Shikha Project Pagal

8/21/2019 Shikha Project Pagal

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A PROJECT REPORT ON

RECRUITMENT & SELECTION

PROCEDURE AT INDIA NIVESHNEW DELHI

In the partial fulll!ent "fPOST #RATUATE PRO#RAM IN

MANA#EMENT

$%ATCH ''()'**+

SU%MITTED %,

Na!e- SHI.HA MUD#AL

ROLL NO/ '0*'''123

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INSTITUTE O4 MANA#EMENTTECHNOLO#, CENTER 4OR

DISTANCE LEARNIN# #HA5IA%AD

CERTIFICATE

This is to certify that SHIKHA MUDGAL. Student of Master of Business Administration

with the directorate of distance education, IMT !DL, GHA"IABAD has #ursued her

research wor$ and #re#ared the #ro%ect re#ort entit&ed '(ecruitment ) Se&ection

*rocedure at India+iesh, +ew De&hi- under my su#erision and uidance. I a##roe

the #ro%ect re#ort su/mitted /y Shi$ha Muda&.

The #resent #ro%ect re#ort is the resu&t of her 0wen research and to the /est of my

$now&ede no #art of it has ear&ier com#rised any other monora#h, #ro%ect or /oo$

and has not /een su/mitted for the award of any other deree. This is /ein

su/mitted to the Directorate of distance education, IMT1!DL, GA"IABAD for the award

of master of /usiness administration in #artia& fu&fi&&ment of re2uirement of the said

deree.

Mr. Gaura Ba%a%

A3*

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ACKNOWLEDGEMENT

In *ursuin and com#&etion of my M.B.A and other commitments, I undertoo$ the tas$

of com#&etin my #ro%ect 4 (5!(UITM5+T and S5L5!TI0+4 at India niesh securities. To

this I wou&d &i$e than$ and coney my ratitude to my uide Mr. Goura Ba%a%. Asst.

3ice *resident of India +iesh. I am 6ortunate in hain souht and secured a&ua/&e

uidance and su##ort from the initia& to the fina& &ee& ena/&e me to dee&o# and

understandin of the su/%ect. He has made aai&a/&e his su##ort in a num/er of ways

&i$e motiation, encourae, ina&ua/&e ideas, dee&o#ment of se&f thouht #rocess

etc.

I wou&d &i$e to than$ India +iesh Securities, for #roidin me a&ua/&e ideas for my

#resent research.

This thesis wou&d not hae /een #ossi/&e without the su##ort of my fami&y mem/ers

who hae a&ways encouraed me and hae /een a source of ins#iration and he in

continuin my effort.

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I owe my dee#est ratitude to my a&& near and dear friends who hei&ed me in

o/tainin and who shared their iews on my to#ic.

EXECUTIVE SUMMARY

The o/%ectie of the study is to ana&y7e the actua& recruitment #rocess in

I+DIA+I35SH and how far this #rocess confirms to the #ur#oses under&yin the

o#erationa& as#ect of the industry. How far the #rocess is acce#ted /y it8 The

study on recruitment hih&ihts the needs of recruitment in I+DIA +I35SH S5!5(ITI5S.

Human (esource is a most a&ua/&e asset in the orani7ation. *rofita/i&ity of the

orani7ation de#ends on its uti&i7ation. If their uti&i7ation is done #ro#er&y

orani7ation wi&& ma$e #rofit otherwise it wi&& ma$e &oss. If a ood dancer a##ointed

as a !hief 59ecutie 0fficere of a com#any. He amy not run the /usiness. So riht man

shou&d /e #rocured at riht #&ace, some information reardin %o/ and %o/ ana&ysis,

%o/ Descri#tions, :o/ S#ecifications. I+DIA +I35SH S5!U(ITI5S #rocure man#ower in a

ery scientific manner. It ets information /y use of these im#ortant documents &i$e

%o/ ana&ysis, :o/ Descri#tions %o/ S#ecification. ;ithout these recruitment may /e

unsuccessfu&.

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TOPIC OF THE PROJECT

“RECRUITMENT & SELECTION PROCEDURE IN

INDIA NIVESH SECURITIES, NEW DELHI”

OBJECTIVE OF STUDY:

o To $now the awareness of em#&oyees reardin recruitment ) se&ection

#rocedures.

o To $now the satisfaction &ee& of the em#&oyees with the #rocess of recruitment.

o To $now the #rocedure of recruitment and se&ection in I+DIA +I35SH Securities.

o To $now the method of recruitment #rocedures

MAJOR FINDINGS:

o A&& em#&oyees are aware a/out recruitment #rocess.

o Socio, #o&itica&, economic factor effect recruitment #rocess.

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o A&& em#&oyees are satisfied with this #rocess.

o Interna& and e9terna& method used for recruit the candidates.

C"ntent6

INTRODUCTION OF THE COMPANY PROFILE......................7

AN OVERVIEW OF HUMAN RESOURCE ACTIVITIES IN

INDIANIVESH DELHI........................................................13

SWOT ANALYSIS..............................................................17

THEORTICAL ASPECTS OF RECRUITEMENT & SELECTION19

PROCEDURAL DETAIL OF REQRUITMENT AND SELECTION

IN INDIANIVESH..............................................................25

OBECTIVE OF THE STUDY...............................................32

RESEARCH METHODOLO!Y.............................................34

ANALYSIS & INTERPRETATION.........................................3"

FINDIN! AND SU!!ESTIONS..........................................47

LIMITATIONS OF THE STUDY............................................5#

CONCLUSION OF THE STUDY..........................................52

ANNE$URE......................................................................54

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INTRODUCTION

O4 THE

COMPAN,

PRO4ILE

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C"!pan7 Pr"le

India+iesh is one of the ery first /ro$ers in India to /e reistered and &icensed /y

I(DA. It was founded in on set of a&ues and #rinci#&es that sti&& oerns today.

Its mission is to #roide #ersona&i7ed serices and e9ce#tiona& #roducts tai&ored to

match customer needs.

!om#any has chaned its name from Sanyei !or#oration Ltd. to India+iesh Ltd inn


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%"ar8 "f Dire9t"r6

India+iesh is a #rofessiona&&y manaed orani7ation with a rou# of

eminent #rofessiona&s at the he&m of its affairs.

Mr. Ani& Bafna

!hairman

Mr. Girish Bhaat

Director

Mr. (a%aram Ba&di

Director

Mr. Dinesh +uwa&6ounder ) Director

Mr.:inendra Sethi

Director

Mr. (a%esh +uwa&

6ounder ) Manain Director

Mr. Hemant *an#a&ia

6ounder ) Director

%u6ine66 Prin9iple6

In!"#$%

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India+iesh Grou#, throuh the actions of India+iesh #artners and associates, wi&&

ref&ect the hihest ethica& standards at a&& times. Trust is an essentia& e&ement of

India+iesh industry. India+iesh c&ients and co&&a/oratin #artners and associates can

e9#ect our dea&ins with them to /e honest and forthriht.

R!'!(

India+iesh wi&& a&ways treat each other and those with whom we come in contact

with dinity and res#ect. Its a &o/a& firm and em/race diersity of cu&ture and

re&iion in our wor$#&ace. India+iesh is o#en to the thouhts and o#inions of others

irres#ectie of race, creed or ethnic oriin, and re&ish the creatiity that comes from

co&&a/oratin with those who may iew thins from a different #ers#ectie.

L!)*!#+$'

5ery associate and #artner of India+iesh is em#owered as a &eader /oth in our

wor$#&ace and the communities where we wor$. ;e are confident of the firm4s

su##ort as we strie to im#&ement innoation, efficiency and rowth. India+iesh

su##orts community serice actiities, reconi7in the de/t owed to a society that

ena/&es our rou# to f&ourish.

E(!--!n(!

;e are a serice orani7ation. 0ur worth is measured dai&y /y our c&ients and our

co&&a/oratin #artners, associates, customers, etc. ;e wi&& consistent&y #roide

serice at a &ee& that e9ceeds e9#ectations throuh our focus on 2ua&ity.

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T!)./0#1

;e are &oya& to our c&ients, our co&&a/orators, our firm and each other. ;e wi&& wor$

toether and are accounta/&e to each other to #roide the a/so&ute /est resu&ts for

our c&ients. ;e are rewarded for our co&&a/oratie efforts without reard for

indiidua& credit. ;e reconi7e that we are of aryin ta&ents and a/i&itiesJ therefore,

a coo#eratie effort is the /est effort for our c&ients.

In8iaNi:e6h Vi6i"n

0ur 3ision is to emere as a dynamic, customer1centric, and #roressie financia&

rou# in the country with #an India #resence. This wi&& /e made #ossi/&e with a sin&e

minded focus on /usiness rowth and #rofita/i&ity, with due em#hasis on ris$

manaement in an enironment of #rofessiona&ism, trust and trans#arency, o/serin

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the hihest standards of cor#orate oernance and cor#orate socia& res#onsi/i&ities

and meetin the e9#ectations of a&& our sta$eho&ders as we&& as the as#irations of our

em#&oyees.

5ssentia&&y, com/inin interity with #ursuit of e9ce&&ence to ensure #ros#erity to a&&

sta$eho&ders on a continuous /asis is oin to /e the core #hi&oso#hy and driin force

for the rou#.

In8iaNi:e6h Mi66i"n

0ne of $ey endeaors is to /ecome one of the to# ten financia& #owerhouses in India

within the comin 1 years /y constant&y e9#&orin future /usiness mode&s and

offerin the entire /ou2uet of financia& serices to c&ients under one sin&e roof.

India+iesh sere as a /ride for creatin wea&th and #reserin it.

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AN OVERVIEW

O4 HUMAN

RESOURCE

ACTIVITIES ININDIANIVESH

DELHI

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HUMAN RIGHTS

• Business shou&d su##ort and res#ect the #rotection of internationa&&y

#roc&aimed +2.)n #$"+:

• Ma$e sure they are not com#&icit in human rihts a/uses.

LABOR STANDARDS

Business shou&d u#ho&d the freedom of association and effectie reconition of the

co&&ectie /arainin

. The e&imination of a&& forms of forces and com#u&sory &a/or.

. 5&iminate discrimination.

5+3I(0+M5+T

. Business shou&d su##ort a #recautionary a##roach to enironment cha&&enes

. 5ncourae the dee&o#ment and diffusion of enironment friend&y techno&oies.

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COMPANY3S BUSINESS MISSION AND OBJECTIVES

B2$n! M$$0n

To maintain a &eadin #osition in stoc$ /ro$in firm. 0ne of $ey endeaors is to /ecome

one of the to# ten financia& #owerhouses in India within the comin 1 years /y

constant&y e9#&orin future /usiness mode&s and offerin the entire /ou2uet of

financia& serices to c&ients under one sin&e roof.

BUSINESS OBJECTIVES

• GROWTH To ensure a steady rowth /y enhancin the com#etitie ede of

I+DIA+I35SH in e9istin /usiness, new areas and internationa& o#erations so as

to fu&fi&& nationa& e9#ectation from I+DIA +I35SH S5!U(ITI5S.

• PROFITABILTY To #roide a reasona/&e and ade2uate retune on ca#ita&

em#&oyed. *rimari&y, throuh im#roements in o#erationa& efficiency, ca#acity

uti&i7ation and #roductiity and enerate ade2uate interna& resources to

finance the com#any rowth.

•

CUSTOMER FOCUS To /ui&d a hih deree of customer confidence /y #roidin

increased a&ue for his money throuh internationa& standards of #roduct ,

#rofit, #erformance and serice

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TRAINING & DEVELOPMENT

Dee&o#ment of human resource and im#roement in the 2ua&ity of wor$ &ife receies

hihest #riority in I+DIA+I35SH. The H(D has im#arted trainin to a &are num/er of

em#&oyee4s, di#&oma and enineerin trainees, a##rentices throuh arious

dee&o#ment #rorammers and trainins, a##rentices, functiona&, s$i&& and /ehaiora&

area. The H(D center has /een ad%uded, functiona&, s$i&& and /ehaiora& area. The

H(D center has /een ad%uded .the /est esta/&ishment in +orth (eion.

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SWOT ANAL,SIS

S#!n"+

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. 6ocused on de&ierin 2ua&ity content

. Successfu& Trac$ (ecords

C. Brand 52uity

W!)1n!!

. +o fi9ed formu&a to achiee ratins as audience iews $ee# chanin.

. !urrent&y addressin main&y Hindi #rorams.

O''0#2n$$!

. 5merence of new channe&s across a&& &anuaes.


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THEORTICALASPECTS O4

RECRUITEMENT& SELECTION

M!)n$n" O4 #!(#2$.!n

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'A #erson of identification of different sources of #ersonne& is $nown as (ecruitment-

EDWIN D FLIPPO

'(ecruitment is the #rocess of searchin the candidates for em#&oyment and

stimu&atin them to a##&y for the %o/ in the orani7ation-

DALES S5 BEACH

'(ecruitment is the dee&o#ment and maintenance of ade2uate man#ower resources.

It ino&es the creation of a #oo& of aai&a/&e &a/or u#on whom the orani7ation can

draw when it needs additiona& em#&oyees-.

(ecruitment is a 4&in$in function 41 %oinin toether those %o/s to fi&& and those

see$in %o/s.

It is a 4:0I+I+G *(0!5SS4 in that it tries to /rin toether %o/ see$ers ) em#&oyer with

a iew to encouraes the former to a##&y for a %o/ with the &atter.

o The /asic #ur#ose of recruitment is to dee&o# a rou# of #otentia&&y 2ua&ified

#eo#&e.

o To this end the orani7ation must communicate the in such a way that %o/

see$ers res#ond.

o To /e cost effectie, the recruitment #rocess shou&d attract 2ua&ified a##&icant

) #roide enouh information for the 2ua&ified #erson to se&f se&ect themse&es

out.

METHODS OF RECRUITMENT

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65 INTERNAL METHODS

o *romotion ) transferso :o/ *ostin

o 5m#&oyee referra&s

75 EXTERNAL METHODS

o Direct method cam#us recruitment

o Indirect method adertisements, news#a#er. T3) radio ads.

85 THIRD PARTY METHOD

o *riate em#&oyment search firms

o 5m#&oyment 59chane

o Gate hirin ) contracts

o Unso&icited a##&icants wa&$ ins.

95 ALTERNATIVES TO RECRUITMENT

o 0ertime

o Su/contractin

o Tem#orary 5m#&oyees

o 5m#&oyment &eas.

SITUATIONAL FACTORS AFFECTING RECRUITMENT

SITUATIONAL FACTORS IMPACT5conomics 5nironment 1Demand And Su##&y for S$i&&s

1Sudden /oom in s#ecific sectors

Socia& 5nironment 1 0##ortunities for rowth

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1Monetary com#ensation

1Imae of the firm.

Techno&oica& 5nironment 1 +ew Techno&oies +ew :o/s for rare

s$i&&s.*o&itica& 5nironment 1'Sons of the soi&4

1#o&icy owner of union

Lea& 5nironment 59chane (ecruitment trouh the em#&oyment

16actories AT! etc.

SOURCES OF RECRUITMENT

INTERNAL SOURCES:

(etrenched, retired em#&oyees and de#endent of deceased em#&oyees a&so.

ADVANTAGES:

o 5conomica&

o (e&ia/i&ity

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DISADVANTAGES:

o Limited choice

o Bone of contention

EXTERNAL SOURCES:

ADVANTAGES:

o ;ide choice

o In%ection of fresh /&ood

o Motiation 6orces

DISADVANTAGES:

o 59#ensie

o Time consumin

o Demotiatin

o Uncertainty

SELECTION

Se&ection ino&es a series of ste#s /y which the candidates are screened for choosin

the most suita/&e #erson for the acant #osts. The /asic #ur#ose of orani7ation is to

choose riht ty#e of candidates to man arious #ositions in the orani7ation. In order

to achiee the #ur#ose, a we&&1 orani7ed se&ection #rocedure ino&es many ste# and

sat each ste# unsuita/&e candidates are re%ected.

TYPES OF TESTS FOR SELECTION

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In!--$"!n !:

It measures the incum/ents &earnin a/i&ity ) a&so the a/i&ity to understand

instruction and %udment

A'$2*! T!:

It measures indiidua&4s #otentia& to &earn certain s$i&&s1c&erica&, mechanics,

mathematica&, etc.

P!#0n)-$% !:

It measures the /asis as#ect of an a##&icant4s #ersona&ity such as motiation,

emotiona& /a&ance, se&f1 confidence, inter#ersona&, introersion, etc.

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PROCEDURAL

DETAIL O4

RE;RUITMENT

AND SELECTIONIN INDIANIVESH

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PROCEDURE

;hen recruitment has to /e done from the o#en mar$et and adertisement is issue in

the &eadin dai&y news#a#er on a &oca& or nationa& sca&e as #rescri/ed in the

em#&oyment +ews.

• The &ayout of the adertisement and the information contained therein are as

#rescri/ed from time to time.

• The %o/ tit&e, %o/. Summary, 2ua&ification ) e9#erience are in accordance with

a##roed %o/ s#ecification.

• Ae restriction ) s#ecia& re&a9ations, if any, are in accordance with the

a##roed %o/ satisfaction.

• The #ay sca&e and a&&owance #rere2uisites admissi/&e ) no. of #osts are

mentioned.

• +o a##&ication fee is re2uired to /e co&&ected from the candidates a##&yin in

res#onse to an adertisement.

A''-$()$0n F#0.:

The a##&ication from is used is in the format #rescri/ed /y the com#any.

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APPOINITING AUTHORITY:

• The chairman ) MD is the a##ointin authority for a##ointments to #ost in 51

rades ) a/oe e9ce#t that to which a##ointments are made /y manaement

o I+DIA +I35SH S5!U(ITI5S.

• 6or a##ointment to #ost u# 51C rades. The a##ointin is the authority

de&eated with the #owers in this /eha&f as notified from time to time.

S!-!($0n

The a##ointin authority #ersonne& heads to conduct test interiews constitutes

se&ection /oard and to se&ect candidates for a##ointments to any #ost in the com#any

from amon those ca&&ed for such tests > interiews. Se&ection to #osts in their senior

e9ecuties cadre and others common e9ecuties cadre are conducted /y the se&ection

the #ost fa&&in within the #uriew that in case of recruitment to e9ecutie #osts a

mem/er of manaement.

APPOINTMENTAPPOINTMENT OFFER:

An offer of a##ointment is issued to the se&ected candidates in the #rescri/ed

format. This is sined /y the a##ointin authority or the officer to whom the #ower is

de&eated in this /eha&f.

JOINING TIME:

+orma&&y a #erson to whom an a##ointment has /een made is e9#ected to %oin the

serices of the com#any within >= days from the date of issue of a##ointment offer.

Hewer, the com#etent authority de#endin u#on e9iencies of the wor$ may rant

e9tension in this #eriod, urent with which /y #ost is to fi&&ed u# etc.

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MEDICAL FITNESS:

5ery candidates a##ointed to a #ost in the com#any is re2uired to undero a medica&

e9amination /y the com#any4s medica& officer at the time of a##ointment and

re2uired to satisfy the medica& fitness standard #rescri/ed for the #ost.

REFERENCE CHECK AND ANTECEDENT VERIFICATION:

In order to ensure that the character and antecedents and #reious wor$ /ac$round

of the candidates #ro#osed to /e a##ointed are such as not to render him unsuita/&e

for a##ointment in the com#any. The candidates sha&& /e o/tained from the

o/seration em#&oyer s#ecia&&y when they are em#&oyed with an /ro$in industry.

JOINING FORMALITIES:

A##ointee to reu&ar sca&es of #ay on %oinin the com#any to ta$e u# a##ointment are

re2uired to re#ort of the #ersona& de#artment of the team concerned and finished

such documents as are &ater date it is found that an a##ointee has furnished wron

information he is &ia/&e for termination from the serice of the com#any.

SENIORITY

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Seniority an a##ointment is strict&y as #er the &ist drawn /y the se&ection

manaement. After a candidates is inducted in to orani7ation. He is ien a seniority

status e9istin co&&eaues in the simi&ar rade.

PROBATION AND CONFIRMATION:

A&& a##ointees in the com#any are #ermanent /y the ru&es re&atin to #ro/ation and

confirm.

LAY OFF:

The e&imination of %o/s is often without reard to em#&oyee #erformance. Usua&&y

when a com#any is e9#eriencin financia& difficu&ties, A ris$ reduction, made /yinestment /an$ers. That minimi7es the #otentia& downside associated with a

manaement team.

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MANAGHING THE LAY OFF PROCESS

o Address 6inancia& *riorities

o Don4t #&ay the num/ers ame

o Be Humaneo Im#roe day to day manaement Disci#&ine

TRANING & DEVELOPMENT:

Trainin and dee&o#ment is one of the main strateies for the M+!4s e9amined in this

study to e9#ress the worth of their #eo#&e as we&& as their inestor and dee&o#er

e9ce#tiona& em#&oyees.

• 6or instance. :o/. S#ecific trainin is #roidin for re#&acement to e2ui# new

recruits with /asic on the %o/ s$i&&s.

• The stratey which if im#&emented wi&& /e more cost effectie are

• Trainin /eyond the %o/s sco#e.

• Shou&d /e structured4

• !ross sectiona& trainin.

• !ustomi7ed to com#any needs.

PERFORMANCE APPRAISL:

As #art of the attem#t to u#ho&d the a&idity, re&ia/i&ity, and credi/i&ity of system the

com#any shou&d #ut serious efforts on monitorin and contro&

The ways throuh which com#any can at accuracy in the #rocess of #erformance

a##raisa& is /y ado#tin methoda are

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MBO Manaement /y o/%ectie

;here the taret is to achieed /y the em#&oyees shou&d /e ien to them. ;hich is

to /e #erformed within certain time #eriod and de#endin u#on the fi9ed taret one4s

out#ut is to /e measured so that com#any e9#ectation from the em#&oyee increases

with the &ee& of the #erformance and throuh this way een the com#any wi&& et

aware of the #erformance e9#ected out of him /y the com#any.

PROMOTION & CAREER ADVANCEMENT

59ce&&ent #erformance and consistent #roen trac$ records must /e the reci#es for

#romotion considerations in the com#any. The #romotion consideration is faci&ities /y

#erformance a##raisa&, succession, and #&annin and #erformance manaement

system to ena/&e sound #romotion decision. *ractice of a uaranteed seniority

#romotion system in the com#any #romotes em#&oyees in a &oc$ ste# and it4s timeconsumin fashion.

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O%JECTIVE O4

THE STUD,

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OBJECTIVE OF THE STUDY

The #ro%ect wor$ is done to fu&fi&& the re2uirement of our M.B.A, deree course. It is

an intera& #art of the circu&ation of this #roram. The main o/%ectie of this #ro%ect

is to find out the #rocedure of (ecruitment ) Se&ection, Layoff in I+DIA +I35SH.

o Awareness a/out the #rocess or recruitment.

o Their satisfaction &ee&

o 6ind out the factors affectin recruitment #rocess.

o Layoff @Tem#orary Brea$ 6or actiity5&imination.

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RESEARCHMETHODOLO#,

RESEARCH METHODOLOGY:

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A research desin is #ure&y and sim#&y the framewor$ or #&an for a study that uides

the co&&ection and ana&ysis of data. (esearch desin is some statement or

s#ecification of #rocedures, for the co&&ectin and ana&y7in the information re2uired

for the so&ution of some s#ecific #ro/&em. It #roides a scientific framewor$ for

conductin some research.

PRIMARY SOURCES:

A surey of em#&oyees was done throuh 2uestionnaire throuh which data reardin

satisfaction &ee& of em#&oyees with res#ect to (5!(UITM5+T )S5L5!TI0+ and &ayoff

in I+DIA +I35SH.

SAMPLE SI;E:

A sam#&e si7e of == em#&oyees was ta$en.

TYPE OF


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ANAL,SIS &

INTERPRETATION


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(5SULT

RESPONSE >5S == ==

+0 = =T0TAL == ==

RESPONSE

#

2#

4#

"#

%#

1##

12#

YES

NO

In!#'#!)$0n:

Study reea&s that a&& em#&oyees are aware of recruitment #rocedure in India+iesh as

== F res#onded yes.


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RESPONSE >5S ?C ?C

+0


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RESPONSE >

5S < <

+0

T0TAL == ==

RESPONSE

#

1#

2#

3#

4#

5#

"#

7#

%#

9#

YES

NO

In!#'#!)$0n:

0ut of == em#&oyees < F thin$ that a&& #otentia& candidates @interna& and e9terna&

$now where to a##&y ) in what form on&y F don4t thin$ so.


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+0

T0TAL == ==

RESPONSE

#

1#

2#

3#

4#

5#

"#

7#

%#

9#

YES

NO

In!#'#!)$0n

F em#&oyees res#onded no /ecause there is no #roision in India+iesh to ie

#o&ite res#onses to unsuita/&e candidate.

N. Do you thin$ se&ection of few e9ecutie trainees shou&d /e done from cam#us

interiew8

RESULT

RESPONSE >5S ?= ?=+0 >= >=

T0TAL == ==

41


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RESPONSE

#

1#2#

3#

4#

5#

"#

7#

%#

9#

YES

NO

In!#'#!)$0n:

Study reea&s that ?=F em#&oyees thin$ se&ection of few e9ecutie trainees shou&d /e

done from cam#us interiew /ecause they find that it is a ery easy method to se&ect

the candidate with the /est #otentia&, 7ea& ) ior.

5S ? ?

+0


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RESPONSE

#

1#

2#

3#

4#

5#

"#

7#

%#

9#

YES

NO

In!#'#!)$0n:

Most 0f the em#&oyees thin$ that recruitment, se&ection #rocedure is affected /y

socio, *o&itica& ) economic enironment of the country /ecause these are the ma%or

factor, which affect the recruitment #rocess.


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RESPONSE

#

1#

2#

3#

4#

5#

"#

INTERNAL

E$TERNAL

BOTH

In!#'#!)$0n:

Ma%ority oes #art c @Both i.e. Both interna& ) e9terna& are #referred as this #roide

o##ortunity to /oth of them.


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RESPONSE

#

1#

2#

3#

4#

5#

"#

7#

%#

9#

YES

NO

In!#'#!)$0n:

A&& em#&oyees are satisfied with #rocedure of recruitment in India+iesh as == F

res#onded yes . Because of

o Trans#arency, fairness ) im#artia&ity.

o 0##ortunity for em#&oyment towards of decreased Pretired Pserin em#&oyees.

5S ? ?+0


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RESPONSE

#

1#

2#

3#

4#

5#

"#

7#

%#

9#

YES

NO

Inter#retation

0ut of == em#&oyees ? F res#onded yes and


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RESPONSE

#

1#

2#

3#

4#

5#

"#

7#

%#

9#

YES

NO

In!#'#!)$0n:

= F res#onded yes /ecause these 2uestionnaire are fi&& u# /y em#&oyees of India

+iesh .So, it is o/ious that they thin$ the em#&oyees wards shou&d /e ien

#reference in recruitment and se&ection.

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4INDIN# AND

SU##ESTIONS

FINDINGS

o Awareness reardin 4 recruitment and se&ection #rocedure4 in I+DIA +I35SH is

2uite moderate.o

Ma%ority of e9ecuties say that notice of acancies is not circu&ated interna&&y.o Ma%ority of e9ecutie /e&iee that a##&icants $now where and when to a##&y.

o Surey show that the wait&isted or unsuita/&e candidates are not informed of

their #osition in a #o&ite way.o A ma%ority of e9ecuties fee&s that recruitment and se&ection #rocedure is

affected /y e9terna& and interna& factors.

4%


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o The entries e9ecuties are satisfied with the recruitment #rocedure of the

I+DIA +I35SH.o A ma%ority of e9ecuties fee& that em#&oyee4s ward shou&d /e ien #reference

in recruitment and se&ection #rocedure.

SUGGESTIONS:

o The unsuita/&e or wait&isted candidate4s shou&d /e informed in a #o&ite way

throuh some communication channe& &i$e &etter or news#a#er etc.

o 6ew candidates from some of the re#uted institute shou&d /e recruited direct&y

from cam#us interiew.

o (ecruitment and se&ection shou&d /e made more trans#arent and effectie so

that it shou&d not /e affected /u the e9terna& and interna& factors.o 5m#&oyee4s wards shou&d /e ien #reference /y iin some weiht ae in

recruitment and se&ection.o (ecruitment and se&ection shou&d /e free from #o&itica&, socio or economic

factors.

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5#


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LIMITATIONS O4

THE STUD,

LIMITATIONS:

o ;or$in hours for trainees were a&&otted from == *M to C== *m on&y, a&so the

senior e9ecuties were away in meetins in afternoon, I cou&d not ta$e the

uidance from them. These three hours were not sufficient to &earn the

wor$in of a com#any.o ;hi&e doin the surey, many #eo#&e try to aoid fi&&in the 2uestionnaire,

which creates difficu&ty in the research wor$.o It was not #ossi/&e to coer a&& the units in iew of com#&ete coerae, which

ma$es the study &imited.

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o The surey has to acce#t the answers as the res#ondent to the 2uestionnaire

#roides them. If there is any inconsistency or am/iuity, it wi&& /e difficu&t for

the surey to ma$e use of such a 2uestionnaire.

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CONCLUSION O4

THE STUD,

CONCLUSION

;ith the he of resu&t I find that if manaement thin$s a/out chanes is the

necessary modes of recruitment .It /ecomes more trans#arent.

o A&& of em#&oyees are aware a/out recruitment #rocedure.

o They recruit candidate on the /asis of e9terna& ) interna& methods /oth.

o They are satisfied with the #rocess of recruitment.

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o Most of em#&oyees are in faor in recruitment of the candidate from amonst

em#&oyee4s ward.o (ecruitment #rocess is affected /y socio, #o&itica& and economic factors.

54


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ANNE


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a 5S / +0C. Hae unsuita/&e candidates or wait&isted candidates were informed of their

#osition in a #o&ice way than$in them for their interest and attendance8a 5S / +0

. Do you thin$ se&ection of few e9ecutie trainees shou&d /e done from cam#us

interiew8

a 5S / +0

. Do you thin$ recruitment and se&ection #rocedure is affected /y socio, #o&itica&

and economic enironment of the country8a 5S / +0

?. ;hich method of recruitment for e9ecutie P su#erisorPwor$er #ost wi&& you

#refer interna& source, e9terna& source or /oth 8

a 5S / +0

. Are you satisfied with the recruitment #rocedure of I+DIA +I35SH8

a 5S / +0

E. Did you thin$ the se&ection #rocedure is trans#arent in I+DIA +I35SH8

a 5S / +0

=.Do you thin$ that the em#&oyee4s wards shou&d /e ien #reference in

recruitment and se&ection8

a 5S / +0

.Any suestion for ma$in recruitment and se&ection #rocedure more effectie

and trans#arent8

a 5S / +0

NAME:

5"


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“T+)n1 40# %02# ?)-2)@-! $.! )n* 2""!$0n33

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