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Amity School of Distance Learning

(ASoDL)
SYNOPSIS APPROVAL PROFORMA

1. Name : Meenakshi Sharma

2. Registration No. : 19070745702

3. Course : MBA(EFT)

4. Institution : Amity University

5. Study Centre : Gurgaon

6. Address (for correspondence) & Telephone No. : X-97, RP-2, DLF


Phase-4, Gurgaon – 122001, 9811-928220, 011-244104759;
meenakshi.sharma05@yahoo.com

7. Title of the Project : Recruitment


Process and Polices

Place: Gurgaon
Date: Signature of the student

Approval Record
(to be completed at AsoDL)

Approved/not approved (Signature of the approving authority)


Stamp
SYNOPSIS

ON

RECRIUTMENT PROCESS AND POLICIES OF ASPIRE HUMAN


CAPITAL PVT. LTD.

SUBMITTED BY:

MEENAKSHI SHARMA

REGISTRATION NO. 19070745702

AMITY SCHOOL OF DISTANCE LEARNING


AMITY UNIVERSITY, UP

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SYNOPSIS

ON

RECRIUTMENT PROCESS AND POLICIES OF


ASPIRE HUMAN CAPITAL PVT. LTD.

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INTRODUCTION
Recruiting is the discovering of potential applicants for actual or anticipated

organizational vacancies. In other words, it is a ‘linking activity’ bringing together those

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

facilitate effective selection of an efficient working force.”

Recruitment has been regarded as the most important function of personnel

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

recruitment both as ‘positive’ and ‘negative’ activity. He says: “It is a process of

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,

leaving only the best to be hired”.

Because of extreme competition in today’s world organizations need to have a very

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

high cost to ITES companies.

Recruitment is a positive impact to an organization since it identifies and encourages

applicants to apply for the jobs. Additionally, many managers start recruiting only when

someone is leaving rather than establishing an ongoing recruiting program. Effective

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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

retention of the employees. Hence, it is necessary to reduce the time taken in an

organization from the moment an organization plans to put an advertisement about the

job openings and till an organization gives the offer letter .

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

result in high-quality applicants. High-quality employees cannot be selected when better

candidates do not know the job-openings, or not interested in working for the company,

and do not apply.

The recruitment process should inform qualified individuals about employment

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

when the organization ceases to exist.

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RECRUITMNET AT ASPIRE HUMAN CAPITAL PVT. LTD.

The first stage in selection is to make the vacancies known to a large number

of people an the opportunities that the organization offers. In response to

this knowledge, potential applicants would write to the organization. The

process of attracting people to apply is called recruitment. Flippo (1971)

defines it “as a processes of searching for prospective employees and

stimulating them to apply for jobs”. It is different from selection which

begins after recruitment has ended. While recruitment is a process of

attracting people, selection is a process of choosing a few among those who

have been attracted. Technically, though these two terms are different, in

common language they are often used interchangeably.

An interaction of these two processes results in what is called selection

ratio. It is the ratio of people to be selected from those applied. If the

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

choice from amongst those available.

The need for recruitment may arise our of the following situations:-

1. Vacancies due to transfer, promotion, retirement, termination,

permanent disability, or death.

2. Creation of vacancies due to expansion, diversification, growth or job

respecification.

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The first is caused purely by the mobility of human assists while the second

is caused by the growth of business of the organization. While the employees

of an organization may perpetually feel that they are short of hands and may

indent for extra manpower the organization has to make an assessment

whether the felt shortage is real or perceived. Hence, every request for extra

manpower does not necessarily mean recruiting more people. Lack of a

careful planning of human resource may not cost the organization a lot in

terms of money but may generate alienation and frustration among

employees.

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WHY I CHOOSE RECRUITMENT FOR MY STUDY -
JUSTIFICATION

Basically recruiting is the discovering of potential candidates for actual or anticipated


organizational vacancies. It also can be said in another way that bringing together those
with jobs to fill and those seeking jobs.
It is important to study Recruitment and Selection because through it I can identify our
human resource needs. I can know what kind of people must be select to fill up the
specified vacancies.
The ideal recruitment effort will attract a large number of qualified applicants who will
take the job if it is offered. It should also provide information so that unqualified
applicants can self select themselves out of job candidacy, that is, a good recruiting
program should attract the qualified and not attract the unqualified.
Recruiting people is done by various ways, for the study first I have to know the
recruiting sources. There are internal and external sources as well as employee
referrals/recommendation.
In this project I am studying recruitment and selection process of ASPIRE HUMAN
CAPITAL PVT. LTD. Gurgaon. To find out actual recruitment and selection process of
Education Industry is my main objective of study. Earlier various studies are made in
automobiles industries, pharmaceuticals industries and others. But this time I am settled
my mind to study this Education Industry to understand the image of the organization,
attractiveness of the job, internal policies, about the union (if any), Govt. requirement
recruiting budgets etc.
Through this kind of surveys I will be able to achieve real recruitment program of this
software company where for all kinds of operational level technical qualification is
needed. I also have the picture of Selection cost of the company. It is very interesting to
study recruitment and selection process as it will give me light when I will work in HR
department in my future corporate life. That’s why I choose this topic

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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.

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OBJECTIVE

1. To assess the current status of Recruitment Cycle Time utilization by the ASPIRE

HUMAN CAPITAL PVT. LTD.

2. To increase the pool of qualified job candidates at minimum cost.

3. To understand the various methods of recruitment process available to reduce

recruitment cycle time.

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METHODOLOGY
Type of research

Descriptive Research

Descriptive research or statistical research provides data about the population or

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

to provide a systematic description that is as factual and accurate as possible.

It provides the number of times something occurs, or frequency, lends itself to statistical

calculations such as determining the average number of occurrences or central

tendencies.

One of its major limitations is that it cannot help determine what causes a specific

behavior, motivation or occurrence. In other words, it cannot establish a causal research

relationship between variables.

The type of descriptive research design is:

Surveys: The survey technique involves the collection of primary data about subjects,

usually by selecting a representative sample of the population or universe under study,

through the use of a questionnaire.

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.

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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

articles from the web/Internet proved useful.

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

using open-ended questionnaire filled in by the respective person in charge of recruitment

department in the sample of ITES companies.

2. Interview

For further information on the area, unstructured and casual interviews with the managers

in charge of recruitment department in these sample BPO companies were an effective

tool of data collection.

Secondary Data

Besides, a few books and magazines were referred for additional information and also

articles from the web/Internet proved useful.

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Sampling size : 20

Sampling Technique

Stratified Random Sampling

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

we obtain a sample that is representative of the population. This is achieved by stratified

random sampling.

Stratified random sampling technique is generally used when the population is

heterogeneous, or dissimilar, where certain homogeneous, or similar, sub-populations can

be isolated (strata).

Some reasons for using stratified random sampling over simple random sampling are:

a) The cost per observation in the survey may be reduced;

b) Estimates of the population parameters may be wanted for each sub-population;

c) Increased accuracy at given cost.

Instrument used:

Questionnaire, personal interviews.

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CHAPTERIZATION

 PREFACE

 CHAPTER-1: NATURE OF JOB ASSIGNED

 CHAPTER-2: RECRUITMENT OF PEOPLE IN ASPIRE

 CHAPTER-3: COMPANY’S PROFILE

 CHAPTER-4: JOB DESCRIPTION

 CHAPTER-5: LIMITATIONS

 CHAPTER-6: FINDINGS & ANALYSIS

 CHAPTER-7: CONCLUSIONS & SUGGESTIONS

 BIBILIOGRAPHY

 ANNEXURE

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BIBLIOGRAPHY

1. Human Resource Management

2. Information through Job Portals

 www.monsterjob.com

 www.naukri.com

 www.timesjob.com

 www.aspireindia.org

 www.google.com

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QUESTIONNAIRE

THIS STUDY IS DESIGNED TO GET OPINION ON TH PRESENT SYSTEM OF


RECRUITMENT PROCESS. (PROCESS, EVALUATION, IMPLEMENTATION AND
IT’S FOLLOW UP IN THE ORGANISATION) KINDLY MARK YOUR
APPROPRIATE RESPONSE.

PART A

Name: Pixy Prasad Age: 30

Department: Training Designation: Manager Training Operations

Qualification: LLB Total Exp.: 10 Years

E-Number: pixy.prasad@aspireindia.org

PART B
1. Is the recruitment policy well defined in your organisation?

(A) Yes (B) No (C) can’t say

2. How many candidates do you recruit in a month?

(A) Below20 (B) 20-50 (C) More than 50

3. Do you suggest any change in the policy? If so why?

(A) Yes (B) No (C) can’t say

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PART C

1. What do you think about the RECRUITMENT SYSTEM in general?


A. A fair assessment of ability and performance
B. Based on previous work experience
C. A management knowledge

2. How do you rate the factor / traits of evaluation?


(A) Outstanding (B) Good (C) Satisfactory (D) Poor

3. Does this system help you in aligning your goal with those of organization?
(A) Yes (B) No (C) can’t say

4. How do you find the senior recruiter in Recruitment process?


(A) Outstanding (B) Good (C) Satisfactory (D) Poor

5. Does the present system help in rewards for performing well?


A. On a few occasion
B. Often
C. Almost Always

6. Does it help prioritize your area of responsibility?


(A) Yes (B) No (C) can’t say

7. Does this system provide feedback on your performance?


A. Rarely
B. Sometimes
C. Almost Always

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

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