A PROJECT REPORT ON REQUIREMENTS & SELECTION PROCESS At

Vision Guru Ltd.

An internship report submitted in partial fulfillment of the

requirement for the Degree of Bachelor of Business Administration
(Session: 2019-2022)

Under the Guidance of; SUBMITTED BY;

Dr. Shalinee NAME: SNEHA KUMARI SHAH

BBA faculty EXAM ROLL – NO: 19VCBCBA088

IDR NO: 190410983051

 ACKNOWLEDGEMENT

“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.

I present my sincere thanks to HIMANSHI SINGH ,manager ,who helped

me to take training at vision guru. I would also like to thank Hr
department’s staffs for their wonderful support & inspirable guiding.

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.

However, I accept the sole responsibility errors of omission and would be

extremely grateful to readers of this project report if they bring such
mistake to my notice.

SNEHA KUMARI SHAH

 TABLE OF CONTENTS

CHAPTER NO TOPIC PAGENO

EXECUTIVE SUMMARY 01-02

01 INTRODUCTION 03-18

02 CONCEPTUAL BACKGROUND & 19-48

LITERATURE

03 RESEARCH DESIGN 36-40

04 DATA ANALYSIS & INTERPRETATION 41-69

05 FINDINGS, SUGGESTION & 70-72

CONCLUSIONS

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

Service sector according to U.S. Census Bureau, is a sector which produce

goods which are intangible known as Services, in spite of goods, which
includes various services such as warehouse and transportation facilities,
security and investment service, information services, entertainment, arts
and recreation, management of waste, healthcare and social assisting,
and professional services. Many countries focus on the service sector for
their economies more than agricultural and industrial economies. The
third tier of the 3-sector economy is the Service sector also known as the
Tertiary sector. United States, United Kingdom, Australia, and China are
the top countries which emphasis on service sector. With around 15.53
trillion USD, United States is the largest service sector provider. Around
196 countries are associated with service sector. More than 80% of GDP is
from the service sector in 30 countries. It increases the GDP of the most
countries by providing jobs, public services and inputs for the economy. It
also improves the performance of Trade and provides export
opportunities in traditional and new methods. Service sector consist of
trade (wholesale and retail), computer software development services,
medicine services, non-profit economic activities, consumer services,
engineering services, banking services, communications and government
services which includes defense and administration of justice.

3
Technology in the Service Industry

It plays a vital role in innovation of data frameworks, which means

forming segments in the organizations work. It helps in segmenting and to
enhance the efficiency and effectiveness of the organization by
incrementing the speed and reducing the quantity. It also helps in cost
minimization to achieve the goal of the organization. It helps to the
company’s position and its competitors.
The Future of 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

India’s economy has economic market which is developing and it is the

fifthlargest economy in the world by nominal GDP and the 3 rd largest by
purchasing power parity (PPP). The major source of living is agriculture by
which people earn and its around Two-thirds of the people. And another
major source by which people earn for their living is service sector. India
Economy was reformed with globalization and international economic
integration. Information Technology was developed first in India by Sri
Atal Bihari Vajpayee. India is the best exporter of IT. The Indian IT industry

4
is export dominate and constitute around 79 percent total revenue of the
Service Industry.

Service sector in India

Since Independence, i.e., around 60 years, India Service sector has

contributed around 60 percent of lion’s share to the country, but its
employees only 25 percent labour force. Because major population is
employed with agriculture and manufacturing. There are various activities
in this sector and they are as follows:
1. Retail, Hotels and Health care,
2. Banks, Real Estates and Education,
3. Social works and Recreation,
4. Media and Communications,
5. Electricity, Gas and Water Supply,
6. Computer Services.

Service sector Contributing to Indian Economy

There are few companies which has invested for the development of the
service sector and they are as follows:

▪ 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

In India, Information Technology contains of 2 major components i.e., IT

Services & Business Processes outsourcing also known as BPO. The
Information Technology sector has raised the GDP from 1.2% (1998) to
7.7% (2019). 5 Tata Group along with Burroughs, the 1 st software export
zone launched the IT sector first in Mumbai, India in 1967. During 1980,
around 80% of the software export of the country was from S.E.E.P.Z
(Software Export Zone). They established their first IT in 1973 in Mumbai.
The Information Technology provides around $155 billion in the gross
value and it grows between 10-15% per annum. Low-cost labor arbitrage is
our main advantage so far, which requires a skill to convert least-cost least
value add Service providersto leastcost highest value add partners.
Information Technology companies can extend their services to find
solution for financial customers around the global. Few Services which are
under them are Insurance, Financial risk management, underwriting and
natural disaster modelling. Major hubs of IT are in:

1. Bangalore
2. Chandigarh
3. Chennai
4. Hyderabad
5. Kochi
6. Pune

7
Current Scenario of IT Service sector

IT industry is evolving rapidly with various developments to change the

standard of the Indian Businesses. IT sector contains software
management, online services, Consultancies, Software development &
BPO (Business processes outsourcing). This industry is potential enough to
face the challenges and accept the changes. There are many factors which
influences IT industry and they are as follows:

1. Recession in other countries (Demand -supply gap).

2. Tax Structure and issues.
3. Poor Infrastructure.
4. Restricted preferential access to local firms or organizations.
5. Cost variation between countries.

Recent 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.

Key Players in IT Service sector

1. Infosys
2. Wipro
3. TCS
4. Oracle Financial Services
5. HCL Technologies
6. Tech Mahindra
7. Mphasis
8. Mindtree
9. Cyient
10. Rolta

Healthcare and Tourism services in India

We have been allocated with world-class medical amenities, skillful

doctors, medical technicians & pharmaceuticals which has contributed
over $ 110 billion and which can increase up to $ 280 billion by 2020.
Technology has improved and we have digital communication and
interfaces, diagnostic medicine for all-over global services. And Tourism is
known for the historical significance of the place and its natural beauty in
India. Compared to China, India contributes $ 47 billion to the country’s
GDP (whereas China’s contribution is $ 115 billion). And hence India has
9
all possibilities to increase its tourism service sector in next decades.
Customer experience is the key to success in both these sectors, as they
can increase their revenues and it will determine the growth in future.
Government has taken few 7 initiatives like Visa, improving the
Infrastructure facilities, safety connectivity and others.

Space services in India

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.

Logistics and Transportation

India’s domestic and international transportation and logistics is due to

the nonartificial coastline & huge river networks, which provides a
competitive edge. They are classified as:
10
 1. Ports and ports service,
2. Warehousing, trans-shipment service,
3. e-Logistic,
4. Inland waterway for freight & passenger,
5. Expressway and
6. Dedicated freight corridor.
By 2023, it is expected that Indian logistics service sector will grow up to
$ 360 billion. India should focus on large scale investments will sustain for
a longer period of time and by providing all the potentials for the
development of the service sector. If the infrastructure is created initially,
later all multiplier effects will be allocated automatically by linkages. For
example, The development of service industries in Pune and the Mumbai-
Pune expressway.

Other Services in India

1. Media and Entertainment, which includes gaming, animation and dubbing.
2. Education, which includes online platform like MOOC, Udemy, etc.
3. Sport, which includes I.P.L, I.F.L, and Sport Management.
4. Legal or Paralegal service.
5. Management of Risk, and
6. Advisory function.
These few areas offer immense contribution to the Indian service sectors in
the
growth of Indian Economy.

Some Challenges faced by the Service sector in India

11
1. Resolving massive customer complaints on services
2. Notifying customers of data breaches (misuse of data)
3. Lack of a well-design customer service support model
4. Matching with the demands of the customer
5. Utilization of the omnichannel 6. Outdated methods
7. Poor customer service
8. Lack of verification methods and techniques
9. Incorrect product and service descriptions
10. Unorganised streamlined process
11. Mismatching customers & customer service agents
12. Failure to access customer information
13. Uncertainty about the future
14. Financial Management
15. Regulation and Compliance
16. Knowing when to implement changes
17. To maintain the reputation
18. Exploding the data
19. Competencies
20. Recruiting the right talent for the right position.

Few solutions to the challenges faced by the Service sector in India

1. Co-ordination of business throughout the world.

2. Improving the infrastructure
3. Decrease the GST rates and reduce GST issues
4. Collect Feedback from customers and enhance the services
12
5. Keep yourself upgrading with new technologies and its usage
6. Advanced system usage and learn different techniques and methods
7. Training and Monitoring the staff
8. Data mining and data security
9. Time Management
10. Adopt changes in the market
11. Follow the instructions and rule of the Government
12. Reach out the customer on time when needed
13. Maintaining the demand and supply ratio
14. Brand image, promotions and active participation
15. Increasing the e-visa counters
16. Medical tourist packages should be provided
17. Facilitating imports for hospitals
18. Long-term partnership with companies around worldwide
19. Increase exports and decrease imports
20. Reduce the port charges.

Indian Service sector Future Prospect

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

Vision guru is an educational advisory board that compromised young and

passionate professional..
Vision guru provides counseling support , training for gd/pi to student
along with attractive scholarship for MBA aspirants transportation aid
whatsapp session cap process ,pd session.
For universities and colleges career mantra organize various career events
seminar across multiple cities as well as interaction with MBA aspirants.
A credential reputation among the student circle as well as interaction
with MBA
Aspirants.

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

VISION GURU is an educational advisory and integrated market solutions

start up based in Pune. We have been established in 2008, our board is
encompassing of young and fervent experts who have constantly worked
in the field of student grooming education and pedagogy.
The board of member and advisors companies of well known and
respected individuals in the educational establishment of India.

OBJECTIVE

The objective of the vision guru is to facilitate “face to face” interactive

meetings
With job seekers and industry employers across the region.

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

Currently, the company has 2 offices in PAN INDIA

With 30+ employees on Pay Roll
We have enrolled more than 10,000 students in various MBA/PGDM
programs in last few years.
We have strong relationship with Pan India colleges as well as with other
networking sources. .i.e, coaching centers ,local graduation colleges
Schools and so on for advertising your brand in local areas .we have
strong marketing team as well as we have strong professional counseling
team for promoting your brand in pan India.
MBA conclave helps you to get MBA?PGDM aspirants under one roof for
promoting your brands in pan India.
Our marketing team will promote your brands following ways :-
Telephone/Skype
Local areas office for counseling
Social media
A credential reputation among the student circle established through
continous and dedicated support in term of training scholarship in term
of training
scholaraship and expert guidance.

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,

TYPE OF RECRUITMENT NEEDS

PLANNED UNEXPECTED ANTICIPATED

19
SOURCE OF RECRUITMENT

SOURCES OF RECURITMENT

EXTERNAL INTERNAL

EXTERNAL SOURCE OF RECRUITMENT

It is the process of recruiting the people outside the organization, though it
is time taking and cost incurring, new talents can be found for the
organization, which helps in maintaining the balance in a firm. The external
recruitment sources are
1. Newspaper or Television or Radio Advertisement.
2. Consultancies.
3. Employee Exchange.
4. Wanted Signboards
5. Campus Recruitment,

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

DIRECT IN- DIRECT THIRD PARTY

RECUIRTMENT RECUIRTMENT RECUIRTMENT

STAGES OF RECRUITMENT
There are two stages of recruitment,
1. Pre- recruitment
2. Post- recuritment.

There are various steps in pre-recruitment and they are as follows:

➢ Sourcing the profiles of the position.
➢ Screening.
➢ Informing the candidates about the interview.
➢ Arranging an interview for the candidates.
➢ Sending the interview call letter to the candidates.
➢ Conducting the interview. It consist of various rounds-
▪ Aptitude,
▪ Group Discussion,

22
 ▪ Personal Round,
▪ Technical Round,
▪ HR round and
▪ Managerial round. Similarly,

Post-recruitment also have certain steps:

➢ Selection of candidate,
➢ Issuing offer letter,
➢ Compeleting the joining formalities,
➢ Induction program,
➢ Internal System and Email ID creation,
➢ Issuing ID cards and visiting passes and
➢ Monitoring their performance.
SELECTION CRITERIA

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.

PRE- RECRUITMENT PROCESS AT Vision Guru

CAMPUS RECRUITMENT PROCESS
For Details about Vision Guru Campus Recruitemnt Drive:

• No. of Candidates: Min.50 to Max.2000 (Please inform us the approx. no.

of Candidates 2 days prior of the actual event).
• All Candidates must carry their latest resumes with passport size
phtographs.
• Arrangement Required: Place should have LCD Projector, Computer
System with Internet connection, White board and Markers.
• Minimum 5 Volunteers amongst Candidates (Number of Volunteers
depends on the No. students).

24
The event schedule could be as follows:
1. Pre placement Talk with Vision guru introduction presentation

• Compulsory Attendance for all candidates appearing for the

recruitment drive.
• Candidates NOT present for placement talk will not be allowed to
appear for recruitment rounds.

2. Recruitment Process Rounds

Round 1 Written test on business management
topics

Round 2 Personal interview

3. Rules for Written Test

• Answers must be written on the BACKSIDE of the CV’s or Resumes.
• No scribbing or rough work on the question paper.
• Start Time and End Time should be mentioned on the BACKSIDE of the
CV where answers are written
4.Rules for Personal Interview
• Compulsory Language-English
• Candidates must WRITE on their Backside of the CV’s 23
1. Name of the Position.
2. The qualities which they possess for the position they apply. Only the
words not the essays

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

Joining 1. Discussion about Salary package &

Formalities Responsibilities in college or regional office
2. Once clear about Role & responsibilities,
signing of Employee Undertaking with
Joining Assurance Amount (Rs.15,000/-).
The amount will be refunded once the
candidate completes 3 months probation
period.
3. Document Submission with Joining
Assurance Amount payment by candidates
depending on the type of employment.
4. Confirmation of Joining Dates and
Assigning of Reporting head to respected
Reporting Location.

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.

Joining 30 Days from Date of Result Declaration

Formalities
Deadline
joining Date Within 6 Months of Result Declaration

Probation 3 to 6 Months
Period
Appraisal Every 3 months

Training Period On Job Training till service period continues

27
 LITERATURE REVIEW

RACHANA C [January 2019]

Recruitment & selection is a process that enables us to manage and lead

people in our organization. It is helps to know the capacity of the
organisation to take part in few key events. It also helps in understanding
the workforce sources in an organization, in order to understand the
competitive advantages. Although all employees won’t engage, it is
proved that most of the employees utilise this methods and process.
Managers usually won’t encourage employees for discussion and the
problem arises here. Employees are blamed for the failures in the
process, instead of knowing the weakness in the techniques,
methodology, practices and the process which has errors. All the errors
are not because of the methods, few are due to the human errors and
decisions. It actually depends on the new candidate hired, their
potentiality and their effectiveness in aiming for the organizational goal.
Reduces Labour Turnover & Better Employee Morale are effective results
of R & S process. Ineffective recruitment is loss to both candidate and the
organization, as it is waste of time and money (The employee might leave
the organization). Recruitment process involves valid practices in reality.
Generally, Managers wait for the feedback from their sub-ordinates (Line
Managers) to have an idea about incubation period and procedures to
find out the mistakes and rectify it. Most of the firm do not consider
labour turnover. Selection process follows traditional methods which
consist of interviewing, testing, assessment, application forms, references
and few more. Selection process has both its merits and demerits. The
28
best Selection technique is the one which has effective reliability and
validity.

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.

Ms.G. KARTHIGA, Dr. R. KARTHI AND Ms.P. BALAISHWARYA [April 2015]

Recruitment is the process of identifying and searching potential workers

and enhancing their skills and empowering their employments.
Determination is the key factor, through which the organization classify
their employees. They select the candidate who has meet the
organizational goals with all conditions applied without any restrictions.
Hence it is suggested to follow all kinds of recruitment strategies for
selecting the best candidates for the vacant positions and also to
enhancing the performance.

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.

MAVIS ADU-DARKOH [June 2014]

The Ultimate aim of R & S is to accomplish the objective of human asset

administrative work, which is fundamentally set up on execution of
association in the organization. This is to differentiate between
recruitment process and selection practices followed in an organization
for business development. Many difficulties occur on this process and
they are distinguished as boundaries of recruitment and laborers of
selection, which consists of improper occupation investigation, low level
of competency representatives, poor HR assets, bad enrolment
techniques and poor choice of workers, lack of offices and infrastructure,
and absence of expertise guidance. The R & S process reflect necessary
activities of followed in the organization.

POOJA KHANNA [June 2014]

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.

SYAMALA DEVI BHOGANADAM, Dr. DASARAJU SRINIVASA RAO

[October 2014]

As Human Capital sources are providing best outcomes and esteemed

resources which are cherished, the business associates have starting
focusing on it from the past decades, in addition to recruitment and
selection. There should be a list of accessible HR, which helps in making
better decisions for the associates leading them as the upper hands while
selecting

FANGLING HU [November 2014]

HR abilities, information and insights are rapidly improving themselves in

their fields, with advance learning for improving the economy also well. In
which, authoritative key assets play a prominent role, for example,
capital. Recruitment being the first stage of improvement, which focuses
on showcasing the abilities of the candidate and identifying the potential
out of them, keep in mind that the candidate should continue long term
relationship with the organization. And also improve his skills accordingly.
Therefore, one should know the complete usage of the procedure,
methods and techniques along with recruitment framework. It becomes
an essential part in building the organization goals
J. NEELAKANTA GUGESH, S. SHEELA RANI [July to December 2013]

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]

Training is essential for enhancement and development of the skills the

candidate. Therefore, continuous Training & Development process should
take part in the organization and it should be measured, so as to check if
organizational objectives are met.

AYESH TABASSUM [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.

ONGORI HENRY, TEMTIME Z [2010]

The SME (Small and Medium Enterprise) selection practices of

recruitment has been indicated to enhance and improve the
administrative practices in these sectors, which suggest suitable human
assets and methods for the completion of the process. This helps to
achieve the maintain the tends in SME’s through R & S process, which act
33
as a major element in making it possible and successful. The director
honestly considers this for the survival, achievement and development of
SME’s.

JACKSON [2010]

The corporate blueprint of managing the staff and the method of

approaching the HR concepts should satisfy the objectives of the
execution and it should also fulfil the additional repayment process as
well. The Quality and work show off indicates the HRM Approaches
followed by them in an organization to satisfy the collision of staffing and
managing
P MANIKANDAN AND R KALPNA SASTRY [2009]

It is very important to observe the HRM principles and strategies for

effective Human Resources Management.

ANDRIES DU PLESSIS, ANDREW HOBBS, REBECCA MARSHALL [June

2008]

Fulfilling the HR needs and activities by developing competitive

advantage in the organization. And also assist the employee in the
organization to reach the targets. Potential enough to accept the
changes and survive in the Global Markets, meeting the HRM objectives.
The main focus of R & S process is to enhance and increase employee
career development opportunities and activities.
34
MARK D WINSTON PhD [October 2008]

The powerful relationship between hierarchical achievements and

administration is clearly mention by the hypothetical reason which
incorporates n number of elements (including the characteristics of
pioneers) and their advancement for improving those characteristics.
Proof plays a vital role in Administrative hypothesis, as it leads the
investigation with its significance and its components related to the
process, which in turn guides us to achieve the pioneer’s authoritative
goals. There are different variables with plays active role in building the
framework and enhancing the skills and techniques used, in addition to
the expert suggestion for better and best outcomes.

35
 CHAPTER 3
RESEARCH DESIGN
PROBLEM STATED

In current scenario, it is difficult to find qualified employees for the

organization. Searching, recruiting and selecting the candidate to fulfil the
vacant position in the firm is time consuming as well as cost incurring
process. In spite of training process, if the candidate does not excel in the
field, it is a big loss for the company as well as for the candidate in terms
of time. Hence, it is difficult to find a talented and qualified employee
with this labour market. The competition is very tight as there are only
few, who does justice for their roles. This makes organization to conduct
the R & S process very effectively, so that it results in improving the
efficiency of the company and also to retain the talents in the firm.

NEED FOR THE STUDY

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

This study speaks about the R & S process practiced by VisionGuru.

Detailed description of R & S process is studied and reported. It also
analyses the employee satisfaction levels at VisionGuru, along with the
ethical practices followed in VisionGuru. This study compares the R & S
process followed by VisionGuru with the actual/standard R & S process
carried out in the organization

RESEARCH-METHODOLOGY

Research design

Research-Design is a process in which information is collected and

analysed, so as to provide solutions for the problem. It is a method used
to find solutions for questions asked in research. There are 4-types of
Research Design, namely:
37
1. Descriptive Research Methodology,
2. Correlational Research Methodology and
3. Research Methodology.
4. Causal- Comparative Research Methodology. Research Methodology is
systematic method which is used to collect information about a
particular topic and to do detailed study on that topic. Currently we are
using descriptive research methodology for this study.

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.

Employee working duration

35
30
25
20
15
10
5
0
0-1 years 1-3 years 3-5 years 5-7 years

41
Interpretation:
The above graph tells that majority of the employees working in the
organization between 0-1 years.

Table showing Recruitment source.

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.

Table showing the Websites used for hiring employees

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.

PARTICULARS NUMBER OF RESPONDENTS

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.

verification of vacant places

60

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.

Table showing Timely recruitment and selection process.

PARTICULARS NUMBER OF
RESPONDENTS
YES 60
NO 20

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.

Table showing Employee performance.

PARTICULARS NUMBER OF RESPONDENTS
Yes 55
Maybe 15
No 10

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.

Performance of the employees

60

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.

Scope for improvement

60
50
40
30
20
10
0
strongly yes maybe no strongly
agree disagree

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.

Table showing increase in company’s performance

PARTICULARS NUMBER OF RESPONDENTS

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.

Intial Screening of the

candidate
80

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.

Table showing Employee Awareness about the vacant positions.

PARTICULARS NUMBER OF
RESPONDENTS
YES 55
NO 25

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.

Employee awarness about

vacant positions
60
50
40
30
20
10
0
YES NO

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.

Importance of employee Referal

50

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.

Satisfied with current R & S

50
40
30
20
10
0
Highly satisfied fullysatisfied maybe not so satisfied Highly
dissatisfied

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.

Table showing Referred Candidates

PARTICULARS NUMBER OF
RESPONDENTS
YES 60
NO 20
61
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

62
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.

Satisfied with current R & S

70
60
50
40
30
20
10
0
Highly satisfied fullysatisfied maybe not so satisfied Highly
dissatisfied

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

63
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

64
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.

Satisfaction on selection policies

70
60
50
40
30
20
10
0
Highly satisfied fullysatisfied maybe not so satisfied Highly
dissatisfied

Interpretation:
Many people working in the company agree that selection policies
followed by company is satisfactory.

Table showing Systematic and Regular process of R & S

PARTICULARS NUMBER OF RESPONDENTS

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.

Systematic and Regular Process of R&S

50

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.

PARTICULARS NUMBER OF RESPONDENTS

Excellent 05
Good 25

67
 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.

Overall Rating Of R & S

60

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

68
 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

O E (O-E) O-E)2 O-E)2/E

15 16 -11 121 7.56
25 16 9 81 5.06
50 16 34 1156 72.25
0 16 -16 256 16
0 16 -16 256 16
80 116.87

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.
69
 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

Q1. Duration of time you have worked in this organization?

a) 0-1 years. b) 1-3 years. c) 3-5 years. d) 5-7 years.

76
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.

Q6. Is Employee Performance affected by the Recruitment and Selection

process?
a) Yes. b) Maybe. c) No.
Q7. Should there be a cope of Improvement in Recruitment and Selection
process?
a) Strongly-Agree. b) Yes. c) Maybe. d) No. e) Strongly-Disagree.

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.

Q10. Awareness about the existing vacancies to the employees?

a) Yes. b) No.

Q11. Does an Employee Referral play an important role in recruitment

process?
a) Strongly-Agree. b) Yes. c) Maybe. d) No. e) Strongly-Disagree
Q12. Will Internal Source of Recruitment motivate the employee?
a) Strongly-Agree. b) Yes. c) Maybe. d) No. e) Strongly-Disagree.
Q13. How is the Employee Satisfaction with the current R & S followed by
the company?
a) Highly-Satisfied. b) Fully-Satisfied c) Maybe. d) Not so satisfied. e)
Highly-Dissatisfied.
Q14. Will hiring the right candidate decrease the Employee Turnover?
a) Strongly-Agree. b) Yes. c) Maybe. d) No. e) Strongly-Disagree.
Q15. Referred candidates are preferred by the organization?
a) Yes. b) No.
Q16. Satisfactory level of employee with R & S process?
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a) Highly-Satisfied. b) Fully-Satisfied c) Maybe. d) Not so satisfied.
Q17. Is the Selection Policies followed by the company Satisfactory?
a) Highly-Satisfied. b) Fully-Satisfied c) Maybe. d) Not so satisfied. e)
Highly-Dissatisfied.
Q18. Is systematic and regular process of R & S conducted in the
company?
a) Strongly-Agree. b) Yes. c) Maybe. d) No. e) Strongly-Disagree
Q19. Is the performance of Human Resource Department Satisfactory?
a) Highly-Satisfied. b) Fully-Satisfied c) Maybe. d) Not so satisfied. e)
Highly-Dissatisfied.
Q20. What is the Overall rating of Recruitment and Selection process in
the organization?
a) Excellent. b) Good. c) Average. d) Bad. e) Worst.

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