an

SUMMER TRAINING PROJECT REPORT

ON RECRUITMENT AND SELECTION AT RIGHTWAY CORPRATES SERVICES IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE AWARD OF DEGREE OF

BACHELOR OF BUSINESS ADMINISTRATION (HR)

IN THE

Chandigarh School Of Business CHANDIGARH GROUP OF COLLEGES

(2011-2014)

Supervised by : Isha Madaan

Submitted by:. Harpreet Kaur

PREFACE

For management careers, it is very important to develop managerial skills. In order to achieve positive and concrete results, along with theoretical concepts, the exposure of real life situation existing in a corporate world is very much needed. To fulfill this need, this type of practical training is required.

I underwent summer training in the office of RIGHTWAY CORPORATE SERVICES. It is my fortune to get training in a very healthy company. I got great opportunity to view the overall working of the organization.I learned a lot from the hard work I put in to collect information regarding the same, which would be of great use in my near future as a professional. Justification cannot be done to whatever I have learnt within a few pages but I have still tried my best to cover as much as possible about the EMPLOYEE SATISFACTION in this report.

ACKNOWLEDGEMENT

As drops of water gradually fill up the pitcher so do knowledge, virtue and wealth and experience accumulate little by little-- Chanakya Niti

Same was my experience in RIGHTWAY CORPORATE SERVICES. from the day I joined till the very last day; it was a great learning experience. I express my sincere thanks to RIGHTWAY CORPORATE for giving me an opportunity to work with them through this summer project. It is said that life is a mixture of achievements, failures, experiences, exposure and efforts to make your dreams come true. There are people around you who help you realize those dreams. Acknowledgement is not merely a formality, rather an expression of deep gratitude to those people. I take this opportunity to express my sincere thanks and deep gratitude towards Mr. Sandeep kumar for her valuable guidance and co-operation in carrying out this project successfully. I would like to thank specially to Mr.Ashish Koul (Manager) for providing me an opportunity to undertake this training at RIGHTWAY CORPORATE Chandigarh I wish to express my gratitude towards Ms. Jatinder kaur for permitting me to work under her guidance without whose guidance & cooperation this project would not have been a Success. I have no words to express my gratitude to the profound interest taken by her at every stage of the project. Her encouragement and support made my target easily achievable. I would also like to thank other Office and Marketing Staff of, RIGHTWAY CORPORATE Chandigarh for their cooperation and helpful behavior . It would be incomplete without expressing whole hearted thanks to my family members who have been constant resource of encouragement and support throughout the project work. Bringing the project to completion requires the combined talent of persons in and out. Not quite that many helped me with the project, but I certainly could not have done it alone. Any bouquets for the merit in the project should go to their door. Any brickbats should come to me. Last but not the least it is the grace of Almighty which has lead and guided me all the way in my life to make this work a fruitful one.

DECLARATION

I hereby declare that the project report title Employee Satisfaction. It is an attempt to present an account of practical knowledge with reference to RIGHTWAY CORPORATE submitted in the partial fulfillment of the degree for Bachelor of Business Admi nistration to Punjab technical University is my own accurate work. All care has been taken to keep this report error free and I sincerely regret for any unintended discrepancies that might have crept into this report. I shall be highly obliged if errors (if any) be brought to my attention. THANKYOU. HARPREET KAUR

TABLE OF CONTENTS

S.NO.

TOPIC NAME

1.

INTRODUCTION

2.

REVIEW OF LITERATURE

3.

DATA BASE AND METHODOLOGY

4.

DATA ANALYSIS AND INTERPRETATION

5.

CONCLUSION FINDINGS SUGGESSTIONS LIMITATIONS BIBLIOGRAPHY

CHAPTER 1:
COMPANY PROFILE ACT OBJECTIVES OF THE STUDY SCOPE OF THE STUDY

COMPANY PROFILE ACT

Rightway offers one stop shopping for all of your insurance needs. Larger insurance companies only offer one type of insurance, they just offer car insurance or life insurance, but at Rightway we do it all, Auto Insurance, Homeowners Insurance, Businessowners Insurance, Life Insurance, and we do it with your best interests in mind. As a family we look forward to establishing long term relationships with each of our clients helping to promote their peace of mind through comprehensive insurance coverage. We, at Rightway, are the third source for insurance, we are independent insurance agents, meaning that we represent many companies and have the ability to do research with these firms to find you the best combination of price, coverage, and service. Our representation of several reliable companies makes possible for us to tailor your insurance protection so that you receive the best coverage for you money. Since we are not an employee of a large insurance company we work only for our clients best interests. Buying insurance is not like buying bread or milk; you can not treat the purchasing of insurance lightly because your policy is the safety net for you and your family. What most people do not realize when looking for insurance is that there is a major difference in where you buy your protection. There are three main sources for insurance coverage, captive agents, telephone representatives or direct marketers and independent insurance agents. Captive agents can only sell you, the client, the insurance policies of one and only one company. Telephone representatives can offer you the insurance of only one company and they can only do it through telephone interactions with a different person each time you call

VISION
Our Inspiration is to become leading creator of shareholder value in our field to achieve this we will use the energy,of our people ,develop and implementing leading edge technologies and draw on both to deliver effective word class solution to our customers. Be market leader in their core business. Achieve and sustain global competiveness in all their business. Grow as institution of strengthof their people.

OUR MISSION
RIGHTWAY CORP SERVICES PVT LTD aims to be the most useful, reliable and efficient provider of Financial Services. It is our continuous Endeavour to be a trustworthy advisor to our clients, helping them achieve their financial goals. Our mission is to be the largest and most trusted name in financial products distribution in India, delivering solutions that fulfill today's needs and tomorrow's dreams. To serve our clients with utmost dedication and integrity so that we exceed their expectations and build enduring relationships. To offer unparalleled quality of service through complete knowledge of products, constant innovation in services and use of the latest technology. To always give honest and unbiased financial advice and earn our client's

QUALITY POLICY

It will be companies endeavor to continuously improve our services for better customer satisfaction .Every individual in the unit shall stand committed and focused to this stage objective by adopting total quality management (TQM) metrology aimed at continuous improving our system , practices and preferences .We shall be committed to compl

OUR STRENGTH

1. World-class technical expertise based on our quality instructors & delivery methods ensure excellent training at our centers and corporate venues 2. Industry-leading custom content development for hands on training in the classroom including onsite labs for real skill transfer to corporate. 3. Regular upgrades in course contents and course materials . 4. Reputation for Quality We have a strong reputation among employers, who hire our graduates as a training organization that prepares students to evaluate situations, analyze solutions and apply practical knowledge to produce effective results. 5. Our Faculty and Teaching Methodology rightway faculty of instructors is comprised of Superior, Certified Instructors who are highly skilled, dedicated professionals who possess expertise in their chosen field

CORPORATE SOCIAL RESPONSIBILITY

While rightway is responsible to its shareholder for fair returns on their investment, it is also committed to its other stakeholders to conduct its business in a responsible manner that creates a positive and long term impact on society . For Rightway ,being a social responsible will mean: Promoting the well being and development of employees and their families though an inspiring corporate culture that engenders good vales. Building active and long term partnership with the communities.

CORE VALUE

Honesty Integrity Flexibility Respect for individuals Respect for knowledge Team performance

OBJECTIVES OF THE STUDY

The objective of my study is to understand and critically anaylze the recruitment and selection procedure at vikabh corporate services. 1.To know the recruitment and the selection procedure. 2.To critically analyze the functioning of recruitment and selection procedures.. 3.To indentify the probable area of improvement to make recruitment and selection procedures. 4.To know the managerial satisfaction level about recruitment and selection procedure.

SCOPE OF THE STUDY

The benefit of the study for the researcher is that it helped to gain knowledge and experience and also provided the opportunity to study and understand the prevalent recruitment and selection procedures. The key point of my research study are : 1.To study the fact about the Vikabh Corporate Services as a group. 2.To understand and analyze various H.R factors including recruitment and selection procedure at Vikabh Corporate Services. 3.To suggest any measures/recommendations for the improvement of the recruitment procedures

CHAPTER 2 : REVIEW OF LITERATURE

SUMMARY
Today,in every organization personnel planning is an necessary activity.It is an important part of an organization .Human resource planning is a vital ingredient success for the organization in the long run.There are certain ways that are to be followed by the organization,which ensures that it has a right number and kind of the people,at rightplace,at right time,so that organization can achieve its planned objectives. The objectives of Human Resource Development ,are Human Resource Planning ,Recruitment and Selection,Training and Development,Career

Planning,Transfer and Promotions,Risk and Management,Performance Appraisal and so on.Each objective need special attention and proper implementation. For every organization it is an important to have a right person for right job.Recruitment and Selection is play an vital role in this situations.Shortage of skills and the use of new technology are putting considerable pressure on how employees go about recruiting and selecting staff.It is recommended to carry out a strategic analysis of recruitment and selection procedure. This project is been prepared to put a light on recruitment and selection process. This project includes the definition of recruitment and selection ,need and the purpose of recruitment,recruitment process,evaluation of recruitment and the sources of recruitment through which an organization gets suitable application.Selection process which include the meaning,step of selection process ,types of tests,type of interview,foor approaches of selection,selection in india and problems. Recrutment and selection are the process which are incomplete without each other.They are important components of the organization and are different from each other.Since all the aspects need practical examples and explanation this project includ

REVIEW OF RECRUITMENT AND SELECTION

The aim of personnel planning is to determine the needs for persons both in terms of number and type.For deciding about the number both present and future requirements should be taken into account.If there are expansion plans in future then these requirement should also be considered.Numbers,the type of persons needed is also important.This will be decided by studying the job requirements etc.The technical and educational requirement to manage various jobs shoul be properly analysed so that right type of persons are employed. Recruitment is just one step in the process of employement.Similarly requirement and selection are also different in nature .The functions of recruitment preceeds the selection process.Recruitment is concerned with developing suitable techniques for attracting more and more candidates while selection is the process of finding out the most suitable candidate for the job.

MANPOWER PLANNING
Manpower planning means different things to different organizations.To some comp anys manpower planning means management development to others .It means estimating manpower needs ,while some other may define manpower planning as organization planning.Although the term ,manpower planning can be defined, as the process by which an organization ensures that it has right number of people and right kind of people ,at right place ,at the time doing things for which they are economically most useful. MANPOWER PLANNING INVOLVES Manpower planning is a continuous process.In operational terms it involves the analysis of the current and future manpower resources terms and requirements to ensure that such resources are always kept in proper balance,both in terms of quantity. NEED FOR MANPOWER PLANNING All said and done ,it cannot be define that the quality of manpower can be responsible for significant different in the short and long run performance among companies.As Ralph Besse once said,There is nothing we can do about performance of past management or the qualification of todays management but tomorrows management can be good as todays manager care of make it.

Herber H Mayer has emphasized the importance of human assests and their utilization as under : The efficient utilization of human resources may be very well be the most important determiner of success in the business world in the comig decade. All the organization basically human organizations.They need people to carry out the organization mission ,goals and objectives.Every organization need to recruit the people .The recruitment policy should ,therefore, address to the key questions;What are the human resources requirement of the organization in terms of number,skills ,levels etc to meet present and future needs of production and technical and other changes planned or anticipated in the next years. MEANING Higher education is a human resource intensive enterprise.It is not surprising ,then what recruitment and selection of staff should be a very high priority in most if in most if not all units and divison of students affairs .Recruitment and selection should includes procedures directed to analyze the need and the purpose of a position ,the culture of the institution ,and ultimately to select and hire the person that best fits the position .Recruitment and Selection policy should ,then be directed towards the following objectives : Hire the right person. Conduct the wide and extensive search of the potential position candidates. Recruit staff members who are compatible with the college or university environment and culture. Place individuals in position with responsiblites that will enhance their ISSUSES OF RECRUITMENT AND SELECTION Do not discard applicants who stopped out to provide care for a child ,or for maternity leave. Understand question that can be aksed regarding family,child etc. Provide medical insurance that covers the full range of medical needs of women employees,including reproductive health care.

Provide life insurance ,disability and pension programme that are nondiscriminatory.

RECRUITMENT
Recruitment is the process of searching for prospective employees and stimulating them to apply for job in the organization.When more persons apply for job then there will be a scope for recruitment better persons.Recruitment is a linkage activity bringing together those with jobs and those seeking jobs. In recruitment ,information is collected from interested candidates .For this different source such as newspapers,advertisement ,employement exchanges,internal promotion used. In the recruitment a pool of eligible and interested candidates is created for selection of most suitable candidates.Recruitment represents the first contact that a company makes with potential employees. DEFINATION: ACCORDING TO FLIPPO,Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization.

NEED FOR RECRUITMENT

The need of recruitment may be due to the following reasons/situation: Vacancies due to promotions,transfer ,retirements,termination,permanent diability,labour and turnover. Creation of new vacancies due to growth,expansion and diversification of business activites of an enterprise.In addition ,new vacancies are possible due to job specification.

PURPOSE AND IMPORTANCE OF RECRUITMENT:

Determine the present and future requirements of the organization on conjunction with its personnel planning and job analysis activites. Increase the pool of job candidates at minimum cost. Help increase the success rate of the selection process by reducing the number of visibly under qualified &over qualified job applicants. Increase organizational and individual effectiveness in the short term and long term. Evaluate the effectiveness of various recruiting techniques and sources of all types of job applicant. Recruitment is the positive function in which publicity is given to the jobs available in the organization and interested candidates are encouraged to submit application for the purpose of selection.

RECRUITMENT PROCESS
Recruitment refers to the process of indentifying and attracting job seekers so as to build a pool of qualified job applicants .The process comprises five interreleated stages ,viz; Planning. Strategy Development. Searching. Screening. Evaluation and control.

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 programme can miss the ideal in many ways i.e.by failing to attract an adequate applicant pool by over selling the organisation or by inadequate 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 types of employees are needed,where to how to look for the individuals with the appropriate and interest,what inducements to use for various types of applicants groups,how to distinguish applicants who are qualified form those who have a reasonable chance of success and how to evaluate their work. STAGE 1:RECRUITMENT PLANNING The first stage in the recruitment process is planning.Planning involves the translation of likely job vacancies and information about the nature of these jobs into set of objectives or target that specify the [1] Numbers and[2]Types of applicants to be contacted. Numbers of contact: Oraganization nearly always ,plan to attract more applicants than they will hire.Some of those contacted will be uninterested ,unqualified or both.Each time a recruitment programme is contemplated,one task is to estimated the number applicants necessary to fill all the vacancies with all qualified people. Types of contact: It is basically concerned with the types of people to be informed about job openings.The type of people depends upon the task and responsibilities involved and the qualification and experienced and expected.These details are available through job description and job specification. STAGE 2:STRATEGIC DEVELOPMENT

When it is estimated that what types of recruitment and how many are required then one has concentrate in:[1] make or buy employees [2] Technological sophistication of recruitment and selection devices. [3] Geographical distribution of labour markets comprising job seekers .[4] Souces of recruitment.[5]Sequencing the activites in the recruitment process. [1]Make or Buy Organisation must whether to hire skilled employees and invest on training and education programmes,or they can hire skilled labour professionals.Essentially this is the makeor buy decision. [2] Technological Sophistication: The second decision in strategy development releates to the method used in the recruitment and selection.This decision is mainly influenced by the available technology. [3] Where to Look: In order to reduce the cost,organization look in to labour markets more likely to required the job seekers.Generally ,co.look into the national market for managerial and professional employees,regional or local markets for technical employees and local markets for the clerical and blue collar employees. [4]When to Look: An effective recruiting strategy determine when to look decide on the timings of events besides knowing where and how to look for job applicants. Stage[3] SEARCHING: Once a recruitment and plan strategy woked out the search process can begins.Search involves two process: [A] Source activation and [B]Selling

A]Sources Activation : Sources and search methods are activated by the issuance of an employee requisition.This means that not actual recruiting takes place until lone managers have verified that vacancy does exist.

If the organization has planned well and done a good job of developing its sources and search methods,activation soon results in a flood Of application or resumes. The application received must be screened.Those who pass have to contacted and invited for interviews.Unsuccessful applicants must be sent letter for regret. [B] SELLING: A second issused to be addressed in the searching process concerns communications.On one hand,they want to do whatever what they can to attract desireable applicants. In the selling organization both the message and media deserve attention.Message refers to the employement advertisement It may be stated that effectiveness of recruiting message depends upon the media.Media are several some have low credibility,while others enjoy high credibility. STAGE[4] SCREENING Screening of applicants can be regarded as an integral part of the recruitment process,though many views it as the first step in the selection process.However ,we included ss screening in recruitment for valid resons.The selection process will begins after the application Have been scruitinized and short listed.Application received in response to advertisements screened and only eligible applicants are called for an interview.A selection committee comprises the Vice chancellor,Register and subjects experts conduct interview.Recruitment process extend up to screening the application. PURPOSE OF SCREENING The purpose of screening is to remove from the recruitment process,at an early stage those who are visibly unqualified for the job.Effective screening can save a great deal of time and mon In screening ,clear job specification are in valueable.It is both good practice and a legal necessity that applicants qualification is judge on the basis of their knowledge,skills, ability and interest require to do the job. STAGE[5] EVALUATION AND CONTROL: Evaluation and control is necessary and considerable costs are incurred in the recruitment process.The costs generally incurred are: Salary for recruiters. Management and professional time spent onjobdescription,job specifications,advertisement and so forth.

The cost of advertisement or other recruitment methods that is agency fees. Recruitment overheads and administrative expenses. Cost of recruiting unsuitable candidates for the selection.

EVALUATION OF RECRUITMENT PROCESS The recruitment has the objective for and obtaining application for job seekers in sufficient quality.Keeping this objective in the mind,the evaluation might include: 1]Return rate of application sent out.Number of suitable candidate for selection. 2]Cost of the recruitment process. 3]Time lapsed data. searching number and

SOURCES OF RECRUITMENT Before an organization actively begins to recruit applicants,it should consider the most likely source of the type of employees it need.These sources,accordingly may be termed as external and internal. INTERNAL SOURCES 1]Present Employees 2]Employee Referrals 3]Former Employees 4]Previous Applicants 5]Recalls 6]Retirement EXTERNAL SOURCES 1]Advertisements 2]Employement Ex. 3]Data Banks 4]Similar Org. 5]Professional Org. 6]Labour Contra.

The sources of recruitment can be broadly categorized into external and internal sources: Internal Recruitment:Internal Recruitment seeks applicants for position from within the company.The various internal sources are: 1] Present Employees Promotion and transfers from among the present employees can be a good source of recruitment; [i]Transfer:Transfer involves shifting of persons from present jobs to other similar places.These do not involve change in rank,responsibilityand prestige,the number of persons do not increase with transfers but vacant posts may be attended. [ii]Promotions:Promotion refers to the shifting of persons tocarrying better prestige,higher responsibilities and more salaries.The higher positions falling vacant may be filled up from within the organization.A promotion does not increase the number of persons in the organization.Promotion motivate employees to improve their performance so that they get promotions to higher position. 2.Employee Referrals Employee referrals can be agood source of internal recruitment.Employees can develop good prospectus for their families and friends by acquainting them with the advantages of a job with the company furnishing letters of introduction and even encouraging them to apply.Amajor limitation of employee referral is that reffered individuals are

likely to be similar in type to those who are already working in the organization.This may lead to informal groups based on race,religion etc. 3.Former Employee Former employees are another internal source of recruitment.Some retired employees may be willing to come back to work on a part time basis or recommend someone who would be interested in working for the company.Sometimes people left the company for some reasons or the other are willing to comeback and work. 4.Previous Applicants Those who have previously applied for jobs can be contacted by mail.This a quick & inexpensive way to fill an unexpected vacancy.This a very suitable method for filling the professional openings. 5.Recalls When management faces a problem,which can be solved only by a manager who has proceeded on long leave it may be decided to recall that persons the problem is solved,his leave may be extended. 6.Retirement Management not find the suitable candidates in place of the one who had retired.After meritorious service . Under the circumstances ,management decided to call retired managers with new extension. EXTERNAL SOURCES Every enterprise has to use external sources for recruitment to higher positions when existing employees are not suitable.More persons are needed when expansions are undertaken.External sources are discussed below: 1.Advertisement Advertising is the best method of recruiting persons for higher and experienced jobs.The advertisement are given in local or national press,trade or professional ,journals.The requirement of job are given in the advertisement.The prospective candidate evaluate themselves against their requirement of jobs before sending their applications.Management gets a wider range of candidate for selection. 2.Employee Exchange Employement exchange run by the government are also a good source of recruitment.Unemployed persons get themselves registered with these exchanges.The vacancies

may be notied with the exchanges ,whenever there is need.The exchange supplies a list of candidates fulfilling required qualification.Exchanges are the suitable sources of recruitment for filling unskilled,semi skilled,skilled &operative posts. 3.Data Banks The recruiter firms can prepare a data bank about various persons in different fields.They can collect information from educational institutions ,employement exchanges,professional organizations etc.It will become another source and the firm can get the particulars as when it needs to recruit. 4.Similar Organisations The organisation producing similar products or having the same line of business act as an important source of recruitment.The persons having same experiences as required by the recruiting firms will be available in similar organisations. 5.Labour Contractors It is quite common to engage contractors for the supply of labour .When works are required for short periods and are hired without going through the full procedure of selection etc.Contractors are the best source of getting them.The contractors maintain regular contracts with workers at their places and also bring them to the cities at their own expense.The hired under this system are generally unskilled workers. 6.Professional Organistions Professional organizations maintain complete bio-data of their members and supply it to companies on demand.These organization also act as exchange between the members and rtecruiting firms.Firms can seek clarifications and clear doubts about persons they want to recruit. This source of recruitment is found realible for recruiting persons at middle and upper levels of management.

Advatages of External Recruitment The suitable candidates with skill,talent,knowledge are available from external sources. It will help in bringing new ideas,better techniques and improved methods to the organization. The selection of candidates will be without preconceived notions or reservations. The existing employees will also broaden their personality.

Disadvantages of External Sources It is more expensive and time consuming to recruit people from outside.Detailed screening is necessary as very little is known as candidate . If higher level jobs are filled from external sources ,motivation and loyalty of existing staff are affected. Better motivation and increased morale associating with promoting own employees are lost to the organization. High training time is associated with external recruitment. 98% organizational success depends upon efficient employee selection.

SELECTION
Select means to choose. Selection is the process of picking up individualswith require qualifications and competence to fill jobs in the organization. Acc.to Dale Yoder Selection is the process in which candidate for employement are divided into two classes those who are to be offered employement and those who are not. The selection process is a tool in the hands of management to differentiate between the qualified and unqualified applicants by applyind various techniques such as interview ,tests etc,it is a negative process of employement in which only a few who quality for job are offerd employement and others are denied the opportunites.

Steps involved in employee selection are explained in detail as below: 1]External and Internal Environment

Selection is influenced by several external and internal environment factors.The important external factors affecting selection are supply and demand for specific skills in the labour market,unemployement rate,labour market condition,legal and political considerations etc.The internal factors are organizations image,organisations policy,human resource [planning and cost of hiring. 2] Preliminary Interview Preliminary interview is a sorting process in which the prospective candidates are given the necessary information about the nature of the job and the organization.Necessary information is obtained from the candidate about their education,skills,experience,expected salary etc.If the candidate is found suitable,he is selected for further screening.Rejection rate is high at preliminary interview,the interviewer should be informal,kind and receptive. 3]Blank application form A blank application form is a widely accepted device for getting information from a prospective applicant.This is a way of getting written information about candidates particulars in his hand writing.The information collected in the application form may also be circulated to various members of selection committee for enabling them to make a view about xdifferent applicants.The information collection in blank application releates to the following particulars: [i]Bio-data Bio-data includes name of the applicants ,fathers name,date of birth,height,weight,marital status etc. [ii] Educational Qualifications This part of educational qualifications relates to education acquired,percentage of marks,technical education acquired etc. [iii]Salary Demanded The salary demanded by the applicant is also given in the application blank. 4] Selection Tests Applicants who pass the screening and preliminary interview are called for tests.Different types of tests may be administered depending on the job and the company.A tests providea systematic basis for comparing the behavior attitudes and perform,ance of two or more persons .Test are based of the assumption that individuals differ in their jobs releated traits which can be measured.Tests are useful when the number of applicants is large. There are the following types of tests taken:

1]Ability Test:Assit in determining how well an individual perform tasks releated to the job.An excellent illustration of this ,is the typing tests given to a prospective employee for job.Also called as an ACHIEVEMENTS TEST.It is concerned with what one accomplished.When applicant came to know something ,an achievement test taken to measure how well they know it. 2]Apitude Test:Apitude test measures whether an individuals has the capacity or latent ability to learn a given job.The use of aptitude test is adviseable when an applicant has or had little or not experience along the line of the job openings.Apitude helps determine a persons potential to learn ina given area.eg:GMAT. Forms of Apitude Test Mental or intelligence test:They measure the overall intellectuall ability of a person and enable to know whether the person has mental ability to deal with certains problems. Mechanical Apitude Test :They measure the ability of the persons to learn a particular type of work.They are useful iin selection of mechanics,maintenance workers etc.

3]Intelligance Test:This test help to evaluate the traits of intelligence.Mental ability ,presence of mind ,numerical ability ,memory and such other aspects can be measured. 4] Projective Test :This test requires interpretation of problems and reasons .A picture can be shown to the candidate and they are aksed to give their views,and opininon about the picture. 5] General Knowledge Test:G.K tests are very common to find general awareness of the candidate in the field of sports,politics world affairs ,trade affairs. 6]Perception Test:Perception test can be conducted to find out the attitudes ,beliefs etc. 7] Medical Test:It reveals physical fitness of the candidate.With the development of technology ,medical test have been diversified. 5] Selection Interview Interview is the oral examination conducted for the purpose of employement. Interview is an excellent selection device.In selection interview the interviewer matches , the information obtained about the candidate through various means to the job requirements and to the information obtained through his own observations during the interview.Thus,interview is apurposeful ,exchanges of views,the answering questions and communication between two or more persons. Types of Interview: Interview can be of different types.They are the following:

Informal Interview:Informal Interview is an oral interview & may take place anywhere.The personnel manager may ask the question name ,place of birth,name of relatives etc.in their respective offices. Formal Interview;Formal interview may held in the employment office in a more formal atomosphere.With the help of well structured questions ,the time and place of interview by the employement office. Non-Directive Interview:Non directive interview is designed to let the interviewee speaks his mind freely.The interviwer has no formal question,but all attention to its candidate. Group Interview:It is designed to save busy executives time and to see the candidates may be brought together in the employement office and they may be interviewed. Panel Interview:A panel interview committee ,may intyerview the candidate ,usually in the case of supervisiory and managerial position.This type of interview pools the collective judgement and wisdom of the panel in the assessment of the candidate and also in questioning in the faculities of the candidates.

Unstructured Interview:It is also an unpatterned interview,the interview largely unplanned and interviewee most of the talking.Unguided interview is an advantageous in as much the its leads to friendly conservations between the interviewer and interviewee and in the process .But unpatterned interview there is lack of uniformity .This areas may

over look the key areas of the applicant skills .

Structured Interview:In a structured interview uses preset standardized questions,which are put to all the interviewees.This interview is also called an Patterned interview.

6]Checking References The references may provide significant information about the candidate if they happened to be his former employers or with whom might have been working earlier.The applicants are normally asked to name two or three persons who know about his experience,skill,ability,etc.but should not releated to him. Checking references may be a good source of information but refers may not give frank opininon about the candidate. 7]Final Selection This stage selection is handled by personnel department .The persons employed are to work under line officers,the candidates are referred to them.Line officers will finally decide about the work to be assigned to them.If the candidate is not suitable for one job then he is tried at some other .If candidate performance is not upto the mark then he may be kept as apprentice for some time.Normally candidate is not rejected at this stage. 8]Physical Examination After the selection decision and before the job offer is made,the candidate is required to undergo physical fitness test.Candidates are sent for physical

examination either to the companys physician or to a medical officer approved for the purpose.Such physical examination provides the following information: [i]Whether tnhe candidate is physically fit for the specific job or not ? [ii]Whether the candidates physical measurements are in accordance with job requirements are not? 9] Job Offer The next step in the selection process is the job offer to those applicants who have crossed all the previous hurdles.Job offer is made in the form of an appointment letter.Such a letter contains a date by which the candidate must report for duty.Reasonable reporting time is given to all the appointed candidates.This is particularly necessary when the appointed person is already in employement, in which case he has to give notice to the previous employer.Moreover,the job may require movement to another city which means considerable preparation and shifting of property and family members. 10] Contract of Employement After the job offer has been made out and the candidate accepts the offer,a contract for employement is executed by the employer and the candidate.The basic information that is included in a written contract varies acc. to the level to the job.Generally,the following details and included in the contract :[i] Job title [ii] Details of duties [iii] Work rules etc. 11] Evaluation The selection process ,if properly performed,will ensure availability of competent and committed personnel.A period audit,conducted by people who work independently of the human resource department,will evaluate the effectiveness of the selection process.The auditors will do a thorough the intensive analysis and evaluate the employement programme.

Problems in Effective Selection The main objective of selection is to hire people having competence and commitment.Effectiveness of selection are:validity,perception,fairness & realibility. Perception Our inability to understand others accurately is probably the most fundamental barrier to selecting the right candidate. Fairness Fairness in selection requires that no individual should be discriminated against on the basis of religion ,region,race or gender.But low numbers of women and other less privileged sections of the society in middle and senior management positions and open discrimination on the basis of job advertisement and in the selection process would suggest that all the efforts to minimize inequity have not been effective. Realibilty Realibilty method is one ,which will produce consistent results when repeated in similar situations .Like validated test may fail to predict job precision with performance. Validated Validated is a test that helps predict job performance .A test that has been validated can differentiate the employees who perform well and those who will not.A validated test does not predict job success accurately.It can increase possibility successfully.

DIFFERENCE BETWEEN THE SELECTION AND

RECRUITMENT PROCESS

Recruitment is the process of searching for prospective employees and stimulating them to apply for job in the organization.Where as Selection is the process in which candidate for employement are divided into two classes those who are to be offered employement and those who are not. In the recruitment process ,vacancy available are finalized ,publicity is given to them and applicants are collected from interested candidates.In the selection process, available applicants are scrutinized. Tests interview and medical examinations are conducted in order to select some candidates. Recruitment is prior to selection .It creates proper base for actual selection .Selection is next to recruitment .It is out of candidate interested . In recruitment services of experts is not required .Where as in selection ,services of expert is required. Recruitment is a short process .where as selection is a long process. Recruitment is not costly ,where as selection is a costly process. In recruitment to attract the maximum number and suitable candidate through applicants. In selection process the purpose is that the best candidates out of those qualified and interested in the appointment.

CHAPTER :3

DATA BASE AND METHODOLOGY

RESEARCH METHODOLOGY
RESEARCH Reasearch refers to the search for knowledge.It is defined as scientific and systematic search for particular information on a specific topic. According to Redman &Mory,Resaerch is a systematized effort to gain new knowledge. Research helps to gain new insights into the phenomenon and futher describes the characterstics of a particular individual,situation or a group.It also determines the association and releationships between different variables.

KINDS OF RESEARCH The research is done by:

Exploratory Research:THE kind of research has the primary objective of development of insights into the problem.It studies the main area where the problem lies and also try to evaluate some appropriate course of actions.

SAMPLE DESIGN A complete interaction and enumeration of all the employees of Vikabh Corporate Services.was not possible so as a sample choosen that consist of 30 employees.

RESEARCH DESIGN
Research Design is a frame work or blue print for conducting the research project.As such the design includes an outline of what the researcher wiil do from writing hypothesis and its operational implications to the final analysis of data . A Research design is the arrangement of the condition for collection and analysis of data in a manner that aims to combine relevance to the research purpose with the economy in procedures DESIGN DECISIONS HAPPENS. What is study about ? What is study being made ? Where will the study be carried out ? What type of data is required ? What will be the sample design ? Technique of data collection ? How will be data analyzed ?

DATA COLLECTION
The data from the survey will be connected from both primary as well as secondary sources. PRIMARY DATA Primary data is the first hand data which is originally collected by the research himself for the specific problem at hand .It is time consuming and expensive.Questionnaire has been formatted with both open and close structures.

SECONDARY DATA Secondary data is second hand data which has already been collected and analysed by someone else.This type of data is expensive and is easily searched within less time as compared to primary data. Secondary data can be either published or unpublished data.

CHAPTER 4: ANALYSIS AND INTERPRETATIONS

DATA INTERPRETATION

A Questionnaire was prepared for the purpose of getting feedback from the employees and manager regarding Recruitment And Selection Procedures of their company .30 employees are selectewd from different department and were distuributed the questionnaire from the purpose of the study.

ANALYSIS OF DATA
The analysis of the data is done as per the survey finding .The data is represented graphically in percentage . The percentage of the people opinion were analyzed & expressed in the form of charts & have been placed in the next few pages.

MANPOWER PLANNING
1.Specify the time period(s) for which the estimates are made ? S.NO. OPININON NO. OF RESPONDENTS PERCENTAGE

1.

0-2YEARS

30%

2.

2-3YEARS

20%

3.

3-4YEARS

30%

4.

4&aboveyears

20%

TIME PERIOD FOR ESTIMATE

20%

30%

30% 20%

20% People said that the company specifies 0-2 year for making estimation of forecasting. 30%People said that the company specifies 2-3 years for making estimation. 30%people said that the company specifies 3-4 years for making the estimation of forecasting.

20% people said that the company specifies 4 & above time period for making forecasting.

2.Does your organization plan the recruitment policy ?

S.NO.

OPININON

NO. OF RESP.

1. 2.

YES NO

30 0

100% 0%

WRITTEN RECRUITMENT POLICY 0%

100%

100 % people said that the plan the recruitment policy.

3.What do you suggest should be basis of forecasting ?

OPINION S.NO.

NO. OF RESPO.

PERCENTAGE

1.

Total cost of the project

20%

2.

Past Experience

12

40%

3.

Different phases of the project

30%

All of the above 4.

10%

BASIC FORECASTING

20%

10%

30%

40%

20% people said that their company forecast on the basis of Total cost of the project. 40% people said that the company forecast on the basis of past experiences. 30% people said that the company forecast on the basis of different phases of the project. 10% people said that the company forecast on the basis of above.

4.Do you think the present recruitment policy is helpful in achieving the goals of the company ?

S.NO.

OPININON

NO. OF RESPO.

1.

Yes

15

15%

2.

No

16

20%

3.

To Some extent

30%

RECRUITMENT POLICY

50% 30%

20%

50% People said that the companys recruitment policy is helful in achieving the goals. 20% people said that the companys recruitment policy is not helpful in achieving the goals. 30% people said that the companys recruitment policy is helpful to some extent to achieving the goals.

5.Through which source your organization recruit the employees ?

S.NO.

NO. OF RESP. OPININON

1.

Internally

20%

2.

Externally

18

60%

3.

Both

20%

SOURCES OF RECRUITMENT 20% 20%

60%

20% People said that the company recruits the employees from external sources. 20%People said that the company recruits the employees from both sources. 60%People said that the company recruits the employees from internal sources. 6.Which of the following external sources you choose from the recruitment of the employees ?

S.NO.

OPININON

NO. OF RES.

1.

Employee exchange consultant

20%

2.

Private Employee Agencies

20%

3.

Advertisement

12

10%

4.

Internet

40%

5.

Any other

10%

EXTERNAL SOURCES

10% 20% 20%

10%

40%

20% People said that the company uses the employee exchange consultant. 10% People said that the company uses the advertisement method. 20% People said that the company uses private employement agencies. 40% People said that the company uses the internet method. 10% Peole said that the company uses the any other way.

7.Does your organization recruit employees through latest method of recruitment through internet ?

S.NO.

OPININON

NO. OF RESPO.

1.

Yes

30

100%

2.

No

0%

LATEST RECRUITMENT POLICY 0%

100%

100 % People said that the company uses the latest method of

recruitment. 8.Is company use own website for recruitment ?

S.NO.

OPININON

NO. OF RESP.

1.

Yes

27 3

90%

2.

No

10%

USE OWN WEB SITE

10%

90%

90% People said that the company uses his own website for recruitment. 10% People said that the company not uses his own website. 9.How much no. of employees you trained in a year ?

S.NO.

OPININON

NO. OF RESP.

1.

5-10 Employees

0%

2.

10-15 Employees

20%

3.

15 & above employees

24

80%

NO. OF EMPLOYEES TRAINNED IN A YEAR

0% 20%

880*)80%8

80%

80% People said that the company trained 10-15 employees in a year. 20% people said that the company trained 15 & above employees in a year.

10.Is Internet recruitment is effective in your opininon ?

S.NO.

OPININON

NO. OF RESP.

1.

YES

24

80%

2.

NO

20%

INTERNAL RECRUITMENT

20%

80%

80% People said that the internet recruitment is effective sources of recruiting the employees.

20% People are not in favour of recruiting the employee through internet.

11.Is there any provision for recruitment of summer trainees ?

S.NO.

OPININON

NO. OF RESP.

1.

YES

0%

2.

NO

100

100%

RECRUITMENT FOR SUMMER TRAINEES

0%

100%

100% People said that there is no provision to recruiting summer / in plant trainees.

12.Does the procedure adopted for recruitment and selection employees enables to give right person at the right job ?

S.NO

OPINION

NO. OF RESP.

PERCENTAGE

1.

YES

21

70%

2.

NO

20%

3.

TO SOME EXTENT

30%

PLACEMENT OF RIGHT MEN TO DO JOB

20%

10%

70%

70% People said that the procedure adopted for recruitment and selection of Employees enable to place the right person for the right job. 10% people said that the procedure adopted for recruitment and selection of employees does not enable to place the right person for the right job. 20% people said that the procedure adopted for recruitment and selection of employees enable to extent to place the right person for the right job. 13.Which type of technique is used for interview ?

S.NO. 1.

OPININON STRUCTURED

NO. OF RESPO. 18

PERCENTAGE 60%

2.

UNSTRUCTURED

10%

3.

BOTH

30%

Techniques for selection

30% 1 0% 30%

60%

60% people said that the company uses the structure techniques for selection. 10% people said that the company uses the unstructured techniques for selection. 30% peope said that the company uses the both techniques for selection.

14.Is there any provision for evaluation and control of recruitment and selection process ?

S.NO.

OPININON

NO. OF RESP.

PERCENTAGE

1.

YES

24

80%

2.

NO

20%

80% People said that the company has the provision for evaluation & control of recruitment & selection . 20% People said that the company does not have the provision for evaluation & control of recruitment & selection.

15.Is there any facility for absorbing the trainees in your organization ?

OPININON S.NO. YES 1. 2. NO

NO. OF RESP.

PERCENTAGE

100

100%

0%

Facility for observation trainees

0%

100%

100% people said that the company has the facility for absorbing the trainees.

CHAPTER 5

Findings Conclusions and Recomendations Limitations of the Study Biblography

FINDINGS
The HR department is good. About 75% of the managers say that they prefer both internal as well as external source for recruitment & selection. About 65% of the managers go for direct recruitment & selection . Less no. of managers prefer indirect or third party. Mostly the manpower is done quarterly . 30% employees do not follow any pattern they dnt have any fixed time . Most of the manager prefer personal interview. 30% prefer telephonic interview. 20% go for video conferencing 10% adopt some other means of interview.

RECOMMENDATIONS / SUGGESSTIONS
The following are the suggestions received from the respondents of the questionnaire .These suggestions are based on their awareness regarding the recruitment & the selection procedures. During the selection process not only the experienced candidates but also the fresh candidate should be selected so as to avail the innovation &enthusiasm of new candidates. In the organization where summer training facility prevailing such kind of practices must be adopted so that the student can learn & again from their practical views. Candidate should be kept on the job for some time period ;if suitable they should be recruited .During the selection process ,the candidate should be made relaxed & ease. Company should follow all the steps of recruitment & selection for the selection of the candidates. Selection process should be less tim,e consuming. Evaluation & control of recruitment & selection should be done for fair judgement. Methods used for selection of candidates should be done carefully & systematically. This is indeed a important suggestions & authorites concerned should immediately look into it & try to implement it.

CONCLUSIONS
Based on the analysis through questionnaire responses the following is the conclusion of the study. The organization follows the rules and regulations involved in the recruitment & selection procedures of the organization .However there some scope for improvement with regard to following : 1.The managers are fully satisfied with the existing recruitment &selection procedure . 2.The recruitment and selection procedure are not lengthy. 3.To some extent a clear picture of required candidates should be made in order to search for appropriate candidates. 4.The recruitment & selection procedure should be impartial.

Since Dimension group is a large organization with its strongly set business practices ,so extensive efforts & change in thinking of the organization will be necessary for the HR department.

LIMITATIONS OF THE STUDY The project has inherent limitations due to its potential scope : Eight weeks are too short to give shape to a new idea in an old set up like escorts. Less importance to long term operational benefits. Expenses for HR department are not viewed as investments.

BIBLOGRAPHY

Books: 1.Personnel Management by K.V Mishra,Aditya Publishing house Madras ,1992. 2.CHABBRA T.N ,Principles &practices of Management ,Dhanpat Rai &co.(p) ltd.Delhi ,2000. 3.Manuals from the Dimension Group. 4.Prasad .L.M.Oraganizational Behaviour ,new delhi :Sultan chand & Sons,2008

QUESTIONNAIRE SURVEY ON THE MANAGERIAL SATISFACTION LEVEL FOR RECRUITMENT AND SELECTION Manpower Planning
1. When you prefer to go for recruitment policy ? A] yearly B] Quartely C]No Fixed Time

Recruitment Policy
2. Do you have a documented recruitment policy ? A]Yes B] No 3.What form of interview you prefer ? A]Personal In terview B] Telephone Interview C] Video Interview 4.Do you think the present recruitment policy is helpful in achieving the goals of the company ? A]Yes B] No C] To some extent

Sources of recruitment
5.What are the sources of recruitment and selections ? A]Internally B] Externally C]Both 6.Which of the following sources you choose for the recruitment of the employees ? A]Data Bank

B] Private Employee Agencies C]Campus Requirement D] Any others

Latest Techniques of recruitment

7.Does your organization recruit the employees through latest method of recruitment through internet ? A] Yes B] No 8.Is Internet Recruitment effective in your opininon? A] Yes B] No

Recruitment For Summer Trainees

9]Is there any provision for recruitment of summer trainees ? A] Yes B] No C] To some extent. 10]Is there any facility for absorbing for the trainees in your organization ? A] Yes B] No

SELECTION POLICY
11] Which type of techniques is used for interview ? A] Structured B] Unstructured C]Both 12] Which step prefer for selection process ?

A] Written test B] Oral test C] Medical test 13]Does HR trainees hiring employees to make the best hiring decisions ? A] Yes B] No 14]How would you rate the HR Practices of the company ? A]Very good B] Good C]Average D] Bad

Thanks