A Study on Recruitment and Selection Process - Datanotic

A STUDY ON RECRUITMENT AND SELECTION PROCESS TOWARDS DATANOTIC INTERNATIONAL

ABSTRACT: The project title “A study on Recruitment and Selection Process” conducted in Datanotic International aims to find out the general opinion of the Recruitment and Selection process attended by the employees at Datanotic International. The main object objective ive of projec projectt is to study study the process process of Recrui Recruitme tment nt & Select Selection ion in Datanotic International. The secondary objectives are to assess the perception of the employers regarding recruitment process they have undergone, to identify whether the recruitment is done from from intern internal al or extern external al sou source rces, s, to analys analysee the effect effective ivenes nesss of recrui recruitme tment nt and select selection ion process, to identify the factors of recruitment and selection process, to identify new ways of improving the present recruitment procedure, to identify the average time spent for selection process. The need for this project is to determine the present and future requirements of the organization personnel-planning and job analysis activities, to understand the recruitment and sele select ction ion proces processs in organ organiz izat ation ion and to analy analysi siss of the time time manag managem ement ent in the recruitment process . This study helps to make decision in selecting the right candidates for the right job, this study helps the organization to identify the area of problem and suggest ways to improve the recruitment and selection process, this study focus on understanding recruitment and selection process this study helps to manage a manpower budget for the recruitment and selection process, this study helps to evaluate the time constraint for the recruitment process. Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company.

TABLE OF CONTENTS

CHAPTER NO.

CONTENTS

I

INTRODUCTION

II

COMPANY PROFILE

PAGE NO. 1

2.1 Industry Profile

3

2.2 Product Profile

7

III

REVIEW OF LITERATURE

10

IV

RESEARCH METHODOLOGY

16

4.1 Need for the study

19

4.2 Objectives of the study

20

4.3 Scope of the study

21

4.4 Research Design

22

4.5 Limitation of the study

24

V

DATA ANALYSIS AND INTERPRETATION

25

VI

STATISTICAL TOOLS

VII

FINDINGS

86

VIII

SUGGESTIONS

90

IX

CONCLUSION

92

X

ANNEXURE

93

BIBLIOGRAPHY

94

QUESTIONNAIRE

94

LIST OF TABLES

TABLE NO

CONTENTS

PAGE NO.

1

GENDER

25

2

AGE OF RESPONDENTS

26

3

MARITAL STATUS OF THE RESPONDENTS

27

4

MONTHLY INCOME OF THE RESPONDENTS

28

5

EDUCATION QUALIFICATION OF THE RESPONDENTS

29

6

EXPERIENCE OF THE RESPONDENTS

30

7

NATURE OF JOB OF THE RESPONDENTS

31

8

SOURCES OF RECRUITMENT INFORMATION IN SQUARESOFT

32

9

REFERRAL POLICY IN THE ORGANIZATION

33

10

REWARD FOR REFFERING EMPLOYEES

34

11

BEST RECRUITMENT SOURCES

35

12

NO.OF STAGES IN SELECTION PROCESS

36

13

RATING THE RECRUITMENT PROCEDURE

37

14

SATISFACTION OF THE ROUNDS OF INTERVIEW CONDUCTED

38

15

SATISFACTION LEVEL OF INTERVIEW PANEL

39

16

AVERAGE TIME SPENT FOR SELECTION PROCESS

40

17

FORMS OF INTERVIEW

41

18

RECRUITMENT PROCESS FOR DIFFERENT GRADES OF

42

EMPLOYEES 19

INNOVATIVE TECHNIQUES ADOPTED IN THE COMPANY

43

20

TYPES OF TEST CONDUCTED IN SELECTION PROCESS

44

21

MODIFICATION OF RECRUITMENT AND SELECTION

45

PRACTICES IN SQUARESOFT 22(i)

FACTORS: GOOD EDUCTIONAL QUALIFICATION

46

22(ii)

TECHNICAL SKILL REQUIREMENT

47

22(iii)

WORK EXPERIENCE

48

22(iv)

GOOD INTELLECTUAL POTENTIAL

49

22(v)

ENGLISH FLUENCY

50

23(i)

IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES

51

QUALIFICATION

23(ii)

IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES :

52

EXPERIENCE 23(iii)

IMPORTANCE GI GIVEN WH WHILE RE RECRUITING EM EMPLOYEES : COMMUNICATION

53

23(iv)

IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : LEADERSHIP QUALITIES

54

23(v)


55

MIDDLE

QUALIFICATION

LEVEL 23(vi)


56

EXPERIENCE 23(vii)

IMPORTANCE GI GIVEN WH WHILE RE RECRUITING EM EMPLOYEES :

57

COMMUNICATION 23(viii)


58

LEADERSHIP QUALITIES 24

POLICIES OF SQUARESOFT

59

25(i)

JOB PORTALS : NAUKRI

60

25(ii)

JOB PORTALS : TIMES JOB

61

25(iii)

JOB PORTALS : MONSTER

62

25(iv)

JOB PORTALS : JOB STREET

63

25(v)

JOB PORTALS : CLICK IN JOBS

64

25(vi)

JOB PORTALS : FACEBOOK

65

26

FEEDBACK OF THE CANDIDATE AFTER RECRUITMENT

66

27( 27(i)

POTENTIAL CA CANDIDTE AR ARE GE GENER NERATED TH THROUGH : DIRECT

67

APPLICANT 27(ii)

POTENTIAL CANDIDTE ARE GENERATED THROUGH :

68

PLACEMENT CONSULTANT 27(iii)

POTENTIAL CANDIDTE ARE GENERATED THROUGH : JOB PORTALS

69

27(iv)


70

EMPLOYEE REFERRALS 27(v)

POTENTIAL CA CANDIDTE AR ARE GE GENERATED TH THROUGH : HEAD

71

HUNTING 27(v 7(vi)

POTENTIAL CANDIDTE ARE GENERATED THROUGH : BODY

72

SHOPPING 28

RATING OF COMPANIES RECRUITMENT AND SELECTION

73

PROCESS

LIST OF CHARTS

CHART NO

CONTENTS

PAGE NO.

1

GENDER

25

2

AGE OF RESPONDENTS

26

3

MARITAL STATUS OF THE RESPONDENTS

27

4

MONTHLY INCOME OF THE RESPONDENTS

28

5

EDUCATION QUALIFICATION OF THE RESPONDENTS

29

6

EXPERIENCE OF THE RESPONDENTS

30

7

NATURE OF JOB OF THE RESPONDENTS

31

8

SOURCES OF RECRUITMENT INFORMATION IN SQUARESOFT

32

9

REFERRAL POLICY IN THE ORGANIZATION

33

10

REWARD FOR REFFERING EMPLOYEES

34

11

BEST RECRUITMENT SOURCES

35

12

NO.OF STAGES IN SELECTION PROCESS

36

13

RATING THE RECRUITMENT PROCEDURE

37

14

SATISFACTION OF THE ROUNDS OF INTERVIEW CONDUCTED

38

15

SATISFACTION LEVEL OF INTERVIEW PANEL

39

16

AVERAGE TIME SPENT FOR SELECTION PROCESS

40

17

FORMS OF INTERVIEW

41

18

RECRUITMENT PROCESS FOR DIFFERENT GRADES OF

42

EMPLOYEES 19

INNOVATIVE TECHNIQUES ADOPTED IN THE COMPANY

43

20

TYPES OF TEST CONDUCTED IN SELECTION PROCESS

44

21

MODIFICATION OF OF RE RECRUITMENT AN AND SE SELECTION PR PRACTICES

45

IN SQUARESOFT 22(i)

FACTORS: GOOD EDUCTIONAL QUALIFICATION

46

22(ii)

TECHNICAL SKILL REQUIREMENT

47

22(iii)

WORK EXPERIENCE

48

22(iv)

GOOD INTELLECTUAL POTENTIAL

49

22(v)

ENGLISH FLUENCY

50

23(i)

IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES

51

QUALIFICATION

23(ii)


52

EXPERIENCE 23(iii)


53

COMMUNICATION 23(iv)

23(v)

IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES : LEADERSHIP QUALITIES

54


55

QUALIFICATION MIDDLE LEVEL 23(vi)


56

EXPERIENCE 23(vii)

IMPORTANCE GIVEN WHILE RE RECRUITING EMPLOYEES :

57

COMMUNICATION 23(viii)


58

LEADERSHIP QUALITIES 24

POLICIES OF SQUARESOFT

59

25(i)

JOB PORTALS : NAUKRI

60

25(ii)

JOB PORTALS : TIMES JOB

61

25(iii)

JOB PORTALS : MONSTER

62

25(iv)

JOB PORTALS : JOB STREET

63

25(v)

JOB PORTALS : CLICK IN JOBS

64

25(vi)

JOB PORTALS : FACEBOOK

65

26


66

27(i)

POTENTIAL CANDIDTE ARE GEN GENERATED THROUGH : DIRECT

67

APPLICANT 27(ii)


68

PLACEMENT CONSULTANT 27(iii)

POTENTIAL CANDIDTE ARE GENERATED THROUGH : JOB

69

PORTALS 27(iv)

POTENTIAL CANDIDTE ARE GENERATED THROUGH : EMPLOYEE REFERRALS

70

27(v)

POTENTIAL CA CANDIDTE ARE GENERATED THROUGH : HEAD

71

HUNTING 27(vi)

POTENTIAL CANDIDTE ARE GENERATED THROUGH : BODY

72

SHOPPING 28

RATING OF COMPANIES RECRUITMENT AND SELECTION

73

PROCESS

INTRODUCTION: Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. Selection may be defined as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirement, considering current environmental condition. The project title “A study on Recruitment and Selection Process ” conducted in Datanotic International aims to find out the

general opinion of the Recruitment and Selection process attended by the employees at Datanotic International. The main objective of this project is to study on the recruitment and selection process of Squaressoft technologies.

The secondary objectives are to identify whether the

recruitment is done from internal or external sources, to analyse the effectiveness of recruitment and selection process, to identify the factors of recruitment and selection process, to identify new ways of improving the present recruitment procedure, to identify the average time spent for selection process. For this project the primary data has been collected directly from the respondents using a questionnaire while the secondary data was collected from books, articles and the internet. In this study, a questionnaire was used to collect data from the sample. In this study stratified sampling technique is used. The population size is 220 and the sample size for the study is 145. The tools that are used in this project are Percentage analysis, Two-way Anova, Chi-Square , Weighted Average, Median and Rank Correlation.

The need for this project is to determine the present and future requirements of the organization personnel-planning and job analysis activities, to understand the recruitment and sele select ction ion proces processs in organ organiz izat ation ion and to analy analysi siss of the time time manag managem ement ent in the recruitment process . This study helps to make decision in selecting the right candidates for the right job, this study helps the organization to identify the area of problem and suggest ways to improve the recruitment and selection process, this study focus on understanding recruitment and selection process this study helps to manage a manpower budget for the recruitment and selection process, this study helps to evaluate the time constraint for the recruitment process The limitations of this study are the feedback is just the representative of the entire population; it only states the opinion of a few respondents, time constraint was a major limitation, people were not very responsive, unavailability of secondary data, the Sample size used for the research is less, an employee has fear to reveal the negative aspects, the information collected is based on the perception of the respondents, the data needs to be updated at times when it comes to have further usage of this research study report. The problem that has been found in this study is that the most of the respondents need modifications in the present recruitment and selection process, the company is using only four source sou rcess for recruit recruitment ment and select selection ion proces process, s, many many of the candidat candidates es are not aware aware of the company policies before joining in the company, most of the employees are not aware of video confer conferenci encing, ng, non-popu non-popular larity ity of the video video confer conferenci encing ng and to rectif rectify y this this proble problems ms the suggestions that can be given to the company are the company have to make some modifications like like using using new techni techniques ques for recruit recruiting ing and

to increase increase the time time spent spent for select selecting ing the

employ employees ees,, the compan company y can adopt adopt som somee more more sou source rcess like like getti getting ng inform informati ation on from from the employment exchange, magazines and newspapers for recruiting the employees, training can be given to those candidates to know clearly about the company policies, the company can take more measures to improve the recruiting and selection process, the company should make use of video conferencing of candidates in the future to reduce their time and the organization can make use of web to large extent to make recruitment simpler, faster, cheaper and effective. Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a

fresh blood, new idea enters in the company. Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved. Further from this survey I hope the organization will be benefited and with the help of the suggestions given the organization can improve its functioning and the overall overall Recruitmen Recruitmentt and Selection Process in the organizati organization on and its performance performance will increase.

INDUSTRY PROFILE

The Indian Information Technology industry accounts for a 5.19% of the country's GDP and export earnings as of 2010, while providing employment to a significant number of its tertiary sector workforce. sector workforce. More than 2.3 million people are employed in the sector either directly or indirectly, making it one of the biggest job creators in India and a mainstay of the national economy. In 2011, annual revenues from outsourcing operations in India amounted to US$54.33 US$54.33 billion compared to China with with $35 $35.76 .76 billio billion n and Philippines with with $8.85 $8.85 billio billion. n. India' India'ss outsourcing industry is expected to increase to US$225 US$2 25 billion by 2020.

The most prominent IT hub is IT capital Bangalore. The other emerging destinations are Chennai, Chennai, Hyderabad, Hyderabad, Kolkata, Kolkata, Pune, Pune, Mumbai, Mumbai, NCR , Trivandrum and Kochi. Kochi. Technically Technically proficient immigrants from India sought jobs in the western world from the 1950s onwards as India's education system produced more engineers en gineers than its industry could absorb. India's growing stature in the information age enabled it to form close ties with both the United States of America and the European European Union. Union. Howeve However, r, the recent recent global financial crises crises has deeply deeply impacted the Indian IT companies as well as global companies.

As a result hiring has dropped sharply and employees are looking at different sectors like the financ financial ial servic service, e, telecom telecommun munica icatio tions, ns, and manufa manufactu cturin ring g indust industrie ries, s, which which have been growing phenomenally over the last few years. yea rs.

India's IT Services industry was born in Mumbai in 1967 with the establishment of Tata Group in partnership with Burroughs. The first software export zone SEEPZ was set up here way back in 1973, the old avatar of the modern day IT park. More than 80 percent of the country's software exports happened out of SEEPZ, Mumbai in 80s. Each year India produces roughly 500,000 engineers in the country, out of them only 25% to 30% possessed both technical competency competency and English language skill skills, s, althoug although h 12% of India' India'ss populat population ion can speak speak in English.

India developed a number of outsourcing companies specializing in customer support via Internet or telephone connections. By 2010, India also has a total of 37,160,000 telephone lines in use, a total of 506,040,000 mobile phone connections, a total of 81,000,000 Internet users— comprising 7.0% of the country's population, and 7,570,000 people in the country have access to broadband Internet making it the 12th largest country in the world in terms of broadband broadband Internet users. users. Total fixed-line and wireless subscribers reached 543.20 million as of November, 2010.

COMPANY PROFILE

ABOUT US

This is Comp Compan any y set set up in Apri Aprill of 2010 2010 and and regi regist ster ered ed with with Data Notic Notic Internat Internationa ionall , Th Government Of Tamil Nadu by section 58 (1) of the Indian Partnership act.1932 by Mr. having ng mo more re than than 5 year yearss of exper experie ienc ncee in the the fiel field d of Hard Hardwa ware re & Hima Himans nsu u Kuma Kumarr , havi Networking, Man Power Recruitment, Data Da ta Conversion, Data Entry, Call Center etc. Now, this company has privilege to introduce ourselves as a growing data management company doing jobs like form filling, data conversion, data entry, scanning of documents, conversion of PDF/JP PDF/JPEG/ EG/TIF TIFF/B F/BMP MP files files into into DOC files, files, e-Pub e-Pub conver conversio sion, n, XML/HT XML/HTML, ML, manpow manpower er consultancy and training of staff for BPO (Business Process Outsourcing) etc., for a reputed company like yours under the Division name & style of “Data Notic International”. International”. Our basic motive is to provide “Prompt Solutions to Right Person at Right Place in Right Time for

Right Work” in the most apropos business solutions to clients that enables them to enjoy a competitive edge over the competing business, and this company, continues to focus on strategic planning for the business, which provides solutions to domestic and globally corporate.

In today's technology-influenced business world, “Data Notic International” delivers low-toend solutions for an integrated, multi-channel communications service to manage its client's Customer Interaction Services. “Data Notic International” approaches each contact with the customer as an opportunity to build the client's brand and strengthen the customer relationship. We work round the clock through out the year towards accomplishing our mission of providing high-quality, in time bound and cost-effective services to our world wide clients and that too at competitive rates. We guarantee quality of work confirming confirming to prevailing world standards. standards.

Our Vision:Data Notic International International began with a vision to operate locally as well as globally & bring the benefits of BPO Solutions to all categories of customers and to maintain the Quality of Services & Focus on Long Term Benefits of the Clients.

Challenge: -

In as much as executive of this company are well energetic, sincere, loyal, innate ability, dedicated dedicated to the business. business. We will take up any assignment assignment as CHALLENGE CHALLENGE and put all our efforts to complete assignment in time with 99.5% quality and accuracy.

Our Leadership: -

Our Our Mana Manage geme ment nt team team comp compri rise sess of expe experi rien ence ced d Mana Manage geme ment nt and and Serv Servic icee indu indust stry ry professionals, programmers and the experts, with proven expertise in both International and Domestic projects. They are well exposed to the challenging applications of the technology with the use of latest tools available today.

Our professionals have played key roles in a wide range of applications such as Data Conversion, XML, Data Entry, Scanning, Image Processing, Form Processing, Medical Billing, E-Book, Hospital Records, Telecom Billing, and maintenance of Database systems.

Strength:-



Having Encouraging and Challenging Team.  Dedicated hard working staff members for 24 hrs services.  Delivery of outputs within the specified TAT.  Interactive Communication and feedback system to avoid Discrepancy.

Our Basic Objective is:-

      

To meet out the requirement with remarkable quality of work in time according to customer specification. To provide service to customer satisfaction and to do work/job at reasonable cost. To meet customer requirement within the parameters of Specifications given by the customer and also within the statutory provisions as applicable. To give the result in time with 99.5% accuracy level and TAT guaranteed. To do the work in Economic way and quality control process is integrated into every project. To do Data confidentiality is maintained for all projects. Paper Communication is asserted when job is in “Live”.

Projects undertaken:-

1. Project Title Software Environment

: PDF to DOC : Abbey Fine Reader 7, Acrobat 6.0., Photoshop, Omni Page & MS Word.

Description of Work

: PDF image conversion to Test with Double Column Alignment.

2. Project Title Software Environment Description of Work

: JPEG to DOC : Abbey Fine Reader 7, Imaging & Word : JPEG image conversion to Test with Single Column Alignment.

3. E-Publishing 4.

Project Title Softwa Software re Enviro Environme nment nt Description of Work

5. Form Form Fillin Filling g Projec Projectt Software Environment

: HTML & XML and converting to e-Pub format : Comparing : MS Word Word : Word to Word Comparing

: Source Source from from US : MS Office

Description of Work : The forms of finance and insurance will be provided with scanned image and the data will be in put manually.

6.

Data Transcription

7.

: PDF to DOC

Software Environment

: MS Excel

Description of Work

: Data Typing

Form Filling Project

: Mutual Funds Form Banks

Softwa Software re Enviro Environme nment nt

: FoxPro FoxPro

Description of Jobs

: Data Entry and QC

Our Infrastructure:Infrastructure:-

We have made substantial investments in computing network, Internet and telecom connectivity, network network security security and recovery recovery management. management. Our employees employees enjoy a campus like atmosphere atmosphere wherein they can avail a completely networked work environment with broadband connectivity to the Internet round-the-clock.

REVIEW OF LITERATURE

RECRUITMENT:

Recruiting is the discovering of potential applicants for actual and anticipated organizational vacancies. In other words, it is a `linking activity' bringing together those with jobs and those seeking jobs.

DEFINITIONS:

Recruitment is defined as,” the process of discovering potential po tential candidates for actual and anticipated organizational vacancies “.- Yodel. Recruitment is defined as,” the process of searching for prospective p rospective employees and stimulating them to apply for jobs in the organization”. -Edwin B.Flippo

FACTORS INFLUENCING RECRUITMENT

• Strategic plans: The steps most commonly used in developing an HR strategy:

1.Setting the strategic direction¬ 2. Designing the Human Resource Management System System 3. Planning the total workforce¬ 4.Generating the¬ required human resources 5.Investing in human resource development and¬ performance 6.Assessing and sustaining organizational competence and¬ performance.

• Organizational policies: 1. Basic Overviews of Human Resource Management 2.Getting the Best Employees 3.Paying Employees (and Providing Benefits) 4.Training Employees 5. Ensuring Compliance to Regulations 6. Ensuring Safe Work Environments 7. Sustaining High-Performing Employees.

• Recruitment Criteria: 1. Technical criteria, i.e. know-how, professional skills, and experience in your field. 2. The candidate’s personality and charisma are the most influential criteria in the process of recruitment in France. 3. Communication skills and the knowledge of foreign languages are also very important, to ensure the smooth flow of communication between the company and its subsidiary.

SOURCES OF RECRUITMENT

A. INTERNAL SOURCES

• Promotions:

The process of elevating a person to higher level job is what is known as promotion.

• Transfers:

Transfer of an employee may be either from one section to another or from one department to another.

• Job rotation:

Moving an employee to get specialized in various posts of the organization.

• Re-employment of ex-employees:

Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also. B. EXTERNAL SOURCES:

External sources of recruitment have to be solicited from outside the organization. External sources are external to a concern. But it involves lot of time and money. The external sources of recruitment include – Employment at factory gate, advertisements, employment exchanges, employment agencies, educational institutes, labor contractors, recommendations etc.

1. Emplo Employme yment nt at Factor Factory y Leve Levell – This a source of external recruitment in which the

applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to be appointed. There are people who keep on soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These types of workers apply on their own for their job. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as “badli” workers.

2. Advertisement – It is an external source which has got an important place in

recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television.

3. Employment Exchanges – There are certain Employment exchanges which are run by

government. Most of the government undertakings and concerns employ people through such exchanges. Now-a-days recruitment in government agencies has become compulsory through employment exchange.

4. Employment Agencies – There are certain professional organizations which look

towards recruitment and employment of people, i.e. these private agencies run by private p rivate individuals supply required manpower to needy concerns.

[b]SELECTION PROCESS: Definition of selection:

According to Dale,” selection may be defined as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirement, considering current environmental condition”.

Factors influencing selection process:

1. Nature of the organization 2. Nature of the labor market 3. Union requirements 4. Government requirements 5. Composition of the labor force 6. Location of the organization.

Steps in selection procedure:

• Receiving application : The candidates mar be asked to submit their applications together with their bio data on a plain paper.

• Preliminary interview:

The object of this interview is to see the candidate personally to ensure whether he is physically and mentally suitable for job. • Application blank

The printed applications contain the details desired by the employer from the candidate with sufficient space for the candidate to furnish the particulars.

• Tests

A test is a sample measurement of a candidate’s ability and interest for the job.

• Final interview

An interview is a face to face oral examination of a candidate by an employer.

• Back ground verification

The background verification is done to check the honesty and integrity of the candidate.

• Final selection

If the employer is satisfied with the candidate, then the selection will be made.

• Physical examination

It is important that a person selected for the job must also be medically fit to perform it.

• Placement

If the employer is satisfied with the medical report of the candidate, he may place in the concern.

THE STUDY CONDUCTED ON RECRUITMENT AND SELECTION PROCESS AT BIOLOGICAL-E LTD CONDUCTED BY MANIK RAO IN THE YEAR 2005.

It was found that company has used internal search for recruiting the employees into more higher or the positions in different departments who can fit into the job. It was found that the company has done it by considering it as the most cost effective way of filling the vacancies. It has also been found that the company opted for external sources such as advertisement agencies to fill vacancies. Employee referrals were also one of the internal sources of recruitment.

A STUDY ON RECRUITMENT AND SELECTION PROCESS IN DW PRACTICE LLC BY ABHISHEK IN THE YEAR 2008.

In the study conducted on recruitment and selection in DW PRACTICE LLC which is a HR consultancy, it was found that most of the employees felt that the telephonic interview is not effective and instead direct interviews are more feasible.

A STUDY ON RECRUITMENT AND SELECTION AT MET’S ASIAN MANAGEMENT DEVELOPMENT CENTRE BY PRATITI SHAH

At Acme recruitment is done as per requirements and not on timely basis. The main sources they use for this purpose are Placement agencies, newspaper ads, referral i.e. internal as well as external external sources, sources, and finally job portals. portals. The procedure procedure takes time depending on the position position vacant. If the position is that of a senior level employee then it takes a longer duration. And the position such as that of a driver can be decided on the day of interview itself.

RESEARCH METHODOLOGY RESEARCH – AN OVERVIEW : Research is a scientific and systematic search for pertinent information on a specific topic. The advanced learner’s dictionary of current English lays down the meaning of research as “a careful investigation or inquiry especially through search for new facts in any branch of knowledge.” Redman and Moray define research as “a systematized effort to gain new knowledge.” Research is an academic activity and as such the term should be used in a technical sense. According to Clifford Woody, research comprises of defining and redefining problems, formulating hypothesis or sug sugges gested ted soluti solution; on; collec collecti tion, on, organi organizin zing g and evaluat evaluating ing data; data; making making deducti deductions ons and reaching conclusions; and at last, carefully testing the conclusions to determine whether they fit the formulating hypothesis. RESEARCH METHODOLOGY:

Research methodology is a way to systematically solve the research problem. It is a science of studying how research is done scientifically. The various steps that are generally adopted by a researcher in studying the research problem along with the logic behind them are studied. The researcher should know the research techniques, the research methodology, how to develop certain tests, how to calculate the mean, median, mode or chi-square, how to apply a particular

research technique, which methods are relevant and which are not, what would they mean and indica indicate te and why. why. Resear Researcher cherss sho should uld und unders erstan tand d the assump assumpti tions ons underly underlying ing the variou variouss techni techniques ques.. Hence, Hence, resear research ch methodo methodolog logy y has variou variouss dimens dimension ionss and resear research ch methods methods constitute a part of research methodology.

TOOLS FOR DATA ANALYSIS PERCENTAGE ANALYSIS: Percentage analysis is the method which is used for finding the average of collected information. Percentage analysis can be calculated as follows: First the number of respondents is noted in a tabular form and then the percentage is calculated by dividing the number of respondents by total number of respondents which is then multiplied by 100. No. of respondents Percentage = ---------------------------------------------------------------------------- * 100 Total no. of respondents

WEIGHTED AVERAGE METHOD:

In weighted average each value of the variable is multiplied by its weights and the products so obtained are summed up. This total is divided by the total of weights and the resulting figure is the weighted arithmetic average. X1W1 + X2W2 + X3W3 + ……….. + XnWn Weighted Average =

--------------------------------------------------------------------------------------------------------------------W1 + W2 + W3 + …………. + Wn

Where X1, X2, X3, ……. ,Xn are the values of the variable and W1, W2, W3, …… , Wn are their respective weights.

TWO WAY ANOVA In statistics, one-way analysis of variance (abbreviated one-way ANOVA) is a technique used to compare means of two or more samples (using the F distribution). This technique can be used only for numerical data.

Source of Variation

Sum of Squares

DF

Mean Square

Between Columns

SSC

c-1

MSC=SSC/c-1

F-Statistics

Fc=MSE/MSC Between Rows

SSR

r-1

MSR=SSR/r-1

Residual (Error)

SSE

N-c-r+1

MSE= SSE/ N-c-r+1 FR=MSR / MSE

Errors

SST

N-1

CHI-SQUARE TEST: Chi-square Test is a useful measure of comparing experimentally obtained results with those expected theoretically and based on hypothesis.The Expected frequencies are the frequencies that should be uniformly distributed over a given period of time. X 2 = ∑[ (O-E) 2 /E ]

Where O-Observed frequency E-Expected frequency.

NEED FOR THE STUDY In this age of rapid technological development human resources management is the emerging scientific discipline. In the globally competitive and challenging business scenario the success of an organization will be a great extent, influenced by the human resources. The people who make things happen are managed. In present scenario it is of great importance to effectively recruit people as they are the greatest assets of the organization. •

Dete Determi rmine ne the the pres presen entt and and futu future re requ requir irem emen ents ts of the the organization personnel planning plan ning and job analysis analys is activit ac tivities. ies. .

•

Understanding the recruitment and selection process in organization

•

Analysis of manpower budget Analysis of the time management in the recruitment process.

OBJECTIVES PRIMARY OBJECTIVE: To study the process of Recruitment & Selection in DATANOTIC INTERNATIONAL.

SECONDARY OBJECTIVES: •

To asse assess ss the the perc percep epti tion on of the the empl employ oyer erss rega regard rdin ing g recr recrui uitm tment ent proce process ss they they have have undergone.

•

To identify whether the recruitment is done from internal or external sources.

•

To analyse the effectiveness of recruitment and selection process.

•

To identify the factors of recruitment and selection process. p rocess.

•

To identify new ways of improving the present recruitment procedure

•

To identify the average time spent for selection process.

SCOPE OF THE STUDY

In today's rapidly changing business environment, organizations have to respond quickly to requirements for people. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. Selection is one area where the interference of external factors is minimal. Hence the HR department can use its discretion in framing its selection policy and using various sele select ctio ion n tool toolss for for the the best best resu result lts. s. There Therefor foree there there sho should uld be tota totall commi commitm tment ent and involvement while recruiting the employees, aim to identify the recruitment process followed by respon re spondent. dent. The scope for the t he study st udy is explain ex plained ed as follows: fo llows: 

This study helps to make decision in selecting the right candidates for the right job



This study helps helps the organization organization to identify identify the area of problem and suggest suggest ways to improve the recruitment and selection process



This study focus on understanding recruitment and selection process



This study helps to manage a manpower budget for the recruitment and selection process.



This study helps to evaluate the time time constraint for the recruitment recruitment process

RESEARCH DESIGN

Research design is the decision regarding what, where, when, how much, by what means concerning an inquiry or a research study constitute a research design. It can be defined as the arrangement of conditions for collection and analysis of data in a manner that aims to combine the relevance to the research purpose to the economy procedure. Research design is needed because it facilitate the smooth sailing of the various research operations, thereby making research as efficient as possible yielding maximal information with minimal expenditure of effort, time and money. In fact, research design has a great bearing on the reliability of the results arrived at end as such constitutes con stitutes the firm foundation of the entire edifice of the research work.

DATA COLLECTION:

There are two types of data: Primary and Secondary

PRIMARY DATA are those which are collected afresh and for the first time and thus happen to

be original in character.

SECONDARY DATA on the other hand, are those which have already been collected by

someone else and which have already being passed passed through the statistical statistical process. The methods of collecting primary and secondary data differ since; primary data are to be originally collected, whil whilee in the the case case of seco seconda ndary ry data data,, the the natu nature re of data data colle collect ctio ion n work work is mere merely ly that that of compilation. FOR THIS STUDY:

In this study, primary data has been collected directly from the respondents using a questionnaire while the secondary data was collected from books, articles and the internet.

RESEARCH INSTRUMENT: QUESTIONNAIRE:

A questionnaire is sent to the persons concerned with the request to answer the question and return the questionnaire. The questionnaire consists con sists of a number of questions printed in a definite order on a form or set of forms. The questionnaire is mail to respondents who are expected to read and understand the questions and write down the reply in the space lent for the purpose in the questionnaire itself. The respondents have to answer the questions on their own In this study, a questionnaire was used to collect c ollect data from the sample. SAMPLING METHOD

Sampling is the process of selecting a sufficient number of elements from the population, so that a study of the sample and an understanding of its properties or characteristics would make it possible for us to generalize such properties or characteristics characteristics to the population element. In this study stratified sampling technique is used. STRATIFIED RANDOM SAMPLING:

Stratifie Stratified d random sampling sampling involves involves a process process of stratifi stratificatio cation n or segregation segregation,, followed followed by random selection of subjects from each stratum. The population p opulation is first divided into mutually exclusive groups that are relevant, appropriate and meaningful in the context of the study. The various stratum of this study is •

Recruitment

•

Selection

•

Training and Development

•

Web designing and Web development

SAMPLE SIZE:

The population size is =220 The sample size for the study study is = 145

LIMITATIONS OF THE STUDY 

Feedback is just the representative of the entire population; it only states the opinion of a few respondents.



Time constraint was a major limitation.



People were not very responsive.



Unavailability of secondary data.

 

The Sample size used for the research is less. An employee has fear to reveal the negative aspects.



The information collected is based on the perception of the respondents.



The data needs to be updated at times when it comes to have further usage of this research study report.

DATA ANALYSIS PERCENTAGE ANALYSIS TABLE 1: GENDER

GENDER

FREQUENCY

PERCENTAGE

MALE

48

33.1

FEMALE

97

66.9

TOTAL

145

100

CHART 1 : GENDER

INFERENCE:

From the above table it is inferred that 66.9% of respondents are females and 33.1% respondents are male.

TABLE 2: AGE OF RESPONDENTS AGE

FREQUENCY

21-30

54

PERCENTAGE

36

31-40

37

24.7

41-50

26

17.3

51-60

18

12.4

>61

10

9.6

TOTAL

145

100

CHART 2: AGE OF RESPONDENTS

INFERENCE:

From the above table it is inferred that 36% of respondents are between the age of 21-30, 24.7% of respondents are between the age group of 31-40, 17.3% of respondents are in the age of 41-50 ,12.4% of respondents are between the age group of 51-60 and only 9.6% of respondents are greater than 61.

TABLE 3: MARITAL STATUS OF THE RESPONDENTS

MARITAL STATUS

FREQUENCY

PERCENTAGE

SINGLE

41

28.3

MARRIED

1 04

71.7

TOTAL

145

100

CHART 3: MARITAL STATUS OF THE RESPONDENTS

80 60 71.7

40 20

28.3

0 SINGLE

MAR MARRIED

INFERENCE:

From the above table it is inferred that 71.7% of respondents are married and 38.3% of respondents are single.

TABLE 4: MONTHLY INCOME OF RESPONDENTS

MONTHLY INCOME

FREQUENCY

PERCENTAGE

BELOW 10000

57

39.3

10001-30000

23

15.9

30001-50000

37

25.5

ABOVE 50001

28

19.3

TOTAL

145

100

CHART 4: MONTHLY INCOME OF RESPONDENTS

INFERENCE:

From the above table it is inferred that 39.3% of respondents are getting the monthly income above RS.10000, 15.9% of respondents are getting their income between 10001 – 30000, 25.5% of respondents are between 30001 – 50000 and 19.3% are getting above 50001.

TABLE 5: EDUCATION QUALIFICATION OF THE RESPONDENTS

AGE

FREQUENCY

PERCENTAGE

DIPLOMA

14

9.7

UNDER GRADUATION

52

35 .9

POST GRADUATION

79

5 4 .5

TOTAL

145

100

CHART 5: EDUCATION QUALIFICATION OF THE RESPONDENTS

INFERENCE:

From the above table it is inferred that 54.5% of respondents are Post graduates,35.9% of o f respondents are Under graduates and 9.6% 9. 6% of respondents have finished Diploma.

TABLE 6: EXPERIENCE OF THE RESPONDENTS

YEAR OF EXPERIENCE

FREQUENCY

PERCENTAGE

LESS THAN 1 YEAR

65

44.8

1-2 YEAR

30

20.7

3-4 YEAR

33

22.8

5-6 YEAR

17

11.7

TOTAL

145

100

CHART 6: EXPERIENCE OF THE RESPONDENTS

INFERENCE:

From the above it is inferred that 11.7% of employees have the experience between 5-6 years, 22.8% of respondents having the experience between 3-4 years, 20.7% of respondents are having the experience between 1 – 2 years and 44.8% of respondents having experience for less than 1 year.

TABLE 7: NATURE OF JOB OF THE RESPONDENTS

NATURE OF JOB

FREQUENCY

PERCENTAGE

TRAINEE

57

39.3

STAFF

63

43.5

EXECUTIVE

25

17.2

TOTAL

145

100

CHART 7 : NATURE OF JOB OF THE RESPONDENTS

INFERENCE:

From the above table it is inferred that 43.5% of respondents are staff, 39.3% of respondents are trainees and 17.2% of respondents responden ts are Executives.

TABLE 8:

SOURCES OF RECRUITEMENT INFORMATION IN SQUARESOFT SOURCES

FREQUENCY

PERCENTAGE

CONSULTANTS

13

9

JOB PORTALS

35

24.1

WEB SITES

79

54.5

CASUAL APPLICANTS

18

12.4

TOTAL

145

100

CHART 8 : SOURCES OF RECRUITEMENT INFORMATION IN SQUARESOFT

INFERENCE:

From the above table it is inferred that 54.4% of the respondents are recruited through campus interview, 24.1% of respondents are through Job portals, 12.4% of respondents are recruited through Casual applicants and 9% of o f respondents are through consultancy.

TABLE 9:

REFERRAL POLICY IN THE ORGANIZATION REFERRAL POLICY

FREQUENCY

PERCENTAGE

Y ES

14 5

1 00

NO

-

-

TOTAL

145

100

CHART 9 : REFERRAL POLICY IN THE ORGANIZATION

INFERENCE:

From the above table it is inferred that 100% of respondents accept that the company is having the referral policy.

TABLE 10:

REWARD FOR REFERRING EMPLOYEES REWARD FOR REFERRING

FREQUENCY

PERCENTAGE

EMPLOYEES

Y ES

14 5

10 0

NO

-

-

TOTAL

145

100

CHART 10 : REWARD FOR REFERRING EMPLOYEES

INFERENCE:

From the above table it is clearly shown that the company is providing 100% 1 00% reward to the employees for referrals.

TABLE 11: BEST RECRUITMENT SOURCES

BEST RECRUITMENT

FREQUENCY

PERCENTAGE

SOURCES INTERNAL RECRUITMENT

44

3 0 .3

EXTERNAL

82

5 6 .6

RECRUITMENT BOTH

19

1 3 .1

TOTAL

145

100

CHART 11 : BEST RECRUITMENT SOURCES

INFERENCE:

From the above table it is inferred that 30% of respondents prefer internal recruitment, 56.6% of respondents prefer External recruitment and 13.1% of respondents prefer both the sources for recruitment.

TABLE 12: NO OF STAGES IN THE SELECTION PROCESS STAGES OF SELECTION

FREQUENCY

PERCENTAGE

PROCESS 2 3 4 MORE TOTAL

33 65 27 20 145

22.8 44.8 18.6 13.8 100

CHART 12 : NO OF STAGES THE RESPONDENTS UNDERGONE DURING YOUR SELECTION PROCESS

INFERENCE:

From the above table it is inferred that 22.8% of respondents have undergone 2 stages, 44.8% of respondents have undergone 3 stages, 18.6% respondents have undergone 4 stages and 13.8% of respondents have undergone more than 4 stages.

TABLE 13: RATING THE RECRUITMENT RECRUITMENT PROCEDURE RATE

FREQUENCY

PERCENTAGE

SH O R T

38

26.2

AVERAGE

54

37.2

LONG

32

22.1

VERY LONG

21

14.5

TOTAL

145

100

CHART 13: RATING THE RECRUITMENT RECRUITMENT PROCEDURE

40 35 30 25 37.2

20 26.2

15

22.1

10

14.5

5 0 SHORT

AVERAGE

LONG

VERY LONG

INFERENCE:

From the above table it is inferred that 26.2% of respondent’s recruitment process is short, 37.2% of respondent’s recruitment process is average, 22.1% of respondent’s recruitment process is long and 14.5% of respondent’s recruitment process is long. TABLE 14: SATISFACTION OF THE ROUNDS OF INTERVIEWS CONDUCTED ROUNDS OF INTERIEW

Y ES

FREQUENCY

1 45

PERCENTAGE

1 00

NO

-

-

TOTAL

145

100

CHART 14 : SATISFACTION OF THE ROUNDS OF INTERVIEWS CONDUCTED

INFERENCE:

From the above table it is inferred that 100% of respondents are satisfied with the rounds of the interview conducted.

TABLE 15: SATISFACTION LEVEL OF INTERVIEW PANEL

SATISFACTION LEVEL

FREQUENCY

PERCENTAGE

OF INTERVIEW PANEL EXCELLENT

64

44 .1

GOOD

32

2 2 .1

SATISFACTORY

49

3 3 .8

POOR

-

-

TOTAL

145

100

CHART 15 : SATISFACTION LEVEL OF INTERVIEW PANEL

INFERENCE:

From the above table it is inferred that 44.1% of respondents feel that the interview panel was excellent, 22.1% of respondents feel that the interview panel was good, 33.8% of o f respondents feel that the interview panel is satisfactory. TABLE 16: AVERAGE TIME SPENT FOR THE SELECTION PROCESS AVERAGE TIME SPENT FREQUENCY

PERCENTAGE

FOR SELECTION 10 MIN 11-20 MIN

32.4 38.6

47 56

21-30 MIN MORE TOTAL

29 13 145

20 9 100

CHART 16 : AVERAGE TIME SPENT FOR THE SELECTION PROCESS

INFERENCE:

From the above table it is inferred that 32.4% of respondents spent 10 mins in the selection process, 38.6% of respondents spent 11-20 mins, 20% 20 % of respondents spent 21-30 mins and 9% of respondents spent more than 30mins.

TABLE 17: FORMS OF INTERVIEW FORM OF INTERVIEW

FREQUENCY

PERCENTAGE

PERSONAL INTERVIEW

72

49.7

TELEPHONIC INTERVIW

31

21.4

VIDEO CONFERENSING

17

11.7

ANY 2

18

12.4

ALL THREE

7

4.8

TOTAL

145

100

CHART 17: FORMS OF INTERVIEW

INFERENCE:

From the above table it is inferred that 49.7% of respondents prefer personal interview, 21.4% of respondents prefer telephonic interview, 11.7% of respondents prefer video interview , 12.49% of respondents prefer any 2 of the form and 4.8% of respondents prefer all the three.

TABLE 18: RECRUITMENT PROCESS FOR DIFFERENT GRADES OF EMPLOYEES

DIFFERENT GRADES OF

FREQUENCY

PERCENTAGE

EMPLOYEES

Y ES

1 45

1 00

NO

-

-

TOTAL

145

100

CHART 18: RECRUITMENT PROCESS FOR DIFFERENT GRADES OF EMPLOYEES

INFERENCE:

From the above table it is inferred that 100% of respondents feel that there is a different process for different grades of employees.

TABLE 19: INNOVATIVE TECHNIQUES TO ADOPTED IN SQUARESOFT

INNOVATIVE TECHNIQUE TO

FREQUENCY

PERCENTAGE

BE ADOPTED

FULLY

21

1 4 .5

TO A GREAT EXTENT

47

32 .4

TO SOME EXTENT

39

26 .9

VERY LITTLE

27

1 8 .6

NOT AT ALL

11

7.6

TOTAL

145

100

CHART 19

INNOVATIVE TECHNIQUES TO ADOPTED IN SQUARESOFT

INFERENCE:

From the above table it is inferred that 14.5% of respondents think that new techniques should be adopted in the squaresoft, 32.4%of respondents think that new techniques should be adopted to a great extent, 26.9% of respondents think that new techniques should be adopted to some extent, 18.6% of respondents think that new techniques should be adopted very little and 7.6% of respondent think that new techniques should not be adapted.

TABLE 20:

TYPE OF TESTS CONDUCTED IN SELECTION PROCESS TYPES OF TESTS

FREQUENCY

PERCENTAGE

PSYCHOMETRIC TEST

14

9.7

APTITUDE TEST

63

43.4

PERFORMANCE TEST/WORK

37

25.5

SAMPLE TEST

TECHNICAL ABILITY TEST

31

21.4

TOTAL

145

100

CHART 20: TYPE OF TESTS CONDUCTED IN SELECTION PROCESS

INFERENCE:

From the above table it is inferred that 9.7% of respondents choose psychometric test, 43.4% 43.4% of respond respondent entss choose choose Aptitu Aptitude, de, 25.5% 25.5% of respo responden ndents ts choose choose Techni Technical cal,, 15.2% 15.2% of respondents choose performance test and 6.2% of respondents choose other form for selecting candidate. TABLE 21: MODIFICATION OF RECRUITMENT AND SELECTION PRACTICES IN SQUARESOFT MODIFICATION OF R&S

FREQUENCY

PERCENTAGE

Y ES

21

14.5

NO

124

85.5

TOTAL

145

100

CHART 21 : MODIFICATION OF RECRUITMENT AND SELECTION PRACTICES IN SQUARESOFT

INFERENCE:

From From the the abov abovee tabl tablee it is infe inferr rred ed that that 85.5 85.5% % of resp respon onde dent ntss do not not need need any any modi mo difi ficat catio ions ns in the the recr recrui uitm tment ent and and sele select ctio ion n in Data Datanot notic ic Inte Intern rnat atio ional nalan and d 14.5% 14.5% of respondents need modifications in the squaresoft.

TABLE 22 (i): FACTORS MUST BE CONSIDERED WHILE SELECTING CANDIDATE GOOD EDUCATIONAL QUALIFICATION GOOD EDUCATIONAL QUALIFICATION STRONGLY AGREE

FREQUENCY

21

PERCENTAGE

14.5

AGREE

47

32.4

NEUTRAL

39

26.9

STRONGLY DISAGREE

27

18.6

DISAGREE

11

7 .6

TOTAL

145

100

CHART 22(i):

GOOD EDUCATIONAL QUALIFICATION

35 30 25 20

32.4

26.9

15 10

18.6

14.5

7.6

5 0 STRONGLY

AGREE

NEUTRAL

AGREE

STRONGLY

DISGREE

DISAGREE

INFERENCE: From the above table it is inferred that 14.5% of respondents strongly agree that

good education qualification should be adopted for selecting a candidate, 32.4% of respondents agree that good education qualification should be adopted for selecting a candidate, 26.9% of respondents gave a neutral, and 18.6% of respondents strongly disagree that good education qualification should be adopted for selecting a candidate and 7.6% of respondents disagree for the adoption of good educational qualification in selecting a candidate.

TABLE 22 (ii):

TECHNICAL SKILL REQUIREMENTS

TECHNICAL SKILL REQUIREMENTS STRONGLY AGREE

FREQUENCY

PERCENTAGE

72

49.7

AGREE

31

21.3

NEUTRAL

42

29

STRONGLY DISAGREE

0

0

DISAGREE

0

0

TOTAL

145

100

CHART 22(ii): TECHNICAL SKILL REQUIREMENTS

50 40 30

49.7

20

29

21.3

10

0

0 STRONGLY

AGREE

NEUTRAL

AGREE

STRONGLY

0 DISGREE

DISAGREE

INFERENCE:

From the above table it is inferred that 49.7%, of the respondents strongly agree the technical skill requirement ,21.3% of respondents are agree about the technical requirement and 29% of respondents are neutral for the technical requirement.

TABLE 22 (iii): WORK EXPERIENCE WORK EXPERIENCE

FREQUENCY

PERCENTAGE

STRONGLY AGREE

56

61 .4

AGREE

72

49 .7

NEUTRAL

17

11.7

STRONGLY DISAGREE

-

-

DISAGREE

-

-

TOTAL

145

100

CHART 22(iii):

WORK EXPERIENCE

80 60 40

61.4

49.7

20 11.7 0 STRONGLY

AGREE

NEUTRAL

AGREE

0

0

STRONGLY

DISGREE

DISAGREE

INFERENCE:

From the above table it is inferred inferred that by 61.4%, of respondents respondents strongly agree that the work experience is required required for selecting candidate, 49.7% are agree that the work work experience is required for selecting candidate and 11.7% of respondents are neutral for the work work experience. TABLE 22 (iv): GOOD INTELLECTUAL POTENTIAL GOOD INTELLECTUAL

FREQUENCY

PERCENTAGE

POTENTIAL STRONGLY AGREE A GR E E NEUTRAL STRONGLY DISAGREE DISAGREE TOTAL

68 45 32 145

46.9 31 22.1 100

CHART 22(iv): GOOD INTELLECTUAL POTENTIAL

50 40 30

46.9

20

31 22.1

10

0

0 STRONGLY

AGREE

NEUTRAL

AGREE

STRONGLY

0 DISGREE

DISAGREE

INFERENCE:

From the above table it is inferred that 46.9% of respondents strongly agree for the Good Intellectual Potential, 31% of respondents agree for the g ood intellectual potential and 22.1% of respondents feel neutral for the good intellectual potential.

TABLE 22 (v): ENGLISH FLUENCY ENGLISH FLUENCY

FREQUENCY

PERCENTAGE

STRONGLY AGREE

39

26.9

A GR E E

80

55.2

NEUTRAL

26

17.9

STRONGLY DISAGREE

-

-

DISAGREE

-

-

TOTAL

145

100

CHART 22(v): ENGLISH FLUENCY

60 50 40

55.2

30 20

26.9

17.9

10

0

0 STRONGLY

AGREE

NEUTRAL

0

STRONGLY

AGREE

DISGREE

DISAGREE

INFERENCE:

From the above table it is inferred that 26.9%, of respondents strongly agree for the English fluency, 55.9% of respondents agree to English fluency and 17.9% of respondents feels neutral for the English fluency.

JUNIOR LEVEL TABLE 23(i): IMPORTANCE GIVEN WHILE RECRUITING EMPLOYEES QUALIFICATION QUALIFICATION

FREQUENCY

PERCENTAGE

1

65

44.8

2

30

20.7

3

33

22.8

4

17

11.7

TOTAL

145

100

CHART 23(i): QUALIFICATION

50 40 30

44.8

20 10

20.7

22.8

2

3

11.7

0 1

4

INFERENCE:

From From the the above above tabl tablee it is infe inferr rred ed that that in the the juni junior or leve levell for for educa educati tion on qualifications, 44.8% of respondents have ranked 1, 20.7% of respondents have ranked 2, 22.8%of respondents have ranked 3 and 11.7% of respondents have ranked 4.

TABLE 23(ii): EXPERIENCE EXPERIENCE

FREQUENCY

PERCENTAGE

1

56

3 8 .6

2

37

2 5 .5

3

52

3 5 .9

4

12

8.3

TOTAL

145

100

CHART 23(ii): EXPERIENCE

40 30 20

38.6

35.9 25.5

10

8.3

0 1

2

3

4

INFERENCE:

From the above table it is inferred that in the junior level for experience, 38.6% of respondents ranked it 1, 25.5% of respondent’s ranked 2, 35.9% of respondents ranked 3 and 8.3% of respondents ranked 4.

TABLE 23(iii): COMMUNICATION

COMMUNICATION

FREQUENCY

PERCENTAGE

1

65

44.8

2

30

20.7

3

33

22.8

4

17

11.7

TOTAL

145

100

CHART 23(iii): COMMUNICATION

50 40 30 44.8 20 20.7

10

22.8 11.7

0 1

2

3

4

INFERENCE:

From the above table it is inferred that in the junior level for communication, 44.8% of respondents ranked it 1, 20.7% of respondent’s ranked 2, 22.8% of respondents ranked 3 and 11.7% of respondents ranked 4.

TABLE 23(iv):

LEADERSHIP QUALITIES LEADERSHIP QUALITIES

FREQUENCY

PERCENTAGE

1

38

26.2

2

56

38.6

3

29

20

4

22

15.2

TOTAL

145

100

CHART 23(iv): LEADERSHIP QUALITIES

40 35 30 25 38.6

20 15

26.2 20

10

15.2

5 0 1

2

3

4

INFERENCE:

From the above table it is inferred that in the junior level for Leadership qualities, 26.2% of respondents ranked it 1, 38.6% of respondent’s ranked 2, 20% of respondents rank 3 and 15.2% of respondents ranked 4.

MIDDLE LEVEL TABLE 23(i): QUALIFICATION QUALIFICATION

FREQUENCY

PERCENTAGE

1

32

22

2

59

40 .7

3

12

8.3

4

42

30

TOTAL

145

100

CHART 23(i): QUALIFICATION

60

40

20

40.7

30

22 8.3

0 1

2

3

4

INFERENCE:

From the above table it is inferred that in the Middle level for Qualification, 22% of respondents ranked it 1, 40.7% of respondent’s ranked 2, 8.3% of respondent’s ranked 3 and 30% of respondent’s ranked 4.

TABLE 23(vi):

EXPERIENCE EXPERIENCE

FREQUENCY

PERCENTAGE

1

57

39.3

2

23

15.9

3

37

25.5

4

28

19.3

TOTAL

145

100

CHART 23(vi): EXPERIENCE

40

30

20

39.3 25.5

10

19.3

15.9

0 1

2

3

4

INFERENCE:

From the above table it is inferred that in the Middle level for Experience, 39.9% of respondents raked it 1, 15.9% respondent’s rank 2, 25.5% of respondent’s rank 3 and 19.3% respondent’s rank 4.

TABLE 23(vii): COMMUNICATION COMMUNICATION

FREQUENCY

PERCENTAGE

1

67

46.2

2

31

21.4

3

19

13.1

4

28

19.31

TOTAL

145

100

CHART 23(vii): COMMUNICATION

50 40 30

46.2

20 21.4

10

13.1

19.3

0 1

2

3

4

INFERENCE:

From the above table it is inferred that in the Middle level for Communication 46.2% of respondents ranked it 1, 21.4% of respondent’s rank 2, 13.1% of respondent’s rank 3 and 19.3%of respondent’s ranked 4.

TABLE 23(viii): LEADERSHIP QUALITIES LEADERSHIP QUALITIES

FREQUENCY

PERCENTAGE

1

87

60

2

26

1 7 .9

3

24

1 6 .6

4

8

5.5

TOTAL

145

100

CHART 23(viii): LEADERSHIP QUALITIES

60 40 60 20 17.9

16.6

2

3

5.5

0 1

4

INFERENCE:

From From the the above above tabl tablee it is infe inferr rred ed that that in the the Midd Middle le leve levell for for Leade Leaders rshi hip p qualities, 60% of respondents ranked it 1, 17.9% of respondent’s ranked 2, 16.6% of respondent’s ranked 3 and 5.5% respondent’s ranked 4.

TABLE 24: POLICIES OF THE THE SQUARESOFT SQUARESOFT POLICIES OF

FREQUENCY

PERCENTAGE

SQUARESOFT

Y ES

66

45.5

NO

79

54.5

TOTAL

145

100

CHART 24 : POLICIES OF THE THE SQUARESOFT SQUARESOFT

INFERENCE:

From the above table it is inferred that nearly 54.5% of respondents know about the policies of the company before joining and 45.5% of respondents do not know about the policies. TABLE 25(i): JOB PORTALS IN INDIA NAUKRI NAUKRI 1 2 3 4 5 6 TOTAL CHART 25(i):

FREQUENCY 1 12 17 7 9 145

NAUKRI

PERCENTAGE 7 7 .2 1 1 .7 4.8 6.3 100

80 60 40

77.2

20 11.7

4.8

6.3

2

3

4

0 1

0

0

5

6

INFERENCE:

From the above table it is inferred that 77.2% of respondents have ranked the Naukri as 1st, 11.7% of respondents ranked it 2nd, 4.8% of respondents ranked it 3 rd and 6.3% of respondents ranked it 4th . TABLE 25(ii) TIMES JOB TIMES JOB

FREQUENCY

PERCENTAGE

1

74

51

2

30

20.7

3

26

17.9

4

-

-

5

15

10.3

TOTAL

145

100

CHART 25(ii) TIMES JOB

60

40 51 20 20.7

17.9 0

0 1

2

3

4

10.3 5

0 6

INFERENCE:

From the above table it is inferred that 51% of respondents have ranked the Times job as 1st, 20.7% of respondents ranked it 2nd, 17.9% of respondents ranked it 3rd and 10.3% of respondents as ranked it 5th.

TABLE 25(iii): MONSTER MONSTER 1 2 3 4 5 6 TOTAL

FREQUENCY 84 13 9 12 7 20 145

CHART 25(iii): MONSTER

PERCENTAGE 57.9 9 6.2 8.3 4.8 13.8 100

60 50 40 30

57.9

20 10

9

6.2

8.3

4.8

3

4

5

13.8

0 1

2

6

INFERENCE:

From the above it is inferred that 57.9% of respondents have ranked the Monster as 1st, 9% of respondents ranked it 2nd, 6.2% of respondents ranked it 3rd and 8.3% of respondents ranked it 4th , 4.8% of respondents as ranked it 5th and 13.8% of respondents ranked it as 6th.

TABLE 25(iv) JOB STREET JOB STREET

FREQUENCY

PERCENTAGE

1

-

-

2

-

-

3

13

9

4

29

20

5

40

2 7 .6

6

63

4 3 .4

TOTAL

145

100

CHART 25(iv): JOB STREET

50 40 30 43.4

20 20

10 0

0 1

27.6

9

0 2

3

4

5

6

INFERENCE:

From the above table it is inferred that 57.9% of respondents have ranked the Job street it as 1st, 9% of respondents ranked the job street it as 2 nd, 6.2% of respondents ranked the job street it as 3rd and 8.3% of respondents ranked job street it as 4 th , 4.8% of respondents as ranked the job street it as 5th and 13.8%of respondents respondents ranked it as 6th. TABLE 25(v) CLICK IN JOBS

CLICK IN JOBS

FREQUENCY

PERCENTAGE

1 2 3 4 5 6 TOTAL

25 16 31 73 145

17.2 11.1 21.4 50.3 100

CHART 25(v): CLICK IN JOBS

60 50 40 30

50.3

20 21.4

17.2

10 0

0

11.1

0

1

2

3

4

5

6

INFERENCE:

From the above table it is inferred that 17.2% of respondents have ranked the click in jobs as 3rd, 11.1% of respondents ranked the click in jobs it as 4th, 21.4% of respondents ranked the click in jobs as 5th and 50.3% of respondents as ranked it 6 th.

TABLE 25(vi): FACEBOOK FACEBOOK 1 2 3 4 5 6

FREQUENCY 10 14 0 42 27 54

PERCENTAGE 6 .9 9 .7 0 29 18.5 37

TOTAL

145

100

CHART 25(vi): FACEBOOK

40 30 37

20 29 18.7

10 6.9

9.7

1

2

0

0

3

4

5

6

INFERENCE:

From the above table it is inferred inferred that 29 % of respondents respondents ranked the facebook as 4th, 18.7% of respondents ranked the facebook as 5th and 37% of of respo responden ndents ts as as ranked the facebook as 6th , 6.9% of respondents ranked the facebook facebook as 1st and 9.7% of respondents ranked the facebook as 2nd.

TABLE 26: FEEDBACK OF THE CANDIDATE AFTER RECRUITMENT CANDIDATE FE FEEDBACK

FREQUENCY

PERCENTAGE

YES

1 45

1 00

NO

-

-

TOTAL

145

100

CHART 26 :


INFERENCE:

From the above table it is inferred that 100% of respondents accept that the company is collecting the feedback after recruitment process.

TABLE 27 (i): POTENTIAL CANDIDATE IN THE ORGANISATION ARE GENERATEDTHROUGH DIRECT APPLICANT DIRECT APPLICANT

FREQUENCY

PERCENTAGE

STRONGLY AGREE

91

62.8

AGREE

22

15.2

NEUTRAL

32

22.1

STRONGLY DISAGREE

-

-

DISAGREE

-

-

TOTAL

145

100

CHART 27(i):

DIRECT APPLICANT

80 60 40

62.8

20

15.2

22.1

0

0 STRONGLY

AGREE

AGREE

NEUTRAL

0

STRONGLY

DISGREE

DISAGREE

INFERENCE:

From the above table it is inferred inferred that by 62.8%, of respondents respondents strongly agree that the potential candidate is generated through direct applicant, 49.7% are agree that the potential candidate is generated through direct applicant and 11.7% of respondents feel neutral for the direct applicant. TABLE 27 (ii): PLACEMENT CONSULTANTS PLACEMENT

FREQUENCY

PERCENTAGE

CONSULTANTS STRONGLY AGREE

93

64.1

A GR E E

16

11.1

NEUTRAL

36

24.8

STRONGLY DISAGREE

-

-

DISAGREE

-

-

TOTAL

145

100

CHART 27(ii): PLACEMENT CONSULTANTS

80 60 40

64.1

20 11.1

24.8 0

0 STRONGLY

AGREE

NEUTRAL

AGREE

STRONGLY

0 DISGREE

DISAGREE

INFERENCE:

From the above table it is inferred inferred that by 64.1%, of respondents respondents strongly agree that the potential candidate is generated through placement consultants, 11.1% are agree that the potential candidate is generated through placement consultants and 11.7% of respondents feel neutral for the placement consultants.

TABLE 27(iii): JOB PORTALS JOB PORTALS

FREQUENCY

PERCENTAGE

STRONGLY AGREE

32

22.1

AGREE

97

66.9

NEUTRAL

16

11

STRONGLY DISAGREE

-

-

DISAGREE

-

-

TOTAL

145

100

CHART 27(iii): JOB PORTALS

80 60 40 20

66.9 22.1

11

10

0 STRONGLY

AGREE

NEUTRAL

AGREE

STRONGLY

DISGREE

DISAGREE

INFERENCE:

From the above table it is inferred inferred that by 22.1%, of respondents respondents strongly agree that the potential candidate is generated through Job portals, 66.9% are agree that the potential candidate is generated through Job portals, 11% of respondents feel neutral for the Job portals and 10 % of respondents strongly disagree for the job portals. TABLE 27(iv): EMPLOYEE REFFERALS EMPLOYEE RE REFFERALS

FREQUENCY

PERCENTAGE

STRONGLY AGREE

34

23.4

A GR E E

9

6.3

NEUTRAL

102

70.3

STRONGLY DISAGREE

-

-

DISAGREE

-

-

TOTAL

145

100

CHART 27(iv): EMPLOYEE REFFERALS

80 60 70.3

40 20

23.4

0 STRONGLY AGREE

6.3 AGREE

0 NEUTRAL

STRONGLY

0 DISGREE

DISAGREE

INFERENCE:

From the above table it is inferred inferred that by 23.4%, of respondents respondents strongly agree that the potential candidate is generated through employee referrals, 6.3% are agree that the potential candidate is generated through employee referrals and 70.3% of respondents feel neutral for the employee referrals . TABLE 27(v): HEAD HUNTING

HEAD HUNTING

FREQUENCY

PERCENTAGE

STRONGLY AGREE

7

4.8

AGREE

23

15.9

NEUTRAL

115

79.3

STRONGLY DISAGREE

-

-

DISAGREE

-

-

TOTAL

145

100

CHART 27(v): HEAD HUNTING

80 60 79.3

40 20 0

4.8 STRONGLY AGREE

15.9 0 AGREE

NEUTRAL

STRONGLY

0 DISGREE

DISAGREE

INFERENCE:

From the above table it is inferred that 4.8%, of respondents strongly agree that the potential candidate is generated through head hunting, 15.9% are agree that the potential candidate is generated through head hunting and 79.3% of respondents feel neutral for the head hunting

TABLE 27(vi):

BODY SHOPPING BODY SHOPPING

FREQUENCY

PERCENTAGE

STRONGLY AGREE

12

8.3

AGREE

12 4

85.5

NEUTRAL

9

6.2

STRONGLY DISAGREE

-

-

DISAGREE

-

-

TOTAL

145

100

CHART 27(vi): BODY SHOPPING

100 80 60 85.5

40 20

8.3

6.2

0 STRONGLY AGREE

AGREE

NEUTRAL

0 STRONGLY

0 DISGREE

DISAGREE

INFERENCE:

From the above table it is inferred that 8.3%, of respondents strongly agree that the potential candidate is generated through body shopping, 85.5% are agree that the potential candidate is generated through body shopping and 6.2% of respondents feel neutral for body shopping

TABLE 28: RATING OF COMPANY’S RECRUITMENT AND SELECTION PROCEDURE

RATE OF R&S

FREQUENCY

PERCENTAGE

EXCELLENT

32

22.1

VERY GOOD

97

66.9

GOOD

6

4.1

SATISFACTORY

10

6.9

UNSATISFACTORY

-

-

TOTAL

145

100

CHART 28: RATING OF COMPANY’S RECRUITMENT AND SELECTION PROCEDURE

70 60 50 40 30 20 10 0

66.9 22.1 4.1

6.9

0

INFERENCE:

From From the the above above tabl tablee it is infe inferr rred ed that that 22.1% 22.1% of resp respond onden ents ts feel feel that that the the recrui recruitme tment nt and select selection ion proces processs of Datanot Datanotic ic Intern Internati ational onalss excell excellent ent,, 66.9% 66.9% of respond respondent entss feel feel that that the recruitm recruitment ent and select selection ion proces processs is very very good, good, 4.1% 4.1% of

respond respondent entss feels feels that that the recrui recruitme tment nt and select selection ion proces processs is goo good d and 6.9% of respondents feels the recruitment and selection process is satisfactory.

STATISTICAL TOOLS TWO – WAY ANOVA OBJECTIVE:

To find out the difference between experience and average time spent for selection process. STEP 1: Ho: There is no significant difference between experience experience and average time spent

for selection process. H1: There is a significant difference between experience and average time spent

for selection process Ho: There is no significant difference within experience and average time spent for

selection process. experience and average time spent for H1: There is a significant difference within experience selection process.

STEP 2: CALCULATION OF CORRECTION FACTOR ROW 10 MIN

11-20 MIN

21 -30 MIN

MORE

TOTAL

5 8 8 9

8 10 5 7

6 9 11 19

6 13 6 15

25 40 30 50

30

45

40

145

LESS THAN 1 YR 1-2 YEAR 3-4 YEAR 5-6 YEAR

COLTOTAL 30

C.F = T2/ N = 1452 / 16 C.F = 1314.06 STEP 3: CALCULATION OF SS BETWEEN, SS WITHIN AND SS TOTAL VARIANCE AND SS RESIDUAL 1. SS TOTA TOTAL L = ∑xi ∑xij2 - T2/ N

= (52 + 82 + 6 2+ 62 + 82 + 102 + 92 + 132 + 82 + 52 + 112 + 62 + 92 + 72 + 192 +152) - 1314.06 = 1537 – 1314.06 SST = 222.94 2. SS BETWEE BETWEEN N COLU COLUMNS MNS TREATM TREATMENT ENT

= ∑ Tj2 / Nj - T2/ N

= 1356.25 – 1314.06 SSC = 42.19

3. SS BET BETWE WEEN EN ROW ROWS S TREA TREATM TMEN ENT T

= ∑ Ti2 / Ni - T2/ N = 1406.25 – 1314.06 SSR = 92.19 4. SS RESI RESIDU DUAL AL OR ERRO ERROR R

= SST – (SSC+ SSR) = 222.94-(42.19 + 92.19) SSE = 88.56

ANOVA TABLE

STEP 4 : SOURCES OF

SUM OF

DEGREE

MEAN

FCAL -

FCRITICAL VALUE

VARIATIONS

SQUARES

OF

SQUARES

VALUE

AT 5%

42.19 / 3 =

F1 = 14.06 /

F1 = (3,9)

14.06

9.84 = 1.43

92.19 / 3 =

F2 = 30.73 /

F2 = (3,9)

30.73

9.84 = 3.12

= 8.83

FREEDOM BETWEEN

42.19

4-1 = 3

COLUMNS

BETWEEN

92.19

4-1 =3

ROWS

RESIDUAL OR ERROR

88.56

(4-1)(4-1) = 9

88.56 / 9= 9.84

= 8.81

TOTAL

222.94

15

INTERPRETATION:

1. Th Thee calc calcul ulat ated ed val value ue of of F1 = 1.43 is less than critical value of 8.81 at 5% with d.f at df 1 = V1 = 3 and df 2 = V2 = 9. Hence we accept he null hypothesis Ho. We conclude that there is no significant difference between experience and average time spent for selection process. 2. Th Thee calc calcul ulat ated ed val value ue of of F2 = 3.12 is less than critical value of 8.81 at 5% with d.f at df 1 = V1 = 3 and df 2 = V2 = 9. Hence we accept he null hypothesis Ho. We conclude that there is no significant difference within experience and average a verage time spent for selection process.

RANK CORRELATION OBJECTIVE:

To find out the relationship between test conducted co nducted in the selection process to middle level and junior level.

X 49 26 63 12

Y 20 79 42 9

R 1 2 3 1 4

6∑D2 R = 1 - ---------------------------- N (n2 – 1) = 1 – 6(6) / 4(15) = 1- 0.6 R = 0.4 INFERENCE:

R 1 3 1 2 4

D= R 1 – R 2 -1 2 -1 0

D2 1 4 1 0 ∑D2 = 6

From the above rank correlation it is inferred that r = 0.4 (Positive Correlation), there is a positive correlation between the test conducted in the selection process to middle level and junior level.

WEIGHTED AVERAGE OBJECTIVE:

To find out the importance being given to the attributes (factors) while recruiting the employees to the junior level and middle level. a. JUNI JUNIOR OR LEVE LEVEL L

FACTORS QUALIFICATION EXPERIENCE COMMUNICATION LEADERSHIP QUALITIES

TOTAL

F 91 6 37

W 1 4 2

WF 91 24 74

11 145

3

33 222

W = ∑f / N = 222 / 145 W = 1.5 INFERENCE:

From the above it is inferred that Qualification is the main factor for recruiting the junior level employees.

b. MIDD MIDDLE LE LEVE LEVEL L

FACTORS QUALIFICATION EXPERIENCE COMMUNICATION LEADERSHIP QUALITIES TOTAL

F 44 81 11

W 2 1 3

WF 88 81 33

9 145

4

36 238

W = ∑f / N = 238 / 145 W = 1.6 INFERENCE:

From the above it is inferred that Experience is the main factor for recruiting the middle level employees.

MEDIAN OBJCTIVE:

To identify the percentage of companies using E-recruitment. E-recruitment.

PARTICULARS

f

cf

>30%

19

19

31 – 50% 51 – 70%

14

33

24

57

88

145

70 <

N / 2 = 145 / 2 = 72.5 N/2 – m Median =

L+

______________ * C F (72.5 – 57)

= 70 + _______________ * 145 88 = 70 + 25.54

Median

= 95.5%

INFERENCE:

From the above calculation it is inferred that 95.5% of companies are using E-Recruitment. CHI – SQUARE TEST A. OBJE OBJECT CTIV IVE: E:

To find the relationship between the recruitment process for different grades of employees based on qualification.

PARTICULARS YES NO TOTAL

UG 33 15 48

PG 29 12 41

DIPLOMA 28 28 56

TOTAL 90 55 145

FORMULATION OF HYPOTHESIS: Ho : There is no relationship between the recruitment process for different for

different grades of employees based on qualification. qualification. H1: There is a relationship relationship between the recruitment recruitment process process for different different for

different grades of employees based on qualification

Row Total * Column Total Expected Frequency =___________________________ =______________________________ ___ Grand Total

O 33 29 28 15 12 28 TOTAL

E 29.79 25.45 34.76 18.21 15.55 21.24

(O-E) 3.21 3.55 -6.76 -3.21 -3.55 6.76

(O-E)2 10.30 12.60 45.70 10.30 12.60 45.70

(O-E)2 / E 0.35 0.50 0.31 0.51 0.81 2.15 5.69

CALCULATION:

Calculated Value = 5.69 Degree of Freedom = (r-1) * (c-1) = 1*2 Degree of Freedom= 2

Tabulated Value = Total Value @ 5 % level of significance = 5.991 CV < TV

5.69 < 5.991 Ho is Accepted INFERENCE:

There is no relationship between the recruitment process for different for different grades of employees based on qualification.

B. OBJECTIVE:

To find the relationship between the recruitment process for different grades of employees based on Experience. Less than PARTICULARS YES NO TOTAL

1 year 45 11 56

1-2 year 17 14 31

3-4 year 13 11 2

5-6 year 17 17 34

TOTAL 105 45 145

FORMULATION OF HYPOTHESIS: Ho : There is no relationship between the recruitment process for different for

different grades of employees based on Experience. H1: There is a relationship relationship between the recruitment recruitment process process for different different for

different grades of employees based on Experience.

Row Total * Column Total Expected Frequency =___________________________ =______________________________ ___ Grand Total

O 45 17 13 17 11 14 11 17 Total

E 40.55 22.45 17.38 24.62 17.38 9.62 7.45 10.55

(O-E) 4.45 -5.45 -4.38 -7.62 -6.38 4.38 3.55 6.45

(O-E)2 19.80 29.70 19.18 58.06 40.70 19.18 12.60 41.60

(O-E)2 / E 0.49 1.32 1.10 2.36 2.34 1.99 1.69 3.94 15.23

CALCULATION:

Calculated Value = 15.3 Degree of Freedom = (r-1) * (c-1) = 1*3 Degree of Freedom= 3

Tabulated Value = Total Value @ 5 % level of significance

= 7.815

CV > TV

15.23 > 7.815 H1 is Accepted

INFERENCE:

There is a relationship relationship between the recruitment recruitment process process for different different for different grades of employees based on Experience. FINDINGS 1. 66.9% of of respondent respondentss are females females and 33.1% respondents respondents are male. male.

2. 36% of resp respon onde dent ntss are are betwe between en the the age age grou group p of 21-30, 21-30, 24.7 24.7% % of respon responde dent ntss are are between the age group of 31-40, 17.3% of respondents are in the age group of 41-50, 12.4% of respondents are between the age group of 51-60 and 9.6% of respondents are greater than 61 age. 3. 71.7% of respondents respondents are are married married and and 38.3% of of respondent respondentss are single. single. 4. 39.3% of respondents respondents are are getting getting the monthly monthly income income above above RS.10000 RS.10000 and 25.5% 25.5% of respondents are between 30001 – 50000. 5. 54.5% of respond respondents ents are are Post graduated graduated,, 35.9% of responden respondents ts are Under Under graduated graduated and and 9.6% of respondents have finished Diploma. 6. 44.8% of respond respondents ents having having experience experience for less than than 1 year and 11.7% 11.7% of employee employeess have the experience between 5-6 years. 7. 43.5% of respond respondents ents are are staff, staff, 39.3% of respond respondents ents are are trainees trainees and 17.2% 17.2% of respondents are Executives. 8. 54.4% of the the respondents respondents are are recruited recruited through through campus campus intervie interview w and 9% of respondent respondentss are through consultancy. 9. 100% of respondents respondents accept accept that that the company is is having having the referr referral al policy. policy. 10. The company is providing providing 100% reward to to the employees for referrals. 11. 56.6% of respondents prefer prefer External recruitment recruitment and 13.1% of respondents prefer prefer both the internal and external sources for recruitment.. 12. 44.8% of respondents have undergone 3 stages and 13.8% of respondents respondents have undergone more than 4 stages . 13. 100% of respondents are satisfied satisfied with the rounds of the interview conducted. 14. 37.2% of respondent’s recruitment process is average and 14.5% of respondent’s recruitment process is long.

15. 44.1% of respondents feel that the interview panel was excellent and 22.1% of respondents feel that the interview panel was good 16. 38.6% of respondents spent 11-20 mins mins and 9% of respondents spent spent more than 30mins. 17. 49.7% of respondents prefer personal interview and 4.8% of respondents prefer all the three. 18. 100% of respondents feel that there is a different different process for different different grades of employees. 19. 43.4% of respondents choose Aptitude and 7.6% of respondent think that new techniques techniques should not be adapted. 20. 32.4%of respondents think that new techniques techniques should be adopted to a great extent and 7.6% of respondent think that new techniques should not be adapted 21. 85.5% of respondents respondents do not need any modificati modifications ons in the recruitment recruitment and selection selection in Datanotic Datanotic Internatio Internationaland naland 14.5% of respondents respondents need modificati modifications ons recruitme recruitment nt and selection in the squaresoft. 22. 61.4%, of respondents strongly agree that that the work experience is required required for selecting candidate, 49.7% are agree that the work experience experience is required for selecting selecting candidate and 11.7% of respondents respondents are neutral for the work experience.. 23. 49.7%, of the respondents strongly strongly agree the technical skill requirement requirement ,21.3% of respondents are agree about the technical requirement and 29% of respondents are neutral for the technical requirement.. 24. 26.9%, of respondents strongly strongly agree for the the English fluency, 55.9% of respondents agree to English fluency and 17.9% of respondents feels neutral for the English fluency. 25. 46.9% of respondents strongly agree for for the Good Intellectual Potential, 31% of respondents agree for the good intellectual potential and 22.1% of respondents feel neutral for the good intellectual potential.

26. In the junior level for education qualifications, 44.8% of respondents respondents have ranked 1, 20.7% of respondents have ranked 2 and 22.8%of respondents have ranked 3. 27. In the junior level for experience, 38.6% of respondents raked it 1, 25.5% of respondent’s rank 2 and 35.9% of respondent’s rank 3. 28. In the junior level for communication, 44.8% of respondents raked it it 1, 20.7% respondent’s rank 2 and 22.8% of respondents ranked 3. 29. In the junior level for Leadership qualities, 26.2% of respondents raked it 1 and 38.6% respondent’s rank 2. 30. In the Middle level for Qualification, 22% of respondents raked it 1 and 40.7% respondent’s rank 2. 31. In the Middle level for Experience, 39.9% of respondents raked it 1, 15.9% respondent’s rank 2 and 25.5% of respondent’s rank 3. 32. In the Middle level for Communication 46.2% of respondents raked it 1, 21.4% respondent’s rank 2. 33. In the Middle level for Leadership qualities, 60% of respondents raked it 1, 17.9% respondent’s rank 2. 34. 54.5% of respondents know about the policies policies of the company before joining and 45.5% of respondents do not know about the policies 35. 77.2% of respondent respondentss have ranked the Naukri Naukri as 1st and 4.8% of respondents ranked it 3rd and 6.3% of respondents ranked it 4th 36. 51% of respondents respondents have have ranked the Times Times job as 1st, 20.7% of respondents ranked it 2nd, 17.9% of respondents ranked it 3rd and 10.3% of respondents as ranked it 5th. 37. 57.9% of respondents respondents have have ranked the Monster Monster as 1st and 4.8% of respondents as ranked it 5th.

38. 17.2% of respondents have ranked the click click in jobs as as 3rd , 11.1% of respondents ranked it 4th , 21.4% of respondents ranked it 5th and 50.3% of respondents as ranked it 6th. 39. 29 % of respondent respondentss ranked it it 4th and 6.9% of respondent respondentss ranked it as 1st 1st and 9.7% of respondents ranked it as 2nd. 40. 100% of respondents accept that the company is collecting the feedback after recruitment recruitment process. 41. 62.8%, of respondents respondents strongly strongly agree that the potential potential candidate is generated through direct applicant, 49.7% are agree that the potential candidate is generated through direct applicant and 11.7% of respondents responden ts feel neutral for the direct applicant. 42. The potential candidates are are recruited through placement consultants are accepted in the following percentage 54.1% of respondents strongly agreed and 24.8% of respondents gave a neutral form. 43. 22.1%, of respondents strongly agree that that the potential candidate is generated generated through Job portals, 66.9% are agree that the potential candidate is generated through Job portals, 11% of respondents feel neutral for the Job portals and 10 % of respondents strongly disagree for the job portals. 44. 23.4%, of respondents respondents strongly strongly agree that the potential potential candidate is generated through employee referrals, 6.3% are agree that the potential candidate is generated through employee referrals and 70.3% of respondents feel neutral for the employee referrals 45. 4.8%, of respondents strongly agree that the potential candidate is generated generated through head hunting, hunting, 15.9% are agree that the potential potential candidate is generated generated through head hunting hunting and 79.3% of respondents feel neutral for the head hunting 46. 8.3%, of respondents strongly agree that the potential candidate is is generated through body shopping, 85.5% are agree that the potential candidate is generated through body shopping and 6.2% of respondents feel neutral for body shopping 47. 22.1% of respondents feel that the recruitment and selection selection process of Datanotic Internationalis excellent, 66.9% of respondents feel that the process is very good.

SUGGESTIONS

1. Mos Mostt of the respond respondent entss need need mod modifi ificati cations ons in the recruit recruitmen mentt and selecti selection on proces process. s. The company has to make some modifications like using new techniques for recruiting and to increase the time spent for selecting the employees. 2. Th Thee compa company ny is usin using g only only the the job job porta portals ls,, cons consul ulta tancy ncy,, casua casuall appli applican cants ts and and camp campus us interview sources for recruiting the employees. So the company is suggested to adopt some more more sou source rcess like like gettin getting g inform informati ation on from from the employ employmen mentt exchang exchange, e, magazi magazines nes and newspapers for recruiting the employees. 3. The company company can increa increase se their their candidate candidate pool through through internal internal sources. sources. 4.

Many Many of the the candi candidat dates es are not aware aware of the the compa company ny poli polici cies es before before joini joining ng in the company. Training can be given to those candidates to know clearly about the company policies.

5. The company company can take more more measures measures to improve improve the the recruiting recruiting and and selection selection process. process. 6. Most of of the employee employeess are not aware aware of video video conferen conferencing cing and the the company company should should make use of video conferencing of candidates can didates in the future to reduce their time. 7. Orga Organi niza zati tion on can can make make use use of web web to larg largee exten extentt to make make recr recrui uitm tment ent simpl simpler er,, fast faster er,, cheaper and effective. 8. The recruitment recruitment and selection selection procedure procedure should not not to lengthy and time time consuming consuming 9. The recruitment recruitment process process can be be modify based on different different grade level level due to this they can avoid unnecessary time taken for candidate waiting time for experienced person. 10. Time management management is very essential and it should should not be ignored at at any level of the process.

Company sho should uld extend extend its its scope scope of select selection ion from from refere reference nce of employ employees ees,, campus campus 11. Company placement to other like advertisements, e-recruitment etc.

12. 95.5% of companies companies are using E-Recruit E-Recruitment ment to pool the candidates. candidates. The company can also focus on other sources for recruiting the employees.

13. While While recruiting recruiting the employees employees of junior level the qualificati qualification on factor is alone taken into consideration it is suggested to consider other factors like experience, leadership qualities and communication. 14. While While recruiting recruiting the employees employees of middle level the experience factor factor is alone taken into consideration it is suggested to consider other factors like qualification, leadership qualities and communication

CONCLUSION

The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there. A study on the Recruitment and Selection Process conducted in Datanotic International has brought out various information about the company’s recruitment and selection procedure. Using this survey survey the researcher could identify the recrui recruitin ting g mod module uless conduct conducted ed in the organi organizat zation ion,, variou variouss factor factorss consid considere ered d for the recrui recruitme tment nt and select selection ion proces processs and the satisf satisfact action ion level level of the employ employee ee toward towardss the Recruiting. Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company. Sele Select ctio ion n proc proces esss is good good but it shou should ld also also be mo modi difi fied ed accor accordi ding ng to the the requirements and should job profile so that main objective of selecting the candidate could be achieved. Further from this survey I hope the organization will be benefited and with the help of the suggestions given the organization can improve its functioning and the overall Recruitment and Selection Process in the organization and its performance will increase.

ANNEXURE 10.1 BIBLIOGRAPHY BOOKS: •

K. Robert Wood “Competency-Based Recruitment and Selection” Tata M.C. Graw-Mill Publishing Company Limited, New Delhi.

•

C. R. Kothari. “Research Methodology”, Methods and Techniques, Wishma Prakashan, New Delhi

•

•

Umasekaran “Research methods for business”, Wiley India pvt ltd, New Delhi P.R.Vittal “Quantitative Techniques”, Techniques”, Margham Publishing Publishing House, Chennai. Chennai.

WEBSITES •

www.squaresoft.co.in

•

www.citehr.com

•

www.allprojectreports.com

•

www.investopedia.com

•

K.Aswahthappa (2001),Human Resource and Personnel Management

•

Human Resource Management, (2005), Dr.P.C. Pardeshi

A STUDY ON RECRUITMENT AND SELECTION PROCESS QUESTIONNAIRE Employee Name: 1. Gender: Male

Female

2. Age: a.21-30

b.31-40

c.41-50

d.51-60

3. Marital Status: a. Married

b. Unmarried

4. Monthly Income: a. Below 10000

b. 10001 – 30000

e. >61

c. 30001 – 50000

d . A bov e 50 001

5. Education Qualification: a. Under Graduation

b. Post Graduation

c. Diploma 6. Employee Year of Experience: a. Less than 1 year

b. 1 – 2 Year

c. 3 – 4 Year

d.5 – 6 Year

7. Employee Nature of Job: a. Trainee

b. Staff

c. Executive

NOTE: Please select the appropriate option

8. Through what source you are recruited into squaresoft? a. Consultants

b. Job portals

c. Campus Interview

d. Casual Applicant 9. Do you have referral policy in your organization? Yes No

10. Is there a reward for referring employees? Yes No 11. What should be the best recruitment sources according to your preference? a. Internal Recruitment

b. External Recruitment

c. Both 12. How many stages you have undergone during your Selection process? a. 2

b. 3

c. 4

d. more

13. What do you think is the most challenging step in the entire e ntire recruitment and selection procedure?

14. How do you rate the recruitment procedure? a. Short

b. Average

c. L o ng

d. Very long

15. Are you satisfied with the rounds of interview conducted? Yes No 16. How you feel about the interview panel? a. Excellent

b. G o od

c. Satisfactory

d. Poor

17. What is the average time spent for the selection (for each candidate)? a. 10 mins

b. 11 – 20 mins

c. 21 – 30 mins

more 18. What form of interview do you prefer? a. Personal Personal Interv Interview iew b. Telephonic Telephonic Interview Interview c. Vide Video o Int Inter ervi view ew

d. Any Any 2 (then (then tick tick thos thosee two two))

e. All three 19. Is the recruitment process different for different grades of employees? Yes

d.

No

20. In selection process, do you think innovative techniques (like stress level test, psychometrics test) should be adopted? a. Fully d. very very little tle

b. To a great extent

c. To some extent

e. Not at all all

21. What type of tests is conducted for you in selection process? Middle level a. b. c. d. e.

Junior Level

Psyc Psycho home metr tric ic test test Aptitude test Techn Technic ical al abili ability ty test test Perfor Performan mance ce test/ test/wor work k sampl samplee test test Othe Otherr (Pl (Plss sspe peci cify fy))

22. Do you feel the recruitment and selection practices presently being followed by Datanotic Internationalshould be modified?

Yes No To some extent

23. According to you what percentage of companies are using the E-recruitment? a. <3 <3 0 %

b. 31 31 – 50% c. 51 – 70

d. > 7 1 %

24. Do you agree that following factors must be considered while selecting a candidate?

FACTORS

OPTIONS

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

1. Good Good Ed Educ ucat atio iona nall Qualification 2. Tech Techni nica call skil skilll requirements 3. Work Work expe experi rien ence ce 4. Good Good int intel elle lect ctua uall potential 5. En Engl glis ish h flue fluenc ncy y

25. Rank the following according to importance given while recruiting employees? [Kindly put the rank 1 for the most important attribute, NA (Not Applicable) for the attribute(S) that are taken into consideration for that particular p articular level] Junior Level 1. 2. 3. 4. 5.

Middle Level

Quali ualifficat icatiion Expe xperience Com Commu muni nica cattion Leade Leaders rshi hip p Quali Qualiti ties es Othe Others rs (Ple (Pleas asee Spec Specif ify) y)

26. Did you fully know about the company policies before joined in this company? a) Yes b) No 27. Rank the Job Portals in India? [1 - Top, 7- Low] Naukri

-

Times Job

-

Monster

-

Job Street

-

Click in in Jo Jobs Facebook

-

Other

-

28. Do they collect candidate feedback after the recruitment process? a) Yes b) No 29. According to you potential candidates in the organization are generated through the following recruitment sources:

FACTORS

OPTIONS

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

1. Direct Applicants 2. Plac Placem emen entt con consu sult ltant antss 3. Job Por Porttals 4. Em Empl ploy oyee ee refe referr rral alss 5. Th Thro roug ugh h tem tempo pora rary ry 6. Head Head hun hunti ting ng (Sea (Searc rch h of of employees from competitor’s company) 7. Body Body shopp shoppin ing g (Hi (Hiri ring ng cheaper employees from other country) 8. Any Any othe otherr sour source cess (Ple (Pleas asee specify)

30. How do you rate our company’s recruitment and selection procedure? a) Excellent

b) Very good c) Good

d) Satisfactory

e) Unsatisfactory

31. Suggest some of the methods that can be used for effective recruitment and selection.

A Study on Recruitment and Selection Process - Datanotic

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