SNEHA
SNEHA
“It is not possible to prepare a project report without the assistance &
encouragement of other people. This one is certainly no exception”. On
the very upset of this report, I would like to extend my sincere &
heartfelt obligation towards all the personages who have helped me in
this endeavor. Without their active guidance, help, co-operation &
encouragement, I would not have made headway in the project.
I am ineffably indebted HIMANSHI SINGH for conscientious guidance
and encouragement to accomplish this assignment. I am extremely
thankful and pay my gratitude to faculty Mrs.Shalinee for her valuable
guidance and support on completion of this project in its presently. I
extend my gratitude to RANCHI WOMEN’S COLLEGE for giving me this
opportunity. I also acknowledge with a deep sense of reverence, my
gratitude towards my parents and member of my family, who has always
supported me morally as well as economically. At last but not least
gratitude goes to all my friends who directly or indirectly helped me to
complete this project report. Any omission in this brief acknowledge
does not mean lack of gratitude.
Thanking you
SNEHA KUMARI SHAH
DECLARATION
I SNEHA KUMARI SHAH ,student of BBA , declares that I have done the
project on a study of “RECRUITTMENT AND SELECTION PROCESS” at Hr
department of Vision Guru under the guidance of manager HIMANSHI
SINGH alongwith, Mrs.Shalinee in fulfillment of BBA program during
academic year2019-2022.All the data represented in the project is true &
correct to the best of my knowledge & belief. I also declare that this
project report is my own preparation and not copied from anywhere else. I
take this opportunity to express my deep sense of gratitude , thanks and
regards towards all of those who have directly or indirectly helped me in
the successful completion of this project.
DATE:
PLACE:
SIGNATURE:
PREFACE
Summer training is the most vital part of BBA course, both as a link
between theory and social industrial practices as well as an opportunity for
hands on experience in corporate environment. I therefore, consider
myself fortunate to receive the training in an esteemed organization viz.
VISION GURU PRIVATE LIMITED . Yet the opportunity could not have been
utilized without the guidance and support of many individuals who
although completion of my summer training.
01 INTRODUCTION 03-18
BIBLIOGRAPHY 73-75
EXECUTIVE SUMMARY
The objective of the Study is to understand the Recruitment and Selection
process carried out by the company. The Strategies used by the
organization to retain their loyal employees and to attract new talents
inside and outside the organization. Communication media is checked, to
know if the employees are aware of the activities going on in the
organization. Feedbacks are collected at the end to know the employees
view about the company. Recruitment and Selection is the major part of
the Human Resource Management. It is the gateway through which
employees are selected and hired into the organization. Recruitment
process involves identifying the vacant post, Posting Ads for vacant
positions, Filtering and screening the candidates. Whereas Selection
process comes into action after the recruitment, which involves, Choosing
the correct candidate for the vacant position and provide training and
evaluate their performance. Recruitment is the process of attracting new
talents using various sources and making that candidate apply for the job,
according to Edwin. D. Flippo. The Recruitment process vary from one
company to another. Companies follows different Recruitment strategies
and Techniques to hire people. The one main concept followed by all the
companies is Recruitment Policy, based on this the candidates are
selected for the further rounds of interview. There are certain factors
which will affect the recruitment process of the organization and they are
brand image, welfare, goodwill, etc. Selection is the process of selecting
the skilful candidate for the vacant position, by verifying if the candidate
meets all the requirements of the job. Selection process is time
consuming and lengthy when compared with Recruitment process.
1
According to Yoder, Selection is classified into two categories, namely,
selected and not selected. The factors that affect Selection process in the
organization are Background verification, Referral checks, interviews and
many more. Ultimately the Recruitment and Selection (R & S) process is
very essential for bringing change in organization and it also helps in
motivating the employees in the organization. It provides growth to the
employee’s career. Hence it is important both for organization as well as
the employees.
2
CHAPTER 1
INTRODUCTION
INDUSTRY PROFILE
Service Industry
3
Technology in the Service Industry
This sector provides around 60 percent of GDP and it is the most steadily
growing industry. It plays an essential role in the country’s economic
growth. From the past two decades relationship between the economic
growth and the Service sector has become stronger as it reflected on the
GDP and has increased its value.
Indian Economy
4
is export dominate and constitute around 79 percent total revenue of the
Service Industry.
▪ During April 2000 and June 2019, with US$ 74.94 billion India was the largest
recipient of FDI.
▪ There might be an increase of US$ 234.4 billion and US$ 12.9 billion
respectively in the coming years in Leisure
& Business travel & tourism.
5
▪ By 2020, the India’s earning by medical tourism may cross to $ 9 billion.
▪ Many mergers and acquisitions are going to take place between Indian
healthcare companies and foreign companies for new markets and growth.
▪ Increase in incentives by two percent under Service Exports from India
Scheme (2015-2020).
▪ To remove the trade barriers to the services, Government has started
working in 2017.
▪ There was a growth of Five time more in ports traffic during 2014-2018,
when observed to 2010-2014.
▪ Telecommunication infrastructure and services were increased. It was
around Rs.60,000 crores during 2014-2019.
▪ Around 18 projects were sanctioned by the Ministry of Tourism, which was
around Rs. 1,456 crores under the Swadesh Darshan and PRASHAD Schemes.
▪ Around Rs. 82.51 crores were generated as total revenue in November 2019
by Statue of Unity (Statue of Sardar Vallabhbhai Patel), which was
inaugurated in October 2018.
▪ During 2017-2018 highest revenue was generated by the Indian IT firm
which is around US$ 167 billion.
▪ By 2025, digital economy of India will be around $ 1 trillion.
▪ Between 2015 and 2020 Management Market in India is expected be grown
by 17% C.A.G.R.
▪ Healthcare Industry will reach at US$ 132 billion by 2023.
▪ Indian IT industry is assumed to raise $ 14.3 billion by 2023 with an increase
of 8%.
▪ GST (Goods and Service Tax) has been implemented and because of which
the tax burden has reduced on goods and it will reduce the services price in
long run.
6
IT Service sector in India
1. Bangalore
2. Chandigarh
3. Chennai
4. Hyderabad
5. Kochi
6. Pune
7
Current Scenario of IT Service sector
One of the Article states, Amongst the two industries in the country,
Information Technology stands in number One position as of today.
During 2016-17, IT Service 6 sector was expected to grow 12-14 percent in
India. This information is provided as per NASSCOM (National Associations
of Software and Services Companies) in India. In the year 2018, India has
beaten USA in software developers, in which India had 52 lakhs
developers whereas USA had 42 lakhs developers. IT industry provides
employment to many in India. There are some more benefits of IT
industry and they are FDI and exports. 54.17 percent Gross Value has
been included at present price in 2018-19 from Indian Service sector. The
8
exports are expected to increase during November 2019 and February
2020. This sector is the key player for Indian economic growth.
1. Infosys
2. Wipro
3. TCS
4. Oracle Financial Services
5. HCL Technologies
6. Tech Mahindra
7. Mphasis
8. Mindtree
9. Cyient
10. Rolta
India has created a new record by launching many satellites into space in
the recent times. India has gained world’s attention by launching satellite
in February recently. This mission was cost effective when compared to
others. Indian space services have multiple launch technologies and has
advantages when compared to other countries globally in space
transportation industry. It has proven and expertise itself. Indians have
100 percent track record and many other countries are looking forward
for the technology and launch facilities that we use, which describes India
has great potential. To build both military and non-military space
applications Government has been actively working and proving its
abilities and capacity. To strengthen the competencies participation is the
key and also to ensure the flow of funds or capital.
Service sector in India, when compared to other sectors has the highest
employment elasticity. And hence it as capacity and capabilities to
provide jobs and it also has potential to grow, in order to generate
revenue. By 2020, India is aiming to develop the skills in people, in order
to achieve the target of the job creation. Skill India program has been
initiated by the Government to enhance the skills of 400 million people.
This program aims in allocating funds and also to develop the skills of
private sector employees. The Make in India program is similar to the
13
above-mentioned program which helps in improving the manufacturing
sector and also will affect our portfolio of the Service sector positively.
There is another program called The Start-up India, which promotes 10
both manufacturing as well as service sectors of our country. This
program is based on innovative ideas and innovative products.
COMPANY PROFILE
A strong graps of not only the education sector and its nuances but also
the market dynamics and the psychology of the students in the regions
we operate.
14
ABOUT THE COMPANY
OBJECTIVE
The Vision Guru is a best place that will help those who are looking for
meaningful
Challenging jobs and the employers who and searching capable
,competitive and well qualified employers.
Free Mock Test GDS Preparation
PI Workshop Need Help || 24*7 Excellent faculties available for
Examination
preparation
Online Counseling
Academic profiling Scholarship
Educational Loan
MBA Conclave.
15
STRENGTH
BENEFITS OF COMPANY
• Cost effective
• Time effective
• Money optimastion
16
• One roof guidance platform
• Satisfaction
• R.O.I
• Safety &trust worthy
• Transperancy
• Effortless issue wont be an issue anymore
• Best B-School as peryour match
• 100% correct knowledge
• Mock test
• Lack of knowledge ,ranking about MBA/PGDM
• Proper guidance
• Consultancy
• Budget
• Right content
• Right coaching institute
SERVICES OF COMPANY
• Admission counseling
• Career profiling
• CAP
• MBA scholarship
• RE admission
• ON- SPOT admission
• Dual admission
• Referral program.
17
• Online/Offline
• Counseling
• Educational loan
18
CHAPTER 2
CONCEPTUAL BACKGROUND AND LITERATURE REVIEWS
Recruitment is the process of identifying and filling the vacancies in the
company. It is identifying the potential employees for the role. The
process of Recruitment is as follows:
1. JA (Job Analysis) which includes Job Description and Job Specification.
1. KSA (Knowledge, Skills and abilities) required for the position.
2. Sourcing. 2. Selecting few candidates amongst many for the position
(Segregating).
3. Screening & Selection. 3. Taking interviews and selecting a candidate
for the vacant position.
There are three different types of recruitment needs in an organization as
shown below,
19
SOURCE OF RECRUITMENT
SOURCES OF RECURITMENT
EXTERNAL INTERNAL
20
6. Search on Internet.
7. Job Fair.
8. Referrals.
9. Unsolicited applicants.
INTERNAL RECRUITMENT SOURCES
It is the process of searching and filling the vacant position of the organization
internally (within the organization). It is time saving as well as cost saving. The
internal recruitment sources are:
1. Transfers.
2. Promotions.
3. Ex-employees.
4. Circulars.
5. Intranet and Advertisement.
6. Employee Referral.
7. Dependents of diseased, retired, disabled and present employees.
21
METHODS OF RECRUITMENT
METHODS OF RECURITMENT
STAGES OF RECRUITMENT
There are two stages of recruitment,
1. Pre- recruitment
2. Post- recuritment.
22
▪ Personal Round,
▪ Technical Round,
▪ HR round and
▪ Managerial round. Similarly,
1. Education.
2. Past Experience in any organization.
3. Physical Characteristics of the candidate.
4. Personality Characteristics of the candidate.
METHODS OF SELECTION
1. Testing (Aptitude).
2. Gathering Information about the candidate.
3. Interviewing the candidate.
23
RECRUITMENT PROCESS OF Vision Guru
➢ Personal interview.
➢ Written test on Business Management topics.
24
The event schedule could be as follows:
1. Pre placement Talk with Vision guru introduction presentation
25
POST SELECTION ON BOARDING PROCESS AT Vision Guru
Type of Full Time
Employment
Roles and As per Position offered and mentioned in JD
Responsibilities provided. To be spelled out in Job Offer Letter
Minimum 1 Year
Period to be
served
Reporting Nearby Regional Office/ College Incubation
location Center
26
Documents to 1. Identity Proof with Photo (College ID, Addhar
be Submitted Card, Pan Card,etc.) – 2 Photocopies.
2. Address Proof – 2 Photocopies.
3. Academic proof. (Recent mark sheet and
NOC letter from college) – 2 Photocopies.
4. Employee Undertaking (Original and
Photocopy).
5. Character Certificate from Regional Police
Station (Original and Photocopy).
6. 3 Passport Size Photographs.
Probation 3 to 6 Months
Period
Appraisal Every 3 months
27
LITERATURE REVIEW
JOY O EKWOABA[2015]
It explores the utilization of Fidelity Bank for the R & S process for
convergence for exploring its effects of organization. When a survey was
conducted many enlisted factors came out and uncovered choice criteria
was out, which made an impact on the capital of the organization and
also on association executive. As many difficulties solved by the
association executive, the R & S criteria become stronger and better,
utilising all resources in the organization.
29
Dr. SALITHA JARDAT [2014]
The key factor that drives the Human Resources is R & S process, which
has inspired many associates. For better conclusive results, productive
recruitment and selection are used.
There is a statement, “One wrong choice and the entire firm will end up
in inefficiency”. R & S is the process to understand the ability of the
organization, as it the main key for 27 business development and
achievement. The process of R & S is performed depending on the
convictions. All the candidates, Managers & General Representatives can
30
identify and resolve their problems and maintain their standards without
affecting their jobs.
31
The Recruitment process is to make better arrangements and better plans
for their business. It enables them to make choices and provide
opportunities to evaluate the process. The process is to search for the
candidate from a group of people, one candidate is chosen, who acquires
all the skills and knowledge and who can a perfect suit fit for role to
perform the assigned task in given time effectively. “It’s the way of finding
candidates to submit the work assigned, which involves skills” is the
formal definition of recruitment. The process 28 starts when the
organization is in search of fresh or new candidates for the role and it
ends when the candidate submits the documents. One amongst many
candidates is chosen from the pool of candidate. Only those candidates
are chosen whose profile matches with the requirements of the firm. The
candidate’s profile should be attractive enough to select and it should
seek the attention of the competitors.
NANKERVIS [2012]
The entire process of Advertisement is providing information to the
candidates, getting their details and resumes, screening the
applications, arranging an interview, talking (informing the candidate
about the interview), testing them based on the workforce criteria.
NEERAJKUMARI [2012]
If the organization has to enhance its authoritative results, the firm has
to improve its recruitment and selection procedures. To enhance this
feature, so as to be updated and active in R & S process, an examination
paper was been set up with a name- “Recruitment & Selection”. It will
32
also provide information and also to light up the people about this
process and its procedure in the Real World. The ultimate goal to affect
the authoritative results positively, by changing the enrolment
techniques and selection representatives for better recruitment
decision following the principle objectives.
M SRIMANNARAYANA [2011]
The correct of managing the R & S is the key source of success as well as
for keeping hopes on organizational activities and also to maintain the
relationship with the 29 candidates and other organizations. It creates a
powerful impact on the organizational goals.
JACKSON [2010]
35
CHAPTER 3
RESEARCH DESIGN
PROBLEM STATED
In order to fix the gap between the current and latest techniques,
methods and procedure used for the R & S process and also to identify
relationship between them & to adapt the new changes in the markets, so
as to perform well and increase the sales. These new techniques will help
to, retain the talents and to remove the lazy employees and it also helps
in hiring correct person for the suitable position at the proper time in
future.
36
OBJECTIVES
1. The first and fore most objective is to analyse recruitment practices and
selection procedure, currently followed by VisionGuru.
2. The second objective is to identify if the employees are satisfied with
the current recruitment practices followed by VisionGuru(Employee
satisfaction level)
3. To know the about factors that are affecting the performance of
organization.
SCOPE OF STUDY
RESEARCH-METHODOLOGY
Research design
Sample Size
Sample Size is number of respondents or people selected from a
population to collect data/samples for computing in the research. The
sample size for this study is 80.
Sampling-Technique
Sampling-Techniques is the process by which the sample for the research
or study is selected. This helps in selecting a group for the survey, as it is
difficult to do the survey for the entire world’s population. Various types
of sampling techniques are there and they are mentioned below:
1. Simple Random Sampling-Techniques,
2. Systematic Sampling-Techniques,
3. Clustered Sampling-Techniques,
4. Quote Sampling-Techniques,
38
5. Convenience Sampling-Techniques,
6. Snowball Sampling-Techniques.
7. Stratified Sampling-Techniques and
8. Purposive Sampling-Techniques.
The Sampling-Technique used in the study currently is Simple Random
SamplingTechnique
Data Collection
Questionnaires is the primary data collection source and through articles,
books and company website Secondary data collection has been carried
out.
Research tool
Research tool is an instrument or means through which the research is
carried out, for example, Surveys, Questionnaires, etc. Chi-Square test is
the research tool used in the study.
HYPOTHESIS
H0: The recruitment and selection process have unfavourable impact on
the organization.
H1: The recruitment and selection process have favourable impact on the
organization.
LIMITATIONS
39
1. As there was time constraint, limited information was collected.
Employee’s busy work life can also be the reason to collect minimal
information.
2. The information collected and analysed from the employee might be
biased.
3. As the research was limited to a single part of the organization, it can’t
be considered as the overall view of the employees in the organization.
40
CHAPTER 4
ANALYSIS AND INTERPRETATION
Table showing Employee working Duration.
DURATION NO. OF
RESPONDENTS
0-1 35
1-3 20
3-5 15
5-7 10
Inference:
It is very clear from the above table that 45% of the employee have
worked for 0-1 year, 24% of them have served 1-3 years, 18% of them
have served from 3-5 years and 13% of them have worked for 5-7 years in
the organization.
41
Interpretation:
The above graph tells that majority of the employees working in the
organization between 0-1 years.
SOURCES NUMBER OF
RESPONDENTS
Internal 25
Sources
External 55
Sources
Inference:
32% of recruitments are done through utilizing Internal sources and 68%
are done through utilizing external sources is depicted from the above
table.
42
Recruitment source
80%
60%
40%
20%
0%
internal External
Interpretation:
Above graph depicts that external sources of recruitment is preferred by
the employee and the organization to find or hire new employees, rather
than internal source of Recruitment fits the company.
WEBSITES NUMBER OF
RESPONDENTS
Naukri 30
Internshala 20
LinkedIn 12
Indeed 10
43
Inference:
From the above table we can say that, 40% use Naukri, 25% use
Internshala, 14% use LinkedIn, 11% use Indeed and 10% use Monster for
hiring employees using websites or job portals.
websites used
35
30
25
20
15
10
5
0
Naukri Intershala Linkedin Indeed
Interpretation:
Naukri is the website or the job portal majorly used by the organization to
hire new candidate when compared to other websites. Internshala is the
second website used for hiring. These websites help in identifying and
selecting the potential candidates.
44
Table showing the analysis of vacant positions before hiring.
Strongly-Agree 20
Yes 50
Maybe 10
No 0
Strongly-Disagree 0
Inference:
The above table says that 25% of employees Strongly-Agree that the
organization verifies the vacant positions before the Recruitment process.
64% of the employees Agree and the remaining 11% of the employees
have given their opinion as Neutral.
50
40
30
20
10
0
strongly yes maybe no strongly
agree disagree
45
Interpretation:
It is concluded that verification of the vacant position is done before the
recruitment process, as most of them Agree. And few of them have a
neutral opinion on it.
Analysis of Chi-square
H0: Verification of vacant position is not done before recruitment process.
H1: Verification of vacant position is done before recruitment process.
N= Total Frequency= 20+50+10+0+0= 80
Np= 80/5= 16
O E (O-E) O-E)2 O-E)2/E
20 16 4 16 1
50 16 34 1156 72.25
10 16 -6 36 2.25
0 16 -16 256 16
0 16 -16 256 16
80 107.5
DF(V) = 5-1= 4
Chi-square (0.05) (Tabulated value) = 9.488> Chi-square (Calculated
value) = 107.5
46
Interpretation:
As the Value calculated of is greater than the value tabulated, it is
significant. H0 will be rejec ted. Since there it is significant, the verification
of the vacant positions is done before recruitment process. H1 will be
accepted.
Inference:
From the above table, it is predicted that 75% of employee in the
organization think that the organization conducts timely R & S process
and 25% think that the company won’t conduct.
47
Timely recuritment &
selection process
70
60
50
40
30
20
10
0
YES NO
Interpretation:
We can interpret that, most of the employees think that the organization
conducts R & S process on time. On the other side, few of them think it
does not conduct R & S process on time.
48
Inference:
70% of employee says that performance depends on R & S process,
whereas another 19% of employees says that performance may or may
not be based on R & S process and the remaining 11% says that
performance won’t depend on R & S process.
50
40
30
20
10
0
YES MAYBE NO
Interpretation:
R & S process has no effect on the employee performance in company, is
clearly understood from the above graph. Though few of them think it
affects the performance majority thinks it won’t affect the performance.
49
Table showing Scope for improvement in R & S process.
PARTICULARS NUMBER OF RESPONDENTS
Strongly-Agree 20
Yes 50
Maybe 10
No 0
Strongly-Disagree 0
Inference:
The above table says that 15% of the employee Strongly-Agree, 50 % of
the employee say Yes, 10% of the employee have a Neutral opinion, and
5% of the employee says No, that there should be a scope for
improvement in the R & S process.
50
Interpretation:
From the above graph, we can get a clear picture about the employees
view about enhancing in the R & S process. The most of the employees
Agree that there is a scope for improvement in the R & S process.
Strongly-Agree 30
Yes 45
Maybe 0
No 5
Strongly-Disagree 0
Inference:
Above table says that 38% of the employee Strongly-Agree, 56 % of the
employee says Yes, and 6% of the employee says No, that the
organization should follow fair practices of R & S process for increasing
company’s performance.
51
Company's performance
50
40
30
20 Series 1
10
0
Strongly Agree Yes Maybe No Strongly
disagree
Interpretation:
It is suggested to follow Fair practices of R & S process by majority of the
employees in the company as it impacts on employee performance and
also on the company’s performance in the markets.
Analysis of Chi-square
H0: Fair practices of R & S process will not increase the organisation’s
performance.
H1: Fair practices of R & S process will increase the organisation’s
performance.
N= Total Frequency= 30+45+0+5+0= 80
Np= 80/5= 16
O E (O-E) O-E)2 O-E)2/E
30 16 14 196 12.25
45 16 29 841 52.56
0 16 -16 256 16
5 16 -11 121 7.56
52
0 16 -16 256 16
80 104.37
DF(V)= 5-1= 4
Chi-square (0.05) (Tabulated value) = 9.488> Chi-square (Calculated value) =
104.37
Interpretation:
As the value calculated is greater than the value tabulated, it is
significant. H0 will be rejected and H1 will be accept, hence it is
significant, and the changes will increase the company’s performance by
following fair practices in recruitment and selection process.
Table showing Initial Screening of candidates.
PARTICULARS NUMBER OF
RESPONDENTS
YES 70
NO 10
53
Inference:
It is analysed that 88% of employee in the organization think initial screening
of the candidate is done by the recruitment team and the remaining 12% think
that it is not conducted by the recruitment team.
60
40
20
0
YES NO
Interpretation:
Many people working in company think the initial screening the
candidate is carried out by the recruitment team, which helps them to
hire a candidate for a vacant position in the organization.
54
Inference:
It is very essential to inform the vacancies in the organization internally.
Once it is communicated internally, it will be communicated externally as
well, so that the talents are retained in the company. 70% of the
employees are aware about the vacancies and 30% of the employees are
unaware about the vacancies.
Interpretation:
In order to be successful in R & S process, it is important to communicate
about vacant positions internally as well as externally. From the above
graph, it is depicted that most of the employee are aware about the
vacant positions in the organization.
55
Table showing importance of Employee Referrals.
PARTICULARS NUMBER OF RESPONDENTS
Strongly-Agree 15
Yes 45
Maybe 15
No 5
Strongly-Disagree 0
Inference:
Above graph we can say that 56% of the employees Agree that Employee
Referral plays a essential role in hiring new talents for company. 19% of
the employees StronglyAgree and 6% of the employees Disagree and
another 19% of the employees have a Neutral opinion.
40
30
20 Series 1
10
0
Strongly Agree Yes Maybe No Strongly
disagree
56
Interpretation:
Above graph concludes that majority of the people in the company prefer
Employee Referral for hiring new talents for the vacant position in the
company, which helps them to build relationship as well as to gain loyal
employees.
Table showing motivation by internal source of recruitment.
PARTICULARS NUMBER OF RESPONDENTS
Strongly-Agree 5
Yes 70
Maybe 5
No 0
Strongly-Disagree 0
Inference:
Above graph says that 88% employee in the organization think that
internal hiring will motivate the employees within the organization as it
provides them assurance about their job. Whereas the remaining 6% of
the employee have Strongly Agreed and have Neutral opinion about it
respectively.
57
Motivation from Internal Hiring
80
70
60
50
40
30
20
10
0
Strongly Agree Yes Maybe No Strongly disagree
Interpretation:
Internal Source of recruitment will help in motivation the employee in the
company is depicted from graph above, as most of the employees agree. It
helps in bonding employee and organization and having long term
relationships.
Analysis of Chi-square
H0: Internal Source of hiring will not motivate the people in the company.
H1: Internal Source of hiring will motivate the people in the company.
N= Total Frequency= 5+70+5+0+0= 80
Np= 80/5= 16
58
O E (O-E) O-E)2 O-E)2/E
5 16 -11 121 7.56
70 16 54 2916 182.25
5 16 -11 121 7.56
0 16 -16 256 16
0 16 -16 256 16
80 229.37
DF(V)= 5-1= 4
Chi-square (0.05) (Tabulated value) = 9.488> Chi-square (Calculated value)
= 229.37
Interpretation:
The value calculated is greater than the value tabulated, and therefore H1
is significant. H1 will be accept and H0 will be rejected. From this it is said
that Internal Source of Recruitment or hiring will motivate the employee
to stick with the organization.
Table showing Employee Satisfaction with current R&S.
PARTICULARS NUMBER OF RESPONDENTS
Highly satisfied 15
Fully- Satisfied 40
Maybe 15
Not so satisfied 10
Highly satisfied 0
59
Inference:
Many people working in the company are Fully-satisfied with the current R &
S process. The table above says that 19% of employee are Highly-satisfied,
51% of employee are Fully-Satisfied, 19% of the employee have an opinion
Maybe and 11% of the employee are Not so satisfied.
Interpretation:
Many people working in company are fully-satisfied with the current R & S
process followed by company or organization is concluded from the above
graph
PARTICULARS NUMBER OF RESPONDENTS
Strongly-Agree 10
Yes 45
Maybe 15
No 5
Strongly-Disagree 5
60
Inference:
Table above suggest 12% employee Strongly-Agree, 56 % people says Yes,
20% people have Maybe opinion, 6% of the employee Disagree, and 6%
people StronglyDisagree hiring right candidate will decrease the employee
turnover in the organization.
Employee Turnover
50
40
30
20
10
0
Strongly Agree Yes Maybe No Strongly disagree
Interpretation:
Table above will say that many people in the company Completely-agree
that hiring the right talent for the vacant positions will decrease the
employee Turnover.
PARTICULARS NUMBER OF
RESPONDENTS
YES 60
NO 20
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Inference:
From the above table it is clear that 75% of the employee thinks that
preference for referred candidates is more when compared to others. And
remaining 25% of the employee thinks, that the organization does not
consider referred candidates
Referred Candidates
80
60
40
20
0
YES NO
Interpretation:
As shown in the above graph, majority of the employees in the
organization think that new candidates hired are selected by the
preference of reference by the employees working in the organization.
Table showing Employee Satisfaction with R&S process.
PARTICULARS NUMBER OF RESPONDENTS
Highly satisfied 15
Fully- Satisfied 65
Maybe 0
Not so satisfied 0
Highly satisfied 0
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Inference:
From the above table, it is commented that many of the people working in
the company are Fully-satisfied with the R & S process. 20% of the
employee are Highly-satisfied and 80% of the employee are Fully-Satisfied
with the recruitment and Selection process.
Interpretation:
From the above graph, it is depicted that all or many people working in the
company are Fully-satisfied with the R & S and selection process practiced
by the company.
Analysis of Chi-square
H0: Employee Dissatisfied with R & S process practiced in company.
H1: Employee Satisfied with R & S process practiced in company.
N= Total Frequency= 15+65+0+0+0= 80
Np= 80/5= 1
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O E (O-E) O-E)2 O-E)2/E
15 16 -1 121 0.06
65 16 49 2401 150.06
0 16 -16 256 16
0 16 -16 256 16
0 16 -16 256 16
80 198.12
DF(V)= 5-1= 4
Chi-square (0.05) (Tabulated value) = 9.488> Chi-square (Calculated value)
= 198.12
Interpretation:
The value calculated is greater than the value tabulated, H1 is accept as it
is significant. H0 is rejected. Thus, people are satisfied with the R & S
process in company.
Table showing Satisfaction on Selection Policies
PARTICULARS NUMBER OF RESPONDENTS
Highly satisfied 15
Fully- Satisfied 55
Maybe 10
Not so satisfied 0
Highly satisfied 0
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Inference:
20% people are Highly-satisfied and 69% employee are fully-Satisfied and
11% employee have Maybe opinion on the Selection Policies followed by
the organization, this is depicted from the above table.
Interpretation:
Many people working in the company agree that selection policies
followed by company is satisfactory.
Strongly Agree 15
Yes 45
Maybe 10
No 5
Strongly Disagree 0
65
Inference:
Above table says that, 19% employee Strongly-Agree, 54% of people Fully-
Agree, 11% people have Maybe opinion and 6% people Fully-Disagree that
the organization follows Systematic and Regular process of Recruitment
and Selection.
40
30
20
10
0
Strongly Agree Yes Maybe No Strongly disagree
Interpretation:
Though few people working in company consider that company won’t
follow Systematic and Regular process of R and S. From above graph it is
also said that many people working in company agrees that company
follows Systematic and Regular Process of R & S.
Table showing Satisfaction on performance of HR department.
PARTICULARS NUMBER OF RESPONDENTS
Highly satisfied 10
Fully- Satisfied 45
Maybe 20
66
Not so satisfied 5
Highly satisfied 0
Inference:
From the above table we can say that 10% employee are Highly-satisfied,
54% of the employee are Fully-Satisfied, 25% people have neutral opinion
and 6% of the employee are not so satisfied with the Performance of the
Human Resource department in company.
Satisfaction on performance of HR
department
50
40
30
20
10
0
Highly satisfied fullysatisfied maybe not so satisfied Highly
dissatisfied
Interpretation:
Graph above says that many people working in company are fully-satisfied
with the performance of the Human Resource department in company.
Excellent 05
Good 25
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Average 50
Bad 0
Worst 0
Inference:
6% of the employee have rated excellent, 32% of the employee have
rated good and remaining 62% of the employee have rated average as
their response for overall R & S process in the company by the above
table.
50
40
30
20
10
0
Excellent Good Average Bad Worst
Interpretation:
The graph above will conclude that many people working in the company
have rated average for the entire R & S process that has the company is
following
Analysis of Chi-square
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H0: Dissatisfied with Overall performance of R & S process followed in
company.
H1: Satisfied with Overall performance of R & S process followed in
company.
N= Total Frequency= 5+25+50+0+0= 80
Np= 80/5= 16
DF(V)= 5-1= 4
Chi-square (0.05) (Tabulated value) = 9.488> Chi-square (Calculated value)
= 116.87
Interpretation:
The calculated chi-square value is greater than the tabulated value, H1 is
accept as it is significant. H0 is rejected. Hence, it is stated that people
working in the company are Completely-satisfied with the R & S process
followed by the company.
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CHAPTER 5
FINDING, SUGGESTIONS & CONCLUSION
FINDINGS
1. The company follows external recruitment source for hiring new talents
via contracts which is beneficiary for company.
2. The R & S process, methods and practices followed in the company
gives positive outcomes.
3. This process involves attracting talents and increasing the networks all
across the country.
4. From the above survey, we can say that R & S process followed in the
organization is excellent.
5. Best screening process is done prior recruitment, in order to save time
and hire effective employee.
6. The ultimate objective of conducting interviews, R & S process is to find
new talents for innovative ideas and expand their business.
SUGGESTIONS
1. The organization should follow Internal Sources of Recruitment for
retaining the talented employees in the company and promoting them for
higher positions. Internal Sources of Recruitment also helps in motivating
the employees in the organization.
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2. More chances for new talents should be provide without considering
their experience of working.
3. Work life balance of the employees can be improved. As working hours
are more and the employee will not be spending quality time with family&
friends.
4. The organization can use more Advertisement Media for increasing
their business and it also helps to compete with the competitors.
5. Few changes in R & S process will enhance business of the company
(Ethical Changes).
CONCLUSION
Managing the organization is capable by the R & S process. It will also
help in leading company. It’s a competitive benefit for increasing the
workforce of company. It helps in classifying and managing different
levels, so as to avoid conflicts in the organization. Utilisation of Fair, valid
and reliable R & S process helps in improving the business by the point
view of market. This process helps in decision making in critical situations.
To know the employee satisfaction levels R & S process can be used.
Motivational & encouraging activities can be conducted to enhance the
skills of the employee. Identifying the strengths and weakness of the
employee is very essential for organizational growth, as it will inversely
affect the overall performance of the organization. Training facilities will
be provided to the candidates based on it. Few changes in the R & S
process can help company to grow. Talented employees are retained and
new talents are found for the job to reach the goal. Effective R & S
process helps to decrease employee turnover in the organization.
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Recruitment process requires certain attempts and cost for it to be
successful. It also helps to boost the morale of the employee. It improves
the communication internally within the organization. Selection tools
included assessment, testing, etc. It determines the validity and reliability
of the company. Above study, says many people working in company are
quite happy with the R & S practiced by company.
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BIBLIOGRAPHY
BOOKS:
1. Recruitment and Selection: Theory and Practices by Professor Dipak
Kumar Bhattacharyya, Cengage learning.
2. Recruitment and Selection: Employee Selection by Gareth Roberts,
2005, CIPD (Chartered Institute of Personnel Development) publication -
Second Edition.
REVIEW OF LITERATURE
1. Rachana. C, Research scholar on Recruitment and Selection process,
Singhania University, Rajasthan, India, 2019, P 11-12.
2. Joy O Ekwoaba, Ugochukwu U Ikeije, Umudikendubusiufoma, the
impact of Recruitment and Selection criteria on organizational
performance, University of Lagos, 2015, P 22-23.
3. Ms.G. Karthiga, Dr. R. Karthi And Ms.P. Balaishwarya, Recruitment and
Selection process, IJSR publications, Volume 5, Tamil Nadu, India, 2015, P
1- 2.
4. Dr. Salitha Jardat, A study on Effectiveness of Recruitment,
International Journal of pure and applied Mathematics, Volume 119,
2018, P 2755-2764.
5. Mavis Adu-Darkoh, Employee Recruitment and selection practices,
School of Business, KNUST, 2014, P 1-3.
6. Pooja Khanna, IJRMT, IJRM publications, Karachi, India, 2014, P 1-7.
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7. Syamala Devi Bhoganadam, Dr. Dasaraju Srinivasa Rao, A study on
Recruitment and Selection, IJMRR, India, Volume 4, 2014, P 996-1006.
8. Fangling Hu, The research of design of human resource Recruitment
System, School of Management, Jinan University, China, 2014, P 197-198.
9. J. Neelakanta Gugesh, S. Sheela Rani, A study on effectiveness of
recruitment, IJER, Volume 10, Chennai, India, 2013, P 373-390.
10. Nankervis, Investigating the importance of various variables, Research
in Development Disabilities, Volume 33, India, 2012, P 1780-1791.
11. Neeraj Kumari, A study on Employee appraisal and performance
appraisal system (PMS), volume 1, India, 2012, P 30-31.
12. M Srimannarayana, Measuring Training and Development, Indian
Journal of Industrial Relations Publications, Volume 56, India, 2011, P 1-
20. 63
13. Ayesh Tabassum, Interrelations between quality and work life
dimensions, European Journal of Business and Management publications,
Bangladesh, 2011, P 2222-2839.
14. Ongori Henry, Temtime Z, Recruitment and Selection practices in
SME’s, Econ papers, Volume 3, 2010, P 166-167.
15. Jackson, A study on Recruitment and Retention, IJME, 2010, P 122-123
16. Andries Du Plessis, Andrew Hobbs, Rebecca Marshall, Resource
functions, 2008.
17. Mark D Winston PhD, Review on Strategic Leadership, 2008.
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18. Scott Brum, Impact of Training on Employee, URI, 2007.
19. Arrey Mbongaya Ivo, Best prospective of human resource
management, 2006 20. Dana B Minbaeva, Journal of International
business studies, 2005, P 589-599.
WEBSITES
1) www.wikipedia.com
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QUESTIONNAIRES
“A Study on Recruitment and Selection process in VisionGuru”
I, Sneha Kumari Shah, B. R., student of CMR Institute of Technology has
prepared these questionnaires to understand the “Recruitment and
Selection process in VisionGuru”.
Researcher assures you that the opinion or response collected shall be
highly confidential and the research outcomes will be used only for the
academic purpose.
We sincerely appreciate your cooperation in this regard.
Please fill your personal information:
1. Name:
2. Mobile No.:
3. Email ID:
4. Occupation:
5. Date of birth:
6. Gender: (a) Male (b) Female.
Please mark what you feel is appropriate
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Q2. Which Recruitment source fits the organization best?
a) Internal Sources. b) External Sources.
Q3. Which website is used by the organization for hiring employees?
a) Naukri. b) Internshala. c) LinkedIn. d) Indeed. e) Monster.
Q4. Does the organization verify the vacant positions before recruitment
process?
a) Strongly-Agree. b) Yes. c) Maybe. d) No. e) Strongly-Disagree.
Q5. Does the organization conduct Recruitment and Selection process on
time?
a) Yes. b) No.
Q8. Will the Fair practices of Recruitment and Selection process increase
the company’s performance?
a) Strongly-Agree. b) Yes. c) Maybe. d) No. e) Strongly-Disagree.
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Q9. Is the Initial Screening of the candidate done before Recruitment
process?
a) Yes. b) No.
79