SUMMER INTERNSHIP PROJECT

REPORT ON RECURIMENT AND SELECTION PROCESS IN

“APIS INDIA LIMITED “
MASTER OF BUSINESS ADMINISTRATION

SUBMITTED TO : SUBMITTED BY
Dr. RAJENDRA SHARMA RASHIKA SINGH
RSMT VARANASI MBA III Semester

RAJARSHI SCHOOL OF MANAGEMENT AND

TECHNOLOGY VARANASI
AFFILIATED TO A.P.J ABDUL KALAM
TECHNICAL UNIVERSITY

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APPROVAL OF THE FACULTY GUIDE
Recommended that the summer internship report title “Study On Recruitment
and Selection Process in apis india limited”prepared by Rashika singh
under my supervision and guidance .

Date :
Signature:
Name of the Guide:

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 ACKNOWLEDGEMENT
I am indepted to many people who helped me accomplish this internship successfully .

As far as the project, “Recruitment & Selection” is concerned. initially I would like to express

my deepest thanks to Dr.RAJENDRA SHARMA, Assistant professor for being a constant

sourse of inspiration and encouragement .I like to thank all the branch member who have

supported me and helped me in learning many things .

Finally ,I express my very profound gratitude to my be loved parents for providing me unfailing

support and continuous encouragement

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 TABLE OF CONTENTS

PART I PAGENO.
CHAPTER 1st

Introduction 6

Executive Summary 7
LiteratureReview 9

PARTII
Organizationalprofile 16

Topic 18

HistoricalDevelopment 19

RoadMap 22

Objectives 23
PART III
ResearchMethodology 24

FactorAnalysis 29
PART IV
Observations/Findings 61

Suggestions&Recommendations 64
PART V
Limitations 69

Bibliography 70
71
Conclusion
Appendix 72

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 INTRODUCTION

The internship report was made after having internship with APIS INDIA LIMITED
particularly in H.R Department from 10/09/2023 to 25/10/2023 this chapter conatain
following background of internship .
Background organization ,location mission ,gender in the organization ,organization
structure and other main activities carried out by the organization .

The topic of the report is “study on recruitment and selection process”

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 Part

IEXECUTIVE SUMMARY
I opted for this particular topic named “Recruitment & Selection” because recruitment and
selection procedures have taken a dramatic change in the industry. Human resource isresponsible
for giving birth to human embalmers. The core function of an organization is Recruitment and
Selection because the organization doesn‟t want to be a bad recruiter by selecting manpower that
might have the potential to spoil the long earned goodwill or corporate image and also incur
heavy recruitment costs on them.
Recruitment refers to the process of attracting, screening, and selecting qualifiedpeople
for a job at an organization or firm. For some components of the recruitment process,mid- and
large-size organizations often retain professional recruiters or outsource some of the process to
recruitment agencies. It is the process to discover sources of manpower to meet the requirement
of staffing schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient working force. The main objective of the
recruitment process is to expedite the selection process.

Selection on the other hand, is the process of picking individuals who have relevant
qualifications to fill jobs in an organization. The purpose of selection is to pick up the most
suitable candidate who would meet the requirements of the job in an organization best, to findout
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.

However, Recruitment is an important part of an organization‟s human resource planning

and their competitive strength. Competent human resources at the right positions in the
organization are a vital resource and can be a core competency or a strategic advantage for it.The
objective of the recruitment process is to obtain the number and quality of employees that
canbeselectedinordertohelptheorganizationtoachieveitsgoalsandobjectives.Withthe

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same objective, recruitment helps to create a pool of prospective employees for the organization
so that the management can select the right candidate for the right job from this pool.

I have also applied few research tools in the project such as the questionnaire,
interview method to obtain views of the respondents and thereby, have analyzed the factor by
applying columnar, bar & pie charts. However, I faced a few limitations --- such as sample
constraint, time constraint, respondents didn‟t take the questionnaire method seriously and so
were very reluctant in answering the questions. Thus, I would like to conclude that from my
project I have definitely understood that employee recruitment & selection is the basics of an
organization.

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 LITERATURE REVIEW
ARTICLE : EFFECTIVE RECRUITMENT BY REFERENCE CHECK
METHOD

SOURCE:http://EzineArticles.com/?expert=NgoVinet

OBJECTIVE: TO STUDY THE PURPOSE OF USING REFERENCE CHECK

METHOD IN THE RECRUITMENT PROCESS

SUMMARY:Checkingcandidates'informationviareferenceisanessentialstepina recruitment
process. However, many companies do not pay much attention to such an important thing.

Recruiters should check candidates' information like achievements, behavior in their previous
companies..

Informationthatneedscheckingis:

I. Candidates'behavior/habitsthatcanbadlyaffectyourdepartmentorcompany's activities.
II. Achievementswhichcandidatesmentiontobetheirsbutinfact,thoseachievements belong to
the whole team. Awfully, some candidates make up such achievements.
III. Reasonswhycandidatesdo not work forthe previouscompanies.
IV. Candidates'salaryin their previous companies.
V. Relationshipamongcandidates andtheircolleagues ormanagers.

Recruiters can easilycheck such information bycalling referees..The more important the position
is, the more carefully they have to check the reference. In any circumstances, recruiters should
highly appreciate and focus on the reference check. By 2-3 minute calls, it is quite difficult to
knowmuch aboutcandidates'achievements orproblems.Sotheyshouldspendatleast20 minutes for
the call plan. The questions they will ask referees about candidates are-

1. Howlonghaveyou workedwith him?Whatishis ability?

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2. Whatarethemain strengthsandweaknessesofhim?
3. Whatdoyouthinkingeneralabouthiscompetence andwhatarehismain achievements?
4. Couldyoupleasetellmetherelationshipbetweenhimandhismanagers,inferioror colleagues?
5. Doyou know whyhe wants to changehis jobat this time?
Recruiters had better say thanks to the referees for spending time talking to them and ensure that
they will keep secret about the talks.
Sometimes, referees do not want to share negative information about candidates. If the recruiters
are professional and clever when talking, referees will agree to share with them the information
theyneed. Recruiters should talk to the most appropriatepeoplelike candidates'direct managers,
co-workers or inferior is the best way. The ones who know candidates at present are more
suitable than the ones who knew them 10 years ago. Normally the recruiters just need to find
information from 3 recent companies that candidates have worked. The recruiters mustremember
that candidates' past achievements are the best mirror reflecting their future achievements.

RELEVANCE TO THE PROJECT: This article helps us to understand that Reference checkin
recruitment process is a simple step that does not take so much time but can help to save money
and take some more information that is not mentioned in the candidates' applications or
interviews.

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ARTICLE: SETTINGUPAFORMALRECRUITMENTANDHIRING PROCESS

AUTHOR : JEROME BALADAD (WEB CONTENT WRITER AND EX-HR

PRACTITIONER)

SOURCE : http://EzineArticles.com/?expert=Jerome_Balada

OBJECTIVE : TOSTUDYTHEINFLUENCETOTHEDIRECTIONSONHOW
RECRUITMENT AND SELECTION IS DONE IN ANY ORGANISATION

SUMMARY:Some organizations called the process "recruitment and selection." But there is
consensus among credentialed HR Practitioners on how to best put in place the most effective
recruitment and hiring process to help accomplishing the goals of the organization. The author has
culled from his many years of experience doing HR recruitment and hiring work to suggest steps
that he believes would be helpful to those interested in having formal recruitment and hiring
process in place.
On the over-all, the following steps are followed when one would like to put in place a formal
recruitment and hiring process:
1) First, define and clarify the strategy of the organization related to Human Resource (HR)
management. This strategy has to come from the top-level leaders and managers of the
organization, following the size.
2) Dependingonthesizeoftheorganizationtherehastobesomeoneresponsibletotakechargefor
recruitment and hiring activities in the organization. He will also be empowered to make decisions
related recruitment and hiring. This person has to be a direct report of the CEO and the Chief HR
Executive in the meantime.
3) Assign who else will be involved in the recruitment and hiring process. This can be a standing
committee of leaders and managers or a separate group..

4) Comeupwith“organizationalchart,"thejobdescriptions,andthepayscaleanditsdifferent
grades.
5) The responsible person who is empowered to do recruitment and hiring will have to identifythe
vacancies, or the jobs that have not been filled up, or without incumbents.

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6) The Chief HR Executive will decide how the vacancies will be filled up. From the most critical
positions that have to be filled up to the less critical one. This can be done by using in-house
recruitment Or by posting an online or print advertisement. Or by hiring a professional recruiter.
7) The group referred to in number "3" will then be tasked to accept applications.. He / She will
havetoread,evaluateandstudyallapplicationsreceivedwithinacertain timeframe. It'ssuggested to
consider candidates who are most qualified and ready to do the job at once. From these
applications received, a tentative short list will be made. In case of in-house recruitment, atentative
short-list will have to be drawn up. This list will be made up of the applicants to be considered for
interview.
8) The recruiter will then have to start getting in touch with the tentative shortlisted candidates by
fixing a schedule for an initial interview with each one of the candidates, or a group interview.
9) Conduct the initial interview. During the interview date, the candidates will fill up application
form if you haveoneto "get to know each other"thefirst timewith thepurposeoffeelingout each other
if both parties can work together in the organization.

10) The recruiter will then have to decide who among the candidates are worth taking a more
serious look by using certain tools like Psychological testing
11) Comeup with adefiniteshort list forfinal interview.
12) If nobodyqualifies, or no one can be included in the shortlist, thenthe recruiter can repeat step
number "6," or study other recruitment options. Or announce for referrals of applicants from other
employees in the organization. Or put on hold the recruitment process, and continue at a more
appropriate time.
13) If there's a strong shortlist, the recruiter can proceed with the hiring process with approval and
finality by the. The CEO will make his / her decision depending on the recommendations of the
Chief HR executive and the members of the group referred to in number "3"
14) Make a job offer. Confirm if the candidate will accept the offer. If there's a negotiation on the
compensation package, then this has to be clarified and completed first. Have the hiree submit the
required legal documents to be able to start working with the organization. Agree on which date to
start with the job.

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15) Make sure the desk or place of work has been cleaned out and ready for the next employee a
dayortwobeforethestartofemployment.Prepareallthetools,officesuppliesthatwillbeusedby the new
hiree.
16) Announce the name and relevant job details of the new hired with the rest of the organization
to ensure that everyone has been told about changes that may be brought about by the joining of a
new hired.
17) Make sure you have someone to spend at least two hours with the newhired on the first dayof
on the job. Or even spend lunch time or break time with the new hired, as soon as possible. This
can be either the direct supervisor, or even one of the other employees of the organization. He /She
buddies up with the new hired to better explain about the culture of the organization.

RELEVANCE TO THE PROJECT : This article helps to understand the steps of formal
recruitment and hiring process that would be helpful in making a company‟s efficiency,
development and profit. It helps in assessing the employees for their integration & retention and
also influences the existing employees & the organization's performance.

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 ARTICLE: RECRUITMENT AS THE MOST IMPORTANT ASPECT OF HUMAN
RESOURCE MANAGEMENT

AUTHOR:JONES,DAVIDA.; SHULTZ,JONAS W.; CHAPMAN;DEREKS.(2006)

SOURCE: RECRUITING THROUGH JOB ADVERTISEMENT: THE EFFECT OF

COGNITIV ELABORATION ON DECISION MAKING INTERNATIONAL JOURNAL
OF SELECTION AND ASSESSMENT, VOLUME 14, NUMBER 2, pp . . . . 167-179(13)

OBJECTIVE:TOSTUDYTHERECRUITMENTANDSELECTIONPROCESSAS THE
MOST IMPORTANT ASPECT OF HUMAN RESOURCE MANAGEMENT

SUMMARY:Human Resource Management theories focus on methods of recruitment and

selection and highlight the advantages of interviews, general assessment and psychometric testing
as employee selection processes. The recruitment process could be internal or external or couldalso
be online and involves the stages of recruitment policies, advertising, job description, job
application process, interviews, assessment, decision making, legislation selection and training.
Successful recruitment methods include a thorough analysis of the job and the labor market
conditions and interviews as well as psychometric tests to determine the potentialities ofapplicants.
Various techniques of selection include various types of interviews, in tray exercise, role play,
group activity, etc.

Recruitment is almost central to any management process and failure in recruitment can create
difficultiesforanycompanyincludinganadverseeffectonitsprofitabilityandinappropriatelevels
ofstaffingorskills,labor shortages,orproblemsinmanagementdecision making. The recruitment
process could itselfbeimproved byfollowingmanagement theorieslike-Rodgers seven point plan,
Munro-Frasers five-fold grading system, psychological tests, personal interviews, etc.

Recruitment requires management decision making and extensive planning to employ the most
suitable manpower. The selectors aim is to recruit only the best candidates who would suit the
corporate culture, ethics and climate specific to the organization. Management would specifically
look for potential candidates capable of team work. The process of recruitment does not end with
application and selection of the right people but involves maintaining and retaining the employees
chosen.TheoriesofHRMmayprovideinsightsonthebestapproachestorecruitmentalthough

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companies will have to use their in house management skills to apply generic theories within
specific organizational contexts.

RELEVANCETOTHEPROJECT:ThisarticlehelpsustounderstandthatCompetitionamong
business organizations for recruiting the best potential has increased focus on innovation, and
management decision making and strategic planning. We can also understand that Human
Management resource approaches within any business organization are focused on meeting
corporate objectives and realization of strategic plans through training of personnel to ultimately
improve company performance and profits.

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 PartII

ORGANIZATIONAL

PROFILE

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 APIS INDIA
LIMITEDGroupofCompanies

APIS INDIA Limited Group of Companies was established in the year 1924 . APIS is one of the
growing FMCG Company in INDIA . A Leading Manufacture of Natural Honey ,Dates
,Jam,Pickle ,Green Tea and Preserves.

Apis india limited is the third Generation of Entrrepreneur with extensive hands on
knowledge of the trade . We hold an ISO-22000,certification for the documented procedure that
applies to Food Safety framed by international body.APIS INDIA is one of the leader in the field
of organized honey trade in india .with our world class in house facilities for testing lab ,we do
the processing and filteration for honey .we have stated-of-the-arts manufacturing facilities
spread over 7 acres in rorkee .with a capacity to process over 100 tonnes of honey per day .

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 Historical Development of Recruitment & Selection
In theearliest stages of an intervention, recruitment decisions often get madeon thebasis of who is
standing in the right place at the right time with the right look on his/her face. As the situation
matures, we have to think more carefully about picking the right people for longer-term roles
including middle and senior management. The integrity of the recruitment and selection process
helps to ensure sustainability by building a strong and balanced team, demonstrating the
Organization‟s neutrality, promoting its good name and serving as an example for partners. You
mayfind that one of the first roles you need to fulfill is a HR administrator to help achieve these
goals.
Herearethemajorstagesinthis cycle:

1. Definingthe Requirement
Decide what vacancy you have. If you need to fill a new role quicklyyou might find it helpfulto
adapt one of the models provided here:

Taskanalysis:Drawupadetailedlistoftasksthatthepersonwillhavetodo.Thishelpsin determining the

qualities and qualifications genuinely required for the job.

Jobdescription:produceanoutlineofthebroadresponsibilities(ratherthandetailedtasks) involved in
the job.

Person specification: decide what skills, experience, qualifications and attributes someone
willneed to do the job as defined in the task analysis and job description.

2. Attractingapplications
Yourfileofprevious applicantscanbe agoodplaceto start.

Advertising: phrase your announcement in a way that makes clear what the job involves and the
typeofpersonneeded.Avoidanystipulations,whichcouldbeseenasdiscriminatorye.g.

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applying an age restriction, which is not necessary. You can display a notice internally and/or at
your gate, in the local newspaper or with a message on the local radio station.

Application Form: a well-designed form can elicit information about the person's ability and
willingness to do the job. Do not ask for irrelevant information. Make it clear on the form that
applicants should consider the points in the job description and person description when
applying. Allow enough space on the form for applicants' answers, and indicate whether
continuation sheets can be used. State
clearly on the form the closing date for applications. For senior positions a supporting letter or
CV may also be required; if this is the case indicate the kind of information sought.

Background information: provide applicants with clear, up-to-date and accurate information
about the organization, its work, its priorities and the job. Clearly indicate the closing date for
applications and the short listing and interview dates.

3. Selection
Select your candidate. Be objective and unbiased. Choose the person who best fits your person
specification.

Short listing: assess applications on the basis of the person specification (standard forms can be
very helpful at this stage). Guard against bias and discrimination - ensure that you select for
interview those who match the specifications, regardless of age, sex, race etc, and that the
specifications are not themselves discriminatory.

Interviews: Interview your short-listed candidates. Remember that your job is not only to assess
the best candidate for the job, but also to create a great impression of your organization. The
amount and quality of the information that you establish will be largely due to the effectiveness
of your questions. Use open questions (e.g. tell me about...how you...why did you...talk me
through... are do) and probe from the general to the specific. Avoid any questions, which could
be considered discriminatory eg: asking only female candidates who looks after their young
children. If you think such a question is relevant - ask it of all candidates who have children.

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4. Candidate assessments: The interview will provide you with some information but check it out
before offering a job. Ways in which you could do this include:

฀฀Ask the candidate to show you examples of previous work, do a presentation, a case study,
sometestsorfullassessment.Testscanbedonebeforetheintervieworaftertheinterview.It depends on the
number of candidates being interviewed and the type of job.

฀฀Takingupreferences:Youmusthavethespecificpermissionoftheapplicanttodoso,
particularlyifyouwishtocontacttheircurrentemployer.Ifyouneedthemquickly,tryphoning.

5. Makinga JobOffer
Ifyouthinkyouhavefoundtherightcandidate,it‟stimetomakethejob-offer.Foryour successful
candidate:
฀฀Prepareandsendtheappropriatedocumentation

฀฀Makeuptheemployee'spersonnelfile;and

฀฀Arrangetheinductionplan.

6. Induction
Helpyournewrecruitto settleinquicklyandbecome productiveas soonaspossible.

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 ROADMAPOFFACTORANALYSIS

RECRUITMENT&SELECTION

RECRUITMENT SELECTION

RECRUITMENT FACTORS
SOURCES RESPONSIBLE
FORSELECTIO
RECRUITMENT UTILITYIN N
STRATEGY
HRM
TYPESOF CONDITIONS
INTERVIEWS FORMAKING
THE
SELECTION
COMPETENCY
PROCESS
BASED
SUCCESSFUL
RECRUITMENT

STEPSIN
RECRUITMENT SELECTION
PROCESS PROCESS

INDUCTION
RECRUITMENT
POLICY

CHALLENGES
OFHRINRECRU
ITMENT

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 OBJECTIVES
1. Tomakeastudyonthemostpreferablyusedrecruitmentsourceinthecompanies.
(internal/external) whether is it in case of junior, middle or senior level.
2. Tounderstandtherecruitmentstrategiesfollowedbythe companies.
3. Toidentifythe typesof interviewsconducted bythe companies.
4. To take into consideration the different types of competency based practices conductedby
the companies.
5. Tounderstandthe stepsof recruitmentprocedurefollowedbythecompanies.
6. Tostudythe importance ofthe factors thatinfluences the recruitment policy.
7. Toanalyzethechallenges the countered bytheHR of the companies.
8. Tomakeastudyonthe crucial factors responsible forthe selection process.
9. Toassessthe conditionsresponsibleformakingtheselectionproceduresuccessful.
10. Toknowthe steps ofthe selection process followed bythecompanies.
11. To knowwhetherinduction is carried on bythecompanies.
12. Toassessthe importanceof bothrecruitment&selectionin HRM.

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 Research Methodology
DefinitionofResearch

Research isan organized and systematicwayoffinding answers to questions.

SYSTEMATIC because there is a definite set of procedures and steps which you will follow.
There are certain things in the research process which are always done in order to get the most
accurate results.

ORGANIZED because there is a structure or method in going about the research. It is a planned
procedure, not a spontaneous one. It is focused and limited to a specific scope.

FINDINGANSWERS istheend ofall research. Whetherit is theanswer to ahypothesis or even a

simple question, research is successful when we find answers. Sometimes the answer is no, but it
is still an answer.

QUESTIONS are central to research. If there is no question, then the answer is of no use.
Research is focused on relevant, useful, and important questions. Without a question, research
has no focus, drive, or purpose.

THEOBJECTIVESOFRESEARCH

 To gain familiarity with a phenomenon or to achieve new insights into it – Exploratory

or Formulative Research.

 Toportrayaccuratelythecharacteristicsofaparticularindividual,situationoragroup
–Descriptive Research.

 Todeterminethefrequencywithwhichsomethingoccursorwithwhichitis associated with

something else – Diagnostic Research.

 Totestahypothesisofacausalrelationshipbetweenvariables–Hypothesis-Testing Research.

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 CHARACTERISTICSOFRESEARCH

 Researchisdirectedtowardsthesolutionofaproblem.

 Researchisbaseduponobservableexperienceorempiricalevidence.

 Researchdemandsaccurateobservationanddescription.

 Research involves gathering new data from primary sources or using existing data for
anew purpose.

 Researchactivitiesarecharacterizedbycarefullydesignedprocedures.

 Researchrequiresexpertisei.e.,skillnecessarytocarryoutinvestigation,searchthe related
literature and to understand and analyze the data gathered.

 Researchisobjectiveandlogical–applyingeverypossibletesttovalidatethedata collected and

conclusions reached.

 Researchinvolvesthequestforanswers tounsolved problems.

 Researchrequirescourage.

 Researchis characterizedbypatient andunhurriedactivity.

 Researchiscarefullyrecordedandreported.

RESEARCHDESIGN

Research design can bethought of as the structure ofresearch --it is the "glue"that holds
all of the elements in a research project together. The elements of a research design
include:

 Observations or Measures:These are symbolized by an 'O' in design notation. An

O can refer to a single measure (e.g., a measureof bodyweight), a single instrument with
multipleitems(e.g., a10-itemself-esteemscale), acomplex multi-partinstrument(e.g., a
survey), or a whole batteryof tests or measures given out on one occasion. If you need to

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 distinguishamongspecificmeasures, youcanuse subscriptswiththe O,asinO1,O2,and so on.

 Treatments or Programs:These are symbolized with an 'X' in design notations. The

X can refer to a simple intervention (e.g., a one-time surgical technique) or to a complex
hodgepodge program (e.g., an employment training program). Usually, a no- treatment
control or comparison group has no symbol forthe treatment (someresearchers use X+
and X- to indicate the treatment and control respectively). As with observations, you can
use subscripts to distinguish different programs or program variations.

 Groups:Each group in a design is given its own line in the design structure. if the
design notation has three lines, there are three groups in the design.

 Assignment to Group:Assignment to group is designated by a letter at

thebeginningof each line (i.e., group) that describes how the group was assigned. The
major types of assignment are:

 R=randomassignment

 N=nonequivalentgroups

 C= assignmentbycutoff

 Time:Timemovesfromlefttoright.Elementsthatarelistedontheleftoccurbefore elements that

are listed on the right.

StepsintheResearchDesign Process

The steps in the design process interact and often occur simultaneously. For example, the
design of a measurement instrument is influenced by the type of analysis that will be
conducted. However, the typeof analysis is also influenced bythe specific characteristics
of the measurement instrument.

Step 1: Define the Research Problem:Problem definition is the most critical part of the
researchprocess.Researchproblemdefinitioninvolvesspecifyingtheinformationneededby

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management. Unless the problem is properly defined, the information produced by the research
process is unlikelyto have anyvalue. Thebasis goal of problem clarification is to ensure that the
decision maker‟s initial description of the management decision is accurate and reflects the
appropriate area of concern for research. If the wrong management problem is translated into a
research problem, the probability of providing management with useful information is low.

Step 2: Estimate the Value of the Information: A decision maker normallyapproaches

a problem with some information. If the problem is, say, whether a new product should be
introduced, enough information will normally have been accumulated through past experience
with other decisions concerning the introduction of new products and from various other sources
to allow some preliminary judgments to be formed about the desirability of
introducingtheproduct in question. Therewill rarelybesufficient confidencein thesejudgments that
additional information relevant to the decision would not be accepted if it were available without
cost or delay. There might be enough confidence, however, that there would be an unwillingness
to pay very much or wait very long for the added information.

Step 3: Select the Data Collection Approach:There are three basic data collection
approaches in marketing research: (1)secondarydata, (2) surveydata, and (3)experimental data.
Secondarydata were collected for some purpose other than helping to solve the current problem,
whereas primary data are collected expressly to help solve the problem at hand.

Step 4: Select the Measurement Technique:There are four basic measurement

techniques used in marketing research: (1) questionnaires, (2) attitude scales, (3) observation,and
(4) depth interviews and projective techniques.

PrimaryMeasurementTechniques

I. Questionnaire–aformalizedinstrumentforaskinginformationdirectlyfroma respondent
concerning behavior, demographic characteristics, level of knowledge, and/or attitudes, beliefs,
and feelings.

II. Attitude Scales– a formalized instrument for eliciting self-reports of beliefs and feelings
concerning an object(s).

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A. Rating Scales– require the respondent to place the object being rated at some point along
a numerically valued continuum or in one of a numerically ordered series of categories.

B. Composite Scales– require the respondents to express a degree of belief concerning

various attributes of the object such that the attitude can be inferred from the pattern ofresponses.

C. Conjoint analysis– derive the value an individual assigns to various attributes of a

product.

I. Observation– the direct examination of behavior, the results of behavior, or physiological

changes.

II. Projective Techniques and Depth Interview– designed to gather information that
respondents are either unable or unwilling to provide in response to direct questioning.

A. Projective Techniques– allow respondents to project or express their own feelings as a

characteristic of someone or something else.

B. Depth Interviews– allow individuals to express themselves without any fear of

disapproval, dispute, or advice from the interviewer.

Step 5: Select the Sample:Most marketing studies involve a sample or subgroup of the total
population relevant to the problem, rather than a census of the entire group.

Step 6: Select the Model of Analysis:It is imperative that the researcher select the
analytic techniques prior to collecting the data. Once the analytic techniques are selected, the
researcher should generate fictional responses (dummy data) to the measurement instrument.

Step 7: Prepare the Research Proposal / Report:The research design process provides
the researcher with a blueprint, or guide, for conducting and controlling the research project.

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 Factor Analysis
Factor1:Recruitment sourcesused bythe Companies.

Every Company has its own criteria of enumerating recruitment sources which are in favour of
the employees and also supports the organization in the long run.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

75%oftherespondentsreflectedthattheyareinfavourofinternalrecruitmentwhile25%ofthe
respondents‟supportsexternalrecruitment.

Conclusion: As observed earlier 75% of the employees of APIS INDIA LIMITED are in
favour of the internal recruitment.

I wish to suggest that the lion share of the percentage of respondents who are agreeing to the
internal recruitment denotes that they are satisfied with the jobs internal recruitment provides
them the opportunity of career growth. Companies should take care of those individuals who are
supporting the external recruitment as external recruitment brings additional cost for the
organization.

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Factor2:Internalrecruitmentsourcesthatsupportjunior/entrylevel.

Every Company has its own criteria of enumerating internal recruitment sources which are in
favour of the employees and also supports the organization in the long run.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

Transfer is the most preferred source of internal recruitment, followed by inclusion of retired
employees, demotion & dependents of the deceased employee.

Conclusion: As observed earlier 51% of the employees of APIS INDIA LIMITED are in
favour of the internal recruitment source, i.e. transfer.

I wish to suggest that the lion share of the percentage of respondents who are agreeing to the
transfer denotes that they are satisfied with the jobs as it provides them the opportunity to be
placedinabetterprospectivearea.Companiescantakeintoconsiderationtheoptionofinclusion of the
deceased employee‟s dependents as it would enhance the companies‟ reputation.

-30-
Factor3:Internalrecruitmentsourcesthatsupportmiddle level.

Every Company has its own criteria of enumerating internal recruitment sources which are in
favour of the employees and also supports the organization in the long run.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

Promotion is the most preferred source of internal recruitment, followed bytransfer, inclusion of
retired employees & dependents of the deceased employee.

Conclusion: As observed earlier 35% of the employees of APIS INDIA LIMITED are in
favour of the internal recruitment source, i.e. promotion.

I wish to suggest that the lion share of the percentage of respondents who are agreeing to the
promotion denotes that theyaresatisfied with the jobs it provides them thereward &recognition
oftheirhardwork. Companiescantakeinto considerationtheoptionofinclusionofthedeceased
employee‟s dependents as it would enhance the companies‟ reputation.

-31-
Factor4:Internalrecruitmentsourcesthatsupportseniorlevel.

Every Company has its own criteria of enumerating internal recruitment sources which are in
favour of the employees and also supports the organization in the long run.

Observation:RespondentsfromtheCompanies Surveyedhasrespondedinthefollowingway:

Promotion is the most preferred source of internal recruitment, followed bytransfer, inclusion of
retired employees & dependents of the deceased employee.

Conclusion: As observed earlier 40% of the employees of APIS INDIA LIMITED are in
favour of the internal recruitment source, i.e. promotion.

I wish to suggest that the lion share of the percentage of respondents who are agreeing to the
promotion denotes that theyaresatisfied with the jobs it provides them thereward &recognition
oftheirhardwork. Companiescantakeinto considerationtheoptionofinclusionofthedeceased
employee‟s dependents as it would enhance the companies‟ reputation.

-32-
Factor5: Externalrecruitmentsources thatsupportjunior/entrylevel.

Every Company has its own criteria of enumerating external recruitment sources which are in
favour of the employees and also supports the organization in the long run.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

Employee referrals are the most preferred source of external recruitment, followed by
advertisements, unsolicited applicants, labour contractors & employment exchange.

Conclusion: As observed earlier 46% of the employees of APIS INDIA LIMITED are in
favour of the external recruitment source, i.e. employee referrals.

I wish to suggest that the lion share of the percentage of respondents who are agreeing to the
employee referrals denotes that the company has complete faith & believe on the employees.
Companies should also pay attention to unsolicited applicants.

-33-
Factor6: Externalrecruitmentsourcesthatsupportmiddle level.

Every Company has its own criteria of enumerating external recruitment sources which are in
favour of the employees and also supports the organization in the long run.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

Employee referrals are the most preferred source of external recruitment, followed by
advertisements, unsolicited applicants, labour contractors & employment exchange.

Conclusion: As observed earlier 50% of the employees of APIS INDIA LIMITED are are in
favour of the external recruitment source, i.e. employee referrals.

I wish to suggest that the lion share of the percentage of respondents who are agreeing to the
employee referrals denotes that the company has complete faith & believe on the employees.
Companies should also pay attention to unsolicited applicants.

-34-
Factor7: Externalrecruitment sourcesthatsupportsenior level.

Every Company has its own criteria of enumerating external recruitment sources which are in
favour of the employees and also supports the organization in the long run.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

Employee referrals are the most preferred source of external recruitment, followed by
advertisements, unsolicited applicants, labour contractors & employment exchange.

Conclusion: As observed earlier 52% of the employees of APIS INDIA LIMITED are are in
favour of the external recruitment source, i.e. employee referrals.

I wish to suggest that the lion share of the percentage of respondents who are agreeing to the
employee referrals denotes that the company has complete faith & believe on the employees.
Companies should also pay attention to unsolicited applicants.

-35-
Factor8:Recruitment procedurefollowed bytheCompanies.

EveryCompanyhasitsowncriteriaofenumeratingrecruitmentprocedurewhichdependsupon
thecompany‟scapacity&financialability.

Observation:Respondents from the Companies Surveyed has responded in the following way:

Themostpreferredrecruitmentprocedureiscentralization.Thereasonbehindsuchcauseis
company‟scapacity&financialability.

Conclusion:As observed earlier 60% of the employees of APIS INDIA LIMITED are
favour of the centralization as it keeps them under the contact of with the head quarters.

I wish to suggest that the companies should pay attention to follow the decentralized procedureas
it enable the company to expand itself & at the same time it releases the pressure on the top level
management.

-36-
Factor9:Roleof academicmarksinrecruitment procedure.

Every Company has its own criteria of enumerating the role of academic marks in therecruitment
procedure.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

85%oftherespondentshadgiventheirvoteto eithersomewhat/stronglyagreeor remainneutral.

Surprisingly 15% have not given their vote in favour of academic marks.

Conclusion: As observed earlier 85% of the employees of APIS INDIA LIMITED are are in
favour of the academic marks.

Iwishtosuggestthatthecompaniesshould payattentiontothoseindividualswhoareagainstthe favour

of use of academic marks & understand the reason why they are against the company‟s
recruitment strategy.

-37-
Factor10: Employmenttestto beconducted injunior level.

EveryCompanyhasitsowncriteriaofenumeratingemploymenttestwhichdependsuponthe
company‟sdecision&toacertaindegreecompany‟sfinancialstability.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

Themostpreferredemploymenttestisaptitudetest,followedby intelligencetest,graphology test,

polygraph test & achievement test.

Conclusion:As observed earlier 45% of the employees of APIS INDIA LIMITED are of the
aptitude test as it enables them to prove their suitability for the job.

I wish to suggest that the companies should also pay attention to the achievement test as it
willenable a fresher to showcase his achievement in the academic area.

-38-
Factor11: Employmenttestto beconducted inmiddlelevel.

EveryCompanyhasitsowncriteriaofenumeratingemploymenttestwhichdependsuponthe
company‟sdecision&toacertaindegreecompany‟sfinancialstability.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

The most preferred employment test is intelligence test, followed by aptitude test, graphology
test, polygraph test & achievement test.

Conclusion: As observed earlier 47% of the employees of APIS INDIA LIMITED are are in
favour of the intelligence test as it enables them to apply their experience & handle a critical
situation.

I wish to suggest that the companies should also pay attention to the achievement test as it will
enable an employee to showcase his achievement in the academic & corporate area.

-39-
Factor12: Employmenttesttobeconductedinseniorlevel.

EveryCompanyhasitsowncriteriaofenumeratingemploymenttestwhichdependsuponthe
company‟sdecision&toacertaindegreecompany‟sfinancialstability.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowing way:

The most preferred employment test is achievement test, followed by intelligence test, aptitude
test, polygraph test & graphology test.

Conclusion: As observed earlier 49% of the employees of APIS INDIA LIMITED are are in
favour of the achievement test as it enables them to showcase their achievement in the corporate
sector.

I wish to suggest that the companies should also pay attention to the intelligence test as it will
enable an employee to use the experience to handle a critical situation.

-40-
Factor13:Shouldreferencecheckbe anintegralpartofrecruitmentprocedure?

EveryCompanyhasitsowncriteriaofenumeratingtheroleofreferencecheckintherecruitment
procedure.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

96%oftherespondentshadgiventheirvoteto eithersomewhat/stronglyagreeor remainneutral. Only

4% have not given their vote in favour of academic marks.

Conclusion: As observed earlier 96% of the employees of APIS INDIA LIMITED are are in
favour of the academic marks.

Iwishtosuggestthatthecompaniesshould payattentiontothoseindividualswhoareagainstthe favour

of use of reference check & understand the reason why they are against the company‟s
recruitment strategy.

-41-
Factor14:Is e-recruitingasuitable wayofrecruiting?

EveryCompanyhas its own criteria of enumerating the usage of e-recruitment in the recruitment
procedure.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

Surprisingly 62% of the respondents remain neutral.16% has given their vote against such typeof
recruitment.

Conclusion: As observed earlier 62% of the employees of APIS INDIA LIMITED are are in a
neutral position.

Iwishtosuggestthatthecompaniesshould make thisformofrecruitment morepopular &aware to the

employees.16% against such recruitment should also be taken into consideration to know the
reason of not supporting the company‟s recruitment strategy.

-42-
Factor15:Performance ofe-recruitment.

Every Company has its own criteria of enumerating the measurement of the performance of e-
recruitment.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

Surprisingly 72% of the respondents have voted for average & 15% for bad.

Conclusion:As observed earlier 87% of the employees of APIS INDIA LIMITEDare had opted
for average & bad performance in e-recruitment.

Iwishtosuggestthatthecompaniesshould make thisformofrecruitment morepopular &aware to the

employees.80% supporting the below performance of such recruitment should also be taken into
consideration to know the reason of not supporting the company‟s recruitment strategy.

-43-
Factor16:Keydrivers of e-recruitment.

Every Company has its own criteria of enumerating the key drivers of e-recruitment in the
recruitment procedure.

Observation:Respondents from the Companies Surveyedhasrespondedinthefollowingway:

Improvement of the corporate image & profile is the most preferred key driver of e-recruitment,
followed by reduction of recruitment cost, employee better tool for recruitment team &
increasing the speed of time.

Conclusion: As observed earlier 46% of the employees of APIS INDIA LIMITED are are in
favour in the improvement of corporate image & profile.

I wish to suggest that the individuals supporting the corporate image & profile denotes their
loyalty & satisfaction towards their company & job respectively. Employees should also takes
into consideration the matter of reduction in recruitment cost which will also benefit the
companies at large.

-44-
Factor17:Importance giventothefactorswhile recruitingthejuniorlevel.

Every Company has its own criteria of enumerating the factors to be taken into consideration
while recruiting the junior level.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

Qualification is the most preferred factor to be taken into consideration while recruiting afresher,
followed by communication skills, leadership qualities & experience.

Conclusion: As observed earlier 48% of the employees of APIS INDIA LIMITED are are in
favour of the qualification factor to be taken into consideration while recruiting a fresher.

Iwishtosuggestthattheindividualssupportingthequalificationfactordenotestheyarefavoring a
fresher‟s academic achievements. Companies should also value the fresher‟s communication
skills equally with that of qualification factor as it is very much associated with qualification.

-45-
Factor18:Importance giventothefactorswhile recruitingthemiddlelevel.

Every Company has its own criteria of enumerating the factors to be taken into consideration
while recruiting the middle level employees.

Observation:RespondentsfromtheCompanies Surveyedhasrespondedinthefollowingway:

Qualification is the most preferred factor to be taken into consideration while recruitinga middle
level employee, followed by, experience, communication skills & leadership qualities.

Conclusion: As observed earlier 40% of the employees of APIS INDIA LIMITED are are in
favour of the qualification factor to be taken into consideration while recruiting a middle level
employee.

Iwishtosuggestthattheindividualssupportingthequalificationfactordenotesthey arefavoring
amiddlelevelemployee‟sacademicachievements.Companiesshouldalsovaluetheemployee‟s
experience higher than that of qualification factor as a middle level employee adds value to the
organization by means of experience not by academic achievements.

-46-
Factor19:Importance giventothefactorswhile recruitingtheseniorlevel.

Every Company has its own criteria of enumerating the factors to be taken into consideration
while recruiting the senior level employees.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

Experience is the most preferred factor to be taken into consideration while recruiting a senior
level employee, followed by, leadership qualities, and qualification & communication skills.

Conclusion: As observed earlier 52% of the employees of APIS INDIA LIMITEDare in favour
of the qualification factor to be taken into consideration while recruiting a senior level employee.

Iwish tosuggest thattheindividuals supporting the experience factor denotes the y are favoring a
senior level employee‟s corporate achievements. Companies should also value the employee‟s
communication skills higher than that of qualification factor as a senior level employee adds
value to the organization by communication skills not by academic achievements.

-47-
Factor20: Number ofinterviews tobeconducted to provideoffer letter.

Every Companyhasitsowncriteriaofenumeratingthenumberofinterviewstobetakeninto
consideration while recruiting employees.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway: The

most preferred number of interviews is two, followed by one, three & more than three.

Conclusion: As observed earlier 60% of the employees of APIS INDIA LIMITEDare in

favourofthenumberofinterviewstobetakenintoconsiderationwhilerecruitinganemployeeis two.

I wish to suggest that the individuals supporting the two numbers of interviews denote that they
want to face seldom number of interviews as possible. Companies should limit the numbers of
interviewstothreeinordertodecreasetherecruitment&atthesametimereducethepressureon the
selected employee/s.

-48-
Factor21: Typeofinterviewsto beconductedtoprovideoffer letter.

EveryCompanyhasitsowncriteriaofenumeratingthetypesofinterviewstobetakeninto consideration
while recruiting employees.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

The most preferred interview is one-to-one interview, followed by telephonic interview,

groupinterview, panel interview & stress interview.

Conclusion:Asobservedearlier65%oftheemployeesof APIS INDIA LIMITED arein

favourofthe„one-to-oneinterview‟tobetakenintoconsiderationwhilerecruitinganemployee.

I wish to suggest that the individual supporting the „one-to-one‟ interview indicates that they
want to face seldom pressure as possible. Companies should pay attention to the stress interview
where an individual‟s stress facing can be exposed.

-49-
Factor22:Typeof competencybased practices.

Every Company has its own criteria of enumerating the types of competency based practices to
be carried on.

Observation:RespondentsfromtheCompanies Surveyedhasrespondedinthefollowingway:

The most preferred competency based practices is role play, followed by reference checking
guides, notices of job requirements, template interview & portfolio reviews.

Conclusion: As observed earlier 48% of the employees of APIS INDIA LIMITED are in
favour of the role play to be practiced in organizations.

I wish to suggest that the individual supporting the role play indicates that they want to keep
themselves ready for any role they have to face, if needed. Companies should also practice the
notices of job requirements so that individuals can be kept informed by the organization-a two
way communication.

-50-
Factor23:Reasonsforvacancyidentification.

EveryCompanyhas its own criteria of enumeratingthe reasons of vacancy identification.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

The most preferred reason for vacancy identification is the duties to be performed, followed by
posts to be filled, number of persons required & qualification required.

Conclusion: As observed earlier 75% of the employees of APIS INDIA LIMITEDare in favour
of the duties to be performed.

I wish to suggest that the individual supporting the duties to be performed indicates that they are
laying more stress on the duty from where they can derive job satisfaction. Companies should
look at the qualification required as it would reduce the number of unwanted applicants to apply
for the vacancy.

-51-
Factor24:Factorsaffectingrecruitmentpolicy.

EveryCompanyhas itsowncriteria ofenumeratingthefactorsaffectingthe recruitment policy.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

The most preferred factor affecting the recruitment policy organizational need followed by
organizational goals, recruitment costs, preferred recruitment source & personnel policies.

Conclusion: As observed earlier 55% of the employees of APIS INDIA LIMITEDare in favour
of the organizational need.

I wish to suggest that the individuals supporting the organizational needs indicates that the
working environment is good as they are keeping their individual needs behind organizational
need. Companies should also pay attention to recruitment source as adoption of internal
recruitment will cost less than the external recruitment.

-52-
Factor25:Majorchallengesfaced byHR in recruitment.

EveryCompanyhas its owncriteria of enumeratingthechallengesfaced byHR in recruitment.

Observation:RespondentsfromtheCompaniesSurveyedhas respondedinthefollowingway:

The most preferred challenge faced by a HR in recruitment is adaptability to globalization,

followed by process analysis, lack of motivation & strategic prioritization.

Conclusion: As observed earlier 55% of the employees of APIS INDIA LIMITEDare in favour
of the adaptability to globalization.

I wish to suggest that the individuals supporting the adaptability to globalization denote their
inability to come in terms with changing global environment. So the companies should train
those individuals & make them habituated with the changing environment.

-53-
Factor26: Factorsaffectingselectionprocess(juniorlevel).

Every Company has its own criteria of enumerating the factors affecting the selection process
(junior level).

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

The most preferred factor affecting the selection process (junior level) is the industry type,
followed by salary budget, willing to relocate, domain experience & relevant experience.

Conclusion: As observed earlier 42% of the employees of APIS INDIA LIMITEDare in favour
of the industry type.

I wish to suggest that the individuals supporting the industry type indicates that Organizationsare
unwilling to take individuals from different industry. Employees should also rate the salary
factor equivalent to the industry type.

-54-
Factor27: Factorsaffectingselectionprocess(middlelevel).

Every Company has its own criteria of enumerating the factors affecting the selection process
(middle level).

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

Themostpreferredfactoraffectingtheselectionprocess(middlelevel)isthedomainexperience,
followed by relevant experience, salary budget, industry type & willing to relocate.

Conclusion: As observed earlier 39% of the employees of APIS INDIA LIMITEDare in favour
of the domain experience.

I wish to suggest that the individuals supporting the domain experience indicates that
Organizations are unwilling to take individuals from different domain. Employees should also
rate the salary factor equivalent to the domain experience.

-55-
Factor28: Factorsaffectingselectionprocess(senior level).

Every Company has its own criteria of enumerating the factors affecting the selection process
(senior level).

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

Themost preferred factoraffectingtheselectionprocess (seniorlevel) istherelevant experience,

followed by industry type, domain experience, willing to relocate & salary budget.

Conclusion: As observed earlier 49% of the employees of APIS INDIA LIMITEDare in favour
of the relevant experience.

I wish to suggest that the individuals supporting the relevant experience indicate that
Organizations are unwilling to take individuals from different domain. Employees should also
rate the salary factor equivalent to the relevant experience.

-56-
Factor29: Essentialstomaketheselectionprocedure successful.

EveryCompanyhas its own criteria ofenumeratingtheessentials of theselection procedure.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

60% of the respondents have voted for strongly/somewhat agree but 20% have gone for neutral.
Surprisingly 10% of the respondents are against it.

Conclusion: As observed earlier 60% of the employees of APIS INDIA LIMITEDare in favour
of the essentials (having the authority to select, job description & job specification, availability
of sufficient number of applicants) of the selection procedure.

I wish to suggest that the individuals supporting the essentials indicate that they are very much
satisfied with the organization. According to me, if the duties to be performed are also included
the 10% of rejection would decrease.

-57-
Factor30:Should inductionprocedurebecarriedon?

EveryCompanyhas its own criteria of enumeratingthe induction procedure.

Observation:RespondentsfromtheCompanies Surveyedhasrespondedinthefollowingway:

95% of the respondents have voted for the induction procedure & surprisingly 5% are against
such procedure which is verymuch useful for a new comer. One thing is to be mentioned here is
that 5% includes mainly the top level employees.

Conclusion: As observed earlier 95% of the employees of APIS INDIA LIMITEDare in favour
of the induction procedure.

I wish to suggest that the individuals supporting the induction denote that it helps them to get
accustomed with the working environment, subordinates & the immediate supervisor. As
mentioned that top level employees (5%) are against it as the company has to bear a certain
degree of cost.

-58-
Factor31:Formofinduction procedure.

EveryCompanyhas its own criteria of enumeratingthe form ofinductionprocedure.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

90% of the respondents have voted for the informal induction procedure & surprisingly 10% are
against such procedure which is very much helpful for a new comer. One thing is to be
mentioned here is that 10% includes mainly the top level employees.

Conclusion: As observed earlier 90% of the employees of APIS INDIA LIMITEDare in favour
of the informal induction procedure.

I wish to suggest that the individuals supporting the informal induction denote that it helps them
to get accustomed with the working environment, subordinates & the immediate supervisor
quickly in comparison to formal induction. As mentioned that top level employees (10%) are
against it as they believes that being formal enables an employee to get accustomed with formal
corporate culture quickly.

-59-
Factor32:Major featureof theapproach toselection interviewing.

Every Company has its own criteria of enumerating the major feature of the approach toselection
interviewing.

Observation:RespondentsfromtheCompaniesSurveyedhasrespondedinthefollowingway:

The most preferred feature of the approach is objective-reliable-methodological, followed byuse

of panels to share information & reduce bias, focusing attention to competencies most critical to
success & all of them

Conclusion: As observed earlier 55% of the employees of APIS INDIA LIMITEDare in favour
of being objective, reliable & methodological.

Iwishtosuggestthattheindividualssupportingtheobjective,reliable&methodologicalindicate that
they want to face as much as objective questions as possible in comparison to elaborateones.

-60-
 OBSERVATIONS/FINDINGS
I) 75%ofthe employeesof APIS INDIA LIMITEDareinfavouroftheinternal recruitment.

II) 51% of the employees of APIS INDIA LIMITEDare in favour of the internal recruitment
source, i.e. transfer (junior level).

III) 35%oftheemployeesofAPIS INDIA LIMITEDareinfavouroftheinternalrecruitment source,

i.e. promotion (middle level).

IV) 40%oftheemployeesofAPIS INDIA LIMITEDareinfavouroftheinternal recruitment source,

i.e. promotion (senior level).

V) 46%oftheemployeesof APIS INDIA LIMITED areinfavouroftheexternalrecruitment source,

i.e. employee referrals (junior level).

VI) 50%oftheemployeesofAPIS INDIA LIMITEDareinfavouroftheexternal recruitment source,

i.e. employee referrals (middle level).

VII) 52%oftheemployeesofAPIS INDIA LIMITEDareinfavouroftheexternal recruitment

source, i.e. employee referrals (senior level).

VIII) 60% of the employees of APIS INDIA LIMITEDare in favour of the centralization asit
keeps them under the contact of with the head quarters.

IX) 85%oftherespondentshadgiventheirvotetoeithersomewhat/stronglyagreeorremain neutral.

Surprisingly 15% have not given their vote in favour of academic marks.

X) 45% of the employees ofAPIS INDIA LIMITED are in favour ofthe aptitude test as
itenables them to prove their suitability for the job (junior level).

XI) 47% of the employees of APIS INDIA LIMITEDare in favour of the intelligence test as it
enables them to apply their experience & handle a critical situation (middle level).

XII) 49% of the employees of APIS INDIA LIMITEDare in favour of the achievement test as it
enables them to showcase their achievement in the corporate sector (senior level).

-61-
XIII) 96% of the respondents had given their vote to either somewhat/strongly agree or
remainneutral. Only 4% have not given their vote in favour of academic marks.

XIV) 62% of the employees of APIS INDIA LIMITEDare in a neutral position in case of e-
recruitment.

XV) 87%oftheemployeesofLuxmiGroup&Zedpointhadoptedforaverage&badperformance in e-
recruitment.

XVI) 46% of the employees of APIS INDIA LIMITEDare in favour in the improvement of
corporate image & profile.

XVII) 48%oftheemployeesofAPIS INDIA LIMITEDareinfavourofthequalification factor to be

taken into consideration while recruiting a fresher.

XVIII) 40% of the employees of APIS INDIA LIMITED are in favour of the
qualificationfactor to be taken into consideration while recruiting a middle level employee.

XIX) 52%oftheemployeesofAPIS INDIA LIMITED areinfavourofthequalification factor to be

taken into consideration while recruiting a senior level employee.

XX) 60%oftheemployeesofAPIS INDIA LIMITEDareinfavourofthenumberof interviews to be

taken into consideration while recruiting an employee is two.

XXI) 65%oftheemployeesofAPIS INDIA LIMITEDareinfavourofthe„one-to-one interview‟ to

be taken into consideration while recruiting an employee.

XXII) 48% of the employees of APIS INDIA LIMITEDare in favour of the role play to
bepracticed in organizations.

XXIII) 75%oftheemployeesofAPIS INDIA LIMITEDareinfavourofthedutiestobe performed.

XXIV) 55% of the employees of APIS INDIA LIMITEDare in favour of the organizational
need.

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XXV) 55% of the employees of APIS INDIA LIMITEDare in favour of the adaptability to
globalization.

XXVI) 42%of theemployeesofAPIS INDIA LIMITEDarein favour ofthe industrytype.

XXVII) 39% of the employees of APIS INDIA LIMITEDare in favour of the domain
experience.

XXVIII) 49% of the employees of APIS INDIA LIMITEDare in favour of the relevant
experience.

XXIX) 60% of the employees of APIS INDIA LIMITEDare in favour of the essentials (having
the authority to select, job description & job specification, availability of sufficient number of
applicants) of the selection procedure.

XXX) 95% of the employees of APIS INDIA LIMITEDare in favour of the induction
procedure.

XXXI) 90% of the employees of APIS INDIA LIMITEDare in favour of the informal
induction procedure.

XXXII) 55% of the employees of APIS INDIA LIMITEDare in favour of being objective,
reliable & methodological.

-63-
SUGGESTIONS&RECOMMENDATIONS
1) I wish to suggest that the lion share of the percentage of respondents who are agreeing to the
internalrecruitmentdenotesthattheyaresatisfiedwiththeirjobsasinternalrecruitmentprovides them
the opportunity of career growth. Companies should take care of those individuals who are
supporting the external recruitment as external recruitment brings additional cost for the
organization.

2) I wish to suggest that the lion share of the percentage of respondents who are agreeing to the
transfer denotes that they are satisfied with the job as it provides them the opportunity to be
placedinabetterprospectivearea.Companiescantakeintoconsiderationtheoptionofinclusion of the
deceased employee‟s dependents as it would enhance the companies‟ reputation.

3) I wish to suggest that the lion share of the percentage of respondents who are agreeing to the
promotion denotes that they are satisfied with the job as it provides them the reward &
recognition of their hard work. Companies can take into consideration the option of inclusion of
the deceased employee‟s dependents as it would enhance the companies‟ reputation.

4) I wish to suggest that the lion share of the percentage of respondents who are agreeing to the
promotion denotes that they are satisfied with the job as it provides them the reward &
recognition of their hard work. Companies can take into consideration the option of inclusion of
the deceased employee‟s dependents as it would enhance the companies‟ reputation.

5) I wish to suggest that the lion share of the percentage of respondents who are agreeing to the
employee referrals denotes that the company has complete faith & believe on the employees.
Companies should also pay attention to unsolicited applicants.

6) I wish to suggest that the lion share of the percentage of respondents who are agreeing to the
employee referrals denotes that the company has complete faith & believe on the employees.
Companies should also pay attention to unsolicited applicants.

7) I wish to suggest that the lion share of the percentage of respondents who are agreeing to the
employee referrals denotes that the company has complete faith & believe on the employees.
Companies should also pay attention to unsolicited applicants.

-64-
8) I wish to suggest that the companies should pay attention to follow the decentralized
procedure as it enable the company to expand itself & at the same time it releases the pressureon
the top level management.

9) I wish to suggest that the companies should pay attention to those individuals who are against
the favour of use of academic marks & understand the reason why they are against the
company‟s recruitment strategy.

10) I wish to suggest that the companies should also pay attention to the achievement test as it
will enable a fresher to showcase his achievement in the academic area.

11) I wish to suggest that the companies should also pay attention to the achievement test as it
will enable an employee to showcase his achievement in the academic & corporate area.

12) I wish to suggest that the companies should also pay attention to the intelligence test as itwill
enable an employee to use the experience to handle a critical situation.

13) I wish to suggest that the companies should pay attention to those individuals who are
against the favour of use of reference check & understand the reason why they are against the
company‟s recruitment strategy.

14) I wish to suggest that the companies should make this form of recruitment more popular &
aware to the employees.16% against such recruitment should also be taken into consideration to
know the reason of not supporting the company‟s recruitment strategy.

15) I wish to suggest that the companies should make this form of recruitment more popular &
aware to the employees.80% supporting the below performance of such recruitment should also
be taken into consideration to know the reason of not supporting the company‟s recruitment
strategy.

16) I wish to suggest that the individuals supporting the corporate image & profile denotes their
loyalty & satisfaction towards their company & job respectively. Employees should also takes
into consideration the matter of reduction in recruitment cost which will also benefit the
companies at large.

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17) I wish to suggest that the individuals supporting the qualification factor denotes they are
favoring a fresher‟s academic achievements. Companies should also value the fresher‟s
communication skills equally with that of qualification factor as it is very much associated with
qualification.

18) I wish to suggest that the individuals supporting the qualification factor denotes they are
favoring a middle level employee‟s academic achievements. Companies should also value the
employee‟s experience higher than that of qualification factor as a middle level employee adds
value to the organization by means of experience not by academic achievements.

19) I wish to suggest that the individuals supporting the experience factor denotes they are
favoring a senior level employee‟s corporate achievements. Companies should also value the
employee‟s communication skills higher than that of qualification factor as a senior level
employeeaddsvaluetotheorganizationbycommunication skillsnot byacademicachievements.

20) I wish to suggest that the individuals supporting the two numbers of interviews denote that
theywant to face seldom number of interviews as possible. Companies should limit the numbers
of interviews to three inorder to decrease the recruitment &at the same time reduce the pressure
on the selected employee/s.

21) Iwishto suggest that theindividualsupportingthe„one-to-one‟interviewindicatesthatthey want

to face seldom pressure as possible. Companies should pay attention to the stress interview
where an individual‟s stress facing can be exposed.

22) I wish to suggest that the individual supporting the role play indicates that they want to keep
themselves ready for any role they have to face, if needed. Companies should also practice the
notices of job requirements so that individuals can be kept informed by the organization-a two
way communication.

23) Iwish to suggest that the individual supporting the duties to be performed indicates that they
arelayingmorestresson thedutyfromwheretheycanderivejobsatisfaction.Companiesshould look at
the qualification required as it would reduce the number of unwanted applicants to apply for the
vacancy.

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24) I wish to suggest that the individuals supporting the organizational needs indicates that the
working environment is good as they are keeping their individual needs behind organizational
need. Companies should also pay attention to recruitment source as adoption of internal
recruitment will cost less than the external recruitment.

25) Iwish to suggest that the individuals supportingthe adaptabilityto globalization denote their
inability to come in terms with changing global environment. So the companies should train
those individuals & make them habituated with the changing environment.

26) I wish to suggest that the individuals supporting the industry type indicates that
Organizations are unwilling to take individuals from different industry. Employees should also
rate the salary factor equivalent to the industry type.

27) I wish to suggest that the individuals supporting the domain experience indicates that
Organizations are unwilling to take individuals from different domain. Employees should also
rate the salary factor equivalent to the domain experience.

28) I wish to suggest that the individuals supporting the relevant experience indicate that
Organizations are unwilling to take individuals from different domain. Employees should also
rate the salary factor equivalent to the relevant experience.

29) I wish to suggest that the individuals supporting the essentials indicate that they are very
much satisfied with the organization. According to me, if the duties to be performed are also
included the 10% of rejection would decrease.

30) Iwishtosuggestthat theindividualssupportingtheinductiondenotethatithelpsthemtoget

accustomed with the working environment, subordinates & the immediate supervisor. As
mentioned that top level employees (5%) are against it as the company has to bear a certain
degree of cost.

31) I wish to suggest that the individuals supporting the informal induction denote that it helps
them to get accustomed with the workingenvironment, subordinates &the immediate supervisor
quickly in comparison to formal induction. As mentioned that top level employees (10%) are
against it as they are of the belief that being formal enables an employee to get accustomed with
formal corporate culture quickly.

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32) I wish to suggest that the individuals supporting the objective, reliable & methodological
indicate that they want to face as much as objective questions as possible in comparison to
elaborate ones.

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 LIMITATIONS
1) Sample constraint.

2) Timeconstraint.

3) Respondentsdidnottakethequestionnairemethod seriously.

4) Respondentswereverymuchreluctantin answerthe question.

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 BIBLIOGRAPHY
1) http://EzineArticles.com/?expert=NgoVinet

2) http://EzineArticles.com/?expert=Jerome_Baladad

3) RECRUITINGTHROUGHJOBADVERTISEMENT:THEEFFECTOF COGNITIV
ELABORATION ON DECISION MAKING INTERNATIONAL JOURNAL OF SELECTION
AND ASSESSMENT, VOLUME 14, NUMBER 2, pp . . . . 167-179(13)

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 Conclusion

As I have come to the end of my study I have had the following experienceswhile conducting
this study.

 It was a very enlightening experience for me as I got to learn many new things through
this study.
 Various visits to the companies (Luxmi group & Zedpoint) and ample interaction withthe
people has broaden my horizon and taught me as to how are the HR policies in such big
organizations made.

Iwill thus always keep in mind thebasicpoints necessaryin ourday-to-daylife and thankall the
people who have helped me in the completion of my project.

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 APPENDIX
Questionnaireonrecruitment&selectionNameo

ftheRespondent:
Age:
Department:
Designation:
Tenureinservice:
1) Duringthetimeofrecruitment,amongthegivenbelowsources,whichoneismostpreferable for your
company?
a) Internalsource b)Externalsource.

2) Kindlymentionthepreferableinternal&externalsourcesusedbyyourcompanyforentry/ junior
level recruitment? [Rank them accordingly as per your preference]

Internalsource Rank1 Rank2 Rank3 Rank4

Transfer
Demotion
Retiredemployees
Dependents&
relativesofdeceased
employees.

External source Rank1 Rank2 Rank3 Rank4 Rank5

Advertisements
Employeereferrals
Employment
exchange
Labour contractors
Unsolicited
applicants

3) Kindlymentionthepreferableinternal&externalsourcesusedbyyourcompanyformiddle level
recruitment? [Rank them accordingly as per your preference]

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Internalsource Rank1 Rank2 Rank3 Rank4
Transfer
Promotion
Retiredemployees
Dependents&relatives
ofdeceasedemployees.

External source Rank1 Rank2 Rank3 Rank4 Rank5

Advertisements
Employeereferrals
Employmentexchange
Labour contractors
Unsolicited applicants

4) Kindlymentionthepreferableinternal&externalsourcesusedbyyourcompanyformiddle level
recruitment? [Rank them accordingly as per your preference]

Internalsource Rank1 Rank2 Rank3 Rank4

Transfer
Promotion
Retiredemployees
Dependents&relatives
ofdeceasedemployees.

External source Rank1 Rank2 Rank3 Rank4 Rank5

Advertisements
Employeereferrals
Employment
exchange
Labour contractors
Unsolicited
applicants

5) Whichofthefollowingrecruitmentprocedureisfollowedbyyourcompany?
a) Centralizedrecruitment b)Decentralizedrecruitment

6) Doyouthink thatacademicmarks playavitalrolein therecruitment procedure?

a) Strongly agree b)Somewhatagree c)Neutral d)Stronglydisagree
e)Somewhat disagree.

7) Whatkindofemployeetestsisconducted injuniorlevel recruitment?

a) Intelligencetest b)Aptitudetest c)Graphologytest d)Polygraphtest
e)Achievement test.

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8) Whatkindofemployeetestisconductedinmiddlelevel recruitment?
a) Intelligencetest b)Aptitudetest c)Graphologytest d)Polygraphtest
e)Achievement test.

9) Whatkindofemployeetest isconducted inhigherlevel recruitment?

a) Intelligencetest b)Aptitudetest c)Graphologytest d)Polygraphtest
e)Achievement test.

10) Do youconsiderthe referencecheckas anintegralpartof recruitment?

a) Strongly agree b)Somewhatagree c)Neutral d)
Stronglydisagree e)Somewhat disagree.

11) Doyou accepte-recruitingasasuitablewayof recruiting?

a) Strongly agree b)Somewhatagree c)Neutral d)Stronglydisagree
e)Somewhat disagree.

12) Whichofthefollowingisconsideredtobethekeydriversfore-recruitmentinyour
company?
a) Reduce recruitment cost b) Increasing the speed of time c)Employeebetter
tool for recruitment team d) Improving corporate image & profile.

13) Howistheperformanceofonlinerecruitmentoverresponseof candidates?

a) Good b)Verygood c)Average d)Bad.

14) Rankthe followingaccordingto importance given whilerecruiting juniorlevelemployees?

1 2 3 4 5
 Qualification
 Experience
 Communication skills
 Leadership qualities

15) Rankthefollowingaccordingtoimportancegivenwhilerecruitingmiddlelevel
employees?

1 2 3 4 5
 Qualification
 Experience
 Communication skills
 Leadership qualities

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16) Rankthefollowingaccordingtoimportancegivenwhilerecruitinghigherlevelemployees?

1 2 3 4 5
 Qualification
 Experience
 Communication skills
 Leadership qualities

17) Howmanyrounds ofinterviews areconductedbeforeacandidateis offered offer letter?

a) One b)Two c)Three d)Morethan three.

18) Whatarethetypesofinterviewsconductedinyour company?

a) Panel interview b) Stress interview c) Group interview d)
One-on-one interview e) Telephoneinterview.

19) Whichtypesof competencybasedpracticesarecarriedoninyourorganization?

a) Portfolioreviews b)Notices ofjob requirements c)Template interview
d) Referencecheckingguides e)Role play.

20) Duringthe timeof vacancyidentification, which of thereasons aretaken into consideration?

a) Posts to be filled b) No. of persons c) Duties to be performed d)
Qualifications required.

21) Givenbelowarethe stepsofrecruitmentprocedure. Rankthemas pertheir occurrence.

1 2 3 4 5 6 7
Short listing
Conductinginterview
&decision making
Managingresponse
Arrangeinterviews
Advertisethe vacancy
IdentifyVacancy
Preparejobdescription

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22) Asperyourcompany,whatarethefactorsthataffecttherecruitmentpolicy?[Rankthemas per their
importance]

1 2 3 4 5
Organizational
goals
Personnelpolicies
Preferred
recruitment
source
Needofthe
organization
Recruitmentcosts
& final
implications

23) Whatarethe majorchallenges facedbytheHR in recruitment?

Rank1 Rank2 Rank3 Rank4 Rank5

Adaptability to
globalization
Lackofmotivation
ProcessAnalysis
StrategicPrioritization

24) Whatarethe crucialfactorsofselectionprocessincaseofjunior level?

Rank1 Rank2 Rank3 Rank4 Rank5

Relevantexperience

Industrytype

Domainexperience

Willingtorelocate

Salarybudget

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25) Whatarethe crucialfactorsofselectionprocessincaseofmiddlelevel?

Rank1 Rank2 Rank3 Rank4 Rank5

Relevantexperience

Industrytype

Domainexperience

Willingtorelocate

Salarybudget

26) Whatarethe crucial factorsofselectionprocessincaseofhigherlevel?

Rank1 Rank2 Rank3 Rank4 Rank5

Relevantexperience

Industrytype

Domainexperience

Willingtorelocate

Salarybudget

27) Doyouthinkthat„onehavingtheauthoritytoselect,comprehensivejobspecification&job
description, availability of sufficient number of applicants‟ are the essentials to make the
selection procedure successful?
a) Stronglyagree b)Somewhatagree c)Neutral d)Stronglydisagree
e) Somewhatdisagree.

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28) Belowgivenaresomeofthestepsinvolvedinselectionprocess.Rankthemasper
occurrence.

1 2 3 4 5 6 7
Job analysis
Tests
Writtenexam
Recruitment
Final interview
Application
blank
Group
discussion

29) Doesyour companyfollowtheinduction procedure?

a) Yes b)No.

30) Iftheansweroftheabovegivenquestionisyes,thenwhattypeofinductionprocedureis that?

a) Structured&formal. b)Informal.

31) What,accordingtoyou,arethemajorfeatures oftheapproachtoselectioninterviewing?

a) Focusingattentiontocompetenciesmostcriticaltosuccess.
b) Useofinterviewers (panel)toshareinformation,reducejudgment bias.
c) Objective,reliable&logical methodological.
d) All of theabove.

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