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A
Summer Training Project Report
On
Analyzing the Effectiveness of Recruitment and Selection Process with
regard to Organizational Commitment
(A Case Study of Molife Pvt. Ltd, New Delhi)
Submitted to
Kurukshetra University, Kurukshetra
In the partial fulfillment of the Degree of Master of Business Administration
(Session 2009-11)-MBA 3rd Semester
Under the Guidance of: Submitted by:
Ms. Jaya Malhotra Ankush Kamal Verma
Lecturer, MBA S/o Sh. Rajiv Verma
Class Roll No-1143/09
Univ.Reg-.09-TRY-19
Univ. Roll No.
1
Tilak Raj Chadha Institutute of Management & Technology(Affiliated to Kurukshetra University, Kurukshetra & Approved By AICTE)
M.L.N. College Educational Complex, Yamuna Nagar- 135001 (Haryana)
Ph. 01732-220103, 234010, 234110. Fax: +91-1732-234110
E-mail: [email protected], Web Site: www.timt.ac.in
mailto:[email protected]://www.timt.ac.in/http://www.timt.ac.in/mailto:[email protected]://www.timt.ac.in/8/3/2019 Ankush Final
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DECLARATION
I, Ankush Verma, Roll No # 1143/09, MBA (Semester-III) of the Tilak Raj Chadha
Institute of Management and Technology, Yamuna Nagar hereby declare that theSummer Training Report entitled Analyzing the Effectiveness of Recruitment and
Selection Process with regard to Organizational Commitment- (A Case Study of
Molife Pvt. Ltd.) has been an original work and the same has not been submitted to any
other Institute for the award of any other degree.
ANKUSH KAMAL VERMA
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ACKNOWLEDGEMENT
This project involves many helping hands. First of all the researcher would like to thank all
those, who have helped him in completion of the project and bringing out the timely submission
of the report. He is also grateful to the management ofMolife Pvt. ltd New Delhi for allowing
him to undergo a project in their company providing all sorts of facilities and above all a learning
experience.
He owes his sincere thanks to Ms. Megha Manchandafor allowing him to work as a trainee in
Molife Pvt. ltd. He shall remain indebted to her for the guidance and whole hearted cooperation.
This summer training has added to his practical knowledge and built his confidence.
He would like to convey thanks to Dr. Vikas Daryal, Director, Mrs. Vandana Madaan, HoD
and Ms. Jaya Malhotra, Faculty, MBA for their ready assistance, keen interest and valuable
suggestions. Last, but not the least, he is extremely thankful to his parents, respondents and
friends for their unconditional support and ready assistance.
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TABLE OF CONTENTS
1. Introduction
a. Value Added Services in Telecommunication sector
b. Molife Pvt. Ltd
c. Introduction to Recruitment and Selection
2. Theoretical Framework
a. Construct
b. Independent and Dependent Variables
3. Literature Review
4. Research Objectives
5. Research Methodology
a. Research Designi. Type of Research Design
ii. Time Horizon
iii. Study Setting
iv. Measurement and scaling
b. Flowchart for selection of statistical tools
c. Hypothesis Development and Testing
d. Sample and Sampling Design
e. Data Collection
f. Statistical Tools
i. Factor Analysisii. Reliability Statistics
iii. Regression Analysis
h. Limitations of the Study
6. Data Analysis7. Results and Findings
8. Policy Implications
9. Recommendations
10. Bibliography
11. Annexure
a) Annexure i Questionnaire
b) Annexure ii- Factor Analysis
c) Annexure iii- Correlation
d) Annexure iv- Reliability
e) Annexure v- T- test
f) Annexure vi- Snapshots
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EXECUTIVE SUMMARY
The Research was intended to Analyze the effectiveness of recruitment and selection policy
at Molife Pvt. Ltd., New Delhi with identification of pitfalls in order to improvise theexisting recruitment & selection process.
The research has been carried out using primary data along with the support of secondary data.
Questionnaires were used in order to unveil the perception of staff regarding recruitment and
selection policy and procedure.
The Analysis is done with the help of statistical tools like t-test, factor analysis, correlation and
reliability after checking the responses filled by the 100 respondents of the organization.
The Research has been exploratory in nature as it has been a first time study. The type ofinvestigation is causal as the effect of recruitment and selection on organizational commitment of
employee has to be studied. It is a cross sectional study as data has been collected at one
particular time.
The data has been collected by researcher from Molife Pvt. Ltd., New Delhi through
questionnaire comprising 20 closed ended questions. He has drawn a sample of 100 respondents
working from past 2 years for Molife Pvt. Ltd., New Delhi using non sampling probabilitytechnique.
The null hypothesis has been made with an assumption that there is a significant impact ofrecruitment and selection on organizational commitment while the alternate hypothesis has been
that there is no significant impact of recruitment and selection process on organizational
commitment.
Factor Analysis has been used to find out the most significant factors out of all factors which are
developed through extensive literature survey which are used in recruitment and selection
process.
Reliability tool has been applied to find out the credibility of data regarding the responses filled
by the employees in Molife.
The researcher has found the major findings that employees are satisfied with the empowerment,
communication process, work culture security and are dissatisfied with the Compensation andmedical checkup phase of the process.
The researcher has made various recommendations to the organization regarding challenging job,compensation and delegation of authority.
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Some limitations have been there in the study like time constraint, unwillingness of respondents
and limited scope of study.
At last it has been concluded that the recruitment and selection process play a vital role in
ensuring organizational commitment.
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INTRODUCTION
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VALUE ADDED SERVICES IN TELECOMMUNICATION SECTOR
Mobile phone industry is wide and well established. This will provide great opportunities to the
mobile phone accessories industry. From jewellery for cell phones to covers for mobiles, there is
big money in accessories. The market was never as huge for mobile accessories as it is now.
Now mobile phone is related with the status. There is a trend to give mobile phones a new and
fresh look by using different types of mobile phone accessories. Accessories that are in high
demand amongst users include Bluetooth headsets, faceplates, holsters, antennas, data cables,
leather cases, car kits, chargers, etc.
As Indians increasingly turn their handsets into fashion statements, the accessory market is
proving to be a huge opportunity for entrepreneurs.
For now, much of this business is in the grey market, and experts feel a mere 5 per cent of the Rs
2,500 crore mobile accessories business is legitimate. But with monthly additions of 6 million
subscribers, it can only grow hopefully the official way.
Already, Indian companies are tying up with their international counterparts to import mobile
fashion accessories.Modile accessories industry is unorganized and still in its pioneer stage.
Mobile phone accessories are designed and developed in different standard sizes and
specifications and can be used in the latest models of mobile phones from varied retailers such as
Nokia, Motorola, Samsung, Sony Ericsson, etc. Moreover, accessories such as Bluetooth
headsets are empowered by latest technology and are capable of providing the tech-savvy
enthusiasts the full value for their money.
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ABOUT MOLIFE
History
Molife was created in the year 2006 and was launched energetically at the Mobile Asia
exposition at Pragati Maidan, New Delhi. Molife aspires to be a revolution in the mobile industry
and win over the minds and hearts of the youth and the even the baby boomers.
Molife has made considerable progress since its inception and already has a national presence in
mobile accessories market. Molife's presence can already be felt in all major mobile retail chains.
Molife has also made inroads into fashion based retail chains as well.
Molife is a leading company in Mobile Fashion Accessories since 4 years having a PAN India
presence. Molife has made considerable progress since its inception and already has a national
presence in mobile accessories market. Molifes presence can already be felt in all major mobile
retail chains. Molife has also made inroads into fashion based retail chains as well.
Mission/Vision
Molife vision is to be the leading brand in the mobile fashion industry segment and create a
uniform and organized market for fashion as well as value added accessories for mobile phones
Molife sets to win in the industry by providing the widest and most diverse range available to
consumers under one brand for mobile phones. Molife's mission is also to provide complete
branding and marketing support to channel members and come up with more innovative designs
and strategies to improve sales.
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COMPANYS PROFILE
Business Type:
Importer / Manufacturer / Distributor / Supplier / Trading Company
Year Established: 2006
Products distributing, Supplying, Trading, and Manufacturing: Mobile accessories, mobilescreen light, mobile body cover have Tied up with US-based Disney Mobile accessories for
attractive arm strap and hand strap mobile pouches. Also have tide up with Nokia, Samsung,
Sony Ericsson , Motorola,blackberry.
Products
Molife accessories 429 productsMolife 1 product
Molife mobile accessories 506 productsMolife pouch 4 products
Molife communication 121 products
Molife mobile covers 200 products
Fit to use case: 11 type
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Pull up case: 2 type
Formal case: 7 type
DIYA case: 1 type
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Slipon case: 3 type
Product Details and Features
Compatibility Cell Phone
Material Type Rexine Pouch
Carry Bag Storage Perfect fit Hard casing for protection with
real top grade
Adjustments(Inner/Outer) Rubber tube pull up bar
Cover/Bag Design Type Secure cover-Open/close easily
Interior Design Type Soft interior leather
Resistance Dust and Water Resistant
Mobile Pouch is available for all Suitable Cell Phones. These cases do not catch any dust
particles or wipe out with water. Its interior is made of leather with finer lining above as well.
This type of cases is available and is new covers with cases. This handsome pouch from molife
protects your device from scratches and dents all day long for maximum protection. And when
you slide your phone into place, the pouch automatically shuts off the backlight, which helps
maximize battery life. This pouch comes with magnetic closure which ensures that your phone isprotected from dust and scratches.
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OTHER PRODUCTS
Mobile Strap
All types of Mobile Strap (Mobile Tap) are decorative and have additional fabric traditionallymade from metallic yarn, jari, polyester yarn or cotton yarn.
Lanyards
Silk-screen Printed Lanyard made up of polyester. It can design as per special request also. Canuse different materials also: Nylon, PP, Polyester and cotton. Suitable for all uses.
HR Policy
The long-term success of the company depends on its capacity to attract, retain, and develop
employees able to ensure its growth on a continuing basis. This is a primary responsibility of all
the managers.
The policy is to hire staff and personal attitudes and professional skills enabling them to develop
a long-term relationship with the company.
Potential for professional development is an essential standard for recruitment. Each new
member joining the company is to become a participant in developing a sustainable quality
culture, which implies a commitment to the organization and a sense for the continuousimprovement leaving no room for compliancy.
Special attention will be paid to the matching between a candidates values and companysculture. Policy addressing Equal Employment Opportunity (EEO), which will abolish
discrimination between male and female workers. Policy with regards to Leave viz. Sick Leave,
Maternity Leave, Annual Leave, Casual Leaves. Policy with regards to motivate employees such
as quarterly or half-yearly or annual bonus based on their or team performance are used by theorganization.
Policy or schemes for motivating employee to refer their friends supported with good incentiveor awards. Industrial disputes are resolved through the voluntary arbitration in case both parties
fail to come on a conclusion. Neat and clean canteen facility, washing facility, rest room facility,
lunch room facility is provided.
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INTRODUCTION TORECRUITMENT AND
SECLECTION
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MEANIN G OF RECRUITMENT
Recruitment is the process of searching for prospective employees and stimulating then to apply for
jobs in the organization when more persons apply for job then there will be a scope for recruiting
better persons. The job-seekers too on the other hand, are in search of organizations offering them
employment Recruitment is a linkage activity bringing together those with jobs and those seeking
jobs.
According to Yoder6, "Recruitment is a process to discover the sources of manpower to meet
the requirements of the staffing schedule and to employees effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient working force."
Recruitment is the process which prompts people to offer for selection in an organisation. This
involves locating sources of manpower to meet job requirements. In his words, "It is a process of
searching for prospective employees and stimulating and encouraging them to apply for jobs in an
organisation. It is often termed positive in that it stimulates people to apply for jobs to increase the
hiring ratio, i.e., the number of applicants for a job."
Recruitment process passes through the following stages 9:
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Pre-Requisites of a Good Recruitment Policy
The recruitment policy of an organisation must satisfy the following conditions37:
It should be in conformity with the general personnel policies.
It should be flexible enough to meet the changing needs of an organisation.
It should provide employees with job security and continuous employment.
It should integrate organizational needs and employee needs.
It should match the qualities of the employees with the requirements of the work for which
they are employed.
It should highlight the necessity of establishing job analysis.
It should provide suitable jobs to handicapped, women and minority groups.
To summarize, According to Yoder, "The recruitment policy is concerned with quantity
and qualifications of manpower"
SELECTION11
Selection is the process of picking up individuals with requisite qualifications and competence to fill
jobs in the organization.
According to Dale Yoder 14 "Selection is the process in which candidates for employment are
divided into two classes-those who are to be offered employment and those who are not".
SELECTION PROCEDURE34:-
The selection procedure consists of a series of methods or steps or stages by which additional
information is secured about an applicant.
Essentials of a Selection Procedure21
1. Sufficient number of applicants
2. Person who is assigned the authority to select.
3. A prepared comprehensive job specification as developed by job analysis.
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SELECTION PROCESS
RECRUITMENT AND SELECTION IN MOLIFE PVT LTD.
Recruitment is the phase that immediately proceeds to selection. Its purpose is to cover the way
for the selection procedures ideally the smallest number of candidates who appear to be capable
either of performing the required task of the job from the outset, or developing the ability to do
so within a period of time acceptable to the employing organization. The task may conveniently
be examined under the following headings:
a) Determining the vacancies
b) Creating Strategy
c) Preparing and Publishing information
d) Processing and Accessing applications
RECRUITMENT AND SELECTION
PURPOSE
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Recruitment of trainees is the most important functions of Industrial Relations
Department. In recruitment process in the interest of the organization, it has to be decided
whether the candidates are suitable for the job vacancies or not.
DIRECT RECRUITMENT OF UNSKILLED WORKERS
i. RECRUITMENT THROUGH REFERNCE
Candidates must have known through relationship by the existing worker of our
mill. His relationship is to be filed in a column in our recruitment form.
ii. RECRUITMENT THROUGH SURVEY
Survey is conducted to select candidate, these selected candidates are called for
interview. Company might ask their employees and others to look around for a
person with the stipulated qualifications.
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THEORETICAL
FRAMEWORK
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THEORETICAL FRAMEWORK
CONSTRUCT:
To analyze the effectiveness of recruitment and selection process with regard to organizational
commitment
DEPENDENT VARIABLES:
Organizational commitment
INDEPENDENT VARIABLES:
Communication Process
Working Ambience
Challenging job
Compensation
Empowerment
Teamwork.
Compensation
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LITERATURE REVIEW
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LITERATURE REVIEW
BOOKS-
Sekran Uma..1(4th Edition),Business Research methodology
The book helped in understanding tools used in the study which defines which tools canbe applied in different studies.
Malhotra K Naresh2 (5th Edition),Marketing Research: An Applied Orientation
The book helped in understanding correlation tool and its application.
Kothari C.R.4 (2nd Revised Edition ), Research Methodology Methods and
Techniques
Sekaran Uma3(3rd Edition),Research Methods for Business
The information regarding the research process and sampling technique is given in this
book which helps in choosing a suitable sampling technique for the study.
Coakes J Sheridan, Steed Lyndall & Dzidic Peta5,SPSS Version 13.0 for Windows
Gives information regarding the multiple reliability tool used in the study and defines
where it is applied and why.
Jain T.R.6
,Statistics for MBAIt reveals information regarding the null and alternate hypothesis which helps in the
development of hypothesis in the study.
Ashwathappa K7 (5th Edition),Human Resource Management
Gives informationregarding factors effecting recruitment which includes organizational
factors and other factors.
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T.N. Chhabra8( 5th Edition Revised),Human Resource Management
This book gives information regarding some recruitment trends.
C.S. Venkata Ratnam & B.K. Srivastava9, Personnel Management and Human
Resources This book gives information regarding employee relations
P. Suba Rao10,Human Resource Managemen and Industrial relatins
This book gives an idea about the motivation and communication system.
Jit S. Chandan11( 3rd Edition),Organizational Behaviour
This book gives information regarding how employees can work in team work.
P. Subba Rao12
( 3rd Edition), Essentials of Human Resource Management andIndusrial Relations
This book gives information regarding how empowerment to employees helps in
increasing their motivation people.
Rao P subba(1)(Third Edition) , Human Resource Management and industrial
relations ,.
It gives an idea about the motivation and communication patterns which helped in
recruitment and selection process.
Ashwattapa K(2)(Second Edition)Human Resource Management
This book helped in finding the factors governing recruitment.
Sekrauma (3) (Third Edition) Research Methods and Techniques ,14
MAGZINES-
Mallikarjunan K.(16)(July 2009), Employee Induction & Orientation, HRM
Review ( It gives the idea about the psychological perspective of orientation
programme of employees). Tanushri Banerjee(17)(Nov2008)Recruitment,HRM Review( It helped bout the
recent emerging trends of recruitment)
Subarmanya M (18) (Nov 2009)Changing role of rewards at workplace HRM
Review(The article deals with changing role of rewards at workplacein liberalized
economy)
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Prasad V.R.K(19) (Nov2009)RecruitmentHRM Review( It gives an idea about
the recruitment from B-school candidates)
Komarraju V(20) (Nov 2008) The 7Ps of employee retentionHRM Review( It
gives an idea about employees turnover and retention of stratagies)
Chakarabotry M(21)
(Nov 2008)Recruitment Dynamics HRM Review( It givesan idea about recruitment dynamics.)
Joshi Rashmi(22) (Nov 2008)Boomerang RecruitmentHRM Review( It provides
help regarding a strategic tool for rehiring exceptional talent)
JOURNALS
Srinivasan M(23) , Journal of human values
It gives an idea about the motivation and human growth as a developmental
prospective.
Singh B.D,(24) Indian journal of industrial relations
It helped the researcher regarding placing participative management in right
perspective.
Vargese(25) Human capital
It helped the researcher regarding talent attraction and smart recruiting of
andidates in the organization.
Brahma G (26) Human Capital
It helped the researcher about the technologies associated with recruitment.
Srivastva .S(27) Human Capital
It helped the researcher in payoffs for recruitment purposes.
Shanbhag .A(28)Human Capital
It helped the researcher regarding the strategies related to selection process.
Verma. S(29) Human Capital
It helped the researcher to find out the challenges related to recruitment
Shikari. A Human Capital
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It helped the researcher in finding out the combination of HR and creative teams
creates recruitment benchmarks.
WEBSITES-
http://www.accel-team.com/motivation/index.html30
This website gives information about how motivation is the key to job performance. It
also describes how job design and motivation of employees is related to each other.
htt.www.future-recruitment.co.uk/html/frames/clientsrv.asp31
The requirement of human resource in macro as well as micro perspective,the resource that
fulfill the requirement of demand of various sector
www.pathways.net.au/recruitment.php 32
The different methods of selecting the competent person and these methods are taken in different
organization to select the candidate.
www.unimelb.edu.au/ppp/docs/2.html33
The different methods of survey by which an organization can search the perspective employees
and to stimulate them to apply for job.
www.resources.bnet.com/topic/recruitment+&+selection.html 34
The ways by which the environment of organization make comfort for the human resource that
reduce the stress and use the skills,talents of employees
www.amazon.com/Competency-Based-Recruitment-Selection35
Today selection of candidate not only depend upon their experience but also on various
competency that a individual posses which is helpful for organization to achieve their objective.
www.health.state.ri.us/management/human/recruitment.36
The welfare activities by organization that stimulate the potential people to apply for job and
how an organization can focus on this activities to stimulate to apply for job
.www.mccarthyrecruitment.com/retail-industry-news/2008/01/general/selection-verge-of37
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McCarthy model of recruitment, selection and placement that consists of various other sub
procedure that ultimately led to competent employee at right place in oranisation.
www.admin.ox.ac.uk/eop/policy/cop.shtml 38
www.search.techrepublic.com.com/search/recruitment+%2526+selection.html 39
The various resources from which the competent employees can search ,the technique to
stimulate them to apply for the job is major factor that effect the recruitment and selectionprocess.
www.ghrs.gov.tt/services/recruitment_and_selection.aspx40
The government intervention in recruitment and selection process. With the help of various quotaand agencies like employment exchange government intervene in the process.
www.staff.napier.ac.uk/Services/HR/Recruitment+and+Selection41
The various recruitment and selection policy of a organization depend upon the various internal
as well as external factor that effect the human resource of organization.
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RESEARCH OBJECTIVES
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RESEARCH OBJECTIVES
To measure the effectiveness of recruitment and selection process with regard to
organizational commitment
RESEARCH QUESTIONS
1. To study the recruitment and selection process of Molife Pvt.Ltd.
2. To analyze the most significant factors which results in to organizational commitment.
3. To analyze the nature of relationship between communication process and organizational
commitment.
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RESEARCH
METHODOLOGY
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RESEARCH METHODOLOGY
To carry out the research, the researcher has used the following research methodology.
RESEARCH DESIGN
Decisions regarding what, where, when, how much, by what means concerning an enquiry or a
research study constitute a research design. Research Design is advance planning of research. Agood research design should be flexible, appropriate and efficient and so on. A good design
ensures that the required data is gathered accurately, timely and economically.
In study the researcher has used the following framework of research design.
PURPOSE OF THE STUDY Descriptive cum exploratory
TYPE OF INVESTIGATION Causal
STUDY SETTING
Non contrived
TIME HORIZON Cross-Sectional
MEASUREMENT AND SCALING Likert Scale (Interval Scaling)
Type of Research Design:-
The present study has Descriptive cum exploratory in nature, as it seeks to discover ideas and
insight to bring out new relationship based on previous findings in other organizations.
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Type of Investigation:-
The present study has been Causal relationship because the researcher has attempted to find out
the cause & effect relationship between the Recruitment and Selection Process and
Organizational Commitment.
Time Horizon:-
The study has been found to be Cross-sectional as data has been collected at particular time
duration.
Study Setting:-
The study setting is Non Contrived as the study has been carried out in natural environment and
no researcher interference has been there in data collection.
Measurement & Scaling:- Five point Likert (interval) scaling has been used for conducting the
survey to analyze the effectiveness of recruitment and selection process with regard to
organizational commitment which has been given as follows:
1 Strongly agree, 2 - agree, 3 Neutral, 4 - Disagree, 5 Strongly disagree
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FLOWCHART FOR SELECTION OF STATISTICAL TOOLS
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HYPOTHESIS DEVELOPING AND TESTING
1. Null Hypothesis (H0): There has been no significant impact of recruitment and selection
process on organizational commitment
Alternate Hypothesis (H1): There has been significant impact of recruitment and selection
process on organizational commitment.
Table 1
Paired Samples Correlations
N Correlation Sig.
Pair 1 Recruitment , selection process and
organizational commitment100 .063 .542
Table2
Paired Samples Test
Paired Differences
T Df
Sig. (2-
tailed)Mean
Std.
Deviation
Std. Error
Mean
95% Confidence Interval of
the Difference
Lower Upper
Pair 1 Recruitment ,
selection and
organizational
commitment
1.21000 1.82737 .18274 .84741 1.57259 6.622 99 .745
INTERPRETATION:
Through t-test it has been found that there is positive correlation between recruitment selection
process and organizational commitment since correlation coefficient is .063 at the significant
level of .542 as seen in table 2. Table 3 shows that coefficient of t is 6.622 which is greater than
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the significant value i.e. 0.745. So, null hypothesis is rejected and it has been found that there is
an impact of recruitment and selection process on organizational commitment
SAMPLE AND SAMPLING DESIGN
Target Population : 300 on rolls employees of Molife Pvt. Ltd., New
Delhi
Sample Unit : Employees working in Molife Pvt. Ltd.,
New Delhi from past 2 years
Sampling Size : 100 on rolls employees which comprises 33.33% of
total Population
Sampling Technique : Non Probability
Sampling Area : Molife Pvt. Ltd., New Delhi.
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DATA COLLECTION
After the research problem has been identified and selected, the next step is to gather the
requisite data. While deciding about the method of data collection to be used for, the researcher
should keep in mind two types of data: primary and secondary.
In the present study researcher has made use of the primary data which has been collected
through Questionnaire, Observation, Personal Interview along with the secondary data which has
been collected from companys website and from their records Books, magazines, newspapersand journals.
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STATISTICAL TOOLS
Statistical tools helped the researcher to correctly analyze the data .The researcher has used theSPSS 16.0 (Statistical Package for Social Sciences) software for analysis of the data
Factor Analysis
Correlation Tool
Reliability Tool
Factor analysis is a statistical method used to describe variability among observedvariables in
terms of fewer unobserved variables called factors. The observed variables are modeled as linear
combinations of the factors, plus "error" terms. The information gained about the
interdependencies can be used later to reduce the set of variables in a dataset. The researcher has
used factor analysis to find out the most significant factors in the study out of many variables
Communalities
Variables Initial Extraction
Motivational support 1.000 .507
Recruitment process 1.000 .549
Communication process 1.000 .739
Work culture 1.000 .700
compensation 1.000 .479
Empowerment 1.000 .479
37
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Component Matrix
Component
1 2 3
Motivational support .592 .353 -.175
Recruitment process -.266 .672 .160
Communication process .052 -.503 .695
Work culture .479 .279 .627
compensation .360 -.530 -.264
Empowerment .673 .078 -.142
Extraction Method: Principal Component Analysis.
a. 3 components extracted.
INTERPRETATION
38
Total Variance Explained
Compon
ent
Initial Eigenvalues Extraction Sums of Squared Loadings
Total % of Variance Cumulative % Total % of Variance Cumulative %
1 1.237 20.611 20.611 1.237 20.611 20.611
2 1.195 19.912 40.523 1.195 19.912 40.523
3 1.021 17.021 57.545 1.021 17.021 57.545
4 .946 15.769 73.314
5 .822 13.698 87.012
6 .779 12.988 100.000
Extraction Method: Principal Component Analysis.
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The outcome variables with maximum values after applying factor analysis are empowerment
with .673, Recruitment process .672 and .695 communication process. Hence further tools
implementation is based on three important extracted variables.
CORRELATION TOOL
It is statistical tool used to find out the nature of relationship between two variables.
39
Correlations
Communication
process
Organisational
commitment
Communication process Pearson Correlation 1 .630
Sig. (1-tailed) .100
N 100 100
Organisational
commitment
Pearson Correlation .630 1
Sig. (1-tailed) .100
N 100 100
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INTERPERTATION- The nature of relationship between organizational commitment
and communication process is .630 and that demonstrate a positive correlation between these two
variables which means alternate hypothesis is accepted.
RELIABILITY
Researcher has used reliability statistical tool in the study because this tool signifies to what
extent data collected is reliable and truly represents the whole population.
Reliability Statistics
Cronbach's Alpha
Cronbach's Alpha Based
on Standardized Items No of Items
.685 .660 6
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INTERPETATION-
Reliability tool has been applied to check the credibility of data. and as per researchers study the
value of cronbachs alpha is .685 and the value based on standardized items is .660 which shows
that data is reliable.
LIMITATIONS
OF THE
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STUDY
LIMITATIONS OF THE STUDY
However the researcher has tried his best in collecting the relevant information for researchreport, yet there have been some problems faced by the researcher. The prime difficulties which
researcher has faced in collection of information are discussed below:
1. Time Constraint: The time period for carrying out the research has been limited as a
result of which many facts have been left unexplored. So if more time had been provided,
the sample size would have been increased. The respondent would have been given more
time to fill the questionnaire.
2. Limited sample size: The sample size was only 33.33% of the target population due to
which the findings cannot be generalized.
3. Unwillingness of respondents: While collection of the data many employees were
unwilling to fill the questionnaire. Respondents were having a feeling of wastage of time.
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4. Limited area for research: The area for study has been only branch located in New
Delhi, which is quite a small area to represent organization commitment level of whole of
the population.
5. Respondents bias: Due to the biasness on the part of respondents, data collected may
have been affected which further reduces the credibility of the findings.
6. Researchers bias: While analyzing the data, some biasness on the part of researcher
may have crept into the study.
Despite of these difficulties, best efforts have been put to do the full justice with the subject
matter and in the completion of report.
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DATA ANALYSIS
1. Recruitment and selection process was timely and systematically organized.
OBJECTIVE: - To know the management of recruitment and selection process inMolife
RESPONSES RESPONDENTS
(In Number)
Respondents
(In %)
Strongly Agree 9 9
Agree 11 11
Neutral 40 40Disagree 26 26
Strongly Disagree 14 14
TOTAL 100 100
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9%
11%
40%
26%
14%
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
SOURCE: PRIMARY DATA
INTERPRETATION: -
9% of the respondents strongly agree, 11 % respondents agree, 40% are neutral, 26%
respondents disagree while 14% strongly disagree with the same statement.
2. HRmanager interviewed with logical and profile related questions.
OBJECTIVE: - To know the feedback of HR Manager of MOLIFE-
45
RESPONSES RESPONDENTS
(In Number)
Respondents
(In %)
Strongly agree 14 14Agree 62 62
Neutral 18 18
Disagree 5 5
Strongly Disagree 1 1
TOTAL 100 100
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14%
62%
18%
5% 1%
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
SOURCE: PRIMARY DATA
INTERPRETATION:
14% of the respondents strongly agree, 62 % respondents agree, 18% are neutral, 5%respondents disagree while 1% strongly disagree with the same statement.
3.Application Forms were comprehensive.
OBJECTIVE: - To know about the formation of application forms designed for candidatesinformation.
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44%
24%
17%
9%
6%
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
SOURCE- PRIMARY DATA
INTERPRETATION:
40 % of the respondents strongly agree, 22 % respondents agree, 15% are neutral, 8%respondents disagree while 5% strongly disagree with the same statement.
4. Joining was delayed by the organization.
OBJECTIVE: - To know about the joining of the employee in the organization.
47
RESPONSES RESPONDENTS(In Number)
Respondents(In %)
Strongly agree 40 40
Agree 22 22
Neutral 15 15Disagree 8 8
Strongly Disagree 5 5
TOTAL 100 100
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RESPONSES RESPONDENTS
(In Number)
Respondents
(In %)
Strongly Agree 15 15
Agree 45 45
Neutral 19 19Disagree 20 20
Strongly Disagree 1 1
Total 100 100
15%
45%
19%
20%
1%
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
SOURCE- PRIMARY DATA
INTERPRETATAION:
15 % of the respondents strongly agree, 45 % respondents agree, 19% are neutral, 20%
respondents disagree while 1% strongly disagree with the same statement.
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5. Recruitment process is flexible.
OBJECTIVE: - To know the flexibility of recruitment process.
RESPONSES RESPONDENTS(In Number)
Respondents(In %)
Strongly Agree 41 41
Agreed 20 20
Neutral 19 19
Disagree 12 12
Strongly disagree 2 2
TOTAL 100 100
44%
21%
20%
13% 2%
Strongly Agree
Agreed
Neutral
Disagree
Strongly disagree
SOURCE: PRIMARY DATA
INTERPRETATION
41 % of the respondents strongly agree, 20 % respondents agree, 19% are neutral, 12%
respondents disagree while 2 % of the respondents are strongly agree.
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6. Travelling expenses were fairly provided.
OBJECTIVE: - To know about the promises related to travelling expenses
RESPONSES RESPONDENTS
(In Number)
Respondents
(In %)
Strongly agree 50 50
Agree 32 32
Neutral 13 13
Disagree 3 3
Strongly Disagree 2 2
TOTAL 100 100
50%
32%
13%
3%
2%
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
SOURCE: PRIMARY DATA
INTERPRETATION :-
50 % of the respondents strongly agree, 32 % respondents agree, 13% are neutral, 3%respondents disagree while 2% strongly disagree with the same statement.
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7. Interview minutes were intimated prior properly on time.
OBJECTIVE: - To know the information regarding interview process were delivered ontime
RESPONSES RESPONDENTS
(In Number)
Respondents
(In %)
Strongly Agree 7 7
Agree 20 20
Neutral 18 18
Disagree 35 35
Strongly Disagree 20 20
TOTAL 100 100
7%
20%
18%35%
20%
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
SOURCE: PRIMARY DATA
INTERPRETATION:
7 % of the respondents strongly agree, 20 % respondents agree, 18% are neutral, 35%
respondents disagree while 20% strongly disagree with the same statement.
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8. Reservation quota information was well defined.
OBJECTIVE:-To know about the reservation information of candidates in process.
RESPONSES RESPONDENTS(In Number)
Respondents(In %)
Strongly Agree 35 35
Agree 25 25
Neutral 15 15
Disagree 20 20
Strongly disagree 5 5
TOTAL 100 100
35%
25%
15%
20%
5%
Strongly Agree
Agree
Neutral
Disagree
Strongly disagree
SOURCE: PRIMARY DATA
INTERPRETATION:
35 % of the respondents strongly agree, 25 % respondents agree, 15% are neutral, 20%
respondents disagree while 5% strongly disagree with the same statement.
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9. Medical checkup was so complicated.OBJECTIVE:-To get the view about various section in recruitment form.
RESPONSES RESPONDENTS
(In Number)
Respondents
(In %)
Strongly Agree 51 51
Agree 26 26
Neutral 16 16
Disagree 5 5
Strongly Disagree 2 2
TOTAL 100 100
51%
26%
16%
5%
2%
Strongly A gree
Agree
Neutral
Disagree
Strongly Disagree
INTERPRETATION
51% of the respondents strongly agree, 26 % respondents agree, 16% are neutral, 5%respondents disagree while 2% strongly disagree with the same statement.
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10. Recruitment Advertisement was designed appropriately.
OBJECTIVE:-To know the effectiveness of advertisement designed for recruitment
purpose.
RESPONSES RESPONDENTS
(In Number)
Respondents
(In %)
Strongly Agree 56 56
Agree 15 15
Neutral 20 20
Disagree 4 4
Strongly Disagree 5 5
TOTAL 100 100
56%
15%
20%
4%5%
Strongly Agree
Agree
NeutralDisagree
Strongly Disagree
SOURCE: PRIMARY DATA
INTERPRETATION:
56 % of the respondents strongly agree, 15 % respondents agree, 20% are neutral, 4%
respondents disagree while 5% strongly disagree with the same statement.
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.
11. Communication process is fast and responsive.
OBJECTIVE:-To know about the effectiveness of communication process in the organization.
RESPONSES RESPONDENTS
(In Number)
Respondents
(In %)
Strongly agree 51 51
Agree 19 19
Neutral 14 14
Disagree 10 10
Strongly Disagree 6 6
TOTAL 100 100
51%
19%
14%
10%6%
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
SOURCE: PRIMARY DATA
INTERPRETATION:
51 % of the respondents strongly agree, 19 % respondents agree, 14% are neutral, 10%respondents disagree while 6% strongly disagree with the same statement.
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12. Management provides recognition for achievement.
OBJECTIVE:-To know the recognition and rewards achievement for employees.
RESPONSES RESPONDENTS
(In Number)
Respondents
(In %)
Strongly Agree 56 56
Agree 21 21
Neutral 13 13
Disagree 9 9
Strongly Disagree 1 1
TOTAL 100 100
56%
21%
13%
9% 1%
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
SOURCE: PRIMARY DATA
INTERPRETATION:
56 % of the respondents strongly agree, 21 % respondents agree, 13% are neutral, 9%
respondents disagree while 1% strongly disagree with the same statement.
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13. Work Ambience is safe and comfortable.
OBJECTIVE:-To know about the working environment in the organization.
RESPONSES RESPONDENTS
(In Number)
Respondents
(In %)
Strongly Agree 56 56
Agree 21 21
Neutral 13 13
Disagree 9 9
Strongly Disagree 1 1
TOTAL 100 100
56%
21%
13%
9% 1%
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
SOURCE: PRIMARY DATA
INTERPRETATON:
56 % of the respondents strongly agree, 21 % respondents agree, 13% are neutral, 9%
respondents disagree while 1% strongly disagree with the same statement.
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14. Roles and responsibility at workplace are quite challenging.
OBJECTIVE:-To Know about the roles and responsibilities of employees.
RESPONSES
RESPONDENTS
(In Number)
Respondents
(In %)
Strongly Agree 51 51
Agree 26 26
Neutral 16 16
Disagree 5 5Strongly Disagree 2 2
TOTAL 100 100
51%
26%
16%
5%
2%
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
SOURCE: PRIMARY DATA
INTERPRETATION:
51 % of the respondents strongly agree, 26 % respondents agree, 16% are neutral, 5%respondents disagree while 2% strongly disagree with the same statement.
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15. An ample amount of motivational support is given by seniors.
OBJECTIVE:-To know about the motivation given to employees in the organization.
RESPONSES RESPONDENTS(In Number)
Respondents(In %)
Strongly agree 48 48
Agree 21 21
Neutral 10 10
Disagree 9 9
Strongly Disagree 2 2
TOTAL 100 100
54%
23%
11%
10% 2%
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
SOURCE: PRIMARY DATA
INTERPRETATION:
48 % of the respondents strongly agree, 21 % respondents agree, 10% are neutral, 9%
respondents disagree while 2% strongly disagree with the same statement.
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16. Salary is getting paid well on time.
OBJECTIVE:-To know about the compensation system of the company.
RESPONSES RESPONDENTS
(In Number)
Respondents
(In %)
Strongly Agree 51 51
Agree 29 29
Neutral 7 7
Disagree 10 10
Strongly Disagree 3 3
TOTAL 100 100
51%
29%
7%
10% 3%
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
SOURCE: PRIMARY DATA
INTERPRETATION:
51 % of the respondents strongly agree, 29 % respondents agree, 7% are neutral, 10%
respondents disagree while 3% strongly disagree with the same statement.
17 .Promised working conditions are provided to the employees in
the organization.
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OBJECTIVE:- To know about the commitments regarding working conditions.
RESPONSES RESPONDENTS
(In Number)
Respondents
(In %)Strongly Agree 45 45
Agree 20 20
Neutral 10 10
Disagree 15 15
Strongly Disagree 10 10
TOTAL 100 100
45%
20%
10%
15%
10%
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
SOURCE: PRIMARY DATA
INTERPRETATION:
45 % of the respondents strongly agree, 20 % respondents agree, 10% are neutral, 15%
respondents disagree while 10% strongly disagree with the same statement.
18. Employee work in proper team work positively.
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OBJECTIVE:-To know about the team work in the organization.
RESPONSES RESPONDENTS
(In Number)
Respondents
(In %)
Strongly agree 51 51Agree 24 24
Neutral 15 15
Disagree 7 7
Strongly Disagree 3 3
TOTAL 100 100
51%
24%
15%
7% 3%
Strongly agree
Agree
Neutral
Disagree
Strongly Disagree
SOURCE: PRIMARY DATA
INTERPRETATION:
51 % of the respondents strongly agree, 24 % respondents agree, 15% are neutral, 7%
respondents disagree while 3% strongly disagree with the same statement.
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19. Employee empowerment is given to the employees in the company.
OBJECTIVE:-To get the views of employees regarding employee empowerment in thecompany.
RESPONSES RESPONDENTS
(In Number)
Respondents
(In %)
Strongly Agree 50 50
Agree 25 25
Neutral 10 10
Disagree 10 10
Strongly Disagree 5 5
TOTAL 100 100
50%
25%
10%
10%5%
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
SOURCE: PRIMARY DATA
INTERPRETATION:
50 % of the respondents strongly agree, 25 % respondents agree, 10% are neutral, 10%
respondents disagree while 5% strongly disagree with the same statement.
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20. Duties offered to you are accordance to your job.
OBJECTIVE:-To get the opinion of employees regarding their assigned jobs incompany.
RESPONSES RESPONDENTS
(In Number)
Respondents
(In %)
Strongly Agree 40 40
Agree 25 25
Neutral 20 20
Disagree 12 12
Strongly Disagree 3 3
TOTAL 100 100
40%
25%
20%
12% 3%
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
SOURCE: PRIMARY DATA
INTERPRETATION: -
40 % of the respondents strongly agree, 25 % respondents agree, 20% are neutral, 12%
respondents disagree while 3% strongly disagree with the same statement.
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RESULTS & FINDINGS
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RESULTS & FINDINGS
The major findings of the study are-
A major source of recruitment used by the company is through reference of people
already working in the company
The main attraction for the employees to join MOLIFE is good facilities which is
followed by their personal reason, and ease of mobility.
Majority of the employees had a good image of the company and none thought of them
perceived company as bad.
Majority of the respondents work because of money and to be independent while some
work due to their personal reasons.
Majority of the respondents were satisfied with logistics provided during recruitment &
selection while only one fourth of the respondents were not satisfied.
Majority of the respondents found the process simple and only few of them had
difficulty.
Most of respondents found medical checkup as lengthy and difficult.
Level of difficulty faced by the candidates in interview process was of average level.
Majority of the respondents felt good while working in their respective departments
while few found it exciting & challenging.
Majority of the workers were unaware of the CTC before joining.
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Majority of the respondents were not satisfied with the wage structure.
Majority of the workers leave the organization because of their personal reasons.
Majority of the workers would refer the company to their known ones.
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SUGGESTIONS
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SUGGESTIONS
The following are the list of recommendations which are suggested by the researcher but they are
not conclusive-
The company should focus further on those sources of recruitment where from it is
getting more qualitative and consistent employees.
To attract more qualitative employees company should improve the wage patterns of the
organization.
The customization of medical examination should be according to job analysis.
The Recruitment advertisement should be designed in such a way that it clearly convey
and indicates the appropriate position along with assigned job profile.
False promises should not be given rather duties and responsibilities should be clearly
defined.
The provision regarding reimbursement of travelling expenses should be told well in
advance to candidates who are coming from far flung areas.
Compensation should be clearly defined to shortlisted candidates.
The organization should use more than one medium to inform shortlisted and rejected
candidates about the final update.
The Interviewer should create a comfortable environment for the candidates to seek
maximum information about the candidates and his personality. The candidate should be
given an appropriate opportunity to seek the proper information about the job profile
from the interviewer.
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POLICY IMPLICATIONS
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POLICY IMPLICATIONS
Policy implications are the probable outcomes resulting from the implementation of various
recommendations given by the researcher. According to researcher the following are the policy
implications. But implication of each policy recommended is not possible, because may be the
recommendations give were not appropriate in context of the environment of the organization.
Following are some policy implications for the study:
Company should have competitive compensation in order to retain and attract best
brains which will in turn increase the productivity of the organization.
There should be appropriate training and briefing of the interviewers prior to selection
procedure which will ensure reduction of drop and go errors.
The steps of selection procedure should be customized as per the job title so as to
ensure effective recruitment to selection ratio.
In case the company implements the recommendations suggested by the researcher, there will be
an increase in employee productivity and efficiency of employees and employees feel satisfied
and motivated.
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BIBLIOGRAPHY
BIBLIOGRAPHY
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1. Sekaran Uma (4th Edition), Research Methods for Business, New Delhi, pp 54-63-130,
263-298.
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Delhi, Wiley India (P) Limited, pp 132-139.
4. Jain T.R., Statistics for MBA, Ambala City, V.K. (India) Enterprises, pp 108- 125
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McGraw Hill Publishing companies limited, pp 103-135.
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145.
9. Jit S. Chandan ( 3rd Edition), Organizational Behaviour, Vikas Publishing House Pvt.
Ltd, pp 72-85.
10. P. Subba Rao ( 3rd Edition), Essentials of Human Resource Management and Indusrial
Relations, Himalaya Publishing House, pp 60-87.
11. R.S.Diwedi, Managing Human Resources-Industrial Relations in Indian Ebnterprise,
Galgotia Publishing Company, pp 461-519.
12. Dipak Kumar Bhattacharya ( 2nd Edition ), Human Resource Management, Excel
Books, pp 85-114.
13. Tripathi P C ( 2nd Edition ), Human Resource Management, Sultan Chand & Sons, pp
162-180.
14. Sumit Kumar Ghosh ( January 2010),Percieved Organisational Values and commitment to
organisation,Indian Journal of Industrial Relations, Vol. 45,No. 3, pp 4374279.
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15. Menon T Sanjay & Kanungo N Rabindra ( Special Issue 2000), Workplace
Empowerment :A Grid Approach, Vision-The Journal of Business Perspective, Vol. 34,
pp 1-10.
16. Debi.S.Saini ( October 2005), Cooperative Employee Relations at north deli power ltd.,
Indian Journal of Industrial Relations, Vol. 41, No. 2, pp 157-163.
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results-Astudy of powergrid, , Indian Journal of industrial relationsVol. 39, No.4, pp 53-
61.
18. Khandelwal Preetam & Taneja Anshul ( July 2010), Intuitive Decision Making in
Management,Indian Journal of Industrial Relations, Vol. 46, No. 1, pp 150-160.
19. Verma K K ( Oct 2003), Employee Participation: A Strategic Process for Turnaround,
Indian Journal of Industrial Relations, Vol. 39, No. 2, pp 220-243.
20. Shankar Tara & Bhatnagar Jyotsna ( July 2010), Work Llife Balance, Employee
Engagement, Emotional Consonance/Dissonance & Turnover Intention, Indian Journal
of Industrial Relations, Vol. 46, No. 1, pp 74-79.
21. Randhawa Gurpreet ( January 2004), Self Efficacy and Work Performance: An Empirical
Study,Indian Journal of Industrial Relations, Vol. 39,No. 3, pp 336-346
22. Durkin Dianne (Dec 2005), Empowered customer service,Human Capital, Vol.9, No.7, pp
21-22.
23. Theogaraj Laurainne (Dec 2007), From Strategy to Business Results: Its All about
Employee Engagement, HRM Review, pp 48-49.
24. Buchen H Irving (Sep 2005), Developing an innovation quotient, Human Capital, Vol.9,
No.4, pp 36-37.
27.www.unimelb.edu.au/ppp/docs/2.html
28.www.resources.bnet.com/topic/recruitment+&+selection.html
29.www.amazon.com/Competency-Based-Recruitment-Selection-
30.www.health.state.ri.us/management/human/recruitment.
31.www2.ul.ie/web/WWW/Services/Human%20Resources/Recruitment%20&
%20Selection
32.www.mccarthyrecruitment.com/retail-industry-news/2008/01/general/select-on-verge-of
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33.www.admin.ox.ac.uk/eop/policy/cop.shtml - 13k
34www.search.techrepublic.com.com/search/recruitment+%2526+selection.html -
35.www.ghrs.gov.tt/services/recruitment_and_selection.aspx
36.www.staff.napier.ac.uk/Services/HR/Recruitment+and+Selection/
37. www.molife.co.in-13
38. www.future-recruitment.co.uk/html/frames/clientsrv.asp
39. www.ghrs.gov.tt/services/recruitment_and_selection.aspx
40. www.unimelb.edu.au/ppp/docs/2.html
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ANNEXURE
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ANNEXURE-I
QUESTIONNAIREDemographic Information
Name of the Respondent ____________________________________________
Age (Mark at the appropriate place)
Gender (Mark at the appropriate place)
Male Female
Highest Education ______________________________________________
Name of the Industry _______________________________________________
Name of the Organization _______________________________________________
Designation ________________________________________________
Organizational Level (Mark at the appropriate place)
1-Strongly agree2- Agree
3- Neutral
4- Disagree
5- Strongly Disagree
77
< 20 20-29 30-39 40-49 50-59 > 6
Entry Level
Middle Level
Senior Management
Executive/ Sr. Vice President
CEO/ President
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EFFECTIVENESS OF RECRUITMENT AND SELECTION
PROCESS WITH REGARD TO ORGANIGATIONAL
COMMITMENT
Effectiveness of Recruitment and Selection Process
Sr.
No.Statements 1 2 3 4 5
1 Recruitment process was organised timely andsystematically.
2
HR manager interviewed with logical
and profile related questions.
3 Application forms were comprehensive.
4 Joining was delayed by the organisation.
5
Recruitment process is flexible.
6Travelling expenses were fairly provided
7Interview minutes were intimated prior
properly on time
8 Reservation quota information was well defined
9 Medical check up was so complicated
10 Interviewer behaviour was good
11Recruitment advertisement was designed
appropriately
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Organizational commitment
Sr.
No.Statements 1 2 3 4 5
1Promised working conditions are provided to
you in the organisation.2 Communication process is fast and responsive.
3Management provide recognition for
achievement.
4 Employees work in proper team work postively
5Working ambience is safe and
comfortable.
6Salary is getting paid well on
time.
7 Roles and Responsibilities are quite challenging
8Employee empowerment is given to employees
in the company
9Duties offered to you are accordance
with your job
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ANNEXURE II
FACTOR ANALYSIS
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Communalities
Variables Initial Extraction
Motivational support 1.000 .507
Recruitment process 1.000 .549
Communication process 1.000 .739
Work culture 1.000 .700
compensation 1.000 .479
Empowerment 1.000 .479
Total Variance Explained
Compon
ent
Initial Eigenvalues Extraction Sums of Squared Loadings
Total % of Variance Cumulative % Total % of Variance Cumulative %
1 1.237 20.611 20.611 1.237 20.611 20.611
2 1.195 19.912 40.523 1.195 19.912 40.523
3 1.021 17.021 57.545 1.021 17.021 57.545
4 .946 15.769 73.314
5 .822 13.698 87.012
6 .779 12.988 100.000
Extraction Method: Principal Component Analysis.
Component Matrix
Component
Variables
1 2 3
Motivational support .592 .353 -.175
81
8/3/2019 Ankush Final
82/90
Communalities
Variables Initial Extraction
Motivational support 1.000 .507
Recruitment process 1.000 .549
Communication process 1.000 .739
Work culture 1.000 .700
compensation 1.000 .479
Empowerment 1.000 .479
Total Variance Explained
Compon
ent
Initial Eigenvalues Extraction Sums of Squared Loadings
Total % of Variance Cumulative % Total % of Variance Cumulative %
1 1.237 20.611 20.611 1.237 20.611 20.611
2 1.195 19.912 40.523 1.195 19.912 40.523
3 1.021 17.021 57.545 1.021 17.021 57.545
4 .946 15.769 73.314
5 .822 13.698 87.012
6 .779 12.988 100.000
Extraction Method: Principal Component Analysis.
Component Matrix
Component
Variables
1 2 3
Motivational support .592 .353 -.175
82
8/3/2019 Ankush Final
83/90
Communalities
Variables Initial Extraction
Motivational support 1.000 .507
Recruitment process 1.000 .549
Communication process 1.000 .739
Work culture 1.000 .700
compensation 1.000 .479
Empowerment 1.000 .479
Total Variance Explained
Compon
ent
Initial Eigenvalues Extraction Sums of Squared Loadings
Total % of Variance Cumulative % Total % of Variance Cumulative %
1 1.237 20.611 20.611 1.237 20.611 20.611
2 1.195 19.912 40.523 1.195 19.912 40.523
3 1.021 17.021 57.545 1.021 17.021 57.545
4 .946 15.769 73.314
5 .822 13.698 87.012
6 .779 12.988 100.000
Extraction Method: Principal Component Analysis.
Component Matrix
Component
Variables
1 2 3
Motivational support .592 .353 -.175
83
8/3/2019 Ankush Final
84/90
Communalities
Variables Initial Extraction
Motivational support 1.000 .507
Recruitment process 1.000 .549
Communication process 1.000 .739
Work culture 1.000 .700
compensation 1.000 .479
Empowerment 1.000 .479
Total Variance Explained
Compon
ent
Initial Eigenvalues Extraction Sums of Squared Loadings
Total % of Variance Cumulative % Total % of Variance Cumulative %
1 1.237 20.611 20.611 1.237 20.611 20.611
2 1.195 19.912 40.523 1.195 19.912 40.523
3 1.021 17.021 57.545 1.021 17.021 57.545
4 .946 15.769 73.314
5 .822 13.698 87.012
6 .779 12.988 100.000
Extraction Method: Principal Component Analysis.
Component Matrix
Component
Variables
1 2 3
Motivational support .592 .353 -.175
84
8/3/2019 Ankush Final
85/90
Communalities
Variables Initial Extraction
Motivational support 1.000 .507
Recruitment process 1.000 .549
Communication process 1.000 .739
Work culture 1.000 .700
compensation 1.000 .479
Empowerment 1.000 .479
Total Variance Explained
Compon
ent
Initial Eigenvalues Extraction Sums of Squared Loadings
Total % of Variance Cumulative % Total % of Variance Cumulative %
1 1.237 20.611 20.611 1.237 20.611 20.611
2 1.195 19.912 40.523 1.195 19.912 40.523
3 1.021 17.021 57.545 1.021 17.021 57.545
4 .946 15.769 73.314
5 .822 13.698 87.012
6 .779 12.988 100.000
Extraction Method: Principal Component Analysis.
Component Matrix
Component
Variables
1 2 3
Motivational support .592 .353 -.175
85
8/3/2019 Ankush Final
86/90
Communalities
Variables Initial Extraction
Motivational support 1.000 .507
Recruitment process 1.000 .549
Communication process 1.000 .739
Work culture 1.000 .700
compensation 1.000 .479
Empowerment 1.000 .479
Total Variance Explained
Compon
ent
Initial Eigenvalues Extraction Sums of Squared Loadings
Total % of Variance Cumulative % Total % of Variance Cumulative %
1 1.237 20.611 20.611 1.237 20.611 20.611
2 1.195 19.912 40.523 1.195 19.912 40.523
3 1.021 17.021 57.545 1.021 17.021 57.545
4 .946 15.769 73.314
5 .822 13.698 87.012
6 .779 12.988 100.000
Extraction Method: Principal Component Analysis.
Component Matrix
Component
Variables
1 2 3
Motivational support .592 .353 -.175
86
8/3/2019 Ankush Final
87/90
ANNEXURE III
CORRELATION
Correlations
Communication
process
Organisational
commitment
Communication process Pearson Correlation 1 .630
Sig. (1-tailed) .100
N 100 100
Organisational
commitment
Pearson Correlation .630 1
Sig. (1-tailed) .100
N 100 100
87
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88/90
ANNEXURE IV
RELIABILITY
Cronbach's Alpha
Cronbach's Alpha Based
on Standardized Items No of Items
.685 .660 6
ANNEXURE V
T-test
88
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89/90
Paired Samples Correlations
N Correlation Sig.
Pair 1 Recruitment , selection process and
organizational commitment100 .063 .542
Paired Samples Test
Paired Differences
T Df
Sig. (2-
tailed)Mean
Std.
Deviation
Std. Error
Mean
95% Confidence Interval of
the Difference
Lower Upper
Pair 1 Recruitment ,
selection and
organizational
commitment
1.21000 1.82737 .18274 .84741 1.57259 6.622 99 .745
89
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90/90
ANNEXURE VI
SNAPSHOTS