A Study on Recruitment and Selection Process at Reliance Communication

Submitted By: Varun Mishra

Introduction 

The word   „recruitment‟   ha has many meaning and plays an important role. Employees leave the organization in search of gree gr eene nerr pa past stur ures es-- so some me re reti tire re so some me di diee in sa sadd ddle le.. Th Thee mo most st important thing is that enterprise grows, diversifies, and takes over other units-all necessitating hiring of new men and women. In fact recruitment functions stop only when the organization ceases to exist. To understand recruitment in simple terms it is understood as process of searching for obtaining applications of  job from among from whom the right people can be selected. To define recruitment we can define it formally as it is a process of finding and attracting capable applicants for employment. The process begins when new recruit are sought and ends when their application are submitted. The result is a pool of applicants from which wh ich ne new w emp employ loyees ees are sel select ected. ed. Th Theor eoreti etical cally, ly, rec recrui ruitme tment nt process is said to end with receipt of application in practice the activity extends to the screening applicants as to eliminate those who are not qualified for job.

Objective 

 To understand the curr rre ent recruitment and selection process being followed at RCOM and to know how effectively it is being impleme implemented nted in the organizati organization. on.

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To study the present Recruitment Policies in RCOM.

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To study the different methods of recruitment & selection depending depen ding on the req require uirements ments of the the organizat organization. ion.

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To fin ind d th the e rel elat atio ions nshi hip p whe hetthe herr jo job bs of offfer ere ed base sed d on qualificat quali fication ion to the the employ employees ees in the organiza organization. tion.

Literature review 

their survey research on the use of   Ms. Ambika Verma(2009)   in technologies in recruiting, screening, and selection processes for job candidates conducted in Dim imeensio ion n group found that most orga or gani niza zati tio ons im impl plem emen ente ted d te tech chno nolo logy gy ba base sed d re recr crui uitm tmen entt an and d selection tools to improve efficiency, reduce costs, and expand the applicant pool.

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 The meta-analysis of the research conducted by  chapman, uggersler, concluded ded tha thatt tim timely ely res respon ponses ses carrol car roll, l, pia piase senti ntin& n& Jon Jones es (20 (2005) 05)   conclu from HR managers were linked to greater applicant attraction to a job with an organization.

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Accord Acco rding ing to   Robins, in his study revealed that,   “The   ideal recruitment effort will attract a large number of qualified applicants who will take the job if it is offered. So recruiting is a process of disc di scov over erin ing g th thee po pote tent ntia iall ca cand ndid idat ates es fo forr ac acttua uall or orga gani niza zati tion onal al vacancies”.

Research Methodology 

  SAMPL SAMPLE E DES DESIGN IGN  Thee sam Th sampl plee de desi sign gn chose chosen n wa wass no non n pr prob obabi abili list stic ic type. type. No Non n pr proba obabi bili list stic ic sampling is a sampling technique where the sample is gathered in a process that does not give all the individuals in the population equal chance of being selected. selected . 

 DATA COLLECTION:   Both primary and secondary data are collected for the purpose of completion of this project report. 

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  PRIM PRIMARY ARY MET METHOD HOD:

Inform Info rmat atiion gat athe herred by fee eedb dbac ack k form rmss fi fill lled ed by an and d in inte terrvi view ew an and d dis iscu cusssi sion onss with th thee em empl plo oye yees es of va vari riou ouss dep epaart rtm men ents ts an and d my pro roje ject ct guide/mentor. A detailed and well-structured questionnaire was presented to the managerial staff at RCOM Copies of the questionnaire being distributed to the employees at random to obtain their views followed this.

SECONDARY METH SECONDARY METHODS: ODS:   Secondary data is being collected through following methods; RCOM Training planner and induction guide.    RC   Information from Dealer Management System (DMS) software used by RCOM report and other publication.  Company annual report Othe herr re recr cruit uitme ment nt do docu cume ment ntss av avail ailab able le at th thee re recr cruit uitme ment nt  Ot centre.   Company Website 

  SAMPLE SIZE  – (100)

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 UNIVERSE – (Lucknow)

Importance  

Help increase the success rate of the selection process by reducing the number of visibly, under qualified or overqualified ov erqualified job applicants.

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Help re Help redu duce ce th the e pr prob obab abil ilit ity y th that at jo job b ap appl plic ican ants ts,, on once ce recruited and selected, will leave the organization only after aft er a short period period of time. time.

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Begin identifying and preparing potential job applicants who will be appropriate candidates.

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