TOPIC

EFFECTIVENESS AND SCOPE OF EMPLOYEE REFERRALS IN THE PROCESS OF TALENT SOURCING.

CLUB MAHINDRA RESORT, POOVAR

JAISON JAMES

SIGNIFICANCE OF THE STUDY

Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs in the company.

Hiring suitable employees is a very risky and tremendous job to the H.R department. It involves lots of human efforts and the process is very costly to the organization.

The conventional way of recruitment is very slow and time consuming.

In this very situation, the idea of Employee Referrals is gaining more importance and popularity.

Employee referral is an internal recruitment method employed by organizations to identify potential candidates from their existing employees.

SIGNIFICANCE OF THE STUDY

An employee referral scheme encourages a company's existing employees to select and recruit the suitable candidates from their social networks.

As a reward, the employer typically pays the referring employee a referral bonus.

Recruiting candidates using employee referral is widely acknowledged as being the most cost effective

This is an efficient recruitment method to recruit candidates and as such, employers of all sizes, across all industries are trying to increase the volume of recruits through this channel.

COMPANY PROFILE

CLUB MAHINDRA RESORT, POOVAR

Its a time share propertyOwned by Mahindra groupFirst resort was opened in munnarThe rooms are categorized into 3

1. single bed cottages 2. pool villas 3. Hotel units

Holiday activities spaGood location

METHODOLOGY

For the research, I had selected the whole employees of CLUB MAHINDRA RESORT, poovar, Trivandrum as the population of my study.

The total population is 120 The sample size of the study is 50 Simple random sampling is used in the research for obtaining the

sample. Interview schedule is used. Friedman test and one sample T- tests were used for the data

analysis.

OBJECTIVES

1. To study the extend of perceived benefit to the organization due to referral recruitment.2. To study the extend of perceived benefits to existing employee due to referral recruitment.3. To understand the personal risks to the current employees for their participation in employee referrals.4. To analyze the amount of risks to the organization due to referrals in general, as perceived by existing employees.5. To evaluate the perceived role of social media on the outcome of referral programs.

DEMOGRAPHY OF RESEARCH

GENDER

INTERPRETATIONFrom this chart it is clearly understood that majority of the respondents are male (74%)

AGE LEVEL

INTERPRETATIONThis chart shows the age level of the respondents.There are 3 categoriesMajority of the respondents fall under the category 18-25.

18-2526-35

36-50

DEPARTMENTS

INTERPRETATIONThe respondents are from 3 departments.The departments are Administration Operations Back areaOperations and back area shares 88 % to the whole population with 44% from each departments. Administration is only 12%

Back area

operations

Admin.

EDUCATIONAL QUALIFICATION

INTERPRETATIONThe educational qualification of employees are classified into 3 Diploma Degree Post graduationMajority of the respondents have diploma level of education. The no. of post graduate degree holders are very few.

Diploma

Degree

P.G

TOTAL WORK EXPERIENCE

INTERPRETATIONMajority of the respondents have only work experience of less than 2 years.

There is a good no. of experienced personnel in the company with more than 4 years of experience which add strength to the workforce.

ANALYSIS OF DATA

Objective 1:- To study the extend of perceived benefit to the organization due to referral recruitment.

Ho:- employees do not differ significantly in their opinion about the benefit of E.R.P program to the company.InterpretationSince the mean value for the following are the high values. Following are the main benefits the company going to acquire by the application of E.R.P program. Overcoming the delay of conventional

recruitment methods (I) Better relationship between

employees (2) Hard working employees (3)

RANKSMean ranks

Increased productivity 3.37Hard working employees 3.53Low recruitment cost 3.42Overcoming the delay of conventional recruitment methods

3.59

Better relationship between employees 3.58Increased team work 3.51

Objective 2:- . To study the extend of perceived benefits to existing employee due to referral recruitment RANKS

Mean rank

Participation in E.R.P3.88

Awareness of company benefits 3.00Chance of career advancement 3.26Bonus/incentives 2.98Recognition and respect 4.28Better team work with employees

7.22

Feeling of proud 7.27More satisfaction 7.52Company caring towards employee

5.59

Ho:- employees do not differ significantly in their opinion about the benefits to existing employees due to referral recruitments. interpretationthe main benefits for the existing employees due to referral recruitments are More satisfaction (1) Feeling of proud (2) Better team work with

employees (3).

Objective 3:- to understand the personal risks to current employees for their participation in employee referrals

Ho:- the personal risk to the employees for their participation in employee referral is equal to average

N Mean t P-valueIf referral goes wrong, I will be blamed 50 4.40 7.846 .000

Chance of criticism from colleagues 50 4.36 8.726 .000

Poor quality referrals give Negative image to referee

50 4.42 9.549 .000

Referred person himself might act against me 50 3.74 3.634 .001Chance of losing own opportunity 50 3.16 .709 .482Chance of getting into personal life 50 2.44 -2.922 .021

One sample T- test

Objective 4:- the amount of risks to the organization due to referrals in general, as perceived by existing employees.Ho:- the amount of risk to the organization due to referrals as perceived by existing employees is equal to average.

N Mean t P-valueChance of groupism and politicking 50 2.52 -1.990 .052Chance of employment discrimination to particular group

50 2.34 -2.943 .005

If one quits, he may take all referees with him

50 2.96 -.179 .858

Chance of friction between employees 50 2.66 -1.458 .151Might negatively affect the positive work culture

50 2.46 -2.3777 .021

Boost the greedy character of employees to get rewards

50 1.84 -5.5665 .000

Trade union interferences 50 1.44 -10.675 .000

One sample t-test

Objective 5:-To evaluate the perceived role of social media on the outcome of referral programs.

N mean t P-value

Use of social media like Facebook and Whatsapp

50 4.10 4.841 .000

Regular update of work life and happening

50 2.88 -.457 .648

Extend of post of vacancies in the hotel

50 3.40 1.528 .133

How effective is to refer through social media

50 4.24 6.044 .000

Ho:- the opinion of employees regarding role of social media on the outcome of referral program is equal to average.

FINDINGS

1. The company can get a lot of benefits by applying E.R.P program

2. The company can save lot of money on recruitment process by applying E.R.P

3. The employees are well aware of the personal risks and benefits , so they will referral

only good candidates to the company.

4. the main benefit to company is that, they will get hard working and productive

employee

5. there will not be any problem to the company by applying E.R.P

6. social medias like Facebook and whatsapp are very effective in employee referral

programs.

SUGGESTIONS

The application of employee referral program is very cost effective in recruitment

There will be better relationship between employees if E.R.P is applied.

If bonus or incentives are provided , it will act as a motivational tool to the employees.

LIMITATIONS

The communication factor was a hindrance to the data collection. It was difficult to collect data during working hours.

THANK YOU