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PROJECT REPORT

ON
ANALYTICAL STUDY OF RECRUITMENT PROCESS
WITH REFERENCE TO
SUZLON ENERGY LTD
(GODREJ MILLENIUM, KOREGAON
PARK PUNE- 411001)

Under the guidance of


Miss. Ipsita Mishra
MBA, Faculty (Management)
Submitted by:
MANASWINEE SAHOO
Regd. No. : A13MB2020004
In partial fulfillment of the
Requirement for the award of the degree of
MBA
In
Human Resource Management

DECLARATION
I hereby declare that the project report entitled ANALYTICAL STUDY OF
RECRUITMENT PROCESS WITH REFERENCE TO SUZLON ENERGY
LTD submitted in partial fulfillment of the requirements for the degree of the
Masters of Business Administration to GITAM University, India, is my original
work and not submitted for the award of any other degree, diploma, fellowship,
or any other similar title of prizes.

Place - Angul

(MANASWINEE SAHOO)

Date

Regd. No. A13MB2020004

EXAMINIERS CERTIFICATION

The project report of Miss. Manaswinee Sahoo, title ANALYTICAL


STUDY OF RECRUITMENT PROCESS WITH REFERENCE TO SUZLON
ENERGY LTD is approved and is acceptable in quality and form.

Internal Examiner

External Examiners

BONAFIDE CERTIFICATE
Certified that this project report titled ANALYTICAL
STUDY
OF
RECRUITMENT
PROCESS
WITH
REFERENCE TO SUZLON ENERGY LTD is the bonafide
work of
Mr. Manaswinee Sahoo who carried out the
project work under my supervision.

SIGNATURE

HEAD OF THE DEPARTMENT

ACKNOWLEDGEMENT

I wish to acknowledge my indebtedness to my project guide Mrs. Bharati


Rao (Sr. Manager-HR) and faculty guide Miss. Ipsita Mishra without whose
sincere guidance and support this project would not have been a success.
Thanking them is a small gesture for the generosity shown.
I am also grateful to Mr. Rajesh Sahoo (Training department head),
MR.K.K.PANDEY (Finance Department) for helping me and providing me
useful information. I am also indebted to all the employees of the organization
for their sincere help and co-operation.
This project is a satisfactory outcome of several days hard work. We are
thankful to the respondents who have given us sample feedback and
cooperation during the preparation during the preparation of this project.
Finally, I take this opportunity to thank the entire senior executives team
and every associate of this organization, who have helped my directly and
indirectly during this period of project preparation.

(Manaswinee Sahoo)
Regd. No. - A13MB2020004

UNIVERSITY STUDY CENTRE CERTIFICATE

This is to certify that the project report entitled ANALYTICAL STUDY


OF RECRUITMENT PROCESS WITH REFERENCE TO SUZLON ENERGY
LTD submitted in partial fulfillment of the requirement for the degree of
Masters of Business Administration to GITAM University.
Miss. Manaswinee Sahoo, has worked under my supervision and guidance and
that no party of this report has been submitted for the award of and other
Degree, Diploma, Fellowship or other similar titles or prizes and that the work
has not been published in any journal or magazine.

Regd. No.

A13MB2020004

Certified by Director

COMPANY CERTIFICATE
This is to certify that Miss. Manaswinee Sahoo, MBA student of Creative
Institution of Management, GITAM University has successfully completed the
project as partial fulfillment of the MBA program from Dt. 01.02.2015 to Dt.
06.04.2015. The report entitled, ANALYTICAL STUDY OF RECRUITMENT
PROCESS WITH REFERENCE TO SUZLON ENERGY LTD is his original
work and the same has not been submitted prior to this in any form.
During the above period we found him be sincere and hardworking. He
followed the rules and regulations of the organization and was punctual in his
attendance. His performance and conduct was good. He possesses the ability to
transform conceptual knowledge to practical situations.
Signature

(Mrs. Bharati Rao)


Sr. Manager (HR)

Table of Contents

Chapter. No.

Chapter Title

Introduction of Study

Company Profile

Objective of Study

Review of Literature

Research Methodology

Data Analysis & Interpretation

Observation and Findings

Conclusion & Suggestions

Bibliography

10

Annexure

Executive Summary
Introduction:-

Effective employee requirement is of utmost important in todays


scenario. Its hard to overemphasize the important of effective
recruitment. Recruiting is more complex activity than it seems to be.
The scope of the project is nothing but actually functional area covered
by the study of Recruitment process at Suzlon Energy Ltd.

Company Profile:Suzlon has its turnover of 21000 crores. Its major product is Wind
Turbines. It also has a wide range of capacitors, AC, Wind Turbine
Systems, and Generators. Employee Strength of Pune Unit Koregaon
Park is 350 employees.

Objectives of the Project:Following are the main objectives of the project as under.

To study the concept of recruitment in depth.


To study the entire recruitment process in Suzlon Energy Ltd.
To find out the deficiency and loopholes in the operations of the
organization.

To give necessary suggestions for the betterment of the recruitment


process of Suzlon so as to make it more effective.

Review of literature:-

Review of literature is nothing but through information about


Recruitment, recruitment process in Suzlon. It is a theoretical part of the
project as well as gives practical approach of the project.

Research Plan:Research Plan helped to systematically solve research problems; it may


be understood as a science of studying how research is done
scientifically.
The main aim of undertaking this summer project was to study, in depth
the recruitment practices carried out at Suzlon Energy Ltd.
There are two types of data used for research purpose.

Data Collection : Primary Data:Primary data is collected by means of structured questionnaires. Some
questionnaires are sent amongst different levels in the organization.

Secondary Data:Secondary data is collected through company profile, company sites, and
company brochures.
The sample size of my research is 10 employees of Suzlon with a
population of 80 people in the organization.

Data Analysis and Interpretation:The tabulated data is analyzed using statistical tool, pie chart. A detailed
interpretation is drawn from the pie-charts which was very useful in
updating the recruitment procedure.

Major Findings:In this chapter, I have observed that, the company has applied
strong policy to use in Recruitment process. The major findings
were as follows :1. Recruitment is essential to discover potential applicants for actual or
anticipated organizational vacancies. Thus recruitment procedure is
designed to be objective oriented and as per the need.
2. In order to attract, deploy, retain or recruit the talent required for building
and organization, company aims at recruiting those who are fit with work
culture of certain job profile in a certain company may be an MNC.
3. Recruitment in suzlon is cost effective, time effective, interview is
probably the most widely use tool.
4. The average time for recruitment process is 2 weeks to 2 months from the
initial requisition period.
5. Review and planning are also important aspects of recruitment and
managing the people by tangible grade point scales strictly follows it.

Suggestions, Recommendation & Conclusion :Following are the suggestions and conclusion of the study of
recruitment process as under :1. Effective communication being the important and critical requirement for
healthy and working environment so it should be provided to new
employed candidates. As well inter departmental complexities be
reduced.
2. The company being vast, number of search engine portals should be
increased.
3. Efficient formulation of methodologies be done to retain manpower as
attrition rate of employees is high in company.
4. Time span between interview schedule and steps of selection till job offer
should not be delayed so that critical positions can be filled within limit.
5. The existing recruitment procedure is effective and efficient.
6. The companys priority reduces the probability that job applicant, once
recruited and selected, will leave the organization after a short period of
time.

INTRODUCTION OF
STUDY

CHAPTER 1
Introduction of Study
Introduction of Study:Recruitment is the process of acquiring the right type of person.
Recruitment is one of the basic functions of Human Resource Department.
Recruitment is the process of developing a pool of qualified applicants who are
interested in working for organization and from which the organization might
reasonably select the best individual or the individuals to hire for the
employment.
Purpose of the Study:Recruitment is the most important element in any organizations management
of people because it is not possible to optimize the effectiveness of human
resources, by whatever method, if there is a less than adequate match. The
purpose of recruitment is to match people to work.
Scope:Scope of recruitment provides permanent, contract and temporary staff for
organization. It helps organization to find out the qualified and skilled
jobseekers that will help to improve the strategy of organization. Good
recruitment is a solution for productive organization. The extent of recruitment
differs from organization to organization according to their size, employment
condition, ability of the organization, salary, benefit packages offered, growth
rate etc.

Nature of Work :At Suzlon Energy Ltd the work done by me was very analytical. There was a
thorough study of the topic Recruitment Process.
Through the review of literature I had referred various books based on this
topic. Initially there was a study on what is exactly Recruitment Process.
Then the next step was its importance, types, procedures, the Company Profile.
Framing of the Objectives of Study was the most important part of this project
work. Based on these objectives the essential theoretical literature was framed.
Then came the practical part which was to be studied by personal discussion
with the HR Executive of Suzlon and with the HR staff of Suzlon i.e. the actual
process of Recruitment Process carried out at Suzlon.
Here the study was on the importance of Recruitment of Suzlon, the actual
method which is used at Suzlon for carried out, the results of their process, etc.
Then there was the research methodology based on this topic i.e. what is the
meaning of Research Methodology, the process of research methodology, data
collection (the secondary data was collected), sampling, etc.
During this actual Questionnaires were circulated to the employers as well as to
the employees of Suzlon. After research methodology was completed the
actually collected data was analyzed and then interpreted in a particular format.
Based on the data interpretation done after the questionnaire, the results were
studied and then actual process of Recruitment at Suzlon was analyzed.

Then the suggestions on these observations and findings were done. These
suggestions were important for the improvement in the Recruitment Process at
Suzlon.
At the last conclusion were drawn on the topic.
Importance:Recruitment is a very important stage as the success of any organization largely
depends upon the team of skilled and qualified workers it has. In recent
changing business environment, organizations have to respond quickly to
requirement for people. Hence it is important to have well-defined recruitment
policy in place, which can be executed effectively to get the best fits for the
vacant positions. Selecting the wrong candidate or rejecting the right candidate
could turn out to be costly mistake for the organization.
Limitations: The main limitation was the time bound. Due to the period being of eight
weeks, it was not possible to practically help in the whole recruitment
procedure of the organization.
Another limitation was the unavailability of the Managers (Recruitment)
due to their busy schedules likewise for Drives, Walk-Inns, and Meetings
of the organization.

COMPANY PROFILE

CHAPTER 2
Company Profile

Suzlon Energy Limited is one of the pioneers in the wind energy industry. The
company has come to the fore of the business by strategically focusing on
innovation and research an integrated value chain, and entering into emerging
and high growth markets to drive sustainable growth.
Given the truly global nature of its business, Suzlon has established a
Group management center in Amsterdam, Netherlands, and manages its
international marketing effort out of Aarhus, Denmark, while runs its India
operations out of Pune, India. The company's global spread reflects in its
projects portfolio - extending across Australia , Brazil , China, India, Italy ,
Portugal, South Korea and the United States .

Suzlon is a market leader in Renewable Energy Resources segment. It


specializes in providing total solutions in Wind Power Generation with
cohesive integration of consultancy, design, manufacturing, installation,
operation and maintenance services. For its contribution in the wind energy
sector, the World Wind Energy Association has awarded Suzlon.

Origin:The origin of Suzlon Energy Limited can be traced back to 1995, when its
founder Tulsi Tanti incorporated the company and entered renewable energy
segment. Suzlon started its journey with a small project to supply wind turbine
generators for a 3.34 MW windfarm project in Gujarat, India. Since then,
Suzlon has not looked back and today it ranks as the world's 5th leading, and
India's and Asia's leading manufacturer of wind turbines, with over 2,000 MW
of wind turbine capacity supplied in India and across the world.

Mission and Vision: -

1).Mission: Suzlon has developed and implemented several large-scale windfarms


throughout India. In Vankusavade, Maharashtra Suzlon has developed a
windfarm that is stretched over 29 km of rugged mountainous terrain averaging
over 1,000 meters above sea level. This windfarm has 566 WTGs and has an
installed capacity of over 205 MW. Vankusavade windfarm successfully
demonstrated the viability of large, utility-scale windfarms in India. In
Sanganeri, Tamil Nadu, Suzlon is developing a windfarm with a planned
capacity of over 500 MW. Similarly, in Dhulia, Maharashtra, Suzlon is
developing one of the largest windfarms of its kind in the world with a planned
capacity of over 1,000 MW once complete.

2). Renewed Vision: Its renewed vision is to rank among Top three wind players in the world
and to be among leaders in European markets.
Suzlon has presence in all the major international markets. United States,
the largest market for wind energy worldwide forms Suzlon's largest market

outside of India. Suzlon has also received major orders from Australia, Brazil,
China, Italy, Portugal and South Korea. In terms of global footprint, Suzlon's
global team is spread across four continents: Europe, North America, Asia, and
Australia. Suzlon has its international business headquarters in Denmark,
Global Management Center in Netherlands, and research and development
centres in Germany, and Belgium. In North America, Suzlon has its US
corporate headquarters in Chicago, Illinois and has offices across the continent
to provide marketing, projects and service support. In Asia, Suzlon has presence
in India and China. Suzlon's office in Melbourne, Australia is responsible for
sales, marketing, project implementation and service support for the emerging
Asia Pacific Market.
History of the Company:-

The Suzlon story began in 1995 with just 20 people; and in a little over a
decade has become an epic. A company of over 13,000 people, operations
across the America, Asia, Australia and Europe, fully integrated manufacturing
units on three continents, sophisticated R&D capabilities and market leadership
in Asia, ranked 5th in terms of global market share.
The seeds of the idea that became Suzlon was sown by Mr. Tantis venture into
the textile industry just as it began in its booming years.

Suzlon began with a wind farm project in the Gujarat state of India in 1995 with
a capacity of just 3 MW and has, at the end of 2007, supplied over 7,500 MW
world over. Suzlon has grown more than 100% annually and registered a 108%
growth, in the financial year ended 2007 - over twice the industry average - in a
supply restricted environment.
Today Suzlon is being ranked the 5th leading wind power equipment
manufacturer with a global market share of 10.5%. The company seized
market leadership in India over 8 years ago, and has consistently maintained
over 50% market share, installing over 3,000 MW of wind turbine capacity in
the country.

Suzlon Products: -

1). Wind Turbines:

Suzlons product line is a clear reflection of its strategy to focus on developing


products customized not only to the local geography and wind regime, but also
the individual needs of each customer.
Suzlons current product range includes wind turbine generators in capacities
from 350 kW to 2.1 MW, the largest example of a wind turbine manufactured
and exported from Asia. Suzlon offers its turbines in customized versions for
installation in a variety of climate ranging from hot, dry deserts to humid
coasts, to near-freezing plains.
Suzlon has driven a focused effort to make wind turbines more reliable,
consistently delivering availability rates beating global standards, higher than
95% on an average. The latest examples in Suzlons product line-up are the S52
- 600 kW and S82 - 1.50 MW wind turbines.
The S52-600 kW turbine is specially designed to deliver high-performance in
the low-to-medium wind regime prevalent across most of India.
The design incorporates Suzlon innovations starting from blades manufactured
using state-of-the-art Vacuum Assisted Resin Infusion Molding technology, to a
unique Micro Pitch system, advanced controls, and the highest hub-height in its
class, all leading to a robust, reliable and efficient product which generates
high-quality grid-friendly power with negligible harmonics.

2).Other Products:Suzlon has also a wide range of capacitators , AC , Generators , Wind Turbine
Systems , etc. unlike many such products .

3). Growth: Looking for growth not just in India, but across the world, Suzlon looked past
traditional markets for wind energy, and entered new and emerging high-growth
markets. This step has success in the rapid global expansion of Suzlons
business with orders from Australia, Brazil, China, Italy, Portugal, Turkey and
the United States.
4). Work at Suzlon: Harnessing wind energy is striking the perfect balance between nature and
technology. In people, it is about the right mix of the individual and the
organization. Each of our 13,000 employees put together helps us raise the
performance bar in professionalism, opportunity, responsibility, belongingness
and accomplishment.

The turnover of our company is 21000 crores, leading manufactures of


wind turbines.

Major Achievements of Suzlon: -

Fifth leading wind turbine manufacturer in the world with over 6% of

market share.

Won the Best Manufacturer by the World Institute of Sustainable

Energy.

Received the IPO of the Year honor from the Euro money And Ernst

&
Young-backed Renewable Energy Finance Forum

Awarded by the World Wind Energy Association for its contribution in


the wind energy sector

Collaboration of Company: Suzlon is collaborated with following Companies as follows:


1. ABB LTD
2. ALFA LAVAL
3. ATLAS COPCO
4. BHARAT EARTH MOVERS
5. BHARAT ELECTRICALS.
6. BHEL

7. CARBORUNDUM UNIVERSAL.
8. CROMPTON GREAVES
9. CUMMINS INDIA
10. LARSON & TOUBRO
11. SIEMENS
12. TATA HONEYWELL
13. THERMAX
14. VOLTAS
15. FINOLEX CABLES
16. PRAJ INDUSTRIES
17. ENGINEERS INDIA
18. PUNJ LLOYD.

Hierarchy Levels in Suzlon Energy Ltd


Organization Hierarchy

Group
(I)
Sr.Manager
& Above
Level

Group
(II)
Assistant Manager/
Manager

Group
(III)
Engineer /
Exe.Engg / Engg.

C
Level
A

Level
B

Sr. Manager
( M-6, S-1)
GM & Above
(S-4 & Above)

DGM/AGM
(S-2, S-3)

Level
D
Dy. Mgr /Asst Mgr
Sr. Engg ,Engg
Exe. Engg
(M3,M4,M5)

Level
E
Technician
Worker
Accountants
(M0- M2)

HR Structure

CHRO

PMS and C & B

Recruitment

Training and MD

HR Head
Corp & Shared
Services

HR Head
MBU

HR Head
Technology

Chairman and Managing Director: - Tulsi R. Tanti

HR Head
India Business

HR Head
International Business

Chief Executive Officer:- Toine Van Megen

OBJECTIVE OF STUDY

CHAPTER 3
Objective of Study
Objective of Project: Recruitment is one of the major happening in Suzlon Energy Ltd. Whenever
there is a need, candidates are recruited and selected through various sources
according to the need of the organization.
The objective of this project is to analytically study the recruitment process
in. Suzlon Energy Ltd. and suggest improvements based on the internal
feedback, so as to ensure that kind of people are selected for the right job at
the right time so that ultimately the organizations goals are achieved.

Objectives: -

1. To study the concept of recruitment in depth.


2. To study the entire recruitment process in Suzlon Energy Ltd.
3. To find out the deficiency and loopholes in the operations of the
organization.
4. To give necessary suggestions for the betterment of the recruitment
process of Suzlon so as to make it more effective.

REVIEW OF LITERATURE

CHAPTER 4
Review of Literature
Right people at Right place
An organizations success entirely depends upon the work force it has and the
way in which it performs. Hence recruitment and selection form an important
part in every organization.
Recruitment is the process of developing a pool of qualified applicants who are
interested in working for organization and from which the organization might
reasonably select the best individual or the individuals to hire for the
employment Recruitment process makes possible the management to acquire
right people at right place for carrying out the operations of the organizations
effectively and smoothly.

Theoretical Framework: Recruitment:To be hired. Recruitment forms the first stage in the process which
continues with selection and ceases with the placement of the candidate. It is
the next step in the procurement function, the first being the manpower
planning. Recruiting makes it possible to acquire the number and types of
people necessary to ensure the continued operation the organization. Recruiting
is the discovering of potential applicants for actual or anticipated organizational
vacancies. In other words. It is a linking activity bringing together those with
jobs and those seeking jobs.
As Yoder and others point out: Recruitment is a process to discover the
sources of manpower to meet the requirements of the staffing schedule and to
employ effective measures for attracting that manpower in adequate numbers to
facilitate effective selective selection of an efficient working force.
Accordingly, the purpose of recruitment is to locate sources of manpower to
meet job requirements and job specifications.

Features:Recruitment has been regarded as the most important function of


personnel administration, because unless the right types of people are hired,
even the best plans, organization charts and control systems would not do much
good. Flippo views recruitment both as positive and negative activity. He
says, it is a process of searching for prospective employees and stimulating
and encouraging them to apply for jobs in an organization. It is often termed

positive in that it stimulates people to apply for jobs to increase the hiring
ratio, i.e. The number of applicants for a job Selection, on the other hand tends
to be negative because it rejects a good member of those who apply, leaving
only the best.

Some of the important points regarding recruitment as follows:-

Factors Affecting Recruitment:


All organizations, whether large or small, do engage in recruiting
activity, though not to the same extent. This differs with:
(i)

The size of the organization:

(ii)

The employment conditions in the community where the organization


is located:

(iii)

The effects of past recruiting efforts which show the organizations


ability to locate and keep good performing people:

(iv)

Working conditions and salary and benefit packages offered by the


organization-which may influence turnover and necessitate future
recruiting

(v)

The rate of growth of organization:

(vi)

The level of seasonality of operations and future expansion and


production programmed and

(vii) Cultural, economic and legal factors, etc.

Steps of Recruitment Process: Every manufacturing company will have to recruit sufficient number of
workers in the company and clerical staff in the offices. The responsibility of
appointing the staff lies with the personnel manager or recruiting officer.
Recruitment is the basic function of the personnel department.
Recruitment procedure involves the following steps.

Recruitment Cycle:
Detail Knowledge of the vacancy - Job Description & Specification
Sources - internal - employee reference or advertising, outside agency
Screening of the candidates

Interview
Reference check
Selection

1. Human Resource Planning: It is the first step in recruitment procedure in which the personnel
department has to plan for recruiting persons in the organization. They have
to prepare job analysis and descriptive statement of the job called job
description as well as a statement of qualities and qualification of person to
be recruited, which is called job specification. They are the prerequisites of
good recruitment and provide guidelines to the persons in charge of
recruitment.

2. Developing sources of potential employees: -

At this stage, the personnel department has to think of as to where they


could get the right person to the job in the right way. They have to go for
personnel research.

3. Deciding Sources of Recruitment: Persons can be recruited by many ways such as calling application and
screening them, asking existing employees to refer new unemployed
persons, contacting private employment agencies or training institutions etc.
A personal manager has to study the merits and demerits of every method
and has to decide which method will be suitable for the organization.

4. Selecting and Placement: This is the last stage of recruitment procedure. After deciding the sources of
recruitment the personnel manager has to follow the method and recruit
persons by selecting him. After selection, giving him appointment should
place the persons.
According to Famularo, personnel recruitment process involves five
elements, viz, a recruitment policy, a recruitment organization, a forecast of
manpower, the development of sources of recruitment , and different
techniques used for utilizing these sources, and a method of assessing the
recruitment programmed.

Recruitment Policy in Suzlon:Such a policy asserts the objectives of the recruitment and provides a
framework of implementation of the recruitment programmer in the form of
procedures.

Such a policy in Suzlon involve a commitment to broad principles such


as filling vacancies with the best qualified individuals. It may embrace
several issues such as extent of promotion from within, attitudes of
enterprise in recruiting its old employees handicaps, minority groups, and
women employees, part time employees, friends and relatives of present
employees. It may also involve the organization system to be developed for
implementing recruitment programmer and procedures to the employed.
Therefore, Suzlon considers and implements a pre-planned recruitment
policy, based on corporate goals, study of environment and the corporate
needs, may avoid hasty or ill-considered decisions and may go a long way to
man the organization with the right type of personnel.

A Good Recruitment Policy Must Contain These:Elements:(a) Organizations objectives both in the short term and long-term-must be
taken into consideration as a basic parameter for recruitment decisions and
needs of the personnel-area-wise, job-family-wise.
(b) Identification of the recruitment needs to take decisions regarding the
balance of the qualitative dimensions of the would be recruits i.e. the
recruiters should prepare profiles for each category of workers and
accordingly work out the man specifications, decide the sections,

departments or branches where they should be placed and identify the


particular responsibilities which may be immediately assigned to them:
(c) Preferred sources of recruitment, which would be tapped by the
organization e.g.for skilled or semi-skilled manual workers, internal sources
and employment exchanges may be preferred; for highly specialized
categories and managerial personnel, other sources besides the former, may
be utilized.
(d) Criteria of selection and preferences: These should be based on conscious
thought and serious deliberations. In some cases trade unions may be
consulted in working out the recruitment policy. In others, management may
take the unilateral decision.
(e) The cost of recruitment and financial implications of the same.

Prerequisites of A Good Recruitment Policy:The recruitment policy of an organization must satisfy the following
conditions:
1.

It should be in conformity with its general personnel policies;

2.

It should be flexible enough to meet the changing needs of an


organization:

3.

It should be so designed as to ensure employment opportunities for its


employs on a long-term basis of that the goals of the organization should
be achievable; and it should develop the potentialities of employees;

4.

It should match the qualities of employees with the requirements of the


word of which they are employed;

5.

It should highlight the necessity of establishing job analysis.


The nature and extent of the recruitment programmer depends on a

number of factors, including the skills required, the state of the labor market,
general economic conditions, and the image of the employer.
A company which has a reputation of paying fair wages, providing, good
employee benefits and taking interest in employee welfare activities would
attract a larger number of applicants than it needs without making any extra
recruiting effort. Small companies, which hire only a few persons, each year
may not need to do more than spread the word around the plant or office that a
vacancy exists.
However, as a result of regulations and pressures from society and the
government, the recruitment programmer now requires the employers to go out
and actively seek job applicants from groups of those who may not otherwise
apply for employment.

Sources of Recruitment:
Before an organization activity begins recruiting applicants it should
consider the most likely source of the type of employee it needs. Some
companies try to develop new sources, while most only try to tackle the
existing sources they have. These sources, accordingly, may be termed as
internal and external.

Internal Sources:

Internal Sources of Recruitment:1. Transfer of employee:


The transfer is one of the sources for filling in vacancies, which may arise in
the organization. The vacancies may arise in the company on account of
several resources. Death, marriage retirement, termination are the various
reasons on account of which the vacancies occur in the company. One
workman can be transferred from one department to another department in
order to fill in the vacancies.

2. Promotion:
The promoting the employees to the highest post can fill up the various
vacancies in the organization. The promotion of employees means upgrading
of the employee. Whenever an employee is promoted it increases the rank,
remuneration and also the responsibility of employees. It helps to maintain
industrial peace in organization.
Internal sources are the most obvious sources. These include personnel
already on the pay-roll of an organization, ie, its present working force.
Whenever any vacancy occurs, somebody from within the organization is
upgraded, transferred, promoted or sometimes demoted.

This source also includes personnel who were once on the pay roll of the
company but who plan to return or whom the company would like to rehire,
such as those on leave of absence, those who quit voluntarily, or those on
production lay- offs.
An organizations success entirely depends upon the work force it has and
the way in which it performs. Hence recruitment and selection form an
important part in every organization.
Recruitment is the process of developing a pool of qualified applicants who
are interested in working for organization and from which the organization
might reasonably select the best individual or the individuals to hire for the
employment.

Merit: The use of an internal source has some merits:


(i)

It improves the morale of employees, for they are assured of the fact that
they would be preferred over outsiders when vacancies occur.

(ii)

The employer is in a better position to evaluate those presently employed


than outside candidates. This is because the company maintains a record
of the progress, experience and service of its employees.

(iii)

It promotes loyalty among the employees, for it gives them a sense of job
security and opportunities for advancement

(iv)

As the persons in the employment of the company are fully aware of, and
well acquainted with, its policies and know its operating procedures, they
require little training, and the chances are they would stay longer in the
employment of the organization than a new outsider would.

(v)

They are tried people and can, therefore, be relied upon.

(vi)

It is less costly than going outside to recruit.

Demerits: However, this system suffers from certain defects well


(i)

It often leads to inbreeding, and discourages new blood from entering an


organization.

(ii)

There are possibilities that internal sources may dry up and it may be
difficult to find the requisite personnel from within an organization.

(iii)

Since the learner does not know more than the lecturer, no innovations
worth the name can be made. Therefore on jobs which require original
thinking (such as advertising, style, designing and basic research), this
practice is not followed.

(iv)

As promotion is based on seniority, the danger is that really capable


hands may not be chosen. The likes and dislikes of the management may
also play an important role in the selection of personnel.
This source is use by many organizations; but a surprisingly large

number ignore this source, especially for middle management jobs. In other
words, this source is the lode that is rarely mined. It is not only reasonable but

wise to use this source, if the vacancies to be filled are within the capacity of
the present employees; if adequate employee records have been maintained, and
if opportunities are provided in advance for than to prepare themselves for
promotion from blue-collar to white-collar jobs.

External Sources:
These sources lie outside the organization. They usually include
(i)

New entrants to the labor force, i.e. young, mostly inexperienced


potential employees-the college students:

(ii)

The unemployed-with a wide range of skills and abilities;

(iii)

Retired experienced persons such as mechanics, machinists, welders,


accountants;

(iv)

Others not in the labour force, such as married women and persons from
minority groups.

External Sources of Recruitment:1. Advertisement:


Advertisement in newspaper and journals is extremely popular source of
recruiting staff. All particulars regarding the job and the qualification of the
prospective candidate are given in the advertisement. Candidates possessing
the requisite qualifications apply for the job in response to the
advertisement.

2. Placement Agencies:

Placement agencies are also providing very qualified employees to the


company. Company gives job description to agency to provide right
candidate.

3. Colleges and Management Institute (Campus Interview):


All these are very useful sources of recruitment for full range of jobs. The
recruitment managers of the company maintain a close liaison with the
colleges and management institute for recruiting apprentices or management
trainees..

Merits:(i)

External sources provide the requisite type of personnel for an


organization, having skill, training and education up to the required
standard.

(ii)

Since persons are recruited from a large market, the best selection can be
made without any distinctions of caste, sex or color.

(iii)

In the long run, this source proves economical because potential


employees do not need extra training for their jobs.

Demerits:-

However, this system suffers from what is called brain drain.


Especially when experienced persons are raided or hunted by sister concerns.

Methods or Techniques of Recruitment:Author summaries the possible recruiting methods into three categories:
direct, indirect and third party.

1). Direct Methods:


These include sending traveling recruiters to educational and professional
institutions, employees contacts with public, and manned exhibits.
One of the widely used direct methods is that of sending of recruiters to
colleges and technical schools. Most college recruiting is done in co operation
with the placement officer of a college.
The placement office usually provides help in attracting students, arranging
interviews, furnishing space, and providing student resumes. For managerial,
professional and sales personnel, campus recruiting is an extensive operation.
Persons reading for MBA or other technical; diplomas are picked up in this
manner. For this purpose, carefully prepared brochures, describing the
organization and the jobs it offers, are distributed among students, before the
interviewer arrives.
The DCM, TATAs and other enlightened firms maintain continuing
contacts with institution placement officials with a view to recruiting staff
regularly for different responsible positions.

Sometimes, firms directly solicit information from the concerned


professors about students with an outstanding record.
Many companies have found employees contact with the public a very
effective method.
Other direct methods include sending recruiters to conventions and
seminars, setting up exhibits at fairs, and using mobile offices to go to the
desired centers.

2).Indirect Methods:
Indirect methods involve mostly advertising in newspaper, on the radio, in trade
and professional journals, technical magazines and brochures.

Advertising in Newspapers :- trade journals and magazines is the most


frequently used method, when qualified or experienced personnel are not
available from other sources, Senior posts are largely filled by such methods
when they cannot be filled by promotion from within.
The main point is that the higher the position is in the organization, or the more
specialized the skills sought, the more widely dispersed advertisement is likely
to be. The search for top executive might include advertisements in a national
periodical; while the advertisement of blue collar jobs is usually confined to the
daily newspaper or regional trade journals.
The classified advertisement section of a daily newspaper or the Sunday weekly
editions of The Hindustan Times, the Times of India, The tribune, Bharat

Jyoti, The national Herald, Free Press Journal, The Pioneer, Amrita Bazar
Patrika, Economic Times The Hindu, The Indian Express, etc, carry
advertisements for all types or positions. Such advertisements enable
prospective candidate to screen themselves in order to find out whether they are
fit for the job for which the advertisement has been issued.
According to Advertisement Tactics and Strategy in Personnel Recruitment,
three points need to be borne in mind before an advertisement is inserted. First,
to visualize the type of applicant one is trying to recruit. Second, to write out a
list of the advantages a company offers; in other words, why the reader should
work for the company. Third, to decide where to run the advertisement, not only
in which area but in which newspaper having a local, state or nation-wide
circulation.

Many organizations often place what is referred to as a blind advertisement, one


in which there is no identification of the organization. Respondents are asked to
reply to a Post Office Box Number or to the organizations with regional or
national reputation do not usually use blind advertisements.

3).Other Methods:Include advertising in publications, such as trade and professional journals, and
radio or television announcements, as is done by many Indian manufacturers.
Professional journals are read by people with specialized backgrounds and
interests. Therefore, advertisements in these are generally selective.

Third Party Methods:-

Private employment agencies :These include the use of commercial or private employment agencies,
state agencies, placement offices of schools, colleges and professional
associations, recruiting firms, management consulting firms, indoctrination
seminars for college professors, and friends and relatives.

Practical Framework
Recruitment Process at Suzlon Energy Ltd : Scope of the Study:As far as recruitment of Potential candidates is concerned the conclusion &
suggestions derived from study will be useful to widely sought customers and
executives of manufacturing companies to improve work efficiency in today's
cutthroat competition.
Given below is the guideline applicable to recruitment activities carried out for
all Business Units at Suzlon,

Formation of Staffing Team:-

A new staffing partner is taken on board when there are many positions to work
upon or on exit of any staffing team member. Following activities are carried
out before the new staffing team member joins:
The computer, company e-mail id, employee number, EID, access card is made
available.
When new staffing member joins, following details are provided to him/her:
- Brief of Suzlon, its products, skills set in general, about BUs and the
hierarchy at Suzlon
- Methods of sourcing the resumes.
- The job profile and job structure.
- Staffing track sheet.
- Documents to be used and processed.

Steps of Hiring at Suzlon


1. Manpower Requisition Form
A detailed job analysis is conducted to identify the skills required to do the job,
the sources to be tapped and hence make the sourcing focused. Hence the
primary objective of generation of MRF is to identify what the job entails and
what an employee must Possess to perform successfully on the job.

Contents of Manpower Requisition Form:-

Job Description

Job Specification

Job title

Education

Location

Experience

Job Summary

Behavioral Skills

Duties

Communication Skills

Job Role and Responsibilities


Required

Industry Experience

Once it is known how many and what type of candidates are required,
consideration is given to
i)

Sources of recruitment
a) Job Portals
b) Internal candidates
c) Advertisement of company website
d) Campus Placement etc.

ii)

Companies to be considered.

iii)

Constrain time for each step of recruitment

Broad Levels :- Levels for Recruitment


According to the designation and levels of Hierarchy, the recruitment activity of
specific positions is filled depending on the grades, roles and designation of the
prospective candidate.
Following broad levels clearly elaborate the recruitment procedure carried out
to fill in each vacancy in Suzlon as per the grades as under :-

Grade Designations
S4

CXOs / BU Heads /
President
Vice President

S3
S2

Levels for
Hierarchy

General Manager
AGM & DGM

Normal Role

Levels for
Recruitment

Head of Function / BU
Strategic

Tactical

Head of Function /
A
SBU
HoD
HoD / Site in-charge / B
Team Leads

S1

Sr. Manager

M6

Manager

M5

Asst. / Dy. Manager

M4
M3
M2
M0
T

Operational

Sr. Engineer / Sr.


Executive
Engineer /
Execution 1
Executive
Jr. Engr. / Jr. Exe. /
Trainees
Technicians,
Drivers,
Execution 2
other Trainees

Site in-charge / Team


Leads
Team Leads
Team Leads / Team
Members
Team Leads / Team
Members

Team Members

Level

Grade

Designation

S3 & above

GM & above

S2

S1 & M6

M5 to M2

DGM / AGM
Sr. Mgr & Mgr
Dy. Mgr to Engineer, Executive, Officer

M1 & below

Jr. Engr. & Jr. Executive & Dip. Trainee Engr/


Sr. Asst/ Sr. Tech/ Tech/ Supervisor/ Tel.
Operator/ Receptionist

T1

Asst. Tech/ wkmn/ Helper/ W/S Asst/ Peon/


Driver

Eg. Recruitment Procedure carried out to fill in junior engineers, Senior


Executives, Assistant or Senior Technical Engineers are done according to the
level E, with grade M1 & Below respectively.

Similarly all such above positions are filled with consideration of levels and
grades in the organization.

Given below are few Hiring Charts of resumes sourced two years back as
follows:-

2. Sources of resumes at Suzlon


Hiring chart of year 2005:Channels
Support GES
HPS
HBS&AS Suzlon
My Pal
33
17
47
17
114
Portals
36
49
50
40
175
Print Ads
3
40
41
34
118
Consultants
11
3
12
3
29
Miscellaneous
3
6
14
9
32
Total Lateral
Hires
86
115
164
103
468

%
24
37
25
6
7
100

Hiring chart of year 2006:Channels


Support GES
HPS
HBS&AS Suzlon
My Pal
33
25
28
31
117
Portals
54
45
39
53
191
Print Ads
30
38
34
25
127
Consultants
9
5
6
11
31
Miscellaneous
11
14
6
7
38
Total Lateral
Hires
137
127
113
127
504

%
23
38
25
6
8
100

Job Portals:The most preferred job portals used at Suzlon are Naukri and Monster.com
Following are some of the common services provided by the portals:-

i)

Advanced Search-

Recruiters can search the entire CV or specific fields such as current


designation, current employer, and key skills etc. it is the most useful and

comprehensive search. Search can be made on broad parameters as well as


focused depending upon the requirements of the recruiter.

ii)

Basic search

This is the quick search using the drop down menu on fixed parameters with
keyword search in important fields. It is useful for initial steps of search.

Job postings:Portals are also used to post the job requirements of the company .These
postings can be searched by using specific keywords. The contents of the job
posting can be changed by the poster.

Miscellaneous: The database is maintained in a excel which consists of resumes sent to the HR
For scrutiny with details of candidate profile, comments of the manager,
interview date etc.
In case a candidate found unsuitable for a position in one business unit is found
suitable for the other BU, then the candidate may be reconsidered for an
opening at Suzlon.

By applying various filters of qualification, experience, position or employer,


the data in the recruitment database can be made accessible.
The only point to be taken into account is to update the database both in terms
of changed qualification of candidates and resumes sent to HR executive and
then to HR manager for final shortlist.
An updated database is one of the important efforts to be made to streamline the
hiring process.

My Pal :The open positions are made open to existing employees for referring their
relatives and friends through My Pal. These documents contain the details of
manpower requisition form. The present employees refer their references. The
response is captured in the excel sheet containing details of employee referred,
name of the candidate who is being referred, his or her years of experience,
skills, qualification, location, etc.

The employees who refer the suitable candidates are awarded with the amount
at the end of the year but the referral amount is given only after the candidate
completes three months of service at Suzlon.

Consultants:Suzlon is linked with consultants one of them is The Catalysts Consultants


and consulting agencies.
For some of the open positions Suzlon outsource the work to these consultants.
Around 7% to 8% of the hiring is done through these consultants.

Pre-screening the Resumes: The resumes received from various resources are to be pre screened before
sending to the HR manager. The purpose of pre screening is to remove the
visibly unqualified candidates from the pool of candidates for the job at the
early stage. The pre screening is done in following ways:

Telephonic Prescreening:The candidate is contacted on phone and following details of profile are
captured:
- Ever interviewed by Suzlon Energy Ltd.
- Graduation, Year of Passing

- Total years of experience


- Current employer and current designation
- Job responsibility
- Total cost to company (present and expected)
- Reason for leaving the first job
- Time require to join (notice period)
- Relocation and flexibility for traveling

3. Selection Interviews:
Telephonic (Technical) :- In the initial stage of interview a telephonic
round of the candidate is taken to test the basic knowledge of his skills.
Eg. Test and measurement engineer for quality assurance department.

Technical Round of Interviews :- (Personal Round )


This is the most favored technique used at Suzlon interview. Interview is an in
depth formal conversation conducted to evaluate the applicants ability.

It can be adapted to managerial, skilled, unskilled, and professional


employees. It allows a two-way exchange of information, the technical team
learns about the candidate and the candidate also learns about the company.
The selection interviews consist of an extensive technical discussion, wherein
the technical team asks various questions to the applicant to know how much
the applicant is technically sound.
The applicant is also asked to draw technical diagrams. It is necessary that a
panel of at east three people take the interview so that the subjectivity is
excluded.
Initially the senior person or the colleagues of the vacant profile take the
interview and then only there is a final interview by the project manager or by
the concerned technical person the candidate is going to report.

HR Round of Interview:
The HR round of interview is not just a formality. Apart from salary discussion
and negotiations, various non- technical abilities such as ability to work under
stress, decision making skills, time management are assessed in the HR round
of interviews.
The HR round is to ensure that the candidate and Suzlon are not a mismatch to
each other in terms of work culture, aspirations etc.

As followed in case of technical round, the HR round s also taken by a panel


consisting at least one staffing person. After discussing the candidature with the
technical panel HR gives its final decision.

Reference Check and Selection decision:1).Reference Check:Reference checks are done for the purpose of verifying information and gaining
additional information on an applicant. Although listed in the application form,
references are not usually checked until an applicant has successfully reached
up to the last stage of selection process.

People from previous company, colleagues can act as good references. Previous
co-workers are preferable because they are already aware of the applicants
performance.
Mainly 2 purposes are served by reference checks:
1. To gain insight about the potential.
2. To find out the behavioral skills.

2).Selection Decision:After obtaining information through preceding steps, selection decision is


made.
The views of the line manager will be generally considered in the final selection
because it is he or she who is responsible for the performance of new employee.
The HR team also plays a crucial role in the selection process.

Joining Process:1).This is the last step in Recruitment:After selection, the joining process of the new candidate starts by the staffing
partners.
The staffing partners send the following documents to the post processor.
For the joining process the following documents are needed.
1. MRF ( signed by minimum 2 concerned persons)

2. Application Form
3. Evaluation Form
4. Candidates CV
5. Comparison Sheet
These documents contain the information which is important to the company as
well as to the candidate also. The contents of the information are:
- Designation of the candidate
- The date of joining
-

Location

- Business Unit
- Salary Break up
- Band of the candidate
- Comparison of the previous and current salary
- Internal fitment

2).Job offer: After collecting all the above mentioned documents from the respective staffing
partner two weeks earlier and confirming the date of joining with the candidate,
the post processor makes an appointment letter and sends the soft copy of
appointment letter as an offer from the company.

This offer is the final confirmation from Suzlon as to the person has cleared all
the selection criteria except the medical test.
This offer contains the following documents:
1. Appointment letter with Salary break up
2. Annexure
(Including medical examination form and the list of the documents to be
carried at the time of joining)
3. Compensation benefit papers
(List containing various benefits the new candidate is eligible to)
The candidate fills and sends two forms that is the application forms and
medical declaration back to the concerned person. Mean while the HEAD HR
checks all the documents and signs the appointment letter which the person gets
at the time of joining.
Before the joining of the candidate, other necessities such as creation of EID,
creation of employee no. his/her computer, seating place are completed with the
help of their application data forms, salary sheet, and appointment letter.
At the time of joining the candidate fills a joining form which is given with the
joining kit. The candidate submits the joining form with other documents which
are mentioned in the annexure which are:
- All educational certificates
- Relieving letter of previous employer
- Experience certificate
- Pay slip of the previous employment

- PAN (If available)


- Passport (If available)
- Hard copy of the latest CV
- 7 passport size photographs
The I-card is also issued at the time of the joining.
With the completion of the joining formalities of the new candidate, the
joining process comes to an end.

3).Problems in the hiring as seen:1. Lack of knowledge of joining process to the staffing partners.
2. Updating of the internal database
3. Lac of Pro-activeness
4. Repeated interviews of the same candidate.
5. Time required for the hiring process.
6. Limited sources of resumes

RESEARCH METHODOLOGY

CHAPTER 5
Research Methodology
What is Research?
The very common meaning of research is a search of knowledge.

Research is an art of scientific investigation. Research is nothing but movement


from the known to the unknown a voyage of discovery.

Definitions: Redman and Mory defined Research as a systematized effort


to gain new knowledge.
The Advanced Learners Dictionary states Research as A
careful investigation or an enquiry especially through search for
new facts in any branch of knowledge.

Research Methodology :-

Research methodology is a way to systematically solve research problems. It


may be understood as a science of studying how research is done successfully.

Research process diagram :

Process and steps of research :


The process and steps of the research have been given in following FLOW CHART.

Research process in FLOWCHART

FF

Define Research

Review of

Problem

Literature

II

III

Research

Collect

Design

Data

(Including

IV

Sample)
Design)

III
Analysis of Data

V
Interpret
Report

(VI)
F
Where F = FEED BACK
Where FF = FEED FORWARD

Research Objective :-

To study existing recruitment procedure in the


organization.

To check the effectiveness of recruitment procedure in


the organization.

Research Design :Definition:According to P.V.young, A research design is the logical and systematic
planning and directing a piece of research.
The design chosen for the project work is Descriptive Research Design.
It helps in the findings.
Describe the characteristic of certain groups.
Estimate the proportion of people in a specified population
who behave in certain way.
Make specific prediction.

Population: The population taken under study is 80 employees of Suzlon Energy Ltd.
Definition:

A population or universe is the totally of items or things under


consideration. It is the collection of all values of the variable under study. This
could be finite or infinite size.

Sample: Definition:
It is the proportion of the population or universe under consideration and
sampling is the process of selecting the sample.

Sample Size: In general sample size must be of an optimum size that means it should not be
too large or too small. While selecting the size of sample, a researcher must pay
his attention to many other things such as time available for completion of the
study, size of population , size of questionnaire, etc.

Sample size of my research is 10 employees of Suzlon Energy Ltd.

Sources of Data Collection: There are two types of Data used for research purposes, which are described
below as follows:

1. Primary Data:Primary data obtained by a study specifically designed to fulfill the data needs
of the problem at hand.
Primary data is the data that deals with the information or data generated
through direct methods like personal interviews, questionnaire. Some
questionnaire also sends amongst three levels employee, manager, staff and
they ask to revert them back after putting questions. The questionnaire was
prepared based on the sample data which was distributed among the
employees.

2. Secondary Data:Data, which are not originally collected but rather obtained from published or
unpublished sources, are known as secondary data.
Secondary data is collected through company profile, company information
brochures.

Methods of Data Collection:1. Questionnaire Method:-

In this method, a list of questions pertaining to the survey is prepared and sent
to various areas by post. The questionnaire contains questions and provides
space for answers.

Sampling Method:The sampling method, which I have used in this project, is Random
Sampling method. This type of sampling is also known as chance sampling or
probability sampling. In this way I have selected the employees from employee
register of the company.
In probability sampling, samples of each element or unit under
consideration have a known probability of being included in the sample.

Statistical Tool :The statistical tool used in my project during tabulation of data is PieChart Diagrams
This tool is effective in specifying accurate percentage of proportion of
population taken under study during data analysis and interpretation.

Research Instrument:
The questionnaires are formal & structured, it includes

Close ended (yes/no or multiple choice)

DATA ANALYSIS

CHAPTER 6
Data Analysis and Interpretation

Questionnaire filled by 10 employees of Suzlon Energy Ltd.


Q1. Which are the factors affecting the recruitment policy in Suzlon Energy?
FACTORS AFFECTING THE RECRUITMENT POLICY
TABLE 1
No
I
II
III
IV
V

Particulars

Size of Organization
Location
Working Condition
Culture
Growth Rate

Interpretation:

No of
Respondents

% of
Respondents

4
1
1
2
2

40%
10%
10%
20%
20%

40 % of employers replied that size of organization affects recruitment


policy, 10% went for location of company another 10% said in favour of
working condition in company 20% said due to culture in organization while
20% said due to growth rate.
Q2. What is the impact of factors that contain in the recruitment policy of
Suzlon Energy?
IMPACT OF FACTORS
TABLE - 2
No
I
II
III
IV

Particulars

Organizational Objective
Recruitment Needs
Working Condition
Sources

No of
Respondents

% of
Respondents

5
3
2
2

50%
30%
20%
20%

Suzlon Energy
Organizational
Objective

20%

Recruitment Needs

50%
30%

Interpretation:

Sources

50% of employees feel that organization objective is an impacting factor in


recruitment policy 30% said that recruitment need is important factor while
20% were in favour of sources of recruitment policy.

Q3.What are the prerequisites of good recruitment policy in the company?


PREQUISITIES RECRUITMENT POLICY
TABLE 3

No
I
II
III

Particulars

No of
Respondents

% of
Respondents

2
2
6

20%
20%
60%

Flexibility
Conformity with Policy
Well Designed

Suzlon Energy
Flexibility

20%

60%

Conformity with
Policy

20%

. Well Designed

Interpretation:
20% employees think that flexibility is a

pre-requisite factor for good

recruitment policy 20 % were in favour of conformity with policy as a factor

while 60% of them said that well designed recruitment policy is the prerequisite of good recruitment policy.
Q4. What are the reasons for vacancies in your company?

RESONS FOR VACANCIES


TABLE - 4

No

Particulars

I
II
II
IV

New Project
Internal shuffling.
VRS.
Expansion

No of
Respondents

% of
Respondents

2
3
1
4

20%
30%
10%
40%

Suzlon Energy
New Project

20%
40%

Internal shuffling
VRS

10%

30%

Expansion

Interpretation:
20% of the employees inclined their response towards the beginning of new
projects, 20% of them told that it is due to internal shuffling, 10% said it is due
to VRS, 30% replied in favour of expansion of the company whereas 20% of
them opted for attention in organization.

Q5. The most convenient source of the recruitment followed by your company?
CONVINIENT SOURCES FOR RECRUITMENT
TABLE 5

No

Particulars

I
II
III
IV
V

Walk inns
Advertisement
Consultancy
Campus Recruitment
Employee referrals

No of
Respondents

% of
Respondents

3
2
3
1
1

30%
20%
30%
10%
10%

Suzlon Energy
10%

10%

Walk inns
Advertisement

30%

Consultancy
Campus Recruitment

30%

20%

Employee referrals

Interpretation:
30% candidates are recruited by walk-inns, 20% through advertisements, 30%
candidates are recruited through consultants, 10% through campus and the rest
10% through employee referrals.

Q6. What are the pre-requisites for recruitment of junior and senior position
on the company?
PRE-REQUISITES FOR JUNIOR & SENIOR RECRUITMENT
TABLE - 6
No.
I
II
III

No of
Respondents
2
2
6

Particulars

Base on Qualification
Based on Experience
Both

Suzlon Energy
20%

% of
Respondents
20%
20%
60%

Base on
Qualification
Based on
Experience
Both

60%

20%

Interpretation:
20% of candidates are recruited based on qualification, 20% based on their
experience, while majorly 60% were in favour of both based on qualification
and experience for recruitment of junior and senior positions.

Q7. Do you consider the application of outstation candidates?


APPLICATION OF OUTSTATION CANDIDATES
TABLE 7
No
I
II

No of
Respondents
8
2

Particulars

Yes
No

% of Respondents
80%
20%

Suzlon Energy
20%

Yes

No

80%

Interpretation:
80% of employers consider the application of outstation candidates during
recruitment, while 20% recruiters are not in favour of recruiting outstation
candidates. This depends in certain circumstances only.

Q8. Do you conduct any aptitude test before recruitment if any candidate
followed by any other test? Eg Pschychometric Test
APTITUDE TEST BEFORE RECRUITMENT
TABLE - 8

No
I
II

No of
Respondents
9
1

Particulars

Yes
Cant Say

No of
Respondents
9
1

Suzlon Engery
Yes

10%

Cant Say

90%

Interpretation:
90% of the candidates said that there is aptitude test followed by other test in
the company, while 10% were unable to give any view regarding this.

9.What is the processing time for closing any candidate?


PROCESSING TIME FOR RECRUITMENT
TABLE 9

No
I
II
III

Particulars

2 Weeks
3 Weeks
8 Weeks

No of
Respondents
4
4
2

% of
Respondents
40%
40%
20%

Suzlon Energy
2 Weeks

20%

4 Weeks

40%
8 Weeks

40%

Interpretation:
As and when manpower requisition comes from any department, the HR
department fulfills it within 6 weeks that is 40% candidates were recruited in 2
and 6 weeks, rest 20% were recruited in 8 weeks.

Q10. What is the process of recruitment or stages involved in recruitment?


STAGES INVOLVED IN RECRUITMENT
TABLE 10

No.
I
II
III
IV

No of
Respondents

Particulars

1
1
1
7

Telephonic Interviews
Personal Interviews
Final H.R Round
All the Above

% of
Respondents
10%
10%
10%
70%

Suzlon Energy
Telephonic Interviews

10%

10%
10%

Personal Interviews
Final H.R Round
All the Above

70%

Interpretation:
In recruitment stages primarily 10% employers opted for telephonic interviews
as 1st stage in the process, another 10% for personal interview as 2 nd stage in the
process, 10% for final HR round as 3 rd stage in the process where as 70% were
in favour of all the above rounds necessary in the recruitment process in the
company.

Q11. What are the ways to attract talents available in market?


AVAILABLE WAYS TO ATTRACT TALENTS
TABLE 11

No
I
II
II

No of
Respondents
4
3
2

Particulars

By offering Joining Bonus


Buying their Notice Periods
Other Facilities

% of
Respondents
40%
30%
20%

Suzlon Energy
By offering Joining
Bonus

20%
40%

Buying their Notice


Periods
Other Facilities

30%

Interpretation:
40% of employers attract new talents in company by offering joining bonus,
30% of them attract candidates by buying their notice periods specially to fill in
vacancy of senior position where as, 30% of them answered that they give other
facilities to attract talents available in markets for their company.

Q12. What is the ratio of select to joining?


RATIO OF SELECT TO JOINING
TABLE - 12

No.

Particulars

I
II
III
IV

2:3
3:5
1:5
5:5

No of
Respondents
2
3
1
4

% of
Respondents
20%
30%
10%
40%

Suzlon Energy
20%

2:03

3:05

1:05

5:05

40%

10%

30%

Interpretation:
20% of employers were in favour of 2:5 selects, 30% said 3:5 ratio of selects,
10% went for 1:5 ratio, while 40% agreed with 5:5 total ratio of selects to
joining of candidates in the company.

Q13. Do you sign any bonds while recruiting the candidates?


BONDS TO BE SIGNED IN RECRUITMENT
TABLE 13
No
I
II

No of
Respondents
8
2

Particulars

Yes
No

% of
Respondents
80%
20%

Suzlon Energy
20%
Yes

No

80%

Interpretation:
80% employers agreed that candidates are recruited in the company by signing
bonds for the particular post while 20% recruiters denied that candidates do not
require signing any bond for a particular post.

Q14. Are the candidates satisfied with mode of recruitment process?


SATISFACTION OF CANDIDATES
TABLE - 14

No.
I
II
III

No of
No of
Respondents Respondents
7
70%
2
20%
1
10%

Particulars

Satisfied
Partly Satisfied
Not Satisfied

Suzlon Energy
Satisfied

10%

Partly Satisfied

20%

Not Satisfied

70%

Interpretation:
70% of candidates are satisfied with the mode of recruitment process, 20% are
partly satisfied while remaining 10% are not satisfied with current process.

Q15. What are the reasons in case of dropouts or attrition rate for any post
even after effective recruitment procedure?
REASONS FOR ATTRITION RATE
TABLE 15
No.

Particulars

Better offers in other companies


Higher Growth Prospectus
Not Satisfactory with the role offered.

II
III

No of
No of
Respondents Respondents
4
40%
4
40%
2
20%

Suzlon Energy
Better offers in other
companies

20%
40%

Higher Growth
Prospectus
Not Satisfactory with
the role offered

40%

Interpretation:
40% of the candidates do not join due to better offers in other companies, 40%
of them drop out due to higher growth prospectus while 20% reject job offers
because they are not satisfactory with the role offered.

Q16. What influences your decision to invite a candidate for interview?


DECISION TO INVITE CANDIDATES FOR INTERVIEW
TABLE 16
No
I
II
III
IV

No of
Respondents
3
Continuous follow of candidate.
2
Total Job Experience.
4
Matching Job Profile
1
Academic Achievement

Particulars

% of
Respondents
30%
20%
40%
10%

Suzlon Energy
10%

30%

Continuous follow of
candidate
Total Job Experience.
Matching Job Profile

40%
20%

Academic
Achievement

Interpretation:
30% of employers invite candidates for interview by their continuous follow
up, 20% consider their total job experience, 40% are influenced due to the
matching job profile while 10% go for the academic achievement.

Q17. Are the candidates satisfied with the interview process?


SATISFACTION WITH INTERVIEW PROCESS
TABLE - 17

No.
I
II
III

Particulars

Satisfied
Partly Satisfied
Not Satisfied

No of
Respondents
7
2
1

No of
Respondents
70%
20%
10%

Suzlon Energy
Satisfied

10%
20%

Partly Satisfied
Not Satisfied

70%

Interpretation:
70% of candidates are satisfied with the interview process in the company,
20% are partly satisfied, while remaining 10% are not satisfactory.

Q18. Head hunting does the term prevail here?


MENTHOD OF HEAD HUNTING
TABLE - 18

No
I
II

No of
Respondents
9
1

Particulars

Yes
Cant Say

% of
Respondents
90%
10%

Suzlon Energy
10%
Yes

No

90%

Interpretation:
90% of recruiters do head hunting for critical positions in the company while
10% do not think that head hunting is important.

Q19. Does your recruitment procedure act as a benchmark in recruiters


market?
RECRUITMENT PROCEDURE AS BENCHMARK
TABLE 19

No
I
II
III

Particulars

Yes
No
Cant Say

No of
Respondents
9
0
1

% of
Respondents
90%
0%
10%

Suzlon Energy
10%

Yes

0%
No

Can't Say

90%

Interpretation:
90% of the employers answered in favour that their recruitment procedure act
as benchmark in the market, 10% were unable to give any view whereas none
denied for this.

Q20. Do you think that the role of the Recruiters in your company is
challenging for Sourcing effective candidates?
ROLE OF RECRUTERS
TABLE - 20

No.
I
II
III

No of
Respondents
1
0
9

Particulars

Yes
No
Definitely

% of
Respondents
10%
0%
90%

Suzlon Energy
10%

Yes

0%
No
Definitely

90%

Interpretation:
10% candidates think that role of recruiter is becoming challenging; none
denied this view, while 90% candidates said that they definitely agree on this
view.

OBSERVATION AND FINDINGS

CHAPTER 7
Observation and Findings
Based on data analysis and interpretation following observations and
findings arrive as Suzlon has well defined recruitment procedure.
1. The recruitment procedure is designed to be objective oriented and as per
the need.
2. In order to attract, deploy, retain or recruit the talent required for building
and organization, company aims at recruiting those who are fit with work
culture of certain job profile in a certain company may be an MNC.
3. Review and planning are also important aspects of recruitment and
managing the people by tangible grade point scales strictly follows it
though interdepartmental complexities are seen.
4. Recruitment procedures are headed by strategic business units heads
followed by hierarchy of dedicated team members comprising of
divisional manager department manager and team leader.
5. Recruitment process in suzlon is cost effective, time effective, interview
is probably the most widely use tool but addition of effective search
engines is a requirement.

6. Wrong Recruitment Costs Twice so suzlon works on a well-designed


recruitment policy so that both quality and quantity of manpower
resources is retained thus minimizing attrition ratio to the best.
7. As researcher I have observed that while dealing with increments, the
candidates experience as well as qualification is evaluated and
accordingly company satisfies candidates expectation.
8. The average time for recruitment process is 2 weeks to 2 months from the
initial requisition period.

CONCLUSION

CHAPTER 8
Suggestions, Recommendation & Conclusion
Suggestions:1. To conduct the survey after specific time among newly recruited
employees, to know the satisfaction of job as well as opinion
about company.
2. I prefer one of the suggestion to company that company should go
maximum for internal databank for recruitment because it will
save time of searching and as well as screening.
3. Effective communication being the important and critical
requirement for healthy and working environment so it should be
provided to new employed candidates. As well inter departmental
complexities be reduced.
4. The company being vast, number of search engine portals should
be increased.

5. Telephonic interviews should be avoided as far as possible.


6. Efficient formulation of methodologies be done to retain
manpower as attrition rate of employees is high in company.
7. The time span between interview schedule and steps of selection
till job offer should not be delayed so that critical positions can be
filled within limit.

Conclusion: -

1. From the brief description it may conclude by saying that the task
of recruitment is very simple to understanding but it is difficult to
implement in actual practice.

2. The company maintains healthy relations with their employees.


They have recruited most skillful and quality people for their
esteemed clients.

3. The existing recruitment procedure is effective and efficient, but


complex in nature.

4. There is increment in the pool of candidates based on quality job


profiles with utmost retention.

5. The companys priority reduces the probability that job applicant,


once recruited and selected, will leave the organization after a
short period of time.

6. The company now effectively strives to retain the valuable


resources once employed thus erasing attrition ratio to the fullest.

BIBLIOGRAPHY

CHAPTER -9
Bibliography

Sr.No

Name Of Books

Personnel Management

C.B.Mamoria

Human Resource Management

ICFAI Presss

Research Methodology In Management

V.P.Michael

Research Methodology

C.R.Kothari

Websites: 1. http://www.suzlonenergyltd.com
References:1. Company Manual
2. Internet

Name Of Authors

ANNEXURE

Annexure

Questionnaire filled by 10 employees of Suzlon Energy Ltd.


1. Which are the factors affecting the recruitment policy in Suzlon Energy?
No

Particulars

No of
Respondents

% of
Respondents

4
1
1
2
2

40%
10%
10%
20%
20%

Size of Organization
Location
Working Condition
Culture
Growth Rate

2. What is the impact of factors that contain in the recruitment policy of


Suzlon Energy?
No
I
II
III
IV

Particulars

No of
Respondents

% of
Respondents

5
3
2
2

50%
30%
20%
20%

Organizational Objective
Recruitment Needs
Working Condition
Sources

3. What are the prerequisites of good recruitment policy in the company?

No
I
II
III

Particulars

Flexibility
Conformity with Policy
Well Designed

No of
Respondents

% of
Respondents

2
2
6

20%
20%
60%

4. What are the reasons for vacancies in your company?


No

Particulars

I
II
II
IV

New Project
Internal shuffling.
VRS.
Expansion

No of
Respondents

% of
Respondents

2
3
1
4

20%
30%
10%
40%

5. The most convenient source of the recruitment followed by your company?


No

Particulars

I
II
III
IV
V

Walk inns
Advertisement
Consultancy
Campus Recruitment
Employee referrals

No of
Respondents

% of
Respondents

3
2
3
1
1

30%
20%
30%
10%
10%

6. What are the pre-requisites for recruitment of junior senior position on the
company?
No.
I
II
III

Particulars

Base on Qualification
Based on Experience
Both

No of
Respondents
2
2
6

% of
Respondents
20%
20%
60%

7. Do you consider the application of outstation candidates?


No
I
II

Particulars

Yes
No

No of
Respondents
8
2

% of Respondents
80%
20%

8. Do you conduct any aptitude test before recruitment if any candidate


fallowed by any other test?
No

Particulars

I
II

Yes
Cant Say

No of
Respondents
9
1

No of
Respondents
9
1

9. What is the processing time for closing any candidate?


No
I
II
III

Particulars

2 Weeks
3 Weeks
8 Weeks

No of
Respondents
4
4
2

% of
Respondents
40%
40%
20%

10. What is the process of recruitment or stages involved in recruitment?


No.
I
II
III
IV

Particulars

Telephonic Interviews
Personal Interviews
Final H.R Round
All the Above

No of
Respondents
1
1
1
7

% of
Respondents
10%
10%
10%
70%

11. What are the ways to attract talents available in market?


No
I
II
II

Particulars

By offering Joining Bonus


Buying their Notice Periods
Other Facilities

No of
Respondents
4
3
2

% of
Respondents
40%
30%
20%

12. What is the ratio of select to joining?


No

Particulars

I
II
II

By offering Joining Bonus


Buying their Notice Periods
Other Facilities

No of
Respondents
4
3
2

% of
Respondents
40%
30%
20%

13. Do you sign any bonds while recruiting the candidates?


No
I
II

Particulars

Yes
No

No of
Respondents
8
2

% of
Respondents
80%
20%

14. Are the candidates satisfied with mode of recruitment process?


No.
I
II
III

Particulars

Satisfied
Partly Satisfied
Not Satisfied

No of
No of
Respondents Respondents
7
70%
2
20%
1
10%

15. What are the reasons in case of dropouts or rejections for any post even
after effective recruitment procedure?
No.

Particulars

Better offers in other companies


Higher Growth Prospectus
Not Satisfactory with the role offered.

II
III

No of
No of
Respondents Respondents
4
40%
4
40%
2
20%

16. What influences your decision to invite a candidate for interview?


No of
Respondents
3
Continuous follow of candidate.
2
Total Job Experience.
4
Matching Job Profile
1
Academic Achievement

No

Particulars

I
II
III
IV

% of
Respondents
30%
20%
40%
10%

17. Are the candidates satisfied with the interview process?


No.
I
II
III

Particulars

Satisfied
Partly Satisfied
Not Satisfied

No of
Respondents
7
2
1

No of
Respondents
70%
20%
10%

18. Head hunting does the term prevail here?


No
I
II

Particulars

Yes
Cant Say

No of
Respondents
9
1

% of
Respondents
90%
10%

19.Does your recruitment procedure act as a benchmark in recruiters


market?
No
I
II

Particulars

Yes
Cant Say

No of
Respondents
9
1

% of
Respondents
90%
10%

20. Do you think that the role of the Recruiters in your company is
challenging for Sourcing effective candidates?
No.
I
II
III

Particulars

Yes
No
Definitely

No of
Respondents
1
0
9

% of
Respondents
10%
0%
90%