FUNCTIONAL SPECIALIZATION PROJECT REPORT ON

“A STUDY ON THE SATISFACTION ON RECRUITMENT

& SELECTION PROCESS IN BUZIBRAINS BANGLORE”

Submitted In Partial Fulfillment for the Award of the

Degree of Master of Management Studies (Mms) (Under
University Of Mumbai)

SUBMITTED BY
KIRAN RAM MOKASHI (ROLL NO: SSJCET20012)
Semester-IV
UNDER THE GUIDENCE OF

MRS. NEHA KANAWADE

SUBMITTED TO

SHIVAJIRAO S. JONDHLE COLLEGE OF ENGINEERING

AND TECHNOLOGY, ASANGAON.
2021-2022

1
 CERTIFICATE

This is to certify that “A STUDY ON THE SATISFACTION ON

RECRUITMENT & SELECTION PROCESS IN
BUZIBRAINS BANGLORE”
Is successfully completed by MS. KIRAN RAM MOKASHI
During the semester IV, in partial fulfillment for the award of the degree of
master of management studies recognized by the University of Mumbai for the
academic year 2021-2022. Through SHIVAJIRAO S. JONDHALE
COLLEGE OF ENGINEERING AND TECHNOLOGY, ASANGAON.

This project work is original and not submitted to any other university or
institute for the award of any degree/diploma.

PROJECT GUIDE

MRS.NEHA KANAWADE

PRINCIPAL

DR. GEETHA K. JAYRAJ

2
 ACKNOWLEDGEMENT

It gives me an immense pleasure to present this project on,

“A STUDY ON IMPACT OF TRAINING AND DEVELOPMENT IN

ATHENA DRUG DELIVERY SOLUTIONS PVT. LTD.”
First & foremost, I thank our principal DR. GEETHA JAYRAJ for
giving me an opportunity to present this project.

I would like to take the privilege to thank our Professors. I specially thank my
PROJECT GUIDE MRS. NEHA KANAWADE guiding me
throughout this project. I appreciate her for the value support which encourages
me to achieve my best. Her willingness to motivate me contributed
tremendously to my project.

I thank all those people who helped me to collect information. Also I

would like to thank our librarian for rendering us books as & when we needed. I
thank all our faculties, my friends and my colleagues.

Lastly, I would like to thank my parents who provided me immense

strength & continuously encouraged me to prepare this project.

3
 DECLERATION

I Am KIRAN RAM MOKASHI.In M.M.S. Hereby Declare That, I

Have Done a Project On “A STUDY ON the

As Required By University Rules, I State That The Work Presented In This

Thesis Is Original In Nature And To The Best My Knowledge, Has Not Been
Submitted So Far To Any Other University.

Name: Kiran Mokashi

Roll no.: SSJCET20012 Signature of student

4
 PREFACE

Report on “A STUDY ON THE SATISFACTION ON RECRUITMENT

& SELECTION PROCESS IN BUZIBRAINS BANGLORE”
to provide the riders with useful information on the subject to present in a
simple style.

The training and development play an important role in the effectiveness of

organizations and to the experiences of people in work. Training has
implications for productivity, health and safety at work and personal
development. Investment in training and development is generally regarded as
good management practice to maintain appropriate expertise now and in the
future.

5
 EXECUTIVE SUMMARY

The objective of the Study is to understand the Recruitment and Selection process carried out by the
company. The Strategies used by the organization to retain their loyal employees and to attract new
talents inside and outside the organization. Communication media is checked, to know if the
employees are aware of the activities going on in the organization. Feedbacks are collected at the
end to know the employees view about the company.

Recruitment and Selection is the major part of the Human Resource Management. It is the gateway
through which employees are selected and hired into the organization. Recruitment process involves
identifying the vacant post, Posting Ads for vacant positions, Filtering and screening the candidates.
Whereas Selection process comes into action after the recruitment, which involves, Choosing the
correct candidate for the vacant position and provide training and evaluate their performance.

Recruitment is the process of attracting new talents using various sources and making that candidate
apply for the job, according to Edwin. D. Flippo. The Recruitment process vary from one company
to another. Companies follows different Recruitment strategies and Techniques to hire people. The
one main concept followed by all the companies is Recruitment Policy, based on this the candidates
are selected for the further rounds of interview. There are certain factors which will affect the
recruitment process of the organization and they are brand image, welfare, goodwill, etc.

Selection is the process of selecting the skilful candidate for the vacant position, by verifying if the
candidate meets all the requirements of the job. Selection process is time consuming and lengthy
when compared with Recruitment process. According to Yoder, Selection is classified into two
categories, namely, selected and not selected. The factors that affect Selection process in the
organization are Background verification, Referral checks, interviews and many more.

Ultimately the Recruitment and Selection (R & S) process is very essential for bringing change in
organization and it also helps in motivating the employees in the organization. It provides growth to
the employee’s career. Hence it is important both for organization as well as the employees.

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 TABLE OF CONTENTS

SR.NO. CONTENT PAGE NO.

1 INTRODUCTION

2 COMPANY PROFILE

3 OBJECTIVES OF STUDY

4 REVIEW OF LITERATURE

5 RESEARCH METHODOLOGY

DATA ANALYSIS AND

6 INTRPRETATION
OF DATA

7 FINDINGS

8 LIMITATIONS OF STUDY

9 CONCLUSION

10 BIBLIOGRAPHY

7
 CHAPTER-I

INTRODUCTION

INTRODUCTION

8
 Recruitment and selection are two different activities. The meaning of recruitment is the
mechanism of making interest for the people to apply for work and selection is the final
decision of a specific candidate for the particular position. For any organization it is important
that the people who are going to be Hire must have abilities, talent and perspective that you
need. In long term phase organization needs those types of employees who have the abilities to
face the challenges and can continue learning. So like this there are more chances for the
organization to get the competitive edge. Also for the long term aspect approach, proclivity and
competency is more important than present command and
knowledge.

RECRUITMENT & SELECTION

9
MEANING
Recruitment and selection is the process of identifying the need for a job, defining the requirements of
the position and the job holder, advertising the position and choosing the most appropriate person for
the job. Undertaking this process is one of the main objectives of management.

DEFINITION
Recruitment and Selection is an important operation in HRM, designed to maximize employee strength
in order to meet the employer's strategic goals and objectives. It is a process of sourcing, screening,
shortlisting and selecting the right candidates for the required vacant positions.

“Edwin B. Flippo” defined recruitment as –

“Recruitment is the process of searching for prospective employees and stimulating them to apply for
jobs in, the organization”.

“DeCenzo and Robbins” defined recruitment as –

“Recruitment is the process of discovering the potential for actual or anticipated organizational
vacancies.

NEED OF RECRUITMENT & SELECTION

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  It Ensures Transparency In The Hiring Process

A recruitment and selection policy ensures that all the procedures related to hiring and selection are
performed transparently, and all the members involved (the hiring manager, HR, etc.) are following the
recruitment process with having complete confidence over the end-result. Moreover, being transparent
also means that candidates are always informed about the status of their application and informed if
they are awarded a job.

 It Provides The Way For Merit-Based Hires

An effective recruitment and selection policy ensures that the overall recruitment process is being
conducted in a fair and legitimate manner. It makes sure that discriminatory behavior is avoided at any
stage of the overall recruitment process – a candidate should never be discriminated on the basis of his
gender, race, age, religion, or nationality. A fair and authentic policy allows a candidate to take legal
action if they feel they’re being discriminated against any factor. Moreover, every job application
should be should be treated in a confidential manner.

 It Provides Consistency

A recruitment and selection process that is not consistent gives inconsistent results. Thus, consistency
is another reason for having an effective recruitment and selection policy. Organizations should make
sure not to set different selection criteria for each candidate as it will then not be possible to determine
the effectiveness of each individual. To achieve consistency, a standardized process should be
followed. Instead, it will be more beneficial if organizations apply pre-determined criteria at all stages
of the recruitment process as it will eliminate the risks of bias and discrimination. Also, companies
should conduct reference checks prior to making any appointment with the candidate and should be
performed in a consistent manner.

 It Lends Credibility to an Organization

11
Another reason for having a set recruitment and selection policy is to show that an organization is
credible enough for applying. Today, there are several job vacancies that are not genuine and many
candidates get trapped into the hands of fake companies. Hence, for gaining reliability, a company
should follow specific application procedures that will make the candidates feel confident for the
position they are applying.

 It Helps Write An Appropriate Job Description

Having a good recruitment and selection policy is essential because it assists the organization in
writing an accurate job description. An appropriate job description is an integral part of the overall
recruitment process as it clearly describes what primary and secondary tasks will be performed along
with the core competencies for a particular role.

IMPORTANCE OF RECRUITMENT & SELECTION

1. Determines the Present & Future Requirements

The recruitment process assists a company in evaluating its present and future staffing
requirements. It conducts a methodical examination of company operations to determine
the right number of recruits necessary.

2. Prevents Disruption of Business Activities

The process of recruitment ensures that the daily activities of your organisation are carried out
seamlessly. It provides businesses with all necessary human resources regularly for various job
positions. The recruitment process selects individuals from a variety of backgrounds to meet the
organisation’s needs.

3. Increases Success Rate of Hiring

12
This approach is effective in stimulating the success percentage of the company’s selecting process. It
analyzes all the job applications to minimise the frequency of unqualified and exaggerating candidates.
Only qualified employee’s applications are advanced to the next stage of the recruitment process.

4. Expands Talent Pool

The goal of recruitment is to create a wide pool of qualified candidates from which one has to choose
the most qualified individual for the job. This approach draws big groups of individuals and
encourages them to apply for open opportunities in a company.

5. Cost-Effective

It focuses on minimizing total costs and time spent on finding suitable employees. Recruitment is a
well-organized and methodical approach in which a large number of people are given a detailed
description of a job opening. A good job description attracts a large number of people at a lower cost.

OBJECTIVE AND PURPOSE OF RECRUITMENT & SELECTION

● Attract and empower an ever increasing number of applicants to apply in the organization.
● Build positive impression of the recruitment process.
● Create a talent pool of candidates to enable the selection of best candidates for the organization.
● To attract and engage people it needs to achieve its overall organizational objectives
● Increase the pool of job candidates at minimum cost.
● Recruit right people who will fit in to organizations culture and contribute to the organizations
goals.
● Evaluate the effectiveness of various recruiting technique and sources for all types of job
applicants.

● Increment organization and individual effectiveness of different selecting systems temporarily

and long haul.

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 SOURCE OF RECRUITMENT

SOURCES OF RECRUITMENT

EXTERNAL INTERNAL

EXTERNAL SOURCE OF RECRUITMENT

It is the process of recruiting the people outside the organization, though it is time taking and
cost incurring, new talents can be found for the organization, which helps in maintaining the
balance in a firm. The external recruitment sources are:
1. Newspaper or Television or Radio Advertisement.
2. Consultancies.
3. Employee Exchange.
4. Wanted Signboards.
5. Campus Recruitment,
6. Search on Internet.
7. Job Fair.
8. Referrals.
9. Unsolicited applicants.

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 ➢ INTERNAL RECRUITMENT SOURCES

It is the process of searching and filling the vacant position of the organization internally
(within the organization). It is time saving as well as cost saving. The internal recruitment
sources are:
1. Transfers.
2. Promotions.
3. Ex-employees.
4. Circulars.
5. Intranet and Advertisement.
6. Employee Referral.
7. Dependents of diseased, retired, disabled and present employees.

PRINCIPLES OF RECRUITMENT & SELECTION

● Clear Policy of Recruitment

● Observation of Government Rules and Regulations
● Flexibility
● Impartiality
● Recruitment by a cosecurity
● Opportunity of development to the employee
● Job security

ADVANTAGES OF RECRITMENT & SELECTION

15
 1) Transparency in the process:-
Following policy procedures means that all parties involved are well informed where they are at every
step in the recruitment process, thus giving everyone confidence that the end result will be met.
Transparency is also very encouraging for a candidate, keeping them informed at every possible point
increases their confidence of the business they are about to join.

2) Allowing for merit-based hires:-

With an effective procedure in place, the risk of any level of discrimination can be totally eradicated. It
means that each application is considered in the same way, regardless of the sex, gender, nationality,
race or age of the candidate. It also provides a level of reassurance to the candidate involved as it
means they can take legal action at any point if they feel their application is being discriminated
against.

3) Consistency
If a recruitment process isn’t consistent naturally it will give inconsistent and inaccurate results. To
avoid this it is essential to ensure that the recruitment and selection process is the same for every
candidate to prove their effectiveness. We advise that a standardised, pre-developed process it applied
at all times. Finally, references should always be taken with every hire, again to achieve a level of
consistency.

4) Credibility:-
When a business is displaying and practicing an effective recruitment and selection policy, it
demonstrates to potential employees that they have a high level of credibility and will encourage them
to apply. Sadly, in this day and age there are an abundance of companies that transpire to be fake.

5) Help to write job descriptions:-

With an effective recruitment and selection process, businesses can easily put together job descriptions
that are accurate and clearly highlight which tasks will be performed for a particular role\

DISADVANTAGES OF RECRITMENT & SELECTION

16
1) Missed Opportunities:-
When companies make internal promotion a focus in job searches, they may limit themselves from
truly getting the most qualified applicant for an opening. While it may not be popular with employees,
hiring top talent from other companies or outside the company may give you the best chance to
assemble the most talented workplace. Some external prospects may not even apply for jobs in a
company if it has a strong reputation of promoting from within.

2) Entitlement:-
One drawback of promoting from within is that employees may feel a sense of entitlement for
promotions. If companies routinely promote from within without ample consideration of external
prospects, current employees may feel like they are virtually guaranteed a promotion at some point
without putting forth maximum effort in performing their current jobs.

3) Technical Skill Deficiency:-

Business consultant Walter Oelwein advises that when companies routinely promote from within they
can put too much emphasis on growth into management positions. This can inhibit the ability of
companies to develop top senior level technical talent. Employees that feel like the only way to grow
within their organization is to look to management opportunities may not work to develop the technical
skills necessary to deliver top performance in their products.

4) Change Resistance:-
Another significant deficiency of a strong internal promotion system is that it can inhibit opportunities
for innovation and change in thinking that often come with new ideas and fresh perspectives. When
you hire managers from outside the company, you may get new approaches to management and new
ideas on work processes that help prevent the company from getting stale and even becoming obsolete.
This is especially important for organizations focused on innovation and new products.

17
CHAPTER -II
Company Profile

18
Company profile

BuziBrAIns

The key for success is information. To grow we need to know more. BuziBrAIns follows the sample
principle from day one for their research activity. A group of enthusiastic & energetic people who are
19
technically qualified is the team of BuziBrAIns, they work towards the common objective, making the
lives quite simpler and easier with their innovations which is based on Artificial Intelligence. They find
solutions for business process management and develop solutions with the help of A.I.M.S (Artificially
Intelligent Management Software).

A RAD tool based on AI called A.I.M.S (Artificially Intelligent Management Software) is invented by
BuziBrAIns after 20 years of research. The highly stable solutions of A.I.M.S helps a lot; it is also help
in customizing their application as per client’s requirement. BuziBrAIns uses A.I.M.S for
computerizing complex business processes both in manufacturing and service industry. It is easy to
maintain and implement as it is developed by A.I.M.S (Artificially Intelligent Management Software).
And they are cost effective as well.

BuziBrAIns, they work towards the common objective, making the lives quite simpler and easier with
their innovations which is based on Artificial Intelligence. They find solutions for business process
management and develop solutions with the help of A.I.M.S (Artificially Intelligent Management
Software). A RAD tool based on AI called A.I.M.S (Artificially Intelligent Management Software) is
invented by BuziBrAIns after 20 years of research. The highly stable solutions of A.I.M.S helps a lot;
it is also help in customizing their application as per client’s requirement. BuziBrAIns uses A.I.M.S for
computerizing complex business processes both in manufacturing and service industry. It is easy to
maintain and implement as it is developed by A.I.M.S (Artificially Intelligent Management Software).
And they are cost effective as well.

BuziBrAIns is currently looking for a team of thousand technical & non-technical people to be
inducted in their company for expansion purpose. Business goals is ultimate reason for it. Over 200
offices are being planned to open with 4 technical staff to handle the clients they are associated with.

VISION AND MISSION OF COMPANY

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 MISSION

Converting the thinking capabilities to machine language.

VISION

Business requires Brains. Our dream is quite straight and simple To Computerize business with
Knowledge Transfer.

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HISTORY

1992

Company had no individual name till 2012. Group of people were working under
MAINAIMS. Fuzz Logic application level for complex Business Development using Super
Computer Systems. They were working on CRM and weather forecasting.

2001

Development of OMEGA. It is a tabular GUI development having a Beta version. The

disadvantage of this version was, the software was very huge (786 megabyte)

2009

They Developed A.I.M.S, it was 4.5-megabyte program. They focused on testing CRM and
ERP solutions for 3 years.

2012

When the company was initially started, Duke IT funded the capital for the company. The
company started its computer businesses. CRM and ERP software were launched into the
markets. All the applications were commercial now. They offered hardware, software
services.

2015

There were many activities performed in this year and they are as follows:

1. AI and Robotic research.

2. Computerization of SME sector
3. Franchise Networks.
4. Own training and Internship programs.
5. Supply chain management (marketing activities, events, tradeshows, exhibitions and
conferences).
6. Events and YouTube channels.

2019 Now the company is individual firm now, free of all loans and credits taken from Duke IT
and others. Now, the firm is self-revenue generating company. It is an Independent Company
which deals with A.I.M.S for CRM and ERP solutions according to the client’s request or
demand

22
QUALITY POLICIES
“The company is committed to be very proactive in generating competitive solution and system while
endeavouring to break and improve customer expectations by involving the correct person and using
the right method, methodology & productivity improvement tools, using the most flexible methods.”

OBJECTIVES OF BuziBrAIns
1. Reviewing the design and source code regularly.

2. Based on the customer specifications conducted unit testing and integration testing on each case. 3.
Provide a real-time environment to execute the testing.

4. Following the coding rules.

5. To maintain the communication with the client and make the changes in SDLC.

6. Focusing on Customer Satisfaction.

7. To ensure that the projects are completed on time.

8. Maintain the performance.

9. To provide services that meets customer’s requirements and needs.

10. Training on new software

CORE OFFERINGS
The company deals with the following technologies:

1. Fuzzy Logic,

2. Machine Languages,

3. Human Machine Interface and

4. Deep Learning.

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COMPANY SERVICES
The company provides Customized CRM, ERP and BPM Software for Small and Medium Enterprise
(SME) Sector. The company provides Software solutions on PHP, DotNet and Python languages to
switch from one platform to another platform. The company selects the Backend Database depending
on the requirements of the project. Over a period of time the company has understood to invest on
technologies, so as to earn profits out of it to become an independent company.

On the other hand, SME sector will not invest on technologies until and unless there is a direct profit
from them in a short span of time. And they expect more profits out of them. Technology keeps
changing and it is the biggest problem in Software Development. And SME’s expect to have latest
technologies. They usually prefer free of cost kind of technologies, ex. Gmail. So, it is challenging to
pitch them and develop the software at low cost fulfilling all the requirements of the clients. In case of
AI (Artificial Intelligence) we specify the purpose of the target. And the same is taken for A.I.M.S. To
provide the outcome for the end user we collect the data and format them in a given order to meet the
target and its purpose.

Few of their Services are:

1. Supply Chain Management.

➢ Providing Marketing Services for Small and Medium Enterprise sectors.

➢ Arranging requirements for Manufacturing and Service Industry.

➢ Customized Inventory Management Software Services.

2. Web Enabled Services.

➢ Profile websites.

➢ Dynamic or Static HTML.

➢ ASP or PHP based websites.

3. Business Process Software.

24
 ➢ E-mail Marketing.
➢ Quote ERP

➢ Customized Business Process Automation Software Services.

4. Training.

➢ Corporate Business Trainings.

➢ Training on ERP, CRM and BPM.

COMAPANY PROJECTS

1. Customized AIMS, CRM and Inventory Management Module (April 2013).

2. AIMS Pro- Production Data Management Software (September 2012- March 2013).

3. AIMS Customized Quote ERP (May 2012- June 2012).

SWOT ANALAYSIS

It is a technique undertaken to study the strength, weakness, opportunities and threats of the
individual or an organization

1. STRENGTH

➢ Recognize their services in the Market or in the Real world.

➢ Information about the client company and Technologies.
➢ Their marketing strategies and promotion tools.
➢ Cost effective applications for SME sectors.
➢ Software used for developing application.

2. WEAKNESS

➢ As they are expanding their business, they are in short of employees.

25
 ➢ Very few clients are available, as they focus only on SME’s and they use only free
technologies or they won’t spend money on technology.
➢ They lack in full time permanent employees.

3. OPPORTUNTIES

➢ Utilization of latest technologies will help to attract customers from different streams apart
from SME’s. ➢ AI is currently trending and they have chance to build their business, as their core
is on AI (Artificial Intelligence).
➢ Long term relationship with the customers can help in getting more and more projects (Inter-
linking).

1. THREATS

➢ Competition from other companies.

➢ Convincing the SME client to accept for the proposal.
➢ Managing the employees (Because they are paid very less).
➢ Controlling the Attrition rate.
➢ Changing Technologies.

AWARDS AND ACHIEVEMNENTS

1. Has Inaugurated an Incubation Center in SKIT on 10th February 2020.

26
 2. Have conducted Recruitment Drives in the following colleges:

➢ Cambridge Institute of Technology, Bangalore (10th October 2019).

➢ Acharya Institute of Technology, Bangalore (31st October 2019).
➢ Sri Krishna Institute of Technology, Bangalore (5th November 2019).
➢ Raj Rajeshwari College of Engineering, Bangalore (12th November 2019).
➢ AWH College of Engineering, Bangalore (14th November 2019).
➢ RGM College of Engineering, Andhra Pradesh (31st December 2019).
➢ Jyothi Institute of Technology, Bangalore (6 th February 2020).

3. Has conducted Kolar Mega Udyoga Mela in Kolar on 11th and 12th February 2020.

RESEARCH & DEVELOPMENT

We belive and support innovations. Our Research & Development Team works round the clock to
design & develop our inventions. Artificial Intelligence remains our main area of interest along

27
 with innovative business model to materialise the same. We evolved our business process to suit
the technical inventions we present to society.

Software Fevelopment With A.I.M.S

A.I.M.S. helps Programmers to develop critical business process software with ease and at most
accuracy. A.I.M.S is unique due to its independent designs with respect to Database which it uses
and the programming languages which it supports.

BuziBrAIns Supplier Network

The most difficult task faced by SME is MARKETING . Researching the right consumer in right
time is the matter which always remains as mystery to explore and required innovative ways to be
introduced. There are many means to reach the client what remains different is the fact that
purchase decision are influenced by so many issues.

COMPETITORS

1. Tesco,

2. Bione Ventures Pvt Ltd,

28
3. Vedantu Innovation private Limited,

4. Zetwerk,

5. Zscaler,

6. Atos,

7. Scanpoint Geomatics,

8. Mindtree,

9. Unnati,

10. Societe Generale,

11. Trezi and

12. Shell

29
CHAPTER III
OBJECTIVE OF STUDY

OBJECTIVE OF STUDY

 To analyse recruitment practices and selection procedure.

30
  To identify if the employees are satisfied with the current recruitment practices

 To know the about factors that are affecting the performance of organization.

NEED FOR THE STUDY

In order to fix the gap between the current and latest techniques, methods and
procedure used for the R & S process and also to identify relationship between them
& to adapt the new changes in the markets, so as to perform well and increase the
31
sales. These new techniques will help to, retain the talents and to remove the lazy
employees and it also helps in hiring correct person for the suitable position at the
proper time in future.

SCOPE OF STUDY

This study speaks about the R & S process practiced by BuziBrAIns. Detailed description of R & S
process is studied and reported. It also analyses the employee satisfaction levels at BuziBrAIns,
along with the ethical practices followed in BuziBrAIns. This study compares the R & S process
followed by BuziBrAIns with the actual/standard R & S process carried out in the organization.
32
33
CHAPTER IV
REVIEW OF LITERATURE

34
 REVIEW OF LITERATURE

SYAMALA DEVI BHOGANADAM, Dr. DASARAJU SRINIVASA RAO

[October 2014]
As Human Capital sources are providing best outcomes and esteemed resources which are
cherished, the business associates have starting focusing on it from the past decades, in
addition to recruitment and selection. There should be a list of accessible HR, which helps in
making better decisions for the associates leading them as the upper hands while selecting.

JOY O EKWOABA, UGOCHUKWU U IKEIJE,

UMUDIKENDUBUSIUFOMA

[2015]
It explores the utilization of Fidelity Bank for the R & S process for convergence
forexploring its effects of organization. When a survey was conducted many enlisted factors
came out and uncovered choice criteria was out, which made an impact on the capital of the
organization and also on association executive. As many difficulties solved by the association
executive, the R & S criteria become stronger and better,

utilising all resources in the organization.

35
P MANIKANDAN AND R KALPNA SASTRY

[2009]
It is very important to observe the HRM principles and strategies for effective Human
Resources Management.

NEERAJKUMARI

[2012]

If the organization has to enhance its authoritative results, the firm has to improve its
recruitment and selection procedures. To enhance this feature, so as to be updated and active
in R & S process, an examination paper was been set up with a name- “Recruitment &
Selection”. It will also provide information and also to light up the people about this process
and its procedure in the Real World. The ultimate goal to affect the authoritative results
positively, by changing the enrolment techniques and selection representatives for better
recruitment decision following the principle objectives.

M SRIMANNARAYANA

[2011]
Training is essential for enhancement and development of the skills the candidate. Therefore,
continuous Training & Development process should take part in the organization and it
should be measured, so as to check if organizational objectives are met.

36
P MANIKANDAN AND R KALPNA SASTRY

[2009]
It is very important to observe the HRM principles and strategies for effective Human
Resources Management.

Dr. SALITHA JARDAT

[2014]
The key factor that drives the Human Resources is R & S process, which has inspired
many associates. For better conclusive results, productive recruitment and selection are
used.

MAVIS ADU-DARKOH
[June 2014]
The Ultimate aim of R & S is to accomplish the objective of human asset administrative
work, which is fundamentally set up on execution of association in the organization. This
is to differentiate between recruitment process and selection practices followed in an
organization for business development. Many difficulties occur on this process and they
are distinguished as boundaries of recruitment and laborers of selection, which consists of
improper occupation investigation, low level of competency representatives, poor HR
assets, bad enrolment techniques and poor choice of workers, lack of offices and
infrastructure, and absence of expertise guidance. The R & S process reflect necessary
activities of followed in the organization.

37
POOJA KHANNA
[June 2014]
There is a statement, “One wrong choice and the entire firm will end up in
inefficiency”. R & S is the process to understand the ability of the organization,
as it the main key for business development and achievement. The process of R
& S is performed depending on the convictions. All the candidates, Managers &
General Representatives can identify and resolve their problems and maintain
their standards without affecting their jobs.

NANKERVIS [2012]
The entire process of Advertisement is providing information to the candidates, getting their
details and resumes, screening the applications, arranging an interview, talking (informing the
candidate about the interview), testing them based on the workforce criteria.

38
CHAPTER V
RESEARCH METHODOLOGY

39
 RESEARCH METHODOLOGY

1.PRIIMARY DATA
This data collected through the sample questionnaire method.

2.SECONDARY DATA
Secondary data collects through the various websites on internet, book etc.

40
 Sample Size

Sample Size is number of respondents or people selected from a population to collect

data/samples for computing in the research. The sample size for this study is 80.

41
CHAPTER VI
DATA ANALYSIS AND INTERPRETATION OF DATA

42
 DATA INTERPRETATION

4.1 Employee working Duration in the organization?

Table 4.1: Table showing Employee working Duration.
DURATION NO. OF RESPONDENTS
0-1 35
1-3 20
3-5 15
5-7 10

Inference:
It is very clear from the above table that 45% of the employee have worked for 0-1 year,
24% of them have served 1-3 years, 18% of them have served from 3-5 years and 13% of
them have worked for 5-7 years in the organization.

Employee working Duration

40

30

20

10

0
0-1 years 1-3 years 3-5 years 5-7 years

Fig 4.1: Graph showing Employee working Duration.

Interpretation:

The above graph tells that majority of the employees working in the organization between
0-1 years.

43
4.2 Recruitment source that fits for the company?

Table 4.2: Table showing Recruitment source.

SOURCES NUMBER OF RESPONDENTS

Internal Sources 25

External Sources 55

Inference:
32% of recruitments are done through utilizing Internal sources and 68% are done through
utilizing external sources is depicted from the above table.

Methods of Recruitment
80%

60%

40%

20%

0%
Internal Sources External Sources

Fig 4.2: Graph showing recruitment method that fits for the organization.

Interpretation:

Above graph depicts that external sources of recruitment is preferred by the employee and
the organization to find or hire new employees, rather than internal source of Recruitment
fits the company.

44
4.3 Websites used by the organization for hire employees?
Table 4.3: Table showing the Websites used for hiring employees.
WEBSITES NUMBER OF RESPONDENTS
Naukri 30
Internshala 20
LinkedIn 12
Indeed 10
Monster 08

Inference:
From the above table we can say that, 40% use Naukri, 25% use Internshala, 14% use
LinkedIn, 11% use Indeed and 10% use Monster for hiring employees using websites or
job portals.

Websites for hiring

35

30

25

20

15

10

0
Naukri Intershala Linked Indeed Monster

NO.of Respondents . .2

Fig 4.3: Graph showing websites used by the organization for hire employees.
Interpretation:
Naukri is the website or the job portal majorly used by the organization to hire new
candidate when compared to other websites. Internshala is the second website used for
hiring. These websites help in identifying and selecting the potential candidates.

45
4.4 Does the organization verify the vacant positions before the process of
recruitment?

Table 4.4: Table showing the analysis of vacant positions before hiring.
PARTICULARS NUMBER OF
RESPONDENTS
Strongly-Agree 20
Yes 50
Maybe 10
No 0
Strongly-Disagree 0

Inference:
The above table says that 25% of employees Strongly-Agree that the organization verifies
the vacant positions before the Recruitment process. 64% of the employees Agree and the
remaining 11% of the employees have given their opinion as Neutral.

Chart Title
60

50

40

30

20

10

0
Strongly-Agree Yes May be No Strongly-Disagree

NO of Respondents Series 2 .

46
4.5 Conducting on time Recruitment and Selection process?
Table 4.5: Table showing Timely recruitment and selection process.
PARTICULARS NUMBER OF
RESPONDENTS
YES 75

NO 25

Inference:
From the above table, it is predicted that 75% of employee in the organization think that
the organization conducts timely R & S process and 25% think that the company won’t
conduct.

Timely recuritment and selection process

80

70

60

50

40

30

20

10

0
no

No. of Respondent Series2 Series3

Fig 4.5: Graph showing Timely R & S process.

Interpretation:
We can interpret that, most of the employees think that the organization conducts R & S
process on time. On the other side, few of them think it does not conduct R & S process on
time.

47
4.6 Is Employee Performance affected by the R & S process?
Table 4.6: Table showing Employee performance.
PARTICULARS NUMBER OF RESPONDENTS
Yes 70
Maybe 19
No 11

Inference:
70% of employee says that performance depends on R & S process, whereas another 19%
of employees says that performance may or may not be based on R & S process and the
remaining 11% says that performance won’t depend on R & S process.

Performance of the employees

80

70

60

50

40

30

20

10

0
yes maybe no

No.of Respondent Series2 Series3

Fig 4.6: Graph showing Performance of the employee.

Interpretation:
R & S process has no effect on the employee performance in company, is clearly
understood from the above graph. Though few of them think it affects the performance
majority thinks it won’t affect the performance.

48
4.7 Scope for Improvement in R & S process?
Table 4.7: Table showing Scope for improvement in R & S process.
PARTICULARS NUMBER OF RESPONDENTS

Strongly-Agree 20

Yes 30
Maybe 35

No 15

Strongly-Disagree 0

Inference:
The above table says that 20% of the employee Strongly-Agree, 30 % of the employee say
Yes, 35% of the employee have a Neutral opinion, and 15% of the employee says No, that
there should be a scope for improvement in the R & S process.

Scope for improvement

40

35

30

25

20

15

10

0
yes Maybe No

No. of Respondent Series2 Series3

Fig 4.7: Graph showing Scope for improvement.

Interpretation:
From the above graph, we can get a clear picture about the employees view about enhancing
in the R & S process. The most of the employees Agree that there is a scope for improvement
in the R & S process.

49
4.8 Fair practices of R & S will increase the company’s performance?
Table 4.8: Table showing increase in company’s performance.
PARTICULARS NO. OF RESPONDENTS
Strongly-Agree 38
Yes 56
Maybe 0
No 6
Strongly-Disagree 0

Inference:
Above table says that 38% of the employee Strongly-Agree, 56 % of the employee says
Yes, and 6% of the employee says No, that the organization should follow fair practices of
R & S process for increasing company’s performance.

Company's performance
60

50

40

30

20

10

0
Strongly-Agree Yes Maybe No

No.of Respondent Series2 Series3

Fig 4.8: Graph showing increase in company’s performance.

Interpretation:
It is suggested to follow Fair practices of R & S process by majority of the employees in the
company as it impacts on employee performance and also on the company’s performance in
the markets.

50
4.13 Employees Satisfaction with the current R & S process in the company?
Table 4.13: Table showing Employee Satisfaction with current R&S.
PARTICULARS NO. OF RESPONDENTS
Highly-Satisfied 25
Fully-Satisfied 50
Maybe 15
Not so satisfied 10
Highly-Dissatisfied 0

Inference:
Many people working in the company are Fully-satisfied with the current R & S process.
The table above says that 25% of employee are Highly-satisfied, 50% of employee are
Fully-Satisfied, 15% of the employee have an opinion Maybe and 10% of the employee
are Not so satisfied.

Satisfied with current R & S

60

50

40

30

20

10

0
Highly-Satisfied Fully-Satisfied Maybe Not so satisfied

No.of Respondent Series2 Series3

Fig 4.13: Graph showing satisfaction of employees with current R & S.

Interpretation:

51
 Many people working in company are fully-satisfied with the current R & S process
followed by company or organization is concluded from the above graph.
4.14 Will hiring the right candidate will decrease the Employee Turnover?
Table 4.14: Table showing Employee Turnover.
PARTICULARS NUMBER OF RESPONDENTS
Strongly-Agree 20
Yes 45
Maybe 15
No 15
Strongly-Disagree 5

Inference:
Table above suggest 20% employee Strongly-Agree, 45% people says Yes, 15% people
have Maybe opinion, 15% of the employee Disagree, and 5% people StronglyDisagree
hiring right candidate will decrease the employee turnover in the organization.

Employee Turnover
50
45
40
35
30
25
20
15
10
5
0
Strongly-Agree Yes Maybe No

No. of Respondent Series2 Series3

Fig 4.14: Graph showing Employee Turnover through hiring.

Interpretation:

52
Table above will say that many people in the company Completely-agree that hiring the
right talent for the vacant positions will decrease the employee Turnover.

4.15 Referred candidates are preferred by the Organization?

Table 4.15: Table showing Referred Candidates.

PARTICULARS NUMBER OF RESPONDENTS

YES 70

NO 30

Inference:
From the above table it is clear that 70% of the employee thinks that preference for
referred candidates is more when compared to others. And remaining 30% of the
employee thinks, that the organization does not consider referred candidates.

Referred Candidates
80

70

60

50

40

30

20

10

0
YES NO

NUMBER OF RESPONDENTS Series2 Series3

Fig 4.15: Graph showing Referred Candidates.

Interpretation:

53
As shown in the above graph, majority of the employees in the organization think that new
candidates hired are selected by the preference of reference by the employees working in
the organization.

CHAPTER VII
FINDINGS

54
 FINDINGS

1.The company follows external recruitment source for hiring new talents via contracts which
is beneficiary for company.

2.The R & S process, methods and practices followed in the company gives positive
outcomes.

3. This process involves attracting talents and increasing the networks all across the country.

4.Best screening process is done prior recruitment, in order to save time and hire effective
employee.

5.The ultimate objective of conducting interviews, R & S process is to find new talents for
innovative ideas and expand their business.

55
CHAPTER VIII
LIMITATION OF STUDY

56
 LIMITATION OF STUDY

1.The organization should follow Internal Sources of Recruitment for retaining the talented
employees in the company and promoting them for higher positions.

2.Internal Sources of Recruitment also helps in motivating the employees in the organization.

3.More chances for new talents should be provide without considering their experience of
working.

57
CHAPTER IX
CONCLUSION

58
 CONCLUSION

Managing the organization is capable by the R & S process. It will also help in leading
company. It’s a competitive benefit for increasing the workforce of company. It helps in
classifying and managing different levels, so as to avoid conflicts in the organization.

Utilisation of Fair, valid and reliable R & S process helps in improving the business by the
point view of market. This process helps in decision making in critical situations. To know
the employee satisfaction levels R & S process can be used. Motivational & encouraging
activities can be conducted to enhance the skills of the employee. Identifying the strengths
and weakness of the employee is very essential for organizational growth, as it will inversely
affect the overall performance of the organization. Training facilities will be provided to the
candidates based on it. Few changes in the R & S process can help company to grow.
Talented employees are retained and new talents are found for the job to reach the goal.
Effective R & S process helps to decrease employee turnover in the organization.
Recruitment process requires certain attempts and cost for it to be successful. It also helps to
boost the morale of the employee. It improves the communication internally within the
organization. Selection tools included assessment, testing, etc. It determines the validity and
reliability of the company.

Above study, says many people working in company are quite happy with the R & S
practiced by company.

59
CHAPTER X
BIBLIOGRAPHY

60
 BIBLIOGRAPHY

WEBSITES

1) www.wikipedia.com
2) www.buzibrains.com

BOOKS:

1. Recruitment and Selection: Theory and Practices by Professor Dipak Kumar

Bhattacharyya, Cengage learning.
2. Recruitment and Selection: Employee Selection by Gareth Roberts, 2005, CIPD
(Chartered Institute of Personnel Development) publication - Second Edition.

61
 ANNEXURE

I am pursuing MMS from SHIVAJIRAO S. JONDHALE COLLEGE , under

UNIVERCITY OF MUMBAI , As a part of the curriculam, I am doing a SIP on
selected topic ‘STUDY
Q1. Duration of time you have worked in this organization?

a) 0-1 years.
b) 1-3 years.
c) 3-5 years.
d) 5-7 years.

Q2. Which Recruitment source fits the organization best?

a) Internal Sources.
b) External Sources.

Q3. Which website is used by the organization for hiring employees?

a) Naukri.
b) Internshala.
c) LinkedIn.
d) Indeed.
e) Monster.

Q4. Does the organization verify the vacant positions before recruitment process?

a) Strongly-Agree.
b) Yes.
c) Maybe.
d) No.
e) Strongly-Disagree.

62
Q5. Does the organization conduct Recruitment and Selection process on time?

a) Yes.
b) No.

Q6. Is Employee Performance affected by the Recruitment and Selection process? a)

Yes.

b) Maybe.
c) No.

Q7. Should there be a cope of Improvement in Recruitment and Selection process?

a) Strongly-Agree.
b) Yes.
c) Maybe.
d) No.
e) Strongly-Disagree.

Q8. Will the Fair practices of Recruitment and Selection process increase the company’s
performance?

a) Strongly-Agree.
b) Yes.
c) Maybe.
d) No.
e) Strongly-Disagree.

Q9. Is the Initial Screening of the candidate done before Recruitment process? a)

Yes.

b) No.

63
Q10. Awareness about the existing vacancies to the employees?

a) Yes.
b) No.

Q11. Does an Employee Referral play an important role in recruitment process?

a) Strongly-Agree.
b) Yes.
c) Maybe.
d) No.
e) Strongly-Disagree.

Q12. Will Internal Source of Recruitment motivate the employee?

a) Strongly-Agree.
b) Yes.
c) Maybe.
d) No.
e) Strongly-Disagree.

Q13. How is the Employee Satisfaction with the current R & S followed by the company?

a) Highly-Satisfied.
b) Fully-Satisfied
c) Maybe.
d) Not so satisfied.
e) Highly-Dissatisfied.

Q14. Will hiring the right candidate decrease the Employee Turnover?

a) Strongly-Agree.
b) Yes.
c) Maybe.

64
 d) No.
e) Strongly-Disagree.

Q15. Referred candidates are preferred by the organization?

a) Yes.
b) No.

65
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