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RECRUITMENT & SELECTION PROCEDURE

IN
ANDROMEDA MARKETING PVT. LTD.
A PROJECT REPORT

Under the guidance Of


Miss Vandana Sral ( SMU)

Submitted by
Name: Ankita Saxena
Roll Number: 1208028892

in partial fulfillment o f the requirement


for the award of the degree

Of
MBA

IN
Human Resource Management

October 2014

BONAFIDE CERTIFICATE

Certified that this project report titled RECRUITMENT & SELECTION PROCEDURE
IN ANDROMEDA MARKETING PVT. LTD. is the bonafide work of Ms. Ankita Saxena
who carried out the project work under my supervision.

Miss Vandana Sral ( SMU)


Faculty Guide
Sikkim Manipal University

ACKNOWLEDGEMENT
I am highly indebted to various sources for providing me the necessary stimulus for the project
report. I am also grateful to all those people whose works and writing have helped me in
preparation of this report.
In the preparation of this project report, I have received considerable encouragement and
assistance from several authorities but I thankfully acknowledge the guidance provided by Miss
Vandana Sral who has been of great help to me.
Last but not the least, I would like to thank my parents who helped me a lot in gathering different
information, collecting data and guiding me from time to time in making this project. Despite of
their busy schedules, they gave different ideas in making this project unique.
Finally, yet importantly, I want to thank all those people who helped me to give their feedback
and provide their valuable time to make it possible for me to complete this report.

Ms. Ankita Saxena


Roll No. 1208028892

EXECUTIVESUMMARY
As a part of academic requirement and completion of MBA program, I have been
assigned to complete internship report on Recruitment and Selection procedure of
Andromeda Marketing Pvt. Ltd. under the guidance of Miss Vandana Sral
Recruitment and Selection process is a segment of human resource process; As such I have
selected this topic to make it clear. I have divided this report in some sub segments. I have
tried my best to go through their Recruitment and Selection process with in little tenure of 4
Weeks.
The report starts with a general introduction Andromeda Marketing Pvt. Ltd. As well as its
purpose, scope and limitation. Then this report proceeds onto the preliminary talk about
Andromeda Marketing Pvt. Ltd.Andromeda Marketing Pvt. Ltd. i s one of the largest
domestic call centers companies in India. Its a pioneer in starting a domestic call center in
2000, Andromeda BPO. Andromeda started as a Direct Sales Associate (DSA) for
CITIBANK in 1991. Over the last 1years it has grown from 10 to approx. 6500 seats, 5 cities
and 14 centers.
Andromeda has a strong presence in three key industry verticals Telecom, Banking and
Insurance. These verticals form 80%nof the demand in the domestic BPO space.

I have shown the Policy, Philosophy and principles of it. Afterward here discuss about
Andromeda Marketing Pvt. Ltd.s Statement of work. Then it carries on with Andromeda

Marketing Pvt. Ltd.s customer details & its Achievements. Then the report proceeds with
the job part, where the jobs done by me is discussed.
After that I continue on to the main focus of the report-Andromedas Recruitment and
Selection procedure describing the different steps of it. The first part is manpower
requisition and each department gives requisition according to its HR planning to HR
Department. Recruitment is done mostly through News Papers and the references of the
internal employees & through some consultancies like Placement India and through websites
like naukri. com. Following steps are arranging written exam, taking one or more interviews,
and finally the medical checkup. A detail elaboration of selection of best candidate has been
added in the project part and the contribution of HR department for selecting the most
eligible employees for Andromeda has been highlighted. In this report, some other important
topics of their HR division are also discussed like HR hierarchy, the environment within the
organization and accommodation of a pull of candidates. After completion of this report it
can easily say that efficient, competent and active part in Recruitment and Selection process
take a company to the peak of the success.

TABLE OFCONTENTS
PARTICULARS

PAGE NO.

1. INTRODUCTION-HUMAN RESOURCE MANAGEMENT

8-16

2. COMPANY PROFILE

17-27

3. RESEARCH METHODOLOGY

28-33

4. TOOLS / TECHNIQUES TO BE USED FOR DATA ANALYSIS

34

5. LITERATURE REVIEW / RELATED RESEARCH OUTCOMES

35-52

6. DATA ANALYSIS & INTERPRETATION

53-71

7. FINDINGS

72

8. SUGGESTIONS

73

9. CONCLUSION

74

10. LIMITATIONS

75

11. BIBLIOGRAPHY

76

12. QUESTIONNAIRE

77-83

LIST OF TABLES

1. Through which media you came to know that the


Andromeda Marketing Pvt. Ltd. is having vacancies?

53

2. Do you feel that your organization follows definite recruitment procedure?

54

3. If so, then the recruitment is:

55

4. If regular, then how often:

56

5. If periodical, then how often:

57

6. Through which source personnel are recruited in your organization?

58

7. If internal then through:

59

8. If external then through:

60

9. Through which interview method you have been selected or recruited


in the organization?

61

10. Which source of recruitment do you find is more efficient?

62

11. On which factor the company emphasized most while selecting you?

63

12. In your point of view which of the following factor should be considered
while selecting a candidate?

64

13. Is it right procedure to Recruit & Select the persons at all the levels
of the management?

65

14. Sons of Soil are given importance in your organization. Comment.

66

15. Are you satisfied by the recruitment procedure in your organization?

67

16. If yes, what is the satisfactory rate?

68

17. There is a benefit in recruiting candidates through internal sources of


organization:
18. Personnel preparation of a candidate is essential after selection.

69
70

19. It is good to follow same recruitment procedures to select executives and


regular staff in your organization.

71

1. INTRODUCTION
1.1 INDUSTRY PROFILE

HUMAN RESOURCE MANAGEMENT


Human Resource Management (HRM), a relatively new term, that emerged during the 1930s.
Many people used to refer it before by its traditional titles, such as Personnel Administration or
Personnel Management. But now, the trend is changing. It is now termed as Human Resource
Management. Human Resource Management is a management function that helps an organization
select, recruit, train and develops. It is defined as the people who staff and manage organization.
It comprises of the functions and principles that are applied to retaining, training, developing,
and compensating the employees in organization. It deals with issues related to people such as
compensation, hiring, performance management, organization development, safety, wellness,
benefits, employee motivation, communication, administration and training.

WHY IS HRM IMPORTANT TO AN ORGANIZATION?

Forward thinking, support the business strategy, and assist the organization in maintaining
competitive advantage.

Concerned with the total cost of its function and for determining value added to the organization.

HRM is the part of the organization concerned with the people dimension.

HRM is both a staff, and support function that assists line employees, and a function of every
managers job.

HRM covers the fields of staffing, performance management, change management and taking care
of exists form the company to round off the activities
.

FUNCTIONS OF HUMAN RESOURCE


MANAGEMENT

MANAGERIAL
FUCNTIONS

OPERATIVE
FUNCTIONS

Planning

Organising

PROCUREMENT

DEVELOPMENT

COMPENSATION

INTEGRATION

Directing
MAINTENANCE

Controlling

PROCUREMENT

JOB ANALYSIS

HUMAN RESOURCE PLANNING

RECRUITMENT

SELECTION

INDUCTION

PLACEMENT

TRANSFER

PROMOTION

DEVELOPMENT

PERFORMANE APPRAISAL

TRAINING

EXECUTIVE DEVELOPMENT

CAREER PLANNING AND DEVELOPMENT

COMPENSATION

JOB EVALUATION

WAGE & SALARY ADMINISTRATION

BONUS & INCENTIVES

PAY ROLL

INTEGRATION

MOTIVATION

JOB SATISFACTION

GREVANCE REDRESSAL

COLLECTIVE BARGAINING

CONFLICT MANAGEMENT

DISCIPLINE

MAINTAINANCE

HELATH

SAFETY

WELFARE

NATURE OF HUMAN RESOURCE MANAGEMENT

COMPLETIVE CHALLENGES AND HR:


1.Going global
2.Embracing new technology
3.Managing change and organization culture
4. Developing human capital
5.Responding to the market
6.Containing costs

Downsizing

Outsourcing and employee leasing

Enhancing productivity.

Other challenges faced

Demographic and Employee concerns

Demographic changes

Diversity of backgrounds

Age distributions

Gender distribution

Rising level of education

Cultural changes

Concern for employee rights

Changing attitude towards work

Balancing work and family

Translating HRM Functions into practice:


Four Functions:

Employment

Training and development

Compensation/ benefits

Employee relations

Does HRM Really Matter?

Research has shown that a fully functioning HR department does make a difference.

Organizations that spend money to have quality HR programs perform better than those who

dont.

Practices that are part of superior HR services include:

Rewarding productive work

Creating a flexible work-friendly environment

Properly recruiting and retaining quality workers

Effective communication

HRM in an Entrepreneurial Enterprise

General Managers may perform HRM functions, HRM activities may be outsourced, or a

single generalist may handle all the HRM functions.

Benefits include

Freedom from many government regulations

An absence of bureaucracy

An opportunity to share in the success of the business

HRM in a Global Village

HRM functions are more complex when employees are located around the world.

Consideration must be given to such things as foreign language training, relocation and

orientation processes, etc.

HRM also involves considering the needs of employees families when they are sent overseas.

HR and Corporate Ethics


HRM must:

Make sure employees know about corporate ethics policies

Train employees and supervisors on how to act ethically

HR and Corporate Ethics

The Sarbanes-Oxley Act passed in 2002, establish procedures for public


companies regarding how they handle and report their financial status.

Establish penalties for noncompliance.

Provides protection for employees who report executive wrong doing.


Requires that companies have mechanisms in place where complaints can be received and
investigated.

1.2COMPANY PROFILE

Background of Andromeda:
Andromeda BPO started in 2000 and has since grown rapidly. Today, Andromeda is one of
the largest domestic call center companies in India.

Andromeda started as Direct Sales Associate (DSA) for CITIBANK in 1991.

Pioneer in starting a domestic call center in 2000, Andromeda BPO.

Grown from 10 to approx. 6500 seats, 5 cities, 14 centers over the last 15 years.

Today, the largest pure-play domestic BPO in India and among the top 5 domestic BPOs overall.

Andromeda has near nationwide presence with centers in 5 Indian cities Mumbai, Pune,
Bangalore, Delhi, and Chennai. Andromeda has a strong presence in three key industry verticals

Telecom
Banking
Insurance

These verticals form 80 % of the total demand in the domestic BPO space. Andromeda has
grown with clients in these industries and hence understandtheir needs and is well positioned to
service them.

For example in Telecom, Andromeda has over 12 years of experience serving leading
telecom providers. Their client includes three of the top telecom providers in India. Similar examples
abound in both the insurance and banking verticals. In terms of functional capabilities, Andromeda is
recognized in the market for its leading outbound selling capabilities, strong inbound experience and
total customer focused solutions. Andromeda has lot of expertise in quickly setting up high quality,
efficient call centers.

Strategy of the Company:


For all our perspective clients, Andromeda will leverage its strength, capabilities, and the cumulative
experience acquired in past projects to provide improved, cost competitive solutions every time.

Vision of the company:


To grow rapidly by delivering clear tangible value to our customers

Growth of the company:

Andromeda brings 15 years of deep domestic BPO experience, strong processes, an experienced
6500+ workforce and nationwide presence that provide high quality, complete outsourcing solutions
for clients in telecommunications, banking and insurance verticals in India.

Product Information:

Andromeda has a strong presence in three key industry verticals - Telecom, Banking and Insurance.
These verticals form 80% of the demand in the domestic BPO space and are the area where leading
company have the most need for outsourced customer care services. Andromeda is well positioned
to service these needs and grow alongside customers in these industry segments.

Personal Information:

Name of Organization

Andromeda Marketing Pvt. Ltd.

Name of Director

Elizabeth Jacob

Year Of Establishment

2000

Address of Registered office

123, Creative Industrial Premises, Sundar Nagar,


Kalina, Santacruz (E), Mumbai 400098

Total Turnover (Approx.)

4.5 Crores

Infrastructure and Technology:

The architecture for the within call center infrastructure operates both private and shared networks,
provides a balance between redundancy and cost, enable quick deployment, flexibility and
customization and uses relevant technologies for call distribution, 100% recording for tracking and
feedback, and quality monitoring.

Inbound Processes: VOIP & TDM, Analog or Digital

Outbound Processes: Dialer based dialing, Voice loggers

Web-hosted client reporting

Integrated outbound communication Web, SMS push and pull, automated announcements, E-mail

Quality infrastructure tailored to operations needs, E.g., Work spacing, soundproof, CCTV, access
control.

Outboubnd Distinctive capability


and area of strength
Inbound - Strong
competence and
experience

Oubound telesales
Lead Generations
Soft collections
Field sales and fullfilment

New customer on-boarding


Customer helpdesk
Churn management
Customer satisfaction

Our guiding principles:


Partnering with world leaders in technology: including Avaya and aspect
Using highly reliable server technologies
Focusing on practical systems and technologies
Using only branded and licensed equipment
Tailoring infrastructure to meet client and process needs
Delivering customized CRM oriented solutions

Management Team:

Chief Executive Officer Elizabeth Jacob

She has over 15 years of domestic call center experience, strong understanding of clients
needs and a high degree of initiative and energy in fulfilling those needs. The senior operation team
is comprised of experienced and seasoned managers who have delivered high quality domestic BPO
operations for manyyears.

Chief Finance Officer NageshRao

Director of technology Sanjoo Sharma

Board Of Directors:

Elizabeth Jacob

Michael Octoman

Bharat Sarma

Telecom
Deep experiecne in
telecom process inbound and
outbound.
Full customer
lifecycle
management.
Three of India's
leading telecom
cmpanies as
clients.

Banking
Handled all types of
banking products
and customer
segments.
Servicing banking
since inception ~ 18
years.
Over 15 leading
Indian private and
MNC clients.

Insurance
Strong
understanding of life
insurance process.

Broad set of clients


across life and
general insurance.
Continue to rapidly
grow presence in
this vertical.

Clients of Andromeda:-

Insurance

Banking

Tata AIG Life Insurance

UTI Mutual fund

Tata AIG General


Insurance

Citigroup
ICIC Prudential

Telecom
Vodafone (Complete
Inbound & Outbound)
Idea (Complete
Inbound & Outbound)

Birla Sunlife Insurance


Barclays Bank
Kotak Mahindra Life
Insurance
Bharti AXA Life
Insurance

HDFC Standard Life

Tata Tele Services


(Complete Inbound &
Outbound)
Times Of India
Hindustan times
Thomas Reuters

Braches of the company:


Mumbai
Kalina
Krislon house
Solo Industrial Estate
Solo India
Kanjurmarg

Pune
KPCT A wing
KPCT C wing
Parmar Gallery

Bangalore
Indira Towers
Subiksha Office
BSK

Chennai
Guindy
Ambathur

Delhi
Noida - 1
Noida - 2

Geographical Presence:
Andromeda is present nearly nationwide with centers in Mumbai, Pune, Chennai,
Bangalore and Delhi. There are 14 centers across the country. Andromedas strategy has always
been to set up multiple centers in a city once there is adequate scale to ensure redundancy, flexibility
in operations and multiple options for customers.

Multicity, multicenter operation


Near national coverage
Open to setting up new centers, and new cities

Locations

# of centers

# of seats

FTE's

Mumbai

2500

2600

Pune

1300

2800

Bangalore

500

700

Chennai

400

400

Delhi

200

200

Total

14

4900

6700

2. RESEARCH METHODOLOGY
2.1 RESEARCH PROBLEM

The main limitation of the study is the collection of information.

Company is not having any official website so all the information is gathered through Power
point presentations, Documents etc.

Most of the information was confidential, so they dont want to disclose them.

2.2. WHY IS THIS PROBLEM SIGNIFICANT / NEED FOR THE STUDY

OBJECTIVE OF THE STUDY

A. Broad Objective:
To know over all about the company Andromeda Marketing Pvt. Ltd. and also know each
and every parts of the recruitment and selection process of that company.
B. Specific Objectives:
1.

To focus on major elements of Recruitment and Selection process.

2.

To study and analyze the present Recruitment and Selection process adopted.

3.

To focus on the process of Recruiting and selecting personals.

4.

To focus on the updates and the better methods of modern technique.

5.

To attract the people with multi-dimensional skills and experiences that suite the
present and future organizational strategies.

6.

To induct outsiders with a new perspective to lead the company.

7.

To infuse fresh blood at all levels of organization.

8.

To seek out non-conventional developments grounds of talent.

SCOPE OF THE STUDY


The study is conducted in the organization at Mumbai getting diversified views from different
occupational groups of people with different age groups are surveyed. The study is primarily aimed
to know the recruitment and selection process in Andromeda Marketing Pvt. Ltd, Mumbai is
satisfactory or not. The results of this study will be useful to the organization for improving the
recruitment and selection process in Andromeda Marketing Pvt. Ltd, Mumbai. The results will be
very helpful for the organization to avoid the present problems and improve their standards.

Back Ground of the Study


There is no doubt that the world of work is rapidly changing. As part of an organization then, HRM
must be equipped to deal with the effects of the changing world of work. For them this means
understanding the implications of globalization, technology changes, workforce diversity. Changing
skill requirements, continuous improvement initiatives contingent workforce, decentralized work
sites and employee involvement are the issue for confront.
Now it is a big challenge for the HRM to support the organization by providing the best personnel
for the suitable position in shortest possible time. Starting with recognizing the vacancies and
planning for them is a great task. More over selecting attracting the suitable candidates and selecting
the best person in time is a challenge.
The cost of the recruitment is significant. So, proper planning and formulate those plan is the
task that require more focus and improvement. Equal opportunity and sourcing is also a vital part.

Realizing this need we tried to find the difference and similarities between theoretical Aspects
with the practical steps taken by the company. We took an attempt to demonstrate the feature for the
further improvement.

2.3. RESEARCH METHODOLOGY


A. Type of Research:
To study the recruitment and selection process, the descriptive research type is adopted.
B. Data Sources:
I.

Primary Data:

The primary data was collected from the different departments of employees of Andromeda Marketing
Pvt. Ltd through structured questionnaires followed by personal interview.

II. Secondary Data:


The secondary data was collected through manuals, journals and Internet. Data about the company
profile and other details collected from company records, websites and through personal discussion with
various executives and other employees of the company.
C. Type of sampling:
Proportionate Stratified Random Sampling:
A. Sample Size:
The study was conducted by taking sample of 120 employees.
B. Sample Unit:
The sample unit is the different departments of employees of Andromeda Marketing Pvt. Ltd.

F. Types of Research:
There are four types of research:
1. Exploratory Research:
Exploratory research studies are also termed as formulated research studies. The main purpose of
such studies is that of formulating a problem for more precise investigation of developing the
working hypothesis from an operational point of view.

2.Descriptive Research:
Descriptive research studies, which are concerned with describing the characteristics of particulars
individual, or of a group. The main characteristics of this method are researcher has no control over
the variable, he can only report what has happened or what is happening. The methods of research
utilized in described research are survey methods of all kinds, including comparative and correction
method.

3.Experimental Research:
The most scientifically valid research is experimental research. The purpose of experimental
research is to capture cause-and-effective relationships by eliminating competing explanations of the
observed findings.

4.Panel Research:
Longitudinal studies are based on panel data methods. A panel is a sample of respondents who are
interviewed and then reinter viewed from time to time. Generally, panel data relate to the repeated
measurements of the same variables. Each family included in the panel, records its purchases of a
number of products at regular intervals, say, weekly, or quarterly. Over a period of time, such data
will reflect change in the buying behavior of families.

Research Instrument:
The data collected from questionnaire is utilized for having interaction with the respondents. The free
interaction which took 15-20 min with every respondent facilitated a better understanding of the issues
and also helps verify the responses by the respondents.

G. Questionnaire:
The data was collected with the help of a questionnaire which contains 20 questions. The time given for
filling the questionnaire is approximately 10-15 minutes.

3. TOOLS / TECHNIQUES TO BE USED FOR DATA ANALYSIS

I. Tools of Analysis:
Simple percentage method: Percentage method is used to calculate the opinions of the respondents on
recruitment and selection process.
NUMBER OF RESPONDENTS
FORMULA

__________________________
TOTAL NO. OF RESPONDENTS

* 100

4. LITERATURE REVIEW / RELATED RESEARCH OUTCOMES


CONCEPT OF RECRUITMENT SELECTION

After the identification of need for the number and types of the personnel as indicated by manpower
planning and job analysis, the step is to acquire these personnel this involve location of such personnel,
motivating them to offer themselves for consideration for selection, and selecting the personnel who fit
with organizational and job requirements. The whole process is known as recruitment and selection.

RECRUITMENT;
Recruitment is the process concerned with the identification of sources from where the personnel can
be employed and motivating them to offer themselves for employment. Werther and Davis have defined
this as follows:
Recruitment is the process of finding and attracting capable applicants for employment. The process
begins when new recruits are sought and ends when their applications are submitted. The result is pool
of applicants from which new employees are selected.

SELECTION:
Selection can be conceptualized in terms of selecting the appropriate candidates, or deny the
inappropriate candidates. Selection involves both because it picks up the fits and rejects the unfits. In
facts, in Indian context, there are ore candidates who are rejected than those who are selected in most of
the selection processes.

Therefore, sometimes, it is called a negative process in contrast to positive programme of recruitment. A


formal definition of selection has been provided by Stone as follows:
selection is the process of differentiating between applicants in order to identify (and heir) those with a
great likelihood of success in job.
Selection process assumes and rightly so, that there are more number of candidates available than the
number of candidates actually selected. These candidates are available through recruitment process.
To ensure that our recruitment process is fair and consistent, all candidates who are successful at the
exams are invited for a capability based interview. Interviews are based against capabilities, required for
each position for which the candidate is interviewed for. A capability or competency is an ability
described in terms of skills & behaviors that are essential to effectively perform within a job.
Apart from the educational and academic capability, the chief attributes HDFC SLI looks out for in a
candidate are as follows:

We look out for a candidate who values Integrity

Has a zeal for Excellence

Is focused on Results

Is Self driven and Enthusiastic

Is a good Learner and Team Player

Is dedicated to Customer Satisfaction

RECRUITMENT PROCEDURE
Normally, an organization can fill up its vacancies either through promotion of people available in
the organization or through the selection of people from outside. Thus, there can be two sources of
supply of manpower-external and internal. For all recruitment, a preliminary question of policy
considers the extent to which it wills emphasis external and internal sources. The question is not of
either or but is one of relative importance of both sources because every organization has to fill

up some through promotion and, in the some way, every organization has to fill up some vacancies
through outsiders. Selection of particular source of manpower supply depends on several factors
numerated below:
The policy of taking candidates from outside and inside affects the attitude and action of the
people in the organization. Filling up the position through internal promotion has a favorable
reaction among employees. They are likely to associate themselves with the organization as they
see their future secured in the organization through promotion. However, this may result into
mediocre performance as a guarantee of promotion itself will bring complacency.

The level of socialization required and time taken for that determines the inside or outside source
of recruitment. If the socialization process for an organization operating in a particular industry
takes substantial time, it can prefer internal source of recruitment.
People selected from outside take time to socialize themselves with an organization. For certain
jobs, this process may take considerably longer time. For example, marketing executive of a
consumer product company will take less time in socialization in another consumer product
company but more time in capital goods industry. Same is the case with production people but
finance people may take same time in spite of the differences and similarities of organization. The
need for originality and new ideas also affect new policy. The organizations which place high
importance on these factors go for outsides sources. Similarly, the organizations which grow
through diversification give more importance to outside sources as existing people may not be
fully equipped to handle new business.
These factors are considered while determining the sources of recruitment. While vacancies
through internal sources can be filled up either through promotion or transfer, recruiters tend to
focus their attention on outside sources. Normally following outside sources are utilized for
different position;

Advertisement: Advertisement is most effective means to search potential employees from


outside the organization. Employment advertisement in journals, newspaper, bulletins, etc, is
quite common in our country. By means of advertisement, the organization able to communicate
its requirement of people some of whom may be its prospective employees. An advertisement
contains brief statement of the nature of the jobs, the type of people required, and procedure for
applying for these jobs.
On campus recruitment: many organization conduct preliminary search of prospective employees
by conducting interviews at the campuses of various institutes, universities and colleges. This
source is quite useful for selecting people to the post pf management trainees, technical super
supervisor, scientist and technicians. The organizations hold preliminary interviews on the
campus on the predetermined date and candidates found suitable are called for further interviews
at specified place.
Labour union: in many organizations, lobour unions are used as source of manpower supply,
though at the lower levels. The idea behind employee recommendations as a source of potential
applicants is that present employees may have specific knowledge of the individuals who may be
their friends, relatives, or acquaintances. If the present employees are reasonably satisfied with
their jobs, they communicate their feelings to many people in their communities.
Employment agencies: many organizations get the I formation about the prospective candidates
through employment agencies. In our country two types of employment agencies are operating:
Public employment agencies
Private employment agencies
Though both of these perform activities regarding
employment suggestions to their clients, often they differ
considerably:

Public employments agencies- there are employment exchange run by the government all most in
all district. The employment seekers get themselves registered with these exchanges. Normally
such exchanges provide candidates for lower positions like semi skilled and skilled workers, and
lower level operatives like clerks, juniors supervisors, etc.

Private employment agencies- there are consultancy and employment agencies like ABC
consultants, personnel and productivity services etc., which provide employment services
particularly for selecting higher level and middle level executives. These agencies also take total
function of recruiting and selecting personnel on behalf of various organizations. They charge fee
for this purpose.
Deputation: Many organizations take people on deputation from other organization. Such people
are given choice either to return to their original organization after a certain time or to opt for
present organization. At the initial development of public sector organizations, this source is quite
common for filling managerial vacancies in these organizations. People from civil and defense
services were put on deputation in these organizations. Organizations promoted by various
industrial groups also us this source to fill higher managerial positions. People working in one
organization are deputed in another belonging to same industrial house.
Employee recommendations: employee recommendations can be considered to employee
personnel particularly at the lower levels. The idea behind employee recommendation as a source
of potential applicants is that the present employees may have specific knowledge of the
individuals who may be their friends, relatives and acquaintances. If the present employees are
reasonably satisfied with their jobs, they communicate their feeling to many person in their
communities.

Gate hiring: the concept of gate hiring is to select people who approach on their own for
reemployment in the organization. This happens mostly in the case of unskilled and semi skilled
workers. Gate hiring is quite useful and convenient at the initial stage of the organization when
large number of people may be required in the organization. It can be made effective by the

prompt disposal of applications, by providing information about organization policy and


procedure regarding such hiring and providing facilities to such gate callers.
It is not that particular organization will utilize all sources of employ people of all types. Some of
sources are more useful for particular category of employees. For example, advertisement and
deputation are more useful for employing managerial personnel. Similarly labour union and gate
hiring are more suitable to employ labour and unskilled person. Utilization of various sources of
recruitment should be evaluated in terms of the degree of success in obtaining competent people.
Post record in this context may be useful indicators. Since there are different category of
employee to be selected, different sources of recruitment are used. For example, according to the
study by Rudravasavaraj, a public sector undertaking in heavy engineering recruited its nonsupervisory staff through:

employment exchange

external advertisement

internal advertisement

central training institute

introduction by liaison officer of the undertaking

deputation of personnel

transfer from other public sector undertaking


According to this study, the major sources of recruitment in public sector undertaking are in the
following order:

casual caller or employment seeker

newspaper advertisement

schedule cast and schedule tribes

employment exchanges

other public undertaking

internal advertisement

displaced persons

relatives and friends of present employees

employee recommendation

colleges and universities


The major sources of recruitment for private sector of organizations are:

advertisement

employment exchanges

relatives and friends

casual caller
employee recommendation

RECRUITMENT
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 known as recruitment. It includes finding and developing the sources of
prospective employees and attracting them to apply for the jobs in an organization.
DEFINITION:
Recruitment can be defined as A process to discover the sources of man power 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. The
process of searching for prospective employees and stimulating them to apply for jobs in the
organization.
Recruitment is the process of identifying that the organization needs to employ someone
up to the point at which application forms for the post have arrived at the organization.
Selection then consists of the processes involved in choosing from applicants a suitable
candidate to fill a post. Recruiting individuals to fill particular posts within a business can be

done either internally by recruitment within the firm, or externally by recruiting people from
outside.

INTERNAL RECRUITMENT

Internal recruitment is when a job vacancy is filled by one of the employee from within the
organization. Internal vacancies are advertised within the organization through staff notice board
or intranets or even during staff meeting. It helps in giving existing employees a good opportunity
to advance in their careers in the organization.

Advantages of Internal Recruitment:

The advantages of internal recruitment are that Considerable savings can be made. Individuals
with inside knowledge of how a business operates will need shorter periods of training and time for
'fitting in'.

The organization is unlikely to be greatly 'disrupted' by someone who is used to working with others
in the organization.

Internal promotion acts as an incentive to all staff to work harder within the organization.

From the firm's point of view, the strengths and weaknesses of an insider will have been assessed.

There is always a risk attached to employing an outsider who may only be a success 'on paper'.

The disadvantages of recruiting from within:

You will have to replace the person who has been promoted.

An insider may be less likely to make the essential criticisms required to get the company working
more effectively.

Promotion of one person in a company may upset someone else.


EXTERNAL RECRUITMENT:
External recruitment is a type of recruitment where organizations rely on suitable applicants
from outside the organization to fill a vacancy. Methods of external recruitment include;
headhunting, advertisements, data base search on job sites and contract staffing.

Advantages of External Recruitment:

It makes it possible to draw upon a wider range of talent, and provides the opportunity to bring new
experience and ideas in to the business.

Disadvantages of External Recruitment:

It is more costly and the company may end up with someone who proves to be less effective in
practice than they did on paper and in the interview situation.

Sources of Recruitment

Sources of Recruitment

INTERNAL RECRUITMENT

1. Promotion
2. Departmental Exam

EXTERNAL RECRUITMENT

1. Management consultant
2. Employment agency

3. Transfer

3. Campus Recruitment

4. Retirement

4. Newspaper Advertisement

5. Internal Advertisement

5. Internet Advertisement

6. Employee Recommendation

6. Walk in interview

Sources are those where prospective employees available like employment exchanges.
Management has to fine and develop the sources for Recruitment as early as possible because of
high rate of time-lapse. The sources of recruitment are broadly divided into.

I. Internal sources
II. External sources

OBJECTIVES OF RECRUITMENT

To attract the people with multi-dimensional skills and experiences that suite the present and future
organizational strategies

To induct outsiders with a new perspective to lead the company

To infuse fresh blood at all levels of organization

To devise methodologies for assessing psychological traits

To seek out non-conventional developments grounds of talent

To design entry pay that competes on quality but not on quantum

To anticipate and fine people for positions that does not exist yet.

FACTORS AFFECTING RECRUITMENT:

Performing the function of recruitment i.e., increasing the selection ration is not as easy it
seems to be. This is because of hurdles created by internal and external factors, which influence an
organization. The activity of recruitment that is searching for prospective employees is affected by
many factors. Organization policy pc all candidates
Influence of vacancies of candidates based on community, sex, caste, recommendations etc.
The following are the Internal factors and External factors which effects the Recruitment.

The Internal Factors:

Company policy

Company size

Quality of work life, culture

Companys name and fame

Company growth rate

Cost of recruitment
The external factors:

Socio economic factors

Supply and demand rate

Labor market conditions

Unemployment rate

Employment exchanges

Internal Sources:
The organization prefers this internal source to external source to some extent for the following
reasons.
1.Internal recruitment can be used as technique for motivation.
2. Morale of the employee can be increased
3.Suitability of internal candidates can judged easily when compared to external candidates.
4.Cost of selection can be minimized.
5.Trade unions can be satisfied

The following are the Internal source of the recruitment:


1.Present employees: Organization considers this internal source for higher-level jobs
because organization can select a prospective candidate suitable that job. The candidate
already knows the policies of the organization and he/she easily follows policies and it
minimizes the period of adoptability to the organization.

2. Former employees: Former employees mean retired persons. Organization shows


interest in accepting the references or recommendations from retired people because they
have got lot of experience and they know what kind of candidate it is looking for.

3.Employee referrals: These employees act as representatives and simulate the


candidate to apply for the jobs in the organization.

4.Former applicants: Former applicants are those who already applied for a job in an
organization and that organization considers these former applicants with the present
applicants for recruitment.

EXTERNAL SOURCE:
External sources are those which are out the organization. Organization search for the
required candidates from these sources for the following reasons.

Selection:
Introduction:
Selection is a process of choosing right candidate among all applicants, at right place
at right time and right job. It is the process of selecting a qualified person who can
successfully do a job and deliver valuable contributions to the organization. The term can be
applied to many aspects of the process, such as recruitment, selection, hiring, and
acculturation. However, it most commonly refers to the selection of workers. A selection
system should depend on job analysis. This ensures that the selection criteria are job related.
Personnel selection systems employ evidence-based practices to determine the most qualified
candidates and involve both the newly hired and those individuals who can be promoted from
within the organization.

Steps in Selection Process

Selection process or selection procedure involves a series of steps to be followed for


choosing the suitable person for the vacant job. This process starts after recruitment and
divides the candidates in two parts those who will be offered job and those will not be. There
is a need of well-organized selection process because only then right type of candidate can be
selected and unsuitable candidates are rejected. The selection process varies from
organization to organization and even from department to department within the same
organization. Like in some organizations medical examination is done after final selection
while in other it may be done before final selection. However every organization designs the
selection process as per its need.

Steps in Selection process:

Page 49

1.

Preliminary interview:
The selection process generally starts with this step where the totally unsuitable

applicant is eliminated. Thus the organization is saved from the expenses of processing the
applicant through the remaining steps of selection. The candidates who pass this step are only
asked to fill the application form.

2. Receiving applications:
After passing the preliminary interview the candidate is asked to fill the standard
application form. The application form generally consists the information about the age,
qualification, experience etc. of the candidate on the basis of which the interviewer gets the
idea about the candidate and this information also helps in formulating questions.

3. Screening of applications:
After receiving the applications the screening committee screens the applications.
Only the candidates who qualify the criteria of the screening committee are called for the
interview. Usually the candidates selected for interview are four to six times than the number
of posts. Interview letter is sent to them or they are called telephonically.

4. Employment test:
After getting the interview letter and before going to the interview there is one more
step and that isthe employment tests. These tests are done to check the ability of the
candidate. These tests vary fromorganization to organization and change as per the need of
the particular job. these tests areintelligence tests, aptitude tests, trade tests, interest test,

Page 50

personality tests etc. these tests must bedesigned properly otherwise they will not good
indicator of one knowledge.

5. Employment interview:
The candidates who qualify the above tests are called for the employment interview. This
interview isdone to get more information about the candidate, to give him the actual picture
of what is requiredfrom him, to check the communication skill of the candidate etc. for senior
position post; a panel isprepared who take the interview. At the end of interview of each
candidate the members of paneldiscuss about the candidate and give him the grades.There
may be direct interview or indirect interview. The interview should be conducted in a room
freefrom the noise and disturbance only than the candidates will be able to speak freely and
frankly.

6. Checking references:
Before selecting the employ the prospective employee generally look out for the referees
given by thecandidate. To check about the candidates past record, reputation, police record
etc.

7. Physical examination:
The organizations generally prefer medical examination to be incurred of the person to avoid
time and expenditure spend on the medically unfit person. Sometimes the organization may
ask the candidate to get them examined from the medical expert.

Page 51

8. Final selection:
After all these steps the candidate is selected finally. He is appointed by issuing appointment
letter. Initially he is appointed on probation basis after finding his work satisfactory he is
appointed as permanent employee of the organization or otherwise he may be
terminated. Thus, all the above said steps of selection are important for the appointment of
right kind of person for the right job.

Page 52

5.DATA ANALYSIS & INTERPRETATION


1. Through which media you came to know that the Andromeda Marketing Pvt. Ltd. is
having vacancies?
Opinion

Respond

Sl. No.

Percentage

ent

News Papers

50

42

Employment Exchange

10

Educational Institutions

12

10

Through consultants

38

32

Any others

10

120

100

Total

42

News Papers

10

Employment Exchange Through consultants

Any others

INTERPRETATION: From the above table, it is revealed that Andromeda Marketing


Pvt. Ltd. is displaying its vacancies mostly by using the media of Newspapers and through
consultants for recruitment of their employees. It is also seen that it also seen that they are
displaying the list of vacancies in employment exchanges and educational institutions.

Page 53

2. Do you feel that your organization follows definite recruitment procedure?


Sr.

Opinion

Respondent

Percentage

No.
1

Strongly Agree

29

24

Agree

72

60

Neutral

19

16

Disagree

Strongly disagree

120

100%

Total

60

24
16

Strongly Agree

Agree

Neutral

Disagree

Strongly
disagree

INTERPRETATION: From the above table, it is revealed that most of the employees have
agreed that the Andromeda Marketing Pvt. Ltd. is following a definite procedure for
recruitment of their employees.

Page 54

3. If so, then the recruitment is:


Sl.

Opinion

Respondent

Percentage

No.
1

Regular

103

86

Periodical

17

14

120

100%

Total

14

Regular
Periodical
86

INTERPRETATION: From the above table, it is revealed that 86% of employees have
opinioned that the Andromeda Marketing Pvt. Ltd. is recruiting their employees from time to
time after arising of vacancies.

Page 55

4. If regular, then how often:


Sl.

Opinion

Respondent

Percentage

No.
1

Half year

29

24

Yearly

26

22

Once in two years

29

24

Above two years

36

30

120

100%

Total

30
24

Half year

22

Yearly

24

Once in two years Above two years

INTERPRETATION: From the above table, it is revealed that Andromeda Marketing Pvt.
Ltd. is recruiting the candidates against the vacancies over a particular period of time based
on number of vacancies i.e. half yearly/yearly/two years.

Page 56

5. If periodical, then how often:


Sl.

Opinion

Respondent

Percentage

No.
1

Need based

63

52

Random based

14

12

Other methods

43

36

120

100%

Total

36
Need based
52

Random based
Other methods

12

INTERPRETATION: From the above table, it is revealed that Andromeda Marketing Pvt.
Ltd. is recruiting the candidates for a particular period of time based on the arising of number
of vacancies.

Page 57

6. Through which source personnel are recruited in your organization?


Sl.

Opinion

Respondent

Percentage

No.
1

Internal

62

52

External

14

12

Both

44

36

120

100%

Total

36

Internal
52

External
Both

12

INTERPRETATION: From the above table, it is revealed that 52% of employees have
agreed that the Andromeda Marketing Pvt. Ltd. is using Internal candidates as a source for
recruitment of the candidates.

Page 58

7.

If internal then through:


Sl.

Opinion

Respondent

Percentage

No.
1

Employee referrals

60

50

Internal promotions

38

32

Transfer

All the above

16

14

120

100

Total

50
32
14
4
Employee referrals

Internal
promotions

Transfer

All the above

INTERPRETATION: From the above table, it is revealed that 50% of respondents have
opinioned that Andromeda Marketing Pvt. Ltd. is recruiting the candidates from internal
source as per employees referrals.

Page 59

8.If external then through:


Sl.

Opinion

Respondent

Percentage

22

18

45

38

41

34

12

10

120

100%

No.
1

Advertising

Employment
exchange

Campus placement

Walk-ins

All the above


Total

38

34

18
10
0
Advertising

Employment exchange
Campus placement

Walk-ins

All the above

INTERPRETATION : From the above table, it is revealed that 38% of employees have
opinioned that while recruiting the candidates through external sources the Andromeda
Marketing Pvt. Ltd. is recruiting through employment exchange, 34% have opinioned that
through Campus placement and 18% have opinioned that through Advertisement.

Page 60

9. Through which interview method you have been selected or recruited in the
organization?

Sl.

Opinion

Respondent

Percentage

No.
1

Walk-in-interview

19

16

Face to face interview

96

80

Telephone Interview

Other methods of
0

120

100%

interview
Total
80

16
4
Walk-in-interview

Face to face interview

Telephone Interview Other methods of interview

INTERPRETATION: From the above table, it is revealed that 80% respondents have
agreed that face to face interview methodis used in selection/recruitment of the candidates in
the organization.

Page 61

10. Which source of recruitment do you find is more efficient?


Sl.

Opinion

Respondent

Percentage

No.
1

Internal

14

12

External

79

66

Both

27

22

120

100%

Total

22

12

Internal
External
Both
66

INTERPRETATION: From the above table, it is revealed that 66% of respondents have
opinioned that external source of recruitment is more efficient.

Page 62

11. On which factor the company emphasized most while selecting you?
Sl.

Opinion

Respondent

Percentage

No.
1

Qualification

93

78

Experience

Qualification &
Experience

22

18

As a local

120

100%

Total

78

18
4
Qualification

Experience

0
Qualification &
Experience

As a local

INTERPRETATION: From the above table, it is revealed that 78% of employees have
agreed that they have been selected in the organization based on the Qualifications only.
Little bit of employees i.e. 18% have opinioned that they have been selected based on
qualification and experience.

Page 63

12.

In your point of view which of the following factor should be considered while selecting
a candidate?
Sl.

Opinion

Respondent

Percentage

106

88

12

10

management

Any other specify

120

100%

No.
1

Qualification & Skills

Experience &
Qualification

Efficiency of

Total

88

10

Qualification &
Skills

Experience &
Qualification

Efficiency of
management

Any other specify

INTERPRETATION: From the above table, it is revealed that from the employees point of
view they have (88%) opinioned that while selecting a candidate both Qualification and
Skills are to be considered. So, it is revealed that different Skills are also to be developed
along with their qualifications to perform the job in a better way.

Page 64

13. Is it right procedure to Recruit & Select the persons at all the levels of the
management?

Sl.

Opinion

Respondent

Percentage

No.
1

Yes

120

100

No

120

100%

Total

100

0
Yes

No

INTERPRETATION: From the above table, it is revealed that 100% of respondents have
agreed that it is the right procedure to select/recruit the persons at all the levels of the
management.

Page 65

14. Sons of Soil are given importance in your organization. Comment.


Sl.

Opinion

Respondent

Percentage

No.
1

Strongly Agree

46

38

Agree

62

52

Neutral

Disagree

Strongly disagree

120

100%

Total

52
38

6
0
Strongly Agree

Agree

Neutral

Disagree

4
Strongly
disagree

INTERPRETATION: From the above table, it is revealed that 38% of respondents and 52%
of respondents have agreed that Sons of Soil are given importance in their organization.

Page 66

15. Are you satisfied by the recruitment procedure in your organization?


Sl.

Opinion

Respondent

Percentage

No.
1

Yes

118

98

No

120

100%

Total

Yes
No

98

INTERPRETATION: From the above table, it is revealed that 98% employees have agreed
that they are satisfied with the existing recruitment procedure in their organization.

Page 67

16. If yes, what is the satisfactory rate?


Sl.

Opinion

Respondent

Percentage

No.
1

Very good

46

38

Good

74

62

Fail

Not good

120

100

Total

62

38

Very good

Good

Fail

Not good

INTERPRETATION: From the above table, it is revealed that 100% of employees agreed
that their satisfaction is very good/good with the existing recruitment procedure in their
organization.

Page 68

17. There is a benefit in recruiting candidates through internal sources of organization:


Sl. No.

Opinion

Respondent

Percentage

Agree

92

76

Disagree

Strongly Agree

14

12

Strongly disagree

Cant Say

12

10

120

100%

Total

76

12
2
Agree

Disagree

10
0

Strongly Agree Strongly disagree

Cant Say

INTERPRETATION: From the above table, it is revealed that 88% of respondents have
agreed that recruiting candidates through internal sources is benefit to organization. From the
above it is found that internal source of recruitment is better than the external source.

Page 69

18. Personnel preparation of a candidate is essential after selection.


Sl.

Opinion

Respondent

Percentage

No.
1

Agree

79

66

Disagree

10

Strongly Agree

24

20

Strongly disagree

Cant Say

120

100%

Total
66

20
8
2
Agree

Disagree

Strongly Agree Strongly disagree

4
Cant Say

INTERPRETATION: From the above table, it is revealed that 86% of respondents have
agreed that Personnel preparation of a candidate is essential after selection.

Page 70

19. It is good to follow same recruitment procedures to select executives and regular
staff in your organization.
Sl.

Opinion

Respondent

Percentage

No.
1

Agree

78

64

Disagree

Strongly Agree

38

32

Strongly disagree

Cant Say

120

100%

Total
64

32

2
Agree

Disagree

Strongly Agree

Strongly disagree

Cant Say

INTERPRETATION: From the above table, it is revealed that 96% respondents have
opinioned that it is good to follow same recruitment procedures to select executives and
regular staff in your organization.

Page 71

6 FINDINGS

Andromeda Marketing Pvt. Ltd is displaying its vacancies mostly by using the media of
newspapers and through consultants.

78% of employees have agreed that they have selected in the organization based on the
qualification and 18% have opinioned that they have selected based qualification and
experience.

88% of employees opinioned that while selecting a candidate both qualification and skills.

Andromeda Marketing Pvt.Ltd is recruiting the candidates for a particular period of time
based on the arising of number of vacancies.

52% employees have agreed that the Andromeda Marketing Pvt.Ltd is using internal
candidates.

38% employees have agreed that the Andromeda Marketing Pvt.Ltd is using external
sources.

42% have opinioned that candidates recruited directly from education institutions are
efficient 36% of respondents have opined that candidates recruited based on experience are
efficient.

96% respondents have opinioned that it is good to follow same recruitment procedures to
select executives and regular staff in the organization.

Page 72

7 SUGGESTIONS

Necessary induction programs are to be conducted after selection of the candidates.

There should be more focus on proper training to the newly recruited officers.

The Management should give promotions based on both merit and seniority.

Andromeda Marketing Pvt. Ltd should provide traveling allowances to the candidates who
attends the test or interviews.

Page 73

8 CONCLUSION

From the above findings the following conclusions can be drawn:

Most of the respondents responded that recruitment and selection process at Andromeda
Marketing Pvt. Ltd Limited is good.

The company has to focus on sources and methods of recruitment, communication to short
listed candidates, type of tests, interview processes.

Page 74

9 LIMITATIONS

The main limitation of the study is the collection of information.

Company is not having any official website so all the information is gathered through Power
point presentations, Documents etc.

Most of the information was confidential ,so they dont want to disclose them.

Page 75

10 BIBLIOGRAPHY

Books:
Human resource management

-by Subbarao

Human resource and Personnel management

-by Aswathappa

ResearchMethodology

-by C.R Kothari

COMPUTERWEBSITE
Wikipedia-The Encyclopedia (www.wikipedia.com)
www.boundless.com
www.managementation.com
www.mgmtforbest.blogspot.in
www.andromedabpo.com
www.scribd.com
www.sevensteprpo.com

Page 76

QUESTIONNAIRE
1. Through which media you came to know that the Andromeda Marketing Pvt. Ltd. having
vacancies.
1. News Papers
2. Employment Exchange
3. Educational Institutions
4. Trough consultants
5. Any others specify

2. Do you feel that your organization follows definite recruitment procedure.


1. Strongly Agree
2. Agree
3. Neutral
4. Disagree
5. Strongly disagree

Page 77

3. If so, then recruitment is:


1. Regular
2. Periodical

4. If regular, then how often:


1. Half year
2. Yearly
3. Once in two years
4. above two years

5. If periodical, then how often


1. Need based
2. Random based
3. Other methods
6. What are the sources of recruitment in your organization?
1. Internal
2. External
3. Both

Page 78

7. If internal, then through:


1. Employee referrals
2. Internal promotions
3. Transfer
4. All the above

8. If external, then through:


1.

Advertising

2.

Employment exchange

3.

Campus placement

4.

Walk-ins

5.

All the above

9. Through which interview method you have been selected or recruited in the
organization?
1. Walk-in-interview
2. Face to face interview
3. Telephone Interview
4. Other methods of interviews

Page 79

10. Which sources of recruitment do you find is more efficient?


1.

Internal

2.

External

3.

Both

11. On what basis you are selected by this company.


1. Qualification
2. Experience
3. Qualification & Experience
4. As a local

12. In your point of view which of the following should be considered while selecting a
candidate
1. Qualification & Skills
2. Experience & Qualification
3. Efficiency of management
4. Any other specify

Page 80

13. Is it right procedure to select / recruit the persons at all the levels of the management
1.

Yes

2.

No

14. Sons of Soil are given importance in your organization


1. Strongly Agree
2. Agree
3. Neutral
4. Disagree
5. Strongly disagree

15. Are you satisfied by the recruitment procedure in your organization


1. Yes
2. No

16. If yes, what is the satisfactory rate


1. Very good
2. Good
3. Fail
4. Not good

Page 81

17. Recruiting candidates through internal sources is benefit to organization


1. Agree
2. Disagree
3. Strongly Agree
4. Strongly disagree
5. Cant Say

18. Getting more applications for a job shows efficiency of the Management.
1. Agree
2. Disagree
3. Strongly Agree
4. Strongly disagree
5. Cant Say

19. Personnel preparation of a candidate is essential after selection.


1. Agree
2. Disagree
3. Strongly Agree
4. Strongly disagree
5. Cant Say

Page 82

20. It is good to follow same recruitment procedures to select executives and regular
staff in your organization.
1. Agree
2. Disagree
3. Strongly Agree
4. Strongly disagree
5. Cant Say

Page 83

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