A STUDY ON RECRUITMENT, SELECTION

AND INDUCTION PROCESSES IN ALCAT RBE

Co. WLL
- QATAR
(Course Code: MS - 100)

Project proposal submitted to

INDIRA GANDHI NATIONAL OPEN UNIVERSITY, DELHI
For the award of the degree of
MASTER OF BUSINESS ADMINISTRATION

By

Sibi Jacob
Enrolment No.: 069117350

Under the Supervision of

Dr. R.Vishnupriya Ph.D
Counsellor/Faculty Member
M.E.S Off-Campus Study Center
DOHA-QATAR

SCHOOL OF MANAGEMENT STUDIES

INDIRA GANDHI NATIONAL OPEN UNIVERSITY
MAIDAN GARHI, DELHI – 110 068

AUGUST - 2009
 PROJECT PROPOSAL

A STUDY ON RECRUITMENT, SELECTION AND INDUCTION

PROCESSES IN ALCAT RBE Co. WLL
- QATAR

Executive Summary

The project entitled, “a study on recruitment, selection and induction

processes in ALCAT RBE Co. WLL - QATAR”, presents the results of
an investigation on the importance of procurement functions of
Human Resources for the growth and development of the
organization. For this as a first step, the investigator tried to make a
review on Human Resource functions, namely recruitment, selection
and induction and tried to focus on their need, importance, process
and benefits. Second focus was on studying the different methods
and techniques of recruitment, selection and induction used by
“ALCAT RBE Co. W.L.L”, to procure and secure its employees. In
order to evaluate the effectiveness of these HR functions in, “ALCAT
RBE Co. W.L.L “in procuring its employees a questionnaire was
prepared and administered by the investigator to elicit responses
from 38 employees of ALCAT RBE Co. W.L.L . Based on the
responses received from the above, the investigator tried to
highlight some factors affecting the satisfaction of the employees
regarding recruitment, selection and induction functions of HR
followed by the management in the company. Through this study,
the investigator also tried to make an attempt to recommend an
action plan and give suggestions for overall development of the
organization as well as its employees.
The Project, “A STUDY ON RECRUITMENT, SELECTION AND
INDUCTION PROCESSES IN ALCAT RBE Co. WLL – QATAR” is
presented for clarity under the following sections:

1. INTRODUCTION

2. RATIONALE OF THE STUDY

3. OBJECTIVES OF THE STUDY

4. REASEARCH METHODOLOGY

For clear and apt presentation, various chapters as mentioned are briefly
discussed here under:

INTRODUCTION

1.1 . COMPANY PROFILE OF ALCAT RBE - QATAR

Back Ground:

Founded in 1956 as part of ALCAT Contracting Co. WLL and Registered

as independent company in Qatar in December 2005, ALCAT Rock
Blasting Engineering Co. WLL is a counted player in the Drilling, Blasting
& Earthworks Industry in Qatar. ALCAT RBE is recognized as a world-
class drilling & rock blasting company founded with an operating
philosophy of providing quality, reliability and personalized attention to the
needs of its customers and is well known for its timeliness in completing
the projects undertaken. ALCAT RBE's services includes Drilling and
Blasting by controlled, semi controlled and uncontrolled methods,
Crushing by hydraulic mobile crushers, Excavation & Haul Away, supply of
Armour Rock (Gabbros) of all sizes as per project specification etc. All of
these services are provided by a highly qualified, skilled, dedicated and
professional work force that is in the industry for more than 30 years
nationally & internationally.
Business Concept:

ALCAT RBE provides drilling and blasting services for private sectors,
contractors and government agencies. Equipped with more than 15
hydraulic drill rigs, mobile crushers and more than 250 employees
managed by professional, experienced administrative personnel & blasting
engineers can tackle any job on time and in safe way. ALCAT RBE works
closely with clients to ensure the safe and timely completion of the
projects in which we participate. Since each project is unique, company's
highly-trained and licensed personnel carefully design and consider the
safety procedures, equipment, technology and numerous other details that
are required for the successful completion of the project well in advance
and protect the interest of the client, co-companies, general public and
adjacent properties. We undertook and successfully completed projects by
Very Close Proximity Control Method Up to 10 meters from structures and
monitors and evaluates vibration with the use of Seismograph.

Service Offerings:
The purpose of screening is to remove from the recruitment
process, at an early stage, those applicants who are visibly
unqualified for the job. Effective screening can save a great deal of
time and money. Care must be exercised, however, to assure that
potentially good employees are not rejected without justification.

1. Drilling & Blasting For:

Quarry
Road Cut Bench Leveling control and uncontrolled Method
Foundation Manholes Pits
Trenches Sewer Water Oil Gas Pipelines
Tunnels any diameters
Vertical Shafts up to 36 meters in depth
Underwater leveling, Outfall & Intake Pipelines
2. Crushing
3. Excavation and Hauling Away.
4. Supply of Armour Rock (Gabbro) of all sizes as per project
specification.

We take pride in our services and we look forward to serve our clients
professionally at all times.

ALCAT RBE
Management
1.2. RECRUITMENT – IT’S PROCESS AND METHODS

Recruitment Process

Recruitment refers to the process of identifying and attracting

job seekers so as to build a pool of qualified job applicants.
There are six steps in recruitment process:

1. Identify vacancy
The first step is to decide what types of persons are to be
invited and what their character should be and the information
about the nature of these jobs, the numbers and types of
applicants to be contacted.

2. Prepare job description and man specification

Job specifications are based on job description which is
dependent upon the nature and requirement of a job. It’s
natural to have different job specification for different jobs.

3. Advertising the vacancy

The third step is searching for the proper applicant by
advertising the vacancy in Medias like; News papers, radio,
television etc…

4. Sources of Manpower Recruitment

There are two categories of sources of manpower supply:
1). Internal Recruitment Sources
2). External Recruitment Sources

SOURCES OF MANPOWER RECRUITMENT

INTERNAL SOURCES EXTERNAL

SOURCES
1) Promotion 1) Campus recruitment
2) Transfers 2) Press advertisement
3) Internal notification 3) Management consultancy service
(Advertisement) & private employment exchanges
4) Retirement 4) Deputation of personnel or transfer
from one enterprise to
another
5) Recall 5) Management training schemes
6) Former employees 6) Walk-ins, write-ins, talk-ins
7) Miscellaneous external sources

5. Screening and Short Listing

Screening in recruitment has a very important role. The selection process
will begin only after the applications have been scrutinized and short-
listed. The purpose of screening is to remove from the recruitment
process, at an early stage, those applicants who are visibly unqualified for
the job. Effective screening can save a great deal of time and money.
Care must be exercised, however, to assure that potentially good
employees are not rejected without justification.

6. Arrange Interviews
Needed arrangements should be made such as: an interview
board headed by a coordinator should be selected.

Recruitment Methods

There are three types of recruitment methods: Direct

methods, Indirect Methods and Third Party Methods
1. Direct method
It is normally done by sending the recruiters to educational
and professional institutions, employee contacts with public,
manned exhibits and waiting lists.

2. Indirect Methods
It is through advertising in the news papers, on the radio, in
trade and professional journals, technical journals and
brochures.

3. Third Party Methods

Various agencies are used for recruitment under this method:
# Private employment agencies
 # State or public employment agencies
# Executive search agencies
# Indoctrination seminar for college professors
# Friends and relatives of the present employees
# Trade unions
# Professional societies
# Temporary help agencies
# Casual labour source
# Deputation

1.3. SELECTION – IT’S TESTS AND PROCESS

Selection is defined as the process of differentiating between

applicants in order to identify (and hire) those with a greater
likelihood of success in a job. Selection is basically picking an
applicant from (a pool of applicants) who has the appropriate qualification
and competency to do the job.

Selection tests

A test is a sample of an aspect of an individual’s behavior,

performance or attitude. Generally; tests are used to
determine the applicant’s ability, aptitude and personality.
There are four types of tests: Achievement or Intelligence
Tests, Aptitude or potential Ability Tests, Personality Tests
and Interest Tests

Types of Tests

1. Achievement or Intelligence Tests

These are also called ‘Proficiency tests’. These measures the
skills or knowledge which is required as a result of training
programme and on the job experience. These are of two types:
1). Test for Measuring Job Knowledge / Trade Tests
2). Work Sample Tests

2. Aptitude or potential Ability Tests

Aptitude tests measure whether an individual has the capacity
or latent ability to learn a given job if given adequate training.
These are of three types: 1). Mental or intelligence tests 2).
Mechanical aptitude tests 3). Psychomotor or skills tests.
3. Personality Tests
It is conducted to judge maturity, social or interpersonal skills,
behavior under stress and strain, etc. These are of three
types: 1).Objective tests 2).Projective tests 3). Situation tests.

4. Interest Tests
This is conducted to find out likes and dislikes of candidates
towards occupations, hobbies, etc. such tests indicate which
occupations are more in line with a person’s interest.

Selection process
Selection is along process, commencing from the preliminary interview of the
applicants and ending with the contract of employment.
There are eleven steps in the selection process: The following chart gives
an idea about selection process: -
Rejected Application

External Environment

Internal Environment

Preliminary Interview
Re co mme nd at io n an d Fin a l
Physical
Application
Examination
Form
De cision Second Interview
Reference
Selection
Work History
Checks
Tests
Environment factor affecting selection : -
Selection is influenced by several factors. More prominent among them are
supply and demand of specific skills in the labour market, unemployment rate,
labour- market conditions, legal and political considerations, company’s image,
company’s policy, human resources planning and cost of hiring. The last three
constitute the internal environment and the remaining form the external
environment of selection process.

1. Initial Screening or Preliminary Interview

2. Application Form
3. Selection Tests
4. Second Interview
5. Work History
6. Reference Checks
7. Physical Examination
8. Recommendation and Final Decision
9. Final Interview with the Supervisor
10. Job Offer
11. Contract of Employment

1.4. IN
DUCTION – IT’S PURPOSE AND NEED

This is the last activity in relation to a newly employed person before he

is trained for his job. The primary purpose is to ‘sell’ the company to the new
employee so that he may feel proud of his association with the company. Orientation is
the process of acquainting new employees with the organization.

Purposes of Induction

An employee has to work with fellow employees and his supervisors. For
this he must know them, the way they work and also the policies and
practices of the organization, so that he may integrate himself with the
enterprise. Any neglect in the area of induction and orientation may lead
to high labour turnover, confusion, wasted time and expenditure.

Needs of Induction

1. To Develop Confidence: When a new employee joins an organization, he may feel

insecure, shy and nervous in the strange situation. Frustration is likely to develop
 because of ambiguity; in such a case, induction will help to develop confidence in the
candidate and he may: start developing positive thinking about the organization.

2. To Minimize the Impact of Reality Shock: Often, freshers join, the organization with
very high expectations, which may be far beyond the reality. When they come across
with reality, they often feel shocked. By proper induction, the newcomers can be made
to 'understand the reality' of the situation.

Induction program

A good induction program should cover the following:

1) Welcome to the organization
2) Explain about the company, its history and products, process of production and
major operation involved in his job.
3) Show the location, department where the new recruit will work.
4) Give the company's manual to the new recruit.
5) Provide details about various work groups and the extent of unionism within the
company.
6) Give details about pay, benefits, holidays, leave, etc. Emphasize the importance
of attendance or punctuality.
7) Explain about future training opportunities and career prospects.
8) Clarify doubts, by encouraging the employee to come out with questions.
9) Take the employee on a guided tour of buildings, facilities, etc. Hand him over to
his supervisor.
10) Grievances procedure and discipline handling.
11) Social benefits and recreation services.

An Induction Program consists primarily of three steps:

1. General orientation by the staff,

2. Specific orientation by the job supervisor and
3. Follow–up orientation by either the HR department or the supervisor.

1.5. IMPORTANCE OF RECRUITMENT, SELECTION AND INDUCTION

FUNCTIONS OF HR FOR AN ORGANIZATION
HRM may be defined as the art of procuring, developing and maintaining
competent workforce to achieve the goal of an organization in an
effective and efficient manner. It is an accepted fact that staffing
(recruitment and selection) and orientation (induction) are the most
important functions of HRM in any organization.

Staffing: (Recruitment & Selection)

It emphasizes the recruitment and selection of the human resources for an
organization. Human resource planning and recruiting precede the actual
selection of people for positions in an organization. Recruiting is the
personal function that attracts qualified applicants to fill job vacancies. In
the selection function, the most qualified applicants are selected for hiring
from among those attracted to the organization by the recruiting function.

Orientation: (Induction)

Induction is the first step towards helping a new employee adjusts himself
to the new job and the employer. It is a method to acquaint new
employees with particular aspects of their new job, including pay and
benefit programs, working hours, and company rules and expectations.

2. RATIONALE OF THE STUDY

The purpose of this study is to investigate the manner in which the

recruitment, selection and induction programs are carried out and how
effectively and efficiently they are conducted in ALCAT RBE Co. WLL and
the different ways in which the HR Department of the company is
benefited.

It was the aim of the investigator to get the opinion and the satisfaction
range of the employees regarding the recruitment, selection and induction
procedures of the company, with the help of a simple random sampling
survey to be conducted among 38 employees by using an employee
questionnaire. The basis for the study is only an observation that the
majority of the employees are satisfied with the recruitment, selection
and induction procedures of the company and it may be the reasons for
the very low labor turn over too.

Another observation is that management takes keen interest in the job

satisfaction, training and expertness of the employees, as most of the
employees are the first employees of the company. Within the short span
of five years it has established itself as trend setters in the field and
thereby increased the productivity and assets of the organization.

The study recommends strategies of how management can create a

better work environment by incorporating various factors that contribute
to employee satisfaction and in turn the productivity and sustainability of
the company. It also recommends ways by which the management can
eliminate low performance and low satisfaction among the employees by
implementing scientific and well planned recruitment and selection
 procedures and proper induction to help to bring in apt personnel and
help them to cope with the new environment.

Design of ALCAT RBE Co. W.L.L procurement procedures of

recruitment, selection and induction

Basically assuming that procurement procedures used by the company in

hiring the talented employees’ results in a drastic development of the
organization and that there is surety for the organization to grow and
meet its goals, focus on the design of the company’s procurement
procedures are made. In order to make proper recommendations, the
design of the recruitment, selection and induction process in ALCAT RBE
is depicted in the Process Flow Chart as shown:

3. OBJECTIVES OF THE STUDY

In order to study the recruitment, selection and induction processes in

ALCAT RBE, following objectives and hypotheses were framed. The
objectives of the Project are:

1. To determine the recruitment methods applied in ALCAT RBE Co.

WLL through its employees.

2. To study the types of selection procedures adopted by AL CAT RBE

Co. WLL.

3. To identify the procedures of induction and training programmes in

ALCAT RBE Co. WLL.

4. To elicit the opinions and satisfaction of employees in recruitment

and selection process of ALCAT RBE Co. WLL.

5. To evaluate and suggest any recommendation plans necessary for

improving the effectiveness of recruitment and selection process in
the company and analyze the benefits and limitations of the process
of recruitment, selection and induction procedures in the HRM of
the company - ALCAT RBE Co. WLL

Basically assuming that there would be an effect of independent factors

on the dependent factor chosen for the study, the hypotheses of the
Project are:

Hypothesis 1: There is significant effect of ‘age’ as a socio

 demographic factor on the satisfactions of the
employees regarding the recruitment, selection and
induction process of ALCAT RBE Co. WLL.
Hypothesis 2: There is significant association between the
satisfaction of male employees and female
employees regarding the recruitment, selection and
induction process of ALCAT RBE Co.WLL.
Hypothesis 3: There is significant effect of ‘education’ as a socio
demographic factor on the satisfactions of the
employees regarding the recruitment, selection and
induction process of ALCAT RBE Co.WLL.
Hypothesis 4: There is significant association between the
satisfaction of ‘experienced employees’ and
‘inexperienced employees’ regarding the recruitment,
selection and induction process of ALCAT RBE
Co.WLL.
Hypothesis 5: There is significant effect of ‘country of origin’ as a
socio demographic factor on the satisfactions of the
employees regarding the recruitment, selection and
induction process of ALCAT RBE Co.WLL.

4. REASEARCH METHODOLOGY

Sampling and data – its nature, sources and collection methods:

Since Qatar is a small country, the number of people working especially

in companies is relatively less in number. But still effort would be made
to collect the information from 38 employees of different units. So the
sample would consist of 38 employees of the four different departments
namely; Finance & Accounts, Admin & HR, Engineering & Technical, and
Transport & Maintenance of ALCAT RBE Co. WLL– Qatar, for the project
study undertaken. The same sample would be given questionnaire to
respond for satisfaction too. So the sample size for the study would be
38, all of them chosen at random.

The primary data would be collected from the selected group of

employees (primary source) through two popular methods of data
collection, questionnaires and interviews (methods). The primary data
collected by the investigator would be unique to this research study. The
secondary source for reference work would be collected from various
sources like books, journals, articles, company brochure and website.

All the employees constituting the sample would be requested by the

investigator to cooperate and assured that the information would be kept
confidential to be used in research. The time taken to fill up the
questionnaire is around 10-15 minutes and easy to respond too.

Tools and techniques of analysis:

The tool used for the present study was developed by the
researcher/investigator. It is a questionnaire with three parts in it. The
first part elicits the general bio data factors (age, gender, education,
experience, income, country of origin etc) of the respondents. The second
part consists of 16 questions regarding the procedures of the company in
procuring its employees. It is a structured questionnaire prepared by the
investigator to elicit information regarding recruitment, selection and
induction process in the company. The third set of questions is in the
form of a Likert scale (a five point rating scale) and the questions elicit
information regarding the satisfaction of the employees (respondents)
and their suggestions on the recruitment, selection and induction
processes of the company ALCAT RBE Co, WLL.

(Questionnaire is enclosed for reference).

Questions based on the details of procuring an employee are mostly

focused on eliciting responses of the procedures they have undergone to
get employed into ALCAT RBE Co. WLL. Questions regarding the
satisfaction of the company’s procedures are rated as Highly satisfied,
Satisfied, Neither satisfied nor dissatisfied, Dissatisfied and Highly
dissatisfied to elicit more detailed information about their satisfaction
levels. Basic information regarding the general bio-data factors are also
elicited by the investigator for coding to be done accordingly later on, so
that a statistical computation could be made to follow a scientific and
systematic research.

The expected contribution from the study:

Since the first set of questions are combinations of closed and open
ended type of questions. Data would be first coded for all closed type
questions. The percentage distribution of the respondents for each factor
would be computed and a pie chart would be plotted to get the overall
view of the sample.

Since the second set of questions is given in a structured format and

these responses would be analyzed according to each function. All
questions would be analyzed in accordance with bio data factors
(percentage distribution)

These would decide on the factors responsible for the satisfactions of the
employees regarding the recruitment, selection and induction process of
ALCAT RBE Co.WLL.

The last key question gives the exact percentage of satisfaction of the
employees regarding the procuring functions of the company. Hence that
data would be used for determining the effect of socio demographic
variables on their satisfactions or the significant associations on their
satisfactions (f-test or χ2 –test). All the five hypotheses would be tested.

Analysis for the third section of the questionnaire based on the degree of
satisfaction of the employees would be analyzed for each function; key
areas of improvement required would be identified.

Based on the suggestions and recommendations of the employees, the

data collected for the study and the working design of the company,
intensive analysis would be made to suggest and recommend an action
plan for the company to develop its procuring sector.

Thus from the results obtained and with the suggestions of the
employees, the investigator through this project would try to recommend
an action plan to be implemented to simultaneously improve the
satisfaction of the employees as well as to develop the organization’s HR
sector.

Limitations and directions for future research:

Basically the above Research is based on a practical situation existing

and a live Research study is being evolved and conducted to arrive at a
workable solution. There is a possibility that there may be limitations of
the study. The investigator assumes that the major limitation of the study
might be that there might be lack of extensive statistical analysis for
various other hypothetical testing. A comparative study might have
yielded better results. Data could not be collected from all the employees
for better results and for larger sample size (since most of the employees
were reluctant to respond to the sampling questionnaire distributed for
collecting information. Some of them started responding only on getting
the assurance that the identity of the person giving information will not be
disclosed to anybody in the company and the information provided will
only be used for the betterment of the employment procedures in the
company. Even after the assurance, the employee co-operation was not
up to the level that was expected. In further research too various
impediments could be faced during the study, corrections, shortfalls,
scope for further research etc, all of which would be detailed in the main
report.

But such researches could become the innovative method of solving

problems through research in the company and further initiate research
methods in future. With respect to the above the investigator opines to
make a comparative study between the departments within an
organization and/or between the organizations. The study could also be
done with bigger sample size. Analysis could be more elaborative and
hence all these are suggested for further research.

Thus, basically assuming that bringing in talented and resource persons

into the company would be a great asset to the organization; it could
influence the overall functioning and the performance of the organization
a lot. This is possible only if the organization will have a well planned,
systematic and scientific recruitment, selection and induction processes
and programmes. So, the investigator makes an attempt accordingly to
think from the workers point of view as well as the organization’s point of
view. This attempt is focused to identify the key factors through the
satisfaction of the employees and their suggestions and thereby to
improve the performance of the employees and thus improve the HR
sector in the company professionally resulting in the increase of the
productivity in the company

Annexure:

A copy of the questionnaire