PROJECT PROPOSAL

ON
TALENT ACQUISITION
SUBMITTED TO
THE MAHARAJA SAYAJIRAO UNIVERSITY OF BARODA

BARODA

FOR
PARTIAL FULFILLMENT FOR AWARD OF POST GRADUATION DIPLOMA IN STRATEGIC
HUMAN RESOURCE MANAGEMENT (2013-2014)
By

NITESH RAWAT
PGDSMRH
Roll No. 31
UNDER THE GUIDANCE
OF

MR. KRISHNA BHATT

(HEAD ADMINISTRATION)

Index

1. Introduction
2. Company Profile
3. Literature Review
4. Research Methodology
5. Data Analysis
6. Limitation
7. Bibliography

INTRODUCTION
ACQUISITION
Acquisition applies to the process of attracting potential employees to the organizations or companies. It is a
systematic means of finding and inducing available candidates to apply to the company or enterprise for
employment.
Talent acquisition is the process for planning, sourcing, assessing, hiring, and on-boarding of new or
existing employees into appropriate positions within the organization.
The project report is divided into various sections highlighting their function & importance in the growth of
the organizations. These sections are sequenced in way to give a comprehensive idea of work done.

TALENT ACQUISITION
Talent acquisition is the process of finding and acquiring skilled human labor for organizational needs and
to meet any labor requirement. When used in the context of the recruiting and HR profession, talent
acquisition usually refers to the talent acquisition department or team within the Human Resources
department. The talent acquisition team within a company is responsible for finding, acquiring, assessing,
and hiring candidates to fill roles that are required to meet company goals and fill project requirements.

COMPANY PROFILE

Larsen & Toubro Limited (L&T) is a technology, engineering, construction and manufacturing company. It
is one of the largest and most respected companies in India's private sector.
More than seven decades of a strong, customer-focused approach and the continuous quest for world-class
quality have enabled it to attain and sustain leadership in all its major lines of business.
L&T has an international presence, with a global spread of offices. A thrust on international business has
seen overseas earnings grow significantly. It continues to grow its overseas manufacturing footprint, with
facilities in China and the Gulf region.
The company's businesses are supported by a wide marketing and distribution network, and have established
a reputation for strong customer support.
L&T believes that progress must be achieved in harmony with the environment. A commitment to
community welfare and environmental protection are an integral part of the corporate vision.

LITERATURE REVIEW

Any Organization needs to have a vision and a well defined strategy on hiring for the future. We should
have the right talent to attract and retain the best available talent for which a number of measures for talent
management are required [Karthikeyan, 2007].
Howard (2001) summarized several studies that show external candidates are being recruited by
executive search firms using strategies such as cold calls, publicly available directories, old contacts, and
web-based searHoward (2007).
Sessa et al (1998) found that 87% of them mentioned using interviews to select executives, followed
by resumes (73%), and references (69%). Only 36% reported using tests and other instruments. However,
research has shown that the validity of interviews to predict executive success can vary widely depending
upon several factors including whether the interview protocol is structured or unstructured, interviewers are
trained or untrained, or the interview focuses on situational, job-related, or psychological content
(McDaniel, Whetzel, Schmidt, & Mauer, 1994). career achievement records.

When evaluating candidates, most companies use resumes and references as assessments of past
achievements and performance. Indeed, these, along with interviews, are typically the most common tools
in selection (Bernthal & Erker, 2005; Sessa, et al., 1998). in leadership research or as part of leader .
This review indicates that a plethora of assessment tools are available for executive search
committees to use when evaluating candidates. Research suggests that some measures are more useful than
others, although all measures possess some limitations. Work sample tests, situation judgment tests and
other tools that require demonstrations of leadership exhibit high face validity and criterion-related validity.
However, these also have the highest development costs, and, except for SJTs, the highest administration
costs (Ryan & Tippens, 2004). Cognitive ability tests have strong criterion validity for general job
performance, but such tests likely have significant range restriction at the executive level, and therefore are
likely to exhibit less validity when used to predict executive performance. They are also more likely to
result in adverse impact. Other measures of psychological attributes exhibit positive but lower validities
than these tools. References and resumes can be highly inaccurate and unreliable.

RESEARCH METHODOLOGY

DEFINTION:
The process used to collect information and data for the purpose of making business decisions. The
methodology may include publication research, interviews, surveys and other research techniques, and
could include both present and historical information.

TITLE:
Research on Talent Acquisition at L&T IES Knowledge City, Baroda.

OBJECTIVES OF THE STUDY:

1. To attract talented individuals to work for the organization.
2. To place right people in the right positions and to ensure a pool of readily available talent.
3. To identify various upcoming trends and challenges of talent acquisition.
4. To identify the internal and external method of sourcing of candidate

BENEFITS OF THE STUDY:

1. The Researcher will get exact idea about the Level of Organizational commitment among employees
in detail.
2. The Researcher will get exact information about Level of Organizational Commitment among
employees which is following by the member of company.
3. If an organization appraises employees well, they will give back as much or more in terms of both
physical and emotional commitment.

RESEARCH DESIGN:

Research design indicates the methods and procedure of conducting research study. Research design can be
done in following three types:There are three research designs.
Exploratory research design
Descriptive research design
Causal research design

1) Exploratory Research: Exploratory research focuses on the discovery of new ideas and is generally based on
secondary data.
2) Descriptive Researches: Descriptive research is undertaken when the researcher want to know the characteristics
of certain groups.
Here Researcher had used Descriptive method.

3) Casual or Experimental Researches: An experimental research is undertaken to identify causes and effect relationship between
two variables.

DATA ANALYSIS

SOURCES OF DATA COLLECTION

Basically there are two types of data i.e. secondary and primary: -

Primary Data Collection:Primary data collection contains the following four types of methods: i.

Observation Method:
It contains Casual observation, Systematic observation, direct observation and contrived
observation.
Survey Method:
It contains Personal Interview, Telephone Interview and Mail Interview.

ii.

Secondary Data Collection: It can be collected from internal as well as external sources
i.

Internal Source:
Various internal sources like employee, books, sales activity, stock availability, product
cost, etc.

ii.

External Sources:
Libraries, trade publications, literatures, etc are some important sources of external data.
Primary data are used for the core purpose of the project. And this primary data has been
gathered by survey method.
Here The Researcher used both secondary as well as primary data in which Researcher
has been used survey method.

LIMITATIONS

LIMITATIONS OF THE STUDY:

1. Less number of Respondent

2. The time was one of the main constraints which come as barrier in the survey because the project
topic is a very huge issue and needs a lot of devotion.
3. The data obtained is qualitative but not quantitative and it is subjected to human error.

BIBLIOGRAPHY

Web sites visited:

www.tng.futurestep.com
www.google.com
www.wikipedia.com
www.citehr.com
www.shrm.org
www.managesmarter.com
www.trainingregistry.com

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