You are on page 1of 83

SUMMER TRAINING REPORT

ON

“A Descriptive Analysis”

Of

“Employees Recruitment and Selection Procedures”

At

“SCADS HR NETWORK PVT LTD.”

For the partial fulfillment of requirement of Degree in

Masters of Business Administration (MBA)

Submitted to Maharishi Dayanand University, Rohtak

Session: 2014-16

Submitted to: Submitted by:

Controller of Examination PAWAN KUMAR

(M.D University, Rohtak) MBA – 3rd Sem

Regn. No.

INSTITUTE OF MANAGEMENT & TECHNOLOGY(Approved by AICTE, Govt. of


India & Affiliated by M.D. University, Rohtak) Tigaon Road, Near Sai Dham, Faridabad -
121002

1
DECLARATION

I, PAWAN KUMAR Registration. No. –Class – MBA-3rd Semester of the Institute of

Management & Technology, Faridabad hereby declare that the Summer Training Report entitled,

“ RECRUITMENT POLICIES OF SERVITAS ” is an original work and the same has not

been submitted to any other institute for the award of any other degree. A seminar presentation

of the Training Report was made on …………. and the suggestions as approved by the faculty

were duly incorporated.

Presentation Incharge Signature of the Candidate

(Faculty)

Forwarded by:

Director/Principal of the Institute

2
PREFACE

Project is part of our curriculum that gives us knowledge about practical work. This also
helped us to understand the practical aspects of the conceptual studies learnt by them in the
commerce subject. The Project Report presented here is the part of the syllabus of the MBA
degree provided by M.D. University, Rohtak.

Each student pursuing this course is required to submit a particular project on the topic
assigned to him in his course. The essential purpose of this project is to given an exposure and
detailed outlook to the student of the practical concept, which they already studied research. For
the purpose, I was assigned the project for the “RECRUITMENT POLICIES ” in Servitas
PVT LTD. It is a matter of great privilege to get training from Scads HR Network PVT LTD
one of the largest organizations of its kind.

I have been really fortunate regarding my summer training because I got an opportunity to work
with one of the biggest organization of this country. During the shot span of two months, I have
learnt a large number of things about various recruitment policies of the organization.

3
ACKNOWLEDGEMENT

Written words have the tendency to degenerate genuine gratitude into stilted formality but this is

the only way to express my feelings. I am indebted to all those who supported me in this learning

process and in successful completion of my vocational training report.

I would like to thanks Mr – HR Dept, who allowed me to undergo training program at

SERVITAS PVT LTD NEW DELHI .

I am thankful to Dr. Geeta Shiromani for the guidance and help during my report, without this

support the project would have not been possible.

I wish to express my appreciation to all those with whom in interacted and whose thought and

insight helped me in increasing my knowledge and understanding the training project.

I also thank all the faculty members and non-teaching staff for their kind guidance and support

throughout the training and even before.

Last but not least I would like to pleasure a word of appreciation to my family and friends who

supported and helped me to make this report a success.

PAWAN KUMAR

4
INDEX

S. No. Chapters Page No.

1. Chapter – 1 7-31

7
INTRODUCTION OF THE STUDY
-Significance of the Study 8
-Conceptualization
10
-Objectives of the Study
-Focus of the Study 29

30

2. Chapter – 2
RESEARCH METHODOLOGY
32-49
-Company Profile
-Research Methodology 33
-Limitations of the Study
43

47

3. Chapter – 3
MICRO ANALYSIS
49-62

4. Chapter- 4
MACRO ANALYSIS
63-65

5
5. Chapter – 5
SUMMARY OF OBSERVATION
66-68
-Findings of the Study
-Recommendation and Conclusion 67

69

6. BIBLIOGRAPHY 72-74

7. APPENDICES 74
-Questionnaire
75
-List of Tables and Graphs
79

6
7
INTRODUCTION OF TOPIC

This summer training report on Recruitment and Selection is prepared for MBA HR. This
Recruitment and Selection project is been prepared to put a light on Recruitment and Selection
process. This project report includes meaning, definition, objectives, need and purpose of
recruitment, sources of recruitment and meaning of selection, various selection techniques
through which an organisation gets suitable applications.

Recruitment is the process of searching for prospective employees and stimulating them to apply for
jobs. Companies can adopt different method of recruitment and selection people in the company.
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.

Selection is the process that an organization uses to determine which job applicant will be the
most successful in meeting the demands of the job or will fit well with the existing
work groups and the culture of the organization. Selection is the process that an organization
uses to determine which job applicant will be the most successful in meeting the demands of the
job or will fit well with the existing work groups and the culture of the organization.

8
9
SIGNIFICANCE OF THE STUDY

The significance of the study conducted at Scads HR Network PVT Limited is as below:

 To study the sources of recruitment followed in the organization. i.e., internal and
external sources.
 To study the current manpower requirement of the organization.
 To analyses the demand and supply forecasting regarding the human resources of the
organization.
 To study the recruitment and selection procedure being used in the organization.
 To identify the selection criteria of the organization.
 To study various types of techniques of recruitment and selection are followed by the
organization.
 To study the procedure of selecting best candidates among a pool of applicants on the
basis of their key skills, abilities and capabilities.

10
11
RECRUITMENT

MEANING OF RECRUITMENT

A 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 selected

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.

DEFINITION OF RECRUITMENT

According to Dale Yoder, “Recruitment is a process to discover the source of manpower to


meet the requirements of the staffing schedule and to employ effective measure for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient working force”

IMPORTANCE OF RECRUITMENT

 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

12
 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
 Attract an encourage more and more candidates to apply in the organization
 Recruitment is the process which links the employers with the employees
 Meet the organizations legal and social obligations regarding the composition of its
workforce.

TYPES OF RECRUITMENT

Recruitment is the process of searching for prospective employees and stimulating them to apply
for jobs. Companies can adopt different method of recruitment and selection people in the
company. These methods are:

1. Internal source
2. External source

Recruitment

Internal External

13
Internal source of Recruitment:-

Internal source of recruitment refer to obtaining people for job from inside the company.

There are different methods of internal recruitment

 Promotion:-

Companies can give promotion to existing employee. This method of recruitment saves lot of
time, money and effort because the company does not have to train the existing employs.
Since the employee already worked with the company. He is familiar with the working
culture and working style.

 Departmental examination:

This method is used by the government department to select employee for higher level point.
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.

 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.

 Employee recommendation:-

In this method employee are asked to recommend people for job. Since the employee is
aware of the working condition inside the company he will suggest people who can adjust to
the situation.

14
 TRANSFER:-

A transfer is an internal movement with in the same grade from one job to another.
It may lead to changes and duties and responsibilities, working conditions etc .but not
necessarily salary.

 PREVIOUS APPLICANTS:-

Although not entirely an external source those who have previously applied for jobs
can be re-contacted by male, a quick and inexpensive way to fill an unexpected
opening. Applicants who have just walked in and applied may be considered also.
These previous walk ins are likely to be more suitable for filling unskilled and semi-
skilled jobs what some professional opening can be filled by turning to such
application. One firm that needed too cost accountants immediately contacted
qualified previous applicant and was able to hire to individuals who were
disenchanted with there current jobs at other companies.

Advantages of Internal Recruitment:

 Familiarity :- the organization and its employee are familiar to each other. The
organization knows the ability and skills of the likely candidates since they are insiders.
Employees also know about the working conditions and job requirement of the vacancies.

 BETTER UTILLSATION OF INTERNAL TALENT :- Reliance on internal recruitment


enables the enterprise to make the best use of the capabilities of its employee. For examples,
some employee may be so talented that they deserve promotion, or some may do better on
transfer to other jobs.

15
 ECONOMY :- The cost of recruiting internal employee in minimal. The enterprise need not
incur any expenditure on informing and including its employee to apply.

 MOTIVATIONAL VALUE :- Internal recruitment is a source of encouragement and


motivation for employee. The employee can look for promotion and transfer with hope and
thereby do their jobs well as to earn the desired promotion/transfer.

Disadvantages of the Internal Recruitment:

 RESTRICTED CHOICE :-Internal recruitment restrict the options and freedom for
the enterprise in choosing the most suitable candidates for the vacancies. It has a
narrow sense. The enterprise may have to compromise on quality of its choice of
candidates.
 INBREEDING :-If the enterprise depends too much on internal recruitment , it
means that the enterprise denies itself fresh talent and new blood available outside.
Existing employees even if promoted or transferred may continue to work and behave
in the same habitual ways, without any dynamism.
 ABSENSE OF COMPETITION :- In the absence of competition from qualified
candidates from outside employees are likely to expect automatic promotion by
seniority. Thus they may lose the drive for proving the worth.
 CONFLICT :- There may be chance of conflict and infighting among those
employees who aspire for promotion to the available vacancies. Those who are not
promoted are unhappy and their efficiency may decline.

External method of Recruitment

External source of recruitment refer to method of recruitment to obtain people from outside the
company. These methods are

16
 Management consultant

Management consultant helps the company by providing them managerial personal. When
the company is on the lookout for entry level management trainees and middle level
managers. They generally approach management consultants.

 Employment agencies:

Company may give a contract to employment agencies that search. Interview and obtain the
required number of people. The method obtain can be used to obtain lower level and middle
level staff.

 Campus recruitment:-

Campus recruitment refers to any effort made by prospective employers to recruit students from
their college campuses, usually prior to graduation. Employers use campus recruitment to attract
and screen students for a variety of different positions, both as interns and as full-time
employees. In some cases, recruitment takes the form of small events sponsored by one or a few
industry representatives. In other cases, the school and industry collaborate to arrange campus-
wide job fairs that attract many potential employers. Businesses are typically the most active
recruiters, but the government, graduate schools, and non-profit organizations also engage in
campus recruiting. Potential employers use this type of recruiting to attract the best and brightest.
Students at schools with excellent reputations in certain fields are in particularly high demand,
and recruiting efforts at these schools are frequently very intense.

 Internet advertisement:-

With increasing importance to internet companies and candidates have started using the internet
as medium of advertisement and search for jobs. These are various job sites like naukri.com and
monster.com etc. candidates can also post their profiles on these sites.

17
 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
newspaper. Candidates require to directly appearing for the interview and above to bring
a copy of their C.V with them.

 SCOUTING:-

This is one of the oldest methods. In these method the personnel department sends their
representatives to potential places of recruitment and establishes contact with potential
candidates seeking employment. Preliminary screening are arranged at selected places
wherein the candidates present themselves. In these effort local consultant agents
institutions colleges play the liaison work. Organizing conventions, indoctrination
seminars, fairs etc., are other means in this method.

 RECRUITMENT AT THE FACTORY GATE:-

It is a method of recruitment by placing a notice at the factory gate specifying the details
of the jobs available.

 EMPLOYEES TRADE ASSOCIATION:-

Meetings, conferences, seminars and other social functions of employees trade


associations are yet another means of locating suitable hands.

 UNCONSOLIDATED APPLICATIONS:-

For the positions in which large numbers of candidates are not available from other
sources, the companies may gain in keeping files of applications received from
candidates who make direct enquiries about possible vacancies on their own, or may
send unconsolidated applications.

18
 VOLUNTARY ORGANISATIONS:-

Voluntary organizations such as private clubs, social organizations, might also provide
employees – handicapped, widowed or unmarried women, old persons, retired hands etc.
in response to advertisements.

 COMPUTER DATA BANKS:-

When a company desires a particular type of employees, job specifications and


requirements are fed into a computer, where they are matched against the resume data
stored therein.

Advantage of External Recruitment:

 WIDE CHOICE:- The organization has the freedom to select candidates from a
large pool. Persons with requisite qualifications could be picked up.

 INJECTION OF FRESH BLOOD:- People with special skills and knowledge could be
hired to stir up the existing employees and pave the way for innovative ways of working.

 MOTIVATIONAL FORCE :- It helps in motivating internal employees to work hard


and compete with external candidates while seeking career growth. Such a competitive
atmosphere would help an employee to work to the best of his abilities.

 LONG TERM BENEFITS :- Talented people could join the ranks, new ideas could
find meaningful expression, a competitive atmosphere would compel to give out their
best and earn rewards etc.

19
Disadvantage of External Recruitment:-

 EXPENSIVE:- Hiring costs could go up substantially. Tapping numerous sources of


recruitment is not an easy task either.

 TIME CONSUMING :- It takes time to advertise, screen, to test and select suitable
employees. Where suitable ones are not available the process has to be repeated.

 DEMOTIVATING :- Existing employees who have put in considerable service may


resist the process of filling up vacancies from outside. The feeling that their services have
not been recognized by the organization, forces them to work with less enthusiasm and
motivation.

 UNCERTAINTY :- There is no guarantee that the organization will be able to hire the
services of suitable candidates. It may end up hiring someone who does not fit and who
may not be able to adjust in the new setup.

OBJECTIVES OF RECRUITMENT

 Support the organization ability to acquire, retain and develop the best talent and skills.
 Determine present and future manpower requirements of the organization in coordination
with planning and job analysis activities.
 Obtain the number and quality of employees that can be selected in order to help the
organization to achieve its goals and objectives.
 Create a pool of candidates so that the management can select the right candidate for the
right job from this pool
 Attract and encourage more and more candidates to apply in the organization
 Increase the pool of candidates at minimum cost.
 Acts as a link between the employers and the job seekers
 Influence fresh blood at all levels of the organization

20
 Meet the organization's legal and social obligations regarding the composition of its
workforce.
 Its provide different opportunities to procure human resources.
 Its forecast how many people will be require in the company.
 Its enables the company to advertise itself and attracts talented people.

SUCCESS FACTORS OF THE RECRUITMENT PROCESS

The organization must commit itself to the achievement of a number of critical


success factors in recruitment and selection if the best person is to be selected. These
factors are:

 SYSTEMATIC :- The process must be systematic that is carried out in a logical


fashion and consistently in line with the organizations policies ,systems, HR
plans and with business objectives.

 Fairness:- Ethical and legal considerations must be compiled with each other
.The way in which recruitment / selection is carried out says a lot about the
organization and its prospective employees will be aware of the messages
conveyed by the way the process is managed .Organizational culture will
influence any ethical practices, which may be enshrined in code or policy on
ethics .A key dimension is to act fairly within the law ,especially concerning
equal opportunities without any discrimination.

 Efficiency:- It means use of time ,money ,reputation and human resource to its
best. Having a systematic plan provides a blueprint for the exercises.

 Effectiveness:- obtaining the right person for the company and the job using the
resources available .In order to obtain the best ,the selection devices must be valid
and reasonable.

21
 Validity:- Any technique or method must provide the employer with accurate
results. Thus selection must be valid .

SELECTION

MEANING OF SELECTION:-

After identifying the sources of human resources, searching for prospective employees and
stimulation helps to apply for jobs in an organization, the management has to perform the
function of selecting the right man at right job and at the right time.
In simple words
It is the functions perform by the management of selecting the right employees at the right time
After identifying the sources of human resources, searching for prospective employees
and stimulating them to apply for jobs in an organization
.The objective of the selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates.

DEFINITION OF SELECTION:-

According to Thomas stone “Selection is the process of differentiating between applicants in


order to identify and hire those with a greater likelihood of success on the jobs”.

IMPORTANCE OF SELECTION

Selection is the process that an organization uses to determine which job applicant will be the
most successful in meeting the demands of the job or will fit well with the existing
work groups and the culture of the organization.

22
It is the functions perform by the management of selecting the right employees at the right time
After identifying the sources of human resources, searching for prospective employees
and stimulating them to apply for jobs in an organization
The objective of the selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. Selection picks up the most suitable
candidate who would meet the requirements of job.

 Reduce Applicant Numbers-Recruitment attracts many applicants to a particular job,


which may prove difficult to manage, but selection reduces applicants to a manageable
number. Candidates who have applied for a job during the recruitment stage are screened
in the selection stage. Those who prove suitable for the job are selected, and unsuitable
ones are rejected.

 Assess Behavior-Selection gives managers an opportunity to assess potential employees'


character and personality. This ensures that only an employee with the most suitable
personalities and skills is given the job. The organization takes particular notice of the
personal flexibility and adaptability of a candidate, which assures that such an individual
can adjust rapidly to the tough demands of the job.

 Low Employee Turnover-Appropriate selection procedures applied in the recruitment


process ensure that only the most qualified individual is chosen to fill a vacancy.
Recruited employees who are satisfied with their jobs lead to a low employee turnover
rate. Employee retention is important to an organization, as the costs of hiring and
training new employees are very high.

 The Time Dimension-A good selection procedure saves time in the recruitment and
orientation processes because the applicant is expected to have been introduced to some
aspects of the organizational culture, such as the dress code. No time is wasted trying to
inculcate the new recruit with various aspects of the organization's culture and norms.

23
The employee is given an adequate picture of what the new job entails, thus eliminating
wasting time doing unnecessary chores that are not part of his job description.

FEATURES OF SELECTION

 SELECTS SUITABLE CANDIDATE: Selection picks up the most suitable candidate


who would meet the requirements of the job as the most suitable person is picked up after
eliminating the unsuitable applicants.

 DETERMINES APPLICANT CAPABILITIES: Selection determines whether thec


applicants have required capabilities or not.

 PLACE RIGHT CANDIDATE AT RIGHT JOB: Selection is also aimed to place


individuals who can make effective and worthwhile contribution to an organization into
appropriate jobs or roles.

 GENERATES INFORMATION ABOUT CANDIDATE: Selection generate


information about the candidates in order to enable comparison with other candidates and
assist in decision making.

 SAVES COST: How well an employee is matched to a job is very important because it
directly effect the amount a quality of employee work.

24
FACTORS AFFECTING SELECTION

 SIZE OF THE ORGANISATION


 TYPE OF THE ORGANISATION
 NATURE OF SOCIAL PRESSURE
 SPEED OF DECISION MAKING
 NATURE OF LABOUR MARKET
 TRADE UNIONS
 GOVERNMENT REGULATIONS
 APPLICANT POOL
 GOVERNMENT REGULATIONS

OBJECTIVES OF SELECTION:-

 To ensure all recruitment and selection procedures comply with the Equal Opportunity
Policy.
 To ensure that all appointments are made on merit
 To attract sufficient applications from potential candidates for appointment with the
skills, qualities, abilities, and experience.
 To develop and maintain procedures which will assist in ensuring the appointment of the
most suitable candidates
 To ensure that recruitment procedures are clear, valid and consistently applied by those
involved in recruitment and that they provide for fair and equitable treatment for those
who apply for employment
 To base selection decisions and criteria directly on the demands and requirement of the
job and the competencies identified as necessary for satisfactory performance.

25
SELECTION STRATEGIES

SCREENING OF APPLICANTS

SELECTION TESTS

SELECTION INTERVIEWS

MEDICAL EXAMINATIONS

REFERNCE CHECK AND


VERIFICATION

HIRING DECISIONS

26
CONCLUSION:-

 Attract and encourage candidates


 Create a talent pool.
 Determine future and present requirement
 Links the employers with the employees
 Increase the pool of jobs.
 Saves cost
 Place right candidate at right job.
 Select suitable candidate.
 Target oriented
 Reliable tool.

27
28
OBJECTIVES OF THE STUDY

 To study the various Recruitment and selection methods adopted by Scads HR Network
PVT Limited.
 To learn what is the process of recruitment and selection that should be followed.
 To search or headhunt people whose skill fits into the company values.
 To know the prospect or recruitment and selection procedure.
 To critically analyze the functioning of recruitment and selection procedure.
 To know the managerial satisfaction level about recruitment and selection procedure
 To study the present and future manpower requirement of the organization.
 To study the human resource planning procedure adopted by the organization.
 To study the process of selecting candidate from a pool of candidates.
 To study the various procedures of recruiting the employees within organization.

29
30
FOCUS OF THE STUDY

The study conducted at Scads HR Network PVT Limited focuses on:

 The recruitment and selection policy followed by the organization.


 The procedure for recruiting and selecting the proposed candidates in the organistion.
 The various sources of recruitment sources used by the organization for selecting the
candidates.
 The various recruitment and selection methods used by the organization for recruiting
competent employees.
 To learn what is the process of recruitment and selection that should be followed.
 To search or headhunt people whose skill fits into the company values.
 To know the prospect or recruitment and selection procedure.

31
32
33
SCADS HR NETWORK PVT LTD.

HISTORY OF THE COMPANY

Scads HR Networks Pvt. Ltd. is a reputed organization which is established in Faridabad for
providing better solutions to industrial organizations, end user, career, financial, and individual
also. Our company has been proving his services with many reputed organization and we are
registered with ESI, PF, and Labor Department.

Scads HR Networks Pvt. Ltd. Security Services is one of the Faridabad's leading services
specialized in highest quality of security services at affordable prices. Now Scads HR Network
Pvt. Ltd. is a well-known organization in the field of security services which gives successful
results and proves his services on time.

We supply casual/daily wages laborers on demand from factories for loading, unloading job,
shifting of materials/or any other casual nature of job required to be completed in a short period,
on a mutual fixation of rates. We also can make available skilled/semi skilled personals on
demand.

Scads believes in security and to give better results. Ours is one of the leading professional
organizations. Scads HR Network PVT. Ltd. is registered under An ISO 9001-2008
CERTIFIED COMPANY.

COMPANIES ACT.

ESI ACT.

PROVIDENT FUND ACT.

SHOPS AND COMMERCIAL ESTABLISHMENT ACT.

SERVICE TAX RULES.

INCOME TAX RULES.

34
OBJECTIVES OF THE COMPANY

 Ensuring punctuality of our manpower/labour supplied.

 Timely payment of salaries to them.


 Maintaining cordial & workable relationship with concerned government agencies.
 We supply, both skilled and unskilled labour, on contractual basis to our clients.
 Business promotion.
 Keep up-to-date with competitive activities and market trends.
 Market and Business Development.

MISSION STATEMENT OF THE COMPANY:-

Scads HR Network PVT Ltd Is Committed To Provide Total Satisfaction To All Its
Customers By Providing Men Power Consistently As Per Their Requirement And Legal
Rules By Strict Adherence To Laid Down procedures And Systems.

We Shall Strive For Continual Improvement In Working Quality And Processed By


Sustained Team Spirit And Hard Work. e supply, both skilled and unskilled Labour, on
contractual basis to our clients. Compliance of all mandatory laws is ensured at all times.
We establish to recruit only the best and well-known and talent contract Labor available.
Backed by a team of experienced recruitment consultants, industrial , Technical contract
labor, who ensure that all processes right from:

· Exact documentation
· Comprehensive client needs analysis
· Candidate prescreening assessments
· Behavioral interviews induction
· Training
· Reference checking
· Police verification

35
SERVICES PROVIDED BY SCADS HR
NETWORK PVT LTD

SECURITY CONTRACT FIRE PLACEMENT HOUSE CONSULTANCY


SERVICES LABOUR FIGHTING SERVICE KEEPING SERVICE

SECURITY SERVICES:

To achieve this we lay great emphasis on our well defined and strict recruitment procedure. We
cater to diversified professional requirements of our clients by providing them trained security
personnel.

This has become feasible only by giving them thorough and practical training. Our trained staff
ensures that our trainees inculcate and always maintain high standards of discipline and integrity.
We provide security guards.

Our proven track record speaks for itself. Our list of clients (their numbers) shall tell you the
confidence various organizations have imposed in Scads.

36
HOUSE KEEPING SERVICES:

For house keeping and sanitation services Scads HR Network well trained staff which are hired
by strict recruitment procedure with professional requirements. For housekeeping & sanitation
services we provide lady staff also which are well trained and experience.

To achieve this we lay great emphasis on our well defined and strict recruitment procedure. We
cater to diversified professional requirements of our clients by providing them trained security
personnel. This has become feasible only by giving them thorough and practical training. Our
trained staff ensures that our trainees inculcate and always maintain high standards of discipline
and integrity. We are also providing lady searcher.

FIRE FIGHTING:

One of our Group companies, Scads HR Network provide trained firemen and latest reliable fire
equipments to number of Industrial setups, Business Houses, Schools and Malls etc.

37
Training is imparted to these personnel in fire fighting drills/procedures, correct usage and
handling of fire equipment etc. We have experts who do periodic refilling and maintenance of
fire extinguishers/equipment etc. They also assist management initially in planning and
calculating exact requirements of portable fire extinguishers & other fire equipment (including
fire tenders etc). We also carryout Fire Risk Assessment at nominal cost.

CONSULTANCE SERVICES:

We at To give better solutions of any problem Scads HR Networks Pvt. Ltd. is here which
keeps your problem secure and our experts satisfied you. For security, we cover all the areas
some of them are:

· Security problems like career, financial, theft, and business.


· Improving industrial organizations with latest developed technologies.
· Fire fighting services.

CONTRACT LABOUR:

e supply, both skilled and unskilled labour, on contractual basis to our clients. Compliance of all
mandatory laws is ensured at all times. Scads HR Network Pvt. Ltd. is registered under

An ISO 9001-2008 CERTIFIED COMPANY

 COMPANIES ACT
 ESI ACT
 PROVIDENT FUND ACT
 SHOPS AND COMMERCIAL ESTABLISHMENT ACT
 SERVICE TAX RULES
 INCOME TAX RULES

38
PLACEMENT SERVICES :

In order to reduce and eliminate day to day botheration of the management in selection of
suitable candidates for the organization Scads HR Network Pvt. Ltd. has developed an
exhaustive databank of qualified, skilled and experienced aspirants. Clients have a choice of
choosing the best as per their laid down Qualitative Requirements.

Preliminary screening of candidates is done at our end. Thereafter, resumes of only suitable and
short-listed candidates are forwarded to you for interview and subsequent final selection.

FOR JOB ASPIRANTS:

Those who are looking for jobs or those who wish to change their present profile are most
welcome to contact us on line or in person at the earliest. Based on your qualifications and
experience we shall endeavor to place you with top notch companies in NCR and rest of India.
As a first step please forward your resume to us for carrying out initial screening and related
spadework. You shall positively hear from us the moment we identify a suitable and appropriate
slot for you. You can always bank on us for a prosperous future for yourself.

Personnel Management
 Supervision & control of Attendance & leave records and other related employees,
records.
 Implementing various compensation plans, salary structures, Incentive Schemes etc.
 Supervision & control of all statutory records relating to ESI/PF/ Gratuity/Leave
Procedures/factory act records/ legal compliance under Factories Act.etc.
 Ensure periodical returns to Govt. as per Labor Laws and keeping of all relevant records.

39
Employee Relations
 Good Knowledge and experience of initiatives to build harmonious IR in the
organization.
 Good knowledge and experience of Industrial Disputes Act and Provisions thereof
including Long Term Wage negotiations and handling of Industrial Disputes.
 Ensure effective Grievances handling system.

Human Resource Management


 Overseeing manpower planning, audit, recruitment & induction of new employees.
 Implementation of Reward & Recognition policy.
 Initiate team Motivational Activities & devise strategies for improvement.

WE DEAL IN FOLLOWING TYPE OF MANPOWER:

· General:
· Helpers.
· Office Boy
· Peon
· Driver
· Chauffeurs
· Fork Lift Drivers.
· Housekeepers.
· Gardeners.
· Pantry Boy

TECHNICAL MANPOWER (I.T.I) FOR ENGENIEERING INDUSTRIES:

· Fitter
· Machinist/Tool & Die/Turner./Grinder.
· Millwright.
· Welder.
· Carpenter.
· Diesel mechanic.
· Electrician.
· Wireman.

40
· Painter.
· Motor Mechanic.
· Mechanical Draughtsman.

TECHNICAL MANPOWER FOR GARMENT INDUSTRIES:

· Checker
· Master
· Packer/Inline
· Way in Checkers
· Tailors
· Thread cutter.
· Hand flat Operator

HR Networks Pvt. Ltd. have over the years specialized ourselves to provide any specialized
manpower including head hunting pertaining to any discipline of an industrial organization.
We can carry out any type of head hunting drive for any organization .we have our own
database, which is updated on a regular basis. Just send us your requirement and rest assured of
our service quality.

We supply casual/daily wages laborers on demand from factories for loading, unloading job,
shifting of materials/or any other casual nature of job required to be completed in a short period,
on a mutual fixation of rates. We also can make available skilled/semi skilled personals on
demand.

OUR VALUABLE CLIENTS ARE :-

M/S SITA Singh & Sons (P) Ltd. M/S Sumati Engineering
M/S HKS Automobiles M/S Panorama Exports
M/S JCB India Limited M/S VNG Automotives
M/S Imperial Auto Industries Ltd. M/S Denso Faridabad
M/S Pee Cee Casting M/S Parnav Vikas (India) Pvt. Ltd.
M/S Tokai M/S Jay Cee Auto Fab Pvt. Ltd.
M/S Tulip Housing Pvt. Ltd. M/S Jay Cee Auto Component Ltd.
M/S Cast Master Limited M/S Vishkarma Industries (P) Ltd.
M/S Flowcon Auto Systems M/S Century NF Casting
M/S Indication Instruments Ltd. M/S Sukara Enterprises
M/S Mitasoo India Pvt. Ltd. Regional Reference Standard Laboratory (Govt. Of India)

41
CURRENTLY RECRUITED EMPLOYEES BY SCADS HR NETWORK PVT LTD.

SERIAL NO EMPLOYEE NAME FATHER’S NAME DESIGNATION


1 BHARAT PARSAD SH. RAM PARSAD MARKETING
2 GOVIND KUMAR VISHWAH NATH WORKER
3 NEELU KUMARI RAJA RAM YADAV HR DEPARTMENT
4 ARUN KUMAR MOOLCHAND SECURITY GUARD
5 SUBHASH YADAV CHAND DHARI WORKER
6 AJIT SINGH MAHESH SINGH SECURITY GUARD
7 BRIJESH KUMAR MOHAN RAM WORKER
8 SURESH PREM RAM HR DEPARTMENT
9 SANJEET RAJ KUMAR WORKER
10 ASHOK KUMAR SANTOSH RAM MARKETING

Quality Policy Of The Company

Scads Hr Network Pvt. Ltd Is Committed To Provide Total Satisfaction To All Its Customers
By Providing Men Power Consistently As Per Their Requirement And Legal Rules By Strict
Adherence To Laid Down procedures And Systems.

We Shall Strive For Continual Improvement In Working Quality And Processed By Sustained
Team Spirit And Hard Work.

42
43
RESEARCH METHODOLOGY:

Research methodology is a way to systematically solve the problem. It may be understood as a


science of studying how research is done scientifically. When we talk of research methodology
we not only talk of research methodology but also consider the logic behind the methods, that we
are using and explain why we are using a particular technique and not other. Research means
search for knowledge. It is a perquisite for a dynamic organization. Precisely research is a more
systematic activity directed towards the discovery and development of organized body of
knowledge.

Research Design
A research design is the arrangement of the condition for collecting and analysis of data in a
manner that aim to combine relevance to the research purpose with economy in process or that is
to save the time and cost. Descriptive research was carried out which was experimental in
design. It was necessitated, as it was required to get in depth inside into employee’s satisfaction
level towards the Private and Public originations. Information gathered was based on the reply of
respondents to structured questionnaire.

Methodology that was adopted to carry out for calculating satisfaction level was a questionnaire
containing 12 questions.

Sampling
An integral component of a research design is the sampling plan. Specifically, it addresses three
questions i.e.

Whom to survey (The Sample Unit)

How many to Survey (The Sample Size) &

How to select them (The Sampling Procedure)

44
Making a census study of the whole universe will be impossible on the account of limitations of
time. Hence sampling becomes inevitable. A sample is only a portion of the total employee
strength.

According to Yule, a famous statistician, the object of sampling is to get maximum information
about the parent population with minimum effort.

Data Collection
 Data Collection Methods:-
The task of data collection begins after the research problem has been defined and research
begins chalked out. While deciding about the method of data collection to be used the
researcher should keep in mind two types of data i.e. primary and secondary data.

Primary Data: Primary Data are those which are collected a fresh and far the first time, and thus
happens to be original in character.

Primary data was collected from door to door survey and the basic tools used for gathering the
information is through structural questionnaire and some persons were also connected through
telephone.

Personal interview, personal opinion and view points of both public and private organizations
staff about the various recruitment sources in the completion of the project.

Secondary Data: Secondary data on the other hand are those which are collected by someone
which have been passed through statistical process.

Brochures, journals, magazines, and internet of information provided let many inputs for the
successful completion of project.

45
 Data Collection Techniques
The main techniques used in the data collection were:

1. Questionnaire
2. Interview
3. Magazines
4. Internet
 Data Collection Instruments
Instruments used to collect the data were:-

1. Structured Questionnaire
2. Personal Interview

Sampling Design
 Sampling Unit: It tells who is to be surveyed. Here the employees of the company
were included.
 Sample Size: It describes how many people should be surveyed. The sample size of
110 employees was taken.
 Sampling Procedure: It describes how the respondents should be chosen. For this
Convenience sampling was done by the researcher.

46
47
LIMITATION OF THE STUDY-

 The study conducted in Scads HR Network PVT Limited has the following limitations
 There is a short duration of training period.
 Many of the faces, actual figures & information cannot be provided.
 The Area of survey was limited.
 Casual and careless response of people due to work load. Some information may be fake
about training process.
 Some information may be fake about training process.
 Due to busy schedule of supervisors the optimum guidance was not available.
 Sensitive company information cannot be displayed in the project
 Lack of professional approach since the researcher is a student.
 There are many respondents who hesitated to answer the questionnaire.
 Due to the time constraint the discussion could not be held with other employee as to
their personnel level of satisfaction from the recruitment and selection practices and
procedure.

48
49
MICRO ANALYSIS

The data collected has to be processed and analyzed for the purpose of developing the research
plan. This is essential for a scientific study and for ensuring that we have all the relevant data.
Processing implies editing, coding, classification, and tabulation of collected data and so that
they acquiescent to analyzes.

The term analysis refers to the computation of certain measures along with searching for patterns
of relationship that exists among data groups. Thus,” In the process of analysis, relationships
with original or new hypothesis should be subjected to statistical tests of significance to
determine with that validity data can say as to indicate any conclusions.

Analysis of data in a general way involves a number of closely related operation that are
performed with the purpose of summarizing the collected data and organizing them in such a
manner that answer the research questions.

The whole chapter of analysis and interpretation is based on the responses of 110 respondents
who were administered with a questionnaire which contain the personal data their views about
the recruitment and selection process and procedure.
Q1. Since how many years have you been working with this organization?
a. 0-5 Years
b. 5-10 Years
c. 10 to 15 Years
d. More than 15 Years

Q2. Does the organization clearly define the position objectives, requirements and candidate specifications in the
recruitment process ?
a. Yes
b. No

Q3. How well are the organization’s affirmative action needs clarified and supported in the selection process?
a. Poor
b. Adequate
c. Excellent

Q4. Is the organization doing timeliness recruitment and Selection process.


a. Yes
b. No

50
Q5. Does HR provides an adequate pool of quality applicants ?
a. Yes
b. No

Q6. Rate the effectiveness of the interviewing process and other selection instruments, such as testing?
a. Poor
b. Adequate
c. Excellent

Q7. Does the HR team act as a consultant to enhance the quality of the applicant pre-screening process?
a. Yes
b. No

Q8. Does HR train hiring employees to make the best hiring decisions?
a. Yes
b. No

Q9. Rate how well HR finds good candidates from non-traditional sources when Necessary?
a. Poor
b. Adequate
c. Excellent
Q10. How would you rate the HR department’s performance in recruitment and selection?
a. Poor
b. Adequate
c. Excellent

Q11. Does the HR Department is efficient in Selection Policy of the employees?


a. Yes
b. No

Q12. Does the HR maintains an adequate pool of quality “protected class” applicants?
a. Yes
b. No

51
Q 1 Do you think the present recruitment policy is helpful in achieving the goals of the
company?

Table 1.1:- Response regarding recruitment policy is helpful in achieving goals.

S. No Opinion No. of Respondent Percentage


1 Yes 55 50%
2 No 22 30%
3 To some extent 33 20%
Total 110 100%

Graph 1.1:-
(Response regarding recruitment policy is helpful in achieving goals

Recruitment policy

20%
Yes
50% No
30% To some extent

52
Q 2 Through which source your organizations recruit the employee?

Table 2.1: Response regarding source of recruiting employees.


-
S. No Opinion No. of respondent Percentage
1 Internally 22 20%
2 Externally 66 60%
3 Both 22 20%

Total 110 100%

Graph 2.1:- : Response regarding source of recruiting employees

Source Of Recruitment

20% 20%
Internally
Externally
Both

60%

53
Q 3 Which of the following external source you choose for the recruitment of the
employee?

Table 3.1: Response regarding external source of recruiting employees.


-
S. No Opinion No. of Percentage
Respondent
1 Employee exchange consultant 22 20%

2 Private employee agencies 22 20%


3 advertisement 33 30%

4 educational 11 10%

5 Any other 22 20%

Total 110 100%

Graph 3.1:- : Response regarding source of recruiting employees.

54
External Source
Employee exchange
consultant
20% 20% Private employee
agencies
S.NO Opinion No. of Respondent Advertisement
Percentage
10%
20%
1 Transfer 33 Educational
30%
2 Promotion
30% 66 60%
Any other
3 Retired 11 10%
Total 110 100%

Q 4 Does the organization recruit employee through latest method of recruitment


through internal?

Table 4.1: Response regarding latest method of recruitment.


-

Graph 4.1:- Table 3.1: Response regarding latest method of recruitment.

55
Letest Recruitment Policy

10%

30% Trasfer
Promotion
Retired
60%

Q 5 Is there any provision for recruitment of summer trainees?

Table 5.1: Response regarding summer trainees.


-

S. No Opinion No. of respondent Percentage

1 Yes 66 60%

2 No 44 40%

Total 110 100%

Graph 5.1:- Response regarding summer trainees.

56
Recruitment Summer Trainees

40%
Yes
No
60%

Q 6 Is recruitment and selection process motivating the employee in the organization?

Table 6.1: Response regarding recruitment and selection process motivate the
employee.
-
S. No Opinion No. of Respondent Percentage

1 Always 33 30%

2 Sometimes 55 50%

3 Never 22 20%

total 110 100%

57
Graph 6.1:- Response regarding recruitment and selection process motivate the
employee.

Recruitment and Selection


Process Motivate the Employee

20%
30% Always
Sometimes
Never
50%

Q 7 Which method do you mostly prefer from the following for the recruitment and
selection?

Table 7.1: Response regarding methods of the recruitment and selection.


-
S. No Opinion No. of Respondent Percentage
1 Direct method 44 40%
2 Indirect method 33 30%
3 Third party 33 30%
Total 110 100%

58
Graph 7.1:- Response regarding methods of the recruitment and selection.

Method of Recruitment and


Selection

30%
40% Direct method
Indirect method
Third party

30%

Q 8 How do you rate the recruitment procedure?

Table 8.1: Response regarding rate of recruitment process.


-
S. No Opinion No. of Respondent Percentage

1 Short 33 30%

2 Average 22 20%

3 Long 44 40%

59
4 Very long 11 10%

Total 110 100%

Graph 8.1:- Response regarding rate of recruitment process.

Recruitment Procedure

10%
30% Short
Average
Long
40%
Very long
20%

Q 9 How many rounds of interview are conducted?

Table 9.1:- Response regarding rounds of interview.

S. No Opinion No. of Respondent Percentage


1 1 to 3 44 40%
2 3 to 5 22 20%
3 More than 5 44 40%
Total 110 100%

60
Graph 9.1: Response regarding rounds of interview.
-

Round of Interview

40% 40% 1 to 3
3 to 5
More than 5

20%

Q 10 Which form of interview did the company prefer?

Table 10.1: Response regarding method of interview conducted.


-
S. No Opinion No. of Respondent Percentage
1 Personal interview 55 50%
2 Telephone interview 44 40%
3 Video conferencing 11 10%

61
Total 110 100%

Graph 10.1:- Response regarding method of interview conducted.

Form of Interview

10%

Personal interview
50% Telephone interview
40% Video conferencing

Q 11 Which type of technique is used for selection?

Table 11.1: Response regarding techniques of selection.


-
S. No Opinion No. of Respondent Percentage
1 Structured 55 50%
2 Unstructured 22 20%
3 Both 33 30%

62
Total 110 100%

Graph 11.1:- Response regarding techniques of selection.

Technique for Selection

30%
Sturctured
50% Unstructured
Both

20%

Q 12 On which basis the organization give the training to the employees?

Table 12.1: Response regarding training to employees.


-
S. No Opinion No. of Respondent Percentage
1 On regular basis 77 70%
2 On and off basis 22 20%
3 Not at all 11 10%

63
Total 110 100%

Graph 12.1:- Response regarding training to employees.

Basis of Training

10%

20% On regular basis


On and off basis
Not at all
70%

64
65
MACRO ANALYSIS
From the above chapter .i.e., Micro Analysis, we analyses the following:
 50% people said that the company recruitment policy is helpful in achieving the goals.
30% people said that the company recruitment policy is not helpful in achieving the
goals. 20% people said that the company recruitment policy is helpful to some extent in
achieving the goals,
 20% people said that the company recruits the employee from the internal source. 60%
people said that the company recruits the employee from the external source. 20% people
said that the company recruits the employee from the both source.
 20% people said that the company uses the employee exchange consultants. 20% people
said that the company uses the private employment agencies. 30% people said that the
company uses the advertisement method. 10% people said that the company uses the
educational method. 20% people said that the company uses the any other way.
 30% people said that the company uses the transfer method for latest recruitment policy.
60% people said that the company uses the promotion method for latest recruitment
policy. 10% people said that the company uses the retired method for latest recruitment
policy
 60% people said that there is provision of recruiting summer trainees. 40% people said
that there is no provision of recruiting summer trainees.
 30% people said that the recruitment and selection process are always motivate the
employee. 50% people said that the recruitment and selection process are sometimes
motivate the employee. 20% people said that the recruitment and selection process are
never motivate the employee.
 40% people said that the company prefers the direct method for recruitment and
selection. 30% people said that the company prefers the indirect method for recruitment
and selection .30% people said that the company prefers the third party for recruitment
and selection
 30% people said that the recruitment procedure is short. 20% people said that the
recruitment procedure is average. 40% people said that the recruitment procedure is
long. 10% people said that the recruitment procedure is very long.

66
 40% people said that the 1-3 rounds of interview are conducted. 20% people said that the
3-5 rounds of interview are conducted. 40% people said that the more than 5 rounds of
interview are conducted.
 50% people said that the company prefers the personal interview. 40% people said that
the company prefers telephone interview. 10% people said that the company prefers the
video interview
 50% people said that the company used structured technique for selection. 20% people
said that the company used unstructured technique for selection. 30% people said that the
company used both techniques for selection.

67
68
69
 FINDINGS OF THE STUDY

The study was conducted in Scads HR Network PVT Limited and we have concluded
certain findings during the survey in the company.

 They recruit employees on the basis of their key skills, capabilities and qualification.
 They make new recruits aware about the company and working pattern of the company.
 The techniques and the methods used by the company in the interview is found to be
effective.
 The reputation and ranking help in finding the competitive candidates.
 Recruiting efforts are more successful when the recruiters themselves are carefully
 chosen and trained.
 Having different recruitment process for different departments of the organization.
 They follow various type of internal and external sources for recruit the best employees
according to their organizational objective.
 They take feedback from their employees on regular basis.
 They follow the recruitment procedure with no discrimination. In other word they treat all
applicants equally.
 They focus on each and every department of the organization.
 The candidates are given brief orientation about the company and the job profile by
the recruiter.

70
71
RECOMMENDATIONS

 The recruitment and selection procedure should not too lengthy and time consuming.
 The candidates called for interview should be allotted timings and it should not overlap
with each other.
 The recruitment procedure should be impartial.
 The select and reject criteria for the students are based on the knowledge competency
Skills.
 Intelligence test should be implemented in selection process to test the knowledge of the
candidates.
 Manpower requirement for each department in the company is identified well in advance.
 If the manpower requirement is high and the recruitment team of the HR department
alone cannot satisfy it, then help from the placement agencies is needed.
 Time management is very essential and it should not be ignored at any level of the
process.
 Some changes can be implemented in recruitment policies as it stand as an obstacles of
recruiting talented candidates.

72
CONCLUSION

The organization follows the rules and regulation involved in their Recruitment and
Selection procedure of the organization, however there is some scope of improvement
with regards to following:

 The managers are fully satisfied with the existing Recruitment and Selection
procedure.
 The Recruitment and Selection should not be lengthy
 To some extent a clear picture of required candidates should be made in order to
search for appropriate candidates
 The Recruitment and Selection procedure should be impartial
 Most of the employees were satisfied with current recruitment policy but change
are required according to the changing scenario

 The employees and the management in the organization take full interest in
selection of best candidates.
 The behavior of employer & the managements is supportive to the applicants.

73
74
Selected Books

 GUPTA, C.B., PRINCIPLES & PRACTICES OF MANAGEMENT, NATIONAL


PUBLISHERS, NEW DELHI.

 MAMORIA, C.B., PERSONNEL MANAGEMENT (MANAGEMENT OF HUMAN


RESOURCES), HIMALAYA PUBLISHING HOUSE, DARYA GANG, NEW DELHI-
110002, 1999.

 PRASAD, L.M., SULTAN CHAND & SONS PUBLISHING, RAM NAGAR, NEW
DELHI-110055.

 SAIYADAIN, MIRZA, HUMAN RESOURCE MANAGEMENT; PUBLISHED BY


TATA MCGRAW HILL PUBLISHING CO. LTD., 2000.

 RAO, VSP, HUMAN RESOURCE MANAGEMENT, EXCEL BOOKS, NEW DELHI,


2000.

Selected Sites

 www.scadsnetwork.com
 www.slideshare.net
 www.scribd.com

75
76
77
QUESTIONNAIRE

Dear Respondents,

I would be grateful if you could share some of your time to respond to the following questions.
Your response will be treated as confidential and would only be used for the purpose of study.

Name………………………………………………… Age……….....................................

Gender

 Male
 Female

78
Q 1 Do you think the present recruitment policy is helpful in achieving the
goal of the organization?
a) Yes
b) No
c) To some extent
Q 2 Through which source the organization recruit the employee?
a) Internally
b) Externally
c) Both
Q 3 Which of the following external source you choose for the recruitment of the
employee?
a) Private employee agencies
b) Campus requirements
c) Advertisements
d) Any other …..
Q 4 Does your organization recruit employees through latest method of recruitment
through internet?
a) Transfer
b) Promotion
c) Retired
Q 5 Is there any provision for recruitment of summer trainees?
a) Yes
b) No
Q 6 Is recruitment and selection process motivating the employee in the organization?
(a) Always
(b) Sometimes
(c) Never

79
Q 7 Which method do you mostly prefer from the following for recruitment and selection?
a) Direct method
b) Indirect method
c) Third party
Q 8 How do you rate the recruitment procedure?
a) Short
b) Average
c) Long
d) Very long
Q 9 How many rounds of interview are conducted?
a) 1-3
b) 3-5
c) More than 5
Q 10 Which form of interview did the company prefer?
a) Personal interview
b) Telephone interview
c) Video conferencing

Q 11 Which type of technique used for selection?


a) Structured
b) Unstructured
c) Both

Q 12 which basis the organization give the training to employee?


a) On regular basis
b) On and off basis
c) Not at all

80
81
LIST OF TABLES

Table 1.1:
Response of employees to current recruitment policy. – Page No. 51
Table 2.1:
Response of employees regarding sources of recruitment. – Page No. 52
Table 3.1:
Response of employees on external sources of recruitment. – Page No. 53
Table 4.1:
Response of employees on recruiting through latest methods of recruitment. – Page No. 54
Table 5.1:
Response of employees regarding provision of recruitment of summer training. – Page No. 55
Table 6.1:
Response of employees on motivating through recruitment and selection process. – Page No. 56
Table 7.1:
Response of employees regarding mostly used recruitment and selection method. – Page No. 57
Table 8.1:
Response of employees on rating recruitment procedure. – Page No. 58
Table 9.1:
Response of employees on round of interviews conducted. – Page No. 59
Table 10.1:
Response of employees on form of interview preferred by the company. – Page No. 60
Table 11.1:
Response of employees on type of selection technique used. – Page No. 61
Table 12.1:
Response of employees on basis of which organization provide the training. – Page No. 62

82
LIST OF GRAPHS

Graph 1.1:
Recruitment policy. – Page No. 51
Graph 2.1:
Source of recruitment. – Page No. 52
Graph 3.1:
External source. – Page No. 53
Graph 4.1:
Latest recruitment policy. – Page No. 54
Graph 5.1:
Recruitment of summer trainees. – Page No. 55
Graph 6.1:
Recruitment and selection process motivate the employees. – Page No.56
Graph 7.1:
Methods of recruitment and selection. – Page No. 57
Graph 8.1:
Recruitment procedure. – Page No. 58
Graph 9.1:
Round of interview. – Page No. 59
Graph 10.1:
Form of interview. – Page No. 60
Graph 11.1:
Technique for selection. – Page No. 61
Graph 12.1:
Basis of training. – Page No.62

83