A Project On

“A STUDY ON RECRUITMENT AND SELECTION PROCESS “

IN

KITCHEN XPRESS OVERSEAS LTD.

Submitted to
(PUNE UNIVERSITY)
By
RAMESH POKAR

ACKNOWLEDGEMENT
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I hereby take this opportunity to express my sincere gratitude to the following eminent
personalities whose aid and advice helped me to complete this project work successfully
without any difficulty.

I am sincerely thankful to Management Team of Kitchen Xpress Overseas Ltd., for their
valuable support and the interest they have shown in me during the course of the project.

I am thankful to Name of HR manager (Manager HRD), for giving me an opportunity to take

up this Project.

I would also like to extend my gratitude to my Faculty Guide Name of Faculty Guide who
spared her valuable time and effort to ably guide me in the completion of the project.

I would like to extend my sincere thanks to all the officers of the HRD who spent their
valuable time in providing me the best information.

Lastly, I would like to thank my Family and Friends for their help and support.

ABBREVIATIONS

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ERA Executive recruiters association
CV Curriculum Vita
JCM Job Characteristic Model
JDI Job Descriptive Index
MSQ Minnesota satisfaction questionnaire
JSS Job satisfaction survey

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 CHAPTER-I
INTRODUCTION

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The project is titled as “A study on recruitment and selection process”. In the project the
intern is required to study recruitment and selection procedures followed by a company and
provide necessary recommendation in order to make in better.

Recruitment

Recruitment refers to the process of finding possible candidates for a job or function,
undertaken by recruiters. It may be undertaken by an employment agency or a member of
staff at the business or organization looking for recruits. Either way it may involve
advertising, commonly in the recruitment section of a newspaper or in a newspaper dedicated
to job adverts. Employment agencies will often advertise jobs in their windows. Posts can
also be advertised at a job centre if they are targeting the unemployed.

Suitability for a job is typically assessed by looking for skills, e.g. communication skills,
typing skills, computer skills. Evidence for skills required for a job may be provided in the
form of qualifications (educational or professional), experience in a job requiring the relevant
skills or the testimony of references. Employment agencies may also give computerized tests
to assess an individual's off hand knowledge of software packages or typing skills. At a more
basic level written tests may be given to assess numeric and literacy. A candidate may also be
assessed on the basis of an interview. Sometimes candidates will be requested to provide a
résumé (also known as a CV) or to complete an application form to provide this evidence.

Elements of Recruitment Strategy

1. What are your primary goals? (Why hire?)
2. Prioritization of jobs
3. Performance level to target
4. Experience level to target
5. Category of candidate to target
6. When to begin searching for candidates
7. Where to look for candidates
8. Who does the recruiting?
9. Primary sourcing tools
10. What skills should you prioritize when selecting candidates?
11. How to assess candidates
12. Primary sales approach

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Selection

The aim of selection is to find a person who accepts the position and who gives satisfactory
service and performance in the long term. The system approach starts from the position of
well defined job and clearly analyzes person’s specifications.

Selection is not just a question of interviewing, although it is most popular device in use.
Selection is very much a process of deselecting, which is gradually eliminating candidates
until finally one is left on the list for a vacancy. Some methods are more reliable than other
but, to large extent. Selection is about trying to minimize risk and maximizing certainty of
making of the right decision.

Starting from the position where the recruitment process as produced a no of applicants, the
important steps as follows:

 Short listing the candidates for the next stage.

 Setting up tests for the short listed candidate some times in the form of an assessment.
 Interviewing the candidates and allowing the candidates to interview the selectors.
 Choosing the successful candidates.
 Obtaining references.
 Offering the position, confirming in writing and gaining acceptance.
 Organizing the induction process.
 Evaluating the results.

Personality Tests

A selection procedure measures the personality characteristics of applicants that are related to
future job performance. Personality tests typically measure one or more of five personality
dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and
openness to experience.

The methods of a personnel selection include

 Interviews
 Personality tests
 Biographical data
 Cognitive ability tests
 Work sample tests
 Physical abilities tests
 Self assessments
 Assessment centers

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NEED OF THE STUDY

To get an idea about the Recruitment and Selection Procedure held by Kitchen Xpress
Overseas Ltd., Ahmedabad.

OBJECTIVE OF THE PROJECT

Every task is undertaken with an objective. Without any objective a task is rendered
meaningless. The main objectives for undertaking this project are:
1. To understand the Recruitment and Selection Process at Kitchen Xpress Overseas Ltd.
2. To give suitable recommendations to streamline the hiring process.
3. To Study the Challenges faced by HR in recruitment.
4. To Study recent trends in Recruitment Process.

LIMITATIONS

 Only the domestic market is the focus of this study. We have not studied the
international recruitment process here.
 Sample size is limited due to the limited period allocated for the survey
 The analysis is completely based on the information provided by the employees and
hence could be biased.
 Taking appointment of the respondents became a little difficult.

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 MATERIAL AND METHODOLOGY

DURATION OF STUDY
The study takes nearly 2 months from the period of write time period in date.

SAMPLING TECHNIQUE
Simple Random Sampling

RESEARCH METHODLOGY

Research methodology is a way to systematically solve the research problem. In it, we study
the various steps that are generally adapted by a researcher in studying research problem
along with logic behind them.
It includes the formulating of research problem, study of literature, collecting the data,
analyzing that data and making interpretations of that data. Research methodology used:
 Study of Recruitment and Selection at Kitchen Xpress Overseas Ltd. by the manual
provided by the HR department.
 Web sites.
 Books.

TYPE OF DATA COLLECTED

There are mainly two sources of data collection which are:
1. Primary Data

2. Secondary Data

DATA COLLECTION METHODS

PRIMARY DATA COLLECTION SECONDARY DATA COLLECTION

QUESTIONNAIRE PERSONAL INTERNET BOOKS

INTERVIEW
STUDY OF
RECRUITMENT POLICY

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ORGANIZATIONAL CHART

CEO

Sales Finance
R&D HR / ER/ & & Quality
Administration Marketing IT

Manufacturing Security
Operations

Human Resource Department Hierarchy

Head Personnel
& ER

Human Resource Human Resource Industrial Relations

Operations & Employee
Welfare

Administration Environment,
Health & Safety

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 CHAPTER-II

INDUSTRY PROFILE

2.1. INTRODUCTION

Steel is an alloy of iron usually containing less than 1% carbon is a versatile material
with multitude of useful properties used most frequently in the automotive and construction
industries. Steel can be cast into bars strips, sheets, nails, spikes, wire, rods or pipes as needed
by the intended user. The consumption of steel is regarded as the index of industrialization
and the economic maturity any country has attained.

The development of steel industry in India should be viewed in conjunction with the
type and system of government that had been ruling the country. The production of steel in
significant quantity started after 1900. The growth of steel industry can be conveniently
studied by dividing in the period into pre & post independence era (or before 1950& after
1950). The total installed capacity for in-got Steel production in during pre independence era
was 1.5 millions tones /year, which has risen to about 8 million tones of ingot by the
seventies. This is the result of the bold steps taken by the government to develop this sector.
2.2 PRE-INDEPENDENCE

1830 - Josiah, Marshall Health constructed the first manufacturing plant at

port move in Madras presidency.
1874 - James Erskin founded the Bengal iron works.
1899 - Jamshedji Tata initiated the scheme for an integrated steel plant.
1906 - Formation of TISCO.
1911 - Tata iron & steel company started production.
1916 - TISICO was founded.
1940-45 - Formation of Mysore iron & steel limited, and Bhadravati in Karnataka

2.3 POST-INDPENDENCE

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1951-56 - First Five Year Plan
The Hindustan steel Ltd. was born on 19th January, 1954 with the decision of setting
up three steel plants each with one million tone input steel per year in at Rourkela, Bhili and
Durgapur; TISCO stated its expansion program.

1956.61 - Second Five Year Plan

A bold decision was taken up to increase the ingot steel output India to 6 Million
tones per year & production at Rourkela, Bhilai and Durgapur steel plant started.

1961.66 - Third Five Year Plan

During the third five year plan the three steel plants under HSL; TISCO & HSCO
were expanded as show. In January 1964 Bokaro steel plant came into existence.

1966.69 - Recession Period

The entire expansion program was actively executed during this period.

1969-74 - Fourth Five Year Plan

 Licenses were given for setting up of many mini steel plants
and re-rolling mills.
 Govt. Of. India accepted setting up two more steel plants in
south. One each at Ahmedabad and Hospet (Karnataka).
 SAIL was formed during this period on 24 th January, 1973. The
total installed capacity from 6 integrated plants was 106 Mt.

1979 - Annual Plan

The erstwhile Soviet Union agreed to help in setting up the Kitchen Xpress Overseas
Ltd..
1980.85 - Sixth Five Year Plan
 Work on Kitchen Xpress Overseas Ltd. was started with a big
bang and top priority was accorded to start the plant.
 Scheme for modernization of Bhilai steel plant, Rourkela,
Durgapur, TISCO were initiated.

1985-91 - Seventh Five Year Plan

 Expansion work of Bhilai and Bokaro steel plants
completed.
 Progress on Kitchen Xpress Overseas Ltd. picked up and
rationalized concept has been introduced to commission the plant with 3.0Mt
liquid steel capacity by 1990.

1991-96 - Eight Five Year plan

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 Kitchen Xpress Overseas Ltd. started its production modernization of other steel
plants is also duly envisaged.

1997-2002 - Ninth Five Year Plan

Kitchen Xpress Overseas Ltd. had foreseen a 7% growth during the entire plan period.

2002.2007 - Tenth Five Year Plan

Steel industry registers the growth of 9.9 % Kitchen Xpress Overseas Ltd. high
regime targets achieved the best of them.

2.4 INDUSTRY SCENARIO

The Indian economy grew at 9.4% in 2006-07 on the back of a high growth base of
9% in 2005-2006 and achieved the fastest growth rate in 18 years, next only to the 10.5%
clocked in 1988-89. Aided by the high growth along with a strengthening rupee in the forex
market, the economy has graduated to a trillion dollar one, the 12 th such nation globally to
reach this milestone.

Indian’s rapid economic growth is being built on a frame of steel. Soaring demand by
sectors like infrastructure, real estate and automobiles, at home and abroad, has put India’s
steel industry on the world map. Mergers and take over like TATA-CORUS and Arcelor-
Mittal led by the Indian steel companies or Indians have been dominating the global steel
happenings. In India, finished steel production at 49 million tons, showed a remarkable
growth of 10.8% in 2006-07.

The International Iron and Steel Institute (IISI) ranked India as the seventh largest
steel producer in the world with an overall production of about 40 million tons in 2006.
During 2006, the global steel production stood at 1240 million tons, showing a robust growth
of 8.8% over 2005. Steel use during the year grew by 8.5% to reach 1113 million tons.

As per IISI forecast, there will be a growth of 5.6% in the global steel use in 2007
taking the total to 1,179 millions tons followed by 6.1% in 2008 to reach 1250 million tons.
The global steel demand projections indicate that India will be one of the engines of the
world steel industry in the future. The national steel policy, published by the ministry of steel
in 2005, envisages production of 110 millions tons in Indian by 2020.

2.5 GLOBAL SCENARIO

As per IISI
 In March’ 2005 world Crude steel out put was 928Mt when compared to
march 2004 (872Mt), ∙The change in percentage was 6.5%.
 China remained the world largest crude steel producer in 2005 also
(275Mt) followed by Japan (96Mt) and USA (81Mt). India occupied 8 th position
(42Mt).
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  USA remained the largest importer of semi finished and finished products
in 2002 followed by China and Germany.
 Japan remained the largest exporter of semi finished and finished steel
products in 2002 followed by Russia and Ukraine.
 Other significant recent developments in the global steel scenario have
been: Under the auspices of the OECD (Organization For Economic Co-operation &
Development) the negotiations among the major steel producing countries for a steel
subsidy agreement (SSA) held in 2003 with the objective to agree on a complete
negotiating test for the SSA by the Middle of 2004. It also set subsidies for the steel
industry of a ceiling of 0.5% of the value of production to be used exclusively for
Research & Development
 The global economy witnessed a gradual recovery from late 2003 on
words. China has become one of the major factors currently driving the world
economy.
 As a result of these economic developments IISI has projected an increase
by 6.2% or 5.3 Mt in 2004 in the global consumption of finished steel products. IISI
has split the growth into two separate areas, china and the rest of the world (ROW).
Steel consumption in china has been estimated to increase by 13.1% or 31Mt in 2004.
 USA has repealed the safeguard measures on import of steel as a result of
a ruling by a WTO dispute resolution panel, which held these measures to be illegal
under the WTO regime.

2.6 MARKET SCENARIO

The year 2004-05 was a remarkable one for the steel industry with the world crude
steel production crossing the one billion mark for the first time in the history of the steel
industry. The world GDP growth about 4% lends supports to the expectations the steel
market is all set for strong revival after prolonged period of depression .The Indian economy
also become robust with annual growth rates of 7-8 % this will provide a major boost the
steel industry. With the nations focus on infrastructure development coupled with the growth
in the manufacturing sector, the Indian steel industry all set for north ward movement. The
draft national steel police envisage production of 60 Mt by 2012 and 110Mt by2020, and
annual growth rate of 6-7%. All this should there fore augur well for the Indian steel industry.

2.7 PRODUCTION SCENARIO

 Steel industry was de-licensed and decontrolled in 1991&1992
respectively.
 India is the 8th largest producer of steel in the world.
 In 2003-04 finished steel production was 36.193Mt.
 Pig iron production in 2003-04 was 5.221Mt.
 Sponge iron production was 80.85 Mt during the year 2003-04
 The annual growth rate of crude steel production in 2002-03was 8% and
in 2003-04 was 6%.

2.8 DEMAND-AVAILABILITY PROJECTION

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  Demand-Availability of iron and steel in the country is projected by ministry of steel
annually.
 Gaps in availability are met mostly through imports.
 Interface with consumers by way of Steel Consumer Council exists, which is
conducted on regular basis.
 Interface helps in redressing availability problems, complaints related to quality.
2.9 PRICING & DISTRIBUTION

 Price regulation of iron & steel was abolished on 16-01-1992.

 Distribution controls on iron& steel removed except 5 priority sectors, viz. Defense,
Railways, Small Scale Industries Corporations, Exporters of Engineering Goods and
North Eastern region.
 Allocation to priority sectors is made by Ministry of steel.
 Government has no control over prices of iron & steel.
 Open market prices are generally on rise.
 Price increases of late have taken place mostly in long products than flat products.

2.10 MAJOR STEEL AND RELATED COMPANIES

The global steel industry has witnessed several revolutionary changes during the last
century. The changes have been in the realms of both technology & business strategy. The
ultimate object of all these changes is to remain competitive and open global market.

The Indian steel industry is growing very rigorously with the major producers like
SAIL, RINL, TISCO, JVL and many others. Our steel industry has amply demonstrated its
ability of adopt to the changing scenario and to survive in the global market that is becoming
increasingly competitive. This has been possible to a large extent due to the adoption of
innovative operating practices and modern technologies.

Industrial Development in India has reached a high degree of self-reliance, and the
steel industry occupies a primary place in the strategy for future development. At present the
production of steel industry country is 34mT. The public sector steel industry has been
restructured to meet challenges and a separate fund has been established for modernization
and future development of the industry. It is now being proposed that Indian steel industry
should Gear up to achieve a production level of about 100 Mt by the year2000.

The following are some of the major steel and related companies in India:
1. Bharat Refactories Limited.
2. Hindustan Steel Works Construction Ltd.
3. Jindal Steel and Power Ltd.
4. Kudremukh Iron Ore Company Ltd.
5. Manganese ore (India) Ltd.
6. Metal Scrap Trade Corporation Ltd.
7. Metallurgical and Engineering Consultants India Ltd.

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8. National Mineral Development Corporation (NMDC).
9. Rashtriya Ispat Nigam Ltd.
10. Sponge Iron India Ltd.
11. Steel Authority India ltd.
12. Tata Iron Steel Company.

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 CHAPTER-III
COMPANY PROFILE

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OVERVIEW

Kitchen Xpress Overseas Ltd has spanned the globe since past 40 years. Its humble start with
a traditional grinding mill was just the first step towards our speeding success. Its product
range has increased multiple folds over the past years that has not only strengthened us but
also made us one of the leading players in the industry under the aegis of Ramdev Masala. 

Company are one of the major exporters of various spices as whole, powdered or in blended
form. Also export pulses, instant mixes, groceries, and an array of Indian foodstuffs. Its
global presence is marked in all the major developed countries of the world. 

Ramdev Exports was coined as a token of acknowledgement to the summons from the west.
In 1992, our first consignment of groceries and spices was exported. Ever since then, there
has been no looking back. It has grown exponentially in terms of volume, quality, and
number of esteemed clientele in various countries. It has been exporting a large range of
foodstuffs since more than part 10 years. The main focus now lays on meeting the demands
of international market in terms of commodities. 

Its core competence lies in our personal involvement at every stage of product development.
It takes it as its personal responsibility to be involved in procurement, inspection, and quality
control. This attitude has helped the company to gain an insight in to the true nature of
products that we export. 

The main reason behind its success can be attributed to company’s strong infrastructure. Its
manufacturing unit is well equipped with the latest machinery and an excellent technology
for manufacturing and processing of our products. We are proud to boast of possessing
hygienic machines for cleaning, grinding, and packing to maintain quality standards.
Company is doing its best to meet the expectations of our international clients. The entire unit
has been set up under the guidelines of trained CFTRI Food Technologists. It is also been
awarded with HACCP certificate, which enables us to follow complete hygienic procedure
while processing its products.

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COMPANY PROFILE
At Kitchen Xpress Overseas, we strive our best to maintain quality standards. We realize
the importance of competition and ensure every possible step to meet our client’s
expectations. This helps us to provide the best quality products to our International clients. 

We strongly believe that Quality is a healthy blend of Intensity, Passion, Able Leadership,
and Precise Execution. Our belief has led us to build a large client base that believes in our
Quality.

We take extreme care in all departments like procurement, cleaning, processing, packing
and dispatch to remove contamination or minimize it to permissible limits. We take
stringent measures to ensure that our buyers get the best quality product to reduce any
hassles resulting from inferior quality products. We make certain that our products undergo
stringent quality checks to maintain the quality standards of the product. Our well-
established quality control department scrutinizes all incoming raw material as well as the
finished products. All products passing through the quality control department are as per
the specific standards.

CERTIFICATION

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CORE VALUES
 Commitment
 Customer satisfaction
 Continuous improvement
 Concern of environment
 Creativity and innovation

POLICIES
QUALITY, ENVIORNMENT AND OCCUPATIONAL HEALTH &
SAFETY POLICY

We, at Kitchen Xpress Overseas Ltd., are committed to meet the needs and expectations
of our customers and other interested parties, the occupational health and safety of our work
force and to preserve the environment. To accomplish this, we will

 Supply quality goods and services to customers’ delight.

 Use resources efficiently and reduce waste & prevent pollution.

 Achieve quality of the products by following systematic approach through planning,

documented procedure and timely review of quality objectives.

 Continuously improve the quality of all materials, processes and products.

 Maintain an enabling environment which encourages team work and active

involvement of all employees with their involvement.

 Comply with all relevant legal, regulatory and other requirements applicable to
Products, activities and processes in respect of Quality, Environment, Occupational
health & safety.

HR POLICY

We, at Kitchen Xpress Overseas Ltd., believe that our employees are the most
important resources. To realize the full potential of employees, the company is committed to:

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  Provide work environment that makes the
employees committed and motivated for maximizing productivity.

 Establish systems for maintaining transparency,

fairness and equality in dealing with employees.

 Empower employees for enhancing commitment,

responsibility and accountability.

 Encourage teamwork, creativity, innovativeness and

high achievement orientation.

 Provide growth and opportunities for developing

skill and knowledge.

 Ensure functioning of effective communication

channels with employees.

HRD POLICY

We, at Kitchen Xpress Overseas Ltd., are committed to create an organizational culture
which nurtures employee’s potential for the prosperity of the organization. To accomplish
this, we will

 Identify development needs of the employees on regular basis, provide the necessary
training and continually evaluate and monitor the effectiveness of training so that the
quality of training also upgraded.

 Provide inputs to the employees for developing their attitude towards work and for
matching their competencies with the organizational requirements.

 Create an environment of learning and knowledge sharing by providing the means and
facilities and also access to the relevant information and literature.

 Facilitate the employees for continuous development of their knowledge base, skills,
efficiency, innovativeness, self-expression and behavior so that they contribute
positively with commitment for the growth and prosperity of the organization while
maintaining a high level of motivation and satisfaction.

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 CHAPTER-IV
RECRUITMENT &
SELECTION
PROCESS

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INTRODUCTION

According to Edwin B. Flippo, “Recruitment in the process of searching the candidates for
employment and stimulating them to apply for jobs in the organization”. Recruitment is the
activity that links the employers and the job seekers. A few definitions of recruitment are:

 A process of finding and attracting capable applicants for employment. The process
begins when new recruits are sought and ends when their applications are submitted.
The result is a pool of applications from which new employees are selected.

 It is the process to discover sources of manpower to meet the requirement of staffing

schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient working force.

 Recruitment of candidates in the function preceding the selection, which helps create
a pool of prospective employees for the organization so that the management can
select the right candidate for the right job from this pool. The main objective of the
recruitment process is to expedite the selection process.
Recruitment is a continuous for the future human resources needs even though
specific vacancies do not exist. Usually, the recruitment process starts when a
manager initiates an employee requisition for a specific Vacancy or an anticipated
vacancy.

RECRUITMENT NEEDS ARE OF THREE TYPES

 PLANNED

The needs arising from changes in organization and retirement policy.

 ANTICIPATED

Anticipated needs are those movements in personnel, which an organization can predict
by studying trends in internal and external environment.

 UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected.

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NEED FOR RECRUITMENT AND SELECTION:

The need for recruitment may be due to the following reasons / situation:

 Vacancies due to promotions, transfer, retirement, termination, permanent disability,

death and labor turnover.

 Creation of new vacancies due to the growth, expansion and diversification of

business activities of an enterprise. In addition, new vacancies are possible due to job
specification.

PURPOSE OF RECRUITMENT AND SELECTION:

The general purpose of recruitment is to provide a pool of potentially qualified job

candidates. Specifically, the purposes are to:

 Determine the present and future requirements of the organization on conjunction with its
personnel-planning and job analysis activities.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of the selection process by reducing the number of visibly
under qualified or overqualified job applicants.
 Help reduce the probability that job applicants, once recruited and selected, will leave the
organization only after a short period of time.
 Meet the organization’s legal and social obligations regarding the composition of its work
force.
 Begin identifying and preparing potential job applicants who will be appropriate
candidates.
 Increase organizational and individual effectiveness in the short term and long term.
 Evaluate the effectiveness of various recruiting techniques and sources for all types of job
applicants.

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Recruitment Vs Selection

Both recruitment and selection are the two phases of the employment process. The
differences between the two are:

1. Recruitment is the process of searching the candidates for employment and stimulating
them to apply for jobs in the organization whereas selection involves the series of steps by
which the candidates are screened for choosing the most suitable persons for vacant posts.

2. The basic purpose of recruitments is to create a talent pool of candidates to enable the
selection of best candidates for the organization, by attracting more and more employees to
apply in the organization whereas the basic of selection process is to choose the right
candidate to fill various positions in the organization.

3. Recruitment is a positive process i.e. encouraging more employees to apply whereas

selection is a negative process as it involves rejection of the unsuitable candidates.

4. Recruitment is concerned with tapping the sources of human resources whereas selection
is concerned with selecting the most suitable candidate through various interview and tests.

5. There is no contract of recruitment established in recruitment whereas selection results

in contract of service between the employer and the selected employee.

 Attract and encourage more and more candidates to apply in the organization.
 Create a talent pool of candidates to enable the selection of best candidates for the
organization.
 Determine present and future requirements of the organization in conjunction with its
personnel planning and job analysis activities.
 Recruitment in the process which links the employees with the employees.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants.
 Help reduce the probability that job applicants once recruited and selected will leave
the organization only after a short period of time.
 Meet the organizations legal and social obligations the composition of its workforce.
 Begin identifying and preparing potential job applicants who be appropriate
candidates.
 Increase organization and individual effectiveness of various recruiting techniques
and sources for all types of job applicants.

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Factors Affecting Recruitment
The recruitment function of the organizations is affected and governed by na mix of various
internal and external forces. The internal forces of factors are the factors that can be
controlled by the organization. And the external factors are those factors which cannot be
controlled by the organization. The internal and external forces affecting recruitment function
of an organization are:

FACTORS AFFECTING RECRUITMENT

EXTERNAL FACTORS EXTERNAL FACTORS

 Supply and demand  Recruitment policy
 Labour market  Human resource planning
 Image/Goodwill  Size of the firm
 Political-Social-Legal  Cost of recruitment
Environment  Growth and expansion
 Unemployment rate
 Competitors

Recruitment Policy of a Company

In today’s rapidly changing business environment, a will defined recruitment policy is

necessary for organizations to respond to its human resource requirement in time. Therefore,
it is important to have a clear and concise recruitment policy in place, which can be executed
effectively to recruit the talent pool for the selection of the right candidate at the right place
quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process.
A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies
the objectives of recruitment programme. It may involve organizational system to be
developed for Implementing recruitment and procedures by filling up vacancies for
implementing recruitment programmers with best qualified people.

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COMPONENTS OF THE RECRUITMENT POLICY

 The general recruitment policies and terms of the organization

 Recruitment services of consultants
 Recruitment of temporary employees.
 Unique recruitment situations
 The selection process
 The job descriptions
 The terms and conditions of the employment
 A recruitment policy of an organization should be such that:
 It should focus on recruiting the best potential people.
 Top ensure that every applicant and employee is equally with dignity and
respect
 Unbiased policy.
 To aid encourage employees in realizing their full potential.
 Transparent, task oriented and merit based selection.
 Weightage during selection given to factors that suit organization needs.
 Optimization of manpower oat the time of selection process.
 Defining the competent authority to approve each selection.
 Abides by relevant public policy legislation on hiring and employment
relationship.
 Integrates employee needs with the organizational needs.

FACTORS AFFECTING RECRUITMENT POLICY

 Organizational objectives
 Personnel policies of the organization and its competitors.
 Government policies on reservations.
 Preferred sources of recruitment.
 Need of the organization.
 Recruitment costs and financial implications

Recruitment Management System

Recruitment management system is the comprehensive tool to manage the entire recruitment
processes of an organization. It is one of the technological tools facilitated by the information
management system to the HR of organizations. Just like performance management system
helps to contour the recruitment processes and effectively managing the ROL on recruitment.
The features, functions and major benefits of the recruitment management system are
explained below:
o Structure and systematically organize the recruitment processes.

26
 o Recruitment management system facilitates faster, unbiased, accurate and reliable
processing of applications from various applications.
o Helps to reduce the time-per-hire and cost-per-hire.
o Recruitment management system helps to incorporate and integrate the various links
like the application system on the official website of the company, the unsolicited
applications, outsourcing recruitment, the final decision marking to the main
recruitment process.
o Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes.
o Recruitment management system provides and a flexible, automated and interactive
interface between the online application system, the recruitment department of the
company and the job seeker.
o Offers tolls and support to enhance productivity, solutions and optimizing the
recruitment processes to ensure improved ROI
o Recruitment management system helps to communicate and create healthy
relationship with the candidates through the entire recruitment process.

The recruitment management system (RMS) is an innovative information system tool

which helps to save time and costs of the recruiters and improving the recruitment processes.

Recruitment Strategies

Recruitment of the most crucial roles of the human resource professionals. The level of
performance of an organization depends on the effectiveness of its recruitment function.
Organizations have developed to follow recruitment strategies to hire the best talent for their
organization and to utilize their resources optimally. A successful recruitment strategy should
be well planned and practical to attract more and good talent to apply in the organization.
For formulating an effective and successful recruitment strategy, the strategy should cover
the following element:

(1) Identifying and prioritizing jobs requirements keep arising at various levels in every
origination: it is amount a never – ending process. It is impossible to fill all the positions
immediately. Therefore, there is a need to identify the positions requiring immediate attention
and action. To maintain the quality of the recruitment activities, it is useful to prioritize the
vacancies whether to focus on all vacancies equally or focusing on key jobs first.

(2) Candidates to target the recruitment process can be effective only if the organization
completely understands the requirements of the type of candidates that are required and will
be beneficial for the organization. This covers the following parameters as well:
a. performance level required: Different strategies are required for focusing on hiring
high performers and average performers.

27
b. Experience level required: the strategy should be clear as to what is the experience
level required by the organization. The candidate’s experience can range from being a fresher
to experienced senior professionals.
c. Category of the candidate: the strategy should clearly define the target candidate.
He/She can be from the same industry, different industry, unemployed, top performers of the
industry etc.

(3)Sources of recruitment the strategy should define various sources (external and internal) or
recruitment. Which are the sources to be used and focused for the recruitment purposes for
various positions. Employee referrer is one of the most effective source of recruitment.

(4) Trained recruiters the recruitment professionals conducting the interviews and the other
recruitment activities should be well trained and experienced conducting the activities. They
should also be aware of the major parameters and skills (e.g.: behavioral, technical, etc) to
focus while interview and selecting a candidate.

(5) How to evaluate the candidates the various parameters and the ways to judge them i.e the
entire recruitment process should be planned in advance. Like the rounds of technical
interviews, HR interviews, return tests, psychometric tests, etc.

28
SOURCES OF RECRUITMENT:

The following are the most commonly used methods of recruiting people.

INTERNAL METHODS:
This refers to the filling of job vacancies from within the business - where existing employees
are selected rather than employing someone from outside.

A business might decide that it already has the right people with the right skills to do the job,
particularly if its training and development programme has been effective.

Promotions and Transfers

This is a method of filling vacancies from within through transfers and promotions. A
transfer is a lateral movement within the same grade, from one job to another. It may lead
to changes in duties and responsibilities, working conditions, etc., but not necessarily
salary. Promotion involves movement of employee from a lower level position to a
higher level position accompanied by changes in duties, responsibilities, status and value.

Job Posting
Job posting is another way of hiring people from within. In this method, the organization
publicizes job opening on bulletin boards, electronic method and similar outlets. One of the
important advantages of this method is that it offers a chance to highly qualified applicants
working within the company to look for growth opportunities within the company.

Employee Referrals
Employee referral means using personal contacts to locate job opportunities. It is a
recommendation from a current employee regarding a job applicant. Employees working in
the organization are encouraged to recommend the names of their friends, working in
other organizations for a possible vacancy in the near future. In fact, this has become
a popular way of recruiting people in the highly competitive industry nowadays.
Companies offer rich rewards also to employees whose recommendations are accepted.

EXTERNAL METHODS:
This refers to the filling of job vacancies from outside the business. Most businesses engage
in external recruitment fairly frequently, particularly those that are growing strongly, or that
operate in industries with high staff turnover

Campus Recruitment
It is a method of recruiting by visiting and participating in college campuses and their
placement centers. Here the recruiters visit reputed educational institutions with a view
to pick up job aspirants having requisite technical or professional skills. Job seekers

29
are provided information about the jobs and the recruiters. A preliminary screening is done
within the campus and the short listed students are then subjected to the remainder of the
selection process. If campus recruitment is used, steps should be taken by human resource
department to ensure that recruiters are knowledgeable concerning the jobs that are to be
filled in the organizations and employ effective interviewing skills.

Advertisements
These include advertisements in newspapers; trade, professional and technical journals; radio
and television; etc. The ads generally give a brief outline of the job responsibilities,
compensation package, prospects in organizations, etc. This method is appropriate when
(a) the organization intends to reach a large target group and (b) the organizations wants a
fairly good number of talented people – who are geographically spread out.

Employment Agencies
These businesses specialize in recruitment and selection. They often specialize in recruitment
for specific sectors (e.g., finance, travel, secretarial). They usually provide a shortlist of
candidates based on the people registered with the agency. They also supply temporary or
interim employees.

Recruitment Consultancies
Companies give their manpower requirements to Placement & Recruitment Consultants who
undertake the job of identifying suitable candidates for the Company.

Unsolicited Applicants / Walk-ins

Companies generally receive unsolicited applications from job seekers at various points of
time; the number of such applications depends on economic conditions, the image of
the company and the job seeker’s perception of the types of jobs that might be
available etc. Such applications are generally kept in a data bank and whenever a
suitable vacancy arises, the company would intimate the candidates to apply through a
formal channel.

30
STEPS IN RECRUITMENT & SELECTION PROCESS
STEP 1: MANPOWER PLANNING
Manpower planning is done to identify the vacancies arising out of business needs. Each
department undertakes manpower planning every year. Manpower planning may be
necessitated due to separation in the form of resignation, termination, transfers etc.,
expansion / reorganization, time bound jobs of temporary nature / leave vacancies,
retirements (premature or on attaining the 58 years of age). Annual manpower budget,
including current staff strength, is prepared by the Business Head and approved by the
Budget Committee comprising of Business Heads / Corporate Heads / JMD and the
Chairman.

STEP 2: IDENTIFICATION OF A VACANCY

The department head identifies the need for hiring based on Manpower Hiring Plan
(Manpower Budget). The vacancies can be arising due to resignations, terminations and
retirement of employees.

STEP 3: REVIEW THE NEED FOR THE POSITION OR VACANCY

The department head review the requirement for the position and the need to fill the vacancy.
He checks whether the requirement is as per Manpower Hiring Plan (Manpower Budget).
Then, Head of the Department raise a Manpower Requisition Form in a standardized format
and forward the copy of MRF to the CEO for approval. The Department Head along with HR
Manager check whether the hiring requirement is for an existing role or a new role. If the
requirement is for existing role then the Department Head forward the MRF to the HR
Department. If the requirement is for a new role, then the Department Head create Job
Description for the role in a standard format and forward it with the MRF to the HR
Department to start the recruitment process.

STEP 4: SOURCING OF SUITABLE CANDIDATES

The HR Executive considers and assesses the best way of attracting a pool of suitably
qualified candidates, who will meet the needs of the business. Depending on the nature of the
position/grade, volumes of recruitment and any other relevant factors, the Regional HR
would use any one or multiple sources such as:

o Existing database

o Employee referral as per any company scheme that may be approved from time to
time

o Advertisement in the internet/newspapers/magazines/company’s sites/job sites or any

other media

o Placement Agencies / Consultants

31
 o Direct recruitment from campuses/academic institutes;

A list of resourceful / quality consultants with agreed rate of commission is prepared by the
HR Executive based on specialization in the manufacturing Industry, past history, market
reputation and ability to deliver.

STEP 5: COLLECT THE RESUMES

The HR Executive forward the JD’s to the placement consultants and collect the resumes or
profiles from all the consultants.

STEP 6: SCREENING OF RESUMES

The HR Executive screen the resumes as per JDs and MRF and shortlist profile fit. He
verifies whether the candidate has appeared for an interview with the company previously
from the application database. If the candidate has appeared for an interview previously, then
review the feedback from the Interview Assessment Form (IAF) and other documents filled.

STEP 7: SHORTLISTING OF CANDIDATES

The HR Executive forward all the HR-Short listed resumes to concerned HOD with resume
snapshot attached in mail with a copy to VP function, Head HR and Manager HR. The
Concerned HOD shortlists the candidates to be called for an interview as per requirement for
the Job and forwards the list to HR Department. The HR Executive prepares the Interview
Calendar and forwards it to the Concerned HOD and HR Manager with copy to HR Head and
VP function.

STEP 8: SCHEDULE INTERVIEWS

The HR Executive obtains a tentative schedule from Concerned HOD and Head HR for
interviewing the candidates. He asks the consultants to line up the short listed candidates on
scheduled interview date. Regular follow up is to be done with candidates by the HR
Executive to ensure 100% participation.

STEP 9: CONDUCT INTERVIEWS

The HR Executive in consultation with the concerned department will set up an interview
panel consisting of HR Head / Manager and Department Head / Manager. On the date of
Interview, the HR Executive circulates the Application Blank and Travel Reimbursement
Form to the candidates for procuring information about the candidate. The HR Executive
forwards the Interview Assessment Sheet to the Interview Panel. The interview panel
assesses the candidate based on the factors mentioned below, in a prescribed format and gives
its recommendations for approval.
 Attitude

 Knowledge

 Communication

32
  Experience

 Team spirit

 Loyalty expectation

 Initiative

The HR Executive coordinates the interview process. The HR Executive collects all filled
TRF’s with Original bills (Tickets) from the candidates and gets those forms approved by HR
Head and forward the approved TR list along with the filled Travel Reimbursement Forms
and original bills to the Finance and Accounts for processing.
If the candidate is rejected, the HR Executive communicates the same to the candidate and
files the Interview Assessment Sheet, application blank along with resume of candidate in the
Application Database.

STEP 10: MAKE OFFER OF EMPLOYMENT

The Concerned HOD and Head HR make verbal offer to the shortlisted candidate and discuss
other terms and conditions of employment. If the candidate accepts the offer then conduct
reference check for the prospective employee (Via telephone, Mail).

STEP 11: RENEGOTIATE OFFER

If the shortlisted candidate rejects the offer due to salary reasons, the HR Head renegotiate
salary with the candidate, if suitable, along with other terms and conditions.

STEP 12: REFERENCE CHECK

Reference checks of the final short listed candidate are conducted by Head-HR. The
candidate is asked to mention in his application blank, the names and addresses of two or
more persons who know him well. These may be his previous employers, heads of education
institutions or public figures. These people are requested to provide their frank opinion about
the candidate without incurring any liability. The opinion of referees can be useful in judging
the future behavior and performance of candidate. If the result of reference check is positive
then continue with the induction process. If the result of reference check is negative, then
withdraw the offer and send rejection letter to the candidate.

STEP 13: LETTER OF INTENT

The selected candidate will be given an intent letter with prescribed details as given below:

 Functional Band Position for which selected.

 Place of initial Posting

 Expected Date of Joining.

 Advise for medical examination.

33
  Details of the testimonials and other documents to be submitted at the time of joining.

 Acceptance by the selected candidate

STEP 14: MEDICAL CHECK UP

The selected candidate is sent for a medical check up at reputed hospitals before final
selection / issuance of letter of intent or after final selection / issuance of letter of intent. In
case the candidate is declared unfit for employment the offer / intent letter will stand
cancelled.

STEP 15: ON BOARDING & INDUCTION

On the date of joining the employee is issued an appointment letter by the HR Head. The
appointment letter include all the terms and conditions governing employment including
Designation, Department, Salary & Scale of Pay, Date of appointment, Probation, Medical
Fitness, Retirement, Termination of Services, Secrecy, Transfer etc. All new joinees undergo
an induction program as per requirement soon after joining the organization. Induction
program is done by HR Department in consultation and involvement of concerned
department / other departments. During the process of induction, the new member is briefed
about the following:

1. Company Profile & Products

2. Geographical familiarization

3. Organizational Policy & Procedures

4. Socialization with department rituals.

5. Employee Involvement activities

The induction process shall begin by verification of the following original merit certificates
wherever applicable subject to the level of hiring:

 Educational certificates

 Proof of date of birth

 Four passport sized photographs of self

 One passport sized photographs (each) of spouse, dependent children (if applicable)
for medical insurance purpose.

34
 Relieving letter from the previous employer (If the relieving letter is not available,
declaration regarding resignation shall be obtained from the candidate)

 Copy of experience certificates for all the previous employments (if applicable)

 Salary slips certificate from the previous employer

 TDS certificate and Form 16 from previous employer (or Salary certificate)

 Copies of certificates and testimonials

 Nomination and other documents pertaining to provident fund, gratuity

35
CHALLENGES FACED BY HR IN RECRUITMENT PROCESS
The major challenges faced by the HR in recruitment are:

Adaptability to Globalization
The HR professionals are expected and required to keep in tune with the changing times, i.e.
the changes taking place across the globe. HR should maintain the timeliness of the process

Lack of Motivation
Recruitment is considered to be a thankless job. Even if the organization is achieving results,
HR department or professionals are not thanked for recruiting the right employees and
performers.

Process Analysis
The immediacy and speed of the recruitment process are the main concerns of the HR in
recruitment. The process should be flexible, adaptive and responsive to the immediate
requirements. The recruitment process should also be cost effective.

Strategic Prioritization
The emerging new systems are both an opportunity as well as a challenge for the HR
professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the
changes in the market has become a challenge for the recruitment professionals.

Attracting Highly Talented Ones

The number of highly talented professionals is less. All the big MNC's are trying to attract
these people with high salaries, perks, incentives etc. There is a tough competition among
these companies to get these candidates on their roles. These days, its not just salaries which
will pull the candidate in but various factors like brand, culture, location, job security,
reputation of the company etc play a major role in recruiting a talented professional.

36
RECENT TRENDS IN RECRUITMENT PROCESS
The following trends are being seen in recruitment process:

RECRUITMENT PROCESS OUTSOURCING

The recruitment is one of the leading functions that organization outsourced. The outsourcing
firms help the organization by the initial screening of the candidates according to the needs of
the organization and creating a suitable pool of talent for the final selection by the
organization. Outsourcing firms develop their human resource pool by employing people for
them and make available personnel to various companies as per their needs. This practice
helps the organization in reducing time and costs in recruitment.

POACHING AND HEAD HUNTING

“Buying talent” (Rather than developing it) is the latest mantra being followed by the
organizations today. Poaching means employing a competent and experienced person already
working with another reputed company in the same or different industry; the organization
might be a competitor in the industry. Head Hunting means you attract the employ of your
choice from competitors by the way offering lucrative packages for beginning the work for
your organization. A company can attract talent from another firm by offering attractive pay
packages and other terms and conditions, better than the current employer of the candidate.
Indian software and the retail sector are the facing the most severe brunt of poaching today. It
has become a challenge for human resource managers to face and tackle poaching, as it
weakens the competitive strength of the firm.

E- RECRUITMENT

Internet has created revolution in recruitment and selection process. E- Recruitment is the use
of technology to assist the recruitment process. Today aspirants having global mindset and
information on opening are available online with placement consultant website, companies
website, city line websites and other portal. The job seekers send their applications through
mail using the Internet. Organizations are collecting database whole of the year through this
and exercising this to its level best. This will help in time and money cost for the companies
and for aspirants it is easier to access it on 24/7.

SUMMER INTERNSHIP PROGRAMME:

This programme bridges the gap between concepts reinforced in class room and real
corporate and environmental situation. Corporate having opportunity to evaluate students for
long term perspectives. Internship programme is undertaken in the discipline concerned. 

TALENT STRATEGY
Talent strategy means examining the kinds of competencies that will be needed in the next
few years, and then comparing those needs with the current competencies. Based on the types
of gaps, an organization then decides whether to promote, transfer, terminate, and so forth.

37
SELECTION
INTRODUCTION

Meaning and Definition

After identifying the source of human resources, searching for prospective employees and
stimulating them to apply for jobs in an organisation, the management has to perform the
function of selecting the right employees at the right time .The oblivious guiding policy in
section is the intention to choose the best qualified and suitable job candidate job for each
unfilled job. The objective of the selection decision is to choose the individual who can most
successfully perform the job from the pool of qualified candidates.

Essentials of Selection Procedure

The selection process can be successful if the following requirements are satisfied:
1. Some one should have the authority to select. This authority comes from the employment
requisition, as developed by an analysis of the work load and work force.
2. There must be some standard of personnel with which a prospective employee may be
compared, i.e. a comprehensive job description and job specification should be available
beforehand.
3. There must be a sufficient number of applicants from whom the required number of
employees may be selected.

Significance of selection process

Selection of personnel to man to organisation is a crucial, complex and continue function.

The ability of an organisation to attain its goals effectively and to develop in a dynamic
environment largely depends upon the effectiveness of its selection programme. If right
personnel are selected, the remaining functions of personnel management become easier, the
employee contribution and commitment will be at optimum level and employee relations will
be consumption. If the right person is selected, he is a valuable asset to the organisation and
is faulty selection is made. The employee will become a liability to the organisation.

Factors affecting selection decisions

The goal of selection is to short out or eliminate those judged unqualified to meet the job and
organisation requirements, where as the goal of recruitment is to create a large cool of
persons available and willing to work. Thus, it is said that recruitment tends to be positive
while selection tends to be some what negative.

38
A number of factors affect the selection decisions of candidates. The important among them
are:
(i) Profile matching.
(ii) Organizational and social environment.
(iii) Successive hurdles.
(iv)Multiple correlations.

(i) Profile matching: Tentative decision regarding the selection of candidates (who are
known) is taken in advance. The scores secured by these known candidates in various tests
are taken as a standard to decide the success or failure of other candidates at each stage.
Normally the decisions about the known candidates is taken at interview stage. Possible care
is also taken to match the candidates’ bio data with the jobs specifications.

(ii) Organisational and social environment: some candidates, who are eminently suitable
for the job, may fail as successful employees due to varying organisation and social
environment. Hence candidates specifications must match with not only job specifications but
also with organisational social environmental requirements.

(iii) Successive hurdles: In this method hurdles are created at every stage of selection
process therefore, applicants must successfully pass each and every screening device in case
of successive hurdles as shown in figure 5.1

(iv) Multiple correlations: Multiple correlations is based on the assumptions that a deficiency
in one factor can be counter balanced by an excess amount of another. A candidate is routed
through all the selection steps before a decision is made. The composite test score index is
taken into accounting the selection tests. Hence, for broader line cases multiple correlation
method is useful and for other successive hurdles method is useful.

39
Selection Procedure

There is no standard selection process that can be followed by all the companies in all the
areas. Companies may follow different selection techniques or methods depending upon the
size of company, nature of the business, kind and number of persons to be employed,
government regulation to be followed etc. Thus, each company may follow anyone or the
possible combinations of methods of selection in the order convenient or suitable to it.
Following are the selection methods generally followed by the companies.

Selection procedure employs several methods of collecting information about the candidate's
qualifications, experience, physical and mental ability, nature and behavior, knowledge,
aptitude and the like for judging whether a given applicant is or is not suitable for the job.
Therefore, the selection procedure is not a single act but is essentially a series of methods or
stages by which different types of information can be secured through various selection
techniques. At each step, facts may come to light which are useful for comparison with the
job requirement and employee specifications.

40
 (1) Job Analysis. (2) Recruitment. (3) Application Form. (4) Written Examination.
(5) Preliminary Interview. (6) Business Games. (7) Tests. (8) Final Interview. (9) Medical
Examination (10) Reference Checks. (11) Line Manager’s Decision. (12) Employment.

Development Bases for

Selection
Job Analysis Application / Resume /CV/
Bio-data
Human
Written Examination
Resource Plan

Recruitment Preliminary Interview

Business
Games

Tests

Asses the Fit Between Final Interview

the Job and the
candidate Medical Examination
Line Manger’s Decision

Employment

41
 CHAPTER V
RECOMMENDATIONS
& SUGGESTIONS

42
RECOMMENDATIONS & SUGGESTIONS

Compress the "white space" in your hiring process

White Spaces are delays in hiring process that are unproductive, waste time, and virtually
assure you'll lose talented candidates. Often the longest delays occur between critical
selection events. For example, a recruiter may need several weeks to screen a few resumes
from the Web job boards, or candidates who make it through screening may wait weeks to
interview with a hiring manager.
Here at Escorts Kitchen Xpress Overseas Limited, the delays occur when the outstation
candidates are called for interviews at Regional branches like Ahmedabad. Sometimes,
because of busy schedule of senior managers and sometimes because of tight schedule of
candidate, the interview has to be postponed. This delay could be minimized by scheduling
interviews in the regional locations. It is recommended to reduce the turnaround time for the
recruitment and selection process. It must be made mandatory for the candidates to take the
test, filling up forms etc within the stipulated time, this will make sure that the candidates do
not hold casual attitude and take the recruitment process more seriously. Additionally it will
send across a positive image about the company. 

Tie up with more & more consultants from multiple segments

 Since the limited placement agencies are sourcing candidates to all construction companies,
there often comes the problem of duplication of data. Therefore it is recommended that more
and more consultants should be tied up from multiple segments to attract large pool of new
and fresh talent.

Know what you're looking for in candidates

It is observed that the candidates sourced by placement agencies and send for further rounds
of interviews are rarely found suitable by the hiring managers. Therefore it is recommended
that these placement agencies be given a well drafted job description and job specification.
This can also be circulated to internal employees under the employee referral scheme. This
will help people to get a clearer picture and provide for most suitable candidates.

Reduce the pre offer formalities

Pre-offer documentation includes filling of a lengthy Application Blank which includes all
personal, educational and professional details of candidate. This is very time consuming and
even after taking these details from candidate its not sure that offer will be made or not. This
also becomes frustrating for the candidate sometimes. So, it is recommended that unnecessary
details should not be asked before we make the final offer to the candidate. Application Blank
form should be made concise.

43
LEARNINGS & EXPERIENCES

Every endeavor undertaken to accomplish challenging goals, can only be successful under the
experienced and encouraging guidance. I am privileged to have undergone training at Escorts
Kitchen Xpress Overseas Limited. As learning never stops, my learning at Kitchen Xpress
Overseas Limited has come from a lot of exposure, on the job training and close interaction
with the HR department. In brief my learning’s and achievements can be summarized as
under:
o Observed the Interview Process for Product Support & Sales vacancy.
o Understanding of profiles.
o Following up with the candidates during the recruitment process.
o Communicating with the HR Manager regarding the process.
o Help in the coordination of training for workers and managers.
o Learnt the effective use of communication tools.

CHAPTER-VI
CONCLUSION

44
CONCLUSION

Success of every business enterprise depends on its human resource. Recruiting and selecting
the right people for your business is a challenge. Finding the right man for the job and
developing him into a valuable resource is an indispensable requirement of every
organization. Proper recruitment helps the line managers to work most effectively in
accomplishing the primary objective of the enterprise. In order to harness the human energies
in the service or organizational goals, every HR manager is expected to pay proper attention
to recruitment and selection activities in an organization. Thus, personnel functions
recruitment and selection, when carried out properly, would enable the organization to hire
and retain the services of the best brains in the market.

The recruitment process inform qualified individuals about employment opportunities, create
a positive image of the company, provide enough information about the jobs so that
applicants can make comparisons with their qualifications and interests, and generate
enthusiasm among the best candidates so that they will apply for the vacant positions.
Recruitment represents the first contact that a company makes with potential
employees. It is through recruitment that many individuals will come to know a company,
and eventually decide whether they wish to work for it.

45
CHAPTER-VII
Questionnaire

46
QUESTIONNAIRE

Name of the company Kitchen Xpress Overseas Limited

Industry Type Spices
Name of Respondent Write Name of HR Manager – Manager HR

Instruction : Kindly underline / highlight your choice

1. Do you have a clearly stated Recruitment & Selection Policy?

-- Yes -- No
     -- To some extent
2. Which recruitment source do you use for recruitment?
-- Internal -- External
-- Both
3. What are the external sources you use for the recruitment?
-- Advertisement -- Employee Referrals
-- Job Portals -- Placement Consultants
-- Direct Applicants -- Campus Recruitments
4. Does ECEL adopts Internal Recruitment Source i.e. Transfer, promotion or employee
referrals?

-- Yes -- No
If Yes, then for which type of post
5. Potential Candidates in the organization are generated through the following
recruitment sources:
(Rank them based on the number and quality of candidates generated and also roughly
specify the percentage mix of each of the following sources adopted. For e.g. If the
organization get maximum quality candidates from Job Portals, then put ranking 1 and
percentage say for e.g. 40%.)
S No. Sources Ranking Percentage
1. Advertisements
2. Employee Referrals
3. Job Portals
4. Placement Consultants 1
5. Direct Applicants 3
6. Campus Recruitments 2
Any other sources, please
7.
specify

47
6. Rank the Qualities in the order of your preference on the basis of which you select the
candidate.

S No. Qualities Ranking

1. Attitude 1

2. Experience 3

3. Knowledge 2

4. Communication 5

5. Loyalty Expectation 6

6. Present Ability 8

7. Initiative 4

8. Team Spirit 7

7. Is the estimation of Recruitment Process cost is done?

-- Yes -- No
8. What are the challenges you face while managing your manpower?

-- Attrition -- Recruitment
-- Replacement -- Absenteeism
-- Trade union -- Cost of non performance
9. What is the range of Attrition rate in the organization?

-- 1% - 5% -- 5% - 10%
-- 10% - 15% -- 15% - 20%
-- More than 20%
10. Rank the following reasons for attrition rate.

(1- Topmost Important Reason, 2, 3, 4, ….6- Least Important Reason)

S
Reasons Ranking
No.
1. Market Condition 2

2. Insufficient Salary Package 4

48
 3. Inefficient Supervisor 3
4. Inappropriate Training & Development 5

5. Lack of Motivation 6
6. Higher studies and other personal reasons 1
7. Inept work environment 7
8. Others if any

11. Out of total recruitment in a year, what is the percentage of internal recruitment?
-- 0% - 5% -- 5% - 10%
-- 10% - 15% -- 15% - 20%
-- 20% - 25% -- More than 25%
12. What is the percentage of NO SHOWS? (Shortlisted candidates not turning up for
joining job)
-- 0% - 5% -- More than 15%
-- 5% - 10% -- Not at all
-- 10% - 15%

BIBLIOGRAPHY
49
TEXT BOOKS

Write names of the books you reffered

WEBSITES

 www.google.com
 www.answers.com
 http://en.wikipedia.org/wiki/

GLOSSARY

50
Human Resource Management is a function performed in the organization that facilitates
the most effective use of people (employee) to achieve organizational as well as individual
goals.

Job Descriptive Index (JDI) is a specific questionnaire of job satisfaction that has been
widely used. It measures one’s satisfaction in five facets: pay, promotions and promotion
opportunities, coworkers, supervision, and the work itself.

Job Satisfaction is a pleasurable emotional state resulting from the appraisal of one’s job.

Performance Appraisal is an on going process of evaluation and managing both the

behavior and outcomes of employees in the work place.

Recruitment refers to the process of seeking and attracting a pool of people from which
qualified candidates for job vacancies can be chosen.

Selection is a process of ascertaining the qualifications, experience, skill, knowledge, etc of

an applicant with the purpose of determining his suitability the job.

Training is the systematic development of knowledge, skill and attitudes required by an

individual to perform adequately a given task or job.

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