PROJECT REPORT

ON

“STUDY OF EFFECTIVENESS OF RECRUITMENT & SELECTION PROCESS”

AT SHEELA FOAMS PVT LTD

SUBMITTED TO : SUBMITTED BY:

MRS. SHARDHA MATHPAL ITI UPRETI
Faculty - HR MBA IIISEM

In partial fulfillment of the requirement for the award

the degree of

Masters of Business Administration

(Graphic era University)

GRAPHIC ERA UNIVERSITY, DEHRADUN

 DECLARATION

I hereby declare that this project work entitled “STUDY OF

EFFECTIVENESS OF RECRUITMENT & SELECTION PROCESS AT

REVENTUS TECHNOLOGIES PVT. LTD. is my work, carried out under the

guidance of my guide (COL) S C UPRETI. This report neither full nor in part

has ever been submitted for award of any other degree of either this

university or any other university.

:Place: DEHRADUN Signature

Date:
 ACKNOWLEDGEMENT

The satisfaction and euphoria that accompany a successful completion of any

task would be incomplete without mentioning the people who made it possible whose
consistent guidance and encouragement crowned the efforts with success.

I would like to thanks for the external guide COL S C UPRETI, GM HR SHEELA
FOAMS PVT LTD, for her guidance and motivation, which is pivotal in completion of my
dissertation report.

I cannot forget the contribution of my project guide for hir able guidance and
support throughout the tenure of the report.

I would express my thanks to Reventus Technologies Pvt. Ltd. as I troubled

them through my queries at every stage of their work. I am really thankful for their
patience with which they resolve my doubts amidst their busy schedule; I express my
sincere thanks to all of them.

Last but not least, I feel indebted to all those persons who have provided help
directly or indirectly in successful completion of this study.
 CERTIFICATE

This is to certify that the dissertation title “STUDY OF EFFECTIVENESS OF

RECRUITMENT & SELECTION PROCESS AT REVENTUS TECHNOLOGIES PVT.

LTD. submitted by ITI UPRETI during IInd Year of MBA program (Batch 2009-11)

embodies original work done by her.

Signature of faculty guide:

Name:
Destination:
Center:
 PREFACE

As an integral part of the curriculum , I student of B.B.A , needed to get exposed to the

actual human resources environment to get a better understanding of Human

Resources Management by way of undergoing practical training.

I consider myself fortunate enough that I had an opportunity to get practical training at

the Human Resource Dept, Reventus Technologies Pvt. Ltd. at Delhi , for gaining

substantial knowledge of “A STUDY ON RECRUITMENT AND SELECTION PROCESS

”.

A progressive & forward-looking organization strives for the Improvement of the system

& procedures so as to improve the organizational effectiveness. REVENTUS

TECHNOLOGIES PVT. LTD. .

Human Resource is the major asset of any organization. REVENTUS TECHNOLOGIES

PVT. LTD. has 52 employees. Management of such a vast number requires a proper

mix of human, technical and conceptual skills to be effective and meet the

organizational goals.
 EXECUTIVE SUMMARY

The research work aims at identifying the facility management at sheela foams pvt ltd,
Sahibabad U.P. During this research senior executives were interviewed and a survey
was conducted through a questionnaire prepared to map the current status of facility
management contract which was introduced about one year back .

The survey and interview were conducted at companies various departments

Directorate. An effort was made to know the employees’ opinion about the facility
management systems at Reventus Technologies Pvt. Ltd. Delhi.

An attempt was also made to project the services provided to the employees and there
satisfaction level by the contract. To know do employees think that there should be
some modification for improvement. It is recommended that quick action should be
taken as the complaints are lodged and there should be separate contract for different
premises.
 INTRODUCTION

COMPANY PROFILE
 HUMAN RESOURCE IN REVENTUS TECHNOLOGIES PVT. LTD. DELHI

Human Resource is a very important asset for the success of an organization.

Every aspect of organizations’ activities is determined by the competencies
motivation, and general effectiveness of the human resource of the particular
organization. The effective and efficient management and development of this
crucial asset of an organization is, therefore, a very important factor for the
survival and success of an organization in a fast changing and competitive
environment. The development of human resource by formulating progressive
personnel policies and welfare schemes has always been accorded the highest
priority. The existing Human Resource Development Policies, Compensation
Package and Welfare Schemes are rated one of the best in the industry.
However, the continuous review and assessment of the effectiveness of our
Human Resource Development Policies is necessary to meet the challenges of
the fast changing environment and maintaining our leading position in the
industry. It is a big challenges today how to utilize the unlimited potential of
human resource and how to fill in the gap between the desired and actual level
of performance of the employees.

 HR Vision, Mission & Objectives

HR VISION

"To attain organizational excellence by developing and inspiring the true potential
of company’s human capital and providing opportunities for growth, well being and
enrichment".
HR MISSION

“To create a value and knowledge based organization by inculcating a culture of

learning, innovation and team working and aligning business priorities with
aspiration of employees leading to development of an empowered, responsive
and competent human capital.”

HR OBJECTIVE

 To develop and sustain core values.

 To develop business leaders for tomorrow.
 To provide job contentment through empowerment, accountability and
responsibility.
 To build and upgrade competencies through virtual learning, opportunities for
growth and providing challenges in the job.
 To enhance the quality of life of employees and their family.
 To inculcate high understanding of 'Service' to a greater cause.

 HR Strategy

1. To meet challenging demands of the business environment, focus of the

HR Strategy is on change of the employees’ ‘mindset’.
2. Re-engineering and redeployment for maximizing utilization of HR potential.
3. To build and upgrade competencies through virtual learning, opportunities
for growth and providing challenges in the job.
4. Re-strengthening mutual faith, trust and respect.
5. Inculcating a spirit of learning & enjoying challenges.
6. Developing Human Resource through virtual learning, providing opportunities
for growth, inculcating involvement and exposure to benchmarking in
performance.
  Role Of HR

1. Alignment of HR vision with corporate vision.

2. Shift from support group to strategic partner in business operations.
3. HR as a change agent.
4. Enhance productivity and performance by developing employee competency
and potential
5. Developing professional attitude and approach.
6. Developing ‘Global Managers’ for tomorrow to ensure the role of global
players.

 Measuring HR Performance

HR Parameters have been incorporated in the MOU by Sheela foams pvt ltd, to
systematically and scientifically evaluate effectiveness of HR Systems, which
enables and facilitates time bound initiatives.

 CORE VALUES

A Task Force was constituted to Identify 5 core values in Reventus Technologies

Pvt. Ltd. along with their attributes and desired behavior associated with them.
S.No Core Values Attributes and Desired Behavior on the job
1. Sense of Belonging Commitment, loyalty, sense of ownership of
the job and company properties, improvements
in personal work area as a self starter,
ensuring quality in individual work and value
addition.
2. Integrity Personal/Professional integrity by strictly
abiding by rules & regulations,
processing/deciding cases in an unbiased
/dispassionate way, sense of ethics in behavior
3. Team Spirit Working in groups, trust & openness,
cooperation, communication, sharing
knowledge and information, collective learning,
target consciousness, cost and quality
consciousness.
4. Discipline Punctuality, work ethics, dress code, self
discipline as model to others , enforcing
discipline in a fair and firm manner
5. Social Responsibility Caring of society and environment, projecting
a lofty image of Reventus Technologies Pvt.
Ltd. to society

SOURCES OF RECRUITMENT
The posts under the corporation shall be filled in by resorting to one or more of the
following methods:
a) Promotion of existing employees from the lower scales who meet the prescribed
standards
b) Direct recruitment from outside candidates or through Press Advertisement in
Employment News, National Dailies or local News Paper, as the need be or
through internal induction by issue of internal advertisement / circular for
employees who meet the prescribed qualification, job specifications, subject to
any instructions issued by the central Government in this regard from time to
time.
c) Through Employment Exchange as per provisions of the Employment Exchange
(compulsory Notification of Vacancies) Act, 1959

METHOD AND PRINCIPLES OF RECRUITMENT

 LEVEL OF RECRUITMENT
 Recruitment is generally made at the lowest of the grades in various cadres /
groups as indicated below, but can also be made in higher grades, whenever
considered necessary by the management.

CATEGORY GRADE SCALE

(a) Workmen
i) Un-Skilled W-0 3750-2.5%-5450
ii) Semi-Skilled W-2 4700-3%-9010
iii) Skilled / Ministerial W-4 5800-3%-10790
(b) Supervisor S-1 7900-3.5%-13700
(c) Executive E-2 8600-250-13400
E-2A 10750-300-16750

 Direct Recruitment from outside :

When a post is to be filled in by direct recruitment, including recruitment from the

sources indicated at items (b) to (e) under Rule 4 above, the governing principle shall
be to secure the services of the candidates most suitable to the post(s). To achieve this
objective, the method of recruitment shall be :

1. To invite applications by open advertisement given full information regarding the

nature and duties of the post, qualifications, experience and age limits, prospects
of promotion and other relevant information.

2. Where direct recruitment is resorted to. Existing employees of the Corporation

(including its projects/units) may also apply for the post (s) advertised in the
press, provided they fulfill the prescribed requirements. Relaxation in the
qualifications / experience of internal candidates may be considered by the
Appointing Authority.

3. To prescribe where necessary, written competitive examination, test and/or oral

examination by means of interview of candidates by a Selection Committee to be
 constituted by the Chairman / General Manager / Chief Engineer / Chief Project
Manager / Project Administrator depending upon the status of the post .

4. The Selection Committee will arrange the names of selected candidates in order
of their merit and the Appointing Authority will make appointments in that order ,
unless for any special reasons , to be recorded, it is found necessary that order
in any particular case. Panel of selected candidates (kept in reserve), which
normally shall not exceed 50% of the number of advertised vacancies, will
remain alive for a period of one year.
 RECRUITMENT BY DEPUTATION

When a post is to be filled in by deputation, no organization will normally be approached

to lend a particular officer by name, but such relevant particulars will be supplied to the
concerned organization as will enable it to suggest name / names of suitable persons
for the posts (s) in question.

The deputation period will not normally be allowed to exceed the limits prescribed by the
Department of Public Enterprises from time to time various categories of posts.

In the cause of each deputation’s, the management will decide with in a period of one
year from the date of appointment or at least threes months before expiry of the
deputation period, whichever is later, whether the deputation’s has to continued on
deputation, absorbed or reverted.

The retirement and other benefits such as Seniority, leave, Provident Fund, Gratuity,
etc. to be allowed to deputation’s on absorption shall be regulated as per the provisions
in the “Guidelines for Absorption of Deputation’s” appended in Annexure-3 to these
Rules.

 APPOINTMENT BY PROMOTION
Rules relating to promotion of employees will be laid down separately by the
Corporation.

 EXTENT OF RECRUITMENT

Recruitment shall be in adherence to the overall manpower budget for the year.
 INTRODUCTION

HRP (Human Resource Planning) helps determine the number and type of

people an organization needs. The next logical step is to hire the right number of

people of the right type to fill the jobs. Hiring involves two broad groups of

activities.

1. Recruitment

2. Selection

Before coming to details of “Recruitment”, it is useful to note that hiring, contrary

to popular perception, is an ongoing process and not confined to the formative

stages of an organization. Employee leaves the organization in search of greener

pastures- some retire and some die in the saddle. More importantly, an

enterprise grows, diversifies, take over other units-all necessitating hiring of new

men and women.. Infect, the hiring function stops only when the organization

cease to exist.
 RECRUITMENT

Recruitment is understood as the process of searching for and obtaining

applicants for jobs, from among whom the people can be selected. A formal
definition of recruitment is that it is the process of finding and attracting capable
applicants for employment. The process begins when their application are
submitted.

In simple terms, recruitment is understood as the process of searching for and

obtaining applicants for jobs, from among whom the right people can be selected.

A formal definition of recruitment is, “it is the 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
applicants from which new employees are selected”.

As Yonder and other points out

“Recruitment is a process to discover the sources of manpower to meet the

requirements of the staffing schedule and to employee effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of
an efficient working force. Accordingly, the purpose of recruitment is to locate
sources of manpower to meet job requirements and specifications.

FILLIP views: - “it is a process of searching for prospective employees and

stimulating and encouraging them to apply for jobs in an organization”.

An analysis of these definitions reveals the following features of recruitment

1. The basic purpose of recruitment is to locate the source required to meet job
requirements and attracting such people to offer them for employment in the
organization
2. Recruitment is a positive function as it seeks to develop a pool of eligible persons
from which most suitable ones can be selected.

3. Recruitment is a two-way process. It takes a recruiter and a recruit, as recruiter

has a choice that to recruit or not similarly the prospective employee can choose
for which organization to apply for a job.

4. Recruitment is a process or a series of activities rather then a single act or event.

5. Recruitment is an important function as it possible to acquire the number and

type of persons necessary for the continued functioning of the organization.
PURPOSE AND IMPORTANCE

The general purposes of recruitment are to provide a pool of potentially qualified

job candidates. Specifically, the purpose is to:-

1. Determine the present and future requirements of the organization in

conjunction with the personnel planning and job analysis activities.

2. Increase the pool of job candidates with minimum cost.

3. Help increase the success rate of the selection process by reducing the number
of obviously, under qualified or overqualified applicants.

4. Help reduce the probability that job applicants, once recruited and selected, will
leave the organization only after a short period of time.

5. Meet the organization’s legal and social obligation regarding the composition of
its workforce.

6. Start identifying and preparing potential job applicants who will be appropriate
candidate.

7. Increase organization and individual effectiveness in the short and long term.

8. Evaluate the effectiveness of various recruiting technique and sources for all type
of job applicants.
Recruitment Process
The ideal recruitment programme is the one that attracts a relatively large
number of qualified applicants who will survive the screening process and accept
position with the organization, when offered. Recruitment programmes can miss
the ideal in many ways, by failing to attract an adequate applicant pool, by
under/over selling the organization, or by inadequately screening applicants
before they enter the selection process. Thus, to approach the ideal, individuals
responsible for the recruitment process must know how many and what type of
employees are needed, where and how to look for individuals with the
appropriate qualification and interests, what inducement to use (or avoid) for
various type of applicant groups, how to distinguish applicants who are
unqualified from those who have a reasonable chance of success, and how to
evaluate their work.
 RECRUITMENT POLICY

Policy is the guidelines for action. Once the policy is laid, down it will be easy for
the manager to work out the plans and programmes and implement the same
with out referring to top management often and seeking their guidance
repeatedly. This will save time, effort and money.
Recruitment policy can be of two type:-
 General policy – on recruitment express top mgt. Philosophy on recruitment like
equality and fairness in this process.
 Specific process – on the other hand lay down polices on recruitment sources
like internal or external recruitment procedure like type of advertisement.

Advantage of recruitment policies are given below:-

1) Provide formal statement of corporate thinking.
2) Establishing consistency in application of polices over a period of time.
3) Offer guidelines to managers for taking action.
4) Improve communication & secure co-operation from employees.
5) Provide criteria for performance evaluation of persons involved in recruitment
6) Build employees enthusiasm & loyalty & increase their confidence.

A good recruitment policy must contain these elements.

Organization’s objective:-

Both the short-term and long-term objective are taken into consideration as a
basic parameter for recruitment decisions and needs of the personnel-area-wise,
job-family-wise.

Identification of the recruitment needs:-

To take decision regarding the balance of the qualitative dimensions of the

recruits i.e. the recruiters should prepare profile for each category of workers and
 accordingly work out the man specification decide the sections, department or
branches where they should be placed and the particulars responsibilities which
may be immediately assigned to them.

Preferred sources of recruitment: -

Which source would be tapped by the by the organization e.g. for skilled or semi-
skilled manual workers .Internal source and employment exchange preferred, for
highly specialized categories and former, may be utilized.

Criteria of selection and preferences: -

These should be based on conscious though and serious declaration in other,

management may take the unilateral decision.

The cost of recruitment policy in its broadest sense involves a commitment by the
employees to such general principles as:-

1. To find employ the best qualified person for each job.

2. To retain the best and most promising of those hired.

3. To offer promising opportunities for life time working career.

4. To provide programs and facilities for personnel growth on the job.

Following are the principles of recruitment policy

 To find & employ the best qualified person for each job.

 To retain the best & the most promising ones.

 To offer promising careers and security.

 To provide facilities for personal growth on skill and knowledge.

 To be compatible with public policies.

METHODS OF RECRUITMENT

Method of recruitment depends on the source of recruitment most important of them

are:-
 Cost
 Effectiveness

The method adopted must be such that, it is capable of attracting maximum number of
potential candidates. In addition it must involve optimum cost.

Methods of recruitment may be:-

RECRUITMEN
T

INTERNAL EXTERNAL
SOURCES SOURCES

a. Internal Sources

b. External Sources
 1) Internal Source Search:-
 Posted on Bulletin/notice Boards of the organization.
 Through memos circulated among the shop supervisor.
 Advertisement in the in house employee magazine/bulletins/ handouts.
 Others methods like “word-of-mouth” and / or “who-you-know” system.
 Perusal of records/ P>C data bank.

2) External Source Search

The external source search consists of a number of methods

a) Direct Method - It consists of following

 Scouting

 Campus recruitment

 Casual callers/unsolicited applicants

b) Indirect Method

 Advertisement

 Employees trade association/clubs

 Professional association

 Reputed other firm

c) Third party method

Following are the important third party methods in recruitment

 Public employment agencies

 Private employment agencies

 Placement cells in schools and colleges

  Temporary help service

 Management consultant

 Professional bodies/ association

 Computer data bank

 Voluntary organization

Complexity of the function of recruitment

Performing the function of recruitment, i.e. the selection ratio is not as easy as it seems
to be. This is because of hurdles created by the internal factor and external factors,
which influence an organization. The first activity of recruitment i.e. searching for
prospective is affected by many factors like.

 Organizational policy regarding filling up of certain percentage of vacancies by

internal candidate.
 Local candidates
.
 Influence of trade union.

 Influence of recommendations and nepotism etc.

SELECTION

The process of choosing the most suitable candidate for a job from among the available
applicants is called selection. Selection is the most important stage of employment as
the concept of ‘the right candidate for the right position’ takes its final shape here.

As Yoder states, “The hiring process is of one or many ‘go, no-go’ gauges. Candidates
are screened by the application of these tools. Qualified applicants go on to the next
hurdle, while the unqualified are eliminated.”
The selection process in an organization depends on the organization‘s strategy and
objectives, the tasks and responsibility of the job and qualifications, experience and
characteristics required in an individual to perform these tasks and responsibilities
successfully.

ELEMENTS IN SELECTION PROCESS

 Organizational objectives

 Job design / Job description

 Job specification

 Competency modeling

 Selection

STEPS IN SELECTION PROCESS

 Resumes/CVs Review

 Initial Screening Interview

 Analysis the application Blank

 Conducting Tests and Evaluating Performance

 Preliminary Interview

 Core and Departmental Interviews

 Reference Checks

 Job Offer

 Medical Examination

 Placement
Factors influencing effectives selection

One of the factors that influence the effectiveness of selection process is the number of
recruits per job or per opening or what is called “the selection ratio” the greater the
number of recruits per opening in the pool, the greater will be scope for choosing right
and potential persons.

Another factor that influences the process of selection is the character and ethical
standards of the selector. If his ethical standards are high i.e., if he is not prone to
corruption, favoritism or nepotism, then new employees are like to be selected properly
and on merit. But if he is lured by these considerations, then it would fail the selection
process.

The selection process is also affected by the limits and constraints imposed by the
organization or its employment specialist such as the budget sanctioned reservation
policy or any other affirmative program etc.
 RESEARCH METHODOLOGY

RESEARCH FORMULATION

The research to be conducted can be formulated as:-

“A detail study on Recruitment and Selection process followed by Reventus

Technologies Pvt. Ltd. Delhi

RESEARCH OBJECTIVES

1. To study the recruitment and selection process in Reventus Technologies Pvt.

Ltd. Delhi
2. To analyze the awareness level of employees regarding recruitment and
selection process of the company.
3. Suggest ways to make it more effective.
4. To study and analyze the recruitment and selection policy and its effects on the
employees with reference to executive and staff.
5. To assess whether the recruitment and selection policy have been effective in
acquiring and maintaining efficient manpower.

RESEARCH DESIGN

Descriptive Research has been used in order to conduct the study.

DATA COLLECTION METHOD

I took the help of primary and secondary data to achieve the objective of my project,
which include:-

Primary Data

 Observation
 Questionnaire

Secondary Data

 Websites
  Transcripts of Books
 Journals
 Handouts

LIMITATAION OF THE STUDY

1. The problem discussed was more is technical terms, thus was difficult to
comprehend.

2. Views of only few members could be included because of time limitation.

 RESEARCH METHODOLOGY

Project Title

“Study of effectiveness of Recruitment & Selection process at Reventus Technologies

Pvt. Ltd. Delhi”

Research Objectives

 To know the procedure of recruitment & selection

 To know about the HR policies being followed in this organization.
 To know the sources of Recruitment & Selection.
 To know about the methods of selection being undertaken at the time of selection of
candidates.
 To know the requirement of the process.
 To know the outcome of the whole procedure.

Hypothesis

We have taken the hypothesis as – that the recruitment & selection procedure is
effective and time bound.

Research Methodology

The project was carried out through –

 Questionnaire (designed on the basis of initial data collected from HRD).

 Interviews / Discussions with selected respondents (all the HRD heads).

Research Design

The objective of the problem will be the main focus of research design and to ensure
that data collected is relevant to the objectives. The right source of data collection,
sampling & data trimming will be pivotal to the research. The design will be descriptive
in nature.

Sampling

Sampling Method :- Non-Probability Sampling

( Convenient Sampling )
Sample Unit :- HR Personnel
Geographical Location :- Delhi

SAMPLE
 The whole universe was studied to fulfill the objectives of studying the effectiveness
of recruitment process at Reventus Technologies Pvt. Ltd. Delhi
METHODS OF DATA COLLECTION

The executives of HR were put through a questionnaire & personal discussion for data
collection. Both primary & secondary data are used.

PRIMARY SOURCE OF DATA COLLECTION –

 QUESTIONNAIRE
 INTERVIEWS
 OBSERVATIONS

SECONDARY SOURCE OF DATA COLLECTION –

 Profile of Sahara
 Magazines
 Manuals
 Brochures
The questionnaire was designed after a review of the existing recruitment system. The
questions were arranged in a sequence to avoid confusion & misunderstanding.
Other features considered were –
 To make questions as concise as possible.
 To use words that are simple & familiar.

In order to ascertain the correctness of the information given by the employees some
counter check questions were given in the questionnaire & they were also personally
interviewed.
 DATA ANALYSIS
AND
INTERPETATION

Data Analysis & Interpretations

After collecting the data from the respondents the next step was to analyze it & interpret
it. The data was analyzed & interpreted by the help of some graphs. The interpretation
was done Question wise & are as follows :-
Questionnaire

1. Do you think the Recruitment & Selection process in Reventus Technologies Pvt. Ltd.
Delhi is clear to me?

Strongly agree Agree Slightly Agree Disagree

S. No. Recruitment & Selection process in Respondents

Reventus Technologies Pvt. Ltd. is
clear to me
1. Strongly agree 50 %
2. Agree 40 %
3. Slightly Agree 5%
4. Disagree 5%

Most of the respondents are in favour that the Recruitment and Selection process is
clear to me.
2. Methods used in recruitment & selection process are satisfactory?
 Strongly agree Agree Slightly Agree Disagree

S. No. Methods used in recruitment & selection Respondents

process are satisfactory
1. Strongly agree 25 %
2. Agree 62 %
3. Slightly Agree 13 %
4. Disagree 0%

Most of the respondents agree to the point that Process of Recruitment and Selection is
satisfactory where as only 25 % respondents strongly agree that this process is
satisfactory. Yet most of the respondents are in favour that it need improvement to
become the best system in Recruiting potential candidates.
3. More emphasis should be given to the internal sources of selection for various posts?

Strongly agree Agree Slightly Agree Disagree

S. No. More emphasis should be given to the Respondents

internal sources of selection for various
posts
1. Strongly agree 49 %
2. Agree 25 %
3. Slightly Agree 14 %
4. Disagree 12 %

Majority is in favour that more emphasis should be given to the internal sources of
selection for the various posts. But there are few people who favour that fresh blood
should be allowed within the Organization.
4. Campus recruitment for reporters and anchors should only be done through premier
institutes?

Strongly agree Agree Slightly Agree Disagree

S. No. Campus recruitment for reporters and Respondents

anchors should only be done through
premier institutes
1. Strongly agree 37 %
2. Agree 25 %
3. Slightly Agree 27 %
4. Disagree 11 %

Majority of the respondents are in favour of recruiting from premier institutes so as to

get the cream. And less amount is spend on their training and development. But still few
people are their who believe recruiting from other institutes also.
5. Recruitments should be done on the basis of suggestions and recommendations
made by the existing staff?

Strongly agree Agree Slightly Agree Disagree

S. No. Recruitments should be done on the Respondents

basis of suggestions and
recommendations made by the existing
staff
1. Strongly agree 25 %
2. Agree 50 %
3. Slightly Agree 0%
4. Disagree 25 %

75 % of the respondents are in favour of recruiting on the recommendation of existing

staff as they know the company requirements better then anyone else as a result they
can suggest the best match this will save cost encured by the company on recruitment.
6. Campus recruitment makes the process easier for the organization?

Strongly agree Agree Slightly Agree Disagree

S. No. Campus recruitment makes the process Respondents

easier for the organization
1. Strongly agree 37 %
2. Agree 13 %
3. Slightly Agree 13 %
4. Disagree 37 %

63 % of the Respondents believe that campus Recruitment makes recruitment process

easier for the organization to some extent where as 37 % of the respondents do not
agree that campus recruitment makes recruitment process easy.
7. Effective HRP greatly facilitates the recruiting efforts?

Strongly agree Agree Slightly Agree Disagree

S. No. Effective HRP greatly facilitates the Respondents

recruiting efforts
1. Strongly agree 45%
2. Agree 40%
3. Slightly Agree 10%
4. Disagree 5%

Effective HRP definitely facilitates the recruitment process as HRP is the first step to be
taken care in Recruitment. This has been proved by the research as 45% of the
respondents strongly believe that effective HRP facilitates the recruitment efforts. And
rest 40 % also agree to this point, 10% slightly agree, and 5% is disagree.
8. The organization recruitment notices should be more descriptive to stimulate the new
talent?

Strongly agree Agree Slightly Agree Disagree

S. No. The organization recruitment notices Respondents

should be more descriptive to stimulate
the new talent
1. Strongly agree 37 %
2. Agree 37 %
3. Slightly Agree 13 %
4. Disagree 13 %

Majority is in favour that Recruitment Notices should be more descriptive so as to give

clear picture of the job to the applicants in order to ensure the right candidate to the
right job combination. Where as 13 % of the respondents disagree with the statement
and favour that recruitment notice should not be descriptive.
9. Recruitment at entry level should be given on contract with reputed HR
consultancies?

Strongly agree Agree Slightly Agree Disagree

S. No. Recruitment at entry level should be Respondents

given on contract with reputed HR
consultancies.
1. Strongly agree 50 %
2. Agree 40 %
3. Slightly Agree 6%
4. Disagree 4%

All the respondents are in favour that recruitment at entry level should be outsourced to
reputed HR consultancies as this will save company cost and time and they will even
get potential candidates.
10. Recruitments at higher post should be done exclusively by internal sources?

Strongly agree Agree Slightly Agree Disagree

S. No. Recruitments at higher post should be Respondents

done exclusively by internal sources
1. Strongly agree 37 %
2. Agree 25 %
3. Slightly Agree 38 %
4. Disagree 0%

Every respondents favour that recruitment at higher level should be done by internal
sources only as existing employees know the company and given their day and night
and company can rely on them and ideally they are the first one to get preference for
the vacancies within the company.
11. The current Recruitment and selection process fulfills the company objective?

Strongly agree Agree Slightly Agree Disagree

S. No. The current Recruitment and selection Respondents

process fulfills the company objective
1. Strongly agree 25 %
2. Agree 50 %
3. Slightly Agree 25 %
4. Disagree 0%

Current recruitment policy is sufficient in fulfilling the company objective but we are
operating in cut throat competition and need up gradation each time to survive and get
edge over others.
12. The rate of recruitment and selection should be in proportional to the actual need
within the organization?

Strongly agree Agree Slightly Agree Disagree

S. No. The rate of recruitment and selection Respondents

should be in proportional to the actual
need within the organization
1. Strongly agree 40 %
2. Agree 50 %
3. Slightly Agree 4%
4. Disagree 6%

Recruitment and Selection process should be in proportion with the actual need of the
company so as to avoid excess of employee inflow within the company and
respondents also favour this as this saves employee retention cost to the company.
13. The policies for selection through promotion need to be modified?

Strongly agree Agree Slightly Agree Disagree

S. No. The policies for selection through Respondents

promotion need to be modified
1. Strongly agree 60 %
2. Agree 30 %
3. Slightly Agree 5%
4. Disagree 5%

Majority is in favour that promotion policies need to be modified as now with the
changing Business Environment new methods of promotion has come into picture and
many of them is very effective like 360 Degree Appraisal System. And this will also play
important role in employee motivation.
14. The percentage policies of promotion are satisfactory?

Strongly agree Agree Slightly Agree Disagree

S. No. The percentage policies of promotion Respondents

are satisfactory
1. Strongly agree 62 %
2. Agree 25 %
3. Slightly Agree 0%
4. Disagree 13 %

62% of the respondents strongly believe that Percentage Policy of Promotion are
satisfactory. On the Contrary 13 % are not in their favour.
15. The actual practice of promoting executive is fair?

Strongly agree Agree Slightly Agree Disagree

S. No. The actual practice of promoting Respondents

executive is fair
1. Strongly agree 37 %
2. Agree 38 %
3. Slightly Agree 25 %
4. Disagree 0%

Respondents to some extent or strongly agree to the point that Actual practice of
Promoting Executives in company is fair enough.
16. Any suggestion you would like to give for improving recruitment and selection
process in your companies?

………………………………………………………………………………………………………
………………………………………………………………………………………………………
………………………
SUGGESTIONS :-

1. The Campus recruitment must be done to infuse fresh talent and save on costs.
2. Successful planning, potential appraisal, job rotation to be given weight age to
facilitate recruitment from internal source.
3. Re-engineering the human resource information system with an emphasis on
recruitment.
4. A constant research must be held to update the recruitment & selection process.
5. Every detail should be in black and white including all HR policies so as to
provide a complete picture of the process.
6. There should be constant feedback from executives or employees bench
marking in order to have a check on recruitment process.
7. Newly selected candidate who has come from competitor companies must be
asked about recruitment and selection procedure followed in their companies.
8. Exit interviews must be held so as to trace any inefficiency in the recruitment &
selection procedure and also to know about employees grievances.
9. There should be long term career planning which should be implemented in order
to increase the effectiveness in recruitment process.
 RECOMMENDATION

Keeping in view my findings during the last 42 days at Reventus Technologies Pvt. Ltd.
Delhi I am providing certain recommendation, in hope that they will be appreciated and
some of them can be adopted to achieve better results

1. Decentralization of HR should be done & the capabilities of the HR professionals

should be relied upon.

2. The Campus recruitment must be done to infuse fresh talent and save on costs

3. The system of recruiting executives should be reviewed and improved upon at

definite intervals.

4. Too much time is taken in the recruitment and selection procedures which may result
in loss of capable candidates to competitors and is also a burden on costs.

5. Every detail should be in black and white including all HR policies so as to provide a
complete picture of the process.

6. A system to know what is happening in competition is also needed.

7. Campus recruitment to be only means of recruiting freshers.

8. Successful planning, potential appraisal, job rotation to be given weight age to

facilitate recruitment from internal source.

9. There should be need-based improvisation.

10. Too much stress and rigidity on joining formalities even some of the formalities are
outdated.

11. Re-engineering the human resource information system with an emphasis on

recruitment.
12. A constant research must be held to update the recruitment & selection process.

13. There should be constant feedback from executives or employees bench marking in
order to have a check on recruitment process.

14. Newly selected candidate who has come from competitor companies must be asked
about recruitment and selection procedure followed in their companies.

15. Exit interviews must be held so as to trace any inefficiency in the recruitment &
selection procedure and also to know about employees grievances.

16. Dedicated HR executive to work on this including other developmental activities –

not involved in IR.

17. There should be long term career planning which should be implemented in order to
increase the effectiveness in recruitment process.

THE CHALLENGES

1. Locate people whose personality fit the companies’ values.

2. Attract people with multi-dimensional experience & skill.

3. Induct outsiders with new perspective to lead the company.

4. Develop a culture that attracts people to the company.

5. Infuse fresh blood at every level of organization.

6. Search for talent globally & not within the company.

7. Pay smartly & not highly.

8. Prefer outside candidates to inside candidates to bring about change.

9. Devise entry pay that competes on quality & not quantum.

10.Prepare a detailed executive profile based on tomorrow’s organization need.

10. Widen the hunt to search outside the company as well.

11. Devise methodologies for assessing psychological traits.

12. Eliminate biases & prejudices from recruitment process.

13. Help match job specification to candidate’s abilities

14. Successfully evaluate candidate’s behavioral qualities.

 CONCLUSION

REQUIREMENT:

‘Necessity is the mother of Invention’ this is true everywhere. In the study first of all I
tried to find out the cause of the process of Recruitment and Selection.

I got the answer from employees that here in REVENTUS TECHNOLOGIES PVT. LTD.
DELHI major cause for the process is its Expansion Program as the company is
growing vastly. Few other reasons are Resignation and Replacement vacancy.
Retirement hardly takes place here.

SOURCES:

There are two modes of Recruitment. i.e. External & Internal. Through the survey it can
be concluded that Reventus Technologies Pvt. Ltd.

SAHIBABAD. Adopts both the modes of recruitment but preference is given to External
mode of recruitment so that to include the best stuff of people from the market mostly by
giving campus interview advertisement in Newspaper or can be by References. Other
external sources like consultants, Employment exchange, placement agent are
negligible. In the case of Internal recruitment emphasis is given to Internal selection
process then followed by Transfer and Promotion.
 METHOD:

Various test are involved at selection stage. Although it depends on the cadre and also
on number of requirement but if we conclude on an average mostly interview is the most
adopted test for selection. During the study we came across many recruitment and
selection procedure and noticed the same. Other tests like Aptitude test, personality test
and Group Discussion also took place but in smaller percentage. Case Study is a test
which not al all took place in Reventus Technologies Pvt. Ltd. Delhi Through the study it
can be concluded that all statutory requirements are followed here. As recruitment and
selection process is changed according to cadre and requirement so we can say that it
is elastic process not the rigid one though it has its own policy for the process. During
the process, HR Deptt. plays an active role and Sahara has centralized system of
recruitment and selection.

The most important resource i.e. the TIME resource is not at all utilized properly as time
taken in the process and at the time of joining formalities is long that can create
harassment for the candidate.
OUTCOME:

From the survey it can be concluded that efforts were made to select the knowledgeable
and skilled person then emphasis is given for experienced person. But outcome is not
always the same as desired. Till now candidates selected in are more work experienced
with knowledge.
 IMPROVEMENT:

Although the system of Recruitment and selection in Reventus Technologies Pvt. Ltd. is

appropriate but still there is some chances for improvement if proper Manpower

planning is done with Job rotation.

 BIBLIOGRAPHY

BOOKS

1. Personnel Management -Edwin B.Flippo

2. Business Today (Managing People)

3. Managing the Recruitment Process -C.White and A.W.

4. Managing Human Resource -Arun Manoppa

5. Human Resource Management -Mirza S. Saiyadein

6. Personnel & HRM -David Decenzo &

Stephen A. Robbins

7. Personnel Selection In Organization - N. Schmitt & W.C

 ANNEXURE

QUESTIONNAIRE

1. Do you think the Recruitment & Selection process in Reventus Technologies Pvt.
Ltd. Delhi is clear to me?

Strongly agree Agree Slightly Agree Disagree

2. Methods used in recruitment & selection process are satisfactory?

Strongly agree Agree Slightly Agree Disagree

3. More emphasis should be given to the internal sources of selection for various posts?

Strongly agree Agree Slightly Agree Disagree

4. Campus recruitment for reporters and anchors should only be done through premier
institutes?

Strongly agree Agree Slightly Agree Disagree

5. Recruitments should be done on the basis of suggestions and recommendations

made by the existing staff?

Strongly agree Agree Slightly Agree Disagree

6. Campus recruitment makes the process easier for the organization?

Strongly agree Agree Slightly Agree Disagree

7. Effective HRP greatly facilitates the recruiting efforts?

Strongly agree Agree Slightly Agree Disagree

8. The organization recruitment notices should be more descriptive to stimulate the new
talent?

Strongly agree Agree Slightly Agree Disagree

9. Recruitment at entry level should be given on contract with reputed HR
consultancies?

Strongly agree Agree Slightly Agree Disagree

10. Recruitments at higher post should be done exclusively by internal sources?

Strongly agree Agree Slightly Agree Disagree

11. The current Recruitment and selection process fulfills the company objective?

Strongly agree Agree Slightly Agree Disagree

12. The rate of recruitment and selection should be in proportional to the actual need
within the organization?

Strongly agree Agree Slightly Agree Disagree

13. The policies for selection through promotion need to be modified?

Strongly agree Agree Slightly Agree Disagree

14. The percentage policies of promotion in Reventus Technologies Pvt. Ltd. are
satisfactory?

Strongly agree Agree Slightly Agree Disagree

15. The actual practice of promoting executive is fair?

Strongly agree Agree Slightly Agree Disagree

16. Any suggestion you would like to give for improving recruitment and selection
process in your companies?

………………………………………………………………………………………………………
………………………………………………………………………………………………………
………………………………………………………………………………………………………
Personal Detail: -

Name:-……………………………………………………

Designation: - ……………………………………………
Thank you for your cooperation