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ANDROMEDA MARKETING PVT. LTD.
A PROJECT REPORT
Submitted by
Name: Ankita Saxena
Roll Number: 1208028892
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.
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.
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.
8-16
2. COMPANY PROFILE
17-27
3. RESEARCH METHODOLOGY
28-33
34
35-52
53-71
7. FINDINGS
72
8. SUGGESTIONS
73
9. CONCLUSION
74
10. LIMITATIONS
75
11. BIBLIOGRAPHY
76
12. QUESTIONNAIRE
77-83
LIST OF TABLES
53
54
55
56
57
58
59
60
61
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
66
67
68
69
70
71
1. INTRODUCTION
1.1 INDUSTRY PROFILE
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
.
MANAGERIAL
FUCNTIONS
OPERATIVE
FUNCTIONS
Planning
Organising
PROCUREMENT
DEVELOPMENT
COMPENSATION
INTEGRATION
Directing
MAINTENANCE
Controlling
PROCUREMENT
JOB ANALYSIS
RECRUITMENT
SELECTION
INDUCTION
PLACEMENT
TRANSFER
PROMOTION
DEVELOPMENT
PERFORMANE APPRAISAL
TRAINING
EXECUTIVE DEVELOPMENT
COMPENSATION
JOB EVALUATION
PAY ROLL
INTEGRATION
MOTIVATION
JOB SATISFACTION
GREVANCE REDRESSAL
COLLECTIVE BARGAINING
CONFLICT MANAGEMENT
DISCIPLINE
MAINTAINANCE
HELATH
SAFETY
WELFARE
Downsizing
Enhancing productivity.
Demographic changes
Diversity of backgrounds
Age distributions
Gender distribution
Cultural changes
Employment
Compensation/ benefits
Employee relations
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.
Effective communication
General Managers may perform HRM functions, HRM activities may be outsourced, or a
Benefits include
An absence of bureaucracy
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
HRM also involves considering the needs of employees families when they are sent overseas.
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.
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.
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
Name of Director
Elizabeth Jacob
Year Of Establishment
2000
4.5 Crores
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.
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.
Oubound telesales
Lead Generations
Soft collections
Field sales and fullfilment
Management Team:
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.
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.
Clients of Andromeda:-
Insurance
Banking
Citigroup
ICIC Prudential
Telecom
Vodafone (Complete
Inbound & Outbound)
Idea (Complete
Inbound & Outbound)
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.
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
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.
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.
2.
To study and analyze the present Recruitment and Selection process adopted.
3.
4.
5.
To attract the people with multi-dimensional skills and experiences that suite the
present and future organizational strategies.
6.
7.
8.
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.
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.
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.
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
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.
Is focused on Results
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;
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
employment exchange
external advertisement
internal advertisement
deputation of personnel
newspaper advertisement
employment exchanges
internal advertisement
displaced persons
employee recommendation
advertisement
employment exchanges
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.
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'.
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.
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.
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 anticipate and fine people for positions that does not exist yet.
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.
Company policy
Company size
Cost of recruitment
The external factors:
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
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.
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
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
Any others
Page 53
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
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
Opinion
Respondent
Percentage
No.
1
Half year
29
24
Yearly
26
22
29
24
36
30
120
100%
Total
30
24
Half year
22
Yearly
24
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
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
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.
Opinion
Respondent
Percentage
No.
1
Employee referrals
60
50
Internal promotions
38
32
Transfer
16
14
120
100
Total
50
32
14
4
Employee referrals
Internal
promotions
Transfer
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
Opinion
Respondent
Percentage
22
18
45
38
41
34
12
10
120
100%
No.
1
Advertising
Employment
exchange
Campus placement
Walk-ins
38
34
18
10
0
Advertising
Employment exchange
Campus placement
Walk-ins
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
96
80
Telephone Interview
Other methods of
0
120
100%
interview
Total
80
16
4
Walk-in-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
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
120
100%
No.
1
Experience &
Qualification
Efficiency of
Total
88
10
Qualification &
Skills
Experience &
Qualification
Efficiency of
management
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
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
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
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
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
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
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
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
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
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
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
-by Aswathappa
ResearchMethodology
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
Page 77
Page 78
Advertising
2.
Employment exchange
3.
Campus placement
4.
Walk-ins
5.
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
Internal
2.
External
3.
Both
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
Page 81
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
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