Chapter 1

CHAPTER-1
1.1 INTRODUTION
Successful human resource should identify human resources needs in the organization.
Recruitment is the discovering of potential candidates for actual or anticipated organizational
vacancies. The ideal recruitment effort will attract a large number of qualified applicantswho will
take the job if it is offered. It should also provide information so that unqualified applicants can
self select themselves out of job candidacy; this is a good recruiting program should attract the
unqualified. This dual objective will minimize the cost of processing unqualified candidates.
ACCORDING TO EDVIN B FLIPPO
“Recruitment as the process of searching for prospective employees and stimulating then
to apply for the jobs in the workforce”.
ACCORDING TO YODER
Recruitment is a process to discover the sources of manpower to meet the recruitment of

the staffing scheduling and to employee effective measures to attracting that man power in
adequate numbers to measures to facilitate effective selection of an effective workforce.
RECRUITMENT
Recruitment is the process of searching for prospective employees and stimulating then to
apply for job in the organization.
SOURCES OF RECRUITMENT
The sources of recruitment may be grouped into two
A .Internal sources
B. External sources.
1
INTERNAL SOURCES
i. Promotion
ii. Transfer
i. PROMOTION
Promotion Means shifting of Employeesto a higher position carrying higher

responsibilities, facilities status and salaries. Variouspositions in an organization are usually filled
up by promotion of exiting employees on the basis of merit or seniority or a combination of these.
ii. TRANSFER
Transfer refers to a change in job assignment it may involve a promotion or demotion,or

no change in terms of responsibility and status. A transfer may be either temporary or permanent,
involves upward mobility while transfer refers to a horizontal mobility of employees.
EXTERNAL SOURCES
 Advertising
 Employment agencies
 Gate hiring
 Educational Recommendation
 Employee Recommendation
 Waiting lists
 LaborContractor
 Ex-employees
 Internal Recruiting
 Walk-in interviews
 Job fairs
 Consultancy
2
ADVERTISING
Advertising in newspaper and periodicals is one of the most important methods in

recruitment today. Advertising gives the management a wider range of candidate from which to
choose its disadvantage is that it brings large number of application whole screening costs may be
quite heavy.
EMPLOYMENT AGENCIES
There is government as well as private employment agencies providing a nation-wide or

area-wise service matching personal demand and supply. However, in the technical and
professional area, private consultancy firms provide recruitment facilities. In metropolitan cities,
there are several such agencies provided among them are Tata consultancy Service, A,F, Ferguson
and company, ABC Consultants etc.
GATE HIRING
In a country like ours, where thereis a large number of unemployed people, it is usual to
find job-seekers thronging the factory gates. Whenever a permanent worker is absent, a substitute
is employed in the place from among the people at the gate.
EDUCATIONAL INSTITUTION
Direct recruitment from colleges and universities is prevalent for the recruitment of higher
staff in western countries but not in India. They hold preliminary on-campus interviews and select
some students for final interview mostly at their offices.
EMPLOYEE RECOMMENDATION
Others condition being equal, preference will be given to friends and relative of existing
employees.
3
WAITTING LISTS
Many organizations prepare waiting lists of candidate who have gone through the
recruitment process but who have not been employed for the time being. Such a source can be
developed through provisions attractiveemployment.
LABOUR CONTRACTER
In many Indian industries, workers are recruited through contractors who are themselves
the employees of this organization.
EX-EMPLOYEE
Ex- employee mean person who have even worked in the enterprise and have left the
organization an now eager to return. Such employees having good record may be preferred. They
will require less initial training.
INTERNAL RECRUITING
“Internal recruiting is an exciting arena for India-an opportunity to let world know about
your country you technology, and employment opportunities”.
WALK-IN INTERVIEW
Walk-in interviews, popularly known as walk-ins, have become quite popular method of
recruiting in recent years. Walk-ins are very common for recruiting personnel in call centers and
other business process outstanding companies. Walk –ins methods has become popular because it
shortens the time frame of recruiting cycle.
JOB FAIRS
Job fairs are kind of variant of campus recruitment in which there is a centralized
recruitment programmed of various institutions located in large cities and surrounding areas. This
method has one advantage-in that a company is able to meet the students of a number of
institutions in a single campus.
4
CONSULTANCY
In India, there are many consultancy firms which offer this service. The prominent ones
are ABC consultant, human resources consultants, head hunters, Watson Wyatt, Quest consultant,
Oman consultant, etc.
IMPORTANCE OF THE RECRUITMENT
 Helps to create a talent pool of potential candidates for the benefits of the organization.
 To increases the pool of job seeking candidates at minimum cost.
 It helps to increase the success rate of selection process by decreasing the no of visits
qualified or over qualified job applicants.
 Helps in identifying and preparing potential job applicants who will be the appropriate
candidature for the job.
 Finally it helps in increasing organization and individual effectiveness of various
recruiting techniques and for all types of job applicants.
RECRUITMENT INTERVIEW
An interview is a purposeful exchange of ideas, the answering of questions and

communication between two or more person, generally, an interview is a process of private
meeting conversation between people, where questions are asked and answered, for obtaining
information about qualities, attitudes, prospectus etc.
An interview refers to a conversation with one more persons acting as the role of in
interviews who ask questions and the person who answer the questions acts as the role of an
interviewee. A primary purpose of an interview is not to transfer information from interviewee to
interviewer. Interviews can be formal or informal, structured or unstructured.
5
INTERVIEW PROCESS
 One-on-one interview
 Group interview
 Phone interview
 Panel interview
An ideal interview process for selecting the right candidate is and follows:
 Determine the requirement of the job. Conduct a though job analysis.

 Prepare a specific job description and a job specification.
 Make a plan – how and where to find qualified candidates.
 Interview the shortlist candidates based upon the job description and specification.
 Verify the carob, from another perspective, it is linking activity bringing together those
with jobs fill and those seeking job. Indicates background with the reference provided
by them.
TYPES OF INTERVIEW
 Structured interview
 Unstructured interview
 Group interview
 Depth interview
 Stress interview
 Individual interview
 Informal interview
 Formal interview
 Panel interview
 Exit interview
6
SELECTION
The selection process is entirely dependent upon the manpower planning and recruitment.
Selection is frequently described as negative process as it rejects more candidates: than are
employed.
According to M. ATHUR RAHMMAN ,“Selection is the screening and filtering process

of job applicant who has been invited to apply for the vacant positions through which the process
comes to an end”.
According to DECENZO & ROBBINS “Selection activities follow a standard pattern,

beginning with an initial screening interview and concluding with final employment decision”.
IMPORTANCE OF THE SELECTION
 Procurement of qualified and skilled workers.

 Reduced cost of training and development.
 Absence of personal problems.
ESSENTIAL AND PREREQUISITES FOR SELECTION
 Picking individual possessing relevant qualification.

 Matching job requirement with the profile of the candidates.
 Using multiple tools and techniques to find the most stimulate candidate suitable of
achieving success on the job.
7
SELECTION OF THE PROCESS
 Application blank
 Preliminary interview
 Screening application forms
 Employment test
 Interview
 Reference checks
 Physical examination
 Selection
ADVANTAGES OF THE SELECTION
 It is cost effective and reduces to a lot of time and effort.

 It helps avoid any biasing while recruiting the right candidate.
 It helps eliminate the candidate who are lacking in knowledge, ability, and
proficiency.
 It helps in comparing the different candidates in terms of their capabilities,
knowledge, skills, experience work attitude etc.
1.2 REVIEW OF THE LITERATURE
Alan Price [2007], in his work human resource management in a business context,
formally defines recruitment and selection as the process of recruitment is not a simple selection
process, while it needs management decision making and broad planning in order to appoint the
most appropriate manpower.
There exiting competition among business enter prices for recruiting the most potential
workers in on the pathway towards creating innovations, with management decision making and
employers attempting to hire only the best applicant who would be the best fit for the corporate
culture and ethics specific the company
8
This would reflect the fact that the management would particularly shortlist able
candidates who are well equipped with the requirements of the position they are applying for,
including team work. Since possessing qualities of being a team player would be essential in any
management position.
Duecento & Robbins, Selection activities follow a standard pattern, beginning with an
initial screeninginterview and concluding with final employment decision.
Edwin flips, Recruitment and selection process as “a process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an organization.
Heinz weihrich & Harold Koontz “Selection is the process of choosing form the
candidate, from within the organization or from outside, the most suitable person for the current
position or for the future position”
M.J juices, “the selection procedure is the system of function and devices adopted in a
given company for the purpose of ascertaining whether or not candidate posses the qualification
called for by, a specific job.”
Plumped, “recruitment is a matching process and the capacities and inclinations of the
candidates have to be matched against the demand and reward inherent in a given job or career
pattern.”
Slier et al [2010],However, the process of recruitment does not cease with applicant of
candidature and selection of the appropriate candidates, but involves sustaining and retaining the
employees that are selected, Hewas largely concerned with talent management, and through their
work they were successful one can be born with or is it something that can be acquired through
development He, that was a core challenge in designing talent systems, facing the organization
and among the senior management.
9
The only solution to resolve the concern of attaining efficient talent management was by
adopting fully-executable recruitment techniques. Regardless of a well-drawn practical plan on
recruitment and selection as well as involvement of highly qualified management team, companies
following recruitment processes may face significant obstacles in implementation.
As such, theories of HRM can give insights in the most effective approaches to employ
there in house management skills for applying generic theories across particular organizational
contexts. Word conducted by Slier et al described that the primary objective of successful talent
strategies is to create both a case as well as blueprint for developing the talent strategies with in a
dynamic and highly intensive economy.
1.3 OBJECTIVES OF THE STUDY
 To study the effectivenessof recruitment and selection process in Raman and Raman
motors Private Limited.
 To study the various sources of recruitment.
 To study the factors influencing the recruitment and selection procedure.
 To study the present and future manpower requirements of the organization.
 To study the relationship between knowledge and experience for recruitment.
 To study the relationship between man power and methods of recruitment.
1.4 NEED FOR THE STUDY
To increase the effectiveness of different of recruiting techniques and sources for all types
of job applicants in the organization. To identify the various sources of recruitment to obtain the
number and quality of employees that can be selected in order to help the organization to achieve
its goals and objectives.
1.5 SCOPE OF THE STUDY
 This study helps to make decision in selecting the right candidates for the right job.
 This study helps the organization to study the area of problem and suggest ways to
improve the recruitment and selection process.
 This study focus on understanding recruitment and selection process.
10
1.6 RESEARCH METHODOLOGY
A research design is the arrangement of collection and analysis data in a manner to

combine relevance to the researcher purpose with economy in procedure.
DATA COLLECTION
Data refers to collection information usually the results of experience, observation or

experiment, or a set of premises. This may consist of numbers, words or images, particularly as
measurement or observations of a set of variables.
PRIMARY DATA
Primary data are those which are collected fresh and for the first time, and thus happen to
be original in character. The data collected the respondents is through questionnaire, the data
collection is directly related to the topic being studied of employee coverage during data an
executive level, staff level and opinion.
SECONDARY DATA
Secondary data are those, which have been collected by someone else for some other
purpose. In other word, secondary data refresh to the data compiled from already available data.
There are more sources found on the above topic.
TOOLS FOR DATA COLLECTION
Questionnaires have been used as the tools for data collection in this study as it as direct
tool to reach the target.
The Questionnaires prepared for this purpose has been divided in the categories
 Questionnaires for executive level employee

 Questionnaires for staff level employee
11
STATISTICAL TOOLS APPLIED
PERCENTAGE ANALYSIS
Percentage refers to a special kind of ratio. Percentage analysis test is done to find out the
percentage of the response of the respondents. In these tool various percentage are presented by
the way of column-diagram, pie charts in order to have better understanding of the analysis.
FORMULA:
Number of respondent
Percentage = --------------------------------- X100
Total no of respondent
SAMPLING
Research work was conducted by taking a sample of 50 employees of 100 from the
company the sample was sufficient and representative for the purpose of this research work. The
study the problem clearly numbers of employees from each department was selected on the basic
of the size of the department as well as nature of the need. Questioner is printed in English for the
convenience of employees and lot of efforts had to collect the required data from the selected
Sample of employees interpreting the population.
1.8 LIMITATIONS OF THE STUDY
 The duration of study was limited and hence elaborate and comprehensive project
survey was not undertaken.
 The personal bias of the respondents might have entered into their response.
 Due to small period of time only small sample had to be considered which doesnot
actually reflect and accurate picture.
12
1.9 CHAPTER SCHEME
Chapter 1 deals with the Introduction of the study.
Chapter 2 deals with the Company profile.
Chapter 3 deals with the Data analysis and interpretation.
Chapter4 deals with the Finding suggestion and conclusion.
13
CHAPTER 2
Company Name
RAMAN &RAMAN PRIVATE LIMITED
Corporate Identification Number (CIN)

U34103T P N1937PTC002311
Ownership Type
private
Primary Business Type

Year of establishment
08/12/1937
Age of Company
79 Years 10 Months 28 Days
Category
Company limited by shares
Sub Category
Indian Non-Government Company
Primary Location
Kumbakonam.
Main Language
English
Registered Address
RAMAN & RAMAN BUILDINGS, PIDARI KULAM ROAD, Kumbakonam. Tamil Nadu,
612001
Date of Balance sheet

2014-03-31
Date of Last Annual General Meeting
2014-09-30
14
RAMAN&RAMAN PRIVATE LIMITED is a private limited Company and is 79 Years 10
Months 28 Days old. It is classified as Indian Non-Government Company and is registered at
Rock-Chennai. Its authorized share capital is Rs. 1,500,000.00 and its paid up capital is Rs.
602,500.00.
RAMAN& RAMAN private limited is an unlisted private company incorporate on 08

December, 1937. The registered office of the company is at Raman and Raman buildings,
87/48 Nageswaran North Street, kumbakonam, thanjavur, tamilnadu.
The total paid up capital is INR 6.03 lac. The company also has secured loans in the amount
of INR2.85 cr.
The last reported AGM [annual general meetings]of the company, per our records was held
on 30 September, 2017. Also as per our records, its last balance sheet was prepared for the
period ending on 31 march, 2017
RAMAN &RAMAN PRIVATE LIMITED’s Annual General Meeting (AGM) was last held
on 2014-09-30. As per records from Ministry of Corporate Affairs (MCA), this company's
balance sheet was last filed on 2014-03-31.
Registration number of the company is 2311. U34103TN1937PTC002311 is the Corporate

Identification Number (CIN) of this company. Its registered address is RAMAN & RAMAN
BUILDINGS, PIDARI KULAM ROAD, Kumbakonam, Tamil Nadu, 612001.
The company is involved in Manufacturing of motor cars,Motor cars, manufacturing.Current

status of RAMAN&RAMAN PRIVATE LIMITED - Active.
Directors
 SETHURAMAN LALITHA.
 NIRMALA S RAMAN.
 RAMASWAMI RAMANI.
 SANKAR RAMAN
15
CLASSIFICATIONS
They are two types of classifications
 Industry classification
 National industrial classification
If the company changed line of business without intimating the registrar is a diversified may
be different. We make no warranties about accuracy of industrial classification.
PEOPLE BEHIND THE COMPANY
 Mortgages and charges

 Capital infusion
 Ratio analysis
Mortgages and charges
Study the charges on assets of a company and its payment terms.
Capital infusion
Study nature of capital infusion, securities issues, consideration received and

more.
Ratio analysis
Take help from the ratio analysis and study how the performance of company
has changed overtime.
Update information
We are adding the updating information about hundreds of thousands of companies

every day, and period ically and companies to the queue for being updated. You can ask for a
company to be added to the front of the queues for updating, especially useful if the address,
directors, air other critical information has changed. .
16
CHAPTER 3
DATA ANALYSIS AND INTERPRETATION
TABLE 3.1
AGE GROUP
PARTICULAR NO OF RESPONDENTS PERCENTAGE[% ]
21- 30yrs 32 64%
31-40 yrs 7 14%
41-50yrs 6 12%
Above50 5 10%
Total 50 100%
Sources:primary data
INFERENCE
From the above table it is inferred that 64% of respondent belong to 21to 30 years, 14% of
respondent belong to 31-40years, and 12%of employees belong to above 41-50 years. And 10% of
respondent belong to 50 above.
17
CHART 3.1
AGE GROUP
10%
12%
21-30yrs
30-40yrs
14%
41-50yrs
above 50
64%
18
TABLE 3.2
GENDER
PARTICULAR NO OF RESPONDENTS PERCENTAGE[%]
Male 35 70
Female 15 30
100
Total 50
Sources: primary data
INFERENCE
From the above table is inferred that 70%ofmale respondent, and 30% of female
respondents.
19
CHART 3.2
GENDER
Gender
70
70
60
50
40
30
30
20
10
0
male
female
20
TABLE 3.3
EXPERIENCE
1-5 yrs 29 58
11 22
5-10 yrs
5 10
10- 15 yrs
5 10
More than 15yrs
50 100
Total
INFERENCE
From the above table it is inferred that58% of respondent belong to 1-5 years,22% of
respondent belong to 5-10 years, and 10%of respondent belong to 10-15year, and 10% of
respondent belong to more than 15 years.
21
CHART 3.3
EXPERIENCE
60
58
50
40
30
22
20
10 10
10
0
1-5 Yrs 5-10 yrs 10-15 yrs morethan 15 yrs
22
TABLE 3.4
QUALIFICATION
HSC 2 4
UG 20 40
PG 25 50
OTHERS 3 6
Total 50 100
INFERENCE
From the above table it is inferred that4%of respondent are HSC, 40%0f respondent are
UG, 50% of respondent are PG, and 6%of respondent are others.
23
CHART 3.4
QUALIFICATION
50
50
45
40
40
35
30
25
20
15
10 6
4
5
0
HSC UG PG OTHERS
24
TABLE 3.5
SALARY
5,000- 10,000 27 54
10,000-15,000 11 22
15,000-20,000 5 10
20,000-25,000 5 10
Above 25,000 2 4
Total 50 100
INFERENCE;
From the above table it is inferred that 54%0f respondent belong to 5,000-10,000, 22% of
respondent belong to 10,000-15,000, 10% of respondent belong to 15,000-20,000,10%of
respondent 20,000-25,000, and 4% of respondent belong to above 25,000.
25
CHART 3.5
SALARY
above 25,000
10
20,000-25,000
10
15,000-20,000
22
10,000-15,000
54
5,000=10,000
0 10 20 30 40 50 60
26
TABLE 3.6
SATISFACTION IN WORK
Very much satisfied 15 30
Satisfied 22 44
Neutral 8 16
Dissatisfied 5 10
Very much dissatisfied 0 0
Total 50 100
INFERENCE
From the above table it is inferred that 30%of the respondentare very much
satisfied,44%of the respondent are satisfied,16%of the respondent are neutral,10%of the
respondent are dissatisfied, and 0%of the respondent are very much dissatisfied.
27
CHART 3.6
SATISFACTION IN WORK
50
44
45
40
35
30
30
25
20
16
15
10
10
0 0
very much satisfied neutral dissatisfied very much
dissatisfied dussatisfied
28
TABLE 3.7
DEFINING SPECIFICATION OF RECRUITMENT PROCESS
Yes 41 82
No 9 18
‘
Total 50 100
INFERENCE
From the above table it is inferred that 82%of the respondent areyes,and18%of the
respondent are no.
29
CHART 3.7
DEFINING SPECIFICATION OF RECRUITMENT PROCESS
18
82
30
TABLE 3.8
AFFIRMATIVE ACTIONIN THE SELECTION PROCESS
Excellent 10 20
Good 34 68
Adequate 6 12
Poor 0 0
Very poor 0 0
Total 50 100
INFERENCE
From the above table it is inferred that 20%of the respondent are excellent,68%of the
respondent are good,12%of the respondent are adequate,0%of the respondent are poor, and 0%of
the respondent are very poor.
31
CHART 3.8
AFFIRMATIVE ACTION IN THE SELECTION PROCESS
70 68
60
50
40
30
20
20
12
10
0 0 0
excellent
good
adequate
poor
very poor
32
TABLE 3.9
TIMELINESSIN RECRUITMENT&SELECTION PROCESS
Yes 39 78
No 11 22
Total 50 100
INFERENCE
From the above table it is inferred that 78%of the respondent are yes, and22%of the
respondent areno.
33
CHART 3.9
TIMELINESS IN RECRUTMENT & SELECTION PROCESS
80
70
78
60
50
40
30
12
20
10
0
YES NO
34
TABLE 3.10
ADEQUATE POOL OF QUALITY APPLICANTS
Yes 46 92
No 4 8
Total 50 100
INFERENCE
From the above table it is inferred that 92%of the respondent are yes, and 8%of the
respondent are no.
35
CHART 3.10
ADEQUATE POOL OF QUALITY APPLICANTS
100
92
90
80
70
60
50
40
30
20
8
10
0
YES
NO
36
TABLE 3.11
EFFECTIVENESS OF THE INTERVIEWING PROCESS
Excellent 10 20
Good 40 80
Adequate 0 0
Poor 0 0
Very poor 0 0
Total 50 100
INFERENCE
37
CHART 3.11
EFFECTIVENESS OF THE INTERVIEWING PROCESS
90
80
70
60
50 80
40
30
20
10 20
0 0 0 0
EXCELLENT GOOD ADEQUATE POOR VERY POOR
38
TABLE 3.12
QUALITY OF THE PRE-SCREENING PROCESS
Yes 41 82
No 29 18
Total 50 100
INFERENCE
respondent are no.
39
CHART 3.12
QUALITY OF THE PRE-SCREENING PROCESS
NO 18
YES
82
0
20
40
60
80
100
40
TABLE 3.13
CANDIDATE FROM NON TRADIONAL SOURCES
Excellent 7 14
Good 38 76
Adequate 5 10
Poor 0 0
Very poor 0 0
Total 50 100
INFERENCE
41
CHART 3.13
CANDIDATE FROM THE NON TRADIONAL SOURCES
80
76
70
60
50
40
30
20 14
10
10
0 0 0
EXCELLENT GOOD ADEQUATE POOR VERY POOR
42
TABLE 3.14
HR PERFORMANCE IN RECRUITMENT &SELECTION
Excellent 8 16
Good 38 76
Adequate 4 8
Poor 0 0
Very poor 0 0
Total 50 100
INFERENCE
43
CHART 3.14
HR PERFORMANCE IN RECRUITMENT &SELECTION
80
76
70
60
50
40
30
16
20
8
10
0
0 0
EXCELLENT
GOOD
ADEQUATE
POOR
VERY POOR
44
TABLE 3.15
EFFICIENT IN SELECTION POLICIES OF THE EMPLOYEE
Yes 42 84
No 8 16
Total 50 100
INFERENCE
respondent are no.
45
CHART 3.15
EFFICIENT IN SELECTION POLICIES OF THE EMPLOYEE
90
84
80
70
60
50
40
30
20 16
10
0
YES
NO
46
TABLE 3.16
TYPE OF INTERVIEW PROCESS
Technical interview 19 38
31 62
Hr interview
Total 50 100
INFERENCE
From the above table it is inferred that 38%of the respondent are technical interview, and
62%of the respondent are HR interview.
47
CHART 3.16
TYPE OF INTERVIEW PROCESS
70
60
50
62
40
38
30
20
10
0
TECHNICAL HR INTERVIEW
INTERVIEW
48
TABLE 3.17
ROUNDS DID YOU FACING DURING THE RECRUITMENT
6rounds 4 8
5 rounds 3 6
4 rounds 9 18
3 rounds 34 68
Total 50 100
INFERENCE
From the above table it is inferred that 8%of the respondent are 6rounds,6%of the
respondent are 5rounds, 18%of the respondent are 4rounds, and 68% of the respondent are
3rounds.
49
CHART 3.17
ROUNDS DID YOU FACING IN DURING RECRUITMENT
80
68
70
60
50
40
30
18
6
20 8
10
0
6ROUNDS 5ROUNDS 4ROUNDS 3ROUNDS
50
TABLE 3.18
TIME TAKEN FOR THE JOB RECRUITMENT TO TILL THE FINAL
OFFER
JUNIOR MIDDLE
PARTICULAR PERCENTAGE PERCENTAGE HIGHER
LEVEL LEVEL PERCENTAGE
LEVEL
30-45 days 34
68 30 60 0 0
45-60 days 16
32 20 40 0 0
60-75 days 0
0 0 0 27 54
75-90 days
0 0 0 0 10 20
90-above
0 0 0 0 13 26
Total 50 100 50 100 50 100
INFERENCE
From the above table it is inferred that junior level recruitment 68%of respondent belong
to 30-45 days in junior level, 40%0f respondent 45-60days in middle level,54% of the respondent
belong to 60-75days in higher level recruitment.
51
CHART 3.18
TIME TAKEN FOR JOB RECRUITMENT TO TILL THE FINAL OFFICE
70 68
60
60
54
50
40
40
32
30 JUNIOUR
MIDDLE
26
20 HIGHER
20
10
0
0 0 0 0
0 0
30-45 0 0
45-60
60-75
75-90
90 &
ABOVE
52
TABLE 3.19
SATISFIED WITH THE RECRUITMENT PROCESS
Yes 45 90
No 5 10
Total 50 100
INFERENCE
From the above table it is inferred that 90% of the respondent are yes, and 10% of the
respondent are no.
53
CHART 3.19
SATISFIED WITH THE RECRUITMENT PROCESS
90
80
70
60
50
90
40
30
20
10
10
0
YES NO
54
TABLE 3.20
RANGE OF ATTRITION RATE
PARTICULAR NO OF RESPONDENS PERCENTAGE[%]
1%-5% 27 54
5%-10% 13 26
10%-15% 10 20
15%-20% 0 0
Total 50 100
INFERENCE
From the above table it is inferred that54%of the respondent are 1%-5%, 26%of the
respondent are 5%-10%,20%of the respondent are10%-15%,and 0%of the respondent are
15%-20.
55
CHART 3.20
RANGE OF ATTRITION RATE
60
54
50
40
30
26
20
20
10
0
0
1%-5% 5%-10% 10%-15% 15%-20
56
TABLE 3.21
PRE-INTERVIEW EXPERIENCE
Yes 34 68
No 16 32
Total 50 100
INFERENCE
respondent are no.
57
CHART 3.21
PRE-INTERVIEW EXPERIENCE
70
60
50
68
40
30
20
32
10
0
YES
NO
58
TABLE 3.22
YOU FEEL COMPORTABLE WITH INTERVIEW WHILE INTERVIEWED
Yes 45 90
No 5 10
Total 50 100
INFERENCE
respondent are no.
59
CHART 3.22
YOU FEEL COMFORTABLE WITH INTERVIEW WHILE INTERVIEWED
NO 10
90
YES
0
20
40
60
80
100
60
TABLE 3.23
COLLEGUES HAVE UNDERGONE THE SIMILAR PROCESS
Yes 34 68
32
No 16
100
Total 50
INFERENCE
respondent are no.
61
CHART 3.23
COLLEGUES UNDERGONE THE SIMILAR PROCESS
80
70
60
50
76 24
40
30
20
10
0
YES MO
62
TABLE 3.24
RECOMMENDATIOBN FOR FORMAL COLLOGUES OR FRIENDS
Yes 36 72
24
No 14
100
Total 50
INFERENCE
respondent are no.
63
CHART 3.24
RECOMMENDATION FOR FORMAL COLLOGUES OR FRIENDS
80
76
70
60
50
40
28
30
20
10
0
YES
NO
64
TABLE 3.25
INTERNAL RECRUTMENT VACANCIES DECLARED PUBLICLY
Yes 26 52
48
No 24
100
Total 50
INFERENCE
From the above table it is inferred that 52%of the respondent are yes,and 48% of the
respondent are no.
65
CHART 3.25
INTERNAL RECRUITMENT VACANCIES DECLARED PUBLICLY
52
51
50
52
49
48
48
47
46
YES NO
66
TABLE 3.26
SOURCES ABOUT THE JOB
Advertisements 15 30
Personal reference 25 50
Consultant 3 6
Campus 5 10
E-recruiting 0 0
Others 2 4
Total 50 100
INFERENCE
From the above table it is inferred that30%of the respondent are advertisement, 50%of
the respondent are personal reference, 6%of the respondent are consultant,10%of the respondent
are campus, 0%of the respondent are E-recruiting, and,4%of the respondent are others.
67
CHART 3.26
SOURCES ABOUT THE JOB
50
45
50
40
35
30
30
25
20
15
10
6 10
5
0 0 4
68
TABLE 3.27
CONDUCT BACKGROUND CHECK
Yes 37 52
No 13 26
Total 50 100
INFERENCE
From the above table it is inferred that 52%of the respondent are yes, 26% of the
respondent are no.
69
CHART 3.27
CONDUCT BACKGROUND CHECK
74
80
70
60
50
40
26
30
20
10
0
YES NO
70
TABLE 3.28
EMPLOYEE REFERRAL SCHEMES
Yes 38 76
No 12 24
Total 50 100
INFERENCE
respondent are no.
71
CHART 3.28
EMPLOYEE REFERRAL SCHEMES
80 74
70
60
50
40
26
30
20
10
0
YES NO
72
TABLE 3.29
REJECTION OF CANDIDATES
E-mail 11 22
Phone 12 24
Not informed 27 54
Total 50 100
INFERENCE
From the above table it is inferred that 22% of the respondents are E-mail, 24%of the
respondent arephone, and 54%of the respondent are notinformed.
73
CHART 3.29
RAJECTION CANDIDATES
60
54
50
40
30
22 24
20
10
0
E-MAIL
PHONE
NOT INFORMED
74
TABLE 3.30
YOU HAVE FEEDBACK ON RECRUTIMENT PROCESS DONE
PARTICULAR NO OF RESPONDENT PERCENTAGE[%]
Yes 36 72
No 14 28
INFERENCE
respondent are no.
75
CHART 3.30
YOU HAVE FEEDBACK ON RCRUITMENT PROCESS DONE
80
72
70
60
50
40
28
30
20
10
0
YES NO
76
4.1 FINDINGS:
 64%0f respondents belong to 21-30 years.

 64%of the male respondent.
 22% of the respondents are experience in 5-10 years.
 40%of the respondents are qualified in PG.
 54% 0f the respondent salaries are 5,000-10,000.
 44%of the respondents are neutral.
 18% 0f the respondent defining specifications of recruitment process are yes.
 20% of the respondents are excellent in affirmative action in the selection process.
 78%of the respondent timelines in recruiting &selection process are yes.
 92% of respondent adequate pools of quality applicant are yes.
 80%of the respondents are good in effective of the interviewing process.
 18%0f the respondent are feel no in quality of the pre-screening process.
 76%0f the respondents are yes in candidate from non-traditional sources in this
company.
 16%of the respondent are no in efficient in selection policies of the employees
 62% of the respondents arehr interview.
 68%of the respondents are 3rounds facing in recruiting in the company.
 34% of therespondents are 30-45 days in the junior level recruitment in job
requisition.
 10% 0f the respondent are no in satisfied with the recruitment process in the
company.
 20%of the respondents are 10%-15% in range of attrition rate in company.
 68% of the respondents areyes in pre-interview process.
 10%of the respondents are not comfortable with the interview.
 76% of the respondent are yes in colleagues undergone the similar process in the
company.
 72% 0f the respondents are yes in recommendation for formal colleagues or friends.
77
 48% of the respondents are yes in internal recruitment vacancies declared publicly.
 30% of the respondents are advertisement in sources about the job in the company.
 74% of the respondents are yes in conduct background checks in this organization.
 54% of the respondents are not informed in rejection candidate in this company.
 72% of the respondents are yes in candidate feedback on recruitment process done.
78
4.2 SUGGESTIONS:
 It is observed that, the selected industries have satisfied all the procedures of
recruitment.To motivate the employees; the selected industries have planned to offer
incentives of both monetary and non monetary.
 It is suggested that the selected industries are advised to follow the existing recruitment
and selection policies in future also
 It is suggested that the selected industries should give equal importance to external
sources like agencies, references and data banks in order to get the desired & required
employees .
 It is suggested that the selected industries have to encourage the fresher’s based on their
skills, along with the experienced candidates.
 It is suggested that the selected industries have to adopt latest interview techniques to
recruit prospective employees.
 The recruiting modules conducted in the organization, various factors considered for the
recruitment and selection process and the satisfaction level of the employee towards the
Recruiting.
 Most of the respondent where satisfied but changes are required according to the
changing scenario as recruitment process has a great impact on the working of the
company as a fresh blood, new idea enters.
 I hope the organization will be benefited and with the help of the suggestions given the
organization can improve its functioning and the overall Recruitment and Selection
Process in the organization and its performance will increase
 To know the desirability of those human resource practices and procedures and to assess
the level of satisfaction of the respondent with those practice and procedures.
79
4.3 CONCLUSION
The conclusion is drawn from the study and survey of the company regarding the
Recruitment and Selection process carried out there. Using this survey the researcher could
identify the recruiting modules conducted in the organization. Further from this survey I hope the
organization will be benefited and with the help of the suggestions given the organization can
improve its functioning and the overall Recruitment and Selection Process in the organization and
its performance will increase.
80
BIBLIOGRAPHY
Book
Human resource management naked publication
WEBSITES:
 Bankofinfo.com
 Small business: chron.com-definition
 Recruitment and selection –wikipedia.html
 https:// ukessays.com
 www.acadamia. edu interest
 https://www. Slide share. net
 https://www. Research gate .net
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CHAPTER-1

ACCORDING TO EDVIN B FLIPPO

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

The sources of recruitment may be grouped into two

Promotion Means shifting of Employeesto a higher position carrying higher

Transfer refers to a change in job assignment it may involve a promotion or demotion,or

Advertising in newspaper and periodicals is one of the most important methods in

There is government as well as private employment agencies providing a nation-wide or

IMPORTANCE OF THE RECRUITMENT

An interview is a purposeful exchange of ideas, the answering of questions and

 Determine the requirement of the job. Conduct a though job analysis.

According to M. ATHUR RAHMMAN ,“Selection is the screening and filtering process

According to DECENZO & ROBBINS “Selection activities follow a standard pattern,

IMPORTANCE OF THE SELECTION

 Procurement of qualified and skilled workers.

ESSENTIAL AND PREREQUISITES FOR SELECTION

 Picking individual possessing relevant qualification.

ADVANTAGES OF THE SELECTION

 It is cost effective and reduces to a lot of time and effort.

1.2 REVIEW OF THE LITERATURE

1.3 OBJECTIVES OF THE STUDY

1.4 NEED FOR THE STUDY

1.5 SCOPE OF THE STUDY

A research design is the arrangement of collection and analysis data in a manner to

Data refers to collection information usually the results of experience, observation or

TOOLS FOR DATA COLLECTION

 Questionnaires for executive level employee

1.8 LIMITATIONS OF THE STUDY

Chapter 1 deals with the Introduction of the study.

Chapter 2 deals with the Company profile.

Chapter 3 deals with the Data analysis and interpretation.

Chapter4 deals with the Finding suggestion and conclusion.

Corporate Identification Number (CIN)

Primary Business Type

Date of Balance sheet

RAMAN& RAMAN private limited is an unlisted private company incorporate on 08

Registration number of the company is 2311. U34103TN1937PTC002311 is the Corporate

The company is involved in Manufacturing of motor cars,Motor cars, manufacturing.Current

They are two types of classifications

 National industrial classification

PEOPLE BEHIND THE COMPANY

 Mortgages and charges

Study the charges on assets of a company and its payment terms.

Study nature of capital infusion, securities issues, consideration received and

We are adding the updating information about hundreds of thousands of companies

DATA ANALYSIS AND INTERPRETATION

PARTICULAR NO OF RESPONDENTS PERCENTAGE[% ]

21- 30yrs 32 64%

31-40 yrs 7 14%

PARTICULAR NO OF RESPONDENTS PERCENTAGE[%]

Sources: primary data

PARTICULAR NO OF RESPONDENTS PERCENTAGE[%]

PARTICULAR NO OF RESPONDENTS PERCENTAGE[%]

Sources: primary data

PARTICULAR NO OF RESPONDENTS PERCENTAGE[%]

Sources: primary data

PARTICULAR NO OF RESPONDENTS PERCENTAGE[%]

Very much satisfied 15 30

Very much dissatisfied 0 0

Sources: primary data

PARTICULAR NO OF RESPONDENTS PERCENTAGE[%]

Sources: primary data

PARTICULAR NO OF RESPONDENTS PERCENTAGE[%]