INTRODUCTION

Human resources are a term used to describe the individuals who comprise the workforce of an organization.The use of the term 'human resources' by organizations to describe the workforce capacity available to devote to the achievement of its strategies has drawn upon concepts developed in Organizational Psychology.

Human Resources may set strategies and develop policies, standards, systems, and processes that implement these strategies in a whole range of areas. The following are typical of a wide range of organizations:

Recruitment, selection, and outsourcing Organizational design and development Business transformation and change management Performance, conduct and behavior management Industrial and employee relations Human resources workforce analysis Compensation, rewards, and benefits management Training and development.

Recruitment forms a major part of an organization's overall resourcing strategies, which identify and secure people needed for the organization to survive and succeed in the short to medium-term.

Recruitment activities need to be responsive to the ever-increasingly competitive market to secure suitably qualified and capable recruits at all levels.

To be effective these initiatives need to include how and when to source the best recruits internally or externally. Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization.

Selection may be defined as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirement, considering current environmental condition.

The data has been collected by using questionnaire and it has been analyzed. Analysis of data in a general way involves a number of closely related operation that are performed with the purpose of summarizing the collected data and organizing them in such a manner that answer the research questions.

FACTORS INFLUENCING RECRUITMENT Strategic plans:

The steps most commonly used in developing an HR strategy:

Setting the strategic direction Designing the Human Resource Management System Planning the total workforce Generating the required human resources Investing in human resource development and performance Assessing and sustaining organizational competence and performance.

Organizational policies:
Basic Overviews of Human Resource Management Getting the Best Employees Paying Employees (and Providing Benefits) Training Employees Ensuring Compliance to Regulations
2

Ensuring Safe Work Environments Sustaining High-Performing Employees.

Recruitment Criteria:
Technical criteria, i.e. know-how, professional skills, and experience in your field. The candidates personality and charisma are the most influential criteria in the process of recruitment in France. Communication skills and the knowledge of foreign languages are also very important, to ensure the smooth flow of communication between the company and its subsidiary

SOURCES OF RECRUITMENT
Before an organization begin recruiting applicants, it should consider the most likely source of the type of employee it needs. Some companies try to develop new sources, while most only tackle the existing sources they have. These sources accordingly, may be termed as internal and external.

INTERNAL SOURCES:
As a conscious focus of the organization to nurture high potential talents by providing them suitable career growth opportunities within the organization, efforts would always be made to fill in specific vacancies from its existing human resource pool and this is known as internal sources. The entire process would be done through job posting (IJP) and communication including the job profile, candidate profile, eligibility (who can apply), application deadline etc. would be made available by the HR. Employees possessing necessary skills, knowledge, and experience matching with those required for the job may apply through the appropriate communication channels as prescribed in the IJP.

Promotions:
The process of elevating a person to higher level job is what is known as promotion.

Transfers:
3

Transfer of an employee may be either from one section to another or from one department to another.

Job rotation:
Moving an employee to get specialized in various posts of the organization.

Re-employment of ex-employees:
Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also.

The use of an internal source paves way for the following merits:
It improves the morale of employees, for they are assured of the fact they would be preferred to outsiders when vacancies occur. The employer is in a better position to evaluate those presently employed than outside candidates. This is because the company maintains a record of the progress, experience and service of employees security and opportunities for advancement. As a person in the employment of the company, are fully aware of and well acquainted with its policies and know its operating procedure they require little training and the chances are that they would stay longer in the employment of the organization than a new outsider would. It is less costly than going outside to recruit.

However this sources suffer from the following defects:

It often leads to inbreeding and discourages new person from entering an organization. There are possibilities that the internal sources may dry up and it may be difficult to find the requisite personnel within an organization. As promotion is based on seniority, the danger is that really capable hands may not be chosen.

The likes, dislikes and personal biases of the management may also play an important role in the selection of the personnel.

EXTERNAL SOURCES :
External sources of recruitment have to be solicited from outside the organization. External sources are external to a concern. But it involves lot of time and money. The external sources of recruitment include Employment at factory gate, advertisements, employment exchanges, employment agencies, educational institutes, labor contractors, recommendations etc.

o Employment at Factory Level This a source of external recruitment in which the applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to be appointed. There are people who keep on soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These types of workers apply on their own for their job. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as badli workers. o Advertisement It is an external source which has got an important place in recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television.

o Employment Exchanges There are certain Employment exchanges which are run by
government. Most of the government undertakings and concerns employ people through such exchanges. Now-a-days recruitment in government agencies has become compulsory through employment exchange.

o Employment Agencies There are certain professional organizations which look towards
recruitment and employment of people, i.e. these private agencies run by private individuals supply required manpower to needy concerns.

Using the external sources as a recruitment tool gives the following merits:
1. It provides the requisite type of personnel for an organization, gives skilled training and education up to the required standard. 2. Since persons are recruited from a large market the best selection can be made without any discrimination of caste, sex and color. 3. The cost of the employees will be minimized because candidates selected in this method will be placed in the minimum pay scale. 4. The entry of new persons with varied expansion and talent will help in human resource mix. 5. It also helps in bringing new ideas, better techniques and improved methods to the organization.

Demerits of using the external sources method:

1. It is more expensive and time consuming to recruit people from outside. Detailed screening is necessary to know about the candidate. 2. The employees being unfamiliar with the organization, their orientation and training is necessary. 3. If higher level jobs are filled from external sources, motivation and loyalty of existing staff are affected.

PREREQUISITES OF GOVERNMENT POLICY:

1. It should be in conformity with its general personnel policies. 2. It should be flexible enough to meet the changing needs of an organization. 3. It should be so designed as to ensure employment opportunities for its employees on a long term basis. 4. It should match the qualities of employees with the requirements of the work for which they are employed.
6

5. It should highlight the necessity of establishing job analysis.

6. STEPS IN RECRUITMENT PROCESS

PERSONN EL HUMAN RESOURC E PLANNIN G RECRUITI NG NEEDED PERSONN EL SELECTIN G QUALIFIE D PERSONN EL PLACING NEW EMPLOYE ES ON JOB

DEVELOP ING SOURCES OF POTENTI AL EMPLOYE ES

SEARCH FOR POTENTI AL EMPLOYE ES

EVELUAT E RECRUITI NG
EFFECTIVE NES

INTERNAL SOURCES

PERSONNE L RESEARCH

UPGRADIN GIN SAME POSITION TRANSFER RING TO NEW JOB PROMOTIN G HIGHER RESPONSIB ILITIES

JOB POSITING

EXTERNAL SOURCES

EMPLOYEE REFERRAL S

ADVERTISI NG

EVALUATI NG FOR SELECTION

SCOUTING

SELECTION PROCESS

Definition of selection:
According to Dale, selection may be defined as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirement, considering current environmental condition.

Factors influencing selection process:

1. Nature of the organization 2. Nature of the labor market 3. Union requirements 4. Government requirements 5. Composition of the labor force 6. Location of the organization.

Steps in selection procedure: Receiving application

The candidates may be asked to submit their applications together with their bio data on a plain paper.

Preliminary interview
The object of this interview is to see the candidate personally to ensure whether he is physically and mentally suitable for job.

Application blank
The printed applications contain the details desired by the employer from the candidate with sufficient space for the candidate to furnish the particulars.
8

 Tests
A test is a sample measurement of a candidates ability and interest for the job.

Final interview
An interview is a face to face oral examination of a candidate by an employer.

Back ground verification

The background verification is done to check the honesty and integrity of the candidate.

Final selection
If the employer is satisfied with the candidate, then the selection will be made.

Physical examination
It is important that a person selected for the job must also be medically fit to perform it.

Placement
If the employer is satisfied with the medical report of the candidate, he may place in the concern.

SELECTION PROCESS

RECEPTIONS OF APPLICATIONS

PRELIMINARY INTERVIEW

APPLICATION BANK

PSYCHOLOGICAL TESTS

INTERVIEW

BACKGROUND INVESTIGATION

WAITING LIST OF DESIRABLE APLLICANTS

FINAL SELECTION BY INTERVIEWERS PHYSICAL EXAMINATION

NEGATIVE DECISION

PLACEMENT

10

NEED OF THE STUDY

In todays fast changing world, recruiting right candidate for the right job is very much needed for the organization to achieve their goal sets and it vary from one to another. It is thus important for me to understand, analyse the concept of recruitment and selection process and its effectiveness in the current organization.

STATEMENT OF THE PROBLEM

The problem which I identified, is that the Recruitment and selection process possess certain issues likeKerala and Tamilnadu circle were the only ones for which the recruitment process was done for entire other circles, and also i t involves the organization system to be developed for implementing recruitment program and procedures to the employed and the proper training program should be conducted on monthly bases to improve the employees skills and feedback should be collected for future reference..

11

12

COMPANY PROFILE
Telecom giant BhartiAirtel is the flagship company of Bharti Enterprises. The BhartiGroup, has a diverse business portfolio and has created global brands in the telecommunication sector. Bharti has recently forayed into retail business as Bharti Retail Pvt. Ltd. under a MoU with Wal-Mart for the cash & carry business. It has successfully launched an international venture with EL Rothschild Group to export fresh agri products exclusively to markets in Europe and USA and has launched Bharti AXA Life Insurance Company Ltd under a joint venture with AXA, world leader in financial protection and wealth management. BHARTI AIRTEL LTD started in July 7 1995.Its head quarters is at Delhi. In 1998 company started their first land line operation. Airtel is the name of their brand. AIRTEL stands for Affectionate, Interested, Respectful, Tolerant, Energetic and loving .Their logo is Think fresh Deliver More. Their first company is Bharti Cellular Limited under the brand name of Airtel. Another one is Bharti Tele Sonic Ltd under the brand name of India One. Then Bharti Tele Net Ltd under the brand name of Touch Net. Another one is Bharti broad band Ltd under the brand name of Manthra Online. The companies BhartiTelenet Ltd and Bharti Broadband Ltd combined together and form Bharti Broadband and Teleservices Ltd. After sometime the companies BhartiTelesonic Ltd and Bharti Broadband and Teleservices Ltd combined together and form BhartiInfotel Ltd. In 13th September 2004 all the four companies combined together and form Bharti AIRTEL Ltd. Bharti Airtel is one of India's leading private sector providers of telecommunications services with more than 79 million subscribers as of November 2008.

Bhartiairtel limited is a leading global telecommunications company with operations in 19 countries across Asia and Africa. The company offers mobile voice & data services, fixed line, high speed broadband, IPTV, DTH, turnkey telecom solutions for enterprises and national & international long distance services to carriers. Bhartiairtel has been ranked among the six best performing technology companies in the world by business week. Bhartiairtel had 200 million customers across its operations.

13

Airtel was born free, a force unleashed into the market with a relentless and unwavering determination to succeed. A spirit charged with energy, creativity and a team driven to seize the day with an ambition to become the most admired telecom service provider globally. Airtel, in just ten years of operations, rose to the pinnacle of achievement and continues to lead. As India's leading telecommunications company, Airtel brand has played the role of a major catalyst in India's reforms, contributing to its economic resurgence.Today it touch people's lives with their Mobile services, Telemedia services, to connecting India's leading 1000+ corporates. They also connect Indians living in USA, UK and Canada with their callhome service.

Our Vision & Promise :

By 2015 airtel will be the most loved brand, enriching the lives of millions.

" Enriching lives means putting the customer at the heart of everything we do. We will meet their needs based on our deep understanding of their ambitions, wherever they are. By having this focus we will enrich our own lives and those of our other key stakeholders. Only then will we be thought of as exciting, innovation, on their side and a truly world class company." Airtel comes to you from BhartiAirtel Limited, Indias largest integrated and the first private telecom services provider with a footprint in all the 23 telecom circles. BhartiAirtel since its inception has been at the forefront of technology and has steered the course of the telecom sector in the country with its world class products and services. The businesses at BhartiAirtel have been structured into three individual strategic business units (SBUs) 1. Mobile Services 2. Airtel Tele media Services 3. Enterprise Services.

14

Airtel provides GSM mobile services in all the 22 telecom circles in India, Srilanka, Bangladesh and now in 16 countries of Africa.Providestelemedia services (fixed line and broadband services through DSL) in 87 cities in India. Provides an integrated suite of Enterprise solutions, in addition to providing long distance connectivity both Nationally and Internationally.Airtel has won the Most Preferred Cellular Service Provider Brand award at the CNBC Awaaz Consumer Awards in Mumbai. This is 6th year in a row that airtel has won the award in this category. Businessworld CSR award was instituted in 1999 to recognize exemplary responsible business practices by the Indian industry.

Recruitment Process of BhartiAirtel Limited KTN circle Mobility Unit

15

Man Power Planning

Identification of Vacancies

Sourcing of Candidates Rejection of Candidate

Screening of Profiles

Selection of Candidate

Assessment test, Line - Staff Manager Interviews and Hr Round Offer & Acceptance

Onboarding of the New Hire

16

ORGANIZATION STRUCTURE

17

INDUSTRY PROFILE
The Indian Telecommunications network is the third largest in the world and the second largest among the emerging economies of Asia. Today, it is the fastest growing market in the world. The telecommunication sector continued to register significant success during the year and has emerged as one of the key sectors responsible for Indias resurgent Indias economic growth. This rapid growth has been possible due to various proactive and positive decisions of the Government and contribution of both by the public and the private sector. The rapid strides in the telecom sector have been facilitated by liberal policies of the Government that provide easy market access for telecom equipment and a fair regulatory framework for offering telecom services to the Indian consumers at affordable prices.

It has also undergone a substantial change in terms of mobile versus fixed phones and public versus private participation. The preference for use of wireless phones has also been predominant in the sector. Participation of the private entities in the telecom sector is rapidly increasing rate there by presenting the enormous growth opportunities. There is a clear distinction between theGlobal Satellite Mobile Communication (GSM) and Code Division Multiple Access (CDMA) technologies used and the graph below shows the divide between the two.

With increasing penetration of the wireless services, the wire line services in the country is becoming stagnant. On the other hand, Broadband demand has picked up and promises to stabilise fixed line growth. In terms of the Global System for Mobile Communication (GSM) subscriber base this now places India third after China and Russia. China had 401.7 million GSM subscribers CDMA technology was introduced in India as a limited mobility solution.

The introduction of CDMA services has created competition, lowered tariffs and offered many citizens access to communication services for the first time Internet services were launched in India on August 15, 1995. In November 1998the government opened up the sector to private operators. A liberal licensing regime was put in place to increase Internet penetration across the country. The growth of IP telephony or grey market is also a serious concern.
18

Government loses revenue, while unlicensed operation by certain operators violates the law and depletes licensed operators market share. New services like IP-TV and IPTelephony are becoming popular with the demand likely to increase in coming years. The scope of services under existing ISP license conditions are unclear. Rising demand for a wide range of telecom equipment, particularly in the area of mobile telecommunication, has provided excellent opportunities to domestic and foreign investors in the manufacturing sector.

The last two years saw many renowned telecom companies setting up their manufacturing base in India. Ericsson has set up GSM Radio Base Station Manufacturing facility in Jaipur. Elcoteq has set up handset manufacturing facilities in Bangalore. Nokia set up its manufacturing plant in Chennai. LG Electronics set up plant of manufacturing GSM mobile phones near Pune. The Government has already set up Telecom Equipment and Services Export Promotion Forum and Telecom Testing and Security Certification Centre (TETC). A large number of companies like Alcatel, Cisco have also shown interest in setting up their R&D centers in India. With above initiatives India is expected to be a manufacturing hub for the telecom equipment.

19

OBJECTIVES

PRIMARY OBJECTIVE

To find the effectiveness of Recruitment and selection process in BharthiAirtel Limited

SECONDARY OBJECTIVE
To know the recruitment policy. To know the selection process and impact on job satisfication. To identify the source through which candidate are successfully recruited. To develop and maintain procedures which will assist in ensuring the appointment of the most suitable candidate

20

REVIEW OF LITERATURE

Chapman and Webster(2003) in their survey research on the use of technologies in recruiting, screening, and selection processes for job candidates conducted in USA found that most organizations implemented technology based recruitment and selection tools to improve efficiency, reduce costs, and expand the applicant pool. The meta-analysis of the research conducted by chapman, uggersler, carroll, piasentin& Jones (2005) concluded that timely responses from HR managers were linked to greater applicant attraction to a job with an organisation. According to Robins, in his study revealed that, The ideal recruitment effort will attract a large number of qualified applicants who will take the job if it is offered. So recruiting is a process of discovering the potential candidates for actual organizational vacancies. Robert (2005), in his study titled, Strategic HR Review, 2004, states that successful recruitment and selection can improve organisation performance. Bowen, et al(1991), in his study examined that integrated recruitment and selection process helps recruiters to choose the candidates to fit the characteristics of an organisation culture Beardwell, et al(2003) in his study examined that, Selection is carried out by organisations as a means of candidates potential and actual performance and the intake of employees will make the most appropriate contribution to organisation-now and in future.

21

RESEARCH METHODOLOGY
This chapter describes the research methodology adopted by the researcher for the purpose of the study. Research methodology is a way to systematically solve the research problem. It is a science of studying how research is done scientifically. In it, we study the various steps that are generally adopted by a researcher in studying his/her research problem along with the logic behind them. It includes: Research Design Data Collection Data Analysis

RESEARCH DESIGN
Descriptive Research has been used, which involves surveys and fact findings of different kinds. The major purpose of descriptive research is the description of the state of affairs, as it exists at present. The main characteristics of this method are that the researcher has no control over the variable, he can only report what has happened or what is happening.

SAMPLING SIZE
The sampling size for the study was 100 employees from various departments. It includesHR, Finance, Sales, and operations.

SAMPLING METHOD
The sampling technique adopted for the study is Stratified Random sampling.A method of sampling that involves the division of a population into smaller groups known as strata. In stratified random sampling, the strata are formed based on members' shared attributes or characteristics. A random sample from each stratum is taken in a number proportional to the stratum's size when compared to the population. These subsets of the strata are then pooled to

22

form a random sample. So, in my study I have taken four departments each 25% of them and done the sample method.

QUESTIONNAIRE DESIGN
The questionnaire to study the effectiveness of recruitment and selection process consists of both open and close ended questionsThe researcher used Questionnaire method for the purpose of collecting data. A Questionnaire is a list of questions sent to a number of persons for them to answer. It secures standardized results that can be tabulated and calculated. The questionnaire were passed to various departments like HR, Marketing, Finance, Operations, etc

METHOD OF DATA COLLECTION

The source of information is generally classified as primary and secondary.

PRIMARY DATA Primary data refers to information that is generated to meet the specific requirement of the investigation at hand. The primary data will be collected through the questionnaire from the employees of BharthiAirtel limited.

SECONDARY DATA

Secondary data is information that is collected for the purpose other than to solve the specific problem under investigation. The secondary sources of data collection were information obtained from books, magazines, websites and articles on the topic etc. In the study, the researcher would use the secondary data to supplement the primary data.

23

SCOPE OF THE STUDY

To understand the various sources of recruitment provided in the organization.

It helps to analyze the recruitment policy of the organization. It enables us to evaluate the effectiveness of different recruiting techniques and sources for all types of job applicants in the organization.

24

DATA ANALYSIS AND INTERPRETATION

The purpose of every research is to conduct a survey in order to validate the assumptions of the study on the basis of the data collected. A respondent survey is conducted in the form of structured questionnaire, which becomes the data for the study. This data is in raw form unless it is analysed and interpreted to present the main findings.

This chapter deals with statistical analysis and interpretation of the data collected through research with the aid of structured questionnaire. Analysis refers to studying the data collected in terms of statistical numbers and interpretation refers to understanding the implication of the statistical finding.

The Researcher had collected data from the employees of BharthiAirtelin Chennai to study their recruitment and selection process. The results are represented with Tables and charts..

25

TABLE-1
DESIGNATION OF EMPLOYEES IN AIRTEL

DESIGNATION

NO. OF RESPONDENTS

PERCENTAGE (%)

Executive Senior Executive Business Analyst Assistant Manager Manager Total

20 25 10 10 35 100

20 25 10 10 35 100

SOURCE:Through Primary data INFERENCE

From the above information, 20% of the respondents are executive level, 25% of the respondents are senior executive level, 10% of the respondents are business analyst, 10% of the respondents are assistant manager level and around 35% of the respondents are manager cadger.

26

CHART-1

DESIGNATION OF EMPLOYEES IN AIRTEL

35 30 25 20 15 10 5 0 Executive Senior Business Executive Analyst Assistant Manager 10 10 20 25

35

Executive Senior Executive Business Analyst Assistant Manager Manager

Manager

27

TABLE-2
GENDER OF THE EMPLOYEES IN AIRTEL

GENDER

NO. OF RESPONDENTS

PERCENTAGE (%)

Male Female Total

62 38 100

62 38 100

SOURCE:Through Primary data

INFERENCE:
From the above given information, 62% of employees are male, 38% are female.

28

CHART -2

GENDER OF THE EMPLOYEES IN AIRTEL

80

75

70

60

50 25 40 Male Female

30

20

10

0 Male Female

29

TABLE-3

EMPLOYEES AGE GROUP IN AIRTEL

PARTICULARS 21-30 years 31-40 years 41-50 years Above 50 Total

NO. OF RESPONDENTS 40 30 20 10 100

PERCENTAGE (%) 40 30 20 10 100

SOURCE:Through Primary data

INFERENCE:
From the above given information, 40% of employees belongs to the age group of 21-30 years, 30% of employees are 31-40 years, 20% of employees are 41-50 years.

30

CHART -3

EMPLOYEES AGE GROUP IN AIRTEL

40 40 30 20 10 0 21-30 years 31-40 years 41-50 years 30 20 10 21-30 years 31-40 years 41-50 years Above 50 years

Above 50 years

31

TABLE-4

EXPERIENCE OF EMPLOYEES IN AIRTEL

EXPERIENCE

NO. OF RESPONDENTS

PERCENTAGE (%)

Below 3 years 5 to 10 years 10 to 15 years Above 15 years Total

45 36 12 7 100

45 36 12 7 100

SOURCE:Through Primary data INFERENCE

From the above information, 45% of the respondents says that they have below 3 years of experience, 36% of the respondents says that they have 5 to 10 years of experience, 12% of the respondents says that they have 10 to 15 years of experience and around 7% of the respondents says that they have above 15 years of experience.

32

CHART-4 EXPERIENCE OF EMPLOYEES IN AIRTEL

50 40 30 20 10 0

45 36 Below 3 years 5 to 10 years 12 7 Below 3 years 5 to 10 years 10 to 15 years Above 15 years

10 to 15 years

Above 15 years

33

TABLE -5
THE RECRUITMENT SYSTEM IN AIRTEL

RESPONSE

NO. OF RESPONDENTS

PERCENTAGE (%)

Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total

20 70 10 0 0 100

20 70 10 0 0 100

SOURCE:Through Primary data

INFERENCE:
70% of the respondents satisfied with the recruitment system in Airtel, 20% of the respondents are highly satisfied, 10% of them are in a neutral state.

34

CHART -5
THE RECRUITMENT SYSTEM IN AIRTEL

70

60

50 Highly satisfied 40 Satisfied Neutral 30 Dissatisfied Highly dissatisfied 20

10

0 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

35

TABLE-6

INTERVIEW PROCESS IN AIRTEL

RESPONSE Yes No Total

NO. OF RESPONDENTS 85 15 100

PERCENTAGE (%) 85 15 100

SOURCE:Through Primary data INFERENCE:

85% of the respondents are agree with the interview process in aitrl and around 15% of them dont agree with the interview process

36

CHART -6

INTERVIEW PROCESS IN AIRTEL

90 80 70 60 50 40 30 20 10 0 Yes No Yes No

37

TABLE-7

CANDIDATE SPECIFICATIONS IN RECRUITMENT PROCESS

RESPONSE Yes No Total

NO. OF RESPONDENTS 86 14 100

PERCENTAGE (%) 86 14 100

SOURCE:Through Primary data INFERENCE:

86% of the respondents feels that the position objectives is defined clearly during the recruitment process, and 14% of the respondents feels that it is not clearly defined.

38

CHART -7
CANDIDATE SPECIFICATIONS IN RECRUITMENT PROCESS

14

86

Yes No

39

TABLE -8

REVISION OF RECRUITMENT POLICY

FREQUENCY OF REVISION Very often Often Sometimes Only when need occurs Total

NO. OF RESPONDENTS

PERCENTAGE (%)

6 14 22 58 100

6 14 22 58 100

SOURCE:Through Primary data

INFERENCE:

58% of the respondents says that recruitment policy are being evaluated and revised only when need occurs,22% of the respondents says that recruitment policy are being evaluated and revised only at sometimes, and 14% says it occurs often and remaining respondents says that recruitment policy are evaluated and revised often to the statement.

40

CHART -8

REVISION OF RECRUITMENT POLICY

60

58

50

40 Very often 30 22 20 14 6 Often Sometimes Only when need occurs

10

0 Very often Often Sometimes Only when need occurs

41

TABLE-9

RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING THE GOALS OF THE COMPANY

RESPONSE Yes No

NO. OF RESPONDENTS 73 27

PERCENTAGE (%) 73 27

SOURCE:Through Primary data

INFERENCE:
73% of the respondents says that the companys recruitment policy is helpful in achieving the goals of the company, whereas 27% of respondents says that it does not helpful in companies recruitment policy in achieving their goals to the statement.

42

CHART -9

RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING THE GOALS OF THE COMPANY

73 80 70 60 50 40 30 20 10 0 Yes No 27 Yes No

43

TABLE-10

SATISFIED WITH THE JOB DECRIPTION GIVEN TO REQUIRED VACANCY

RESPONSE Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total

NO. OF RESPONDENTS 54 35 10 1 0 100

PERCENTAGE (%) 54 35 10 1 0 100

SOURCE:Through Primary data

INFERENCE:

54% of the respondents highly satisfied with the job description given to the required vacancy, and 35% of the respondents are satisfied and 10% of the respondents are neutrally satisfied with the job description given to the required vacancy and remaining 1% of the respondents are dissatisfied to the statement.

44

CHART -10
SATISFIED WITH THE JOB DECRIPTION GIVEN TO REQUIRED VACANCY

60 54

50

40 35 Highly satisfied Satisfied 30 Neutral Dissatisfied Highly dissatisfied 20

10 10 1 0 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 0

45

TABLE -11

OPINION ABOUT CONSULTANTS INVOLVING IN PROCESS OF RECRUITMENT

PARTICULARS Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total

NO. OF RESPONDENTS 22 60 12 4 2 100

PERCENTAGE (%) 22 60 12 4 2 100

SOURCE:Through Primary data INFERENCE:

22% of the respondent states that they are highly satisfied with the consultants involving in the process of recruitment and 60% of the respondents are satisfied and 12% of the respondents felt neutral and remaining 4% of the respondents are dissatisfied and however around 2% of the respondents are highly dissatisfied with the consultants who are involved in the recruitment process.

46

CHART -11
OPINION ABOUT CONSULTANTS INVOLVING IN PROCESS OF RECRUITMENT

60 60

50

40 Highly satisfied Satisfied 30 22 20 12 10 4 0 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 2 Neutral Dissatisfied Highly dissatisfied

47

TABLE-12

PRIORITY GIVEN TO EACH OF THE ROUNDS CONDUCTED

ROUNDS CONDUCTED Written test Technical Skill Group Discussion HR Round Total

NO. OF RESPONDENTS 30 40 10 20 100

PERCENTAGE (%) 30 40 10 20 100

SOURCE:Through Primary data INFERENCE

30% of the respondents gave priority to written test conducted, and 40% of the respondents gave priority to Technical Skill, whereas 10% of the respondents gave priority to Group Discussion round and around 20% of the respondents states that they gave priority to HR Round to the statement.

48

CHART -12

PRIORITY GIVEN TO EACH OF THE ROUNDS CONDUCTED

40 35 35 30 30

25 Written Test 20 20 Technical Round Group discussion 15 10 10 5 5 HR Round Video con

0 Written Test Technical Round Group discussion HR Round Video con

49

TABLE-13

RECRUITMENT OF MORE NUMBER OF CANDIDATES

PARTICULARS Sales HR Finance Operations Total

NO. OF RESPONDENTS 55 10 15 20 100

PERCENTAGE (%) 55 10 15 20 100

SOURCE:Through Primary data INFERENCE

55% of the respondent states that the company recruit more candidates on sales, 10% of the respondents says company recruit more candidates on Human Resource and whereas 15% of the respondents says that company recruit more candidate on Finance department and remaining 20% of them or chosen for operation department.

50

CHART -13

RECRUITMENT OF MORE NUMBER OF CANDIDATES

60 55

50

40 Sales 30 HR Finance 20 20 15 10 10 Operations

0 Sales HR Finance Operations

51

TABLE-14

MODE OF ENTRY INTO ORGANIZATION

MODE Employee Referral Campus Recruitment Recruitment agencies Others Total

NO. OF RESPONDENTS 42 28 30 0 100

PERCENTAGE (%) 42 28 30 0 100

SOURCE:Through Primary data

INFERENCE
42% of the respondents are recruited through Employee Referral, 28% of the respondents recruited through Campus Recruitment and remaining 30% of them are recruited through Recruitment agencies to the statement.

52

CHART -14

MODE OF ENTRY INTO ORGANIZATION

45 40 35

42

30 30 25 20 15 10 5 0 0 Employee Referral Campus Recruitment Recruitment agencies others 28 Employee Referral Campus Recruitment Recruitment agencies others

53

TABLE-15

OPINION ABOUT SELECTION TEST CONDUCTED ON BASIS OF RECRUITMENT

PARTICULARS Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total

NO. OF RESPONDENTS 34 40 21 3 2 100

PERCENTAGE (%) 34 40 21 3 2 100

SOURCE:Through Primary data INFERENCE

34% of the respondents are highly satisfied with the test conducted, 40% of the respondents are satisfied with the selection test, 21% of them are in neutral and 3% of the respondents are totally dissatisfied, and remaining 2% of the respondents are highly dissatisfied with the selection test.

54

CHART -15

OPINION ABOUT SELECTION TEST CONDUCTED ON BASIS OF RECRUITMENT

40 40 35 30 25 21 20 15 10 5 0 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 3 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied 34

55

TABLE-16

WEBSITES MOSTLY USED FOR COLLECTING THE REFERENCE OF CANDIDATES

WEBSITES Naukri Monster Times Job Shine Total

NO. OF RESPONDENTS 42 31 15 12 100

PERCENTAGE (%) 42 31 15 12 100

SOURCE:Through Primary data INFERENCE

42% of the respondents feels that the company is using Naukri for taking the reference of candidate,31% of the respondents feels that the company is using Monster and whereas about 15% of them are taken through Times job and around 12% of them through shine.

56

CHART -16

WEBSITES MOSTLY USED FOR COLLECTING THE REFERENCE OF CANDIDATES

45 40 35 30 25 20 15 10 5 0

42

31 Naukri Monster Times job 15 12 Shine

Naukri

Monster

Times job

Shine

57

TABLE-17

CRITICAL ROUND WHERE MOST OF THE CANDIDATES ARE SCREENED OUT

PARTICULARS Group Discussion Aptitude Technical Skill HR Round Total

NO. OF RESPONDENTS 10 44 20 26 100

PERCENTAGE (%) 10 44 20 26 100

SOURCE:Through Primary data

INFERENCE
10% of the respondents says that most of the candidates are screened out through Group discussion, 44% of the respondents says that most of the candidates are screened out through Aptitude, 20% of the respondents says that most of the candidates are screened out through Technical Round and whereas remaining 26% of the respondents are screened out through HR Round.

CHART -17
58

CRITICAL ROUND WHERE MOST OF THE CANDIDATES ARE SCREENED OUT

45 40 35 30 25 20 15 10 5 0

44

26 20 10

Group Discussion Aptitude Technical skill HR Round

Group Discussion

Aptitude

Technical skill

HR Round

TABLE-18
59

SOURCE THAT COULD AFFORD BEST SUITABLE CANDIDATES FOR DIFFERENT POSITION

PARTICULARS Job Rotation Consultancy Advertisement Employee Referral Campus Interview Total

NO. OF RESPONDENTS 15 25 5 20 35 100

PERCENTAGE (%) 15 25 5 20 35 100

SOURCE:Through Primary data INFERENCE

15% of the respondents states that through Job Rotation only the company can set the best suitable candidates for different position, 25% of the respondents states that only through Consultancy the company will get best suitable candidates for different position, 5% of the respondents says that only through Advertisement the company gets the best suitable candidates for different position, and whereas 20% are through Employee Referral and around 35% of the respondents says that through

Campus Drive the company is getting most of the best suitable candidates.

CHART -18
60

SOURCE THAT COULD AFFORD BEST SUITABLE CANDIDATES FOR DIFFERENT POSITION

35 30 25 20 15 10 5 0 5 15 25 20

35

Job rotation Consultancy Advertisement Employee Referral Campus Interview

TABLE-19

61

ORGANIZATION EXPECT FROM THE CANDIDATES DURING RECRUITMENT

PARTICULARS Experience Skill & Knowledge Attitude Others Total

NO. OF RESPONDENTS 34 57 15 0 100

PERCENTAGE (%) 34 57 15 0 100

SOURCE:Through Primary data

INFERENCE

34% of the respondents says that organization expects experienced candidates during recruitment, almost 57% of the respondents says that organization expects Skill and Knowledgeable candidate during recruitment, and remaining 15% of the respondents says that the organization expects Attitude candidates during recruitment in the statement.

CHART -19
62

ORGANIZATION EXPECT FROM THE CANDIDATES DURING RECRUITMENT

60

57

50 40 30 20 15 10 0 Experience Skill & Knowledge Attitude

34 Experience Skill & Knowledge Attitude Others

0 Others

TABLE-20
63

RECRUITMENT SYSTEM IS TRANSPARENT AT ALL LEVEL

PARTICULARS Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total

NO. OF RESPONDENTS 28 52 10 8 2 100

PERCENTAGE (%) 28 52 10 8 2 100

SOURCE:Through Primary data INFERENCE

28% of the respondents says that they highly satisfied with the transparency of recruitment system , almost 52% of the respondents states they are satisfied with the transparency of recruitment system all level, and 10% of the respondents are neutral and around 8% of the respondents are dissatisfied and whereas 2% of them are highly dissatisfied with the transparency of recruitment system.

64

CHART -20

RECRUITMENT SYSTEM IS TRANSPARENT AT ALL LEVEL

60

52

50

40 28 30

Highly satisfied Satisfied Neutral Dissatisfied

20 10 8 10 2

Highly dissatisfied

0 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

TABLE-21
65

SATISFIED WITH PREFERENCE GIVEN TO EMPLOYEES CONSIDERING THEIR REFERENCE IN RECRUITMENT PROCESS

PARTICULARS Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total

NO. OF RESPONDENTS 27 56 14 3 0 100

PERCENTAGE (%) 27 56 14 3 0 100

SOURCE:Through Primary data

INFERENCE
27% of the respondents are highly satisfied with the preference given to the employees considering their reference in recruitment process, 56% of most of the respondents are satisfied, and whereas 14% of the respondents are neutral with the preference given to employees considering their reference in recruiting process and around 3% of the respondents are dissatisfied mentioned in the statement

CHART -21
66

SATISFIED WITH PREFERENCE GIVEN TO EMPLOYEES CONSIDERING THEIR REFERENCE IN RECRUITMENT PROCESS

60

56 Highly satisfied Satisfied

50

Neutral Dissatisfied

40

Highly dissatisfied 27

30

20

14

10 3 0 0 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

TABLE-22

67

RATE OVERALL RECRUITMENT PROCESS

PARTICULARS Excellent Very good Good Average Fair Total

NO. OF RESPONDENTS 36 40 16 4 4 100

PERCENTAGE (%) 36 40 16 4 4 100

SOURCE:Through Primary data

INFERENCE

36% of the respondents says that overall recruitment process is excellent, 40% of majority of respondents says that overall recruitment process is very good, 16% of the respondents says the overall recruitment process is good, and whereas 4% of the respondents says its average and around 4% says the overall recruitment process is fair in the statement.

68

CHART -22

RATE OVERALL RECRUITMENT PROCESS

40 35 30 25 20 15 10 5 0

40 36

Excellent Very good 16 Good Average Fair 4 Excellent 4

Very good

Good

Average

Fair

WEIGHTED AVERAGE: 1. Recruitment system in airtel

69

2. Satisfied with the job description given to required vacancy 3. Opinion about consultants involving in process of recruitment. 4. Opinion about selection test conducted on basis of requirement. 5. Recruitment system is transparent at all level 6. Rate the overall recruitment process

Factors Recruitment system Satisfied with the job description Consultants involving in recruitment process Selection test conducted on basis of recruitment Recruitment system transparent at all level Overall recruitment process

Highly satisfied 20

Satisfied 70

Neutral 10

Highly Dissatisfied 0

Dissatisfied 0

54

35

10

22

60

12

34

40

21

28

52

10

36

40

16

Weighted average to rank the recruitment activities in the organization

Formula =

WX / W

W number of respondents X - Rating given by the respondents

Factors

WX1

WX2

WX3

WX4

WX5

WX6

70

Highly satisfied Satisfied Neutral Highly dissatisfied Dissatisfied Total CW Rank

100 280 30 0

270 140 30 2

110 240 36 8

170 160 63 6

140 208 30 16

180 160 48 8

0 410 4.10 II

0 442 4.42 I

2 396 3.96 V

2 401 4.01 III

2 396 3.96 V

4 400 4.00 IV

INFERENCE:

From the above weighted average table, it can be observed that the employees given more weightage to job description during recruitment and selection process rather than on other factors.

CHI-SQUARE TEST-1

71

To test whether there is a link between their educational qualification and satisfaction towards selection test conducted in the recruitment process.

NULL HYPOTHESIS H0: Educational qualification has no influence on satisfaction towards selection test conducted in the recruitment process.

ALTERNATE HYPOTHESIS H1: Educational qualification has influence on satisfaction towards selection test conducted in the recruitment process.

OBSERVED FREQUENCY Educational qualification * opinion on selection test conducted on basis of recruitment
count opinion on selection test conducted on basis of recruitment Highly satisfied Educational qualification Diploma Undergraduation Post graduation Total 14 20 0 34 Satisfied 0 11 29 40 Neutral 0 0 21 21 Dissatisfied 0 0 3 3 Highly dissatisfied 0 0 2 2 Total 14 31 55 100

EXPECTED FREQUENCY
Chi-Square Tests Asymp. Sig. (2Value Pearson Chi-Square 74.385
a

df 8

sided) .000

72

Calculate value of chi-square X2 = 74.38 Table value of X2= (3-1) (5-1) = 2*4 = 8 Table value = 15.51 Calculated value> Table value, So H0 is rejected.

INFERENCE: Calculated value is greater than tabulated value i.e. H0 is rejected. So, there is a link between educational qualification and satisfaction towards selection test conducted in the recruitment process.

CHI SQUARE TEST -2

73

To test whether is a link between designation and transparency of recruitment system. NULL HYPOTHESIS H0: Designation has no influence on transparency of recruitment system. ALTERNATE HYPOTHEIS H1: Designation has a influence on transparency of recruitment system.

OBSERVED FREQUENCY
Designation * recruitment system is transparent to all level count recruitment system is transparent to all level Highly Highly satisfied Designation Execuitve Senior Executive Business Analyst Assistant Manager Manager Total 20 8 0 0 0 28 Satisfied 0 17 10 10 15 52 Neutral 0 0 0 0 10 10 Dissatisfied 0 0 0 0 8 8 dissatisfied 0 0 0 0 2 2 Total 20 25 10 10 35 100

EXPECTED FREQUENCY
Chi-Square Tests Asymp. Sig. (2Value Pearson Chi-Square 1.108E2
a

df 16

sided) .000

Calculate value of chi-square X2 = 1.10

74

Table value of X2= (r-1) (c-1) = (5-1)(5-1) = 4*4 = 16 Table value = 26.20 Calculated value< Table value, So H0 is accepted.

INFERENCE: Calculated value is less than the tabulated value. i.e.H0 is accepted. So, there is no link between designation and transparency of recruitment system.

75

FINDINGS
Majority of the respondents come under the category of 21-30. 62% of respondents were male, 38% were female. 70% of respondents are satisfied the recruitment system in Airtel. 85% of the respondents are satisfied with the interview method followed in the organization. 86% of the respondents feels that the position of objectives is defined clearly during the recruitment process 58% ofthe respondents felt that recruitment policy is being evaluated and revised only when need occurs. 60% ofthe respondent are satisfied with the consultants involving in the recruitment process. 55% ofthe respondents agree that they recruit more candidates on Sales department. 40% ofthe respondents are satisfied with the selection test conducted on the basis of recruitment. Majority of the recruiters agree with recruiters being knowledgeable and experienced personnel. 54% of respondents are highly satisfied with the job description provided for the vacancy. 42% of the respondents feels that the company is using naukri mostly for collecting the reference of candidates. Majority of respondents opinion was good regarding recruitment and selection process followed in the organization. Majority of respondents are satisfied with the preference given to the employees by considering their reference in recruitment process. Majority of the respondents agree that the recruitment system is transparent at all level.

76

SUGGESTIONS

The company needs to recruit high quality staff with the right skills on the appropriate contracts to deliver the key objective of the position and organization.

Employee feedback after placement, will increase his/ her morale. Employee should be given enough time to reflect and plan improvements. The company must choose a recruiting approach that produce the best pool of candidates quickly and cost effectively.

The company can focus on minimizing the percentage of non- joining candidates after the recruitment process.

To keep an update of the man power required in the sales department a summary sheet and via tracker of sales employees in each zone was created.

To enable an easy raise of MRF and to cut down the time consumed in getting one done a power point presentation was prepared which was provided with a demo of the process to be followed .

It is important for the organization to know exactly what they have to offer potential employee, than highlight their best features when recruiting candidates.

As and when the resumes were received a primary screening of it is to be done and a tracker should be updated which had all the fields that was required for evaluation and easy identification of the candidates suitable for various fields.

The technical problems of onboarding should be informed to the IT department . The new joinees were given quick books and instruction manuals to guide them with onboarding process.

The company can recruit more candidates in CSD for smooth functioning of the organization.

77

CONCLUSION
Recruitment is essential to effective Human Resource Management. It is the heart of the whole HR systems in the organization. The effectiveness of many other HR activities, such as selection and training depends largely on the quality of new employees attracted through the recruitment process. The study has been conducted only for the recruitment of level 1 and level 2 class of employees. Policies should always be reviewed as these are affected by the changing environment. Management should get specific training on the process of recruitment to increase their awareness on the danger of wrong placements. HR practitioners should be on the guard against all the malpractices and advocate for professional approach through out the system. The HR should indicate disagreement in the event that biasing towards certain candidates is creeping in and point out the repercussion that may follow in terms of performance and motivation. Finally, better recruitment and selection strategies result in improved organizational outcomes. The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees. In addition, the effectiveness of the organizations selection system can influence bottom-line business outcomes, such as productivity and financial performance. Hence, investing in the development of a comprehensive and valid selection system is money well spent.

78

BIBLIOGRAPHY
Prasad, L.M , Organizational Behaviour, New Delhi: Sultan Chand & Sons, 2008

SubbaRao. P Principle of Human Management,. Publisher 1999

R P Hooda, Statistics for Business and Economics, third editions 2003

WEBLIOGRAPHY

http://www.scribd.com/doc/21791869/Recruitment-Selection-Process-Project-Report

www.managementparadise.com/forums/human-resources-management-h-r/852-recruitmentselection-process.html

http://www.scribd.com/shweta_singh_153/d/61747664/7-LITERATURE-REVIEWRECRUITMENT-AND-SELECTION

http://seminarprojects.com/s/review-of-literature-of-recruitment-and-selection

79

QUESTIONNAIRE Dear Sir/Madam, I am Vaithegi.N, pursuing MBA final year in Vels University, Chennai. I am doing a study programme on Effectiveness of Recruitment and Selection process in BhartiAirtel Limited. I request you to render kind co-operation towards this Questionnaire. I assure you that the information given by you is kept confidential and purely used for academic purpose.

Name: Designation: (a) Executive (b) Senior Executive (c) Business Analyst (d) Assistant Manager (e) Manager Department: Gender: Male/ Female Age: (a) 21 to 30 years (b) 31 to 40 years Above 50 Marital Status: (a) Married Educational Qualification: (a) Below 12th(b) Diploma Monthly Income:
80

(c) 41 to 50 years (d)

(b) Unmarried

(c) UG

(d) PG

(a)7000 10000 (b) 10000 15000 (c) 1500020000 (d) above 20000 Experience: (a) Below 5 years (b) 5 to 10 years (d) above 20 years (c) 10 to 20 years

QUESTIONNAIRE ON RECRUITMENT AND SELECTION PROCESS 1) Are you satisfied with the recruitment system in Airtel? (a) Yes (b) No

2)Apart from the HR Manager, whether otherdepartments heads are involved in interviewing process? (a) Yes (b) No

3)Does the organization clearly define the position objectives, in the recruitment process? (a) Yes (b) No

4) How often the recruitment policy are being evaluated and revised? (a) Very Often (c) Sometimes (b) Often (d) Only when need occurs

5) Do you think the present recruitment policy is helpful in achieving the goals of the company? (a) Yes (b) No

6) Are you satisfied with the job description given to the required
vacancy? (a) Highly satisfied (c) Neutral (b) Satisfied (d) Dissatisfied (e) Highly dissatisfied

81

7) What is your opinion about consultants involving in the process of the recruitment in the organization? (a) Highly satisfied (c) Neutral Highly dissatisfied (b) Satisfied (d)Dissatisfied

(e)

8) Do you agree that the recruitment system is transparent at all level? (a) Strongly agree (c) Neurtal (b) Agree (d) Disagree

(e) Strongly disagree

9) In which areas you will recruit more candidates? (a) Sales (c) Finance (b) HR (d) Operations

10) How you entered into this organization?

(a) Employee referral (c) Recruitment agencies (b) Campus recruitment (d)Other, pls specify

11) What is your opinion regarding the selection test conducted in the recruitment process? (a) Highly satisfied (b) Satisfied (c) Neutral (d) Dissatisfied (e) Highly dissatisfied 12) Mention which website mostly used by the company? (a) Naukri (c) Times job (b) Monster (d) Shine

13) Mention the critical round where most of the candidates are screened out? (a) Group discussion (c) Technical skill (b) Aptitude (d) HR Round
82

14) Mention the source that could afford you the best suitable candidates for different position? (a) Job Rotation(c) Advertisement (e)Campus Drive (b) Consultancy (d) Employee Referral

15) What does the organization expect from the candidates during recruitment ? (a) Experience (c) Attitude (b) Skill& Knowledge (d) Qualification

16) Do you agree that the recruitment system is transparent at all level? (a) Strongly Agree (c) Neutral Disagree (b) Agree (d) Disagree

(e) Strongly

17) Are you satisfied with the preference given to the employees by considering their reference in the recruitment process? (a) Highly satisfied (b) Satisfied

(c) Neutral (d) Dissatisfied (e) Highly dissatisfied 18) How would you rate your overall recruitment process? (a) Excellent (c) Good (b) Very good (d) Average

(e) Fair

83

84

85

86