PROJECT REPORT

ON

STUDY ON HUMAN RESOURCE MANAGEMENT PRACTICES

A2P SOLUTIONS

Submitted in partial fulfilment of the requirements

for the award of the degree of

Bachelor of Business Administration (BBA)

To
GuruGobindSinghIndraprasthaUniversity, Delhi

Submitted by: Siddharth mehrotra

Roll no. : 35924401715

Guide: Ms.Neeti Chopra

Institute of Innovation in Technology & Management,

New Delhi – 110058

Batch (2015-2018)

1
 Certificate

I, Mr.Siddharth mehrotra, Roll No.35924401715 certify that the Project Report BBA-

311) entitled “Study on Human resource management practices” is done by me and it is

an authentic work carried out by me at Skin Secrets. The matter embodied in this project

work has not been submitted earlier for the award of any degree or diploma to the best of

my knowledge and belief.

Signature of the Student:

Date:

Certified that the Project Report (BBA-311) entitled “Study on Human resource

management practices” done by Mr.Siddharth mehrotra, Roll No. 35924401715, is

completed under my guidance.

Signature of the Guide

Name of the Guide: Ms.Neeti Chopra

Designation: Asst. Professor

Date:

Countersigned

(Director / Project Coordinator)

2
 ACKNOWLEDGEMENT

I hereby acknowledge all those who directly or indirectly helped me to draft the project

report. It would not have been possible for me to complete the task without their help and

guidance.It is I would like to express my special gratitude to my teacher Ms.Neeti chopra

who gave me golden opportunity to do this wonderful major project on the topic “Study

on Human Resource Management Practices”, which also helped me in doing a lot of

Research and I came to know about so many new things I am really thankful to them.

I am thankful to all those persons who co-operated with me. They not only rendered time
out of their busy scheduled but also answered my queries without hesitation.

I must mention my hearty gratitude towards my family, other faculties and friends who
supported me to go ahead with the project.

Siddharth mehrotra

3592440175

3
 TABLE OF CONTENT

S No Topic Page No

1 Certificate (s) 2

2 Acknowledgements 3

3 List of Tables 4

4 Chapter-1: Introduction 7

5 Chapter-2: Research Methodology 8

6 Chapter-3: Data Presentation & Analysis 27

7 Chapter-4: Summary and Conclusions 38

8 Lessons Learnt during Summer Internship 39

8 References/Bibliography 40

12 Appendices 42

4
EXECUTIVE SUMMARY

In today’s cooperate and competitive world, I find that software industry has the

maximum growth potential as compared to the other sector. Software has the maximum

growth rate of 70-80% while other sectors have maximum 30-40%. The growth potential

attracts individuals to enter this sector and A2P SOLUTION Company has given me the

opportunity to get a perk of highly competitive and enhancing sector. The awareness

related to software project is high but low in rural areas.

A2P SOLUTIONS is a start-up SOFTWARE company founded in 2014 by Ajay

Sharma. The company is registered in India, but has its headquarters in Delhi, India. A2P

SOLUTIONS has developed much software like ERP(Enterprise Resource Planning),

Web and Mobile projects which manages the resources efficiently and produce maximum

output.

A2P SOLUTIONS deals in all kind of software products, web technologies, mobile

applications .It's a start up with an idea of paperless office and has a vision of save trees

through technology.

The major factors affecting the purchase of software product are trust, product feature,

and relationship with customers and best service to customer. Firms like Flipkart, Snap

deal are still favored only because of their reputation which they have develop through

years of experience and service. People find it hard to have faith in new startups. Their

job is really hard. People are now getting aware of the importance of software and web

5
technologies they want to reduce their load through software and web technologies but all

they need a trustable brand which can provide a genuine product to them. The masses in

urban cities like Delhi have started comparing the software products, while talking to

different people ,I found that their purchase decision are highly influenced by their

colleagues. They purchased the software when need it most or they have a vision. In my

opinion awareness to software's can be increases by organizing various camp, sending

mails or through free counseling for interested people.

Once you have identified the technical skills and job attributes you are seeking in a new

employee, you should consider the most effective way to identify and assess these in

candidates. Go over the position description, point by point, and ask yourself, "How best

can I learn about the applicant's ability to perform this function?"

The job interview will be a primary source of information about applicants. However, it

may not be the best source for some information. A job reference may be the most

effective way to learn about dependability, follow through, and ability to get along with

coworkers. Written application materials may provide insight into educational

background and general written communication skills.

6
 CHAPTER 1: INTRODUCTION

There is a growing body of evidence supporting an association between what are termed

high performance or high commitment human resource management (HRM) practices

and various measures of organizational performance. However, it is not clear why this

association exists. This paper argues that to provide a convincing explanation of this

association we need to improve our theoretical and analytic frameworks in three key

areas. These are the nature of HRM, and especially the rationale for the specific lists of

HR practices; the nature of organizational performance; and the linkage between HRM

and performance. A model is presented within which to explore these linkages. The

existing literature on HRM and performance is reviewed in the light of this analysis to

identify key gaps in knowledge and help to focus further the research priorities.

OBJECTIVE OF THE STUDY

 To study the "recruitment and selection policy followed in A2P SOLUTION.

 To study the various sources of recruitment followed in A2P SOLUTION.

 To learn what is the process of recruitment and selection that should followed.

 To study the method of A2P SOLUTION.

7
 CHAPTER 2: RESEARCH METHODOLOGY

Business research is a systematic enquiry that provides information to guide business

decision and aimed to solve managerial problems. Business research is of recent origin

and it is largely supported by business organizations that hopes to achieve competitive

advantages Research Methodology is a way to systematically solve the problems, It may

be understood as a science of studying how the research is done scientifically. It includes

the overall research design, the sampling procedure, data collection method and analysis

procedure.

DESCRIPTIVE RESEARCH

Descriptive research study includes surveys and fact-finding enquires of different kinds,

which help the researchers to describe the present situation that makes the analysis about

the effectiveness of employee satisfaction among the employees and helps to reach the

objectives.

SAMPLINGTECHNIQUE

Sampling design is to clearly define set of objective, technically called the universe to be

studied. This research has infinite set of universe and the sampling design used in this

study is non-profitability sampling-convince sampling.

8
LIMITATION OF THE STUDY

This study was conducted with less sample size due to time constraint and the survey was

conducted only in Delhi, so the research findings may not be generated. Some of the

customers are reluctant to give full information, this leads to bias and may not reflect the

true picture. The observations are only based on current situation, as it could change in

future.

RESEARCH PROCESS

The research process has four different distinct yet interrelated steps for research analysis

it has a logical and hierarchical ordering.

 Determination of information research problem.

 Development of appropriate research design.

 Execution of research design

 Communication of results.

Each step is viewed as a separate process that includes a communication of task,

step and specific procedure. The steps undertake are logical, objective, systematic,

reliable, valid and ongoing.

9
SAMPLESIZE

I have targeted 50 employees in the age group above 25 years for the purpose of

the research. The target population represents the Delhi City regions. The people

were from different professional backgrounds. The details of our sample are

explained in chapters named primary research where the divisions are explained

in demographic sections.

SOURCES OF DATA COLLECTION

PRIMARY DATA

Primary data was collected through survey method by distributing questionnaires

to branch manager and other sales manager. The questionnaires were carefully

designed by taking into account the parameters of my study.

SECONDARY DATA

Data was collected from books, magazines, web sites, going through the records

of the organizations, etc. It is the data which has been collected by individual or

someone else for the purpose of other than those of our particular research study.

SAMPLINGPLAN

SAMPLING PLAN: Unit was also 50 respondents of A2P SOLUTION

Work area: Delhi city, Karampura, Delhi-110034

Sampling unit: Individual owners of A2P SOLUTION.

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COOPERATE PROFILE

The project report title "STUDY OF RECRUITMENT & SELECTION POLICY IN A2P

SOLUTIONS "

A2P SOLUTIONS

Type Partnership Firm

Industry Software Development

Founded March 2014

Headquarters Headquarters in New

Delhi ,India

Key People Ajay Sharma ,CEO

11
COMPANY PROFILE

A2P Solutions is a software development company which deals in leading software and

web technologies .It's been reducing the proper and labor work from the past two years

through their software and technology.

They have developed ERP software and many web applications in the past two years of

evolution which help in reducing the paper work and employee labor.

ELIGIBILITY OF A2P SOLUTIONS

You should be at least 18 years old

You should be less than 55 years old

12
You should be either Salaried, Self employed a professional or have your own business

A2P SOLUTIONS AT A GLANCE

A maximum tenure of 25 years

Min Sum Assured: Depends on age, premium payment and policy

tarmacs Sum Assured: No limit subject to underwriting

Specific exclusions: Suicide within the first 12 Mont

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VISION

Reduce the paper work and human labor to minimum with technology and software's.

MISSION

 To continually strive to enhance customer experience through innovative product

offerings, dedicated relationship management and superior service delivery while

striving to interact with our customers in the most convenient and cost effective

manner.

 To be transparent in the way we deal with our customers and to act with integrity.

 To save paper and hence save environment.

PRODUCT INTRODUCED TO THE INTERNS

ERP

(Enterprise Resource Planning)

 Planning of Resources of the enterprise

 Efficient planning of Human Labor and Resources

 1000 + reports regarding the costing and profitability of the company

14
  All the information of the company is located in a single location

BENEFITS OF THIS PLAN

 Efficiency. An ERP system eliminates repetitive processes and greatly reduces the

need to manually enter information. The system will also streamline business

processes and makes it easier and more efficient for companies to collect data.

 Integrated Information. Instead of having data distributed throughout a number of

separate databases, all information is now located in a single location. Data is also

kept consistent and up-to-date.

 Reporting. ERP software helps make reporting easier and more customizable. With

improved reporting capabilities, your company can respond to complex data requests

more easily. Users can also run their own reports without relying on help from IT.

 Customer Service. It’s easier to provide high-quality customer service using an ERP

system. Sales and customer service people can interact with customers better and

improve relationships with them, through faster, more accurate access to customers’

information and history.

 Security. A new system will improve the accuracy, consistency and security of data.

Restrictions to data can also be enhanced.

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QUALITY MANAGEMENT SOFTWARE

 Quality Management Software is textile software which is used in MNC'S for

quality inspection

 It reduces the paper wastage and human labor

 Generate automatic Reports

 Attached with mail system and send the reports to clients.

PRICING OF THE SOFTWARE

The pricing of the ERP is an important decision for the software company and it will

have a number of prime objectives in this respect.

16
 CONCEPTUAL FRAMEWORK

RECRUITMENT

Recruitment is hiring of employees from outside. Recruitment has been regarded as the

most important function of the HR department, because unless the right type of people

are hired, even the best plans, organization chart and control system would not do much

good.

17
Recruitment is the discovering of potential applicant for actual or anticipated

organizational vacancies. Accordingly the purpose of recruitment is to locate sources of

manpower to meet the job requirement and job specification.

It is defined as a process to discover the sources of manpower to meet the requirements of

staffing schedule and to apply effective measures for attracting the manpower to adequate

number to facilitate effective selection of an effective workforce.

Yoder points out that recruitment is a process to discover the sources of manpower to

meet the requirement of the staffing schedule and to employee effective measures to

attracting that manpower in adequate number to facilitate effective selection of an

effective workforce.

It is the process of finding and attracting capable applicants for employment. The process

begins when new recruits are sought and ends when their application are submitted. The

result is a pool of applicants from which new employees are selected.

RECRUITMENT PROCEDURE

 Manpower Requisition

 Form Recruitment

 Plan Budget

 Sourcing

 Selection Process

 joining

 Post Recruitment

 Joining

18
  Post Recruitment

 Data Updating

Methods of recruitment

 DIRECT METHOD

In this method, the representatives of the Organization are sent to the potential candidates

in the educational and training institutes. They establish contacts with the candidates

seeking jobs. These representatives work in cooperation with placement cells in the

institutions Persons pursuing management; engineering, medical etc. programs are mostly

picked up in this manner.

Sometimes, some employer firms establish direct contact with the professors and solicit

information about students with excellent academic records. Sending the recruiter to the

conventions, seminars, setting up exhibits at fairs and using mobile office to go to the

desired centers are some other methods used to establish direct contact with the job

seekers.

 INDIRECT METHOD

Indirect methods include advertisements in news papers, on the radio and television, in

professional journals, technical magazines etc.

This method is useful when:

(i) Organization does not find suitable candidates to be promoted to fill up the higher

posts

19
(ii) When the organization wants to reach out to a vast territory, and

(iii) When Organization wants to fill up scientific, professional and technical posts.

The experience suggests that the higher the position to be filled up in the Organization, or

the skill sought by the more sophisticated one, the more widely dispersed advertisement

is likely to be used to reach to many suitable candidates.

Sometimes, many organization’s go for what is referred to as blind advertisement in

which only Box No. is given and the identity of the Organization is not disclosed.

However, Organizations with regional or national repute do not usually use blind

advertisements for obvious reasons.

While placing an advertisement to reach to the potential candidates, the following

three points need to be borne in mind:

1. First, to visualize the type of the applicant one is trying to recruit.

2. Second, to write out a list of the advantages the job will offer

3. Third, to decide where to run the advertisement, i.e., newspaper with local, state,

nation-wide and international reach or circulation.

 THIRD PARTY

These include the use of private employment agencies, management consultants,

professional bodies/associations, employee referral/recommendations, voluntary

Organizations, trade unions, data banks, andlabor contractors etc., to establish

contact with the job- seekers.

Now, a question arises: which particular method is to be used to recruit employees

in the Organization? The answer to it is that it will depend on the policy of the

20
 particular firm, the position of the labor supply, the Government regulations in

this regard and agreements with laborOrganizations. Notwithstanding, the best

recruitment method is to look first within the Organization.

SELECTION

The Selection is the process of choosing the most suitable candidate for the vacant

position in the organization. In other words, selection means weeding out unsuitable

applicants and selecting those individuals with prerequisite qualifications and capabilities

to fill the jobs in the organization.

Selection Requirements

The requirements for a selection system are knowledge, skills, abilities, and other

characteristics, collectively known as KSAOs. Personnel-selection systems employ

evidence-based practices to determine the most qualified candidates, which can include

both new candidates and individuals within the organization.

Common selection tools include ability tests (cognitive, physical, or psychomotor),

knowledge tests, personality tests, structured interviews, the systematic collection of

biographical data, and work samples. Development and implementation of such screening

methods is sometimes done by human resources departments. Some organizations may

21
hire consultants or firms that specialize in developing personnel-selection systems rather

than developing them internally.

Metrics

Two major factors determining the quality of a newly hired employee are

predictor validity and selection ratio. The predictor cutoff is a limit

distinguishing between passing and failing scores on a selection test—people

with scores above it are hired or further considered while those with scores

below it are not. This cutoff can be a very useful hiring tool, but it is only valuable if it is

actually predictive of the type of performance the hiring managers are seeking.

The selection ratio (SR) is the number of job openings (n) divided by the number of job

applicants (N). When the SR is equal to 1, the use of any selection device has little

meaning, but this is not often the case as there are usually more applicants than job

openings. As N increases, the quality of hires is likely to also increase: if you have 500

applicants for 3 job openings, you will likely find people with higher-quality work among

those 500 than if you had only 5 applicants for the same 3 job openings.

Process of Selection

The selection procedure comprises of following systematic steps:

22
 Preliminary Interview: The preliminary interview is also called as a screening

interview wherein those candidates are eliminated from the further selection process who

do not meet the minimum eligibility criteria as required by the organization.

Here, the individuals are checked for their academic qualifications, skill sets, family

backgrounds and their interest in working with the firm. The preliminary interview is less

formal and is basically done to weed out the unsuitable candidates very much before

proceeding with a full-fledged selection process.

Receiving Applications: Once the individual qualifies the preliminary interview he is

required to fill in the application form in the prescribed format. This application contains

23
the candidate data such as age, qualification, experience, etc. This information helps the

interviewer to get the fair idea about the candidate and formulate questions to get more

information about him.

Screening Applications: Once the applications are received, these are screened by the

screening committee, who then prepare a list of those applicants whom they find suitable

for the interviews. The shortlisting criteria could be the age, sex, qualification, experience

of an individual. Once the list is prepared, the qualified candidates are called for the

interview either through a registered mail or e-mails.

Employment Tests: In order to check the mental ability and skill set of an individual,

several tests are conducted. Such as intelligence tests, aptitude tests, interest tests,

psychological tests, personality tests, etc. These tests are conducted to judge the

suitability of the candidate for the job.

1. Employment Interview: The one on one session with the candidate is conducted

to gain more insights about him. Here, the interviewer asks questions from the

applicant to discover more about him and to give him the accurate picture of the

kind of a job he is required to perform.

Also, the briefing of certain organizational policies is done, which is crucial in the

performance of the job. Through an interview, it is easier for the employer to

understand the candidate’s expectations from the job and also his communication

skills along with the confidence level can be checked at this stage.

2. Checking References: The firms usually ask for the references from the

candidate to cross check the authenticity of the information provided by him.

These references could be from the education institute from where the candidate

24
 has completed his studies or from his previous employment where he was

formerly engaged. These references are checked to know the conduct and

behavior of an individual and also his potential of learning new jobs.

3. Medical Examination: Here the physical and mental fitness of the candidate are

checked to ensure that he is capable of performing the job. In some organizations,

the medical examination is done at the very beginning of the selection process

while in some cases it is done after the final selection.

Thus, this stage is not rigid and can take place anywhere in the process. The

medical examination is an important step in the selection process as it helps in

ascertaining the applicant’s physical ability to fulfill the job requirements.

4. Final Selection: Finally, the candidate who qualifies all the rounds of a selection

process is given the appointment letter to join the firm.

Thus, the selection is complex and a lengthy process as it involves several stages than an

individual has to qualify before getting finally selected for the job.

Difference Between Recruitment And Selection

Both recruitment and selection are the two phases of the employment process. The

differences between the two are:

1. Recruitment is the process of searching the candidates for employment and stimulating

them to apply for jobs in the organization whereas selection involves the series of steps

by which the candidates are screened for choosing the most suitable persons for vacant

25
posts.

2. The basic purpose of recruitments is to create a talent pool of candidates to enable the

selection of best candidates for the organization, by attracting more and more employees

to apply in the organization WHEREAS the basic purpose of selection process is to

choose the right candidate to fill the various positions in the organization.

3. Recruitment is a positive process i.e. encouraging more and more employees to apply

WHEREAS selection is a negative process as it involves rejection of the unsuitable

candidates.

4. Recruitment is concerned with tapping the sources of human resources WHEREAS

selection is concerned with selecting the most suitable candidate through various

interviews and tests.

26
 CHAPTER 3: DATA ANALYSIS

What form of interview you have given?

Factor No. of Respondent (% of Respondent)

Personal Interviews 20 40%

Telephonic interview 15 30%

Video Conferencing 10 20%

Other 5 10%

Total 50 100%

20% pi
TI
50% VC
15%
OTHER
10% TOTAL
5%

Interpretation:

40% most of the people given PersonalInterview,30% of the telephonic interviews

,whereas only 20% go for video conferencing and rest 10% adopts some other means of

interviews.

27
How is the induction carried out by A2P Solutions?

Factor No. of Respondent (% of Respondent)

Good 18 36%

Very Good 27 54%

Cant Say 5 10%

Total 50 100%

60

50

40

30 no. of respondent
% of repondent

20

10

0
good very good can't say total

Interpretation

From the above chart it shows that the 54% respondents say very good, 36%

respondents say good and 10% respondent say cant for induction carry out from

A2P SOLUTION.

28
What are the source preferred for recruitment and selection?

Factor No. of Respondent (% of Respondent)

Internal 0 0%

External 0 0%

Both 50 100%

Total 50 100%

no. of respondent

Internal
External
BOTH
total

Interpretation

100% of the respondent says that they prefer both internal as well as external

source of recruitment and selection.

29
What is the period of planning recruitment you have adopted?

Factor No. of Respondent (% of Respondent)

Yearly 10 20%

Quaterly 25 50%

No fixed time 15 30%

Total 50 100%

no. of respondent

10%
Yearly

25% Quaterly
50%
No fixed time
total
15%

Interpretation

In the above chart it shows 50% of the respondent go for Quarterly manpower

planning and 30% do not follow any pattern they don’t have any fixed time where

as 20% go for yearly

Did you have any biasness in the selection process by the A2P Solutions?

30
Factor No. of Respondent (% of Respondent)

No 47 94

Yes 3 6

Total 50 100

120

100

80

60
% of respondent

40

20

0
Yes No Total

Interpretation

The study reveals that A2P 94% of the respondent didn’t find biasness in the

selection process whereas 6% of the employees find biasness in the process.

How do you rate HR practices in the company?

31
Factor No. of Respondent (% of Respondent)

Very Good 23 46

Good 15 30

Average 7 14

Bad 5 10

Total 50 100

No. of Responent

23%

50%
15%

5%7%

Ver Good Good Average Bad Total

Interpretation

30% of the respondents feel that HR department is good where and 46% say that its very

good whereas 14% says its average and only 10% respondents feels it’s bad.

Which method do you go for recruitment and selection?

Factor No. of Respondent (% of Respondent)

Direct 33 66

32
In-Direct 15 30

Third Party 2 4

Total 50 100

% of respondent
120

100

80

60
% of respondent

40

20

0
Direct Indirect Third Party Total

Interpretation

About 66% of the respondents go for direct recruitment and selection and 30% go for

indirect and only 4% go for third party recruitment way

Are you satisfied with the salary provided by A2P SOLUTION?

Factor No. of respondent % of respondent

yes 42 84

33
 No 8 16

Total 50 100

160

140

120

100

80

60

40

20

0
yes no total

no. of respondent % of respondent

Interpretation

From the above chart it show that 84% of the respondent say yes and 16% of the

respondents say no for the salary provided by the A2P SOLUTION.

Do you think that the criterion of short listing of candidates used by the A2P
SOLUTION is satisfactory?

Factor No. of Respondent % of Respondent

satisfied 45 90%

34
Not satisfied 3 6%

Can’t say 2 4%

Total 50 100%

120

100

80

60

40

20

0
satified no. of
notrespondent
satisfied %can't
of respondent
say total

Interpretation-
The study reveals that in A2P SOLUTION 90% of the respondents think that the criterion
of short listing of candidates used by theA2P is satisfactory. 6% of the respondents are
not satisfied with the criteria of short listing of candidates used by A2P SOLUTION.

35
RESULTS AND FINDINGS

From the above analysis of A2P SOLUTION I found that

o 40% most of the people given PersonalInterview,30% of the telephonic interviews

,whereas only 20% go for video conferencing and rest 10% adopts some other

means of interviews.

o From the above chart it shows that the 54% respondents say very good, 36%

respondents say good and 10% respondent say cant for induction carry out from

A2P SOLUTION.

o 100% of the respondent say that they prefer both internal as well as external

source of recruitment and selection.

o In the above chart it shows 50% of the respondent go for Quarterly manpower

planning and 30% do not follow any pattern they don’t have any fixed time where

as 20% go for yearly

o The study reveals that A2P 94% of the respondent didn’t find biasness in the

selection process whereas 6% of the employees find biasness in the process.

o 30% of the respondents feel that HR department is good where and 46% say that

its very good whereas 14% says its average and only 10% respondents feels it’s

bad.

o About 66% of the respondents go for direct recruitment and selection and 30% go

for indirect and only 4% go for third party recruitment way.

o The study reveals that in A2P SOLUTION 90% of the respondents think that the

criterion of short listing of candidates used by theA2P is satisfactory. 6% of the

36
 respondents are not satisfied with the criteria of short listing of candidates used by

A2P SOLUTION.

o From the above chart it show that 84% of the respondent say yes and 16% of the

respondents say no for the salary provided by the A2P SOLUTION.

37
 CHAPTER 4: CONCLUSION

Summer training is a best example for a trainee to learn about the company working,

corporate culture under which he is operating the function. I learned in the management

institute is to utilized them fruitfully leading to the best advantage to the company and to

the best experience for mine.

The employees of any organization are its life blood, without doubt. Withthe dawn of this

realization upon the present day business organizations, there appears to be a major shift

towards human resource management. In fact, the employees of today are encouraged to

participate in the majordecisions and thus play a vital role in the management of the firm.

Theperformance of the organization depends on the efficiency that itsemployees exhibit.

Hence it is of crucial importance that employees withthe most suitable qualifications be

selected. This is where the processes of recruitment and selection come in. It is difficult

to separate one from theother. The data analysis given in this project indicate that

theseprocesses require a great deal of thought and advanced planning. In fact, it is not

only the HR department that is involved. The finance department provides the budget for

the processes and the manpower gap is determined by inputs from all the departments.

Also the grueling procedure through which the candidate goes through is, in itself, an

indicator of the significance of these processes in the efficient functioning of the

organization

38
Workforce planning is vital if a business wants to meet its future demands for staff. It

allows a business time to train existing staff to take on new responsibilities and to recruit

new staff to fill vacancies or to meet skill shortages. A2P has clear organizational

structures, detailed job descriptions and person specifications. It provides user-friendly

ways of applying for jobs and a consistent approach to recruitment and selection. This

means it can manage its changing demand for staff

Recruitment as being one of the major topics is required by most of the organization.

Hence the study helped in understanding the various aspects of recruitment is effective,

the internal selection of the organization also is an economical means which also reduce

costs, only after looking the efficiency of the existing employee towards the company and

his sincerity that employee will be selected, in A2P the effective selection process is

adopted in the last 2 years. It can be retained as such. Also the employees of A2P is

satisfied with the recruitment and selection process. Also they are well aware about the

various sources and method of recruitment and selection.

SUGGESTIONS

Following are the suggestions made for the benefits and augmentation of the

sound working of the

Company- A2P SOLUTION

39
  All the document should be verified timely by the operation

department.

 All the policies should be updated time to time according to the

company requirement.

 Proper trainer should be provided to the trainees.

 The work of receiving, issuing, accounting and storing responsibility

should be properly

BIBLIOGRAPHY

WEBSITES:

 http://www.a2psolution.com/pages/home.aspx

 http://www.google.com/

 http://www.a2p.com/inde.asp

 http://en.wikipedia.org/wiki/A2P_SOLUTION

BOOK:

 Durai, Praveen, 2010, human resource management, Pearson education.

 Monappa,A.andsaiyadain, M. 2001 personnel management, McGraw-Hill

Education.

40
 Questionnaire

1. Organization’s HR executives are fully aware of the business needs and strategies
(Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

2. Efforts are taken to generate awareness amongst the employees about the
organization’s financial position, customers’ needs, quality of product/service, cost etc.
(Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

3. The organization’s human resource requirements are systematically ascertained and an

appropriate plan is formulated for satisfying the requirements (Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

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4. All major jobs are subject to formal job analysis (Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

5. Please indicate the emphasis of your organization on each of the following sources of
recruitment on a scale of 1(not at all applicable) to 5(fully applicable):

Print Advertisements -----------------

Internet/career sites ------------------

Placement Agencies/Consultants ------------------

Educational institutes ------------------

Employee Referrals ------------------

Current employees -------------------

Any other (please specify along with importance on a scale of 1 -5)

6. Please indicate the type of employee contract preferred by your organization on a scale
of 1( not at all applicable) to 5(fully applicable):

Permanent -----------------

Contractual -----------------

Temporary -----------------

Part-time -----------------

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7. Please assign importance to the following issues relating to work flows in your
organization on a scale of 1-5 (1 means least important and 5 means very important)

Efficiency -----------------

Innovation & Creativity -----------------

Flexibility -----------------

Broad job classes -----------------

Detailed work planning -----------------

8. Please indicate the degree of usage of the following in the context of employee
selection on a scale of 1( not at all applicable) to 5(fully applicable):

Psychological tests -----------------

Performance tests -----------------

Realistic job previews -----------------

Trainability -----------------

Team-based selection -----------------

Any other (please specify along with importance on a scale of1 -5)

9. The organization has a wide network of computerized human resource information

system with the latest software (Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

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10. Please indicate the basic objective of your organization’s induction programme on a
scale of 1( not at all applicable) to 5(fully applicable):

Increasing commitment -----------------

Clarifying psychological contract -----------------

Settling new employees well -----------------

Reducing the cost and inconvenience of early leavers -----------------

Simple ritual -----------------

11. Please assign importance on a scale of 1-5 (1 means least important and 5 means very
important) on the following areas that are used to identify training needs in your
organization

Individual needs -----------------

Group(department/team/function) -----------------

Organizational (corporate needs) -----------------

12. Please indicate your option for each of the following types of employee training
provided by the organization on a scale of 1( never provided) to 5(provided on most of
the occasions ):

Supervisory/Management skills -----------------

Communication skills -----------------

Technical/Knowledge skills -----------------

New equipment/method -----------------

Safety -----------------

Productivity enhancement -----------------

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Customer service -----------------

Product knowledge -----------------

Organization development -----------------

Career planning/personal growth -----------------

Employee motivation -----------------

Data processing/information management -----------------

Team building -----------------

Time management -----------------

Outplacement/retirement -----------------

Health promotion -----------------

Any other (please specify along with importance on a scale of 1-5)

13. Please assign importance to the following criteria used in your organization for
evaluation of training

Learner's reaction -----------------

Knowledge acquired -----------------

Behavioral change -----------------

Measurable results -----------------

14. Please indicate the focus of training/development on each of the following areas on a
scale of 1( not at all applicable) to 5(fully applicable):

Short-term focus -----------------

Long-term focus -----------------

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Group-orientation -----------------

Individual-orientation -----------------

Task-orientation -----------------

Annual -----------------

Business-driven -----------------

Need-based -----------------

15. Performance standards are carefully developed on the basis of employees’ opinion
(Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

16. Performance appraisal system is extended to all members of the organization(Please

tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

17. Please indicate the relevance of the following areas vis-à-vis the performance
appraisal system of your organization on a scale of 1(not at all relevant) to 5(fully
applicable):

Individual-based -----------------

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Team-based -----------------

Flexible -----------------

360-degree feedback -----------------

Managing performance throughout the year -----------------

Behavior-oriented rating methods -----------------

Result-oriented rating methods -----------------

18. Identify the areas where the results of performance appraisal system are primarily
used on a scale of 1( never used) to 5(used most often)

Human resource planning -----------------

Employee development -----------------

Determining reward and compensation -----------------

Enhancing motivation -----------------

Any other, please specify

19. Please indicate the person(s) who actually is(are) responsible for assessing the
performance of employees in your organization on a scale of 1(not at all responsible) to 5
(fully responsible)

o Immediate supervisor
o Subordinates
o Peers
o Self
o Customer

20. The organization has a formal policy of career planning and development (Please
tick)

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 o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

21. There are distinct career paths and internal promotion norms within the
organization (Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

22. It is quite difficult to dismiss a permanent employee from the organization(Please

tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

23. The organization follows a formal procedure of potential appraisal (Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

24. The organization utilizes the assessment center/development center for identification
and development of management potential (Please tick)

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 o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

25. The organization carries out succession planning in order to ensure that executives are
available to fill gaps in key managerial positions (Please tick)

o Fully agree
o Agree
o Neither agree nor disagree
o Partially disagree
o Fully disagree

49