people strongly agreed that organization has a very transparent

and clear recruitment policy and procedure.

 8% of people agreed that organization has a very transparent and clear

recruitment policy and procedure.

 10% of people disagreed that organization has a very transparent and

clear recruitment policy and procedure.

From this analysis we find that, most of the respondents strongly

agreed that organization has a very transparent and clear recruitment
policy and procedure.
Chart no: 9
 Table no: 10

Interview techniques for selection

Inference:

Options No of respondents Average

Panel interview 98 98%
One man interview 2 2%

From the above table it is clear that, out of 100 respondents,

 98% of the people agreed that the panel interview techniques prefer for
selection.

 2% of the people agreed that the one man interview prefer for selection.

From this analysis we find that, most of the respondents agreed that the
panel interview techniques prefer for selection.
Chart no: 10
 Table no: 11

Reserve for campus selection

Options No of respondents Average

Yes 57 57%
No 43 43%

Inference:

From the above table it is clear that, out of 100 respondents,

 57% of the people agreed that the company reserve the campus selection.

 43% of the people not agreed that the company reserve the campus
selection.

From this analysis we find that, most of the respondents agreed that
the company reserve the campus selection.
Chart no: 11
 Table no: 12

Additional increments in common circumstances

Options No of respondents Average

One increment 0 0%
Three increment 56 56%
No limit 44 44%

Inference:
From the above table it is clear that, out of 100 respondents,

 No one respond for one increment.

 56% of the people responded that additional increments in common

circumstances up to three increments.
  44% of the people responded that there is no limit in additional
increments in common circumstances.

From this analysis we find that, most of the people responded that
additional increments there are up to three increments in common
circumstances.

Chart no: 12
 Options No of respondents Average
Yes 73 73%
No 27 27%

Table no: 13

Company conduct the interviews once in 3months

Inference:
 From the above table it is clear that, out of 100 respondents,

 73% of the people accepted that the company arranges program follow up
interviews once in 3months to find out the new people getting on with
work.

 27% of the people not accepted that the company arranges program
follow up interviews once in 3months to find out the new people getting
on with work.

From this analysis we find that, most of the people accepted that
the company arranges program follow up interviews once in 3months to
find out the new people getting on with work.

Chart no: 13
 Table no: 14

Options No of respondents Average

Strongly agree 88 88%
Agree 12 12%
Disagree 0 0%

Training is essential after selection

Inference:
From the above table it is clear that, out of 100 respondents,

 88% of the people strongly agreed that the training is essential after
selection.

 12% of the people agreed that the training is essential after selection.

 None of them disagreed.

From this analysis we find that, most of the respondent strongly agreed
that the training is essential after selection.
 Chart no: 14

Options No of respondents Average

Yes 94 94%
No 6 6%

Table no: 15
 Selection procedure is mostly based on talent orientation

Inference:
From the above table it is clear that, out of 100 respondents,

 94% of the people accepted that the selection procedure is mostly based
on the talent orientation.

 6% of the not accepted that the selection procedure is mostly based on the
talent orientation.

From this analysis we find that, most of the people accepted that
the selection procedure is mostly based on the talent orientation.
 Chart no: 15

Options No of respondents Average

Strongly agree 62 62%
Agree 28 28%
Disagree 10 10%

Table no: 16
 Competition plays an important role at the time of selection

Inference:
From the above table it is clear that, out of 100 respondents,

 62% of the people strongly agreed that the competition plays an

important role at the time of selection.

 28% of the people agreed that the competition plays an important role at
the time of selection.

 10% of the disagreed that the competition plays an important role at the
time of selection.

From this analysis we find that, most of the people strongly

agreed that the competition plays an important role at the time of
selection.
Chart no: 16
 Table no: 17

Selection made in this company

Inference:
From the above table it is clear that, out of 100 respondents,

 48% of people responded that selection is made in this company based on

qualification.

 38% of people responded that selection is made in this company based on

experience.

 14% of people responded that selection is made in this company based on

reference.

Options No of respondents Average

Qualification 48 48%
Previous experience 38 38%
Reference 14 14%
 From this analysis we find that, most of the people responded that
selection is made in this company based on qualification.

Chart no: 17
Table no: 18

Made to apply in this company

Options No of respondents Average

Salary 47 47%
Image 35 35%
Management efficiency 12 12%

Others 6 6%

Inference:
 From the above table it is clear that, out of 100 respondents,

 47% of the people responded that salary made them to apply in this
company.

 35% of the people responded that image made them to apply in this
company.

 12% of the people responded that management efficiency made them to

apply in this company.

 6% of the people responded that other things made them to apply in this
company.

From this analysis we find that, most of the people responded that
salary made them to apply in this company.

Chart no: 18
 Table no: 19

Recruitment of the company

Options No of respondents Average

Turnover of the 4 4%
company
Recruitment 18 18%
New project 78 78%

Inference:
From the above table it is clear that, out of 100 respondents,
 3% of the people said that the recruitment is required for turnover of the
company.

 18% of the people said that the recruitment is required for recruitment
process of the company.

 78% of the people said that the recruitment is required for new projects of
the company.

From this analysis we find that, most of the people said that that
the recruitment is required for new projects of the company.

Chart no: 19
 Table no: 20

Human resources department plays vital role in recruitment process

Options No of respondents Average

Yes 93 93%
No 7 7%

Inference:
From the above table it is clear that, out of 100 respondents,
 93% of people accepted that human resources department plays vital role
in recruitment process.

 7% of people not accepted that human resources department plays vital

role in recruitment process.

From this analysis we find that, most of the people accepted that
human resources department plays vital role in recruitment process.

Chart no: 20
 Table no: 21

Desired position in the department

Options No of respondents Average

Yes 87 87%
No 13 13%

Inference:
 From the above table it is clear that, out of 100 respondents,

 87% of people responded they are in the desired position in their

department.

 13% of people responded they are not in the desired position in their
department.

From this analysis we find that, most of the people responded

they are in the desired position in their department.

Chart no: 21
 Table no: 22

Recruitment procedure in Orizen solutions is highly appreciable and

satisfactory
Inference:
From the above table it is clear that, out of 100 respondents,

 83% of people strongly agreed that recruitment procedure in orizen

solutions is highly appreciable and satisfactory.

 10% of people agreed that recruitment procedure in orizen solutions is

highly appreciable and satisfactory.

 7% of people disagreed that recruitment procedure in orizen solutions is

highly appreciable and satisfactory.

From this analysis we find that, most of the people strongly agreed
that recruitment procedure in orizen solutions is highly appreciable and
satisfactory.

Options No of respondents Average

Strongly agree 83 83%
Agree 10 10%
Disagree 7 7%
Options No of respondents Average
Strongly agree 83 83%
Agree 10 10%
Disagree 7 7%
Chart no: 22
 5.1 FINDINGS

 51% of respondents are saying they faced formal interview at the time of
selection.

 84% of the employees agree that the recruitment policy meet the
objectives of selecting the right candidate to the right job.

 55% of people respond that internal and external factors affect the
recruitment policy.

 91% of people accepted that changes required in recruitment policy to

meet current industrial scenario.

 82% of people accepted to prefer all these tests for recruitment to

executive cadre.

 56% of people accept to prefer both fresh and experienced candidates to

fill up the post in marketing line.

 84% of people accepted that the selection committee mainly consists of

internal executives.

 78% of people accepted that the recruitment policy designed as to ensure

employment opportunities.
 82% of people strongly agreed that organization has a very transparent
and clear recruitment policy and procedure.

 98% of the people agreed that the panel interview techniques prefer for
selection.

 57% of the people agreed that the company reserve the campus selection.

 56% of the people responded that additional increments in common

circumstances up to three increments.

 73% of the people accepted that the company arranges program follow up
interviews once in 3months to find out the new people getting on with
work.

 88% of the people strongly agreed that the training is essential after
selection.

 94% of the people accepted that the selection procedure is mostly based
on the talent orientation.

 62% of the people strongly agreed that the competition plays an

important role at the time of selection.

 48% of people responded that selection is made in this company based on

qualification.

 47% of the people responded that salary made them to apply in this
company.

 93% of people accepted that human resources department plays vital role
in recruitment process.

 87% of people responded they are in the desired position in their

department.
 5.2 SUGGESTIONS

Change in the recruitment policies:

Orizen solutions being a private sector has very stringent recruitment

policies and there is no change in the recruitment policies does a very long time.
So there should be a change in the recruitment policies in pace with the today’s
trends in accordance to the companies recruitment.

Recruitment for right season:

Recruitment should be done in right time for the right place of the right
season only.

Timely recruitment:

Recruitment should be done timely in the organizations as there is no

formal time and as it is a private sector recruitment process consumes a lot of
time and hence it becomes a hindrance for the applicants who are kept on hold
for a long time.

No partial recruitment:
 There should be a fair recruitment system as most of the recruitments are
done with the help of internal references and recommendations there on. Hence,
recruitment should be done truly and without any partialities.

Human resource planning:

Proper human resource planning strategy should be followed which will

help in recruiting the right candidates. Most of the time applicants are recruited
more than the required limit that is excessive manpower in the company.

Recruitment costs:

Cost of recruitment should also be considered as Orizen solutions

recruitment is mostly influenced by internal factors. Company’s growth and
expansion should be taken into consideration while recruiting.
 5.3 CONCLUSION

Recruitment in Orizen solutions was a very good learning experience

as I had a very good insight into the private sector recruitment and selection
procedure.

The procedure followed in recruiting people in Orizen solutions in

same as existing in other sector and industries. Recruitment policy in Orizen
solutions involves commitment to broad principles such as filling vacancies
with the best qualified individual’s organization’s objectives for recruitment
purpose both in short term and long term are taken into consideration.

The recruitment policy in Orizen solutions in its broadest sense,

involves a commitment by the employer to such general principal as to find and
employ the best qualified person for each job, to retain the best and promising
of those hired, to offer promising opportunities for life time working careers and
also to provide programs and facilities for personal growth on the job.

In Orizen solutions the procedure is done systematically and in time

and supplies the necessary manpower to the organization. Care is always taken
that demand and supply of labour are maintained in the organization. The above
are the observations for my analysis of the project.
 Hence, this learning experience was a good practical exposure which
acquainted me to the organization culture and its operational activities and this
exposure will surely help in my future endeavors.

APPENDICES
QUESTIONNAIRE

1. Name :

2. Age :

3. Department :

4. Position :

1. Which type of interview did you face at the time of your selection?
a. Formal

b. Informal

c. Mixed

d. Stress

2. Does the recruitment policy meet the objectives of selecting the right
candidate to the right job?

a. Yes b. No

3. What factors does affect the recruitment policy?

a. Internal factors
 b. External factors

c. A & b

4. Are any changes required in recruitment policy to meet current industrial

scenario?

a. Yes b. No

5. Which selection method you prefer for recruitment to executive cader?

a. Tests

b. Interview

c. Group discussion

d. Above all

6. Which type of candidate you prefer to filling up the posts in marketing

line?

a. Fresh candidates

b. Experienced candidates

c. Both a & b

d. People already working in organization

7. The selection committee consists of

a. Internal executives
 b. Internal workmen

c. External faculty

d. A & b (or) b & c

8. In recruitment policy designed as to ensure employment opportunities?

a. Yes b. No

9. Do you believe that organization has a very transparent clear recruitment

policy & procedure?

a. Strongly agree

b. agree

c. disagree

10.What interview techniques do you prefer for selection?

a. Panel interview b. one man interview

11.Does the company reserve the campus selection?

a. Yes b. No

12.The selection committee normally can grant additional increments in

common circumstances up to?

a. One increment

b. Three increments
 c. No limit

13.The company arranges program follow up interviews once in 3months to

find out the new people getting on with work?

a. Yes b. No

14. In your opinion training is essential after selection?

a. Strongly agree b. agree c. disagree

15.The selection procedure is mostly based on talent orientation?

a. Yes b. No

16. Competition plays an important role at the time of selection?

a. Strongly agree b. agree c. disagree

17.In your opinion, selection is made in this company based on your?

a. Qualification

b. Previous experience

c. Reference

18.Which of the following made you to apply in this company?

a. Salary

b. Image

c. Management efficiency
 d. Others

19. Why do you think the company does the recruitment?

a) Turnover of the company

b) Recruitment

c) New project

20.Do you feel human resources department plays vital role in recruitment
process?

a. Yes b. No

21.Are you able to see yourself in a desired position in your department?

a. Yes b. No

22. The recruitment procedure in Orizen solutions is highly appreciable and

satisfactory?

a. Strongly agree b. agree c. disagree

 REFERENCES

 Recruitment-an analysis of its ways & Means – Kamal Nath.J.

 Kothari, C.R. Second Edition (1997), Research Methodology- Methods and

Techniques.

 Philip Kotler (2003), “Marketing Management”, Pearson Education Limited,

Singapore, Eleventh Edition.

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