Submitted in partial fulfillment of the requirement

For the award of the degree

Of
MASTER OF BUSINESS ADMINISTRATION
SESSION (2022- 2024)

SUMBITTED TO-: SUMBITTED BY-:

 TABLE OF CONTENTS

Chapter TOPIC Page No.

No.

Executive Summary

1. Introduction

2. Conceptual background and Literature Review

3. Research Design

4. Data Analysis and Interpretation

5. Findings, Suggestions and Conclusion

Bibliography

(iii)
 EXECUTIVE SUMMARY

The objective of the Study is to understand the Recruitment and Selection process
carried out by the company. The Strategies used by the organization to retain their loyal
employees and to attract new talents inside and outside the organization.
Communication media is checked, to know if the employees are aware of the activities
going on in the organization. Feedbacks are collected at the end to know the employees
view about the company.

Recruitment and Selection is the major part of the Human Resource Management. It is
the gateway through which employees are selected and hired into the organization.
Recruitment process involves identifying the vacant post, Posting Ads for vacant
positions, Filtering and screening the candidates. Whereas Selection process comes into
action after the recruitment, which involves, Choosing the correct candidate for the
vacant position and provide training and evaluate their performance.

Recruitment is the process of attracting new talents using various sources and making
that candidate apply for the job, according to Edwin. D. Flippo. The Recruitment
process vary from one company to another. Companies follows different Recruitment
strategies and Techniques to hire people. The one main concept followed by all the
companies is Recruitment Policy, based on this the candidates are selected for the
further rounds of interview. There are certain factors which will affect the recruitment
process of the organization and they are brand image, welfare, goodwill, etc.

Selection is the process of selecting the skilful candidate for the vacant position, by
verifying if the candidate meets all the requirements of the job. Selection process is
time consuming and lengthy when compared with Recruitment process. According to
Yoder, Selection is classified into two categories, namely, selected and not selected. The
factors that affect Selection process in the organization are Background verification,
Referral checks, interviews and many more.

Ultimately the Recruitment and Selection (R & S) process is very essential for bringing
change in organization and it also helps in motivating the employees in the organization.
It provides growth to the employee’s career. Hence it is important both for organization
as well as the employees.

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 CHAPTER 1

INTRODUCTION

Service sector according to U.S. Census Bureau, is a sector which produce goods which
are intangible known as Services, in spite of goods, which includes various services
such as warehouse and transportation facilities, security and investment service,
information services, entertainment, arts and recreation, management of waste,
healthcare and social assisting, and professional services. Many countries focus on the
service sector for their economies more than agricultural and industrial economies. The
third tier of the 3-sector economy is the Service sector also known as the Tertiary sector.
United States, United Kingdom, Australia, and China are the top countries which
emphasis on service sector.

With around 15.53 trillion USD, United States is the largest service sector provider.
Around 196 countries are associated with service sector. More than 80% of GDP is from
the service sector in 30 countries. It increases the GDP of the most countries by
providing jobs, public services and inputs for the economy. It also improves the
performance of Trade and provides export opportunities in traditional and new methods.
Service sector consist of trade (wholesale and retail), computer software development
services, medicine services, non-profit economic activities, consumer services,
engineering services, banking services, communications and government services
which includes defense and administration of justice.

Technology in the Service Industry

It plays a vital role in innovation of data frameworks, which means forming segments
in the organizations work. It helps in segmenting and to enhance the efficiency and
effectiveness of the organization by incrementing the speed and reducing the quantity.
It also helps in cost minimization to achieve the goal of the organization. It helps to the
company’s position and its competitors.

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The Future of Service Industry
This sector provides around 60 percent of GDP and it is the most steadily growing
industry. It plays an essential role in the country’s economic growth. From the past two
decades relationship between the economic growth and the Service sector has become
stronger as it reflected on the GDP and has increased its value.

Indian Economy

India’s economy has economic market which is developing and it is the fifthlargest
economy in the world by nominal GDP and the 3rd largest by purchasing power parity
(PPP). The major source of living is agriculture by which people earn and its around
Two-thirds of the people. And another major source by which people earn for their
living is service sector. India Economy was reformed with globalization and
international economic integration. Information Technology was developed first in
India by Sri Atal Bihari Vajpayee. India is the best exporter of IT. The Indian IT industry
is export dominate and constitute around 79 percent total revenue of the Service
Industry.

Service sector in India

Since Independence, i.e., around 60 years, India Service sector has contributed around
60 percent of lion’s share to the country, but its employees only 25 percent labour force.
Because major population is employed with agriculture and manufacturing. There are
various activities in this sector and they are as follows:
1. Retail, Hotels and Health care,
2. Banks, Real Estates and Education,
3. Social works and Recreation,
4. Media and Communications, 5. Electricity, Gas and Water Supply,
6. Computer Services.

Service sector Contributing to Indian Economy

There are few companies which has invested for the development of the service sector
and they are as follows:
▪ During April 2000 and June 2019, with US$ 74.94 billion India was the largest
recipient of FDI.

3
 ▪ There might be an increase of US$ 234.4 billion and US$ 12.9 billion
respectively in the coming years in Leisure & Business travel & tourism.
▪ By 2020, the India’s earning by medical tourism may cross to $ 9 billion.
▪ Many mergers and acquisitions are going to take place between Indian
healthcare companies and foreign companies for new markets and growth.
▪ Increase in incentives by two percent under Service Exports from India Scheme
(2015-2020).
▪ To remove the trade barriers to the services, Government has started working in
2017.
▪ There was a growth of Five time more in ports traffic during 2014-2018, when
observed to 2010-2014.
▪ Telecommunication infrastructure and services were increased. It was around
Rs.60,000 crores during 2014-2019.
▪ Around 18 projects were sanctioned by the Ministry of Tourism, which was
around Rs. 1,456 crores under the Swadesh Darshan and PRASHAD Schemes.
▪ Around Rs. 82.51 crores were generated as total revenue in November 2019 by
Statue of Unity (Statue of Sardar Vallabhbhai Patel), which was inaugurated in
October 2018.
▪ During 2017-2018 highest revenue was generated by the Indian IT firm which
is around US$ 167 billion.
▪ By 2025, digital economy of India will be around $ 1 trillion.
▪ Between 2015 and 2020 Management Market in India is expected be grown by
17% C.A.G.R.
▪ Healthcare Industry will reach at US$ 132 billion by 2023.
▪ Indian IT industry is assumed to raise $ 14.3 billion by 2023 with an increase of
8%.
▪ GST (Goods and Service Tax) has been implemented and because of which the
tax burden has reduced on goods and it will reduce the services price in long
run.

IT Service sector in India

In India, Information Technology contains of 2 major components i.e., IT Services &

Business Processes outsourcing also known as BPO. The Information Technology
sector has raised the GDP from 1.2% (1998) to 7.7% (2019).

4
Tata Group along with Burroughs, the 1st software export zone launched the IT sector
first in Mumbai, India in 1967. During 1980, around 80% of the software export of the
country was from S.E.E.P.Z (Software Export Zone). They established their first IT in
1973 in Mumbai.

The Information Technology provides around $155 billion in the gross value and it
grows between 10-15% per annum. Low-cost labor arbitrage is our main advantage so
far, which requires a skill to convert least-cost least value add Service providers to
leastcost highest value add partners. Information Technology companies can extend
their services to find solution for financial customers around the global. Few Services
which are under them are Insurance, Financial risk management, underwriting and
natural disaster modelling. Major hubs of IT are in:
1. Bangalore
2. Chandigarh
3. Chennai
4. Hyderabad
5. Kochi
6. Pune

Current Scenario of IT Service sector

IT industry is evolving rapidly with various developments to change the standard of the
Indian Businesses. IT sector contains software management, online services,
Consultancies, Software development & BPO (Business processes outsourcing). This
industry is potential enough to face the challenges and accept the changes. There are
many factors which influences IT industry and they are as follows:

1. Recession in other countries (Demand -supply gap).

2. Tax Structure and issues.
3. Poor Infrastructure.
4. Restricted preferential access to local firms or organizations.
5. Cost variation between countries.

Recent Scenario of IT Service sector

One of the Article states, Amongst the two industries in the country, Information

5
Technology stands in number One position as of today. During 2016-17, IT Service
sector was expected to grow 12-14 percent in India. This information is provided as per
NASSCOM (National Associations of Software and Services Companies) in India. In
the year 2018, India has beaten USA in software developers, in which India had 52
lakhs developers whereas USA had 42 lakhs developers. IT industry provides
employment to many in India. There are some more benefits of IT industry and they
are FDI and exports. 54.17 percent Gross Value has been included at present price in
2018-19 from Indian Service sector. The exports are expected to increase during
November 2019 and February 2020. This sector is the key player for Indian economic
growth.

Key Players in IT Service sector

1. Infosys
2. Wipro
3. TCS
4. Oracle Financial Services
5. HCL Technologies
6. Tech Mahindra
7. Mphasis
8. Mindtree
9. Cyient 10. Rolta

Healthcare and Tourism services in India

We have been allocated with world-class medical amenities, skillful doctors, medical
technicians & pharmaceuticals which has contributed over $ 110 billion and which can
increase up to $ 280 billion by 2020. Technology has improved and we have digital
communication and interfaces, diagnostic medicine for all-over global services.

And Tourism is known for the historical significance of the place and its natural beauty
in India. Compared to China, India contributes $ 47 billion to the country’s GDP
(whereas China’s contribution is $ 115 billion). And hence India has all possibilities to
increase its tourism service sector in next decades.

Customer experience is the key to success in both these sectors, as they can increase
their revenues and it will determine the growth in future. Government has taken few

6
initiatives like Visa, improving the Infrastructure facilities, safety connectivity and
others.

Space services in India

India has created a new record by launching many satellites into space in the recent
times. India has gained world’s attention by launching satellite in February recently.
This mission was cost effective when compared to others.

Indian space services have multiple launch technologies and has advantages when
compared to other countries globally in space transportation industry. It has proven and
expertise itself. Indians have 100 percent track record and many other countries are
looking forward for the technology and launch facilities that we use, which describes
India has great potential. To build both military and non-military space applications
Government has been actively working and proving its abilities and capacity. To
strengthen the competencies participation is the key and also to ensure the flow of funds
or capital.

Logistics and Transportation

India’s domestic and international transportation and logistics is due to the nonartificial
coastline & huge river networks, which provides a competitive edge. They are
classified as:

1. Ports and ports service,

2. Warehousing, trans-shipment service,
3. e-Logistic,
4. Inland waterway for freight & passenger,
5. Expressway and
6. Dedicated freight corridor.
By 2023, it is expected that Indian logistics service sector will grow up to $ 360
billion. India should focus on large scale investments will sustain for a longer period
of time and by providing all the potentials for the development of the service sector. If
the infrastructure is created initially, later all multiplier effects will be allocated
automatically by linkages. For example, The development of service industries in Pune
and the Mumbai-Pune expressway.

7
Other Services in India

1. Media and Entertainment, which includes gaming, animation and dubbing.

2. Education, which includes online platform like MOOC, Udemy, etc.
3. Sport, which includes I.P.L, I.F.L, and Sport Management.
4. Legal or Paralegal service.
5. Management of Risk, and
6. Advisory function.

These few areas offer immense contribution to the Indian service sectors in the growth
of Indian Economy.

Some Challenges faced by the Service sector in India

1. Resolving massive customer complaints on services

2. Notifying customers of data breaches (misuse of data)
3. Lack of a well-design customer service support model
4. Matching with the demands of the customer
5. Utilization of the omnichannel
6. Outdated methods
7. Poor customer service
8. Lack of verification methods and techniques
9. Incorrect product and service descriptions
10. Unorganised streamlined process
11. Mismatching customers & customer service agents
12. Failure to access customer information
13. Uncertainty about the future
14. Financial Management
15. Regulation and Compliance
16. Knowing when to implement changes
17. To maintain the reputation
18. Exploding the data
19. Competencies
20. Recruiting the right talent for the right position.

8
Few solutions to the challenges faced by the Service sector in India
1. Co-ordination of business throughout the world.
2. Improving the infrastructure
3. Decrease the GST rates and reduce GST issues
4. Collect Feedback from customers and enhance the services
5. Keep yourself upgrading with new technologies and its usage
6. Advanced system usage and learn different techniques and methods
7. Training and Monitoring the staff
8. Data mining and data security
9. Time Management
10. Adopt changes in the market
11. Follow the instructions and rule of the Government
12. Reach out the customer on time when needed
13. Maintaining the demand and supply ratio
14. Brand image, promotions and active participation
15. Increasing the e-visa counters
16. Medical tourist packages should be provided
17. Facilitating imports for hospitals
18. Long-term partnership with companies around worldwide
19. Increase exports and decrease imports
20. Reduce the port charges.

Indian Service sector Future Prospect

Service sector in India, when compared to other sectors has the highest employment
elasticity. And hence it as capacity and capabilities to provide jobs and it also has
potential to grow, in order to generate revenue. By 2020, India is aiming to develop the
skills in people, in order to achieve the target of the job creation. Skill India program
has been initiated by the Government to enhance the skills of 400 million people. This
program aims in allocating funds and also to develop the skills of private sector
employees.

The Make in India program is similar to the above-mentioned program which helps in
improving the manufacturing sector and also will affect our portfolio of the Service
sector positively. There is another program called The Start-up India, which promotes

9
both manufacturing as well as service sectors of our country. This program is based on
innovative ideas and innovative products.
Market Size of Service Sectors

Market Size
90
80
70
60
50
40

30
20
10
0
India China Mexico Brazil UK US

Gross value added Employment

A well-designed recruitment and selection process allows organisations to both attract a

wide pool of applicants and narrow the selection down until you’ve found the perfect
candidate for every opening.

In this post, we’ll explain the differences between recruitment and selection, explore why
these two phases of the hiring process are so important and share the main steps that are
involved.

Recruitment is a way of looking for the right candidates for the vacant positions and
enabling them to apply for the same, whereas selection means choosing the right
prospects for the job amongst all the rest who have applied or are eligible for the same.
Recruitment is a positive term, whereas selection is a negative term. Recruitment and
selection are critical processes within the broader framework of human resource
management (HRM). These processes involve attracting, identifying, and hiring the most
qualified candidates to fill vacant positions within an organization. Successful
recruitment and selection contribute to building a skilled and motivated workforce,
aligning with the overall strategic goals of the organization.

Recruitment and selection are crucial for businesses seeking to build a talented and
influential workforce. By attracting and identifying the right candidates, firms can ensure
their long-term success. Recruitment is crucial for businesses seeking to build an apt and

10
effective workforce. By attracting and identifying the right candidates, firms can ensure
their long-term success.

Objectives of Recruitment

The objectives of recruitment have been stated below.

Attracting Top Talent

One of the primary goals of recruitment is to attract top talent. Firms strive to create a
positive employer brand and appoint themselves as desirable employers in the job
market. By effectively communicating their firm culture, values, and options, they can
capture the attention of skilled professionals with the right credentials and expertise.

Filling Vacant Positions

The recruitment process aims to fill vacant positions within a firm promptly. Whether
due to growth, employee turnover, or expansion plans, vacancies must be filled
efficiently to maintain productivity and ensure smooth operations. The goal is to identify
fit prospects who can step into these roles and donate to the firm's objectives from day
one.

Diversifying the Workforce

Promoting variety and inclusion is a critical objective of modern recruitment. By actively

seeking nominees from diverse backgrounds, firms can foster a workplace that adopts
different views, experiences, and ideas. A diverse workforce improves innovation,
creativity, and problem-solving, leading to better firm results and a more inclusive firm
culture.

Enhancing Competitiveness

Recruitment plays a vital role in enhancing a firm's competitiveness. By attracting and

hiring highly skilled people, firms can strengthen their capabilities and gain a
competitive edge in the market. Building a team with a diverse range of talents and
expertise helps firms stay ahead, adapt to industry changes, and seize new options.

Retaining Talent

While recruitment focuses on bringing in new talent, it is also crucial for retaining
existing talent. Effective recruitment methods help identify candidates who align with the
firm's values and goals, increasing the likelihood of long-term employee engagement and
job satisfaction. By attracting the right candidates, firms can reduce turnover and build a
stable workforce.

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Developing a Talent Pipeline

Another goal of recruitment is to create a talent pipeline for future needs. Even if there
are no immediate job openings, firms can proactively build relationships with potential
candidates. This approach ensures that when positions become available.

o Identifying Suitable Candidates: The primary goal of the selection process is to

identify individuals who possess the necessary qualifications, skills, and attributes
required for a specific job role.

o Matching Skills and Job Requirements: Ensure that the selected candidate's skills,
competencies, and qualifications align with the job requirements. This helps in
achieving a proper match between the candidate and the responsibilities of the
position.

o Predicting Job Performance: Assess the candidate's potential for success in the job
by evaluating their past experiences, achievements, and performance in relevant
areas. This involves predicting how well the individual is likely to perform in the
future role.

o Ensuring Cultural Fit: Assess whether the candidate's values, work style, and
personality align with the organization's culture. A good cultural fit contributes to
higher employee satisfaction and retention.

o Minimizing Turnover: Select candidates who are likely to stay with the
organization for a reasonable duration. Minimizing turnover is essential for cost
savings and maintaining stability within the workforce.

o Recruitment and selection are integral stages of the hiring process, each with its
specific purpose and objectives. Recruitment focuses on attracting and sourcing
potential candidates, while selection involves evaluating and assessing candidates
to choose the most suitable individuals for job roles. By understanding the
distinctions between recruitment and selection, firms can implement effective
strategies and processes to attract, evaluate, and hire qualified candidates who
align with their requirements and contribute to their success.

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 Increasing Employee Productivity: Identify candidates who not only have the
required skills but also possess the motivation and work ethic to contribute
positively to the organization's productivity and goals.

o Enhancing Employee Morale: Selecting candidates who are a good fit for the
team and the organizational culture can contribute to positive morale among
existing employees. A harmonious work environment fosters collaboration and
mutual support.

o Complying with Legal and Ethical Standards: Ensure that the selection process
adheres to legal and ethical standards, avoiding any form of discrimination and
promoting equal employment opportunities.

o Promoting Diversity and Inclusion: Encourage diversity in the workplace by

considering candidates from different backgrounds, cultures, and experiences. A
diverse workforce brings varied perspectives and contributes to innovation.

o Assessing Adaptability and Learning Ability: Evaluate a candidate's adaptability

and ability to learn new skills. This is crucial in dynamic work environments
where employees need to continuously update their knowledge and adapt to
changes.

o Ensuring Cost-Effectiveness: Selecting candidates who are a good fit for the
organization minimizes the costs associated with turnover, training, and potential
performance issues. It contributes to the overall cost-effectiveness of human
resource management.

o Contributing to Organizational Success: Ultimately, the selection process aims to

contribute to the overall success of the organization by assembling a talented and
motivated workforce that aligns with the company's strategic objectives

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 CHAPTER 2

COMPANY PROFILE

Maxview Now is a business information platform where local companies can advertise
themselves so that residents of their city can easily and quickly find ..

Max View is the ultimate app for movie lovers. With a vast library of movies ranging
from timeless classics to the latest blockbusters, Max View gives you in An internship
is a period of work experience offered by an organization for a limited period of time.[1]
Once confined to medical graduates, internship is used practice for a wide range of
placements in businesses, non-profit organizations and government agencies. They are
typically undertaken by students and graduates looking to gain relevant skills and
experience in a particular field. Employers benefit from these placements because they
often recruit employees from their best interns, who have known capabilities, thus
saving time and money in the long run. Internships are usually arranged by third-party
organizations that recruit interns on behalf of industry groups. Rules vary from country
to country about when interns should be regarded as employees. The system can be open
to exploitation by unscrupulous employers.

A RAD tool based on AI called A.I.M.S (Artificially Intelligent Management Software)

is invented by BuziBrAIns after 20 years of research. The highly stable solutions of
A.I.M.S helps a lot; it is also help in customizing their application as per client’s
requirement. BuziBrAIns uses A.I.M.S for computerizing complex business processes
both in manufacturing and service industry. It is easy to maintain and implement as it
is developed by A.I.M.S (Artificially Intelligent Management Software). And they are
cost effective as well.

After 10 years of successful installations and implementations of A.I.M.S Business

Process Management Solutions. BuziBrAIns started setting up the process after 10
years of installation and implementation of A.I.M.S, which is cost effective for
marketing and computerizing their applications. Its combined activities, which is
product understandings by the expert and service providers associated with services.
Their experts contact the clients on One-To-One basis and generated the leads for their

14
business associates. Technology will again play major role here as BuziBrAIns plan to
computerize the entire Supply Chain Process with direct client interactions for their
business associates.

BuziBrAIns is currently looking for a team of thousand technical & non-technical

people to be inducted in their company for expansion purpose. Business goals is
ultimate reason for it. Over 200 offices are being planned to open with 4 technical staff
to handle the clients they are associated with.

Typically, an internship consists of an exchange of services for experience between the

intern and the organization. Internships are used to determine whether the intern still has
an interest in that field after the real-life experience. In addition, an internship can be
used to build a professional network that can assist with letters of recommendation or
lead to future employment opportunities. The benefit of bringing an intern into full-time
employment is that they are already familiar with the company, therefore needing little to
no training. Internships provide current college students with the ability to participate in
a field of their choice to receive hands-on learning about a particular future career,
preparing them for full-time work following graduation.

MISSION

Our mission is to transform your shopping experience by providing seamless, convient,

and immersive journey for finding right place.

VISION

We believe in the power of collaboration and hard work .

QUALITY POLICIES

“The company is committed to be very proactive in generating competitive solution and

system while endeavouring to break and improve customer expectations by involving
the correct person and using the right method, methodology & productivity
improvement tools, using the most flexible methods.”

OBJECTIVES OF Maxview now

1. Reviewing the design and source code regularly.

15
 2. Based on the customer specifications conducted unit testing and integration
testing on each case.
3. Provide a real-time environment to execute the testing.
4. Following the coding rules.
5. To maintain the communication with the client and make the changes in SDLC.
6. Focusing on Customer Satisfaction.
7. To ensure that the projects are completed on time.
8. Maintain the performance.
9. To provide services that meets customer’s requirements and needs.
10. Training on new software.

CORE OFFERINGS

The company deals with the following technologies:

1. Fuzzy Logic,
2. Machine Languages,
3. Human Machine Interface and
4. Deep Learning.

COMPANY SERVICES

With our cutting-edge technology and user-friendly interface, we empower you to make
informed decisions effortlessly.

At Maxview Now, our mission is to transform your Shopping experience by providing a

seamless, convenient, and immersive journey for finding the right place for you. We
understand that modern consumers crave more than just a standard service – we connect
you with the ideal vendor with verified profile and quality services and products at your
doorstep. Our innovative company value proposition centers around three key pillars:
Choice, Convenience, and Quality.

Together, we'll embark on a seamless, convenient, and immersive experience that makes
finding the right place for you a breeze.

16
The company provides Customized CRM, ERP and BPM Software for Small and
Medium Enterprise (SME) Sector. The company provides Software solutions on PHP,
DotNet and Python languages to switch from one platform to another platform. The
company selects the Backend Database depending on the requirements of the project.
Over a period of time the company has understood to invest on technologies, so as to
earn profits out of it to become an independent company.

On the other hand, SME sector will not invest on technologies until and unless there is
a direct profit from them in a short span of time. And they expect more profits out of
them. Technology keeps changing and it is the biggest problem in Software
Development. And SME’s expect to have latest technologies. They usually prefer free
of cost kind of technologies, ex. Gmail. So, it is challenging to pitch them and develop
the software at low cost fulfilling all the requirements of the clients. In case of AI
(Artificial Intelligence) we specify the purpose of the target. And the same is taken for
A.I.M.S. To provide the outcome for the end user we collect the data and format them
in a given order to meet the target and its purpose.

17
Few of their Services are:

1. Supply Chain Management.

 Providing Marketing Services for Small and Medium Enterprise sectors.
 Arranging requirements for Manufacturing and Service Industry.
 Customized Inventory Management Software Services.

2. Web Enabled Services.

 Profile websites.
 Dynamic or Static HTML.
 ASP or PHP based websites.

3. Business Process Software.

 E-mail Marketing.
 Quote ERP.
 Customized Business Process Automation Software Services.

4. Training.
 Corporate Business Trainings.
 Training on ERP, CRM and BPM.

5. Franchising.

COMAPANY PROJECTS

We have developed industry-leading software and services that are used in construction
project distribution for review or bidding to reduce lead times and save .

SWOT ANALAYSIS

It is a technique undertaken to study the strength, weakness, opportunities and threats

of the individual or an organization.

Opportunities, and Threats, and so a SWOT analysis is a technique for assessing these
four aspects of your business. SWOT Analysis is a tool that can help you to analyze what
your company does best now, and to devise a successful strategy for the future.

18
1. STRENGTH

 Recognize their services in the Market or in the Real world.

 Information about the client company and Technologies.
 Their marketing strategies and promotion tools.
 Cost effective applications for SME sectors.
 Software used for developing application.

2. WEAKNESS

 As they are expanding their business, they are in short of employees.

 Very few clients are available, as they focus only on SME’s and they use
only free technologies or they won’t spend money on technology.
 They lack in full time permanent employees.

3. OPPORTUNTIES

 Utilization of latest technologies will help to attract customers from

different streams apart from SME’s.
 AI is currently trending and they have chance to build their business, as
their core is on AI (Artificial Intelligence).
 Long term relationship with the customers can help in getting more and
more projects (Inter-linking).

19
 4. THREATS

 Competition from other companies.

 Convincing the SME client to accept for the proposal.
 Managing the employees (Because they are paid very less).
 Controlling the Attrition rate.
 Changing Technologies.

AWARDS AND ACHIEVEMNENTS

1. Has Inaugurated an Incubation Center in SKIT on 10th February 2020.

2. Have conducted Recruitment Drives in the following colleges:
 Cambridge Institute of Technology, Bangalore (10th October 2019).
 Acharya Institute of Technology, Bangalore (31st October 2019).
 Sri Krishna Institute of Technology, Bangalore (5th November 2019).
 Raj Rajeshwari College of Engineering, Bangalore (12th November
2019).
 AWH College of Engineering, Bangalore (14th November 2019).
 RGM College of Engineering, Andhra Pradesh (31st December 2019).
 Jyothi Institute of Technology, Bangalore (6th February 2020).
3. Has conducted Kolar Mega Udyoga Mela in Kolar on 11th and 12th February
2020.

COMPETITORS

1. Tesco,
2. Bione Ventures Pvt Ltd,
3. Vedantu Innovation private Limited,
4. Zetwerk,
5. Zscaler,
6. Atos,
7. Scanpoint Geomatics,
8. Mindtree,
9. Unnati,

20
Employees and staff of an organization are known to be the important and integral part in
organization. The quality and efficiency of these people will decide the organization’s fate.
Therefore, selection of the right person at the right job is very important; this is when hiring
these candidates is required. Hiring the right candidate at the right the right place is said to
strategic function of the Human Resource department. Recruitment and selection is known
the process of hiring the candidates at the organization. Recruitment is the process of act
seeking and selecting out, finding and hiring candidates for specific position or job with
skills and experience required and it includes the hiring process. It is also known to be the
process of generating a pool for the qualified applicants who are interested and qualified e
to work for the organization. The process includes steps of recruitment like recruitment pl
attracting the applicant, strategy development, searching, and screening them, evaluation
control of the human resource. There are various internal and external factors that affect t
of recruitment in the organization. Different organizations acquire different steps and vari
methods of sourcing of the right candidate for the organization.

Selection is the process or procedure of matching and seeking for organizational require
with the skills and qualifications of the candidates. In simple words it is like trying to put
right person in the right place. The process of selection process starts from the screening s
recruitment. It includes the ways of conducting various tests and preliminary interviews.
required, for the reference check the final round of interview is also conducted for the
candidate.
There may be certain barriers and difficulties during the process which are to be overcome
the efficient selection of the candidates at the organization.

21
 CHAPTER 3

Object of study

Recruitment is the process of identifying and filling the vacancies in the company. It is
identifying the potential employees for the role.

The process of Recruitment is as follows:

1. JA (Job Analysis) which includes Job Description and Job Specification.

1. KSA (Knowledge, Skills and abilities) required for the position.
2. Sourcing.
2. Selecting few candidates amongst many for the position (Segregating).
3. Screening & Selection.
3. Taking interviews and selecting a candidate for the vacant position.

There are three different types of recruitment needs in an organization as shown below,

22
 TYPES OF RECRUITMENT NEEDS

PLANNED UNEXPECTED ANTICIPATED

SOURCE OF RECRUITMENT
SOURCES OF RECRUITMENT

EXTERNAL INTERNAL

 EXTERNAL SOURCE OF RECRUITMENT

It is the process of recruiting the people outside the organization, though it is

time taking and cost incurring, new talents can be found for the organization,
which helps in maintaining the balance in a firm. The external recruitment
sources are:
1. Newspaper or Television or Radio Advertisement.
2. Consultancies.
3. Employee Exchange.
4. Wanted Signboards.
5. Campus Recruitment,
6. Search on Internet.
7. Job Fair.
8. Referrals.
9. Unsolicited applicants.

23
  INTERNAL RECRUITMENT SOURCES

It is the process of searching and filling the vacant position of the organization
internally (within the organization). It is time saving as well as cost saving. The
internal recruitment sources are:
1. Transfers.
2. Promotions.
3. Ex-employees.
4. Circulars.
5. Intranet and Advertisement.
6. Employee Referral.
7. Dependents of diseased, retired, disabled and present employees.

METHODS OF RECRUITMENT

METHODS OF RECRUITMENT

DIRECT IN-DIRECT THIRD PARTY

RECRUITMENT RECRUITMENT RECRUITMENT

STAGES OF RECRUITMENT

There are two stages of recruitment,

1. Pre- recruitment.
2. Post- recuritment.

24
There are various steps in pre-recruitment and they are as follows:

 Sourcing the profiles of the position.

 Screening.
 Informing the candidates about the interview.
 Arranging an interview for the candidates.
 Sending the interview call letter to the candidates.
 Conducting the interview. It consist of various rounds-
▪ Aptitude,
▪ Group Discussion,
▪ Personal Round,
▪ Technical Round,
▪ HR round and
▪ Managerial round.

Similarly, Post-recruitment also have certain steps:

 Selection of candidate,
 Issuing offer letter,
 Compeleting the joining formalities,
 Induction program,
 Internal System and Email ID creation,  Issuing ID cards and visiting passes
and  Monitoring their performance.

SELECTION CRITERIA

1. Education.
2. Past Experience in any organization.
3. Physical Characteristics of the candiadte.
4. Personality Characteristics of the candidate.

METHODS OF SELECTION

1. Testing (Aptitude).
2. Gathering Information about the candidate.
3. Interviewing the candidate.

25
RECRUITMENT PROCESS OF BuziBrAIns

1. Technical Positions
 Personal interview.
 Written technical test on SQL, HTML and SDLC.
2. Non-Technical Positions
 Personal Interview.
 Written test on Business Management topics.


PRE- RECRUITMENT PROCESS AT BuziBrAIns

CAMPUS RECRUITMENT PROCESS

For Details about BuziBrAIns Campus Recruitemnt Drive:

• No. of Candidates: Min.50 to Max.2000 (Please inform us the approx. no. of
Candidates 2 days prior of the actual event).
• All Candidates must carry their latest resumes with passport size phtographs.
• Arrangement Required: Place should have LCD Projector, Computer System
with Internet connection, White board and Markers.
• Minimum 5 Volunteers amongst Candidates (Number of Volunteers depends on
the No. students).

The event schedule could be as follows:

1. Pre placement Talk with BuziBrAIns introduction presentation

• Compulsory Attendance for all candidates appearing for the recruitment
drive.
• Candidates NOT present for placement talk will not be allowed to appear
for recruitment rounds.

26
 2. Recruitment Process Rounds

Technical Positions Round 1 Written Test

(30m)

Round 2 Personal Interview

Non-Technical Personal Interview
Positions

3. Rules for Written Test

• Answers must be written on the BACKSIDE of the CV’s or Resumes.
• No scribbing or rough work on the question paper.
• Start Time and End Time should be mentioned on the BACKSIDE of
the CV where answers are written.
4. Rules for Personal Interview
• Compulsory Language-English
• Candidates must WRITE on their Backside of the CV’s
1. Name of the Position.
2. The qualities which they possess for the position they apply. Only
the words not the essays.

POST SELECTION ON BOARDING PROCESS AT BuziBrAIns

Type of Employment Full Time

Roles and As per Position offered and mnetioned in JD provided.
Responsibilities To be spelled out in Job Offer Letter
Minimum Period to 1 Year
be served

Reporting location Nearby Regional Office/ Colloge Incubation Center

27
 Joining Formalities 1. Discussio about Salary package & Responsibilities in
college or regional office.
2. Once clear about Role & responsibilities, signing of
Employee Undertaking with Joining Assurance
Amount (Rs.15,000/-). The amount will be refunded
once the candidate completes 3 months probation
period.
3. Document Submission with Joininhg Assurance
Amount paymnet by candidates depending on the
type of employment.
4. Confirmation of Joining Dates and Assigning of
Reporting head to respected Reporting Location.

Documents to be 1. Identity Proof with Photo (College ID, Adhaar Card,

Submitted Pan Card,etc.) – 2 Photocopies.
2. Address Proof – 2 Photocopies.
3. Academic proof. (Recent mark sheet and NOC letter
from college) – 2 Photcopies.
4. Employee Undertaking (Original and Photocopy).
5. Character Certificate from Regional Police Station
(Original and Photocopy).
6. 3 Passport Size Photographs.

Joining Formalities 30 Days from Date of Result Declaration

Deadline
Joining Date Within 6 Months of Result Declaration
Probation Period 3 to 6 Months
Appraisal Every 3 months
Training Period On Job Training till service period continues

The positions in BuziBrAIns are:

1. A.I.M.S. Software Developer.

2. A.I.M.S. Implementation Engineering.
3. Franchisee Business Co-Ordinator.
28
 CHAPTER 4

SCOPE AND RATIONARLE OF THE STUDY

The scope of Recruitment and Selection is very wide and it consists of a variety of
operations. Resources are considered as most important asset to any organization.
Hence, hiring right resources is the most important aspect of Recruitment. Every
company has its own pattern of recruitment as per their recruitment policies and
procedures.

The scope of Recruitment and Selection includes the following operations

Dealing with the excess or shortage of resources
Preparing the Recruitment policy for different categories of employees
Analyzing the recruitment policies, processes, and procedures of the organization

• Identifying the areas, where there could be a scope of improvement

• Streamlining the hiring process with suitable recommendations

• Choosing the best suitable process of recruitment for effective hiring of resources

Any organization wants it future to be in good and safe hands. Hence, hiring the
right resource is a very important task for any organization.

scope of Recruitment and Selection includes the following operations − Dealing

with the excess or shortage of resources. Preparing the Recruitment policy for
different categories of employees. Analyzing the recruitment policies, processes,
and procedures of the organization. Online recruiting management systems create
a one-stop application process for job seekers. With the help of an applicant
tracking system (ATS) and candidate relationship management (CRM) software,
a recruiter can increase his or her client database and provide an overall better
candidate experience

The objective is to align the skills and competencies of candidates with the
requirements of the job. This ensures that the selected individuals can perform
effectively in their roles.

29
 An employee recruitment policy in HRM is defined as a set of guidelines that
manage the process of sourcing, selecting, and hiring new employees. It includes
various functions like job analysis, identification of sourcing channels, defining a
screening criterion, and scheduling interviews. It helps in ensuring consistency,
fairness, and effectiveness in the hiring process.

The aim of an employee recruitment policy is to frame a clear set of rules for the
hiring process of an organization. It serves the following purposes:

• Ensuring consistency and fairness in the recruitment process.

• Aligning the hiring needs with organizational goals and objectives.

• Minimizing risks by adherence to governmental rules and regulations.

• Attracting top-quality candidates.

• Promoting a diverse and inclusive hiring process.

• Boosting the company’s brand image among the best talent.

The recruitment policy has a wide scope encompassing all the stages of the
recruitment process and applies to all organizational locations and departments.
The applicability of the policy extends to all employees irrespective of their roles
or tenure. Thus, it ensures that the entire organization adheres to a single code of
conduct on recruitment, regardless of the position, location, or department.

The recruitment policy has a wide scope encompassing all the stages of the
recruitment process and applies to all organizational locations and departments.
The applicability of the policy extends to all employees irrespective of their roles
or tenure. Thus, it ensures that the entire organization adheres to a single code of
conduct on recruitment, regardless of the position, location, or department.

A policy that highlights the guidelines for attracting, selecting, and hiring candidates, while
ensuring fair practices, legal compliance and alignment with organizational objectives is
known as an employee recruitment policy.

While there are many essential components of an employee recruitment policy, the key
components are:

• Clear communication

• Fair and equal opportunity for all

30
 CHAPTER 5

LITERATURE REVIEW

Recruitment & selection is a process that enables us to manage and lead people in our
organization. It is helps to know the capacity of the organisation to take part in few key
events. It also helps in understanding the workforce sources in an organization, in order
to understand the competitive advantages. Although all employees won’t engage, it is
proved that most of the employees utilise this methods and process. Managers usually
won’t encourage employees for discussion and the problem arises here. Employees are
blamed for the failures in the process, instead of knowing the weakness in the
techniques, methodology, practices and the process which has errors. All the errors are
not because of the methods, few are due to the human errors and decisions. It actually
depends on the new candidate hired, their potentiality and their effectiveness in aiming
for the organizational goal. Reduces Labour Turnover & Better Employee Morale are
effective results of R & S process. Ineffective recruitment is loss to both candidate and
the organization, as it is waste of time and money (The employee might leave the
organization). Recruitment process involves valid practices in reality. Generally,
Managers wait for the feedback from their sub-ordinates (Line Managers) to have an
idea about incubation period and procedures to find out the mistakes and rectify it. Most
of the firm do not consider labour turnover. Selection process follows traditional
methods which consist of interviewing, testing, assessment, application forms,
references and few more. Selection process has both its merits and demerits. The best
Selection technique is the one which has effective reliability and validity.

It explores the utilization of Fidelity Bank for the R & S process for convergence for
exploring its effects of organization. When a survey was conducted many enlisted
factors came out and uncovered choice criteria was out, which made an impact on the
capital of the organization and also on association executive. As many difficulties
solved by the association executive, the R & S criteria become stronger and better,
utilising all resources in the organization.

31
Recruitment is the process of identifying and searching potential workers and
enhancing their skills and empowering their employments. Determination is the key
factor, through which the organization classify their employees. They select the
candidate who has meet the organizational goals with all conditions applied without
any restrictions. Hence it is suggested to follow all kinds of recruitment strategies for
selecting the best candidates for the vacant positions and also to enhancing the
performance.

The key factor that drives the Human Resources is R & S process, which has inspired
many associates. For better conclusive results, productive recruitment and selection are
used.

The Ultimate aim of R & S is to accomplish the objective of human asset administrative
work, which is fundamentally set up on execution of association in the organization.
This is to differentiate between recruitment process and selection practices followed in
an organization for business development. Many difficulties occur on this process and
they are distinguished as boundaries of recruitment and laborers of selection, which
consists of improper occupation investigation, low level of competency representatives,
poor HR assets, bad enrolment techniques and poor choice of workers, lack of offices
and infrastructure, and absence of expertise guidance. The R & S process reflect
necessary activities of followed in the organization.

There is a statement, “One wrong choice and the entire firm will end up in inefficiency”.
R & S is the process to understand the ability of the organization, as it the main key for
business development and achievement. The process of R & S is performed depending
on the convictions. All the candidates, Managers & General Representatives can
identify and resolve their problems and maintain their standards without affecting their
jobs.

32
As Human Capital sources are providing best outcomes and esteemed resources which
are cherished, the business associates have starting focusing on it from the past decades,
in addition to recruitment and selection. There should be a list of accessible HR, which
helps in making better decisions for the associates leading them as the upper hands
while selecting.

HR abilities, information and insights are rapidly improving themselves in their fields,
with advance learning for improving the economy also well. In which, authoritative key
assets play a prominent role, for example, capital. Recruitment being the first stage of
improvement, which focuses on showcasing the abilities of the candidate and
identifying the potential out of them, keep in mind that the candidate should continue
long term relationship with the organization. And also improve his skills accordingly.
Therefore, one should know the complete usage of the procedure, methods and
techniques along with recruitment framework. It becomes an essential part in building
the organization goals.

The Recruitment process is to make better arrangements and better plans for their business.
It enables them to make choices and provide opportunities to evaluate the process. The
process is to search for the candidate from a group of people, one candidate is chosen, who
acquires all the skills and knowledge and who can a perfect suit fit for role to perform the
assigned task in given time effectively. “It’s the way of finding candidates to submit the
work assigned, which involves skills” is the formal definition of recruitment. The process
starts when the organization is in search of fresh or new candidates for the role and it ends
when the candidate submits the documents. One amongst many candidates is chosen from
the pool of candidate. Only those candidates are chosen whose profile matches with the
requirements of the firm. The candidate’s profile should be attractive enough to select and
it should seek the attention of the competitors.

The entire process of Advertisement is providing information to the candidates, getting their
details and resumes, screening the applications, arranging an interview, talking (informing
the candidate about the interview), testing them based on the workforce criteria.

33
If the organization has to enhance its authoritative results, the firm has to improve its
recruitment and selection procedures. To enhance this feature, so as to be updated and
active in R & S process, an examination paper was been set up with a name-
“Recruitment & Selection”. It will also provide information and also to light up the
people about this process and its procedure in the Real World. The ultimate goal to
affect the authoritative results positively, by changing the enrolment techniques and
selection representatives for better recruitment decision following the principle
objectives.

Training is essential for enhancement and development of the skills the candidate.
Therefore, continuous Training & Development process should take part in the
organization and it should be measured, so as to check if organizational objectives are
met.

The correct of managing the R & S is the key source of success as well as for keeping
hopes on organizational activities and also to maintain the relationship with the
candidates and other organizations. It creates a powerful impact on the organizational
goals.

The SME (Small and Medium Enterprise) selection practices of recruitment has been
indicated to enhance and improve the administrative practices in these sectors, which
suggest suitable human assets and methods for the completion of the process. This helps
to achieve the maintain the tends in SME’s through R & S process, which act as a major
element in making it possible and successful. The director honestly considers this for
the survival, achievement and development of SME’s.

The corporate blueprint of managing the staff and the method of approaching the HR
concepts should satisfy the objectives of the execution and it should also fulfil the
additional repayment process as well.
The Quality and work show off indicates the HRM Approaches followed by them in an
organization to satisfy the collision of staffing and managing.

34
It is very important to observe the HRM principles and strategies for effective Human
Resources Management.

Fulfilling the HR needs and activities by developing competitive advantage in the

organization. And also assist the employee in the organization to reach the targets.
Potential enough to accept the changes and survive in the Global Markets, meeting the
HRM objectives. The main focus of R & S process is to enhance and increase employee
career development opportunities and activities.

The powerful relationship between hierarchical achievements and administration is

clearly mention by the hypothetical reason which incorporates n number of elements
(including the characteristics of pioneers) and their advancement for improving those
characteristics. Proof plays a vital role in Administrative hypothesis, as it leads the
investigation with its significance and its components related to the process, which in
turn guides us to achieve the pioneer’s authoritative goals. There are different variables
with plays active role in building the framework and enhancing the skills and techniques
used, in addition to the expert suggestion for better and best outcomes.

Along with training Employee commitment is very essential for the success of the
organization.
As a part of this development program, they follow many HRM Strategies and
Approaches. It also effects the employee turnover ratio of the firm.

It focuses on the HRM concepts, which are classified as hard and soft approaches. The
Hard part of HRM approach focuses on managers, tasks, outcomes and development,
whereas the Soft HRM approaches focuses on the quality, performance, work
environment, employee rights, negotiation, time flexibility and some other factors.

The HR practices leads to knowledge transfer. They consider 4 major functions of

HRM, they are: Planning, Management, Appraisal and Rewards.

35
 CHAPTER 6

RESEARCH DESIGN
PROBLEM STATED

In current scenario, it is difficult to find qualified employees for the organization.

Searching, recruiting and selecting the candidate to fulfil the vacant position in the firm
is time consuming as well as cost incurring process. In spite of training process, if the
candidate does not excel in the field, it is a big loss for the company as well as for the
candidate in terms of time. Hence, it is difficult to find a talented and qualified
employee with this labour market. The competition is very tight as there are only few,
who does justice for their roles. This makes organization to conduct the R & S process
very effectively, so that it results in improving the efficiency of the company and also
to retain the talents in the firm.

NEED FOR THE STUDY

In order to fix the gap between the current and latest techniques, methods and procedure
used for the R & S process and also to identify relationship between them & to adapt
the new changes in the markets, so as to perform well and increase the sales. These new
techniques will help to, retain the talents and to remove the lazy employees and it also
helps in hiring correct person for the suitable position at the proper time in future.

OBJECTIVES

1. The first and fore most objective is to analyse recruitment practices and selection
procedure, currently followed by BuziBrAIns.
2. The second objective is to identify if the employees are satisfied with the current
recruitment practices followed by BuziBrAIns (Employee satisfaction level)
3. To know the about factors that are affecting the performance of organization.

36
SCOPE OF STUDY

This study speaks about the R & S process practiced by BuziBrAIns. Detailed
description of R & S process is studied and reported. It also analyses the employee
satisfaction levels at BuziBrAIns, along with the ethical practices followed in
BuziBrAIns. This study compares the R & S process followed by BuziBrAIns with the
actual/standard R & S process carried out in the organization.

RESEARCH-METHODOLOGY

Research design

Research-Design is a process in which information is collected and analysed, so as to

provide solutions for the problem. It is a method used to find solutions for questions
asked in research. There are 4-types of Research Design, namely:
1. Descriptive Research Methodology,
2. Correlational Research Methodology and
3. Experimental Research Methodology.
4. Causal- Comparative Research Methodology.
Research Methodology is systematic method which is used to collect information about
a particular topic and to do detailed study on that topic. Currently we are using
descriptive research methodology for this study.

Sample Size

Sample Size is number of respondents or people selected from a population to collect

data/samples for computing in the research. The sample size for this study is 80.

Sampling-Technique

Sampling-Techniques is the process by which the sample for the research or study is
selected. This helps in selecting a group for the survey, as it is difficult to do the survey
for the entire world’s population. Various types of sampling techniques are there and
they are mentioned below:

37
 1. Simple Random Sampling-Techniques,
2. Systematic Sampling-Techniques,
3. Clustered Sampling-Techniques,
4. Quote Sampling-Techniques, 5. Convenience Sampling-Techniques,
6. Snowball Sampling-Techniques.
7. Stratified Sampling-Techniques and
8. Purposive Sampling-Techniques.
The Sampling-Technique used in the study currently is Simple Random
SamplingTechnique.

Data Collection

Questionnaires is the primary data collection source and through articles, books and
company website Secondary data collection has been carried out.

Research tool

Research tool is an instrument or means through which the research is carried out, for
example, Surveys, Questionnaires, etc. Chi-Square test is the research tool used in the
study.

HYPOTHESIS

H0: The recruitment and selection process have unfavourable impact on the
organization.
H1: The recruitment and selection process have favourable impact on the organization.

LIMITATIONS

1. As there was time constraint, limited information was collected. Employee’s

busy work life can also be the reason to collect minimal information.
2. The information collected and analysed from the employee might be biased.

38
 CHAPTER 7

DATA ANALYSIS AND INTERRETATIONS

Employee working Duration in the organization?

Table showing Employee working Duration.

DURATION NO. OF RESPONDENTS

0-1 35

1-3 20

3-5 15

5-7 10

Inference:

It is very clear from the above table that 45% of the employee have worked for 0-1 year,
24% of them have served 1-3 years, 18% of them have served from 3-5 years and 13%
of them have worked for 5-7 years in the organization.

Employee working Duration

40

30

20

10

0
0-1 years 1-3 years 3-5 years 5-7 years

Fig 4.1: Graph showing Employee working Duration.

Interpretation:

The above graph tells that majority of the employees working in the organization
between 0-1 years.
39
 Recruitment source that fits for the company?

Table showing Recruitment source.

SOURCES NUMBER OF RESPONDENTS

Internal Sources 25

External Sources 55

Inference:

32% of recruitments are done through utilizing Internal sources and 68% are done
through utilizing external sources is depicted from the above table.

Methods of Recruitment
80%

60%

40%

20%

0%
Internal Sources External Sources

Fig 4.2: Graph showing recruitment method that fits for the organization.

Interpretation:

Above graph depicts that external sources of recruitment is preferred by the employee
and the organization to find or hire new employees, rather than internal source of
Recruitment fits the company.

Websites used by the organization for hire employees?

40
 Table showing the Websites used for hiring employees.
WEBSITES NUMBER OF RESPONDENTS
Naukri 30
Internshala 20
LinkedIn 12
Indeed 10
Monster 08

Inference:
From the above table we can say that, 40% use Naukri, 25% use Internshala, 14% use
LinkedIn, 11% use Indeed and 10% use Monster for hiring employees using websites
or job portals.

Websites for hiring

35

30
25
20 15
10 5
0
Naukri Internshala LinkedIn Indeed Monster

Graph showing websites used by the organization for hire employees.

41
Interpretation:

Naukri is the website or the job portal majorly used by the organization to hire new
candidate when compared to other websites. Internshala is the second website used for
hiring. These websites help in identifying and selecting the potential candidates.

Does the organization verify the vacant positions before the process of recruitment?

Table showing the analysis of vacant positions before hiring.

PARTICULARS NUMBER OF RESPONDENTS
Strongly-Agree 20
Yes 50
Maybe 10
No 0
Strongly-Disagree 0

Inference:

The above table says that 25% of employees Strongly-Agree that the organization
verifies the vacant positions before the Recruitment process. 64% of the employees
Agree and the remaining 11% of the employees have given their opinion as Neutral.

Verification of Vacant Positions

60
50 40
30
20
10
0

Strongly-Agree Yes Maybe No Strongly-Disagree

42
 Graph showing verification of vacant position
.

Interpretation:

It is concluded that verification of the vacant position is done before the recruitment
process, as most of them Agree. And few of them have a neutral opinion on it.

Analysis of Chi-square

H0: Verification of vacant position is not done before recruitment process.

H1: Verification of vacant position is done before recruitment process.

N= Total Frequency= 20+50+10+0+0= 80

Np= 80/5= 16

O E (O-E) (O-E)2 (O-E)2/E

20 16 4 16 1

50 16 34 1156 72.25

10 16 -6 36 2.25

0 16 -16 256 16

0 16 -16 256 16

80 107.5

DF(V)= 5-1= 4
Chi-square (0.05) (Tabulated value) = 9.488> Chi-square (Calculated value) = 107.5

43
Interpretation:

As the Value calculated of is greater than the value tabulated, it is significant. H0 will
be rejec
ted. Since there it is significant, the verification of the vacant positions is done before
recruitment process. H1 will be accepted.

Conducting on time Recruitment and Selection process?

Table showing Timely recruitment and selection process.

PARTICULARS NUMBER OF RESPONDENTS

YES 60

NO 20

Inference:

From the above table, it is predicted that 75% of employee in the organization think that
the organization conducts timely R & S process and 25% think that the company won’t
conduct.

Timely recuritment and selection process

70
60
50
40
30
20
10
0

Yes No

44
 Graph showing Timely R & S process.

Interpretation:

We can interpret that, most of the employees think that the organization conducts R &
S process on time. On the other side, few of them think it does not conduct R & S
process on time.

Is Employee Performance affected by the R & S process?

Table showing Employee performance.

PARTICULARS NUMBER OF RESPONDENTS

Yes 55

Maybe 15

No 10

Inference:

70% of employee says that performance depends on R & S process, whereas another
19% of employees says that performance may or may not be based on R & S process
and the remaining 11% says that performance won’t depend on R & S process.

Performance of the employees

60
50
40
30
20
10
0
Yes Maybe No

45
 Graph showing Performance of the employee.
Interpretation:

R & S process has no effect on the employee performance in company, is clearly

understood from the above graph. Though few of them think it affects the performance
majority thinks it won’t affect the performance.

Table showing Scope for improvement in R & S process.

PARTICULARS NUMBER OF RESPONDENTS

Strongly-Agree 15

Yes 50

Maybe 10

No 5

Strongly-Disagree 0

Inference:

The above table says that 15% of the employee Strongly-Agree, 50 % of the employee
say Yes, 10% of the employee have a Neutral opinion, and 5% of the employee says
No, that there should be a scope for improvement in the R & S process.

Scope for improvement

60
50
40
30
20
10
0

Strongly-Agree Yes Maybe No Strongly-Disagree

Graph showing Scope for improvement.

46
Interpretation:

From the above graph, we can get a clear picture about the employees view about
enhancing in the R & S process. The most of the employees Agree that there is a scope
for improvement in the R & S process.

Table showing increase in company’s performance.

PARTICULARS NO. OF RESPONDENTS

Strongly-Agree 30

Yes 45
Maybe 0

No 5

Strongly-Disagree 0

Inference:

Above table says that 38% of the employee Strongly-Agree, 56 % of the employee says
Yes, and 6% of the employee says No, that the organization should follow fair practices
of R & S process for increasing company’s performance.

Company's performance
50

40

30

20

10

0
Strongly-Agree Yes Maybe No Strongly-Disagree

Graph showing increase in company’s performance.

47
Interpretation:

It is suggested to follow Fair practices of R & S process by majority of the employees

in the company as it impacts on employee performance and also on the company’s
performance in the markets.

Analysis of Chi-square

H0: Fair practices of R & S process will not increase the organisation’s performance.

H1: Fair practices of R & S process will increase the organisation’s performance.

N= Total Frequency= 30+45+0+5+0= 80

Np= 80/5= 16

O E (O-E) (O-E)2 (O-E)2/E

30 16 14 196 12.25

45 16 29 841 52.56

0 16 -16 256 16

5 16 -11 121 7.56

0 16 -16 256 16

80 104.37

DF(V)= 5-1= 4
Chi-square (0.05) (Tabulated value) = 9.488> Chi-square (Calculated value) = 104.37

48
Interpretation:

As the value calculated is greater than the value tabulated, it is significant. H0 will be
rejected and H1 will be accept, hence it is significant, and the changes will increase the
company’s performance by following fair practices in recruitment and selection
process.

4.9 Initial Screening of the candidates is done by the recruitment team?

Table 4.9: Table showing Initial Screening of candidates.

PARTICULARS NUMBER OF RESPONDENTS

YES 70

NO 10

Inference:

It is analysed that 88% of employee in the organization think initial screening of the
candidate is done by the recruitment team and the remaining 12% think that it is not
conducted by the recruitment team.

Initial Screening of the candidate

49
 80

70 60
50
40
30 20
10
0
Yes No

Fig 4.9: Graph showing initial screening of the candidates.

Interpretation:

Many people working in company think the initial screening the candidate is carried
out by the recruitment team, which helps them to hire a candidate for a vacant position
in the organization.

Table showing Employee Awareness about the vacant positions.

PARTICULARS NUMBER OF RESPONDENTS

YES 55

NO 25

Inference:

It is very essential to inform the vacancies in the organization internally. Once it is

communicated internally, it will be communicated externally as well, so that the talents
are retained in the company. 70% of the employees are aware about the vacancies and
30% of the employees are unaware about the vacancies.

50
 Employee awareness about vacant positions
70

60

50

40

30

20

10

0
Yes No

Graph showing employee awareness about vacant positions.

Interpretation:

In order to be successful in R & S process, it is important to communicate about vacant

positions internally as well as externally. From the above graph, it is depicted that most
of the employee are aware about the vacant positions in the organization.

Table showing importance of Employee Referrals.

PARTICULARS NUMBER OF RESPONDENTS
Strongly-Agree 15
Yes 45
Maybe 15
No 5
Strongly-Disagree 0

Inference:

Above graph we can say that 56% of the employees Agree that Employee Referral plays
a essential role in hiring new talents for company. 19% of the employees StronglyAgree

51
and 6% of the employees Disagree and another 19% of the employees have a Neutral
opinion.

Importance of Employee Referral

50
40
30
20
10
0

Graph showing significance of Employee Referral.

Interpretation:

Above graph concludes that majority of the people in the company prefer Employee
Referral for hiring new talents for the vacant position in the company, which helps them
to build relationship as well as to gain loyal employees.

Table showing motivation by internal source of recruitment.

PARTICULARS NUMBER OF RESPONDENTS
Strongly-Agree 5
Yes 70
Maybe 5
No 0
Strongly-Disagree 0

52
Inference:

Above graph says that 88% employee in the organization think that internal hiring will
motivate the employees within the organization as it provides them assurance about
their job. Whereas the remaining 6% of the employee have Strongly Agreed and have
Neutral opinion about it respectively.
Motivation from Internal Hiring
80 70
60
50
40
30
20
10
0

Strongly-Agree Yes Maybe No Strongly-Disagree

Graph showing Motivation by Internal Hiring.

Interpretation:

Internal Source of recruitment will help in motivation the employee in the company is
depicted from graph above, as most of the employees agree. It helps in bonding
employee and organization and having long term relationships.

Analysis of Chi-square

H0: Internal Source of hiring will not motivate the people in the company.

H1: Internal Source of hiring will motivate the people in the company.

N= Total Frequency= 5+70+5+0+0= 80

Np= 80/5= 16

O E (O-E) (O-E)2 (O-E)2/E

53
 5 16 -11 121 7.56

70 16 54 2916 182.25

5 16 -11 121 7.56

0 16 -16 256 16

0 16 -16 256 16

80 229.37

DF(V)= 5-1= 4
Chi-square (0.05) (Tabulated value) = 9.488> Chi-square (Calculated value) = 229.37

Interpretation:

The value calculated is greater than the value tabulated, and therefore H1 is significant.
H1 will be accept and H0 will be rejected. From this it is said that Internal Source of
Recruitment or hiring will motivate the employee to stick with the organization.

Table showing Employee Satisfaction with current R&S.

PARTICULARS NO. OF RESPONDENTS
Highly-Satisfied 15
Fully-Satisfied 40
Maybe 15
Not so satisfied 10
Highly-Dissatisfied 0

54
Inference:

Many people working in the company are Fully-satisfied with the current R & S
process. The table above says that 19% of employee are Highly-satisfied, 51% of
employee are Fully-Satisfied, 19% of the employee have an opinion Maybe and 11%
of the employee are Not so satisfied.

Satisfied with current R & S

45
40
35
30
25
20
15
10 5
0

Graph showing satisfaction of employees with current R & S.

Interpretation:

Many people working in company are fully-satisfied with the current R & S process
followed by company or organization is concluded from the above graph.

Table showing Employee Turnover.

PARTICULARS NUMBER OF RESPONDENTS

Strongly-Agree 10

Yes 45
Maybe 15

No 5

Strongly-Disagree 5
55
Inference:

Table above suggest 12% employee Strongly-Agree, 56 % people says Yes, 20% people
have Maybe opinion, 6% of the employee Disagree, and 6% people StronglyDisagree
hiring right candidate will decrease the employee turnover in the organization.

Employee Turnover
50

40

30

20

10

0
Strongly-Agree Yes Maybe No Strongly-Disagree

Graph showing Employee Turnover through hiring.

Interpretation:

Table above will say that many people in the company Completely-agree that hiring the
right talent for the vacant positions will decrease the employee Turnover.

Referred candidates are preferred by the Organization?

Table showing Referred Candidates.

PARTICULARS NUMBER OF RESPONDENTS

YES 60

NO 20

56
Inference:

From the above table it is clear that 75% of the employee thinks that preference for
referred candidates is more when compared to others. And remaining 25% of the
employee thinks, that the organization does not consider referred candidates.

Referred Candidates
70

60

50

40

30

20

10

Yes No

Graph showing Referred Candidates.

Interpretation:

As shown in the above graph, majority of the employees in the organization think that
new candidates hired are selected by the preference of reference by the employees
working in the organization.

Table showing Employee Satisfaction with R&S process.

PARTICULARS NO. OF RESPONDENTS
Highly-Satisfied 15
Fully-Satisfied 65
Maybe 0
Not so satisfied 0
Highly-Dissatisfied 0

57
Inference:

From the above table, it is commented that many of the people working in the company
are Fully-satisfied with the R & S process. 20% of the employee are Highly-satisfied
and 80% of the employee are Fully-Satisfied with the recruitment and Selection
process.

Satisfaction with R & S process

70
60
50
40
30
20
10
0
Highly-Satisfied Fully-Satisfied Maybe Not so satisfied Highly-Dissatisfied

Graph showing Satisfactory level of employees with R & S process.

Interpretation:

From the above graph, it is depicted that all or many people working in the company
are Fully-satisfied with the R & S and selection process practiced by the company.

Analysis of Chi-square

H0: Employee Dissatisfied with R & S process practiced in company.

H1: Employee Satisfied with R & S process practiced in company.

N= Total Frequency= 15+65+0+0+0= 80

Np= 80/5= 16

58
 O E (O-E) (O-E)2 (O-E)2/E

15 16 -1 1 0.06

65 16 49 2401 150.06

0 16 -16 256 16

0 16 -16 256 16

0 16 -16 256 16

80 198.12

DF(V)= 5-1= 4
Chi-square (0.05) (Tabulated value) = 9.488> Chi-square (Calculated value) = 198.12

Interpretation:

The value calculated is greater than the value tabulated, H1 is accept as it is significant.
H0 is rejected. Thus, people are satisfied with the R & S process in company.

Table showing Satisfaction on Selection Policies.

PARTICULARS NO. OF RESPONDENTS
Highly-Satisfied 15
Fully-Satisfied 55
Maybe 10
Not so satisfied 0
Highly-Dissatisfied 0

59
Inference:

20% people are Highly-satisfied and 69% employee are fully-Satisfied and 11%
employee have Maybe opinion on the Selection Policies followed by the organization,
this is depicted from the above table.

Satisfaction on Selection Policies

60

50

40

30

20

10

0
Highly-Satisfied Fully-Satisfied Maybe Not so satisfied Highly-Dissatisfied

: Graph showing Satisfactory level on Selection Policies.

Interpretation:

Many people working in the company agree that selection policies followed by
company is satisfactory.

Table showing Systematic and Regular process of R & S.

PARTICULARS NUMBER OF RESPONDENTS

Strongly-Agree 15

Yes 45
Maybe 10

No 5

Strongly-Disagree 0

60
Inference:

Above table says that, 19% employee Strongly-Agree, 54% of people Fully-Agree, 11%
people have Maybe opinion and 6% people Fully-Disagree that the organization follows
Systematic and Regular process of Recruitment and Selection.

Systematic and Regular Process of R & S

50
40
30
20
10
0

: Graph showing Systematic and Regular process of R & S.

Interpretation:

Though few people working in company consider that company won’t follow
Systematic and Regular process of R and S. From above graph it is also said that many
people working in company agrees that company follows Systematic and Regular
Process of R & S.

The performance of Human Resource department is satisfactory?

Table showing Satisfaction on performance of HR department.

PARTICULARS NO. OF RESPONDENTS
Highly-Satisfied 10
Fully-Satisfied 45
Maybe 20
Not so satisfied 5
Highly-Dissatisfied 0

61
Inference:

From the above table we can say that 10% employee are Highly-satisfied, 54% of the
employee are Fully-Satisfied, 25% people have neutral opinion and 6% of the employee
are not so satisfied with the Performance of the Human Resource department in
company.

Satisfaction on Performance of HR department

50
40
30
20
10
0

Graph showing Satisfactory level on performance of HR department.

Interpretation:

Graph above says that many people working in company are fully-satisfied with the
performance of the Human Resource department in company.

Table showing overall rating of R & S in organization.

PARTICULARS NUMBER OF RESPONDENTS
Excellent 5
Good 25
Average 50
Bad 0
Worst 0

62
Inference:
6% of the employee have rated excellent, 32% of the employee have rated good and
remaining 62% of the employee have rated average as their response for overall R & S
process in the company by the above table.
Overall Rating Of R & S
60

50

40

30

20

10

0
Excellent Good Average Bad Worst
Graph showing overall rating of R & S in the company.
Interpretation:

The graph above will conclude that many people working in the company have rated
average for the entire R & S process that has the company is following.
Analysis of Chi-square

H0: Dissatisfied with Overall performance of R & S process followed in company.

H1: Satisfied with Overall performance of R & S process followed in company.

N= Total Frequency= 5+25+50+0+0= 80

Np= 80/5= 16

63
 O E (O-E) (O-E)2 (O-E)2/E

5 16 -11 121 7.56

25 16 9 81 5.06

50 16 34 1156 72.25

0 16 -16 256 16

0 16 -16 256 16

80 116.87

DF(V)= 5-1= 4
Chi-square (0.05) (Tabulated value) = 9.488> Chi-square (Calculated value) = 116.87

Interpretation:

The calculated chi-square value is greater than the tabulated value, H1 is accept as it is
significant. H0 is rejected. Hence, it is stated that people working in the company are
Completely-satisfied with the R & S process followed by the company.

64
 CHAPTER 8
FINDING, SUGGESTIONS

FINDINGS

1. The company follows external recruitment source for hiring new talents via
contracts which is beneficiary for company.
2. The R & S process, methods and practices followed in the company gives
positive outcomes.
3. This process involves attracting talents and increasing the networks all across
the country.
4. From the above survey, we can say that R & S process followed in the
organization is excellent.
5. Best screening process is done prior recruitment, in order to save time and hire
effective employee.
6. The ultimate objective of conducting interviews, R & S process is to find new
talents for innovative ideas and expand their business.

SUGGESTIONS

1. The organization should follow Internal Sources of Recruitment for retaining

the talented employees in the company and promoting them for higher positions.
Internal Sources of Recruitment also helps in motivating the employees in the
organization.
2. More chances for new talents should be provide without considering their
experience of working.
3. Work life balance of the employees can be improved. As working hours are more
and the employee will not be spending quality time with family& friends.
4. The organization can use more Advertisement Media for increasing their
business and it also helps to compete with the competitors.
5. Few changes in R & S process will enhance business of the company (Ethical
Changes).
65
 CHAPTER 8

CONCLUSION

Managing the organization is capable by the R & S process. It will also help in leading
company. It’s a competitive benefit for increasing the workforce of company. It helps
in classifying and managing different levels, so as to avoid conflicts in the organization.

Utilisation of Fair, valid and reliable R & S process helps in improving the business by
the point view of market. This process helps in decision making in critical situations.
To know the employee satisfaction levels R & S process can be used. Motivational &
encouraging activities can be conducted to enhance the skills of the employee.
Identifying the strengths and weakness of the employee is very essential for
organizational growth, as it will inversely affect the overall performance of the
organization. Training facilities will be provided to the candidates based on it. Few
changes in the R & S process can help company to grow. Talented employees are
retained and new talents are found for the job to reach the goal. Effective R & S process
helps to decrease employee turnover in the organization. Recruitment process requires
certain attempts and cost for it to be successful. It also helps to boost the morale of the
employee. It improves the communication internally within the organization. Selection
tools included assessment, testing, etc. It determines the validity and reliability of the
company.

Above study, says many people working in company are quite happy with the R & S
practiced by company.

66
 CHAPTER 9

LIMITATIONS OF THE STUDY

• Relinquishing Control. It may happen that you need to relinquish your control regarding various
aspects of business operations. ...
• Time, Money and Effort. ...
• Time-consuming. ...
• Lack of Coordination. ...
• Deteriorating Quality of Hire.

1. Relieving the Burden

Gradually as your startup or small business grows you keep on adding new employees
and locations. Eventually, it becomes really difficult to micromanage every aspect of the
business at the base level. Having a dedicated recruitment team helps you relive the extra
burden of time-consuming activities such as recruitment and implementing policies. This
saves a lot of time which can be spent in other fruitful activities such as marketing,
business expansion, and promotion which will help in increasing ROI and capturing a
bigger market share.
2. Maintaining Compliance
The professional recruiters are very talented and have expertise in every area related to
compensation laws, labor laws, and other compliance laws. They ensure that the
recruiting completely adheres to all rules and regulations set by the government or Law-

67
making bodies. This helps the small business to avoid breaking any laws by the owner
even by mistake. The dedicated recruiting team avoids undue fines and other possible
lawsuits. Thus, the recruiters help the organization to maintain a good reputation for the
business.

3. Technical Expertise
A recruitment team comprises of well seasoned recruiting professionals. Their skillset is
at par with any in-house HR. They have a good experience which helps them to judge the
candidate better according to his qualifications, body language, and experience. A
dedicated team knows what is expected by the employee, candidate, and the market.
4. Global Reach
It makes the recruiters fight tooth and nail when it comes to finding quality candidates
for top management positions. The main reason is that candidates are in top management
positions are usually not actively seeking any job opportunity. The recruitment team,
therefore, has a major task i.e. to find them and ask them if they are interested. These
professional head-hunters have an enormous database that helps to find even the passive
candidates easily.
5. Cost-Efficient
Talking about small companies or startups, they don’t have enough funds to have an
internal recruitment team of their own. On the same hand, recruiting is an important
aspect of the business which cannot be neglected. So, small businesses often hire
dedicated recruitment teams on a project basis or part-time. This eventually saves a lot of
the organization’s capital.
Limitations of Recruitment Team

. Relinquishing Control
It may happen that you need to relinquish your control regarding various aspects of
business operations. Now you have “other individuals” who make the hiring decisions
even for the top-level management. It may happen that the recruitment team may hire a
potentially good employee but he may fail to get accustomed to the company culture.
2. Time, Money and Effort
For any startup or small business, you need time, money and strenuous efforts to build a
dedicated recruitment team. You have to expand your team along with your business and
that is again an additional cost. That’s a major reason why most of the small businesses
prefer to have the complete hiring process outsourced.
3. Time-consuming
Inevitably, recruitment is a time-consuming activity. For a single job-post, it may take up
to a month to fill the vacant position. Even if there is an urgent opening, the recruitment
team can’t do anything to fill that position immediately. Most of the recruiters are busy

68
in resume sifting for shortlisting ideal candidates for interviews. This hardly leaves
quality time for the recruiters to understand the candidate and his needs as well.
4. Lack of Coordination
It may happen that no two recruiters come to terms. This adversely affects the quality of
hire. If more than two recruiters are involved in any recruiting activity, there are chances
that there is a lack of communication and coordination. The exact status of the
candidature gets lost and no one is able to track the candidate’s progress.
5. Deteriorating Quality of Hire
As there is a lot of manual work involved such as reverting to candidates, sending
notifications, scheduling interviews, formatting resumes, etc, the recruiters aren’t left
with a good amount of time for the interviews. Moreover, there is an increased risk of
bad candidate experience consequently affecting the employer’s brand.
The limitations of a dedicated recruitment team dominate more than its benefits. Here is
where an applicant tracking system comes to play. Not only it automates the time-
consuming recruitment tasks but improves the candidate as well as the application
experience.

69
1. Employer and Employee Flexibility
An ATS automates and accelerates the hiring process multi-folds. It allows the candidates
to directly apply through their social profiles, thereby boosting the application
experience. Talent acquisition software allows the candidates to submit their resumes
without navigating to the company’s career page or website. The entire application
process can be completed on a mobile device as well and that too, with instant
acknowledgment emails.
2. Time Efficient
Every single activity related to recruitment gets automated such as sending emails,
scheduling interviews, notifications, etc. Time-to-hire is significantly reduced. Moreover,
ATS stores every profile in its database. A single search query on the database will give
you a list of all the most suitable resumes in just a mouse click.
3. Cost-Effective
An ATS helps the recruiters to cut back the cost incurred per hire as all the tedious tasks
are automated. Thus, it makes the overall recruitment process more cost-effective and
productive by reducing recruitment expenditures.
4. Time Efficient
Talent acquisition software sends timely acknowledgment emails, notification after every
interview stage and offers an easy onboarding experience to the candidates. This
incredibly boosts the candidate experience.
5. Better Quality Candidates
Our free applicant tracking system is a great way to make sure you’re able to
acknowledge applicants, offer them next steps in the overall hiring process, list job ads
on important job boards, and streamline your entire operation with just one software. No
more countless spreadsheets and scattered information to keep up with! Recruiteze keeps
everything you need at the touch of a button.

70
 CHAPTER 10
BIBLIOGRAPHY

BOOKS:

1. Recruitment and Selection: Theory and Practices by Professor Dipak Kumar

Bhattacharyya, Cengage learning.
2. Recruitment and Selection: Employee Selection by Gareth Roberts, 2005, CIPD
(Chartered Institute of Personnel Development) publication - Second Edition.
REVIEW OF LITERATURE

1. Rachana. C, Research scholar on Recruitment and Selection process, Singhania

University, Rajasthan, India, 2019, P 11-12.
2. Joy O Ekwoaba, Ugochukwu U Ikeije, Umudikendubusiufoma, the impact of
Recruitment and Selection criteria on organizational performance, University of
Lagos, 2015, P 22-23.
3. Ms.G. Karthiga, Dr. R. Karthi And Ms.P. Balaishwarya, Recruitment and
Selection process, IJSR publications, Volume 5, Tamil Nadu, India, 2015, P 1-
2.
4. Dr. Salitha Jardat, A study on Effectiveness of Recruitment, International
Journal of pure and applied Mathematics, Volume 119, 2018, P 2755-2764.
5. Mavis Adu-Darkoh, Employee Recruitment and selection practices, School of
Business, KNUST, 2014, P 1-3.
6. Pooja Khanna, IJRMT, IJRM publications, Karachi, India, 2014, P 1-7.
7. Syamala Devi Bhoganadam, Dr. Dasaraju Srinivasa Rao, A study on
Recruitment and Selection, IJMRR, India, Volume 4, 2014, P 996-1006.
8. Fangling Hu, The research of design of human resource Recruitment System,
School of Management, Jinan University, China, 2014, P 197-198.
9. J. Neelakanta Gugesh, S. Sheela Rani, A study on effectiveness of recruitment,
IJER, Volume 10, Chennai, India, 2013, P 373-390.
10. Nankervis, Investigating the importance of various variables, Research in
Development Disabilities, Volume 33, India, 2012, P 1780-1791.
11. Neeraj Kumari, A study on Employee appraisal and performance appraisal
system (PMS), volume 1, India, 2012, P 30-31.

71
 12. M Srimannarayana, Measuring Training and Development, Indian Journal of
Industrial Relations Publications, Volume 56, India, 2011, P 1-20.

13. Ayesh Tabassum, Interrelations between quality and work life dimensions,
European Journal of Business and Management publications, Bangladesh, 2011,
P 2222-2839.
14. Ongori Henry, Temtime Z, Recruitment and Selection practices in SME’s, Econ
papers, Volume 3, 2010, P 166-167.
15. Jackson, A study on Recruitment and Retention, IJME, 2010, P 122-123 16.
Andries Du Plessis, Andrew Hobbs, Rebecca Marshall, Resource functions,
2008.
17. Mark D Winston PhD, Review on Strategic Leadership, 2008.
18. Scott Brum, Impact of Training on Employee, URI, 2007.
19. Arrey Mbongaya Ivo, Best prospective of human resource management, 2006
20. Dana B Minbaeva, Journal of International business studies, 2005, P 589-599.
WEBSITES

1) www.wikipedia.com
2) www.buzibrains.com

QUESTIONNAIRES

“A Study on Recruitment and Selection process in BuziBrAIns”

I, Archana. B. R., student of CMR Institute of Technology has prepared these

questionnaires to understand the “Recruitment and Selection process in BuziBrAIns”.

Researcher assures you that the opinion or response collected shall be highly
confidential and the research outcomes will be used only for the academic purpose.

We sincerely appreciate your cooperation in this regard.

Please fill your personal information:

1. Name:
2. Mobile No.:
3. Email ID:
4. Occupation:

72
 5. Date of birth:
6. Gender: (a) Male (b) Female.

Please mark what you feel is appropriate

Q1. Duration of time you have worked in this organization?

a) 0-1 years.
b) 1-3 years.
c) 3-5 years.
d) 5-7 years.

Q2. Which Recruitment source fits the organization best?

a) Internal Sources.
b) External Sources.

Q3. Which website is used by the organization for hiring employees?

a) Naukri.
b) Internshala.
c) LinkedIn.
d) Indeed.
e) Monster.

Q4. Does the organization verify the vacant positions before recruitment process?

a) Strongly-Agree.
b) Yes.
c) Maybe.
d) No.
e) Strongly-Disagree.

Q5. Does the organization conduct Recruitment and Selection process on time?

a) Yes.
b) No.

73
Q6. Is Employee Performance affected by the Recruitment and Selection process? a)

Yes.

b) Maybe.
c) No.

Q7. Should there be a cope of Improvement in Recruitment and Selection process?

a) Strongly-Agree.
b) Yes.
c) Maybe.
d) No.
e) Strongly-Disagree.

Q8. Will the Fair practices of Recruitment and Selection process increase the company’s
performance?

a) Strongly-Agree.
b) Yes.
c) Maybe.
d) No.
e) Strongly-Disagree.

Q9. Is the Initial Screening of the candidate done before Recruitment process? a)

Yes.

b) No.

Q10. Awareness about the existing vacancies to the employees?

a) Yes.
b) No.

Q11. Does an Employee Referral play an important role in recruitment process?

74
 a) Strongly-Agree.
b) Yes.
c) Maybe.
d) No.
e) Strongly-Disagree.

Q12. Will Internal Source of Recruitment motivate the employee?

a) Strongly-Agree.
b) Yes.
c) Maybe.
d) No.
e) Strongly-Disagree.

Q13. How is the Employee Satisfaction with the current R & S followed by the
company?

a) Highly-Satisfied.
b) Fully-Satisfied
c) Maybe.
d) Not so satisfied.
e) Highly-Dissatisfied.

Q14. Will hiring the right candidate decrease the Employee Turnover?

a) Strongly-Agree.
b) Yes.
c) Maybe.
d) No.
e) Strongly-Disagree.

Q15. Referred candidates are preferred by the organization?

a) Yes.
b) No.

75
Q16. Satisfactory level of employee with R & S process?

a) Highly-Satisfied.
b) Fully-Satisfied
c) Maybe.
d) Not so satisfied.
e) Highly-Dissatisfied.

Q17. Is the Selection Policies followed by the company Satisfactory?

a) Highly-Satisfied.
b) Fully-Satisfied
c) Maybe.
d) Not so satisfied.
e) Highly-Dissatisfied.

Q18. Is systematic and regular process of R & S conducted in the company?

a) Strongly-Agree.
b) Yes.
c) Maybe.
d) No.
e) Strongly-Disagree.

Q19. Is the performance of Human Resource Department Satisfactory?

a) Highly-Satisfied.
b) Fully-Satisfied
c) Maybe.
d) Not so satisfied.
e) Highly-Dissatisfied.
Q20. What is the Overall rating of Recruitment and Selection process in the
organization?

a) Excellent.
b) Good.
c) Average.
76
 ANNEXURE

WEEKLY REPORT
Sl. Activity Activity Details Duration
No.
1 Activity-1 Understanding the Structure, Cultures followed Week-1
by the company and function of organization.

2 Activity-2 Identification of the problem faced by the Week-2

company through Literature-Review and
Industry and company-profile.

3 Activity-3 Deciding the final structure of the report along Week-3

with the guide and structuring it.

4 Activity-4 Collecting the data, surfing the data, editing the Week-4
data collected, coding the collected data and
tabulating it and presenting the same to the
guide for suggestions to make the analysis.

5 Activity-5 Analysing and Finalizing the report after Week-5

presenting it to the guide.

6 Activity-6 Submission of final-Report to the University Week-5

before one-week of the commencement of the
theory examination.

77