SUMMER TRAINING PROJECT REPORT

On
“A Study on Recruitment and Selection
at Beno Support Pvt. Ltd. In Noida”
Towards partial fulfillment of
Master of Business Administration (MBA)
(BBD University, Lucknow)

Guided by: Submitted by :

Ms. Monica Kapuria KM SURAKSHA KATIYAR
Roll No. 1170672063

Session 2018-2019
School of Management

Babu Banarasi Das University

Sector I, Dr. Akhilesh Das Nagar, Faizabad Road, Lucknow (U.P.) India
Certificate from the Organization

v
Bona-fide Certificate of Dean -School of Management

vi
 DECLARATION
I do hereby declare that all the work presented in the research report entitled

“A Study on Recruitment And Selection at Beno Support Pvt. Ltd.. in Noida” is

carried out and being submitted at the school of management for the award of

Master of Business Administration, is an authentic record of KM SURAKSHA

KATIYAR. The work is carried out under the guidance of Ms. Monica Kapuria

(faculty guide). It hasn’t been submitted at any other place for any other

academic purpose.

KM SURAKSHA KATIYAR

vii
 ACKNOWLEDGEMENT

Achievement is finding out what you would be then doing, what you have to do. The

higher the summit, the harder is the climb. The goal was fixed and we began with a

determined resolved and put in ceaseless sustained hard work. Greater challenge,

greater was our effort to overcome it.

This project work, which is my first step in the field of professionalization, has been

successfully accomplished only because of my timely support of industry guide. I

would like to pay my sincere regards and thanks to those, who directed me at every

step in my project work.

I take this opportunity to extend my sincere gratitude and profound obligation towards

my Project report guide Ms. Monica Kapuria for giving me valuable suggestions &

guidance rendered to me throughout the Summer Training without their

encouragement and continuing support, this Summer Training would not have been

possible.

I am highly thankful to other faculty members whose able guidance in this project

makes my way simple & easy.

KM SURAKSHA KATIYAR

viii
 PREFACE

The Summer Training program is the integral part of MBA curriculum during the

course of management; the research is expected to use and apply their academic

knowledge and gain a valuable insight into corporate culture with all its environment

operational complexities.

The research offers a valuable opportunity to the researcher to meet their academic

knowledge to the real world situation. I have undertaken commercial department to

study about the various activities.

In this report I have put my finest efforts to compile the data with utmost accuracy

and hope this report will give complete satisfaction regarding the various aspects of

recruitment & selection activity.

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 EXECUTIVE SUMMARY

Success of every business enterprise depends on its human resource. Finding the right

man for the job and developing him into a valuable resource is an indispensable

requirement of every organization. Proper recruitment helps the line managers to

work most effectively in accomplishing the primary objective of the enterprise. In

order to harness the human energies in the service or organizational goals, every HR

manager is expected to pay proper attention to recruitment and selection activities in

an organization. Thus, personnel functions, recruitment and selection, when carried

out properly, would enable the organization to hire and retain the services of the best

brains in the market. The world's best companies have established their strength with

their people. The employees identify themselves with the company they are working

for. This also helps in building up their spirit, morale and spirit-de-cops which

becomes strength of the company.

There are certain ways that are to be followed by every organization, which ensures

that it has right number and kind of people, at the right place and right time, so that

organization can achieve its planned objective. The project covers introduction of

Recruitment and Selection, Purpose and Importance of Recruitment, Sources of

Recruitment, Steps in the Recruitment & Selection Process, and Suggestions to make

the Recruitment Process more effective. It also includes the challenges faced by HR in

recruitment process and the recent trends in recruitment process.

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 TABLE OF CONTENT

Declaration ii

Acknowledgement iii

Preface iv

Executive Summary v

Sr. Topic Page no.

1. Introduction

2. Company Profile

3. Research Methodology

4. Data Analysis and Interpretations

5. Findings

6. Suggestions

7. Limitations

8. Conclusions

Bibliography

Appendix

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INTRODUCTION

1
 INTRODUCTION

Recruitment is the process of searching for prospective employees and

stimulating them to apply for jobs in the organization. Effectively, recruitment is

the process of getting the right kind of people to apply for the vacancies in an

organization.

It is a process to discover the sources of manpower to meet the requirements of the

staffing schedule and to employ effective measures for attracting that manpower in

adequate numbers to facilitate effective selective of an efficient workforce.

Though employment, recruitment and selection are used interchangeably, technically

all the three have different meanings. In fact, recruitment and selection together

constitute employment. Recruitment as a process starts with identification of the need

for human resource and ends with getting the prospective employees to apply for the

vacancies available. Selection starts where recruitment ends and deals with choosing

the right candidates and getting the best job-fit.

The aim of an effective recruitment program is to attract the best people for the job

and aid the recruiter by making a wide choice available. A good job description helps

in attracting the right candidates for the job.

Recruitment has acquired immense importance in today’s organizations.

Organizations have realized the value of human capital and its role in their

development. Recruitment is the first step in the process of acquiring and retaining

human resources for an organization. In today’s rapidly changing business

environment, organizations have to respond quickly to requirements for people.

Hence, it is important to have a well-defined recruitment policy in place, which can be

executed effectively to get the best fits for the vacant positions.

2
Recruitment is a positive process as it increases the selection ratio by attracting a large

number of applicants for the advertised jobs.

.OBJECTIVES OF RECRUITMENT:-

Recruitment is the first step in the process of acquiring and retaining human resources

for an organization. In today’s rapidly changing business environment, organizations

have to respond quickly to requirements for people .Hence it is important to have a

well-defined recruitment policy in place, which can be executed effectively to get the

best fits for the vacant positions.

Following are the objectives of recruitment:-

 To attract people with multidimensional skills and experiences that suits the

present and future organization strategies.

 To develop an organizational culture that attracts competent people to the

company.

 To search people whose skills fit the company’s values.

 To devise methodologies for assessing psychological traits.

 To seek out non conventional development grounds of talents.

 To search for talent globally and not just within the company.

 To anticipate and find people for positions that do not exists yet.

 To induct outsiders with a new perspective to lead the company.

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 SOURCES OF RECRUITMENT:-

 INTERNAL SOURCES:-

Internal sources consist of the following:

(a) Present employees-Permanent, temporary and casual employees already on the

pay of the organization are a good source.

(b) Retired and retrenched employees who want to return to the company may be

rehired.

(c) Dependants and relatives of deceased and disabled employees.

ADVANTAGES:-

(a) Morale and motivation of employees improved.

(b) Present employees are already familiar with the organization and its policies.

Therefore, time and costs of orientation and training are low.

(c) Suitability of existing employees can be judged better as record of their

qualifications and performance is already available in the organization.

(d) Filling of higher level jobs through promotions within the organization helps

to retain talented and ambitious employees.

DISADVANTAGES:-

(a) It may lead to inbreeding.

(b) It discourages flow of new blood into the organization.

(c) If promotion is based on seniority, really capable persons may be left out.

(d) All vacancies cannot be filled up from within the organization.

4
  EXTERNAL SOURCES:-

External sources of recruitment lie outside the organization. These are as

follows:

(a) Educational and Training Institutions:-Various institutes like IIMs, IITs,

medical colleges, ITIs and universities are a good source for recruiting well-

qualified executives, engineers, medical staff, chemists etc.

(b) Gate Recruitment:-Unskilled workers may be recruited at the factory gate.

These may be employed whenever a permanent worker is absent.

(c) Labour Contractors:- Manual workers can be recruited through contractors

who maintain close links with the sources of such workers. This source is

often used to recruit labour for construction jobs.

(d) Press Advertisements:-Advertisements in newspapers and journals is a widely

used source of recruitment. This method has a very wide reach and cost per

person is also very low.

(e) Similar Organisations:-Experienced employees can be recruited by offering

better benefits to the people working in similar organizations.

(f) Employment Exchanges:-These exchanges provide information about job

vacancies to the jobseekers and help employers in identifying suitable

candidates.

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 ADVANTAGES:-

(a) People having the requisite skill, education and training can be obtained.

(b) Expertise and experience from other organizations can be brought.

(c) It helps to bring new blood and new ideas into the organization.

(d) This source of recruitment never ‘dries up’. It is available to even new

enterprises.

DISADVANTAGES:-

(a) It is more expensive and time-consuming to recruit people from outside.

(b) The employees being unfamiliar with the organization, their orientation and

training is necessary.

(c) If higher level jobs are filled from external sources, motivation and loyalty of

existing staff are affected.

PROCESS OF RECRUITMENT:-

The recruitment process consists of the following steps:

1. Recruitment process generally begins when the human resource department

receives requisitions for recruitment from any department of the company.

The human resource requisitions contain details about the position to the

filled, number of persons to be recruited, the duties to be performed,

qualifications required from the candidate, etc.

2. Locating and developing the sources of required number and type of

employees.

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3. Identifying the prospective employees with required characteristics.

4. Communicating the information about the organization, the job and the terms

and conditions of service.

5. Encouraging the identified candidates to apply for jobs in the organization.

6. Evaluating the effectiveness of recruitment process.

According to Famulrao, recruitment process consists of five elements, namely

a recruitment policy, a recruitment organization, developing sources of

recruitment, techniques used to tap these sources, and a method of assessing

the recruitment programme.

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 Process of Recruitment

Human Recruiting Selecting Placing

Resource Required Qualified Selected
Planning Personnel Personnel Personnel
on Jobs

Finding and Search for Prospective Evaluating

Developing Employees. Effectiveness
Sources of (a)Developing
Potential Techniques
Of Recruiting
Employees (b)Attracting Candidates

 Human  Transferring
Resource to new job
Research  Upgrading in
 Job Posting Same
 Experience position
 Promoting to
Higher job
External
Sources
 Employee  Providing
Referrals Information
 Advertising  Clarifying
 Scouting Doubts

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RECRUITMENT POLICY:-

The recruitment policy of an organization would normally be in alignment with the

objectives and policies of the organization. It lays down the objectives of recruitment

and the channels and sources of recruitment.

The recruitment policy is considered with quantity and qualifications of manpower. A

recruitment policy establishes guidelines for the staffing process.

A good recruitment policy:

 Complies with government policy on hiring.

 Provides optimum employment security and avoids frequent lay-offs or lost

time.

 Assures the candidates of the management’s interest in their development.

 Prevents the formation of cliques(small exclusive groups)which result in

employing the members of the same household or community in the

organization.

 Reflects the social commitment of the organization by employing handicapped

people and other underprivileged people of the society whenever there is a

possibility of job fit.

 Is in alignment with the objectives and people-policies of the organization.

 Is flexible enough to accommodate changes in the organization.

 Is designed in such a way that it ensures long-term employment opportunities

for its employees.

 Stresses and reflects the importance of job analysis.

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  Is cost effective for the organization.

A good recruitment policy is based on the organization’s objectives,

identification of the recruitment needs, preferred sources of recruitment,

criteria for selection and preferences, the cost of recruitment, and other

financial implications. It should reflect the reputation and image of the

organization.

INTRODUCTION OF SELECTION:-

Selection is the process of choosing the most suitable persons out of all the

applicants. In this process, relevant information about applicants is collected through

a series of steps so as to evaluate their suitability for the job to be filled.

Selection is a process of matching the qualifications of applicants with the job

requirements. It is a process of weeding the unsuitable candidates and finally identify

the most suitable candidate.

Selection may be described as a process of rejection because generally more

candidates are turned away than are hired. Selection is different from recruitment.

Recruitment technically precedes selection.

Recruitment involves identifying the sources of manpower and stimulating them to

apply for jobs in the organization. On the other hand, Selection is the process of

choosing the best out of those recruited.

Recruitment is positive as it aims at increasing the number of applications for wider

choice or for increasing the selection ratio. Selection is negative as it rejects a large

number of applicants to identify the few who are suitable for the job.

10
 Thus, the purpose of selection is to pick up the right person out of the job. Selection

is an important function as no organization can achieve its goals without selecting the

right people. Proper selection is helpful in increasing the efficiency and productivity

of the enterprise.

STEPS IN SELECTION PROCESS:-

Steps involved in selection process include the following:-

1) Preliminary Interview:-

Preliminary interview is essentially a sorting process in which prospective

candidates are given the necessary information about the nature of the job and the

organization. In this if the candidate is found suitable, he is selected for further

screening.

2) Application Blank:-Application form is a traditional and widely used device for

collecting information from candidates. The application form should provide all

the information relevant to selection. Generally, an application form contains the

following information:

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 (a) Identifying information-name, address, telephone number etc.

(b) Personal information-age, sex, place of birth, marital status, etc.

(c) Physical characteristics-height, weight, etc

(d) Family background

(e) Education-academic, technical and professional

(f) Miscellaneous-hobbies, games and sports, extracurricular activities etc.

(3) Selection Test:

Psychological tests are being increasingly used in employee selection. Selection test

provides a systematic basis for comparing the behaviour, performance, and attitudes

of two more persons.

The selection test may be classified as:

(A) Aptitude tests:-These tests measure the latent ability or potential of a

candidate to learn a new job or skill. Such test are of following types:

(a) Mental tests

(b) Mechanical tests

(c) Psycho-motor tests

(B) Achievement tests:-These tests measure what a person can do. These

determine the skill or knowledge already acquired through training and on

the job experience. These tests are of two types:

(a) Job knowledge tests

(b) Work sample tests

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 (C) Personality tests:-These tests help in assessing a person’s motivation and

interests, his ability to adjust himself to the stress of everyday life, his

capacity for interpersonal relations and for projecting an impressive image of

himself. These are of three types:

(a) Objective tests

(b) Projective tests

(c) Situation tests

(D) Interest tests:-These tests are used to discover a person’s area of interest and

to identify the kind of work that will satisfy him. These are generally used

for vocational guidance.

(4) Selection Interview:-

An interview is a conversation between two persons. In selection, it involves

a personal, observational and face-to-face appraisal of candidate for

employment. It is an essential element of selection and no selection

procedure is complete without one or more personal interviews. Interviews

may be classified as:

 Informal Interview

 Formal Interview

 Structured Interview

 Unstructured Interview

 Depth Interview

 Group Interview

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  Stress Interview

 Panel Interview

(5) Medical Examinations:-

Applicants who have crossed the above stages are sent for a physical

examination either to the company’s physician or to a medical officer

approved for the purpose. Such examination serves the following purposes:

(a) It determine whether the candidate is physically fit to perform the job. Those

who are physically unfit are rejected.

(b) It prevents the employment of people suffering from contagious diseases.

(6) Reference Checks:-

The applicant is asked to mention in his application form, the names and

addresses of two or more persons who know him well. These may be his

previous employers, heads of educational institutions or public figures. The

organization contacts them by mail or telephone. They are requested to

provide their frank opinion about the candidate without incurring any

liability. They are assured that all information supplied will be kept

confidential.

(7) Final Approval:-

Employment is offered in the form of an appointment letter mentioning the

post, the rank, the salary grade, the date by which the candidate should join

14
and other terms and conditions in brief. In some organizations, a contract of

service on judicial paper is signed by both the candidate and the

representative of the organization. Appointment is generally made on a

probation of one or two years. After satisfactory performance during this

period, the candidate is finally confirmed in the job on permanent basis or

regularized.

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PROCESS OF SELECTION

Preliminary Interview

Application Form

Selection Tests

Selection Interviews

Physical Examinations

References Checks

Final Approval

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FACTORS AFFECTING RECRUITMENT

The following are the 2 important factors affecting Recruitment:-

1) INTERNAL FACTORS

 Recruiting policy

 Temporary and part-time employees

 Recruitment of local citizens

 Engagement of the company in HRP

 Company’s size

 Cost of recruitment

 Company’s growth and expansion

2) EXTERNAL FACTORS

 Supply and Demand factors

 Unemployment Rate

 Labour-market conditions

 Political and legal considerations

 Social factors

 Economic factors

 Technological factors

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INDUCEMENTS

Organisational inducements are all the positive features and benefits offered by an

organization that serves to attract job applicants to the organisation. Three

inducements need specific mention here, they are:-

 Compensation: Starting salaries, frequency of pay increases, incentives and

fringe benefits can all serve as inducements to potential employees.

 Career Opportunities: These help the present employees to grow personally

and professionally and also attract good people to the organization. The

feeling that the company takes care of employee career aspirations serves as a

powerful inducements to potential employees.

 Image or Reputation: Factors that affect an organisation’s reputation include

its general treatment of employees, the nature and quality of its products and

services and its participation in worthwhile social endeavors.

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CONSTRAINTS

If a firm has a poor image in the market, many of the prospective candidates

may not even apply for vacancies advertised by the firm. If the job is not attractive,

qualified people may not even apply. Any job that is viewed as boring, hazardous,

anxiety producing, low-paying, or lacking in promotion potential seldom will attract a

qualified pool of applicants. Recruiting efforts require money. Sometimes because of

limited resources, organizations may not like to carry on the recruiting efforts for long

periods of time, this can, ultimately, constrain a recruiter’s effort to attract the best

person for the job. Government policies often come in the way of recruiting people as

per the rules of the company or on the basis of merit/seniority, etc. For example,

reservations to specific groups (such as scheduled castes, scheduled tribes, backward

castes, physically handicapped and disabled persons, ex-servicemen, etc.) have to be

observed as per constitutional provisions while filling up vacancies in government

corporations, departmental undertakings, local bodies, quasi-government

organizations, etc.

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 RECRUITMENT- Relationship with other activities

CORPORATE MISSION, OBJECTIVES, STRATEGIES AND TACTICS (MOST)

Corporations have started linking their Mission, Objectives, Strategies and

Tactics (MOST) to the functions of recruitment and selection. The economic

liberalizations and consequent competition through quality and services necessitated

the companies to search for and attract competent human resources. Corporations

focusing on new business development will have to seek entrepreneurial abilities,

companies planning to withdraw from diversifications must look for pragmatists and

companies chasing growth alliances should employ people comfortable in different

cultural backgrounds. Above all, companies must hire for the future, anticipating jobs

that may not be in existence yet. Recruitment managers must focus for attitudes and

approaches that fit the corporate goals and culture.

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RECRUITMENT POLICY

Recruitment policy of any organization is derived from the personnel policy of

the same organization. In other words the former is a part of the latter. However,

recruitment policy by itself should take into consideration the government’s

reservation policy, policy regarding sons of soil, etc., personnel policies of other

organizations regarding merit, internal sources, social responsibility in absorbing

minority sections, women, etc. Recruitment policy should commit itself to the

organisation’s personnel policy like enriching the organisation’s human resources or

servicing the community by absorbing the retrenched or laid-off employees or

casual/temporary employees or dependents of present/former employees, etc.

The following factors should be taken into consideration in

formulating recruitment policy. They are:-

 Government policies

 Personnel policies of other competing organizations

 Organisation’s personnel policies

 Recruitment sources

 Recruitment needs

 Recruitment cost

 Selection criteria and preference

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 RECRUITMENT- Matching the of the organization & applicants

IMPACT OF PERSONNEL POLICIES ON RECRUITMENT POLICIES

Recruitment policies are mostly drawn from personnel policies of the

organization. According to Dale Yodar and Paul D. Standohar, general personnel

policies provide a wide variety of guidelines to be spelt out in recruitment policy.

After formulation of the recruitment policies, the management has to decide whether

to centralize or decentralize the recruitment function.

CENTRALISED V/s DECENTRALISED RECRUITMENT

Recruitment practices vary from one organization to another. Some

organizations like commercial banks resort to centralized recruitment while some

organizations like the Indian Railway resort to decentralized recruitment practices.

Personnel department at the central office performs all the functions of recruitment in

case of centralised recruitment and personnel departments at unit level/zonal level

22
perform all the functions of recruitment concerning to the jobs of the respective unit

or zone.

MERITS OF CENTRALISED RECRUITMENT

 Average cost of recruitment per candidate/unit should be relatively less due to

economies of scale.

 It would have more expertise available to it.

 It can ensure broad uniformity among human resources of various units/zones

in respect of education, skill, knowledge, talent, etc.

 It would generally be above malpractices, abuse of powers, favouritism, bias,

etc.

 It would facilitate interchangeability of staff among various units/zones.

 It enables the line managers of various units and zones to concentrate on their

operational activities by relieving them from the recruiting functions.

 It enables the organization to have centralised selection procedure,

promotional and transfer procedure, etc.

 It ensures the most effective and suitable placement to candidates.

 It enables centralised training programmes which further brings uniformity

and minimizes average cost of staff.

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MERITS OF DECENTRALISED RECRUITMENT

 The unit concerned concentrates only on those sources/places wherein

normally gets the suitable candidates. As such the cost of recruitment would

be relatively less.

 The unit gets most suitable candidates as it is well aware of the requirements

of the job regarding culture, traditional, family background aspects, local

factors, social factors, etc.

 Units can recruit candidates as and when they are required without any delay.

 The units would enjoy freedom in finding out, developing the sources, in

selecting and employing the techniques to stimulate the candidates.

 The unit would relatively enjoy advantage about the availability of

information, control and feedback and various functions/processes of

recruitment.

 The unit would enjoy better familiarity and control over the employees it

recruits rather than on employees selected by the central recruitment agency.

Both the systems of recruitment would suffer from their own demerits. Hence, the

management has to weigh both the merits and demerits of each system before making

a final decision about centralizing or decentralizing the recruitment. Alternatively

management may decentralize the recruitment of certain categories of employees

preferably middle and top level managerial personnel and centralize the recruitment

of other categories of employee’s preferably lower level positions in view of the

nature of the jobs and suitability of those systems for those categories of positions.

The management has to find out and develop the sources of recruitment after deciding

upon centralizing or decentralizing the recruitment function.

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COMPANY
PROFILE

25
 COMPANY PROFILE
Beno Support іѕ a Remote Support and Software development company fоundеd іn

2011 bу a grоuр of уоung, еnthuѕіаѕtіс entrepreneurs whо wаntеd to сrеаtе роwеrful,

yet еаѕу tо use tооlѕ that еnаblе even thе most basic of computer users tо keep thеіr

PCs runnіng lіkе nеw. We help our customers become more efficient and secured

online. Wе рrоvіdе technical support fоr аll mаjоr Brаndѕ such as Apple, Windows,

Dеll, HP, Android and mаnу more. Aѕ technology executives wеll knоw, runnіng

software, hardware and technology service businesses rеquіrеѕ long-term vіѕіоn аnd

аdарtаbіlіtу. We hаvе wоrkеd wіth clients in computer software and hardware,

semiconductors, IT services, ѕtоrаgе, соmроnеntѕ and реrірhеrаlѕ ѕесtоrѕ. Beno

Grоuр сrоѕѕ-ѕесtоr еxреrtіѕе аnd glоbаl іnѕіghtѕ hеlр technology соmраnіеѕ соmреtе

and thrive in аn industry whеrе innovation is both an opportunity аnd a threat. Beno

Support innovative and lеаdіng еdgе solutions іn Aррlісаtіоn Development, Clоud,

Rich Internet technologies, Entеrрrіѕе Mоbіlіtу, Tеѕtіng аnd Entеrрrіѕе Wоrkfоrсе

Oрtіmіѕаtіоn, аmаlgаmаtе bеѕt in сlаѕѕ methodologies utilising іtѕ glоbаl delivery

model. Beno Support tеаm of ѕkіllеd engineers еngаgе сlіеntѕ tо dеѕіgn, develop and

dерlоу аlіgnеd technologies thаt mееt the dеmаndѕ of сlіеnt’ѕ unique buѕіnеѕѕ nееd.

At Beno Support, we are passionate аbоut сlіеnt ѕаtіѕfасtіоn, whісh undеrріnѕ our

dеlіvеrу frаmеwоrk to provide the highest quality іn technology services.

Our organisation is іnѕtіtutіоnаlіѕеd bу a ѕtrоng rеlаtіоnѕhір tоwаrd іtѕ реорlе and

clients. Our соmmіtmеnt tо uncover strategic elements to help оur сlіеntѕ еnhаnсе

their business реrfоrmаnсе ѕtаndѕ unrаvаllеd. Beno Support Started in 2011 аnd hаvе

сrоѕѕеd over 500 ѕtаff wіth its headquartered in Nоіdа, Uttar Prаdеѕh with аn

еxtеndеd glоbаl reach tо a wоrld wіdе сuѕtоmеr bаѕе.

26
Our Vіѕіоn

At Beno Support, wе wоrk tоwаrdѕ Prоvіdіng IT solutions thаt keep оur сuѕtоmеrѕ

one step ahead оf their соmреtіtіоn

Our mission

We рrоmоtе соmреtіtіvеnеѕѕ аnd соntrіbutе to thе сrеаtіоn of growth аnd

effectiveness fоr our сuѕtоmеrѕ

Our Values

Wе аrе reliable, innovative, аnd соmреtіtіvе.

Our реrѕресtіvе

Wе аrе particular аbоut following іnduѕtrу bеѕt practices аnd standards.

Why Choose Uѕ

 Strоng аnd extensive lосаl presence in USA wіth оffісеѕ іn Australia, UK and

Cаnаdа

 Flеxіblе operating mоdеl thаt nurtures local ассоuntаbіlіtу for сlіеnt

ѕаtіѕfасtіоn аnd success

 Truѕtеd оutѕоurсіng раrtnеr

 Global dеlіvеrу capabilities аnd rеасh

 Cеrtіfіеd frаmеwоrkѕ thаt рrоduсе on tіmе, оn budgеt delivery

 Delivery frаmеwоrk to рrоvіdе the hіghеѕt quality іn tесhnоlоgу services

 An еxtеnѕіvе industry knоwlеdgе that mаkеѕ uѕ undеrѕtаnd уоur needs ԛuісklу

Whаt wе оffеr?

 Offѕhоrе dеlіvеrу thrоugh our enterprise class “Promise” dеlіvеrу frаmеwоrk

аррrоасh

 A соllаbоrаtіvе approach to hеlр уоu focus оn уоur core buѕіnеѕѕ

 Clіеnt ѕаtіѕfасtіоn

27
Our Core Cоmреtеnсе

 Wе аrе еxреrtѕ іn cost еffесtіvе IT аnd Hіgh Tесh solutions

 Our passionate experts сrеаtе innovative solutions fоr уоur buѕіnеѕѕ

 Wе аrе раѕѕіоnаtе аbоut our сlіеntѕ which есhоеѕ іn whаt wе dо

 IT аrсhіtесturе shifts

 Emеrgеnсе оf new computing аnd communication platforms

 Purе tесhnісаl іnnоvаtіоn

 Nеw business models

 Emеrgеnсе оf nеw ways tо соmmunісаtе

 “Aссеѕѕоrу” орроrtunіtіеѕ сrеаtеd іn thе wаkе оf рlаtfоrm success

 Nеw applications generated bу buѕіnеѕѕ рrосеѕѕеѕ

We lіvе fоr рrоvіdіng solutions and services thаt are of ѕuсh high ԛuаlіtу that they

turn оur сuѕtоmеrѕ’ buѕіnеѕѕ аnd administrative processes іntо соmреtіtіvе

advantages. That mеаnѕ offering world-leading solutions tоdау, аѕ well as tapping

into thе роѕѕіbіlіtіеѕ thе technology of tоmоrrоw.

Sіnсе thе еѕtаblіѕhmеnt оf Beno Support, we’ve bееn соnѕіѕtеntlу upgrading аnd

аdvаnсіng оur іnnоvаtіvе flow-textware labels tо hеlр brіng реорlе everywhere the

bеѕt PC tооlѕ. Wе сrеаtе award-winning flow-textware tо mаkе уоur computer fаѕtеr,

mоrе ѕесurе аnd hаvе greater рrіvасу. Whether уоu\’rе rераіrіng rеgіѕtrу fіlеѕ оn your

system wіth Rеg Prо Cleaner, Boosting internet ѕрееd uѕіng I-Nеt Speed Bооѕtеr,

analyzing уоur hardware wіth Sуѕtеm Dіаgnоѕtіс Tооl, wе\’vе got уоu covered.

Thеѕе solutions іnсludе еаѕу tо uѕе flow-textware products to hеlр protect and

maintain your computer.

28
 RESEARCH
OBJECTIVES

29
 OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:-

 To study the Procedures and Sources of Recruitment and Selection in BENO

SUPPORT PVT. LTD..

 To Study the employee’s behavior against the procedures of Recruitment and

Selection.

 To gain the practical knowledge in Human Resource department.

 To enhance my knowledge about the Company Policy and Procedures.

 To enhance my knowledge about the new Techniques and the new Procedures

of Human Resource Department.

30
SECONDARY OBJECTIVE:-

 To study the proper working Human Resource Department within the

organization

 To gain the practical knowledge in the HR field

 To have some idea on the working of the administration to manage its

activities according to the priorities already setup

 To study the employee's behavior

 To trained myself properly before working with an organization

 To properly deal with the problems in the company.

 To undergone with the various activities performed within the organization

 To gain the practical knowledge about the jobs

31
 RESEARCH
METHODOLOGY

32
 RESEARCH METHODOLOGY

Type of research Descriptive research Design.

Sample Universe Beno Support Pvt. Ltd..

Sample Area Beno Support Pvt. Ltd.., Noida.

Sample Unit Employees of Beno Support Pvt. Ltd.. Noida.

Sampling size 50 Employees of Beno Support Pvt. Ltd.., Noida.

Sample Technique Random Sample Technique

Instrumentation technique Interview, questionnaire

Sources of data collection Primary data was collected by questionnaires and secondary

data was collected from magazines, books, and internet.

Software used for data MS excel

analysis

33
Type of Research

Descriptive research is used to describe characteristics of a population or

phenomenon being studied. It does not answer questions about how/when/why the

characteristics occurred.

DATA COLLECTION SOURCE: Two methods have been used to collect the

relevant data, which are essential for the study, they are:

Primary Data: data is collected to obtain desired information through structured

questionnaire.

Secondary Data: it is compiled through books, magazines, newspapers and internet

etc…

STATISTICAL TOOLS TO BE USED: A structured questionnaires is used to

collect the data and data will be analyzed with the help of percentage table,

respective graph, bar graph and pie charts.

34
 DATA
ANALYSIS

35
 Data Analysis
1. AGE OF THE RESPONDENTS

S. NO PARTICULARS AGE OF

RESPONDENTS

1 Below 20 Years 6%

2 26-30 years 65%

3 31-35 years 17%

4 Above 35 years 12%

TOTAL 100%

Source: Primary Data

70% 65%

60%

50%

40%

30%

20% 17%
12%
10% 6%

0%
Below 20 Years 26-30 years 31-35 years Above 35 years
AGE OF RESPONDENTS

INTERPRETATION:-

From the above table it can be inferred that 65% of the respondents are in the

age between 26 – 30, 17% of the respondents are in the age between 31 – 35, 12% of

the respondents are above 35 years and 6% of the respondents are below 20 years.

36
2. GENDER OF THE RESPONDENTS

GENDER OF THE RESPONDENTS

NO. OF GENDER OF

S. NO PARTICULARS RESPONDENTS RESPONDENTS

1 Male 38 77%

2 Female 12 23%

TOTAL 50 100%

Source: Primary Data

90%

80% 77%

R 70%
e
s 60%
p
o 50%
n
40%
d
e 30%
n 23%
t 20%
s
10%

0%
Male Female

GENDER

INTERPRETATION:-

From the above table it can be inferred that 77% of the respondents are male,

23% of the respondents are female.

37
3. QUALIFICATION OF THE RESPONDENTS

AVG OF

S. NO PARTICULARS RESPONDENTS

1 Below SSLC 26%

2 SSLC 12%

3 HSC 18%

4 UG 33%

5 PG 11%

TOTAL 100%

33%
35%
R
e 30% 26%
s
25%
p
o 18%
20%
n
15% 12% 11%
d
e 10%
n
t 5%
s
0%
Below SSLC HSC UG PG
SSLC
QUALIFICATION

INTERPRETATION:-

From the above table it can be inferred that 33% of respondents have done

UG, 26% of the respondents qualification is below SSLC, 18% of the respondents are

HSC, 12% of the respondents are qualified SSLC and 11% of the employees have

completed PG.

38
4. EXPERIENCE OF THE RESPONDENTS

S. NO PARTICULARS PERCENTAGE %

1 Below One Year 6%

2 1-2 Years 23%

3 2-3 Years 10%

4 3-4 Years 40%

5 Above 4 Years 21%

TOTAL 100%

Source: Primary Data

40%
40%
R
e 30%
23%
s 21%
p
20%
o
n 10%
d 10% 6%
e
n
0%
t
Below 1-2 Years 2-3 Years 3-4 Years Above 4
s
One Year Years

EXPERIENCE

INTERPRETATION:-

From the above table it can be inferred that 40% of respondents have 3 – 4

years of experience, 23% of respondents are having 1-2 years of experience, 21% of

respondents are having above 4 years of experience, 10% of respondents are having 2-

3 years of experience and 6% of the respondents have below one year of experience.

39
5. WAY OF JOIN IN THE ORGANIZATION

AVG OF

S. NO PARTICULARS RESPONDENTS

1 Referrals 74%

2 News Paper 0%

3 Consultancy 0%

4 Walk-in 12%

5 Job Site 14%

TOTAL 100%

Source: Primary Data

74%
80%
R
e
s 60%
p
o 40%
n
d 12% 14%
20%
e 0% 0%
n
0%
t
s

WAY OF JOIN

INTERPRETATION:-

From the above table it can be inferred that 74% have joined at BENO

SUPPORT PVT. LTD.., through referrals, 14% of respondents are joined at BENO

SUPPORT PVT. LTD.., and 12% of respondents are join at BENO SUPPORT PVT.

LTD.., by Walk – in.

40
6. REASON TO QUIT THE PREVIOUS JOB

AVG OF

S. NO PARTICULARS RESPONDENTS

1 No use of job skills 41%

2 No hike in the salary 22%

3 No promotion 9%

4 Far from house 7%

5 No Flexible work schedule 21%

TOTAL 100%

Flexible work schedule 21%

Far from house 7%

No promotion 9%

Increase in salary 22%

Better use of job skills 41%

0% 10% 20% 30% 40% 50%

Respondents

INTERPRETATION:-

From the above table it can be inferred that 41% of the respondents are quit

the previous job because of no use of job skills, 22% of respondents is left the job

because of no hike in the salary, 21% of the respondents are quit the previous job due

to No flexible work schedule, 9% of respondents are quit the job due to no promotion

and 7% of the respondents are quit the job due to organization was so far from house.

41
7. REASON TO CHOOSE BENO SUPPORT PVT. LTD..

AVG OF

S. NO PARTICULARS RESPONDENTS

1 Career Development 46%

2 Monetary/Non monetary benefits 0%

3 Appraisal system 23%

4 Near to home 22%

5 Working condition 9%

TOTAL 100%

Working Avg of respondents

condition, 8%

Near to home
22% Career
Development
46%

Monetary/Non
Appraisal monetary
system, 22% benefits
0%
INTERPRETATION:-

From the above table it can be inferred that 46% of the respondents are chosen

the BENO SUPPORT PVT. LTD.., because of career development, 23% of

respondents are chosen BENO SUPPORT PVT. LTD.., because of appraisal system,

22% of respondents are chosen BENO SUPPORT PVT. LTD.., because of Near to

home and 9% of the respondents have chosen BENO SUPPORT PVT. LTD.., because

of working condition.

42
8. RULES AND PROCEDURE FOLLOWED IN BENO SUPPORT

PVT. LTD..

AVG OF

S. NO PARTICULARS RESPONDENTS

1 Excellent 0%

2 Above Average 9%

3 Average 61%

4 Below average 19%

5 Poor 11%

TOTAL 100%

Excellent, 0%
Above Average,
Poor, 11%
9%

Below average,
19%

Average, 61%

INTERPRETATION:-

From the above table it can be inferred that 61% of the respondents are says

the rules and procedure followed in BENO SUPPORT PVT. LTD.. is average, 19% of

the respondents are says the rules and procedure followed in BENO SUPPORT PVT.

LTD.. is Below average, 11% of the respondents are says the rules and procedure

followed in BENO SUPPORT PVT. LTD.. is Poor and 9% of the respondents are

says that the rules and procedure followed in BENO SUPPORT PVT. LTD.. is above

average.

43
9. EMPLOYEE MORALE AND ETHICS FOLLOWED IN YOUR
DEPARTMENT
AVG OF
S. NO PARTICULARS RESPONDENTS
1 Excellent 2%
2 Above Average 11%
3 Average 54%
4 Below average 18%
5 Poor 15%
TOTAL 100%
Source: Primary Data

54%
R 60%
e
s
40%
p
o 18% 15%
n 20% 11%
d 2%
n
0%
e
Excellent Above Average Below Poor
t
Average average
s
EMPLOYEE MORALE

INTERPRETATION:-
From the above table it can be inferred that 54% of the respondents are says

that the morale and ethics followed in department at BENO SUPPORT PVT. LTD.. is

Average, 18% of the respondents are says that the morale and ethics followed in

department at BENO SUPPORT PVT. LTD.. is Below average, 15% of the

respondents are says that the morale and ethics followed in department at BENO

SUPPORT PVT. LTD.. is poor, 11% of the respondents are says that the morale and

ethics followed in department at BENO SUPPORT PVT. LTD.. is above Average

and 2% of the respondents are says that the morale and ethics followed in department

at BENO SUPPORT PVT. LTD.. is Excellent.

44
10. BASIS EMPLOYEE HAVE BEEN SELECTED

AVG OF

S. NO PARTICULARS RESPONDENTS

1 Experience 18%

2 Qualification 11%

3 Technical skills 54%

4 Family members 2%

5 References 15%

TOTAL 100%

References, 15%
Experience, 18%
Family members,
2%

Qualification , 11%

Technical skills,
54%

INTERPRETATION:-

From the above table it can be inferred that 54% of the respondents are

selected on the basis of Technical skills, 18% of the respondents are selected on the

basis of previous experience, 11% of the respondents are selected on the basis of

qualification and 2% of the respondents are selected on the basis of family member’s

reference.

45
11. EMPLOYEE FIND IT USEFUL HAVING THE INTERVIEW

DATE DETAILED IN THE ADVERTISEMENT

NO. OF AVG OF

S. NO PARTICULARS RESPONDENTS RESPONDENTS

1 Yes 38 78%

4 No 12 22%

TOTAL 50 100%

Source: Primary Data

No, 22%

Yes, 78%

INTERPRETATION:-

From the above table it can be inferred that 78% of the respondents are find it

useful having the interview date detailed in the advertisement and 22% of respondents

are not find it useful having the interview date detailed in the advertisement.

46
12. EMPLOYEE FEEL ABOUT PAY

AVG OF

S. NO PARTICULARS RESPONDENTS

1 Excellent 0%

2 Above Average 7%

3 Average 34%

4 Below average 26%

5 Poor 33%

TOTAL 100%

Source: Primary Data

40%
34% 33%
35%

R 30%
26%
e
s 25%
p
o 20%
n
15%
d
n
10% 7%
e
t
5%
s
0%
0%
Excellent Above Average Below average Poor
Average
FEEL ABOUT PAY

INTERPRETATION:-

From the above table it can be inferred that 34% of the respondents are feel

about their pay is average, 33% of the respondents are feel about their pay is poor,

26% of the respondents are feel about their pay is below average and 7% of the

respondents are feel about their pay is above average.

47
13. EMPLOYEE PERFORMANCE EVALUATIONS PROVIDE

FEEDBACK TO ASSIST IN THE PERFORMANCE OF THE JOB

AVG OF

S. NO PARTICULARS RESPONDENTS

1 Yes 82%

4 No 18%

TOTAL 100%

Source: Primary Data

Avg of respondents

No
18%

Yes
82%

INTERPRETATION:-

From the above table it can be inferred that 82% of the respondents are says

the feedback of the performance appraisal is assist to performance of their job and

18% of the respondents are says the feedback of the performance appraisal is not

assist to performance of their job.

48
14. SUPPORTIVE WAS THE WORK ENVIRONMENT ROLE AS

AN EMPLOYEE

AVG OF

S. NO PARTICULARS RESPONDENTS

1 Excellent 52%

2 Above Average 21%

3 Average 15%

4 Below average 12%

5 Poor 0%

TOTAL 100%

60%

52%
50%

40%
Respondents
30%

20% 21%

15%
12%
10%

0% 0%
Excellent Above Average Average Below average Poor
WORK ENVIRONMENT

INTERPRETATION:-

From the above table it can be inferred that 52% of the respondents are says

the work environment is excellent, 21% of the respondents are says the work

environment is Above Average, 15% of the respondents are says the work

environment is average, 12% of the respondents are says the work environment is

below Average.

49
15. EMPLOYEE LOOK AT BENO SUPPORT PVT. LTD..

WEBSITE FOR RECRUITMENT

NO. OF AVG OF

S. NO PARTICULARS RESPONDENTS RESPONDENTS

1 Yes 6 12%

4 No 44 88%

TOTAL 50 100%

Respondents
Yes No

12%

88%

LOOK AT WEBSITE FOR RECRUITMENT

INTERPRETATION:-

From the above table it can be inferred that 12% of the respondents are look at

BENO SUPPORT PVT. LTD.. website for recruitment and 88% of the respondents

are not look at BENO SUPPORT PVT. LTD.. website for recruitment.

50
16. EMPLOYEE RECEIVE ADEQUATE ORIENTATION AND

INDUCTION FROM BENO SUPPORT PVT. LTD..

NO. OF AVG OF

S. NO PARTICULARS RESPONDENTS RESPONDENTS

1 Yes 6 12%

4 No 44 88%

TOTAL 50 100%

Source: Primary Data

Yes, 12%

No, 88%

INTERPRETATION:-

From the above table it can be inferred that 12% of the respondents are receive

adequate orientation and induction for BENO SUPPORT PVT. LTD.., 88% of the

respondents are not receive adequate orientation and induction for BENO SUPPORT

PVT. LTD..,

51
17. EMPLOYEE SATISFIES WITH THE PRESENT

RECRUITMENT AND SELECTION SYSTEM IN BENO

SUPPORT PVT. LTD..

RESPONDENTS AVG OF

S. NO PARTICULARS RESPONDENTS

1 Highly Satisfaction 5
10%
2 Satisfaction 14 28%

3 Neutral 21 42%

4 Dissatisfaction 6 12%

5 Highly Dissatisfaction 4 8%

TOTAL 50 100%

respondents
Highly Satisfaction Satisfaction Neutral
Dissatisfaction Highly Dissatisfaction

8% 10%
12%
28%

42%

INTERPRETATION:-
From the above table it can be inferred that 42% of the respondents are
dissatisfaction with present recruitment and selection system, 22% of the respondents
are highly satisfaction with present recruitment and selection system, 20% of the
respondents are satisfaction with present recruitment and selection system, 16% of the
respondents are neutral with present recruitment and selection system at BENO
SUPPORT PVT. LTD.

52
18. EMPLOYEE MOTIVATED AND ACKNOWLEDGED BY

SUPERIOR

NO. OF AVG OF

S. NO PARTICULARS RESPONDENTS RESPONDENTS

1 Yes 34 67%

4 No 16 33%

TOTAL 50 100%

Source: Primary Data

67%

R 70%
e 60%
s
p 50%
o 33%
n 40%
d
n 30%
e
t 20%
s
10%

0%
Yes No
MOTIVATED BY SUPERIOR

INTERPRETATION:-

From the above table it can be inferred that 67% of the respondents are

motivated and acknowledged by their superior and 33% of respondents are not

motivated and acknowledged by their superior.

53
19. EMPLOYEE FEEL ABOUT BENEFITS

AVG OF

S. NO PARTICULARS RESPONDENTS

1 Excellent 2%

2 Above Average 11%

3 Average 43%

4 Below average 27%

5 Poor 17%

TOTAL 100%

50% 43%

40%
27%
30%
17%
20%
11%
10% 2%
0%
Excellent Above Average Below Poor
Average average

BENEFITS

INTERPRETATION:-

From the above table it can be inferred that 43% of the respondents are says

that they feel about their benefit is average, 27% of the respondents are says that they

feel about their benefit is below average, 17% of the respondents are says that they

feel about their benefit is poor and 2% of the respondents are says that they feel about

their benefit is excellent.

54
FINDINGS

55
 FINDINGS

 The majority of respondents 65% are in the age between 26 – 30.

 The majority of respondents 77% are male.

 The majority of respondents 33% of respondents have done UG .

 The majority of respondents 40% of respondents have 3 – 4 years of

experience.

 From the analysis it is noted that 74% have joined at BENO SUPPORT PVT.

LTD.., through referrals.

 It is observed from the analysis that 41% of the respondents are quit the

previous job because of no use of job skills.

 It is clear from the analysis 46% of the respondents are chosen the BENO

SUPPORT PVT. LTD.., because of career development.

 The most of the respondents 61% are says the rules and procedure followed in

BENO SUPPORT PVT. LTD.. is average.

 It is observed from the analysis that 54% of the respondents are says that the

morale and ethics followed in department at BENO SUPPORT PVT. LTD.. is

Average,

56
 It is clear from the above analysis that 54% of the respondents are selected on

the basis of Technical skills.

 From the analysis the majority of 78% of the respondents are find it useful

having the interview date detailed in the advertisement.

 It is inferred that 34% of the respondents are feel about their pay is average

and 33% of the respondents are feel about their pay is poor.

 Majority 82% of the respondents are says the feedback of the performance

appraisal is assist to performance of their job.

 Majority 52% of the respondents are says the work environment is excellent

 From the above analysis it is clear that 88% of the respondents are not look at

BENO SUPPORT PVT. LTD.. website for recruitment.

 Most 88% of the respondents are not receive adequate orientation and

induction for BENO SUPPORT PVT. LTD..,

 The majority 42% of the respondents are dissatisfaction with present

recruitment and selection system.

 From the above analysis it can be inferred that 67% of the respondents are

motivated and acknowledged by their superior.

57
 Majority 43% of the respondents are says that they feel about their benefit is

average.

Statistical Findings:

 No significant relationship between the rules and procedure followed and

recruitment system

 There is significant different between employee feel about pay and employee

feel about their benefits.

58
RECOMMENDATION

59
 RECOMMENDATION

 From the analysis it is noted that 74% have joined at BENO SUPPORT PVT.

LTD.., through referrals, The advertisement in newspaper and magazine

should make more effective through advertising in standard to recruit skilled

employees.

 The most of the respondents 61% are says the rules and procedure followed in

BENO SUPPORT PVT. LTD.. is average, The rules and procedure of BENO

SUPPORT PVT. LTD.. should changed to present scenario.

 It is observed from the analysis that 54% of the respondents are says that the

morale and ethics followed in department at BENO SUPPORT PVT. LTD.. is

Average, The morale and ethics should by improved by making effective

rules and regulation.

 It is inferred that 34% of the respondents are feel about their pay is average

and 33% of the respondents are feel about their pay is poor. The salary

package should be increased to the present employees as well as to the new

comers to hire skilled employees.

 Majority 52% of the respondents are says the work environment is excellent,

the environment should be maintained well.

60
 From the above analysis it is clear that 12% of the respondents are look at

BENO SUPPORT PVT. LTD.. website for recruitment and 88% of the

respondents are not look at BENO SUPPORT PVT. LTD.. website for

recruitment. The awareness about the career on company website should be

improved to reduce advertisement expenses.

 From the above analysis 12% of the respondents are receive adequate

orientation and induction for BENO SUPPORT PVT. LTD.., 88% of the

respondents are not receive adequate orientation and induction for BENO

SUPPORT PVT. LTD.., the induction program should be effective, the time

should be allocated to the new comers.

 The majority 42% of the respondents are dissatisfaction with present

recruitment and selection system, the recruitment system should be improved

by proper implementation of advertisement, salary package increment, making

the rules and procedure for the present scenario.

 From the above analysis it can be inferred that 67% of the respondents are

motivated and acknowledged by their superior and 33% of respondents are not

motivated and acknowledged by their superior, the time should be allocated to

reward the employees.

 Majority 43% of the respondents are says that they feel about their benefit is

average, benefit should be improved by giving more insurance, and school

facility to the employees’ children.

61
Limitations

62
 Limitations of the study

The project has inherent limitations due to its potential scope:

1) Time is too short to give shape to a new idea in the organization.

2) Less importance to the long-term operational benefits.

3) Expenses for HR Department are not viewed as investments.

4) Conversion of footfalls is low.

6) Huge employee turnover.

7) Lot of difficulties that are faced while searching interviewing candidates in the

Organization.

8) Employees in the Organization were not giving time for the proper feedback

for the performance appraisal process.

10) Increasing spill over as a candidate has more than one offer at the time of

making a job shift.

63
CONCLUSION

64
 CONCLUSION

The employees of any organization are its life blood, without doubt. With the dawn of

this realization upon the present day business organizations, there appears to be a

major shift towards human resource management. In fact, the employees of today are

encouraged to participate in the major decisions and thus play a vital role in the

management of the firm. The performance of the organization depends on the

efficiency that its employees exhibit. Hence it is of crucial importance that employees

with the most suitable qualifications be selected. This is where the processes of

recruitment and selection come in. It is difficult to separate one from the other.

The process of recruitment and selection has to be at its best to get suitable candidates

to carry out the job. Hence each company is concentrating on recruitment and

selection process. Due to the added burden on the part of the organization they go for

consultancies to get their manpower. Thus in Consultancy has the responsibility to

satisfy the need of the companies.

65
BIBLIOGRAPHY

66
 Bibliography

1. Sparrow, P.R. (2007) Globalization of HR at function level: Four case studies

of the international recruitment, selection and assessment process,

International .

2. DeCenzo,DavidA. and Robbins,Stephen P. (2006). Fundamentals of Human

Resource Management, Ninth. Edition. New York: John Wileyand Sons,2.

3. McBey, Kenneth J. and Belcourt, Monica.(2008). Strategic HumanResource

Planning, Forth Edition,United States, Nelson Education ltd,

WEBSITES:
http://www.academia.edu/4506411/Internship_Report_Recruitment_and_Selection_Pr
ocess
https://www.scribd.com/doc/71917820/HR-Project-Recruitment-Selection
http://wessweb.info/index.php/Recruitment_Bibliography
https://books.google.co.in/books/about/Recruitment_and_Selection.html?id=FEwhyg
AACAAJ&redir_esc=y
http://www.slideshare.net/Tiwarisonal/recruitment-and-selectioninbhartiairtel

67
ANNEXURE

68
 QUESTIONNAIRE

1. Name :

2. Age

Below 20 years 21-25 years 26-30 years

31-35 years Above 35 years

3. Gender

Male Female

4. Qualification

Below SSLC SSLC HSC

UG PG

5. Experience

Below One Year 1-2 Years 2-3 Years

3-4 Years Above 4 years

6. How do you joined in BENO SUPPORT PVT. LTD..

Referrals Newspaper Consultancy

Walk-in Jobsite

7. Why did you quit your previous company?

Better use of job skills Increase in salary No promotion

Far from house Flexible work schedule

69
8. Why did you choose BENO SUPPORT PVT. LTD..?

Career Development Monetary benefits Appraisal system

Near to home Working condition

9. How did you describe the rules and procedures followed at BENO SUPPORT PVT.

LTD..?

Excellent Above Average Average

Below average Poor

10. How would you describe employee morale and ethics followed in your

department?

Excellent Above Average Average

Below average Poor

11. On what basis you have been selected?

Experience Qualification Technical skills

Family members References

12. Did you find it useful having the interview date detailed in the advert?

Yes No

13. How did you feel about your pay?

Excellent Above Average Average

Below average Poor

70
14. Did your performance evaluations provide feedback to assist you in the

performance of your job?

Yes No

15. How supportive was your work environment to you in your role as an Employee?

Excellent Above Average Average

Below average Poor

16. Did you look at BENO SUPPORT PVT. LTD.., website for recruitment?

Yes No

17. Did you receive adequate orientation and induction from BENO SUPPORT PVT.

LTD..?

Yes No

18. Do you satisfy with the present recruitment and selection system in BENO

SUPPORT PVT. LTD..?

Highly Satisfaction Satisfaction Neutral

Dissatisfaction Highly Dissatisfaction

19. Are you motivated and acknowledged by your superior?

Yes No

20. How did you feel about your benefits?

Excellent Above Average Average

Below average Poor

21. Suggestions

…………………………………………………………………………………………

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