A Study on Recruitment and Selection at Shree Haddinakal Udyog Ltd-1

7/28/2019 A Study on Recruitment and Selection at Shree Haddinakal Udyog Ltd-1

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INTRODUCTION OF HRM

HUMAN RESOURCE MANAGEMENT

Evolution on human resource can be traced back to kautilya‟sarthashastra i.e., 4th century B.C. as early as in 1800 B.C. itself „minimum

wage rate‟ and„ intensive wage plan‟ were included in Babylonian code of

Hammurabi. Human resource is relatively new term that emerged in 1970‟s.

Many people continue to refer to the discipline of the older and traditional

title such as personnel management or personnel administration.

After the First World War many countries found that they should

protest the difficult conditions of the people after the war broke out. Royal

commission in 1931 A.D. recommended for the appointment of labour

officer to deal with the selection of workers and to settle their grievances.

Than in the Indian factories act that came in 1948 the appointment of

Welfare officers was made compulsory for any industrial establishment

employing more than 500 or more workers. After the Second World Word,

the country‟s political independence witnessed increased awareness and

expectation of the workers.

During the 1960‟s the personnel function began to expand beyond the

Welfare aspect, with labour welfare, industrial relations and personnel

Administration integrating into the emerging profession called personnelmanagement or human resource management.

Recently the trend is changing. The term used is human resource

management. The importance has been shifted from welfare to efficiency.



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Professionals have begun to talk about new technologies like human

resource management challenges and human resourse development.

Emphasis has shifted from human values to productivity through people.

Large companies today value employees as their assets and hence managing

the people becomes very important, which is one of the key functions of

human resource management.

Human resource management (HRM) is a management function that

helps manager‟s recruit, select, train and develops members for an

organisation. Obviously, HRM is concerned with the people‟s dimension in

organizations. It refers to a set of programmes, functions and activities

designed and carried out in order to maximize both employee as well as

organizational effectiveness.

What is Recruitment Selection?

Recruitment:-Recruitment forms the first stage in the selection process, which

continues with selection and ceases with the placement of the candidate.

Recruitment plays a prominent role in the development of the organization.

Recruitment is the process of identifying the prospective employees,

stimulating and encouraging them to apply for a particular job or jobs in an

organization. It is a positive action as it involves inviting people to apply.

In simple, recruitment is understood as a process of searching for and

obtaining applicants for jobs, among them, the right people would be

selected.



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DEFINITIONS:-

1. According to EDWARD FLIPPO- it is the process of searching for

prospective employees and stimulating and encouraging then to apply

for jobs in the organization.

2. According to DALE YODER- Recruitment is the process to discover

the sources of manpower to meet the requirements of the staffing

schedule and to employee effective measures for attracting that

manpower in adequate numbers to facilitate effective selection of an

efficient work force.

Recruitment forms the first stage of acquisition function. This is the

process of locating potential candidate for selection. It is the first step in the

employment process which aims at developing and maintaining

adequate manpower and resource upon which the organization growth

and development depends.

PURPOSE OF RECRUITMENT

The purpose of recruitment is to provide a pool of potentially qualified

job candidates.

Recruitment has been regarded as a most important function of

personnel administration because unless the right types of people are hired,

even the best plans, organization charts and control systems would not do

much good..



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The major objective of recruitment is to maintain adequate manpower

resources with required skills so that the organization can depend on it when

additional personnel are required.

FACTORS AFFECTING RECRUITMENT

There are number of factors which affect recruitment. This can be

broadly

Classified under the following two categories:-

A. Endogenous factor:-

These are the factors, which influence with the organization.

1. Image of organization:-

Good image of organization naturally attract potential candidate. Good

image is built up by number of ups and downs faced by the management,

which helped in earning goodwill from public, employee and in the market.

2. Image of job:-

Good image of job attract potential job seekers to the organization.

Good public image is built up by better opportunity, compensation, and

organization working condition especially the growth and exposure in the

career path makes a job attractive.

3. Size and growth potential of organization:-

The size and rate at which growth of organization are the important

factors in attracting right talent for the right job.



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B. Exogenous factors:-

These are the factors which are external to the organization and have

decisive influence to the recruitment process.

1. Demographic factors:-

These are very important aspects affecting recruitment some of these are

discussed below:-

a. Biographical factors:-

Relates to sex, ratio, age, group, education bud etc.

b. Economical status:-

Relates to economic conditions of people, their per capita Income etc.

THEORIES OF RECRUITMENT

As per Belling and others, there are 3 ways in which an individual

make and decide to join an organization according as:-

A. Objective factor theory:-

As per this theory the choice of organization by a potential employee

depends on objective assessment of tangible factors such as:-

pay and perks

Location



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Opportunities for career growth

Nature of work

Educational opportunities etc

B. Subjective factor theory:-

According to this theory compatibility of individual personality with

the image of the organization is a decisive factor in choosing an organization

by an individual candidate seeking for employment.

C. Critical contact theory:-

There are instance when candidate is in dilemma to choose an

organisation, out of alternative based on objective or subjective factors. In

such cases certain critical factors observed by him during his interview and

contact with the personnel of the organization and will have prominent

role in his decision.

SOURCES OF RECRUITMENT

There are two resource of recruiting namely:

Internal sources of recruitment

External source of recruitment

1. Internal sources of recruitment:-

These include personnel already on the pay-roll of the organization as

who were once on the pay-roll of the company but who plan to return or

whom the company would like to rehire. These include those who quit

voluntarily or production lay-offs.



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Merits of internal sources of recruitment:-

● Internal sources of recruitment have the advantage of absorbing people

already acquainted with the company culture.

● The employees are tried and tested people and the company can depend on

them.

● Internal sources of recruitment are less costly then the other sources of

recruitment.

● Provide better career prospects and promotional avenues of employee.

● It reduces labour turnover as it gives employee‟s a sense of job security

and opportunity for advancement.

Demerits of internal sources of recruitment:-

● The likes and dislikes of the superiors play an important role in the

selection of an employee.

● It creates frustration among those employees who are not selected.

● Option are limited in locations “right talents”.

● Inhabits innovation and creativity.

2. External sources of recruitment :-

These sources lie outside the organisation, like the new entrants to the

labour force without experience. These include college students, the

unemployed with a wider range of skills and abilities, the retired

experienced persons, and others not in the labour force, like married women.



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Merits of the external sources of recruitment:-

● Fresh talents and skills come into the organization.

● External sources provide the requisite type of personnel for an

organization, having the required skills.

● External sources of recruitment ar e economical because potential

employees do not need extra training for developing there skills.

● Improve and sustain competitive advantage.

● No limitation on skills and knowledge since the external area is quit wide.

Demerits of external source of recruitment:-

● External sources of recruitment reduce the morale of employees because

outsiders are preferred to fill up superior vacancies.

● External source of recruitment deny career advancement for employees.

● Causes “Brain-Drain” due to fear of lack of growth potential.

● The recruiter may not be in a position to properly evaluate out side

candidates because the time at his disposal is very less. This may result

in faulty selection of employees.

RECRUITMENT METHODS

All methods of recruitment can be put up into three categories:-

1. Direct method

2. Indirect method

3. Third-party method



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1. Direct method

A. Employees contact with the public:-

The employees of the organization are told about the existences of

particular vacancies and they bring this to the notice of their relatives,

friends and acquaintances.

B. Campus Recruitment:-

This method is a popular method especially for recruiting professionals

like engineers and MBA‟s. In this method professionals consultants who

act

as representatives of the company call on prestigious colleges/

institution to establish direct contact there is “PLACEMENT CALLS”

established in educational institutions co-ordinates for arranging the

preliminary screening and interviews.

C. Manned exhibits:-

The organization sent recruiters to conventions and seminars,

setting up exhibits at fairs, and using mobile offices to go to the desired

centres.

2. Indirect methods

A. Advertisement:-



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It is a very popular method; various are used for advertisements

such as news papers, journals, TV, Radio etc. Advertisement is very useful

in

locating suitable candidates in scientific professionals of technical vacancies

.

B. Employees Trade Association:

Club, meeting, conferences, seminar or any other social functions of the

employee‟s trade clubs are yet another means of locating suitable candidates.

C. Head Hunting:-

Recruiting personnel from reputed firm/competitors is a popular

practice. Certain companies and firms have built up good reputation on

efficiency productivity and industrial peace. Many firms attempt to locate

suitable candidates from such firms for filling up vacancies.

Third Party Method

Following are important third party method in recruitment:

● Private employment agencies

● State or public employment agencies

● Executive search agencies

● Indoctrination seminars for college professors

● Friends and relatives of present employees

● Professionals societies

● Temporary help agencies

● Casual Labour source



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RECRUITMENT POLICY

Policy acts as guidelines for action. Once the policy is laid down, it

will be easy for manager‟s to implement and works on the plans and

Programs.

Recruitment policies will be of two types. They are:

A. General policy

B. Specific policy

A. General policy:-

On recruitment expresses top management philosophy on recruitment

like equity of fairness in the process.

B. Specific policy:-

On the other hand lays policies on recruitment sources like internal or

external recruitment procedure like type of advertisement etc.

ADVANTAGES OF RECRUITMENT PLICY:-

The advantages of recruitment policies are as follows:-

● Provide formal statement of corporate thinking

● Establish consistency in application of policies over a period

● Offer guidelines to managers for taking decisions

● Improves communication and secure co-ordination fromemployees



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SELECTION

SELECTION PROCEDURE

The selection procedures are concerned with securing relevant

information about an applicant. This information is secured in number of

steps or stages. The objectives of selection process are to determine

whether an applicant meets the requirement for the specific job and to

choose the applicant who is most likely to perform well in the job.

In simple words selection can be understood as the process of picking

individuals with requisite qualification and competence to jobs in the

organization.

DEFINITION:-

According to YODER,” the hiring process is one or more go-on

gauges. Candidates are screened by applications of these tools qualified

applicants go on the next hurdle, while the unqualified are eliminated.”

A formal definition of selection is that it is the process of differentiating between applicants in order to identify those with a greater likelihood of

success in job.



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SELECTION POLICY

While formulating a selection policy, due consideration should be given

to the organization requirements as well as technical and professional

dimensions of selection procedures YODER and other suggested goals and

technical issues, cost factors. Extent of formality etc in other words, an

effective policy must assets the “why” and “what” aspects of the

organization objectives.

Essential of selection procedure adopted by organizations mostly tailor

made to its particular needs. The thoroughness of the procedures depends

upon three factors.

First, the nature of selection, whether faculty or stage, because a

faculty selection affects not only the training period that may be needed but

also results in heavy expenditure on the new employee and the loss that

maybe incurred by the organization case the job-occupants fails on tis job.

Second, the policy of the company and the attitude of thismanagement. As a practice some companies usually hire more than the

actual number needed with a view to removing the unfit persons from the

jobs.

Thirdly, the length of the probationary or the trail-period the longer

the period, the greater the uncertainty in the minds of the selected

candidate about his features.

The hiring process can be successful only if preliminary

requirements satisfied.



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1. Someone should have the authority to hire; this authority comes from the

employment requisition, as developed by an analysis of the work load

work force.

2. There must be some standard or personnel with which a prospective

employee may be compared i.e., there should be available, before

hand, a comprehensive and job specification as developed by a job

analysis.

3. There must be sufficient number of applicants from whom the required

number of employees may be selected.

STEPS IN SELECTION PROCEDURES

Selection is a long process, commencing from the preliminary

interview of the applicants and ending contract of the employment. In

practice the process differs among organization and between two different

jobs within the same organization. Selection procedures from senior

management will be long-drawn and rigorous but it is simple and short in

hiring shop floor workers.

The following is a popular procedure though which is used in hiring

employees:-

1. Reception or preliminary interview or screening

2. Application blank-a fact-finder that helps one in learning about an

applicant his background and life history.

3. A well conducted interview to explore the facts and get the

attitude of the applicant and his family to the job.



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4. A physical examination health and stamina are vital factors in the

success.

5. Physiological testing to explore the surface area and get an objective

looks at a candidate‟s suitable for the job.

6. A reference check.

7. Final selection approval by manager, and communication of the decision

to the candidate.

RESERCH DESIGN

MEANING OF RESEARCH DESIGN

Research design in the blue print of the proposed study. It represents

the overall scheme of the study. It is the program that guides the

investigator in the process of collecting, analysing and interpreting

observation. It provides a systematic plan of procedures for the researcher to follow. A research design,” is a logical and systematic planning and it

helps directing the research”.

TITLE OF THE STUDY



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“A study on RECRUITMENT AND SELECTION at ICICI Pvt

Ltd, Hyderabad

STATEMENT OF THE PROBLEM

To know how, the recruitment and selection process takes place in

ICICI Private Ltd, Hyderabad

SCOPE OF THE STUDY

1. This study brings out an analysis of the level of Recruitment prevailing

among the employees in ICICI PRIVATE LTD, HYDERABAD.

2. It also studies the factors affecting the levels of recruitment and their

efficiencies.

3. It explains the objectives, methodology of research and limitations of the

study. The data is future represented through tables and charts for better

understanding and suggestions are provided based on the findings.

4. But while analysing the report it must be borne in mind that study is

restricted to thirty employees working in the company.

OBJECTIVE OF THE STUDY

1. The objective of the study is to analyse and interpret the recruitment and

Selection process of ICICI PRIVATE LTD, how the process results in

overall efficiency of the organization.

2. To analyse the role of important of human resource department in

recruiting an employee.





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Sampling unit consists of the workers in the Human resource

department at ICICI Private Ltd, Hyderabad.

SAMPLING SIZE

The sampling size consists of 30 respondents in HR department.

REFERENCE PERIOD

The time limit has been specified to 30 days.

OPERATIONAL DEFINATION:-

RECRUITMENT

1. According to EDWARD FLIPPO- it is the process of searching for

prospective employees and stimulating and encouraging then to apply

for jobs in the organization.

2. According to DALE YODER- Recruitment is the process to discover the

sources of manpower to meet the requirements of the staffing schedule

and to employee effective measures for attracting that manpower in

adequate numbers to facilitate effective selection of an efficient work

force.

SELECTION

According to YODER,” the hiring process is one or more go-on gauges.

Candidates are screened by applications of these tools qualified applicants

go on the next hurdle, while the unqualified are eliminated.”



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A formal definition of selection is that it is the process of differentiating

between applicants in order to identify those with a greater likelihood of

success in job.

LIMITATIONS

Time constraints are another limitation, as the study is to be completed

with in short period.

The study is mainly taken up for the academic purpose.

Lack of spontaneous, fearless expression of training by the respondents

would be another limitation.

Protect workers from dangerous gas, inflammable dust and such other

materials.

Maintain documentation of health and safety records.

METHODS OF DATA COLLECTION

1. PRIMARY METHOD:-

Primary data was collected through structured questionnaire. In the

questionnaire, questions are presented with exactly same wording and

inexactly the same order to all respondents; the reason for standardization

offcourse is to ensure that all respondents are replying to the same question.

The questionnaire was personally handed over to the targeted respondents in

order to elicit the right responses.



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QUESTIONNAIRE DESIGN:-

The questionnaire was formulated and designed by the investigator

through the help of personnel department in accordance with the objectives

of the study. A structured questionnaire with a view to collect the requisite

information was prepared which has close ended, open ended

dichotomous questionnaire, multiple choice questionnaire, check list

(respondents having a series of answer from which he choose) etc.

2. SECONDARY METHOD:-

Secondary data was collected from the internal source of the firm,

magazine , records which is procured from its normal operations within the

premises.

COMPANY PROILE



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ANALYSIS AND INTERPRETATION

TABLE NO. –

4 . 1:-

TABLE SHOWING THE AGE GROUP OF RESPONDENT

Sources:-primary data

ANALYSIS:-

From the above table it is analysed that 40% of the respondents are

between 20-30 years, where as 23% of the respondents are between 30-40

and rest of the respondents are 40 and above.

AGE GROUP NUMBER OF RESPONDENTS PERCENTAGE

20-30 yrs 12 40%

30-40 yrs 07 23%

40&above yrs 11 37%

TOTAL 30 100%



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CHART NO. - 4 . 1:-

SHOWING THE AGE GROUP OF RESPONDENT

INFERENCE:-

From the above analysis it is inferred that majority of the respondents

belong to the age group of 20-30, because majority of the respondents are

freshers.

40%

23%

37% 20-30 yrs

30-40 yrs

4&above yrs



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TABLE NO. – 4 . 2:-

TABLE SHOWING THE EXPERIENCE OF THE EMPLOYEES


ANALYSIS:-

From the above table it is analyzed that 50% of the respondents are

experienced less than 5 years, and 30% of the respondents are experienced

between 5-10 years and the rest 20% of the respondents are experiencedabove 10 years.

EXPERIENCE NUMBER OF RESPONDENTS PERCENTAGE

Less than 5

years

15 50%

5-10 years 09 30%

10& above yrs 06 20%

TOTAL 30 100%



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CHART NO. - 4 . 2:-

SHOWING THE EXPERIENCE OF THE EMPLOYEES

INFERENCE:-


are experienced less than 5 years, because majority of the respondents are

freshers.

50%30%

20%Less than 5 years

5-10 years10& above years





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CHART NO. – 4 . 3:-

SHOWING EMPLOYEE PERCEPTION OVER THE RECURITMENT

POLICY IN THE ORGANISATION

INFERENCE:-

From the analysis it is inferred that the recruitment policy in the

organization is good. Some experienced staff is of the opinion that

17%

33%

20%

17%

13%Excellent

Good

Fair

Average

Below average



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recruitment policy can be made up to the high standard which can be skill

enhanced. The selection procedure should be extracting best out of better.

TABLE NO. – 4 . 4:-

TABLE SHOWING THE INTERVIEW CONDUCTED TO JUDGE THE

FRESHERS CAPABILITIES


ANALYSIS:-

From the above table it is analyzed that 23% is conducted through

written test and 40% through group discussion and the remaining 37%

through panel interview to judge the fresher capabilities.

Option No. of respondents Percentage

Written Test 07 23%

Group Discussion 12 40%

Panel Interview 11 37%

TOTAL 30 100%





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INFERENCE:-

From the analysis it is clear that group discussion is conducted to

judge the fresher capabilities through which the candidates can be judged

easily.

TABLE NO. – 4 . 5:-

TABLE SHOWING ASPECTOF SELECTION PROCESS PLANNED

AND ADMINISTERED






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INFERENCE:-

From the analysis it is inferred that both interview and written test are

well planned and administered for selection process according to therespondents.

TABLE NO. – 4 . 6:-

27%

33%

40%Interview

Written test

Both



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TABLE SHOWING THE SELECTION PROCESS STEPS


ANALYSIS:-

From the above table it is analyzed that 13% of the candidates are

selected through written test and 17% through Personal Interview and 23%

through Group discussion and 20% through Technical Interview and 27% is

through all the above.

SOURCES NUMBER OF

RESPONDENTS

PERCENTAGE

Written test 04 13%

personal interview 05 17%

Group discussion 07 23%

Technical interview 06 20%

All the above 08 27%

TOTAL 30 100%



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CHART NO. – 4 . 6:-

SHOWING THE SELECTION PROCESS STEPS

INFERENCE:-

From the analysis it is inferred that majority of the employees were

selected through all the above options i.e., Written Test , Personal Interview,

Technical Interview, Group Discussions.

13%

17%

23%20%

27%

Written test

Personal Interview

Group Discussion

Technical Interview

All the above



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TABLE NO. – 4 .7:-

TABLE SHOWING THE WHETHER GROUP DICUSSION ARE

USEFUL OR NOT


ANALYSIS:-

From the above table it is analyzed that 50% o the respondents agree

that group discussion are very useful and 33% of the respondents don‟t agree

and the remaining 17% of the respondents are not sure.

OPTIONS NUMBER OF

RESPONDENTS

PERCENTAGE

Yes 15 50%

No 10 33%Can‟t say 05 17%

TOTAL 30 100%



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CHART NO. – 4 .7:-

TABLE SHOWING WHETHER GROUP DICUSSION IS USEFUL OR

NOT

INFERENCE:-

50%

33%

17%

Yes

No

Can't say



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From the analysis it is inferred that majority of the respondents agree

that group discussion are very useful and successful in recruiting the

executives.

Table Showing Selection Process For Getting Right Man for Right Job

ANALYSIS:-

From the above table it is analyzed that 27% of the respondents

believe in getting right man for right job, 20% of them disagree and 53% of

the respondents related as can‟t say.

PARTICULARS NUMBER OF

RESPONDENTS

PERCENTAGE

Yes 08 27%

No 06 20%

Can‟t say 16 53%

TOTAL 30 100%



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CHART NO. – 4 . 8 :-

TABLE SHOWING THE SELECTION PROCESS FOR GETTING THE

RIGHT MAN FOR THE RIGHT JOB

INFERENCE:-

From the analysis it is inferred that 53% of the respondents relates as

can‟t say, as with the existing procedure interview don‟t help to know a

person completely.

27%

20%

53%

Yes

No

Can't say



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TABLE NO. –

4 . 9:-

TABLE SHOWING THE MEDIA FOR RECRUITMENT

ADVERTISING


ANALYSIS:-


using cost effectiveness, where as 27% of the respondents are using time

available as the media and 40% of the respondents are using reach of media

to targeted candidates for advertising recruitment..

MEDIA NUMBER OF RESPONDENTS PERCENTAGE

Cost

Effectiveness

10 33%

Time Available 08 27%Reach of Media

to the Targeted

Candidates

12 40%

Brand Image 0 0%

TOTAL 30 100%



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CHARTNO.- 4 . 9:-

SHOWING THE MEDIA FOR RECRUITMENT ADVERTISING

INFERENCE:-

33%

27%

40%

0%Cost effectiveness

Time Available

Reach of media to the

Targeted CandidatesBrand Image





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From the above table it is analyzed that 63% of the respondents say

advertising in newspaper as cost effective for recruitment and 17% as

campus recruitment and 13% as job portal and the remaining 10% as

employee referrals.

CHART NO. - 4 . 10:-

TABLE SHOWING THE COST EFFECTIVENESS OF RECRUITMENT

INFERENCE:-

63%17%

13%

7% 0%

Advertising in

Newspaper

Campus Recruitment

Job Portals

Recuritment &

placement Consultants

Employee referrals



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From the above analysis it is inferred that according to the opinion of

the respondents advertising in newspaper is cost effective for recruitment.

TABLE NO. - 4 . 11:-

TABLE SHOWING SOURCES OF RECRUITMENT FOR COMPANY


ANALYSIS:-


RESPONDENTS

PERCENTAGE

Internal Sources 06 20%

Employee referrals 04 13%

Recommendations 05 17%

External sources 15 50%

TOTALS 30 100%



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rated to internal sources of recruitment, 13% rated to employee referrals,

17% rated as recommendation, 50% are rated to external sources.

CHARTNO. - 4. 11:-

TABLE SHOWING SOURCES OF RECRUITMENT FOR COMPANY

20%

13%

17%

50%

Internal sources

Employee referrals

Recommendation

External sources



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INFERENCE:-

From the above analysis it is inferred that most of the respondents

rated to external sources of recruitment, because they will be a fresher and

they will be having zeal to learn the work and they will give their best to the

organisation.

TABLE NO. – 4 . 12:

TABLE SHOWING RECURITMENT AND SELECTION PROCEDURE

IN ICICI PRIVATE LTD, HYDERABAD


RESPONDENTS

PERCENTAGE



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ANALYSIS:


related to recruitment and selection procedure in ICICI PRIVATE LTD,

HYDERABAD is excellent, 23% rated as good, 10% as fair, 17% rated as

average and the remaining 10% as below average.

CHARTNO. - 4 . 12:-

SHOWING RECURITMENT AND SELECTION PROCEDURE IN ICICI

PRIVATE LTD, HYDERABAD

Excellent 12 40%

Good 07 23%

Fair 03 10%

Average 05 17%

Below average 03 10%

TOTAL 30 100%



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INFERENCE:-

From the analysis it is inferred that most of the respondents are

related recruitment and selection procedure in ICICI PRIVATE LTD,

HYDERABAD is excellent.

TABLE NO. – 4 . 13:-

40%

23%

10%

17%10% Excellent

Good

Fair

Average

Below average



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TABLE SHOWING THE RATE OF EFFECTIVENESS OF

RECRUITMENT PLOICY


ANALYSIS:-

From the above table it is analyzed that 50% of the respondents arerelated to effectiveness of recruitment policies are excellent, 27% rated for

good, 17% rated for fair, 6% rated for average.


RESPONDENTS

PERCENTAGE

Excellent 15 50%

Good 08 27%

Fair 05 17%

Average 02 6%

Below average 0 0%

TOTAL 30 100%



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CHARTNO. – 4 . 13:-

SHOWING THE RATE OF EFFECTIVENESS OF RECRUITMENT

PLOICY

INFERENCE:-

From the analysis it is inferred that majority of the respondents have

rated as excellent for the effectiveness of the policy in ICICI PRIVATE

LTD, HYDERABAD.

49%

27%

17%7% 0%

Excellent

Good

Fair

Average

Below average



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TABLE NO. – 4 . 14:- TABLE SHOWING INTERVIEW SCHEDULE IN

ADVANCE BEFORE CONDUCTED


ANALYSIS:-


agreed, 20% are disagreed, and the remaining 13% of the respondents are

not sure.

OPTION NUMBER OF

RESPONDENTS

PERCENTAGE

Yes 20 67%

No 05 20%Can‟t say 04 13%

TOTAL 30 100%



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CHARTNO. – 4 . 14:-

SHOWING INTERVIEW SCHEDULE IN ADVANCE BEFORE

CONDUCTED

INFERENCE:-


agreed to the interview schedules made in advance before it is conducted

69%

17%

14%

Yes

No

Can't say



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through that the recruiters will have a clear idea about their work through

that they will be able to fulfil the organisational need.

TABLE 4.15: Table showing RECRUITMENT made by the Organisation.


ANALYSIS:-


rated often, 10% rated as very often ,17% for sometimes ,17% for rarely and

the remaining 13% rated as the employees recruitment as needed.


RESPONDENTS

PERCENTAGE

Often 13 43%

Very often 03 10%

Sometimes 05 17%

Rarely 05 17%

As needed 04 13%

Total 30 100%



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CHARTNO. – 4 . 15:-

SHOWING THE FREQUENCY OF EMPLOYEES RECRUITED

INFERENCE:-

43%

10%17%

17%

13%Often

Very oftenSometimes

Rarely

As needed



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From the analysis it is inferred that majority of the respondents said

the employees are recruited often, because the employees are leaving the

company.

TABLE NO. – 4 . 16:-

TABLE SHOWING SATISFACTION LEVEL OF EFFICIENCY AND

EFFECTIVENESS OF THE RECRUITMENT TEAM


ANALYSIS:-


satisfied, 20% are not satisfied and the remaining 13% are not sure.


RESPONDENTS

PERCENTAGE

Yes 20 67%

No 06 20%

Can‟t say 04 13s%

TOTAL 30 100%



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CHARTNO. – 4 . 16:-

SHOWING SATISFACTION LEVEL OF EFFICIENCY AND

EFFECTIVENESS OF THE RECRUITMENT TEAM

INFERENCE:-

From the analysis it is inferred that majority of the respondents

satisfied by the level of efficiency and effectiveness put forward by therecruitment team.

67%

20%

13%

Yes

No

Can't say



55

TABLE NO. – 4 . 17:-

TABLE SHOWING REAL TALENT FOCUSED BY RECRUITMENT

TEAM


ANALYSIS:-


agreed towards the focus on real talent, 27% disagreed and the remaining

6% of the respondent are not sure of the focus of real talent.

.


RESPONDENTS

PERCENTAGE

Yes 20 67%

No 08 27%

Can‟t say 02 6%

TOTAL 30 100%



56

CHART NO. – 4 . 16:-

SHOWING REAL TALENT FOCUSED BY RECRUITMENT TEAM

INFERENCE:-

From the analysis it is inferred that majority of the respondents are

agreed to the focus on real talent by the recruitment team in the organization.

66%

27%

7%

Yes

No

Can't says



57

TABLE NO. – 4 . 18:-

TABLE SHOWING TRAINING PROCESS UNDERGONE AFTER

JOINING THE COMPANY


ANALYSIS:-

From the above table it is analyzed that 63% of the respondents have

undergone training and 30% of the respondents have not undergone the

training process and the remaining 7% are not sure of training process.

OPTIONS NUMBER OF

RESPONDENTS

PERCENTAGE

Yes 19 63%

No 09 30%

Can‟t say 02 7%

TOTAL 30 100%



58

CHART NO. – 4 . 18:-

SHOWING TRAINING PROCESS UNDERGONE AFTER JOINING THE

COMPANY

INFERENCE:-


undergone training process after joining the company in order to learn the

work in a better way to reach the organisational needs.

63%

30%

7%

Yes

No

Can't say



59

TABLE NO. – 4 . 19:- TABLE SHOWING THE INDUCTION

PROCESS IN THE COMPANY


ANALYSIS:-

From the above table it is analyzed that 67% of the respondents have

undergone induction process, 10% do not have and, the undergone the

training remaining 23% of the respondent are not sure of induction process.

OPTIONS NUMBER OF

RESPONDENTS

PERCENTAGE

Yes 20 67%

No 03 10%

Can‟t say 07 23%

TOTAL 30 100%



60

CHART NO. – 4 . 19:-

SHOWING THE INDUCTION PROCESS IN THE COMPANY

INFERENCE:-

67%10%

23%

Yes

No

Can't say



61


undergone induction process after joining the company to have a sense of

belongingness in the organisation.

TABLENO.-4.20:-

TABLE SHOWING SATISFICATION WITH THE PROMOTION

METHOD

OPTIONS NUMBER OF

RESPONDENTS

PERCENTAGE

Yes 18 60%

No 10 33%

Can‟t say 02 7%

TOTAL 30 100%



62


ANALYSIS:-


totally satisfied and 33% of the respondents are not satisfied with the

promotion method and the remaining 7% are not sure of promotion method.

CHART NO. – 4 . 20:-

SHOWING SATISFICATION WITH THE PROMOTION METHOD

60%

33%

7%

Yes

No

Can't say



63

INFERENCE:-


satisfied with the promotion method that the organisation is providing to

their employees.

TABLE NO. – 4 . 21:-

Table showing employees attraction towards the job


ANALYSIS:-


attracted towards future development, 30% towards good pay scale, 17%

through job security and the rest 14% towards the brand image.

Job security 05 17%Future development 12 40%

Brand Image 04 14%

TOTAL 30 100%



64

CHART NO. – 4 . 21:-

TABLE SHOWING RESPONDENTS ATTRACTION TOWARDS THE

JOB

INFERENCE:-

From the analysis it is inferred that majority of the respondents are

attracted towards the future development because of the opportunity

provided by the organisation in order to develop themselves.

30%

17%40%

13%

Good

Job security

Future Development

Brand Image





66

CHART NO. - 4 . 22:-

SHOWING SATISFACTION TOWARDS RECRUITORS ROLE PLAYED

BY HUMAN RESOURCE

INFERENCE:-


are satisfied by the role played by the human resource department.

Employees are reasonably satisfied with their work environment.

90%

7% 3%

Yes

No

Can't say



67

FINDINGS AND CONCLUTIONS

FINDINGS

The following are the findings resulting from the various questions in

the questionnaire that was given to the respondent in ICICI PRIVATE LTD,

HYDERABAD:

1. The training facilities provided in the company is not sufficient for

updating the present technology among the employees.

2. The team work among the employees is not appropriate.

3. Employee working in the company is leaving the company due to

long working hours. Hence forth retrenchment is high.

4. Awareness among the employees in referring with vision and

mission of the company is very poor.

5. The opportunity to implement the idea generated by the employees

is very low.

6. Self development programs are conducted by the organization in

order to improve employees skill.



68

CONCLUSION

This report was undertaken for the basic purpose of finding the

recruitment and selection process prevailing among the employees of ICICI

PRIVATE LTD, HYDERABAD. The questioner was distributed to 30

employees of HR department in the company and conclusions were arrived.

An organization was a Banking firm, a business concern a insurance

and other institutions. It is through the combined efforts of the people that

monetary and Human resources are utilized for organizational objectives

without human efforts organization cannot accomplish their objectives.

“Right people for the right job” or else the company as well as the society

has to pay a huge penalty.

Recruitment plays a vital role in the development of the organization.

Recruitment is an important procedure in building and effective team in

proving the proficiency. The success of the organization is measured by

effective team, which comes into existence by efficient recruitment and

selection process.

The primary function of human resources is to select right people for

the right job, so that work could be done at the right time. The major



69

objective of the study was to study various recruitment procedure to analyse

the effectiveness of the organization, to suggest various measures to make

recruitment and selection procedure effective.

The employees are also of the view that the self development and

creative advancement area is well nourished by the company and the there is

a lot of opportunity for shouldering responsibility.



70

RECOMMENDATION AND SUGGESTIONS

ICICI PRIVATE LTD, HYDERABAD is a company that has

provided good facilities to its employees and surrounding dwellers with

planned policies.

A few recommendations which is used and adapted viable may result

in bettering its present system. It is very difficult for one to find any draws to

suggest that may help for the betterment of the company are listed below:

1. Retaining the staff:-

a. Stop Employees from working for long hours.

b. Performance appraisal

c. Creating an attractive incentives plan

d. Providing other benefits

2. The employee is not aware of the job recruitment, for the betterment of

the work of the employees the company has to consider this and provide

awareness of job requirement to the employees.

3. Proper analysis of the manpower at various levels should be made before

planning for fresh recruitment.







73

Bernardin John.H, Human resource management, MC Graw- Hill

company, Inc, Newyork. 2003.

O.R Krishnaswami, B.g Satyaprasad- Himalaya publishing house,

edition 2006.

WEBSITES:

1. www.yahoosearch.com

2. www.icici.com

3. www.kellysearch.com

4. www.4share.com

http://www.yahoosearch.com/


http://www.icici.com/


http://www.kellysearch.com/


http://www.4share.com/








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