1

Summer Training Project

On

SELECTION AND RECRUITMENT WITH KIRAN UDYOG PVT. LTD

Submitted In Partial FulfillmentOf the Requirement

Of

Bachelor of Business Administration

SUPERVISOR: SUBMITTED BY:

MR.VIKAS DAHIYA SUMIT ARORA

(Assistant Professor) 06761201709

BBA VTH SEM

SUBMITTED TO:

BanarsidasChandiwala Institute of Professional Studies, Dwarka, New Delhi

(Affiliated to Guru Gobind Singh Indraprastha University)

DECLARATION

I hereby declare that this Project Report titled RECRUITMENT AND SELECTION

PROCESS submitted by me to Banarasidas Chandiwala Institute of Professional Studies,

Dwarka is a bonafide work undertaken during the period from 20 th June 2011 to 5 th August

2011 by me and has not been submitted to any other University or Institution for the award

of any degree diploma/ certificate or published anytime before.

SUMIT

06761201709 Date: 5/8/2011

BONAFIDE CERTIFICATE

2

This is to certify that as per best of my belief the project entitled “RECRUITMENT AND

SELECTION PROCESS” is the bonafide research work carried out by SUMIT student

of BBA, BCIPS, Dwarka, New Delhi during June-July 2011, in partial fulfillment of the

requirements for the Summer Training Project of the Degree of Bachelor Of Business

Administration.

She has worked under my guidance.

_________________

Name: Mr. Vikas Dahiya

Project Guide (Internal)

Date:

Counter signed by

__________________

Name: Dr. Satish Taneja

Director

Date:

TABLE OF CONTENT

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EXECUTIVE SUMMARY………………………………………………………. 5

CHAPTER 1- INTRODUCTION…………………………………………….. (6 - 8)

1.1 Research Objectives of the Project…………………………………………...7

1.2 Scope of the Study……………………………………………………………8

CHAPTER 2 – INDUSTRY PROFILE…………………………………… (9 - 19)

2.1 Introduction to KU Pvt. Ltd. ………………………………………….10

2.2 Kiran Udyog Pvt. Ltd. ………………………….…………………….16

CHAPTER 3 – ABOUT RECRUITMENT AND SELECTION………… (20 - 37)

3.1 Recruitment ……………………………………………………………21

3.2 Recruitment process……………………………………………………26

3.3 Selection………………………………………………………………..35

3.4 Selection process……………………………………………………… 36

3.5 Selection is different from recruitment………………………………. .37

CHAPTER 4 – RECRUITMENT AND SELECTION PROCESS @ KUPL…. (39 - 47)

4.1 Job Specifications & Profile at KU…………………………………….40

4.2 Sources of recruitment in KU Pvt. ltd………………………..………...41

4.4 Swot Analysis……………………………………………………………..45

4.5 Research Methodology…………………………………………………...47

CHAPTER 5 – FINDINGS AND CONCLUSION……………………………. (48 - 50)

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5.1 Findings ……………………………………………………………………49

5.2 Learning ……………………………………………………………………..49

5.4 Conclusion…………………………………………………………………..50

CHAPTER 6 – RECOMMENDATIONS OR SUGGESTIONS………..……. (52)

5.5 Recommendations…………………………………………………………..52

BIBLIOGRAPHY…………………………………………………………………….53

EXECUTIVE SUMMARY

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Today, in every organization personnel planning as an activity is necessary. It is an important

part of an organization. Human Resource Planning is a vital ingredient for the success of the

organization in the long run. The objectives of Human Resource Department are Human

Resource Planning, Recruitment and Selection, Training and Development, career planning,

transfer and promotion, risk management, performance appraisal and so on. Each objective needs

special attention and proper planning and implementation. For every organization it is important

to have a right person on a right job. Recruitment and Selection plays a vital role in this situation.

Shortage of skills and the use of new technology are putting considerable to carry out a strategic

analysis of Recruitment and Selection procedure. Recruitment and selection gives a home ground

to the organization acumen that is needed for proper functioning of the organization. It gives a

organizational structure of the company. It’s a methodology in which the particular organization

works and how a new candidate could be recruited in such a way that he/she would be fitted for

the right kind of career. With reference to this context, this project is been prepared to put a light

on Recruitment and Selection process Steria India ltd. KUPL management and operations is

under the stewardship of Dr. Mukesh Aghi, Chairman and CEO, KUPL. KUPL has ambitious

plans to significantly grow its India operations and accomplish new horizons. KUPL

management and operations is under the stewardship of Dr. Mukesh Aghi, Chairman and CEO,

KUPL India. Steria has ambitious plans to significantly grow its India operations and accomplish

new horizons.This report is divided into two phases to analyze how an employee is recruited at

Kiran udyog pvt. ltd. The recruitment process in KUPL is a well-defined process so that right

candidates can be choosen for the right jobs. These two phases are sources of recruitment

(through Portals, Consultants, References, Advertisements, Walk ins, Talent express, Job fair)

and process recruitment that recruitment that includes various elimination rounds of interview.

As per the study of the project, to increase the incoming of candidates print media can be used,

and campus placement can also be done to get fresh talent for the jobs.

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CHAPTER -1INTRODUCTION

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1.1 RESEARCH OBJECTIVES OF THE STUDY

Every research has some objectives, reasons behind the study conducted. Objectives can give us

a brief idea about the project report. The objectives behind this project are as follows:

1. To study the different sources of recruitment which are adopted in Kiran Udyog Pvt. Ltd..

2. To study different stages of recruitment process which led to selection of a candidate till

an offer is made to them.

3. To understand what all recruitment practices are being adopted so as to make the

organization well.

4. To study the different stages of selection process.

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1.2 SCOPE OF THE STUDY

The scope of this study is to observe the Recruitment & Selection Techniques adopted by the

company. Apart from getting an idea of the techniques and methods in the recruitment

procedures a close look will be taken at the insight of corporate culture prevailing in the

organization. This would not only help to be familiar with the corporate environment but it

would also enable to get a close look at the various levels authority responsibility relationship

prevailing in the organization.

The scope of the project includes-

Study of importance of recruitment and selection process for an enterprise.

Study of recruitment and selection practices at Kiran Udyog Pvt. Ltd.

The project does not include elaborative study of practices followed after completion of

induction benefit program, employee benefit schemes etc.

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CHAPTER- 2INDUSTRY PROFILE

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2.1 INTRODUCTION TO KUPL

FOREWORD

KIRAN UDYOG: A COMPANY WITH A VISION " TO BE A GLOBAL SUPPLIER " AIMS TO MEET THE STRINGENT DEMANDS OF ITS CUSTOMERS BOTH DOMESTIC & INTERNATIONAL BY MANUFACTURING OF WORLD CLASS PRODUCTS. THE LINKS IN A CHAIN OF DEVELOPMENT MARK THE REALIZATION OF OUR ULTIMATE ASPIRATION - PROSPERITY THROUGH

PROFILE

Established in 1984 with its Ist unit in Delhi, Kiran has come a long way in winning the trust of major O.E.M's of the Indian Automobile Industry. With its continued commitment in achieving the QCDD Targets, Kiran has created a distinct position for itself on the Domestic Front.

Today group is operating six plants locating in Delhi & Gurgaon. Kiran is poised to make a mark in the International Markets attracting customers from U.S.A, Europe, U.K. and Japan by our high quality products produced from Latest & World class Production facilities at Manesar Gurgaon.

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Kiran Group’s Vision & Values

KIRANVISION

COST COMPETITIVE GLOBAL COMPANY

CUSTOMER DELIGHT

ENHANCING STAKE HOLDERS VALUE

OUR COREVALUES

LATEST TECHNOLOGY

CREATIVITY & INNOVATION

FAST & FLEXIBLE

ADHERING QUALITY SYSTEMS

TEAMWORK & CARING

INDIVIDUAL RESPECT

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PLANT WISE GROUP INFORMATION

GROUP ORGANIZATION

MAJOR CUSTOMERS

MAIN PRODUCTS

KUUnit-1Delhi

(Estb. 1984)6725 sq ft.

Denso India Ltd.

Hero Motors Ltd.

Hindustan Motors Ltd.

Sundaram Brakes

Delco Remy

Starter & Wiper Housing MULHubs of Scooter/M.cycleEngine Comp(Mitsubishi)Brake Shoe TVS MotorsCE Housing

KUUnit-2Delhi

(Estb. 1995)10000 sq ft.

Yamaha Motors India Ltd. 

ZF Sachs Germany

Hubs of M.CycleCrank Case of M. CycleDeckel (Export)

KUUnit-3Delhi

(Estb. 1998)10000 sq ft.

Denso India Ltd.

GE Motors

End ShieldsStarter Plate of M.CycleStarter Housing MULEnd Frame MUL

Kiran Udyog (P) Ltd Unit -1

Gurgaon(Estb. 2001)

4050 Sq. Meter

Honda Motorcycle & Scooter (I) Pvt Ltd

Sona Koyo Steering System ltd

Lucas Tvs

Sigma Vibracoustic (P) Ltd

Maruti Udyog Ltd

Suzuki Motorcycle India (P) Ltd

Allied Nippon Ltd

Crank Case,Cover L Side Hub of M.Cycle & ScooterWheel Assy of M.Cycle & ScooterRack Housing MXI RHDRack Housing MXI LHDFixing Bracket (M & M)Al CoreCase Gear Shift GuideHub Comp Wheel FR /RRBrake Shoe Casting

Kiran Udyog (P) Ltd Unit -2

Gurgaon(Estb. 2004)

6740 Sq. Meter

Maruti Udyog Ltd

Sona Koyo Steering System ltd

Suzuki Motorcycle India (P) Ltd

Tata Motors Ltd

Regal Beloit- U.S.A

Daimler Chrysler - Germany

Koyo Steering Systems - France

Retainer Input, Cap Wtr ThermoCap Arm Shift, Case DLI SensorCase Gear Shit GuideBracket Comp / AlternatorRack Housing - GMXRack Housing - HyundaiPinion Housing -ToyotaCranck Case L & RCylinder BlockHub RR, & Sprocket RRRear Cover, Rear HalfLock Plate & Top CoverMotor FrameMid Shield , End Shiled & CupKolben & LegerbuchsePinion Housing -D2LPinion Housing -N68

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Our Valued Customer And Their Products

Name Customerwise Products

Honda Motorcycle & Scooter India

• Hubs• Wheel Assly• L Cover• Crank Case R

Sona Koyo Steering System Ltd.

• Pinion Housing• Case Steering Gear

GE, USA • Motor Frame , End Shield ,Mid Shield

Maruti Udyog Ltd. (Suzuki Venture)

• Water Inlet• Cap, Arm shaft• Retainer Input• Alternator/Compressor Brackets

Suzuki Motorcycler India (P) Ltd • Cranck Case L & R, Cylinder Block• Hub RR, & Sprocket RR

Tata Motor Ltd • Rear Cover, Rear Half• Lock Plate & Top Cover

CLIENTELE

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QUALITY

Excellent & Consistent Quality is the cornerstone on which Kiran's reputation is built. Great Importance is given to the expectations & requirements of customers and the products are upgraded to provide maximum customer satisfaction.

QUALITY POLICY

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KIRAN UDYOG IS COMMITED TO TOTAL QUALITY & SHALL STRIVE FOR MANUFACTURE AND SUPPLY OF DEFECT FREE COMPONENTS WHICH MEETS CUSTOMER NEEDS AND EXPECTATION AT ALL TIME.

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HUMAN RESOURCES

Since its inception in 1998, Team work has been the driving force behind Kiran's growth.Great efforts of our high-caliber professionals with their technical know-how, creative ideas, good sense of duty, firm beliefs & mutual respect have earned Kiran a reputation for reliabilitiy & an unparallel level of customer royalty. 

Every member of Kiran commits himself to company vision of Being a Global supplier which helps & ensures that they align & achieve their own ultimate goals while maintaining the maximum benefits of the company.

Learning

Science & Technology are essential to productive ideas. The continual growth of one company requires continual enhancement of the employees' personal qualities & skills. Therefore a wide range of on-the-job training programs combined with regular outhouse trainings are provided by the company for the staff & workers with a view to broaden their horizons.

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Company Strength

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TECHNOLOGY

Production & Workmanship Our aim is to meet the targets of our customers at all times by providing world class quality products. Therefore we constantly intensify our production forces ranging from importation of high precision manufacturing equipments like Fully automatic Die Casting Machine & CNC Machines to optimization of the production processes. This enables us to maximize our manufacturing technology and production management.

Engineering Upgradation of company is considered to be a vital tool which provides competitive advantage and our we follow the same policy. Our Design & Engineering is the force which plays an important role in striving us towards global excellence.

Our company endeavors to recruit high-caliber Engineering Professionals and creates an atmosphere to realize the full potential of their experience & skill.With the strong back-up of the sophisticated AutoCAD / CAM & Unigraphics software, a wide range of projects came into existence.

With its continued efforts to keep abreast of the latest information & professional knowledge and to strengthen technical exchange with domestic & international manufacturers, Kiran is dedicated to excel in the automotive industry.

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CHAPTER- 3

ABOUT RECRUITMENT

ANDSELECTION

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3.1 RECRUITMENT

Process of attracting the best Quality individuals to apply for a given job

“Recruitment is the process of searching the candidates for employment and stimulating them to

apply for jobs in the organization”. Recruitment is the activity that links the employers and the

job seekers. It is a process of finding and attracting capable applicants for employment. The

process begins when new recruits are sought and ends when their applications are submitted. The

result is a pool of applications from which new employees are selected. In short, process of

attracting the best qualified individuals to apply for a given job. It is the process to discover

sources of manpower to meet the requirement of staffing, scheduling and to employ effective.

Recruitment is the premier major steps in the selection process in the organizations. It is an

activity directed to obtain appropriate human resources whose qualifications and skills match

functions of the relevant posts in the organization. Its importance cannot be over-emphasized and

can also be best described as the ‘heart’ of the organization.

The process of recruitment does not stop when it commences, it is a dynamic activity. The

purpose of it is to provide an organization with a pool of qualified candidates. Its specific

purposes are as follows:-

To assist augmentation of the success rate of selection process by reducing the numbers

of obviously under-qualified and over-qualified applicants.

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To increase organizational and individual effectiveness in the short and long term plans.

Recruitment is essential for effective Human Resource Management. It is the heart of the whole

HR system in the organization. The effectiveness of many other HR activities, such as selection

and training depends largely on the quality of new employees attracted through the recruitment

process. Policies should always be reviewed as these are affected by the changing environment.

Management should get specific training on the process of recruitment to increase their

awareness on the dangers of wrong placement.

Recruitment methods are wide and varied, it is important that the job is described correctly and

that any personal specifications are stated. Job recruitment methods can be through job centers,

employment agencies/consultants, headhunting, and local/national newspapers. It is important

that the correct media is chosen to ensure an appropriate response to the advertised post.

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THREE MAIN STAGES IN RECRUITMENT

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identifying and define the requirements. Job descriptions, job

specifications.

Attract potential employees.

Select and employ the appropriate people from the job applicants.

3.1.1 FACTORS AFFECTING RECRUITMENT PROCESS

1. The size of the organization

2. The employment conditions in the community where the organization is located

3. The effects of past recruiting efforts that show the organization’s ability to locate and

keep good performing people.

4. Working conditions and salary and benefits packages offered by the organization-which

may influence turnover and necessities future recruiting.

i. The rate of growth of the organization.

ii. The level of seasonality of operations and future expansion and production

programmers.

iii. Cultural, economic and legal factors

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3.1.2 SOURCES OF RECRUITMENT

Before an organization begins recruiting applicants, it should consider the most likely

sources of the type of employee it needs. Every organization has the option of choosing the

candidates for recruitment processes from two kinds of sources: internal and external.

SOURCES

INTERNAL EXTERNAL

1. Promotion 1. Campus Recruitment

2. Transfers 2 Press Advertisement

3. Internal Notifications (advertisements) 3 Management consultancy services & private employee exchanges

4. Retirement 4 Deputation of personnel or transfer from one enterprise to another

5 Recall 5 Management Training schemes

6 Former Employees 6 Walk-ins, Write-ins, talk-ins

7 Miscellaneous External Sources

METHODS OF RECRUITMENT

The recruiting methods can be broadly classified into three major categories- direct, indirect

and third party.

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DIRECT METHODS

These include sending travelling recruiters to educational institutes. Most college recruiting

is done in co-operation with the placement office of a college. Other direct methods include

sending recruiters to conventions and seminars, setting up exhibits at fairs and using mobile

offices to go to the desired centers.

INDIRECT METHOD

Indirect methods involve mostly advertising in newspaper, on the radio, in trade and

professional journals, technical magazines and brochures.

THIRD PARTY METHODS

These include the use of commercial or private employment agencies, management

consulting firms, indoctrination seminars for college professors, friends and relatives.

RECRUITMENT PROCESS IN KUPL

Recruitment process in KUPL consists of different stages. It consists of some stages of

interview which deal with different aspects of job specification. After passing the initial

screening process the candidate has to give some process specific tests. If a candidate gets at

least passing marks in the tests, offer is made to selected candidate and certain formalities are

completed by the candidate which includes filling documents like declaration, application

blank, pre-interview form, and background verification form. A date of joining is given to the

candidate, on which they have to bring all of their original documents for verification.

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On the date of joining, verification of all the original documents is done and submission of

photo copies is carried out.

After completing the documentation formalities, update by the organization is done.

Next stage, by which candidates have to go through, is medical checkup. After joining

formalities are completed a date of induction is given to the candidate.

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IDENTIFYING RESOURCES FROM VARIOUS CHANNELS

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Identifying resources from various channels

Initial screening

Process specific tests

Operations found

Offer & offer acceptance

collection of documents

Joining &joining formalities

Process allocation

The candidates who are to be invited for the interview have to be collected from various

resources such as employee referrals, vendors, job portals, walk ins. The selected candidates

are further shortlisted for the initial screening by calling them and knowing about there

qualifications.

INITIAL SCREENING

In this, the candidate is selected from the data which is result of different sources of

recruitment. Few questions are asked like whether the candidate is interested in joining in

KUPL. If the response is positive certain questions are asked to check the communication

skills of the candidate. If its suitable, then the date of interview is given to them with other

information like address where the interview is to be held.

PROCESS- SPECIFIC TESTS

The candidates have to go through some process specific tests. There are three kinds of

processes according to which the tests are to be taken by the candidates. There is V/A Round,

Grammar test, Client test, and Aptitude test. These tests are conducted to know the basic

abilities of the candidate. These tests give the interviewer a rough idea about the capability of

the candidate i.e. if the candidate will be able to cope up with the work or not.

OPERATIONS ROUND/ OPS ROUND

This is the final round which happens in two phases telephonic and face to face.

In telephonic round the candidate has to talk to the interviewer over phone through which

the interviewer judges the candidate for customer management. In this round the candidate

talks to the manager of the process in which the candidate wants to go for the job.

In face to face interview the manager of the process talks directly to the interviewee. This is

the best process as both i.e. the interviewer and the interviewee can talk to each other directly

and can sort out there problems easily.

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OFFER AND ACCEPTANCE

Job offer is made through letter of appointment for the applicants who have crossed all the

previous hurdles. Such a letter generally contains a date by which the appointee must report

on duty. The appointee must be given reasonable time for reporting. This is particularly

necessary when he or she is already in employment, in which case the appointee is required

to obtain a relieving certificate from the previous employer.

COLLECTION OF DOCUMENTS

APPLICATION FORMS- It is a traditional and widely used device for collecting

information form candidates. It should provide all the information relevant to selection,

where reference for caste, religion, birth place, may be avoided as it may be regarded an

evidence of discrimination.

Application forms are to be filled by candidates which include Bio-data, education, other

information of the candidates like:

DATE OF BIRTH

PRESENT AND PERMANENT ADDRESS

INFORMATION ABOUT FAMILY

DETAILS RELATED TO EDUCATION

DETAILS OF PREVIOUS ORGANIZATION (IF A CANDIDATE HAS ANY

WORK EXPERIENCE)

DISCLOSER REGARDING HEALTH

JOINING AND JOINING FORMALITIES

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At the time when offer is made to the candidate date of joining is given to candidate. On date of

joining candidate must bring all his/her original documents as well as photo copies with them.

When candidate visit on the date of joining, all their original documents are checked &

submission of photo copies is to be done for maintaining record.

PROCESS RESOURCE UPDATE:

In this all the details of the candidates are filled online which is very important for the

organization to keep record of the candidates online, so whenever any information is required it

can be found out easily. It includes personal details of candidates, educational information, name

of the person who hired the candidate, in other words name of the recruiter, name of the assessor

who took voice and ascent round, operations round with the score of the candidate obtain in all

the round including online examination details.

It also includes the process for which he/she is hired and for which profile.

It includes the CTC (cost to company) with date of offer and actual date of joining.

After updating the information certain code is given by the system for every candidate which

acts as identity for candidate.

Table 3.01 (Use and effectiveness of various recruitment strategies)

A

DVERTISEMENT PERCENTAGE AVERAGE

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USING EFFECTIVENESS

PRACTICE *

Internet (e.g., bulletin or job boards) 90 2.59

Local newspapers 64 1.77

Trade publications and magazines 51 1.81

National newspapers 29 1.43

Direct mail 25 1.73

TV or radio 21 1.60

Movie screens 7 1.22

Agencies or services

Employment agencies 60 2.03

Temp agencies 52 1.96

Government employment services 28 1.47

School/College/Community

Job fairs 66 1.83

College recruiting 59 2.16

School-to-work partnership/internship 42 2.08

Targeted minority recruiting (e.g., NAACP,

Minority colleges/organizations) 40 1.47

Partnership with community organizations 35 1.79

Military recruiting 23 1.76

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Retire job banks 12 1.52

Professional Associations

Professional organizations 60 2.05

Professional conferences 52 1.97

Internal Resources

Employee referrals 90 2.57

Company’s web site 88 2.26

Internal job posting 7 8 2.23

Walk-ins, unsolicited resumes 67 1.48

*Note: 1 =Not Effective, 2= Moderately Effective, 3= Very Effective

SOURCE: Kiran Udyog Pvt. Ltd.

3.2 SELECTION

Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the

unfit candidates, or a combination of both. So, selection process assumes rightly that, there is

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more number of candidates than the number of candidates actually selected, where the

candidates are made available through recruitment process.

Selection is a process of choosing the most suitable persons out of all the participants. In this

process, relevant information about applicants is collected through series of steps so as to

evaluate their suitability for the job to be filled. On the other hand, selection is the process of

assessing the candidates by various means and making a choice followed by an offer of

employment.

Selection is a process in employment function which starts immediately upon receipt of

resumes and application letters, the major concern being reviewing resumes for basic

qualifications. A job seeker who does not meet the required qualifications is not an

application and should not be considered. It is a process which should be based on job-related

qualifications including, but not limited to: required or preferred education, experience, and

knowledge, skills and abilities as identified in the job description.

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Selection is an important function as no organization can achieve its goals without selecting

the right people, where faulty in selection leads to wastage of time, money and spoils the

environment of an organization.

SELECTION PROCESS

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Screening Applications and Resumes

Testing and Reviewing

Work Samples

Interviewing Candidates

Checking References

and Backgrounds

Making a Selection

Selection is a process of matching the qualifications of applicants with the job requirements.

It is a process of weeding out unsuitable candidates and identifying the most suitable

candidate. Selection is a long process, starting from the preliminary interview of applicants

and ending with employment contract.

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Preliminary interview

Selection Tests

Employment Interview

Reference and Background Analysis

Selection Decision

Physical Examination

Job Offer

Employment Contract

Evaluation

3.3 SELECTION IS DIFFERENT FROM RECRUITMENT

Recruitment involves identifying the sources of manpower and stimulating them to apply for

jobs in the organizations while selection is the process of choosing the best out of those

recruited.

Recruitment differs from selection in terms of process, where it adopts the process of

creating application pool as large as possible, while selection adopts the process through

which more and more candidates are rejected and fewer candidates are selected or sometimes

not even a single candidate is selected.

Recruitment and selection are two inter-linked steps in the process of manpower acquisition,

they differ in terms of outcome; where the outcome for recruitment is application pool which

becomes input for selection process, and on the other hand, the outcome of selection process

is in the form of finalizing candidates who will be offered jobs.

The ultimate objectives of both recruitment and selection are to acquire suitable candidate

but their immediate objectives differ, where the basic objectives of recruitment is to attract

maximum number of candidates so that more options are available; the basic objective of

selection is to choose best out of the available candidates.

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CHAPTER – 4

RECRUITMENT

AND

SELECTION @

KUPL

39

4.1 JOB SPECIFICATIONS AND PROFILE

JOB SPECIFICATION IN KUPL

Acting as a primary interface for all customer service enquires.

Fully adhering to the complaints and escalation system and procedures.

Handling inquires and reporting to Concerned Authorities.

Undertaking other duties as required by the Assistant Manager.

DESIRED PROFILE OF A CANDIDATE

Excellent Communication Skills

Graduate, Undergraduate/Postgraduate

Experience from other industry will be considered.

Ability to work as part of a team and/or on your own initiative.

Positive attitude and value based outlook

Patience, perseverance and adaptability

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4.2 SOURCES OF RECRUITMENT IN KUPL

41

Consultants

Employee Referrals

Walk- ins

Job fair

Advertisements

CONSULTANTS

They are in profession for recruitment and selecting candidates. They are useful as they have

nationwide contacts and lend professionalism to the hiring process. However, the cost can be

deterrent factors. The consultants pipeline the candidates for interview through different

contacts by searching on job portals. KUPL recruiters visit these venues which are

consultancies and hire candidates from there through recruitment process. In consideration

charge certain amount as per hiring or service provided by them.

EMPLOYEE REFERRALS

Employee can develop good prospects for their families and friends by acquainting them

with the advantage of a job with the company, furnishing them with introduction and

encouraging them to apply. This is very effective means as many qualified people can be

reached to the company.

The other advantages are that the employees would bring only those referrals that they feel

would be able to fit in the organization based on their own experience. The organization can

be assured of the reliability and character of the referral. In KUPL an employee can refer his

or her candidate and if the referral gets selected and reached the stage of joining the existing

employee of KUPL who referred the candidate gets Rs 3500 after the completion of three

months of the selected candidate’s joining in the organization.

In this way, KUPL fulfills social obligation and creates goodwill

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WALK INS & TALK INS

The common and least expensive approach for candidates is direct application, in which job

seekers submit resumes. Direct application can also provide a pool of potential employees to

meet future needs.

For organization, walk ins are preferable as they are free from the hassle associated with

other methods of recruitment. In walk ins candidates come to know about interviews through

different sources like friends who have already faced interview in KUPL.

JOB FAIR

Job fair is also referred commonly as career fair or career expo. It is a fair or exposition for

employers, recruiters and schools to meet with prospective job seekers. Expos usually

include company or organization tables or booths where resumes can be collected and

business cards can be exchanged. In the college setting, job fairs are commonly used for

entry level job recruiting. Often sponsored by career centers, job fairs provide a convenient

location for students to meet employers and perform first interviews. It is where several

companies come under one roof for seeking eligible candidates who can join their company,

after going through certain recruitment process followed by them.

ADVERTISEMENTS

It is a popular method seeking recruits; as many recruiters prefer advertisement because of

their wide reach. Advertisement describes the job benefits, identify the employer and tell

interested candidates how to apply. Newspaper is the most common medium and it can also

be placed in business journals.

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Advertisement must contain proper information like the job content, working conditions,

location of job, job specification and growth aspects. The advertisement has to sell the idea

that the company and job are perfect for the candidates. It is probably the most common

method. Advertising allows the employer to reach a wider audience. The choice of

advertising media (e.g. national newspaper, internet, specialist magazine etc) depends on the

requirement for the advert to reach a particular audience and, crucially, the advertising

budget.

ADVERTISEMENT CHARACTERISTICS

Accurate – describes the job and its requirements accurately

Short – not too long- winded, covers just the important ground

Honest – does not make claims about the job or the business that will later prove

false to applicants.

Positive – gives the potential applicant a positive feel about joining the business.

Relevant – provides details that prospective applicants need to know at the

application stage(e.g. is shift working required, are there any qualifications required)

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4.3 SWOT ANALYSIS

STRENGTHS:

1. Large number of graduates.

2. Affordable and quality education as compared to developed countries.

3. English language benefit.

4. Strong customer base of well known companies.

5. Powerful venture capital interest in investing in growth opportunities.

OPPORTUNITIES:

1. Horizontal and vertical expansion of existing customer base into new markets.

2. Increasing awareness of outsourcing services.

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THREATS:

1. High billing rates

2. Political instability

3. Increasing technology automation.

WEAKNESS:

1. Lack of customer service culture.

2. Poor electricity supply

3. Cultural differences

4. Expertized knowledge needed.

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4.4 RESEARCH METHODOLOGY OF THE STUDY

Research is defined as human activity based on intellectual application in the

investigation of matter. The primary purpose for applied research is discovering,

interpreting and the development of methods and systems for the advancement of human

knowledge on a wide variety of scientific matters of our world and the universe.

The research methodology is a science that studying how research is done scientifically.

It is the way to systematically solve the research problem by logically adopting various

steps. Also it defines the way in which the data are collected in a research project.

Research can also fall into two distinct types:

Primary research

Secondary research

Mode of research used in this project is Secondary research

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3.4.1 RESEARCH DESIGN

Exploratory research design was adopted for the study.

3.4.2 DATA SOURCE

Secondary Data: Secondary Data was collected from the Following sources-

Websites

Newspapers

Project materials

Books

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CHAPTER – 5

FINDINGS

AND

CONCLUSION

FINDINGS:

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1. Maximum footfall for recruitment occurs by sources like employee referrals, consultants

and walk ins.

2. Generally, maximum footfall is on Monday and least on Saturday of every week.

3. Retaining the current talent is top priority for the organization.

4. Most of the employees have a clear knowledge about the company’s vision, mission and

objectives. And they know how to achieve their objectives.

5. They are clear about their role and responsibility and they know about other staff

members.

LEARNINGS

1. How to organize the outfall of candidates.

2. How to take initial rounds of interview.

3. How to check documents filled at the time of making offer to the candidates.

4. Got brief knowledge about verification of documents of the candidates at the time of

joining.

5. How to update process resource update.

CONCLUSION

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The human element of organization is the most crucial asset of an organization. Taking a

closer perspective – it is the very quality of this asset that sets an organization apart from

the others, the very element that brings the organization’s vision into fruition.

Thus, one can grasp the strategic implications that the manpower of an organization has

in shaping the fortunes of an organization. This is where the complementary roles of

recruitment and selection come in. the role of these aspects in the contemporary

organization is a subject on which the experts have pondered, deliberated and studied,

considering the vital role that they obviously play.

The essence of recruitment can be summed up as ‘the philosophy of attracting as many

applicants as possible for given jobs’. The face value of this definition is what guided

recruitment activities in the past. These days, however, the emphasis is on aligning the

organization’s objectives with that of the individual’s. by making this a priority, an

organization safeguards its interests and standing. After all, a satisfied workforce is a

stable workforce which also ensures that an organization has credible and reliable

performance. The project examines the various processes and nuances one of the most

critical activities of an organization.

The end result of the recruitment process is essentially a pool of applicants. Next to

recruitment, the logical step in the HR process is the selection of qualified and competent

people.

In the end, this project endeavors to present a comprehensive picture of sources &

process of Recruitment and Selection of candidates and hopes to enable the reader to

appreciate the various intricacies involved.

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CHAPTER – 6

RECOMMENDATIONS

52

SUGGESTIONS

Sometimes the manpower requirement is high and if the HR department is not able to

satisfy it, then help from the placement agencies can be used.

Time management is very essential and it should not be ignored at any level of the

process.

The recruitment and selection procedure should not to lengthy and time consuming.

The candidates called for interview should be allotted timings and it should not overlap

with each other.

Campus placement should be done.

Print advertisement for vacancies should be done more frequently so as to get a higher

number of candidates.

Job description should be given before the interview

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BIBLIOGRAPHY

1. K Ashwathappa, (1997) Human Resource and Personnel Management, Tata

McGraw – Hill 131-176

2. Chris Dukes, (2001), Recruiting the right staff, Summersdale Publisher ltd

3. John M. Ivancevich, (2004), Human Resource Management, Tata McGraw – Hill,

4. Armstrong, M. (2006). A handbook of Human Resource Management Practice (10th

edition). London: Kogan Page Limited

Online Published Material on World Wide Web

www.google.com

www.hrmguide.com

www.kiranudyogindia.com

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