I 

 NTRODUCTION 
 NTRODUCTION 

O 
 F

P 
 ROJECT

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1.1 Purpose

This project aims at gaining an overall knowledge of recruitment and selection

 policies, organizational structure and compensation management of DLF and
comparing it with other top companies. This provides as the basis for total learning
about how a good HR Policy helps a company to grow by utilizing the human
resource which is one of the most important assets of any company.

1.2 Objective of study

Comparative analysis of different HR policies of the organization with its

competitors and developing a Hypothesis for the same to check if there is any
scope of improvement in the recruitment strategy, organization structure and the
compensation management .

The proposed Hypothesis statements are:

H01: The recruitment and selection policies of DLF are better than its
competitors.

Ha1: The recruitment and selection policies of DLF are not better than its
competitors.

H02: The organizational structure of DLF is better than its competitors.

Ha2: The organizational structure of DLF is not better than its competitors.

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H03: The compensation management of DLF is better than its competitors.

Ha3: The compensation management of DLF is not better than its competitors.

 This project will be useful for the organization as various new HR policies
are coming into existence on the advancement of every step which is helpful
for the company to work effectively and efficiently.
efficiently.

1.3 Methodology

The methodology of this project consists of both primary and secondary data.

 Primary data –  Primary
 Primary data collected from respondents will be through:

 Paper questionnaire distributed internally in DLF and its Competitors.

 Competitor’s survey was done after taking a prior appointment and then
visiting and collected data through personal interview and questionnaire.

 Secondary data - Secondary data will be collected from the books, journals,
 job portals and websites.
 The target audiences for the research: Employees at all the levels in
different real estate companies.

1.4 Limitation of the study

1. The research will be conducted within a period of limited duration.

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2. As the company is spread all over in India, it was difficult to get
respondents from different locations.

3. Being a management trainee it will be very difficult to get a hold on the

information from other companies.

4. Since the survey locations were different, the satisfaction criteria would
 be different among the employees.

5. Sample size is limited due to the limited locations for the survey.

6. The analysis is completely based on the information provided by the

employees and hence could be biased.

7. Taking appointment of the respondents became a little difficult.

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 RECRUITMENT & SELECTION, ORGANIZATION STRUCTURE

AND COMPENSATION MANAGEMENT

Human Resource is the most vital resource for any organization. It is responsible
for each and every decision taken, each and every work done and each and every
result. The job of a good hr manager is to fit in right person at right job and
retaining their human asset, which in turn would contribute to the growth of the
organization.

Effective
Recruitment
& Selection
Process

Achievement
of
Effective organisational
Organization objectives and
Structure leads to
organisation
growth

Effective
Compensation
Management

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2.1 Recruitment:-
Recruitment:-

According to Edwin B. Flippo, recruitment is the process of searching the

candidates for employment and stimulating them to apply for jobs in the
organization”. Recruitment is the activity that links the employers and the job
seekers. This process is the first step towards creating the competitive strength and
the recruitment strategic advantage for the organizations. Recruitment process
involves a systematic procedure from sourcing the candidates to arranging and
conducting the interviews.

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Effects of a good recruitment process:

 Determine present and future requirements of the organization in

conjunction with its personnel planning and job analysis activities.
 Create a talent pool of candidates to enable the selection of best candidates
for the organization.
 Help increase the success rate of selection process by decreasing number of
visibly under qualified or overqualified job applicants.
 Help reduce the probability that job applicants once recruited and selected
will leave the organization only after a short period of time.
 Meet the organizations legal and social obligations regarding the
composition of its workforce.

A recruitment policy of an organization should be such that:

 It should focus on recruiting the best potential people.

 To ensure that every applicant and employee is treated equally with dignity
and respect.
 Unbiased policy.
 To aid and encourage employees in realizing their full potential.
 Transparent, task oriented and merit based selection.
 Weightage during selection given to factors that suit organization needs.
 Optimization of manpower at the time of selection process.
 Defining the competent authority to approve each selection.
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 Abides by relevant public policy and legislation on hiring and employment
relationship.
 Integrates employee needs with the organizational needs.

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Factors affecting recruitment policy:

 Organizational objectives
 Personnel policies of the organization and its competitors.
 Government policies on reservations.
 Preferred sources of recruitment.
  Need of the organization.
 Recruitment costs and financial implications

Sources of recruitment:

Every organization has the option of choosing the candidates for its recruitment
processes from two kinds of sources:

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 Factors Affecting Recruitment

The recruitment function of the organizations is affected and governed by na mix

of various internal and external forces. The internal forces of factors are the factors
that can be controlled by the organization. And the external factors are those
factors which cannot be controlled by the organization. The internal and external
forces affecting recruitment function of an organization are:-

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Effects of a good organization structure:

 It identifies who's involved in the decision-making process and how those

decisions are actualized.
 Organizational structure helps in determining how a structure is distributing
authority throughout an organization.
 Organizational structure defines how specific tasks and activities are
assigned to their functional departments to avoid confusions.
 The performance of common tasks allows for work specialization, which
increases overall productivity.

 A good organization structure helps to identify the source of any problem.

 Training is easier because of the similarity of tasks and the resulting
opportunities for inexperienced workers to learn from experienced workers.

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  A functional organization fosters efficiency, teamwork, and coordination of
activities within individual units.

Types of organization structure:

 Non-bureaucratic structures:-

Pre-bureaucrat structures lack standardization of tasks. This structure is

most common in smaller organizations and is best used to solve simple
tasks. The structure is totally centralized. The strategic leader makes all key
decisions and most communication is done by one on one conversations. It is
 particularly useful for new (entrepreneurial) business as it enables the
founder to control growth and development.

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 Bureaucratic structure:

Bureaucratic structures have a certain degree of standardization. They are

 better suited for more complex or larger scale organizations. They usually
adopt a tall structure. It is very much complex and useful for hierarchical
structures organization, mostly in tall organizations.

 Functional structure:

Employees within the functional divisions of an organization tend to

 perform a specialized set of tasks, for instance the engineering department
would be staffed only with software engineers. This leads to operational
efficiencies within that group. However it could also lead to a lack of
communication between the functional groups within an organization,
making the organization slow and inflexible.

As a whole, a functional organization is best suited as a producer of

standardized goods and services at large volume and low cost. Coordination
and specialization of tasks are centralized in a functional structure, which
makes producing a limited amount of products or services efficient and
 predictable.

 Divisional structure:

Also called a "product structure", the divisional structure groups each

organizational function into divisions. Each division within a divisional
structure contains all the necessary resources and functions within it.
Divisions can be categorized from different points of view. There can be
made a distinction on geographical basis (a US division and an EU division)

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 or on product/service basis (different products for different customers:
households or companies).

 Matrix structure:

The matrix structure groups employees by both function and product. This
structure can combine the best of both separate structures. A matrix
organization frequently uses teams of employees to accomplish work, in
order to take advantage of the strengths, as well as make up for the
weaknesses, of functional and decentralized forms. An example would be a
company that produces two products, "product a" and "product b". Using the
matrix structure, this company would organize functions within the company
as follows: "product a" sales department, "product a" customer service
department, "product an" accounting, "product b" sales department, "product
 b" customer service department, "product b" accounting department. Matrix
structure is amongst the purest of organizational structures.

Thus the four basic components of organizational structure   include job

specialization, departmentalization, patterns of authority, and span of control. Job
specialization includes increased worker productivity and efficiency, but it
increases the need for managerial control and coordination. Work teams can be
used to alleviate the routine caused by job specialization. A similar concept, the
quality circle, can also enhance employee productivity.

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 scale enterprises requires management of large scale manpower. It can be
effectively done through staffing function.
3. Motivation- Staffing function not only includes putting right men on right
 job, but it also comprises
comprises of motivational
motivational programmes,
programmes, i.e., incentive
incentive plans
to be framed for further participation and employment of employees in a
concern.
4. Better human relations- A concern can stabilize itself if human relations
develop and are strong. Human relations become strong trough effective
control, clear communication, effective supervision and leadership in a
concern.
5. Higher productivity-
productivity- Productivity level increases when resources are
utilized in best possible manner. Higher productivity is a result of minimum
wastage of time, money, efforts and energies. This is possible through the
staffing and its related activities (Performance appraisal, training and
development, remuneration).

After the Manpower planning is done it starts with Recruitment, Selection,

Placement, Induction, and Training and Development.
Development.

RECRUITMENT PROCESS :-

DEFINITIONS-

Recruitment is a process to discover the sources of manpower and employ

effective measures for attracting the desired manpower in adequate number to
facilitate effective se

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Departments Sanction Authority

For the departments: Head of Department

For Head of Department: Managing Director / COO

a. As per the requirement, the resumes shall be screened from the different
sources by the HR department and forwarded to the concerned Departmental
Head for final short listing.
 b. The final short listed candidates will be called for interview through
 phone/e-mail on
on a decided date.
c. The interview is held by the concerned
concerned Departmental Head accompanied
accompanied by
HR personnel to overview the candidate in terms of desired profile:
 Technical Skills
 Behavioral Aptitude
 Potential
d. The candidates are interviewed and the scores are entered by the concerned
Departmental Head in the interview Assessment Sheet.
e. On the basis of interview, the interviewer may tag a candidate as Active/
Selected / Rejected which is kept in the records by the HR department for
future requirement.

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STEPS FOR SELECTION IN DLF LTD. MAY BE DESCRIBED AS
UNDER:

1. Preliminary Interview:  First of all, initial screening is done to weed out

totally undesirable/unqualified candidates at the outlet. Preliminary
interview is essentially information about the nature of the job and the
organization. Necessary information is also elicited from the candidates
about their education, skills experience, salary expected, etc. if the candidate
is found suitable, he is selected for further screening. Preliminary interview
saves time and efforts of both the company and the candidate.

2. Application Blank: Application form is traditional and widely used device

for collecting information from candidates. The application form should
 provide all the information relevant to selection. Generally, application
forms contain the following information.
information.
(a) Identifying information
information - Name, address, telephone No., etc.
(b) Personal Informatio n- Age, sex, place of birth, marital status,
I nformation-
dependents etc.
(c) Physical characteristics- Height, weight, eye sight, etc.
(d) Family background
(e) Education- Academic, technical and professional.
(f) Experience – 
Experience – Jobs Held, employers, duties preferred, salary drawn,
etc.
(g) References

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 (h) Miscellaneous –  Extracurricular activities, hobbies, games and
sports, membership of professional bodies, etc.
APPLICATION FORM HELPS TO SERVE FOLLOWING PURPOSE :-

First scrutiny of the form helps to weed out candidates who are lacking in
education, experience, or some other eligibility taints. Secondary, it helps in
formulating questions to be asked in the interview. Thirdly, data contained in
application forms can be stored for future reference.

INTERVIEW AND SELECTION PROCESS

Requested manpower will be assessed by the HR Department and the requirement

shall be fulfilled through the following sources:

o Job portals
o Recruitment consultancy
o  Newspaper Advertisement
o Existing database
o Campus Recruitments
o References (if required)

 As per the requirement, received from different sources the resumes shall be
screened by the HR Department and forwarded to the concerned department
head for final short listing.
 The interview is held by the concerned authority accompanied by HR
 personnel to overview the candidate in terms of desired profile:-

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 o Academic Background
o Technical Skills
o Experience & Exposure
o Personality
o Communication Skills
o Maturity
o Potential

 The final negotiation of salary, joining date, shortfall of notice period (if
any) and shifting allowance (if any) is done by the HR personnel seeing the
criticality of the requirement.
 Offer letter is prepared by the HR department and shall be given to the
candidate.

JOINING FORMALITIES :-

 New joiner shall be asked to fill the following forms & returned to the concerned
HR personnel

 Joining form
 Details of family members for mediclaim insurance
 Gratuity Nomination Form
  Nomination for balance dues
 Provident Fund Nomination form
 Employee Family Pension scheme

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 Income Tax Declaration form (if required)
 Form 12B & C of Income Tax
 ID –  Card Format
 Bank Account Opening Form
 Request for e-mail/user ID (if required)

New joinees are required to submit the following:-

 4 Nos. passport size photographs

 Copies of Educational Qualification certificates
 Copies of previous employment experiences
 Relieving letter / Resignation acceptance from last employer
 Copy of Identity proof eg. PAN card, passport or driving license

I. Salary account has been opened with the help of representatives of

 banker authorized by the Company.

II.  New joinee has been sent for a medical checkup to the authorized
hospital as per the Company’s terms and conditions.

III. In case the joinee joins on senior position, he has been introduced to
the other employees / HOD pertains to that department.

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 These files are maintained by the HR Personnel and are entirely confidential.
 No access will be given to these files to any members of staff without
 permission of the Head - HR / MD / CEO.
 The personal files of all staff should be kept and maintained by the HR
Personnel each serial numbered as per the employee code.

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ORGANIZATION CHART OF DLF LTD.

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   No other employment is permitted
 Medically fit proof
  Not to disclose company’s affairs or confidential information
 Place of posting
 An acceptability signature
 Signature of corporate head.

This letter also includes a document explaining the entire salary details.

ORGANISATION CHART OF UNITECH

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COMPENSATION MANAGEMENT OF UNITECH:-

Different components which form a part of employees compensation is

as follows:-

  BASIC SALARY 

  HRA

  MEDICAL BENEFITS 

  LEAVE TRAVEL ASSISTANCE 

 TRANSPORT ALLOWANCE 

  BONUS 

 CONTRIBUTORY PROVIDENT FUND

  LEAVE FACILITIES 

  ESOP 

  PROJECT ALLOWANCE

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Parsvnath Developers Limited is one of India’s leading Real Estate Developers,
with pan India presence across 44 cities in 15 states. Parsvnath Developers Limited
has a diversified portfolio which includes, Integrated Townships, Group Housing,
Commercial Complexes, Hotels, I.T. Parks, B.O.T. Projects, SEZs and 3rd Party
Contracting. As on date, the company has total developable area of over 193.98
million square feet across all real state verticals.

In the last two decades, the group has created edifices of magnificence through the
length and breadth of the country by successfully completing 42 projects. Today,
Parsvnath with its high commitments has become synonym for perfection,
innovation, customer satisfaction, transparency and developing high end luxury,
affordable & value for money projects. Parsvnath Developers Limited is an ISO
9001, 14001 and OHSAS 18001 certified company.

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 SUGGESTIONS

Working with DLF gave me a good exposure. I had done a research on recruitment
 process, organization structure and compensation management of DLF.

My findings is shown in the analysis part, it also reveals that almost all the
employee’s experience with DLF are between 2-3 years.

To get into the root of this problem my research work helped me to come out with
the following suggestions:

1. Recruitment process: It should focus on improving the recruitment

 policy as in at the time of recruitment it should be taken into
consideration that the applicant is not a job hopper who has a habit of
switching the job every now and then. His past record should be taken
into consideration before giving him the job and important test such as
 psychometric etc. to know the insight of the people assign what is
their basic nature and what are they searching for in the job.

2. Disclosure of components of offer package:   Recruitment and

selection process is the first step where the candidate interacts with
the company. Therefore this process is a significant step for both the
company as well as the candidate. Both the parties judge each other. It
is very important that there should be transparency in this process and

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 every detailed information should be discussed and clarified at the
time of the interview process.

3. Guidelines and Processes: It is very important for a company that its

employees follow proper guidelines and work according to the set
rules and regulations. This enables the work will be carried on
smoothly and effectively.

I would like to suggest DLF that the concerned person should provide
 proper guidelines and process of working to their new employees at
the time of the induction process. This will ensure that the employees
are not deviated from the organization’s working and are performing
to their best.

4. Compatibility among employees:   The quality of the relationship

 between Manager and employee significantly impacts employee
 performance. Managers and employees who understand each other's
style are highly productive.

Since the results are not very satisfactory. To increase the

compatibility level among the employees, I would like to suggest DLF
should arrange Buffet lunches, organize creative contests, birthday
 parties etc. This will help in building a good compatibility between
employees which will be a positive step towards satisfactory
 performance.

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 5. Visibility with top management: Employees are more loyal to a company
when they believe management or those at the helm of affairs keep them informed
about key issues. Communication is the first step toward creating the kind of
environment that people care about, and if they care, they just may stay, keep your
 people in the loop about what's happening with the company.

I would like to suggest DLF that during the last day of every month top
management should interact with its employees, discuss about their progress,
 problems, take their suggestion, recommendation etc. This will help both the
 parties to work effectively and efficiently.

6. Authority and responsibility:  Authority and responsibility go hand in hand. A

manager alone cannot perform all the tasks assigned to him. In order to meet the
targets, the manager should delegate authority. This will also help to improve the
satisfaction level among the employees and will contribute to a better performance.

I would like to suggest DLF that Sr. managers should give some authority and
responsibility to its subordinates,it will help in boosting up their morale and also
 build employees trust in his manager.

7. Compensation: - Remuneration received by an employee in return for his/her

contribution to the organization. It is an organized practice that involves balancing
the work-employee relation by providing monetary and non-monetary benefits to
employees. A lucrative compensation will also serve the need for attracting and
retaining the best employees.

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 Questionnaire:

Questionnaire

Recruitment and selection Process, Organization Structure and Compensation

Management are the back bone of every Company. This research is aimed at
getting a good hold on the subject.

Kindly fill up this questionnaire, which is purely meant for academic purposes and
the information furnished by you will be kept confidential and will not be used for
any purpose other than the proposed study.

Company name and your designation in the company:

 _______________________________________

Q1. What is your age group?

a. 20-25 b. 26-30 c.31-35

d. 36-40 e. 41-45 f. 45 & above

Q2. Gender

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 Male Female

Q3. What is your academic qualification?

a. 12th Std.

 b. Graduate

c. Post graduate

d. Any other (specify):- ________________________________

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Q4. For how long have you been Associated with this company :

o Less than 6 months

o 6 months - 1 year 
o 1 - 2 years
o 2 - 3 years
o More than 3 years

Q5. By which mode you were approached for your current employment?

o Advertisement in newspapers
o Job Portals
o Consultancy
o Campus Placement
o Some other mode (Please Specify):

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 Supervisor Comments: (optional)
 ______________________________________________________________________________ 
 ________ 
 ____________________________________________________________________________ 
 __________________________

In keeping with the job posting guidelines, I am eligible for consideration.

Employee Signature & Date:

 _____________________________ 
 ___

Supervisor Signature & Date:

 ____________________________________

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 Interview Evaluation Form

Candidate’s Name: ________________________________ 

Position:

Qualification:

Age: Exp:

Rating Scale:

4: Excellent 3: Good 2: Average 1: Poor

Rating

S.No Attribute Interviewer 1 Interviewer 2 Interviewer 3 Remarks

1 Job/Industry Knowledge

2 Conceptual clarity

3 Personality & Attitude

4 Communication

5 Stability/Adaptability

Score: /20

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Percentage Score: Score X 5 =

Joint Recommendation:

Proposed Designation
Proposed Location

Any other Significant Observation:

 ______________________________________________________________________________ 
 ______________________________________________________________________________ 
 ________________

Interviewer 1 Interviewer 2 Interviewer 3

Signature

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R  EFERENCES

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 REFENCES

BOOKS:-

Human Resource Management By Gary Dessler and Biju Varkey

WEBSITES:-

http://findarticles.com

http://recruitment.naukrihub.com

http://payroll.naukrihub.com

www.citehr.com

www.indianrecruitmentindustry.com

www.monster.com

www.Dlf.com

www.Unitech.com

www.parsvnath.com

www.omaxe.com

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