RECRUITMENT & SELECTION”

In SAHARA INDIA PVT. LTD.

A Industrial Exposure Project

Submitted in the partial fulfillment of the requirement for the award of the
Degree of Bachelor of Business Administration
2007-2010

Submitted By: Under the Guidance of:

BHUWAN NARANG Mrs. Bhawna Duggal

BHARATI VIDYAPEETH UNIVERSITY

INSTITUTE OF MANAGEMENT & RESEARCH, NEW DELHI
An ISO 9001:2000 Certified Institute
“A” Grade Accreditation by NAAC

1
 DECLARATION

This is to certify that I have completed the Industrial Exposure Project titled
“RECRUITMENT & SELECTION” in “SAHARA INDIA PARIWAR” under the
guidance of “Mrs. Bhawna Duggal” in the partial fulfillment of the requirement for
the award of Bachelor of Business Administration of Bharati Vidyapeeth University,
Pune. This is an original piece of work & I have not submitted it earlier elsewhere.

BHUWAN NARANG

2
 Certificate

This is to certify that the summer project titled “RECRUITMENT &

SELECTION – SAHARA INDIA PARIWAR” is an academic work done
by “BHUWAN NARANG” submitted in the partial fulfillment of the
requirement for the award of the Degree of “Bachelors of Business
Administration” from “Bharati Vidyapeeth University, Pune” under
my guidance & direction. To the best of my knowledge and belief the
data & information presented by him/her in the project has not been
submitted earlier.

Mrs. Bhawna Duggal

3
 Certificate

This is to certify that the Industrial Exposure project titled

“RECRUIMENT & SELECTION- SAHARA INDIA PARIWAR” is an
academic work done by “(BHUWAN NARANG) submitted in the partial
fulfillment of the requirement for the award of the Degree of “Bachelor of
Business Administration” from “Bharati Vidyapeeth University,
Pune”.

Dr. Sachin. S. Vernekar

(Director)

4
 PREFACE
During the past three decades the personnel function has witnessed dramatic changes. The
widespread usage of the term human resource management in place of personnel function is itself
symbolic of this change. The personnel function has acquired a unique status and reputation in
almost all services sectors including banking, fiancé, insurance, software, and telecom.

Human is the resource for an organization and therefore, should be managed effectively: a good
human resource forms an asset for an organization and so it is with the SAHARA INDIA
PARIWAR, whose success story began, starting on a modest scale with the capital of only Rs.2,
000/- to the present 32,000/- crore, empire is a matter of great pride for any Indian entrepreneur.
SAHARA INDIA PARIWAR is not just a business organization, but an emotionally family,
(family of over 6.9 lacs workers).
As said by the chairman, Shri Subrata Roy Sahara:

“In business we must study HUMAN MANAGEMENT and if there is spare time business
management may also be studied.”

5
ACKNOWLEDGEMENT
It is great feeling to acknowledge all those very important people with out whom this project
would not have been completed. At the very outset, I take the opportunity to express my gratitude
and hearty thanks for those people who have directly or indirectly helped me in completion of this
project.

I would elaborate my gratitude towards my project guide Mrs. Bhawna Duggal for her appreciative
guidance; cooperation and valuable advise which helped me very much in completing my project.

Lastly, this research project has been inevitably a productive exposure and given me tremendous
experience, which had imbibed me a lot of sophistication and knowledge, which is expedient and
exact from every aspect.

BHUWAN NARANG

6
 CONTENTS

Sr. No. Particulars

1 Introduction

Company Profile
• Introduction of Sahara
2 • Introduction of recruitment & Selection
• Recruitment & selection at SICCL

Research Methodology
• Objective
3 • Scope of the Study
• Methodology
• Limitations

4 Data Collection

5 Analysis & Interpretation

6 Conclusions & Suggestions

7 Bibliography

8 Appendices

7
 INTRODUCTION

Organization have to recruit people with requisite skills, qualification & experience if they have to
survive & flourish in a highly competitive environment, while doing so they have to be sensitive to
economic, social, political & legal factors within a country. To be effective, they need to tap all
available sources of supply.

Recruitment is the corner stone of the whole private personnel structure. Unless recruitment policy
is sound be conceived there can be little hope of building a first rate staff.

It has said that:

“No any policy is as important in any organization more than the recruitment is limited to the
specific step taken to attract suitable candidate to apply for examinations”.

The need for a sound recruitment and selection policy was first realized by china countries ago and
Prussia was the first country in modern time to have evolved a sound recruitment system. In India,
the merit principle has been in existence since 1853.

8
Company’s
Profile

9
Sahara India Pariwar is a major entity on the corporate scene having diversified business
interests that include Finance, Infrastructure & Housing, Media & Entertainment, Consumer
Products, Manufacturing, Services & Trading.

Quality
Quality is our essence and we, at Sahara India Pariwar, have always stressed on the Qualitative
aspect. Consequently in this run for quality, quantity has always pursued us. We look forward to
reaching the zenith and reaffirm our commitment to the process of sound nation-building.

We Value Resolve, We Value our People, We Lead.

”We Need the Dynamism which Aims to Deliver”

A 31 year old Sahara India Pariwar is full of youthful energies, undying passion and
relentless dedication.

A powerhouse of confidence and determination to achieve quantitative success through

qualitative performance. All set to move ahead towards an unbelievably great and glorious
golden jubilee.

10
 INTRODUCTION

“Progress is progress only,

When it is continuous ………………Niranta.”
-SaharaSri

SAHARA IN 1978

 Started from Gorakhpur with 3 workers

 15 dependants livelihood
 42 esteemed depositors
 Assets Rs.2000 only
 1 establishment
 No trade union
 No Malik

SAHARA IN 2005

 All India presence

 With over 6.9 lacs workers
 Over 34.5 lacs dependents
 Over 5.1 crore esteemed depositors
 1 out of Indians
 Assets over Rs.32, 000/- crore
 1707 establishments
 No trade union
 No Malik

“We chase quality

11
Quality chases us”

12
 SAHARA INDIA PARIWAR STANDS FOR

1) Emotion before economics

2) Principles before profit
3) Values before wealth
4) Man before money
5) Quality before quantity
6) Conscience before corporation
7) Family before fortune
8) Country before Religion

13
 KARTAVYA COUNCIL
YOUR RIGHTS ARE OUR DUTY

WHAT

A commitment of Sahara India Pariwar to the genuine needs and rights of anybody & everybody be it
to a depositor, newspaper reader, consumer file………. All business associates and Sahara India
Family Members.

NEED

India needs effective consumer protection and protection of workers’ genuine rights. There are
various agencies, promising protection & action. But no external body can provide justice unless the
company becomes ‘Quality Conscious’ with strictly no discrimination policy and justice consciousness
as its very dominating nature.

MOTTO

We not only believe but proactive NO DISCRIMINATION, JUSTICE & HIGH QUALITY – means
enthusiastic, productive performance of duty ‘Kartavya’ towards the ‘consumers, workers’ genuine
satisfaction.

AIM

To provide justice-Be it a matter of tiniest imperfection of injustice in our COMMITMENT – products

or services, direct or indirect, short term or long term.

WHERE

Kindly rush your grievances / suggestions or any queries related to Sahara India Pariwar to the nearest
Sahara establishment.

14
 CORE COMMITMENT – OUR STRENGTH

EMOTION

Emotion is in Performance of genuine duties towards the loved ones primarily in their benefit, from
their point of view, Emotions is the key that generates the required energy and enthusiasm for desired
quality performance.

DISCIPLINE

The enthusiastic obedience of laws and orders, which are given by the rightful authority.

DUTY

The enthusiastic obedience of laws and orders, which are given by our conscience.

NO DISCRIMINATION

Never should we discriminate in any of our actions, reactions, attitudes, decisions, conclusions, in an of
our expressions while caring for the six health’s of other human being, namely physical, material,
mental, emotional, social professional health.

QUALITY

Results from honoring rules, regulations, commitments values fairness, performance of duties by
honestly balancing one’s own and others reasonable point of view in the matters of material &
emotional aspect.

GIVE RESPECT

To definitely make others feel important and respected by giving sincere regard to others feelings,
reasonable wished & thoughts with an open & receptive mind and warmth.

15
SELF-RESPECT

To develop a sense of respect for oneself in others mind, i.e. to generate genuine & warm feelings for
oneself among others on a continues basis.

TRUTH

Means total transparency in action, reaction attitude and all other expressions and the conviction to
follow right the course.

COLLECTIVE MATERIALISM

Means to progress and prosper together for collective sharing and caring and not individually or for a
select group.

RELIGION

There is a religion higher than religion itself – it is NATIONALITY. We may practice our religions in
the confirms of our homes, but outside, we should be Indians and only Indians, ‘Bhartiya’ or
Nationalism thus becomes our supreme religion.

16
 PROFIT SHARING RATIO

Towards Welfare of Kamyogi Workers

Towards Company Net owned Fund
Towards Social Developmet Activities

On the onset of the 25th year (1st Feb., 2002) 25%-50% hike in Gross Salary for Sahara employees finds
a mention in the Limca Book of Records and going for a mention in the Guinness Book of World
Records.

17
 CADRES 7 DESIGNATION

INTERNAL Cadres External designation

Managing Worker Managing Director
Dy. Managing Worker Dy. Managing Director
Director Worker Sr. President
Executive Director Worker President
Addl. / Joint Director / Worker Chief Vice President
DY. DIRECTOR Worker Sr. Vice President
Asst. Director Worker Vice President
Chief General Manager Worker Asst. Vice President
Gen. Manager Worker General Manager
Dy. Gen. Manager Worker Dy. General Manager
Asst. Gen. Manager Worker Asst. Manager
Chief Manager Workers Chief Manager
Dy. Chief Manager Worker Dy. Chief Manager
Asst. Chief Manager Worker Asst. Chief Manager
Sr. Manager Worker Sr. Manager
Dy. Sr. Manager Worker Dy. Sr. Manager
Asst. Sr. Manager Worker Asst. Sr. Manager
Manager Worker Manager
Asst. Manager Worker Dy. Manager
Sr. Executive Worker Asst. Manager
Executive Worker Sr. Executive
Junior executive worker Jr. Executive
Sr. Office Worker Sr. Office r
Office Worker Officer
Asst. Jr. Worker – I Officer Asst.-I
Asst. Jr. Worker – II Officer Asst. – II
Sub Jr. Worker-I/SJW-Tech Sub –I/SJW-Tech
Sub Jr. Worker – II Sub-II
Sub Jr. Worker – III Sub Jr. Worker-III

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 SAHARA INDIA PARIWAR

Consumer Sahara
Housing Para Aviation Products Net
Banking

Sahara India Mass Communication

Print Media Sahara TV

(Rashtriva Sahara) Channel

Newspaper English Urdu Urdu

Hindi Daily Monthly Weekly Daily
Magazine Magazine Newspaper

Deoria
Maharajgjanj,
Noida Lucknow Basti
started on started on
August, 16th Feb
1991 Gorakhpur
started on
26th Jan,
2000

City Edition

19
 SAHARA INDIA PARIWAR
World’s largest single family

INTRODUCTION:-

Sahara India Pariwar is not just a business organization, but an emotionally integrated family. Sahara
India Pariwar success story began with the capital of Rs.2,000 in the year 1978 in Gorakhpur with one
small room, two chairs and a table. The company has transverse, a long way to become a front runner
in the India entrepreurship.

Today Sahara India Pariwar is a major entity on the corporate scene having an asset base of over
Rs.20,000 crore and diversified interest includes:-

 Housing
 Parabanking
 Aviation
 Consumer Products
 Sahara India Mass Communication
 Sahara Net (Latest Venture)

20
INTRODUCTION
To
RECRUITMENT
&
SELECTION

21
 The human resources are the most important asset of an organization. The success or failure of an
organization is largely dependent on the caliber of the people working therein. In order to achieve
the goals or the activities of an organization it needs to recruit people with requisite skills,
qualification and experience.

RECRUITMENT:-

Recruitment can be understood as the process of searching for and obtaining applicants for jobs,
from among whom the right people can be selected. A formal definition of recruitment is

“It is the process of finding and attracting capable applicants for employment. The process begins
when new recruits are sought and ends when their applications are submitted. The result is a pool
of applicants from which new employees are selected.

Human Determine Job

Resource Recruitment and Analysis
Planning Selection Needs

PURPOSE 7 IMPORTANCE OF RECRUITMENT:

Recruitment is a linking function, joining together those with jobs to fill and those seeking jobs.
Specifically, the purposes are to:

 Increase the pool of job candidates at minimum cost.

 Enhance the success rates of the selection process of by reducing the number of visibly
under qualified or over qualified job applicants.
 Help in reducing the probability that job applicants, once recruited and selected will leave
the organization only after a short period of time.
 Evaluate the effectiveness of various recruiting techniques and sources for all types of job
applicants.

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 FACTORS GOVERNING RECRUITMENT

External Forces:- Internal Forces:

Supply & demand Recruitment Policy
RECRUITMENT
Unemployment rate HRP

Labour market Size of the Firm

• Political social sons of soil Cost

image
Growth and expansion

SOURCES OF RECRUITMENT

The sources of recruitment may be broadly classified into two broad categories:-

1) Internal Sources

2) External Sources

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 INTERNAL SOURCE :-

Persons who are already working in an organization constitute the internal sources. Internal sources
include present employees, employee referrals, former employees and former applicants. Whenever,
any vacancy arises, someone, from within the organization is recruited through internal methods.

INTERNAL METHODS OF RECRUITMENT:

1) Promotion

A transfer is a lateral movement within the same grade, from one job to another.

2) Job Posting :

The organization publishes job openings on bulletin boards, electronic media and similar outlets. It
offers a chance to highly qualified applicants working within the company to look for growth
opportunities within the company. Without the company, without looking for greener pastures outside.

3) Employee Referrals :

It means using personnel contracts to locate job opportunities. It is a recommendation from a current
employee regarding a job applicant.

24
 EXTERNAL SOURCES:

External sources lie outside an organization. It provides organization with:-

 Wide choice

 Injection of fresh blood

External Methods of Recruitment

Colleges, Universities, Research laboratories, sports field and institute are fertile ground for recruiters.
In some companies recruiter are bound to recruit a given number of candidates from these institute
every year.

1) Advertisement :

There constitute a popular method of seeking recruits as many recruiters prefer advertisement because
of their wide reach. Advertisements must be effectively drafted before publishing / releasing them. An
ineffective advertisement will meet the rate aptly described as following:

“Is your advertising getting results?”

It sure is Last week we advertised for a night watchman and the next night we were robbed.”
Experienced advertisers use a four-point guide called AIDA to construct their advertisement.
AIDA stands for:-

A - Attention
I - Interest
D - Desire
A - Action

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2) Employment Exchange:

Employment exchanges act as a link between the employers and the prospective employees. The
major function of the exchange are to increase the pool of possible applicants and to do preliminary
screening.

3) Competitors:

Rival firms can be source of recruitment. Popularly called poaching or ‘raiding’, this method involves
identifying right people in rival companies, offering them better terms and living them away.

4) Gate Hiring & Contractors:-

Gate hiring means (where job seekers, generally blue collar employees, present themselves at the
factory gate and offer them service on a daily basis, hiring through contractors is also in use.

5) Unsolicited Applicants / Walk-Ins:

Companies generally receive unsolicited applications from job seekers a various point of time, the
number of such application depends on economic conditions, the image of the company. Such
application are generally kept in a data bank and whenever a suitable vacancy arises the company
would intimate the candidate to the candidate to apply through a formal channel.

26
 SELECTION
Selection is the process of picking individuals out of the pool of job applicants with requisite
qualification and competences to fill jobs in the organization
It can be defined as:
“it is the process of differentiating between applicant in order to identify (and hire) those with a greater
likely hood of success in a job”

Recruitment refers to the process of identifying and encouraging prospective employees to apply for
jobs, selection is concerned with picking the right candidates from a pool of applicants. Recruitment is
said to be positive in its approach as it seeks to attract as many candidates as possible selection on the
other hand, is negative in its applicants as possible in order to identify the right candidates.

Role of Selection :

The role of selection in organization effectiveness is crucial for at leaste4 two reasons:

1) Work performance depends on individual.

2) Cost incurred in recruiting * hiring personnel speaks volumes about the role of selection.

27
 Selection Procedure :

Selection is done in a number of stages, which include:

1) Environmental Factors affecting selection :

Company’s image, company’s policy, HRP, and the cost of hiring constitute the internal
environment and labour market condition, legal and political consideration from the external
environment of the selection process.

2) Preliminary Interview :

The basic purpose of preliminary interview is, elimination of unqualified application scrutiny
enables the HR specialist to eliminate unqualified job seekers based on the information supplied in
their application form.

3) Application Blank :

Application blank of form is one of the most common methods used to collect information on
various aspects of the applicants academic, social demographic work related background and
references.

Contents of Application Blank:

Following are the type of information required by the organization in the form of the application
blank.

 Biographical data like name, place of birth & sex

 Education qualification & training

28
  Work experience, duties, responsibilities, salary and reasons for leaving previous
employment.

 Personal achievement in sports and arts.

 Professional achievement and membership of professional bodies.

 Expectation of salary & perks.

 Individual goals & interest

 Assets, outstanding debts and criminal cases, if any

 References

4)
5) Selection Tests:

Tests are used to determine the applicant’s ability, aptitude & personality.

Types of Selection Test:

a) Achievement Test: It assist determining how well as individual can perform tasks related to the
job.

b) Aptitude Test: It helps in determining a persons potential to learn in given area.

c) Personality Test: They are given to measure a prospective employees motivation to function in a
particular working environment.

29
d) Interest Test: They are used to measure an individual’s activity preferences.

e) Dexterity Test: In this test the capacity of a person to learn a particular mechanical type of work is
checked.

6) Employment Interview

7) Interview is a formal, in depth conversation conducted to evaluate the applicant’s acceptability.

It allows a two way exchange of information, the interviewers learn about the applicant and the
applicant learns about the employer.

The employment interview can be:

1) One to One:- There are only two participants the interviewer & the interviewee.
2) Panel Interview: Consist of two or more interviewers
3) Sequential Interview: It involves the series of the interview, usually utilizing the strength and
knowledge base of each interviewer.

Objectives of Interviews:

Interview has such objectives:

a) Helps obtain additional information from the applicant

b) Facilities giving general information to the applicant such as company policies, job products
manufactured and the like
c) Helps build the company’s image among the applicants
d) To get an opportunity to judge an applicants qualifications and characteristics,
e) To ask question that are not covered in tests.

30
31
 TYPES OF INTERVIEW

TYPE TYPE OF QUESTION USUAL APPLICATIONS

A predetermined checklist of Useful for valid results, especially when dealing
Structured questions, usually asked of all with large number of applicants.
applicants
Few, if any, planned Useful when the interviewer tries to proper
Unstructured questions are made up during personal details of the candidate to analyze why
interview. they are not right for the job.
A combination of structured A realistic approach that yields comparable
Mixed
and unstructured questions answers plus in depth insights.
Questions limited to Useful to understand applicants reasoning and
Behavioral
Hypothetical situations. analytical aptitude under modest stress.
A series of harsh, rapid fire Useful for stressful jobs, such as handling
Stress questions intended to upset complaints
the applicant

Reference & Background Checks:

Many employees request names, addresses and telephone numbers or reference for the purpose of
varying information and perhaps gaining additional background information of an applicant.

Organization normally seeks letter of reference or telephone reference the later is advantageous
because of its accuracy and low cost. The telephone reference has also the advantage of soliciting
immediate, relatively candid comments. Attitude can sometime be inferred from hesitation and
infections in speech.

In several case, reference are a formality and seldom verified by the employer.
8) Selection Decisions:

32
 After obtaining information through the preceding steps, selection decisions-the most crucial of all
the step-must be made. The other stages in the selection process are used to narrow the candidates.
The final decision has to be made from the pool of the individual who passed the tests, interview
and reference checks.

The view of the line manager is generally considered in the final selection because it is he/she who
is responsible for the performance of the new employee. The HR manager plays a crucial role in
the final selection.

9) Physical Examination:

After the selection decision and before the job offers made, the candidate is required to undergo a
physical fitness test. The result of the medical fitness test are recorded in a statement and are
preserved in the personnel records. There are several objectives behind a physical test:-

a) To detect if the individual carries any infectious disease.

b) Determining whether an applicant physically fit to perform the work.
c) To determine if there are any physical capabilities which differentiate successful and less
successful employees.

Such an examination will protect the employer from workers compensation claims that are not
valid because the injuries or illness were present when the employee was hired.

10) Job Offer:

After the job offer has been made and the candidates accept the offer, certain documents need to be
executed by the employer and the candidate.

There is also a need for preparing a contract of employment. The basic information that should be
ncluded in a written contract of employment will vary according to the level of the job.
EVALUATION OF SELECTION PROGRAMME

33
The broad test of the effectiveness of the selection process is the quality of the personnel hired. An
organization must have competent and committed personnel. The selection process, if properly done,
will ensure availability of such employees. A periodic audit must be conducted by people who work
independent of the HR department.

Barriers to Effective Selection

The main objective of selection is to hire people having competence and commitment. This objective
is often defeated because of certain barriers. The impediments which check effectiveness of selection
are perception, fairness, validity, reliability and pressure.

Perception: Our inability to understand others accurately is probably the most fundamental barrier to
selecting the right candidate.

Selection demands an individual a group or people to assess and compare the respective competencies
of others, with the aim of choosing the right person for the jobs. But our views are highly
personalized. We all perceive the world differently. Our limited perceptual ability is obviously a
stumbling block to the objective and rational selection of people.

Fairness: Fairness in selection requires that no individual should be discriminated against on the basis
of religion, region or gender. But the low members of women and other less-privileged sections of the
society in middle and senior management positions and open discrimination on the basis of age in job
advertisements and in the selection process would suggest that all the efforts to minimize inequity have
not been very effective.

Validity: Validity, as explained earlier, is a test that helps predict job performance of an incumbent.
A test that has been validated can differentiate between the employees who can perform well and those
who will not. However, a validated test does not predict job success accurately. It can only increase
possibility of success.

34
Reliability: A reliable method is one which will produce consistent results when repeated in similar
situations. Like a validated test, a reliable test may fail to predict job performance with precision.

Pressure: Pressure is brought on the selectors by politicians, bureaucrats, relatives, friends and peers
to select particular candidates. Candidates selected because of compulsion are obviously not the right
ones. Appointments to public sector undertaking generally take place under such pressure.

35
 SELECTION IN INDIA

Condition of labour market largely determine the selection process. As is well known, we have a
strange paradox in our country. There is large scale unemployment just posed with shortage of skilled
labour. “No Vacancy” boards are seen along with ‘wanted’….hung on factory gates everywhere.

Selection practices in hiring skilled and managerial personnel are fairly well-defined and
systematically practiced. Particularly in hiring managerial personnel and executives, a lot of
professionalism has come in, thanks to the realization that these individuals are difficult to come in,
thanks to the realization that these individuals are difficult to come by and no effort is too excess to
attract them. Specialist agencies are available whose services are retained for hiring technical and
managerial personnel.

36
 MODEL PROCEDURE FOR EFFECTIVE
PERSONNEL SELECTION

Third Stage Forth Stage Fifth Stage

First Stage Second Stage
gathering evaluating making Sixth Stage
establishing identifying &
information about information decision to communicating
selection choosing
potential & arising select or decision
policies selection criteria
employees applicant reject

1) 1) Identifying 1) Authorized to 1) Evaluati 1) Electronic 1) Rejection

Purpose of criteria of hire ng assistance
selection successful biographical 2) Making
performance 2) Initial inventory job offer
2) contract with
Who 2) Identifying potential 2) Evaluati 3) Acceptan
makes predictors employee ng test result ce or
selection success rejection
decision? 3) Preliminary 3) Assessin of others
3) Determining interview g Applicant
3) selection interview
Screening criteria 4) Biographical
out or data
selecting
in? 5) Testing

4) 6) In depth
Filling interview
people
jobs or 7) Verifying
designing background
people information

5) 8) Medical
Selection examination

37
Procedure

38
 RECRUITMENT

&

SELECTION

AT SICCL

(SAHARA INDIA

COMMERCIAL

CORPORATION LTD.)

39
 RECRUITMENT PROGRAMME AT SICCL

The following procedure is adopted for recruitment:-

 Approval for Manpower budget is obtained from command office, Lucknow [from Hon’ble
Dy. Managing Worker (P&W)]
 Recruitment to be made only against sanctioned & vacant posts.
 Once a vacancy is identified, first it will have to be circulated internally giving job
specification and job description.
 Only in the event of suitable candidates not being available from within, suitable candidates
through consultants / advertisement will have to be located.
 Selection in both the cases (2 & 3 above) will be made by a committee consisting of:
a) A representing from concerned department, where the vacancy exists.
b) A representing of Head of the units.
c) Local HR heads.
d) One or more seniors from year division / corporate office at Noida / Kolkata / Mumbai and if
required a specialist from outside depending upon specialization and level of post.

 The number of worker as surplus re being identified / to be identified for training / re-
training so that they can be re-employed gainfully. No person is engaged. Without prior approval
from the command office.

40
Approval for manpower budget to be obtained from Command office, Lucknow:

The first and foremost thing in the recruitment process is that the personnel department should know
that how much employees do they require for their work and how many are applying for that vacant
post that how much employees do they require for their work and how many are applying for that
vacant post that budget should necessarily be signed or gathered from the command office.
Simultaneously its approval from the superior is also very important.

Recruitment to be made only against sanctioned and vacant post:

It is the phase which proceeds the selection process. The main objectives of recruitment process is to
invite ideally the smallest number of candidates who appeared to be capable of performing the required
job or developing the capabilities of performing the same job in stipulated period of time.
Besides, personnel department has to make the recruitment process economical. By this process, the
candidates are decided whether they are suitable for given jobs or not.

Determining the vacancies:

The organization structure has various position which are to be kept filled with the kind and number of
personnel. If that position is kept vacant it could cause various losses in production so, it should be
planned enough.

Job:-

A job is defined as a collection or aggregation of tasks, duties and responsibilities which is a whole is
regarded as regular assignment to individual employees, which is significantly differently from others.
In other words, when total work to be done is divided and grouped into packages it is called a job.

3) Once a vacancy is identified, First it will have to be circulated internally giving job
specification and job description:

41
Now the points comes of considering the sources:-

Preference to the Internal Source:

Here the surplus of the employees or organization and also to those who were once on the pay roll of
the company. Man power is used within the organization itself which is very economical and develops
the moral of the employees – Three include personnel already on the pay will of the

The internal resource can also be filled through promotion & transfer.

Job Description:

“It is a written records of the duties responsibilities and requirements of a particular job. It is
concerned with the job itself and not with work”. It is statement describing the job in such teams as its
better location duties, and working conditions. In other words, it tell ‘what is to be done’, how it is to
be done’ and ‘why’

Job Specification:

It is standard of the personnel and designates the qualities required for an acceptable performance. It is
the statement of the minimum acceptable human necessary for the proper performance of a job.

Conclusion:

The above analysis explain the requirement process applied at Sahara India.

42
 INTERNAL RECRUITMENT AT SICCL

Vacancies informed to the concerned divisions personnel

department by command office.

The employees are made aware of the vacancies through

circulars issued by the personnel departments.

Employees apply by submitting required documents to the

personnel department.

Personnel department sends the documents to the command

office (HR department)

Selection Procedure
(Interviews / Written Test)

If applicant found suitable he is issued a transfer letter.

METHODS OF INTERNAL RECRUITMENT AT
SICCL
Placed

43
Transfer:-

1) Transfer is an important aspect of HRM unplanned transfer not only disturb the normal
daily routine but it has an adverse effect on the morale of the individual.
2) Proper planed transfers assist in providing proper motivation. Work environment,
increase efficiently and reduce the avoidable expenses.
3) In SICCL transfer are carried out under the following circumstances :-
a) To satisfy the need of the organization.
b) To utilize the employees services optimally, i.e. to correct erroneous placement and
place him where he/she is best suited.
c) As a punishment for improvement or remedial action, ie. to penalize.
d) Maintenance of the system, i.e. to avoid stagnancy and boredom.

TRANSFER TYPES AT SICCL;

 PROMOTIONAL AT SICCL: On getting promotion, a worker may be transferred to some place

to take up new/additional responsibilities in a new environment.
 Administrative Transfer: These transfers are punitive in nature. The objectives behind such
transfer is to bring about behavioral and performance related
positive changes in the concerned worker (s) after a period of 6
months these aspects will be reviewed.
 Inter-divisional Transfer:- The criteria for transfer of person to different division would be
his/her academic qualification, knowledge and relevant experience
for that persons and only when he is found fit would he be finally
transferred. The pay & allowances given to the person would be as
per the immediate senior and division/zonal head. No transfer
benefits would be payable.
TRANSFER PROCEDURE AT SICCL

44
  Transfers can be initiated by, either the immediate senior or it could be self-request by the
person but they have to be sanctioned through the immediate senior. Permission of the zonal
head/divisional head is also to be taken and send to the personnel department for final approval.

 These transfers then approved are to be implemented by the zonal head/divisional head.

 Choice of the person could also be taken into account while taking the decision.
By the immediate senior but would not be mandatory to transfer according to their choice.

 All administrative transfers not “Punitive in nature: below the Deputy Manager and equivalent
cadre which are required.

In the interest of the organization can be carried out by the zonal chief/divisional head.

TRANSFER BENEFIT

Type of Settling Traveling Packaging & Establishment

Transfer Advance Allowance Transportation Allowance
Promotional A* A A Na
Administrative A Na Na Na
Inter divisional A A A Na
Self request NA** Na Na Na

• Available
• ** Not Available

PROMOTION:

45
 Promotion signifies a vertical movement from the present cadre to a higher cadre i.e. assignment of a
position of higher responsibility to an individual. The karmayogi workers are made to accomplish the
following objectives:

a) To utilize workers skill, knowledge at the appropriate level in the organizational hierarchy
resulting in organizational effectiveness and personal satisfaction.
b) To develop competitive spirit and to cultivate the zeal in the co-workers to acquire the skills,
knowledge etc. required for higher level responsibilities.
c) To develop competent internal source of co-workers.
d) To promote a feeling of content and a sense of belongings.
e) To boost morale and reward committed persons.

FEATURES:

a) The basis for promotion would be merit potential and seniority and the weight age given would be
in the order as mentioned above. Merit and potential would be gauged through the performance
appraisal ratings and promotion potential ratings along with the recommendation of competent
authority. While taking seniority into account the co-workers when unauthorized leave. (L.W.P)
(No work, No pay) / suspension period, this period would not be included in the service period.

b) In case of more than one promotion recommended for an individual (for all cadres below junior
executive) they would necessarily have to seek the approval of the Dy. Managing worker (F.W.)
and would have to be justified by the recommending authority.

c) In case of promotions of the cadre of junior executive and above they would be necessarily have to
be approved by the central board.

d) In case of persons acquiring new and additional skills academic and professional qualification, then
an opportunity for them to appear in promotional exams will be given.

46
e) Along with the promotion recommendation the additional job responsibilities to be specified and
the individual must be immediately relieved from his present duties for higher responsibilities.

47
 STEPS INVOLVED IN THE
SELECTION RECRUITMENT

PROCEDURE AT SICCL

The recruitment and selection procedure of Sahara India commercial Corporation Ltd., is as follows:-

1) Advertisement is finalized: The first and foremost step of recruitment and selection in SICCL in
getting the advertisement finalized if required. If there is vacant post in the respective
department, the advertisement for that post is given.

2) Sorting of Resume: After the finalization of advertisement, sorting of resume takes place.
Firstly scrutiny of resume which is already present in the data bank takes place. If there is no
such resume considering the standard set out by the organization, then more resume are invited
for scrutiny.

3) Fixing of Resume & Issuing of Call Letter: The third step deals with finalizing the best suited
resume according to the need of the organization. After this a call letter is issued and send to the
particular applicant for the written test. The date of reporting, the examination etc are clearly
mentioned in the letter.

4) Arrangement for Written Test: Proper sitting and invigilation arrangement are made by the
personnel department. Every applicant is provided a roll number to avoid confusion. Results are
declared accordingly. Special care is taken to provide the candidate the suitable environment for
the test.

48
 5) Preparation of Question Paper: A proper question paper is being prepared by the personnel
department of SICCL.

6) Conduction written Test: In SICCL written test is conducted for getting the best of the candidate.
A test for the vacant post in conducted. A review of research in this area shows that test of
intellectual ability, special and mechanical ability, perceptual accuracy are moderately valid
predictors for many semi-skilled operative jobs in industrial organization. Managers have
become that poor decisions of hiring are costly and that properly designed tests could reduce the
likelihood of poor decisions occurring. Thus, in Sahara India even the written tests are
conducted for getting the best of the candidates.

7) Verification of Copies: After the written test copies of the candidates are collected and arranged
serially. The next step leads to the verification of the collected copies.

8) Punching of marks: Further of the candidate basically depends upon the marks to obtain in the
test. So punching of marks takes place and matching it with correct answer sheet to avoid all
sorts of confusion further.

9) Declaration of Results: Written test helps management to select the appropriate candidate. After
punching of marks and matching it with the answer sheet the results are declared. This is the first
step of selection process.

10) Issuing of call letter for Interview: The nest step which SICCL follows is the sending of call
letters to the selected candidate (in written test). Management mentions the date and venue for
the interview. In SICCL interview are conducted for screening out the best candidates.

11) Interview is conducted after finalization of board:

Interview Panel:
a) Should keep in mind the qualification of the candidate.
b) Consist of person from personnel department.
c) Should always be in odd number i.e. 3,5,7..etc.

49
12) Interview sheet is Finalized: After the interview, the results are made by the panel of judges who
had interviewed the candidates. It is prepared with the final consent of all interviewers according
to the performance of the candidate during interview. This is the last hurdle that which the
candidate has to face before been selected in the Sahara India organization. With the finalization
of the interview sheet the qualified an unqualified are differentiated.

13) Result are Declared: The sequence following after the finalization of interview sheet for
selection in the Sahara India is that finally of declaration of results, that is the name of the
successful candidates who crossed out all the hurdles and reached the final point. This is the last
hurdle in the way of appointment.

14) Carrying out offer Letter / Appointment Letter : After finalizing and declaration of results,
officially the last formality which the personnel department performs is that of sending the offer
letter of the letter of appointment of the successful candidates on the referred post. It is sent only
to successful candidate and not the unsuccessful ones. This gave the information about the
selection of the candidate and when to join and where, mentioning of the post on which selected,
the terms of appointment, pay scale etc.

15) Handling Result to all Dealing Employees of Zones: This is the last stage of the selection and
recruitment in SICCL. Here the personnel manager of SICCL comes to carry out an effective
induction program.

50
 INTERNAL V/S EXTERNAL
RECRUITMENT ADVANTAGES AND
DISADVANTAGES
INTERNAL RECRUITMENT
Sr.
Advantage Disadvantage
No.
1 It is less costly. It perpetuates the old concept of doing things.
Candidates are already oriented It abets raiding.
2
towards organization
Organizations have better knowledge Candidates current work may be affected.
3
about the internal candidates.
Enhancement of employee morale and Politics play greater role.
4
motivation.
5 Good performance is rewarded. Morale problem for those nor promoted.

EXTERNAL RECRUITMENT
Sr.
Advantage Disadvantage
No.
Benefits of new skills, new talents and Better morale and motivation associated with
1 new experience to organization internal recruiting is denied to the
organization.
Compliance with reservation policy It is costly
2
becomes easy.
Scope for resentment, jealousies and Chances of creeping in false positive and false
3
heartburn are avoided. negative errors.
Adjustment of new employees of the
4
organizational culture takes longer time.

PLACEMENT
51
Once the person is selected, It is personnel departments duty to put him in the right job, to achieve the
optimum output for any organization. It covers, the basic formalities after job:-

 Appointment letter
 Place and time of reporting
 To whom he has to report
 Provision period

Right kind f placement is important for every organization according to their abilities and capabilities
they should be appointed and capabilities they should be appointed which should reduce the
employees, increase the productivity and builds up the moral.

RESEARCH METHODOLOGY

52
When any person start any work, it is necessary for him to do the job in a mannered way i.e. in the
systematic way, if the process of doing work is but systematic then the objective will not be achieve.
So to achieve the objective easily, it is necessary that researcher have to adopt a method.

In this research project, the researcher opt the survey method. To conduct the survey, researcher
prepare questionnaire.

By doing this whole survey, research tries his best to achieve his objective.

Format of the questionnaire are attached in the analysis section.

RESEARCH OBJECTIVE
53
The objective of this study is to highlight the importance & purpose of Recruitment for individual
as well as for organization.

First main objective of this study is to find out the importance of Recruitment for individual and
organization.

Secondly the aim of this study is to know about method used by the private organization for
organization for recruitment & selection of the people.

Last but the least, the objective of this research is to find out the factors attracting to the applicants
at the time of application of the job.

54
 SCOPE OF THE STUDY

The objectives of the study have a wider scope. The past performance can be treated as the true
indicator of future trend. Analysis of inter- comparison of Sahara India will help to a great extent
to analyse and control the cost in different plants producing same kind of goods and services.

55
LIMITATIONS

56
 LIMITATION

Every research has its own limitation therefore, this research project also has limitations. Following
are some limitations faced by the researcher-

 Sometimes people do not corporate in disclosing the right information.

 Data is collected through questionnaire, thus there is a possibility if biasness of the people.

57
 DATA COLLECTION

Data collection is another important job for doing any kind of research. When any person start any
work, data collection is very important and it should be done in a very systematic way.

In this research project the researcher opt following two ways of data collection:
a) Primary data
b) Secondary data

Primary Data : Raw data is a term for unprocessed data, it is also known as primary data. It is a
relative term (see data). Raw data can be input to a computer program or used in manual analysis
procedures such as gathering statistics from a survey. ...

Primary data was collected through questionnaire.

Secondary Data: Information collected by others such as government agencies and/or nonprofits
that pertains to your area of interest. The degree of reliability, validity, and precision in secondary
data depends on how it was collected and interpreted. Census data is one example of secondary
data.

Secondary data was collected through internet, magazines, newspaper, Sahara India
branches.

The sample size is 50 for employee in SICCL (Sahara India Commercial Corporation Ltd., Gorakhpur)

58
 TABULATION,

ANALYSIS &
INTERPRETATION
OF
DATA

59
 TABULATION OF DATA

• The factor that motivated you to apply in “Sahara”

30

25

20

15

10

0
Salary Package Work Culture Goodwill of the
Org.

60
• Potential candidates from the external job market are reached through channels as:

30

25

20

15

10

0
Recruitment Employement Campus Word of Mouth
Advertising Agency Recruitment

61
• Mode of receiving application is:

25

20

15

10

0
Direct By post E-Mail Courier

62
• Rules of recruitment in Sahara are :

30

25

20

15

10

0
Rigid Flexilble

63
• Does “SAHARA” take advantage of their current employee pool?

50
45
40
35
30
25
20
15
10
5
0
Yes No No Knowledge

64
• Since, how many years have you been working for Sahara?

30

25

20

15

10

0
0 - 5 Years 5 - 10 Years 10 - 15 Years 15 - 20 Years

65
• Have you ever, been internally recruited?

25

20

15

10

0
)
ed

h)
o
s

ed
N
Ye

ot
rr

ot
fe

(B
m
ns

s
ro

Ye
ra

(P
(T

s
Ye
s
Ye

66
• Does internal recruitment acts as a motivating factor for you?

50
45
40
35
30
25
20
15
10
5
0
Yes No

67
• Source of recruitment in “Sahara” are”

40

35

30

25

20

15

10

0
Direct Indirect E-Mail

68
• What type of interview did you face?

25

20

15

10

0
Strucutured Unstructured Mixed Stress

69
• Was the interview faced by you an open door communication process?

45
40
35
30
25
20
15
10
5
0
Yes No

• Do the members of the interview board get any allowance?

30

25

20

15

10

0
Yes No Don’t Know
70
• What type of test SICCL should adopt for the selection f employees?

35

30

25

20

15

10

0
Personality Test Achievement Test

71
• Does the selection process involve a medical fitness test?

60

50

40

30

20

10

0
Yes No

• In your opinion, senior posts of “Sahara” should be filled by:

72
 50
45
40
35
30
25
20
15
10
5
0
Written Test + Direct Interview
Interview

• The promotion policy of “Sahara: is based on:

40

35

30

25

20

15

10

0
Merit Seniority

73
• The job security which “Sahara” gives you is ?

40

35

30

25

20

15

10

0
High Average Low

74
• Is training imparted to the fresh employees?

45
40
35
30
25
20
15
10
5
0
Yes No

75
• Does Recruitment & selection procedure of “Sahara” gives any preference or reservation to
special groups such as :

40

35
30

25
20

15
10

5
0
Scheduled Scheduled Physically Ex- Service None
Castes Tribes Handicapped Man

76
• Are you satisfied with the Recruitment & Selection procedure?

35

30

25

20

15

10

0
Yes No

77
CONCLUSION

78
 CONCLUSION

Sahara India is a vast organization having diversifications in various fields. It is said for SAHARA
that,

“It is not just a business organization but a complete integrated family with a bond of emotions and
feelings”.

Recruitment and selection is considered to be an important aspect of any sound organization.

Following are the factors attracting to the Karmayogi workers at SICCL, at the time of application of
the job:

 A professionally managed organization

 Goodwill of the organization and bright future.
 Sahara Pariwwar’s culture, an emotionally integrated family.
 Reputation touching National / International heights.
 Company’s diversification into various fields.
 Fulfilling social obligations.
 Democratic style of functioning.
 Leading sponser’s for cricket.
 Leading aviation group and media.

79
SUGGESTIONS

80
 SUGGESTIONS

Though the Recruitment and selection procedure at SICCL, is satisfying but still the following
suggestion can be made use of, to make it better:-

 Since the organization is aiming at globalization, the Recruitment and selection programs
should be such that candidates are screened in a boarder spectrum.

 Selection process should be a three stage process beginning with a written test, which
should be objective and should cover concerned subject knowledge as well as psycho-analysis
and personality test, then the short listed candidates should be put under group discussion and
interviews. The marks obtained in group discussion and interview should be the criteria for
selection.

 Personnel, technically sound with his/her subject along with an in-depth knowledge should
be preferred.

 Recruitment & selection made through recommendation should be avoided as it decreases

the morale of capable employees.

 Promotion policy should be based on suitability i.e. people actually deserving promotions
and not by source.

 A SICCL, the number of female employees is very few, so reservation of seats for women
can be though of.

81
 BIBLIOGRAPHY

Human Resource Management - V. S. P. RAO

PRINCIPLES & Techniques of Human Resource Management - S. K. BHATIA

Personnel Management & Industrial Relations - P.C. TRIPATHI

Personnel Management - C. B. Memoria

Human Resource & Personnel Management - K. Aswathappa

82
APPENDICES

83
 QUESTIONNAIRE

Cadre:- ………………………………

Date:- ……………………….

1) The key factors that motivated you to apply in “Sahara” (tick any one)
a) Salary package
b) Work culture
c) Goodwill of the organization

2) What has you heard about the organization while applying for the job? (in 15-20
words)

………………………………………………………………………………………………………
………………………………………………………………………………………

3) Potential candidates from the external job market are reached through channels as:
a) Recruitment advertising
b) Employment agency
c) Campus recruitment
d) Word of mouth

4) Mode of receiving application is:

a. Direct
b. By Post
c. E-mail

84
 d. Courier

5) Rules of recruitment in Sahara are : (tick any one)

o Rigid
o Flexible

6) Does “SAHARA” take advantage of their current employee pool? (tick any one)
o Yes
o No

7) Since, how many years have you been working for Sahara?

8) Have you ever, been internally recruited?

o Yes (if yes, then click any one)
-promoted
-transferred
o No

9) Does internal recruitment acts as a motivating factor for you? (Tick any one)
o Yes
o No

10) Source of recruitment in “Sahara” are”

o direct
o indirect

85
o internal mobility

11) What type of interview did you face?

o Structured
o Unstructured
o Mixed
o Stress

12) Was the interview faced by you an open door communication process? (Tick any one)
o Yes
o No

13) Do the members of the interview board get any allowance?

o Yes
o No
o Don’t know

14) What type of test SICCL should adopt for the selection f employees? (Tick any one)
o Personality Test
o Achievement Test
o Any other (then specify) ………………

15) Does the selection process involve a medical fitness test? (Tick any one)
o Yes
o No

16) In your opinion, senior posts of “Sahara” should be filled by: (Tick any one)
o Written Test + Interview
o Direct Interview

17) The promotion policy of “Sahara: is based on:

86
o Merit
o Seniority

18) The job security which “Sahara” gives you is ?(Tick any one)
o High
o Average
o Low

19) Is training imparted to the fresh employees? (Tick any one)

o yes
o no
20) Does Recruitment & selection procedure of “Sahara” gives any preference or
reservation to special groups such as : (Tick any one)
o Schedule Castes
o Schedule Tribes
o Physically Handicapped
o Ex-service Man
o None
21) Are you satisfied with the Recruitment & Selection procedure? (Tick any one)
o Yes
o No

22) Do you have any suggestions regarding Recruitment & selection programme of
SICCL? (Tick any one)
o No
o Yes,
………………………………………………………………………………………………………
…………………………………………..

87
88