Table of contents

Chapter 1
Company profile

INTRODUCTION

BACKGROUND OF THE COMPANY

Chapter 2
Literature Review

CONCEPT RECRUITMENT

RECRUITMENT NEEDS

SIGNIFICANCE OF RECRUITMENT

RECRUITMENT PROCESS

RECRUITMENT SOURCES

A.

INTERNAL

B.

EXTERNAL

ADVANTAGES AND DISADVANTAGES OF RECRUITMENT SOURCES

RECRUITMENT SOURCES

FACTORS AFFECTING RECRUITMENT

RECENT TRENDS IN RECRUITMENT

CONCEPT SELECTION

OUTCOMES OF SELECTION DECISIONS

SELECTION PROCESS

DIFFERENCE BETWEEN RECRUITMENT AND SELECTIO

RECRUITMENT POLICY

RECRUITMENT STRATEGY

SKILLS SET RECRUITMENT

RECRUITMENT FOR SENIOR AND JUNIOR LEVEL POSITION

RECRUITMENT CYCLE TIME

SELECTION PROCESS IN SAIL

PURPOSE OF RESEARCH STUDY

ANALYSIS AND INTERPRETATION OF DATA

FINDINGS

LIMITATIONS

RECOMMENDATIONS

CONCLUSION

BIBLIOGRAPHY

INTRODUCTION
ABOUT THE COMPANY
TJS SOLUTIONS PVT LTD
INTRODUCTION
TJS Solutions Private Limited is a common place for everyone to get solution for each and every problem of your business. We
provide solution within time and budget constraint after thorough understanding of your requirements and needs. TJS is the only
place which provide e-solutions to all Students, Employees, Employers, Startups and different Business practices.Our five solution
umbrellas Global IT Solution (GIS), Global Marketing Solution(GMS), Global Retail Solutions(GRS), Global Business Solutions
(GBS) and Global IT Outsourcing Solutions (GIOS) build a solid bridge to achieve individual or organizational goals. TJS strongly
believe satisfied employee can provide best solution for client satisfaction.
TJS strongly believe on delivering high-quality services through world class practices from a talented work force. We believe in true
partnership to provide our clients long term solutions through a thorough understanding of their business goals, expectations and
requirements, allowing our clients to focus on growing their business and people development. TJS believe in creating opportunities

and value for our clients, candidates, people and all stakeholders through sustainable, profitable growth in business, revenue,
earnings and cash flow in a best class organization based on mutual respect, trust and integrity.
POWER OF ONE
TJS is all about team, and we recognize and calibrate the power of each individual that make up the TJS a Joint Family. We value
our CLIENTS, JOB SEEKERS and EMPLOYEES. We promote an open, performance based, professional culture, providing the
exposure and opportunity for each individual to excel and grow to their potential. We believe in team building and we are
performance oriented. We celebrate achievements as a team. At TJS, we are committed, focused and qualified to provide our clients
the best service.

Global IT OUTSOURCING SOLUTION (GO CARRER.NET) is the derivative of TJS SOLUTION PVT LTD
Gocareer is the Indias Largest Career network for Students, Colleges and Companies to connect, share knowledge and create more
employment.
Gocareer provides an opportunity for the students, the colleges and the employers to connect and share information.
Gocareer is an interface between the three with a vision to create a place that would be entrusted to provide a sustainable change in
the entire process linking education and employment for individuals

Company Vision
Gocareers vision is to become Worlds largest career network.
Company Mission
Gocareer's mission is to give a common platform for students, colleges and companies to connect, share knowledge and help in
growth of Indian education system. Gocareer directly helping companies recruitment process to get right candidate for the right job in
the right time.
Gocareer is the only platform which help company to get free access to all quality student information details through Colleges.

Gocareer is the only platform for Company who can get unlimited Job seekers information details.
Gocareer provide a platform for Institutes to connect with MBA Aspirant and companies.
Gocareer provide latest technology to reduce students interview and admission process.
Gocareer helps the colleges to select performance students amongst those who are interested, scheduling interview sessions with
them and to create brand value of the colleges and build good reputation in the field of education.
Gocareer helps Student/Job seekers to get their dream Job within Short interval of Time with our latest resume website technology
and Free Interview scheduling to many companies by providing free access to company.
Gocareer provides a platform for student to do internship to reputed companies to proof themselves during short interval of time.
Gocareer helps students to build up their right skills set during short interview of time to crack Job Interviews.
Gocareer helps them to prepare to attend interviews at various prestigious colleges to present themselves and their personal abilities
to them.
Gocareer provides free student counselling sessions to help them to choose their right career path.
Gocareer helps the individuals to attain employment in their chosen area of expertise in the future and also provides an enriching
transition to the respective jobs by providing internship opportunities to students

Products:
1.TJS BILL SOFT
2.TJS REST SOFT
3. TJS BAR SOFT
4. TJS HRMS
5. TJS CRMS
6. TJS RMS
7. TJS ONLINE CHAT APPLICATION

8. GOCAREER.NET
9.ONLINE FOOD DELIVERY APP
10.TJS BULK EMAILING SOFTWARE
11. TJS SCHOOL MANAGEMENT SOFTWARE
12. TJS SHOOL MANAGEMENT SOFTWARE
13. TJS FLEET MANAGEMENT SOFTWARE
SERVICES:
1.Business Model Generation
2,Web Design
3.Software Development
4.EOS+POS+Billing
5.Business Analysis
6.Market Research
7.SEO
8. Bulk Email Sending
9.Business Development
10.Mobile App Development
11.Digital Marketing

12.IT Outsourcing
13.Graphic Design

LITERATURE REVIEW
RECRUITMENTPlacing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME.
Recruitment

is

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 applications from which new employees are
Recruitment is an important part of an organizations human resource planning and
their competitive strength. HRP helps determine the number and type of people an
organization needs. Job Analysis and Job Design specify the tasks and duties of jobs

and the qualifications expected from prospective jobholders.

HR Planning is the process (including forecasting,
andbe
controlling)
byas
which
a firmof
ensures
that
Jobdeveloping
analysis may
understood
a process
studying
an

Job description is a simple, concisely written statement

explaining the contents and essential needs of a job and a summary of the duties
to be performed. It gives a precise picture of features of each job in terms of
task contents and occupational requirements.
Job Description:

Job Specification:

Job specification is a statement of the minimum acceptable

human qualities necessary to perform a job satisfactorily. It translate the job

description into terms of the human qualifications which are required for a
successful performance of a job.

FEATURES
Recruitment is a process or a series of activities rather than a single act or
event.

 Recruitment is a linking activity as it brings together those with jobs

(Recruiter) and those seeking jobs (prospective employees).
Recruitment is a positive function as it seeks to develop a pool of eligible
persons from which most suitable ones can be selected.
Recruitment is an important function as it makes it possible to acquire the
number and type of persons necessary for continued function of the
organization.
Recruitment is a pervasive function.
Recruitment is a two way process-recruiter chooses whom to recruit,
prospective employee chooses where to apply
Recruitment is a complex job as many factors affect it, e.g. image of the
organization, nature of jobs offered, organizational policies etc.

RECRUITMENT NEEDS ARE OF THREE TYPES

Planned:
i.e. the needs arising from changes in organization and retirement policy.

 Anticipated:
Anticipated needs are those movements in personnel, which an organization can
predict by studying trends in internal and external environment.
Unexpected:
Resignation, deaths, accidents, illness give rise to unexpected needs.
PURPOSE AND IMPORTANCE OF RECRUITMENT

Attract and encourage more and more candidates to apply in the organization.
Create a talent pool of candidates to enable the selection of best candidates for the
organization.
Determine present and future requirements of the organization in conjunction with
its personnel planning and job analysis activities.
Recruitment is the process which links the employers with the employees.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants.
Help reduce the probability that job applicants once recruited and selected will
leave the organization only after a short period of time.

 Meet the organizations legal and social obligations regarding the composition of its
workforce.
Begin identifying and preparing potential job applicants who will be appropriate
candidates.
Increase organization and individual effectiveness of various recruiting techniques
and sources for all types of job applicants.
RECRUITMENT PROCESS
Recruitment process involves a systematic procedure from sourcing the candidates to
Personnel
Job
Employee
arranging Analysis
and conducting
the interviews
Planning
Requisition

and requires
many resources and time.
To Selection

A general recruitment process is as follows:

1) Identify vacancy
2) Prepare job description and person specification

Job
Recruitment Planning
Searching Activation Applicant
3) Advertising
vacancy
Vacancies
Selling
Pool
- Numbers the
- Types
- Message
4) Managing the response
- Media

Screening

Potential
Hires

5) Short-listing
6) Arrange interviews
7) Conducting interview and decision making
Strategy Development
- Where
Applicant
- How
Population
- When

Evaluation
And Control

Recruitment Process
FACTORS AFFECTING RECRUITMENT
Recruitment is naturally subject to influence of several factors. These include external
as well internal forces.

Internal Factors
Recruitment Policy
HRP
Size of the firm
Cost
Growth and Expansion

External Factors
RECRUITMENT

Supply and demand

Unemployment rate
Labor market
Political- Social
Image

SOURCES OF RECRUITMENT
Every organization has the option of choosing the candidates for its recruitment
processes from TWO kinds of sources: internal and external sources.
The sources within the organization itself to fill a position are known as the
INTERNAL SOURCES of recruitment.
Recruitment candidates from all the other sources are known as the EXTERNAL
SOURCES of recruitment.
SOURCES OF RECRUITMENT

Internal Sources

External Sources

Transfers
Press Advertisement
Promotions
Educational Institutes
Upgrading
Placement Agencies / Outsourcing
Demotion
Employment Exchanges
Retired Employees
Labor Contractors
Retrenched Employees
Unsolicited applications
Dependents and relatives of deceased employees
Employee Referrals
Recruitment at factory gate

Advantages

Disadvantages

INTERNAL RECRUITMENT
1
It is less costly.
.

It perpetuates the old concept

of doing things.

2 Candidates are already

It abets raiding.
. oriented towards organization.
Organizations have better
3
knowledge about the internal
.
candidates.

Candidates current work may

be affected.

4 Enhancement of employee
. morale and motivation.

Politics play greater role.

5 Good performance is
. rewarded.

Morale problem for those not

promoted.

EXTERNAL RECRUITMENT
Benefits of new skills, new
1
talents and new experiences
.
to organizations.

Better morale and motivation

associated with internal
recruiting is denied to the
organization.

2 Compliance with reservation

. policy becomes easy.

It is costly.

Scope for resentment,

3
jealousies and heartburn are
.
avoided.

Chances of creeping in false

positive and false negative
errors.

4 It could help in injection of

. fresh blood.

Adjustment of new employees

to the organizational culture
takes longer time.

RECENT

TRENDS

RECRUITMENT

IN

The following trends are being seen in recruitment:

Outsourcing
In India, the HR processes are being outsourced from more than a decade now. A
company may draw required personnel from outsourcing firms. The outsourcing
firms help the organization by the initial screening of the candidates according to
the needs of the organization and creating a suitable pool of talent for the final
selection by the organization. Outsourcing firms develop their human resource
pool by employing people for them and make available personnel to various
companies as per their needs. In turn, the outsourcing firms or the intermediaries
charge the organizations for their services.
Poaching / Raiding
Buying talent (rather than developing it) is the latest mantra being followed by the
organizations today. Poaching means employing a competent and experienced person
already working with another reputed company in the same or different industry; the
organization might be a competitor in the industry.
E-Recruitment
Many big organizations use Internet as a source of recruitment. E- recruitment is the
use of technology to assist the recruitment process. They advertise job vacancies

through worldwide web. The job seekers send their applications or curriculum vitae i.e.
CV through e mail using the Internet.
CONCEPT - SELECTION
It is the process of differentiating between applicants in order
to identify and hire those with a greater likelihood of success
in a job.
Once the recruiting effort has developed a pool of candidates, the next step in the
HRM process is to determine who is best qualified for the job. This step is called the
selection process. The enterprise decides whether to make a job offer and how
attractive the offer should be. The job candidate decides whether the enterprise and
the job offer fit his or her needs and personal goals. The process also seeks to predict
which applicants will be successful if hired. Success, in this case, means performing
well on the criteria the enterprise uses to evaluate employees.
OUTCOMES OF THE SELECTION DECISION

Correct Selection Decisions are those where the candidate was predicted to be successful in advance and prove to be
successful on the job. At times the applicant is predicted to be unsuccessful and, as expected, performs unsatisfactorily

after getting selected. While in the first case, the worker is successfully accepted; in the later the worker is successfully
rejected.

Errors arise when we reject a candidate who would have performed successfully on the
job. This is termed as reject error. In certain situations a worker is accepted ultimately
and performs unsatisfactorily. This is called accept error.
SELECTION PROCESS
Selection is a long process, commencing from the preliminary interview of the

Selection Decision

cce Su

Performan Job

applicants and ending with the contract of employment.

Accept

Reject

Correct Decision

Reject Error

Difference between Recruitment and Selection

S.No
.

Recruitment

Selection

Recruitment is the process of

Selection involves the series

searching the candidates for

of steps by which the

employment and stimulating

candidates are screened for

them to apply for jobs in the

choosing the most suitable

organization.

persons for vacant posts.

The basic purpose of

recruitments is to create a

talent pool of candidates to

The basic purpose of selection

enable the selection of best

process is to choose the right

candidates for the

candidate to fill the various

organization, by attracting

positions in the organization.

more and more employees to

apply in the organization.

Recruitment is a positive

Selection is a negative

process i.e. encouraging

process as it involves

more and more employees to

rejection of the unsuitable

apply.

candidates.

Recruitment is concerned
4

with tapping the sources of

human resources.

There is no contract of
5

recruitment established in

Selection is concerned with

selecting the most suitable
candidate through various
interviews and tests.
Selection results in a contract
of service between the

RECRUITMENT POLICY
Recruitment policy of SAIL consists of
Objectives
Scope
Sources of recruitment
Recruitment plan
Job specifications
Requisitions
Mode of selection
Selection committee
Final selection

RECRUITMENT STRATEGY
Recruitment strategies of the companies are:
At least 50% of the vacancies occurring during a year at induction level/grades are
filled up through direct recruitment from external sources.

 Recruitment of executives from external sources will be made through open

advertisement in the press.

RECRUITMENT SOURCES OF TJS:

INTERNAL SOURCES:1.

PROMOTIONS:-TJS promotes the employees from one department to another with

more benefits and greater responsibility based on efficiency and experience.

2.

EMPLOYEE REFERRALS:- TJS has structured system where the current employees of

the organization refer their friends and relatives for some position in the organization.

3.GOCAREER.NET WEBSITE- TJS have its own recruitment portal for job posting
the openings and mainataining the data of various candidates.
SKILL SETS REQUIREMENT
As the organization grows the need for professionalism in the organization increases
and so does the pay package.
The requirements have changed in terms of:
Role

HR
Head
Managerial Positions

Profile
HR and Admin
Manager

Traits

Even the HR department focus on two areas:

1. Strategic policies planning and implementation
HR
Executive
2. Activities to make Sr.
the
work
of the people in the organization interesting.
HR AND ADMIN
Sr. Level Positions

There is a personalized position created for each and every individual from the top to
Sr. Purchase Executive

the lowest level in the organization.

In TJS HR Department can be categorized according to the personalized positions :HR

Executive

Admin
Executive
Jr. Level Positions
Store
Executive

Job openings in TJS:

Front Desk
Executive

Job Location
Bangalore

Job Description
Walk-in ## Gocareer.net ## Huge Recruitment ## Immediate joining
We are hiring for our client
Company : Technocure It Solutons

Position : Technical Support Engineer

Eligibility : Experienced (15 yr)
Job Type : Full Time
We are looking for a bright Technical Support Engineer to provide enterprise level technical support to our customers via phone, web,
email, chat and other support channels as required.
Roles and Responsibility:
Take ownership of customer issues reported and see problems through to resolution.
Research, diagnose, troubleshoot and identify solutions to resolve customer issues.
Follow standard procedures for proper escalation of unresolved issues to the appropriate internal teams.
Provide prompt and accurate feedback to customers.
Ensure proper recording and closure of all issues.
Prepare accurate and timely reports.
Document knowledge in the form of knowledge base tech notes and articles.
Required Skills
BS degree in Information Technology, Computer Science or equivalent
Proven working experience in enterprise technical support
Basic knowledge of Unix/Linux systems, utilities and scripting
Strong problem-solving skills
Excellent client-facing skills
Excellent written and verbal communication skills

Job Location : Bangalore

Salary : 20% hike from basic

*Immediate joining

SELECTION PROCESS IN TJS:-

 Initially HR specialists conduct the PRELIMINARY INTERVIEW to eliminate unqualified

job seekers based on the information supplied in their application forms.

Then HR specialist conducts different types of SELECTION TESTS, depending on the

job to determine the applicants ability, aptitude and personality.

SELECTION TESTS

AbilityThis
Testassist in determining how well an individual can perform tasks related of the job.

Aptitude TestThis assist in determining a persons potential to learn in a given area.

Personality Test
This test is given to measure a prospective employees motivation to function in a particular working envir
Interest Test

This test is used to measure an individuals activity preferences.

Medical Test
This test reveals physical fitness of a candidate.

 Then HR specialists conduct the EMPLOYMENT INTERVIEW.

TYPES OF EMPLOYMENT INTERVIEW

1.

One-to-one
Interview

Candidate

Interviewer

2.

Sequential
Interview

1
Candidate

Interviewers

3.

Panel Interview

2
Candidate

Interviewers

Candidate

SELECTION PROCESS:

Interviewers

ANALYSIS AND INTERPRETATION OF DATA

1)

Is there a well defined Recruitment Policy in your organization?

S.No.
1
2
3
4

CONCLUSION

Options
Strongly
Agree
Moderately
Agree
Disagree
Can't Say

No.
10
9
1
0

An organization must have a well-defined recruitment policy corresponding to the

company and vacancy requirements. Existing employees can give a fair feedback on
the suitability of the policy. 50% employees feel that the organizations recruitment
policy is stronge & well defined. And 45% employee feel that the organization
recruitment policy is moderately agree . Majority of employees feels that policy is well
defined which is a great morale victory on the part of management.
Q2) Principle of right man on the right job is strictly followed/a detailed jobanalysis is done prior recruitment?
S.No.
1
2
3
4

Options
Strongly
Agree
Moderately
Agree
Disagree
Can't Say

No.
9
10
1
0

CONCLUSION
Job Analysis is the process of studying and collecting information relating to the
operations and responsibilities of a specific job. The immediate products of this
analysis are job descriptions and job specifications. Recruitment needs to be preceded
by job analysis. The objective of employee hiring is to match the right people with the
right jobs. The objective is too difficult to achieve without having adequate job
information.
Responding to detail job analysis prior recruitment, 45 % employees say that the
principle of right man on the right job is strictly followed prior to recruitment.
Job Analysis is useful for overall management of all personnel activities. In present
scenario company should focus on job analysis as around 5% employees believes that
detailed job analysis is not being done prior recruitment which in future affects
performance of new recruit.
Q3) Do you think the need for manpower planning is given due consideration in your
organization and the manpower requirement is identified well in advance?
S.No.
1
2
3
4

Options
Strongly
Agree
Moderately
Agree
Disagree
Can't Say

No.
4
8
2
1

CONCLUSION
Human

Resource

Planning

is

understood

as

the

process

of

forecasting

an

organizations future demand for, and supply of, the right type of people in the right
number.
27% say that manpower planning is given due importance and manpower requirement
is identified in advance. 13%

employees

disagree. They think that no due

consideration is given to manpower planning in advance.

(Q4) Which internal source of recruitment is followed by the company and given more
priority?

S.No.
1
2
3
4

CONCLUSION

Options
Internal
Promotion
Employee
Referral
Transfer
Job Posting

No.
11
0
1
3

Internal Recruitment seeks applicants for positions from those who are currently
employed. Responding to above asked question, 73% employees tell that company
prefers internal promotion as internal source of recruitments. And rest 20% say that
Job posting is preferred. Majority of employees actually thinks that internal promotion
is given priority and followed by company as internal source of recruitment.

Q5) Which external source of recruitment is followed by the company and given more
priority?

S.No. Options
1 Advertisement
Online Job
2 Portals
3 Consultancy
Employment
4 Exchange

No.
13
0
1
1

CONCLUSION
External Sources of recruitment lie outside the organization
87%

employees think that Advertisement source is given more priority and 7%

employees tell that consultancy is preferred .

Q6) Which source of recruitment is relied upon when immediate requirement arises?
Option
S.No. s
No.
1 Internal
9
Externa
2 l
6

CONCLUSION
Every organization has the option of choosing the candidates for its recruitment
processes from two kinds of sources: internal and external sources.
Responding to recruitment source question, almost all the employees tell that internal
sources are relied upon when there is any immediate manpower requirement in
company.

S.No.
1
2
3
4

Options
Strongly
Agree
Moderately
Agree
Disagree
Can't say

Analysis clearly represents that 80% say that internal

No.

sources are better to be opted for immediate opening in

5
4
4
2

organization as company can have sufficient knowledge

about the candidate and it is less costly.

Q7) Do you think succession planning is done in advance in your organization?

CONCLUSION
Succession Planning is the process of identifying, developing, and tracking key
individuals so that they may eventually assume top-level positions.
In respond to Succession Planning question, almost

27% employees actually believe

that no succession planning is done in advance in organization.

Only 33% employees think that succession planning is done in advance.

S.No.
1
2
3
4

Options
Strongly
Agree
Moderately
Agree
Disagree
Can't say

CONCLUSION

No.
6
6
1
2

Q8) The sorting of candidate applications is done by some

pre-set criteria?

Majority of employees, 40% believe that there is some pre-set criteria according to
which sorting of candidate application is done. 7% feel that sorting is not done by any
pre set criteria. Rest 13% cant say about it
Q9) Which are the parameters on which candidates are evaluated (give ratings out of
10)?
S.No.
1
2
3
4

Options
Intelligen
ce
Aptitude
Skills
Experienc
ed

CONCLUSION

No.
4
4
5
10

Responding to this question,

experience first then second

22% weightage is given to

S.No.

skills then process knowledge

attainments are considered.

2
3
4

Above

analysis

represents

that

Options
Strongly
Agree
Moderately
Agree
Disagree
Can't say

No.

most weighted parameter is

9

and

5
1
1

employees believe that experience and

aptitude

and

skills are mostly preferred parameter for evaluating candidates.

Q10) To identify the employees capabilities and aptitude, psychological testing is
done. Do you think it is a useful technique?

lastly

CONCLUSION
Responding to this question, there is approximately same percentage of opposite
opinion of employees regarding psychological testing.
56% of employees believe that to identify employees capabilities and aptitude,
psychological testing is done and 6% think that no psychological testing is carried out.
6% employees cant give opinion on asked question.

Q11) What type of interview is taken while selection?

S.No. Options
1 Strongly
Agree
2 Moderately
Agree
3 Disagree
4 Can't say

No.
6
8
0
1

CONCLUSION
The PATTERNED INTERVIEW format has, a structure to it. There is a set of predetermined questions that will be asked from each candidate for a position. The
STRESS INTERVIEW is the interview in which the interviewers try to 'discomfort' the
candidates in various ways and observe how they react to various difficult situations.
An IN-DEPTH INTERVIEW is a qualitative research technique that allows person to
person discussion.

It can lead to increased insight into people's thoughts, feelings,

and behaviour on important issues.

This type of interview is often unstructured.

Responding to the type of interview 53% employees think that patterned interviews
are generally taken. 33% employees have the opinion that depth interviews are often
used. Rest believes that stress or any other type of interview is being taken.

Q12) The view of the concerned department head is given special attention while
selecting the employee of the department?

CONCLUSION
Above analysis clearly shows that almost all the employees believe that the views of
concerned department head is given special attention while selecting the employee of
the department.
Only 40% employees agree for giving due consideration to concernd departmental head
opinion.

Q13) Is the physical examination necessary after final interviews?

S.No.
1
2
3
4

Options
Strongly
Agree
Moderately
Agree
Disagree
Can't say

No.
9
2
4
0

CONCLUSION
Most of the employees think that physical examination is necessary after final
interview.
27% employees feels that it is not so important and rest 60% employees feel that
physical examination is important .

Q14) What is the weightage given to the following (out of 100%)?

S.No. Options
1 Written Test
Group
2 Discussion
Final
3 Interview

No.
55
15
30

CONCLUSION
Responding to this question, maximum weightage is given to Written Test. Group
Discussion is given the least weightage among the three available options.

Q15) Is Induction as well as a training program conducted after joining of employees?

Option
S.No. s
1 Yes
2 No

No.
14
1

CONCLUSION
Induction is planned introduction of employees to their jobs, their co-workers and the
organization.

Almost all the employees admit that induction as well as training program is conducted
after joining of employees. It is healthy sign for any organization.
7% employees tell that no orientation programme is conducted in company for new
joinees.

Q16) Do you think the present selection process is feasible for selecting the
employees?
S.No.
1
2
3
4

Options
Strongly
Agree
Moderately
Agree
Disagree
Can't say

No.
6
8
1
0

CONCLUSION
Selection is a long process, commencing from the preliminary interview of the
applicants and ending with the contract of employment.
Responding to selection process, 7% employees think that the present selection
process is not feasible for selecting the employees. 40% employees believe that there
exists a feasible and adaptable selection procedure in company.

FINDINGS

Internal Promotions and Job Portals are mostly used recruitment source.

Written test is given weightage during selection process.

To

some

extent

company

has

pre

set-criteria

for

sorting

the

candidates

applications.

Concerned departmental head is given special attention while selecting a candidate

of the department.

Employees are in the favour of physical examination and reference check after
selection of candidate.

Orientation is given to new joinee, still employees are in favour of its improvement.

Present selection process need improvement in terms of its procedure, tests and
interview type.

LIMITATIONS OF THE SURVEY

As the sample size was small, hence conclusions cannot be generalized.

Unwillingness and inability of respondents to provide information.
Due to time constraint in-depth study could not be carried out.
As the strength of the company is big, it was not possible to draw sample from
each and every department

RECOMMENDATIONS
RECOMMENDATIONS

After analyzing the collected data, the following recommendations were made to improve the present recruitment
and selection scenario in the organization.

First of all the management should review their recruitment policy and look for
the areas of improvement for ensuring the best hiring.

Management should structure and systematically organize the entire recruitment

processes.

Recruitment management system should facilitate faster, unbiased, accurate and

reliable processing of applications from various applications.

 Recruitment management system should helps to reduce the time-per-hire and

cost-per-hire.

Recruitment management system should helps to incorporate and integrate the

various links like the application system on the official website of the company,
the unsolicited applications, outsourcing recruitment, the final decision making to
the main recruitment process.

Recruitment management system should maintain an automated active database

of the applicants facilitating the talent management and increasing the efficiency
of the recruitment processes.

Recruitment management system should provides and a flexible, automated and

interactive interface between the online application system, the recruitment
department of the company and the job seeker.

Management should offers tolls and support to enhance productivity, solutions

and optimizing the recruitment processes to ensure improved ROI.

Recruitment management system should helps to communicate and create healthy

relationships with the candidates through the entire recruitment process.

Management should follow a systematic process for HR Planning.

Present employee should be encouraged to refer their friends and relatives. This
source is usually one of the most effective methods of recruiting because many
qualified people are reached at a very low cost to the company. And referred
individuals are likely to be similar in type to those who are already working for the
company. Management can propose a scheme for EMPLOYEE REFERING.

Internal Promotions should be done on regular basis during specified time-period.

All selection tests i.e. Ability tests, Aptitude tests, Personality tests, Interest
tests, written tests, should be given equal weightage during selection process.

Salary structure should be in match with companys same level present employee
and market value.

 Physical examination and reference check should be given due consideration after
selecting a candidate.

Induction should be properly done for selected candidate. The idea is to make the
new selected employee feel at home in the new environment.

Effectiveness of the selection process should evaluate on regular basis for

ensuring availability of competent and committed personnel. In order to do so, a
periodic audit can be done.

CONCLUSION
CONCLUSION

Every company looks for an employee, who can work effectively. They are in search of a person who has the
maximum skills required for the job. After selecting the right person, the companys main aim is to place that person

at the right job. The main strength of any company is its employees. Effective workers are the best route to success.
For this reason, company's strives to attract and hire the best, and to provide the best place to work.

Some of the biggest and most constant challenges that plague organization is people
related because they dont place more emphasis on getting the recruitment process
right. If they get the right person in the right job at the right time, bottom-line and
many other business benefits are immediate, tangible and significant. If they get the
wrong person in the wrong job, then productivity, culture and retention rates can all
take a hit in a big way.

Steel Authority Of Indias Limited has competent and committed workforce, still there
are scope for more improvements. To ensure that company recruits the right people, it
has to identify essential skills and behaviors that applicants should demonstrate. For
each

position

there

should

be

job

description

outlining

typical

duties

and

responsibilities and a person specification defining personal skills and competences.

The emphasis should be on matching the needs of the company to the needs of the
applicants. This would minimize employee turnover and enhance satisfaction.

It is important for the company to have a clear and concise recruitment policy in place,
which can be executed effectively to recruit the best talent pool for the selection of the
right candidate at the right place quickly. Creating a suitable recruitment policy is the
first step in the efficient hiring process. A clear and concise recruitment policy helps
ensure a sound recruitment process.
Management should structure and systematically organize the entire recruitment
processes. It should Offers tolls and support to enhance productivity, solutions and
optimizing the recruitment processes to ensure improved ROI. The Recruitment
Management System (RMS) should be such that it helps to save the time and costs of
the HR recruiters in company and improving the recruitment processes.

BIBLIOGRAPHY
BIBIOLOGRAPGY

BOOKS REFERRED
Human Resource and Personnel Management, K. Aswathappa,
Human Resource Management , Khanka

WEBSITES REFERRED
www.mbdalchemie.com
www.google.com
www.recruitment.naukrihub.com
www.citehr.com
www.hrmguide.co.uk
www.oneclickhr.com
www.wikipedia.com

HR DEPARTMENT

Recruitment
And Selection
Selection

Training
And
Development

MIS
And Compensation

E-Relations