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A

Summer Training Project Report

On

Analyzing the Effectiveness of Recruitment and Selection Process with

regard to Organizational Commitment

(A Case Study of Molife Pvt. Ltd, New Delhi)

Submitted to

Kurukshetra University, Kurukshetra

In the partial fulfillment of the Degree of Master of Business Administration

(Session 2009-11)-MBA 3rd Semester

Under the Guidance of: Submitted by:

Ms. Jaya Malhotra Ankush Kamal Verma

Lecturer, MBA S/o Sh. Rajiv Verma

Class Roll No-1143/09

Univ.Reg-.09-TRY-19

Univ. Roll No.

1

Tilak Raj Chadha Institutute of Management & Technology(Affiliated to Kurukshetra University, Kurukshetra & Approved By AICTE)

M.L.N. College Educational Complex, Yamuna Nagar- 135001 (Haryana)

Ph. 01732-220103, 234010, 234110. Fax: +91-1732-234110

E-mail: [email protected], Web Site: www.timt.ac.in
mailto:[email protected]://www.timt.ac.in/http://www.timt.ac.in/mailto:[email protected]://www.timt.ac.in/


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DECLARATION

I, Ankush Verma, Roll No # 1143/09, MBA (Semester-III) of the Tilak Raj Chadha

Institute of Management and Technology, Yamuna Nagar hereby declare that theSummer Training Report entitled Analyzing the Effectiveness of Recruitment and

Selection Process with regard to Organizational Commitment- (A Case Study of

Molife Pvt. Ltd.) has been an original work and the same has not been submitted to any

other Institute for the award of any other degree.

ANKUSH KAMAL VERMA

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ACKNOWLEDGEMENT

This project involves many helping hands. First of all the researcher would like to thank all

those, who have helped him in completion of the project and bringing out the timely submission

of the report. He is also grateful to the management ofMolife Pvt. ltd New Delhi for allowing

him to undergo a project in their company providing all sorts of facilities and above all a learning

experience.

He owes his sincere thanks to Ms. Megha Manchandafor allowing him to work as a trainee in

Molife Pvt. ltd. He shall remain indebted to her for the guidance and whole hearted cooperation.

This summer training has added to his practical knowledge and built his confidence.

He would like to convey thanks to Dr. Vikas Daryal, Director, Mrs. Vandana Madaan, HoD

and Ms. Jaya Malhotra, Faculty, MBA for their ready assistance, keen interest and valuable

suggestions. Last, but not the least, he is extremely thankful to his parents, respondents and

friends for their unconditional support and ready assistance.

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TABLE OF CONTENTS

1. Introduction

a. Value Added Services in Telecommunication sector

b. Molife Pvt. Ltd

c. Introduction to Recruitment and Selection

2. Theoretical Framework

a. Construct

b. Independent and Dependent Variables

3. Literature Review

4. Research Objectives

5. Research Methodology

a. Research Designi. Type of Research Design

ii. Time Horizon

iii. Study Setting

iv. Measurement and scaling

b. Flowchart for selection of statistical tools

c. Hypothesis Development and Testing

d. Sample and Sampling Design

e. Data Collection

f. Statistical Tools

i. Factor Analysisii. Reliability Statistics

iii. Regression Analysis

h. Limitations of the Study

6. Data Analysis7. Results and Findings

8. Policy Implications

9. Recommendations

10. Bibliography

11. Annexure

a) Annexure i Questionnaire

b) Annexure ii- Factor Analysis

c) Annexure iii- Correlation

d) Annexure iv- Reliability

e) Annexure v- T- test

f) Annexure vi- Snapshots

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EXECUTIVE SUMMARY

The Research was intended to Analyze the effectiveness of recruitment and selection policy

at Molife Pvt. Ltd., New Delhi with identification of pitfalls in order to improvise theexisting recruitment & selection process.

The research has been carried out using primary data along with the support of secondary data.

Questionnaires were used in order to unveil the perception of staff regarding recruitment and

selection policy and procedure.

The Analysis is done with the help of statistical tools like t-test, factor analysis, correlation and

reliability after checking the responses filled by the 100 respondents of the organization.

The Research has been exploratory in nature as it has been a first time study. The type ofinvestigation is causal as the effect of recruitment and selection on organizational commitment of

employee has to be studied. It is a cross sectional study as data has been collected at one

particular time.

The data has been collected by researcher from Molife Pvt. Ltd., New Delhi through

questionnaire comprising 20 closed ended questions. He has drawn a sample of 100 respondents

working from past 2 years for Molife Pvt. Ltd., New Delhi using non sampling probabilitytechnique.

The null hypothesis has been made with an assumption that there is a significant impact ofrecruitment and selection on organizational commitment while the alternate hypothesis has been

that there is no significant impact of recruitment and selection process on organizational

commitment.

Factor Analysis has been used to find out the most significant factors out of all factors which are

developed through extensive literature survey which are used in recruitment and selection

process.

Reliability tool has been applied to find out the credibility of data regarding the responses filled

by the employees in Molife.

The researcher has found the major findings that employees are satisfied with the empowerment,

communication process, work culture security and are dissatisfied with the Compensation andmedical checkup phase of the process.

The researcher has made various recommendations to the organization regarding challenging job,compensation and delegation of authority.

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Some limitations have been there in the study like time constraint, unwillingness of respondents

and limited scope of study.

At last it has been concluded that the recruitment and selection process play a vital role in

ensuring organizational commitment.

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INTRODUCTION

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VALUE ADDED SERVICES IN TELECOMMUNICATION SECTOR

Mobile phone industry is wide and well established. This will provide great opportunities to the

mobile phone accessories industry. From jewellery for cell phones to covers for mobiles, there is

big money in accessories. The market was never as huge for mobile accessories as it is now.

Now mobile phone is related with the status. There is a trend to give mobile phones a new and

fresh look by using different types of mobile phone accessories. Accessories that are in high

demand amongst users include Bluetooth headsets, faceplates, holsters, antennas, data cables,

leather cases, car kits, chargers, etc.

As Indians increasingly turn their handsets into fashion statements, the accessory market is

proving to be a huge opportunity for entrepreneurs.

For now, much of this business is in the grey market, and experts feel a mere 5 per cent of the Rs

2,500 crore mobile accessories business is legitimate. But with monthly additions of 6 million

subscribers, it can only grow hopefully the official way.

Already, Indian companies are tying up with their international counterparts to import mobile

fashion accessories.Modile accessories industry is unorganized and still in its pioneer stage.

Mobile phone accessories are designed and developed in different standard sizes and

specifications and can be used in the latest models of mobile phones from varied retailers such as

Nokia, Motorola, Samsung, Sony Ericsson, etc. Moreover, accessories such as Bluetooth

headsets are empowered by latest technology and are capable of providing the tech-savvy

enthusiasts the full value for their money.

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ABOUT MOLIFE

History

Molife was created in the year 2006 and was launched energetically at the Mobile Asia

exposition at Pragati Maidan, New Delhi. Molife aspires to be a revolution in the mobile industry

and win over the minds and hearts of the youth and the even the baby boomers.

Molife has made considerable progress since its inception and already has a national presence in

mobile accessories market. Molife's presence can already be felt in all major mobile retail chains.

Molife has also made inroads into fashion based retail chains as well.

Molife is a leading company in Mobile Fashion Accessories since 4 years having a PAN India

presence. Molife has made considerable progress since its inception and already has a national

presence in mobile accessories market. Molifes presence can already be felt in all major mobile

retail chains. Molife has also made inroads into fashion based retail chains as well.

Mission/Vision

Molife vision is to be the leading brand in the mobile fashion industry segment and create a

uniform and organized market for fashion as well as value added accessories for mobile phones

Molife sets to win in the industry by providing the widest and most diverse range available to

consumers under one brand for mobile phones. Molife's mission is also to provide complete

branding and marketing support to channel members and come up with more innovative designs

and strategies to improve sales.

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COMPANYS PROFILE

Business Type:

Importer / Manufacturer / Distributor / Supplier / Trading Company

Year Established: 2006

Products distributing, Supplying, Trading, and Manufacturing: Mobile accessories, mobilescreen light, mobile body cover have Tied up with US-based Disney Mobile accessories for

attractive arm strap and hand strap mobile pouches. Also have tide up with Nokia, Samsung,

Sony Ericsson , Motorola,blackberry.

Products

Molife accessories 429 productsMolife 1 product

Molife mobile accessories 506 productsMolife pouch 4 products

Molife communication 121 products

Molife mobile covers 200 products

Fit to use case: 11 type

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http://www.excellentmobiles.com/ericsson/default.asphttp://www.excellentmobiles.com/ericsson/default.asphttp://www.excellentmobiles.com/ericsson/default.asp


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Pull up case: 2 type

Formal case: 7 type

DIYA case: 1 type

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Slipon case: 3 type

Product Details and Features

Compatibility Cell Phone

Material Type Rexine Pouch

Carry Bag Storage Perfect fit Hard casing for protection with

real top grade

Adjustments(Inner/Outer) Rubber tube pull up bar

Cover/Bag Design Type Secure cover-Open/close easily

Interior Design Type Soft interior leather

Resistance Dust and Water Resistant

Mobile Pouch is available for all Suitable Cell Phones. These cases do not catch any dust

particles or wipe out with water. Its interior is made of leather with finer lining above as well.

This type of cases is available and is new covers with cases. This handsome pouch from molife

protects your device from scratches and dents all day long for maximum protection. And when

you slide your phone into place, the pouch automatically shuts off the backlight, which helps

maximize battery life. This pouch comes with magnetic closure which ensures that your phone isprotected from dust and scratches.

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OTHER PRODUCTS

Mobile Strap

All types of Mobile Strap (Mobile Tap) are decorative and have additional fabric traditionallymade from metallic yarn, jari, polyester yarn or cotton yarn.

Lanyards

Silk-screen Printed Lanyard made up of polyester. It can design as per special request also. Canuse different materials also: Nylon, PP, Polyester and cotton. Suitable for all uses.

HR Policy

The long-term success of the company depends on its capacity to attract, retain, and develop

employees able to ensure its growth on a continuing basis. This is a primary responsibility of all

the managers.

The policy is to hire staff and personal attitudes and professional skills enabling them to develop

a long-term relationship with the company.

Potential for professional development is an essential standard for recruitment. Each new

member joining the company is to become a participant in developing a sustainable quality

culture, which implies a commitment to the organization and a sense for the continuousimprovement leaving no room for compliancy.

Special attention will be paid to the matching between a candidates values and companysculture. Policy addressing Equal Employment Opportunity (EEO), which will abolish

discrimination between male and female workers. Policy with regards to Leave viz. Sick Leave,

Maternity Leave, Annual Leave, Casual Leaves. Policy with regards to motivate employees such

as quarterly or half-yearly or annual bonus based on their or team performance are used by theorganization.

Policy or schemes for motivating employee to refer their friends supported with good incentiveor awards. Industrial disputes are resolved through the voluntary arbitration in case both parties

fail to come on a conclusion. Neat and clean canteen facility, washing facility, rest room facility,

lunch room facility is provided.

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INTRODUCTION TORECRUITMENT AND

SECLECTION

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MEANIN G OF RECRUITMENT

Recruitment is the process of searching for prospective employees and stimulating then to apply for

jobs in the organization when more persons apply for job then there will be a scope for recruiting

better persons. The job-seekers too on the other hand, are in search of organizations offering them

employment Recruitment is a linkage activity bringing together those with jobs and those seeking

jobs.

According to Yoder6, "Recruitment is a process to discover the sources of manpower to meet

the requirements of the staffing schedule and to employees effective measures for attracting that

manpower in adequate numbers to facilitate effective selection of an efficient working force."

Recruitment is the process which prompts people to offer for selection in an organisation. This

involves locating sources of manpower to meet job requirements. In his words, "It is a process of

searching for prospective employees and stimulating and encouraging them to apply for jobs in an

organisation. It is often termed positive in that it stimulates people to apply for jobs to increase the

hiring ratio, i.e., the number of applicants for a job."

Recruitment process passes through the following stages 9:

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Pre-Requisites of a Good Recruitment Policy

The recruitment policy of an organisation must satisfy the following conditions37:

It should be in conformity with the general personnel policies.

It should be flexible enough to meet the changing needs of an organisation.

It should provide employees with job security and continuous employment.

It should integrate organizational needs and employee needs.

It should match the qualities of the employees with the requirements of the work for which

they are employed.

It should highlight the necessity of establishing job analysis.

It should provide suitable jobs to handicapped, women and minority groups.

To summarize, According to Yoder, "The recruitment policy is concerned with quantity

and qualifications of manpower"

SELECTION11

Selection is the process of picking up individuals with requisite qualifications and competence to fill

jobs in the organization.

According to Dale Yoder 14 "Selection is the process in which candidates for employment are

divided into two classes-those who are to be offered employment and those who are not".

SELECTION PROCEDURE34:-

The selection procedure consists of a series of methods or steps or stages by which additional

information is secured about an applicant.

Essentials of a Selection Procedure21

1. Sufficient number of applicants

2. Person who is assigned the authority to select.

3. A prepared comprehensive job specification as developed by job analysis.

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SELECTION PROCESS

RECRUITMENT AND SELECTION IN MOLIFE PVT LTD.

Recruitment is the phase that immediately proceeds to selection. Its purpose is to cover the way

for the selection procedures ideally the smallest number of candidates who appear to be capable

either of performing the required task of the job from the outset, or developing the ability to do

so within a period of time acceptable to the employing organization. The task may conveniently

be examined under the following headings:

a) Determining the vacancies

b) Creating Strategy

c) Preparing and Publishing information

d) Processing and Accessing applications

RECRUITMENT AND SELECTION

PURPOSE

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Recruitment of trainees is the most important functions of Industrial Relations

Department. In recruitment process in the interest of the organization, it has to be decided

whether the candidates are suitable for the job vacancies or not.

DIRECT RECRUITMENT OF UNSKILLED WORKERS

i. RECRUITMENT THROUGH REFERNCE

Candidates must have known through relationship by the existing worker of our

mill. His relationship is to be filed in a column in our recruitment form.

ii. RECRUITMENT THROUGH SURVEY

Survey is conducted to select candidate, these selected candidates are called for

interview. Company might ask their employees and others to look around for a

person with the stipulated qualifications.

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THEORETICAL

FRAMEWORK

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THEORETICAL FRAMEWORK

CONSTRUCT:

To analyze the effectiveness of recruitment and selection process with regard to organizational

commitment

DEPENDENT VARIABLES:

Organizational commitment

INDEPENDENT VARIABLES:

Communication Process

Working Ambience

Challenging job

Compensation

Empowerment

Teamwork.

Compensation

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LITERATURE REVIEW

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LITERATURE REVIEW

BOOKS-

Sekran Uma..1(4th Edition),Business Research methodology

The book helped in understanding tools used in the study which defines which tools canbe applied in different studies.

Malhotra K Naresh2 (5th Edition),Marketing Research: An Applied Orientation

The book helped in understanding correlation tool and its application.

Kothari C.R.4 (2nd Revised Edition ), Research Methodology Methods and

Techniques

Sekaran Uma3(3rd Edition),Research Methods for Business

The information regarding the research process and sampling technique is given in this

book which helps in choosing a suitable sampling technique for the study.

Coakes J Sheridan, Steed Lyndall & Dzidic Peta5,SPSS Version 13.0 for Windows

Gives information regarding the multiple reliability tool used in the study and defines

where it is applied and why.

Jain T.R.6

,Statistics for MBAIt reveals information regarding the null and alternate hypothesis which helps in the

development of hypothesis in the study.

Ashwathappa K7 (5th Edition),Human Resource Management

Gives informationregarding factors effecting recruitment which includes organizational

factors and other factors.

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T.N. Chhabra8( 5th Edition Revised),Human Resource Management

This book gives information regarding some recruitment trends.

C.S. Venkata Ratnam & B.K. Srivastava9, Personnel Management and Human

Resources This book gives information regarding employee relations

P. Suba Rao10,Human Resource Managemen and Industrial relatins

This book gives an idea about the motivation and communication system.

Jit S. Chandan11( 3rd Edition),Organizational Behaviour

This book gives information regarding how employees can work in team work.

P. Subba Rao12

( 3rd Edition), Essentials of Human Resource Management andIndusrial Relations

This book gives information regarding how empowerment to employees helps in

increasing their motivation people.

Rao P subba(1)(Third Edition) , Human Resource Management and industrial

relations ,.

It gives an idea about the motivation and communication patterns which helped in

recruitment and selection process.

Ashwattapa K(2)(Second Edition)Human Resource Management

This book helped in finding the factors governing recruitment.

Sekrauma (3) (Third Edition) Research Methods and Techniques ,14

MAGZINES-

Mallikarjunan K.(16)(July 2009), Employee Induction & Orientation, HRM

Review ( It gives the idea about the psychological perspective of orientation

programme of employees). Tanushri Banerjee(17)(Nov2008)Recruitment,HRM Review( It helped bout the

recent emerging trends of recruitment)

Subarmanya M (18) (Nov 2009)Changing role of rewards at workplace HRM

Review(The article deals with changing role of rewards at workplacein liberalized

economy)

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Prasad V.R.K(19) (Nov2009)RecruitmentHRM Review( It gives an idea about

the recruitment from B-school candidates)

Komarraju V(20) (Nov 2008) The 7Ps of employee retentionHRM Review( It

gives an idea about employees turnover and retention of stratagies)

Chakarabotry M(21)

(Nov 2008)Recruitment Dynamics HRM Review( It givesan idea about recruitment dynamics.)

Joshi Rashmi(22) (Nov 2008)Boomerang RecruitmentHRM Review( It provides

help regarding a strategic tool for rehiring exceptional talent)

JOURNALS

Srinivasan M(23) , Journal of human values

It gives an idea about the motivation and human growth as a developmental

prospective.

Singh B.D,(24) Indian journal of industrial relations

It helped the researcher regarding placing participative management in right

perspective.

Vargese(25) Human capital

It helped the researcher regarding talent attraction and smart recruiting of

andidates in the organization.

Brahma G (26) Human Capital

It helped the researcher about the technologies associated with recruitment.

Srivastva .S(27) Human Capital

It helped the researcher in payoffs for recruitment purposes.

Shanbhag .A(28)Human Capital

It helped the researcher regarding the strategies related to selection process.

Verma. S(29) Human Capital

It helped the researcher to find out the challenges related to recruitment

Shikari. A Human Capital

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It helped the researcher in finding out the combination of HR and creative teams

creates recruitment benchmarks.

WEBSITES-

http://www.accel-team.com/motivation/index.html30

This website gives information about how motivation is the key to job performance. It

also describes how job design and motivation of employees is related to each other.

htt.www.future-recruitment.co.uk/html/frames/clientsrv.asp31

The requirement of human resource in macro as well as micro perspective,the resource that

fulfill the requirement of demand of various sector

www.pathways.net.au/recruitment.php 32

The different methods of selecting the competent person and these methods are taken in different

organization to select the candidate.

www.unimelb.edu.au/ppp/docs/2.html33

The different methods of survey by which an organization can search the perspective employees

and to stimulate them to apply for job.

www.resources.bnet.com/topic/recruitment+&+selection.html 34

The ways by which the environment of organization make comfort for the human resource that

reduce the stress and use the skills,talents of employees

www.amazon.com/Competency-Based-Recruitment-Selection35

Today selection of candidate not only depend upon their experience but also on various

competency that a individual posses which is helpful for organization to achieve their objective.

www.health.state.ri.us/management/human/recruitment.36

The welfare activities by organization that stimulate the potential people to apply for job and

how an organization can focus on this activities to stimulate to apply for job

.www.mccarthyrecruitment.com/retail-industry-news/2008/01/general/selection-verge-of37

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http://www.accel-team.com/motivation/index.htmlhttp://www.pathways.net.au/recruitment.phphttp://www.pathways.net.au/recruitment.phphttp://www.pathways.net.au/recruitment.phphttp://www.resources.bnet.com/topic/recruitment+&+selection.htmlhttp://www.resources.bnet.com/topic/recruitment+&+selection.htmlhttp://www.resources.bnet.com/topic/recruitment+&+selection.htmlhttp://www.resources.bnet.com/topic/recruitment+&+selection.htmlhttp://www.resources.bnet.com/topic/recruitment+&+selection.htmlhttp://www.accel-team.com/motivation/index.htmlhttp://www.pathways.net.au/recruitment.phphttp://www.resources.bnet.com/topic/recruitment+&+selection.html


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McCarthy model of recruitment, selection and placement that consists of various other sub

procedure that ultimately led to competent employee at right place in oranisation.

www.admin.ox.ac.uk/eop/policy/cop.shtml 38

www.search.techrepublic.com.com/search/recruitment+%2526+selection.html 39

The various resources from which the competent employees can search ,the technique to

stimulate them to apply for the job is major factor that effect the recruitment and selectionprocess.

www.ghrs.gov.tt/services/recruitment_and_selection.aspx40

The government intervention in recruitment and selection process. With the help of various quotaand agencies like employment exchange government intervene in the process.

www.staff.napier.ac.uk/Services/HR/Recruitment+and+Selection41

The various recruitment and selection policy of a organization depend upon the various internal

as well as external factor that effect the human resource of organization.

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RESEARCH OBJECTIVES

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RESEARCH OBJECTIVES

To measure the effectiveness of recruitment and selection process with regard to

organizational commitment

RESEARCH QUESTIONS

1. To study the recruitment and selection process of Molife Pvt.Ltd.

2. To analyze the most significant factors which results in to organizational commitment.

3. To analyze the nature of relationship between communication process and organizational

commitment.

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RESEARCH

METHODOLOGY

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RESEARCH METHODOLOGY

To carry out the research, the researcher has used the following research methodology.

RESEARCH DESIGN

Decisions regarding what, where, when, how much, by what means concerning an enquiry or a

research study constitute a research design. Research Design is advance planning of research. Agood research design should be flexible, appropriate and efficient and so on. A good design

ensures that the required data is gathered accurately, timely and economically.

In study the researcher has used the following framework of research design.

PURPOSE OF THE STUDY Descriptive cum exploratory

TYPE OF INVESTIGATION Causal

STUDY SETTING

Non contrived

TIME HORIZON Cross-Sectional

MEASUREMENT AND SCALING Likert Scale (Interval Scaling)

Type of Research Design:-

The present study has Descriptive cum exploratory in nature, as it seeks to discover ideas and

insight to bring out new relationship based on previous findings in other organizations.

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Type of Investigation:-

The present study has been Causal relationship because the researcher has attempted to find out

the cause & effect relationship between the Recruitment and Selection Process and

Organizational Commitment.

Time Horizon:-

The study has been found to be Cross-sectional as data has been collected at particular time

duration.

Study Setting:-

The study setting is Non Contrived as the study has been carried out in natural environment and

no researcher interference has been there in data collection.

Measurement & Scaling:- Five point Likert (interval) scaling has been used for conducting the

survey to analyze the effectiveness of recruitment and selection process with regard to

organizational commitment which has been given as follows:

1 Strongly agree, 2 - agree, 3 Neutral, 4 - Disagree, 5 Strongly disagree

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FLOWCHART FOR SELECTION OF STATISTICAL TOOLS

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HYPOTHESIS DEVELOPING AND TESTING

1. Null Hypothesis (H0): There has been no significant impact of recruitment and selection

process on organizational commitment

Alternate Hypothesis (H1): There has been significant impact of recruitment and selection

process on organizational commitment.

Table 1

Paired Samples Correlations

N Correlation Sig.

Pair 1 Recruitment , selection process and

organizational commitment100 .063 .542

Table2

Paired Samples Test

Paired Differences

T Df

Sig. (2-

tailed)Mean

Std.

Deviation

Std. Error

Mean

95% Confidence Interval of

the Difference

Lower Upper

Pair 1 Recruitment ,

selection and

organizational

commitment

1.21000 1.82737 .18274 .84741 1.57259 6.622 99 .745

INTERPRETATION:

Through t-test it has been found that there is positive correlation between recruitment selection

process and organizational commitment since correlation coefficient is .063 at the significant

level of .542 as seen in table 2. Table 3 shows that coefficient of t is 6.622 which is greater than

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the significant value i.e. 0.745. So, null hypothesis is rejected and it has been found that there is

an impact of recruitment and selection process on organizational commitment

SAMPLE AND SAMPLING DESIGN

Target Population : 300 on rolls employees of Molife Pvt. Ltd., New

Delhi

Sample Unit : Employees working in Molife Pvt. Ltd.,

New Delhi from past 2 years

Sampling Size : 100 on rolls employees which comprises 33.33% of

total Population

Sampling Technique : Non Probability

Sampling Area : Molife Pvt. Ltd., New Delhi.

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DATA COLLECTION

After the research problem has been identified and selected, the next step is to gather the

requisite data. While deciding about the method of data collection to be used for, the researcher

should keep in mind two types of data: primary and secondary.

In the present study researcher has made use of the primary data which has been collected

through Questionnaire, Observation, Personal Interview along with the secondary data which has

been collected from companys website and from their records Books, magazines, newspapersand journals.

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STATISTICAL TOOLS

Statistical tools helped the researcher to correctly analyze the data .The researcher has used theSPSS 16.0 (Statistical Package for Social Sciences) software for analysis of the data

Factor Analysis

Correlation Tool

Reliability Tool

Factor analysis is a statistical method used to describe variability among observedvariables in

terms of fewer unobserved variables called factors. The observed variables are modeled as linear

combinations of the factors, plus "error" terms. The information gained about the

interdependencies can be used later to reduce the set of variables in a dataset. The researcher has

used factor analysis to find out the most significant factors in the study out of many variables

Communalities

Variables Initial Extraction

Motivational support 1.000 .507

Recruitment process 1.000 .549

Communication process 1.000 .739

Work culture 1.000 .700

compensation 1.000 .479

Empowerment 1.000 .479

37
http://en.wikipedia.org/wiki/Statisticshttp://en.wikipedia.org/wiki/Variancehttp://en.wikipedia.org/wiki/Variablehttp://en.wikipedia.org/wiki/Variablehttp://en.wikipedia.org/wiki/Linear_combinationhttp://en.wikipedia.org/wiki/Linear_combinationhttp://en.wikipedia.org/wiki/Errors_and_residuals_in_statisticshttp://en.wikipedia.org/wiki/Statisticshttp://en.wikipedia.org/wiki/Variancehttp://en.wikipedia.org/wiki/Variablehttp://en.wikipedia.org/wiki/Linear_combinationhttp://en.wikipedia.org/wiki/Linear_combinationhttp://en.wikipedia.org/wiki/Errors_and_residuals_in_statistics


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Component Matrix

Component

1 2 3

Motivational support .592 .353 -.175

Recruitment process -.266 .672 .160

Communication process .052 -.503 .695

Work culture .479 .279 .627

compensation .360 -.530 -.264

Empowerment .673 .078 -.142

Extraction Method: Principal Component Analysis.

a. 3 components extracted.

INTERPRETATION

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Total Variance Explained

Compon

ent

Initial Eigenvalues Extraction Sums of Squared Loadings

Total % of Variance Cumulative % Total % of Variance Cumulative %

1 1.237 20.611 20.611 1.237 20.611 20.611

2 1.195 19.912 40.523 1.195 19.912 40.523

3 1.021 17.021 57.545 1.021 17.021 57.545

4 .946 15.769 73.314

5 .822 13.698 87.012

6 .779 12.988 100.000



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The outcome variables with maximum values after applying factor analysis are empowerment

with .673, Recruitment process .672 and .695 communication process. Hence further tools

implementation is based on three important extracted variables.

CORRELATION TOOL

It is statistical tool used to find out the nature of relationship between two variables.

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Correlations

Communication

process

Organisational

commitment

Communication process Pearson Correlation 1 .630

Sig. (1-tailed) .100

N 100 100

Organisational

commitment

Pearson Correlation .630 1


N 100 100


40/90

INTERPERTATION- The nature of relationship between organizational commitment

and communication process is .630 and that demonstrate a positive correlation between these two

variables which means alternate hypothesis is accepted.

RELIABILITY

Researcher has used reliability statistical tool in the study because this tool signifies to what

extent data collected is reliable and truly represents the whole population.

Reliability Statistics

Cronbach's Alpha

Cronbach's Alpha Based

on Standardized Items No of Items

.685 .660 6

40


41/90

INTERPETATION-

Reliability tool has been applied to check the credibility of data. and as per researchers study the

value of cronbachs alpha is .685 and the value based on standardized items is .660 which shows

that data is reliable.

LIMITATIONS

OF THE

41


42/90

STUDY

LIMITATIONS OF THE STUDY

However the researcher has tried his best in collecting the relevant information for researchreport, yet there have been some problems faced by the researcher. The prime difficulties which

researcher has faced in collection of information are discussed below:

1. Time Constraint: The time period for carrying out the research has been limited as a

result of which many facts have been left unexplored. So if more time had been provided,

the sample size would have been increased. The respondent would have been given more

time to fill the questionnaire.

2. Limited sample size: The sample size was only 33.33% of the target population due to

which the findings cannot be generalized.

3. Unwillingness of respondents: While collection of the data many employees were

unwilling to fill the questionnaire. Respondents were having a feeling of wastage of time.

42


43/90

4. Limited area for research: The area for study has been only branch located in New

Delhi, which is quite a small area to represent organization commitment level of whole of

the population.

5. Respondents bias: Due to the biasness on the part of respondents, data collected may

have been affected which further reduces the credibility of the findings.

6. Researchers bias: While analyzing the data, some biasness on the part of researcher

may have crept into the study.

Despite of these difficulties, best efforts have been put to do the full justice with the subject

matter and in the completion of report.

43


44/90

DATA ANALYSIS

1. Recruitment and selection process was timely and systematically organized.

OBJECTIVE: - To know the management of recruitment and selection process inMolife

RESPONSES RESPONDENTS

(In Number)

Respondents

(In %)

Strongly Agree 9 9

Agree 11 11

Neutral 40 40Disagree 26 26

Strongly Disagree 14 14

TOTAL 100 100

44


45/90

9%

11%

40%

26%

14%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

SOURCE: PRIMARY DATA

INTERPRETATION: -

9% of the respondents strongly agree, 11 % respondents agree, 40% are neutral, 26%

respondents disagree while 14% strongly disagree with the same statement.

2. HRmanager interviewed with logical and profile related questions.

OBJECTIVE: - To know the feedback of HR Manager of MOLIFE-

45


(In Number)

Respondents

(In %)

Strongly agree 14 14Agree 62 62

Neutral 18 18

Disagree 5 5


TOTAL 100 100


46/90

14%

62%

18%

5% 1%

Strongly agree

Agree

Neutral

Disagree

Strongly Disagree


INTERPRETATION:

14% of the respondents strongly agree, 62 % respondents agree, 18% are neutral, 5%respondents disagree while 1% strongly disagree with the same statement.

3.Application Forms were comprehensive.

OBJECTIVE: - To know about the formation of application forms designed for candidatesinformation.

46


47/90

44%

24%

17%

9%

6%

Strongly agree

Agree

Neutral

Disagree

Strongly Disagree

SOURCE- PRIMARY DATA

INTERPRETATION:

40 % of the respondents strongly agree, 22 % respondents agree, 15% are neutral, 8%respondents disagree while 5% strongly disagree with the same statement.

4. Joining was delayed by the organization.

OBJECTIVE: - To know about the joining of the employee in the organization.

47

RESPONSES RESPONDENTS(In Number)

Respondents(In %)

Strongly agree 40 40

Agree 22 22



TOTAL 100 100


48/90


(In Number)

Respondents

(In %)

Strongly Agree 15 15

Agree 45 45



Total 100 100

15%

45%

19%

20%

1%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

SOURCE- PRIMARY DATA

INTERPRETATAION:

15 % of the respondents strongly agree, 45 % respondents agree, 19% are neutral, 20%


48


49/90

5. Recruitment process is flexible.

OBJECTIVE: - To know the flexibility of recruitment process.


Respondents(In %)


Agreed 20 20

Neutral 19 19

Disagree 12 12

Strongly disagree 2 2

TOTAL 100 100

44%

21%

20%

13% 2%

Strongly Agree

Agreed

Neutral

Disagree

Strongly disagree


INTERPRETATION


respondents disagree while 2 % of the respondents are strongly agree.

49


50/90

6. Travelling expenses were fairly provided.

OBJECTIVE: - To know about the promises related to travelling expenses


(In Number)

Respondents

(In %)


Agree 32 32

Neutral 13 13

Disagree 3 3


TOTAL 100 100

50%

32%

13%

3%

2%

Strongly agree

Agree

Neutral

Disagree

Strongly Disagree


INTERPRETATION :-


50


51/90

7. Interview minutes were intimated prior properly on time.

OBJECTIVE: - To know the information regarding interview process were delivered ontime


(In Number)

Respondents

(In %)

Strongly Agree 7 7

Agree 20 20

Neutral 18 18

Disagree 35 35


TOTAL 100 100

7%

20%

18%35%

20%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree


INTERPRETATION:



51


52/90

8. Reservation quota information was well defined.

OBJECTIVE:-To know about the reservation information of candidates in process.


Respondents(In %)


Agree 25 25

Neutral 15 15

Disagree 20 20

Strongly disagree 5 5

TOTAL 100 100

35%

25%

15%

20%

5%

Strongly Agree

Agree

Neutral

Disagree

Strongly disagree


INTERPRETATION:



52


53/90

9. Medical checkup was so complicated.OBJECTIVE:-To get the view about various section in recruitment form.


(In Number)

Respondents

(In %)


Agree 26 26

Neutral 16 16

Disagree 5 5


TOTAL 100 100

51%

26%

16%

5%

2%

Strongly A gree

Agree

Neutral

Disagree

Strongly Disagree

INTERPRETATION

51% of the respondents strongly agree, 26 % respondents agree, 16% are neutral, 5%respondents disagree while 2% strongly disagree with the same statement.

53


54/90

10. Recruitment Advertisement was designed appropriately.

OBJECTIVE:-To know the effectiveness of advertisement designed for recruitment

purpose.


(In Number)

Respondents

(In %)


Agree 15 15

Neutral 20 20

Disagree 4 4


TOTAL 100 100

56%

15%

20%

4%5%

Strongly Agree

Agree

NeutralDisagree

Strongly Disagree


INTERPRETATION:



54


55/90

.

11. Communication process is fast and responsive.

OBJECTIVE:-To know about the effectiveness of communication process in the organization.


(In Number)

Respondents

(In %)


Agree 19 19

Neutral 14 14

Disagree 10 10


TOTAL 100 100

51%

19%

14%

10%6%

Strongly agree

Agree

Neutral

Disagree

Strongly Disagree


INTERPRETATION:


55


56/90

12. Management provides recognition for achievement.

OBJECTIVE:-To know the recognition and rewards achievement for employees.


(In Number)

Respondents

(In %)


Agree 21 21

Neutral 13 13

Disagree 9 9


TOTAL 100 100

56%

21%

13%

9% 1%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree


INTERPRETATION:



56


57/90

13. Work Ambience is safe and comfortable.

OBJECTIVE:-To know about the working environment in the organization.


(In Number)

Respondents

(In %)


Agree 21 21

Neutral 13 13

Disagree 9 9


TOTAL 100 100

56%

21%

13%

9% 1%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree


INTERPRETATON:



57


58/90

14. Roles and responsibility at workplace are quite challenging.

OBJECTIVE:-To Know about the roles and responsibilities of employees.

RESPONSES

RESPONDENTS

(In Number)

Respondents

(In %)


Agree 26 26

Neutral 16 16

Disagree 5 5Strongly Disagree 2 2

TOTAL 100 100

51%

26%

16%

5%

2%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree


INTERPRETATION:


58


59/90

15. An ample amount of motivational support is given by seniors.

OBJECTIVE:-To know about the motivation given to employees in the organization.


Respondents(In %)


Agree 21 21

Neutral 10 10

Disagree 9 9


TOTAL 100 100

54%

23%

11%

10% 2%

Strongly agree

Agree

Neutral

Disagree

Strongly Disagree


INTERPRETATION:



59


60/90

16. Salary is getting paid well on time.

OBJECTIVE:-To know about the compensation system of the company.


(In Number)

Respondents

(In %)


Agree 29 29

Neutral 7 7

Disagree 10 10


TOTAL 100 100

51%

29%

7%

10% 3%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree


INTERPRETATION:



17 .Promised working conditions are provided to the employees in

the organization.

60


61/90

OBJECTIVE:- To know about the commitments regarding working conditions.


(In Number)

Respondents

(In %)Strongly Agree 45 45

Agree 20 20

Neutral 10 10

Disagree 15 15


TOTAL 100 100

45%

20%

10%

15%

10%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree


INTERPRETATION:



18. Employee work in proper team work positively.

61


62/90

OBJECTIVE:-To know about the team work in the organization.


(In Number)

Respondents

(In %)

Strongly agree 51 51Agree 24 24

Neutral 15 15

Disagree 7 7


TOTAL 100 100

51%

24%

15%

7% 3%

Strongly agree

Agree

Neutral

Disagree

Strongly Disagree


INTERPRETATION:



62


63/90

19. Employee empowerment is given to the employees in the company.

OBJECTIVE:-To get the views of employees regarding employee empowerment in thecompany.


(In Number)

Respondents

(In %)


Agree 25 25

Neutral 10 10

Disagree 10 10


TOTAL 100 100

50%

25%

10%

10%5%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree


INTERPRETATION:



63


64/90

20. Duties offered to you are accordance to your job.

OBJECTIVE:-To get the opinion of employees regarding their assigned jobs incompany.


(In Number)

Respondents

(In %)


Agree 25 25

Neutral 20 20

Disagree 12 12


TOTAL 100 100

40%

25%

20%

12% 3%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree


INTERPRETATION: -



64


65/90

RESULTS & FINDINGS

65


66/90

RESULTS & FINDINGS

The major findings of the study are-

A major source of recruitment used by the company is through reference of people

already working in the company

The main attraction for the employees to join MOLIFE is good facilities which is

followed by their personal reason, and ease of mobility.

Majority of the employees had a good image of the company and none thought of them

perceived company as bad.

Majority of the respondents work because of money and to be independent while some

work due to their personal reasons.

Majority of the respondents were satisfied with logistics provided during recruitment &

selection while only one fourth of the respondents were not satisfied.

Majority of the respondents found the process simple and only few of them had

difficulty.

Most of respondents found medical checkup as lengthy and difficult.

Level of difficulty faced by the candidates in interview process was of average level.

Majority of the respondents felt good while working in their respective departments

while few found it exciting & challenging.

Majority of the workers were unaware of the CTC before joining.

66


67/90

Majority of the respondents were not satisfied with the wage structure.

Majority of the workers leave the organization because of their personal reasons.

Majority of the workers would refer the company to their known ones.

67


68/90

SUGGESTIONS

68


69/90

SUGGESTIONS

The following are the list of recommendations which are suggested by the researcher but they are

not conclusive-

The company should focus further on those sources of recruitment where from it is

getting more qualitative and consistent employees.

To attract more qualitative employees company should improve the wage patterns of the

organization.

The customization of medical examination should be according to job analysis.

The Recruitment advertisement should be designed in such a way that it clearly convey

and indicates the appropriate position along with assigned job profile.

False promises should not be given rather duties and responsibilities should be clearly

defined.

The provision regarding reimbursement of travelling expenses should be told well in

advance to candidates who are coming from far flung areas.

Compensation should be clearly defined to shortlisted candidates.

The organization should use more than one medium to inform shortlisted and rejected

candidates about the final update.

The Interviewer should create a comfortable environment for the candidates to seek

maximum information about the candidates and his personality. The candidate should be

given an appropriate opportunity to seek the proper information about the job profile

from the interviewer.

69


70/90

POLICY IMPLICATIONS

70


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POLICY IMPLICATIONS

Policy implications are the probable outcomes resulting from the implementation of various

recommendations given by the researcher. According to researcher the following are the policy

implications. But implication of each policy recommended is not possible, because may be the

recommendations give were not appropriate in context of the environment of the organization.

Following are some policy implications for the study:

Company should have competitive compensation in order to retain and attract best

brains which will in turn increase the productivity of the organization.

There should be appropriate training and briefing of the interviewers prior to selection

procedure which will ensure reduction of drop and go errors.

The steps of selection procedure should be customized as per the job title so as to

ensure effective recruitment to selection ratio.

In case the company implements the recommendations suggested by the researcher, there will be

an increase in employee productivity and efficiency of employees and employees feel satisfied

and motivated.

71


72/90

BIBLIOGRAPHY

BIBLIOGRAPHY

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1. Sekaran Uma (4th Edition), Research Methods for Business, New Delhi, pp 54-63-130,

263-298.

2. Kothari C.R. (2nd Revised Edition ),Research Methodology Methods and Techniques,

New Delhi, New Age International (P) Limited, pp 1-7, 301-306, 236-243.

3. Coakes J Sheridan, Steed Lyndall & Dzidic Peta,SPSS Version 13.0 for Windows, New

Delhi, Wiley India (P) Limited, pp 132-139.

4. Jain T.R., Statistics for MBA, Ambala City, V.K. (India) Enterprises, pp 108- 125

5. Ashwathappa K( 5th Edition), Human Resource Management, New Delhi, Tata

McGraw Hill Publishing companies limited, pp 103-135.

6. T.N. Chhabra ( 5th Edition Revised), Human Resource Management, New Delhi,

Dhanpat Rai and Co.(P) Ltd, pp 307-314.

7. C.S. Venkata Ratnam & B.K. Srivastava, Personnel Management and Human

Resources, New Delhi, Tata McGraw Hill Publishing companies limited, Dhanpat Rai

and Co.(P) Ltd, pp 28-44.

8. Dr P Suba Rao Human Resource Management Himalya Publishing House., pp 129-

145.

9. Jit S. Chandan ( 3rd Edition), Organizational Behaviour, Vikas Publishing House Pvt.

Ltd, pp 72-85.

10. P. Subba Rao ( 3rd Edition), Essentials of Human Resource Management and Indusrial

Relations, Himalaya Publishing House, pp 60-87.

11. R.S.Diwedi, Managing Human Resources-Industrial Relations in Indian Ebnterprise,

Galgotia Publishing Company, pp 461-519.

12. Dipak Kumar Bhattacharya ( 2nd Edition ), Human Resource Management, Excel

Books, pp 85-114.

13. Tripathi P C ( 2nd Edition ), Human Resource Management, Sultan Chand & Sons, pp

162-180.

14. Sumit Kumar Ghosh ( January 2010),Percieved Organisational Values and commitment to

organisation,Indian Journal of Industrial Relations, Vol. 45,No. 3, pp 4374279.

73


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15. Menon T Sanjay & Kanungo N Rabindra ( Special Issue 2000), Workplace

Empowerment :A Grid Approach, Vision-The Journal of Business Perspective, Vol. 34,

pp 1-10.

16. Debi.S.Saini ( October 2005), Cooperative Employee Relations at north deli power ltd.,

Indian Journal of Industrial Relations, Vol. 41, No. 2, pp 157-163.

17. Sriniwas R Kandula (April 2004),Employee involvement and empowerment for business

results-Astudy of powergrid, , Indian Journal of industrial relationsVol. 39, No.4, pp 53-

61.

18. Khandelwal Preetam & Taneja Anshul ( July 2010), Intuitive Decision Making in

Management,Indian Journal of Industrial Relations, Vol. 46, No. 1, pp 150-160.

19. Verma K K ( Oct 2003), Employee Participation: A Strategic Process for Turnaround,

Indian Journal of Industrial Relations, Vol. 39, No. 2, pp 220-243.

20. Shankar Tara & Bhatnagar Jyotsna ( July 2010), Work Llife Balance, Employee

Engagement, Emotional Consonance/Dissonance & Turnover Intention, Indian Journal

of Industrial Relations, Vol. 46, No. 1, pp 74-79.

21. Randhawa Gurpreet ( January 2004), Self Efficacy and Work Performance: An Empirical

Study,Indian Journal of Industrial Relations, Vol. 39,No. 3, pp 336-346

22. Durkin Dianne (Dec 2005), Empowered customer service,Human Capital, Vol.9, No.7, pp

21-22.

23. Theogaraj Laurainne (Dec 2007), From Strategy to Business Results: Its All about

Employee Engagement, HRM Review, pp 48-49.

24. Buchen H Irving (Sep 2005), Developing an innovation quotient, Human Capital, Vol.9,

No.4, pp 36-37.

27.www.unimelb.edu.au/ppp/docs/2.html

28.www.resources.bnet.com/topic/recruitment+&+selection.html

29.www.amazon.com/Competency-Based-Recruitment-Selection-

30.www.health.state.ri.us/management/human/recruitment.

31.www2.ul.ie/web/WWW/Services/Human%20Resources/Recruitment%20&

%20Selection

32.www.mccarthyrecruitment.com/retail-industry-news/2008/01/general/select-on-verge-of

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33.www.admin.ox.ac.uk/eop/policy/cop.shtml - 13k

34www.search.techrepublic.com.com/search/recruitment+%2526+selection.html -

35.www.ghrs.gov.tt/services/recruitment_and_selection.aspx

36.www.staff.napier.ac.uk/Services/HR/Recruitment+and+Selection/

37. www.molife.co.in-13

38. www.future-recruitment.co.uk/html/frames/clientsrv.asp

39. www.ghrs.gov.tt/services/recruitment_and_selection.aspx

40. www.unimelb.edu.au/ppp/docs/2.html

75
http://www.molife.co.in-13/http://www.molife.co.in-13/


76/90

ANNEXURE

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ANNEXURE-I

QUESTIONNAIREDemographic Information

Name of the Respondent ____________________________________________

Age (Mark at the appropriate place)

Gender (Mark at the appropriate place)

Male Female

Highest Education ______________________________________________

Name of the Industry _______________________________________________

Name of the Organization _______________________________________________

Designation ________________________________________________

Organizational Level (Mark at the appropriate place)

1-Strongly agree2- Agree

3- Neutral

4- Disagree

5- Strongly Disagree

77

< 20 20-29 30-39 40-49 50-59 > 6

Entry Level

Middle Level

Senior Management

Executive/ Sr. Vice President

CEO/ President


78/90

EFFECTIVENESS OF RECRUITMENT AND SELECTION

PROCESS WITH REGARD TO ORGANIGATIONAL

COMMITMENT

Effectiveness of Recruitment and Selection Process

Sr.

No.Statements 1 2 3 4 5

1 Recruitment process was organised timely andsystematically.

2

HR manager interviewed with logical

and profile related questions.

3 Application forms were comprehensive.

4 Joining was delayed by the organisation.

5

Recruitment process is flexible.

6Travelling expenses were fairly provided

7Interview minutes were intimated prior

properly on time

8 Reservation quota information was well defined

9 Medical check up was so complicated

10 Interviewer behaviour was good

11Recruitment advertisement was designed

appropriately

78


79/90

Organizational commitment

Sr.

No.Statements 1 2 3 4 5

1Promised working conditions are provided to

you in the organisation.2 Communication process is fast and responsive.

3Management provide recognition for

achievement.

4 Employees work in proper team work postively

5Working ambience is safe and

comfortable.

6Salary is getting paid well on

time.

7 Roles and Responsibilities are quite challenging

8Employee empowerment is given to employees

in the company

9Duties offered to you are accordance

with your job

79


80/90

ANNEXURE II

FACTOR ANALYSIS

80


81/90

Communalities









Compon

ent



1 1.237 20.611 20.611 1.237 20.611 20.611

2 1.195 19.912 40.523 1.195 19.912 40.523

3 1.021 17.021 57.545 1.021 17.021 57.545

4 .946 15.769 73.314

5 .822 13.698 87.012

6 .779 12.988 100.000


Component Matrix

Component

Variables

1 2 3


81


82/90

Communalities









Compon

ent



1 1.237 20.611 20.611 1.237 20.611 20.611

2 1.195 19.912 40.523 1.195 19.912 40.523

3 1.021 17.021 57.545 1.021 17.021 57.545

4 .946 15.769 73.314

5 .822 13.698 87.012

6 .779 12.988 100.000


Component Matrix

Component

Variables

1 2 3


82


83/90

Communalities









Compon

ent



1 1.237 20.611 20.611 1.237 20.611 20.611

2 1.195 19.912 40.523 1.195 19.912 40.523

3 1.021 17.021 57.545 1.021 17.021 57.545

4 .946 15.769 73.314

5 .822 13.698 87.012

6 .779 12.988 100.000


Component Matrix

Component

Variables

1 2 3


83


84/90

Communalities









Compon

ent



1 1.237 20.611 20.611 1.237 20.611 20.611

2 1.195 19.912 40.523 1.195 19.912 40.523

3 1.021 17.021 57.545 1.021 17.021 57.545

4 .946 15.769 73.314

5 .822 13.698 87.012

6 .779 12.988 100.000


Component Matrix

Component

Variables

1 2 3


84


85/90

Communalities









Compon

ent



1 1.237 20.611 20.611 1.237 20.611 20.611

2 1.195 19.912 40.523 1.195 19.912 40.523

3 1.021 17.021 57.545 1.021 17.021 57.545

4 .946 15.769 73.314

5 .822 13.698 87.012

6 .779 12.988 100.000


Component Matrix

Component

Variables

1 2 3


85


86/90

Communalities









Compon

ent



1 1.237 20.611 20.611 1.237 20.611 20.611

2 1.195 19.912 40.523 1.195 19.912 40.523

3 1.021 17.021 57.545 1.021 17.021 57.545

4 .946 15.769 73.314

5 .822 13.698 87.012

6 .779 12.988 100.000


Component Matrix

Component

Variables

1 2 3


86


87/90

ANNEXURE III

CORRELATION

Correlations

Communication

process

Organisational

commitment

Communication process Pearson Correlation 1 .630


N 100 100

Organisational

commitment

Pearson Correlation .630 1


N 100 100

87


88/90

ANNEXURE IV

RELIABILITY

Cronbach's Alpha

Cronbach's Alpha Based

on Standardized Items No of Items

.685 .660 6

ANNEXURE V

T-test

88


89/90

Paired Samples Correlations

N Correlation Sig.

Pair 1 Recruitment , selection process and

organizational commitment100 .063 .542

Paired Samples Test

Paired Differences

T Df

Sig. (2-

tailed)Mean

Std.

Deviation

Std. Error

Mean

95% Confidence Interval of

the Difference

Lower Upper

Pair 1 Recruitment ,

selection and

organizational

commitment

1.21000 1.82737 .18274 .84741 1.57259 6.622 99 .745

89


90/90

ANNEXURE VI

SNAPSHOTS

ankush final

Documents