A

PROJECT REPORT

ON
STUDY OF HR RECRUITMENT AND SELECTION PROCESS

1
 INDEX

SR. NO. TOPICS PAGE NO.

Chapter
Rationale of the study 5
1
Objective Of the study
Chapter
Title of the project 6-10
2 Objective of the study
Scope of the study
Chapter
Company profile 11-19
3

Chapter
Review of Literature 20-27
4

Research Methodology
Chapter Research Design
28-30
5. Sampling Plan &Method
Sources of Data Collection

Chapter
Data Analysis and Interpretation 31-46
6
Chapter
Observation and Findings 47-48
7
Chapter
Limitations 49
8
Chapter
Suggestions and Recommendation 50
9
Questionnaire
Appendix 51-55
Bibliography

2
 CHAPTER 1

RATIONALE OF THE STUDY

This project report entails recruitment, selection and background verification process
that is necessary for any organization. It is essentially a mandatory requirement for the
smooth functioning and operation of an organization.

Recruitment is the first step of appointment. Recruitment refers to the overall process of
attracting, selecting and appointing suitable candidates for jobs either permanent or
temporary within an organization.

Selection process involves a series of steps to be followed for choosing the suitable
person for the vacant job. This process starts after recruitment and divides the
candidates in two parts those who will be offered job and those will not be.

Background check is a vital aspect of the recruitment process in many organizations. It

is the confirmation of information provided by the job candidate during the selection
procedure. The organization checks the validity of data in the job resume, references,
education and results achieved in the previous employment.

Background check is the verification of data written in the job resume. It can confirm
the results of their job interview. Any organization needs to be sure that the information
provided by the job candidate is accurate, and no relevant information is missing. The
organization checks the validity of data in the job resume, references, education and
results achieved in the previous employment. Thus, it is a part of the mutual trust
building process.

People are integral part of any organization today. No organization can run without its
human resources. In todays highly competitive situations, choosing the right person at
the right time has far reaching implications for an organizations functioning and
efficiency management. Employees that are well selected and well placed would not
only contribute to the smooth running of the organization but also offer significant
potential for future development. Thus, recruitment, selection and placement are
important functions for an organization.

3
 CHAPTER 2

OBJECTIVE OF THE STUDY

TITLE OF THE PROJECT

STUDY ON EMPLOYEE RECRUITMENT AND SELECTION PROCESS

AT

AAA PHARMACEUTICALS PVT. LIMITED , PUNE

Concept:

To expedite the process of production and management in any company it is necessary

to evaluate the need for more staff or ensure that the current staff is competent at their

respective jobs. Hence, HR recruitment and selection process is a vital growth strategy

for any company.

The process of hiring begins with human resource planning (HRP) which helps to

determine the number and type of people on organization needs. Hiring is an ongoing

process and not confined to formative stages of an organization. Employees leave the

organization in search of greener pastures, some retire and some leave abrubtly. More

importantly an enterprises grows, diversifies, take over the other units all necessitating

hiring of new staff.

4
Recruitment is the process of searching the candidates for employment and stimulating

them to apply for jobs in the organization. Recruitment is the activity that links the

employers and the job seekers.

Recruitment of candidates is the function preceding the selection, which helps create a

pool of prospective employees for the organization so that the management can select

the right candidate for the right job from this pool.

Selection is the process of picking up individuals (out of the pool of job applicants)

with requisite qualifications and competence to fill jobs in the organization. Selection

process ensures that only then right type of candidate can be selected and unsuitable

candidates are rejected.

The selection process varies from organization to organization and even from

department to department within the same organization. For instance, in some

organizations medical examination is done after final selection while in other it may be

done before final selection. However every organization designs the selection process

as per its need.

Background verification is the process of looking up and compiling educational

qualifications, criminal records, commercial records and financial records of an

individual or an organization.

Background checking is the process of authenticating the information supplied to a

potential employer by a job applicant in his or her resume, application , and interview ,

In most application processes, lying about background and credentials will keep the

employer from hiring the applicant . Background checking or verification ensures the

employer that the candidate has the background and experience claimed.

5
OBJECTIVE OF THE STUDY

To understand and analyze the working of the HR Department at AAA

Pharmaceutical Pvt. Ltd.

To understand the recruitment process at AAA Pharmaceutical Pvt. Ltd.

To study the various selection methods at AAA Pharmaceutical Pvt. Ltd.

To study and analyze the background verification process at AAA

Pharmaceutical Pvt. Ltd.

SCOPE OF THE STUDY

Recruitment is a process of finding and attracting capable applicants for employment.

The need for recruitment arises when the organizational efficiency is under par and in
order to maintain the output need for manpower arises. Usually, the recruitment process
starts when a manger initiates an employee requisition for a specific vacancy or an
anticipated vacancy.

Recruitment 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 selected. The main objective of the recruitment process is to expedite the
selection process. Once the pool of available recruits are constructed the selection
method is devised.

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

The objective of selection decision is to choose the individual who can most
successfully perform the job from the pool of qualified candidates. Selection is the

6
process of differentiating between applicants in order to identify and hire those with a
greater likelihood of success in a job.

A company needs to conduct background checks in order to help keep their clients,
employees and business safe. Lack of background checks, or poorly done background
checks, can lead to loss of revenue and time for the company. On a brighter note,
background screening and criminal background checks are readily available to
recruiters and human resource professionals.

Employers today have the right to learn more about the candidates they are about to
commit to a legal relationship with. They also have the right to ensure that a potential
new hire does not have anything lurking in their past that could potentially harm the
business to create a safety hazard for clients and other employees. Once the screening
process and final selections are complete, the most competent candidate is hired on the
basis of their qualifications and suitability for the required job.

Fig. 1 Scope in a nutshell

1) NEED FOR RECRUITMENT

To improve organizational efficiency

To maintain the effectiveness of time-bound operations

7
2) SELECTION PROCESS

Screening applications
Examination
Personal Interview

3) EMPLOYEE VERIFICATION :

Conducted in the following areas:

Reference Verification
Residential Verification
Academic Verification
Previous Employment Verification
Gap Verification
Medical Verification
Criminal Verification

4) FINAL PLACEMENT

8
 CHAPTER 4

LITERATURE REVIEW

LITERATURE REVIEW :

Recruitment is the process to discover sources of manpower to meet the requirement of

staffing schedule and to employ effective Recruitment is a continuous process whereby
the firm attempts to develop a pool of qualified applicants for the future human
resources needs even though specific vacancies do not exist. Usually, the recruitment
process starts when a manger initiates an employee requisition for a specific vacancy or
an anticipated vacancy.

Recruitment needs are of three types:

Planned needs are those 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.

Recruitment and selection form the process of hiring the employees. Recruitment is the
systematic process of generating a pool of qualified applicant for organization job. The
process includes the step like HR planning attracting applicant and screening them. This
step is affected by various factors, which can be internal as well as external.

Selection is the system of function and devise adopted in a given company to ascertain
whether the candidates specifications are matched with the job specifications and
recruitment or not. Selection process or activities typically follow a standard patter,
beginning with an initial screening interview and concluding with final employment
decision. The traditional selection process includes: preliminary screening interview,
completion of application form, employment test, comprehensive interview,

9
background investigation, physical examination and final employment decision to hire
an Organization for selection

Until recently the basic hiring process was performed in a rather unplanned manner in
many organizations. In some companies, each department screened and hired its own
employees. Many mangers insisted on screening their own employees as they thought
no one else could do that as efficiently as they themselves. But now selection is
centralized and handled by the Human Resource Department.

This type of arrangement is also preferred due to some of these advantages:- It is easier
for the application because they can send their applications to a single centralized
department.- It facilitates contact with applicants because issues pertaining to
employment can be cleared through one central location.- It helps operating managers
to concentrate on their operating responsibilities. This is especially helpful during the
chief hiring period.- It can provide for better selection because hiring is done by
specialist trained in staffing techniques.

The applicant is better assured of consideration for a greater variety of jobs.- Hiring
cost is cut because duplication of efforts is reduced.- With increased governmental
regulation on selection process, it is important that people who know about these rules
handle a major part of the selection process. Ideally, a selection process involves
mutually decision making. The organization decides whether or not to make a job offer
and how attractive the job offer should be.

Background checks are often used by employers as a means of judging a job

candidates past mistakes, character and fitness and to identify potential hiring risk for
safety and security reasons. Background checks are also used to thoroughly investigate
potential government employees in order to be given a security clearance. However,
these checks may sometimes be used for illegal purposes, such as unlawful
discrimination (or employment discrimination), identify thefts and violation of privacy.

Checks are frequently conducted to confirm information found on an employment

application or resume vitae. One study showed that half of all reference checks done on
prospective employees differed between what the job applicant provided and what the
source reported. They may also be conducted as a way to further differentiate potential
employees and pick the one employer feels is the best suited for the position.

10
Employers have an obligation to make sure their work environment is safe for all
employees and prevent other employment problems in the workplace.

Summary Of work:

I] 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 (like transfer of employees from one department to other,
promotions) to fill a position are known as the internal sources of recruitment.
Recruitment candidates from all the other sources (like outsourcing agencies etc.) are
known as the external sources of the recruitment. Sources of Recruitment are :

Internal Sources of Recruitment

1) Transfers :
The employees are transferred from one department to another according to
their efficiency and experience.

2) Promotions :
The employees are promoted from one department to another with more benefits
and greater responsibility based on efficiency and experience.

3) Upgrade /Demotion :
Others are Upgrading and Demotion of present employees according to their
performance.

4) Retired and retrenched employees :

They may also be recruited once again in case of shortage of qualified personnel
or increase inroad of work. Recruitment of such people save time and costs of
the organizations as the people are already aware of the organizational culture
and the policies and procedures.

11
 5) Deceased and Disabled employees :
The dependents and relatives of Deceased employees and Disabled employees
are also done by many companies so that the members of the family do not
become dependent on the mercy of others.

External Sources of Recruitment

1) Press Advertisements:
The vacancy in newspapers and journals are a widely used source of
recruitment. The main advantage of this method is that it has a wide reach.

2) Labor Contractors Manual:

Workers can be recruited through contractors who maintain close contacts with
the sources of such workers. This source is used to recruit labour for
construction jobs.

3) Unsolicited Applicants:
Many job seekers visit the office of well-known companies on their own. Such
callers are considered nuisance to the daily work routine of the enterprise. But
can help in creating the talent pool or the database of the probable candidates for
the organization.

4) Employee Referrals / Recommendations :

Many organizations have structured system where the current employees of the
organization can refer their friends and relatives for some position in their
organization. Also, the office bearers of trade unions are often aware of the
suitability of candidates. Recruitment Management can inquire these leaders for
suitable jobs. In some organizations these are formal agreements to give priority
in recruitment to the candidates recommended by the trade union.

5) Recruitment at Factory Gate :

Unskilled workers may be recruited at the factory gate these may be employed
whenever a permanent worker is absent. More efficient among these may be
recruited to fill permanent vacancies.

12
II] Selection Process

The main objective of selection process is to hire people having competence and
commitment towards the given job profile. But due to some reason the main purpose of
effectively selecting candidates is defeated. With increased governmental regulation on
selection process, it is important that people who know about these rules handle a major
part of the selection process. Ideally, a selection process involves mutually decision
making. The main selection process steps are:

1) Preliminary interview:
The selection process generally starts with this step where the totally
unsuitable applicant is eliminated. Thus the organization is saved from the
expenses of processing the applicant through the remaining steps of
selection. The candidates who pass this step are only asked to fill the
application form.

2) Receiving applications:
After passing the preliminary interview the candidate is asked to fill the
standard application form. The application form generally consists the
information about the age, qualification, experience etc. of the candidate on
the basis of which the interviewer gets the idea about the candidate and this
information also helps in formulating questions.

3) Screening of applications:
After receiving the applications the screening committee screens the
applications. Only the candidates who qualify the criteria of the screening
committee are called for the interview. Usually the candidates selected for
interview are four to six times than the number of posts. Interview letter is
sent to them or they are called telephonically.

4) Employment test:
After getting the interview letter and before going to the interview there is
one more step and that is the employment tests. These tests are done to
check the ability of the candidate. These tests vary from organization to

13
 organization and change as per the need of the particular job. these tests are
intelligence tests, aptitude tests, trade tests, interest test, personality tests etc.
these tests must be designed properly otherwise they will not good indicator
of one knowledge.

5) Employment interview:
The candidates who qualify the above tests are called for the employment
interview. This interview is done to get more information about the
candidate, to give him the actual picture of what is required from him, to
check the communication skill of the candidate etc. for senior position post;
a panel is prepared who take the interview. At the end of interview of each
candidate the members of panel discuss about the candidate and give him the
grades.
There may be direct interview or indirect interview. The interview should be
conducted in a room free from the noise and disturbance only than the
candidates will be able to speak freely and frankly.

6) Checking references:
Before selecting the employ the prospective employee generally look out for
the referees given by the candidate. To check about the candidates past
record, reputation, police record etc.

7) Physical examination:
The organizations generally prefer medical examination to be incurred of the
person to avoid time and expenditure spend on the medically unfit person.
Sometimes the organization may ask the candidate to get them examined
from the medical expert.

8) Final selection:
After all these steps the candidate is selected finally. He is appointed by
issuing appointment letter. Initially he is appointed on probation basis after
finding his work satisfactory he is appointed as permanent employee of the
organization or otherwise he may be terminated.

14
Thus, all the above said steps of selection are important for the appointment of right
kind of person for the right job.

III] Employee Background Checks

The background check is the essential part of the recruitment process in many
organizations. The background check is the confirmation part of the recruitment process
in information provided by the job candidate during the selection procedure. The
organization checks the validity of data in the job resume, references, education and
results achieved in the previous employment. These include:

1) Education Verification
Help authenticate academic details like qualification and relevant degrees/
diplomas and certificates directly from their colleges or universities.

2) Employment Verification
These checks can help get information on the candidates previous employment
such as, tenure of employment, last position/ designation held and reason for
leaving.

3) Reference Verification
Ascertain the candidates credentials, skills, strengths and weakness by a team of
trained professionals speaking to both personal and professional references.

4) Address Verification
Help clients judge the authenticity of the current and permanent addresses of the
candidate.

5) Medical Verification
It is a mandatory step to ensure fitness and compatibility of hired personnel.
Medically fit and sound person are apt for such jobs.

15
IV] Final Placement

Once the recruitment decision, selection process and background verification are
complete, the most suitable candidate is selected. While finalizing the placement ,
things that one needs to know if a wrong person is hired are:
You could wind up with an employee who steals from you, your other
employees or other customers.
The wrong person may turn out to be violent, and, if you didnt do your due
diligence, you could be sued for negligent hiring.

16
 CHAPTER 5

RESEARCH METHODOLOGY

RESEARCH METHODOLOGY

A process of enquiry and investigation; it is systematic, methodical and ethical;

research can help solve practical problems and increase knowledge.

Research can be defined as a logical and systematized application of the fundamentals

of science to the general and overall questions of a study, and scientific techniques
which provide precise tools, specific procedures and technical, rather than philosophical
means for getting and ordering the data prior to their logical manipulation.

Research comprises "creative work undertaken on a systematic basis in order to

increase the stock of knowledge, including knowledge of man, culture and society, and
the use of this stock of knowledge to devise new applications.

Research may be termed as systematic, controlled, empirical and critical investigation

of hypothetical proposition.

An ideal Research Methodology includes a series of activities or steps known as

Research Process which is necessary to carry out research. This includes:

Formulating the Research problem :

First step was to formulate research methodology which in this case is to study
the frequency of leave taken by the employees to assess the reason behind the
absenteeism of working class.

Decisions on Facts gathering Procedures:

It supports to find out the best procedure for getting the information of
Employees

17
 Sample Design:
A Sample Design is a definite plan for obtaining a sample from a given
population.

Data Collection:
If available data is insufficient, fresh data have to be collected.

Data Evaluation:
It meets the individual view-points their interests and their individual opinions.
In this project first of all questionnaires was distributed amongst 100 employees
and after getting back it filled data was critically evaluated and extracted from
them.

Interpretation of the Data:

Correct interpretation of data makes the research meaningful and purposeful

Preparation of Report:
The findings and recommendations are put in such manner so that report
recipient can understand it clearly enough to use them effectively.

DATA COLLECTION METHOD

Primary data:-

Primary data consist of the data which is directly collected during the period of
project from the company.

Questionnaire: - In this method questionnaire was prepared and data was

collected through this questionnaire. A questionnaire is a research instrument
consisting of a series of questions and other prompts for the purpose of
gathering information from respondents.

18
 Secondary Data:-

Secondary Data consist of information obtained from the files, registers and other
records recorded by the company. Some of the data is collected from books and
internet.

Descriptive Research:-

Descriptive research is used to describe characteristics of a population or

phenomenon being studied. It does not answer questions how/when/why the
characteristics of the population or situation being studied? The characteristics used
to describe the situation or population are usually some kind of categorical scheme
also known as descriptive categories. Hence , descriptive research cannot describe
what caused a situation.

FIELD WORK

Research study was carried out various departments and sections inside the factory
premises. The most of respondents filled and submitted questionnaires in front of me.

SAMPLE SIZE
Sample size of HODs is 7
Sample size of prospective screened candidates is 50

19
 CHAPTER 6
DATA ANALYSIS AND INERPRETATION

DATA ANALYSIS AND INTERPRETATION

For Employer / Recruiter As there are 7 departments in AAA Pharmaceuticals Pvt.

Ltd., hence, I have asked the head of the departments to fill the questionnaire

1] Demography of the answering personnel :

a) 18-25

b) 26-35

c) 36-45

d) 46-above

NO. OF
OPTIONS PERCENTAGE
RESPONDENTS
18-25 1 14%
26-35 2 29%
36-45 3 43%
46 and above 1 14%

20
INTERPRETATION:

- 43% of HODs lie in the age critieria of 35-45 years. This it is believed that
experienced yet vigorous staff have attained the position of HOD at AAA
Pharamaceutical
- 29% of the HOD lie in the age group of 25 to 35, while only 14% are in 18-25
and 46 and above demography respectively

2] Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process?

a. Yes
b. No

NO. OF
OPTIONS PERCENTAGE
RESPONDENTS
YES 6 86%
NO 1 14%

INTERPRETATION:

- 86% of HODs agree that the organization clearly defines the position objectives,
requirements and candidate specifications in the recruitment process
- 14% believe that the organization fails to clearly define the recruitment process

21
3] Is the organization doing timeliness recruitment and selection?
a. Yes
b. No

NO. OF
OPTIONS PERCENTAGE
RESPONDENTS
YES 5 71%
NO 2 29%

INTERPRETATION:

- 71% of HODs correlate with the timeliness of recruitment and selection process
- 14% disagree with the timeliness of recruitment and selection process

4] Does HR provide an adequate pool of quality applicants?

a. Yes
b. No

NO. OF
OPTIONS PERCENTAGE
RESPONDENTS
YES 6 86%
NO 1 14%

22
INTERPRETATION:

- 86% of HODs agree that the HR department provides adequate pool of

applicants
- 14% believe that HR department could get more quality applicants if they work
harder.

5] Which of the following recruitment methods and the procedure was followed for
recruitment?
a.) Employee referrals
b.) Advertisement in local/national papers
c.) Employment exchange
d.) Professional bodies
e.) Recruitment consultants

NO. OF
OPTIONS PERCENTAGE
RESPONDENTS
Employee referrals 3 43%
Advertisement in 0
0%
local/national papers
Employment exchange 2 29%
Professional bodies 1 14%
Recruitment consultants 1 14%

23
INTERPRETATION:

- Major recruitment source is through employee referrals as seen in above chart

wherein 43% agree that employee referrals are most popularly followed for
recruitment
- Less popular recruitment method are advertisements, employment exchange,
professional bodies and recruitment consultants

6] Rate the effectiveness of the interviewing process and other selection instruments,
such as
testing?
a.) Poor
b.) Adequate
c.) Excellent

NO. OF
OPTIONS PERCENTAGE
RESPONDENTS
POOR 0 0%
ADEQUATE 2 29%
EXCELLENT 5 71%

24
INTERPRETATION:

- 71% of HODs agree with the effectiveness of the interviewing process and other
selection instruments, such as testing
- 29% believe that HR department adequately conducts the interview and
selection process

7] Is it necessary to do background verification check??

a. Yes
b. No

NO. OF
OPTIONS PERCENTAGE
RESPONDENTS
YES 6 86%
NO 1 14%

25
INTERPRETATION:

- 86% of HODs agree that it is necessary to conduct background verification

- Very few or merely one believe that background verification is not that
necessary

8] Is background check is expensive task to perform?

a. Yes
b. No

NO. OF
OPTIONS PERCENTAGE
RESPONDENTS
YES 3 43%
NO 4 57%

INTERPRETATION:

- Only 43% of people agree that background verification task is expensive to

perform.
- 57% of people believe that it is not an expensive task as it costs around some
thousands.

26
9] Do you take any action regarding fraudulent cases?

a. Yes
b. No

NO. OF
OPTIONS PERCENTAGE
RESPONSES
YES 7 100%
NO 0 0

INTERPRETATION:

- 100% of people agree to take action towards the fraudulent cases as they are not
good for the organization like they can misuse the data etc.

10] Does HR train hiring employees to make the best hiring decisions?

a. Yes
b. No

NO. OF
OPTIONS PERCENTAGE
RESPONSES
YES 7 100%
NO 0 0

27
INTERPRETATION:

- 100% of people agree that HR train hiring employees to make the best hiring
decisions

28
For Employees The people whose recruitment is done for prospective employment at

AAA Pharmaceutical Pvt. Ltd. were asked these questions

1] Demography of the answering candidates :

a) 18-25

b) 26-35

c) 36-45

d) 46-above

NO. OF
OPTIONS PERCENTAGE
RESPONDENTS
18-25 11 22%
26-35 27 54%
36-45 8 16%
46 and above 4 8%

INTERPRETATION:

- 54% of the candidates lie in the age critieria of 25-35 years. This it is believed
that fairly experienced candidates have applied for position at AAA
Pharamaceutical

29
 - 22% of the candudates lie in the age group of 18-25 years, summing that
freshers too have applied for the position
- 16% and 8% of the candidates lie in the age criteria of 35-45 and 46 and above
respectively

2] Which of the following methods of recruitment did you use for your recruitment?

a.) Employee referrals

b.) Advertisement in local/national papers
c.) Employment exchange
d.) Professional bodies
e.) Recruitment consultants

NO. OF
OPTIONS PERCENTAGE
RESPONDENTS
Employee referrals 29 58%
Advertisement in
local/national papers 4 8%
Employment exchange 9 18%
Professional bodies 3 6%
Recruitment consultants 5 10%

30
INTERPRETATION:

- Major recruitment source is through employee referrals as seen in above chart

wherein 53% applicants had applied for job at AAA Pharmaceutical Pvt. Ltd.
via referrals followed by employment exhnage
- Less popular recruitment methods used by applicants are advertisements,
professional bodies and recruitment consultants

3] How much time did the company take to respond to your application?

a.) Less than 5 days

b.) 5-10 days
c.) 11-15 days
d.) 15-20 days
e.) More than 20 days

NO. OF
OPTIONS PERCENTAGE
RESPONDENTS
Less than 5 days
35 70%
5-10 days
8 16%
11-15 days
4 8%
15-20 days
2 4%
More than 20 days
1 2%

31
INTERPRETATION:

- 70% respondents agree that the organization responded to their application for
job within 5 days
- Only a few applications took further time for response owing to incomplete
records or lack of communications methods.
-

4] Are you aware of background check conducted on you?

a. Yes
b. No

OPTIONS NO. OF RESPONDENTS PERCENTAGE

YES 20 40%
NO 30 60%

INTERPRETATION:

- 40% of employees were aware of the background check conducted on them.

- 60% of employees were not aware of the background check conducted on them

32
5] Have you faced any difficulty for your medical fitness test issued by the company?

a. Yes
b. No

OPTIONS NO. OF RESPONDENTS PERCENTAGE

YES 11 22%
NO 39 78%

INTERPRETATION:

- 22% of employees faced difficulty for medical issues by the company.

- 78% of employees did not faced difficulty for medical issues by the company.

6] Did you face any difficultly to collect all your experience certificates from your
previous companies?

a. Yes
b. No

OPTIONS NO. OF RESPONDENTS PERCENTAGE

YES 18 36%
NO 32 64%

33
INTERPRETATION:

- 36% of employees faced difficultly to collect experience certificates from

previous companies.
- 64% of employees did not faced difficultly to collect experience certificates
from previous companies.

7] When agent comes at your place for address verification, are you satisfied with it?
a. Yes
b. No

OPTIONS NO. OF RESPONDENTS PERCENTAGE

YES 40 80%
NO 10 20%

34
INTERPRETATION:

- 80% of employees are satisfied if agent comes at their place for verification.
- 20% of employees are not satisfied if agent comes at their place for verification.

8] What is the extent of your satisfaction with the recruitment and selection procedure
followed by AAA Pharmaceutical Pvt. Ltd.?

a. Poor
b. Adequate
c. Excellent

OPTIONS NO. OF RESPONDENTS PERCENTAGE

POOR 8 16%
ADEQUATE 15 30%
EXCELLENT 27 54%

INTERPRETATION:

- 54% of people who applied for job at the organization were satisfied with the
recruitment and selection procedure
- 30% of people were moderately satisfied, while 16% people were not quite
happy with the organizations recruitment and selection procedure

35
 CHAPTER 7

OBSERVATION AND FINDINGS

OBSERVATIONS:

1. Certain departments could improve efficiency by hiring more staff

It was observed that a few departments such as Production and Packaging could
very well perform better if they had more staff. Hence role of the HR
department is to determine where they could allocate resources for smooth
functioning of the organization.

2. HR faced difficulty in finding suitable quality of applicants

Since the organization has stringent norms for quality and performance finding
the right category of applicants was a tough job for the HR. Freshers could not
be targeted as the industry is in search for experienced professionals only.

3. Applicants received though mail lack timely follow up

Most of the applicants were received through mail and they were faced with
inconsistencies such as no attachments, failure in opening of attachments, scan
quality not at par and poor readability.

4. Manual Process of entering data:

Data entry in Excel is time consuming . Each and every detail is manually filed.
This accounts for a lot of investment of time by the person doing the data entry.

5. Inconsistency in receiving the documents of new employees:

36
 Mail is sent to the employees, saying they need to submit the following
documents in
2 days time . But there are many employees, who dont reply to the mail, and
continuous follow ups are to be made

FINDINGS:

1. Need for more staff in production and packaging department

2. Most popular recruitment method was employee referrals as they maintain close
contacts with people working in their industry

3. Selection process mainly composed of interview and practical fitment

4. The company responds within 5 days to any application received therein

5. Background check essential part of selection process

6. Document verification forms the basis for recruitment

7. Background verification is very important process which is carried out by the

company

8. Background verification is time consuming and hefty task for the organization

9. No employee is employed for the background verification of the employees,

hence the process could be carried out smoothly if there is another employee

employed who will look after the background verification process

10. After final placement employees are trained to company standards and practices

at AAA Pharmaceutical Pvt. Ltd.

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 CHAPTER 8

LIMITATIONS

LIMITATIONS:

1. Need for new staff arises when efficiency of a particular department is

compromised

2. Time consuming task

3. E-mails are primary mode of communication with applicants

4. Lack of receiving documents in time, delays the verification process

5. No singular employee is appointed for the background verification of the

employees hence there is a lot of load on the HR department

6. Cost of recruitment and selection very high for hiring only a few candidates

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 CHAPTER 9

RECOMMENDATIONS

RECOMMENDATIONS :

In every organization recruitment and selection plays a vital role. The study reveals that
the recruitment and selection process offered in three selected industries is effective.
The HR managers have to focus on selecting the right persons for the job. The selection
is done by evaluating the candidates skills, knowledge and abilities which are highly
required to the vacancies in this industry.

Based on data collected from HODs perspective:

1. Human resource Department should be more practical and efficient so that the
recruitment and selection becomes more effective.
2. HR Department should give counseling to employee every month.
3. HR Department has to say the company policy to employee before joining the
organization.
4. Effort should be taken to maintain database of application for future recruitment
in the organization.

Based on data collected from employee perspective:

1. The organization should follow new technology / trends in the recruitment

process
2. Phone call can be made to intimate the employee when a mail is sent to him
stating the need for particular documents for background verification
3. It is suggested that the organization should give equal importance to external
sources like agencies, references and data banks in order to get the desired &
required employees
4. It is suggested that the organization explore their options and give a fair chance
to freshers based on their skills, along with the experienced candidates

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 APPENDIX

QUESTIONNARE

I am doing survey for my academic project title STUDY ON EMPLOYEE

RECRUITMENT AND SELECTION PROCESS AT AAA PHARMACEUTICAL
PVT. LTD. ,PUNE I assure you all the information will kept confidential and will use
only for my academic purpose. Please give your valuable time and fair opinion to fill
the questions

Personal Information Questions

1. NAME :

..

2. AGE

a) 18-25

b) 26-35

c) 36-45

d) 46-above

3. DESGINATION : ........

1. QUALIFICATION : ..

2. ADDRESS (PERMANENT) : ..
TEMPORARY:

40
For Employer / Recruiter As there are 7 departments in AAA Pharmaceuticals Pvt.
Ltd., hence, I have asked the head of the departments to fill the questionnaire

A. Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process?
a.) Yes
b.) No

B. Is the organization doing timeliness recruitment and Selection process?

a.) Yes
b.) No

C. Does HR provide an adequate pool of quality applicants?

a.) Yes
b.) No

D. Which of the following recruitment methods and the procedure was followed
for recruitment?
a.) Employee referrals
b.) Advertisement in local/national papers
c.) Employment exchange
d.) Professional bodies
e.) Recruitment consultants

E. Rate the effectiveness of the interviewing process and other selection

instruments, such as testing?
a.) Poor
b.) Adequate
c.) Excellent

F. Is it necessary to do background verification check?

a.) Yes
b.) No

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 G. Is background check an expensive task to perform?
a.) Yes
b.) No

H. Do you take any action regarding fraudulent cases?

a.) Yes
b.) No

I. Does HR train hiring employees to make the best hiring decisions?

a.) Yes
b.) No

For Employees The people whose recruitment is done for prospective employment at

AAA Pharmaceutical Pvt. Ltd. were asked these questions

A. Which of the following methods of recruitment did you use for your

recruitment?

a.) Employee referrals

b.) Advertisement in local/national papers
c.) Employment exchange
d.) Professional bodies
e.) Recruitment consultants

B. How much time did the company take to respond to your application?

f.) Less than 5 days

g.) 5-10 days
h.) 11-15 days
i.) 15-20 days
j.) More than 20 days

C. Are you aware of background check conducted on you?

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 a.) Yes
b.) No

D. Have you faced any difficulty for your medical fitness test issued by the
company?
a.)Yes
b.)No

E. Did you face any difficultly to collect all your experience certificates from your
previous companies?
a.)Yes
b.)No

F. When agent comes at your place for address verification, are you satisfied with
it?
a.)Yes
b.)No

G. What is the extent of your satisfaction with the recruitment and selection
procedure followed by AAA Pharmaceutical Pvt. Ltd.
a.) Poor
b.) Adequate
c.) Excellent

BIBLIOGRAPHY

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BOOKS

K. Aswathappa (2002) "Human Resource And Personnel Management, 3rd

Edition, Publisher, Tmh, 2002. ISBN, 0070482802, 9780070482807

C. R. Kothari (2009) "Research Methodology: Methods & Techniques" (Second

Revised Edition), New Age International Publishers, New Delhi.

Keith Davis (1967) Human Relation at Work 3rd Edition, Publisher :

McGraw-Hill

WEBSITES

1. www.hr-guide.com

2. www.google.com

3. www.casestudiesinfo.blogspot.com

4. www.citehr.com

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