ACKNOWLEDGEMENT

Success of every project depends largely on the self encouragement and guidance of many others. I take this opportunity to express my gratitude to the people who have been instrumental in the successful completion of this study project. First of all I would like to thank the Management at AstroWix india project solutions

private limited for giving me the opportunity to do my Six Weeks Summer Training in their
esteemed organization, my Internal Guide Mr.Ashish Trivedi for providing me with valuable advice and endless supply of new ideas and support for this project. I would also like to thank Mrs. Nischal Goswami (HR -HEAD) for providing practical exposure for the project and his valuable guidance during the project work. And last but not the least I would like to thank my parents who have given me life to feel this beautiful world and made me able to fulfill my work and responsibilities and I also like to thank the almighty for the invisible and spiritual support.

PRATIKSHA SINGH

PREFACE

As an essential and obligatory part of my course, I underwent 45 days Summer Training Program of Master in Business Administration (M.B.A) degree, in Head office of AstroWix India situated in NOIDA. This training has helped me to get a practical knowledge as an important suffix to the theoretical knowledge into the business environment. One cannot merely rely on upon the theoretical knowledge. Classroom Lectures make the fundamental concept of management clear. They also facilitate the learning of the practical things. However, class lectures must be correlated with the practical training situations. It is in the sense that the practical training in a company has a significant role to play in the subject of business management. To develop healthy, managerial and administrative skills in potential managers and non-managers, it is necessary to contribute to combine the classroom learning with the practical knowledge of real business environment. I shall feel suitably rewarded if this project proves helpful to the organization. I have sincerely worked on the project and hope that at several places this report presents some interesting facts, which HRD professional will certainly like to explore.

PRATIKSHA SINGH

DECLARATION

I, Pratiksha Singh, hereby declare that the project report entitled Employee Satisfaction With Recruitment And Selection Policy In AstroWix india project solutions private limited has been Written by me in the basis of my summer training at AstroWix India project solutions private limited. during 25th June 2011 to 12th August 2011 . And has not submitted anywhere in any manner. It is report, which is based on various interviews and surveys of the employees of the AstroWix India, conducted during my summer training period in NOIDA as a student of M.B.A. from: Institute of Co-Operative & Corporate Management Research & Training (ICCMRT), Lucknow.

PRATIKSHA SINGH

Table of contents:-

A- Part-1 (i) Introduction about topic (ii) Introduction about company B- Part-2 (i) Objective of study (ii) Research problem (iii) Problem of study (iv) Research design (v) Sampling technique (vi) Data collection 8- Data interpretation 9- Findings 10- Conclusion and Recommendation 11- Limitations of study 12- Bibliography 13- Annexure

INTRODUCTION:-

RECRUITMENT
Recruitment refers to the process of attracting, screening, and selecting qualified people for a job.For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies.The recruitment industry has four main types of agencies:employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, and niche agencies which specialize in a particular area of staffing. Some organizations use employer branding strategy and in-house recruitment instead of agencies. Recruitment-related functions are generally carried out by an organization's human resources staff. The stages in recruitment include sourcing candidates by advertising or other methods, screening potential candidates using tests and/or interviews, selecting candidates based on the results of the tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill their new role effectively.

A formal definition states, It is the process of finding, attracting, screening and selecting capable applican ts for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applican ts from which new employees are selected. In this, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection.

Meaning:Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected.

Definition:According to EDWIN FLIPPO, Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. The process of identifying and hiring the best-qualified candidates from within or outside of an organization for a job vacancy, in a most timely and cost effective manner.

PROCESS OF RECRUTMENT:-

Job analysis
The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a job discription and provides the recruitment effort with the boundaries and objectives of the search.

Sourcing:Sourcing involves 1)advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2)recruiting research, which is the proactive identification of relevant talent who may not respond to job postings. This initial research for so-called passive prospects, also called namegeneration, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened.

Screening and selection

Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through resumes, job applicants interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. Other resume screening criteria may include length of service, job titles and length of time at a job. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing.

On boarding
"On boarding" is a term which describes the process of helping new employees become productive members of an organization. A well-planned introduction helps new employees become fully operational quickly and is often integrated with a new company and environment. On boarding is included in the recruitment process for retention purposes. Many companies have on boarding campaigns in hope to retain top talent that is new to the company; campaigns may last anywhere from 1 week to 6 months.

Internet recruitment and websites:Such sites have two main features: job boards and a rsum/curriculum vitae (CV) database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a rsum to be included in searches by member companies. Websites capture candidate details and then pool them in client accessed candidate management interfaces (also online). Key players in this sector provide e-recruitment software and services to organizations of all sizes and within numerous industry sectors. The online software provided by those who specialize in online recruitment helps organizations attract, test, recruit, employ and retain quality staff with a minimal amount of administration.

Online recruitment websites can be very helpful to find candidates that are very actively looking for work and post their resumes online, but they will not attract the "passive" candidates who might respond favorably to an opportunity that is presented to them through other means. Also, some candidates who are actively looking to change jobs are hesitant to put their resumes on the job boards, for fear that their companies, co-workers, customers or others might see their resumes.

Job search engines

The emergence of meta-search engines allows job-seekers to search across multiple websites. Some of these new search engines index and list the advertisements of traditional job boards. These sites tend to aim for providing a "one-stop shop" for job-seekers. However, there are many other job search engines which index solely from employers' websites, choosing to bypass traditional job boards entirely. These vertical search engines allow job-seekers to find new positions that may not be advertised on traditional job boards, and online recruitment websites.

Recruiting the wrong kind of people can become a serious issue for any company. A defined recruitment process needs to be followed to ensure that the right person reaches the right place.

SELECTION
Selection is defined as the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job. Selection is basically picking an applicant (from a pool of applicants) who has the appropriate qualification and competency to do the job.

The difference between recruitment and selection:Recruitment is, identifying and encouraging prospective employees to apply for a job.

And

Selection is, selecting the right candidate from the pool of applicants. Selection is along process, commencing from the preliminary interview of the applican ts and ending with the contract of employment.

1.

Recruitment is the process of searching the candidates for employment and

stimulating them to apply for jobs in the organization. WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

2. The basic purpose of recruitment is to create a talent pool of candidates to

enable the selection of best candidates for organization. WHEREAS the basic purpose of selection process is to chose the right candidate to fill the organization.

3. Recruitment is a positive process i.e. encouraging more and more employees to apply
WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates.

4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection
is concerned with selecting the most suitable candidate through various interviews and tests.

5. There is no contract of recruitment established in recruitment WHEREAS selection results in

a contract of service between the employer and the selected employee.

Selection is influenced by several factors. More prominent among them are supply and demand of specific skills in the labor market, unemployment rate, labor- market conditions, legal and political considerations, companys image, companys policy, human resources planning and cost of hiring. The last three constitute the internal environment and the remaining form the external environment of selection process.

Meaning:Selecting a suitable candidate can be the biggest challenge for any organization. -Selection is the process of discovering the qualification & characteristics of the top applicant in order to establish their likely suitability for the job position. -A good selection requires a methodological approach to the problem of finding the best matched person for the job.

Definition:-

The process of interviewing and evaluating candidates for a specific job and selecting an individual for employment based on certain criteria. Employee selection can range from a very simple process to a very complicated process depending on the firm hiring and the position. Certain employment laws such as anti-discrimination laws must be obeyed during employee selection.

Selection is the process of gathering information about candidates on the staff and the most suitable choice for the vacant position. Selection is made among the candidates obtained as a result of recruitment carried out.

RECRUITMENT AND SELECTION, BOTH ARE SIMULTANEOUS PROCESS.

PROCESS OF SELECTION:-

STEP 1: PRELIMINARY INTERVIEW:The applicants received from job seekers would be subject to scrutiny so as to eliminate unqualified applicants. This is usually followed by a prelimin ary interview the purpose of which is more or less the same as scrutiny of application, that is, eliminate of unqualified applicants. Scrutiny enables the HR specialists to eliminate unqualified jobseekers based on the information supplied in their application forms. Preliminary interview, on the other hand, helps reject misfits for reason, which did not appear in the application forms. Besides, preliminary interview, often called courtesy interview, is a good public relation exercise.

STEP 2: SELECTION TEST:

Job seekers who pass the screening and the preliminary interview are called for tests. Different types of tests may be administered, depending on the job and the company. Generally, tests are used to determine the applicants ability, aptitude and personality.

The following are the type of tests taken: 1). Ability tests: Assist in determining how well an individual can perform tasks related to the job. An excellent illustration of this is the typing tests given to a prospective employer for secretarial job. Also called as ACHEIVEMENT TESTS.

It is concerned with what one has accomplished. When applicant claims to know something, an achievement test is taken to measure how well they

know it. Trade tests are the most common type of achievement test given. Questions have been prepared and tested for such trades as asbestos worker, punch- press operators, electricians and machinists. There are, of course, many unstandardised achievement tests given in industries, such as typing or dictation tests for an applicant for a stenographic position.

2). Aptitude test: Aptitude tests measure whether an individuals has the capacity or latent ability to learn a given job if given adequate training. The use of aptitude test is advisable when an applicant has had little or no experience along the line of the job opening. Aptitudes tests help determine a persons potential to learn in a given area. An example of such test is the general management aptitude tests (GMAT), which many business students take prior to gaining admission to a graduate business school programme.

Aptitude test indicates the ability or fitness of an individual to engage successfully in any number of specialized activities. They cover such areas

clerical aptitude, numerical aptitude, mechanical aptitude, motor co-ordination, finger dexterity and manual dexterity. These tests help to detect positive negative points in a persons sensory or intellectual ability. They focus attention on a particular type of talent such as learning or reasoning in respect of a particular field of work.

Forms of aptitude test:-

1. Mental or intelligence tests:

They measure the overall intellectual ability of a person and enable to know whether the person has the mental ability to deal with certain problems.

2.Mechanical aptitude tests:-

They measure the ability of a person to learn a particular type of mechanical work. These tests helps to measure specialized technical knowledge and problem solving abilities if the candidate. They are useful in selection of mechanics, maintenance workers, etc.

3.Psychomotor or skills tests: -

They are those, which measure a persons ability to do a specific job. Such tests are conducted in respect of semi- skilled and repetitive jobs such as packing, testing and inspection, etc.

3). Intelligence test:Now days G.K. Tests are very common to find general awareness of the candidates in the field of sports, politics, world affairs, current affairs.

4). Perception Test:At times perception tests can be conducted to find out beliefs, attitudes, and mental sharpness.etc.

5). Graphology Test:-

It is designed to analyze the handwriting of individual. It has been said that an individuals handwriting can suggest the degree of energy, inhibition and spontaneity, as well as disclose the idiosyncrasies and elements of balance and control. For example, big letters and emphasis on capital letters indicate a tendency towards domination and competitiveness. A slant to the right, moderate pressure and good legibility show leadership potential.

6). Polygraph Test:Polygraph is a lie detector, which is designed to ensure accuracy of the information given in the applications. Department store, banks, treasury offices and jewellery shops, that is, those highly vulnerable to theft or swindling may find polygraph tests useful.

7). Medical Test:It reveals physical fitness of a candidate. With the development of technology, medical tests have become diversified. Medical servicing helps measure and monitor a candidates physical resilience upon exposure to hazardous chemicals. This test helps to evaluate traits of intelligence. Mental ability, presence of mind (alertness), numerical ability, memory and such other aspects can be measured. The intelligence is probably the most widely administered standardized test in industry. It is taken to judge numerical, skills, reasoning, memory and such other abilities.

8). Interest Test:This is conducted to find out likes and dislikes of candidates towards occupations, hobbies, etc. such tests indicate which occupations are more in line with a persons interest. Such tests also enable the company to provide vocational guidance to the selected candidates and even to the existing employees.

These tests are used to measure an individuals activity preferences. These tests are particularly useful for students considering many careers or employees deciding upon career changes.

9). Personality Test:The importance of personality to job success is undeniable. Often an individual who possesses the intelligence, aptitude and experience for certain has failed because of inability to get along with and motivate other people. It is conducted to judge maturity, social or interpersonal skills, behavior under stress and strain, etc. this test is very much essential on case of selection of sales force, public relation staff, etc. where personality plays an important role. Personality tests are similar to interest tests in that they, also, involve a serious problem of obtaining an honest answer.

10). Projective Test:-

This test requires interpretation of problems or situations. For example, a photograph or a picture can be shown to the candidates and they are asked to give their views, and opinions about the picture.

11). General knowledge Test:CHOOSING TESTS:The test must be chosen in the criteria of reliability, validity, objectivity and Standardization. They are: -

1. RELIABILITY: It refers to standardization of the procedure of administering and scoring the test results. A person who takes tests one day and makes a certain score should be able to take the same test the next day or the next week and make more or less the same score. An individuals intelligence, for example, is generally a stable characteristic. So if we administer an intelligence test, a person who scores 110 in March would score close to 110 if tested in July. Tests, which produce wide variations in results, serve little purpose in selection.

2. VALIDITY:It is a test, which helps predict whether a person will be successful in a given job. A test that has been validated can be helpful in differentiating between prospective employees who will be able to perform the job well and those who will not. Naturally, no test will be 100% accurate in predicting job success. A validated test increases possibility of success. There are three ways of validating a test. They are as follows:-

1). Concurrent Validity : This involves determining the factors that are Characteristics of successful employees and then using these factors as the Yardsticks.

2). Predictive Validity :It involves using a selection test during the selection process and then identifying the successful candidates. The characteristics of both successful and less successful candidates are then identified.

3). Synthetic Validity: It involves taking parts of several similar jobs rather than one complete job to validate the selection test.

3. OBJECTIVITY:When two or more people can interpret the result of the same test and derive the same conclusion(s), the test is said to be objective. Otherwise, the test evaluators subjective opinions may render the test useless.

4. STANDARDRIZATION:A test that is standardized is administered under standard condition to a large group of person who are representatives of the individuals for whom it is intended. The purpose of standardization is to obtain norms or standard, so that a specific test score can be meaningful when compared to other score in the group .

STEP 3:-

INTERVIEW:The next step in the selection process is an interview. Interview is formal, indepth conversation conducted to evaluate the applicants acceptability. It is considered to be excellent selection device. It is face-to-face exchange of view, ideas and opinion between the candidates and interviewers. Basically, interview is nothing but an oral examination of candidates. Interview can be adapted to unskilled, skilled, managerial and profession employees.

Objectives of interview:Interview has at least three objectives and they are a follows:-

1) Helps obtain additional information

from the applicants. to the applicants such as company

2) Facilitates giving general information

policies, job, products manufactured.

3) Helps build the companys image among the applicants.

Types of interview: -

Interviews can be of different types. There interviews employed by the companies. Following are the various types of interview:-

1) Informal Interview:An informal interview is an oral interview and may take place anywhere. The employee or the manager or the personnel manager may ask a few almost inconsequential questions like name, place of birth, names of relatives etc. either in their respective offices or anywhere outside the plant of company. It not planned and nobody prepares for it. This is used widely when the labor market is tight and when you need workers badly.

2) Formal Interview:Formal interviews may be held in the employment office by he employment office in a more formal atmosphere, with the help of well structured questions, the time and place of the interview will be stipulated by the employment office.

3) Non-directive Interview: -

Non-directive interview or unstructured interview is designed to let the interviewee speak his mind freely. The interviewer has no formal or directiv e questions, but his all attention is to the candidate. He encourages the candidate to talk by a little prodding whenever he is silent e.g. Mr. Ray, please tell us about yourself after youre graduated from high school. The idea is o give the candidate complete freedom to sell himself, without the encumbrances of the interviewers question. But the interviewer must be of higher caliber and must guide and relate the information given by the applican t to the objective of the interview.

4) Depth Interview:It is designed to intensely examine the candidates background and thinking and to go into considerable detail on particular subjects of an important nature and of special interest to the candidates. For example, if the candidate says that he is interested in tennis, a series of questions may be asked to test the depth of understanding and interest of the candidate. These probing questions must be asked with tact and through exhaustive analysis; it is possible to get a good picture of the candidate.

5) Stress Interview:-

It is designed to test the candidate and his conduct and behavior by him under conditions of stress and strain. The interviewer may start with Mr. Joseph, we do not think your qualifications and experience are adequate for this position, and watch the reaction of the candidates. A good candidates will not yield, on the contrary he may substantiate why he is qualified to handle the job. This type of interview is borrowed from the Military organization and this is very useful to test behavior of individuals when they are faced with disagreeable and trying situations.

6) Group Interview: It is designed to

save

busy executives time and to see how the candidates may

be brought together in the employment office and they may be interviewed.

7) Panel Interview:A panel or interviewing board or selection committee may interview the candidate, usually in the case of supervisory and managerial positions. This type of interview pools the collective judgment and wisdom of the panel in the assessment of the candidate and also in questioning the faculties of the candidate.

8) Sequential Interview: -

The sequential interview takes the one-to-one a step further and involves a series of interview, usually utilizing the strength and knowledgebase of each interviewer, so that each interviewer can ask questions in relation to his or her subject area of each candidate, as the candidate moves from room to room.

9) Structures Interview:In a structured interview, the interviewer uses preset standardized questions, which are put to all the interviewees. This interview is also called as Guided or Patterned interview. It is useful for valid results, especially when dealing with the large number of applicants.

10) Unstructured Interview: It is also known as Unpatterned interview, the interview is largely unplanned and the interviewee does most of the talking. Unguided interview is advantageous in as much as it leads to a friendly conversation between the interviewer and the interviewee and in the process, the later reveals more of his or her desire and problems. But the Unpatterned interview lacks uniformity and worse, this approach may overlook key areas of the applicants skills or background. It is useful when the interviewer tries to probe personal details of the candidate it analyze why they are not right for the job.

11) Mixed Interview:In practice, the interviewer while interviewing the job seekers uses a blend of structured and structured and unstructured questions. This approach is called the Mixed Interview. The structured questions provide a base of interview more conventional and permit greater insights into the unique differences between applican ts.

12) Impromptu Interviews :This interview commonly occurs when employers are approached directly and tends to be very informal and unstructured. Applicants should be prepared at all times for on-the-spot interviews, especially in situations such as a job fair or a cold call. It is an ideal time for employers to ask the candidate some basic questions to determine whether he/she may be interested in formally interviewing the candidate.

13) Dinner Interviews:These interviews may be structured, informal, or socially situated, such as in a restaurant. Decide what to eat quickly, some interviewers will ask you to order first (do not appear indecisive). Avoid potentially such as spaghetti. Be prepared for the conversation to abruptly change from friendly chat to direct interview questions, however, do not underestimate the value of casual discussion, some employers place a great value on it. Be prepared to switch gears rapidly, from fun talk to business talk.

14) Telephone Interviews:Have a copy of your resume and any points you want to remember to say nearby. If you are on your home telephone, make sure that all roommates or family members are aware of the interview (no loud stereos, barking dogs etc.). Speak a bit slower than usual. It is crucial that you convey your enthusiasm verbally, since the interviewer cannot see your face. If there are pauses, do not worry; the interviewer is likely just taking some notes.

15) Second Interviews:Job seekers are invited back after they have passed the first initial interview. Middle or senior management generally conducts the second interview, together or separately. Applicants can expect more in-depth questions, and the employer will be expecting a greater level of preparation on the part of the candidates. Applicants should continue to research the employer following the first interview, and be prepared to use any information gained through the previous interview to their advantage.

STEP 4:REFERENCE CHECK:Many employers request names, addresses, and telephone numbers of references for the purpose of verifying information and perhaps, gaining additional background information on an applicant. Although listed on the application form, references are not usually checked until an applicant has successfully reached the fourth stage of a sequential selection process. When the labor market is very tight, organizations sometimes hire applicants before checking references.

Previous employers, known as public figures, university professors, neighbors or friends can act as references. Previous employers are preferable because they are already aware of the applicants performance. But, the problem with this reference is the tendency on the part of the previous employers to overrate the applicants performance just to get rid of the person. Organizations normally seek letters of reference or telephone references. The latter is advantageous because of its accuracy and low cost. The telephone reference also has the advantage of soliciting immediate, relatively candid comments and attitude can sometimes be inferred from hesitations and inflections in speech. It may be stated that the information gathered through references hardly influence selection decisions.

The reasons are obvious:1. The candidate approaches only those persons who would speak well
about him or her.

2. People may write favorably about the candidate in order to get rid of
him or her.

3. People may not like to divulge the truth about a candidate,

damage or ruin his/her career.

lest it might

STEP 5:SELECTION DECISION:-

After obtaining information through the preceding steps, selection decision- the most critical of all the steps- must be made. The other stages in the selection process have been used to narrow the number of the candidates. The final decision has to be made the pool of individuals who pass the tests, interviews and reference checks. The view of the line manager will be generally considered in the final selection because it is he/she who is responsible for the performance of the new employee. The HR manager plays a crucial role in the final selection.

STEP 6:PHYSICAL EXAMINATION:After the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test. A job offer is, often, contingent upon the candidate being declared fit after the physical examination.

The results of the medical fitness test are recorded in a statement and are preserved in the personnel records.There are several objectives behind a physical test. Obviously, one reason for a physical test is to detect if the individual carries any infectious disease. Secondly, the test assists in determin ing whether an applicant is physically fit to perform the work. Thirdly, the physical examination information can be used to determine if there are certain physical capabilities, which differentiate successful and less successful employees . Fourth, medical check-up protects applicants with health defects from undertaking work that could be detrimental to them or might otherwise endanger the employers property. Finally, such an examination will protect the employer from workers compensation claims that are not valid because the injuries or illness were present when the employee was hired.

STEP 7:JOB OFFER:The next step in the selection process is job offer to those applicants who have crossed all the previous hurdles. Job offer is made through a letter of appointed. Such a letter generally contains a date by which the appointee must report on duty. The appointee must be given reasonable time for reporting.

This is particularly necessary when he or she is already in employment, in which case the appointee is required to obtain a relieving certificate from the previous employer. Again, a new job may require movement to another city, which means considerable preparation, and movement of property. The company may also want the individual to delay the date of reporting on duty. If the new employees first job upon joining the company is to go on company until perhaps a week before such training begins. Naturally, this practice cannot be abused, especially if the individual is unemployed and does not have sufficient finances. Decency demands that the rejected applicants be informed about their nonselection. Their applicants may be preserved for future use, if any. It needs no emphasis that the applications of selected candidates must also be preserved for the future references.

STEP 8:CONTRACT OF EMPLOYMENT:-

After the job offer has been made and candidates accept the offer, certain documents need to be executed by the employer and the candidate. One such document is the attestation form. This form contains vital details about the candidate, which are authentic attested by him/her. Attestation form will be a valid record for the future reference. There is also a need for preparing a contract of employment. The basic information that should be included in a written contract of employment will vary according to the level of the job, but The following checklist sets out the typical headings:1.Job title 2. Duties, including a parse such as The employee will perform such duties and will be responsible to such a person, as the company may from time to time direct. 3. Date when continuous employment starts and the basis for calculating service. 4. Rate of pay, allowance, overtime and shift rates, method of payments. 5. Hours of work including lunch break and overtime and shift arrangemen ts.

6. Holiday arrangements:i) Paid holidays per year. ii) Calculation of holiday pay. iii) Qualifying period. iv) Accrual of holidays and holiday pay. v) Details of holiday year. vi) Dates when holidays can be taken. vii) Maximum holiday that can be take at any one time. viii) Carry over of holiday entitlement. ix) Public holidays. 7. Length of notice due to and from employee. 8. Grievances procedure (or reference to it). 9. Disciplinary procedure (or any reference to it). 10. Work rules (or any reference to them). 11. Arrangements for terminating employment. 12. Arrangements for union membership (if applicable). 13. Special terms relating to rights to patents and designs, confidential information and restraints on trade after termination of employment.

14. Employers right to vary terms of the contract subject to proper notification being given. Alternatively called employment agreements or simply bonds, contracts of employment serve many useful purposes. Such contracts seek to restrain job-hoppers, to protect knowledge and information that might be vital to a companys healthy bottom line and to prevent competitors from poaching highly valued employees. Most employers insist on agreements being signed by newly hired employees. But high turnover sectors such as software, advertising and media are more prone to use contracts. The drawback with the contracts is that it is almost to enforce them. A determined employee is bound to leave the organization, contract or no contract. The employee is prepared to pay the penalty for breaching the agreement or the new employer will provide compensations. It is the reason that several companies have scrapped the contracts altogether.

STEP 9:CONCLUDING THE SELECTION PROCESS:Contrary to popular perception, the selection process will not end with executing the employment contract. There is another step amore sensitive one reassuring those candidates who have not selected, not because of any serious deficiencies in their personality, but because their profile did not match the requirement of the organization. They must be told that those who were selected were done purely on relative merit.

STEP 10:EVALUATION OF SELECTION PROGRAMME:The broad test of the effectiveness of the selection process is the quality of the personnel hired. An organization must have competent and committed personnel. The selection process, if properly done, will ensure availability of such employees. How to evaluate the effectiveness of a selection programme? A periodic audit is the answer. People who work independent of HR departmen t must conduct audit.

Four Approaches to Selection:1). Ethnocentric Selection:In this approach, staffing decisions are made at the organizations headquarters. Subsidiaries have limited autonomy, and the employees from the headquarters at home and abroad fill key jobs. Nationals from the parent country dominate the organizations at home and abroad.

2). Polycentric Selection:-

In polycentric selection, each subsidiary is treated as a distinct national entity with local control key financial targets and investment decisions. Local citizens manage subsidiaries, but the key jobs remain with staff from the parent country. This is the approach, which is largely practiced in our country.

3). Regiocentric Selection:Here, control within the group and the movements of staff are managed on a regional basis, reflecting the particular disposition of business and operations within the group.

Regional managers have greater discretion in decision. Movement of staff is largely restricted to specific geographical regions and promotions to the jobs continue to be dominated by managers from the parents company.

4). Geocentric Staffing:In this case, business strategy is integrated thoroughly on global basis. Staff development and promotion are based on ability, not nationality. The broad and other parts of the top management structure are thoroughly international in composition. Needless to say, such organisations are uncommon.

INTRODUCTION OF COMPANY:ASTROWIX, India project solutions private ltd.

Since inception on April 1999 in Pennsylvania, USA, AstroWix; has been exclusively working in Project, Program and Portfolio Management domain. Our decade long journey has led us to

deliver world class business solutions to some of the leading global Fortune 500 companies to overcome organizational challenges and deliver success on the most complex and critical programs. Success has been witnessed by clients like the Aero jet Corporation, California Casualty, Cupertino Electric, Stanford University, Payment One, Jelly Belly Candy Company, Cisco, Dell, IBM, Microsoft, HP, Oracle, Wipro, Reliance, Robert Bosch, Ford, Hero Honda, Airtel, Aircel, MTS, NSN, Nokia, ONGC, HPCL, NISG and various other private and public sector organizations. Our core competencies include: Project, Program and Portfolio Management; Business Analysis; ITIL / IT Service Management and Lean Six Sigma. AstroWix founder, Upendra Giri, recipient of prestigious Eric Jennet Project Management Excellence Award from the Project Management Institute, USA, had a vision not only to deliver excellence in project management but deliver business excellence by leveraging portfolio management framework. Our services range from helping organizations select and execute right Projects based on a qualified set of business requirements to effectively Drive Business value and achieve Measurable Competitive Advantage. Our services are designed to architect the right process, provide you the right people, and implement the right tool for improved business execution. AstroWix is a Gold Certified Partner of Microsoft and a Registered Education Provider of PMI,, USA since 2002.

The name AstroWix has been derived from the fact that the current era is been driven and influenced by technology. AstroWix stands for Astronomical World Wide Information Exchange. Our Logo reflects the importance of technology in empowering the work.

CORE VALUES
At AstroWix, we believe, that FOCUS " is essential for success of any business initiative. Our approach keeps that focus on outcome, keeping in mind your current program status and the desired state which results in performance improvement strategies tailored specifically to your unique business needs.

INTEGRITY is foremost in our corporate philosophy and an AstroWix employee's word is our corporate bond. So when an employee speaks for AstroWix, the company delivers on that promise

HISTORY:AstroWix was founded in the year 1999, in Philadelphia, Pennsylvania USA by Upendra Giri, PMP, the Trustee and Founder of Project Management Institute (PMI) North India Chapter and the recipient of Eric Jennet Project Management Excellence Award by PMI in 2009 for outstanding contribution in Project Management. Today with its Global Corporate office in Virginia, headquarter in Noida and branch offices in Bangalore and Mumbai. AstroWix, is one of the most trusted Program and Project Management Solutions Company worldwide. Throughout the past decade, we have been providing our clients with business driven solutions for sustainable results on a large number of projects and programs. Through our creativity and vision, we have brought out alteration and revolution on the project management front. By designing innovative processes and helping execute them with the right technology, we have helped organizations excel in the changing economic and business scenarios. Over the years AstroWix has diversified its portfolio to drive the overall improvement of organizations with a strong adherence to the project management principles and norms.

SERVICES:1- Project management. 2- Business analysis. 3- Service management.

RECRUITMENT PROCESS OF COMPANY:-

PART-II:OBJECTIVE OF STUDY:1-To analyze the awareness and job related satisfaction level of employees. 2- To study the various source of recruitment. 3-To find out the important factors of job related satisfaction

B. RESEARCH PROBLEM:(a)-Does the recruitment process, followed in organization, provide most appropriate person
for the particular job OR not? Its very necessary to have right person at right job/place for the success of any organization. It means, the person, company is recruiting, must fulfill the eligibility criteria of that particular job, must have the skills needed for the job and most above, interest, So that it can increase the productivity of organization.

(b)-Are employees satisfied with the recruitment process of organization?

Employee satisfaction is a very important aspect for every firm, because if employees are dissatisfied with the by-laws and processes, followed in the organization, they will lack their interest in organization and their efficiency will be affected. They will either leave the organization or will not concentrate on the organizational motive.

Research Methodology
Research in common refers to a search for knowledge. Research can also define as a systematic & scientific search for pertinent information on a specific topic. In fact it is art of scientific investigation. Systematic effort to gain new knowledge

Introduction:Research methodology is a careful investigation or inquiry in systematic manner and finding solution to a problem under investigation. It accompanies of defining and redefining problems formulating hypothesis or reaching conclusion and at last carefully testing the conclusion to determine whether they fit the formulating hypothesis. My research methodology has a specific framework for collecting the data in an effective manner. I have taken two types of data into consideration e.g. Primary data and secondary data. My major emphasis is on gathering the primary data. The secondary data will be used to more things clear. Research in common parlance refers to a search for knowledge. One can also define research as a scientific and systematic search for pertinent information on a specific topic.

Research can be classified as: 1-Exploratory research

2- Constructive research

3- Empirical research

Exploratory research
Exploratory research provides insights into and comprehension of an issue or situation. It should draw definitive conclusions only with extreme caution. Exploratory research is a type of research conducted because a problem has not been clearly defined. Exploratory research helps determine the best research design, data collection method and selection of subjects. Given its fundamental nature, exploratory research often concludes that a perceived problem does not actually exist. Exploratory research often relies on secondary research such as reviewing available literature and/or data, or qualitative approaches such as informal discussions with consumers, employees, management or competitors, and more formal approaches through in-depth interviews, focus groups, projective methods, case studies or pilot studies. The Internet allows for research methods that are more interactive in nature.

Constructive research

Constructive research is perhaps the most common computer science research method. This type of approach demands a form of validation that doesnt need to be quite as empirically based as in other types of research like exploratory research.

Empirical research

Empirical research is research that derives its data by means of direct observation or experiment, such research is used to answer a question or test a hypothesis (e.g. "Does something such as a type of medical treatment work?"). The results are based upon actual evidence as opposed to theory or conjecture; as such they can be replicated in follow-up studies.

Other Types of Researches:

Primary Research
Primary research (also called field research) involves the collection of data that does not already exist, which is research to collect original data. Primary Research is often undertaken after the researcher has gained some insight into the issue by collecting secondary data. This can be

through numerous forms, including questionnaires, direct observation and telephone interviews amongst others. This information may be collected in things like questionnaires and interviews. There are basic approaches to data collections using primary methods:

1- Qualitative research 2- Quantitative research

QUANTITATIVE RESEARCH:Quantitative research refers to the systematic empirical investigation of quantitative properties and phenomena and their relationships. The objective of quantitative research is to develop and employ mathematical models, theories and/or hypotheses pertaining to phenomena. The process of measurement is central to quantitative research because it provides the fundamental connection between empirical observation and mathematical expression of quantitative relationships.

QUALITATIVE RESEARCH:-

Qualitative research is a method of inquiry appropriated in many different academic disciplines, traditionally in the social sciences, but also in market research and further contexts. Qualitative researchers aim to gather an in-depth understanding of human behavior and the reasons that govern such behavior. The qualitative method investigates the why and how of decision making,

not just what, where, when. Hence, smaller but focused samples are more often needed, rather than large samples.

Secondary Research:(Also known as desk research) involves the summary, collation and/or synthesis of existing

research rather than primary research, where data is collected from, for example, research subjects or experiments. The term is widely used in market research and in medical research. The principal methodology in medical secondary research is the systematic review, commonly using meta-analytic statistical techniques.

Research Design:-

Introduction:-

Research design is an arrangement of conditions for collections and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. The design includes an outline of what the researcher will do from writing the hypothesis and its operational implications to the final analysis the data.

Data Collection Method:Data collection is a basic step and of vital importance. On which success or failure of the study depends. All researchers can tap into two sources of data.
Primary Data Secondary Data

Primary Data:Primary data are obtained by a study specifically designed to fulfill the data needs of the problem at hand. Such data are original in character. These data are raw material. They are the measurement observed and recorded as a part of original study. They are original in character. The investigator or researcher directly collects this data. The basic form of obtaining this data is by observing and questioning.The Primary data was a detailed interview schedule with the help of a detailed questionnaire. The samples were drawn purposively from various areas for the

relevance of study. Discussions were held with the general, branch manager and executives of the company to design and execute the research.

SECONDARY DATA:Secondary data is readymade data. It is always ready to use. It is gathered by the sources like books, internet and the research conducted in past.

RESEARCH DESIGN:-

Areas Research Design Sources of Information Data collection Method

: : : :

AstroWix India project solutions private limited Exploratory and descriptive Primary Data, Secondary Data Structured Non Disguised

Questionnaire:Types of questions Used Target Group Sampling Method

: : : Open Ended, Multiple Choice Employees of AstroWix india. Judgemental and convenient Sampling

Sample Size

50 respondents

The primary data was collected by using the questionnaire method.

Statistical Tools Used:Data is collected and analyzed by using: Pie chart

DATA INTERPRETATION:1- Awareness with recruitment policy. Yes No. of respondents percentage 25 50% No 25 50%

Interpretation:According to the survey, I have found that only 50% of respondents know about the recruitment policy. Although they know about the recruitment process but not about the policies of company regarding recruitment. 2- Employee satisfaction with recruitment policy.

dissatisfied 10%

Highly dissatisfied 0%

Highly satisfied

Highly satisfied 30%

No. of respondents percentage

15 30%

Neutral 20%

Satisfied 40%

Interpretation:40% of employees are satisfied with recruitment policy. 30% of employees are highly satisfied with recruitment policy. 20% of employees are neutral. 10% of employees are dissatisfied.

3- Recruitment policy is able to select suitable candidates for company.

Yes No. of respondents Percentage 40 80%

No 10 20%

Interpretation:80% of respondents say that recruitment policy of company is able to select suitable candidate for company. But here, 20% are not in the favor of recruitment policy.

4- Internal sources of recruitment will stop the introduction of fresh talent in organization. Strongly agree No. of respondents percentage 10 20% agree 20 40% neutral 10 20% Disagree 5 10% Strongly disagree 5 10%

Interpretation:60% of respondents are agree on the statement that internal recruitment will stop the introduction of fresh talent in organization, in which 20%- strongly agree. 40%- agree. And 20%- neutral. 10%- disagree. 10%- strongly disagree.

5- Employees are aware about the job obligation and responsibilities.

Strongly agree No. of respondents Percentage 5 10%

Agree 25 50%

neutral 15 30%

Disagree 5 10%

Strongly disagree 0

Interpretation:All the employees of organization are aware with their job obligations and responsibilities. 60% respondents are agree with this statement. In which, agree- 50%. Strongly agree- 10%. Neutral- 30%. Disagree- 10%.

6- HR department is able to solve problems of employees.

Strongly agree No. of respondents Percentage 5 10%

agree 35 70%

neutral 10 20%

Disagree 0 0%

Strongly disagree 0 0%

Interpretation:As the result of the survey i have found that HR department of company is very sound and able to solve the problems of employees. Agree- 70%. Strongly agree- 10%. Neutral- 20%

7- Important factors for doing good job in AstroWix India. Factors Increased pay and benefits Support from management A crew that work well as a team Effective leadership Ranking 1 2 3 4

Safe working environment

Interpretation:-

Factors
1st Rank

Respondents responses 2nd Rank 11 33 3

3rd Rank

4th Rank 4 3 2

5th Rank 0
1

Increased pay and benefits Support from management A crew that work well as a team Effective leadership Safe working environment

31 9 5

5 3 39

11

4 0

2 1

2 1

40 1

9 29

RESULT:62% of respondents gave 1st rank to pay and benefits. 66% of respondents gave 2nd rank to support from management. 78% of respondents gave 3rd rank to crew that work well as a team.

8-a- Important factors of job related sources of satisfaction.

Factors Job security and working condition Pay and fringe benefits Recognition by others Authority and responsibility within job Making contribution to business development

Ranking 1 2 3 4 5

Interpretation:-

Factors
1st Rank

Respondents responses 2nd Rank 12

3rd Rank

4th Rank 9

5th Rank 0

Job security and working condition Pay and benefits Recognition by others Authority and responsibility Making contribution to developement

30

10

7 5 5 3

25 6 4 3

9 21 6 4

11 10 19 1

11 9 29

RESULT:-

60% of respondents gave 1st rank to job security and working condition. 50% of respondents gave 2nd rank to pay and benefits. 42% of respondents gave 3rd rank to recognition for work.

b- Important factors of job related sources of dissatisfaction.

Factors Job security Fringe benefits and salary Too much work Lack of status Promotion opportunity

Ranking 1 2 3 4 5

Interpretation:-

Factors
1st Rank

Respondents responses 2nd Rank 12 25

3rd Rank

4th Rank 9 11

5th Rank 0
1

Job security Fringe benefits and

30 7

10 9

salary Too much work Lack of status Promotion opportunit 5 5 3 6 4 3 21 6 4 10 19 1 11 9 29

RESULT:60% of respondents gave 1st rank to job security. 50% of respondents gave 2nd rank to fringe benefits and salary. 42% of respondents gave 3rd rank to too much work load.

9- Career development is important for employee satisfaction.

Yes No. of respondents Percentage 45 90%

No 5 10%

Interpretation:90% of respondents say that career development is the important aspect of employee satisfaction. Yes- 90%. No- 10%.

10- Career opportunities at AstroWix. Excellent No. of respondents Percentage 5 10% Good 25 50% No opinion 10 20% Average 10 20% Poor 0 0%

Interpretation:Career opportunities are really fine at AstroWix, India Good- 50%. Excellent- 10%. No opinion- 20%. Average- 20%.

11- Job is giving sense of accomplishment.

Strongly agree No. of respondents Percentage 4 8%

Agree 30 60%

Neutral 11 22%

Disagree 5 10%

Strongly disagree 0 0%

Interpretation:According to the survey, employees feel the sense of accomplishment with their job at AstroWix, India. Agree- 60%. Strongly agree- 8%. Neutral- 22%. Disagree- 10%.

12- Employees receive recognition for their work.

Strongly agree No. of respondents Percentage 2 4%

Agree 5 10%

Neutral 13 26%

Disagree 25 50%

Strongly disagree 5 10%

Disagree 50%

Strongly agree 4%

Agree 10%

Neutral 26% Strongly disagree 10%

Interpretation:After the survey, I have found that employees sometime receive recognition for their work. So it can be the cause of dissatisfaction. Disagree- 50%. Strongly disagree- 10%. Neutral- 26%. Agree- 4%. Strongly agree- 4%.

13- Absence from work in the month of may.

Zero No. of respondents Percentage 20 40%

1-2 23 46%

2-3 5 10%

34 2 4%

4 and above 0 0%

Interpretation:Employees are satisfied and love their work in this company. So there are less no. of absentees. Zero times- 40%. One-Two times- 46%. Two-Three times- 10%. Three-Four times- 4%. Four and above- 0%.

14- Extent till, top level management understand the problems of employees.

1 No. of 0 respondents Percentage 0%

2 2 4%

3 5 10%

4 15 30%

5 25 50%

6 3 6%

7 0 0%

Interpretation:According to the study, I have found that top level management understand the problems of employees. 50% of respondents opted the 5 at scale. 30%- 4. 10%- 3. 4%- 2. 6%- 6.

15- Extent till, communication of superiors and sub-ordinates motivates employees for meeting organizational goals.

1 No. of 0 respondents Percentage 0%

2 3 6%

3 8 16%

4 25 50%

5 12 24%

6 2 4%

7 0 0%

6 4% 5 24%

1 0%

2 6% 3 16%

4 50%

Interpretation:Company communication motivates the employees for increasing the productivity of organization. But not for the standard extent. 50%- 4. 24%- 5. 16%- 3. 6%- 2. 4%- 6.

Findings:s

1- Only 50% employees know about the recruitment policy of company. 2- Most of the employees are satisfied with the recruitment policy. 3- 60% of respondents think that internal recruitment will stop the introduction of fresh talent in organization. 4- HR department of company is very sound and always ready to solve the problems of employee.

5- Increased pay and benefits is the most important factor for doing good job in company. 6- Top three sources of job related satisfaction among employees are1- Job security and working condition. 2- Pay and fringe benefits 3- Recognition by others. 7- Top three sources of job related dissatisfaction among employees are1- Job security. 2- Pay and fringe benefits. 3- Too much work I have found by this report that monitory incentives play very important role in employee Satisfaction.

CONCLUSION:This presents the summary of the study and survey done in relation to the employee satisfaction with recruitment and selection practices in AstroWix,India. The conclusion is drawn from the study and the survey of the company regarding the recruitment and selection process carried out there. The recruitment process at AstroWix is very good and able to select suitable employee for

company whose skills really fit into the companys values. Most of the employees are satisfied with the recruitment and selection practices but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company. Selection process is good but it should also be modified according to the requirements and job profile. So that main objective of selecting the right candidate could be achieved. And very important, money plays the vital role for doing good job in AstroWix, India. Pay and fringe benefits is one of the top three sources of satisfaction and dissatisfaction. Other sources are job security and working condition, recognition by others, and too much work pressure.

RECOMMENDATIONS:
Being an M.B.A student I would like to recommend that:- Man power requirement in each department in the company should be identified well in advance. Time management is very essential and it should not be ignored at any level of the process.

 Recruitment and selection procedure should not be lengthy and time consuming. Employees should always get recognition for their work. Superiors should always give chance of improvement to their sub-ordinates. Company should take care about the welfare of employees in terms of monitory incentives and job security as well. Company should take care about the sources of satisfaction and dissatisfaction among the employees.

C. LIMITATION OF STUDY:1- Due to shortage of time and resources the project cannot maximize to multiple offices. 2- Respondents did not disclose their name, designation and date of joining etc.

3- They did not disclose their company policies.

As the questionnaire method was followed, people were not very comfortable in releasing the information.

4- Many a time, employees were very reluctant in releasing the information, considering it
to be confidential. Thus, it was a hindrance in study.

5- The sample size was small and hence the results can have a degree of variation. 6- The response of the employees in giving information was lukewarm.

BIBLIOGRAPHY:-

1- C.B. Mamoria and S.V. Gankar

Personal management text and cases.(2004) Himalaya publication.

2- K. Ashwathappa. Human Resource Management.

3- Dr. P.C. Pardeshi. Human Resource Management.(2005)

4- AstroWix Files and Documents.

ANNEXURE:-

QUESTIONNAIRE
TO ANLYZE AWARENESS AND SATISFACTION LEVEL OF EMPLOYEES WITH RECRUITMENT AND SELECTION POLICY IN ASTROWIX INDIA PROJECT SOLUTIONS PRIVATE LIMITED.

Name*:-______________________

Age*:-____________________yrs

Department*:-_________________

Designation*:-_______________

Date of joining*:-_________________

1- Are you aware with the recruitment policy of AstroWix? a- Yes b- No

2- Are you satisfied with the recruitment policy of AstroWix? a- Highly satisfied e- Highly dissatisfied b- Satisfied c- Neutral d- Dissatisfied

3- Is this policy able to select the suitable candidates for the company?

a- Yes

b- No

4- Giving priorities to the internal sources will stop the introduction of fresh talent in the organization. a- Strongly agree e- Strongly disagree b- Agree c- Neutral d- Disagree

5- Your co-workers and superiors are aware of their job obligation and responsibilities. a- Strongly agree e- Strongly disagree b- agree c- Neutral d- Disagree

6- HR department of company is able to solve your problem. a- Strongly agree e- Strongly disagree b- Agree c- Neutral d- Disagree

7- What things are important to the employees that allow them to do good job in AstroWix, India? Kindly rank the following in your preferred order. As, 1 for the most preferred and 5 for least preferred-

FACTORS A crew that work well as a team Safe working environment Support from management Effective leadership Increased pay and benefits

RANKING

8- a)- Rank the following according to your perception of job related sources of satisfaction. As, 1 for the most preferred and, 5 for least preferredFACTORS Job security and working condition Recognition by others Authority and responsibility within job Pay and fringe benefits Contribution to business developement RANKING

b)- Job related sources of dissatisfaction. Rank the following as 1 for the most preferred and 5 for least preferredFACTORS RANKING

Fringe benefits and salary Promotion opportunity Too much work Job security Lack of status

9- Is the career development important aspect of employee satisfaction? a- Yes b- No

10- Compared to other places your career opportunities at AstroWix are? a- Excellent e- Average b- Good c- Poor d- No opinion

11- Your job provides you a sense of accomplishment. a- Strongly agree e- Strongly disagree 12- You receive the recognition that you deserve for you work. a- Strongly agree e- Strongly disagree b- agree c- Neutral d- Disagree b- Agree c- Neutral d- Disagree

13- How many times have you been absent from work in the month of MAY? a- Zero b- 1-2 c- 2-3 d- 3-4 e- 4 and above

Till what extent, you are satisfied with following statements? Tick on the scale provided. As, 7 for completely satisfied and, 1 for completely dissatisfied-

14- Till what extent, your superiors know and understand the problems face by you?
1 2 3 4 5 6 7

15- Till what extent, company communication motivates and stimulates an enthusiasm for meeting its goals?
1 2 3 4 5 6 7

Thank you, FOR YOUR VALUABLE TIME AND SUPPORT!