HUMAN RESOURCE MANAGEMENT CASE STUDY

REPORT
ON

EFFICIENCY ON SELECTION PROCESS

Submitted by:

Mohammad Wakash 11711223

Khusboo Singh 11711087
Neha kumari 11711194
Bhanshu chaudhary 11711175
D.V.S.S Anil Kumar 11711147
Saurav Singh 11712445

Engineering Lovely Professional

University, Phagwara (August 2019)
Content:

1. Acknowledgement
2. Introduction
3. Problem
4. Solution
5. Suggestion
6.Bibliography
 DECLARATION

We hereby declare that we have done case study on

“Efficiency of selection process”
from “10th edition, Human Resource Management” by Praveen Durai
under the guidance of Mrs. Mohini Dhiman. We, hereby, declare that we
have worked with full dedication and our work is authentic.

Mohammad Wakash

Neha Kumari

Khusboo Singh

Bhanshu Chowdhary

Saurabh Singh

D.V.S.S Anil Kumar

 ACKNOWLEDGEMENT

“
We humbly take this opportunity to present our votes of thanks to all those guide
post who really acted as lightening pillar stone lighten our way throughout this
training that has led to successful and satisfactory completion of this study. We are
grateful to our teacher, Mrs. Mohini Dhiman for providing us with an opportunity
to undertake this study and providing us with all the bright and innovative ideas to
make my study a worthwhile of running in an organization.

We are highly thankful for her active support, valuable time and advice, whole-
hearted guidance, sincere cooperation and pains-taking involvement during the
study and in completion of our case study. We are thankful to all those, who have
been instrumental in creating proper, healthy and conductive environment and
including new and fresh innovative ideas for me during the study, without their
help, it would have been extremely difficult for us to prepare the report in a time
bound framework.
INTRODUCTION

EFFICIENCY OF SELECTION PROCESS:

Employee selection process: employee selection process is the process of putting
the right person on the right job. It is a procedure of matching organisational
requirements with the skills and qualification of people. The “Effective selection
can be done only when there is an effective matching”. By selecting best
candidates for the required job ,the organisation will get quality performance of
employees. Moreover ,organisation will face less absenteeism and employee
turnover problems. By selecting right candidate for the required job, organisation
will also save time and money. Proper screening of candidates takes place during
selection procedure. All the potential candidates who apply for the jobs are tested.

But selection selection must be differentiated from recruitment though these are
two phases of employment process. Recruitment is considered to be a positive
process as it motivates more of candidates to apply for the job . It creates a pool of
applicants . It is just a sourcing of data . While selection is a negative process as
the inappropriate candidates are rejected here . Recruitment precede selection in
staffing process . Selection involves choosing the best candidates with best
abilities , skills and knowledge for the required job .

The EMPLOYEE SELECTION PROCESS takes place in following order-

1. Preliminary Interviews- It is used to eliminate those candidates who do not

meet the minimum eligibility criteria laid down by the organisations. The skills,
academic and family background, competencies and interests of the candidate are
examined during preliminary interview. Preliminary interviews are less
formalised and planned than the final interviews. The candidates are given a brief
up about the company and the job profile; and it is also examined how much the
candidate knows about the company. Preliminary interviews are also called
screening interviews.
 2. Application blanks- The candidates who clear the preliminary interview are
required to fill application blank. It contains data record of the candidates
such as details about age, qualifications, reason for leaving previous job,
experience, etc.

3. Written Tests- Various written tests conducted during selection procedure

are aptitude test, intelligence test, reasoning test, personality test, etc. These
tests are used to objectively assess the potential candidate. They should not
be biased. Sometimes the selection process can be started by the written test
itself.

4.Employment Interviews- It is a one to one interaction between the interviewer

and the potential candidate. It is used to find whether the candidate is best
suited for the required job or not. But such interviews consume time and
money both. Moreover the competencies of the candidate cannot be judged.
Such interviews may be biased at times. Such interviews should be
conducted properly. No distractions should be there in room. There should
be an honest communication between candidate and interviewer.

5. Medical examination- Medical tests are conducted to ensure physical

fitness of the potential employee. It will decrease chances of employee
absenteeism.

6. Appointment Letter- A reference check is made about the candidate

selected and then finally he is appointed by giving a formal appointment
letter.
3.Problem :
In Hyderabad March 23, many of the employees lost their jobs due to recession.
It was getting difficult to get another job , mainly for middle level employees.
Meanwhile a person named Saurabh who also lost his job in a very reputed
company YAHOO , along with his friends Mr Anthony, Mr Iqbal Gandham and
others.

Being a well established and a reputed company but there was no job security at
all which was totally unexpected.

It was not easy for the employees to get another job so quickly because of that
time even applying for a new job was a tedious thing. At that time it was a long
process, people use to visit the company even for applying for a job as well as
interview.

we will discuss the solution in our next page……

4. Solution:
To overcome the problem Mr Saurabh and his friends came up with an idea,
they’ve created a website named www.asksaurabh.com where one can post their
CVs.
The portal lists three rules: no job consultants, no fake jobs/profiles and no
charges for matchmaking.
One can post CV and jobs in among a wide range of areas.
Besides the concept of “a friend in need is a friend indeed”, what gave birth to
the web site is an indeed”, what gave birth to the web site is an inspiration from
Purple People Collective (PPC), a site that helps match up IT professionals who
are looking for people and those who need jobs in the US and Europe.
“It all started when we visited our friend Saurabh in Bangalore who had just been
laid off by Yahoo!, and was looking for a new job ”,said Mr Anthony over phone
from Pune.
“The Indian IT landscape and talent pool, with its different requirements
offerings and prices, required its own dedicated site (like PPC), ”he added .
The response has been “amazing”- 60 companies posted their requirements in last
20 days while over 500 job seekers signed up for posting their CVs and finding
prospective employers.
“The site is still in its infancy. Going forward, we believe the response would be
more along with the no. of people benefiting out of this,” said Mr Anthanoy
5.Suggestions:-
As discussed in this case study after being laid off by Yahoo! Mr. Saurabh along
with his friends he started an online job portal. The portal don’t allow the
recruitment agencies to post for any job. The companies will directly post for the
vacancies but we as we know only about one-fourth of all jobs openings are
advertised, online job-hunting is largely ineffective . The people can find better
jobs or faster/more jobs as a means of their professional networking. So there are
few points that will help to improve the online job recruitment portals.
1.Top companies listed:- Best online job portal are tied up with the top to give
the best job to the potential candidates. Candidates always look for the best
recruiters.
2.Quality Service:- Quality employment portals provide better results and
satisfaction by resume writing services and uploading as per requirement. Provides
regular job alerts to the job seekers. Selecting the right job portal is essential
because it gives the surety of the job vacancies not being forged.
3.Free or Paid:- Many people don’t pay to the job portals as they are not
financially set especially it they are fresher’s. But at the same time experienced
candidates pay due to quality service of the recruitment portal. Many portals are
paid by the recruiters company if they help them in hiring a good candidate.
4.Easy Registration :- No recruiter or a job seeker wants to fool around and tick
each dialogue box with the silly details. The registration procedure shouldn’t be
complicated because no candidate would like going through various steps just to
confirm registration. Thus, an easy registration is widely by all job seekers.
5.Current Openings:- Best online jobs portals always show the current openings
on the daily basis. So that candidates apply on them till they get placed.
6.Blog/advice page:- Online job portal should have a blog page to give an
advice or tips to the job seekers.

Ans :-

Benefits for the recruiters:-

1. Considered to be cost effective:- Placing job advertisements on the Internet
is a lot cheaper t h a n placing t h e m i n newspapers, magazines and other media.
Using social media like Facebook and Twitter can even make publicizing a
position an essentially free exercise for companies, if it is linked to a Web site on
the company's Web site where candidates can view the job specs, input their CVs,
apply and follow up.
2. Clear communication:- Press insertions have word and space limits that can
lead to unclear messages. On the Internet, t h e r e i s no word limitation and all
relevant d e t a i l s c a n be expressed unambiguously. In addition, the automated
application process can immediately provide feedback t o candidates who are
underqualified or not suitable f o r the position.
3. Broader search, deeper pool :-The Internet's virtually instantaneous global
reach means companies have the advantage of reaching a much broader pool of
candidates, which increases the chances of finding the right candidate.
4.Improved standardization:- The information provided by candidates is
obtained in a standard, uniform for mat, which facilitates easy comparison.
5. Faster time to appointment:- Automating recruitment administration, like
posting a job opening complete with all the specifications on the Internet, takes
only a few minutes. Delivery time and response time are immediate .As mentioned
above, e -recruitment can also cut out all nonappropriate candidates automatically,
producing a shortlist within minutes, rather than days of reading through 200 CV’s.

Benefits for the candidates:-

1. Wider range:- The candidates have a large range of options to choose from
different job posts. They can compare salaries and accordingly can apply for the
same.
2.Not need to be physically present:- The candidates don’t need to be
physically present at the office, carrying CV’s in hand. They can do that while
sitting at their home.
3.Match- Making:- The online job portals are good enough to find the job as per
the requirements set by an individual. The candidates can set the filters such as job
location, expected salary , internships, months for that and much more and as per
her desire he gets the result.
The gathering and compilation of data, filing of records and all related
administrative work is done electronically, and therefore paperwork is
considerably lessened. Significantly less physical space is taken up for file storage,
and overall, the ecological footprint is smaller than more traditional recruiting
methods.

Peer evaluation for group:

Evaluation Criteria Member 1: Member Member Member 4: Member Member

Mohammad 2:Bhanshu 3: Neha Khusboo 5: 6: Sai Anil
wakash chaudhary kumari Singh Saurabh
Singh
Attends group 9 9 9 9 9 9
meetings regularly
and arrives on
time
Contributes 9 9 9 9 9 8
meaningfully to
group discussions.
Completes group 9 9 9 9 9 8
assignments on
time.
Prepares work in a 9 9 9 9 9 8
quality manner.
Demonstrates a 9 9 9 9 9 8
cooperative and
supportive attitude
Contributes 9 9 9 9 9 8
significantly to the
success of the
project
Bibliography

Wikipedia
Book: Human Resource Management by Praveen Durai