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A

Summer Training Report


On
RECRUITMENT & SELECTION

at

ANANTA HOTEL & RESORT

BACHELOR OF BUSINESS ADMINISTRATION

(2018-2019)

Submitted To Submitted By

Dr. S. S. Ranawat Rohit Kumar Dhakad

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CERTIFICATE

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ACKNOWLEDGEMENT

I wish to express my sincere gratitude to Prof. , Director Bhopal


Nobles University, Udaipur for providing me an opportunity to complete my
project work on “Recruitment & Selection at Ananta Hotel & Resorts. I
sincerely thank to my project guide Mr. Vishal Sukhwal and encouragement in
carrying out this project works.

My special thanks to my supervisor “Dr. S. S Ranawat” for his kind co-


operation to the completion of my project work. I also wish to express my
gratitude to the officials and other staff members of “Ananta Hotel & Resorts”
who rendered their help during the period of my project work.

At Last I wish to avail myself of this opportunity, express a sense of gratitude


and love to my beloved parents for their providing strength, help and for
everything. Last but not the least I would like to thank God who made all things
possible.

Rohit Kumar Dhakad

BBA VIth Sem.

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EXECUTIVE SUMMARY
For any student pursuing higher studies in a professional course, especially in management,
the research project is a necessary for all round development of skills and knowledge. As a
part of the course curriculum, each and every year student has to undergo “Summer Training
project” in the real world & experience the working in and environment. I as fortunate to get
the opportunity in the well established conglomerate “A STUDY ON RECRUITMENT &
SELECTION”. It enables special focus and concentrated efforts on the Summer Training
project. Under the research project, I have done study Recruitment & Selection at Ananta
Hotel & Resorts.

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TABLE OF CONTENT
S. No Content Page No.
1 Chapter 1
Introduction
2 Chapter 2
Company Profile
3 Chapter 3
Research Methodology
4 Chapter 4
Data Analysis & Interpretation
5 Chapter 5
Conclusion
6 Appendix

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CHAPTER 1
INTRODUCTION
RECRUITMENT

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

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

In recruitment, information is collected from interested candidates. For this different source
such as newspaper advertisement, employment exchanges, internal promotion, etc. are used.

In the recruitment, a pool of eligible and interested candidates is created for selection of
most suitable candidates. Recruitment represents the first contact that a company makes
with potential employees

efforts are not wasted or directed Recruiters need to keep abreast of changes in the Labour
market to ensure that their recruitment at too small a poor of labour. Skill shortages may
occur unexpectedly & recruitment & training processes need to be kept flexible. It is a good
idea for any organization to plan its labour force requirements, matching available supply
against forecast demand. A skills audit of existing staff will increase knowledge of the skills
that organization has available & those which are lacking and thus help pinpoint areas for
future development. A human resource plan needs not to be highly complicated.

Recruitment is “hiring” of employees from outside. Recruitment has been regarded as the
most important function of the HR department , because unless the right type of people are
hired, even the best plans, organization chart and control system would not do much good.
Recruitment is the discovering of potential applicant for actual or anticipated organizational
vacancies. Accordingly the purpose of recruitment is to locate sources of manpower to meet
the job requirements and job specification. It is defined as „ a process to discover the sources

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of manpower to meet the requirements of staffing schedule and to apply effective measures
for attracting the manpower to adequate number to facilitate effective selection of an
effective workforce‟ Yoder points out that recruitment is a process to discover the sources of
manpower to meet the requirement of the staffing schedule and to employee effective
measures to attracting that manpower in adequate number to facilitate effective selection of
an effective workforce. Edwin B Flippo defines recruitment as „the process of searching for
prospective employees and stimulating them to apply for the jobs in the organization.‟

“It is the process of finding and attracting capable applicants for employment. The process
begins when new recruits are sought and ends when their application are submitted. The
result is a pool of applicants from which new employees are selected.”

A straight forward will help organization to:

a. Access future recruitment needs


b. Formulate training programs
c. Develop promotion and career development policies
d. Anticipate and, and where possible, avoid redundancies
e. Develop a flexible workforce to meet changing requirements
f. Control staff costs whilst insuring salaries remain competitive.
Management is responsible for the human resource plan, senior management for supporting
it. Implementation is likely to be most effective if it carries the support of the workforce,
normally achieve through consultation with trade union or other employee representatives.

Producing a human resource plan involves:

a. Forecasting staffing requirements against business objectives


b. Accessing the available supply of people to meet those requirements
c. Matching available supply against forecast demand
The Impact of Recruitment

The key function of a recruitment manager is to seek out and then hire candidates who will
meet existing and future organizational job vacancies, and will fit with company culture and
relate well to the customers.

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The recruiter’s task is actually made easier when they have a basic familiarity with the
various jobs that they need to find candidates for. They also need to have a comprehensive
understanding of the company that the candidates will be working for.

Possessing a clear understanding of the duties, responsibilities and conditions of the job,
possible salary and benefits packages, and an overall appreciation for the workplace setting,
including the culture, will assist the recruitment manager to find the best candidate to fill a
vacancy.

Methods of Recruitment

Dunn and Stephens summaries the possible recruiting methods into three categories, namely

1: Direct method

2: Indirect method

3: Third party method

DIRECT METHOD

The direct method includes sending of the recruiters to different educational and professional
institutions, employees contact with public, and mannered exhibits. One of the widely used
methods is sending the recruiters to different colleges and technical schools. This is mainly
done with the cooperation of the placement office of the college. Sometimes, firms directly
solicit information form the concerned professors about student with an outstanding records.
Other direct methods include sending recruiters to conventions and seminars, setting up
exhibits at fairs, and using mobile offices to go the desired centers.

INDIRECT METHOD

Indirect method involves mainly advertising in newspapers, on the radios, in trade and
professional journals, technical magazines and brochures. Advertisements in newspapers and
or trade journals and magazines are the most frequently used methods. Senior post is largely
filled with such methods. Advertising is a very useful for recruiting blue color and hourly
worker, as well as scientific, professional, and technical employees. Local newspaper can be
good sources of blue collar workers, clerical employees, and lower level administrative
employees.

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The main point is that the higher the position in the organization the more dispersed
advertisement is likely to be. The search for the top executive might include advertisement in
a national periodical, whereas the advertisement of the blue color jobs usually confine to the
daily newspaper. According to the Advertisement tactic and strategy in personnel
Recruitment, three main points need to be borne in the mind before an advertisement in
inserted. First, to visualize the type of applicants one is trying to recruit. Second, to write out
a list of advantages the company offers, or why should the reader join the company. Third,
to decide where to run the advertisement , not only in which area, but also in which
newspaper having a local, state or a nation- wide circulation.

THRID PARTY

These include the use of commercial or private employment agencies, state agencies, and
placement offices of schools colleges and professional associations recruiting firms,
management consulting firms, indoctrination seminars for college professors, and friends
and relatives. Private employment agencies are the most widely used sources. They charge a
small fee from the applicant. They specialize in specific occupation; general office help,
salesmen, technical workers, accountant, computer staff, engineers and executives. State or
public employment agencies are also known as the employment or labour exchanges, are the
main agencies for the public employment. Employers inform them of

their personnel requirement, while job seekers get information for them about the type of job
are referred by the employer. Schools and colleges offer opportunities for recruiting their
student. They operate placement services where complete biodata and other particular of the
student are available. Professional organization or recruiting firms maintain complete
information records about employed executive. These firms maintain complete information
records about employed executives. These firms are looked upon as the „head hunters‟ ,
„raiders‟, and „pirates‟ by organization which loose their personnel through their efforts.

Evaluation of the recruitment method

The following are the evaluation of the recruitment method

1: Number of initial enquires received which resulted in completed application forms

2: Number of candidates recruited.

3: Number of candidates retained in the organization after six months.


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4: Number of candidates at various stages of the recruitment and selection process,
especially those short listed.

Objective of recruitment

1: To attract with multi dimensional skills and experience that suite the present and future
organization strategies.

2: To induct outsider with new perspective to lead the company.

3: To infuse fresh blood at all levels of organization.

4: To develop an organizational culture that attracts competent people to the company.

5: To search or headhunt people whose skill fit the company‟s values.

6: To seek out non-conventional development grounds of talent

7: To devise methodology for assessing psychological traits.

8: To search for talent globally not just with in the company.

9: To design entry pay that competes on quality but not on quantum.

10: To anticipate and find people for position that doesn‟t exists yet. Recruitment represents
the first contact that a company makes with potential employees. It is through recruitment
that many individuals come to know about the company and eventually decide whether they
wish to work for it. The recruitment process should inform qualified individuals about the
job so that applicant can make comparison with their qualification and interest.

Factors affecting Recruitment

There are two types of factors that affect the Recruitment of candidates for the company.

1: Internal factors: These includes

- Company‟s pay package

- Quality of work life

- Organizational culture

- Company‟s size
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- Company‟s product

- Growth rate of the company

- Role of trade unions

- Cost of recruitment

2: External factors: These include

- Supply and demand factors

- Employment rate

- Labour market condition

- Political, legal and government factors

- Information system

Factors to be undertaken while formulating recruitment policies

The following factors should be undertaken while formulating the policies -

- Government polices

- Recruitment sources

- Recruitment needs

- Recruitment cost

- Organizational and personal policies

The Impact of Recruitment ON Business Success

Successful and progressive organizations develop business, marketing, human resource, and
financial plans that help them to steer the business on an ongoing basis.

Progressive companies who plan and strategize have usually undertaken the following
activities:

 Developed practical, goal driven business plans


 Linked a forward thinking human resource plan to their business plan
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 Adopted short, medium, and long term targets
 Implemented measures to monitor the performance of senior employees
 Implemented a plan to “develop and promote” senior employees;
 Developed and delivered formal induction and ongoing professional development
training programs for all staff.
Factors Affecting Recruitment

In recruiting new employees management consider the nature of labour market, what sort of
potential labour are available and how do look for works.

The factors affecting can be summed up under the following heads:

-Labor Market Boundaries: the knowledge of boundaries help management is estimating the
available supply of qualified personnel form, which it might recruit. A labour market consists
of geographical areas in which the forces of demand and supply interact and thus affect the
price of labour.

-Available Skills: Companies must locate the areas where they can find employees who fit
the jobs according to their skills.

-Economic Condition: Economic conditions also affect recruitment. Unemployed worker


may swamp a new plan located in depressed labour market where a few qualified workers are
out of work has quite a different recruitment problem.

-Attractiveness of the company: The attractiveness of the company in terms of higher


wages, clean work, better fringe benefits & rapid promotions serves as influencing factor in
recruitment.

Importance of recruitment:

Recruitment people who are wrong for the organization can be lead to increased labour,
turnover, increased costs for the organization, and lowering of morale in the existing
workforce. Such people are likely to be discontented, unlikely to give of their best and end up
leaving voluntarily or involuntarily when their unsuitability becomes evident they will not
offer the flexibility and commitment that many organizations seek. Managers and super visors
will have to spend extra time on further recruitment exercises when what is needed in the first
place is a systematic process to assess the role to be filled, and the type of skills and Most

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recruitment systems will be simple, with stages that

can be followed as a routine whenever there is a vacancy to be filled, and which can be
monitored and adapted in the light of experience.

This booklet describes the main features of such systems, and other related issues.

System should be:

a. Efficient - Cost effective in methods and sources


b. Effective - Producing enough suitable candidates without excess and ensuring the
identification of the best fitted for the job and the organization.
c. Fair- Ensuring the right through the process decisions are made on merit alone.
Recruitment Checklist

Hiring a new employee is an important process to get right, for all businesses who want to
select the right candidates. The process itself has significant legislative requirements and
should be well conducted and well documented in order to protect both the employer and the
employee throughout the process.

On the following page, we have constructed a summarized recruitment checklist that will
give you an overall feel for the process so that you can follow it for yourself step by step.

Table - 1

Sample – Overview of a Recruitment Checklist

Make the decision to recruit

PLAN Discuss option with recruiter

Draft a Job Description for the role

Determine if you need to advertise

Prepare a promotional plan

Prepare any recruitment documents

Draft advertisement

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Place advertisement

PROMOTION Conduct support promotions including on the

Web

Establish Selection Committee

Process applications

Determine Shortlist

Complete Aptitude/Psychological testing

Consider applicant presentations

SELECT Interview

Check references

Select best candidate

While this basic recruitment checklist gives you an overview of how the process runs, the
process is actually far more detailed and difficult.

The more detailed checklist outlined on the following pages will help you further refine your
hiring process and keep track of your recruiting efforts. It clearly, and very specifically,
communicates the recruiting process and suggests who should take responsibility for various
aspects of the recruiting process as it progresses.

PROCESS OF RECRUITMENT

A vacancy presents an opportunity to consider restricting or to reassess the requirements of


the job. This assessment is valid whether it is to fill an existing job or a new one.

1. Has the function changed?


2. Have work patterns, new technology or new products altered the job?
3. Are there any changes anticipated which will require different, more flexible skills
from the job holder?

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Answers to these questions should help to clarify the actual requirements of the job and how
it fits into the rest of the organization or department. Exit interviews or consultation with the
current job holder and colleagues may well produce good ideas about useful changes.

Recruitment begins by specifying the human resource recruitment, initiating activities and
action to identify the possible sources from where they can be met; communicating the
information about the jobs, terms & conditions & prospectus they offer & enthuse the people
who meet the recruitment to respond to the invitation by applying for jobs. There after the
selection process begins. The process is as follows:

Decide on how many people you really need: If everything is being done to improve
performance and still there is a gap between what the current performance is and the goals set,
then the best way is to recruit more people.

Analyzing the job: Analyzing the job is the process of assembling and studying information
relating to all aspects of a particular post. Analysis is done to find possible details about:

*Purpose- I identify the aims & objective of job & what the employee is expected to achieve
within department & company.

*Position- The job title, its position in the hierarchy and for whom it is responsible ought to
be recorded. A sample organization chart may be useful for this purpose.

*Main Duties: A list of key tasks may be written out; standards that need to be reach &
maintained must also maintained. Methods of recording the key tasks must be determined.

*The work environment: Study the physical & social environment in which the work is out
because the work environment influences the quality & quality of work.

Drafting a Job Description: After the Job analysis is done, job description is made. It is
decides upon the exact knowledge, skill & experience needed to do the job. It must be drafted
around these headings:

1. Job Title
2. Responsible to
3. Responsible for
4. Purpose of job
5. Duties

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6. Responsibility

Evaluating Future needs: For this, Manpower is drafted. It evolves studying present work
force, assessing forthcoming changes and calculating future workforce, which is required.
Manpower planning helps in devising long-term recruitment plans.

Finding Sources of Recruitment: The human resource requirement can be met from Internal
or External source.

INTERNAL SOURCE:

These refer to persons already employed in the organization. Promoting persons from lower
levels may fill up vacancies at higher levels. Shortage of manpower in one branch \
factory may be met by transferring surplus staff from another branch \ factory.
Promotion means shifting of an employee to higher post caring greater salary, status and
responsibility. On the other hand transfer refer to the shifting an employee with salary, status
and responsibility. Some time ex-employee of the organization may be re-employed.

Advantages of Internal Sources:

1. Filling vacancies for higher job by promoting employees from within the
organization helps to motivate and improved the morale of the employees. This
induces loyalty among them.
2. Internal requirement has to minimize labor turnover and absenteeism. People wait for
promotion and the work force is more satisfied.
3. Candidates working in organization do not require induction training. They are already
familiar with organization and with the people working in it.
Disadvantages of Internal Sources:

1. There may be inbreeding, as fresh talent from outside is not obtained. Internal
candidates may not be given a new outlook & fresh ideas to business.
2. Unsuitable candidates may not be promoted to positions of higher responsibility
because the choice is limited.
3. The employees may become lethargic if they are sure of time bound promotion. There
may be infighting among those who aspires for promotion within the
organization.

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4. Internal recruitment cannot be complete method in itself. The enterprise has to resort to
external recruitment at some stage because all vacancies cannot be filled from within
the organization
EXTERNAL SOURCE:
It refers to Recruitment of employees from outside the organization. External sources provide
wide choice of the required number of the employees having the desired qualification. It also
provides the people with new ideas and specialized skills required to cope with new challenge
and to ensure growth of the organization

Internal competitors have to compete with the outsiders. However, existing employees resent
the policy of filling higher-level vacancies from outsiders. Moreover it is time consuming
and expensive to recruit peoples from outside. Recruitment from the outside may create
frustration among the existing employees that aspires for promotions. There is no guarantee
that the organizations will attract sufficient number of suitable candidates.

Advantages of External Sources:

1. The entry of fresh talent in to the organization is encouraged. New employees bring
new ideas to the organization.
2. External sources provide wider sources of personnel to choose from.
Disadvantages of External Sources:

1. The enterprise can make the best selection since selection is made from among a large
number of applicants. There is a greater decoration in employer- employee
relationship, resulting in industrial strikes, unrest, and lockouts.
2. The personnel selected from outside may suffer from the danger of adjustment
industrial strikes, unrest, and lockouts.
Monitoring effectiveness of recruitment:

As with any work activity it is recommended that the recruitment and induction process be
reviewed for its effectiveness. If any stage of the recruitment process failed to produce the
expected result, for example if the advertising method has produced too many candidates, you
may want to examine what happened and why in order to make it more efficient in the future.
Future recruitment exercises may require modifications to the methods used - a successful
recruitment for one job does not automatically mean the same method will be as successful
again.

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Application forms

Application forms can help the recruitment process by providing necessary and relevant
information about the applicant and their skills. The design of the form needs to be realistic
and straightforward, appropriate to the level of the job.

Using application forms has the following advantages:

1. They provide the basis for an initial sift (filter) & then for the interview
2. The standard of completion can be a guide to the candidate’s suitability, if writing &
presentation skills are essential for the job
3. They provide a record of qualification, abilities & experience as stated by an applicant
4. There is a temptation to use application forms to try to extract too much information.
Strategies for Recruiting and Retaining a Diverse Workforce

In order to effectively recruit and retain a diverse workforce for your organization try the
following:

 Understand demographic changes in the workforce and in the customer base


 Ensure that majority groups aren't marginalized in the process of recruitment or
ongoing employee management
 Build long-term relationships with minority organizations in your local area
 Learn how to effectively interview diverse candidates without appearing patronizing or
unnecessarily sympathetic
 Become the employer of choice for a diverse workforce by implementing diverse
friendly policies
 Ensure retention by developing a diversity-friendly culture that supports open
communication and cross culture tolerance
 Place a recruitment emphasis on competency-based credentials rather than past
experiences
 Encourage the placement of interns, graduates and students who are members of
diverse groups
 Ensure that all levels of management have received diversity training
 Compile interview panels that are culturally diverse to minimize potential bias
 Encourage high level people of color, women, and people with disabilities in your
company to assist in providing names of possible recruits

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 Develop a diversity statement, set formal goals, and design formal strategies
 Ensure that motivational speakers who work with your employees are diverse
themselves and are aware of, and respectful to, diverse participants, readers and
audiences.
1.2 SELECTION

The selection procedure is concerned with securing relevant information about an applicant.
This information is secured in a number of steps and stages. The objective of selection
process is to determine whether an applicant needs the qualification for a specific job
and to choose the applicant who is most likely to perform in that job. The hiring procedures
not a single acts but it is essentially a series of methods or steps or stages by which additional
information is secured about the applicant. These are indented as screens and they are
designed to eliminate an unqualified applicant may come to light, which lead to the r
ejection of the applicant. A procedure may be considered to a series of successive hurdles or
barriers, which an applicant must cross. At any point in this process. That technique is known
as the successive hurdle technique. Not all selection process includes all these hurdles. The
complexity of process usually increases with the level and responsibility of the position to be
fulfilled. A well-organized selection procedure should be designed to select sustainable
candidates for various jobs. Each step in the selection process should help in getting more and
more information about the candidate. There is no idle selection procedure appropriate for all
cases. Selection is a negative process and involves the elimination of candidates who do not
have the required skills and qualification for the job proposed. Also it is a process of
differentiating between applicants in order to identify and hire those with grater likelihood of
success in job.

The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. It is the system of function and devise
adopted in a given company to ascertain whether the candidate‟s specifications are matched
with the job specifications and recruitment or not. Selection process or activities typically
follow a standard patter, beginning with an initial screening interview and concluding with
final employment decision. The traditional selection process includes: preliminary screening
interview, completion of application form, employment test, comprehensive interview,
background investigation, physical examination and final employment decision to hire.

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STEPS IN SELECTION PROCESS:

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

2. Application bank
3. Employment test
Job seekers who pass the screening and the preliminary interview are called for tests.
Different types of tests may be administered, depending on the job and the company.
Generally, tests are used to determine the applicant’s ability, aptitude and personality.

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

Objectives of interview

Interview has at least three objectives and they are as follows: -

1) Helps obtain additional information from the applicants

2) Facilitates giving general information to the applicants such as company policies, job,
products manufactured and the like

3) Helps build the company’s image among the applicants.

Types of interview

Interviews can be of different types. There interviews employed by the companies.


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Following are the various types of interview: -

1) Informal Interview

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

2) Formal Interview

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

3) Non-directive Interview

Non-directive interview or unstructured interview is designed to let the interviewee speak his
mind freely. The interviewer has no formal or directive questions, but his all attention is to
the candidate. Encourages the candidate to talk by a little prodding whenever he is silent e.g.
“Mr. Ray, please tell us about yourself after your graduated from high school”.

The idea is o give the candidate complete freedom to “sell” him, without the encumbrances
of the interviewer’s question. But the interviewer must be of higher caliber and must guide
and relate the information given by the applicant to the objective of the interview.

4) Depth Interview

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

5) Stress Interview

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It is designed to test the candidate and his conduct and behavior by him under conditions of
stress and strain. The interviewer may start with “Mr. Joseph, we do not think your
qualifications and experience are adequate for this position,’ and watch the reaction of the
candidates. A good candidates will not yield, on the contrary he may substantiate why he is
qualified to handle the job.

This type of interview is borrowed from the Military organization and this is very useful to
test behaviour of individuals when they are faced with disagreeable and trying situations.

6) Group Interview

It is designed to save busy executive’s time and to see how the candidates may be brought
together in the employment office and they may be interviewed.

7) Panel Interview

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

8) Sequential Interview

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

9) Telephone Interviews

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

5. Medical or Physical examination


After the selection decision and before the job offer is made, the candidate is required to
undergo a physical fitness test. A job offer is, often, contingent upon the candidate being

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declared fit after the physical examination. The results of the medical fitness test are recorded
in a statement and are preserved in the personnel records. There are several objectives behind
a physical test.

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

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

Previous employers, known as public figures, university professors, neighbours or friends can
act as references. Previous employers are preferable because they are already aware of the
applicant’s performance. But, the problem with this reference is the tendency on the part of
the previous employers to over-rate the applicant’s performance just to get rid of the person.

Organizations normally seek letters of reference or telephone references. The latter is


advantageous because of its accuracy and low cost. The telephone reference also has the
advantage of soliciting immediate, relatively candid comments and attitude can sometimes be
inferred from hesitations and inflections in speech.

It may be stated that the information gathered through references hardly influence selection
decisions. The reasons are obvious:

 The candidate approaches only those persons who would speak well about him or her.
 People may write favorably about the candidate in order to get rid of him or her.
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 People may not like to divulge the truth about a candidate, lest it might damage or
ruin his/her career.
7. Final Approval
The next step in the selection process is job offer to those applicants who have crossed all the
previous hurdles. Job offer is made through a letter of appointed. Such a letter generally
contains a date by which the appointee must report on duty. The appointee must be given
reasonable time for reporting. Thos is particularly necessary when he or she is already in
employment, in which case the appointee is required to obtain a relieving certificate from the
previous employer. Again, a new job may require movement to another city, which means
considerable preparation, and movement of property.

The company may also want the individual to delay the date of reporting on duty. If the new
employee’s first job upon joining the company is to go on company until perhaps a week
before such training begins. Naturally, this practice cannot be abused, especially if the
individual is unemployed and does not have sufficient finances.

Decency demands that the rejected applicants be informed about their non-selection. Their
applicants may be preserved for future use, if any. It needs no emphasis that the applications
of selected candidates must also be preserved for the future references.

1.3 Difference (Recruitment and Selection

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1.) Recruitment is the process of searching for prospective candidates and motivating them to
apply for job in the organization

Whereas, selection is a process of choosing most suitable candidates out of those, who are
interested and also qualified for job.

2.) In the recruitment process, vacancies available are finalized, publicity is given to them
and applications are collected from interested candidates. In the selection process, available
applications are scrutinized. Tests, interview and medical examination are conducted in order
to select most suitable candidates.

3.) In recruitment the purpose is to attract maximum numbers of suitable and interested
candidates through applications. In selection process the purpose is that the best candidate out
of those qualified and interested in the appointment.

4.) Recruitment is prior to selection. It creates proper base for actual selection. Selection is
next to recruitment. It is out of candidates’ available/interested.

5.) Recruitment is the positive function in which interested candidates are encouraged to
submit application. Selection is a negative function in which unsuitable candidates are
eliminated and the best one is selected.

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6.) Recruitment is the short process. In recruitment publicity is given to vacancies and
applications are collected from different sources

Selection is a lengthy process. It involves scrutiny of applications, giving tests, arranging


interviews and medical examination.

7.) In recruitment services of expert is not required Whereas in selection, services of expert is
required

8.) Recruitment is not costly. Expenditure is required mainly for advertising the posts.
Selection is a costly activity, as expenditure is needed for testing candidates and conduct of
interviews.

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CHAPTER 2

COMPANY PROFILE

ANANTA HOTEL & RESORT

From world-class hospitality encapsulated within its picturesque façade and a fairy tale-like
ambience to service excellence resplendent with an Indian essence, Ananta Hotels & Resorts
creates unique and enduring experiences.

Pushkar and Udaipur with their century old history and tradition are the perfect backdrop for
the picturesque Ananta resorts. With contemporary villas and sprawling rooms, the luxury
resorts feature eclectic dining outlets, recreational rooms, state-of-the-art spacious banquet
venues, outdoor pools and superlative spas & fitness centres. Be it leisure stays, destination
weddings or corporate off-sites, Ananta promises to craft uniquely memorable moments for
family and friends.

The Ananta Hotel & Resort, under the brilliant guidance of an esteemed leadership of the
Goyal Group, aspires to be acknowledged as one of the finest hospitality groups that
consistently strive to deliver exceptional & personalised service.

Committed to deliver memorable experiences to our guests by striving for excellence through
teamwork, integrity and innovation. We engage, develop and retain great talent to
consistently surprise and delight, thus creating an unparalleled loyalty. We look forward to be
a key player in the tourism sector with the target of launching numerous properties by the
year 2020.

Ananta Institute of Hotel Management & Allied Studies

Ananta Institute (http://aihmas.com/) – a place which will provide opportunities for growth,
opportunities for accessing wonderful careers in hospitality, an opportunity to live your
dream. We want you to just bring passion for hospitality and, we will help you build on your
passion to fulfil your dreams. For almost a decade we have created benchmarks in the field of
hospitality industry, once establishing and making a mark in the hospitality industry we have
embarked on the journey for developing and nurturing talent for the hospitality industry. We

27
have a vision of creating a network of institutions that provide you an opportunity of both
academic and experiential learning.

We will set high standards for your education so as to ensure that you develop your
management and interpersonal skills for the hospitality world. We will provide you with a
wide range of employment opportunities not only within the world of Ananta Hotels but
across the leading hotels and companies around the globe. If you enjoy working with people,
if you are interested in a career that offers a whole world as your job platform then a career in
hospitality management could offer you a great degree of professional growth and personal
contentment. Hospitality and tourism is one of the world’s largest, most diverse and most
dynamic industries. It is vast, offering a variety of jobs across the globe. In fact, according to
the World Travel and Tourism Council, hospitality and tourism employs more than 235
million people worldwide! As career prospects in the industry remain strong. Year after year,
hospitality and tourism has shown growth unmatched by any other industry of the world and
it is among the fastest-growing industries in the world. One of the primary reasons for the
huge demand of hospitality graduates is the wide range of career opportunities it offers across
so many different types of businesses and organizations all around the world.

Uniquely Ananta

Set against the breathtaking backdrop of the Aravalli Hills, Ananta Udaipur creates a fairy
tale-like experience by offering the best of five-star luxuries. From blossoming verdure to
contemporary villas coupled with service excellence, the picturesque façade of Ananta
aesthetically captures the beauty of your sojourn. Be it leisure stays, destination weddings or
corporate off-sites, the hotel promises to craft a unique escape in this beautiful city of lakes.
Spread across 75 acres of lush greenery the resort encompasses:

 206 contemporary villas


 Two eclectic dining outlets
 Special kids' activity area
 Outdoor swimming pool
 Spa and fitness center
 Largest divisible banquet halls in Rajasthan

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Vision, Mission & Golden Values

Vision
“To aspire to be acknowledged as one of the finest hospitality groups that consistently strive
to deliver exceptional & personalized service.”

Mission
“We are committed to deliver memorable experience to our guests by striving for excellence
through teamwork, integrity and innovation. We engage, develop and retain great talent to
consistently surprise and delight, thus creating loyalty in theniche market segment. We aspire
to lead the tourism sector with target of launching numerous properties by the year 2020.”

Golden Values

 Integrity
 Respect
 Excellence
 Teamwork

What We Offer

The picturesque views make dining even more flavourful! While you stay in luxury, the
eclectic outlets ensure that your culinary experiences are unique. Oasis – The Multi-cuisine
restaurant and Pool Deck – an outlet for special occasions with an open deck area, together
serve a delectable array of cuisine. Come dusk, you can savour your meal with snazzy drinks
at Floats - The Bar. Get-together beneath a breezy starlit sky by the poolside, as we offer
special canopy decorations and arrangements for exclusive occasions to celebrate with your
loved ones.

Authenticity

Authentic spices and ingredients bring out bursts of flavour in every bite

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Locally perfected

Local cooks curate Rajasthani delights, ensuring a gourmet cultural event during every meal

A royal ambience

Inspiring open ambiences are the perfect settings for every meal

Handcrafted Perfection

Customized to your tastebuds, our Chefs are always ready to curate your dining experience.

Room

Get set for an unbelievable experience of bliss!

Wake up to the fragrance of fresh mountain air when you stay with us! The 206 rooms have
been designed with a vision to lend a sense of superlative comfort and are coupled with a soft
contemporary ambience that exude a sense of belonging. Views of the Aravalli Hills from the
balcony add a charm to your stay experience, one like no other.

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Premier amenities & services in all rooms

 Tea and coffee maker


 Minibar
 Wi-Fi connectivity
 Electronic safe
 LCD TV
 Direct dial phone
 24-hour room service
 In-room dining
 Indoor & open sky bathroom with a cubical shower

WEDDINGS & EVENTS

LUXURY, ELEGANCE, BEAUTY, PEACE & COMFORT

WEDDINGS

A picture is worth a thousand words! Situated in the heart of the wedding destination city,
Ananta Udaipur aesthetically captures this old phrase to make your celebration memorable
and luxurious. Our spacious banquets lend the most ideal setting for lavish weddings. The
sprawling Aravali Lawn and the Varmala Gazebo – Jaimaal are perfect to host your once-in-
a-lifetime event that will be reminisced for generations.

SOCIAL EVENTS

Ananta Udaipur creates a delightful experience by offering the best of five-star luxuries to
make your celebration, a cherished one. Whether for special occasions or close-knit
gatherings, our venues are coupled with eclectic cuisine and warm, personalised service, are
ideal to create memories that last a life time.

CORPORATE EVENTS

Set amidst tropical grounds of Rajasthan, experience the best of five-star luxuries coupled
with seamless services with warm hospitality that make your event a roaring success. Spread

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across a total of 47500 sq. ft., Aravali – amongst the largest divisible banquets in Rajasthan
encapsulates a pre-function area, state-of-the-art facilities and service excellence that is ideal
for small or large scale conferences along with a lush green lawn.

CONFERENCES

Nestled in the heart of the property, the elegant 42,000 sq. ft. Aravali Lawn is perfect to host
your corporate evenings or off-sites. With 75 acres of lush greenery, two eclectic dining
outlets and an outdoor pool, this luxury resort presents an enchanting and unique escape for
all your business needs.

OUR SERVICES

SERVICES & FACILITIES

The hotel offers a plethora of indoor and outdoor activities to choose from. Basketball,
Billiards, Pool Table & Snooker, From carom, foose ball, chess and ludo to golf, volley ball,
cricket and badminton, there’s plenty on offe

Swimming Pool

The spacious outdoor pool is the perfect place to relax and enjoy a swim amidst natural
beauty of the Aravalli Hills.

Timings: 8:00 AM to 8:00 PM

Indoor games

Non Chargeable

 Carrom, Chess, Hand Foos Ball.

Chargeable

 Airhockey
 Table Tennis
 Billiards
 Cricket

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Timings: 10AM to 9.00 PM

Fitness Centre

Offering an array of modern fitness equipment and experienced instructors to fulfil your
health regime.

Golf Course

The golf course offers great space for ardent golfers and even has a vast expanse of green
grass that wins any visitor’s heart in one go. This masterpiece is a visual treat for all the
travelers and sportspersons.
It welcomes you with a beautiful green expanse that is a pure treat to watch. This meticulous
golf course offers wide array of options to those, who seek peace as well as recreation in the
lap of nature. Adding to its overall beauty are the visually striking bunkers and shimmering
water bodies that give this lush green golf course a whole new meaning.
Those who want to try their hands on Golf, this magical creation is ideal for them. It
welcomes you with open arms, so that you can experience the fun hidden in this recreational
sport.

Kids Zone

Kids wait for Holidays & Vacations to make their time more promising, Ananta Hotels &
Resorts has special Kid’s zone where children can spend quality time.
Our Kid zone engages children with educational and artistic activities to keep them having
fun. There’s an outdoor playground with swings and slides as well as in indoor play room.
They will find expansive facilities spread throughout, numerous activities to keep them
occupied and entertained, while trained professionals are always on hand to take care of their
every requirement.

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CHAPTER 3

RESEARCH METHODOLOGY

Research Methodology - is a way to systematically solve the research problem. The Research
Methodology includes the various methods and techniques for conducting a research Market
Research is the systemic design, collection, analysis and reporting of data and finding relevant
solution to a specific market situation or problem."
This report is based on primary as well secondary data, however primary data collection was
given more importance since it is overhearing factor in attitude studies. One of the most
important users of research methodology is that it helps in identifying the problem,
collecting, analyzing the required information data and providing an alternative solution to
the problem. It also helps in collecting the vital information that is required by the top
management to assist them for the better decision making both day to day decision and
critical ones.

Data has been presented with the help of bar graph, pie charts, line graphs etc.

Sample Design:

The complete interaction and enumeration of all the employees of Ananta Hotel & Resorts
was not possible so a sample was chosen that consists of 100 employees.

DATA COLLECTION

The data for the survey will be conducted from both Primaries as well as Secondary sources

Primary Data: Using personal interview technique the data will be collected by
questionnaires. The primary data collection for this purpose is supposed to be done by
judgment sampling conversation sampling. Questionnaire has been formatted with both open
and close structure questions

Secondary Data: 

 Annual report
 Internet
 Textbook

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4.2 RESEARCH DESIGN

It is a specification of methods & procedure for acquiring the information needed to structure
or to solve problems. It is the overall operation pattern or framework of the project that
stipulates what information is to be collected from which source & be what procedures.

A research design is the arrangement of condition for collection and analysis of data in a
manner that aims to combine Relevance to the research purpose with economy in
procedure.

Design decision happens:

1. What is study about?


2. What is study being made?
3. Where will the study be carried out?
4. What type of data is required?
5. Where can the required data are found?
6. What will be the sample design?
7. Technique of data collection?
8. How will data be analyzed?

LIMITATIONS OF THE STUDY


The following are the major limitations of the study.

 The sample was restricted to specified region only.


 The sample collected may not represent the entire population and the result may not
be a true representation of total universe.
 The sample size is small as compared to the population, so it may not
he the true representative.

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CHAPTER 5
DATA ANALYSIS AND INTERPRETATION

QUESTION: 1. what are the sources for recruitment and selection?

INTERNAL EXTERNAL BOTH

9%

18%

73%

Internal
9%
External
18%
Both
73%

About 75% of the manager say that they prefer both internal as well as external source for
recruitment and selection where as only 9% go for internal source and 18% go for external
sources.

36
Question: 2 Which method do you mostly prefer for recruitment and selection preferred way
of recruitment?

Direct
65%
Indirect
32%
Third
Party
3%

indierect third party direct

32%

65%
3%

About 65% of the mangers go for direct recruitment and selection and 32% go for indirect
and only 3 % go for third party recruitment way.

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Question: 3 When do you prefer to go for manpower planning?

30% No fixed time


20% Yearly
50% quarterly

No fixed time yearly quaterly

30%

50%

20%

Around 50% of the managers go for Quarterly manpower planning and 20 % do not follow
any pattern they don‟t have any fixed time where as 20% go for yearly.

38
Question: 4 What are the sources for external recruitment are preferred?

casual application trainees placement agencies agents

25%
33%

8%
34%

In 34% of manager go for trainees, 33% go for agents, 25% from the casual application that
are received and only 8% go for any placement agencies.

39
Question: 5 What form of interview did you prefer?

40% Personal
30% Telephonic
20% Video
10% other

personal interviews telephonic interview video confrencing other

10%

20% 40%

30%

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews

where as only 20% go for video conferencing and rest 10% adopt some other means of

interviews

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Question: 6 How do you rate the HR practices of the company?

30% Very Good


40% Good
20% Average

10% Bad

very good good average bad

10%

30%

20%

40%

50% of the managers feel that HR department is good where and 30%say that‟s its very
good where as 20% says its average and only 10% manager feel it‟s bad.

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Question: 7Do your organization recruits employees through internet?

a) Yes 60%
b) No 40%

YES NO

40%

60%

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CHAPTER 5

CONCLUSION
To be successful, relentless contribution and dedication of the organizations human resource
management recruit & select their employees. In this report, acquired knowledge from HR
course and try to comply with the techniques procedure and systems followed by the
company.
The companies in this industry should concentrate on quality product and quality service to
take this industry towards further success.
To compete in the international as well as in local markets in adverse situation the HR
managers work has become much more difficult in today’s ever changing business
environment.
Developing plans in a dynamic situation demands critical analysis of the situation and strictly
adhering to the core principal of the organization.
In this report, I have tried my level best to identify Recruitment & Selection procedures used
by Ananta Hotel & Resorts.

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QUESTIONNAIRE

Dear Sir/Madam,

I am doing a research work on Employees Requirement & Selection. I would request you to
kindly
Spare some time to fill up this questionnaire.
Thank you very much for your cooperation.

Name --------------------------------------------------
Designation-------------------------------------------
Department-------------------------------------------

SECTION 1

QUESTION: 1. what are the sources for recruitment and selection?

Internal External Both

Question: 2 Which method do you mostly prefer for recruitment and selection preferred way
of recruitment?

Direct Indirect Third Party

Question: 3 When do you prefer to go for manpower planning?

No fixed time Yearly Quarterly

Question: 4 What are the sources for external recruitment are preferred?

casual application trainees placement agencies agents

Question: 5 What form of interview did you prefer?

Personal Telephonic Video other

Question: 6 How do you rate the HR practices of the company?

Very Good Good Average Bad

Question: 7Do your organization recruits employees through internet?


Yes No

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