My Ssec Capstone Project A RESEARCH REPORT ON “Understanding and Analyzing Recruitment Process of CEC International Corporation India Pvt

A RESEARCH REPORT ON “Understanding and Analyzing Recruitment Process of CEC International Corporation India Pvt

A
RESEARCH REPORT
ON
“Understanding and Analyzing Recruitment Process of CEC International Corporation India Pvt. Ltd. (CICI)”

Submitted in partial fulfillment for the requirement of the Award of degree

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IN
MBA (General) II YEARS COURSE

SUBMITTED TO
UNIVERSITY INSTITUTE OF LAW AND MANAGEMENT STUDIES, GURUGRAM

(MAHARISHI DAYANAND UNIVERSITY, ROHTAK)

UNDER THE GUIDANCE OF SUBMITTED BY:
NAME OF FACULTY: MAYANK VEER
DR. NIDHI AGGARWAL MBA (GENERAL) (Assistant Professor) II nd YEARS
1394

Certificate of Internal Guide

This is to certify that the project titled “Understanding and Analyzing Recruitment Process of CEC International Corporation India Pvt. Ltd. (CICI)” is a bonafide work carried out by “Mayank Veer” a candidate for the award of Master of Business Administration of MDU University Rohtak under my guidance and direction.

Signature of Guide
Date: Name: Dr. Nidhi Aggarwal
Place: Designation: Assistant Professor
UILMS, Gurugram

Signature of External Examiner
Date: Name:
Place: Designation:
Institution:

Acknowledgement

I would like to express my deepest gratitude and sincere thanks to all those who have guided, encouraged or supported me in one way or another throughout the whole course of my project.
I would like to acknowledge my sincere thanks to Dr. Nidhi Aggarwal for his excellent guidance and supervision for the completion of this project successfully. I express my sincere thanks to my guide for imparting their knowledge to me and for their continuous and conscientious guidance & attention.
Finally I affectionately thank all the colleagues and seniors at Understanding and Analyzing Recruitment Process of CEC International Corporation India Pvt. Ltd. (CICI) who have contributed to my project with their valuable advices and guidance.

Mayank Veer
MBA 2016-2018
UILMS, Gurgaon
TABLE OF CONTENTS

S. No. Chapters Page No.

1. Chapter 1: Introduction 5-6
1.1 Introduction to the problem 7-8
1.2 Profile of the Company 9-12

2. Chapter 2: Review of Literature 13-27

3. Chapter 3: Research Methodology 28-29
3.1 Data Collection
3.1.1 Primary Data
3.1.2 Secondary Data
3.2 Sampling Plan

4. Chapter 4: Data Analysis and Interpretations 30-50

5. Chapter 5: Findings and Limitations 51-54
5.1 Conclusion and Recommendations 55-56
Bibliography 57
Annexure 58-61
Questionnaire

Chapter1- Introduction

Introduction

The human resource in any organization is not only important but valuable to any organization. The significant factor merits due consideration by all HR executives and managers right from the beginning. They have take into account organization requirement and adopt new strategy for recruitment of best talent available the decent of the machine is important but man behind the machine is more important. Hence the function of human resource executives/manager does not end at planning requirement of manpower resource rather it began from that step because the manpower hired or recruited has to be the best. It requires detail search for the talent. Identify the qualitative parameters so that the best is called for recruitment and subsequently best of the lot is chosen. In case this is not ensured manpower resource available in any set up will not be meet the organizational goal.

Chapter 1.1 – Introduction To The Problem

Objectives of the study

The objective of my study is to understand and critically analyze the recruitment and selection procedure at CEC International Corporation LTD.
To know the prospect or recruitment and selection procedure.
To critically analyze the functioning of recruitment and selection procedures.
To identify the probable areas of improvement to make recruitment and selection procedures and more effective.

Scope of the Study

The benefits of the study for the researcher is that it helped to gain knowledge and experience and also provided the provided the opportunity to study and understand the prevalent recruitment and selection procedures.
The key points of my research study are:-
To study the facts about the CEC ltd. as a group.
To understand and analyze various H.R. factors including recruitment and selection procedure at CEC International Corporation LTDs ltd.
To suggest any measures/recommendations for the improvement of the recruitment procedures.

Chapter 1.2: Company Profile

Genesis
CEC International Corporation India Pvt. Ltd. (CICI) is 100% subsidiary of CEC & Member of Continental Holdings. CEC is a Civil Engineering Construction Company operating in the fields of MRTS, Highways, Bridges, High Speed Railway, Townships, SEZs, Real Estate and Environment sectors.
Being a socially responsible corporate, CICI works in improving the quality of life of the communities it serves whether it be within the organization, industry or society, we have a strong sense of social responsibility, which is reflected in our values and actions.
Company is involved with construction of high value projects across segments like MRTS, National Highways, Bridges, Urban Roads, Railways and SEZ projects. The team includes International experts from UK, Spain, Hong Kong, Malaysia, Thailand and Taiwan to deliver International quality standards of project execution in India.
CICI works including design stands out as the gateway for Technological and Engineering excellence in Civil Engineering fields with project offices scattered across India with head office based at Delhi, CICI is fully equipped to contribute their expertise and turn vision into reality.
CICI follow standard operation procedures which allow projects to be certified for ISO 9001, ISO 14001 and OHSAS 18001 for its Quality, Environmental and Occupational Health & Safety Management System.
CEC is one of the top three engineering and construction companies in Taiwan and a leading participant in almost every major infrastructure project in the country.

Mission and Vision
MissionTo Build Physical Infrastructure for better living.

VisionCICI shall be a professionally managed Indian International company, committed to Total Client Satisfaction. CICI shall be innovative, entrepreneurial and empowered team constantly creating value. CICI shall foster a culture of caring, trust and continuous learning while meeting expectations of employees, stakeholders and society.

Approach
The approach is to provide maximum value for money to our clients without diluting the overall objective of the business. CICI being a socially responsible corporate, addresses Social & Environmental concerns much in advance to avoid threat to living beings. Similarly, other issues like health & safety and quality aspects are adequately addressed to sustain in the ever increasing competitive market.

Business Principles
CICI recognizes that the aim of its corporate mission is to upgrade human living standards and to contribute to our society a better quality of life.
CICI is a responsible partner in our society and will apply all the core values towards its shareholders, customers, employees, suppliers, clients, competitors, governmental agencies and other related parties.
CICI is determined to abide towards the highest level of business integrity maintaining, supporting and promoting its legitimate business interest in compliance with the law, the interests of society and the principles of fair competition.
CICI continues to provide the finest product and services, to innovate and improve, and to maximize our profits and the potential of our human resource performance.
CICI is committed to its environmental responsibilities. CICI continues to conform to the best practices and standards in order to reduce the adverse impact of its activities and products effecting our environment

Health & Safety Policy
Central to the corporate mission statement, company strives to maintain the highest standards of working environment for all our Staff. They place great importance on accident prevention and we constantly review the Health & Safety at Work (HSW) Program. Company encourages all Staff to work toward achieving “zero accident, zero mishap” and they are committed to observing the following management policy.

Award and Recognition
1996: ISO 9001
2004: ISO 14001
2005? BCIA – 2005 Winner of International Award.
2006? Special Award of New Town Project for the Best Construction Quality.
2007: OHSAS 18001
2007? FIABCI Taiwan Real Estate Excellence — Excellence Award Winner of Best Planning and Design in Residential Category
2008: ISO 9001

Chapter 2: Literature Review

Manpower Planning
Manpower planning means different things to different organizations. To some company’s manpower planning means management development to others. It means estimating manpower needs, while some other may define manpower planning as organization planning. Although the term, “manpower planning” can be defined, ‘as the process by which an organization ensures that it has the right number of people and the right kind of people at the right places, at the time doing things for which they are economically most useful.’

Manpower Planning Involves
Manpower planning is a continuous process. In operational terms it involves the analysis of the current and future manpower resources terms and requirement to ensure that such needs and resources are always kept in proper balance, both in terms of quantity.

Need for Manpower Planning
All said and done, it cannot be define that the quality of manpower can be responsible for significant difference in the short and long run performance among companies. As Ralph Besse once said, “There is nothing we can do about performance of past management or the qualification of today’s management but tomorrow’s management can be as good as today’s manager care to make it.”
Herber H Mayer has emphasized the importance of human assets and their utilization as under:
“The efficient utilization of human resources may very well be the most important determiner of success in the business world in the coming decade. I think that the companies that prosper in the future will be those that do the best job in fully utilizing their human resources.”
All organizations are basically human organizations. They need people to carry out the organizational mission, goals and objectives. Every organization needs to recruit people .The recruitment policy should, therefore, address itself to the key question; what are the personnel/human resource requirement of the organization in terms of number, skills, levels etc to meet present and future needs of production and technical and other changes planned or anticipated in the next years.

Recruitment
Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization .To recruit means to enlist, replenish or reinforce. It refers to the process of bringing together prospective employees and employer with a view to stimulate and encourage the former to apply for a job with the latter. The primary purpose of recruitment and selection is to achieve one desired aim i.e. picking the right person for the right jobs.
The recruitment process begins when an employee is to be transferred or promoted to another post, notice of resignation or dismissal is given or retirement is planned. The five keyways to develop top quality people:

Recruitment-getting the right people in the right job
Developing people-through training ; development.
Monitoring-to ensures long-term development and performance.
Developing Managers-ensuring that these key people are delivering what the organization requires.
Managing for performance- techniques that ensure top quality performance.

Process of Recruitment
Recruitment begins by specifying the human resource recruitment, initiating activities and action to identify the possible sources form where they can be met, communicating the information about the jobs, terms and conditions and prospects they offer, and enthuse the people who meet the recruitment to respond to the invitation by applying for jobs. Thereafter the selection process begins. The process is as follows:

Decide on how many people you really need:

If everything is being done to improve performance and still there is a gap between what the current performance is and the goals set, then the best way is to recruit more people.

Analyzing the job:

Analyzing the job is the process of assembling and studying information relating to all aspects of a particular post. Analysis is done to find possible details about:
Purpose: Identify the aims and objectives of job and what the employee is expected to achieve within department and company.
Position: The job title, its position in the hierarchy and for whom it is responsible ought to be recorded. A sample organization chart may be useful for this purpose.
Main Duties: A list of key tasks may be written out; standards that need to be reached and maintained must also be maintained. Methods of recording, assessing and recording the key tasks must be determined.
The work Environment: Study the physical and social environment in which the work is out because the work environment influences the quantity and quality of work.

c) Drafting a job description:
After job analysis is done, job description is made. Job description describes the job. The job description decides upon the exact knowledge, skill and experience needed to do the job.

Job description must be drafted around these heading:
Job title
Responsible to
Responsible for
Purpose of job
Duties
Responsibility
Signature and date

Drawing of employee specification:

Employee specification is also known as job, person or personnel specification. It lists the skills; knowledge and experiences required doing the job successfully. Studying the description makes it. An employee specification will help in deciding where to advertise what to include in job advertisement to attach the right person. It is based upon:
Physical make-up
Attainment
Specific aptitude
Interest
Disposition
Circumstances

Evaluation future needs

For Evaluation future needs manpower is drafting. A manpower plan evolves studying the make-up of present work force, assessing forthcoming changes and calculating future workforce, which is required. Manpower planning helps in devising long-term recruitment plans.

Finding sources of recruitment-

The human resources requirement can be met for both External and Internal sources.Internal Sources

These refer to persons already employed in the organization. Promoting persons from lower levels may fill up vacancies at higher levels. Shortage of manpower in one branch \ factory may be met by transferring surplus staff from another branch \ factory. Promotion means shifting of an employee to higher post caring greater salary, status and responsibility. On the other hand transfer refer to the shifting an employee with salary, status and responsibility. Some time ex-employee of the organization may be re-employed.

Advantages of Internal Sources:
Filling vacancies for higher job by promoting employees from with in the organization helps to motivate and improved the morale of the employees. This induces loyalty among them.
Internal requirement has to minimize labor turnover and absenteeism. People wait for promotion and the work force is more satisfied.
Candidates working in organization do not require induction training. They are already familiar with organization and with the people working in it.

Disadvantages of Internal Sources:
There may be inbreeding, as fresh talent from outside is not obtained. Internal candidates may not be given a new outlook and fresh ideas to business.
Unsuitable candidates may not be promoted to positions of higher responsibility because the choice is limited.
The employees may become lethargic if they are sure of time bound promotion. There may be infighting among those who aspires for promotion with in the organization.
Internal recruitment cannot be complete method in itself. The enterprise has to resort to external recruitment at some stage because all vacancies cannot be filled from with in organization.

External Sources

It refers to recruitment of employees from outside the organization. External sources provide wide choice of the required number of the employees having the desired qualification. It also provides the people with new ideas and specialized skills required to cope with new challenge and to ensure growth of the organization. Internal competitors have to compete with the outsiders. However, existing employees resent the policy of filling higher-level vacancies from outsiders. Moreover it is time consuming and expensive to recruit peoples from outside. Recruitment from the outside may create frustration among the existing employees that aspires for promotions. There is no guarantee that the organizations will attract sufficient number of suitable candidates.
Advantages of External Sources:
The entry of fresh talent in to the organization is encouraged. New employees bring new ideas to the organization.
External sources provide wider sources of personnel to choose from.
Requisite type of personnel having the required qualifications, training and skill are available from the external sources.
Disadvantages of External Sources:
The enterprise can make the best selection since selection is made from among a large number of applicants.
There is a greater decoration in employer- employee relationship, resulting in industrial strikes, unrest, and lockouts.
The personnel’s selected from outside may suffer from the danger of adjustment to the new work environment.

METHODS OF RECRUITMENT
All methods of recruitment can be put into three categories:
Direct method
Indirect method
Third-party method

a) Direct Method:
These include the campus interview and keeping a live register of job seekers. Usually under this method, information about jobs and profile of persons available for jobs is exchanged and preliminary screening is done. The short listed candidates are then subjected to the remainder of the selection process. Some organization maintains live registers or record of applicants and refers to them as and when the need arises.

b) Indirect Method:
They cover advertising in newspapers, on the radio, in trade and professional journals, technical journals and brochures. When qualified and experienced persons are not available through other sources, advertising in newspapers and professional and technical journals in made. Whereas all types of advertisements can be made in newspapers and magazines, only particular types of posts should be advertised in the professional and technical journals. A well thought-out and planned advertisement for appointments reduces the possibility of unqualified people applying. If the advertisement is clear and to the point, candidates can assess their abilities and suitability for the position and only those who possess the requisite qualifications will apply

c) Third Party Method:
Various agencies are used for recruitment under these methods. These include commercial and private employment agencies, state agencies, and placement offices of schools, colleges and professional associations, recruiting firms, management consulting firms, indoctrination seminars for college professors, friends and relatives.
Employment Agencies:
They are specializing in specific occupation like general office help, salesman, technical workers, accountants, computer staff, engineers and executives and suitable persons available for a job. Because of their specialization, they can interpret the needs of their clients and seek out particular types of persons.

State or Public Employment Agencies:
They also knew as Employment or Labor Exchanges, are the main agencies for public employment. They also provide a wide range of services, like counseling, assistance in getting jobs, information about the labor market, labor and wage rates, etc.

Executive Research Agencies:
They maintain a complete information records about employed executives and recommend persons of high caliber for managerial, marketing and production engineers’ posts. These agencies are looked upon as ‘head hunters’, ‘raiders’, and ‘pirates’.

Trade Unions:
The employers to supply whatever additional employees may be needed often call on Trade Unions. Unions may be asked for recommendations largely as a matter of courtesy and an evidence of goodwill and cooperation.

Professional Societies:
They may provide leads and clues in providing promising candidates for engineering, technical and management positions. Some of these maintain mail order placement services.

SELECTION
Selection is the process of carefully screening the candidates to choose the most suitable person for the job vacancies to be filled. Under it qualifications, training, experience, and background of applicant are evaluated in the light of job requirement. It divides the candidates into two categories namely,
Those who are employed
Those who are to be rejected.

A formal definition of selection is as following:
“It is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job.”
Selection process assumes and rightly so, that there are more number of candidate actually selected candidates are made available through recruitment process.

BARRIERS TO EFFECTIVE SELECTION

The main objectives of selection are to hire people having competence and commitment. This objective is often defeated because of certain barriers. The impediments, which check effectiveness of selection, are perception, fairness, validity, reliability and pressure.

Fairness: Fairness is selection requires that no individual should be discriminated against on the basis of religion, region, race or gender. But the low numbers of women and other less-privileged sections of the society in middle and senior management positions and open discrimination on the basis of age in job advertisements and in the selection process would suggest that all the efforts to minimize inequity have not been very effective.

Reliability: A reliable method is one that will produce consistent results when repeated in similar situations. Like a validated test, a reliable test may fail to predict job performance with precision.

Pressure: Pressure is brought on the selectors by politicians, bureaucrats, relatives, friends and peers to select particular candidates. Candidates selected because of compulsions are obviously not the rights ones. Appointments to public sector undertakings generally take place under such pressures.

SELECTION PROCEDURE

The selection procedure is concerned with securing relevant information about an applicant. This information is secured in a number of steps and stages. The objective of selection process is to determine whether an applicant needs the qualification for a specific job and to choose the applicant who is most likely to perform in that job.
The hiring procedures not a single acts but it is essentially a series of methods or steps or stages by which additional information is secured about the applicant. At each stage, facts may come to light, which lead to the rejection of the applicant. A procedure may be considered to a series of successive hurdles or barriers, which an applicant must cross. These are indented as screens and they are designed to eliminate an unqualified applicant at any point in this process. That technique is known as the successive hurdle technique. Not all selection process includes all these hurdles. The complexity of process usually increases with the level and responsibility of the position to be fulfilled.
A well-organized selection procedure should be designed to select sustainable candidates for various jobs. Each step in the selection process should help in getting more and more information about the candidate. There is no idle selection procedure appropriate for all cases.

Steps in the selection process:

Preliminary Screening
Application Blank
Employment Tests
Selection Interview
Medical or Physical Examination
Checking Reference
Final Approval

Preliminary Screening:
This is essentially to check whether the candidate fulfills the minimum qualification. The preliminary interview is generally quite brief. Its aim is to eliminate the unsuitable candidate. The job seekers are received at the reception counter of the company. The receptionists or other official interviews the candidates to determine whether he is worthwhile or the candidate to fill up the application blank. Candidates processing the minimum qualification and having some chances of being selected are given the prescribed application form known as application blank.

Application Blank:
The candidates are required to give full information about their age, qualification, experience, family background, aptitude and interests act in the application blank. The application blank provides a written record about the candidate. The application form should be designed to obtain all relevant information about the candidates. All applications received from the candidates are carefully scrutinized. After the scrutiny more suitable candidates among the applicants are short-listed for written tests and others are rejected.

Employment Tests:
Candidates are asked to appear for written or other tests. Tests have become popular screening devices. These tests are based on the assumption that human traits and work behaviors can be predicted by sampling, however tests are not fully reliable and they also involve time and money. Test is more useful in identifying and eliminating unsuitable candidates therefore should be used only as supplements rather than an independent technique of selection. The main types of tests are:
Intelligence tests
Aptitude Test
Interest Test
Personality Test
Dexterity Test

Selection Interview:
It involves a face-to-face conversation between the employer and the candidate; the selector asks a job related and general questions. The way in which a candidate responds to the question is evaluated. The objectives of the interview are as following:
To find out the candidate’s overall suitability for the job.
To cross-check the information obtained through application blank and tests, and
To give an accurate picture of the job and the company.

Interview is the most widely used step in employee selection. However, interview suffers from several drawbacks:
Firstly, it is a time consuming and expensive device. Secondly, it can test only the personality of the candidate and not his skill for the job. Thirdly, the interviewer may not be an expert and may fill to extract all relevant information from the candidate. Fourthly, the personal judgment or bias of the interviewer may make the result of the interviews inaccurate.
Interview should be properly conducted in a proper physical environment. The interview room should be free from noise and interruptions. The environment should be confident and quite. People generally talk freely and frankly when there is privacy and comfort. Therefore, candidates should be put at ease. The interviewer should pay full attention to what the candidates have to say.

Medical or Physical Examination:

Candidates who are found suitable after interview are called for physical examination. A Panel of doctors to insure that they are healthy and physically fit for the job does a medical check-up of such candidates. A proper medical examination will also ensure that the candidates selected do not suffer from any serious desirous which may create problems in future.

Checking Reference:

Generally, every candidate if required to state in the application form, the name and address of at least two responsible persons who know him. The reference may not give their Frank opinion unless promises made that in all information will be kept strictly confidential. Moreover the information given by them may be biased in the form of candidate.

Final Approval:

The candidates who are found suitable after the medical check-up and background investigation are formally appointed by issuing appointment letter to them. They are asked to join duty by the specified date. No selection procedure is foolproof and the best way judge a person is by observing him working on the job. Candidate who gives satisfactory during the probationary period are made permanent

SUCCESSIVE HURDLES IN THE SELECTION PROCESS

Chapter 3: Research Methodology

Research Methodology
A Research Methodology defines the purpose of the research, how it proceeds, how to measure progress and what constitute success with respect to the objectives determined for carrying out the research study.
The appropriate research design formulated is detailed below.
Exploratory research: this kind of research has the primary objective of development of insights into the problem. It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action.
The research methodology for the present study has been adopted to reflect these realties and help reach the logical conclusion in an objective and scientific manner.
The present study contemplated an exploratory research
Sample Design
My survey is conducted with 100% sample size i.e. 30 employees to make the data analysis representative.
Data Collection
The data for the survey will be conducted from both Primary as well as Secondary sources.

Primary Data: –
Using personal interview technique the survey the data will collect by using questionnaire. The primary data collection for his purpose is supposed to be done by judgment sampling conversation sampling. Questionnaire has been formatted with both open and close structure questions.
Secondary Data: –
By going through various records.
By going through the magazine of the company.

Chapter 4: Data Analysis and Interpretation

Analysis of the data

The analysis of the data is done as per the survey finding. The data is represented graphically in percentage.
The percentage of the people opinion were analyzed and expressed in the form of charts and have been placed in the next few pages.
1. Does your company make forecast of future manpower planning requirement?
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE1.Yes30100%2.No00%

 
 Interpretation:
100% people said that the company makes forecast of future manpower forecasting.

2. Specify the time period(s) for which the estimates are made? 
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE1.0-2years930%2. 2-3years620%3.3-4years930%4.4&above years620% 

  
Interpretation:
20% people said that the company specifies 0-2 year for making estimation of forecasting.
30% people said that the company specifies 2-3 years for making estimation.
30% people said that the company specifies 3-4 years for making the estimation of forecasting.
20% people said that the company specifies 4 & above time period for making forecasting. 

3. What do you suggest should be the basis of forecasting? 
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE1.Total cost of the project620%2.Past experience1240%3.Different phases of the project930%4.All of the above310% 
 

Interpretation:

20% people said that their company forecast on the bases of Total cost of the project.
40% people said that the company forecast on the bases of past experiences.
30% people said that the company forecast on the bases of the Different phases of the project.
10% people said that the company forecast on the bases on of the above

4. Does your organization plan the recruitment policy?

 

S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE1.Yes30100%2.No00% 

 
Interpretation:

100% people said that the plan the requirement policy.
5. Do you think the present recruitment policy is helpful in achieving the goals of the company?
 
 
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE1.Yes1550%2.No620%3.To some extent 930% 
 
 
 
 
Interpretation:

50% people said that the company’s recruitment policy is helpful in achieving the goals.
20% people said that the company’s recruitment policy is not helpful in achieving the goals.
30% people said that the company’s recruitment policy is helpful to some extent in achieving the goals.
Does the company’s recruitment policy enable to identify the following areas? 
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE1.Recruitment needs of the organization620%2.Preferred sources of recruitment930%3.Appropriate criteria for selection930%4.Identification of the cost of recruitment620% 

Interpretation:
20% people said that the company’s recruitment policy enables to identify the recruitment needs of the company.
30% people said that the company’s recruitment policy enables to identify the preferred sources of recruitment.
30% people said that the company’s recruitment policy enables to identify the appropriate criteria for selection.
20% people said that the company’s recruitment policy enables to identify the identification of cost of recruitment.
6. Through which source your organizations recruit the employees?
 
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE1.Internally 620%2.Externally1860%3.Both620% 
 

 
 Interpretation:
20% people said that the company recruits the employee from the internal sources.
60% people said that the company recruits the employee from the external sources.
20% people said that the company recruits the employee from the both sources.
 
 

7. Which of the following external sources you choose for the recruitment of the employees?
S.NO.OPINIONNO. OF RESPONDENTPER1.Employee Exchange Consultant620%2.Private Employee Agencies620%3.Advertisement310%4.Internet1240%5.Any other310% 

Interpretation:
20% people said that the company uses the employee exchange consultants.
20% people said that the company uses private employment agencies.
10% people said that the company uses the advertisement method.
40% people said that the company uses the Internet method.
10% people said that the company uses the any other way.

8. Does your organization recruit employees through latest method of recruitment through Internet?

S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE1.Yes30100%2.No00% 

Interpretation:

100% people said that the company uses the latest method of recruitment.9. Is company use own web site for recruitment.
 
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE1.Yes2790%2.No310% 

Interpretation:

90% people said that the company uses his own web site for recruitment.

10% people said that the company not uses his own web site.

10. Does your company hire the service portal?
 
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE1.Yes1860%2.No1240% 
 
 
 

 
Interpretation:

60% people said that the company hire service portal.
40% people said the company not hires the service portal. 11. Which service portal your organization has hired?
 
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE1.Naukri.com1240%2.Timesjob.com620%3.Jobesahead.com620%4.Any other620% 
 

Interpretation:

40% people said that the company hires the naukari.com.
20% people said that the company uses the timesjob.com.
20% people said that the company uses the jobesahead.com.
20% people said that the company uses any other web site.
12. Is Internet recruitment is effective in your opinion?
 
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE1.Yes2480%2.No620% 
 
 

 
 
Interpretation:

80% people said that the Internet recruitment is effective sources of recruiting the employee.
20% people are not in favor of recruiting the employee through Internet.

13. Is there any provision for recruitment of summer/in plant trainees?
 
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE1.Yes 00%2.No 100100% 
 

Interpretation:

100% people said that there is no provision to recruiting summer/in-plant trainees.

14. How much number of employees you train in a year?
 
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE1.5-10 Emp.00%2.10-15 Emp. 620%3.15& above Emp. 2480% 
 

Interpretation:
80% people said that the company trains 10-15 Employees in a year.
20% people said that the company trains 15&above Employees in a year.
15. Is there any facility for absorbing the trainees in your organization?
 
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE1.Yes 100100%2.No 00% 
 
 

Interpretation:

100% people said that the company has the facility for absorbing the trainees.

16. Which type of technique is used for selection employees?
 
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE1.Interview930%2.Reference310%3.Test1240%4.All of the above620% 

Interpretation:

30% people said that the company the company uses the interview method for selection.
10% people said that the company the company uses the references method for selection.
40% people said that the company the company uses the test method for selection.
20% people said that the company uses the all of the above.

17. Which type of technique is used for interview?

S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE1.Structured 1860%2.Unstructured 310%3.Both930% 
 
 

 
Interpretation:

60% people said that the company uses the structure technique for selection.
10% people said that the company uses the unstructured technique for selection.
30% people said that the company uses both the techniques for selection.
 

18. Is there any provision for evaluation and control of recruitment and selection process?
 
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE1.Yes 2480%2.No 620%.

Interpretation:

80% people said that the company has the provision for evaluation and control of recruitment and selection.
20% people said that the company does not have the provision for evaluation and control of recruitment and selection.

19. Does the procedure adopted for recruitment and selection of employees enables to give right person at the right job? 
S.NO.OPINIONNO. OF RESPONDENTPERCENTAGE1.Yes 2170%2.No 310%3.To some extent620% 
 
 

 
Interpretation:

70% people said that the procedure adopted for recruitment and selection of employees enable to place the right person for the right job.
10% people said that the procedure adopted for recruitment and selection of employees does not enable to place the right person for at the right job
20% people said that the procedure adopted for recruitment and selection of employees enable to some extent to place the right person for at the right job.

Chapter 5: Findings And Limitations

Findings of Study

Company makes forecast of future manpower planning recruitment.
Forecast of future manpower planning is mainly for 0-2 and 3-4 years.
According to survey forecast is mainly based upon past experience.
Organization plans recruitment policy.
Company’s recruitment policy is enabling to identify preferred sources of recruitment and appropriate criteria for selection.
According to survey organization recruit the employees externally though Internet.
Company mainly uses Naukari.com service protocol for recruitment.
According to survey more than 15 employees are trained by organization within a year.
For selection purpose structured test technique is used which includes Intelligence test, Aptitude test, Personality test.
Organization has provision for evaluation and control of recruitment and selection process.
Procedure adopted for recruitment and selection of employees enables to place the right person at right job.

Limitation of the Study

The project has inherent limitations due to its potential scope
Eight weeks is too short to give shape to a new idea in an old set up like CEC International Corporation LTDs.
Less importance to long term operational benefits.
Expenses for HR Departments are not viewed as investments.

Since CEC is a large organization with its strongly set business practices, so extensive efforts and change in organization thinking will be necessary in order to HR Department.

Chapter 5.1- Conclusion and Recommendation

CONCLUSIONS

Based on the analysis through the questionnaire responses the following is the conclusion of the study.
The organization follows the rules and regulation involved in their Recruitment and Selection Procedure of the organization. However, there is some scope for improvement with regard to following:

The managers are fully satisfied with the existing Recruitment and Selection procedure.
The recruitment and Selection procedure should not be lengthy.
To some extent a clear picture of required candidates should be made in order to search for appropriate candidates.
The Recruitment and Selection procedure should be impartial.
Suggestions
The following are the suggestions received from the respondents of the questionnaire. These suggestions are based on their awareness regarding the Recruitment and Selection procedure.

During the selection process not only the experienced candidates but also the fresh candidate should be selected so as to avail the innovation and enthusiasm of new candidates.
In the organization where summer/in-plant/management training facility prevailing then such kind of practices must be adopted so that the student can learn and again from their practical views.
Candidates should be kept on the job for some time period; if suitable they should be recruited. During the selection process, the candidates should be made relaxed and at ease.
Company should follow all the steps of recruitment and selection for the selection of the candidates.
Selection process should be less time consuming.
The interview should not be boring, monotonous. It should be made interesting. There must be proper communication between the Interviewer and the Interviewee any the time of interview.
Evaluation and control of recruitment and selection should be done fair judgment.
Methods used for selection of candidates should be done carefully and systematically.
The attainment of goals and objective of any organization depend on the type and quality of its manpower. To have right type of men at right job and at right time, the recruitment and selection procedure should be fair and impartial.
This is indeed an important suggestion and authorities concerned should immediately look into it and try to implement it.
Internet recruitment must be promoted so that if in some area the information about recruiting the new employees or filling of new vacancies may be known to them. And with this the organization would also recruit the right job, which would result in lower labor turnover.

Bibliography
Personnel management by K.V Mishra, Aditya publishing house Madras, 1992.

CHHABRA T.N, Principles ; practices of management, Dhanpat Rai and co. (p) Ltd, Delhi, 2000.

Practice of Human Resource by Danny Shield.

Manuals from the organization.

Annexure

QUESTIONNAIRE

Survey on the Managerial Satisfaction level for RECRUITMENT AND SELECTION
DEAR Respondent,
We are conducting a survey on the managerial satisfaction level for the RECRUITMENT SELECTION PROCEDURE. Your free and frank opinion would be very valuable in conducting the survey. Please answer the following questions with a (() in the appropriate boxes:
MANPOWER PLANNING:
1. Does your company make forecast of future manpower planning requirement?
(a) Yes (b) No
2. If yes, then please specify the time period(s) for which the estimates are made?
(a) 0-2 years (b) 2-3 years
(c) 3-4 years (d) 4 ; above years.
3. What do you suggest should be the basis of forecasting?
(a) Total cost of project
(b) Past experience
(c) Different phases of project
(d) All of the above

Recruitment Policy:
4. Does your organization plan the recruitment policy?
(a) Yes (b) No
5. Do you think the present recruitment policy is helpful in achieving the goals of the company?
(a) Yes (b) No (c) To some extent
6. Does the company’s recruitment policy enable to identify the following areas?
(a) Recruitment needs of the organization
(b) Preferred sources of recruitment
(c) Appropriate criteria for selection
(d) Identification of the cost of recruitment
SOURCES OF RECRUITMENT:
7. Through which source your organizations recruit the employees?
(a) Internally (b) Externally (c) Both
8. Which of the following external sources you choose for the recruitment of the employees?
(a) Employee Exchanges Consultants
(b) Private Employee Agencies
(c) Campus Requirements
(d) Advertisements
(f) Any other………

LATEST TECHNIQUES OF RECRUITMENT
9. Do your organization recruit employees through latest method of recruitment through Internet: –
(a) Yes (b) No
10. If yes then the company use own web site or this purpose.
(a) Yes (b) No
11. Does your company hire the service portal?
(a) Yes (b) No
12. If yes, which service portal your organization has hired?
(a) Naukri.com
(b) Jobseek.com
(c) Jobs ahead.com
(d) Any other ……
13. Is Internet recruitment is effective in your opinion?
(a) Yes (b) No
RECRUITMENT OF SUMMER/IN PLANT TRAINEES
14. Is there any provision for recruitment of summer/in plant trainees?
(a) Yes (b) No (c) To some extent
15. How much number of employees you train in a year?
(a) 5-10 (b) 10-15 (c) 15& above
16. Is there any facility for absorbing the trainees in your organization?
(a) Yes (b) No
SELECTION POLICY
17. Which type of technique is used for selecting the Employees?
(a) Interview
(b) Reference
(c) Test
(c) Any other……………..
18. Which type of technique is used for interview?
(a) Structured (b) Unstructured (c) Both
19. Which type of tests is used in selection of an employee?
(a) Intelligence Test
(b) Aptitude Test
(c) Interest Test
(d) Personality Test
(e) Proficiency Test
(f) All of the above
FEEDBACK OF RECRUITMENT AND SELECTION PROCEDURE:
20. Is there any provision for evaluation and control of recruitment and selection process?
(a) Yes (b) No
21. Does the procedure adopted for recruitment and selection of employees enables to give right person at the right job?
(a) Yes (b) No (c) To some extent

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