Escolar Documentos
Profissional Documentos
Cultura Documentos
(ASoDL)
SYNOPSIS APPROVAL PROFORMA
3. Course : MBA(EFT)
Place: Gurgaon
Date: Signature of the student
Approval Record
(to be completed at AsoDL)
ON
SUBMITTED BY:
MEENAKSHI SHARMA
2
SYNOPSIS
ON
3
INTRODUCTION
Recruiting is the discovering of potential applicants for actual or anticipated
with job and those seeking jobs. As Yodel and other point out: “Recruitment is a process
to discover the sources of manpower to meet the requirements of the staffing schedule
and to employ effective measures for attracting that manpower in adequate numbers to
administration, because unless the right type of people is hired, even the best plans,
organization charts and control systems would not do much goods. Flippo views
searching for prospective employees and stimulating and encouraging them to apply for
jobs in an organization. It is often termed positive in that it stimulates people to apply for
jobs to increase the ‘hiring ration’, i.e., the number of applicants for a job. Selection, on
the other hand tends to be negative because it rejects a good member of those who apply,
efficient and effective recruitment process, which should lead to reduction in time and
cost involved in the recruitment process. Longer the recruitment cycle time, it leads to
applicants to apply for the jobs. Additionally, many managers start recruiting only when
4
recruitment process with less time and increased effort results in success to the
organization.
Recruitment process is the foundation for any organization and this even leads to
organization from the moment an organization plans to put an advertisement about the
Recruitment represents the first contact that a company makes with potential employees.
It is through recruitment that many individuals will come to know a company, and
eventually decide whether they wish to work for it. A well-managed recruiting effort will
candidates do not know the job-openings, or not interested in working for the company,
opportunities, create a positive image of the company, provide enough information about
the jobs so that applicants can make comparisons with their qualifications and interests,
and generate enthusiasm among the best candidates so that they will apply for the vacant
positions.
Before coming to the details of recruitment, it is useful to note that hiring contrary to
popular perception, is an ongoing process and not confined to the formative stages of an
organization. Employees leave the organization in search of greener pastures, some retire
and some die in the saddle. More importantly, an enterprise grows, diversifies, and takes
over other units, all necessitating new men and women. In fact, hiring function stops only
5
RECRUITMNET AT ASPIRE HUMAN CAPITAL PVT. LTD.
The first stage in selection is to make the vacancies known to a large number
have been attracted. Technically, though these two terms are different, in
number of applications generated are few, selection may not make much
sense (ratio will be high). On the other hand, low ratio would ensure better
The need for recruitment may arise our of the following situations:-
respecification.
6
The first is caused purely by the mobility of human assists while the second
of an organization may perpetually feel that they are short of hands and may
whether the felt shortage is real or perceived. Hence, every request for extra
careful planning of human resource may not cost the organization a lot in
employees.
7
WHY I CHOOSE RECRUITMENT FOR MY STUDY -
JUSTIFICATION
8
SCOPE AND LIMITATIONS OF MY STUDY
The scope of my study is to observe the degree of satisfaction levels of the employer as
well as the employees as per my sample size towards the process of Recruitment and
Selection Techniques adopted by the company. I will also study the deviations if any,
towards this effect that I will be experiencing in my research. Apart from getting an idea
of the techniques and methods in the recruitment procedures I will take a close look at the
insight of corporate culture prevailing out there in the organization. This would not only
help me to aquanaut with the corporate environment but it would also enable me to get a
close look at the various levels authority responsibility relationship prevailing in the
organization. Also the stipulated time for the project is insufficient to undergo an
exhaustive study about the topic assigned and moreover the scope of the topic
(Recruitment and Selection) is wide enough, so it is difficult to cover all the topic within
the stipulated time, but still whatever I could do towards this effect, I will do that.
9
OBJECTIVE
1. To assess the current status of Recruitment Cycle Time utilization by the ASPIRE
10
METHODOLOGY
Type of research
Descriptive Research
universe being studied. But it can only describe “who, what, when, where and how" of a
situation, not what caused it. Therefore, descriptive research is used when the objective is
It provides the number of times something occurs, or frequency, lends itself to statistical
tendencies.
One of its major limitations is that it cannot help determine what causes a specific
Surveys: The survey technique involves the collection of primary data about subjects,
It allows for standardization and uniformity both in the questions asked and in the method
of approaching the subjects, making it far easier to compare and contrast answers by the
respondent group. It also ensures higher reliability than some other techniques.
11
Type of data
P rimary Data -
1. Interview
2. Questionnaire
Secondary Data
Besides, a few books and magazines were referred for additional information and also
DATA GATHERINGS
Primary Data
1. Questionnaire
The major tool used in collecting data on the current status of End-To-End Recruitment
process with respect to the methods, forms effectiveness of the program was done by
2. Interview
For further information on the area, unstructured and casual interviews with the managers
Secondary Data
Besides, a few books and magazines were referred for additional information and also
12
Sampling size : 20
Sampling Technique
There may often be factors which divide up the population into sub-populations (groups/
strata) and we may expect the measurement of interest to vary among the different
Education Industry.
This has to be accounted for when we select a sample from the population in order that
random sampling.
be isolated (strata).
Some reasons for using stratified random sampling over simple random sampling are:
Instrument used:
13
CHAPTERIZATION
PREFACE
CHAPTER-5: LIMITATIONS
BIBILIOGRAPHY
ANNEXURE
14
BIBLIOGRAPHY
www.monsterjob.com
www.naukri.com
www.timesjob.com
www.aspireindia.org
www.google.com
15
QUESTIONNAIRE
PART A
E-Number: pixy.prasad@aspireindia.org
PART B
1. Is the recruitment policy well defined in your organisation?
16
PART C
3. Does this system help you in aligning your goal with those of organization?
(A) Yes (B) No (C) can’t say
8. In your opinion does this system help the management identify right individual
for a right job to achieve the goal of the organization?
A. To a large extent
B. To some extent
C. Not at all
17