Impact of Recruitment and Selection Policy on the Employee Retention April 2012

8/2/2019 Impact of Recruitment and Selection Policy on the Employee Retention April 2012

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Learning

on

Impact of Recruitment andSelection policy on theEmployees Retention

by Ms. Priya Patel


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What Is Recruitment?

According to Edwin B. Flippo,

Recruitment is the process of searching the candidates for employmentand stimulating them to apply for jobs in the organization.

Recruitment is the activity that links the employers and the job seekers

A process of finding and attracting capable applicants for employment

INTRODUCTION


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What Is Selection?

Definition according to Thomas Stone,

Selection is the process of differentiating between applicants in orderto indentify and hire those with a greater likelihood of success onthe jobs.

Functions perform by the management of selecting the right

employees at the right time, after identifying sources of human

resources, searching for prospective employees and stimulating them to

apply for jobs in an organization.

To choose the individual who can most successfully perform the job

from the pool of qualified candidates.

INTRODUCTION


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What is Employee Retention?

Employee retention is a process in which the employees are encouraged to

remain with the organization for the maximum period of time or until the

completion of the project.

Employee retention is beneficial for employee of the organization as well asthe organization.

Employees Retention involves five major things:

Compensation

Environment

Growth

Relationship

Support

INTRODUCTION


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To understand the internal recruitment and selection process.

To identify areas where there can be a scope for improvement inrecruitment and selection process.

To study the impact of recruitment policy of organization on theemployees.

To study the impact of selection policy of the organization on retention ofthe employees.

To learn what is the process of recruitment and selection that should befollowed.

To search people whose skill fits into the companys value.

OBJECTIVES OF THIS STUDY


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HYPOTHESIS OF THE STUDY

A Hypothesis is a tentative generalization, the validity of which has got to betested. A hypothesis, at its initial stage, may be an imagined idea or a guess,based on previous knowledge and experience. It is made in order to find outthe correct explanation of the phenomenon through investigation. On thebasis of the hypothesis, facts are observed and collected, which byverification is found to be true / false for the laid theory.

Organization generally preferred experience candidates as compare tofresher

Organization need to maintain transparency in their recruitment process

At the time of recruitment, organization does not give that much importanceto blood relation


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RESEARCH METHODOLOGY

Data is collected by two sources while conducting the

research.

Primary data source

Secondary data source


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Primary data source

The primary data is collected by employees of the company. The methods ofprimary data collection are given below:

Selection of sample size

Questionnaire preparation

Distribution of questionnaire

Collection of filled questionnaire

Interview of an employees

Analysis of responses

Conclusion


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The secondary source of data collection include:

Paper Based Sources:

In paper based sources books, journals and magazines, companydocuments, brochures of the company, companys journals, recruiteesform and applications were included.

Electronic Based Sources:

In electronic based sources internet surfing was done including hrcite.com,etc.

Secondary Data Source


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1.The recruitment in Maheshwari solvent extractions ltd. Is done mainly through:

ANALYSIS OF THE STUDY

Responses No .of. Respondents % of respondentCampus interview 0 0

Walk-ins 10 50Referrals 5 25

Consultant 2 10Others 3 15

Analysis :Major part of the recruitment takes place through walk-ins and referrals. According to responsescampus interviews are negligible in an organization.


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2. Organization inclination is more toward internal recruitment:

Responses No .of. respondents % of respondentYes 15 75No 5 25

Analysis :Study shows that Maheshwari solvent extractions ltd. is strongly favors internalsources of recruitment for maintaining workforce


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3. Blood relation plays a major role during recruitment rather than the

talent of the employees.

Responses Number of respondents % of respondentAlways 8 40

Sometime 3 15Rarely 9 45Never 0 0

Analysis :On the basis of responses, the above pie chart clarifying it that blood relation is not muchpreferred as compare to talent of employee during recruitment


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4. Rating the HR practices of the company:

Responses Number of respondents % of respondentVery good 6 30

Good 8 40Average 4 20Never 2 10

Analysis :50% of the employees feel that HR department is good,30%say thats its very good,20% saysits average and only 10% employees feel its bad.


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5.The recruitees are attracted by:

Responses No .of. respondents % of respondentCompany image 8 40

Pay package 3 15Working environment 4 20

Other reasons 5 25

Analysis :On the basis of the above pie chart, it has been proved that company image and other reasonsare important factor for pulling employees .


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6.Struggling point of the interviewee during interview:

Responses No .of. respondents % of respondentSalary negotiation 10 50

Answer related questions 6 30Welfare programme negotiation 2 10

Other 2 10

Analysis :50% of respondents answered that struggling part of an interviewee during the time of interview issalary negotiation, and sometimes answering subject questions is also a matter of struggle.


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7. Clarification of job roles during the interview.

Analysis :65% respondent are agreeing with statement that their job roles were clearly defined during the

interview.

Responses Number of respondents % of respondentYes 13 65No 7 35


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8. Skills match with job profiles of employees.


Analysis :Maximum numbers of employees are happy with their job profile which is suitable for their skillsset.


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9. Employees skills utilization in an organization.


Analysis :More than half of the respondents (60%) are opinioned that their skills are utilizing in anoptimized way by organization.


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10. Employees satisfaction about salary structure.

Responses Number of respondents % of respondentCompletely satisfied 2 10

Partially satisfied 14 70Completely dissatisfied 4 20

Analysis :70% of total respondents are partially satisfied with their salary structure,according to them some corrective opportunities are still their.


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11. Competency of current recruitment process:

Analysis:60% of employees are saying that current recruitment policy of an organization is verycompetent, while 10% are not agree with them.

Responses No .of. respondents % of respondentYes 12 60No 2 10

For some 6 30


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12. Employees satisfaction with the recruitment process

Analysis :55% of employees are satisfied with recruitment process partially while 45% of them arecompletely satisfied with it.

Responses No .of. respondents % of respondentCompletely satisfied 9 45

Partially satisfied 11 55Completely dissatisfied 0 0


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13. General opinion with regard to the recruitment policy of Maheshwari

Industry Ltd.

An open ended question was included in a questionnaire which has providedfollowing general opinions of respondents.

Transparency needs to maintain in an organization while doingrecruitment.

More specialized professional need to recruit for specialized jobs.

In general recruitment policy of Maheshwari is good, it will be better, ifcompany not only focus on the recruitment of competent employee but

also on retaining them in an organization.


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CONCLUSION

1. Transparency needs to maintain in an organization while doing recruitment.Hence we conclude that hypothesis 2 is getting retained

2. Organization consists mainly of an experienced workforce; during the time ofrecruitment experienced candidates get preferences. Hence we conclude thathypothesis 1 is getting retained.

3. Recruitment and Selection process in Maheshwari Inds. Ltd. is unbiased; bloodrelation does not plays a major role at a time of recruitment. Thus, here thehypothesis is getting retained.

4. From the above discussion, it is concluded that the company image and otherreasons plays a vital role as compared to pay packages.

5. Organization utilized its human resource skills in an optimized way.

6. Current recruitment and selection policy of an organization is competent with theexistent scenario of corporate.

7. Skills of employees in organization matches according to their job profile.


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Organization must give an opportunity to fresher's during recruitmentprocess which will increase enthusiasm and create more energetic workforce.

Salary structure of employees need to modified, because monetary factor isalways helpful for motivating employees. It may consist of fix pay + variableperformance linked incentive

As 50% of the employees are struggling in part of salary negotiation at a time ofinterview, interviewer needs to be trained to tackle the situation and avoidnegotiation.

Maheshwari Inds. Ltd. plant is highly inclined toward internal source ofrecruitment. Thus it need to divert toward external recruitment for sake of

avoiding inbreeding problem in talent resource.

SUGGESTIONS


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As an inherent part of any study, this study also has some element of error in it:

Sample Size error: This study is limited to a particular organizationMaheshwari Inds. Ltd. Engaged in solvent extractions at Gondia. A largeruniverse may differ with results of this study.

Response error: Response error may have cropped into while collecting a theresponse. This error occurs due to the hesitated or exaggerated responses ofthe respondent.

Interviewer error: Interviewer error may occur during interpretation of data and

responses which are collected on the basis of open-end question.

LIMITATIONS OF STUDY


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THANK YOU

Impact of Recruitment and Selection Policy on the Employee Retention April 2012

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