KARNATAK UNIVERSITY, DHARWAD

INSTITUTE OF BUSINESS MANAGEMENT AND RESEARCH,

HUBBLLI.

Summer In-Plant Project

A report on
“RECRUITMENT AND SELECTION PROCESS”

This Report
Submitted to
KARNATAK UNIVERSTIY, DHARWAD
In partial fulfilment of the requirement for the award of degree in
MASTER OF BUSINESS ADMINISTRATION
Carried during the academic year 2017-2018
Submitted by:
GAYATRI BHADTI
Registration No: 17MBA653

INTERNAL GUIDE: EXTERNAL GUIDE:

Prof. Akash G Pathak Mr. Manoj Nayak
Department of MBA Prakruti Products Private Limited
Institute of Business Management Agsoor, Ankola
and Research,
Hubballi

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 DECLARATION

I, Gayatri Bhadti, student of MBA 2ndsem, Institute of Business

Management and Research, Hubballi, hereby declare that the project work
entitled “Recruitment and Selection Process” carried out at “Prakruti
Products Private Limited” is submitted to Karnatak University Dharwad
through the Institute of Business Management and Research, Hubballi, in partial
fulfilment of the requirements for the award of the Master of Business
Administration degree. This project report is a bonafide work prepared by me
under the guidance of Prof. Akash G Pathak, Professor in MBA department of
Institute of Business Management and Research, Hubballi. The findings and
suggestions of this project report are based on the information collected by me
during the period of my study.

To the best of my knowledge and belief, the matter presented in this report has
not been submitted previously in part or full to any university for the award of
any degrees.

Date: 28/08/2018 Gayatri Bhadti

Place: Hubballi 17MBA653

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 ACKNOWLEDGEMENT

I wish to express my heartfelt thanks to all those who were involved in

completion of my project entitled “Recruitment and Selection Process”.

First of all I wish to express my sincere thanks to our Director, MBA

department Dr.Sadanand Havanagi who has fully supported and encouraged
me in this venture.

It is my privilege to have accomplished this study under the guidance of my

guide, Prof. Akash G Pathak, Professor of MBA Department IBMR, Hubballi
for taking keen interest and full involvement, dynamic motivation and valuable
guidance extended to me throughout the project.

I wish to thank Mr. Manoj Nayak, as my external guide and all the employees
of the organization for guiding and helping me in completing this project
successfully.

My sincere and affectionate regards to my parents for the immense support

which encouraged me to conclude this project on time. I wouldn’t forget to
thank all my faculty members of the Institute, friends and everybody for their
kind co-operation and help in this matter.

Gayatri Bhadti
17MBA653

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 CONTENTS

CHAPTER CHAPTER PAGE

NUMBER NAME NUMBER

1 Executive Summary 5-8

2 Industry Profile 9-13
3 Company Profile 14-39
4 About the study 40-43
5 Research methodology 44-46
6 Conceptual framework 47-54
7 Data Analysis 55-74
8 Findings, Suggestions & Conclusion 75-78
9 Bibliography 79
10 Annexure 79-81

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EXECUTIVE

SUMMARY

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PURPOSE OF THE REPORT:

A recruitment and selection policy is a statement of principles, outlining how your

organisation should conduct its recruitment and selection process.

The aim of such a policy is to ensure that a transparent and unbiased recruitment and
selection process is followed; one that results in the appointment of the best candidate, based
solely on merit and best-fit with your organisational values, philosophy, and goals.

FIVE GOOD REASONS FOR HAVING SUCH A POLICY ARE TO ENSURE:

 Job descriptions meet business requirements;

 Candidates are assessed against consistent selection criteria at every stage;
 The recruitment process is lawful;
 The candidate can be confident it is a genuine job offer; and
 The process can be followed by all stakeholders.

The purpose of selection process is to pick up the most suitable candidate who would meet
the requirements of the job in an organisation best, to find out which job applicant will be
successful, if hired. To meet this goal, the company obtains and assesses information about
the applicants in terms of age, qualifications, skills, experience, etc. the needs of the job are
matched with the profile of candidates. The most suitable person is then picked up after
eliminating the unsuitable applicants through successive stages of selection process. How
well an employee is matched to a job is very important because it is directly affects the
amount and quality of employee’s work. Any mismatched in this regard can cost an
organisation a great deal of money, time and trouble, especially, in terms of training and
operating costs. In course of time, the employee may find the job distasteful and leave in
frustration. He may even circulate ‘hot news’ and juicy bits of negative information about the
company, causing incalculable harm to the company in the long run. Effective election,
therefore, demands constant monitoring of the ‘fit’ between people the job.

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METHODS USED TO CONDUCT RESEARCH:

Descriptive and exploratory designs shall be used for proposed research. Previous literature
that is pertinent to the present study shall be reviewed for gathering information related to
Recruitment and selection process and also to identify the various components for evaluating
the Recruitment and selection practices in the organisation.
An unstructured questionnaire shall be used to collect the data relevant to the proposed
research.

SCOPE OF THE RESEARCH:

 To observe the degree of satisfaction levels of the employers as well as the employees
towards the process of recruitment and selection techniques adopted b the company.
 To structure the Recruitment policy of company for different categories of employees.

 To provide a systematic recruitment process.

 Dealing with the excess or shortage of resources.

 Analyzing the recruitment policies, processes, and procedures of the organization.

 Identifying the areas, where there could be a scope of improvement.

 Streamlining the hiring process with suitable recommendations.

 Choosing the best suitable process of recruitment for effective hiring of resources.

RESULTS OF RESEARCH:

 Background to the study

 Statement of the problem
 Research Question
 Objective of the Study
 Scope of the Study
 Limitation of the Study
 Operational definition of the terms
 Methods of recruitment

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RECOMMENDATIONS FOR FUTURE ACTIONS:

 Make being responsive to candidates a priority

 Keep finalists close even if they aren’t selected
 Proactively check in with previous applicants
 Survey applicants for input to improve recruiting process
 Set candidate expectations with job success factors
 Provide useful and specific details about open roles

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 CHAPTER-1

INDUSTRY PROFILE

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ORIGIN OF INDUSTRY:

Prakruti Products specializes in the manufacturing of standardized herbal extracts,

phytochemicals, organic ingredients and nutraceutical ingredients for leading dietary/ food
supplement manufactures around the world.

Founded in 1998, Prakruti Products is the largest manufacturer of Garcinia Cambogia extract
globally.

At Prakruti, we continuously update our laboratory and manufacturing capabilities to keep

pace with technological advancements. State of the art instrumentation combined with
qualified technical staff assures quality and consistency in every batch of the product
delivered.

Prakruti products commitment to superior product quality, on time delivery, pricing, and
technical service allowed us to receive export excellence award from Government of India.

Prakruti Products meets your most demanding challenges with unique, inventive and
profitable solutions. They are committed to their customer’s success and will bring the same
enthusiasm; creativity and experience to your projects that have helped introduce hundreds of
new and innovative products

INDIAN OVERVIEW:

PRAKRUTI GROUP has been manufacturing supplying herbal and natural extracts for
leading pharmaceutical companies in India and abroad. Having ventured into formulations,
the group is catering both OTC and prescribed ayurvedic medicine market. Group’s facilities
are GMP certified and are following ISO certified processes. PRAKRUTI PRODUCTS, the
flagship company often group started with souring the raw materials and initially got
extraction done through third party plants on contract basis. During the year 2000, the
company has started its own manufacturing facility, which is now GMP certified. Group
Company PRAKRUTI REMIDIES P. LTD has forayed into ayurvedic formulations catering
to both OTC and prescription categories. Company's manufacturing and research facilities are
GMP certified and meet all safety and other norms. With the objective of promotion of
Ayurveda by setting up the hospitals, colleges and clinics focusing on ayurveda the Group
has floated PRAKRUTI AYURVEDIC TRUST. The trust has been operating an Ayurvedic

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Hospital is established in the Karwar, the coastal paradise of Karnataka. The Hospital
provides authentic ayurvedic treatments including panchakarma. Hospital is equipped with all
facilities for inpatient and outpatient treatments and running successfully for the since its
inception.

Industry : International
Business Type : Private Limited
Firm Type : Manufacturers & Exporter/Importer
Expand Level : Pharmaceuticals and Healthcare

BRIEF DETAILS ABOUBT THE PROMINENT COMPANY:

Prakruti Products offers complete contract manufacturing and packaging services. Prakruti’
streamlined contract manufacturing services help you with each step of the process, including
planning, formulation, production, labeling and packaging.

Prakruti’ state-of-the-art manufacturing facility uses the most advance technology in

producing supplements and other nutritional and beauty products. All manufacturing and
testing is conducted in GMP certified facilities.

Prakruti team will provide you with a free, no obligation quote for your contract
manufacturing needs within 48 hours. Your dedicated account executive can help you with
bulk, private labeled, or even custom formulation orders.

PRAKRUTI CAPABILITIES:

Manufacturing Services

 All Nutritional, herbal and Nutraceutical Products

 Tableting
 Hard Shell Caps
 Powders

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 Blending
 Granulation

Packaging Services

 Bottles
 Unit Doses
 Blister Packs
 Pouches
 Bulk Packaging

Technical Support:

 Custom formulations and packaging

 Pilot batches and short runs
 Analytical testing

Prakruti’s Leading partners for contract manufacturing:

 Lupin Limited
 Sapat Pharmaceuticals

EFFECTS ON INDIAN ECONOMY:

 Provides Employment
 Balanced Regional Development
 Facilitates Women Growth
 Helps in Mobilization of Local Resources
 Promotes Exports
 Develops Entrepreneurship

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FUTURE OF SECTOR:

 The sector is also evolving in ways that make the traditional view that manufacturing and
services are completely separate and fundamentally different sectors outdated. Service inputs
(everything from logistics to advertising) make up an increasing amount of manufacturing activity.
In the United States, every dollar of manufacturing output requires 19 cents of services. And in
some manufacturing industries, more than half of all employees work in service roles, such as R&D
engineers and office-support staff.
 As advanced economies recover from the Great Recession, hiring in manufacturing may
accelerate, and some nations may even raise net exports. Manufacturers will continue to hire
workers, both in production and nonproduction roles (such as design and after-sales service). But in
the long run, manufacturing's share of employment will remain under pressure as a result of
ongoing productivity improvements, faster growth in services, and the force of global competition,
which pushes advanced economies to specialize in activities requiring more skill
 Manufacturing contributes disproportionately to exports, innovation, and productivity
growth.
 Manufacturing is entering a dynamic new phase; by 2025, a new global consuming
class will have emerged, and the majority of consumption will take place in developing
economies.
 Manufacturers and policy makers need new approaches and capabilities

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 CHAPTER-2

COMPANY PROFILE

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HISTORY OF PRAKRUTI PRODUCTS:

PRAKRUTI PRODUCTS PRIVATE LIMITED, established in the year 1998 with an object
of standardizing the identification, collection and extraction of the herbal products available
in Sahyadri Mountain Ranges and Western Ghats. The firm set up by a young entrepreneur
Mr. M. Raghavendra Shetty, who is very passionate about the herbs and its uses. He is the
person having through knowledge of the herbs and its uses. He has more than 10 years of
experience in the field of pharmaceuticals. He is having the term of doctor added by Dr.
Jeetendra Shetty, who is M.D in ayurvedic treatments preference.

During the past 5 years the company has successfully got the collection tender for the
collection of valuable hards such has Garcinia Combogia, Rampatre, Garcinia Indica etc…
through forest department. The total area covered in the tender is above 10000 hectares. The
company has standardized the collection by regularly training the collection term which
regard to the method of collections and regulation of the herbs there by adhering strictly to
the quality norms.

Having their own extraction plant with the capacity of extracting 100 tons of row herb per
mount. Plant is equipped with GMP standard machineries having quality control department
and well depend quality control procedures. They have a strong production team and research
and Development Department facilities. Company has departmentalized and well defined
division of work among the various department, such as production department, sales
department etc… each department is headed by qualified and experienced professionals in
their field of activities. Started as a single company 12 years ago, Prakruti has how grown
into a group of companies and the group is further growing, with its diversification program.

PRAKRUTI PRODUCTS PRIVATE LIMITED, Venture in to extraction of herbs, herbal

products honey processing and health care business. The PRAKRUTI PRODUCTS
PRIVATE LTD mainly concentrates on herbal extracts like Garcinia combogia, Bosewellia,
Ashwagandha, Green Tea etc…

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Utilizing the state of the art of infrastructure, experience and expertise, coupled with the zeal
of offer the best, has given the company edge over others and has become a name to reckon
within the international market sense. This has resulted in exports herbal products like
countries like U.S.A, Canada, Italy, Russia etc…

With an energetic and enthusiastic marketing team of more than 100 members, the group is
poised to grow even further with the support of auxiliary service staff. The company’s
management team are comprises of professionals with long term experience in their
respective fields. All the products are checked as per international standard and accounting to
the customer’s requirement.

With an understanding on the nuances of honey distribution, the company has developed a
unique handling and storage process, which ensure the minimum damage and expires with a
dedicated team and logistic process; it achievers balance between sales and production.

Today Prakruti has kept its promise not only to the Indian consumers but to the world by
providing them the very best products.

INTDUSTRY PROFILE

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CORPORATE OVERVIEW:

Herbal medicine has been used in India for thousands of years and is increasingly been used
worldwide during the last few decades as evidenced by rapidly growing global and national
markets of herbal drugs. The global pharmaceutical market was worth US $550 billion in
2004 and is expected to exceed US $900 billion by the year 2009.

According to WHO estimates, the present demand for medicinal plants is US $14 billion a
year and by the year 2050 it would be US $5 trillion. Due to high prices and harmful side
effects of synthetic drugs, people rely more on herbal drugs and this trend is growing, not
only in developing countries but in developed countries too.

India has 2.4% of world’s area with 8% of global biodiversity. The forests of India are
estimated to harbour 90% of India’s medicinal plants diversity in the wide range of forest
types that occur. In India, around 25,000 effective plant based formulations are used in
traditional and folk medicine. More than 1.5 million practitioners are using the traditional
medicinal systems for health care in India. It is estimated that more than 7800 manufacturing
units are involved in the production of natural health products and traditional plant based
formulations in India, which requires more than 2000 tone of a medicinal plant ra material
annually.

Herbal medicines may be associated with a broad variety of microbial loading and exert an
important impact on the overall quality of herbal products and preparations. Generally, herbs
are valued for their distinctive aroma, colour and flavour. Unfortunately, they are often
contaminated with high levels of bacteria, moulds and yeasts; if untreated, the herbs will
result in rapid spoilage of the foods and also result in serious food home illness. Post harvest
and post processing, herbs are always contaminated with microorganisms from the plants
themselves, soil, water, air and dust. A wide spectrum of microorganisms and microbial loads
has been previously reported in medicinal plants.

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INTERNATIONAL MARKET SCENARIO OF TRADITIONAL
HERBAL PRODUCT

Traditional Chinese Medicine (TCM) uses over 5000 plant species, while India uses about
7000. But still in the international market, TCM is well established when compared to Indian
Ayurvedic medicine, which is in such a tenuous condition, and way they grown to be
accepted and developed have been haphazard and informal. It is for these reasons why the
Indian herbal medicines market is reputedly worth around US $1 billion worldwide, as
against the global market for herbal medicines which is in the region of US $62 billion, with
the Chinese herbal medical market said to be worth US $19 billion. A huge opportunity
awaits the ingenious Indian pharmaceuticals, to be through innovation, patents and
trademarks.

NATURE OF BUSINESS:

Prakruti Product is an ayurvedic medicine industry in India. Ayurvedic medicines are

produced by several thousand companies in India, but most of them are quite small, including
numerous neighbourhood pharmacies that compound ingredients to make their own remedies.
It is estimated that the total value of products from the entire Ayurvedic production in India is
on the order of one billion dollars (U.S).

The industry has been dominated by less than a dozen major companies for decades,
joined recently by a few others that have followed their lead, so that there are today 30
companies doing a million dollars or more per year in business to meet the growing demand
for Ayurvedic medicine. The products of these companies are included within the broad
category of “fast moving consumer goods (FMCG; which mainly involves foods, beverages,
toiletries, cigarettes, etc.). Most of the larger Ayurvedic medicine suppliers provide materials
other than Ayurvedic internal medicines, particularly in the areas of foods and toiletries
(soap, toothpaste, shampoo, etc,), where there may be some overlap with Ayurveda, such as
having traditional herbal ingredients in the composition of toiletries.

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 The key supplies in Ayurvrda are Dabur, Baidyanath, and Zandu, which together have
about 85% of India’s domestic market. These and a handful of other companies are
mentioned repeatedly by various writers about the Ayurvedic business in India; a brief
description is provided for them, arranged here from oldest to newest.

VISION:

 To maintain and acquire the 1st and 2nd leadership position in their chosen area of
business in India.
 To establish the company’s position of leadership in India to secure global presence.
 To continuously create new opportunities for growth in their strategic business.
 To set a precedent in the qualified product manufacturing industry, continuous
innovation, and exceptional product focused services and enhanced customer satisfaction.

MISSION:

 To carry on continuous research on Ayurvedic herbals.

 To continually improve on the efficiency of the Companies products.
 To timely supply products to customers in a professional manner.
 To meet the highest quality standaeds.

OBJECTIVES OF THE COMPANY:

 Service motive as well as profit motive.

 Produce quality product.
 Development of remote areas.
 Employment opportunities to the people of the backward areas.
 Carry out new out difficult herbal extract.
 Tremendous cist benefit to customer.

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QUALITY POLICY:

The Prakruti Products Private Ltd is dedicated to provide quality assure products for
achieving total customer satisfaction with timely delivery cost effectiveness. The Prakruti
products are producing quality products not only to meet the customer requirements, but also
to exceed the customer exceptions. It will achieve their objectives through continuous
improvements, team work and effective communication both internally as well as externally.

OWNERSHIP PATTERN AND EXECUTIVE PEOPLE:

Prakruti Products Private Ltd has Partnership concern and family based Organisation.
The partners have 50:50 rations in Capital. Mr. M. R Shetty is the Director of the Company.

DATE OF
NAME DESIGNATION
APPOINTMENT

Manur Raghavendra Shetty Managing Director 03 April 2006

Mamatha Raghavendra Shetty Director 11 December 2010

Praveer Shetty Director 14 January 2016

COMPANY PROFILE:

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NAME OF THE COMPANY: Prakruti Products Private Limited

YEAR OF ESTABLISHMENT: 1998

REGISTRATION NUMBER: SSI No: 0812CR0047 SIDO-PMT SSITINY RURAL

DATED: 16/11/2006

NATURE OF BUSINESS CARRIED: Manufacturing Ownership

GROUP OF COMPANIES:

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AREA OF OPERATION & PRODUCTS:

AREA OF OPERATION:

The PRAKRUTI PRODUCTS PRIVATE LIMITED has global and national area of
operation. It distributes its products in Maharashtra, Gujarat, Madhya Pradesh, Kerala, Tamil
Nadu Etc. The Prakruti Products exporting their products to foreign countries such as
America, Italy, Germany, and Korea etc.

PRODUCTS:

The company is involved in the production of several herbal extracts. The main extract
includes Garcinia combogia extract.

GARCINIA COMBOGIA EXTACTS:

Garcinia Combogia chilka is mixed with suitable quality of water in reactor, passing heat
through steam chamber at constant temperature of 900C, refluxing for three hours and
collecting the water wash separately, washing is heated to 80C and pH raised by adding
NaOH to PH-7.2. Cooling done and Calcium Chloride [CaC12] then precipitation are done.
Powered product is autoclaved and dried. Sterilized product is then packed in HDPE
containers.

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PRODUCT PROFILE:

ACTIVE
SL.NO COMMON NAME TEST METHOD
INGREDIENT
1 Garcinia Combogia Extract Hydroxy Citric Acid HPLC
2 Salacia Reticulate Extract Salacia Glycosides Gravimetric
3 Tribulus Terestries Extract Saponins UV
4 Gymnema Sylvestre Gymnemic Acid HPLC
5 Boswellia Serratta Boswellic ACid Titrarion
6 Ashwagandha Extract Alkaloid Gravimetruc
7 Rita Extract Saponins HPLC
8 Ocimum Sanctum Ursolic Acid HPLC
9 Purified Honey
10 Aloe Vera Barbalion aioin
11 Glucosomine HCI & Sulphate
12 Calcium Sennoside Calciumsennosides
13 Curcumin Extract (95%) Curcuminoids HPLC
14 Licorice Extract Glocyrrhizin HPLC
15 Banana Extract Colosolic Acid HPLC
16 Coleus Extract Forsksholin TLC
17 Guggul Extract Guggulu Sterones U. V. Spectrometer
18 Mucana Truriens L. Dopa HPLC
19 Sida cordifolia Ephedrine HPLC
20 Zingber officimale Gingerol HPLC
21 Tomato lycopene Lycopene HPLC
22 Asparagus racemoses Saponins HPLC
23 Green tea Extract Polyphenols UV
24 White Kindly bean extract Phasseolamin Colorimetry
25 Valeria willichi Valerie Acid HPLC
26 Bacopa monnieri Bacosides TLC
27 Garlic Extract Allin TLC

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28 Gotulola Asiaticosides HPLC
29 Lutein Lutein TLC
30 Pomegranate Ellagic Acid HPLC
31 Terminalla arjuna Tannins Titration
32 Triphala Tannins Titration
33 Piper langum dry extract Piperine Titration
34 Capsicum Capscin Titration
35 Cocoa Extract Phenyl Ethamine HPLC/U.V
36 Cardamom Extract
37 Coriander extract
38 Cumin Seeds
39 Nut Meg Extract
40 Hibiscus flower power

ORGANIZATION STRUCTURE:

Structure of an organisation refers to its body or frame work. Every business organization has
specialized activities like production, finance, marketing etc. though which business is carried
though different department or section formal structure of an organization is horizontal and
vertical. Horizontal structure refers to division of each specializing activity in to a separate
department for Ex-production, finance, and marketing. Vertical structure refers to flow of
authority relationship. It shows authority and responsibility relationship in the organization.

Authority moves downwards and responsibility moves upwards in the organizational

structure. Each of activity of an organization by commercial production, Research &
Development, Quality Control is undertaken though a separate department. Each department
is headed Manager. Manager is assisted by his subordinated. The relation between director,
Manager and his subordinate down the lines shows vertical structure. It shows how the
authority moves from top to bottom, responsibility moves from bottom to top.

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 FINANCE DEPARTMENT:

In this competitive corporate world, a company is passed with many challenges most of these
challenges are financial in nature to name few cost cutting, raising funds for new projects
managing working collection of accounts receivable etc. In such an institution situation of a
company wants to sustain and grow in the market it should be able to tackle these challenges
factually.

 FUNCTIONS:

 Capital budgeting of new projects.

 Handling payments to the suppliers and day to day petty expenses.
 Maintaining costing records and calculation of cost of production.
 Allocating total receipts and expenses to various cost.
 Forecasting the day to day cash requirement of the unit and procuring the funds from
finance head.
 Dealing with the banks and financial institutions.
 Preparing and maintaining final account of the company.
 Communicating and coordinating with internal auditors in their auditing activities.

 STORE DEPARTMENT:

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 The main objective of the stores department resolves around inventory management.
Stores department is ensuring with the responsibility of ensuring availability of right kind of
material at the right time. In Prakruti Products Private Limited. The store room contain raw
materials such as ashwagandha, garcinia, combogenia, chilka, indicachilka, honey and
bocopa. The machine parts such as lubricant, belt, PVC pipes, L tube PVC pipes, Glass, mask
and cable wires are available in the store room. The storeroom has telephone. The store
managers contact to other departments through telephone.

 PURCHASE DEPARTMENT:

Purchase function plays an important role in this competitive world. Every

company required good quality materials, which helps to satisfy the customer needs and
wants.

 FUNCTIONS:

 To provide good product to customer.

 To maintain the quality of the product.
 To expand the business.
 To maintain the image.

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 PRODUCTION DEPARTMENT:

The productive department is well equipped with all necessary machines. It plays an
important role in a company. It has 3 product manager, 10 operators and 60 workmen.

 FUNCTIONS:

 To expand the existing business.

 To reach out market with increase production and high standard.

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 ELECTICAL AND MAINTENANCE DEPARTMENT:

The electrical maintenance department plays an important role in firm. It provides require
power to all departments. The Prakruti Products Private Limited has well developed electrical
department. It has highly qualified managers and operators. It has two generators. One is 63
KVA~ 85 AMP capacity, other one is 180 KVA~ 250 AMP capacity. The electric power
transfers to reactor motor, drier, steam driers, pulverize, and lightning.

 FUNCTIONS:
 To provide power to required machine.
 To provide lighting to the firm.
 To increase the production.

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 SALES DEPARTMENT:

The sales function plays an important role in this competitive world where competitors are
standing on their toe to grab the market share quickly as possible and be the leader in the
market. Strong sales team can outperform the competitors and win the race for company.

 FUNCTIONS:

Organise for timely dispatch of goods the customer as per the delivery schedules. Finalizing
the annual contract of transporter who are appointed for transportation of the finished goods
of the company during the year. Providing all kinds of logistic support required in sales
function. Communicating and coordinating with production department an availability of
products and dispatch in line with final sales plan. To handle the customers complaint as
quickly as possible and initiate the preventive measures. Handling storing, packing and
delivery of finished goods.

 SECURITY DEPARTMENT:

Every company should need security for employee safety. Security departments provide
protection from the any illegal matter. The Prakruti Product Private Limited has security
departments, it protect employee in the company.

 FUNCTIONS:

 Preventing the entry of unauthorized persons into factory premises.

 Checking workers while entering and existing the factory premises.
 Permitting Visitors and guests of company into the factory premises after the required
formalities.
 Monitoring movement of vehicles inside the factory premises.

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 MARKETING DEPARTMENT:

The Prakruti Products Private Limited has good market department, 30% herbal they
marketing in India, 70% of herbal product they are exporting to abroad such as Italy, USA,
and England etc. They manufacture honey; they buy honey from local area and also buying
the row honey from other state such as Andhra Pradesh, Punjab, Gujarat etc. Company has tie
up with Himalaya Company. It has no brand name in the market, Himalaya Company has
good name in the India and abroad. It has good market share in the market.

 HUMAN RESOURCE MANAGEMENT:

In simple sense, Human Resource Management means employing people, developing their
resources, utilizing, maintaining and compensating their services in true with the job and
organizational requirements with a view to contribute to the goals of the organization,
individual and the society.

Human resources mean Total quantitative assets of Human beings in a society.

QUANTITATIVE ASSETS: It means the organization should have adequate number of

people required to carry on or perform all the activities of the organization.

QUALITATIVE ASSETS: It means the people should possess required knowledge

competence, skill and abilities to handle their task efficiently and effectively in other words,
Human Resources means aggregate of the Knowledge, Skill, Experience and Health of
employees working in any organisation. So, the study of resources occupies unique position
in the resource setup of any country.

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ACHIEVEMENTS & AWARDS:

The Prukruti Products Private Ltd secured national Award in 2005 for small scale
entrepreneur Mr. Raghavendra Shetty, Chairman received award from Honourable Minister
Shree Pranab Mukherjee.

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CERTIFICATES:

 ISO-9001:2008
 GMP certified by AYUSH, Government of India
 ISO-22000:2005
 Kosher certified ingredients by Star KOSHER
 Organic certified: NPOP and NOP

AWARDS:

 National Awards from Government of India

 Export Excellence Award (The federation of Karnataka Chambers of Commerce
Industry)

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 National Award for Quality Products & National Award for Quality Assurance from
Government of India
 Research & Development center approved by DSIR. Department of Scientific And
Industrial Research, Government of India.

FUNDS CAPITAL SOURCES:

METHODS USE TO RAISE CAPITAL ARE AS FOLLOWS:

 Loans from the bank.

 Several govt subsidy schemes.

Page | 33
INFRASTRUCTURE FACILITIES:

The Prakruti Products Private Limited has good infrastructural facilities. Today 230
employees are working in the firm. The Prakruti Products satisfies its employees by
providing all basic needs such as transportation facility, canteen, uniform, first aid box,
drinking water, parking, bonus, etc; The company has highly qualified staff and modern
production machines.

UNIQUE FEATURES OF THE INDUSTRY:

 It has highly sophisticated manufacturing plant for the production of high quality
herbal products
 It has got qualified team of production people who have through knowledge of herbal
products

Page | 34
 It has backward integration of major herbs for constant and steady supply of herbal
products
 It never misses its delivery schedule policy
 It has a well trained and experienced team of professional fpr managing sales and
logistic activities.

MAIN COMPETITORS:

1. Dabur India Ltd: It is India’s largest Ayurvedic medicine supplies and the fourth
largest producer of FMCG. It was established in 1884. 15 percent of sales include
pharmaceuticals. Ayurvedic specialized division has over 260 medicines for treating a range
of ailments and body conditions from common cold to chronic paralysis. These materials
constitute only 7 % of Dabur’s total revenue (less than 50 million dollar). Some of the
important products are Dabur Chavanprash (Herbal honey ) having 70% of market share,
Hajmola (digestive tablets) having 80% market share, Dabur Amla Hair oil, Vatika
(Shampoo) and Laldanta Manjana (Tooth Powder)

2. Shree Baidyanath Ayurvedic Bhavan Ltd: It was founded in 1917 in Kolkata and
specializes in Ayurvrdic medicine, though it has recently expanded in to the FMCG sector
with cosmetic and hair care products such as Shigekai (soap & Shampoo )has a sales volume
of 350 million dollars. The company reports to have an over 700 ayurvedic products
including item such as Herbal tea, patent medicine, Massage oil and chavanprash

3. Pharmaceuticals works: It was founded in the year 1919 in Bombay. Named after a
16th century Ayurvedic. Its total sales value is about 45 million dollars. One of its current
project is to develop a Dopamine drug from a plant extract, applying for new drug status in
the US.

4. Himalaya Drug Company: It has established in 1934 in Bangalore. It currently has a

business level of about 500 million dollars.

Page | 35
5. Charaka Pharmaceuticals: It is founded in 1947 and currently has 3 distributer’s
centers in India. It produces liquid tablets. It has gained a large advantage with its new
products Eva nova, a preparation containing 33 herbs and minerals.

6. Vicco Laboratories: It was founded in the year 1974, doing 110 million of business
annually. Its main ayurvedic division includes emami line; the company involved with
cosmetics but also provides chavanprash and other health products.

7. Some of the other medium and small manufacturing plants include:-

a. Aimil Pharmaceutical Ltd

b. Viswa Keerthy Ayurvedic Pharmacy
c. Krottakal Ayurvedic Vaidya Shala
d. Prakruti Laboratories Pvt. Ltd

SWOT ANALYSIS:

STRENGTHS:

 It has highly sophisticated manufacturing plant for the production of high quality
herbal product.
 It has got qualified team of production people who have thorough knowledge of
herbal products
 It has backward integration of major herbs for constant and steady supply of herbal
products.
 It never misses its delivery schedule policy
 It has a well trained and experienced team of professional for managing sale and
logistic activities.

WEAKNESSES:

 100% employee’s satisfaction is not adopted.

 Lack of integrated internal department

Page | 36
OPPORTUNITIES:

 Innovation of new products according to domestic market as well as the global

market.
 Organisation and implementing many of the international standards like six sigma
techniques atomized manufacturing unit which helps to huge production.
 Flexibility and freedom of work in employees

THREATS:

 Competition
 Extremities of rainfall may adversely affect the production due the crop failure.

R & D ACTIVITIES:
The R&D division is recognized by Department of Scientific and Industrial Research (DSIR),
Government of India. R&D since its inception is dedicated to developing standardized herbal
extracts, isolation of high value phytochemicals as well as acquiring new, advanced
technologies.

R&D team has dedicated scientists working in the areas of Process, Analytical and Discovery
Research. R & D center conforms to international standards and has advanced equipment for
both basic and applied research.

PROCESS R&D:

The R & D team actively involved in process development, scaling-up technology transfer
and associates with manufacturing team throughout life cycle of product.

R&D has always been emphasizing to ensure that the processes being adopted for the
products are cost effective, safe to handle and with optimum advantage in terms of yield and
quality.

Page | 37
ANALYTICAL R&D:

Analytical R&D teams support the process development groups with the following
activities:

 Reference standard qualification

 Development and validation of analytical methods

 Stability studies according to ICH guidelines

FORMULATION R&D:

Formulation Research and Development at Prakruti is accomplished by experienced

scientists, technicians and chemists.

 Design and development of new dosage forms

 Pre formulation studies

 Lab / pilot scale studies

 Process optimization/validation studies

 Stability studies as per ICH guidance

 Technology transfer of new products

 Technical supports to manufacturing location

QUALITY CONTROL AND RESEARCH & DEVELOPMENT DEPARTMENT:

 The R and D Department play an important role in company. Every company should
need R and D department for improve the quality of the product. The Prakruti Products
Private Limited has good R and D department. It has highly standard equipment such as
refract meter, photo spectrometer, PH meter, electrical Bunsen burner, water heater bath,
oven, refrigerator, burette and all chemicals.
 DSRI approved R & D activities.

Page | 38
FUNCTIONS:

 To provide quality product to customer.

 To identify the quality of products.
 To increase the demand.

MAJOR SHORT COMINGS AND FUTURE PLANS:

 To bring the extracts the weight reduces into market.

 To introduce the bone care extract into market.
 To enter into export market.

Page | 39
 CHAPTER-3:

ABOUT THE STUDY

Page | 40
RECRUITMENT AND SELECTION PROCESS

PROBLEM IDENTIFICATION:

The problem of the present study is identified as process of recruitment and

selection. The scientific way of recruitment and selection includes inviting applications like
online application, Job consultants, Referrals and Direct advertisement. The size image of the
company, the place of posting, the nature of posting, the nature of job, the compensation
package and the host of other factors respond to the recruitment efforts of the company.
Recruiting thus provides a pool of applicants for selection.

To select means to choose. Selection is the process of picking individuals who have
relevant qualifications to fill jobs in a organisation. The basic purpose is to choose individual
who can most successfully perform job from the pool of qualified candidates.

Therefore, the aim was to find out the impact of recruitment and selection in Prakruti
Products Private Limited. The tools used to identify were questionnaire and interview
method.

STATEMENT OF THE PROBLEM:

The problem of the present study is related to understanding the recruitment and selection
process adopted Prakruti Products Private Limited. Selecting right people for the right job is
mandatory for every organisation to adopt and practice.

Page | 41
1. SHORTAGE OF QUALIFIED APPLICANTS:

Some of the responding applicants in this organisation have half the qualification they
require. Some have less than the half, but they apply anyway. So they need to find smart
people with lot of experience.

2. DIFFICULTY IN FINDING AND IDENTIFYING APPLICANTS:

Since there is no proper job description given by the organisation, and the candidates are not
aware about the jobs or vacancies available in the organisation, it is difficult in finding and
identifying the applicants for job.

3. LACK OF TRAINING:

A lack of training for employees can cost a business more than money, it can also cost a
company its reputation. Without proper training employees are left to figure out methods,
technologies and protocols on their own and missteps can quickly add up to trouble for any
business.

4. LOW SALARY:

The salary of the individual working at the same level should be more or less similar to avoid
major disputes amongst employees. A high potential employee is always the centre of the
attention at every workplace but one should not take any undue advantage. One should
understand the limitation of the management and quote something which matches the budget
of the organization.

5. PROMOTION FROM WITHIN:

Promotion from within the organisation may deprive the company of the fresh perspective the
new talent can bring. External candidates are most often recruited for high level positions
because the employer needs the skill set that the current employee base cannot provide.

Page | 42
OBJECTIVES OF RECRUITMENT AND SELECTION PROCESS:

THE OBJECTIVES OF THIS STUDY:

 To study the recruitment and selection producer followed in prakruti products private
limited.
 To study the various source of recruitment followed in prakruti products private
limited.
 To understand the internal recruitment process at prakruti products private limited.
 To identify areas where there can be scope of improvement.
 To Experience different recruitment and selection activities

SCOPE OF RECRUITMENT AND SELECTION PROCESS:

The scope of study is to observe the degree of satisfaction levels of the employer as well as
the employees towards the process of recruitment and selection techniques adopted by the
company.

 To provide a systematic recruitment process.

 Dealing with the excess or shortage of resources.

 Analyzing the recruitment policies, processes, and procedures of the organization.

 Identifying the areas, where there could be a scope of improvement.

 Streamlining the hiring process with suitable recommendations.

 Choosing the best suitable process of recruitment for effective hiring of resources.

LIMITATIONS OF RECRUITMENT AND SELECTION PROCESS:

 Due to time constraint an exhaustive study cannot be undertaken.

 Analysis of data is done based on the questionnaire given by the respondent assuming
the data given is true..
 The study is limited only to one unit of the company.
 Availability of urgent information & its confidentiality is also a main limiting factor
 The lack of availability of sufficient information

Page | 43
 CHAPTER-4

RESEARCH METHODOLOGY

Page | 44
RESEARCH TYPE:

Descriptive and exploratory designs shall be used for the proposed research. Previous
literature that is pertinent to the present study shall be reviewed for gathering information
related to recruitment and selection process and also to identify the various components for
evaluating the recruitment and selection practices in the organization.

An unstructured questionnaire shall be used to collect the data relevant to the proposed
research.

POPULATION DETAILS:

Population are used for the research is employees who are working on the Prakruti
Products Private Limited.

SAMPLING AREA:

Sampling Area for the research is Prakruti Products Private Limited.

SAMPLE UNIT:

Sample units are Employees of Prakruti Products Private Limited.

SAMPLING METHOD:

Sampling method used for the research is Probability Method.

DATA COLLECTION METHODS:

To take decision in any business one needs data and facts expressed in quantitative form that
can be tested as data. Data is the facts presented from the study environment. Success of any
investigation depends on the availability accurate and reliable data.

Page | 45
PRIMARY DATA:

Primary data collected through questionnaires distributed in the company.

SECONDARY DATA:

 Documents of company
 Executive of company
 Books

SAMPLING SIZE:

Sample size of fifty (50) respondents shall be used for the proposed research.

DATA ANALYSIS METHOD:

The data for analysis of the project was collected from both the primary and secondary
source.

Page | 46
 CHAPTER-5

CONCEPTUAL FRAMEWORK

Page | 47
SPECIFIC POINT ON THE RECRUITMENT AND SELECTION
PROCESS:

Recruitment and selection process is an important aspect of any organization. It helps

in choice of right person to the right job. Hence the overall aim of recruitment and selection
process is to helps in an obtaining the right number and quality of employees required to
satisfy the human resources need of the organization. In the proposed research, an effort is
made to examine the recruitment and selection practices at Tata Elxsi and also to evaluate
their effectiveness.

RECRUITMENT AND SELECTION PROCESS:

INDRODUCTION:

Recruitment and selection are two most important functions of personnel

management. Recruitment precedes selection and helps in selecting a right candidate for a
job. Recruitment is a process to discover the sources of manpower to meet the requirement of
the staffing schedule and also for attracting the manpower in adequate number to facilitate
effective selection of efficient personal.

Recruitment means to estimate the available vacancies and to make suitable

arrangements for their selection and appointment.

Recruitment is understood as the process of searching for and obtaining applicants for
the jobs, from among whom the right people can be selected. It is the process of finding and
attracting capable applicant for the employment. The process begins when new recruits on
sought and ends when their applicants are submitted. The result is pool a pool of applicant
from which new employees are selected. In this, available vacancies are given wide publicity
and suitable candidates are encouraged to submit applications so as to have a pool of eligible
candidates for scientific selection.

In recruitment, information is collected from interested candidates. For these different

sources such as news paper advertisement, employment exchanges and internal promotion,
etc are used. In the recruitment, a pool of eligible and interested candidates is created for
selection of most suitable candidates. Every organisation need to look after recruitment and
selection in the initial period and thereafter as and when additional man power is require due
to expansion and development of business activity. Every organisation needs man power for

Page | 48
caring different business activities smoothly and efficiently and for this requirements and
selection of suitable candidates are essential. Human resource management in an organisation
will not be possible if unsuitable persons are selected and employment in a business unit.

LITERATURE REVIEW:

DEFINITION:
Edwin Flippo defines Recruitment and selection process as "A process of searching for
prospective employees and stimulating and encouraging them to apply for jobs in an
organization."

In simpler terms, recruitment and selection are concurrent processes and are void without
each other. They significantly differ from each other and are essential constituents of the
organization. It helps in discovering the potential and capabilities of applicants for expected
or actual organizational vacancies. It is a link between the jobs and those seeking jobs.

WORK BY KORSTEN (2003) AND JONES ET AL. (2006):

According to Korsten (2003) and Jones et al. (2006), Human Resource Management theories
emphasize on techniques of recruitment and selection and outline the benefits of interviews,
assessment and psychometric examinations as employee selection process. They further
stated that recruitment process may be internal or external or may also be conducted online.
Typically, this process is based on the levels of recruitment policies, job postings and details,
advertising, job application and interviewing process, assessment, decision making, formal
selection and training (Korsten 2003).

Jones et al. (2006) suggested that examples of recruitment policies in the healthcare, business
or industrial sector may offer insights into the processes involved in establishing recruitment
policies and defining managerial objectives.

Successful recruitment techniques involve an incisive analysis of the job, the labour market
scenario/ conditions and interviews, and psychometric tests in order to find out the
potentialities of job seekers. Furthermore, small and medium sized enterprises lay their hands
on interviews and assessment with main concern related to job analysis, emotional
intelligence in inexperienced job seekers, and corporate social responsibility. Other

Page | 49
approaches to selection outlined by Jones et al. (2006) include several types of interviews,
role play, group discussions and group tasks, and so on.

Any management process revolves around recruitment and failure in recruitment may lead to
difficulties and unwanted barriers for any company, including untoward effects on its
profitability and inappropriate degrees of staffing or employee skills (Jones et al. 2006). In
additional, insufficient recruitment may result into lack of labour or hindrances in
management decision making, and the overall recruitment process can itself be advanced and
amended by complying with management theories. According to these theories, the
recruitment process can be largely enhanced by means of Rodgers seven point plan, Munro-
Frasers five-fold grading system, personal interviews, as well as psychological tests (Jones et
al. 2006).

WORK BY ALAN PRICE (2007):

Price (2007), in his work Human Resource Management in a Business Context, formally
defines recruitment and selection as the process of retrieving and attracting able applications
for the purpose of employment. He states that the process of recruitment is not a simple
selection process, while it needs management decision making and broad planning in order to
appoint the most appropriate manpower. There existing competition among business
enterprises for recruiting the most potential workers in on the pathway towards creating
innovations, with management decision making and employers attempting to hire only the
best applicants who would be the best fit for the corporate culture and ethics specific to the
company (Price 2007). This would reflect the fact that the management would particularly
shortlist able candidates who are well equipped with the requirements of the position they are
applying for, including team work. Since possessing qualities of being a team player would
be essential in any management position (Price 2007).

WORK BY HILTROP (1996):

Hiltrop (1996) was successful in demonstrating the relationship between the HRM practices,
HRM-organizational strategies as well as organizational performance. He conducted his
research on HR manager and company officials of 319 companies in Europe regarding HR

Page | 50
practices and policies of their respective companies and discovered that employment security,
training and development programs, recruitment and selection, teamwork, employee
participation, and lastly, personnel planning are the most essential practices (Hiltrop 1999).
As a matter of fact, the primary role of HR is to develop, control, manage, incite, and achieve
the commitment of the employees. The findings of Hiltrop's (1996) work also showed that
selectively hiring has a positive impact on organizational performance, and in turn provides a
substantial practical insight for executives and officials involved. Furthermore, staffing and
selection remains to be an area of substantial interest. With recruitment and selection
techniques for efficient hiring decisions, high performing companies are most likely to spend
more time in giving training particularly on communication and team-work skills (Hiltrop
1999). Moreover the finding that there is a positive connection existing between firm
performances and training is coherent with the human capital standpoint. Hence, Hiltrop
(1996) suggests the managers need to develop HR practices that are more focused on training
in order to achieve competitive benefits.

WORK BY JACKSON ET AL. (2009) AND BRATTON AND GOLD (1999):

As discussed by Jackson et al. (2009), Human resource management approaches in any

business organization are developed to meet corporate objectives and materialization of
strategic plans via training and development of personnel to attain the ultimate goal of
improving organizational performance as well as profits. The nature of recruitment and
selection for a company that is pursuing HRM approach is influenced by the state of the
labour market and their strength within it. Furthermore, it is necessary for such companies to
monitor how the state of labour market connects with potential recruits via the projection of
an image which will have an effect on and reinforce applicant expectations. Work of Bratton
& Gold (1999) suggest that organizations are now developing models of the kind of
employees they desire to recruit, and to recognize how far applicants correspond to their
models by means of reliable and valid techniques of selection. Nonetheless, the researchers
have also seen that such models, largely derived from competency frameworks, foster
strength in companies by generating the appropriate knowledge against which the job seekers
can be assessed. However, recruitment and selection are also the initial stages of a dialogue
among applications and the company that shapes the employment relationship (Bratton &
Gold 1999). This relationship being the essence of a company's manpower development,
failure to acknowledge the importance of determining expectation during recruitment and

Page | 51
selection can lead to the loss of high quality job seekers and take the initial stage of the
employment relationship so down as to make the accomplishment of desirable HRM
outcomes extremely difficult. In the opinion of Bratton and Gold (1999), recruitment and
selection practices are essential characteristics of a dialogue driven by the idea of "front-end"
loading processes to develop the social relationship among applicants and an organization. In
this relationship, both parties make decisions throughout the recruitment and selection and it
would be crucial for a company to realize that high-quality job seekers, pulled by their view
of the organization, might be lost at any level unless applications are provided for realistic
organization as well as work description. In view of Jackson et al. (2009) and Bratton & Gold
(1999) applicants have a specific view of expectations about how the company is going to
treat them; recruitment and selection acts as an opportunity to clarify this view. Furthermore,
one technique of developing the view, suggested by Bratton and Gold (1999), are realistic job
previews or RJPs that may take the form of case studies of employees and their overall work
and experiences, the opportunity to "cover" someone at work, job samples and videos. The
main objective of RJPs is to allow for the expectations of job seekers to become more
realistic and practical. RJPs tend to lower initial expectations regarding work and a company,
thereby causing some applications to select themselves; however RJPs also increase the
degree of organization commitment, job satisfaction, employee performance, appraisal and
job survival among job seekers who can continue into employment (Bratton & Gold 1999)
Jackson et al. (2009).

WORK BY SILZER ET AL (2010):

However, the process of recruitment does not cease with application of candidature and
selection of the appropriate candidates, but involves sustaining and retaining the employees
that are selected, as stated by Silzer et al. (2010).

Work of Silzer et al. (2010) was largely concerned with Talent management, and through
their work they were successful in resolving issues like whether or not talent is something
one can be born with or is it something that can be acquired through development. According
to Silzer et al (2010), that was a core challenge in designing talent systems, facing the
organization and among the senior management. The only solution to resolve the concern of
attaining efficient talent management was by adopting fully-executable recruitment
techniques. Regardless of a well-drawn practical plan on recruitment and selection as well as

Page | 52
involvement of highly qualified management team, companies following recruitment
processes may face significant obstacles in implementation. As such, theories of HRM can
give insights in the most effective approaches to recruitment even though companies will
have to employ their in house management skills for applying generic theories across
particular organizational contexts. Word conducted by Silzer et al (2010) described that the
primary objective of successful talent strategies is to create both a case as well as a blueprint
for developing the talent strategies within a dynamic and highly intensive economy wherein
acquisition, deployment and preservation of human capital-talent that matter,, shapes the
competitive advantages and success of many companies (Silzer et al. 2010).

WORK BY TAHER ET AL. (2000):

Toward that end Taher et al. (2000) carried out a study to critique the value-added and non-
value activities in a recruitment and selection process. The strategic manpower planning of a
company, training and development programme, performance appraisal, reward system and
industrial relations, was also appropriately outlined in the study. This study was based on the
fact that efficient HR planning is an essence of organization success, which flows naturally
into employee recruitment and selection (Taher et al. 2000). Therefore, demand rather than
supply must be the prime focus of the recruitment and selection process and a greater
emphasis must be put on planning, supervising and control rather than mediation. Extending
this principle, a realistic approach to recruitment and selection process was demonstrated, and
the study found that an organization is efficient only when the value it commands exceeds the
price involved in determining the process of decision making or product. In other words,
value-added and non-value added activities associated with a company's recruitment and
selection process impacts its role in creating motivated and skilled workforce in the country
(Taher et al. 2000). Thus, the study identified the waiting time, inspection time and filing
time as non value added tasks and the cost of advertisement as the only value added activity
in the overall process. Taher et al. (2000) investigated the recruitment and selection section of
Bangladesh Open University. It was found that whenever the recruitment and selection
department of BOU received a recruitment request of new applicants from other sections, the
officials failed to instantly advertise the vacancy in various media. The university had to
follow some long sequential steps prior to doing so. After the vacancy is publicly advertised,
what followed were the bureaucratic formalities and complications together with inspection
and supervision by two departments thereby causing unnecessary waiting in the recruitment

Page | 53
and selection process that eventually increases the cost of recruitment by keeping the
organization's image at stake. The study also witnessed some amount of repetition taking
place at every step of recruitment where the applications of applicants circulating around too
many departments for verifications. This repetitive work tends to engage unnecessary persons
for a single task that results in unnecessary delay in the decision and unjust wastage of
manpower.

After careful consideration of similar problems in the BOU, Taher et al. (2006) recommended
for amending the recruitment process by stating that firstly processes like job analysis and
searching internal and external sources must be followed by direct advertisement of the post
as the HR's own responsibility, and not by any intermediate officials. This will eliminate the
non-value activities. Secondly, Taher et al (2000) suggested a 'system' to be introduced to
ease the respective department to study the shortlisted candidates, which can be done only by
the request of the HR department. A medical assistance must be sought by BOU in regards to
the physical or mental abilities of applicants for the job function as well as their workers
compensation and risk. A procedure needs to be devised pertaining to the privacy and
confidentiality of medical reports. Thus, this privacy and decrease in noon-value added
activity of the medical exam can be sustained effectively by testing the applicants via
contracted medical advisors, or in-house doctors. Use of a computer based HR system should
be installed in BOU to manage the pool of information about employees and to make the
organization to take just-in-time HR recruitment and selection decisions.

Therefore, any organization is encouraged to development real-time recruitment strategies

that must attempt to generate a pool of appropriately qualified and well-experienced
individuals so as to effectively initiate the selection strategies and decisions. In essence, the
potential applications are encouraged to apply for the open vacancies and also the relevant
departments can engage in recruiting the best candidates to upgrade the department's
performance (Taher et al. 2000).

Page | 54
 CHAPTER-6

DATA ANALYSIS

Page | 55
TABLE 1: TABLE SHOWING AGE GROUP OF EMPLOYEES

AGE GROUP NUMERS

Below 30 19
30-40 19
41-50 10
Above 50 2
Total 50

CHART 1: CHART SHOWING AGE GROUP OF EMPLOYEES

20 19 19
18
16
14
12
NUMBER

10
10
8
6
4
2
2
0
Below 30 30-40 41-50 Above 50
AGE

INTERPRETATION:

Among the 50 employees, analysis shows that majority are below 30 and 30-49 years of age
group from the above table and chart it is noticed that the age group of employees below 30
years is 19 employees, 30-40 years is 19 employees, 41-50 years is 10 employees, and above
50 years is 2 employees.

Page | 56
TABLE 2: TABLE SHOWING GENDER OF THE EMPLOYEES:

GENDER NUMBERS PERCENT

Male 27 54%

Female 23 46%

Total 50 100%

CHART 2: CHART SHOWING GENDER OF THE EMPLOYEES:

23

27

INTERPRETATION:

The above table and chart indicate that in survey of employees of Prakruti Products Private
Limited, 54% were men and 46% were women. The majority of employees in this
organization are men comparison to women.

Page | 57
TABLE 3: TABLE SHOWING LENGTH OF SERVICE OF
EMPLOYEES:

SERVICE NUMBERS PERCENT

Below 5 years 17 34%

5-10 years 16 32%

10-15 years 14 28%

Above 15 years 3 6%

TOTAL 50 100%

CHART 3: CHART SHOWING LENGTH OF SERVICE OF

EMPLOYEES:

18 17
16
16
14
14

12
NUMBER

10

4 3

0
Below 5 years 5-10 years 10-15 years Above 15 years
SERVICE

INTRPRTATION:

From the above table and chart it is noticed that employee’s length of service below 5 years is
34%, length of service 5-10 years is 32%, length of service 10-15 years is 28% and above 15
years is 6%. This analysis shows that majority of the employees have below 5 years of length
of service.

Page | 58
TABLE 4: TABLE SHOWING WHETHER EMPLOYEES ARE AWARE
OF THE CONCEPT “RECRUITMENT AND SELECTION”:

RESPONSES NUMBERS PERCENT

Yes 45 90%

No 5 10%

TOTAL 50 100%

CHART 4: CHART SHOWING WHETHER EMPLOYEES ARE

AWARE OF THE CONCEPT “RECRUITMENT AND SELECTION”:

45

INTERPRETATION:

The above table and chart indicate that 90% of employees are aware of the concept
“Recruitment and Selection” and 10% of employees are not aware of the concept
“Recruitment and Selection”.

Page | 59
TABLE 5: TABLE SHOWING WHETHER EMPLOYEES
SATISFACTION WITH REGARDS TO RECRUITMENT PROCESS BY
WHICH THEY WERE SELECTED:
RESPONSES NUMBERS PERCENT
Highly Satisfied 2 4%
Satisfied 37 74%
Neutral 8 16%
Dissatisfied 2 4%
Highly Dissatisfied 1 2%
TOTAL 50 100%

CHART 5: CHART SHOWING WHETHER EMPLOYEES

SATISFACTION WITH REGARDS TO RECRUITMENT PROCESS BY
WHICH THEY WERE SELECTED:

25
22

20

15
15
NUMBER

10
7
6
5

0
Advertisement Consultant Personal reference Campus
RESPONCE

INTERPRETATION:
The above table and chart shows employee’s satisfaction level with the recruitment process,
in which 74% are satisfied, 16% are neutral, 4% are highly satisfied, and only 2% is highly
dissatisfied.

Page | 60
TABLE 6: TABLE SHOWING EMPLOYEES OPTING FOR THIS JOB:

OPTING FOR JOB NUMBERS PERCENT

Good pay scale 5 10%

More benefits 5 10%

Career growth 21 42%
All the above 12 24%
Other 7 14%
TOTAL 50 100%

CHART 6: CHART SHOWING EMPLOYEES OPTING FOR THIS JOB:

25
22

20

15
15
NUMBER

10
7
6
5

0
Advertisement Consultant Personal reference Campus
OPTING FOR JOB

INTERPRETATION:
The above graph and table shows that 42% of respondent consider career growth, followed
by 24% all the above, 14% other, 10% for good pay scale and more benefits as the reason to
opt for the job in this company. Therefore maximum respondents consider career growth as
the main factor.

Page | 61
TABLE 7: TABLE SHOWING EMPLOYEES SOURCE ABOUT THE

JOB:

RESPONSES NUMBERS PERCENT

Advertisement 15 30%

Consultant 7 14%

Personal reference 22 44%

Campus 6 12%

TOTAL 50 100%

CHART 7: CHART SHOWING EMPLOYEES SOURCE ABOUT THE

JOB:

25
22

20

15
15
NUMBER

10
7
6
5

0
Advertisement Consultant Personal reference Campus
RESPONCE

INTERPRETATION:

The above graph and table indicate that 44% of respondents knew about the job through
personal reference, followed by 30% through advertisement, 14% through consultant and
12% through campus. Therefore maximum respondents were selected through personal
reference.

Page | 62
TABLE 8: TABLE SHOWING EMPLOYEES SOURCES OF BEING
RECRUITED AND SELECTED:

RESPONSES NUMBERS PERCENT

Employee referrals 8 16%
Friends 15 30%
Family 8 16%
News paper 4 8%
Advertisement 15 30%
TATAL 50 100%

CHART 8: CHART SHOWING EMPLOYEES SOURCES OF BEING

RECRUITED AND SELECTED:

30
27

25

20
NUMBER

15 14

10
5
5
2 2

0
Strongly Agree Agree Neutral Disagree Strongly Disagree
RESPONSES

INTERPRETATION:

In the above table and chart shows the sources through which employees were recruited and
selected, 30% through advertisement and friends, 16% through employee referrals and family
and 8% through news paper.

Page | 63
TABLE 9: TABLE SHOWEING WHETHER THE ORGANIZATION
CLEARLY DEFINES, THE POSITION OBJECTIVES,
REQUIREMENTS AND CANDIDATE SPECIFICATIONS IN THE
RECRUITMENT PROCESS:

RESPONSES NUMBERS PERCENT

Yes 38 76%

No 12 24%

TOTAL 50 100%

CHART 9: CHART SHOWEING WHETHER THE ORGANIZATION

CLEARLY DEFINES, THE POSITION OBJECTIVES,
REQUIREMENTS AND CANDIDATE SPECIFICATIONS IN THE
RECRUITMENT PROCESS:

Strongly Agree
Agree

27

INTERPRETATION:
From the table and chart it is indicated that 76% of respondents said that organization clearly
define the position objectives, requirements and candidate specifications in therequirement
process and 24% disagree for the same.

Page | 64
TABLE 10: TABLE SHWOING EMPLOYEES FEELING ABOUT THE
INTERVIEW PANEL:

INTERVIEW PANEL NUMBERS PERCENT

Excellent 4 8%

Good 33 66%

Average 5 10%

Satisfactory 7 14%

Poor 1 2%

TOTAL 50 100%

CHART 10: CHART SHWOING EMPLOYEES FEELING ABOUT THE

INTERVIEW PANEL:

30
27

25

20
NUMBER

14
15

10
5
5
2 2

0
Strongly Agree Agree Neutral Disagree Strongly Disagree
INTERVIEW PANEL

INTERPRETATION:

The above table and graph shows that 66% feel good about the interview panel, 14% feel
satisfactory, 10% feel average, 8% feel excellent and 2% feel poor about the interview panel.

Page | 65
TABLE 11: TABLE SHOWING EFFECTIVENESS OF THE
INTERVIEWING PROCESS AND OTHER SELECTION
INSTRUMENTS, SUCH AS TESTING:

RESPONSES NUMBERS PERCENT

Excellent 4 8%

Good 31 62%

Satisfactory 11 22%

Average 4 8%

TOTAL 50 100%

CHART 11: CHART SHOWING EFFECTIVENESS OF THE

INTERVIEWING PROCESS AND OTHER SELECTION
INSTRUMENTS, SUCH AS TESTING:

30
27

25

20
NUMBER

15 14

10
5
5
2

0
Strongly Agree Agree Neutral Disagree
RESPONSES

INTERPRETATION:

In the above graph 62% of respondents have the effectiveness of the interviewing process and
other selection instruments as good, 22% as satisfactory, 8% as excellent and 8% as average.

Page | 66
TABLE 12: TABLE SHOWING THE HR DEPARTMENT IS EFFICIENT
IN SELECTION POLICY OF THE EMPLOYEES:

RESPONSES NUMBERS PERCENT

Yes 35 70%

No 15 30%

TATAL 50 100%

CHART 12: CHART SHOWING THE HR DEPARTMENT IS

EFFICIENT IN SELECTION POLICY OF THE EMPLOYEES:

Strongly Agree
Agree

27

INTERPRETATION:

In the above table and graph 70% agree that HR department is efficient in selection policy of
the employees and 30% disagree that HR department is efficient in selection policy of the
employees.

Page | 67
TABLE 13: TABLE SHOWING WHETHER HR DEFINES THE JOB
DESCRIPTION AND JOB SPECIFICATION IN THE RECRUITMENT
PROCESS:

JOB DESCRIPTION AND

NUMBERS PERCENT
JOB SPECIFICATION
Strongly Agree 5 10%
Agree 27 54%
Neutral 14 28%
Disagree 2 4%
Strongly Disagree 2 4%
TOTAL 50 100%

CHART 13: CHART SHOWING WHETHER HR DEFINES THE JOB

DESCRIPTION AND JOB SPECIFICATION IN THE RECRUITMENT
PROCESS:

30
27

25

20
NUMBER

15 14

10
5
5
2 2

0
Strongly Agree Agree Neutral Disagree Strongly Disagree
JOB DESCRIPTION AND JOB SPECIFICATION

INTERPRETATION:

In the above table and chart it is shown that HR defines the job description and job
specification in the recruitment process 54% agree for this statement, 28% are neutral, 10%
strongly agree, 4% strongly disagree and disagree.

Page | 68
TABLE 14: TABLE SHOWING THE RATE OF RECRUITMENT
PROCEDURE:

RESPONDES NUMBERS PERCENT

Very long 1 2%
Long 12 24%
Medium 2 4%
Short 33 66%
Very short 2 4%
TOTAL 50 100%

CHART 14: CHART SHOWING THE RATE OF RECRUITMENT

PROCEDURE:

35 32
30

25
NUMBER

20

15
11
10

5 3 2 2
0
Excellent Good Satisfactory Average Poor
RESPONSES

INTERPRETATION:

In the above table and chart the rating of respondents in the respect of recruitment procedure
is 66% as short, followed by 24% as long, 4% as medium and 2% as very short and very
long.

Page | 69
TABLE 15: TABLE SHOWING THE RATE OF HR DEPARTMENT’S
PERFORMANCE IN RECRUITMENT AND SELECTION:

RESPONSES NUMBERS PERCENT

Excellent 3 6%
Good 32 64%
Satisfactory 11 22%
Average 2 4%
Poor 2 4%
TOTAL 50 100%

CHART 15: CHART SHOWING THE RATE OF HR DEPARTMENT’S

PERFORMANCE IN RECRUITMENT AND SELECTION:

35 32
30

25
NUMBER

20

15
11
10

5 3 2 2
0
Excellent Good Satisfactory Average Poor
RESPONSES

INTERPRETATION:

In the above graph and table the rating of the respondents towards HR department’s
performance in recruitment and selection is 64% as good, 22% as satisfactory, 6% as
excellent, 4% as average and poor.

Page | 70
TABLE 16: TABLE SHOWING HOW MANY ROUNDS OF
INTERVIEW OF EMPLOYEESFACE DURING THE RECRUITMENT
PROCESS:

ROUNDS NUMBERS PERCENT

2 Round 5 10%

3 Round 15 30%

4 Round 25 50%

5 Round 5 10%

TOTAL 50 100%

CHART 16: CHART SHOWING HOW MANY ROUNDS OF

INTERVIEW OF EMPLOYEESFACE DURING THE RECRUITMENT
PROCESS:

30
25
25

20
NUMBER

15
15

10
5 5
5

0
2 Round 3 Round 4 Round 5 Round
ROUNDS

INTERPRETATION:

In the above chart we came to know about the selection process I.e. 50% of the employees
agree that they have undergone with 4 rounds of Interview, where as 30% of candidates says
that they have undergone 3 rounds and 5% of candidates says that they have undergone with
4 rounds and 2 rounds.

Page | 71
TABLE 17: TABLE SHOWING STEP EMPLOYEES HAVE
PREFERRED FIRST FOR THE SELECTION PROCESS BY THE
RECRUITER:

PROCESS NUMBERS PERCENT

Written test 20 40%

Group discussion 5 10%

Personal Interview 25 50%

Video Resume 0 0%

TOTAL 50 100%

CHART 17: CHART SHOWING TABLE SHOWING STEP

EMPLOYEES HAVE PREFERRED FIRST FOR THE SELECTION
PROCESS BY THE RECRUITER:

30
25
25
20
20
NUMBER

15

10
5
5
0
0
Written test Group discussion Personal Interview Video Resume
PROCESS

INTERPRETATION:

In the above statement, we came to know about the recruitment and selection process of the
company, 50% of the employees were preferred first as a Personal interview in recruitment
and selection process. 40% of the employees for Written test, 10% of the employees for
Group discussion and none of them for video resume.

Page | 72
TABLE 18: TABLE SHOWING WHETHER THE EMPLOYEES
COMFORTABLE WITH INTERVIEWER WHILE INTERVIEWED:

RESPONSES NUMBERS PERCENT

Yes 45 90%

No 5 10%

TOTAL 50 100%

CHART 18: CHART SHOWING WHETHER THE EMPLOYEES

COMFORTABLE WITH INTERVIEWER WHILE INTERVIEWED:

Yes
No

45

INTERPRETATION:

In the above chart, we came to know about the comfortableness in the interview panel. I.e.
90% of the employees agreed that they felt comfortable with the Interviewer in the interview
panel, 10% of them felt Uncomfortable in the panel.

Page | 73
TABLE 19: TABLE SHOWING HR WILL PROVIDE FEEDBACK FOR
THE CANDIDATES WHO DID NOT CLEAR THE ROUNDS IN THE
RECRUITMENT AND SELECTION PROCESS:

RESPONSES NUMBER PERCENT

Strongly Agree 5 10%
Agree 30 60%
Neutral 10 20%
Disagree 5 10%
TOTAL 50 100%

CHART 19: CHART SHOWING HR WILL PROVIDE FEEDBACK FOR

THE CANDIDATES WHO DID NOT CLEAR THE ROUNDS IN THE
RECRUITMENT AND SELECTION PROCESS:

35
30
30

25
NUMBER

20

15
10
10
5 5
5

0
Strongly Agree Agree Neutral Disagree
RESPONSES

INTERPRETATION:

In the above, we came to know about the recruitment and selection activities which have been
conducted by the company. I.e 60% of the employees has been agreed. 20% of the employees
neutral towards the statement, 10% of the employees strongly agree and 5% of the employees
disagree with the statement.

Page | 74
 CHAPTER 5:

FINDINGS, CONCLUSION AND

SUGGESTIONS

Page | 75
FINDINGS:

 It is found that most of the employees are below 30 years of age group in which 54
percent of the employees are male and 46 percent of the employees are female.
 It is found that 90 percent of the employees are aware of the concept recruitment and
selection.
 It is found that 74 percent of the employees are satisfied with regards to recruitment
process by which they were selected and 2 percent are dissatisfied.
 It is found that 42 percent of the employees consider that personal reference and
advertisement as their source to know about the job.
 It is found that 76 percent of the employees agree that company clearly defines the
position objectives, requirements and candidate specification in the recruitment
process.
 It is found that 62 percent of the employees agree that HR train hiring employees to
make the best hiring decision.
 It is found that 70 percent of the employees agree that HR department is efficient in
selection policy of the employees.
 It is found that 54 percent of the employees agree that HR clearly defines the job
description and job satisfaction in the recruitment process and 4 percent disagree with
the same.
 It is found that 70 percent of the employees agree that company is doing timelines
recruitment and selection process and 30 percent disagree for the same.
 It is found that 66percent of the employees rate the recruitment procedure as short and
24 percent rate as long.
 It is found that 64 percent of the employees rate HR department’s performance in the
recruitment and selection as good and 22 percent as satisfactory.
 We came to know about the selection process I.e. 50% of the employees agree that
they have undergone with 4 rounds of Interview, where as 30% of candidates says
that they have undergone 3 rounds and 5% of candidates says that they have
undergone with 4 rounds and 2 rounds.
 We came to know about the recruitment and selection process of the company, 50%
of the employees were preferred first as a Personal interview in recruitment and

Page | 76
 selection process. 40% of the employees for Written test, 10% of the employees for
Group discussion and none of them for video resume.
 We came to know about the comfortableness in the interview panel. I.e. 90% of the
employees agreed that they felt comfortable with the Interviewer in the interview
panel, 10% of them felt Uncomfortable in the panel.
 We came to know about the recruitment and selection activities which have been
conducted by the company. I.e 60% of the employees has been agreed. 20% of the
employees neutral towards the statement, 10% of the employees strongly agree and
5% of the employees disagree with the statement.

SUGGESTIONS:

 According to study it is noticed that the employees of the organization including the
new recruits are not given proper training.
 The company recruits the candidate through employee referrals, friends, family etc
were as recruiting through campus and external recruitment could also be a better
option, as fresh and eligible candidates can be selected.
 As the employees are been promoted within the organization, so it could be better if
they would allow the new talent to be promoted in the organization.
 Since there is no proper job description and job specification by the organization, the
organization should inform the candidates at the time of interview as this will help
them to know about their responsibilities.
 The company should provide attractive salary packages, so that there is no problem in
identifying the qualified applicants for the job.
 The company should select right people for right job, depending upon employee’s
skill and talent as and when needed

Page | 77
.CONCLUSION:

The human resource of the organisation is the most crucial asset of an organization. Working
on this project has given me a practical experience. It is one of well managed and planned
organization which follows the noble and effective principle and policies in their day to day
working and decision making.

The HR department has the crystal clear idea of recruitment and selection procedure.

It also helps in better employer-employee relation, and also keeps update about the Human
Resource of the Organization.

Through this project I have got valuable insights into the HR department, where they follow
recruiting candidates from both internal and external source, and overall work done by the
HR department. The interaction with the employees gave me a practical knowledge about the
working of the firm. As a result, recruitment and selection is one of the vital aspect of the
firm because through this process human resource of the firm is employed, who leads the
organization towards success.

Page | 78
BIBLIOGRAPHY:

Korsten 2003 Jones et al 2006, this research founded that the selection process from
BUSINESS Business at University of the Philippines Diliman.

Alan Price 2007 Hiltrop was successful in demonstrating the from BUSINESS Business at
University of the Philippines Diliman.

Hiltrop, J. 1995. Human Resource Management in the knowledge age: Current practice and
perspectives on the Page 21 of 22 future & Hiltrop, ET. AL. (1996) Airline: A Strategic
Management Simulation.

Jackson et al. (2009) and Brattonand Gold (Bratton & Gold 1999) Jackson et al. (2009),
Work by Jackson et Al. ( 2009 ) and Bratton and Gold ( 1999 ) : As discussed
by Jackson et Al. in position of Jackson ET. Al. (2009) and Bratton & Gold.

International Journal of Scientific and Research Publications, Volume 5, Issue 4, April 2015
2 ISSN 2250- 3153 www.ijsrp.org Work by Silzer et al (2010)

Recruitment and selection process, Taher et al. (2000) investigated the recruitment and
selection section of Bangladesh, Silzer et al (2010): However, the process of Recruitment and
Selection Process in the organization and its performance will increase.

WEBSITE REFERENCES:

http://www.linkedin.com/pulse/5-problems-everyrecruiting-company-face-today-sue-
mchechnic

www.prakruti.com

www.managementstudyguide.com

www.sage.ww/us/articles/hr

Page | 79
QUESTIONNAIRE:

1. Whether employees are aware of the concept “Recruitment and Selection”?

a) Yes b) No

2. Whether employees satisfaction with regards to recruitment process by which they were

selected?

a) Highly Satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly

Dissatisfied

3. Whether employees opting for this job?

a) Good pay scale b) More benefits c) Career growth d) All the above e)

Other

4. What are the employee’s sources about the job?

a) Advertisement b) Consultant c) Personal reference d) Campus

5. What are the employee’s sources of being recruited and selected?

a) Employee referrals b) Friends c) Family d) Newspaper e) Advertisement

6. Whether the organization clearly defines, the position objectives, requirements and

candidate specifications in the recruitment process?

a) Yes b) No

7. What are the employees feeling about the interview panel?

a) Excellent b) Good c) Average d) Satisfactory e) Poor

8. Is testing is effectiveness of the interviewing process and other selection instrument?

a) Excellent b) Good c) Satisfactory d) Average

9. Whether the HR department is efficient in selection policy of the employees?

a) Yes b) No

Page | 80
10. Whether HR defines the job description and job specification in the recruitment

process?

a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly

Disagree

11. What is the rate of recruitment procedure?

a) Very long b) Long c) Medium d) Short e) Very short

12. What is the rate of HR department’s performance in recruitment and selection?

a) Excellent b) Good c) Satisfactory d) Average e) Poor

13. How many rounds of interview did you face during the recruitment process?
a) 2 Round b) 3 Round c) 4 Round d) 5 Round
14. Which step you have preferred first for the selection process by the recruiter?
a) Written test b) Group discussion c) Personal Interview d) Video
Resume
15. Were you comfortable with your interviewer while interviewed?
a) Yes b) No
16. Do you agree that HR will provide feedback for the candidates who did not clear the
rounds in the recruitment and selection process?
a) Strongly Agree b) Agree c) Neutral d) Disagree

Page | 81