INTRODUCTION

CONCEPT OF RECRUITMENT AND SELECTION

Recruitment is a process of recruiting potential people at the right time at the right Place.
OR

Recruitment means discovering potential applicants for actual anticipated vacancies

.
Meaning of Recruitment

According to Edwin Flippo

, “Recruitment is the process of searching the candidates foremployment and stimulating them to
apply for jobs in the organization”
Recruitment is activity that links the employers and the job seekers. A few definitions of
recruitment are: A process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their applications are submitted. The
result is a pool of applications from which new employees are selected .It is the process to
discover sources of manpower to meet the requirement of staffing scheduleand to employ
effective measures for attracting that manpower in adequate numbers to facilitate effective
selection of an efficient working force. Prospective employees for the organization so that the
management can select the right candidatefor the right job from this pool. The main objective of
the recruitment process is to expedite the selection process. Recruitment is a continuous process
whereby the firm attempts to develop a pool of qualified applicants for the future human resources
needs even though specific vacancies do not existusually, the recruitment process starts when a
manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

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Identifying the vacancy

The recruitment process begins with the human resource department receiving man
powerrequisitions for recruitment from any department of the company.
These contain:
• Posts to be filled (type of recruitment-permanent, temporary, retainer ship basis, contract basis).
• Number of persons
•Experience required in number of years minimum and maximum.
• Qualifications required
Preparing the job description and person specification.
Locating and developing the sources of required number and type of employees (Advertising
inNews Paper, internal data bank, campus, local employment exchange or Internet etc.).
Short-listing and identifying the prospective employee with required characteristics.
•Arranging the interviews with the selected candidates.
Conducting the interview and decision making.

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Chart for Recruitment process

1. Man power planning

2. Recruitment Planning
3. Pre Interview process
4. Organizing call letters
5. Fixing of interview panel
6. Organizing interview
7. Post interview process

The recruitment process is immediately followed by the selection process i.e. the final interviews
and the decision making, conveying the decision and the appointment formalities.

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Sources Of Recruitment

Every organization has the option of choosing the candidates for its recruitment processes from
two kinds of sources: internal and external sources. The sources within the organization itself (like
transfer of employees from one department to other, promotions) to fill a position are known as
the internal sources of recruitment. Recruitment candidates from all the other sources (like
outsourcing agencies etc.) are known as the external sources of recruitment.

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Internal Sources of Recruitment

1. Transfers

The employees are transferred from one department to another according to their efficiency and
experience.

2. Promotion

The employees are promoted from one department to another with more benefits and greater
responsibility based on efficiency and experience.

3. Upgrading and Demotion of present employees according to their performance.

.
4. Retired and Retrenched

Employees may also be recruited once again in case of shortage of qualified personnel or increase
in load of work. Recruitment such people save time and costs of the organizations as the people
are already aware of the organizational culture and the policies and procedures.

5. Deceased employees and Disabled employees

The dependents and relatives ofare also doneby many companies so that the members of the
family do not become dependent on the mercy of others.

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External Sources of Recruitment:

1. Press Advertisement

Advertisements of the vacancy in newspapers and journals are a widely used source
ofrecruitment. The main advantage of this method is that it has a wide reach.

2. Educational institutes

Various management institutes, engineering colleges, medical Colleges etc. are a good source
ofrecruiting well qualified executives, engineers, medical staff etc. They provide facilities
forcampus interviews and placements. This source is known campus recruitment.

3. Placement agencies

Several private consultancy firms perform recruitment functions on behalf of client companiesby
charging a fee. These agencies are particularly suitable for recruitment of executives
andspecialists. It is also known as RPO (Recruitment Process Outsourcing).
.
4. Employment exchange

Government establishes public employment exchanges throughout the country. These

exchangesprovide job information to job seekers and help employers in identifying suitable
candidates.

5. Labour contractor

Manual workers can be recruited through contractors who maintain close contacts with thesources
of such workers. This source is used to recruit labor for construction jobs.

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6. Unsolicited applicants

Many job seekers visit the office of well-known companies on their own. Such callers
areconsidered nuisance to the daily work routine of the enterprise. But can help in creating the
talentpool or the database of the probable candidates for the organization.

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Selection Process

Selection: - Selection is the process of differentiating between applicants in order to identify

those with a greater likelihood of success in a job.

a. C V SOURCING
b. INTERVIWE PANNEL
c. INTERVIEW DATE
d. OFFER LETTER
e. PRE INTERVIEW
f. FILLING OF BIO-DATA
g. FORM
h. CALL LETTERS
i. INTERVIEW WITH HEAD
j. DESIGNATION SALARY NEGOSIATION
k. APPROVAL OF THE EXECUTIVE DIRECTOR
l. OFFER LETTER
m. JOINING

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Generally tests are administered to determine the applicant’s

1. Ability,

2. Aptitude

3. Personality.

Ability tests

Helps to determine how well one can perform his task.

.
Aptitude tests
Helps to determine a candidate’s potential to learn in a given area.

Personality tests
To measure a prospective employee’s motivation to function in a particular.
working environment.

Interest tests

To measure an individual’s activity preferences. (For career change or when there are
multiplecareers options available).

SITUATION REACTION TEST

IN this situation a case has given to the candidates and they have to perform accordingly

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Objective’s

1. To understand the “Recruitment and Selection process in BI at Raigarh

(Chhattisgarh)”

2. To understand E-recruitment process.

3. Conducted telephonic interviews of candidates

.
4. To conduct the interviews of short listed candidates
.
5. To understand and handle the documentation process of company after final selection
for the job.

6. To inform the selected candidates about their training schedule and induction
programme.

7. To understand the format of offer letter of finally selected candidates.

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COMPANY PROFILE

Bansal Industries
offers wide range of pre fab structure & Panel solution

Bansal Industries is based in Central India, was Established by Proprietor Shishir

Agrawal, B.E. (Mechanical). Having experience of more than 25 year in steel fabrication
and 7 years in pre-fabricated structures. Bansal Industries was established at Raipur,
Chhattisgarh in the 2003, making us one of the longest established steel fabrication
companies inChhattisgarh.

At the time, the principal activities included the fabrication of steel structures for the building
industry and manufacture of Steel fabrication and erection of industrial structures pre-fabricated
structure Labour Colony, Staff colony, Office building, Cement Godown etc. We pride ourselves
on providing efficient and high-quality fabrication and erection of projects in order to meet our
clients’ requirements. We work closely with our clients and architects/engineers to fully co-
ordinate information and provide complete steelwork detailing solutions. Our workshops in
Raipur are fully equipped with modern fabrication equipment and the latest technology including
automated machinery. All fabricated steelwork is produced in accordance with our CE
accreditation procedures and is inspected prior to leaving the factory to ensure the product is of
the highest levels of quality and accuracy possible.

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We understand that there is surge in demand to keep the staff/labor around the site as their need
has increased with growth in construction industry, thus we are offering Staff/ Labour Hutment.
We find their usage has increased and insulated prefab worker hutment has been seen in various
construction sites. We are determined to provide turkey solution including all the requirements

12
after the plinth completion to the final ready to move in accommodation including the electrical
fittings, sanitary fittings, furniture and bunk beds.

Bansal Industries

Bansal Industries is based in Central India. Proprietor Shishir Agraw al is B.E.

(Mechanical). Having experience of more than 25 year in steel fabrication and 7 years in
pre-fabricated structures. Bansal Industries was established at Raipur, Chhattisgarh in
the 2003, making us one of the longest established steel fabrication companies in
Chhattisgarh. At the time, the principal activities included the fabrication of steel
structures for the building industry and manufacture of Steel fabrication and erection of
industrial structures Pre-fabricated structure Labour Colony, Staff colony, Office
building, Cement godown etc.

We pride ourselves on providing efficient and high quality fabrication and erection of
projects in order to meet our clients requirements. We work closely with our clients and
architects/engineers to fully co-ordinate information and provide complete steelwork
detailing solutions. Our workshops in Raipur are fully equipped with modern fabrication
equipment and the latest technology including automated machinery. All fabricated
steelwork is produced in accordance with our CE accreditation procedures and is
inspected prior to leaving the factory to ensure the product is of the highest levels of
quality and accuracy possible.

We understand that there is surge in demand to keep the staff/labor around the site as
their need has increased with growth in construction industry, thus we are offering Staff/
Labor Hutment. We find their usage has increased and insulated prefab worker hutment
has been seen in various construction sites. We are determined to provide turkey s olution
including all the requirements after the plinth completion to the final ready to move in
accommodation including the electrical fittings, sanitary fittings, furniture and bunk
beds.

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Research methodology

Meaning of Research

Research in simple terms refers to a search of knowledge. It is also known as systematic and
scientific search for information on particular topic or issue. It is also known as the art of
scientific investigation.

Research methodology is the way of systematically solving the research problem.

It is a science of studying how research is conducted scientifically. It is not only important for
the researcher to know the research techniques/methods, but also the scientific approach called
methodology. Continuous or interval data are data that have an intrinsic numeric value, e.g.:
performance rating, person’s salary. Categorical or nominal data come from measures that have
no inherent numeric value that are simply categories such as gender, department, method used
etc.

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Objectives of research

The objective of research is to discover answers to questions by applying scientific

Procedures. In the other words, the main aim of research is to find out truth which is hidden and
has not yet been discovered. Although every research study has its own specific objectives,
research objectives may be broadly grouped as follows:-

1. To gain familiarity with or new insight into a phenomenon.

2. To accurately portray the characteristics of a particular individual, group or a situation.

3. To analysis the frequency with which something occurs.

4. To examine a hypothesis of a causal relationship between two variables

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Research Design

Research Design is nothing but it is the blue print of what actual research have to be made so
that different kinds of project or different kinds work can be properly taken place. Research
design has greater impact in collection and evaluation of data as it tells us whether the
information collected are as per requirement or not.

Types of research design

• Exploratory research formulative is the other term used for exploratory research the
important objective of such studies is for problem formulation with more precision for
research and developing research hypothesis to get the result for operation.

• Descriptive and diagnostic study studies describing the individuality of particular

individual or group are called descriptive research whereas the research studies defining
the occurrence of any happening with others are called diagnostic research.

• Hypothesis testing and research design: hypothesis testing research studies are the studies
where hypothesis is tested to define the causal relationship between variables in
operation.

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 Sources of Data Collection

• Primary Data:
The data which is collected by researcher himself directly from the original source is
called primary source of data collection

• Secondary Data:

The data which have been collected for some other purposes or by someone else for some
specific purpose for the interest of his research study is secondary source of data collection.

Target population

Employees between age group(24-60) are targeted which includes men women but
specially men are the employees working here.

Sample size.
sample size of 50 people are taken and interviewed for the studies done and from these
they are randomly selected.

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Analysis of data and interpretation

Here age of the candidates was taken into observations:

1. Age

Sl no. Age of No. of % of

respondent respondent respondent
1. 20-30 20 40%
2. 30-40 10 20%
3. 40-45 10 20%
4. 45-50 05 10%
5. 50 and 05 10%
above
6. Total 50 100

10%

10%
40% 20-30

30-40

20% 40-45

45-50

20%

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Data Interpretation:-
In the above chart 40% employees belong to the age group of 20-30 20 % belongs to the age
group of 30-40, 20% belongs to the age group of 40-4510% belongs to the age group of 45-50
10% belongs to the age group of 50 and above

2. Gender
Here gender of the candidates was taken into consideration so as to get the picture that what is
the %of Male and Female employees for this job.

Sl no. gender No.ofresp %ofresponden

ondent t
1. male 25 50%

2. Old 10 20%

3. young 10 20%

4. female 05 10%
5. total 50 100%

gender of employees

10%

20% male

50% old
young
female
20%

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Data interpretation

Here in this chart employees are divided into 2 categories i.e. Male & Female and from that 70%
of employees are male and 30% are female. From 70% 33 of them men out of which 15 are old
and 22 are young and 30% females says they are total 15 woman worker.

3.Experience

Serial Year of No. of % of

no. Experience responde responde
nt nt
1. 0-5yrs 10 20%

2. 5-10yrs 10 20%
3. 10-15yrs 15 30%
4. 15-20yrs 15 30%
5. Total 50 100

experience of employees

20%
30%
0-5 yrs
5-10 yrs
20% 10 -15yr
15-20yr
30%

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Data interpretation

Here this chart represents employees experience towards the desired job so 0-5 years
experienced employees are 10. And are in ratio of 20% 5-10 yrs.’ experienced employees are
also in 10 in no. and are also in ratio of 20% Employees of having an experience of 10-15 yrs.’
are 15 in numbers and are in ratio of 30% 15-20 yrs. experienced employees are also 15 in
number are also in ratio of 30% So total no. of employees are 50.

(1.) What kinds of salary and perks do you get in company?

(a) Very good (b)Somewhat(c)Bad(d)Worse

Sl. gender No. of % of

no. Respondent Respondent
1. male 25 50%
2. old 10 20%
3. young 10 20%
4. female 05 10%
5. Total 50 100%

salary and perks

10%

very good
20% somewhat
50% Bad
worse

20%

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Data interpretation

This chart shows the analysis of salaries and perks received by employees in organisation and
these are divided accordingly no. of respondents are20,10,10,10 and % of respondents are
divided as very good 40%, somewhat 20%, bad 20%, Worse 20.

(2) please rate your overall statisfaction with your immediate boss or supervisior?

(a) Extremely statisfied(b)Statisfied(c)Disstatisfied

Sl.no. Satisfaction with boss No. of respondent % of respondent

1. Extremely satisfied 15 30%
2. Satisfied 15 30%
3. Dissatisfied 20 40%
total 50 100%

staitsfaction disatisfaction

30%

40%
extremly satisfied
satisfied
dissatisfied

30%

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Data interpretation

This chart shows the data analysis of the employees relations their staisfaction and disatisfction
with their superior and boss and those are extremly staisfied 30% satisfied30% and 40%
dissatisfied.

(3)This organization communicates a clear, consistent mission to employees?

(a)Yes (b) No

Sl. no. Employees consistency in No. of Respondent % of Respondent

organisation
1. yes 35 70%
2. no 15 30%
total 50 100%

(employees comfortability in organisation)

30%

yes
no

70%

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Data interpretation

This graph shows whether organization provides a clear consistent and comfortable environment
to employees or not so here is yes 35 and No is 15 out of it 70% were comfortable with the
environment and 30% were uncomfortable.

(4.) This organization provides job skills training programme?

(a)Yes (b)No

Sl. Company provides Training No. of respondent % of respondent

no. programme or not

1. Yes 45 90%
2. No 05 10%
Total 50 100%

providance of job skills and trainning programme

10%

yes
no

90%

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 Data interpretation

This graph shows that whether the company provides job skills training programme or not.
Yes 45% and No 5% it means maximum no of employees were agreed that the company
provides job skills and training programme and 5% said they were aren’t agreed.

(5)This organization gives employees opportunity to provide feedback to management?

(a)Yes (b) No

Sl. no. Oragnisation gives opportunity for No. of respondent % of respondent

feedback
1. Yes 33 66%
2. no 17 34%
Total 50 100%

organisation provides feed back mgmt

00

34% yes
no

66%

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Data interpretation

This graph represents the opportunity given to employee to give them feedback and it says that
33 employees say yes and 17 say no and maximum no of them said yes(66% ) that organization
provides feedback and minimum said no orgnisation doesn’t provide(34%).

(6)This organization encourages employees to share their ideas and suggestions?

(a)Yes(b) No

Sl.no. Organisation encourages No. of respondent %of respondent

employees to share their ideas and
views
1. yes 25 50%
2. no 25 50%
Total 50 100%

employees encourages and suggestions

00

yes
no

50% 50%

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Data interpretation

This graph represents that whether organisation encourages employees to share their ideas and
suggestions .so it says 25no of employees say it provides and 25 says it doesn’t provides. and by
that 50%saying yes and 50% saying no.

(7).what information do you have about the HR sector?

(a) Less information (b) Don’t have any information (c) You have sufficient information n

Sl. Information about HR sector No of % of

no. respondent respondent
1. Less information 25 50%

2. Don’t have any information 10 20%

3. Sufficient information 15 30%

total 50 100

information of HR sector

30%
less info
don’t have any info
50%
sufficient info

20%

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Data interpretation

This chart represents whether the employees have sufficient information regarding the HR sector
so 15no of them says they have sufficient information, 25 no of them says they have less
information and 10no of them say they don’t have any information.

(8)What knowledge do you have about BI?

(a)Satisfying (b) Unsatisfying

Sl .no. Knowledge about BI No. of respondent % of respondent

1. satisfying 40 80%
2. unsatisfying 10 20%
Total 50 100%

knowledge of jspl
00

20%

satisfying
unsatisfying

80%

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Data interpretation

This chart represents that here the employees are having satisfying or dissatisfying information
so it says 40 no of employees are having sufficient information about BI and 10 no of them are
not having sufficient information.

(9)If you would work over time what would be your main reason?

(a) Pressure from authority (b) In need of money (c) Work load (d ) To complete the target

Sl no. Reason for working overtime No of respondent % of respondent

1. Pressure from authority 10 20%
2. In need of money 05 10%
3. Work load 20 40%
4. To complete the target 15 30%
Total 50 100%

15%
20%

pressurization
ineed money
work load
10%
target

40%

Data interpretation

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This chart tells reason behind the employees work load it might be because of work load, extra
money required, target achievement, pressurization. And the data`s are divided accordingly as
40% coz of work load, 30% of completing target, 20 %pressurization, and 10% of in need of
money.

(10)If you needed to take a day of work at short notice, how would you usually do it?

(a) completion of task before hand (b) completion of work next day (c) taking help form co
workers

Sl.no. day of work at short notice No of respondent % of respondent

1. Completing before 25 50%
2. Completing next day 10 20%
3. Taking help 15 30%
Total 50 100%

working for short notice

30%
before
50% next day
taking help

20%

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Data interpretation

This chart shows that if employees have to take day of short notice they would complete it
before, complete it next day or take help of coworkers, 50% of them will complete it before, 20%
of them will complete it next day and 30% of them will take help.

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Findings

• Maximum employees were male candidates.

• Telephonic round interviews were easy to conduct and were more comfortable from
candidate’s point of view as well it was time saving after this we had to check their documents
only after this interview process start.
• Maximum number of employees wanted the Internal transfer on the basis of the Performance
and need basis requirement.
• Here the employees were asked whether they are comfortable with the working
conditions or not and they said maximum of them said they are satisfied and others said
they are less satisfied and some of them said they are not satisfied.
• Employees were asked whether the company provide opportunity for feedback maximum
of them said yes and many of them said no.

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Limitations

1. As time is less so relevant information might not be collected.

2. Employees were not much cooperative.
3. As the employees were new and they were having fear of conversation so irrelevant
information are being collected at times.
4. As this is the summer internship some of the people were not taking actively part as they
were finding it difficult to spare time.
5. As the industries are located in far areas the transportation problem occurs.
6. As employees were form rural areas so they were not much educated.
7. As they were not much educated they could not understand the things properly.

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CONCLUSION

I have got a lot of knowledge and experience about practical fields that how to work in the
organization and how to work in stress. Also I got many things that how to use the theoretical
knowledge in the practical field. Before join the summer training in Bansal steel and power
limited I was not very much aware about HR terminologies but after the completion of my
project, I now I am feeling very comfortable with HR terms. Here I know how HR department is
important in very organization. I saw the HR people how they work practically in the
organization, I understood better the organization chart of HR department, I am feeling I improve
lot during this two month of my summer training especially I learned how we have to study the
HR.I met number of HR peoples and students of other colleges, and I shared knowledge with
them and gain new things that will help me in my study in future.

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Suggestions

Following suggestions were given by me regarding the recruitment process:

• The candidates need to be informed not only through Email but also through sms, calls.

• Candidates’ needs to be informed soon and induction process to be started from next day only.

• A test to be conducted to check their presentation skill as well as their mathematical skills.

• Candidates to be trained quickly and training should be in this form that they are able to
understand easily the company’s product profile.

• Candidates must be well acquainted to all the procedures and methodologies.

• Candidate must be in contact with all the other departments heads also so that during the
time of hindrance problems are being solved easily.

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Bibliography

Kothari CR; Human Resource Management ; wiley Eastern publications; New DelhiEdition 7th
Khanuja S.S; Human Resource Management; Sahitya Bhawan Publications ; New Delhi Edition
21st.
Prasad L.M; Human Resource Management ; Sultan Chand Publications; New Delhi Edition 2nd
Diwedi R.S.; Human Resource Management; Macmillan Publishers India; Edition 5th

36
Webliography

www. BI.co.in

www.BIhr.co.in

www.wikipedia.com

www.ask.com

www.yahooanswers.com

37
QUESTIONNAIRE

PART 1(Demographic information):

1. Name: _____________________
2. Address:____________________
3. Age:_______________________
4. Gender:____________________
5. Contact no:_________________

PART 2(subject related Ques):

1. My carrier progression in the company?

(a) Very good ( )
(b) Good ( )
(c) Some what ( )
(d)Bad ( )
(e) Worse ( )

2. My job securities?
(a) Very good ( )
(b) Good ( )
(c) Somewhat ( )
(d) Bad ( )
(e) Worse ( )

3. Please rate your overall satisfaction with your immediate boss or supervisor?

(a) Extremely satisfied ( )

(b) Satisfied ( )
(c) Dissatisfied ( )

38
 4. My salary and perks?

(a) Very good ( )

(b) somewhat ( )
(c) bad ( )
(D) worse ( )

5.My retirement pension benefits?

(a) Very good ( )

(b) Somewhat ( )
(c) Bad ( )
(d) Worse ( )

6. This organization communicates a clear, consistent mission to employees?

(a) Yes ( )
(b) No ( )
7. This organization provides job skills training programmes?
(a) Yes ( )
(b) No ( )

8. This organization gives employees opportunity to provide feedback to management?

(a) Yes ( )
(b) No ( )

9. This organization encourages employees to share their ideas and suggestions?

(a) Yes ( )
(b) No ( )

39
10. What information do you have about the HR sector?
a) Less information ( )
b) Dont have any information ( )
c) Sufficient information ( )

Thank you

40