Placement Training ReportOnRECRUITMENT AND SELECTION PROCESS WITH SPECIAL REFERENCE TO MANJILAS GROUP OF COMPANIES, THRISSURSUBMITTED TOSCHOOL OF DISTANCE EDUCATIONUNVIERSITY OF CALICUTAs a part of the partial fulfillment of the requirementFor the award of the degree ofMASTER OF COMMERCESubmitted ByMs. NIMA SURESHReg. No: THANDCM318Enroll No: 1300489

SCHOOL OF DISTANCE EDUCATIONCALICUT UNIVERSITY2015

DECLARATIONI, NIMA SURESH, student of M.Com, School of Distance Education, University Of Calicut, do hereby declare that the Placement Training Report titled RECRUITMENT AND SELECTION PROCESS WITH SPECIAL REFERENCE TO MANJILAS GROUP OF COMPANIES,THRISSUR, submitted in partial fulfillment for the award of the degree of Master of Commerce program under the guidance and supervision of Prof. Biju John. M , is my original work and not submitted for the award of any other degree, diploma or fellowship under a similar title to any other University.

Place : NIMA SURESHDate :Signature

ACKNOWLEDGEMENTFirst of all, I am Thankful to God almighty for all his blessings throughout my life with a light and that helped me do this project in a better manner. I wish to express my deep sense of gratitude to Prof. Biju John. M, Associate Professor in Commerce and Coordinator; School of Distance Education, University of Calicut, for his valuable support and providing with all possible opportunities for the preparation of this Report. I am also grateful to Prof. Johny, for his valuable advice and guidance throughout the course.I would like to express my heartfelt thanks to the Management, Mrs. Sreedevi Suresh, Manager HR, Manjilas Group for her guidance and directions throughout this training, entire staff members of Human Resource Department, Administrative Department and other staff members of Manjilas Group Of Companies, Thrissur, for giving me a privilege to conduct the Placement Training Report work in their esteemed Organization.I am also thankful to my family members and friends for their constant support and encouragement.

TABLE OF CONTENTS

Chapter No.DescriptionPage No.

1INTRODUCTION

1.1Introduction to the Study1 3

1.2Objectives of the study3 12

1.3Scope of Study12

1.4Research Methodology12 13

1.5Limitation of the Study13 14

1.6Company Profile14 19

2DEPARTMENT AND PRODUCTS20 27

3STUDY OF THE TOPIC WITH SPECIAL REFERENCE TO MANJILAS GROUP OF COMPANIES28 33

4 REVIEW OF LITERATURE34 78

5DATA ANALYSIS AND INTERPRETATION79 83

6FINDINGS, SUGGESSTIONS AND CONCLUSION84 86

7BIBLIOGRAPHY87

8LIST OF CHARTS AND TABLES88

CHAPTER-1INTRODUCTION

Page 1

1.1. INTRODUCTION TO THE STUDYHuman Resource should be defined not by what it does, but by what it delivers.David Ulrich

Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organization, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organization. The HR professionals handling the recruitment function of the organization- are constantly facing new challenges. The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organization.In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. In an already saturated job market, where the practices like poaching and raiding are gaining momentum, HR professionals are constantly facing new challenges in one of their most important function- recruitment. They have to face and conquer various challenges to find the best candidates for their organizations.Page 2The major challenges faced by the HR in recruitment are:Adaptability to globalization The HR professionals are expected and required to keep in tune with the changing times, i.e. the changes taking place across the globe. HR should maintain the timeliness of the process Lack of motivation Recruitment is considered to be a thankless job. Even if the organization is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers. Process analysis The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective. Strategic prioritization The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals.Human resources have become viewed as more critical to organizational success and many organizations have realized that it is the people in an organization that

Page 3can provide a competitive advantage and the people as human resources contribute to and affect the competitive success of the organization.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. 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 resource.For every organization 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 of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. With reference to this context, this project is been prepared to put a light on Recruitment and Selection process.

1.2. OBJECTIVES OF THE STUDYEvery organization has some objectives and every part of it should contribute directly or indirectly to the attainment of objectives. In order to achieve Page 4organizational objectives integration of employer's interest and employee interest is necessary. To integrate them right form of recruitment strategies are implemented i.e. recruitment. Selection, motivation, compensation, health etc. managers have to study the behavior and attitude of employees and how they can retain the motivated employees in the organization. In my study I have tried to know the recruitment and selection strategies in organization. The objectives which have been kept in mind are as follows: To study about the recruitment and selection process followed at Manjilas Group of Companies. To know the job satisfaction levels of employee recruited. To enable an organization to maintain an inventory of the quality employees by the best sources of recruitment and selection strategies in the organization. To examine the recruitment and retention process of employees in the related unit. To find the draw backs in the Recruitment & selection strategy of company. To suggest the measures for establishing and better Recruitment and selection Strategy.

Page 5Objectives of the Recruitment To attract with multi-dimensional skills and experience that suit the present and future organizational strategies. To induct outsiders with new perspectives to lead the company. To infuse fresh blood at all levels of the organization. To develop an organizational culture that attracts competent people to the company. To search or head hunt/head paunch people whose skills fit the companys values. To device methodologies for assessing psychological traits. To seek out non-conventional development grounds of talent. To search for talent globally and not just within the company. To design entry pay that competes on quality but not on quantum.

Purpose and Importance of Recruitment Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organization. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost.Page 6

Help increase the success rate of selection process by decreasing 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 organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants

FACTORS AFFECTING RECRUITMENT

Internal FactorsRecruitment PolicyHR PlanningSize of the FirmGrowth & ExpansionExternal Forces Supply &DemandUnemployment RateLabor MarketPolitical LegalImage

SELECTIONSelection is defined as the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job. Selection isPage 7 basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job.Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the unfit candidates, or a combination of both. Selection involves both because it picks up the fits and rejects the unfit. In fact, in Indian context, there are more candidates who are rejected than those who are selected in most of the selected processes. Therefore, sometimes, it is called a negative process in contrast to positive program of recruitment.Selection is the process of picking individual (Out of the pool of job candidates) with requisite qualification and competence to fill job in the organization. A formal definition of selection is that It is the process of differentiation between applicants in order to identify (and hire) those with a greater likelihood of success in a jobRecruitment function helps the organization to develop pool prospective human resources. It is difficult for the HR manager to employ the suitable people out of the pool. In fact, many organizations face critical problems in choosing the people. Selection techniques and methods reduce the complexities in choosing the right candidates for the job.The appointment of suitable persons on various jobs is very essential. The selection of wrong candidate will mean loss of time and money which have been incurred on this person. It also leads to absenteeism and retrenchment. This calls for a properly planned recruitment and selection process.

Page 8After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization, the management as to perform the function of selecting the right employees at the right time. The objective of selection process is twofold. Select a candidate whose success of probability in the job is highest. Motivate the right candidate to opt for the vacancy by the proper presentation of the organization to the potential candidates.Problems In Effective SelectionThe main objective of selection is to hire people having competence and commitment. This objective s often defeated because of certain barriers. The impediments, which check effectiveness of selection, are perception, fairness, validity, reliability and pressure. Perception Fairness Validity Reliability PressureGoals of Selection To systematically collect information about to meet the requirements of the advertised position. To select a candidate that will be successful in performing the tasks and meeting the responsibilities of the position.Page 9 To engage in hiring activities that will result in eliminating the under utilization of women and minorities in particular departments. To emphasize active recruitment of traditionally underrepresented groups, i.e. individuals with disabilities, minority group members, women, and veterans.

IMPORTANCE OF RECRUITMENT AND SELECTION PROCESS IN ORGANIZATIONSAny successful business will have at its core efficient and caring employees who have complete job satisfaction and a perfect fit for the jobs they are entrusted with. This is not an easy task to accomplish and full credit goes to the selection and recruitment processes that the company has in place. On the contrary, if these processes are not handled efficiently, the wrong sort of lethargic employee appointments can prove fatal even to a well established business.It is of utmost importance for an employer to be absolutely clear on what they expect an employee to be. The skills required for the job should be enumerated as precisely as possible. Transferable skills which the company could use also deserve a mention. So the chances of zeroing in on the right candidate increase greatly if the vacancy advertised is very specific as to the requirements. If recruitment agency service is opted for by the employer, the agency or the consultant should get very precise instructions from the employer.It is necessary that an exact framework for short listing applicants for a vacancy is formulated in advance. This is the first step of the selection and recruitment process. This entails that the employers are very clear as to what sort of Page 10qualifications and experience they expect to see on the CV of the potential employee. The process of selection and recruitment needs to spell out very clearly the absolute requirements vis--vis qualifications and qualities necessary to fill the vacancy. Based on this factor, one can shortlist the candidates. The next step is to take a decision on the number of interviews and/or presentation needed to finally select the employee.If the employers give very concise and accurate description of what they expect the employees to be, the recruitment consultant or the agency can choose a candidate very easily. The recruitment consultant or the agency also needs to have knowledge of the employers in-built processes of selection of the right candidates.Finally, it is in the fitness of things that a feedback is provided on the interview by the interviewer either to the applicant or the agency through which he has come. Before proceeding with the interview which may or may not be followed by a presentation, the interviewer on behalf of the company should have reached a decision as to what package of remuneration he is willing to offer to the right person. This is a very vital but easily overlooked point in the process of selection and recruitment. The employers would do well to remember that the potential candidate would most definitely be sizing up the prospective employer as well during the selection and recruitment process.ESSENTIALS OF SELECTION PROCEDURE

The selection process can be successful if the following requirements are satisfied:

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Someone should have the authority to select. This authority comes from the employment requisition, as developed by an analysis of the workload and work force. There must be some standard of personnel with which a prospective employee may be compared, i.e. a comprehensive job description and job specification should be available beforehand. There must be a sufficient number of applicants from whom the required number of employees may be selected.Significance of selection procedure:The success of an organization depends on the quality of personnel selected for the jobs. Thus, selection of personnel is a very important function of management. The importance of selection can be judged from the following factors: Procurement of skilled workers:Only the suitable candidates who are fir for the job are selected from among the prospective candidates for employment. In this may, selection is a process by which only desirable candidates are hired and others are denied the opportunities. Reduction in the cost of training: Proper selection of candidates reduces the cost of training because (a) qualified personnel have better grasping power, they can understand the techniques of work better and in time. (b) The organization can develop different training program for different persons on the basis of their individual differences thus, reducing the time and cost of training considerably.Page 121.3. SCOPE OF THE STUDY:Recruitment and selection is the important aspect in the organization. Recruitment function helps the organization to develop a pool of prospective human resources. It is difficult for the HR manager to employ the suitable people out of the pool. In fact, many organizations face critical problems in choosing the people. Selection techniques and methods reduce the complexities in choosing the right candidates for the job.After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization, the management as to perform the function of selecting the right employees at the right time. The scope of the study is to cover behavior based interviews To study training and experience evaluations To learn about Motivational fit inventories.

1.4. RESEARCH METHODOLOGY:It was proposed to take a sample 50 respondents selected randomly to obtain first hand feedback. In order to obtain a true picture a word of mouth statements Page 13 were used as data collection tools. Appropriate but simple analytical methods like cross tabulation, flowcharts, etc. were used to analyze the data collected.SOURCES OF DATA: Primary data:Primary data which will be generated from an investigation with the help of interaction with the concerned departments which will be administered personal talks with the employees. Secondary data:The source of secondary data may be internal or external to the organization such as data collected from books, magazines, journals, internet and other related sources.

1.5. LIMITATION OF STUDY Information is collected only through the interaction with the Department. Couldnt study the international recruitment process here. Only the domestic market is the focus of this study.

Sample size is limited due to the limited period allocated for the survey. Page 14

The analysis is completely based on the information provided by the employees and hence could be biased. Taking appointment of the respondents became a little difficult. 1.6 COMPANY PROFILEHISTORYManjilas started its journey with a rice vending outlet in the heart of Thrissur town called Ariyangadi (Rice Bazar). Its founder Late Shri. M.O.John was a visionary who brought a great revolutionary change in the Rice Industry. He was the funder General Secretary of Vyapari Vyavasayi Ekopana Samithi (Merchants Association) and President of Chamber of Commerce (1993 to 2000). His long term vision led to the birth of a renowned Brand DOUBLE HORSE, the mother brand of Manjilas. MILE STONES Manjilas is the first Modern Rice Mill. The First Rice Mill introduced Branded Rice in Kerala. First Rice Mill which has introduced Sortex Machine

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First Rice Mill which has received ISO 9000-2000 certified Rice Mill in Kerala. Good Food for all is the thought inspired by its founder Late Shri M.O. John, led the Company into greater heights supported by its valued customers. As todays life style has changed tremendously, there has been a wide change in the eating habits of people. Keeping those aspects in mind, Manjilas Group have entered to cater the changing tastes of consumers. A strong Research & Development Department and specifically developed kitchen has helped to launch many innovative products giving novelty to the customers tastes. VISIONTo be the leader in the Food Industry, offering the widest variety of high quality food products that become a way of life for all those who love good food across the globe. Literally, to become a leader in the global instant food category and indispensable part of every malayalee household across the entire globe.

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A family enterprise that has flourished under the administration 2 generation of entrepreneurs. Ever since its inception in 1959, Manjilas has remained steadfast to its unswerving commitment to keep alive the rich traditions of Kerala cuisine redolent with a multitude of flavours and fragrances imbibed from all category of population. It is with great deal of pride that they look back upon the trail that Double Horse has blazed in the instant foods category. Their commitment to their customers and their pioneering efforts have indeed paid fruitful dividend and today, they look to the future with eagerness. In keeping with the fast change in functions and fundamentals of their business, they proudly present their new corporate vision to reiterate to the world, their keen focus on innovation, expansion and success.MISSIONTo come out with a wide variety of innovative food products that combines health, taste and convenience, so as to make cooking good food fun and easy.QUALITY POLICYManjilas is committed to give total satisfaction to their customers through continuous improvement of products, processes and distribution.

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OBJECTIVES OF THE COMPANY To provide quality products at reasonable price. To provide customer satisfaction To implement new technologies To make available rice products globally To increase the market share To enhance the annual turnover of the company.COMPETITORS OF THE COMPANY Nirapara Eastern Pavizham Elite Sevana Kaula

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COMPANIES UNDER THE GROUP1. Manjilas Food Tech. Pvt. Ltd., Kottekkad, Thrissur and Vannamada, Palakkad2. Manjilas Agro Foods Pvt. Ltd., Cheramangalam, Palakkad and Naripotta, Palakkad3. Q One Foods and Ingredients Pvt. Ltd., Unjuvelampetti, Pollachi, Tamil Nadu4. M.O. John & Sons (Exports), Kolangattukara, Thrissur.

Note - A brief flow chart showing the activities and employee strength of each factories/ divisions of the Manjilas Group(Including their corporate office and Sales and Marketing Division) is narrated in the next page (page number 19).

CHAPTER 2DEPARTMENTS AND PRODUCTS

Page 20

DEPARTMENTS 1. Production2. Quality Control3. Research & Development4. Purchase5. Sales & Marketing6. Warehouse7. Finance and Accounts8. Costing9. HR and Administration10. Marketing Support Service11. Customer Care12. I T13. Logistics14. Engineering15. Media & Designs

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PRODUCTSRICE Rose Matta (Parboiled & Double Boiled) Cherumany (Parboiled & Double Boiled) Jyothi Matta (Parboiled & Double Boiled) Red Raw Rice (Payasam Rice) Matta Broken Ponni Rice Single Matta Jaya Rice Idli Rice Royal Chef (White Rice) Jeerakasala Rice

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RICE PRODUCTS Easy Palappam Mix Appam/Idiyappam/Pathiri Rice Flour Aval Thick Dosa Mix White Rice Flour Idly Mix Roasted Pathiri Flour Palappam Mix Vattayappam Mix Red Aval & White AvalPUTTU PODI White Puttupodi Samba wheat puttupodi Chemba puttuposi Ragi puttupodi Corn Puttupodi Health mix puttupodiPage 23

WHEAT PRODUCT Chakki Fresh Atta Samba broken wheat Broken wheat Wheat Rava Samba Wheat Rava Roasted Rava Vermicelli Roasted (Short and long)INSTANT BREAK FAST Instant Idiyappam Rice Sevai Uppuma Mix.

PAYASAM AND KHEER MIXES Palada payasam mix Rice palada payasam mix Vemicelli Kheer mix Rice AdaPage 24

HEALTH PRODUCT Banana Powder Health mix Ragi vita Ragi powderINSTANT READY TO EAT Chakka varatty & Pazham varatty Boiled chineese potato Nadan kappa puzhukku Roasted coconut gravy Instant ready to eat Cup Payasam Wheat Payasam Palada Payasam Vermicelli payasam

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INSTANT READY TO COOK CURRY MIX Chicken biriyani mix Kerala meat curry mix Kerala chicken curry mix Kerala fish curry mix Sambar mixPASTES Garlic paste Ginger paste Tamarind paste Ginger-Garlic pastePICKLES Veg pickles Non-veg pickles Vegetable in brine

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MASALAS Sambar powder Chicken masala Meat masala Pickle powder Fish masala Rasam powder Vegetable masala Egg roast masala Garam masalaCONDIMENTS Chilly powder and Coriander powder Turmeric powder Pepper powder Ginger Powder Crushed chilly Kashmiri Chilly Page 27

OTHERS Coconut Chammanthi podi Tamarind Jaggerry Coconut oil Papad Venegar Soya chunks Macroni Black tamarind Asafoetida Cake & Powder Mustard Fenugreek Cumin Fennel Soya chunks nano Chutney powder

CHAPTER3STUDY OF THE TOPIC WITH SPECIAL REFERENCE TO MANJILAS GROUP OF COMPANIES

Page 28STUDY OF THE TOPIC RECRUITMENT AND SELECTION IN MANJILAS GROUPProcess of Recruitment at Manjilas Group of Companies.Every organization has the option of choosing the candidates for its recruitment own processes. In Manjilas, the recruitment is a process consisting of various activities, through which search of prospective personnel- both in quantity and quality as indicated by human resource planning and job description and job specification is made. This process includes recruitment planning, identification of recruitment planning, identification of recruitment sources, contacting those sources and receiving application from prospective employees. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:Recruitment Planning

Recruitment process starts with its planning which involves the determination of number of applicants and type to be contacted.In Manjilas, recruitment planning starts once the HR Department receives the Manpower Planning received from the user department. HRs role is to help the user department to identify the requirement as per their target set for the year.A well defined Roles and Responsibilities of the required position should be obtained from the user department or the Job Description of the position we intend to source. Page 29Sources of Recruitment After the finalization of recruitment plan indication the number and type of prospective candidates, they must be attracted to offer themselves for consideration to their employment. This necessitates the identification of sources from which these candidates can be attracted.

Sources of Recruitment in Manjilas Group External SourcesInternal Sources

Transfer Advertisement Employee referral External references Previous Applicant Job Portals Re-designation Campus placements Promotion Walk In Placement AgenciesContacting SourcesOnce Company decides of sources from where the prospective candidates will be selected, the process of contacting these sources starts. Recruitment is a two way street; it involves recruiter and recruit. A recruiter has the choice of whom, to recruit based on the various information about the candidates. In the same way a recruitee must have information about the organization to decide whether to join or not. There for before making the contact Page 30

with the sources, particularly the external ones, the organization must decide the information which must be shared with the candidates. Application PoolThe ultimate objective is to attract as many candidates as possible so as to have flexibility in selection. When the sources of recruitment are contacted, the organization receives application from prospective candidates. The number of application depends on the type of organization, the type of jobs and the condition in specific human resource market.Conduct InterviewsWith the help of subject expert or the given job profile, the process of short listing the Resumes and there by send interview call letters to the prospective candidates. As per the convenience of the Interview Committee, the interviews are scheduled.Reference CheckOnce the interviewed candidates are shortlisted, a reference check will be carried out with the previous employer or present employer with the consent of candidate, home town localities and to the references quoted in the Resumes.Selection DecisionIf the reference check is satisfactory, the HR decides to take the candidate with intimation to the user department.

Page 31Finalization of employment termsThe pay package and other benefits are to be finalized. Sending Offer LetterOnce it is done, an offer can be sent to the prospective candidate showing all the details.Acceptance of the offerOnce the selected candidate accept the employment terms and offer letter, it will be an automatic decision to select the same candidate.AppointmentAfter getting the offer letter, the candidate will be coming for the joining formalities. While coming for joining formalities, he/she has to bring all the certificates which is specified in the Resume.Joining formalitiesThe next step to make the candidate joins the organization provided all the joining formalities are to be completed as per the policy.InductionAt Manjilas, the induction will be conducted by HR Executives. They will explain the new joinee the full history of the organization, departments, etc. There will be a mentor in each department to make the new joinee understand the Role and Responsibilities including on job training.One of the most important part of the topic is to conduct interviews. The HR Department will inform the Interview

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While this basic recruitment checklist gives you an overview of how the process runs, the process is actually far more detailed and difficult.The more detailed checklist outlined on the following pages will help you further refine your hiring process and keep track of your recruiting efforts. It clearly, andvery specifically, communicates the recruiting process and suggests who should take responsibility for various aspects of the recruiting process as it progresses.

CHAPTER-4REVIEW OF LITERATURE

Page 34Literature Review: Recruitment and Selection ProcessIntroduction:Nowadays, every organization necessitates personnel planning as one of the most vital activities. Human Resource Planning is, by far, an essential ingredient for the success of any organization in the long run. There are a number of techniques that need to be followed by every organization that guarantees that it possesses the right number and type of people, at the right time and right place, so as to enable the organization to achieve its planned objectives. Commonly, the objectives of Human Resource Planning department include resource, planning, recruitment and selection, career planning, training and development, promotions, risk management, performance appraisal, to name a few. Each of these objectives requires special attention and accurate planning and execution.It is of utmost importance for every organization to employ a right person on a right position. And recruitment and selection plays a pivotal role during such situations. With shortage of skills and the rapid spread of new technology exerting considerable pressure on how employers perform recruitment and selection activities, it is recommended to conduct a step-by-step strategic analysis of recruitment and selection processes. With reference to the current context, this paper presents an incisive review of previous literature on the recruitment and Page 35selection process. This paper is primarily based on an analysis of six pieces of literature conducted by practitioners and researchers in the field of Human Resource management.Definition:Edwin Flippo defines Recruitment and selection process as A process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization.He further elaborates it, terming it both negative and positive. He says, It is often termed positive in that it stimulates people to apply for jobs, to increase the hiring ratio, i.e. the number of applicants for a job. Selection, on the other hand, tends to be negative because it rejects a good number of those who apply, leaving only the best to be hired. In simpler terms, recruitment and selection are concurrent processes and are void without each other. They significantly differ from each other and are essential constituents of the organization. It helps in discovering the potential and capabilities of applicants for expected or actual organizational vacancies. It is a link between the jobs and those seeking jobs.

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DEFINITIONS FOR RECRUITMENTIn the words of Dale Yoder, Recruitment is the process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.Kempner writes, Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidates.In personnel recruitment, management tries to do far more than merely fill job openings. As a routine the formula for personnel recruitment would be simple i.e., just fill the job with any applicant who comes along.Joseph J. Famularo has said, However, the act of hiring a man carries with it the presumption that he will stay with the company-that sooner or later his ability to perform his work, his capacity for job growth, and his ability to get along in the group in which he works will become matters of first importance. Because of this, a critical examination of recruitment methods in use should be made, and that is the purpose of this chapter.Page 37

DEFINITIONS FOR SELECTIONSelection is the process by which candidate for employments are divided into classes-those who will be offered employment and those who will not. Yoder Selection is a process of choosing from among the candidates from within the organizations or from outside, the most suitable person for the current position or for the future position. KoontzEssentially, the selection process is one of the predictions; making an informed estimate as to which of the various applicant is most suited for the job being filled. Strauss SaylesSelection process is a managerial decision making process as to predict which job applicant will be successful if hired. David and Robins

Page 38Selection ProcessA selection process involves a number of steps. The basic idea is to solicit maximum possible information about the candidates to ascertain their suitability for employment. Since the type of information required for various positions may vary, it is possible that selection process may have different steps for various positions. For example, more information is workers. A standard selection process has the following steps :-STEP -1

Preliminary InterviewThe 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. Besides, preliminary interview, often called courtesy interview, is a good public relation exercise.

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STEP - 2 Selection TestJob 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 applicants ability, aptitude and personality. STEP - 3 InterviewThe next step in the selection process is an interview. Interview is formal, in-depth conversation conducted to evaluate the applicants 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.Objectives of interview Interview has at least three objectives and they are as follows: - Page 401) Helps obtain additional information from the applicants2) Facilitates giving general information to the applicants such as company policies, job, products manufactured and the like3) Helps build the companys image among the applicants.STEP - 4 Reference CheckMany 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 labour market is very tight, organizations sometimes hire applicants before checking references.Previous employers, known as public figures, university professors, neighbors or friends can act as references. Previous employers are preferable because they are already aware of the applicants performance. But, the problem with this reference is the tendency on the part of the previous employers to over-rate the applicants performance just to get rid of the person. Page 41

Organizations normally seek letters of reference or telephone references. The latter is advantageous because of its accuracy and low cost. The telephone reference also has the advantage of soliciting immediate, relatively candid comments and attitude can sometimes be inferred from hesitations and inflections in speech.It may be stated that the information gathered through references hardly influence selection decisions. The reasons are obvious:The candidate approaches only those persons who would speak well about him or her. People may write favorably about the candidate in order to get rid of him or her. People may not like to divulge the truth about a candidate, lest it might damage or ruin his/her career.STEP - 5Selection DecisionAfter 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

Page 42selection because it is he/she who is responsible for the performance of the new employee. The HR manager plays a crucial role in the final selection.STEP - 6Physical ExaminationAfter 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.Obviously, one reason for a physical test is to detect if the individual carries any infectious disease. Secondly, the test assists in determining whether an applicant is physically fit to perform the work. Thirdly, the physical examination information can be used to determine if there are certain physical capabilities, which differentiate successful and less successful employees. Fourth, medical check-up protects applicants with health defects from undertaking work that could be detrimental to them or might otherwise endanger the employers property. Finally, such an examination will protect the employer from workers compensation claims

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that are not valid because the injuries or illness were present when the employee was hired.STEP - 7Job OfferThe 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. Thos 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. Again, a new job may require movement to another city, which means considerable preparation, and movement of property.The company may also want the individual to delay the date of reporting on duty. If the new employees first job upon joining the company is to go on company until perhaps a week before such training begins. Naturally, this practice cannot be abused, especially if the individual is unemployed and does not have sufficient finances.

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Decency demands that the rejected applicants be informed about their non-selection. Their applicants may be preserved for future use, if any. It needs no emphasis that the applications of selected candidates must also be preserved for the future references.STEP - 8 Contract of EmploymentAfter the job offer has been mad and candidates accept the offer, certain documents need to be executed by the employer and the candidate. One such document is the attestation form. This form contains vital details about the candidate, which are authenticated and attested by him/her. Attestation form will be a valid record for the future reference.There is also a need for preparing a contract of employment. The basic information that should be included in a written contract of employment will vary according to the level of the job, but the following checklist sets out the typical headings:

Page 451. Job title2. Duties, including a parse such as The employee will perform such duties and will be responsible to such a person, as the company may from time to time direct.3. Date when continuous employment starts and the basis for calculating service.4. Rate of pay, allowance, overtime and shift rates, method of payments.5. Hours of work including lunch break and overtime and shift arrangements.6. Holiday arrangements: Paid holidays per year. Calculation of holiday pay. Qualifying period. Accrual of holidays and holiday pay. Details of holiday year. Dates when holidays can be taken. Maximum holiday that can be take at any one time. Carryover of holiday entitlement. Public holidays.Page 46

7. Length of notice due to and from employee.8. Grievances procedure (or reference to it).9. Disciplinary procedure (or any reference to it).10. Work rules (or any reference to them).11. Arrangements for terminating employment.12. Arrangements for union membership (if applicable).13. Special terms relating to rights to patent s and designs, confidential information and restraints on trade after termination of employment.14. Employers right to vary terms of the contract subject to proper notification being given.Alternatively called employment agreements or simply bonds, contracts of employment serve many useful purposes. Such contracts seek to restrain job-hoppers, to protect knowledge and information that might be vital to a companys healthy bottom line and to prevent competitors from poaching highly valued employees.

Page 47Most employers insist on agreements being signed by newly hired employees. But high turnover sectors such as software, advertising and media are more prone to use contracts.The drawback with the contracts is that it is almost to enforce them. A determined employee is bound to leave the organization, contract or no contract. The employee is prepared to pay the penalty for breaching the agreement or the new employer will provide compensations. It is the reason that several companies have scrapped the contracts altogether.STEP - 9 Concluding The Selection Process

Contrary to popular perception, the selection process will not end with executing the employment contract. There is another step amore sensitive one reassuring those candidates who have not selected, not because of any serious deficiencies in their personality, but because their profile did not match the requirement of the organization. They must be told that those who were selected were done purely on relative merit.STEP - 10 Page 48Evaluation of Selection ProgramThe broad test of the effectiveness of the selection process is the quality of the personnel hired. An organization must have competent and committed personnel. The selection process, if properly done, will ensure availability of such employees. How to evaluate the effectiveness of a selection program? A periodic audit is the answer. People who work independent of HR department must conduct audit. The table below contains an outline that highlights the areas and questions to be covered in a systematic evaluation.FACTORS EFFECTING RECRUITMENTExternal FactorsOf particular importance is the supply and demand of specific skills in the labour market. If the demand for particular skill is high relative to the supply, an extraordinary recruiting effort may be needed. For instance, the demand for program and financial analysts is likely to be higher than their supply, as opposed to the demand supply relationship for non technical employees.When the unemployment rate in a given area is high, the companys recruitment process may be similar. The number of unsolicited applicants is usually greater and increase size of the labour pool provides better opportunities for attracting qualified applicants. On the other hand, as the unemployment rate drops recruiting efforts must be increased and new sources explored.

Page 49For a long time the issuing relating to unemployment everyone in India. Policy makers, politicians, administrators, union leaders and academicians used to harp on the problem frequently. Not anymore. One half decades of liberalization has resulted in economic prosperity making people forget about unemployment. The issue now is employability a not unemployment. Any individual worth capable of something is sure of securing a job, of course in the private sector Labor market conditions in the local area are to be primary importance in the recruiting for the most non managerial, supervisory and middle management position. However, so far as recruitment for the executive and professional position is concerned, condition of the all India market is important. Another external factor is the political and legal considerations. Reservations of jobs for SCs, STs, Minorities and other backward classes are the political decisions. There is a strong case for giving preference to people hailing from less advantaged selection of the society. Reservations have been accepted as inevitable by all section of the society. The Supreme Court also has agreed upon the 50 percent reservation of seats and jobs. They cover working condition, compensations, retirement benefits a safety a health employees in the industrial establishment. There are an act which deals with recruitment and selection. Child labour act 1986, for instant prohibits employment of children in certain employment, a seek to regulate the working condition in the certain other employment. Similarly, we have the employment exchange act 1959 which mandates the employers must notify the vacant position to the employment exchange. The apprentice act 1961, the interstate migrant work man Act 1979. The factory ACT 1948, mines act 1952, also deal recruitment. Above all these, they Page 50have constitution which prohibits discrimination in matter of employment an also provides for protective discrimination to less privileged section to the society. Internal Factors Although all organization at one time or other engages in recruiting activities some do so too much longer extent than others. The various factors, which influence the recruitment efforts in different organization, are: -Size of the organization: Large organizations find themselves recruiting more often than organization. Also the firms that pay lower wages tend to recruit more frequently.Employment conditions: The employment conditions in the community where the organization is located will influence how much recruiting take place.Past recruitment efforts: The effort of past recruitment or recruiting efforts will show itself in the organization historical ability to locate and keep people who perform well.Working condition and compensationThe working conditions and compensation and benefits package offered by the origination would influence labor turnover and therefore the need for future recruiting.Growth OrganizationThe rite of growth organization would affect recruitment organizations that are not growing are those that are actually deciding would find little need to recruit. On the hand rapidly growing organizations would find recruitment as major activity.

Page 51The Impact of RecruitmentThe key function of a recruitment manager is to seek out and then hire candidates who will meet existing and future organizational job vacancies, and will fit with company culture and relate well to the customers.The recruiters task is actually made easier when they have a basic familiarity with the various jobs that they need to find candidates for. They also need to have a comprehensive understanding of the company that the candidates will be working for.Possessing a clear understanding of the duties, responsibilities and conditions of the job, possible salary and benefits packages, and an overall appreciation for the workplace setting, including the culture, will assist the recruitment manager to find the best candidate to fill a vacancy.The Impact of Recruitment on Business SuccessSuccessful and progressive organizations develop business, marketing, human resource, and financial plans that help them to steer the business on an ongoing basis.Progressive companies who plan and strategize have usually undertaken the following activities: Developed practical, goal driven business plans Linked a forward thinking human resource plan to their business plan Adopted short, medium, and long term targets Implemented measures to monitor the performance of senior employees

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Implemented a plan to develop and promote senior employees; Developed and delivered formal induction and ongoing professional development training programs for all staff.

Recruitment and Selection is incomplete without Interview. Let us learn about the types of interviews conducted by managers in any organisations: Types of interview

1. Preliminary Interview 2.Core Interview 3.Decision Making InterviewInformal Interview Background Information InterviewUnstructured Interview Stress Interview Formal and structured Interview Panel Interview Group Discussion Interview Job and probing Interview Depth Interview

Informal InterviewAn informal interview is an oral interview and may take place anywhere. The employee or the manager or the personnel manager may ask a few almost inconsequential questions like name, place of birth, names of relatives etc. either in Page 53

their respective offices or anywhere outside the plant of company. Its not planned and nobody prepares for it. This is used widely when the labor market is tight and when you need workers badly. Unstructured Interview:It is also known as Un-patterned interview, the interview is largely unplanned and the interviewee does most of the talking. Unguided interview is advantageous in as much as it leads to a friendly conversation between the interviewer and the interviewee and in the process, the later reveals more of his or her desire and problems. But the Un-patterned interview lacks uniformity and worse, this approach may overlook key areas of the applicants skills or background. It is useful when the interviewer tries to probe personal details of the candidate it analyze why they are not right for the job. Background Information Interview:This interview is intended to collect the information which is not available in the application bank and to check that information provided in the application blank and to check that information provided in the application blank regarding education, place of domicile, family, health, interest, hobbies, likes, dislikes, extracurricular activities of the applicant.

Page 54 Stress Interview:It is designed to test the candidate and his conduct and behavior by him under conditions of stress and strain. The interviewer may start with Mr. Joseph, we do not think your qualifications and experience are adequate for this position, and watch the reaction of the candidates. A good candidates will not yield, on the contrary he may substantiate why he is qualified to handle the job. Formal and structured Interview:Formal interviews may be held in the employment office by the employment office in a more formal atmosphere, with the help of well structured questions, the time and place of the interview will be stipulated by the employment office. In a structured interview, the interviewer uses preset standardized questions, which are put to all the interviewees. This interview is also called as Guided or Patterned interview. It is useful for valid results, especially when dealing with the large number of applicants. Panel Interview: A panel or interviewing board or selection committee may interview the candidate, usually in the case of supervisory and managerial positions. This type of interview pools the collective judgment and wisdom of the panel in the assessment of the candidate and also in questioning the faculties of the candidate. Interviewing of candidate by one person may not be effective as he cannot judge the candidate in different areas/skills owing to lack of knowledge and competence in multiple disciplines and areas, Hence most of the organizations invite a panel of experts. Experts should be cautioned against over accuracy, excessive weightage to particular factor, domination of other experts etc.Page 55Group discussion interview:There are two methods of conducting group discussion interview that is group interview method and discussion interview method. All the candidates are brought into one room and are interviewed one by one. This method helps busy executive to save valuable time and gives a fair account of the objectivity of the interview to the candidates.Under the discussion interview method, one topic is given for discussion to the candidates who assemble in one room and they are to discuss the topic in detail. This type of interview helps the interviewer in appraising the certain skills of the candidates like initiative, Inter-personal skills, dynamism, presentation leading, comprehension, collaboration etc. Job and probing interview:This interview, aims at testing the candidates job knowledge about duties, activities, method of doing the job, critical/ Problematic area, method of handling those areas etc. Depth Interview:In this type of interview, the candidate would be examined extensively in core areas of knowledge and skills of the job. Experts in the particular field examine the candidates by posing relevant questions as to extract critical answers from them initiation discussions regarding critical areas of the job and by asking the candidates to explain even minute operations of the job performance. It is designed to intensely examine the candidates background and thinking and to go into

Page 56considerable detail on particular subjects of an important nature and of special interest to the candidates. For example, if the candidate says that he is interested in tennis, a series of questions may be asked to test the depth of understanding and interest of the candidate. These probing questions must be asked with tact and through exhaustive analysis; it is possible to get a good picture of the candidate. Decision Making Interview:After candidate are examined by the experts including the line managers of the organization in the core areas of the job, the head of the department/section concerned interviews the candidates once again, mostly through informal discussion. The interviewer examines the interest of the candidate in the job, organization, reaction/adaptability to the working conditions, career planning, promotional opportunities, work adjustment and allotment etc. The personnel manager also interviews the candidates with a view to find out his reaction/ acceptance regarding salary, allowances, benefits, promotions opportunities etc. the head of the department and the personnel manager exchange the views and then they jointly inform their decision to the chairman of the interview board, which finally make the decision about the candidates performance and their rank in the interview. Difference (Recruitment and Selection)1.) Recruitment is the process of searching for prospective candidates and motivating them to apply for job in the organization Selection is a process of choosing most suitable candidates out of those, who are interested and also qualified for job. Page 572.) In the recruitment process, vacancies available are finalized, publicity is given to them and applications are collected from interested candidates.In the selection process, available applications are scrutinized. Tests, interview and medical examination are conducted in order to select most suitable candidates.3.) In recruitment the purpose is to attract maximum numbers of suitable and interested candidates through applications.In selection process the purpose is that the best candidate out of those qualified and interested in the appointment.4.) Recruitment is prior to selection. It creates proper base for actual selection.Selection is next to recruitment. It is out of candidates available/interested.5.) Recruitment is the positive function in which interested candidates are encouraged to submit application.Selection is a negative function in which unsuitable candidates are eliminated and the best one is selected.6.) Recruitment is the short process. In recruitment publicity is given to vacancies and applications are collected from different sourcesSelection is a lengthy process. It involves scrutiny of applications, giving tests, arranging interviews and medical examination.7.) In recruitment services of expert is not requiredWhereas in selection, services of expert is required

Page 588.) Recruitment is not costly. Expenditure is required mainly for advertising the posts.Selection is a costly activity, as expenditure is needed for testing candidates and conduct of interviews.9.) Recruitment is positive processSelection is negative processPROCESS OF RECRUITMENTJob analysis In situations where multiple new jobs are created and recruited for the first time, ajob analysismight be undertaken to document theknowledge,skill, ability, and other personal characteristics required for the job. From these the relevant information is captured in such documents asjob descriptionsand job specifications. Often a company will already have job descriptions that represent a historical collection of tasks performed. Where already drawn up, these documents need to be reviewed or updated to reflect present day requirements. Prior to initiating the recruitment stages aperson specificationshould be finalized to provide the recruiters commissioned with the requirements and objectives of the project

Page 59 SourcingSourcingis the use of one or more strategies to attract or identify candidates to fill job vacancies. It may involve internal and/or externaladvertising, using appropriate media, such as local or national newspapers, specialist recruitment media, professional publications, window advertisements, job centers, or in a variety of ways via the internet. Alternatively, employers may use recruitment consultancies oragenciesto find otherwise scarce candidates who may be content in their current positions and are not actively looking to move companies. This initial research for so-called passive candidates, also called name generation, results in a contact information of potential candidates who can then be contacted discreetly to be screened and approached.Assessments are available to measurephysicalability. Many recruiters and agencies useapplicant tracking systems to perform the filtering process, along with software tools forpsychometric testingand performance based assessment.In many countries, employers are legally mandated to ensure their screening and selection processes meetequal opportunityand ethical standards.In addition to the above selection assessment criteria, employers are likely to recognize the value of candidates who encompass "soft skills" such as

Page 60interpersonal or team leadership, and have the ability to reinforce the company brand through behavior and attitude portrayal to customers and suppliers. Multinational organizations and those that recruit from a range of nationalities are also concerned candidates will fit into the prevailingcompany culture.Though many holdattitudesthat are more enlightened and informed than past years, the word disability carries few positiveconnotationsfor most employers. Research has shown that employerbiasestend to improve through firsthand experienceand exposure with proper supports for employeeand the employer making the hiring decisions, less influenced by the disabled applicant perceived contribution. As for most companies, money and job stability are two of the contributing factors to productivity, which in return equates to the growth and success of a business. Hiring disabled workers produce more advantages than disadvantages.[6]Disabled workers are more likely to stay with the company and make their a work a career than most due to the fact that they appreciate having a job and are more stable because they can work at high levels. There is no difference in the daily production of a disadvantaged worker. Given their situation, they are more likely to adapt to their environment surroundings and acquaint themselves with equipment, enabling them to solve problems and overcome adversity as other employees. Companies are granted Disable Access Credit. Although there are eligibility requirements for Page 61these funds, it could assist with costs of accommodations and other expenses. Additional management to supervise and assist those who encounter problems are needed which causes employers to hire more qualified personnel (in case supervisor unavailable) and equate to higher wages, double shifts and incentives. Ensuring adequate space and property changes such as ramps, restricting parking spaces, and posting handicap signs can be fairly inexpensive, transformations still have to be in place and tedious. Sometimes companies loose skilled workers due to depth of responsibility entailed in overseeing employees that are less advantaged.Lateral hiring"Lateral hiring" refers to the hiring of someone into a position that is at the same organizational level or salary. It could mean hiring someone from another, similar organization, possibly luring them with a better salary and the promise of better career opportunities. An example is the recruiting of a partner of alaw firmby another law firm. A lateral hire may also refer to an employee moving from one position to another within the same organization.Factors Influencing Recruitment:All enterprises, big or small, have to engage themselves in recruitment of persons. A number of factors influence this process.Page 62Some Of The Main Factors Are Being DiscussedBelow:1. Size of the Enterprise:The number of persons to be recruited will depend upon the size of an enterprise. A big enterprise requires more persons at regular intervals while a small undertaking employs only a few employees. A big business house will always be in touch with sources of supply and shall try to attract more and more persons for making a proper selection. It can afford to spend more amounts in locating prospective candidates. So the size of an enterprise will affect the process of recruitment.2. Employment Conditions:The employment conditions in an economy greatly affect recruitment process. In under-developed economies, employment opportunities are limited and there is no dearth of prospective candidates. At the same time suitable candidates may not be available because of lack of educational and technical facilities. If the availability of persons is more, then selection from large number becomes easy. On the other hand, if there is a shortage of qualified technical persons, then it will be difficult to locate suitable persons.

Page 633. Salary Structure and Working Conditions:The wages offered and working conditions prevailing in an enterprise greatly influence the availability of personnel. If higher wages are paid as compared to similar concerns, the enterprise will not face any difficulty in making recruitments. An organisation offering low wages can face the problem of labour turnover.The working conditions in an enterprise will determine job satisfaction of employees. An enterprise offering good working conditions like proper sanitation, lighting, ventilation, etc. would give more job satisfaction to employees and they may not leave their present job. On the other hand, if employees leave the jobs due to unsatisfactory working conditions, it will lead to fresh recruitment of new persons.4. Rate of Growth:The growth rate of an enterprise also affects recruitment process. An expanding concern will require regular employment of new employees. There will also be promotions of existing employees necessitating the filling up of those vacancies. A stagnant enterprise can recruit persons only when present incumbent vacates his position on retirement, etc.

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Let us go through the sources of Recruitment in detail:-Sources of Recruitment of Employees: Internal and External Sources (with its Advantages and Disadvantages)!The searching of suitable candidates and informing them about the openings in the enterprise is the most important aspect of recruitment process.The candidates may be available inside or outside the organisation. Basically, there are two sources of recruitment i.e., internal and external sources.(A) Internal Sources:Best employees can be found within the organization. When a vacancy arises in the organisation, it may be given to an employee who is already on the pay-roll. Internal sources include promotion, transfer and in certain cases demotion. When a higher post is given to a deserving employee, it motivates all other employees of the organisation to work hard. The employees can be informed of such a vacancy by internal advertisement.

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Methods of Internal Sources:The Internal Sources Are GivenBelow:1. Transfers:Transfer involves shifting of persons from present jobs to other similar jobs. These do not involve any change in rank, responsibility or prestige. The numbers of persons do not increase with transfers.2. Promotions:Promotions refer to shifting of persons to positions carrying better prestige, higher responsibilities and more pay. The higher positions falling vacant may be filled up from within the organisation. A promotion does not increase the number of persons in the organisation.A person going to get a higher position will vacate his present position. Promotion will motivate employees to improve their performance so that they can also get promotion.

Page 663. Present Employees:The present employees of a concern are informed about likely vacant positions. The employees recommend their relations or persons intimately known to them. Management is relieved of looking out prospective candidates. The persons recommended by the employees may be generally suitable for the jobs because they know the requirements of various positions. The existing employees take full responsibility of those recommended by them and also ensure of their proper behaviour and performance.Advantages of Internal Sources:The Following are The Advantages of InternalSources:1.Improves morale:When an employee from inside the organisation is given the higher post, it helps in increasing the morale of all employees. Generally every employee expects promotion to a higher post carrying more status and pay (if he fulfills the other requirements).

Page 672. No Error in Selection: When an employee is selected from inside, there is a least possibility of errors in selection since every company maintains complete record of its employees and can judge them in a better manner.3.Promotes Loyalty:It promotes loyalty among the employees as they feel secured on account of chances of advancement.4.No Hasty Decision:The chances of hasty decisions are completely eliminated as the existing employees are well tried and can be relied upon.5.Economy in Training Costs:The existing employees are fully aware of the operating procedures and policies of the organisation. The existing employees require little training and it brings economy in training costs.6.Self-Development:It encourages self-development among the employees as they can look forward to occupy higher posts.

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Disadvantages of Internal Sources:(i) It discourages capable persons from outside to join the concern.(ii) It is possible that the requisite number of persons possessing qualifications for the vacant posts may not be available in the organisation.(iii) For posts requiring innovations and creative thinking, this method of recruitment cannot be followed.(iv) If only seniority is the criterion for promotion, then the person filling the vacant post may not be really capable.In spite of the disadvantages, it is frequently used as a source of recruitment for lower positions. It may lead to nepotism and favoritism. The employees may be employed on the basis of their recommendation and not suitability.(B) External Sources:All organizations have to use external sources for recruitment to higher positions when existing employees are not suitable. More persons are needed when expansions are undertaken.

Page 69The external sources are discussed below:Methods of External Sources:1.Advertisement:It is a method of recruitment frequently used for skilled workers, clerical and higher staff. Advertisement can be given in newspapers and professional journals. These advertisements attract applicants in large number of highly variable quality. Preparing good advertisement is a specialized task. If a company wants to conceal its name, a blind advertisement may be given asking the applicants to apply to Post Bag or Box Number or to some advertising agency.2.Employment Exchanges:Employment exchanges in India are run by the Government. For unskilled, semi-skilled, skilled, clerical posts etc., it is often used as a source of recruitment. In certain cases it has been made obligatory for the business concerns to notify their vacancies to the employment exchange. In the past, employers used to turn to these agencies only as a last resort. The job-seekers and job-givers are brought into contact by the employment exchanges.

Page 703.Schools, Colleges and Universities:Direct recruitment from educational institutions for certain jobs (i.e. placement) which require technical or professional qualification has become a common practice. A close liaison between the company and educational institutions helps in getting suitable candidates. The students are spotted during the course of their studies. Junior level executives or managerial trainees may be recruited in this way.4.Recommendation of Existing Employees:The present employees know both the company and the candidate being recommended. Hence some companies encourage their existing employees to assist them in getting applications from persons who are known to them. In certain cases rewards may also be given if candidates recommended by them are actually selected by the company. If recommendation leads to favouritism, it will impair the morale of employees.5.Factory Gates:Certain workers present themselves at the factory gate every day for employment. This method of recruitment is very popular in India for unskilled or semi-skilled labour. The desirable candidates are selected by the first line supervisors. Page 71The major disadvantage of this system is that the person selected may not be suitable for the vacancy.6.Casual Callers:Those personnel who casually come to the company for employment may also be considered for the vacant post. It is most economical method of recruitment. In the advanced countries, this method of recruitment is very popular.7.Central Application File:A file of past applicants who were not selected earlier may be maintained. In order to keep the file alive, applications in the files must be checked at periodical intervals.8.Labour Unions:In certain occupations like construction, hotels, maritime industry etc., (i.e., industries where there is instability of employment) all recruits usually come from unions. It is advantageous from the management point of view because it saves expenses of recruitment. However, in other industries, unions may be asked to recommend candidates either as a goodwill gesture or as a courtesy towards the union

Page 729.Labour Contractors:This method of recruitment is still prevalent in India for hiring unskilled and semi-skilled workers in brick klin industry. The contractors keep themselves in touch with the labour and bring the workers at the places where they are required. They get commission for the number of persons supplied by them.10.Former Employees:In case employees have been laid off or have left the factory at their own, they may be taken back if they are interested in joining the concern (provided their record is good).11.Other Sources:Apart from these major sources of external recruitment, there are certain other sources which are exploited by companies from time to time. These include special lectures delivered by recruiter in different institutions, though apparently these lectures do not pertain to recruitment directly.Then there are video films which are sent to various concerns and institutions so as to show the history and development of the company. These films present the story of company to various audiences, thus creating interest in them.

Page 73Various firms organise trade shows which attract many prospective employees. Many a time advertisements may be made for a special class of work force (say married ladies) who worked prior to their marriage.These ladies can also prove to be very good source of work force. Similarly there is the labour market consisting of physically handicapped. Visits to other companies also help in finding new sources of recruitment.Merits of External Sources:1.Availability of Suitable Persons:Internal sources, sometimes, may not be able to supply suitable persons from within. External sources do give a wide choice to the management. A large number of applicants may be willing to join the organisation. They will also be suitable as per the requirements of skill, training and education.2.Brings New Ideas:The selection of persons from outside sources will have the benefit of new ideas. The persons having experience in other concerns will be able to suggest new things and methods. This will keep the organisation in a competitive position.

Page 733.Economical:This method of recruitment can prove to be economical because new employees are already trained and experienced and do not require much training for the jobs.Demerits of External Sources:1.Demoralisation:When new persons from outside join the organisation then present employees feel demoralised because these positions should have gone to them. There can be a heart burning among old employees. Some employees may even leave the enterprise and go for better avenues in other concerns.2. Lack of Co-Operation:The old staff may not co-operate with the new employees because they feel that their right has been snatched away by them. This problem will be acute especially when persons for higher positions are recruited from outside.3. Expensive:The process of recruiting from outside is very expensive. It starts with inserting costly advertisements in the media and then arranging written tests and conducting interviews. In spite of all this if suitable persons are not available, then the whole process will have to be repeated.Page 744. Problem of Maladjustment:There may be a possibility that the new entrants have not been able to adjust in the new environment. They may not temperamentally adjust with the new persons. In such cases either the persons may leave themselves or management may have to replace them. These things have adverse effect on the working of the organisation.Suitability of External Sources of Recruitment:External Sources of Recruitment are Suitable for The FollowingReasons:(i) The required qualities such as will, skill, talent, knowledge etc., are available from external sources.(ii) It can help in bringing new ideas, better techniques and improved methods to the organization.(iii) The selection of candidates will be without preconceived notions or reservations.(iv) The cost of employees will be minimum because candidates selected in this method will be placed in the minimum pay scale.(v) The entry of new persons with varied experience and talent will help in human resource mix.Page 75(vi) The existing employees will also broaden their personality.(vii) The entry of qualitative persons from outside will be in the long-run interest of the organisation.RECENT TREND IN RECRUITMENTE-Recruitmentor e-Recruitment is the process of personnelrecruitmentusing electronic resources, in particular theinternet. Companies and recruitment agents have moved much of their recruitment process online so as to improve the speed by which candidates can be matched with live vacancies. Using database technologies, and online job advertising boards and search engines, employers can now fill posts in a fraction of the time previously possible. Using an online e-Recruitment system may potentially save the employer time as usually they can rate the e-Candidate and several persons in HR independently review e-Candidates. Recruitment agencies also use a method of e-Recruitment by using a cloud based SaaS(Software As A Service), there are several online offerings for ready to use recruitment software.The internet, which reaches a large number of people and can get immediate feedback has become the major source of potential job candidates and well known

Page 76 as online recruitment or E-recruitment. However, it may generate many unqualified candidates and may not increase the diversity and mix of employees.In terms of HRM, the internet has radically changed the recruitment function from the organizational and job seekers' perspective. Conventional methods of recruitment processes are readily acknowledged as being time-consuming with high costs and limited geographic reach. However, recruitment throughWorld Wide Web(WWW) provides global coverage and ease. Likewise, the speedy integration of the internet into recruitment processes is primarily recognized due to the internet's unrivalled communications capabilities, which enable recruiters for written communications through e-mails, blogs and job portals.Advantages and Disadvantages of E-Recruitment!There are many benefits both to the employers and the job seekers but the e-recruitment is not free from a few shortcomings.Advantages of E-Recruitment are:a. Lower costs to the organization. Also, posting jobs online is cheaper than advertising in the newspapers.b. No intermediaries.c. Reduction in the time for recruitment (over 65 percent of the hiring time).Page 77d. Facilitates the recruitment of right type of people with the required skills.e. Improved efficiency of recruitment process.f. Gives a 24 X 7 access to an online collection of resumes.g. Online recruitment helps the organisations to weed out the unqualified candidates in an automated way.h. Recruitment websites also provide valuable data and information regarding the compensation offered by the competitors etc. which helps the HR managers to take various HR decisions like promotions, salary trends in industry etc.Disadvantages of E-Recruitment:Apart from the various benefits, e-recruitment has its own share of shortcomings and disadvantages.Some of them are:a. Screening and checking the skill mapping and authenticity of millions of resumes is a problem and time consuming exercise for organizations.b. There is low Internet penetration, no access and lack of awareness of internet in many locations across India.Page 78c. Organizations cannot depend solely on the online recruitment methods.d. In India, the employers and the employees still prefer a face-to-face interaction rather than sending e-mails.Online Recruitment Techniques:a. Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage.b. E-recruitment should be incorporated into the overall recruitment strategy of the organization.c. A well defined and structured applicant tracking system should be integrated and the system should have a back-end support.d. Along with the back-office support a comprehensive website to receive and process job applications (through direct or online advertising) should be developed.Therefore, to conclude, it can be said that e-recruitment is the Evolving face of recruitment.

CHAPTER-5DATA ANALYSIS AND INTERPRETATION

Page 79INTERPRETATIONS OF TABLES AND FLOWCHARTS USED IN THE PROJECTFLOWCHART (1)SOURCES OF RECRUITMENT IN MANJILAS External SourcesInternal Sources

Transfer Advertisement Employee referral External references Previous Applicant Job Portals Re-designation Campus placements Promotion Walk In Placement Agencies

In the above diagram we can clearly understand that Manjilas Group Of Companies uses various sorts of recruitment sources to select the most appropriate candidate for their Organizations.

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FLOWCHART (2)

Types of interviews

1. Preliminary Interview 2.Core Interview 3.Decision Making InterviewInformal Interview Background Information InterviewUnstructured Interview Stress Interview Formal and structured Interview Panel Interview Group Discussion Interview Job and probing Interview Depth Interview

Here, we come across various sorts of interviews conducted by the Human Resource Department of Manjilas Group Of Companies in-order-to select its various prospective employees to its various vacant posts. Explanation to the above flowchart has been given in detail in the former chapters.

Page 83TABLE (1) Sample Overview of a Recruitment ChecklistPLAN Make the decision to recruit Discuss option with recruiter Draft a Job Description for the role

PROMOTION Determine if you need to advertise Prepare a promotional plan Prepare any recruitment documents Draft advertisement Place advertisement Conduct support promotions including on the Web

SELECT Establish Selection Committee Process applications Determine Shortlist Complete Aptitude/Psychological testing Consider applicant presentations Interview Check references Select best candidate

The above table shows a sample of how the recruitment checklist is prepared. A recruitment checklist is a set of decisions which the managers take before effectively executing the selection of a candidate. Page 81

FLOWCHART (3)

FACTORS AFFECTING RECRUITMENT

Internal FactorsRecruitment PolicyHR PlanningSize of the FirmGrowth & ExpansionExternal Forces Supply &DemandUnemployment RateLabor MarketPolitical LegalImage

Flowchart No. 3 explains about the various other micro and macro factors that affect recruitment process Of Manjilas as well as any other organisation.

CHAPTER-6FINDINGS, SUGGESTIONS AND CONCLUSIONS

Page 84FINDINGS AND SUGGESTIONS: As Manjilas is a branded organization, the responses against the advertisements are very high and they are able to maintain a good data bank of almost all the category of positions. The Organization complies with the terms and conditions as agreed upon at the time of selection. The survival part is too high in the organization due to the working environment is so employee friendly. All the employees are very happy saying that they get freedom to work as per their view. In factory level, majority of the worker force are from the surroundings of the factory. So, they never think of quitting the job. All the employees treat the organization as their own and sincerity part is very high and appreciable. Management is so humble and they are very close to even the workers.Page 85 The staff welfare measures and other benefits adopted by the company are very useful to the employees and their families. Considering all the above points, the employee attrition rate is very low compared to other similar organizations in the State. Some areas the workforce is quitting frequently due to the extended working hours. They are ready to work for extended working hours provided if wage is little high in comparison with the job market. Even though, the organization has faced some senior level resignations in this financial year due to an expansion of one of their competitors in the State, but nothing has affected any of their progress. Still, the Group has achieved their target and the company has reached one of their greatest mile stone this year by becoming a 200 crore turnover company.SUGGESSTIONBeing a branded organization in the city, there is an attraction among the job seekers in the job market. Still some improvement can be made in the Salary Structure and Wage Structure in line with the job market of similar industries. Page 86This will more strengthen organization and the organization can enjoy more output from the experienced employees.Conclusion:It can be clearly concluded that for a company to succeed all it takes is the proper recruitment and selection strategies which also shapes the overall manpower management of the company. To conclude, the study emphasizes on the fact that the recruitment and selection process is integrated with other processes such as strategic plan of the company, training and development schemes, compensation, rewarding/incentive system, performance appraisal, and lastly, industrial relations. Furthermore, according to Silzer et al (2010), there exist several reasons why the most apparent information have been more promising; including the well-structured nature of interviews, the use of questionnaires based on a job analysis, inclusion of panel of interviewers, the p