“RECRUITMENT & SELECTION PROCESS”

A Summer Internship Report submitted in partial fulfillment of requirement of two years Master of Management studies (2011-2013) Degree of University of Mumbai

By

SNEHA GURUNATH CHAVAN

Under The Guidance of (Mr. RAHUL DALVI)

Rohidas Patil Institute of Management Studies Mahavidya Marg, Navghar Bhayandar (East) Dist-Thane Pin Code 4010

DECLARATION

The work presented in the Master of

Management Studies (MMS). These is summer

internship entitled “RECRUITMENT & SELECTION

PROCESS” has been carried out entirely by me under

the supervision of Mr. RAHUL DALVI, Partner

-----------------------------------------------------------------------------

during the month of May- June.

I hereby declare that the work in this summer

internship project is original and has not been

submitted in part or full to any other

university/institution statutory body for the award of

any Degree/Diploma.

July,2012

Andheri Mumbai.

(SNEHA GURURNATH

CHAVAN )

CERTIFICATEI certify that above declaration true to the

best of my knowledge & belief

July,2012

Andheri

HubtownSolaris N.S.PhadkeMarg, Andheri(East), Mumbai 400069.

Tel: +91 22 67037400

Acknowledgement

I would like to take this opportunity to express my sincere gratitude to respected Mr. Yogesh Gupta , for his valuable guidance.

I extend my sincere thanks to Mrs. Sanaika Gavas for her support and help during my summer intership. I would like to thanks almost everybody at the Hubtown ltd.Company for its friendliness and helpful environment.

CERTIFICATE

This is to certify that the following student of MMS II (Human Resources) is submitting summer internship Project Report as per syllabus of the Mumbai University in the academic year of 2012-2013.

SNEHA GURUNATH CHAVAN

Internal guide : ___________ External guide _____________

Rahul Dalvi

Director ________________

ROHIDAS PATIL INSTITUTE OF MANAGEMENT STUDIES BHAYANDAR (EAST)

Internal Examiner ___________ External Examiner

______________

Chapter No.

Particulars Page No.

Certificate from the Organization

Certificate from the College

Declaration

Acknowledgement

1 Introductiona) Hrm

2 Company Profile

34

Recruitment -Introduction -Purpose & importance -Sub-system -Factors.

Selection -Introduction -Definition -Purpose - Process

5 Research Methodology

6 Findings From the Study

7 Suggestions and Recommendations

8 CONCLUSION

9 BIBLIOGRAPHY

TABLE CONTENT:

Introduction to HRM

Evolution of HRM:

Earlier references: In western countries HRM had

its primitive beginning in 1930s. Not much thought

was given on this subject in particular and no written

records or documents interesting to note HRM

concepts was available, in ancient philosophies of

Greek, Indian and Chinese. This is not to suggest that

industrial establishment and factories system, as it is

known today, existed in ancient Greece, India or

china. The philosophy of managing human being, as

a concept was found developed in ancient literatures

in general and in Indian philosophy in particular.

Personnel functions: Till 1930s, it was not felt

necessary to have a separate discipline of

management called “Personnel management”. In

fact, this job was assigned as part of the factory

manager. Adam Smith’s concept of factory was that

it consists of three resources, land, labour and

capital. This factory manager is expected to

“procure.

Process and peddle” labour as one of the resources.

The first time when such a specialist “person” was

used; it was to maintain a “buffer” between

employer and employee to

meet the “legitimate need” of employees. However,

it is the employer who decided what is “legitimate

need” of employees. In fact, the specialist “person”

was more needed to prevent “unionization” of

employees. This was the case before 1930-s all over

the world.

Environmental Influences on HRM: Since 1930s,

certain developments took place, which greatly

contributed, to the evolution and growth of Human

Resources Management (HRM). These developments

are given below:

Scientific Management

Labour Movements

Government Regulations.

Need for the Study :

Shortage of skills.

Skills and knowledge people are always on short

supply. Alternatively they are too costly to hire from

outside. The best alternative is to improve skill and

knowledge of existing employees.

Technological Obsolescence:

Growth of technology takes places very fast. This will

render current technology obsolete in the future.

There is a great need to upgrade technology. This

needs suitable training.

Personal Obsolescence:

At the time recruitment employees possess a certain

of knowledge and skill. As time passes knowledge

becomes obsolete, unless it is updated by proper

training. This happens because of changes taking

place in product technology, production methods,

procurement of better machines, setting up of

modern production lines, introduction of modern

method of supervision and information processing

through MIS and EDO.

Organization Obsolescence.:

Modern management has introduced a number of

innovative steps in functions of management like

planning, organizing, controlling, coordinating and

directing.

Organization which is impervious to such changes is

bound to fail and become obsolete.

Upgrading Ability of Threshold workers.

Public policy provides reservation to disadvantaged

sections of the society like handicapped, minorities

and dependents of deceased workers etc. All these

are threshold workers having less than minimum

prescribed level of knowledge and skill. They require

extensive training to bring them up to the minimum

level of performance standard.

Coercive training by government:

In order to provide better employability chances of

unemployed youth, certain governments taken

initiative to mobilize resources available at

pubic/government and private sectors to outside

candidates. One such example is the “Apprentice

Training ” conducted by govt. of India. A part of

expenditure incurred for this by private sectors are

reimbursed by government.

Human capital

The latest thinking is to treat employees as “human

capital”. The expenditure involved is training and

developments are now being considered as an

investment.

Scope of Human Resource Management :

The Scope of HRM is indeed fast. All major

activities in the working life of worker from time of

his entry in an organization until he / she leaves,

come under the preview of HRM. Specifically, the

activities included are Human Resource planning, Job

analysis and design, Recruitment, Selection,

Orientation and placement, Training and

development, Performance appraisal and Job

Nature of Human Resource Management

Prospects of HRM

Industrial Relations

Human Resource Management

Employee and executive Remuneration

Employee hiring

Employee Maintenance Employee Motivation

evaluation, employee and executive remuneration

and communication, employee welfare, safety and

health, industrial relations and the like.

HRM is becoming a specialized branch giving rise to

a number of specialized areas like :

Staffing

Welfare and Safety

Wages and Salary Administration

Training and Development

Labor Relations

Scope of HRM

Human Resource Management in PCS :

Personnel/Human Resource of an undertaking is its

important constituent.

Efficiency, Profitability and in fact the very existence

of the undertaking will depend on this constituents.

Co-operation and dedication in performance on the

part of its personnel ends in the accomplishment of

its objectives. Therefore human resource is of

immense importance since it involves matters such

as identifying, placing, evaluating, and developing

individuals at work and maintaining effective

multilateral communication systems. Human

resources along with financial and material resources

contribute to production of goods and services in an

organization.. In short HRM may be defined as the art

of procuring, developing and maintaining competent

workforce to achieve the goals of an organization in

an effective and efficient manner.

Objectives of the HRM are to secure the

following: -

1. Industrial peace: This is secured by excellent

union management relations, healthy inter-personal

relationships, and promoting participative

management style and good industrial and labour

relations.

2. Achieve High Productivity: The underlying

objective brings to increase the “quantity or volume”

of the product or service for a given input,

productivity improvement programme is very

significant in a competitive environment.

3. Better quality of working life of employees: This

involves both intrinsic and extrinsic factors

connected with work.

4. Obtain and sustain competitive advantage through

empowerment : continuous improvement and

innovative steps being the two essential ingredients

to achieve and sustain competitive advantage,

today’s industries are “knowledge based” and “skill

intensive”.

5. Cordial relationship between the employer and

employees.

6. Personnel research functions.

7. Proper orientation and introduction to the new

employees.

BACKGROUND SCENARIO:

William James of Harvard University estimated that employees could retain their jobs by working at a mere 20-30 percent of their potential. His research led him to believe that if these same employees were properly motivated, they could work at 80-90% of their capabilities. Behavioral science concepts like motivation and enhanced productivity could well be used for such improvements in employee output. Training could be one of the means used to achieve such improvements through the effective and efficient use of learning resources.

Organization and individual should develop and progress simultaneously for the their survival

and attainment of mutual goals. So, every modern management has to develop the organization through human resource development. Employee training is the most important sub-system of human resources development. Training is a specialized function and one of the fundamental operative functions for human resources management.

The following steps must form the basis of any

training activity:

Determine the training needs and objectives.

Translate them into programs that meet the

needs of the selected trainees.

Evaluate the results.

Introduction

Recruitment

Recruitment refers to the process of

finding possible candidates for a job or function,

usually undertaken by recruiters. It also may be

undertaken by an employment agency or a member

of staff at the business or organization looking for

recruits. Advertising is commonly part of the

recruiting process, and can occur through several

means: through online, newspapers, using

newspaper dedicated to job advertisement, through

professional publication, using advertisements

placed in windows, through a job center, through

campus graduate recruitment programs, etc.

Suitability for a job is typically assessed

by looking for skills, e.g. communication skills, typing

skills, computer skills. Evidence for skills required for

a job may be provided in the form of qualifications

(educational or professional), experience in a job

requiring the relevant skills or the testimony of

references. Employment agencies may also give

computerized tests to assess an individual's "off-

hand" knowledge of software packages or typing

skills. At a more basic level written tests may be

given to assess numeric and literacy. A candidate

may also be assessed on the basis of an interview.

Sometimes candidates will be requested to provide a

résumé (also known as a CV) or to complete an

application form to provide this evidence.

For Example:

PURPOSES AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to:

Determine the present and future requirements of the organization in conjunction with its personnel-planning and job-analysis activities.

Increase the pool of job candidates at minimum cost.

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

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

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

Induct outsiders with a new perspective to lead the company.

Infuse fresh blood at all levels of the organization.

SUB-SYSTEMS OF RECRUITMENT:

The recruitment process consists of the following four sub-functions:-

Finding out and developing the sources where the required number and kind of employees will be available.

Developing suitable techniques to attract the desirable candidates.

Employing the techniques to attract candidates.

FACTORS AFFECTING RECRUITMENT:

The following are the 2 important factors affecting Recruitment:-

1 ) INTERNAL FACTORS:

Recruiting policy.

Temporary and part-time employees.

Recruitment of local citizens.

Engagement of the company in HRP.

Company’s size.

Cost of recruitment.

Company’s growth and expansion.

2) EXTERNAL FACTORS:

Supply and Demand factors.

Unemployment Rate.

Labor-market conditions.

Political and legal considerations.

Social factors.

Economic factors.

Technological factors.

Introduction:

PART TWO SELECTION

The size of the labor market, the image of the company , the place of posting , the nature of job, the compensation package and a host of other factors influence the manner of aspirants are likely to respond to the recruiting efforts of the company. Through the process of recruitment the company tries to locate prospective employees and encourages them to apply for vacancies at various levels. Recruiting, thus , provides a pool of applicants for selection.

Definition:

To select mean to choose . Selection is the process of picking individuals who have relevant qualification to fill jobs in an organization. The basic purpose is to choose the individuals who can most successfully perform the job from the pool of qualified candidates.

Purpose:

The purpose of selection to pick up the most suitable candidate who would meet the requirements of the job in an organization best , to find out which job applicant will be successful, if hired . To meet this goal , the company obtains and assesses information about the applicants in terms of age ,qualification , skills, experience, etc. The needs of the job are matched with the profile of candidates. The most suitable person is the picked up after eliminating the unsuitable applicants through successive stages of selection process. Any mismatched in this regard

can an organization a great deal of money, time and trouble, especially, in terms of training and operating costs. In course of time, the employee may find the job distasteful and leave in frustration.

The Process:

Preliminary Interviews: It is used to eliminate those candidates who do not meet the minimum eligibility criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews.

Application blanks- The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc.

Written Tests- Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc.

These tests are used to objectively assess the potential candidate. They should not be biased.

Employment Interviews- It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer.

Medical examination- Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism.

Appointment Letter- A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.

Hub town Limited (formerly known as Ackruti City Limited) is one of India's leading real estate development companies. Hubtown has presence in 7 Indian cities

diversified into residential spaces, office spaces, IT parks, Special Economic Zones (SEZs). The company has pioneered in various Social Infrastructure Development projects and projects with local governments.

Hubtown has over 30 years of experience in the construction industry and has completed over 13 million sq. ft. of development in Mumbai and Pune. Hubtown has consistently marked its presence in the city of Mumbai with landmark commercial projects including Ackruti Star, adjudged as the Construction World's Best Commercial Property of the India (West), and Hubtown Solaris, Andheri's newest landmark. Since its listing on the Bombay Stock Exchange (BSE) and National Stock Exchange (NSE) in 2007, Hubtown has seen remarkable growth. The company has 45 ongoing projects of 72 million sq. ft. in Mumbai, Thane, Pune, Bangalore and Gujarat.

Hubtown's penchant for innovation, its unique product offerings, its unyielding social commitment and integrity, together with superior construction quality and processes have ensured a strong association with companies like Tata Consultancy Services, Canara Bank, Angel Broking, amongst others.

From making large-scale, affordable and luxury homes, to acres of meticulously planned IT parks to lavish commercial spaces, Hubtown continues to raise the bar with world-class construction and planning.

Hubtown Limited is one of Mumbai’s largest real-estate developers, with over 43 million square feet under development. It has ongoing projects in Andheri, MIDC Andheri, Mira Road, Bandra, Sion, South Mumbai, Prabhadevi, Worli and Thane. The company was listed on the Bombay Stock Exchange (BSE) and the National Stock Exchange (NSE) in February 2007

Hubtown is a major player in public private partnership projects with the government of Maharashtra including large projects in Chembur and Ghatkopar. Hubtown was awarded the tender to redevelop the Bandra Government Colony]”, Mumbai’s largest ever redevelopment project.

In 2007, Akruti had purchased the Hindustan Mills land at Prabhadevi for Rs. 350 crores (Rs. 3.6 billion), jointly with DLF. DLF then sold their stake in the land to Chennai-based C Sivasankaran in 2009 for Rs 310 crores (Rs. 3.1 billion)

Training & Development:

The core professional team trains you to be at your best and brings a positive environment to work with opportunities where innovation and performance will always be sought for. Consistent in house and external training will let you grow within the company and regular assessments will help you evaluate your growth. Its time to rise with Hubtown

Hubtown also constructed India’s first robotic parking lot in Mumbai at Breach Candy.. It partnered with DLF in Pune to build an IT SEZ. In December 2011, the IT SEZ was acquired by Blackstone for Rs. 810 crore (Rs. 8.1 billion).

Work at Hubtown:

At Hubtown, we bring a dynamic challenging environment where every individual strives and aims for the best. We emphasize on customer centricity and team work. Our work culture and core beliefs are the reason for high performance. The diverse culture gives an edge to different thought processes, making us a very strong organization.

At Hubtown, we believe in a culture where talent and dedication is the utmost important. Besides training and education, Hubtown always focuses on personality and building characteristics. Employees that have the drive to succeed with an ambitious goal, strong communication skills, an ability to work as a team and the brilliant strategic planning will always drive the company to be at its best. Their limitless efforts towards the organization lead us to a greater success.

Values

Vision :To be the most aspired-to brand in the high-end luxury segments of both residential and commercial real estate projects.

Mission:To be the brand that offers the most exclusive experience at every customer-brand touch point.

Building Values:

Each square foot of land that we develop, and each block of building that we build is based on strong fundamental values. We truly believe in:

» Excellence and best practices in all spheres of work.

» Customer centricity through innovative products and services.» Commitment to honesty and transparency in all operations.» Social responsibility.

Honesty, Integrity, Commitment and Quality, We are driven

by these values which form the core of our organization. We believe profit is the after effect of these principles and practice.

Project Description:

Slum redevelopment scheme in which ACL, in partnership with slum dwellers (through a community led housing association), will resettle slum dwellers into high rise buildings on the slum site, freeing up land, which will be shared between the municipal/ state authorities and the commercial developer.

The project consists of a large slum redevelopment project at Wadala, Mumbai, and several other smaller slum redevelopment projects. The Deutsche Bank (DB) mandated financing included an upsize option of up to $50 million for one year following the first closing in Nov’ 2009. The ICP-DP subscribed to the upsize in order to enable faster redevelopment of the slum project when additional long term funds were difficult to find in the market.

Financing Structure:

The total loan amount is $90 million of which $30 million is from FMO, $10 million from Cordiant’s Emerging Loan Fund III, $15 million is from GuarantCo, $5M is from DB and $30 million from the ICF Debt Pool. The loan is structured as a convertible bond with a maturity of 5 years.

Infrastructure Component:

The loan will finance $90M in infrastructure components (slum redevelopment). The redevelopment consists not only of social housing but also of roads, hospitals, water pipes and electrical connections.

Investment Rationale:

Strong Project Rationale: Land is scarce in Mumbai. Redevelopment of slum land provides social benefits as well as expanding available housing. This land is relatively low cost but its acquisition must go through significant hurdles.

Experienced Shareholder/Sponsor: Ackruti City is a pioneer of slum redevelopment schemes, has a good reputation in the market, good relationship with government and has sound financials.

Solid Financial and Security Structure: Ackruti City is developing many projects; each financed on a project basis, and has relatively low leverage. The loan is secured by development rights valued at twice the loan amount. Ackruti City also guarantees the loan.

Development Impact:

Residents in Mumbai’s slums have no secure tenor, let alone legal title on their de facto homes, and have no access to basic amenities like clean drinking

water or sanitation. The proposed facility will result in an estimated 20,000-30,000

families being rehabilitated from slums into permanent, legal housing, which will include facilities like individual sanitation, sewage and running water in each flat. The rehabilitation will also improve the slum dwellers living conditions in terms of health, education and employment. The project will result in creation of public spaces on the land cleared of slum dwellings. These public spaces will be used by the authorities for constructing public infrastructure like roads, parks, schools and medical facilities.

Additionality:

Funds: No new funds were available for a $50m upsizing except for the ICP-DP subscription. ICP-DP funds will allow more slums to be redeveloped. Demonstration Effect: The project is high profile and successful implementation will allow more extensive and faster development of many more slums.

Process of Recruitment:

Recruitment Begins with specifying the human resource requirements, initiated activities and actions to identify the possible sources from where they can be met, communicating the information about the jobs, terms and conditions and prospects they offer, and enthuse people who meet the requirements to respond to the

invitation by applying for jobs. Thereafter, the selection process begins.

Recruitment In The Organization Takes Place At Three Level

1. Managerial Level.2. Staff Level.3. Operating Level.4. Sources of Recruitment.

These are the sources for recruitment for all the levels, but these are not same for all the levels. These sources are as follows:-

Employee Recommendation

Recruitment Advertisements

Placement/Recruitment Agencies

Campus Recruitment

Internet

1.Employee Recommendation IN HUBTOWN :

One of the best sources for individuals who will perform effectively on the job is a recommendation from a current employee. An employee will rarely recommend someone unless he or she believes that the individuals can perform adequately. The recommended often gives the applicant more realistic information about the job than could be conveyed through employment agencies or newspaper advertisement. This information reduces unrealistic expectation and increase job survival. As a result of these selection factors , employee referrals tends to be more acceptable applicants , to be more likely to accept an offer if one is made , and once employed, to have a higher job survival rate.

There are of course negatives attached also, recommenders may confuse friendship jobperformance competence. Individual often like to have their friends join them at their place of employment for social or even economic reasons. As a result, a current employee may recommend friend for a position without giving unbiased considered to the friends job related competence.

2.RECRUITMENT ADVERTISEMENT IN HUBTOWN:

Scanning job vacancy advertisements will inevitably reveal wide ranges of style, opinion and skill in recruitment advertising.

The better recruitment advertising are:

Recruitment advertising should be genuine in that either a vacant job actually exists or recruiters seriously intend to consider applicants for employment.

A person specification should be the basis for outlining the job requirements.

The description of the employing organization should be realistic, factual and clear.

Job location, pay and allowances should normally be specified.

Effective in recruitment advertising involves considering the following elements:

-The budget freedom or constraint

-Media choice

-The compilation of advertising copy.

Most of these elements can be applied to other recruitment methods as well as press advertising. The recruiting organization may elect to undertake these activities independently or with the advice and support of an advertising agency.

3. Placement/Recruitment Agencies:Employment agencies and recruitment agencies and recruitment consultancies have a profit motive and provide a wide range of services in returns for fees. The services include:

Supplying temporary workers (agency staff) to accommodate peaks and troughs in work or to cover employee absence.

Attracting, pre-selecting and referring candidates for ‘permanent’ positions.

Seeking out candidates (head hunting) and maintaining a register for specialist, professional, management, executive or technical positions.

Providing training and development opportunities for individuals to make them more attractive to employers.

4.Campus Recruitment:

Campus recruiting serves as a major source of management/professional/technical talent for organizations. But college recruiting also serves other functions. Many companies’ recruits at colleges even when they have very few positions to fi l l . There are many reasons for doing this. For that is recruiting at prestigious colleges may be the part of company’s image, or the employer may wish to remain a familiar name to people who may be potential employees/customers.

SELECTION IN HUBTOWN:

Selection is the procedure to assess applicants against the criteria established in the job description in order to predict which job applicant will be successful when hired. The main aim of selection process is to match the employed with the job. Thus, an effective and efficient selection aim is to touch the ideal mark in“ person –role” match. After identifying the source of human resources, searching for perspective employees and stimulating them to apply for jobs in an

organization, the management has to perform the function of selecting the right employees at the right time. The obvious guiding policy in selection is the intention to choose the best qualified and suitable job candidate for each unfilled job.

Objective Of Selection Process:An efficient selection process aims to achieve the following: -

To predict which job applicant would be successful if hired.

To informs and sells the candidate on the job and organization.

To find the most suitable human resource for the organization, it ultimately helps the organization to achieve the objectives of the organization.

The Selection Instruments:

1.RESUME/ BIO-DATA/ APPLICATION FORMS(OWNS) has defined bio-data as:“Scored biographical data which are objective or scorable items of information provided by an individual or previous experience (demographic, experimental, attitudinal,) which can be presumed or demonstrated to be related to personality structure, personal adjustment, or success in social, educational or occupational pursuits.”Bio data are most useful when a large

number of applicants are received for a limited number of posts.STRUCTURED INTERVIEW: A structured interview i s a quantitative research method commonly employed in survey research.

The a im o f th i s approach is to ensure that each interview is presented with exactly the same questions in the same order. This ensures that answers can be reliably aggregated and that comparisons can be made with confidence between sample subgroups or between different survey periods. Structured interviews are a means of collecting data for a statistical survey. In this case, the data is collected by an interviewer rather than through a self-administered questionnaire. Interviewers read the questions exactly as they appear on the survey questionnaire. The choice of answers to the questions is often fixed (close-ended) in advance, though open-ended questions can also be included within a structured interview.

6) UNSTRUCTURED INTERVIEW:

Unstructured Interviews are a method of interviews where questions can be changed or adapted to meet the respondent’s intelligence, understanding or belief. Unlike a structured interview they do not offer a limited, pre-set range of answers for a respondent to choose,

But instead advocate listening to how each individual person responds to the question. The method to gather information using this technique is fairly limited, for example most surveys that are carried out via telephone or even in person tend to follow a structured method.

HR RECRUITMENT POLICY IN HUBTOWN:

1) Recruitment Procedure:

Following procedure is to be followed to meet the recruitment needs of the Ackruti Group of companies.

All annual manpower requirements to be assessed & forwarded duly approved by the functional heads in the first week of January every year.

The vacancy list duly justified by the functional heads &

recruitment in charge will be put up to chairman/MD for approval.

The approved vacancies will be uploaded through “Talent Pool” by the requisitions with job profile, IPM & on boarding requirement.

HR will simultaneously prepare the manpower recruitment plan ( campus, Naukri, Placement agencies, etc).

2) Short- Listing of candidates:

For Entry Level/campus interviews, the short listing and other required actions will be taken by a team consisting of member. For HR/concerned Departments. In other cases, HR will do the preliminary screening and the short list will be sent to department Head with complete details on

academic, Qualification & Experience along with proof like mark sheet, certificates, etc

Incomplete Applications will be rejected at hr level.

3) Interview Process:-

Calling the individuals for interview through email/Telephone/sms along with required documents (updated resumes, documents supporting,

Educational Qualification, Experience certificate & 3 latest salary slips) well in advance.

Intimating the concerned interviewer.

Confirming attendance & conducting required tests by giving test paper (Aptitude tests).

Checking of all documents along with all test paper, conduct preliminary interview & technical interview round through talent pool.

The psychometric test paper are sent for evaluation.

Finalization if CTC by HR in consultation with functional head/or chairman/Managing Directors.

References checks are done before issuing offer Letter.

At the end of finalization of the recruitment process, an intimation of joining of the interviewee/candidate will be sent to respective functional head/ Reporting Authority, under intimation to the Management.

4) Quarterly Review:

The vacancies status would be updated, functional heads consulted for carry forward, additions/deletions.

Recruitment plan/Budget revised and put up to chairman/MD for approval.

Recent Awards and Recognitions:

Award for Hubtown’s landmark Residential project “Orchid Park” in the category of “Best Overall Systems” in 2010 by CNBC Awaaz

The Platinum Rated Leed Pre-certificate was awarded by Indian Green Building Council for Gold in 2010

Award for “Star” in the category of “Best Commercial Property of the year- Western Region” by Realty Plus Excellence Awards 2011

Best Garden to Trade Centre Terrace Garden by BMC Garden Competition in 2011

Revenue (INR mn)

EBIDTA (INR mn)

PAT (INR mn)

EPS

Leadership Team:

Mr. Hemant M. Shah, Executive Chairman

Mr. Vyomesh M. Shah, Managing Director

Mr. Madhukar B. Chobe, Executive Director

Mr. D. R. Kaarthikeyan, Non-Executive, Independent Director

Mr. Abhijit Datta, Non-Executive, Independent Director

Key Ratios FY 07 FY 08 FY 09 FY 10 FY 11

EBIDTA/Total Income

57.7% 86.1% 94.4% 68.1% 55.6%

NPAT/Total Income

38.9% 62.9% 58.2% 26.7% 24.7%

MY JOB AT HUBTOWN COMPANY:

I started my job as “HR TRAINEE”. My job profile was to handle Recruitment in my project. The senior HR Manager narrated me the whole procedure my job profile was to arrange resumes from the various job sites such as Naukri.com, Timesjob.com, etc.

According to the requirement of the company. After generating the resumes from the sites the Next step is to shortlist the resumes which best suite the requirement. Now the short –list the candidates have to be give a phone call in order to find out their interest and schedule them for interview.

1. Personal Interview

2. Telephonic Interview

1. Personal Interview:

This is regarded to be the best form of interview. In such form of an interview the candidate personally appears in front of the interviewer and gives his interview. This is regarded to be the best form of interview as the interviewee has the best chances of making his point clear in front of the interviewer.

2. Telephonic Interview:

Sometimes an interview is taken on the phone . A telephonic conversation is done between the interviewer and the interviewee where the interviewer calls up the candidates via phone and conducts the interview.

Secondly I have attended the “JOB FAIR” in that I have to short list the candidates.

RESEARCH METHODOLOGY:

RESEARCH METHODOLOGY:

“Research is the manipulation of things, concepts or symbols of generalizing to extend, correct, or verify knowledge, whether that knowledge aids in construction of theory or in the practice of an art.”

-D.Slesinge & M.Stephension.

Research Design:

The research design adopted by me was descriptive research or study, the main purpose of this research is description of the state of affairs as it exists at present i.e. report can only be made on what has happened or what is happening.

Methods of Data Collection:

Primary Data:

Primary data source is that information which is collected for the first hand and afresh. Personal interviews, observations, survey, questionnaire were the main tool for the collection of primary data in my project.

Secondary Data:

Secondary data are those which have already been collected by someone else and which have already been passed through statistical Process.

Records, reports and manual of the organization were the main tool of secondary data.

Research Statement:

The research methodology adopted by me consists of ‘survey’ of various employees and result is shown in the bar diagram. The research methodology also represents the interference of each and every diagram at the end of its page. The interference provides with aggregate results along with individual interface.

RESEARCH DESIGN:

A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. The research design used in my study is basically descriptive in nature.

i) Descriptive research: ----- The research design in my study is descriptive. Its studies are concern with describing the characteristics of a particular group or individual. Studies concerned with specific prediction with narration of facts and characteristics concerning

individual, group or situations are examples of descriptive research .it is also known as social Research.

SAMPLE DESIGN:

A sample design is a definite plan for obtaining a sample from a given population. It refers to the technique or the procedure the researcher would adopt in selecting items for the sample i.e. the size of the sample. Stratified sample method is adopted to select the sample.

SAMPLE UNIT:

Sample is made on the basis of the stratified sampling, in this type of sampling simple random and sub sample are drawn from different data which are equal o some characteristics . The first step in stratified sampling choosing strata on the basis of existing information.

SAMPLE SIZE:

Hundred

RECOMMENDATIONS

There would be no recommendations as such. But the gestation period between the interview and selection should be reduced. A position kept vacant for a long time can lead to instability in an organization, especially in a construction industry which is growing considerably. Also there should be a facility of a suggestion box and direct interaction with the senior most executives, directors, etc.

The office timings are too long that is morning 9:30 am till evening 5:00 pm. This may turn away many prospective candidates coming for the vacant positions. To top it all they do not have any of the Saturdays off. You can always have rotating Saturday’s off. We have the multinational culture today. The demand at least alternate Saturdays off.

Finally, the HR Department. Since all the people in HR don’t have a degree in management and hardly have any experience in the field. They have to either recruit trained professionals, or people with proper degree and knowledge. HR here at HUBTOWN. ...it needs to be stronger, and a bit bigger

CONCLUSION:

I have tried to give my best to the project. I have incorporated all the relevant HUMAN RESOURCES MANAGEMENT principle which could be associated with my topic on “Recruitment & Selection Process”.

I express my gratitude to respected Mr. Yogesh Gupta (HR).& Mrs. Sanika Gavas (HR Admin). I have dealt with this project very conscientiously and sincerely.

I hope to keep doing such interesting projects in the future.

THANK YOU………..

BIBLIOGRAPHY:

www.wikipedia.com

www.hubtown.co.in

www.scribd.com