A STUDY on RECRUITMENT AND SELECTION PROCESS AT RAMCO SYSTEMS LTD Chennai PROJECT REPORT Submitted to UNIVERSITY OF MADRAS In partial

fulfillment for the requirement of the award of the degree BACHELOR OF COMMERCE Submitted by RITHIKA SATISH (REG NO: 08CMG57) Under the guidance of Mrs. L. Sherley Mary, M.Com, M. Phil

DEPARTMENT OF COMMERCE WOMENS CHRISTIAN COLLEGE (AUTONOMOUS) NUNGAMBAKKAM, CHENNAI-600006

2010-11

BONAFIDE CERTIFICATE
This is to certify that the project work entitled A STUDY ON RECRUITMENT ANDS SELECTION PROCESS at RAMCO SYSTEMS is a bonafide record of work done by RITHIKA SATISH, of BACHELOR OF COMMERCE, WOMENS CHRISTIAN COLLEGE, CHENNAI, in partial fulfillment for the award of the degree, Bachelor of Commerce, UNIVERSITY OF MADRAS for the academic year 20102011.

FACULTY GUIDE Mrs. L. Sherley Mary M.Com, M. Phil

HEAD OF THE DEPARTMENT Mrs. T. Margaret Ratha Rani M.Com, M. Phil

CO-ORDINATOR Dr. Pamela Sahayadas M.Sc, M.Phil, Ph.D Submitted for the viva-voce examination to be on:

Internal Examiner
2

External Examiner

DECLARATION

I, Rithika Satish hereby declare that the Training undergone at

RAMCO SYSTEMS LTD, Chennai is an original work done by

me and has not been submitted to any other university or institution for the award of any degree or diploma.

Date: Place: Signature of the Student

ACKNOWLEDGEMENT

First of all, I would like to thank our Almighty God for his blessing upon me to finish this project work with great success.

I extend my sincere gratitude to Principal Dr. Mrs. Ridling Margaret Waller, Womens Christian College, Co- ordinator Dr. Pamela Sahayadas, Head of the Department of Commerce Mrs. Margaret Ratha Rani and faculty guide Mrs. L. Sherley Mary for their guidance and for extending a helping hand to finish my project.

I also express my sincere thanks to all the members of Ramco Systems, especially, Mr. Shivkumar, General Manager- HR, Ms. Purnima and Ms. Durga who contributed in all possible ways in completing this project successfully.

Executive Summary
The project titled A STUDY ON RECRUITMENT AND SELECTION

PROCESS Undertaken in RAMCO SYSTEMS LTD. Ramco Systems Limited (BSE 532370, NSE RAMCOSYS, MSE RSST) is a software products and services provider incorporated in India. Ramco Systems is a provider of Aviation Maintenance & Engineering (M&E) and Maintenance Repair & Overhaul (MRO) Software.

P.R Venketrama Raja, established Ramco Systems in 1989. The company has developed an enterprise application assembly and delivery platform called Ramco VirtualWorks.

The project report is about recruitment and selection process thats an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization. It gives a organizational structure of the company. There are two types of factors that affect the Recruitment of candidates for the company Internal factors External factors The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.

CONTENTS

LIST OF TABLES & CHARTS DESCRIPTION

INTRODUCTION OBJECTIVE OF THE STUDY LIMITATIONS OF THE STUDY RESEARCH METHODOLOGY COMPANY PROFILE LITERATURE SURVEY DATA ANALYSIS AND INTERPRETATION FINDINGS SUGGESTIONS AND RECOMMENDATIONS CONCLUSION ANNEXURE QUESTIONNAIRE BIBLIOGRAPHY PAGE NO.
9 & 10 11 & 12 13 & 14

15 & 16

17-19

20-32

33-52

53-58

59-61

62 & 63

64-70 65-68 69 & 70

S.NO

DESCRIPTION
The chart showing the qualification of recruiters.

Page No.
32 33 34 35 36 37 38 39 40

1 2 3 4 5 6 7 8 9

The chart showing the recruiters work experience with Ramco The chart showing work experience of recruiters before joining Ramco. The chart showing the people working for the clients of Ramco The chart showing the no. of people working for their current clients. The chart showing the no. of candidates lined up in the month of February. The chart showing the manpower planning in Ramco. The chart showing sources used for sourcing their candidates. The chart showing the method of selection adopted.

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The chart showing the no. of rounds conducted for selection. The chart showing the satisfaction of recruiters with the no. of rounds conducted. The chart showing recruiters satisfaction level with their selection process. The chart showing the parameters used for selection process The chart showing the expectations from candidates The chart showing candidates elimination in the first round The chart showing the candidates who attended final round of interview. The chart showing the short listed candidates after final round. The chart showing candidates who are on the rolls of Ramco.

41 42

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13 14 15 16 17 18

44 45 46 47 48 49

INTRODUCTION

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INTRODUCTION
Human Resource is a basic need of any work to be done. According to ARTHUR LEWIS:

There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors
The project report is all about recruitment and selection process thats an important part of any organization. Recruitment highlights each applicants skills, talents and experience. Their selection involves developing a list of qualified candidates, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate. It is said if right person is appointed at right place the half work has been done. In this project I have tried to cover all the important point that should be kept in mind while recruitment and selection process and have conducted a research study through a questionnaire that I got it filled with all the HR managers of RAMCO SYSTEMS LTD and tried to find out which methods and various other information related to recruitment and selection and tries to come to a conclusion at what time mostly the manpower planning is dont , what the various method used for recruiting the candidates and on what basic the selections is done.

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OBJECTIVE OF THE STUDY

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OBJECTIVE

1. To study the recruitment and selection procedure followed in Ramco systems. 2: To study the various sources of recruitment followed in Ramco. 3: To learn what is the process of recruitment and selection that should be followed. 4: To search or headhunt people whose skill fits into the companys values. 5: To know the sources used for recruiting at various levels and various jobs

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LIMITATION S OF THE STUDY

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LIMITATIONS OF THE STUDY

Most of the respondents were too busy to spend time for the questionnaire.

Few employees were not interested and was unwilling to interact and express their opinion. More than half of the employees found the questionnaire to be time consuming for them to read each question patiently and answer. The information collected is not reliable and is subject to
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change.

RESEARCH METHODOLOGY
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REASERCH METHODOLOGY
In everyday life human being has to face many problems viz. social, economical, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out. Research was carried out at RAMCO SYSTEMS. Ltd to find out the Recruitment and selection process.

DATA COLLECTION: Primary Data: Primary data was collected through survey method by distributing questionnaires to branch manager and other HR manager. The questionnaires were carefully designed by taking into account the parameters of my study. Secondary Data: Secondary data was collected from the books, journals, and websites and through the

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interaction with the individuals in the organization.. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process. Data Analysis: The data, which is collected, is analyzed and is represented through pie graphs and bar diagrams using percentages for analyzing and interpreting. Sample Size: The sample size of the recruiters were 8 recruitment consultants, and 1 Group Accounting managers (GAM).

COMPANY
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PROFILE

COMPANY PROFILE
History
Ramco Systems Limited (BSE 532370, NSE RAMCOSYS, MSE RSST) is a software products and services provider incorporated in India. Ramco Systems is a provider of Aviation Maintenance & Engineering (M&E) and Maintenance Repair & Overhaul (MRO) Software. [1] Ramco's aviation solution competes against larger competitors such as SAP, HCL/Axon (iMRO), Oracle, Rusada, Swiss Aviation Software (AMOS), Mxi Technologies (Maintenix), Trax and Ultramain as well as many smaller competitors like 2MoRO, AeroSoft, Cimber Air Data (Amicos), Component Control, IFR (AMASIS), MIRO Technologies (AuRA and Gold), and many others. P.R Venketrama Raja, established Ramco Systems in 1989. The company has developed an enterprise application assembly and delivery platform called Ramco VirtualWorks. Ramco

Ramco Systems Limited is an India-based company engaged in software solutions and services. Ramco OnDemand ERP is developed using the Ramco VirtualWorks Platform and works on a Multi-Tenant Architecture. Ramco Enterprise Series is a pre-packaged solution suite catering to

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industry segments, such as power, engineering, product manufacturing, storage solutions, armed forces/defense, food and beverages, process production, real estate, telecom infrastructure, transportation management, fleet operators and maintenance, repair and overhaul (MRO) operators. Ramco VirtualWorks enable enterprises build their enterprise solution with an infrastructure, which provides the enterprise control over its software assets, enables reduced time for transformation/development and supports multi technology platforms. The Company's subsidiaries include Ramco Systems Corporation, Ramco Systems Ltd., Ramco Systems Pte. Ltd., Ramco Systems Sdn. Bhd. and RSL Enterprise Solutions (Pty) Ltd.

On demand ERP is one of the company's products. amco Systems is in the enterprise software product market space.

Ramcos web-based Corporate Performance Management & Business Intelligence product, Ramco DecisionWorks, is intended to address the enterprise analytic needs of services related businesses such as government, education and healthcare, and asset intensive businesses such as aviation, logistics and utilities.

Ramcos Technology Partners include Microsoft, IBM, Intel, Rockwell Automation etc.

Ramco is a global provider with customers in 35 countries and offices in 9 countries.

RAMCO GUIDING PRINCIPLES

Recruit the best Accept personal responsibility

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 Build an empowered team Building a shared vision and purpose Leadership Development Reward and Recognition

LITERATUR E
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SURVEY

Meaning of HUMAN RESORCE MANAGEMENT Human Resource plays a crucial role in the development process of the modern economics. ARTHUR LEWIS observed:

There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors
Human resource management is the management of employees skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management. They are labour management, labour administration, 22

labour management relationship, employee employer relationship, industrial relationship, human capital management, human assent management etc.

Functions of HUMAN RESOURCE MANAGEMENT Administration: Strategic planning, organizational evaluation, County Board relations, policy recommendations, supervision of department staff Benefits: Health insurance, dental insurance, life insurance, disability insurance, retirement benefits, vacation, sick leave, paid holidays, section 125 plan, donor program, educational incentive, uniform allowance, and others. Compensation: Salary and benefit surveys, job evaluation, job descriptions evaluation, job descriptions Employee relations: Disciplinary processes, incident investigations, complaint/grievance procedures, labor-management relations.

Recruitment: Recruitment is defined as a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures fir meet the requirement of the staffing schedule and to employ to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an effective workforce.

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Selection: After identifying the sources of human resources, searching for prospective employees and stimulation helps too apply for jobs in an organization, the management has to perform the function of selecting the right man at right job and at the right time.

Importance of Human Resource Management

1: Attract highly qualified and competent people 2: Ensure thats the selected candidate stays longer with the company. 3: Make sue that there is match between cost and benefit. 4: Helps the organization to create more culturally diverse workforce.

Human resource development

This department looks after the needs and Requirement the present employees. This Department includes number of function which are as Follows: 1. Training and Development it includes technical, soft skills and process related to training 2. Process and policies it contains all the rule and regulations that need to be followed by the employees. 3: Appraisal and increment- it is in the formal feedback to the employees about their performance and the conduct of work. 4: Induction-involves the information to the new employees about the company, job, departments etc 5: Motivational activities and entertainment- involves motivating the employees to improve their productivity. 6. Employee verification-take place at the time of joining of the new employee. 24

7. Surveys Recruitment Procedure overview Manpower Requisition Form

Recruitment Plan

Budget

Sourcing

Selection Process

Joining

Post Recruitment Data Updating

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RECRUITMENT

RECRUITMENT
refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies.
Recruitment

The recruitment industry has five main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and 26

professional recruitment, niche agencies which specialize in a particular area of staffing, or employer branding strategy and in-house recruitment.

Edwin B Flippo defines recruitment as the process of searching for prospective

employees and stimulating them to apply for the jobs in the organization. It is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their application are submitted. The result is a pool of applicants from which new employees are selected.

Methods of Recruitment
Dunn and Stephens summaries the possible recruiting methods into three categories, namely 1: Direct method 2: Indirect method 3: Third party method DIRECT METHOD The direct method includes sending of the recruiters to different educational and professional institutions, employees contact with public, and mannered exhibits. One of the widely used methods is sending the recruiters to different colleges and technical schools. This is mainly done with the cooperation of the placement office of the college. Sometimes, firms directly solicit information form the concerned professors about student with an outstanding records. INDIRECT METHOD Indirect method involves mainly advertising in newspapers, on the radios, in trade and professional journals, technical magazines and brochures. Advertisements in newspapers and or trade journals and magazines are the most frequently used methods. Senior post is largely filled with such methods. Advertising is a very useful for recruiting blue color and 27

hourly worker, as well as scientific, professional, and technical employees. THRID PARTY These include the use of commercial or private employment agencies, state agencies, and placement offices of schools colleges and professional associations recruiting firms, management consulting firms, indoctrination seminars for college professors, and friends and relatives.Private employment agencies are the most widely used sources. They specialize in specific occupation; general office help, salesmen, technical workers, accountant, computer staff, engineers and executives.

Objective of recruitment
1: To attract with multi dimensional skills and experience that suite the present and future organization strategies. 2: To induct outsider with new perspective to lead the company. 3: To infuse fresh blood at all levels of organization. 4: To develop an organizational culture that attracts competent people to the company. 5: To search or headhunt people whose skill fit the companys values.

Factors affecting Recruitment

There are two types of factors that affect the Recruitment of candidates for the company. 1: Internal factors: These includes - Companys pay package - Quality of work life - Organizational culture - Companys size 28

- Companys product - Growth rate of the company - Role of trade unions - Cost of recruitment 2: External factors: These include - Supply and demand factors - Employment rate - Labour market condition - Political, legal and government factors - Information system

Recruitment Process
The actual steps involved in recruitment follow a well defined path: Application shortlist: In this step, we shortlist the resume received from various sources based on the suitability for the requirement. Preliminary Assessment: The short listed candidates go through a preliminary round of interviews. This interview lays more emphasis on functional competencies. To have more data on the functional skills, the candidates may be given a business case for analysis and presentation (This is done for certain positions only). Final interview: Here the candidates who successfully clear the first round of interview go through another round of interview with one or more of the functional heads.

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SELECTION

SELECTION Selection is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. Also it is a process of differentiating between applicants in order to identify and hire those with greater 31

likelihood of success in job. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and devise adopted in a given company to ascertain whether the candidates specifications are matched with the job specifications and recruitment or not. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision. The traditional selection process includes: preliminary screening interview, completion of application form, employment test, comprehensive interview, background investigation, physical examination and final employment decision to hire.

Organization for selection

Until recently the basic hiring process was performed in a rather unplanned manner in many organizations. Many mangers insisted on screening their own employees as they thought no one else could do that as efficiently as they themselves. But now selection is centralized and handled by the Human Resource Department. This type of arrangement is also preferred due to some of these advantages: - It is easier for the application because they can send their applications to a single centralized department. - It facilitates contact with applicants because issues pertaining to employment can be cleared through one central location. - It helps operating managers to concentrate on their operating responsibilities. This 32

is especially helpful during the chief hiring period. - It can provide for better selection because hiring is done by specialist trained in staffing techniques.

BARRIERS TO EFFECTIVE SELETION The main objective of selection process is to hire people having competence and commitment towards the given job profile. But due to some reason the main purpose of effectively selecting candidates is defeated. These reasons are:

1: Perception or the Halo effect: Many a times the interviewer selects a candidate
according to the perception he has or he made up while talking or looking at the individual. This way he does not see through the caliber or the efficiency of the individual and many times it leads to the selection of the wrong candidates.

2: Fairness: During the selection process the interviewer does not select the individual
on the basis of his knowledge and hence the right type of the candidates is not selected.

3: Pressure: The people from the HR department and also have a lot of pressure from
the top management and from other top class people for selecting the candidates they want. This way they have to select that individual whether or not he is capable of the job that is being offered. ESSENTIAL OF SELECTION PROCEDURE - Someone should have the authority to select. - There must be sufficient number of applicants from whom the required number of employees to be selected. - There must be some standards of personnel with which a prospective employee 33

may be compared.

FACTORS EFFECTING SELECTION DECISION - Profile matching - Organization and social environment - Successive hurdles

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DATA ANALYSIS

DATA ANALYSIS AND INTERPRETATION

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Data has been collected from 15 recruiters of Ramco Systems. The questionnaire has been designed to know the recruitment and selection process and to know the best source of recruitment and method of selection.

The questionnaire has 19 questions and the analysis for each question is as follows:

Table No-1 Table showing qualification of the recruiters at Ramco systems Factors No. of Respondents 36 Percentage

MBA- HR Engineering Background Others Total

6 5 4 15

40 34 26 100

Chart showing qualification of recruiters

Others

MBA- HR MBA- HR Engineering Background Others

Engineering Background

It was found that 40% of the recruiters were MBA-HRs and 34% of the

recruiters were Engineers with computer background and the remaining 26%

had other qualifications.

Table No-2 Table showing work experience with Ramco

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Experience with Ramco with since

1 year 2-3 years 3-5 years More than 5 years Total

Respondents
1 5 6 3 15

Percentage
6 34 40 20 100

Chart showing experience with Ramco (%)

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6 34 1 year 2-3 years 3-5 years More than 5 years

40

It was found that 40% of the recruiters at Ramco had 3-5 years of experience at Ramco and 34% of the recruiters had 2-3 years of

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experience. 20% of the recruiters had more than 5 years of experience. Only 6% of the recruiters had 1 year of experience.

Table No-3 Table showing prior experience of the recruiters before joining Ramco systems Factors Experienced Fresher Total Respondents 12 3 15 Percentage 80 20 100

Experience of recruiters (%)

Fresher 20%

Experienced

Fresher

Experienced 80%

It was found that majority 80% of the respondents were experienced. Only

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20% of the respondents were freshers.

Table No-4 Table showing the number of people worked for these clients in Ramco Systems Clients Citibank DLF J P Morgan Total Recruiters working for these clients 6 5 4 15 40 34 26 100 Percentage

Recruiters working for these clients

Citibank J P Morgan Citibank DLF J P Morgan

DLF

It was found that each individual has worked for more than one client and

majority of the recruiters worked for DLF, 6 members worked for Citibank 40

and only 4 members worked for JP Morgan.

Table No- 5 Table showing the number of people worked for the current client from (duration in days) 20Number of days worked Number of people worked with current client Percentage 0 0 5 34 4 26 0 0 6 40 15 100 40 4060 6080 80100 100and above Total

No.of days worked for current clients (%)

0% 34% 40% 20-40 40-60 60-80 80-100 100and above 0% 26%

It was found that 40 percent of people in Ramco are working for current clients for more than 100 days and 34 percent of people are working for their clients from 40-60 days. Only 26% of the respondents have worked for their clients for 60-80 days. 41

Table No- 6 Table showing total number of candidates lined up by the recruiters at Ramco systems in the month of February.
Candidates lined up 0-30 30-60 60-90 90-120 120 and above Total Number of respondents 2 4 3 5 1 15 Percentage 13 27 2O 34 6 100

Total line ups in the month of february

40 35 30 25 20 15 10 5 0

Percentage

27 13 0-30 30-60

34 20 6 60-90 90-120 120 and above

Percentage

Candidates lined up

It was found that out of the total respondents 34% of people has lined up the candidates for interviews between 90-120 candidates. 27% of the respondents have lined up 30-60 candidates. It was also found that 20% of the respondents have lined up candidates between 60-90. Only 13%

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respondents lined up 0-30 candidates and just 6% pf respondents lined up more than 120 candidates. Table No-7 Recruitment in Ramco Yearly Half yearly Quarterly When vacancy arises Total Respondents 6 3 2 4 15 Percentage 40 20 13 27 100

Chart showing manpower planning in Ramco

Chart showing manpower planning in Ramco (%) Yearly

When vacancy arises 27% Yearly 40%

Half yearly Quarterly When vacancy arises

Quarterly 13%

Half yearly 20%

It was found that out of the total respondents 40% of people has lined up the candidates only on yearly basis and 27% when vacancy arises. 20% of the people have lined up candidates on half yearly basis and only 13% on quarterly basis 43

Table No-8 Table showing various sources used by the recruiters at Ramco systems for sourcing the candidates. Percentage 20 26 34 14 6 100

Sources Online Existing Database Reference Headhunting Others Total

Respondents 3 4 5 2 1 15

Sources used for recruiting

40 35 30 25 20 15 10 5 0

Respondents

20

26

34 14 6 Others

Percentage

Online

Existing Database

Reference Sources

Headhunting

It was found that all the respondents used more than one source to recruit the candidate for recruitment. Majority 34% of the respondents have used

personal reference as a source of recruitment 20% and 26% online and

existing database is used mostly used by the recruiters. And 14% of people had used Head hunting as a source of recruitment. 6% recruiters use other methods. 44

Table-9 Table showing various method of selection adopted by recruiters at Ramco systems in the process of selection. Rounds of interview Telephonic round Personal Information Round Aptitude Test Group Discussion Others Total Respondents 5 9 0 0 1 15 6 100 Percentage 34 60

Chart showing the method of selection (%)

0%

6% 34%

Telephonic round Personal Information Round Aptitude Test Group Discussion Others

60%

It was found that the all the respondents have used more than one method of selection. Majority 60% of the respondents have adopted Personal

Information Round and 34% of the respondents have opted Telephonic

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Round or both for short listing and 6% of respondents opted other sources for selecting the candidate for further interview process.

Table no: 10 Table showing the number of rounds conducted in the process of selection. Rounds of selection 1 2-3 More than 3 Total Respondents 2 3 10 15 Percentage 13 20 67 100

Data showing the No.of rounds conducted in the the selection Process (%)

1 13% 2 to 3 20%

1 2 to 3 more than 3

more than 3 67%

It was found that 67% of the respondents have said that they have more than

3 rounds in the process of selecting the appropriate candidates. Then 20% of

the respondents have told they adopt 2-3 rounds of selection process. And

only 13% of the respondents have said that they conduct just 1 round of

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interview to select their candidates.

Table No. 11 Table showing how satisfied are the recruiters with No. of rounds conducted in the process of selection of candidates Satisfactory factor Highly satisfied Satisfied Highly dissatisfied Dissatisfied Total Respondents 10 5 0 0 15 Percentage 66 34 0 0 100

Chart showing the satisfaction factor of recruiter's with the No.of rounds in the selection process (%)
Highly dissatisfied, 0 Satisfied, 34 Dissatisfied, 0 Highly satisfied Satisfied Highly dissatisfied Highly satisfied, 66 Dissatisfied

It was found that 66% of the respondents were highly satisfied with the

number of rounds of tests or interviews conducted to select their

candidates and the remaining 34% are also satisfied though not highly

satisfied they are satisfied with the No. of rounds conducted to select their

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required candidates.

Satisfactory factor Highly satisfied Satisfied Highly dissatisfied Dissatisfied Total Table No: 12

Respondents 12 3 0 0 15

Percentage 80 20 0 0 100

Chart showing the level of satisfaction of the recruiters with their selection process

Chart showing the satisfaction factor of recruiter's in selection Practice (%)

Highly dissatisfied, 0 Satisfied, 20 Dissatisfied, 0

Highly satisfied Satisfied Highly dissatisfied

Highly satisfied, 80

Dissatisfied

It was found that the majority 80% of the respondents say that they are highly satisfied with their process of selecting their candidates and the

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remaining 20% are satisfied with their process of recruitment and selection of the candidates. None are highly dissatisfied or just dissatisfied with their method of recruiting candidates. Table-13 Table showing the parameters used by the recruiters at Ramco systems in the process of selection. (1 being the highest 5 being the least)

Parameters Communication skills Qualification Confidence Language skills Convincing skills

1 5 4 3 3 4

2 4 3 3 0 3

3 0 1 2 3 0

4 0 1 1 1 1

5 0 0 0 2 1

Parameters for Selecting a Candidate Respondents

6 5 4 3 2 1 0 1 2 3 4 5 5 4 33 4 4 33 3 2 1 1 11 1 3 2 1 communication skills qualification confidence language skills covincing skills

Ranks

It was found that 55% of the recruiters have ranked communication skills as 1st rank and 44% of them have ranked it as 2 while selecting a candidate for their clients. 44% of them have ranked qualification as 1 and 33% of them has ranked it as 2. 33% of the respondents have ranked confidence as 1 and again 33% of the respondents have given confidence as 2nd rank only 11% of them have ranked confidence as 4. It was also found that language skills are ranked as 1 by 33% of the respondents and it was also ranked as 5 by 22% of the

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respondents. Convincing skill is ranked as 1 by 44% of the respondents 33% of respondents ranked it as 2 and only 11% of them have ranked it as 5.

Table no-14 Chart showing what the recruiters expectations from the candidates Expectation from candidates Activeness Bonding with other employees Work involvement Time management All the above Total Respondents 3 1 1 2 8 15 Percentage 20 7 7 13 53 100

Data showing what recruiter's expect from their candidates (%) Activeness 20 7 53 13 Bonding with other employees work involvement time management 7 all the above

It was found that the majority of 53% reviewed that all the factors mentioned above are important for a candidate whereas 20% of the respondents have reviewed activeness and 7% have told work involvement 50

are important for a candidate. 13% of the respondents have opted time management skills and only 7% chose bonding with other employees.

Table No-15 Table showing how many candidates have got eliminated in the first round of selection by the recruiters at Ramco systems Elimination of candidates 0-5% 5-10% 10-15% 15-20% 20% and above Total Respondents 2 10 3 0 0 15 Percentage 13 67 20

100

Candidates eliminated in first round

80 70 60 50 40 30 20 10 0

Respondents

67 20 5-10% 10-15% Percentage 15-20% 20% and above

Percentage

13 0-5%

As per recruiters at Ramco Systems majority 67% of the elimination of candidates was done between 5% to 10% in the first round of selection conducted by Ramco systems, and 20% of them reviewed their elimination ranged between 10% to 15% and only 13% reviewed that elimination ranged between 0% to 5% for their clients.

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Table No-16 Table showing candidates who attended the final round of selection taken by the clients through the recruiters at Ramco systems

% of candidates attended
80 - 100% 60 - 80% 40 - 60% below 40% Total

Respondents
7 5 3 0 15

Percentage
47 33 20

100

Candidates attended final round of interview (%) 20 47 80 - 100% 60 - 80% 40 - 60% 33 below 40%

As per recruiters at Ramco systems 80%-100% of the candidates sent by them have attended the final round of selection by the clients and only few said that the candidates who attended the final round were around 40% to 55%. 52

Table No-17 Table showing candidates who were short listed by the clients through the recruiters at Ramco systems

Candidates short listed

80-100 60-80 40-60 below 40 Total

Respondents
6 2 3 4 15

Percentage
40 13 20 27 100

Candidates short listed by recruiters (%)

80-100% 40 60-80% 40-60% below 40% 13

27

20

As per recruiters at Ramco systems 40% of 80-100 candidates have been short listed by the clients and 27% of candidates short listed were below 40 and 20% of candidates short listed were between 40-60 candidates and only 13% of the candidates short listed were between 60 to 80. 53

Table No-18 Table showing candidates who are on the rolls of Ramco Systems.

On the rolls of Ramco

80-100% 60-80% 40-60% 20-40% Below 20% Total

Respondents
3 4 8 0 0 15

Percentage
20 26 54 0 0 100

Candidates on the rolls of Ramco (%)

0 20 80-100% 60-80% 54 26 40-60% 20-40% Below 20%

As per recruiters at Ramco systems majority of 54% recruiters have reported that among the candidates sent by them to the client for final interview the actual on-rolls of the company were around 40% to 60%. Only 26% reported that their candidates who are on-rolls were around 60% to 80%. And only 20% said the candidates sent by him were around 80% to 100%.

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FINDINGS

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FINDINGS
Data has been collected from a sample of 15 employees working in Ramco Systems Ltd. The questionnaire consisting of 19 questions was intended to know the process of recruitment and selection of temp workers. It was also meant to know the effective source of recruiting and pattern of selection and the yield ratio of recruitment for three telecom companies, which are DLF, Citibank and J P Morgan.

Analysis of data collected as above reveals that 40% of the employees working at Ramco is done by the MBAs who have specialized in Human Resource Management and the 34% of the recruiters were computer engineers who were involved in recruitment. And the remaining 26% had other qualifications. It was found that 40% of the employees had 3-5 years of experience with Ramco and 34% had 2-3 tears of experience and 20% of the employees had more than 5 years of experience with the company. Only 6% had 1 and less than 1 year of experience.

80% of the employees were having prior experience before joining Ramco Systems, and only 20% of the recruiters were fresher.

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It was found that each individual has worked for more than one client and majority of the recruiters worked for DLF, 6 members worked for Citibank and only 4 members worked for JP Morgan. It was found that majority 40% of the recruiters were working with these clients for more than 100 days and 34% of the recruiters were working for 40-60 days and only 26% of the recruiters for 60-80 days. It was found that out of the total respondents 34% of people has lined up the candidates for interviews between 90-120 candidates. 27% of the respondents have lined up 30-60 candidates. It was also found that 20% of the respondents have lined up candidates between 60 and 90. Only 13% respondents lined up 0-30 candidates and just 6% pf respondents lined up more than 120 candidates. It was found that Ramco recruits candidates 40% on yearly basis and 27% when vacancy arises. But 20% recruiters recruit candidates on half yearly basis and 13% on quarterly basis if they are in need of more staff.

It was found that all the respondents used more than one source to recruit the candidate for recruitment. Majority 34% of the respondents have used personal reference as a source of recruitment 20% and 26% online and existing database is used mostly used by the recruiters. And 14% of people had used Head
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hunting as a source of recruitment. 6% recruiters use other methods. It was found that the selection process was based on three rounds of interviews at Ramco Systems and the client took up one final round of interview. In Ramco Systems 34% of the recruiters have used Telephonic interview and 60% have used personal information round and only 6% have used other sources for selecting the right kind of people. It was found that 67% of the recruiters conduct more than 3 rounds of interview and 20% of the recruiters conduct 2-3 rounds and the remaining 13% members conduct only 1 or 2 rounds of interview to select candidates. All the recruiters of Ramco are satisfied with the No. of rounds conducted by the company to select their candidates. Out of this 66% of the members are highly satisfied with the rounds conducted and the remaining 34% are satisfied with the rounds conducted. All the recruiters are satisfied with the selection process followed in the company, out of them 80% are highly satisfied and remaining 20% are satisfied with the selection process.

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It was found that communication skills and qualification is the important criteria for evaluating the candidate as it was ranked on the first position and last being the language skills. A majority 53% of the members say activeness, time management, work involvement and bonding with other employees, all these factors are expected from a candidate and another 20% set of members say activeness and 7% say work involvement alone are very important from a candidate and another 7% people preferred bonding with other employees alone important. Whereas 13% preferred time management. As per the recruiters of Ramco systems majority 67% of the elimination of candidates was done between 5-10% in the first round of selection conducted and 20% of them reviewed their elimination ranged between 10-15% and only 13% reviewed that elimination ranged between 0-5% for their clients.

As per recruiters at Ramco systems 80%-100% of the candidates sent by them have attended the final round of selection by the clients and only few said that the candidates who attended the final round were around 40% to 55%.

As per the recruiters of Ramco systems 40% of 80-100 candidates have been short listed by the clients and 27% of the candidates

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short listed were below 40. 20% of the candidates short listed were between 40-60 and only 13% were between 60 to 80.

As per recruiters at Ramco Systems majority 67% of the elimination of candidates was done between 5% to 10% in the first round of selection conducted by Ramco systems, and 20% of them reviewed their elimination ranged between 10% to 15% and only 13% reviewed that elimination ranged between 0% to 5% for their clients.

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SUGGESTIONS
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SUGGESTIONS
Based on the findings of this study, the following suggestions and recommendations are made:

Proper data must be maintained by each recruiter about the candidates who are not short listed at any of the stage of recruitment, as this will increase the database, which could be referred to when ever future requirement occurs for the similar or different job profiles. Recruiters should call those candidates who could be seen as good fit between the job and their personality. This will lead to wastage of recruiters time, candidates time and also the clients precious time, which may yields to client dissatisfaction.

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Rather than going for telephonic interview, preliminary screening must be used so that it would give a clearer picture of what the candidate is looking out for and whether he/she is capable of doing the job or not. Before selecting the employee more emphasis must be laid on whether he/she is capable of doing that particular job or not and whether or not he/she fulfills the minimum criteria to do that job. While selecting the candidate the selection decision must be based on the candidates potential skills which could be further groomed by providing him by training rather than going by his qualification as this selection process is with reference to marketing job. Language skills are also the most important skill one has to possess in order to communicate so before selecting a candidate his language skills must also be tested. Manpower requirement for each department in the company is identified well in advance. The recruitment and selection procedure should not to lengthy and time consuming.

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CONCLUSI ON

CONCLUSION
This presents the summary of the study and survey done in relation to the Recruitment and Selection in RAMCO SYSTEMS. The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there. Most of the employees were satisfied but changes are required
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according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company. Selection process is good but it should also be modified according to the requirements and job profile so that main objective of selecting the candidate could be achieved.

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ANNEXURE

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QUESTIONNAIR E

Questionnaire for Recruiters of Ramco Systems QUESTIONAIRE NAME____________ DESIGNATION___________ AGE_________ DEPARTMENT__________ GENDER__________ (PLEASE ANSWER THE QUESTIONS SO THAT THOSE READING THE
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QUESTIONNAIRE WILL BE PROVIDED A CLEAR AND COMPLETE UNDERSTANDING OF SATISFACTION LEVEL IN ENPLOYEES)

1. What is your qualification? a) MBA-HR b) Engineering c) Others 2. Your working with Ramco since a)1 year b) 2-3 yrs c) 3-5 years d) More than 5 yrs 3. Do you have prior experience? a) Experienced b) Fresher 4. Who are your current clients for whom recruitment service is rendered? a) DLF b) Citibank c) J P Morgan 5. You are working with the current client from (days) a) 20-40 b) 40-60 c) 60-80 d) 80-100 e) 100 and above

6. Number of candidates you lined up in the month of February for your current client. a) 10-30 b) 30-60 c) 60-90 d) 90-120 e) 120 and above

7. When do you prefer to go for manpower planning? a) Yearly b) Quarterly c) Half-yearly d) When vacancy arises 8. What were the sources of recruiting the candidates for your current client a) Online sources d) Head hunting b) Existing database c) others c) Personal references

9. What was the method of selection adapted by you to recruit the people for your client 69

a) Telephonic round d) Group discussion

b) personal information round e) any other

c) aptitude test

10. How many rounds of interviews are conducted? a) 1 b) 2-3 c) More than 3 11. Are you satisfied with round of interviews conducted? a) Highly satisfied b) Satisfied c) Highly dissatisfied d) Dissatisfied 12. Are you satisfied with the present method being followed by the company regarding recruitment and selection? a) Highly satisfied b) Satisfied c) Highly dissatisfied d) Dissatisfied 13. What are the parameters for selecting a candidate according to your present client? (Rate from 1-5 and 1 being the highest). Parameters Communication skills Qualification Confidence Language skills Convincing skills 1 2 3 4 5

14. What do you expect from the candidates? a) Activeness b) Bonding with other employees c) Work involvement management. d) Time

15. How many candidates were eliminated in the first round of interview conducted by you? a) 0% - 5% b) 5% - 10% c) 10% - 15% d) 15% -20% e) 20% and above 16. How many candidates attended the final round of interview by your client a) 80% - 100% b) 70% - 80% c) 50% - 70% d) 40% - 50% e) below 40% 17. How many candidates were selected by your current client among the short listed candidates? a) 80% - 100% b) 70% - 80% c) 50% - 70% d) 40% - 50% e) below 40% 70

18. How many candidates are actually on the pay rolls of your company for your client? a) 80% - 100% b) 70% - 80% c) 50% - 70% d) 40% - 50% e) below 40% 19. Do you have any other comments?

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BIBLIOGRAPHY

BIBLOGRAPHY
1. Human Resource Management, (2005), Dr.P.C. Pardeshi 2. C.B Gupta (2005)
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1. www.wikipedia.com 2. www.citehr.com 3. www.ramco.co.in

4. www.google.com

5. www.hrmba.blogspot.com

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