PROJECT REPORT

ON

RECRUITMENT AND SELECTION

AT RIGHTWAY SOLUTION

In The Fulfillment for

the requirement of the degree of (MBA) Masters of Business

Administration

SUBMITTED TO:
Prof. VEERPAL KAUR
SUBMITTED BY:
PUSHPINDER KAUR

1
 TO WHOM IT MAY CONCERN

This is certify the PUSHPINDER KAUR student of MBA of MAHARAJA RANJEET

SINGH PUNJAB STATE TECHNICAL UNIVERSITY has done six weeks training and
project work under by guidance and supervision towards the fulfillment of the award of
Master of Business Administration

2
 DECLARATION

I hereby declare that the research project report title Recruitment and Selection is my
own original research work and this has been submitted to MAHARAJA RANJEET
SINGH PUNJAB STATE TECHNICAL UNIVERSITY for the award of professional
degree.

PUSHPINDER KAUR

3
 ACKNOWLEDGEMENT

Acknowledgement is an art, one can write glib stanza without meaning a word on the other
hand one can make a single expression of gratitude.

It gives me a great pleasure to submit this project to MAHARAJA RANJEET SINGH

PUNJAB STATE TECHNICAL UNIVERSITY. I take this opportunity with great pleasure
to present before this project on Recruitment and Selection which is result of co-operation,
hard work & good wishes of many people. The most pleasant part of any project is to express
the gratitude towards all those who have contributed to the success of my project.

I would like to thanks MRS RAJNI WADHWA BEDI who has been my mentor for this
project. It was only through her excellence assistance & good suggestion that i have been able
to complete this project.

I am deeply grateful to MR. NAVEEN THAKUR (Head of Department) MAHARAJA

RANJEET SINGH PUNJAB STATE TECHNICAL UNIVERSITY for their everlasting
support or guidance on ground of which i have acquired a new field of knowledge the course
structure created for curriculum has benefited with inclusion on recent development in an
organization & management aspects.

I am thankful to all members of RIGHTWAY SOLUTIONS PVT.LTD company who have

given me valuable information in part of my project. Above all, I would like to thank all
conducted persons of firm who took out their valuable times to answer my queries & given
me full information related to my project.

I extent my sincere gratitude towards my parents who have always encourage me & give
suggestions as how to work on project. They always stand by me in solving all my enquiries.
Their support has always motivated me.

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 TABLE OF CONTENT

SR NO. TOPIC NO. PAGE NO.

CHAPTER 1 COMPANY PROFILE 7-17

CHAPTER 2 INTRODUCTION 18-19

OBJECTIVE OF STUDY 20
LITERATURE REVIEW 21-22

CHAPTER 3 INTRODUCTION TO TOPIC

RECRUITMENT AND SELECTION 23-33

CHAPTER 4 RESERCH METHODOLOGY 34-37

CHAPTER 5 DATA ANALYSIS 38-56

CHAPTER 6 FINDINGS AND INTERPRETATIONS 57-60

CHAPTER 7 BIBLIOGRAPHY 61-62

CHAPTER 8 QUESTIONNAIRE 63-68

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 CHAPTER 1

COMPANY PROFILE

6
 COMPANY PROFILE

VISION:

MISSION:

QUALITY POLICY:

ACHIEVEMENTS

7
TYPE Privately Held

COMPANY SIZE 35 Employees

WEBSITE

INDUSTRY TYPE

YEAR OF ESTABLISHMENT August 2009(ISO 9001:2008)

HEAD OFFICE Rightway Solutions Pvt. Ltd, SCO 34, Sector

59, Phase 1, Mohali

CHAPTER 2

INTRODUCTION

8
HUMAN RESOURCE MANAGEMENT

WHAT IS HUMAN RESOURCE MANAGEMENT?

HRM is the study of activities regarding people working in an organization. It is a managerial
function that tries to match an organizations needs to the skills and abilities of its employees.

DEFINITION OF HRM

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Human resources management (HRM) is a management function concerned with hiring,
motivating and maintaining people in an organization. It focuses on people in organizations.
Human resource management is designing management systems to ensure that human talent
is used effectively and efficiently to accomplish organizational goals.

HRM is the personnel function which is concerned with procurement, development,

compensation, integration and maintenance of the personnel of an organization for the
purpose of contributing towards the accomplishments of the organizations objectives.
Therefore, personnel management is the planning, organizing, directing, and controlling of
the performance of those operative functions (Edward B. Philippo).

According to Dessler (2008) the policies and practices involved in carrying out the people
or human resource aspects of a management position, including recruiting, screening,
training, rewarding, and appraising comprises of HRM.

Generally HRM refers to the management of people in organizations. It comprises of the

activities, policies, and practices involved in obtaining, developing, utilizing, evaluating,
maintaining, and retaining the appropriate number and skill mix of employees to accomplish
the organizations objectives. The goal of HRM is to maximize employees contributions in
order to achieve optimal productivity and effectiveness, while simultaneously attaining
individual objectives (such as having a challenging job and obtaining recognition), and
societal objectives (such as legal compliance and demonstrating social responsibility).

In short Human Resource Management (HRM) can be defined as the art of procuring,
developing and maintaining competent workforce to achieve the goals of an organization in
an effective and efficient manner.

OBJECTIVE OF STUDY:

To study and understand the methods and procedures used for recruitment and
selection in Pylon Consulting firm and Kelly Services India Pvt. Ltd

Develop recommendation to overcome the barriers to recruit & selection procedure.

To get practical knowledge of employee hiring in organization.

10
 To search or headhunt people whose, skill fits into the companys values.

To identify the probable area of improvement to make recruitment procedure more

effective.

To know the managerial satisfaction level as well as to know the yield ratio.

To know about the candidates behavior about the job opportunity

REVIEW OF LITERATURE
Work by Korsten (2003) and Jones et al. (2006):

11
According to Korsten (2003) and Jones et al. (2006), Human Resource Management theories
emphasize on techniques of recruitment and selection and outline the benefits of interviews,
assessment and psychometric examinations as employee selection process. They further
stated that recruitment process may be internal or external or may also be conducted online.
Typically, this process is based on the levels of recruitment policies, job postings and details,
advertising, job application and interviewing process, assessment, decision making, formal
selection and training (Korsten 2003).

Jones et al. (2006) suggested that examples of recruitment policies in the healthcare, business
or industrial sector may offer insights into the processes involved in establishing recruitment
policies and defining managerial objectives.

Successful recruitment techniques involve an incisive analysis of the job, the labour market
scenario/ conditions and interviews, and psychometric tests in order to find out the
potentialities of job seekers. Furthermore, small and medium sized enterprises lay their hands
on interviews and assessment with main concern related to job analysis, emotional
intelligence in inexperienced job seekers, and corporate social responsibility. Other
approaches to selection outlined by Jones et al. (2006) include several types of interviews,
role play, group discussions and group tasks, and so on.

Any management process revolves around recruitment and failure in recruitment may lead to
difficulties and unwanted barriers for any company, including untoward effects on its
profitability and inappropriate degrees of staffing or employee skills (Jones et al. 2006). In
additional, insufficient recruitment may result into lack of labour or hindrances in
management decision making, and the overall recruitment process can itself be advanced and
amended by complying with management theories. According to these theories, the
recruitment process can be largely enhanced by means of Rodgers seven point plan, Munro-
Frasers five-fold grading system, personal interviews, as well as psychological tests (Jones et
al. 2006).

Work by Silzer et al (2010):

However, the process of recruitment does not cease with application of candidature and
selection of the appropriate candidates, but involves sustaining and retaining the employees
that are selected, as stated by Silzer et al. (2010).

12
Work of Silzer et al. (2010) was largely concerned with Talent management, and through
their work they were successful in resolving issues like whether or not talent is something
one can be born with or is it something that can be acquired through development. According
to Silzer et al (2010), that was a core challenge in designing talent systems, facing the
organization and among the senior management. The only solution to resolve the concern of
attaining efficient talent management was by adopting fully-executable recruitment
techniques. Regardless of a well-drawn practical plan on recruitment and selection as well as
involvement of highly qualified management team, companies following recruitment
processes may face significant obstacles in implementation. As such, theories of HRM can
give insights in the most effective approaches to recruitment even though companies will
have to employ their in house management skills for applying generic theories across
particular organizational contexts. Word conducted by Silzer et al (2010) described that the
primary objective of successful talent strategies is to create both a case as well as a blueprint
for developing the talent strategies within a dynamic and highly intensive economy wherein
acquisition, deployment and preservation of human capital-talent that matter,, shapes the
competitive advantages and success of many companies (Silzer et al. 2010).

CHAPTER 2

13
 INTRODUCTION OF RECRITMENT
AND SELECTION

RECRUITMENT

INTRODUCTION:

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Recruitment is a positive process of searching for prospective employees and stimulating
them to apply for the jobs in the organization. When more persons apply for jobs then there
will be a scope for recruiting better persons.

The job-seekers too, on the other hand, are in search of organizations offering them
employment. Recruitment is a linkage activity bringing together those with jobs and those
seeking jobs. In simple words, the term recruitment refers to discovering the source from
where potential employees may be selected. The scientific recruitment process leads to higher
productivity, better wages, high morale, reduction in labour turnover and enhanced
reputation. It stimulates people to apply for jobs; hence it is a positive process.

MEANING:

Recruitment is concerned with reaching out, attracting, and ensuring a supply of qualified
personnel and making out selection of requisite manpower both in their quantitative and
qualitative aspect. It is the development and maintenance of adequate man- power resources.
This is the first stage of the process of selection and is completed with placement.

DEFINITION:
According to Edwin B. Flippo, It is a process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organization. He further elaborates
it, terming it both negative and positive. He says, It is often termed positive in that it
stimulates people to apply for jobs, to increase the hiring ratio, i.e. the number of applicants
for a job. Selection, on the other hand, tends to be negative because it rejects a good number
of those who apply, leaving only the best to be hired.

Kempner writes, Recruitment forms the first stage in the process which continues with
selection and ceases with the placement of the candidates.In personnel recruitment,
management tries to do far more than merely fill job openings. As a routine the formula for
personnel recruitment would be simple i.e., just fill the job with any applicant who comes
along.

PROCESS OF RECRUITMENT:

Recruitment Process Passes through the Following Stages:

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(i) Searching out the sources from where required persons will be available for recruitment. If
young managers are to be recruited then institutions imparting instructions in business
administration will be the best source.

(ii) Developing the techniques to attract the suitable candidates. The goodwill and reputation
of an organization in the market may be one method. The publicity about the company being
a professional employer may also assist in stimulating candidates to apply.

(iii) Using of good techniques to attract prospective candidates. There may be offers of
attractive salaries, proper facilities for development, etc.

(iv) The next stage in this process is to stimulate as many candidates as possible to apply for
jobs. In order to select a best person, there is a need to attract more candidates.

FACTORS INFLUENCING RECRUITMENT:

All enterprises, big or small, have to engage themselves in recruitment of persons. A number
of factors influence this process.

Some Of The Main Factors Are Being Discussed Below:

1. Size of the Enterprise: The number of persons to be recruited will depend upon the
size of an enterprise. A big enterprise requires more persons at regular intervals while a small
undertaking employs only a few employees. A big business house will always be in touch
with sources of supply and shall try to attract more and more persons for making a proper
selection. It can afford to spend more amounts in locating prospective candidates. So the size
of an enterprise will affect the process of recruitment.

2. Employment Conditions: The employment conditions in an economy greatly affect

recruitment process. In under-developed economies, employment opportunities are limited
and there is no dearth of prospective candidates. At the same time suitable candidates may
not be available because of lack of educational and technical facilities. If the availability of
persons is more, then selection from large number becomes easy. On the other hand, if there
is a shortage of qualified technical persons, then it will be difficult to locate suitable persons.

16
3. Salary Structure and Working Conditions: The wages offered and working
conditions prevailing in an enterprise greatly influence the availability of personnel. If higher
wages are paid as compared to similar concerns, the enterprise will not face any difficulty in
making recruitments. An organisation offering low wages can face the problem of labour
turnover. The working conditions in an enterprise will determine job satisfaction of
employees. An enterprise offering good working conditions like proper sanitation, lighting,
ventilation, etc. would give more job satisfaction to employees and they may not leave their
present job. On the other hand, if employees leave the jobs due to unsatisfactory working
conditions, it will lead to fresh recruitment of new persons.

4. Rate of Growth: The growth rate of an enterprise also affects recruitment process. An
expanding concern will require regular employment of new employees. There will also be
promotions of existing employees necessitating the filling up of those vacancies. A stagnant
enterprise can recruit persons only when present incumbent vacates his position on
retirement, etc.

OBJECTIVES OF RECRUITMENT

Recruitment fulfills the following objectives:

1. It reviews the list of objectives of the company and tries to achieve them by promoting the
company in the minds of public.
2. It forecasts how many people will be required in the company.
3. It enables the company to advertise itself and attract talented people.
4. It provides different opportunities to procure human resource.

METHODS OF RECRUITMENT

Recruitment is a process of searching for prospective employees and stimulating them to

apply for jobs. Companies can adopt different methods of recruitment for selecting people in
the company. These methods are:

1. Internal sources

2. External sources

17
Sources of recruitment are in following diagram:

Internal Sources of Recruitment:

Internal sources of recruitment refer to obtaining people for job from inside the company.
There are different methods of internal recruitment:

1.Promotion: Companies can give promotion to existing employees. This method of

recruitment saves a lot of time, money and efforts because the company does not have to train
the existing employee. Since the employee has already worked with the company. He is
familiar with the working culture and working style. It is a method of encouraging efficient
workers.

2. Departmental examination: This method is used by government departments to

select employees for higher level posts. The advertisement is put up on the notice board of
the department. People who are interested must send their application to the HR department
and appear for the exam. Successful candidates are given the higher level job. The method
ensures proper selection and impartiality.

3. Transfer: Many companies adopt transfer as a method of recruitment. The idea is to

select talented personnel from other branches of the company and transfer them to branches
where there is shortage of people.

18
4. Retirement: Many companies call back personnel who have already retired from the
organization. This is a temporary measure. The method is beneficial because it gives a sense
of pride to the retired when he is called back and helps the organization to reduce recruitment
selection and training cost.

5.Internal advertisement: In this method vacancies in a particular branch are advertised

in the notice board. People who are interested are asked to apply for the job. The method
helps in obtaining people who are ready to shift to another branch of the same company and it
is also beneficial to people who want to shift to another branch.

6. Employee recommendation: In this method employees are asked to recommend

people for jobs. Since the employee is aware of the working conditions inside the company
he will suggest people who can adjust to the situation. The company is benefited because it
will obtain.

Merits of internal sources:

1. Improves morale
2. Proper evaluation
3. Economical
4. Promotes loyalty

Demerits of internal sources:

1. Limited options
2. Lack of originality

External Methods/Sources of Recruitment:

External sources of recruitment refer to methods of recruitment to obtain people from outside
the company. These methods are:

1. Management consultant: Management consultant helps the company by providing

them with managerial personnel, when the company is on the look out for entry level
management trainees and middle level managers. They generally approach management
consultants.

19
2. Employment agencies: Companies may give a contract to employment agencies that
search, interview and obtain the required number of people. The method can be used to
obtain lower level and middle level staff.

3. Campus recruitment: When companies are in search of fresh graduates or new talent
they opt for campus recruitment. Companies approach colleges, management, technical
institutes, make a presentation about the company and the job and invite applications.
Interested candidates who have applied are made to go through a series of selection test and
interview before final selection.

4. News paper advertisement: This is one of the oldest and most popular methods of
recruitment. Advertisements for the job are given in leading news papers; the details of the
job and salary are also mentioned. Candidates are given a contact address where their
applications must be sent and are asked to send their applications within a specified time
limit. The method has maximum reach and most preferred among all other methods of
recruitment.

5. Internet advertisement: With increasing importance to internet, companies and

candidates have started using the internet as medium of advertisement and search for jobs.
There are various job sites like naukri.com and monster.com etc. candidates can also post
their profiles on these sites. This method is growing in popularity.

6. Walk in interview: Another method of recruitment which is gaining importance is the

walk in interview method. An advertisement about the location and time of walk in interview
is given in the news paper. Candidates require to directly appearing for the interview and
have to bring a copy of their C.V. with them. This method is very popular among B.P.O and
call centers.

Merits of external sources:

1. Availability of suitable person
2. Bringing new ideas
Demerits of external sources:

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 1. Demoralization
2. Lack of co-operation
3. Expensive
4. Problem of maladjustment

RECRUITMENT PRACTICES IN INDIA:

1. Internal sources
2. Public employment exchange
3. Labour contractors
4. Candidates introduced by friends and relatives
5. Candidates brought by present employees
6. Casual labourers
7. Private employment agencies
8. Campus recruitment such as Institutes of Management, Institutes of Technology,
Engineering Colleges, University campus etc.
9. Sons of soul
10. Reservation

SELECTION

DEFINITION:

Selection can be defined as process of choosing the right person for the right job from a pool
of different candidates who applied for a certain job.

PROCESS:

The process of selection is not the same in all organizations; it can be different in many
organizations depending upon the nature of that organization. However, one particular type of
selection is approved by most organisations.

21
1. Job analysis: The very first step in the selection procedure is the job analysis. The HR
department prepares the job description and specification for the jobs which are vacant.
This gives details for the jobs which are vacant. This gives details about the name of the
job, qualification, qualities required and work conditions etc.

2. Advertisement: Based on the information collected in step 1, the HR department prepares

an advertisement and publishes it in a leading news papers. The advertisement conveys
details about the last date for application, the address to which the application must be sent
etc.

3. Application blank/form: Application blank is the application form to be filled by the

candidate when he applies for a job in the company. The application blank collects
information consisting of the following four parts:

22
1. Personal details

2. Educational details

3. Work experience

4. Family background

4. Written test: The applications which have been received are screened by the HR
department and those applications which are incomplete are rejected. The other candidates
are called for the written test. Arrangement for the written test is looked after the HR
department i.e. question papers, answer papers, examination centers and hall tickets etc.

5. Interview: Candidates who have successfully cleared the test are called for an interview.
The entire responsibility for conducting the interview lies with the HR department i.e. they
look after the panel of interviewers, refreshments, informing candidates etc.

6. Medical examination: The candidates who have successfully cleared the interview are
asked to take a medical exam. This medical exam may be conducted by the organization itself
(army). The organization may have a tie up with the hospital or the candidate may be asked to
get a certificate from his family doctor.

7. Initial job offer: Candidates who successfully clear the medical exam are given an initial
job offer by the company stating the details regarding salary, terms of employment,
employment bond if any etc. The candidate is given some time to think over the offer and to
accept or reject.

8. Acceptance/ rejection: Candidates who are happy with the offer send their acceptance
within a specified time limit to show that they are ready to work with the company.

9. Letter of appointment/final job offer: Candidates who send their acceptance are given
the letter of appointment. The letter will state the name of the job. The salary and other
benefits, number of medical leaves and casual leaves, details of employment bond if any etc.
It will also state the date on which the employee is required to start duty in the company.

23
10.Induction: On the date of joining the employee is introduced to the company and other
employees through am elaborate induction program.

SIGNIFICANCE:

5 important significance of selection in an organization

1. Investment in good people by way of good selection provides a high rate of return to the
organization.

2. Selection involves certain behavioral aspects of individuals and must be according to the
behavioral specifications of the organization.

3. Today's managers are in great difficulties and hence good selection of new entrants.

4. The caliber of the work force of an organization determines its strengths and performance.

5. An organization goes on investing on their staff. It should not go waste. Hence good
selection.

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 CHAPTER 4

RESEARCH METHODOLOGY

RESEARCH METHODOLOGY

25
NEED OF THE STUDY:
In todays fast changing world, recruiting right candidate for the right job is very much needed
for the organization to achieve their goal sets and it vary from one to another. It is thus
important for me to understand, analyses the concept of recruitment and selection process and
its effectiveness in the current organization.

STATEMENT OF THE PROBLEM:

The study is conducted to find out the overall effectiveness of recruitment and selection
process of employees for different cadre groups in each department.

PURPOSE OF THE STUDY:

The main purpose is to know the effectiveness of Recruitment & Selection process in
relation to the job performance of employees.

METHODOLOGY:
This chapter describes the research methodology adopted by the researcher for the purpose of
the study.
Research Methodology is a way to systematically solve the research problem. It is a
science of studying how research is done scientifically. In it, we study the various steps that
are generally adopted by a researcher in studying his/her research problem along with the
logic behind them.
It includes:
Research Design
Data Collection
Data Analysis

RESEARCH DESIGN:
Descriptive Research has been used, which involves surveys and fact findings of different
kinds. The major purpose of descriptive research is the description of the state of affairs, as it
exists at present. The main characteristics of this method are that the researcher has no
control over the variable; he can only report what has happened or what is happening.

SAMPLING SIZE:

26
The sampling size for the study was 35 employees from various departments. It includes HR,
Finance, Sales, and operations.

SAMPLING METHOD:
The sampling technique adopted for the study is Stratified Random sampling. A method of
sampling that involves the division of a population into smaller groups known as strata. In
stratified random sampling, the strata are formed based on members' shared attributes or
characteristics. A random sample from each stratum is taken in a number proportional to the
stratum's size when compared to the population. These subsets of the strata are then pooled to
form a random sample. So, in my study I have taken four departments each 25% of them and
done the sample method.

QUESTIONNAIRE DESIGN:
The questionnaire to study the effectiveness of recruitment and selection process consists of
both open and close ended questions the researcher used Questionnaire method for the
purpose of collecting data. A Questionnaire is a list of questions sent to a number of persons
for them to answer. It secures standardized results that can be tabulated and calculated.
The questionnaires were passed to various departments like HR, Marketing, Finance,
Operations, etc.

METHOD OF THE DATA COLLECTION:

The source of information is generally classified as primary and secondary.
Primary Data: Primary data refers to information that is generated to meet the specific
requirement of the investigation at hand. The primary data will be collected through the
questionnaire from the employees of ThinkNEXT Technologies Pvt. Ltd.

Secondary Data: Secondary data is information that is collected for the purpose other
than to solve the specific problem under investigation. The secondary sources of data
collection were information obtained from books, magazines, websites and articles on the
topic etc. In the study, the researcher would use the secondary data to supplement the
primary data.

DURATION OF THE STUDY:

27
The project was a detailed study on the topic Recruitment and Selection was successfully
completed within the time period of six weeks with the guidance and support from the project
guide.

28
 CHAPTER 5

DATA ANALYSIS AND

INTERPRETATION

DATA ANALYSIS & INTERPRETATION

29
The purpose of every research is to conduct a survey in order to validate the assumptions of
the study on the basis of the data collected. A respondent survey is conducted in the form of
structured questionnaire, which becomes the data for the study. This data is in raw form
unless it is analyzed and interpreted to present the main findings.
This chapter deals with statistical analysis and interpretation of the data collected through
research with the aid of structured questionnaire. Analysis refers to studying the data
collected in terms of statistical numbers and interpretation refers to understanding the
implication of the statistical finding.
The Researcher had collected data from the employees of RIGHTWAY SOLUTIONS
PVT.LTD. MOHALI to study their recruitment and selection process. The results are
represented with Tables and charts.

TABLE-1

30
WHAT ARE THE DESIGNATION OF EMPLOYEES IN RIGHTWAY SOLUTIONS

PVT. LTD.?

DESIGNATION NO. OF RESPONDENTS PERCENTAGE (%)

Executive 21 67
Senior Executive 4 14
Business Analyst 4 13
Assistant Manager 3 3
Manager 3 3
Total 35 100

CHART-1
DESIGNATION OF EMPLOYEES IN RIGHTWAY SOLUTIONS PVT.LTD.
MOHALI

18 executive , 16.66
16
14
12
10
8
6 senior executive,
business analyst ,
4 3.33 3.33
asst manager,
2 0.83 manager , 0.83
0
executive senior business asst manager manager
executive analyst

INTERPRETATION :--
From the above information, 60% of the respondents are executive level, 12% of the
respondents are senior executive level, 12% of the respondents are business analyst, 8% of
the respondents are assistant manager level and around 8% of the respondents are manager
cadger.

31
TABLE-2

WHAT ARE THE GENDER OF THE EMPLOYEES IN RIGHTWAY SOLUTIONS

PVT.LTD. ?

GENDER NO. OF PERCENTAGE (%)

RESPONDENTS
Male 9 25

Female 26 75

Total 35 100

CHART -2

GENDER OF THE EMPLOYEES IN RIGHTWAY SOLUTIONS PVT,LTD.

MOHALI

80 75

70

60

50

40 Male
Female
30 25

20

10

0
Male Female

INTERPRETATION:-

From the above given information, 24% of employees are male, 76% are female. `

32
TABLE-3

WHAT ARE THE EMPLOYEES AGE GROUP IN RIGHTWAY SOLUTIONS

PVT.LTD.?

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

21-30 years 21 60
31-40 years 13 36
41-50 years 1 4
Total 35 100

CHART -3
EMPLOYEES AGE GROUP IN RIGHTWAY SOLUTIONS PVT.LTD.

70
60
60

50

40 36 21-30 years
31-40 years
30
41-50 years
20

10
4

0
21- 30 years 31-40 years 41-50 years

33
INTERPRETATION:
From the above given information, 60% of employees belongs to the age group of 21-30
years, 36% of employees are 31-40 years,4% of employees are 41-50

TABLE-4

WHAT ARE THE EXPERIENCE OF EMPLOYEES IN RIGHTWAY SOLUTIONS

PVT.LTD.?

EXPERIENCE NO. OF RESPONDENTS PERCENTAGE (%)

Below 3 years 18 56
5 to 10 years 12 32
10 to 15 years 5 12
Total 35 100

CHART-4
EXPERIENCE OF EMPLOYEES IN RIGHTWAY SOLUTIONS PVT.LTD.?

60 56

50

40
32 Below 3 years
30
5 to 10 years

20 10 to 15 years
12
10

0
Below 3 years 5 to 10 years 10 to 15 years

INTERPRETATION :-

34
From the above information, 56% of the respondents says that they have below 3 years of
experience, 32% of the respondents says that they have 5 to 10 years of experience, 12% of
the respondents says that they have 10 to 15 years of experience

TABLE-5
THE RECRUITMENT SYSTEM IN RIGHTWAY SOLUTIONS PVT.LTD.?

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 15 60

Satisfied 15 32

Neutral 5 8

Dissatisfied 0 0

Highly Dissatisfied 0 0

Total 35 100

CHART-5
THE RECRUITMENT SYSTEM IN RIGHTWAY SOLUTIONS PVT.LTD.?

35
 70

60

50

Highly Satisfied
40
Satisfied
32
30 Neutral
Dissatisfied
20 Highly Dissatisfied

10 8

0 0
0
Highly Satisfied Satisfied Neutral Dissatisfied Highly
Dissatisfied

INTERPRETATION :-
60% of the respondents satisfied with the recruitment system in ThinkNEXT Technologies,
32% of the respondents are highly satisfied, 8% of them are in a neutral state.

TABLE-6

IS INTERVIEW PROCESS IN ThinkNEXT RIGHTWAY SOLUTIONS PVT.LTD.

IS SATISFACTORY ?

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Yes 31 88

No 4 12

36
 Total 35 100

CHART-6

IS INTERVIEW PROCESS IN ThinkNEXT RIGHTWAY SOLUTIONS PVT.LTD.

IS SATISFACTORY ?

100
88
90
80
70
60
50 Yes

40 No
30
20 12
10
0
Yes No

INTERPRETATION :-
88% of the respondents are satisfied with the interview process in ThinkNEXT Technologies
Pvt. Ltd. and around 12% of them are not satisfied with the interview process

TABLE-7
CANDIDATE SPECIFICATIONS IN RECRUITMENT PROCESS ?

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Yes 33 96
No 2 4
Total 35 100

37
CHART -7
CANDIDATE SPECIFICATIONS IN RECRUITMENT PROCESS

120

100 96

80

60 Yes
No

40

20

4
0
Yes No

INTERPRETATION :-
96% of the respondents feels that the position objectives is defined clearly during the
recruitment process, and 4% of the respondents feels that it is not clearly defined.

TABLE-8
REVISION OF RECRUITMENT POLICY ?

FREQUENCY OF NO. OF PERCENTAGE (%)

REVISION RESPONDENTS

Very often 8 24
Often 3 8

38
 Sometimes 3 8
Only when need occurs 21 60
Total 35 100

CHART -8
REVISION OF RECRUITMENT POLICY

70
60
60
50
40 Very Often
Often
30 24
Sometimes
20
8 8 Only when need occurs
10
0
Very Often Often Sometimes Only when need
occurs

INTERPRETATION :-
60% of the respondents says that recruitment policy are being evaluated and revised only
when need occurs,8% of the respondents says that recruitment policy are being evaluated and
revised only at sometimes, and 8% says it occurs often and remaining respondents says that
recruitment policy are evaluated and revised often to the statement.

TABLE-9

IS RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING THE GOALS OF

THE COMPANY ?

RESPONSE NO. OF PERCENTAGE (%)

RESPONDENTS

39
 Yes 32 92
No 3 8
Total 35 100

CHART -9
RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING THE GOALS OF
THE COMPANY

100
92
90

80

70

60

50 Yes
No
40

30

20
8
10

0
Yes No

INTERPRETATION :-
92% of the respondents say that the companys recruitment policy is helpful in achieving the
goals of the company, whereas 8% of respondents says that it does not helpful in companies
recruitment policy in achieving their goals to the statement.

40
TABLE-10
HOW MANY RESPONDENT ARE SATISFIED WITH THE JOB DECRIPTION
GIVEN TO REQUIRED VACANCY?

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 27 76
Satisfied 4 12
Neutral 3 8
Dissatisfied 1 4
Highly Dissatisfied 0 0
Total 35 100

CHART -10
SATISFIED WITH THE JOB DECRIPTION GIVEN TO REQUIRED VACANCY

80 76

70
60
Highly Satisfied
50
Satisfied
40
Neutral
30
Dissatisfied
20 12
8 Highly Dissatisfied
10 4
0
0
Highly Satisfied Satisfied Neutral Dissatisfied Highly
Dissatisfied

INTERPRETATION :-- 76% of the respondents highly satisfied with the job description
given to the required vacancy, and 12% of the respondents are satisfied and 8% of the

41
respondents are neutrally satisfied with the job description given to the required vacancy and
remaining 4% of the respondents are dissatisfied to the statement.

TABLE-11
WHAT IS THE OPINION ABOUT CONSULTANTS INVOLVING IN PROCESS OF
RECRUITMENT ?

PARTICULARS NO. OF PERCENTAGE (%)

RESPONDENTS
Highly satisfied 27 76
Satisfied 4 12
Neutral 4 12
Dissatisfied 0 0
Highly dissatisfied 0 0
Total 35 100

CHART-11
OPINION ABOUT CONSULTANTS INVOLVING IN PROCESS OF
RECRUITMENT

80 76
70
60
Highly satisfied
50
Satisfied
40
30 Neutral
20 12 12 Dissatisfied
10 0 0 Highly dissatisfied
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied

42
INTERPRETATION :-

76% of the respondent states that they are highly satisfied with the consultants involving in
the process of recruitment and 12% of the respondents are satisfied and 12% of the
respondents felt neutral

TABLE-12
WHAT IS THE PRIORITY GIVEN TO EACH OF THE ROUNDS CONDUCTED ?

ROUNDS CONDUCTED NO. OF RESPONDENTS PERCENTAGE (%)

Written test 11 32
Technical Skill 7 20
Group Discussion 7 20
HR Round 10 28
Total 35 100

CHART-12

PRIORITY GIVEN TO EACH OF THE ROUNDS CONDUCTED

35
32

30 28

25
20 20 Written test
20
Technical skills
15 Group discussion
HR round
10

0
Written test Technical skills Group discussion HR round

43
INTERPRETATION :--
32% of the respondents gave priority to written test conducted, and 20% of the respondents
gave priority to Technical Skill, whereas 20% of the respondents gave priority to Group
Discussion round and around 28% of the respondents states that they gave priority to HR
Round to the statement.

TABLE-13

WHAT IS THE MODE OF ENTRY INTO ORGANIZATION ?

MODE NO. OF RESPONDENTS PERCENTAGE (%)

Employee Referral 7 20
Campus Recruitment 14 40
Recruitment agencies 14 40
Total 35 100

CHART -13
MODE OF ENTRY INTO ORGANIZATION

44
 45
40 40
40

35

30

25
Employee Referral
20
20 Campus Recruitment
Recruitment Agencies
15

10

0
Employee Referral Campus Recruitment
Recruitment Agencies

INTERPRETATION :-
20% of the respondents are recruited through Employee Referral, 40% of the respondents
recruited through Campus Recruitment and remaining 40% of them are recruited through
Recruitment agencies to the statement.

TABLE-14
WHAT IS THE OPINION ABOUT SELECTION TEST CONDUCTED ON BASIS OF
RECRUITMENT ?

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 29 84
Satisfied 3 8
Neutral 3 8
Dissatisfied 0 0
Highly Dissatisfied 0 0
Total 35 100

CHART -14

45
OPINION ABOUT SELECTION TEST CONDUCTED ON BASIS OF
RECRUITMENT

90 84
80

70

60
Highly Satisfied
50 Satisfied
40 Neutral
30 Dissatisfied

20 Highly Dissatisfied
8 8
10
0 0
0
Highly Satisfied Neutral Dissatisfied Highly
Satisfied Dissatisfied

INTERPRETATION:
84% of the respondents are highly satisfied with the test conducted, 8% of the respondents
are satisfied with the selection test, 8% of them are in neutral and 3% of the respondents.
TABLE-15
WHAT AN ORGANIZATION EXPECT FROM THE CANDIDATES DURING
RECRUITMENT ?

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Experience 14 40
Skill & Knowledge 15 44
Attitude 6 16
Others 0 0
Total 35 100

CHART -15
ORGANIZATION EXPECT FROM THE CANDIDATES DURING RECRUITMENT

46
 Chart Title
50

40

30

20

10

0
Experience Skill & Knowledge Attitude Others

Experience Skill & Knowledge Attitude Others

INTERPRETATION :-

40% of the respondents says that organization expects experienced candidates during
recruitment, almost 44% of the respondents says that organization expects Skill and
Knowledgeable candidate during recruitment, and remaining 16% of the respondents says
that the organization expects Attitude candidates during recruitment in the statement.

47
 CHAPTER 6

FINDINGS, SUGGESTION AND

CONCLUSION
FINDINGS AND SUGGESTION AND CONCLUSION
FINDINGS:

Majority of the respondents come under the category of 21-30. 24% of respondents
were male, & 76% were female
32% of respondents are satisfied the recruitment systems in RIGHTWAY
SOLUTIONS PVT.LTD.
88% of the respondents are satisfied with the interview method followed in the
organization.
60% of the respondents felt that recruitment policy is being evaluated and revised
only when need occurs.
12% of the respondent is satisfied with the consultants involving in the recruitment
process.
Majority of the recruiters agree with recruiters being knowledgeable and experienced
personnel.
76% of respondents are highly satisfied with the job description provided for the
vacancy.
Majority of respondents opinion was good regarding recruitment and selection
process followed in the organization.

48
SUGGESTIONS:

The company needs to recruit high quality staff with the right skills on the appropriate
contracts to deliver the key objective of the position and organization.
Employee feedback after placement will increase his/ her morale.
Employee should be given enough time to reflect and plan improvements.

The company must choose a recruiting approach that produce the best pool of candidates
quickly and cost effectively.
The company can focus on minimizing the percentage of non- joining candidates after the
recruitment process.
To keep an update of the man power required in the sales department a summary sheet
and via tracker of sales employees in each zone was created.
To enable an easy raise of MRF and to cut down the time consumed in getting one done a
power point presentation was prepared which was provided with a demo of the process to
be followed.
It is important for the organization to know exactly what they have to offer potential
employee, than highlight their best features when recruiting candidates.
As and when the resumes were received a primary screening of it is to be done and a
tracker should be updated which had all the fields that was required for evaluation and
easy identification of the candidates suitable for various fields.
The technical problems of onboarding should be informed to the IT department .
The new joiners were given quick books and instruction manuals to guide them with
onboarding process.
The company can recruit more candidates in CSD for smooth functioning of the
organization.

CONCLUSION:
Recruitment is essential to effective Human Resource Management. It is the heart of the
whole HR systems in the organization. The effectiveness of many other HR activities, such as
selection and training depends largely on the quality of new employees attracted through the
recruitment process.

49
The study has been conducted only for the recruitment of level 1 and level 2 classes of
employees. Policies should always be reviewed as these are affected by the changing
environment. Management should get specific training on the process of recruitment to
increase their awareness on the danger of wrong placements.
HR practitioners should be on the guard against all the malpractices and advocate for
professional approach throughout the system. The HR should indicate disagreement in the
event that biasing towards certain candidates is creeping in and point out the repercussion that
may follow in terms of performance and motivation.
Finally, better recruitment and selection strategies result in improved organizational
outcomes. The more effectively organizations recruit and select candidates, the more likely
they are to hire and retain satisfied employees. In addition, the effectiveness of the
organizations selection system can influence bottom-line business outcomes, such as
productivity and financial performance. Hence, investing in the development of a
comprehensive and valid selection system is money well spent.

50
 CHAPTER 7

BIBLIOGRAPHY

51
 BIBLIOGRAPHY

Shashi K. Gupta, Rosy Joshi Principles of Human Resource Management

Poonam Gandhi, Business Studies

WEBLIOGRAPHY
http://www.scribd.com/doc/21791869/Recruitment-Selection-Process-Project-Report
www.managementparadise.com/forums/human-resources-management-h-r/852-recruitment-
selection-process.html
http://www.scribd.com/shweta_singh_153/d/61747664/7-LITERATURE-REVIEW-
RECRUITMENT-AND-SELECTION
http://seminarprojects.com/s/review-of-literature-of-recruitment-and-selection

52
 CHAPTER 8

QUESTIONNAIRE

53
 QUESTIONNAIRE
Dear Sir/Madam,
I am, Pushpinder Kaur pursuing MBA second year in Maharaja Ranjeet Singh Punjab
State Technical University I am doing a study programme on Recruitment and
Selection process in RIGHTWAY SOLUTIONS PVT.LTD.

I request you to render kind co-operation towards this Questionnaire. I assure you that the
information given by you is kept confidential and purely used for academic purpose.
Name:..
Designation:
Department:
Gender:.
Age:.

54
Marital Status:.

QUESTIONNAIRE ON RECRUITMENT AND SELECTION PROCESS

Designation of employees in RIGHTWAY SOLUTIONS PVT.LTD.?

a) Executive
b) Senior Executive
c) Business Analyst
d) Assistant Manager
e) Manager

What are the gender of the employees in RIGHTWAY SOLUTIONS PVT.LTD. ?

a) Gender of the employees in the Male

b) Female
Employees age group in RIGHTWAY SOLUTIONS PVT.LTD. ?

a) 21-30 Years
b) 31-40 Years
c) 41-50 Years
1) Experience of employees in ThinkNEXT Technologies PVT.LTD ?
a) Below 3 years
b) 5 to 10 years
c) 10 to 15 years
2) The Recruitment system in ThinkNEXT Technologies PVT.LTD?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied
3) Interview process in is ThinkNEXT Technologies PVT.LTD ?
a) Yes

55
 b) No
4) Candidates specialisation in recruitment process ?
a) Yes
b) No
5) Revision of recruitment policy ?
a) Very Often
b) Often
c) Some Times
d) Only When Need Occurs
6) Recruitment policy helpful towards achiving the goal of the company ?
a) Yes
b) No
7) Satisfied with the job description given to requird vacancy ?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied
8) Opinion about consultants involving in process of recruitment ?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied
f)
9) Priority given to each of the round conducted ?
a) Written Test
b) Technical Skill
c) Group Discussion
d) HR Round
10) Mode of entry in organisation ?
a) Employees Referral
b) Campus Recruitment
c) Recruitment Agencies
56
11) Opinion about selection test conducted on basis of Recruitment ?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied
12) Organisation expected from the candidates during Recruitment ?
a) Experience
b) Skill & Knowledge
c) Attitude
d) Others

57
58