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Chapter-5

Findings, Suggestions & Conclusion

MHRM 1
5.1 FINDINGS:

 It is observed that the recruitment process in smooth where the recruiters are very
professional, polite and friendly.
 The process of recruitment involved knowledgeable team who helped in sharing the
job profile and job description to candidates as per the requirement.
 It is understood that the recruiters spend less time in listening the candidates queries
 Also the ease of filling the job application has to be verified as 37% of respondents
have rated less than the median.
 The carrier site has to be re worked after taking feedback on the gaps.
 The recruiter has clear vision on the recruitment process, timely answers the queries
which come to him.
 The employee is offered in the same position as per the job description shared during
interview and they are fine in referring there friends and satisfied with the overall
process.
 There should be rapid improvements in ensuring that the employees reach the plant
comfortably on first day and in arranging there basic facilities like house, children
school etc.

5.2 SUGGESTIONS:
 Focusing on the low hanging fruits, the recruiters are to be still trained on recruiting
process, this would help them to be more professional in the way they deal the
candidates.
 Also the training should involve helping them to increase their practice to listen
more to the candidates during interviews.
 Major developments are required in areas of content in the website, modification of
application form.
 On boarding practices of employees to be reformed majorly helping the employee to
reach the plant comfortably on first day and building a separate team or third party
service which acts emphatically in helping the new employees.

MHRM 2
5.3 CONCLUSION

Having done a work on performance appraisal at Dr. Reddy’s Laboratories Limited, the
following conclusions are drawn. These are done after observing the recruitment process at
the organization.

 The organization has a strong team of talent acquisition and process.


 The process helps in selecting best talent in the market who understands their job
role before entering the organization.
 Organization works it’s best to create a comfort zone to the newly recruited
employee with a team of professionally trained staff.
 The post recruitment activities are very well organized with utmost care ensuring
the employees are in comfort zone.
 Engagement of new joiner’s and there interaction for the first quarter builds a
strong bond between the employees and the organization helping them to stay for
a longer period.

MHRM 3
REFERENCES:

 https://www.recruiter.com/i/talent-acquisition/
 SHRM’s Foundation, Talent Acquisition
 https://recruitloop.com/blog/set-right-recruitment-goals-objectives/
 https://www.tutorialspoint.com/recruitment_and_selection/recruitment_process.htm
 Society for Human Resource Management. (2015, September 1). SHRM survey findings:
The importance of social media for recruiters and job seekers. Retrieved from
http://www.shrm. org/Research/SurveyFindings/Documents/SHRM-AscendoResources-
Social-ediaRecruitment.pdf
 Maurer, G. (2015, October 10). LinkedIn unveils new recruiting products. SHRM Online.
Retrieved from http://www.shrm.org/ hrdisciplines/staffingmanagement/
articles/pages/linkedin-unveilsreferrals-recruiter.aspx
 Taylor, W. C. (2006, April 23). To hire sharp employees, recruit in sharp ways. The New
York Times, p. B3.
 Agnvall, E. (2008). Hiring at-home workers. Staffing Management, 4(4), 2-5.

MHRM 4
QUESTIONNIARE

MHRM 5