“Study of Recruitment and selection process with special

Reference to Bright Enterprises”

A Project Submitted to
University of Mumbai for partial completion of the degree of
Bachelor of Management Studies
under the Faculty of Commerce

By
SONALI ABAJI KAMBLE

Under the Guidance of

PROF.RASHMI R. WAGHMARE

Changu Kana Thakur Arts, Commerce and Science College,

New Panvel

Plot no. 1, Sector – 11, Khanda Colony, New Panvel (w), Dist. – Raigad,

Maharashtra, India – 410206.

FEBRUARY 2021
 Certificate

This is to certify that MS. SONALI ABAJI KAMBLE has worked and duly
completed her Project Work for the degree of Bachelor of Management Studies under
the Faculty of Commerce in the subject of HUMAN RESOURCE MANAGEMENT
and her project is entitled, “Study of Recruitment and Selection Process with
special reference to HR aspect consultancy ” under my supervision.

I further certify that the entire work has been done by the learner under my guidance
and that no part of it has been submitted previously for any Degree or Diploma of any
University. It is her own work and facts reported by her personal findings and
investigations.

Prof. RASHMI WAGHMARE

Signature

University of Mumbai

Date of submission:

Seal of college
 BRIGHT

ENTERPRISES PVT LTD.

Date:20th December 2020

TO WHOMSOEVER IT MAY CONCERN

This is to certify that Miss. SONALEE ABAJI KAMBLE, BMS student of

“CHANGU KANA THAKUR college of “ARTS, COMMERCE AND SCIENCE”
has successfully completed her paid summer internship at “BRIGHT ENTERPRISES
PVT LTD” from 1 November 2020 to 20 December 2020.

She worked as a HR intern. Her internship activity includes familiarization to end to

end recruitment and there management overview involved with the revenue
generation of the company. She had majority involved in the activity of
recruitment and recruitment- MIS.

During the period of the internship program with us she had been exposed to
different process of recruitment and was found punctual, hardworking and inquisitive.
We wish her all the best for her future endeavors.
 Declaration

I the undersigned Miss. SonaliAbajiKamblehere by, declare that the work embodied
in this project work titled “ study of recruitment and selection with special
reference to Bright Enterprises “forms my own contribution to the research work
carried out under the guidance of prof. Rashmi R.Waghmareis a result of my own
research work and has not been previously submitted to any other university for any
other degree/ diploma to this or any other university.
Wherever reference has been made to previous works of others, it has been clearly
indicated as such and included in the bibliography. I, here by further declare that all
information of this document has been obtained and presented in accordance with
academic rules and ethical conduct.

SonaliKamble

Certified by

Prof. RashmiR. Waghmare

 Acknowledgment

To list who all have helped me is difficult because they are so numerous and the depth
is so enormous.

I would like to acknowledge the following as being idealistic channels and fresh
dimensions in the completion of this project.

I take this opportunity to thank the University of Mumbai for giving me chance to do
this project.

I would like to thank myPrincipal, Dr. Vasant D. Barhate for providing the
necessary facilities required for completion of this project.

I take this opportunity to thank our Coordinator Prof. Trupti M. Joshi, for her
moral support and guidance.

I would also like to express my sincere gratitude towards my project guide Prof.
Rashmi R.Waghmarewhose guidance and care made the project successful.

I would like to thank my College Library, for having provided various reference
books and magazines related to my project.

Lastly, I would like to thank each and every person who directly or indirectly helped
me in the completion of the project especially my Parents and Peers who supported
me throughout my project.
 LIST OF TABLES
SR. TITLE PAGE ON
Cha.1 Executive summary of the project

Cha.2 Introduction
2.1 Topic introduction
2.2 Aim &Objective of the study
2.3 Scope of project
2.4 Limitation

Cha.3 Research Methodology

Cha.4 Literature Review

Cha.5 Theoretical Concepts

Cha.6 Profile of the organization

4.1 Company profile
4.2 Organizational Chart

Cha.7 Data Analysis and Interpretation

Cha.8 Finding

Cha.9 Suggestion
Cha.10 Conclusion

Cha.11 Bibliography
Cha.12 Annexure

TABLE OF CONTENT
 CHAPTER-I

Executive summary

Recruitment and selection is the process of identifying the need for a job. Defining the
requirements of the position and the job holder, advertising the position and choosing
the most appropriate person for the job.

Undertaking this process is one of the main objective of management. Indeed, the
success of any business depends to a large extend on the quality of its staff. Recruiting
employees with the correct skills can add value to a business and recruiting workers at
a wage or salary that the business can afford, will reduce costs. Employees should
therefore be carefully selected, managed and retained, just like any other resources.
Human resources are the most important assets of the organization the success or
failure of the organization is largely dependent on the people working therein.
Without positive and creative contributions from the people, organizations cannot
progress and prosper. In order to achieve goals of the organization, the workforce of
the organization need to recruit people with requisite skills, qualifications and
experience. While doing this, they need to keep present and future requirements of the
organization in mind.

The objective of human resources department are human resource planning,

recruitment and selection, training and development, career planning, transfer and
promotion, risk management, performance appraisal and so on. Each objective needs
special attention and proper planning and implementation.

For every organisation it is important to have a right person on a right job recruitment
and selection plays a vital role in this situation. Shortage of skills and the use new
technology are putting considerable pressure on how employers go about recruiting
and selecting staff. It is recommended to carry out a strategy analysis of recruiting and
selection procedure. Also training need identification is necessary after selection
process.
 CHAPTER-II

INTRODUCTION

2.1 INTRODUCTION OF TOPIC:-

Meaning of Recruitment

Recruitment refers to the process where potential applicants are searched for, and then
encouraged to apply for an actual or anticipated vacancy. Selection is the process of
hiring employees among the shortlisted candidates and providing them a job in the
organization.

Meaning of Selection

Selection is the process of hiring employees among the shortlisted candidates and
providing them a job in the organization.

Meaning of Recruitment and Selection

Two important functions of a human resources department are recruitment and

selection. Though linked together in what is generally called the employment
discipline of human resources, they are two distinct functions. The recruitment phase
is the initial step for all applicants--once the applicant presents the skills, knowledge
base and qualifications, she moves into candidacy for a position.
2.2 AIM OF THE PROJECT

To study of recruitment and selection process with special reference of Bright

Enterprises.

OBJECTIVE OF THE PROJECT

 To Understand the Recruitment Process Followed in bright enterprises.

 To understand whether the employee is satisfied with the selection process in
bright enterprises.
 To understand selection methods used in bright enterprises.
 To study of recruitment and selection process with special reference to bright
enterprises.
 To study the process of recruitment and selection process with special
reference to Bright Enterprises [ DTDC express]
2.3 THE SCOPE OF RECRUITMENT AND SELECTION

The scope of Recruitment and Selection is very wide and it consists of a variety of
operations. Resources are considered as most important asset to any organization.
Hence, hiring right resources is the most important aspect of Recruitment. Every
company has its own pattern of recruitment as per their recruitment policies and
procedures.

The scope of Recruitment and Selection includes the following operations −

• Preparing the Recruitment policy for different categories of employees.

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

2.4 Limitations of Recruitment and Selections:

• As the sample was small, hence conclusions cannot be generalized.

• Unwillingness and inability of respondents to provide information.

• Due to time constraint in-depth study could not be carried out.

• As the strength of the company is big, it was not possible to draw sample from each
and every department.
 CHAPTER-II

RESEARCH METHODOLOGY:
 TYPE OF RESEARCH DESCRIPTIVE
TYPE OF DATA SOURCE PRIMARY AND SECONDARY
RESEARCH INSTRUMENT QUESTIONNAIRE
SAMPLING TYPE CONVENIENCE SAMPLING
POPULATION SIZE 50
SAMPLE SIZE 30
SAMPLING UNIT DELIVERY BOY AND WORKERS
TYPES OF UNIVERSE EMPLOYEES OF THE BRIGHT
ENTERPRISES (DTDC)
TYPE OF QUESTIONAIRE STRUCTURED

INTRODUCTION:

Research methodology is a way to systematically solve the research problem and how
research is done scientifically. It consists of the different steps that are generally
adopted by the researcher to the study his research problem along with logic behind
them. Itis necessary to the researcher to develop certain tests.

RESEARCH DESIGN:

Research design is a plan to answer whom, when, where and how the subject under
investigation conceived so as to obtain answers to research question. The type of
research design involved in this study is descriptive research studies.

DATA COLLECTION METHOD FOR THE STUDY:

The required data was collected by both the primary and secondary sources.
The data objective is describing from the research objectives and their determination
rests mainly on the research to translate what the decision maker wants into specific
descriptive of the needed data.

PRIMARY DATA:

Primary data is a type of data that is collected by researchers directly from main
sources through interviews, surveys, experiments, etc. Primary data are usually
collected from the source—where the data originally originates from and are regarded
as the best kind of data in research

SECONDARY DATA:

Secondary data is data that was collected with some other purpose or objective than
that which the researcher/consultant now addressing this data is concerned with.

RESEARCH INSTRUMENTS:

INSTRUMENT: Questionnaires

SAMPLING METHODS

SAMPLING SIZE: The total numbers of respondents are termed as sample size. The
sample size for this analysis is 10 respondents.

SAMPLING UNIT:

Sampling unit is that of ‘who is to be surveyed’. The survey is on workers [delivery

boy] bright enterprises [DTDC express]

CHAPTER-IV

LITERATURE REVIEW:
Bright enterprises pvt ltd. It is courier based company having its office in kamothe,
navimumbai, we started our company since 2007. We provide courier service all over
domestic and international. DTDC India is one of the preferred courier brands in India
with the largest network of delivery destinations. We offer courier services to
domestic and international.

Recruitment and Selections

Recruitment and Selections is concerned with human beings. The success of the
enterprise will depend upon the ability, strength and motivation of persons working in
it. Human resource management refers to the systematic approach to the problems in
any organization. Human resource management is concerned with all aspects of
managing the human resource of an organization.

According to Likert “Every aspect of firm’s activities is determined by the

competence, motivation and general effectiveness of its human organization. Of all
the tasks of management, managing the human component are the central and most
important task because all depends upon how well it is done.’’ This quotation sums up
the importance of human component in an organization and need for managing it
effectively.

Human Resources are the most important assets of an organization. The objective is to
maintain human relations within the organization by the development, application and
evaluation of policies, procedures and programs relating to human resources to
optimize their contribution towards the realization of organizational objectives. E.
F .L Breach defines it as “Human Resource Managements as that part of the
management’s process which is primarily concerned with the human constituents of
an organization.”

CHAPTER-V

THEORITCAL CONCEPT:

MEANING:
Recruitment means to estimate the available vacancies and to make suitable
arrangements for their selection and appointment. Recruitment is understood as the
process of searching for and obtaining applicants for the jobs, from among whom the
right people can be selected. A formal definition states, “It is the process of finding
and attracting capable applicants for the employment. The process begins when new
recruits are sought and ends when their applicants are submitted. The result is a pool
of applicants from which new employees are selected”. In this, the available vacancies
are given wide publicity and suitable candidates are encouraged to submit
applications so as to have a pool of eligible candidates for scientific selection. In
recruitment, information is collected from interested candidates. For this different
source such as newspaper advertisement, employment exchanges, internal promotion,
etc. are used. In the recruitment, a pool of eligible and interested candidates is created
for selection of most suitable candidates. Recruitment represents the first contact that
a company makes with potential employees

DEFINITION:

According to EDWIN FLIPPO, “Recruitment is the process of searching for

prospective employees and stimulating them to apply for jobs in the organization.”

NEED FOR RECRUITMENT

The need for recruitment may be due to the following reasons / situation:

a) Vacancies due to promotions, transfer, retirement, termination, permanent

disability, death and labor turnover.

b) Creation of new vacancies due to the growth, expansion and diversification of

business activities of an enterprise. In addition, new vacancies are possible due
to job specification.

PURPOSE AND IMPORTANCE OF RECRUITMENT:

• Determine the present and future requirements of the organization on conjunction

with its personnel-planning and job analysis activities.
• Increase the pool of job candidates at minimum cost.

• Help increase the success rate of the selection process by reducing the number of
visibly under qualified or overqualified job applicants.

• Help reduce the probability that job applicants, once recruited and selected, will
leave the organization only after a short period of time.

• Meet the organization’s legal and social obligations regarding the composition of its
work force.

• Begin identifying and preparing potential job applicants who will be appropriate
candidates.

• Increase organizational and individual effectiveness in the short term and long term.

• Evaluate the effectiveness of various recruiting techniques and sources for all types’
of job applicants

• Recruitment is a positive function in which publicity is given to the jobs available in

the organization and interested candidates are encouraged to submit applications for
the purpose of selection.

SOURCES OF RECRUITMENT:

INTERNAL SOURCES &EXTERNAL SOURCES

 Promotion
 Campus Recruitment
 Transfer
 Press Advertisement
 Internal Notification
 Management Consultancy Service
 Retirement
  Deputation of Personnel or Transfer
 From Enterprise to Another
 Former Employees
 Walk-Ins, Write-Ins, Talk-Ins the types of recruitment can be broadly
categorized into internal and external sources:

INTERNAL RECRUITMENT:

Internal recruitment seeks applicants for positions from within the company.

The various internal sources include:

 Promotions and Transfers:

Promotion is an effective means using job posting and personnel records. Job
posting requires notifying vacant positions by posting notices, circulating
publications or announcing at staff meetings and inviting employees to apply.
Personnel records help discover employees who are doing jobs below their
educational qualifications or skill levels. Promotions has many advantages like
it is good public relations, builds morale, encourages competent individuals
who are ambitious, improves the probability of good selection since
information on the individual’s performance is readily available, is cheaper
than going outside to recruit, those chosen internally are familiar with the
organization thus reducing the orientation time and energy and also acts as a
training device for developing middle-level and top-level managers.

 Employee referrals:
Employees can develop good prospects for their families and friends by
acquainting them with the advantages of a job with the company, furnishing
them with introduction and encouraging them to apply. This is a very
effective means as many qualified people can be reached at a very low cost to
the company. The other advantages are that the employees would bring only
those referrals that they feel would be able to fit in the organization based on
their own experience. In this way, the organization can also fulfill social
obligations and create goodwill.

 Former Employees:
These include retired employees who are willing to work on a part-time basis,
individuals who left work and are willing to come back for higher
compensations. Even retrenched employees are taken up once again. The
 advantage here is that the people are already known to the organization and
there is no need to find out their past performance and character.

 Dependents of deceased employees:

Usually, banks follow this policy. If an employee dies, his / her spouse or son
or daughter is recruited in their place. This is usually an effective way to fulfil
social obligation and create goodwill.

 Recalls:
When management faces a problem, which can be solved only by a manager
who has proceeded on long leave, it may de decided to recall that persons after
the problem is solved, his leave maybe extended.

 Retirements:
At times, management may not find suitable candidates in place of the one
who had retired, after meritorious service. Under the circumstances,
management may decide to call retired managers with new extension.

EXTERNAL RECRUITMENT:

External recruitment seeks applicants for positions from sources outside the company.
They have outnumbered the internal methods. The various external sources include.

 Professional or Trade Associations:

Many associations provide placement service to its members. It consists of
compiling job seeker’s lists and providing access to members during regional
or national conventions. Also, the publications of these associations carry
classified advertisements from employers interested in recruiting their
 members. These are particularly useful for attracting highly educated,
experienced or skilled personnel.

 Advertisements:
It is a popular method of seeking recruits, as many recruiters prefer
advertisements because of their wide reach. Want ads describe the job
benefits, identify the employer and tell those interested how to apply.
Newspaper is the most common medium but for highly specialized recruits,
advertisements may be placed in professional or business journals
Advertisements must contain proper information like the job content, working
conditions, location of job, compensation including fringe benefits, job
specifications, growth aspects, etc.

 Campus Recruitments:
Colleges, universities, research laboratories, sports fields and institutes are
fertile ground for recruiters, particularly the institutes. Campus Recruitment is
going global with companies like HLL, Citibank, HCL-HP, ANZ Grind lays,
L&T, Motorola and Reliance looking for global markets. Some companies
recruit a given number of candidates from these institutes every year. Campus
recruitment is so much sought after that each college; university department or
institute will have a placement officer to handle recruitment functions.
However, it is often an expensive process, even if recruiting process produces
job offers and acceptances eventually.

 Consultants:
They are in this profession for recruiting and selecting managerial and
executive personnel. They are useful as they have nationwide contacts and
lend professionalism to the hiring process. They also keep prospective
employer and employee anonymous. However, the cost can be a deterrent
factor.
  Head Hunters:
They are useful in specialized and skilled candidate working in a particular
company. An agent is sent to represent the recruiting company and offer is
made to the candidate. This is a useful source when both the companies
involved are in the same field, and the employee is reluctant to take the offer
since he fears, that his company is testing his loyalty.

FUNCTIONS OF RECRUITMENT:

Recruitment is the process by which companies find and hire new employees.

The HR department is usually responsible for recruitment. This department

works to find and attract capable applicants. Job descriptions and
specifications provide the needed information upon which the recruitment
process rests,

The HR manager who recruits and initially screens for the vacant job is seldom
the one responsible for supervising its performance.

So he needs the help of line HR. Both line and HR staff work together.

Process and recruitment selection

While the recruitment definition and process varies from company to company, there
are some basic steps that any employer can take to make recruitment smoother and
more successful, such as the following:

• Comparing different types of job recruitment software to find the ideal fit.

• Establishing clearly defined standards and expectations for the ideal job applicant.

• Taking proactive steps to integrate new employees with comprehensive “on-

boarding.”

• Staying ahead of the latest trends and best practices in recruiting.

Recruitment Consultancy:

Recruitment consultants are responsible for attracting candidates and matching them
to temporary or permanent positions with client companies.
They work with client companies, building relationships in order to gain a better
understanding of their recruitment needs and requirements.
Recruitment consultants attract candidates by drafting advertising copy for use in a
wide range of media, as well as by networking, headhunting and through referrals.
They screen
candidates, interview them, do background checks and finally match them to their
clients. Consultants also provide advice to both clients and candidates on salary
levels, training requirements and career opportunities.

Factors Affecting Recruitment

Recruitment is an important function of the Human Resource Management in an

organization,and it is governed by a mixture of various factors. Proactive HR
Professionals should understand these factors influencing the recruitment and take
necessary actions for the betterment of the organization.

When the market condition changes, the organization also needs to monitor these
changes anddiscover how it affects the resources and analyze these functions for
making recruitment an effective process.

We have Internal Factors as well as External Factors that influence the recruitment
process.

Internal Factors

Organizations have control over the internal factors that affect their recruitment
functions. Theinternal factors are:

Size of Organization

The size of the organization is one of the most important factors affecting the
recruitment process. To expand the business, recruitment planning is mandatory for
hiring more resources,which will be handling the future operations.

Recruiting Policy

Recruitment policy of an organization, i.e., hiring from internal or external sources of

organization is also a factor, which affects the recruitment process. It specifies the
objectives ofthe recruitment and provides a framework for the implementation of
recruitment programs.
Image of Organization

Organizations having a good positive image in the market can easily attract
competentresources. Maintaining good public relations, providing public services,
etc., definitely helps anorganization in enhancing its reputation in the market, and
thereby attract the best possibleresources.

Image of Job

Just like the image of organization, the image of a job plays a critical role in
recruitment. Jobshaving a positive image in terms of better remuneration, promotions,
recognition, good workenvironment with career development opportunities are
considered to be the characteristics toattract qualified candidates.

External Factors

External factors are those that cannot be controlled by an organization. The external
factors thataffect the recruitment process include the following:

 Demographic factors

Demographic factors are related to the attributes of potentialemployees

such as their age, religion, literacy level, gender, occupation, economic status,etc

 Labor market

Labor market controls the demand and supply of labor. For example,
ifthe supply of people having a specific skill is less than the demand, then the hiring
willneed more efforts. On the other hand, if the demand is less than the supply, the
hiringwill be relative easier.

 Unemployment rate

If the unemployment rate is high in a specific area, hiring ofresources

will be simple and easier, as the number of applicants is very high. In contrast,if the
unemployment rate is low, then recruiting tends to be very difficult due to lessnumber
of resources.

 Competitors
 When organizations in the same industry are competing for the
bestqualified resources, there is a need to analyze the competition and offer the
resourcespackages that are best in terms of industry standards.

Recruitment Interview

An interview is a purposeful exchange of ideas, the answering of questions and

communication between two or more persons. Generally, an interview is a process of
private meeting conversation between people, where questions are asked and
answered, for obtaining information about qualities, attitudes, prospectus etc.

An interview refers to a conversation with one or more persons acting as the role of
an interviewer who ask questions and the person who answers the questions acts as
the role of an interviewee.

The primary purpose of an interview is to transfer information from interviewee to

interviewer. Interviews can be either formal or informal, structured or unstructured.
Interviews can be carried out one-to-one or in groups; they can be conducted over
telephone or via video conferencing.

How to Interview?

 Prepare:

Preparation is the first step of conducting an interview. Prior to

interview, theinterviewer should make sure that he/she understands the key elements
of the job. Andthe interviewer should go through the resume of the candidate for
understanding his/her qualities and efficiencies.

 Purpose:

The interviewer should have knowledge about the purpose of the

interview,why he/she is conducting it. The interviewer should project the organization
as the bestplace to work to the interviewee, which helps in selecting the right
candidate.

 Performance:
 An interviewer must identify the attitude, attributes, knowledge and skillsof the
applicants, who are needed for the success of the organization. If the requirementis
about special education and technical skills, then hiring high-performing
applicantsplays an important role.

 People Skills:

The applicant, who comes for an interview, will not be

completelytransparent. Hence, it is the job of an interviewer to un-mask the applicant
and discoverthe inner qualities and skills during the interview. This good practice of
hiring will help inselecting the right candidate for the organization.

 Process:

Every interviewer should follow a structured interview process to get

betterresults. A structured process of interview avoids bias and gives equal and fair
chance toall the applicants. The best way for accomplishing this process is by using
the behavioralbased questions and situational questions.

SELECTION:

Selection process is a decision making process. This step consists of a number of

activities. A candidate who fails to qualify for a particular step is not eligible for
appearing for the subsequent step. Employee selection is the process of putting right
men on the right job. It is a procedure of matching organizational requirements with
the skills and qualifications of people. Effective selection can be done only where
there is effective matching. By selecting best candidate for the required job, the
organization will get quality performance of employees. Moreover, organization will
face less absenteeism and employee turnover problems. By selecting right candidate
for the required job, organization will also save time and money. Proper screening of
candidates takes place during selection procedure. The entire potential candidate who
applies for the given job is tested.

SELECTION PROCESS:
Selection is a long process, commencing from the preliminary interview of the
applicants and ending with the contract of employment.

 Preliminary test
 Selection test
 Employment interview
 Reference and background
 Analysis
 Selection decision
 Physical examination
 Job offer

 PRELIMINARY INTERVIEW:

The applicants received from job seekers would be subject to scrutiny so as to

eliminate unqualified applicants. This is usually followed by a preliminary
interview the purpose of which is more or less the same as scrutiny of
application, that is, eliminate of unqualified applicants. Scrutiny enables the
HR specialists to eliminate unqualified jobseekers based on the information
supplied in their application forms. Preliminary interview, on the other hand,
helps reject misfits for reason, which did not appear in the application forms.

 SELECTION TEST:
Job seekers who pass the screening and the preliminary interview are called
for tests. Different types of tests may be administered, depending on the job
and the company. Generally, tests are used to determine the applicant’s ability,
aptitude and personality.
The following are the type of tests taken:
 Ability test
 Aptitude test
 Intelligence test
 Interest test
 Personality test

 EMPLOYMENT INTERVIEW:

The next step in the selection process is an interview. Interview is formal, in-
depth conversation conducted to evaluate the applicant’s acceptability. It is
considered to be excellent selection device. It is face-to-face exchange of
 view, ideas and opinion between the candidates and interviewers. Basically,
interview is nothing but an oral examination of candidates. Interview can be
adapted to unskilled, skilled, managerial and profession employees.

TYPES OF INTERVIEW: -

Interviews can be of different types. There interviews employed by the

companies.

Following are the various types of interview:

 Informal interview
 Formal interview
 Non directive interview
 Depth interview
 Stress interview
 Group interview

 REFERENCE CHECK:
Many employers request names, addresses, and telephone numbers of
references for the purpose of verifying information and perhaps, gaining
additional background information on an applicant. Although listed on the
application form, references are not usually checked until an applicant has
successfully reached the fourth stage of a sequential selection process. When
the labor market is very tight, organizations sometimes hire applicants before
checking references.

 SELECTION DECISION:
After obtaining information through the preceding steps, selection decision-
the most critical of all the steps- must be made. The other stages in the
selection process have been used to narrow the number of the candidates. The
final decision has to be made the pool of individuals who pas the tests,
interviews and reference checks.
The view of the line manager will be generally considered in the final
selection because it’s he / she who is responsible for the performance of the
new employee. The HR manager plays a crucial role in the final selection.
  PHYSICAL EXAMINATION:
After the selection decision and before the job offer is made, the candidate is
required to undergo a physical fitness test. A job offer is, often, contingent
upon the candidate being declared fit after the physical examination. The
results of the medical fitness test are recorded in a statement and are preserved
in the personnel records. There are several objectives behind a physical test.

 JOB OFFER:
The next step in the selection process is job offer to those applicants who have
crossed all the previous hurdles. Job offer is made through a letter of
appointed. Such a letter generally contains a date by which the appointee must
report on duty. The appointee must be given reasonable time for reporting.
Those is particularly necessary when he or she is already in employment, in
which case the appointee is required to obtain a relieving certificate from the
previous employer.

Advantages of Selection

 It is cost-effective and reduces a lot of time and effort.

 It helps avoid any biasing while recruiting the right candidate.

 It helps eliminate the candidates who are lacking in knowledge, ability, and
proficiency.

 It provides a guideline to evaluate the candidates further through strict verification

andreference-checking.

 It helps in comparing the different candidates in terms of their capabilities,

knowledge,skills, experience, work attitude, etc.

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Recruitment consultants are responsible for attracting candidates and matching them
to temporary or permanent positions with client companies.

They work with client companies, building relationships in order to gain a better
understanding of their recruitment needs and requirements.

Recruitment consultants attract candidates by drafting advertising copy for use in a

wide range of media, as well as by networking, headhunting and through referrals.
They screen candidates, interview them, do background checks and finally match
them to their clients. Consultants also provide advice to both clients and candidates
on salary levels, training requirements and career opportunities.

How does a Consultancy work?

Recruitment agencies differ in their approach but the general pattern is as follows:

 The agency is sent a job description from the organization that has an open
position. ▪ a shortlist of applicants is drawn up by the agency who selects
individuals from the pool of resumes that they hold on their database.

 The organization selects their preferred individuals from the resume selection
and asks the agency to arrange and coordinate an interview.

 The agency then informs the candidates about the results of their interviews.

Recruitment process in a Consultancy

The agency works according to job description given to them

Job Description is a written statement outlining the purpose and the principle duties
and responsibilities of a job. A specimen of job description is given below:

Post: Clerk (in mail department)

Age: 18-25 years

Gender: Male or Female

Qualifications: Matriculate, preferably graduate

Salary: Rs. 3000- Rs. 5000 per month

Duties: Sorting out letters, handling mail opening machines, handling of the opened
letter to the selection head, writing of the addresses on the envelopes and minor
clerical jobs.

Responsibility: Punctuality in morning hours is essential.

Personal: Co-operative nature, accuracy, good appearance, etc.

Experience: Not necessary

Promotion: If worked proves worthy, he may be taken in the accounts department on

a higher scale.

What’s the advantage of using a Consultancy?

Recruitment agencies, also called staffing agencies, match prospective employers
with qualified employment candidates. These agencies receive payment for the
service from the company, either based on the number of jobs filled or on a flat rate
for a period of time for specific positions. Both employers and job seekers get
benefitted by being associated with a recruitment agency.

Some benefits of working with consultancy are given below:

 No need to Advertise:
No one knows that a company has a job opening unless the company
mentions it. Advertising that a company is accepting resumes may require an
aspiring candidate to take out newspaper and online ads. Recruiting agencies
take care of this part, for their clients. The agencies get the word out that
you’re looking for new employees and handle the influx of resumes. If
privacy is a concern, an agency can keep the name of your company
anonymous until the last stages of recruitment.

 Improved Access:
A recruiting agency’s purpose is to fit qualified candidates with potential jobs.
Often, using a recruiting agency can help a job seeker to get in touch with
companies he wouldn’t have access to otherwise. In fact, companies may use
agencies exclusively- even the best candidates have no way inside without the
use of an agency.

 Knowledge of the market:

The best recruiters will have their fingers on the pulse of their specialist
markets, and can give the hiring team insight into what is happening. The
agency has an updated knowledge of the available talent, where they are and
how to reach out to them, salary range, career expectations, available skill sets
and current hiring complexities. The agency helps the company to find the
appropriate candidate.

 Time saved:
Time is one of the most important resources that we deal with today. In
business, time is money and a recruiting agency can prove to be a time saver.
An agency saves time for the client as it takes care of the beginning steps of
the hiring process. Of the hundreds of applicants, a significant amount will
not be qualified or simply not be right for the job. Finding the right applicants
to interview takes a great amount of effort. A huge amount of time is spent on
short listing and selecting suitable candidates for the job. However,
outsourcing this responsibility to a recruiting agency with a reliable record of
successful placements can save time for an organization.

A Recruitment Consultancy’s Organizational Structure

 Generic Structure
Recruiting consultancies offer a vital service to their clients by giving them
the tools they need to entice and employ the most talented prospects in their
respective industries. The agency’s organizational structure defines both the
hierarchy of responsibilities within the company and the division of tasks for
each worker. The hierarchy determines who develops the company’s vision
and carries out the missions to achieve those goals, while the division of tasks
casts each employee into the most productive role.

 Agency Director
The Agency Director acts as the primary supervisor for the entire company.
The primary duties of the agency director are to oversee the company’s daily
operations, financially coordinate its tasks and develop plans to achieve its
overall vision. The director may also go under the title of “President”
depending on the structure of the company. The director may be an owner
operator (or partner or part owner) or act on behalf of the owner.

 Recruitment Director
The Recruitment Director works to bring in clients and also works towards
bringing in potential candidates. The Recruitment Director develops and
refines the company’s recruitment processes. The Director also oversees the
implementation of these processes by the recruiters. The Director sets
recruitment goals and assigns the job openings to each recruiter. The
Recruitment Director also works with clients to learn what qualifications they
seek and how the agency’s candidates can fill those vacancies.

 Recruiters
The recruiters report to the director of recruiting, primary responsibilities will
include finding suitable candidates, screening and assisting in the placement
of qualified candidates at our client sites. The recruiters groomed to assist in
developing and implementing recruiting strategies and processes, while
working closely with the management team.

 Support Staff
Although the focus of a recruitment agency is to bring clients and candidates
together, the company needs support staff to keep its operations running
smoothly. All of the staffers handle the specialized tasks that a company
needs to keep its doors open.

CHAPTER-VI
 PROFILE OF ORGENIZATION

6.1 COMPANY PROFILE

Bright enterprises pvt ltd. It is courier based company having its office in kamothe,
navimumbai, we started our company since 2007. We provide courier service all over
domestic and international. DTDC India is one of the preferred courier brands in India
with the largest network of delivery destinations. We offer courier services to
domestic and international.

the office of dtdc express ltd in bangalore, karnataka. Dtdc handles 12 million
shipments every month. It established in 1990 and head quartered at bangalore, dtdc
has 7 zonal offices, 20 strategically located regional offices and over 430 operating
facilities spread across india.

Mr. Subhasishchakraborty, founder, chairman and managing director of DTDC

pioneered DTDC’s unique franchise based business model that is not only the first pf
its kind in the industry but also has been emulated overseas and studied as a business
case by leading management institutes.

DTDC has carved a niche for itself in the market as a company that 'Builds Life' by
creating job prospects for thousands along with entrepreneurial opportunities for
many more. Today, DTDC has more than 10500 channel partners across India, and
more than 80 percent of these franchises are run by first-time businessmen, who are
often under-graduates and from under-privileged backgrounds.

DTDC has helped shape many rags-to-riches stories, and given an opportunity to
achieve success to those in need. Careful nurturing and handholding have created
numerous success stories, which in turn are inspirations for like-minded individuals
looking to apply their entrepreneurial abilities to accomplish success.

The fundamental idea behind the DTDC franchise mechanism was to foster
entrepreneurship; create entrepreneur opportunities for people from all walks of life;
and form a channel for social change. This ideology led to the insight to create
budding entrepreneurs out of energetic business-minded individuals, who had the
desire but lacked the guidance and the resources to start on their own. Their alignment
with DTDC through the low-cost franchise system supported their requirements of
capital, access to technology, equipment and knowledge. This ignited their pursuit for
enterprise and transformed DTDC into a household name. It also created uncharted
employment avenues for the downtrodden and empowered innumerable first-time,
independent and unorganized entrepreneurs.
It was an extraordinary vision of 'sharing of wealth' that went on to extend
entrepreneurship opportunities for urban and rural population as well. This was
achieved by setting-up at least one franchisee, at subsidized rates, in each taluka
What's more the scope of this franchise chain never ends. DTDC is now running a
special project to facilitate subsidized outlets for Army people who suffer injuries at
work.

Our service:

 Door to door services.

 Credit account facility.

 Proper and safety packing.

 Reverse pickup facility available.

 Cod [cash on delivery] and food freight on delivery.

VISION:

To be India’s preferred express parcel service provider with a special customer focus.

MISSION:

Delivering value to all our stakeholders and at all our touch points

6.2 ORGANIZATIONAL CHART

 MR. SADANAND PRABHAKAR PADHIHARY (MD)

RAJESH PADHIHARY NAMRATA KAMBLE SONALI KAMBLE

(MANAGER) (MANAGER) (MANAGER)

Branch Office:-

DTDC Express Pratham Heritage,

Sec 19 Plot No: 11/12,

Shop No: 1/2

Khandeshwar,

Navi Mumbai- 410206

CHAPTER-VII
 DATA ANALYSIS AND INTERPRETATION:

Q.1 which of the sources of recruitment and selection are used in HR aspect
consultancy?
source Internal External Total
No. of employee 10 20 30

source

internal
external

INTERPRETATION:

According to above diagram the internal process of recruitment and selection done
10% and 20% of external process has done in the organization.
Q.2. Are you satisfied with the recruitment process?

opinions Highly Satisfied Neutrally Dissatisfied Highly Total

satisfied dissatisfied
No. of 12 8 9 1 0 30
employee

Sales

3%

1st Qtr
satisfied
30%
40% Neutral
Dissatisfied
Highly dissatisfied

27%

INTERPRETATION:

According to above diagram the 12% of employees are highly satisfied with the
recruitment process, 8 % of employees are satisfied, 9% are neutrally, and 1% are
dissatisfied, with the recruitment process.

Q.3Are you satisfied with the selection process?

 Opinion Yes No Total
No. of employee 24 6 30

opinion
20%

Yes
No

80%

INTERPRETATION:

According to above diagram 80% of employees are satisfied with the selection
process, 20% are not satisfied with selection process.
Q.4 Do you think innovative techniques like stress test, psychometric test and
personality test should use for selection?

Opinion Yes Neutral No Total

No. of employee 23 5 2 30

Opinion

7%

17%
Yes
Neutral
No

77%

INTERPRETATION:

According to above diagram 77% of innovative techniques are used in selection

process, 17% neutral and 6 % of organization is not used.
Q.5How does you rate HR practices of the company?

Opinions Very Good Neutrally Bad Very Bad Total

Good
No. of 10 8 10 2 0 30
employee

Rating

7%

Very Good
33% Good
Neutrally
33% Bad
Very Bad

27%

INTERPRETATION:

According to above diagram 33% of HR practice has done very good process, 27%
are good, and 33% has very bad process done in company.

Q.6 is there any contract signed by employees while joining the organization?
 Opinion Yes No Total
No. of employee 25 5 30

Opinions
17%

Yes
No

83%

INTERPRETATION:

According to above diagram 83% of organization has take sign of employees while
joining the organization. And 17% of organization has not done.

Q.7 Are you comfortable with the HR policies of the company?

 Opinion Comfortable Uncomfortable Total
No. of employee 27 3 30

Opinion

10%

Comfortable
Uncomfortable

90%

INTERPRETATION:

According to above diagram 90% of employees are comfortable with the HR policies
of company, and 10% of employees are not comfortable.

Q.8 does your company follow different recruitment process for different grades
of employment?
 Opinion Yes No Total
No. of employee 20 10 30

Opinion

33%
Yes
No

67%

INTERPRETATION:

According to above diagram 67% of company follow different recruitment process for
different grades of employment, and 33% has not done.

Q.9 Does your HR clearly describe the position, objectives, requirements and
candidate specifications before the recruitment process?
 Opinion Yes No Total
No. of employee 25 5 30

opinion

17%

Yes
No

83%

INTERPRETATION:

According to above diagram 83% of companies HR clearly describes the position,

objectives, requirements and candidate specifications before the recruitment process and
17% of companies HR hasn’t clearly describes the position, objectives, requirements and
candidate specifications before the recruitment process.

Q.10 Do you think HR should be necessary for recruitment and selection?

 Opinion Yes No Total
No. of employee 25 5 30

Opinion

Yes
No

100%

INTERPRETATION:

According to above diagram 100% of employee think HR should be necessary for

recruitment and selection and 0% means none of employee think HR shouldn’t be
necessary for recruitment and selection.

CHAPTER-VIII
 FINDINGS

 Maximum employee using the external sources of recruitment and selection in

HR aspect consultancy and few employee using the internal sources of
recruitment and selection in HR aspect consultancy

 Maximum employees are you satisfied with the recruitment process and few
employees are not

 Maximum employees are you satisfied with the selection process and few
employees are not

 Maximum employees think innovative techniques like stress test,

psychometric test and personality test should use for selection but there some
employees thinks it’s not necessary

 Maximum employees gave good rating for HR practices of the company but
there are also some employees gave bad rating for HR practices of the
company.

 All employees are thought that the HR should be necessary for recruitment
and selection.

 Maximum employees comfortable with the HR policies of the company but

there are few employees are not comfortable with the HR policies of the
company.
 CHAPTER-IX

RECCOMENDATION

Recruitment must be done by analyzing the job firstly which will make it easier and
will be beneficial from the company’s point of view.

• More emphasis should be given on internet and advertisement so that more and
more candidates apply for the jobs and it will be easy to find the right employee
among them.

• The recruitment and selection procedure should not be too lengthy and time
consuming.

• Company should try to use the internal recruitment process first because it incurs
less cost and acts as a motivational factor to the employees.

• Provide training to employees so that they get better knowledge, skills and attitude.

• Company should amend some parts of their HR policies for better effectiveness.
 CHAPTER-X

CONCLUSION:

Recruitment is the process of searching for prospective employees and stimulating

and encouraging them to apply for jobs in an organization. And Selection is selecting
the right candidate at the right time in the right place.

Employees of HR Aspects consultancy are satisfied with the current/existing

recruitment and selection process. This consultancy is the mediator between the
organization and the candidates as it serves the requirements of employees as well as
the organization.

Also HR Aspects consultancy has to consider internet sources for recruitment of

employees so that it could motivate the employees. Employees are also well aware
about the various sources and methods of recruitment and selection. HR Aspects
consultancy has to implement innovative techniques in selection process like group
discussion, stress interview, etc
 CHAPTER-XI

BIBLIOGRAPHY

Books: • Ashwathappa Human Resource Management Concept of training & Types

of training, Fourth edition-2006, Tata McGraw Hill.

 C.B. Gupta, [1996] human resource management and sultan Chand & sons.
 Chris Duke, [2001] recruiting the right staff.

 Websites:
1. www.hradmin.wikipedia.org

2. www.itm.com

3. www.hrm.com
 CHAPTER-XII

ANNEXURE

QUESTIONNAIRE FOR EMPLOYEES:

1) Name:

2) Age:

3) Department:

4) Designation:

5) Length of service:

Q.1 which of the sources of recruitment and selection are used in HR aspect
consultancy?

1) Internal
2) External

Q.2. Are you satisfied with the recruitment process?

1) Highly satisfied
2) Satisfied
3) Neutrally
4) Dissatisfied
5) Highly Dissatisfied

Q.3Are you satisfied with the selection process?

1) Yes
2) No
Q.4 Do you think innovative techniques like stress test, psychometric test and
personality test should use for selection?

1) Yes
2) Neutral
3) No

Q.5How does you rate HR practices of the company?

1) Very Good
2) Good
3) Neutrally
4) Bad
5) Very Bad

Q.6 is there any contract signed by employees while joining the organization?

1) Yes
2) No

Q.7 Are you comfortable with the HR policies of the company?

1) Comfortable
2) Uncomfortable

Q.8 does your company follow different recruitment process for different grades
of employment?

1) Yes
2) No

Q.9 Does your HR clearly describe the position, objectives, requirements and
candidate specifications before the recruitment process?
 1) Yes
2) No

Q.10 Do you think HR should be necessary for recruitment and selection?

1) Yes
2) No