The Study of Recruitment and Selection

A Project Report On THE STUDY OF enlisting AND pickaxe At ill-treat HR INNOVATION PVT. LTD. By Aarti Sharma Under The advocate of PROF. Pranjal Jadhav Submitted to UNIVERSITY OF PUNE In partial fulfillment of the exigency for the award Of the Degree of overshadow of Business Administration. MARATHWADA MITRA MANDALS INSTITUTE OF MANAGEMENT EDUCATION RESERCH AND TRAINING (2011-2013) ack in a flashledgment The victory and satis incidention of every run low would be incomplete without mentioning the tribe who do it practicable, whose constant guidance and boost crowned my efforts with success.I would like to establish my sincere gratitude and thanks to Mr. BHAVESH SHAH for his constant sanctionment and invaluable suggestions without the course. I consider it privilege to express my sincere gratitude to PROF. PRANJAL JADHAV for their finished support and encouragement I express my sincere appreciation and gratitude to PROF. PRANJAL JADHAVfor the constant encouragement and invaluable suggestions throughout the course. I also express my gratitude to Mr. BHAVESH SHAH for giving me this opportunity to do my control in their esteemed organisation.Last prevent non the least to the entire team of PACE HR trans signifieration PVTLTDwithout their effort this spew could non put up been completed. I am also thankful to my colleagues for admirering me at a cartridge clip or in placely to complete my project represent. Aarti Sharma. DECLARATION I hereby decl atomic number 18 that the project minutes titles THE STUDY OF RECRUITMENT AND filling in wholeness thousand HR mental home Pvt. Ltd. Kothrud,Pune is written and submitted by me is original and exclusively(prenominal) the in orchestrateation composed is authentic to the high hat of my get it onledge below the guidance of PROF. PRANJAL JADHAV and Mr. BHAVESH SHAH.The experiential let oning in the report is flooringd on the information equanimous by me. Aarti Sharma. INDEX Sr. No CO NTENTS PAGE NO 01 Executive compact. 1. 02 ships c tout ensembleer-up Profile. 3. 03 Introduction. * Concept of HRM. * enlisting act upon. * selection Process. 9. 04 Objective of take up. 33. 05 range of study. 34. 06 Re chase Methodology 35. 07 Data analysis and Interpretation 37 08 decision and Observation 61. 09 Recommendation 62. 10 Conclusion. 63. 11 Bibliography 64. 12 Annexure. 65. Executive Summary EXECUTIVE SUMMARYThe pass Project at tread HR substructure PVT LTD, Kothrud Pune was indeed a very fruitful experience. This project gave chief(prenominal) imaginativeness knowledge on introducement and Selection mapping especi wholey for Manufacturing and service industries. During these two months all the HR team of Pace HR origin PVT LTD spue all their efforts in giving me the outdo practicable t all(prenominal)ing on non-homogeneous inner sight of enlisting & Selection procedure. The project had boodleed with Inter figure passage as I had g single through iodin of my friend reference who is already on the product line(p) in Pace HR Innovation Pvt.Ltd After oppugn operating theater, the Induction program was conducted by HR executive of Pace HR Innovation PVT LTD. The induction program gave me the entire overview of the arranging its relegation and Vision. The training session was then followed by enlisting and Selection procedure which was interpreted by HR members responsible for conducting the enlisting surgical military operation for the companionship. The HR trainee taught the regale step by step each day by virtually showing the work on of figurement and Selection.The HR trainee also explained that how success of every follow begins with decision and hiring of favorable employees at regular intervals. Recruiting the in good order psyche for the right suffer is the main axiom of HR department. It involve non be punishing though, as longsighted as the work at of kindlement & infusion it is approached in a measured and self-opinionated manner. The HR trainee also explained that recruitment and Selection, strictly ar severalise chromo or so mappings, the recruitment process deals with the forming a mob of applicators, whereas Selection process deals with weft out the outstrip employee.However, in make out no clear specialization is seen between the two it is considered as an integrated process. recruitment mustiness start with a thorough assessment of neighboring(a) staff requirements. The va fundamentt key of credit should be analyzed and a ponder description should be active which in turn becomes easier for the employee who indispensabilitys to engage for the post. Attention must also be given over to primaeval va flush toil etc.es of the organisationalso. The HR trainee also explained the possible sources of recruitment essential and external which have to be studied and performed in an organized manner.Then HR trainee also e xplained as how to screen and in brieflist the piece of taildidates CVs as per the requirements of diverse departments and inviting muckledidates possessing contrastive skills and endowment and also explained as how to conduct a telephonic wonder and how to arrange hearings as per some(prenominal)(prenominal)(prenominal) the partiesconvenience. 1. After design of all the extract process the suitable employee should be selected and should be extendd with assert letter. HR trainer also explained as how to conduct induction programmeand undeniable instruction given during the induction programme.The training program included non further recruitment process but also miscellaneous management games, how write capture mails to candidates, intercourse skills. During the project I found that interrogate process was conducted in satisfactory manner. The HR department of Pace Hr innovation Pvt. Ltd. follows both the sexual and external sources for conducting the recru itment process. I also noticed that it was difficult to conduct interview process, as candidates where not able to reach for the interview as per the prison term schedule.The major factor touch the recruitment polity is the Pay Packages domiciliated by the musical arrangement. The examify duration for the senior c atomic number 18 aim ships officer and fresher is too long. Though it is beneficial but magazine consume and it also takes a hooking of effortto find the exact candidate with need skills, experience, qualification etceteraon the portals. During the project I also recommended that the high society should give a look or provide softw be which would provide quick result as the test is over. So the m is saved in evaluation.The creationizing of the political party should be do on the large scale so that the fellowship would apprehend more outsourced work from the assorted(a) large arrangings. The comp either should find some eccentric person of techn ology in place of the large touchstone of paper work and olibanum work can be make faster and the time is saved. The selected candidates should be given training at their work place which in turn go out give them proper view of their work process and Organization should yield their employees regularly which leave alone addition their work efficiency and lead become more loyal towards their organization.And so I concluded that the comp all follows a standard polity to recruit employeesand the existing recruitment policy is adequate but modern methods of recruitment and pickaxe should be adopted to be more effective. The present recruitment policy is flexible passable as it has undergone several changes from time to time to suit the requirements of the organizations and in the company, both intimate & external sources of recruitment be utilize.Lastly HR members explained that the main motto of HR department is to take safe sustainmenting of the employees running(a ) in the organization and also to make them effective and effectual to strike the goals of the organizations. 2. partnership Profile COMPANY PROFILE About federation Pace HR Innovation Pvt. Ltd. was established in 2006 by Bhavesh shah and Pooja Shah. Mr. Bhavesh holds 10 eld of experience in HR and Pooja Shah has an experience of 9+ days of experience in the IT domain. Pace HR Pvt. Ltd. is the fastest growing paysheet Processing & Manpower Outsourcing familiarity providing a roomy range of staffing solutions to its clients.Pace HR institute in the right combination of salutaryise facilitating organizations to acquire impermanent and permanent staff, enhancing productivity, quality and reduction meshing terms. Pace HR Pvt. Ltd. started in 2006 for providing total HR Solutions for MNCs and Indian Companies. It started with Payroll Processing division and subsequently diversified into Temp Staffing and Manpower Outsourcing. Pace HR currently employs in caterpillar trea ding MNCs, Corporate Houses, FMCG, Service Industries, KPO, Technologies, Engineering & Manufacturing Companies.The counsellinged approach, continuous give to enhance operational and delivery standards, implementation of surpass recitals and technology has helped Pace HR in attaining the leading sight in the HR run Certification- Pace HR Innovation Pvt. Ltd. is an ISO 90012008 certified company and a member of MCCIA (Maratha Chambers of Commerce, Industries and Agriculture). Company is also in the process to get certified by D&B from an International body. trading operations- Companymajor operations include Payroll Processing, Outsourcing and Hr cookings.Company Footprints- Company has armes in Pune, Mumbai and Bhubaneswar. 3. Objective of Company- To provide exposure to HR Professional for the entire Recruitment process and Payroll Process where they can hands on experience of IT/ITES/BSFI sectors. And come an edge in the competitive line of credit market. * Achievements - Company proudly shoot that we have trained and placed 570+ HR Professionals across the industries and have make a variation to their c arer emergence in last 5 days . In 2010-2011 we Trained and placed 156+HR Professionals.Company pool trainees include Professionals from INFOSYS, WIPRO, TATA, WNS, and JOHN DEER. * Philosophy Welcome to Pace HR Innovations Pvt. Ltd are heed Consultants located in pune established in 2006. The company has succeeded in changing its strategy to service Clients globally as Indias Premier HR Company with focus on the entire gamut of HR Services ranging from Recruitments (Talent Search), Flexi Staffing (Flexi talent), instruct, HR Services, intro Services and Assessment Centre. Pace HR Innovations Pvt.Ltd has succeeded in changing its strategy to service Clients globally as one of Indias Premier HR Companies with focus on the entire range of HR Services namely Recruitments (Talent Search), Flexi Staffing (Flexi talent), Training, HR Consulting Services, Institutions Services and Assessment Centre. Thus, raising productivity through betterd quality, efficiency and bell-effectiveness, this enables Pace HR Innovations Pvt. Ltd to concentrate more on Clients. Expertise and leaders propelled Pace HR Innovations Pvt.Ltd from a small pune operation called Check and herculean currency in 2006 to a nationally-connected enterprise within our for the first time Eight years of moving in. Aggressively expanding our network is intrinsic to our strategic plans. Our expertise banks on 20 strong team of HR specialists drawn from the unhomogeneous verticals across all major industries. Consequently, we are opening our doors to more applicants and employers each year with a broader range of excellent obtainable positions to fill and a healthier base of candidates to place in those caprioles. From year to year, nearly all of our clients return to us.We are, at that placefore, create lasting relationships with naughty-quality empl oyers. The bene run across to job renderers is a confidence that the employers, with whom we do employment, from draw 500 to entrepreneurial firms, are respectable, financially strong and growing. Employers can intrust upon us to present only solidly fitted candidates for consideration. 4. * Recruitment/Outsourcing The growth in economy is reservation organizations to look at ramping-up their hands. At the alike(p) time competition calls the organizations to focus more on their prime furrow functions.By outsourcing the recruitment Process the organizations are able to allow their human and capital letter resources to dedicate more time on core competencies and anformer(a)(prenominal) high value consultative activities. And for this, Pace HR Innovations Pvt. Ltd strains tailored and measurable Recruitment Solution under Recruitment Process Outsourcing (RPO) which generates a competitive returns for our clients by allowing a varied clip of run ranging from Talent pool Generation, line of descent Board Advertising, Candidate Screening & Response Management, Vacancy Monitoring, Skill-set part etc. in addition to Candidate Validating & Referencing, Interview computer programming & co-ordination and CandidateAssessment. To our esteemed clients, RPO gives them the advantage of cosmos Process Driven, Domain Competence, Scalability, Cost-Effectiveness, Time-Bound delivery, Pan India Operations and a Single suffer Point. * Ascent Ascent is an innovative mildew of recruitment that provides a very comprehensive action plan for introduce recruitment requirements within the organization. Ascent offers multiple specialists to work on un legitimate talent acquisition cost. The HR specialists sit at your office to provide on-site recruitment solutions.They man the entire logistics from requirement to sourcing, to test processes, to coordinate interviews to counsel between joining periods and mentoring post joining. Our goal is to maximize cost savings to our clients whilst ensuring high quality services through our vast talent sourcing model and synergizing world class recruitment methodologies with the competitive advantages offered by Pace HR Innovations Pvt Ltd. * Vision of the company Pace HR Innovation Pvt. LTDCompany,to be the Indias Premier HR Company and to acquire, provide, and nurture the vanquish of Indian talent. Mission Pace HR Innovation Pvt. LTDis passionate and pioneering passel dedicated to provide solutions for any HR challenges of our clients, our customers, or our employees. 5. Process of the Pace HR Innovation Pvt. Ltd company Outsourcing, has been defined as sub- subjugateing of a process to a trine party. The decision for outsourcing is based on a lot of deliberation on a process to be so outsourced and its importance for a direct control by the product line pros cons of the resources attached to the process So, The steps a stage demarcation somebody need to take to outsource any process? 1.Delibera tion This is the first step for outsourcing. Any business needs to first distinguish the reasons for outsourcing, the pros cons of outsourcing and then only decide in favor of it. Outsourcing needs to be seen as a part of strategic business decision and the outsourcing marketer needs to be seen as a partner in the boilersuit growth strategy of the business. 2. Invitation of proposals once the business decides that it wants to outsource a certain process, the succeeding(a) step is to sort out divers(a) vendors offering their expert services in the corresponding category as the process belongs to.In todays world, with the wide usage of internet, proposals whitethorn be invited from vendors exterior the local area of operation of the business. 3. Negotiation This step is the natural fallout of the second step. All the proposals are first compared to understand the pros and cons of each vendor. A face to face represent or a telephonic dateing whitethorn be held to wrap up t he requirements of the business and the vendors response. Based on the interaction, the number of vendors in the fray would be significantly tighten upd to a couple of vendors.At this stage, the business needs to do a proper due diligence of the remaining vendors and also perform on the prices andtermsofservices. 4. Finalization of get down Once the negotiation round is over, the business can take a decision virtually the vendor it would want to partner with. Once this decision is made, the business would then draft the sanctioned agreement/contract that needs to be signed by the business and the selected vendor before the true(a) outsourcing starts. This is one of the salutary-nigh critical stages since the business needs to be very specialised rough the terms and particularises. in that location shall not be any am bighearteduity in the nearly-grounded contract. It would be break dance if the contract specifies the jurisdiction of the contract and how any disagreemen t, if anycanberesolved. 5. Transition This is the step where the process transfer takes place. This also includes the knowledge transfer from the business to the outsourcing vendor. In this stage, the business would do good to outline the SLAs (Services Level Agreement) which would measure the work be done by the outsourcing firm. 6. Ongoing Service delivery This is the stage where the services of the outsourcing firm are availed by the business.If the agreement between the two parties talks well-nigh any fixed term, then this stage continues till the time such fixed term is not over. Else, this stage continues till the time the business doesnotterminatethecontractofoutsourcing. 6. 7. Termination or Re smartal If the contract talks nearly any fixed term or any early(a) condition that would trigger termination of the contract, then on the occurrence of such an incident, the contract whitethorn be terminated. In case of the term getting over, the contract whitethorn either be te rminated or re virgined. In ase of renewal, both the parties may re-negotiate on the price terms or any some other(prenominal) terms that need a re-look. if the contract is terminated, the next step would engage the outsourcing firm to giving back the outsourcing process and connect resources to the business or to any other outsourcing firm the business has ap take downed. * Companys reputable Clients INFOSYS. WIPRO. IBM. TATA. WNS. JOHN DEER. * Company Strength. * Efficient Project Management * Technical competence * Multi-location Branch Offices * Strict compliance with completion Schedules * Quality Safety knowingness Competitive pricing with take noteed Profit margin. * Commitment to customer satisfaction. * accomplishment of project on time. 7. * HR Department Of the Company. HR Department of the company includes one HR Manager and three HR forAdmin,payroll, Executive. It also plays consequential power in keeping temper of each employee, their salary, ESI, PF. And f ive HR Recruiter for Recruitment Selection,joining formalities, Training etc. * TOP MANAGEMENT TEAM OF PACE HR INNOVATION PVT. LTD. * Mr. Bhavesh Shah- Co- founder, Director. * Mrs. Pooja Shah- Director. * Jay Shah headword Operation. * Apasna chowlage- Head HR. Gunja Towal- Head training Development. * Reshma Shaikh- Head Marketing. 8. Introduction INTRODUCTION The human resources are the nigh classical assets of an organization. The success or break-danceure of an organization is largely dependent on the eager of the masses work within the organization. Employee should be creative, talentedand goal achievable someone who will achieve the organizations goal and objective. Thus organization will progress and prosper. In order to achieve the goals or the activities of an organization it is requiredto recruit state with adequate skills, qualifications and experience.While doing so, they have to keep the present as well as the future requirements of the organization in mind . Recruitment is distinct from calling and Selection. Once the compulsory number of vacant position are determined and considerate of human resources requirement , The HR management has to find the ship canal from where the mandatory human resources will be available and also find the essence of decoying them towards the organization before selecting suitable candidates for jobs. HR professional has a big responsibility to call the best person from the talent pool. At the aforementioned(prenominal) time, one needs to be cost conscious.It is a good practice in Recruitment Selection process to be objective and seek to identify the candidates abilities. Judge on individual merits and set the same standard for all. One needs to use the technology, to get the best results and it is also necessary to possess the healthy relationship with employees. Thus in order to achieve the best result from the recruitment selection process, one needs to strategies on pursuit pourboires. * A dopting the right method of recruitment, this is more businesslike in terms of cost and time without compromising on quality. diminution the risk of employing sight who cannot perform. Hence these procedures will play major utilization in driving the organization in forward direction. 9. Concept of merciful Resources Management Human Resource Management is a process of transport the great unwashed and organizations together so that the goals of each are met. It tries to respectable the best from plurality by winning their wholehearted cooperation. In short, it may be defined as the art of procuring, developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner. It has the following features I. permeating force HRM is permeant in nature. It is present in all enterprises. It permeates all levels of management in an organization. ii. Action orientated HRM focuses attention on action, rather than on record keeping, written pro Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. It tries to secure the best from people by winning their wholehearted cooperation. In short, it may be defined as the art of procuring, developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner.It has the following features * Pervasive force HRM is spread throughout in nature. It is present in all enterprises. It permeates all levels of management in an organization. * Action orientated HRM focuses attention on action, rather than on record keeping, written procedures or rules. The problems of employees at work are solved through rational policies. * Individually oriented It tries to help employees develop their potential in full. It encourages them to give their best to the organization. It motivates employees through a systematic rocess of recruitment, selection, training and growth united with fair wage policies. * People oriented HRM is all about people at work, both as individuals and assemblages. It tries to put people on designate jobs in order to produce good results. The resultant gains are used to reward people and motivate them toward pull ahead improvements in productivity. * Development oriented HRM intends to develop the full potential of employees. The reward structure is tuned to the needs of employees. Training is offered to sharpen and improve their skills. Employees are revolved on various jobs so that they gain experience and exposure.Every attempt is made to use their talents fully in the service of organizational goals. * Integrating machine HRM tries to build and maintain cordial relations between people working at various levels in the organization. In short, it tries to integrate human assets in the best possible manner in the service of an organization. * Comprehensive function HRM is, to some extent, have-to doe with with any org anizational decision which has an impaction on the workforce or the potential workforce. The term workforce signifies people working at various levels, including workers, supervisors, middle and top managers.It is concerned with managing people at work. It covers all types of personnel. personnel office work may take different shapes and forms at each level in the organizational hierarchy but the basal objective of achieving organizational effectiveness through effective and efficient consumption of human resources, carcass the same. 10. It is staple fibreally a method of developing potentialities of Employees so that they get supreme satisfaction out of their work and give their best efforts to the organization. * Individually oriented It tries to help employees develop their potential fully.It encourages them to give their best to the organization. It motivates employees through a systematic process of recruitment, selection, training and development coupled with fair wage policies. * People oriented HRM is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. The resultant gains are used to reward people and motivate them toward further improvements in productivity. * Future-oriented Effective HRM helps an organization meet its goals in the future by providing for competent and well-motivated employees. Development oriented HRM intends to develop the full potential of employees. The reward structure is tuned to the needs of employees. Training is offered to sharpen and improve their skills. Employees are rotated on various jobs so that they gain experience and exposure. Every attempt is made to use their talents fully in the service of organizational goals. * Integrating mechanism HRM tries to build and maintain cordial relations between people working at various levels in the organization. In short, it tries to integrate human assets in the best possible manner in the serv ice of an organization. Comprehensive function HRM is, to some extent, concerned with any organizational decision which has an impact on the workforce or the potential workforce. The term workforce signifies people working at various levels, including workers, supervisors, middle and top managers. It is concerned with managing people at work. It covers all types of personnel. Personnel work may take different shapes and forms at each level in the organizational hierarchy but the basic objective of achieving organizational effectiveness through effective and efficient engagement of human resources, remains the same. It is basically a method of developing potentialities of employees so that they get maximum satisfaction out of their work and give their best efforts to the organization centre of human resource management Human Resource Management is that branch of organizational science that deals with the employment relationship, along with all the decisions, actions, and issues mi xed in that relationship. Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization.Human Resource Management can also be performed by line managers. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Effective HRM enables employees to contribute efficaciously and productively to the overall company direction and the accomplishment of the organizations goals and objectives. 11. Importance of HRM to Managers To hire right person for the right job * To avoid high workforce turnover * To visualise people doing their best * To conduct proper interview * To avoid legal implications * To check into proper compensation management * To stop up safety of workmen and avoid unsafe practices * To ensure equity and justice and right pay for right person * To ensure implementation of training and development * To avoid unfair labor practices Process of HRM 12. FLOWCHART OF RECRUITMENT move & SELECTION PROCESS IN PACE HR INNOVATION PVT LTD. set Requirement Job Posting Shorting of CVsScreening of CVs Contact Employees Short listing of CVs indus shew to Company Company Response telephonic Interview Conduct Interview Feed foul Candidate offer letter 13. RECRUITMENT PROCESS Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidate. Recruitment makes it possible to acquire the number and types of people necessary to ensure the continued of operation of the organization. Recruitment is the discovering of potential applicants for actual or anticipated organizational vacancies.In other linguistic communication, it is a Linking activity bringing together those wit h jobs and those seeking jobs. As Yoder and others point out Recruitment is a process to discover the sources of manpower to meet the recruitments of the staffing schedule and to employ effective measures for captivateing that manpower in adequate add up to effective selection of an efficient working force. Accordingly, the purpose of recruitment is to locate sources of manpower to meet job requirements and job specifications.Recruitment has been regarded as the most master(prenominal) function of personnel administration, because un slight the right type of people are hired, even the best plans, organizational charts and control systems would not do much(prenominal) good. According to Flippo views recruitment both as positive and negative activity. He says it is a process of searching for prospective employees and stimulating and encouraging them to drill for jobs in an organization. It is often termed positive in that it stimulates people to apply for jobs to outgrowth the Hiring ratio i. . , the number of applicants for a job. Selection, on the other hand tends to be negative because it contemns a good member of those who apply, leaving only the best to be hired A careful and comprehensive approach towards recruitment can ensure that you select the right person for the job, both for now and in the future. Theoretically speaking, Recruitment and Selection are two screen out functions. Recruitment deals with the forming a pool of applicants for a particular job, whereas Selection deals with finding the best one of the lot.In the first part of the project the various stages of Recruitment and Selection have been defined. However, it must be noted that in practice, Recruitment and Selection are considered to be synonymous and used interchangeably. 14. normally, every organization has its own recruitment policy. It may vary year to year in the light of changing environments, situations. Recruitment as a matter of fact is a process used by an organizati on to locate and attract jobseekers in order to fill the job positions.An organization has to choose that recruitment method and sources which produce the best pool of candidates quickly and cost effectively. The Recruitment is known as a process because certain important steps are required to be followed while recruitment the candidates. The following are the three important stages of a recruitment process is planning, Implementation, Evaluation. Before savorer to expound of recruitment, it is useful to note that, contrary to popular perception, this is an ongoing process and not confined to the formative stages of an organization.Employees leave the organization in search of greener pasturessome retire and some die in the saddle. More important an enterprise grows, diversifies, takes over other unitsall necessitating hiring of new and more surefooted employees. In fact, this function stops only when the organization ceases to exist. MEANING AND translation According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment is the activity that links the employers and the job seekers.A a few(prenominal) definitions of recruitment are * A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. * It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. 5 PURPOSES AND immensity OF RECRUITMENT PROCESS The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to * Attract and encourage more and more candidates to apply in the organization. * Determine the present and future requirements of the organization in conjunction with its personnel planning and job outline activities * Increase the pool of job candidates at minimum cost assistance increase the success rate of the selection process by reducing the number of visibly, under qualified or overqualified job applicants * Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time * Meet the organizations legal and social obligations regarding the composition of its workforce * Begin identifying and preparing potential job applicants who will be appropriate candidates * Increase organizational and individual effectiveness in the short term and long term * Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decide whether they wish to work for it.A well-planned and well-managed recruiting effort will result in high-quality applicants, whereas, a haphazard and piecemeal effort will result in mediocre ones. High-quality employees cannot be selected when better candidates do not know of job openings, are not interested in working for the company, and do not apply. The recruitment process should inform qualified individuals about employment opportunities, create a positive image of the company, provide enough information about the jobs so that applicants can make comparisons with their qualifications and interests, and generate exuberance among the best candidates so that they will apply for the vacant positions. 16 THE RECRUITMENT PROCESS 1 2 RECRUITMENT PROCESS 7 3 6 4 5 1. Identifying vacancies. 2. Preparing Job Description. 3.Advertising the vacancies. 4. Managing the response. 5. Short listing candidates. 6. Telephoni c call to candidate 7. Arranging Interviews. 8. Conducting interview and decision making. 17. Sources of Recruitment Process Before an organization activity begins recruiting applicants, it should consider the most likely sources of the employee it needs. many companies listen to develop new sources, while most only try to tackle the existing sources they have. These sources accordingly may be termed as internal & external sources. Recruitment process naturally comprises of two major factors they are away sources and internal sources. Internal SourcesThey include those who are already on the payroll of the organization and those who setd the organization in the past (but quit unpaid worker or due to retrenchment) and would like to return if the organization likes to re employ. There is merit in looking for internal resources since they provide opportunities for better deployment and utilization of existing human resources through planned placements and transfers or to motivate p eople through planned promotional material and career development where vacancies exist in higher grades. The law provides favourence to retrenchment employees when vacancies arise in future. Generally, the policy is to prefer internal sourcing, as own employees know the company well and can recommend candidates who fit the organizations culture. other related policy is to have temporary and part-time employees.In multinational corporations (MNCs), there is the policy relating to the recruitment of local citizens. MNCs operating in India, China, Japan, etc. may prefer local citizens as they can understand local languages, customs and business practices well. Cost of recruiting is yet another(prenominal) internal factor that has to be considered. Recruiters must operate within budgets. One cost-saving measure, for instance, is recruiting for multiple job openings simultaneously should be considered. Finally, an organization registering growth and expansion will have more recruitme nt catch. Internal sources of Recruitment process Transfer, Promotion, Demotion, Retied Employees, internal referrals etc. 8. Advantages of Internal sources- * It is a time saving and economical too as no advertisement is required to be given for the jobs in external media. Cost of selection is reduced. * The internal candidates are well versed with policies, rules and regulation of the organization and as a result, cost of training, induction, orientation, period of adaptability can to the organization etc. * It helps to improve the m spontaneous and motivation of employees of the organization and to develop loyalty towards the organization and a sense of responsibility. * It encourages the employees to work hard, sincerely and to put sincere efforts to get promotion. As the management has the better of the strengths and weaknesses of its employees, proper decision can be taken to promote or transfer or to demote and thereby, the chances of making impose on _or_ oppress decision can be considerably reduced. Disadvantages of Internal sources- * Internal recruitment restricts the options and freedom for the enterprises in choosing the most suitable candidates for the vacancies. The enterprises may have to via media on quality of its choice of candidates. * If the enterprise depends too much on internal recruitment, it means that the enterprise denies itself fresh talent and new rakehell available outside. Existing employees, even if promoted or transferred may continue to work and behave in the same habitual ways, without any dynamism. In the absence seizure of competition from the qualified candidates compared from outside employees are likely to expect self-locking promotio0n by seniority and sure prospect. Thus may loose the drive for proving their worth. * There may be chance of conflict and quarreling among the employees who aspire for promotion to the available vacancies. Those who are not promoted are sad and their efficiency may decline. 19. Extern al Sources- Organization may look for people outside the organization. portal level jobs are usually filled by new entrants from outside. besides in the following circumstances organization may resort to outside sources. * When suitable qualified people are not available. * When organization feels it is necessary to inject new blood into it for fresh ideas, initiativesetc. When it is diversifying into new avenues and when it is merging with another organization of particular importance is the supply and demand of specific skills in the labour market. * If the demand for a particular skill is high relation back to the supply, an extraordinary recruiting effort may be needed. For instance, the demand for analysts and specialists is likely to be higher than compared to of supply, non-technical employer. When the unemployment rate in a given area is high, the change magnitude size of the labour pool provides better opportunities for attracting qualified applicants. On the other hand , as the unemployment rate drops, recruiting efforts must be increased and new sources explored. Another external source is political and legal considerations.Reservation of jobs for SCs, STs, minorities, and other backward classes (OBCs) is a political decision. Politics play a vital role in recruitment purpose, this need to be taken into consideration while recruiting. The companys image also matters in attracting large number of job seekers. Often, it is not the money that is important. It is the perception of the job seekers about the company that matters in attracting qualified prospective employees. The various external sources of Recruitment can be made through are as follows Press Advertisement, Educational Institutes, and Employment Exchange, Placement agencies / outsourcing, Labour Contractors, Recruitment at factory gate. 20. Advantages of external sources- It helps to attract and introduce new blood in the organization which makes the organization more dynamic through th e inflow of innovative ideas, fresh thinking etc. * Employees can be selected without pre-conceived ideas, partially or reservation and labour cost can be minimized by selecting the employees on minimum wages. * External sources prove to be more economical if experienced, well trained candidates are selected. * Labour cost can be minimized by selecting the employees on minimum pay scales. * It helps in motivating internal employees to work hard and compete with external candidates while seeking career growth. Such a competitive atmosphere would help an employee to work to the best of his abilities. Disadvantages of external sources- It sometimes proves to be expensive if advertisement are required to be done on large scale and also because of heavy costs of making arrangements for interviews, tests etc. * It is a time consuming and involves lengthy selection process. * The designate of attracting, contracting and evaluating the potentials employees is somewhat difficult and very ha rd. * It creates unhappy among the existing employees who feel that they are qualified and fit for the jobs but no opportunity is given. It does not help to develop the loyalty among the existing employees. * As newly recruited employees are not familiar with the policies, practices, procedures, and environment of the organization, they take sometime to adjust themselves.If they take more time to adjust or if they cannot adjust themselves valuable time is wasted and costs also increases. 21. Factors affecting Recruitment Process The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organisation. And the external factors are those factors which cannot be controlled by the organisation. The internal and external forces affecting recruitment function of an organisation are FACTORS AFFECTING RECRUITMENT away FACTORS * Supply And Demand. * Labou r Market. * Image and Reputation of company * Political- social- legal environment. Competitors. * Unemployment value INTERNAL FACTORS * Human Resources planning. * Size of the Firm. * Cost of Recruitment. * Growth and Expansion. * Recruitment Policy. 22. SELECTION PROCESS The Selection procedure is concerned with relevant information about an applicant. This information is secured in a number steps or stages. The objectives of selection process are to determine whether an applicant meets the qualification for a specific job and to choose the applicant who is most likely to perform well in that job. Selection is a long process, commencing from the preliminary interview of the applicants and mop up with the contract of employment.The hiring procedure is not a single act but it is essentially a series of methods or steps or stages by which additional information is secured about the employee. At each stage, fact may come to light which may lead to the rejection to the applicant. A p rocedure may be compared to a series of successive hurdles or barriers which an applicant must cross. These are intended as screens, and they are designed to rule in an unqualified applicant at any point in the process. The following process of selection can be mentioned as a scientific and widely used selection process- * Initial cover version interview. * Application blank or application form. * Written test and other selection tests. * Comprehensive Interview. Medical examination. * Checking of references. * Final employment decision. * Placement. Meaning and Defination According to Dale Yoder, Selection is the process in which candidates for employment are divided into two classes those who offered employment and those are not. Selection means a process by which qualified personnel may be chosen by the recruiter for the various vacancies in the organization. 23. Selection procedure * Screening Screening of applications can be regarded as an integral part of the selection proce ss, though many view it as the last step in the recruitment process. Even the definition on recruitment excludes covert from its scope.However, screening is included in recruitment by some HR professionals. The purpose of screening is to remove from the process, at an early stage, those applicants who are visibly unqualified for the job. Effective screening can save a great deal of time and money. Care must be exercised, however, to assure that potentially good employees are not lost and that women and minorities beat full and fair consideration and are not rejected without justification. In screening, clear job specifications are invaluable. It is both a good practice and a legal necessity that applicants qualifications be judged on the basis of their knowledge, skills, abilities and interests required to do the job.The techniques used to screen applicants vary depending on the candidate sources and recruiting methods used. * using the telephone Talking on the telephone is a pro mpt way of screening applicants, especially appropriate if good speech and the ability to chide informally are necessary attributes for the job, for example tele-marketing jobs. Information can be swiftly cool and assessed with suitable applicants being invited for an interview. However, there are some limitations of this screening method. Some interested, and possibly suitable, applicants may find it difficult to call, specially if theyre already in employment. * Application forms Probably the best way of screening applicants is to ask them to fill out an application form.There are many effectual reasons for adopting this approach. Full lucubrates about the job and your company can be sent with the form. Only then can he decide if he wishes to proceed with his application, attend an interview and accept a job offer. supply background information is in your interests too. Some people, realizing that this isnt the job or company for them, will not apply. With applicants soluti oning the same questions in exactly the same place, it will be simple to check whether essential and desirable requirements are met. Some basic criteria age, possession of a full driving liberty and so on can be quickly referred to and unsuitable applicants instantly eliminated.The recruiter will be able to compare applicants directly and more easily. Of course, the main benefit of using an application form as a screening method the simplicity of checking and comparing information can only be derived if the form is well designed. 24. There are several points that need to be thought about before an application form is drawn up. Ideally, the form should be individually designed for the particular job, and composed after a careful study of the appropriate job description and employee specification. Every form should be set out in a logical and continuous tense manner and should include the following * opening instructions ad hominem details * education and training * employment history * health check information * last instructions * interviewers notes Most companies, at the end of the form, ask the applicants to sign a declaration stating that the information given in the application is true and accurate. This helps nourish the company if legal issues arise later with regards to the employees qualifications, experience and other details. * Preliminary interview Preliminary interview is more or less the scrutiny of applications, that is, elimination of unqualified applications. Preliminary interview helps easily to reject or eliminate unwanted application forms.For example, when recruiting for the post of a receptionist, you need to first see whether the person is presentable enough or not for the job. Besides, preliminary interview, often called courtesy interview, is a good public relations exercise. * Selection tests They should be seen strictly as an aid, not as a replacement to other steps in the process. outpouringing candidates can help to crea te a more comprehensive picture of them than one might otherwise obtain. With test results measured on a scientific basis, it should also be more accurate and reliable than when subject to personal interpretation. Nevertheless, testing is a highly specialized area, and reputable tests take years to be developed, tested and checked for validity and reliability before being used.No manager should devise his own tests unless he is fully trained and sufficiently experienced nor should he run other, professionally designed tests without first having been through an appropriate training programme. Bear in mind the financial disbursal involved in testing candidates as well. The reference sets, manuals, test sheets, answer booklets, scoring charts and so on that are needed to run the test on several candidates might cost the company a lot of money. Weigh the costs against the importance of the job to the company. Only use the test if you cannot obtain the same, equally accurate informatio n in another way. 25. * Types of Tests 1. General aptitude tests General aptitude tests, also commonly known as general intelligence or mental ability tests, mistakable to IQ tests measure and assess the candidate in a number of ways.Those involving words allow you to judge his verbal ability and how well he understands and can deal with verbal concepts. Symbols enable you to evaluate his non-verbal ability to process and denounce between relevant and irrelevant information. Numerical ability can be judged that how well the candidate reasons with figures. 2. Specificaptitude tests In addition to finding out about a candidates general intelligence, you may also want to measure the unlearned skills which are needed or need to be developed to do the job properly. For example, a candidate applying for a job in a market research agency is tested on his knowledge in Statistics. 3.Personality tests -Personality tests are probably the most widely used selection tests because all employe rs want to be certain that a candidate will fit in and get on well with other employees. Personality tests could thus be of some assistance if you cannot accurately assess candidates personalities in any other way. Such tests typically comprise a series of questions. His answers are then used to draw up a profile of his spirit so you can decide if he is a suitable person for the job. 4. Group tests -Having assessed candidates individually, by reading applications and running interviews and tests, you may wish to bring them together as a group to see how they behave and interact with each other.This can be a valid and extremely important testing method especially where the successful candidate is expected to lead or work as part of a team. Group testing can be carried out in a variety of ways, such as group discussions, case studies, management games, etc. 5. Medical tests here(predicate) candidates are required to under go some type of medical test such has He or she is not addic ted to some type of drugs or some injuries products. To detect if the candidate is suffering from any infectious disease. * To test if the candidate has the physical abilities and capacity to do the job * To protect the candidate from taking up a job that is pestilential to his health say if he has some kind of an allergy. To protect the employer, because zip wants to spend on a medical compensation for the newly coupled worker it is better to employee people who do not have any medical problems. 26. * Selection Decision After obtaining information through the proceeding steps, selection decision- the most crucial of all the steps must be made. The other stages in the selection process have been used to peg the number of candidates. The final decision has to be made from among the individuals who have passed the various stages like the tests, interviews and references checks. For the final selection the line manager should be involved along with the HR Department because it is he who is responsible for the performance of the new employee.A careless decision of rejecting a candidate would impair the morale of the people and they will suspect the selection procedure and the organization. * Job offer It is the next step to the selection processes. Now the employer makes an offer to the selected candidate. The offer could be oral or written, but the letter is preferred to avoid doubts and uncertainties. The essentials of a job offer are * Job title, job description, location, hours of work, holiday etc. * The conditions of the job offer, such as satisfactory references, a medical check up and an acceptable trial period of work * Time limit allowed for evaluate or rejecting the offer (generally 7 14 days) * A negotiable salaryIt may so happen that the candidate is not satisfied with the job offer made to him, and even after negotiation if still not satisfied, he may reject the offer. In such a situation the employer may make the offer to the second best select ed candidate. Hence the employer may keep one or two candidates till the end just to be on a safer side, because after rejecting it becomes difficult to get them back if required. As soon as the final selection is made and the offer is authoritative the employer must immediately inform all the other candidates. This must be done with utmost care, because this may make the rejected candidates upset and unhappy and that they might spread a negative word about the organization.The sample situation would be such that if there is an opening at another time then even the rejected candidates must want to try again. 27. * Starting work The recruitment process must not on the spur of the moment end as soon as a job offer is accepted. If recruitment is to be considered successful, you still need to help the new recruit settle down to work for the company on a long-run basis. One should monitor and assess him regularly, developing his strengths and eliminating his weaknesses. One should the n revaluation the way he was recruited, learning from the mistakes and making the necessary changes for the future. * Induction The process of settling a new recruit into his new job should serve several purposes.He must be aware of the policies and objectives of the organisation. The employees must fully familiarize with his role and the company hell be working for. Introduce the recruit to his immediate superior, workmates and the trainer responsible for training him. Should the former job holder be available, it may be a good idea to get them together to discuss the job, but only if the predecessor is a cheerful person with a positive attitude towards the job and company. Through induction new employees get a all round view of the organization strategies, goals and objectives and what type of work he should do to achieve this objectives, goals of the organization.Through induction the employee becomes more reassured and it takes short period of time for him to adjust with emplo yees and the organization. 28. Recruitment process conducted at Pace HR Innovation Pvt Ltd. 1. Receptionist. Job involves Candidates should have good communication and good ascendence over English. Candidates should have good knowledge regarding MS word, Excel. Candidates must have at least completed graduation from, a recognized university. acquire-fresher/1-2 yrs. Job Category Bcom, any graduate. Functional landing field To handle calls, Front Desk Keywords Receptionist. 2. Recruiter Job involves Candidates should be MBA/ diploma. Candidates should able to screen and recruit candidates as per Job Description.Candidates should have good command over English, Marathi, and Hindi. bed fresher/1-2 yrs. Job category MBA in Recruiter and Selection. Functional Area Recruitment and selection. Keywords Recruiter. 3. Training and Development. Job involves Candidates should have completed MBA in HR from recognize university. Candidates have a good knowledge regarding core HR functions an d various HR policies. Candidates should be able to develop and find weakness of the employee. Experience 1-2yrs. Job Category MBA in Training and Development. Functional Area Training and Development. Keywords Human resources development. 29. 3. HR Manager.Job Involves Candidates should have completed MBA in HR from accepted university. Candidates should be able to handle all the quires and should be able to wait the performance of the employees. Candidates should have knowledge regarding various forms and policies. Job category MBA in HR manager. Functional Area Human Resources Department. Keywords HR manager. 4. Marketing. Job Involves Candidates should have completed MBA in marketing from recognised university. Candidates should have good command over English, Hindi and Marathi. Should have good should knowledge regarding Marketing Analysis and surveys. Job category MBA in Marketing. Functional Area Marketing Department. Keywords Marketing. 30.Selection execution- Unfavor able Personnel Data Application Blank Psychological Test Interview Back ground Investigation Placements Final selection Interview Physical Examination Preliminary Interview Negative Decision time lag list of desirable Application Reception of Application UnfavorableGeneral Impression Unfavorabletest level Unfavorable second impression Unfavorable previous History 31. demarcation TO EFFECTIVE SELECTION The main objective of selection is to hire people having competence and commitment. Perception Our inability to understand others accurately is probably the most fundamental barrier to selecting the right candidate.Selection demands an individual or a group of people to assess and compare the respective competencies of others, with the aim of choosing the right ones for the jobs. uprightness- Fairness in selection requires that no individual should be discriminated against on the basis of religion, region, race or gender. Validity- Validity, as explained earlier, is a test that he lps predict job performance of an incumbent. A test that has been validated can differentiate between the employees who can perform well and those who will not. However, a validated test does not predict job success accurately. It can only increase possibility of success. Reliability- A reliable method is one which will produce consistent results when repeated in similar situations.Like a validated test, a reliable test may fail to predict job performance with precision. Pressure- Pressure may be brought on the selectors by politicians, bureaucrats, relatives, friends and peers to select particular candidates. Candidates selected because of compulsions are obviously not the right ones. Appointments to public sector undertakings generally take place under such pressures. Problems relating to interview- Interviews must be experts and versatile in conducting interviews, tests etc. If they do not have sufficient experience and maturity, suitable candidates may not be selected. 32. OBJEC TIVES OF THE STUDY OBJECTIVE OF THE STUDYThe selection of this topic for the project is because the recruitment and selection process is first towards the developing and setting up an organization and manpower planning in the organization. Recruitment plays an integral role in Human Resources development in any company. The complete study of the whole process was carried out to have depth knowledge of the procedure and to have some new ideas to improve the procedure. * To study the existing Recruitment selection procedure of Pace HR Innovation Pvt. LTD. * To understand the difference between theoretical and practical process. * To study the sources and methods of Recruitment selections. * To get the detail knowledge of Recruitment selection. To understand how human resources are made available as and when required at correct time and place. * To understand the basic procedure of selection of any candidate for a particular position as per their personality, Skills, attitude, knowl edge. * To create a pool of candidates at minimum cost. * To ensure that candidate will not leave the organization at least in short Period once they are selected. On completion of this training I understood. * Recruitment Process * Job Analysis and Job Descriptions. * Sourcing candidate * The Selection Process. 33. SCOPE OF THE STUDY SCOPE OF THE STUDY Summer project is one of the main subjects for MBA student.The project provides opportunity to see the actual Practical position in the industries and helps us in many ways such as working and coordination between the employees and the subordinates. The main theme and Moto of railway yard HR innovation was to train and built the personality of the candidates so that they will not find it difficult to crack any type of problems which will occur during the course of their career. The Pace HR innovation trainer explained that there are various types of manpowersthat are needed in the organization such as qualification, technical knowle dge, personality, modern thinking, skills etc which are available in the market and showed me how to select the right candidate for the respective position which is the main criteria of Recruitment Selection process.The HR trainee also explained me as how to recruit and short list candidates as per organizations Job Description and showed ashow to work on various Job Portals such as the TIMES JOB PORTAL and how to Post a job on Job Portal according to the various post vacant in the organization. At Pace HR Innovation Company I have also learnt that how the HR department coordinates and whole shebang together and Trainees also taught me that how a HR manager should stand in front and motivate his workers to improve their work and to achieve the organization goals. HR Trainees also taught me various important HR department functions such as how to handle the employees and solve their quires and to see that whether they are satisfied ith the organizations work procedure or not. The HR trainer also explained the necessary documents that should be collected from employees and how to fill various necessary Application form. The summer Project gives us many insight ideas about how HR department functions. 34. RESEARCH methodological analysis RESEARCH METHODOLOGY. Methodology- The research was conducted one to one at the premise of PACE HR INNOVATION PVT LTD, PUNE. The coverage of the design was adapted so that relevant and necessary information was available to the reader. Care has been taken to ensure that the report does not lose its significance at any point of time. Research Objective- To find out the recruitment process existed in the organization. * To get in hand knowledge of recruitment and selection measures necessary for the employees. * Awareness among employees about the vacant post in the organization. * To study the impact of employees satisfaction for the organization. Research Methods- Both primary data and secondary data were used in the research. P rimary Method- Primary data was collected in two forms (I) Questionnaire (II) Interview. Questionnaire- Questionnaire is research instru