A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS, SPi TECHNOLOGIES, TECHNOLOGIES, PUDUCHERRY SUMMER PROJECT REPORT Submitted by
P.KAMAKSHI REGISTER NO: 27348317 UNDER THE GUIDANCE OF
Mrs. K. VIDHYA, MBA, M.Phil Faculty, Department Of Management Studies
in partial fulfillment for the award of the degree
Of
MASTER OF BUSINESS ADMINISTRATION
DEPARTMENT OF MANAGEMENT STUDIES SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE PONDICHERRY UNIVERSITY PUDUCHERRY September 2007
SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE MADAGADIPET PUDUCHERRY
DEPARTMENT OF MANAGEMENT STUDIES
BONAFIDE CERTIFICATE
This to certify that the project work entitled “A STUDY ON EFFECTIVENESS OF
RECRUITMENT
AND
TECHNOLOGIES,PUDUCHERRY”” TECHNOLOGIES,PUDUCHERRY
SELECTION
PROCESS,
SPi
is a bona bonafi fide de work work done done by by P.KAMAKSHI
[ REGISTER NO: 27348317] in partial fulfillment of the requirement for the award of Master of Business Administration by Pondicherry University during the academic year 2007 – 2008.
GUIDE
HEAD OF DEPARTMENT
Submitted for Viva-Voce Examination held on
EXTERNAL EXAMINER
ACKNOWLEDGEMENT I am extremely grateful to Our Principal Dr . V.S.K. VENGATACHALAPATHY to provide necessary and essential facilities to do this project report. I express our sincere thanks and deep sense of gratitude to our Head of Department Mr.S.JAYAKUMAR, Department of Management Studies for providing me with an opportunity to study and to do this report. I expr expres esss a deep deep sens sensee of grat gratit itude ude to my Guide Guide Mr Mrs. s. K. VITHYA VITHYA,, Faculty, Department of Management Studies, for her encouragement, support and guidance to complete this project work successfully. I convey my heartiest thanks to Mr. D. SRIRAM, Senior Personnel manager, SPi technologies, Puducherry, Puducherry, who kindly granted permission to do this project report in his esteemed organization. Finally, I express my sincere thanks and deep sense of gratitude to my parents and friends for giving timely advice in all the wa ys and in all aspects for doing the project
ABSTRACT
“A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS” in SPi technologies was used to study the existing recruitment and selection process and various factor involved in it.
Both primary and secondary sources were used to collect data. The primary data is collec collected ted from from both both employ employers ers and employ employees ees of SPi technolog technologies ies through through a well well constructed questionnaire.
The secondary data was collected from various journals, magazines, articles, various sites and company records.
From the analysis it was inferred that the organization gave preference to internal sources rather than external sources. Some of the employees felt that the company would still fasten the process.
From the study it was found that the employers and employees are satisfied with their present recruitment and selection process
TABLE OF CONTENTS
LIST OF TABLES LIST OF CHARTS
CHAPTER
TITLE
PAGE NO.
1
INTRODUCTION
1
2
REVIEW OF LITERATURE
6
3
OBJECTIVES OF THE STUDY
13
4
RESEARCH METHODOLOGY
14
5
DATA ANALYSIS AND INTERPRETATION
17
6
FINDINGS, SUGGESTIONS AND RECOMMENDATIONS OF THE STUDY
43
CONCLUSION
45
LIMITATION OF THE STUDY AND SCOPE FOR FURTHER STUDY
46
7 8
ANNEXURES 1. QUESTIONNAIRE 2. BIBLIOGRAPHY
LIST OF TABLES TABLE NO
TITLE
PAGE NO.
5.1.1
Respondents based on years of experience
17
5.1. 5.1.2 2
Clas Classi sifi fica cati tion on base based d on sour source cess orga organi niza zati tion on rely rely
18
5.1.3 5.1.4 5.1.5 5.1. 5.1.6 6
heavily Employees channel preference to post the resume Employees preference of sources that reaches soon Employees opinion about response after recruitment Empl Employ oyer erss opi opini nion on abou aboutt the the proc proces esss for for iden identi tify fyin ing g job job
19 20 21 22
5.1.7 5.1.8 5.1.9 5.1.10 5.1.11 5.2.1
vacancies Employers opinion about job analysis Classification about sources organization use mostly Classification regarding screening of candidates Employees opinion about final satisfaction Employers rating about the process Table reg regarding pan panel mem member as ref referee and and rat rating
23 24 25 26 27 28
5.2.2
about recruitment & selection process[observed count] Table reg regarding pan panel mem member as ref referee and and rat rating
28
5.2. 5.2.3 3
about recruitment & selection process[expected count] Tabl Tablee rega regard rdin ing g pane panell memb member er as refe refere reee an and rati rating ng
29
about recruitment & selection process[Chi-square 5.2. 5.2.4 4
calculation] Tabl Tablee rega regard rdin ing g recr recrui uitm tmen entt cost cost and and rati rating ng abou aboutt
30
5.2. 5.2.5 5
recruitment & selection process[observed count] Tabl Tablee rega regard rdin ing g recr recrui uitm tmen entt cost cost and and rati rating ng abou aboutt
30
5.2. 5.2.6 6
recruitment & selection process[expected count] Tabl Tablee rega regard rdin ing g recr recrui uitm tmen entt cost cost and and rati rating ng abou aboutt
31
5.2. 5.2.7 7
recruitment & selection process[chi-square calculation] Tabl Tablee reg regar ardi ding ng medi medica call exa exami mina nati tion on and rati rating ng abou aboutt
32
5.2. 5.2.8 8
recruitment & selection process[observed count] Tabl Tablee reg regar ardi ding ng medi medica call exa exami mina nati tion on and rati rating ng abou aboutt
32
5.2. 5.2.9 9
recruitment & selection process[expected count] Tabl Tablee reg regar ardi ding ng medi medica call exa exami mina nati tion on and rati rating ng abou aboutt
33
5.2. 5.2.10 10
recruitment & selection process[chi-square calculation] Tabl Tablee rega regard rdin ing g recr recrui uitm tmen entt sour source cess orga organi niza zati tion on use use
34
5.2. 5.2.11 11
and final decision about appointment[observed count] Tabl Tablee rega regard rdin ing g recr recrui uitm tmen entt sour source cess orga organi niza zati tion on use use
34
5.2. 5.2.12 12
and final decision about appointment [expected count] Tabl Tablee rega regard rdin ing g recr recrui uitm tmen entt sour source cess orga organi niza zati tion on use use
35
and final decision about appointment [chi-square 5.3. 5.3.1 1
calculation] Tabl Tablee reg regar ardi ding ng recr recrui uitm tmen entt sou sourc rces es orga organi niza zati tion on use
36
and source preferred effective by the employer[rank 5.3 5.3.2
correlation calculation] Tab Table regardin ding te test & int inteervie view pr proce ocess an and
38
satisfaction about selection technique used[rank 5.3. 5.3.3 3
correlation calculation] Tabl Tablee reg regar ardi ding ng ques questi tion onss giv given en prio priorr to to the the inte interv rvie iew w
40
and comfortableness with the interviewer[rank 5.4. 5.4.1 1
correlation calculation] Tabl Tablee reg regar ardi ding ng empl employ oyer erss and and empl employ oyee eess fin final al opin opinio ion n
42
about recruitment & selection process[F-test calculation]
LIST OF CHARTS
CHARTNO
TITLE
PAGE NO.
5.1.1
Respondents based on years of experience
17
5.1. 5.1.2 2
Clas Classi sifi fica cati tion on base based d on sour source cess orga organi niza zati tion on rely rely
18
5.1.3 5.1.4 5.1.5 5.1. 5.1.6 6
heavily Employees channel preference to post the resume Employees preference of sources that reaches soon Employees opinion about response after recruitment Empl Employ oyer erss opi opini nion on abou aboutt the the proc proces esss for for iden identi tify fyin ing g job job
19 20 21 22
vacancies
5.1.7 5.1.8 5.1.9 5.1.10 5.1.11
Employers opinion about job analysis Classification about sources organization use mostly Classification regarding screening of candidates Employees opinion about final satisfaction Employers rating about the process
23 24 25 26 27
CHAPTER-I
INTRODUCTION
1.1 COMPANY PROFILE
1.2 SPi Technologies– As an Organisation under Study Recruitment function of HR department in BPO companies is taking much attention due to attr attrit itio ion n rate rate.. SPi SPi tech techno nolo logi gies es is not out of the the orde orderr in this this resp respec ect. t. In this this organisation attrition rate is 45-50 percent. To find out the reasons for this, a study is conducted to find the effectiveness of recruitment and selection process.
1.3 About SPi Technology On July 10, 2006, 2006, ePLDT ePLDT acquired acquired 100 per cent cent of SPi's SPi's shares shares.. Togeth Together er with
ePLDT's Ventus Group, it is one of the world's largest full service BPO companies with a wide range of voice and non-voice BPO solutions, solutions, the broadest broadest global delivery delivery network network with with 26 loca locati tion onss span spanni ning ng Nort North h Amer Americ ica, a, Euro Europe, pe, and Asia Asia ,11, ,11,000 000 dedi dedicat cated ed employees , 4,500 in voice and 6,500 in non-voice ,and 7 years of quality and customer service .SPi deploys its core competencies across the markets, like Banking, Financial Services and Insurance, Government, Healthcare, Information Technology, Legal, Media, Not-for-Profit Organizations, Publishing, Retail and Travel. 1.4 Value Proposition SPi is a leading global BPO provider with numerous locations across the United States, Europe, and Asia. With over 6,900 employees worldwide, it delivers scalable and innovative content outsourcing solutions to diversified markets. 1.5 Solutions. People. Innovation. Three simple words that say who SPi is, what they do and how SPi does it. 1.6Seamless. Professional. Invaluable. For more than 150 global BPO clients, SPi is improving operating efficiency, lowe loweri ring ng cost costs, s, and and
stre streng ngth then enin ing g
compe competi titi tive ve
posi positi tioni oning ng
in thei theirr
resp respec ecti tive ve
marketplaces. 1.7 Security. Precision. Integrity. Internationally respected standards and methodologies provide a base line for every project it takes on (ISO 9001:2000, ISO/IEC 27001:2005, CMMi Level 5, Six Sigma). 1.8 Specialists. Partnerships. Intelligence. Need a strategic strategic BPO partner? It responds responds to your complex content management management needs with holistic, holistic, custom-creat custom-created ed solutions solutions that exceed our expectations expectations,, both today and for the long term. 1.9 Brand Story On April 3, 2006, SPI Technologies renewed its brand and became simply SPi. Its new brand moves us from four distinct businesses to a single brand and is designed to showcase the growing array of high quality services we offer today in the Healthcare, Legal, Legal, Publi Publishi shing ng and Transact Transaction ion market markets. s. Buildi Building ng on its 27 year year tradi traditio tion n of innovative business process outsourcing (BPO) solutions, SPi brand has been broadened
to showcase their people and their values, as well as our business. Its brand is the visual expression of what they do and how they do things. It not only represents represents its brand promise: promise: "SPi "SPi is a leading global BPO provider. provider. It delivers delivers valuable and innovative content outsourcing solutions to diversified markets," it also reflects the essence of who they are, its aspirations, and what drives its business. 1.10 Global Presence: (Global Platform. Total Quality) Spanning the United States, Europe, and Asia, SPi has built a robust and scalable international operating platform. 1.11 Publishing (Global Resources. Customer-Centric Solutions) SPi seamlessly blends years of in-depth domain knowledge with global resources and the latest technologies to offer end-to-end editorial, content production and business process outsourcing solutions. Its clients include a wide variety of publishers, including not-for-profits, university presses, commercial and database publishers, as well as content aggregators. 1.12 Need a strategic content outsourcing partner? Its unique onshore/offshore business model ensures that it can consistently deliver high quality, quality, cost-effec cost-effective, tive, end-to-end end-to-end publisher-s publisher-specif pecific ic solutions solutions in the following following areas: •
Journal Solutions
•
Book Solutions
•
Content Conten t & Information Informa tion Solutions SPi have a long history of partnering with its clients. Its wide array of publishing
solutions support the creation, conversion, enhancement, management and presentation of its clients' information, whether in print, electronic, or database format. With With its its broad broad indu indust stry ry and and proc proces esss know knowle ledg dge, e, robu robust st tool tools, s, time time-t -tes este ted d methodologies and scaleable technology and facilities, it routinely delivers results that enhance the value of all types of published and enterprise content for our clients.
1.13 Concerned about quality It delivers peace of mind. Our credentials speak for themselves: •
ISO 9001:2000
•
CMMi Level 5
•
Six Sigma
•
Best In Class Business Continuity Practices
1.14 Client List SPi SPi has has over over 150 150 glob global al clie client nts, s, rang rangin ing g from from Fort Fortun unee 1000 1000 comp compan anie iess to internationally respected professional societies and associations, law firms, universities, and government agencies. Their selected client list list speaks for itself. itself. Accruent ,American Association of Petroleum Geologists ,American Geophysical Union ,American Institute of Physics Physics ,American ,American Speech-Langua Speech-Language-Hear ge-Hearing ing Associati Association on ,Cambridge ,Cambridge Universit University y Press, Press, McGraw-Hil McGraw-Hilll ,Oxford ,Oxford University University Press ,Springer ,Springer ,Universit ,University y of Chicago Chicago Press Press ,University of Michigan ,Yale University Press. 1.15 SPi Technologies in India SPi technologies entered Indian market by acquisition of KOLAM software in Pondicherry. SPi technologies have their other subsidiary in Delhi, Chennai, Kolkata and Coimabatore.Their clients for Indian operations are Springer,Elsavier,Tata Mcgraw Hills and Oxford University Press.Coimbatore subsidiary deals with Medical transcription. 1.16 SPi Technologies in Pondicherry SPi’s Indian headquarters is Pondicherry facility. The total number of employee working in Pondicherry facility is 769, working under three shifts. The reason behind launching their subsidiary in Pondicherry was: •
Pondicherry’s location
•
Low cost of living was taken in to consideration.
•
Pondicherry government’s schemes like tax holidays
•
Less Less compet competiti ition on .SPi .SPi techno technolog logies ies has only only one compet competito itorr in Pondic Pondicher herry, ry, Integra software.
1.17 HR Team Human resource department is in Pondicherry. It holds a cen tralised function for all the other SPi technologies’ subsidiaries (except Coimbatore facility). The HR team is lead by the senior manager . He is next to vice president – Indian operations in the
hierar hierarchy chy.. He leads leads a HR team team of four four manager managerss (recr (recruit uitmen ment, t, Pondi Pondicher cherry) ry),, four four assistant manager and four executive. 1.18 HR Functions Human resource department play a major and vital role in the company. HRD is in Laporte Street, Pondicherry. All the HR related function for Indian operation is take care by this department in Pondicherry. They practice a centralized function. Some of the HR functions in SPI technologies are:
•
Human resource planning
•
Job analysis and design
•
Recruitment
•
Selection
•
Orientation and placement
•
Training and development
•
Performance appraisal and job analysis
1.2 INTRODUCTION TO THE STUDY
The study was conducted in SPi TECHNOLOGIES, Puducherry to find the effectiveness of recruitment and selection process. Recruitment and selection process is a crucial factor in any organization for selecting the right person for the right job. The study intends to find how effectively recruitment and selection process followed in the organization. The study on effectiveness of recruitment and selection process provides the organization to know how effectively the process is going on because attrition rate is one of the major factors in call centers.
CHAPTER - II REVIEW OF RELATED LITERATURE 2.1 Recruitment Definition Recruitment refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agenc agency y or a memb member er of staf stafff at the the busin busines esss or orga organi niza zati tion on looki looking ng for for recr recrui uits ts.. Advertising is commonly part of the recruiting process, and can occur through several means through online, online, newspapers, newspapers, using newspaper newspaper dedicated dedicated to job advertiseme advertisement, nt, through professional publication, using advertisements placed in windows, through a job center, through campus interviews interviews,, etc.
2.1.1 Recruitment Meaning
Employing Employing the right staff is an important important human resource resource challenge faced by all employers.
Recruitment is an expensive business, which includes the cost of advertising and the cost of current employees’ time interviewing and selecting the right candidate.
Good recruitment and selection can result in: a] reduced labour turnover b] reduced absence c] reduced stress levels
A recruitment process should be: a] efficient - cost effective in method and sources b] effective - producing enough suitable candidates c] fair - ensuring that decisions are made on o n merit without discrimination.
2.2 Recruitment and Selection 2.2.1 Definition Recruitment is the process of identifying and attracting a group of potential candidates from within and outside the organization to evaluate for employment. Once these these candida candidates tes are identi identifi fied, ed, the proces processs of select selecting ing approp appropria riate te employ employees ees for employment can begin.
2.2.2 Recruitment and Selection Practices Better recruitment and selection strategies result in improve organizational outcomes. The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees.
2.2.3 Purpose a) The objectives of this study were to: 1. Identify general practices that organizations use to recruit and select employees. 2. Determine which recruitment and selection practices are most effective. 3. Determine how the recruitment and selection practices affect organizational outcomes. b) Recruitment is the process of identifying and attracting potential candidates from
within and outside an organization to begin evaluating them for future employment. Once candidates are identified, an organization can begin the selection process. This includes collecting, measuring, and evaluating information about candidates’ qualifications for specified positions. The study, based on survey results from 162 members of the DDI HR Benchmark Group,
addresses the following issues. a. General recruitment and selection profiles. b. Recruitment strategies. c. Organizational offerings and their impact on prospective employees. d. Current and future selection practices. f. Outsourcing recruitment and selection activities. g. Barriers to effective recruitment and selection.
2.2.4 General Profile a) Findings Overview Although internal candidates typically stay in positions and are more successful than external candidates, organizations fill positions with external candidates, on average, 13 percent more often than internal candidates. In the next two years: a.75 percent of the organizations surveyed plan to increase spending on recruiting. b.68 percent of the organizations plan to increase their spending on selection. c.Almost half of the organizations plan to significantly change their current approach to both recruitment (47 percent) and selection (41 percent) within the next two years.
2.2.5 Recruitment Strategies a) Findings Overview Organi Organizati zations ons were were asked asked what what strate strategie giess they they use to recrui recruitt both both managerial/professional and non management candidates. a. For recruiting managerial/professional candidates, the Internet is the most
popular advertising medium, used by 76 percent of the organizations surveyed. b. Organizations regularly utilize internal resources (e.g., internal job postings and employee referrals) when recruiting both internal and external candidates. c. Different kinds of agencies are used to recruit for positions at different levels. i) Temporary and government agencies are used mainly to recruit non management candidates. ii) Employment agencies, colleges, and professional organizations are used more often to recruit managerial/professional candidates.
2.2.6 Organizational Offerings The quality of an organization’s offerings affects its ability to attract job candidates. a. Organizations believe they offer candidates a strong company reputation (69 percent) and high-quality benefits packages (65 percent) and learning opportunities (55 percent). b. Many organizations do not offer stock options (37 percent) or child care options (36 percent). 2.2.7 Best Practices Organizations with the most effective recruiting strategies were 15 to 19 percent more likely to offer candidates high-quality options such as: Potential for advancement, Company reputation, Stocks, Benefits package etc. .
2.2.8 Current and Future Selection Practices a) Findings Overview Organizations were asked to indicate how extensively they use several selection
practices and how much they anticipate using them in the future. a. Most organizations make extensive use of applications (89 percent), manual resume screening (80 percent), and reference checks (75 percent) in their selection systems. b. Less than 20 percent p ercent of organizations currently use testing or assessment methods extensively in their selection process
2.2.9 Barriers to Effective Recruitment and Selection a) Findings Overview The surveyed organizations report that the top barriers to effective recruitment and selection of candidates are: a. Shortage of qualified applicants (62 percent). b. Competition for the same applicants (62 percent). c. Difficulty finding and identifying applicants (48 percent).
By Sheila M. Rioux, Ph.D., and Paul Bernthal, Ph.D.
2.3 Search & Selection 2.3.1 Introduction The search and selection process is the foundation for all future employee relations activities. As such, a considerable amount of employee resources is rightfully spent on working on screening committees and in hiring employees. This document has been developed to assist hiring supervisors, committee members and others in defining effective search and selection processes, thereby maximizing the efforts to identifying and attracting the best candidates. 2.3.2 Planning As will become evident in further review of this document, planning is an essential component to nearly every step of the search and selection process. We must plan the way the position can meet the needs of the department while appropriately using available resources, plan a recruitment strategy, and plan a screening strategy and, finally, a selection strategy. a) Needs assessment The first step in any process is to determine the goals that you would like to accomplish. In Search and Selection, this process usually takes one of two forms:
1) An addition to staff In the event that the job is new and has not been graded before, it will be necessary for the supervisor to complete the Position Analysis Questionnaire, which will
identify the job responsibilities and competencies required, as well as aid in establishing the appropriate salary grade for the position. 2) A replacement of staff. The time when a current employee vacates an existing position can be an optima optimall time time to review review the organi organizat zation ion and determ determine ine if a reall reallocat ocation ion of positi position on responsibil responsibilities ities is appropriat appropriate. e. Often, Often, a juggling juggling of responsibi responsibiliti lities es within within a unit can create create promotional promotional opportunitie opportunities, s, new skills, job enrichment enrichment and could better match the remaining incumbents skills with the skills required for the position.
2.3.4 Identification of minimum requirements and preferred qualities During the posting and recruitment process, the college identifies and announces minimum requirements for fulfilling the responsibilities of the position as well as those qualities which the supervisor believes will lead to further success in the position. 2.3.5 Development of Screening Materials Once the position requirements and preferred qualities are identified, it should be easy for the supervisor to identify the screening questions. Since the committee should only be asking questions which related to the decision of who to forward to the supervisor in the next step of the process, the only topics the committee needs to address are those which have been identified by the supervisor as being either preferred or necessary qualities (as defined in the Notice of Vacancy). The three parts to the screening process a) Paper review b) Interviews with the candidates c) Interviews with each, respective candidates references
2.3.6 The interviews with the candidates As addressed previously, the interview questions should cover specific areas of concern. In the previous section, sample interview questions are offered for the hiring supervisor in developing the interview questionnaire. Similar to developing the rating scale in the paper review process, the supervisor will assign maximum point values to
each question, based on their relative importance to other criteria being reviewed. Qualities that could fall into this category include:
ability to adapt to change
ability to display a positive outlook
ability to follow instructions
2.3.7 Development of Recruitment strategy Even though s/he is not part of the screening process, the hiring supervisor steers the search by developing the recruitment criteria, the position requirements and preferred qualities, the rating scales and interview questions. The recruitment strategy is the stage where the hiring supervisor determines, with assistance from Human Resources, the timing for the search as well as the way that the position vacancy will be communicated. 2.4 Recruitment Metrics Recrui Recruitme tment nt can be an expensi expensive ve and timetime-cons consumi uming ng endeavo endeavor, r, and understanding the value of the results means knowing whether or not the time and money are being used effectively. A few common recruitment metrics: 1) New Hire Quality: Quality : Three to six six months months after after hire, the hiring hiring manager manager should should
complete complete an an
evaluation of the new employee that compares expectations prior to recruiting with the actu actual al perf perfor orma manc ncee of the the empl employ oyee ee.. Face Facets ts of qual qualit ity y to be eval evaluat uated ed incl includ udee knowledge knowledge and skills, skills, performance performance,, experience, experience, motivation motivation,, multitaski multitasking ng abilities, abilities, learning curve, customer compatibility, and organization compatibility. 2) Recruiting Cost Ratio: Ratio : The RCR is used to determine average HR spending on recruiting activities in relation to the starting compensation of new hires (positions filled) that result from staffing activities.This metric calculates the Total Recruiting Costs (both internal and external) and divides it by the Total Compensation Recruited (the sum of the base annual compensation of the positions filled through recruitment). 3) Recruiting Efficiency Efficiency:: Closely related to RCR is the metric for Recruiting Efficiency. Recruiting
Efficiency gives a percentage in relation to complete efficiency, which is considered to be 100%.
CHAPTER- III OBJECTIVES
•
To study the existing recruitment and selection process the organization is using.
•
To study various factors involved in recruitment and selection p rocess.
•
To study the methods and techniques used in recruitment and selection process.
•
To study and identify how the present process affect organizational outcomes.
•
To find employers and employees opinion about present process and provide a suggestion for improvement.
CHAPTER - IV RESEARCH METHODOLOGY
4.1 DATA COLLECTION:
4.1.1 Sources of data collection:
4.1.1.1 Primary data Primary data are collected afresh and for the first time. It is the data originated by the researcher specifically to address the research problem. In this this study, study, primar primary y data data is collec collected ted primar primarily ily to underst understand and the existi existing ng recruitment and selection process the organization is using. 4.1.1.2 Secondary Data Secondary data is collected from internet, registers, records, journals, articles, magazines and annual reports of the organization
4.1.1.3 Data collection Instrument: Questi Questionna onnaire ire Design Design begins begins with with an underst understand anding ing of the capabi capabili litie tiess of a questionnaire and how they can help in research. If it is determined that a questionnaire is to be used, the greatest care goes into the planning of the objectives.
4.2 DATA SAMPLING: Data sampling process includes the following steps that are sequentially shown
Define the Target Population
Define the Sampling frame
Determine the sample size
Execute the sampling process
4.2.1 Sample Size Design It refers to the number of elements to be included in the study. A sample design is a definite plan for obtaining a sample from a definite population. It refers to the technique or the procedure the researchers would adopt in selecting items for the sample. It is determined before data is collected. In this study •
50 samples is collected from the employers.
•
50 samples is collected from employees.
4.2.2 Sampling Process Convenience Sampling: A convenience is obtained by selecting ‘convenient’ population units. The method of convenience sampling is also called the chunk. A chunk refers to that fraction of the population being investigated which is neither by probability nor by judgement but by convenience.
x2=
? [O-E] 2 /E
4.3 TOOLS FOR ANALYSIS:
•
Percentage Analysis R= 1- 6 ? D 2 / N3 -N Chi-square analysis
•
Correlation
•
F-test
•
4.3.1 Percentage Analysis: In percentage analysis, charts like bar chart and pie charts are used to graphically represent the results from percentage analysis of the questionnaire 4.3.2 Chi-Square Analysis The chi-square is one of the most widely used non-parametric tests in statistical work. The Chi-Square was first used by Karl Pearson in the year 1900. It is defined as
Chi-square test is applicable to a very large number of problems in practice. With the help of this test we can find out whether two or more attributes are associated or not.
4.3.3 Correlation: Correlation analysis deals with the association between two or more variables. Correlation does not necessarily imply causation or functional relationship though the existence of causation always implies correlation. By itself it establishes only co variation. In this research rank correlation was used.The formula used to finn rank correlation is
4.3.4 F-Test
F= S12 / S22
F-test is used to find out whether the two independent estimates of population differ significantly or whether the two samples may be regarded as drawn from the normal populations having the same variance. F is defined as
CHAPTER – V DATA ANALYSIS AND INTERPRETATION 5.1 ANALYSIS USING PERCENTAGE METHOD
TABLE 5.1.1 RESPONDENTS BASED ON YEARS OF EXPERIENCE Sl.no Years
Respondent
Percentage%
s 1
0-2 years
34
68
2
3-5 years
14
28
3
6-8 years
2
4
Total
50
100
Inference 34 respondents belong to 0-2 years of experience, 14 respondents belong to 3-5 years of experience and 2 respondents belong to 6-8 years of experience.
CHART 5.1.1 RESPONDENTS BASED ON YEARS OF EXPERIENCE
80 70
P e r c e n t a g e
60 50
0-2 years
40
3-5 years
30
6-8 years
20 10 0
Years of experience
TABLE 5.1.2 CLASSIFICATION BASED ON THE SOURCES ORGANIZATION RELY HEAVILY
Sl.no
Sources
1 2
Internal External Total
Respondents 30 20 50
Percentage% 60 40 100
Inference 30 respondents said that organization rely heavily on internal sources and20 respondents said that organization rely heavily on external sources.
CHART 5.1.2 CLASSIFICATION BASED ON THE SOURCES ORGANIZATION RELY HEAVILY
70
P e r c e n t a g e
60 50 40
Internalsources 30
Externalsources
20 10 0
Source
TABLE 5.1.3 EMPLOYEES CHANNEL PREFERENCE TO POST THE RESUME
Sl.no Channels
Respondent
Percentage%
s 1 2 3 4
Job sites Company sites Consultancies Referrals Total
17 20 9 4 50
34 40 18 8 100
Inference 34% of employees prefer jobsites to post the resume, 40% of employees prefer company sites to post the resume, 18% of employees prefer consultancies to post the resume and 8% of employees prefer employee referrals to post the resume.
CHART 5.1.3 EMPLOYEES CHANNEL PREFERENCE TO POST THE RESUME
45 P e r c e n t a g e
40 35 30
Jobsites
25
Companysites
20
Consultancies
15
Referrals
10 5 0 Channels
TABLE 5.1.4 EMPLOYEE’S PREFERENCE OF SOURCES THAT REACHES SOON
Sl.no
Sources
Respondent
Percentage%
s 1 2 3 4
Newspaper Journals/Periodicals Campus Recruitment Employee Referral Total
19 4 10 17 50
38 8 20 34 100
Inference 38% of employees said that newspaper source reaches them soon, 8% of employees said that journals/periodicals reaches them soon, 20 of employees said that campus recruitment reaches them soon and finally 34% of employees said that employee
referral reaches them soon.
CHART 5.1.4 EMPLOYEE’S PREFERENCE OF SOURCES THAT REACHES SOON
40 35 P e r c e n t a g e
Newspaper
30
Journals/Magazines
25
Campusrecruitment
20
Employee Referral
15 10 5 0 Sources
TABLE 5.1.5 EMPLOYEE’S OPINION ABOUT RESPONSE AFTER RECRUITMENT Sl.no Response
Respondent
Percentage%
s 1 2
Satisfied Not Satisfied Total
Inference
44 6 50
88 12 100
44 respondents are satisfied with the response given after recruitment and 6 respondents are not satisfied with the response given after recruitment
CHART 5.1.5 EMPLOYEE’S OPINION ABOUT RESPONSE AFTER RECRUITMENT
100
P e r c e n t a g e
90 80 70 60
Satisfied
50
Not Satisfied
40 30 20 10 0
Response
TABLE 5.1.6 EMPLOYER’S OPINION ABOUT THE PROCESS FOR IDENTIFYING JOB VACANCIES
Sl.no Process 1 2
Respondents
Percentage%
Step by step process No step by step process
32 16
64 36
Total
50
100
Inference 32 respondents said that their organization follow a step by step process with certain rules and regulations in identifying job vacancies and 16 respondents said that thei theirr orga organi niza zati tion on does does not not foll follow ow a step step by step step proc proces esss with with certa certain in rule ruless and and regulations in identifying job vacancies.
CHART 5.1.6 EMPLOYER’S OPINION ABOUT THE PROCESS FOR IDENTIFYING JOB VACANCIES
70
P e r c e n t a g e
60 50 40 Step by step proc
30
N o s t e p b y s te te p process
20 10 0
Pro ce s
TABLE 5.1.7 EMPLOYER’S OPINION ABOUT JOB ANALYSIS
Inference
Sl.no Job analysis
Respondents
Percentage
1 2
35 15 50
70 30 100
Yes No Total
35 respondents inferred that job analysis is conducted for each position,15 respondents inferred that job analysis is not conducted for each position.
CHART 5.1.7 EMPLOYER’S OPINION ABOUT JOB ANALYSIS
80
P e r c e n t a g e
70 60 50
Y es
40
No 30 20 10 0
Job analysi
TABLE 5.1.8 CLASSIFICATION ABOUT THE RECRUITMENT SOURCES ORGANIZATION USE MOSTLY Sl.n Sl.no o Sour Source cess 1 2 3 4 5
Newspaper sources Journals Campus Recruitment Employee Referral Consultancies Total
Resp Respo onden ndents ts Perc Percen enta tage ge% % 15 7 4 19 5 50
30 14 8 38 10 100
Inference 15 respondents said that their organization uses newspaper source mostly, 7 respon respondent dentss said said that that their their organi organizat zation ion uses uses journa journals, ls, 4 respond respondent entss said said that that their their organization uses campus recruitment, 5 respondents said that they use consultancies and finally 19 respondents said that their organization uses employee referral mostly.
CHART 5.1.8 CLASSIFICATION ABOUT THE RECRUITMENT SOURCES ORGANIZATION USE MOSTLY
40
P e r c e n t a g e
35
Newspaper source 30
Journals/Periodicals
25
Campus Recruitment
20 15
Employee Referral
10
Consultancies
5 0
Sources
TABLE 5.1.9 EMPLOYER’S OPINION ABOUT SCREENING OF CANDIDATES
Sl.n Sl.no o
Scre Screen enin ing g of
Resp Respon onde dent ntss
Perc Percen enta tage ge% %
1 2
candidates Yes No Total
35 15 50
70 30 100
Inference 35 respondents said that all initial screening of candidates is performed by HR depar departm tment ent and and 15 resp respon onde dent ntss said said that that all all init initia iall scre screen enin ing g of candi candidat dates es is not performed by HR department.
CHART 5.1.9 EMPLOYER’S OPINION ABOUT SCREENING OF CANDIDATES
80
P e r c e n t a g e
70 60 50
Yes
40
No
30 20 10 0
Screening of candidates
TABLE 5.1.10 EMPLOYEES OPINION ABOUT FINAL SATISFACTION
Sl5 1 2 3 4 .no
HH igiD N g hO h lSioyslaT p y so tdaiopS isn tstifiaisn ioltefaiin d to seifn sdifeid ed
Respo2 1 55 4 7 n1 3 0dents
P 42erce1n 1 28 0t0 6 40 age%
Inference: 42% of employees are satisfied with the present process, 26% of empl employ oyee eess are are high highly ly sati satisf sfie ied d with with the the pres present ent proce process ss,, 10% of empl employ oyee eess are are dissatisf dissatisfied ied with the present present process, process, 8% employees are highly dissatisfi dissatisfied ed with the present process, and 14% employees said that they have no opinion about the process.
CHART 5.1.10 EMPLOYEES OPINION ABOUT FINAL SATISFACTION
satisfied Highly satisfied Dissatisfied Highlydissatisfied No opinion Final opinion about the process
TABLE 5.1.11 EMPLOYERS RATING ABOUT THE PROCESS
Sl.no 1 2 3 4
Opinion Effective Very effective Not effective No opinion Total
Respondents 12 21 11 6 50
Percentage% 24 42 22 12 100
Inference: 24% employers rated that the process is effective, 42% of employers rated that the process is very effective, 22% of employers rated that the process is not effective, 12% of employers said no opinion about the process.
CHART 5.1.11 EMPLOYERS RATING ABOUT THE PROCESS
Effective Very effective Not effective No opinion
Final rating a bout the process process
5.2 ANALYSIS USING CHI-SQUARE
ANALYSIS OF EMPLOYERS OPINION REGARDING PANEL MEMBER AS REFEREE AND RATING ABOUT RECRUITMENT& SELECTION PROCESS
OBSERVED COUNT: TABLE 5.2.1 Rating about recruitment& selection Panel
Effective
member as referee Yes No Total
Very ery
Not Ef Effect ective
No op opinion
5 6 11
1 5 6
Effective 5 7 12
14 7 21
EXPECTED COUNT TABLE 5.2.2 Rating about recruitment & selection Panel
Effective
member as referee Yes No Total
Very
Not Not Effe Effect ctiv ive e
No opin opinio ion n Tota Totall
Effective 6 6 12
10.5 10.5 21
Total
5.5 5.5 11
3 3 6
25 25 50
25 25 50
CHI-SQUARE CALCULATION TABLE 5.2.3
O 5 14 5 1 7 7 6 5
E 6 10.5 5. 5 3 6 10.5 5. 5 3
[O-E]2 1 12.25 0.25 4 1 12.25 0.25 4
[O-E]2/E 0.17 1.17 0.05 1.33 0.17 1.17 0.05 1.33 ∑ = 5.44
Null Hypothesis Ho: There is no significan significantt difference difference between the referee as a panel member and final
rating about recruitment and selection process. Inference: Calculated value Σ [O-E] 2/E = 5.44
Degrees of freedom (m-1) (n-1) = (2-1) (4-1) =3 The tabulated value for 3 degrees freedom at 5% level of significance is 12.98. Rating about recruitment & selection
Recruitme nt cost Yes No Total
Effective
6 6 12
Very
Not
Effective
Effective
11 10 21
5 6 11
No opinion
2 4 6
Total
24 26 50
The calculated value is lesser than tabulated value. Therefore hypothesis is accepted.
ANALYSIS OF EMPLOYERS OPINION REGARDING RECRUITMENT COST AND FINAL RATING ABOUT RECRUITMENT AND SELECTION PROCESS
OBSERVED COUNT TABLE 5.2.4
EXPECTED COUNT TABLE 5.2.5
Rating about recruitment & selection selection
Recruitment Effective cost Yes No Total
5.8 6.2 12
Very
Not
No opinion
Effective
Effective
10 11 21
5.3 5.7 11
2.9 3.1 6
Total
24 26 50
CHI-SQUARE CALCULATION TABLE 5.2.6
O 6 11 5 2 6 10 6 4
E 5. 8 10 5. 3 2. 9 6. 2 11 5. 7 3. 1
[O-E]2 0.04 1 0.07 0.81 0.04 1 0.09 0.81
[O-E]2/E 0.68 0 .1 0.02 0.28 0.65 0.09 0.02 0.26 ∑= 2.11
Null Hypothesis Ho: There is no association between the measurement of recruitment cost and final satisfaction about recruitment and selection process. Inference: Calculated value Σ [O-E] 2/E = 2.11
Degrees of freedom (m-1) (n-1) = (2-1) (4-1) =3
The tabulated value for 3 degrees freedom at 5% level of significance is 12.98. The calculated value is lesser than tabulated value. Therefore hypothesis is accepted.
ANALYSIS OF EMPLOYERS OPINION REGARDING MEDICAL EXAMINATION AND FINAL RATING ABOUT RECRUITMENT AND SELECTION PROCESS
OBSERVED COUNT Table 5.2.7
Rating about recruitment& selection Medical Examination Yes No Total
Effective
Very
Not Ef Effective
No op opinion Total
Effective 5 7 12
8 13 21
7 4 11
3 3 6
23 27 50
EXPECTED COUNT Table 5.2.8
Rating about recruitment& selection Medical Examination Yes No Total
Effective
Very
Not Ef Effective
No op opinion Total
Effective 5.52 6.48 12
9.7 11.34 21
5.1 5.94 11
CHI-SQUARE CALCULATION TABLE 5.2.9
2.76 3.24 6
23 27 50
O
E
[O-E]2
5 8 7 3 7 13 4 3
5.52 9.66 5.06 2.76 6.48 11.34 5.94 3.24
0.27 2.76 3.76 0.06 0.27 2.76 3.76 0.06
[O-E]2/E 0.05 0.29 0.74 0.02 0.42 0.24 0.63 0.02 ∑=2.41
Null Hypothesis Ho: There is no association between the medical examination conducted on employees and final satisfaction about recruitment and selection process. Inference: Calculated value Σ [O-E] 2/E = 2.41
Degrees of freedom (m-1) (n-1) = (2-1) (4-1) =3 The tabulated value for 3 degrees freedom at 5% level of significance is 12.98. The calculated value is lesser than tabulated value. Therefore hypothesis is accepted.
ANALYSIS OF EMPLOYEES OPINION REGARDING RECRUITMENT Final decision about Sources
appointment Yes
No
Total
organization organization rely heavily Internal sources External sources Total
25 14 39
5 6 11
30 20 50
SOURCE ORGANIZATION USE HEAVILY AND FINAL DECISIONS ABOUT APPOINTMENT
OBSERVED COUNT TABLE 5.2.10
EXPECTED COUNT TABLE 5.2.11
Sources
Final decision about appointment Yes No
Total
organization organization rely heavily Internal sources External sources Total
23.4 15.6 39
6.6 4.4 11
30 20 50
CHI-SQUARE CALCULATION TABLE 5.2.12
O 25 5 14 6
E 23.4 6. 6 15.6 4. 4
[O-E]2 2.56 2.56 2.56 2.56
[O-E]2/E 0.11 0.39 0.16 0.58 ∑=1.24
Null Hypothesis Ho: There is no association between sources organization rely heavily and final decisions about appointment. Inference: Calculated value Σ [O-E] 2/E = 1.24
Degrees of freedom (m-1) (n-1) = (2-1) (2-1) =1
The tabulated value for1 degrees freedom at 5% level of significance is 7.88. The calculated value is lesser than tabulated value. Therefore hypothesis is accepted.
5.3 ANALYSIS USING RANK CORRELATION
ANALYSIS OF EMPLOYEES OPINION REGARDING TEST&INTERVIEW PROCESS AND SATISFACTION ABOUT SELECTION TECHNIQUE USED
TABLE 5.3.1
R= 1- 6 ? D 2 / N3 -N
Sl.no
X
Rx
Y
R y
[ R x- R y ] D2
1
24
1
39
2
1
2
26
2
11
1
1 Σ D2 = 2
CACULATIONS:
= 1- 6 * 2 23-2
= 1- 12 6
= 1-2
R
=
-1
INFERENCE:
The test & interview process and satisfaction about selection technique used is highly negatively correlated.
R= 1- 6 ? D 2 / N3 -N
ANALYSIS OF EMPLOYERS OPINION REGARDING RECRUITMENT SOURCE ORGANIZATION USE AND SOURCE PREFERRED EFFECTIVE BY THEM TABLE 5.3.2 Sl.no
X
Rx
Y
R y
[ R x- R y ] D2
1
15
4
14
4
0
2
7
3
6
1
4
3
4
1
8
3
4
4
19
5
15
5
0
5
5
2
7
2
0 Σ D2 = 8
CACULATIONS:
R= 0.6
=
1- 6 * 8
53-5
=
1- 48
120
= 1-0.4
INFERENCE:
The recruitment source organization use and source preferred effective by them is positively correlated. correlated.
ANALYSIS OF EMPLOYEES OPINION REGARDING QUESTIONS GAVE PRIOR TO THE INTERVIEW AND COMFORTABLENESS WITH THE INTERVIEWER
TABLE 5.3.3 Sl.no
X
Rx
Y
R y
[ R x- R y ] D2
1
12
1
23
1
0
2
38
2
27
2
0 Σ D2 = 0
CACULATIONS:
R 1=6 ? 1 D 2 / N3 -N R=
= 1- 6 * 0
23-2
=
1- 0
6
=
1-0
INFERENCE:
If the questions given prior to the interview means then the comfortableness with the interviewer will be increased. So it is highly p ositively correlated.
5.4 ANALYSIS USING F-TEST
ANALYSIS OF EMPLOYEES AND EMPLOYERS OPINION REGARDING FINAL SATISFACTION ABOUT RECRUITMENT AND SELECTION PROCESS
NULL HYPOTHESIS H0: The two populations have the same variance. Table 5.4.1
Samples1
X1
X12
X1
Samples2
X2
X22
X2 12
0 .5
0.25
21
11
21
8 .5
72.2
13
3
12 1 9
-1.5 -6.5
5 2.25 42.2
5 4
-5 -6
25 36
7
-3
9
11 6
5
F=1.28
F= 1.28
Σ X12 = 117
Σ X22 = 200
X1 is employee’s opinion about the process and X2 is employers rating about the process. S12 = 50
S22 = 39
F = S12 / S22
INFERENCE: For v1=4 and v2=5, F0.05=6.23. The calculated value is less than the tabulated value. Therefore hypothesis h ypothesis is accepted. It means the two different populations have the same variance.
CHAPTER - VI 6.1 FINDINGS OF THE STUDY
•
A majority of the respondents prefer to post their resume through company web sites and job sites.
•
The percentage analysis shows that the organization relies heavily on internal sources.
•
Most of the employees said that a newspaper source reaches them soon.
•
A majority majority of employees employees inferred that they are satisfied satisfied with the response response given after recruitment.
•
Most of the employees said that the final decisions about appointment appointment should be based only on merit.
•
A majority of employers inferred that there organization is following a step by step process with certain rules and regulations in identifying job vacan cies.
•
The percentage analysis shows that the organization is conducting job analysis and job description for each job position.
•
A majori majority ty of employ employers ers said said that that there there organi organizat zation ion using using newspa newspaper per and employee referral sources mostly.
•
Most Most of the the empl employ oyer erss infe inferr rred ed that that they they are are meas measur urin ing g the the cost cost for for the the recruitment sources by comparing the validated budget versus approved budget.
•
The correlation analysis shows that the questions asked in the interview and comfortableness with the interviewer is positively correlated.
•
Most of the employees are satisfied with the present recruitment and selection process.
•
A majority of the employers inferred that the present recruitment and selection process is effective.
6.2 SUGGESTIONS AND RECOMMENDATIONS RECOMMENDATIONS
From the study, it is found that majority of the employees prefer to post their resume in companies website. So the company can have exclusive career link in its website to post resume.
By using a separate link with resume screening software, the resumes can be screened and managed effectively.
From the study, it is found that newspaper is the effective medium to advertise for recruitment. Since this company focus on candidates from Pondicherry, they can advertise for mass recruitment.
Relocat Relocation ion is the main main proble problem m for a candid candidate ate’’s reject rejecting ing an offer offer.. So by providing a good salary and accommodation, relocation problem can be solved. Thus the recruitment process can be made effective by retaining the recruited candidate.
Some of the employees said that the response given after recruitment is not satisfactory. If the recruitment feedback mechanism is not effective, there is high risk of loosing good candidates to other companies. So they can give the response for candidates immediately whether they are short listed or rejected.
It is found that the company is not conducting the medical examination for employees during selection process. They can conduct medical examination in order to prevail themselves if any problem happens to the employees.
CHAPTER-VII CONCLUSION This This projec projectt “A STUDY STUDY ON EFFEC EFFECTIV TIVENE ENESS SS OF RECRUI RECRUITME TMENT NT AND SELECT SELECTION ION PROCE PROCESS” SS” was helpfu helpfull to know about about the recrui recruitm tment ent and select selection ion process in E-Publishing Company. This study inferred that most of the employers and employees are satisfied with the present process. This study was helpful to study the sources of recruitment and selection techniques & methods used. The study on recruitment and selection is more an ART rather than a process. process. HR professional is having a big responsibility to hire a best person from the available talent pool. At the same time, one needs to be cost conscious. The employer should judge on individual merits and set the same standards for all. In the present scenario, “It is the biggest challenge for a HR manager to hunt for talent.”
.
CHAPTER – VIII 8.1 LIMITATIONS •
The entire study applies only to the specific concern.
•
The period for study is one month, so the detailed analysis about the process is difficult.
•
The study was made only with limited number of samples.
•
The respondents may give false information.
8.2 SCOPE FOR FURTHER STUDY
The Project throws light on the need for learning about recruitment and selection process.
This study will be useful to find out the sources an d techniques used in the recruitment and selection process.
It will be helpful for the company to know kn ow the effective sources and techniques in recruitment and selection process.
ANNEXURE - I A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN SPi TECHNOLOGIES
EMPLOYER PERSONAL DETAILS 1. Name
:
2. Designation
:
3. Age: a) 18 -25
b) 26 – 35
c) 36 -45 d) above 45
4. Marital status: a) Married
b) unmarried
5. Educational Qualification: a) Below Hr. Sec. b) Hr. Sec
c) ITI or others
d) UG OR PG
6. Years of Experience: a) 0 – 2 years b) 3 – 5 years c) 6 – 8 years d) Above 8 years
RECRUITMENT 1. What type type of process process are there there for identi identifyin fying g job vacancies vacancies in your organization organization?? a) Follow step by step process with certain rules. b) No step by step process. c) Not aware. 2. Is job job analysi analysiss conduct conducted ed for each each posit position ion?? a) Yes 3.
b) No
Do you you give give consi conside dera rati tion on to inte intern rnal al cand candid idat ates es for for all all jobs jobs befor beforee outs outsid idee
recruitment begins? a) Yes
b) No
4. Do you accept late applications? a) Yes
b) No
5. Is ther theree any job job descr descrip ipti tion on for for each each vacan vacancy cy incl includ udin ing g the the purpo purpose se,, task taskss and and responsibilities? a) Yes
b) No
6. What kind of recruitment sources does your organization use? a) Newspaper sources b) Professional journals/periodical c) Campus recruitment d) Employee referral e) Consultancies 7. Which recruitment source do you prefer very effective from the above?
8. Does your organization measure the cost of these recruiting sources? a) Yes
b) No
If yes specify, 9. To whom are the performance measure and recruiting costs are u sually communicated? a) Finance department b) Accounts department c) Administration department 10. Identify any one factor which affects you to recruit best candidate? a) Image of the organization b) Government influence c) Internal organizational policies d) None of the above
SELECTION 11. Do you have any standard pattern in selection process? (From initial interview to final placement) a) Yes
b) No
12. Does HR department perform all initial screening of candidates? a) Yes
b) No
13. How many candidates are typically interviewed before final placement?
a) 10 b) Below 10 c) Above 10 d) None of the above 14. Are panel interviews are used? a) Yes
b) No
15. Can you allow a referee as a panel member? a) Yes
b) No
16. Are reference checks considered on all candidates? a) Yes
b) No
17. Are Are candi candida date te tele teleph phon onee inte interv rvie iews ws,, tele teleco conf nfer erenc encin ing g or vide video o conf confer eren enci cing ng conducted before personnel interview? a) Yes
b) No
18. What type of tests are mostly used in your o rganization during selection process? a) Personality tests b) Psychometric tests c) Judgement tests c) Ability tests d) Not aware 19. Do you professionally validate the tests used in selection process? a) Yes
b) No
20. What your organization will do if short listed applicant cannot be interviewed on the scheduled day? a) Offer another date, location. b) Will hold the applicant and used whenever needed. c) Consideration may be given to exclude that person from the process. d) No opinion. 21. Does your organization conduct medical examination for employees during selection process? a) Yes
b) No
22. Finally rate the recruitment and selection process used in your organization a) Effective b) Very effective c) Not effective
d) No opinion A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN SPi TECHNOLOGIES
EMPLOYEE PERSONAL DETAILS 1. Name
:
2. Designation
:
3. Age: a) 18 -25
b) 26 – 35
c) 36 -45
d) above 45
4. Marital status: a) Married
b) unmarried
5. Educational Qualification: a) Below Hr. Sec.
b) Hr. Sec c) UG or PG
d) ITI or others
6. Years of Experience: a) 0 – 2 years b) 3 – 5 years
c) 6 – 8 years d) Above 8 years
RECRUITMENT AND SELECTION
1. Did you visit the website of this company before coming for the interview? a) Yes b) No 2. What is your experience in this company? a) 0 – 2 years b) 3 – 5 years years c) 6 – 8 years d) Above 8 years 3. Which sources your organization rely heavily for recruitment? a) Internal sources b) External sources 4 .Which channel do you prefer easy to post your resume? a) job sites b) company websites c) consultancy
d) referrals 5. Through which source did you get recruited in this company? a) Newspaper sources b) Professional journals/periodicals c) College recruiting d) Employee referral e) Internal computerized applicant database 6. Which type of recruitment sources reaches you soon? a) Newspaper sources b) Professional journals/periodicals c) College recruiting d) Employee referral 7. Have you ever rejected an offer in any company? a) Yes b) No 8. State the reason for rejecting the the offer. a) relocation b) salary c) growth d) others 9. State the reason for accepting the offer in this organization?
10. Are you satisfied with the response given after recruitment? a) Yes b) No 11. Are you satisfied with the selection techniques u sed in your organization? a) Yes b) No If No means give reason:
12. Do you feel that the test and the interview process is lengthy? a) Yes b) No 13. What type questions they asked you in the interview? a) Relaxing questions
b) Tough questions c) Icebreaking questions 14. Did they give the questions prior to the interview? a) Yes b) No 15. Did you felt comfortable with your interviewer? a) Yes b) No 16. Do all people have to be interviewed in the same way? a) Yes b) No If No means state reason:
17. The people who are all involved in the recruitment and selection process were very supportive to you a) Yes b) No 18. The final decisions about the appointment should be based only on merit? a) Yes b) No If No means state reason:
19. Does your organization provide you induction or orientation programme after placement? a) Yes b) No If yes means mention how effective and useful,
20. Finally how much you satisfied with the present recruitment and selection process followed in your organization? a) Satisfied b) Highly satisfied c) Dissatisfied d) Highly dissatisfied e) No opinion If you are not satisfied with the present process means provide suggestion for improvement:
Annexure - II
Bibliography Books Referred 1. Christopher Christopher Mabey Mabey,, “Strategi “Strategicc Human Resource Resource Managemen Management” t” – Edition Edition 1. 2. K. Aswathappa, Aswathappa, “Human “Human Resource Resource and Personnel Personnel Managem Management” ent” – Edition Edition 1. 3. Donnel Donnelly ly , “Manag “Managing ing Human Human Resou Resource rce”” – Edition Edition 1 4. Statistical methods by S.P.Gupta S.P.Gupta Sites Visited 1. www www.spi .spi.c .com om 2. www www.cit .citeh ehrr.com .com 3. www www.expl .explor oreh ehrr.com .com
