A PROJECT REPORT

ON

“A STUDY OF RECRUITMENT AND

SELECTION PROCESS"

IN PARTIAL FULLFILLMENT
FOR THE AWARD OF
MASTERS DEGREE IN COMMERCE

SUBMITTED BY

SARFARAZ A. Rehman LOKHANDE

UNDER THE GUIDANCE OF

Prof. SADIYA SHAIKH

DEPARTMENT OF COMMERCE
(ADVANCED COST ACCOUNTING AND COST SYSYTEM)

ABEDA INAMDAR SENIOR COLLEGE

OF ARTS, SCIENCE& COMMERCE,
CAMP, PUNE

YEAR
2015-2016

[1]
 DECLARATION

I, SARFARAZ LOKHANDE hereby declare that this work is the result of my own independent
work and investigation except where otherwise stated. I further declare that this work has
been as part my academic curriculum M com II, sem IV.
I also declare that this project report entitled. ‘A STUDY OF "RECRUITMENT AND
SELECTION PROCESS’ practices in Wings Travels Management India Pvt ltd is a
bonafide work prepared by me and hand information given in this report is true to my
knowledge.

Date: Name: SARFARAZ LOKHANDE

Place: Pune Sign:

[2]
 ACKNOWLEDGEMENT

This report is an outstanding prospect to convey my gratefulness to those many people

whose timely help and guidance went a long way in finishing this project work from
commencement to achievement.
I would like to express my sincere thanks to Mr. D. K.SAWANT for giving me an
opportunity to explore the practical knowledge practiced by the company.
This project could not been completed without the able guidance and support of Prof.
SADIYA.
I am grateful to costing Department of Wings Travels Management India Pvt ltd .
for helping me to get the information and an invaluable experience.
Last but not the least would like to thank my friends, family members and all those people
who helped me for the completion and deeper understanding of the concept of
performance appraisal.
Working on this project has proved to be an enlightening experience
for me.

[3]
 Sarfaraz lokhande

RECRUITMENT
AND
SELECTION PROCESS

[4]
 INDEX

Serial Chapter Name Page

NO No.
01 INTRODUCTION TO RECRUITMENT AND SELECTION PROCESS 06

02 COMPANY PROFILE 13

03 REVIEV OF LITERATURE 20

04 RESEARCH METHOLOGY 49

05 DATA ANALYSIS AND INTERPRETATION 59

06 CONCLUSION & SUGGESION 61

07 BIBILIOGRAPHY 69

[5]
CHAPTER 1

 INTRODUCTION TO THE STUDY

 OBJECTIVE OF THE STUDY

 IMPORTANCE

 SCOPE OF THE STUDY

 HYPOTHESIS

 LIMITATION

 CONCLUSION

[6]
1.1 INTRODUCTION TO THE STUDY

Human Resources Management

Human resource management (HRM) is the strategic and coherent approach to the
management of an organization’s most valued assets - the people working there who
individually and collectively contribute to the achievement of the objectives of the
business. The terms "human resource management" and "human resources" (HR) have
largely replaced the term "personnel management" as a description of the processes
involved in managing people in organizations. In simple sense, HRM means employing
people, developing their resources, utilizing, maintaining and compensating their
services in tune with the job and organizational requirement.

Its features include:

 Organizational management
 Personnel administration
 Manpower management
 Industrial management

But these traditional expressions are becoming less common for the theoretical
discipline. Sometimes even industrial relations and employee relations are confusingly
listed as synonyms, although these normally refer to the relationship between
management and workers and the behaviour of workers in companies.
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The theoretical discipline is based primarily on the assumption that employees are
individuals with varying goals and needs. The field takes a positive view of workers,
assuming that virtually all wish to contribute to the enterprise productively, and that
the main obstacles to their endeavours are lack of knowledge, insufficient training, and
failures of process.

HRM is seen by practitioners in the field as a more innovative view of workplace

management than the traditional approach. Its techniques force the managers of an
enterprise to express their goals with specificity so that they can be understood and
undertaken by the workforce and to provide the resources needed for them to
successfully accomplish their assignments. As such, HRM techniques, when properly
practiced, are expressive of the goals and operating practices of the enterprise overall.
HRM is also seen by many to have a key role in risk reduction within organizations.

Synonyms such as personnel management are often used in a more restricted sense to
describe activities that are necessary in the recruiting of a workforce, providing its
members with payroll and benefits, and administrating their work-life needs. So if we
move to actual definitions, Torrington and Hall (1987) define personnel management as
being:

“A series of activities which: first enable working people and their employing
organizations to agree about the objectives and nature of their working relationship
and, secondly, ensures that the agreement is fulfilled"

Human resources management comprises several processes. Together they are supposed
to achieve the above mentioned goal. These processes can be performed in an HR
department, but some tasks can also be outsourced or performed by line-managers or
other departments. When effectively integrated they provide significant economic
benefit to the company.

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1.2 OBJECTIVES OF THE RECRUITMENT AND SELCTION ROCEDURE

1. To study the recruitment and selection procedure in the organization.

2. To study the importance of recruitment and selection procedure.
3. To study the recruitment and selection procedure technique.
4. To study the internal and external sources of recruitment and selection procedure
5. To study & understand the importance & use of recruitment and selection
procedure.
6. To study the important functions of Human Resource Management.

1.3 IMPORTANCE

Following are the importance of the present project work-

1. Guidelines for the organisation:-

Present project work will be the guideline for the organisation in future for
maintaining the records. With the help of this project they can understand the
importance of maintaining costing department & records, which will help to control
the expenses & the unexpected losses during the production.

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 2. Great experience for my future:-
The most important thing is that this experience will help me in the future.
Discussions, interview, data collection, preparation of actual project & all other
steps in project have given me great confidence for the future efforts. Besides this I
can also undertake research work in future & make use of research fellowship
granted by U.G.C.

1.4 SCOPE

1. The present study is contained to Pune city and it is decided and considered in Wings
Travels Management India Pvt ltd.
2. The main objective of study analysis the benefits of training to the employees of Wings
Travels Management India Pvt ltd .
3. This study mainly focuses on the need assessment diagnoses present problems and
future challenge to be met through training by employees of Wings Travels Management
India Pvt ltd .
4. This study mainly focuses on leading training preferences and the attitude of
employees belong to low, middle and high level of income group taken in Wings Travels
Management India Pvt ltd .
5. This study involves internal and external sources within organization
6. This study is concerned with procuring relevant information about the candidate.

[10]
1.5 HYPOTHESIS

A hypothesis is an explanation for a phenomenon which can be tested in some way

which ideally either proves or disproves the hypothesis. For the duration of testing, the
hypothesis is taken to be true, and the goal is to rigorously test the terms of the
hypothesis. The concept of the hypothesis is a very important part of the scientific method,
and it also holds true in other disciplines as well. And therefore after going through the
literature study, the following are the hypotheses of study;

 Recruitment and selection procedure helps retain the employee in a Wings Travels
Management India Pvt ltd .
 Recruitment and selection procedure includes the mortal of workforce of Wings
Travels Management India Pvt ltd .
 Recruitment and selection procedure aids in development for promotion in a Wings
Travels Management India Pvt ltd .

1.6 LIMITATIONS

1. It was very difficult to gather the correct data and required data for the study.

2. Indicate time was the major constrains during the whole project.

3. All the answer given by the respondents have been assumes true.
4. The project study is too expensive.

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1.7 CONCLUSION
During my study on recruitment and selection I have found that requirement and
selection is most important for employees in company. It helps the company to create
a smarter force capable to meeting any situation and challenges. I have realised the
importance of recruitment and selection as a tool to achieve the goal of company it
was great experience which enhanced me a lot of new information relating to the field
of recruitment and selecting program also assist to employees in company when jobs
have become more complex in company. The other benefits and requirement and
selection can be capsules as below:
To control the moral and motivation, increase the job satisfaction; develop the sense
growth of the company.

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CHAPTER 2
COMPANY PROFILE
 History
 Mission & Vision
 Achievements
 Services of Wings Travel / Branches
 Culture of Wings
 Diagrams and Figures of
HR Hierarchy
 Distribution Network

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2.1 HISTORY
Wings Travels Management India Pvt ltd. is a premier independent company specializing in
Comprehensive corporate travel solutions. Leveraging our global presence, unparalleled
team of experts we have created customized and comprehensive corporate travel solutions.
WINGS TRAVELS is one of the foremostproviders of all travel solutions in
corporate travel as well as mass transport having offices in multiple cities.
In the past 18 years we have transformed the travel/transport process using technology to
create leading edge approach, virtually removing paper from our internal operations,
We are recognized for our partnership approach, tailoring our technology and
systems and processes to match our client’s needs.

2.2 VISION
We aim to become a pioneer in the vehicle rental industry by completely focusing on
customers, our employees, growth, innovation and efficiency. All of these elements will
drive us towards success and show us as one company that can perform and give value for
money.

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 2.2 Mission

We will provide the leadership and support necessary to sustain long-term growth and
customer satisfaction for our world-class customers. We will passionately promote quality
and service at all levels while enhancing our company's competitive advantage.

Wings Travel Management India Pvt. Ltd

SERVICES

Car Rental Flight bookings Hotel Bookings Bus pool/Carpool Radio Cabs Lanna Wellness

WINGS TRAVELS BRANCHES IN INDIA

Branch Office:

 Wings travels – VishrantwadiPune

 Wings travels - Koregaon Park, Pune.
 Wings travels – Magarpatta City, Pune
 Wings travels – Malad, Mumbai.
 Wings travels – Vikhroli, Mumbai.
 Wings travels - Hyderabad

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  Wings travels - Aurangabad.
 Wings travels - Nagpur.
 Wings travels - Chennai.
 Wings travels – Ahmedabad.

2.3 MILESTONES AT A GLANCE

Mr. ArunKharat is Founder MD of Wings travels Management India Pvt. Ltd. He has been in
the field of business for last 18 years and has successfully been known all over. Mr. Arun
has been nominated with many awards for the eco-friendly cab service.

He truly believes that in a short period of time travel industry will become as much a daily
part of people's lives as grocery shopping. People are nowadays so busy that they can’t
afford to spend time on other public transport facility or stress themselves by driving in
heavy traffic; they need a peace of mind. Travel industry has made quite convenient to call
a cab whenever required. It has made people independent to travel.
Feedback from customers shows that they value several key factors when finalizing
transport.
Of course speed, time, proper log in time, efficiency of service are of primary
importance, but equal emphasis on effective communication, proper log in times, and
above all service which is trouble / hassle free. Delivering a quality transport service has
always been the task & motive.

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2.4 CULTURE AT WINGS TRAVELS
 Be a winning team
 Have passion for excellence and hate bureaucracy
 Be empowered, have the confidence to take decisions quickly and be accountable.
 Be driven to achieve results, to deliver.
 Be professional and socially committed.

HR HIERARCHY

HR Operations

Business HR

Performance
Head HR Management &
Talent Management

Talent Acquisition

Learning &
Development
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2.5 AIMS & OBJECTIVES

Wings travels adopts an action plan composed of three strategies-

Attract the best talent,

• Develop each individual to their fullest potential

• Retain its employees at all levels.
• Recruitment and selection helps an organization from many aspects for
development. As evaluation from all angles, finding positive and negative
aspects can help an organization to know the relative areas through which it
can attend maximum productivity and profitability. It is positive approach as it
seeks to attract as many candidates from a pool of applicants where as selection
is a negative approach as it seeks to eliminate as many applicants as possible in
order to identify the right candidate. This study is basically aimed at the
different sources in the process in terms of effectiveness. The recruitment and
selection process when properly implemented results in the enhancement and
development of the organization

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2.6 AIM

1. To identify the gaps and problems in recruitment and selection process.

2.7 OBJECTIVES

1. To get hands on experience in recruitment functions and getting involved in the Process
flow of the company

2. To identify the factor as a target.

3. To work on identification of potential workforce in the organization.

4. Attract and encourage more and more candidates to apply in the organisation.

5.To ensure that recruitment procedures are clear, valid and consistently applied by those
involved inrecruitment and that they provide for fair and equitable treatment for those
who apply for employment.

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CHAPTER 3

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3.1 MEANING AND DEFINITION.

It is the 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 applicants from which new employees are selected. Recruitment refers to
the process of finding possible candidates for a job or function, usually undertaken by
recruiters. It also may be undertaken by an employment agency or a member of staff at the
business or organization looking for recruits. Advertising is commonly part of the
recruiting process, and can occur through several means: through online, newspapers,
using newspaper dedicated to job advertisement, through professional publication, using
advertisements placed in windows, through a job centre, through campus graduate
recruitment programs, etc. Suitability for a job is typically assessed by looking for skills,
e.g. communication skills, typing skills, computer skills. Evidence for skills required for a
job may be provided in the form of qualifications (educational or professional), experience
in a job requiring the relevant skills or the testimony of references. Employment agencies
may also give computerized tests to assess an individual's "off-hand" knowledge of
software packages or typing skills. At a more basic level written tests may be given to
assess numeric and Literacy. A candidate may also be assessed on the basis of an interview.
Sometimes candidates will be requested to provide a résumé (also known as a CV) or to
complete an application form to provide this evidence. In some countries, such as the
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United States, it is legally mandated to provide equal opportunity in hiring. Headhunting is
a frequently used name when referring to third party recruiters, but there are significant
differences. In general, a company would employ a head-hunter when the normal
recruitment efforts have failed to provide a viable candidate for the job. Head hunters are
generally more aggressive than in-house recruiters and will use, advanced sales techniques
such as initially posing as clients to generate names of employees and their positions and
personally visiting candidate offices. They can also purchase expensive lists of names and
job titles. They will prepare a candidate for the interview, negotiate salary, and conduct
closure to the search.

3.2 FACTORS GOVERNING RECRUITMENT

1. External Factor:
Supply and the demand of the labourwith specific skills in the labour market are very
important factors which influence the recruitment process very much. If the demand for
particular skills are high relative to the supply, and extraordinary recruitment effort may
be needed for instance the demand for the programmers and financial analysts is likely
higher than their supply, as opposed to the demand –supply relationship for non technical
employees.

When the unemployment ratein a given area is high the company recruitment process may
be simpler. The member of unsolicited applicants is usually greater and the increased size

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of the labour pool provides better opportunities for attracting qualified individuals on the
other hand as the unemployment rates drops recruiting efforts must be increased and new
sources should be explored.

Labour market conditions in a local area are of primary importance in recruiting for
most non managerial supervisory and middle management positions. However so far as
Recruitment for executive and professional positions is concerned conditions of all India
Market is important. Another external factor is Political and Legal consideration. A
reservation of jobs for SC, ST, minorities and other backward classes is a political decision.
The company image also matters in attracting large number of job seekers. Blue chip
companies attract large number of candidate. Often, it’s not the money that is important; it
is the perception of the job seekers about the company in attracting the qualified
prospective employees.

2. Internal Factors:
There are certain internal factors which deserves consideration while recruiting personnel.
One such internal factor is the recruiting policy of the organization. Most
organizations have a policy on recruiting internally or externally. Generally the policy is to
prefer internal sourcing as own employees know the company well and can recommend
candidates who fits the organization culture. Another related policy is to have temporary
and part time employees. An organization hiring temporary and part time policy is to have
temporary and part time employees is in less advantageous position in attracting the

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sufficient applications. In MNC’s there is policy relating to the recruitment of local
citizens.MNC’s operating in our country prefers local citizens as they can understand local
languages, customs and business practices well.

Major internal factors that can determine the success of the recruitment program is
whether or not the company engages in HRP. In most cases, a company cannot attract
prospective employees in sufficient numbers and with required skills overnight. it takes
time to examine the alternative regarding the appropriate sources of recruits and most
productive methods for obtaining them once the best alternative shave been identified
recruitment plans have been made. Effective HRP really helps a healthy recruitment
process.

Size is another important factor having its influence on the recruitment process. An
organization with one thousand employees will find recruiting less problematic than an
organization with just hundred employees.

Cost of recruitment is yet another factor that has to be considered. Recruiting costs are
calculated per new hire and the figure is considerable nowadays. Recruiters must therefore
operate within budgets. Careful HRP and forethought by recruiters can minimize
recruitment costs.

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3.3 RECRUITMENT PROCESS

Recruitment refers to the process of identifying and attracting job seekers so as to build a
pool of qualified job applicants. The process comprises 5 interrelated stages viz,

 Planning
 Strategy development
 Searching
 Screening
 Evaluation and control.

The ideal recruitment program is the one that attracts a relatively larger number of
qualified applicants who will survive the screening process and accept positions with the
organization, when offered. Recruitment programs can miss the ideal in many ways: by
failing to attract an adequate applicant pool, by under/over selling the organization, or by
inadequately screening applicants before they enter the selection process. Thus, to
approach the ideal, individuals responsible for the recruitment process must know how
many and what types of employees are needed, where and how to look for individuals with
the appropriate qualifications and interest, what inducements to use (or avoid) for various
types of applicant groups, how to distinguish applicants who are unqualified from those
who have a reasonable chance of success, and how to evaluate their work.

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 1. RECRUITMENT PLANNING

The first stage in recruitment process is planning. Planning involves the translation of
likely job vacancies and information about the nature of these jobs into set of objectives or
targets that specify the

 Number and
 Type of applicants to be contacted
 Number of contacts

Organizations, nearly always plan to attract more applicants than they will hire. Some of
those contacted will be uninterested, unqualified, or both, each time a recruitment
program is contemplated; one task is to estimate the number of applicants necessary to fill
all vacancies with qualified people. Companies calculate yield ratios which express the
relationship of applicant inputs to outputs at various points. The yield ratios must be used
with circumspection. No yield ratio will be available for recruiting employees for the first
time, or for recruiting sources or methods that have not been tried. Recruitment in such
cases has to depend upon their counterparts in other Organizations or make their own
guesses.

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  Types of contacts

This refers to the type of people to be informed about job openings .The type of people
depends on the tasks and responsibilities involved and the qualifications and experience
expected. These details are available through job description and job satisfaction.

2. STRATEGY DEVELOPMENT

Once it is known how many and what type of recruits are required, serious consideration
needs to be given to

 ‘Make’ or ‘buy’ employees.

 Technological sophistication of recruitment and selection devices.
 Geographic distribution of labour, markets comprising of job seekers.
 Sources of recruitment
 Sequencing the activities in the recruitment process.
 ‘Make’ or ‘buy’ employees

Organizations must decide whether to hire less skilled employees and invests in training
and education programs. Essentially, this is the ‘make’ (hire less skilled workers) or ‘buy’
(hire skilled workers and professional) decision. Organizations which hire skilled labour
and professionals shall have to pay more for these employees. ‘Buying’ employees has its
advantage in the sense that the skilled labour and professionals can begin the work

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immediately and little training may be needed. But the high remuneration that the skilled
workers and the professionals demand may outweigh these benefits.

 Technological sophistication of recruitment and

selection devices
It relates to the methods used in recruitment and selection. The decision is mainly
influenced by the available technology. The advent of computers has given employers and
job seekers a wider scope of options in initial screening stage.

 Geographic distribution of labour, markets

comprising of job seekers
In order to reduce costs, organizations look into labour markets most likely to offer the
required job seekers. Generally, companies look into the national market for managerial
and professional employees, regional or local markets for technical employees, and local
markets for clerical and blue collared employees. This may depend on the location of the
organization, state of labour market in that location and the kind of market comprising if
the job seekers. In the final analysis, organizations recruit where experience and
circumstances dictate likely success. Recognizing this, many adopt an incremental strategy
in which initial efforts are concentrated in regional or local labour markets and expanded
only if these efforts fail to achieve the desired results.

 Sources of recruitment
A. Internal recruitment
B. External Recruitment
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 A. Internal recruitment:

This seeks applicants for positions from those who are currently employed.

Internal sources include:

Present Employees- Promotions and transfers from among the present employees can be
a good source of recruitment. Promotion to higher positions requires job posting,
personnel records, and skill banks.

Employees Referrals-Employees can develop good prospects for their families and
friends by acquainting them with the advantages of a job with the company, furnishing
cards of introduction and encouraging them to apply. May prospects can be reached at a
low cost and it can provide a large pool of potential organization members.

Former Employees- Some retired employees may be willing to come back to work on a
part-time basis or may recommend someone who would be interested in working for the
company. This ensures recruiting the people whose potential and performance levels is
already known.

Previous Applicants-Those applicants who have previously applied for the job can be
contacted by mail, a quick and inexpensive way to fill an unexpected opening.

Evaluation of Internal Recruitment

There are 3 major advantages of internal recruitment:-

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 (i) It is less costly than external recruiting.
(ii) Organizations typically have a better knowledge of the internal candidates’ skills
and abilities than the ones acquired through external recruiting.
(iii) An organizational policy of promoting from within can enhance Employees’
morale, organizational commitment and job satisfaction.

There are three major disadvantages of internal recruitment:-

(i) The method simply perpetuates the old concepts of doing things that creative
problem solving may be hindered by the lack of new talents.
(ii) Some organizations complain of raiding in which divisions compete for the same
people.
(iii) Personal decisions involving internal candidates are more likely to be effected
by the political agenda of the decision makers.

B. External Recruitment

This seeks applicants for positions from external sources which include:

Professionals or trade associations - Many associations provide placements services

for their members. These services may consist of compiling job seekers’ lists and providing
access to members during regional or national convention. Further, many associations
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publish or sponsor trade journals or magazines for their members. These publications
often carry classified advertisements form employers interested in recruiting their
members. They help to attract highly educated, experienced or skilled personnel. The
recruiters can zero in on specific job seekers, especially for hard-to-fill technical posts.

Advertisements -‘Want ads’ describe the job and the benefits, identify the employer, and
tell those who are interested and how to apply. ‘Blind Ads’ are the ones in which there is
no identification of the organisation. Respondents are asked to reply to a post box number
or to a consulting firm that is retained by the organization. Advertisements are the most
effective way to attract the job seekers who are well informed about the job content,
realistic description of the working conditions, and location of the job, compensation
including fringe benefits, job specifications, and growth prospects and to whom on has to
apply to.

Employee Exchanges-These have been set up in the country in deference to the

provisions of the Employment Exchanges (Compulsory Notification of Vacancies) Act,
1959.The Act applies to all the industrial establishments having 25 workers or more each.
The Act requires all the industrial establishments to notify the vacancies before they are
filled. These help to increase the pool pf possible applicants and to help in preliminary
screening. These act as links between employers and prospective employees.

Campus recruitment- Colleges, Universities, research laboratories, sports fields and

institutes are a fertile ground for recruiters. The changes in economic front have thrown

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open new opportunities ,the quality of life has improved, has become difficult for foreign
students to secure work permits in the US, sentiment and love for the own country has
lead to successful recruitment drives and acquiring fresh talent.

Walk-ins,Write-ins ,Talk-ins- It is the most common and least expensive approach for
candidates to directly apply. In ‘walk-ins’ the job seekers submits unsolicited application
letters and resumes. This help in identifying the pool of potential employees’ easily. In
‘write-ins’, the jobseekers sent written enquiries. These job seekers are asked to complete
application forms for further processing.

Consultants- These are retained by organizations for recruiting and selecting managerial
and executive personnel as they have nation-wide contacts and lend professionalism to the
hiring process.

Contractors-they are used to recruit casual workers. The names of the workers are not
entered in the company records and to this extent, difficulties experienced in maintaining
permanent workers are avoided.

Displaced persons- Sitting and implementation of a project in an area would result in

displacement of several hundred inhabitants. Rehabilitation the displaced people is a social
responsibility of business. These people are a source of recruitment, not only for the
project which caused the displacement, but also for other companies located elsewhere.

Radio and television- These are used to reach certain types of job applicants such as
skilled workers and for mass advertisement.
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Acquisition and merger- Due to Acquisition and mergers, the Organizations have to
handle a large pool of employees, some of whom may no longer be necessary in the new
organization. Thus, the organization both new and old jobs may be created to staff best
qualified applicants from this employee pool.

Competitors- ‘Poaching or raiding’, involves identifying the right people in the rival
companies, offering them better terms and luring them away. This has to be done under
certain legal and ethical implications.

E-Recruiting-The employers electronically screen candidates’ soft attributes, direct

potential hires to a special website for online skill assessment, conduct background checks
over the Internet, interview candidates via videoconferencing, and manage the entire
process with web-based software. This helps in cost –saving, speed enhancement and
extended worldwide candidate reach and the jobseekers can search over a broader array of
geographic and company postings,

Evaluation of External Recruitment

There are 3 major advantages of external recruitment:-

(i) The organization will have the benefit of new skills, new talents and new
experiences, if people are hired from external sources.
(ii) The management will be able to fulfil reservation requirements in favour of the
disadvantaged sections of the society.
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 (iii) Scope of resentment, heartburn and jealousy can be avoided by recruiting from
outside.

There are 3 major disadvantages of external recruitment:-

(i) Better motivation and increased morale associated with promoting own
employees are lost to the organization.
(ii) External recruitment is costly.
(iii) If recruitment and selection processes are not properly carried out, chances of
right candidates being rejected (false positive error) and wrong applicants being
selected (false negative error) occur.

Sequencing the activities in the recruitment process

It involves making the final strategy by sequencing the activities and duties to be
performed under the entire procedure of recruitment from any of the above sources.

1. SEARCHING
Once a recruitment plan and strategy are worked out, the search process can begin. It
involves 2 steps:

 Source activation

 Selling

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 Source activation

Sources and search methods are activated by the issuance of an employee requisition. This
means that no actual recruiting takes place until lone managers have verified that a
vacancy does exist or will exist. If the organization has planned well and done a good job
of developing its sources and search methods, activation soon results in a flood of
applications and/or resumes. The applications received must be screened. Those who pass
have to be contacted and invited for interview. Unsuccessful applicants must be sent letters
of regret.

 SELLING
A second issue to be addressed in the searching process concerns communication. In
selling, the organization, both the message and the media deserve attention. Message refers
to the employments advertisement. With regard to media, it may be stated that
effectiveness of any recruiting message depends on the media. Medias are several-some
have low credibility, (employment exchanges, for example) while others enjoy high
credibility (advertisements in business magazines, for example: Selection of medium or
media needs to be done with lots of care.

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 2. SCREENING
Screening of applicants can be regarded as an integral part of the recruiting process. The
purpose of screening is to remove from the recruitment process, at an early stage, those
applicants who are visibly unqualified for the job. Effective screening can save a great deal
of time and money. Care must be exercised however, to assure that potentially good
employees and not lost and that the women and minorities receive full and fair
consideration and are not rejected without justification. In screening, clear job
specifications are invaluable. The techniques used to screen applicants vary depending on
the candidate sources and recruiting methods used .Interviews and application banks may
be used to screen walk-ins. Campus recruiters and agency representatives use interviews
and resumes. Reference checks are also useful in screening.

3. EVALUATION AND CONTROL

It is necessary to check and collect the information and evaluate the costs incurred in the
recruitment process.

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 Start

Manpower
Recruitment Analysis

Raise Resource
Request

Check Availability Of Allocate the Resource

Resource Internally 1
to Close the Demand

Raise a Recruitment
Request

Check Availability of e Contact Get Resumes

Resume internal job Consultan from
sites and Portals resume Consultant
Screening and Finding
the Suitability of
Resume
Schedule the Candidate
for technical
interview(1st Round)

Is 1st Round Clear Reject

Conduct Project Specific

interview/ BU interview
(2nd Round)

Is 2nd Round Clear Reject

Counduct HR interview

Is HR Interview Cleared Reject

Make a final call

SELECTION [37]
Next to recruitment, the logical step in the HR process is selection of qualified and
competent people. It is the process of picking individuals (out of the pool of job applicants)
with requisite qualifications and competence to fill jobs in the organization.

Recruitment and selection are the two crucial steps in the HR process and are often used
interchangeably. There is, however, a fine distinction between the two steps.

Selection means securing relevant information about an applicant.

This information is secured in number of steps. The objective of selection process is to

determine whether an applicant meets the qualifications for a specific job and to choose
the applicant who is most likely to perform well in that job.

The role of selection in an organization’s effectiveness is crucial for at least, two reasons.
First, work performance depends on individuals. The best way to improve performance is
to hire people who have the competence and the willingness to work.

STEPS IN SELECTION PROCESS:

 Written Examination.
 Group discussion.
 Technical interview.
 HR interview.
 Medical examination.

[38]
  Checking of references.
 Final employment decision.
 Follow up.

1. Written Examination (aptitude test) : All the short listed candidates are called for
a written test. The purpose of the written test is to bring the applicants who may have
passed the examination from the different universities, at different times on the same
platform and judge them in respect of intelligence and ability. Written test may of
subjective or objective type.

2.Group discussion: All the short listed candidate of written test is called for a group
discussion. In this candidates are given any topic for 15-20 min’s. The purpose of GD is to
judge the communication skills of the candidate and his presence of mind.

3.Technical interview: Interview is important and essential step in the selection

process. It is conducted to decide the most suitable candidate for the job. In the interview
the candidate comes face to face with the employer or the senior persons in the
organization to whom the responsibility of selecting the candidate for the post is entrusted.
The interviewer should ask some technical questions which will prove the technical ability
of the candidate for the specific job.

4. HR interview: In HR interview. Interviewer asks questions on intelligence and some

questions related to the candidate. The main aim of this interview is to judge the candidate
[39]
on the basis of his personality, his behaviour, intelligence, and his attitude and
communication skills. Some qualities of a candidate do not become available from the
written test or other selection tests and it becomes available only through interview, like
Mannerism, way of speaking, neatness, attitude, etc.

5. Medical examination:Medical examination is conducted to find out whether the

candidate is physically fit or not to perform the job for which he is to be selected.

6. Checking of references:In case of experience candidate, after the interview process

is over there is checking of the references provided by the candidate. Candidate should
provide at least three references of the previous employer. The referee is the senior person
of the previous organization. Few simple questions about work-ex of the candidate,
performance of the job, pay drawn and reason due to which he has left the job are asked to
the referees.

7. Final employment decision: The last step is the employment decision; depending
upon hi overall performance the final employment decision is taken. The candidate is given
an offer of employment after selection subject to his joining by the agreed date. The
company usually allows one month for positions below Managers and up to three months
for others. In exceptional cases, a candidate may be allowed an extension for joining if the
concerned Functional Head and HR Head agree. The offer becomes void after the specified
date if the candidate does not join.

8. Follow-up : A follow-up is ensuring that the candidate accepts the offer or rejects.

[40]
PROCESS FLOW DEFINING THE DUTIES OF
RECRUITMENT TEAM:

Job Posting

Mass Mailing TO
Suitable Candidates

Sourcing Resume

Screening Resume

Calling Candidates

Scheduling

Coordination in
Interview Process

Collecting Feedbacks

[41]
Recruitment Process at Wings travels

Recruitment at branch/regional level:

At the branch, assistant HR is in coordination with the corporate HR would be responsible
to plan, initiative & organize the preliminary rounds of interviews for most of the expected
vacancies.

Once the preliminary rounds are completed, CVs along with the duly filled up interview
Evaluation forms of the short-listed candidates are to be sent to corporate HR for further
processing.

Corporate HR would organize the final interviews in coordination with the concerned
interviewing Authority.

After manpower planning is done the next step is to search for the necessary candidates.
There are various sources of recruitment used at Wings Travels Management India Pvt. Ltd.

Following sources of recruitment are used by the club:

1. Advertisement 2. Internal References

3. Walk-in

 Walk Ins :

Companies and organizations generally conduct walk-in interviews to source personnel to

meet their immediate need. In today’s business world where growth and achievement of

[42]
target is the mantra, companies need staff on short notice for fulfilment of their projects
Generally, candidates in marketing and sales, fresher’s, production and technical staff,
operational staff and many other categories find opportunities in walk in interview venues.
Companies advertise the interview schedule and positions to be filled, along with venue
details and offers. Usually successful walk in candidates get an offer instantly, and are
required to join the company immediately. There are some disadvantages too, viz., many
walk in opportunities are temporary or short-term; or if otherwise, many times companies
find it difficult to retain these employees. For freshers and candidates who are not
employed currently, these opportunities help them to get employed immediately.

 Advertisements

Equal access to job opportunities should be reflected in all company advertisements,

job descriptions, personal specifications and application forms. The information on job
vacancies, job profiles and application forms is available in accessible formats for
applicants who may be visually impaired or have a learning difficulty. If this
information can be made available on your organisation’s website, confirm that it is
fully accessible to people with disabilities.

 References from Employees

At some point during your job search, a potential employer will request references.
Typically, it will be when the company is seriously interested in as a potential hire. It's

[43]
important to be prepared to provide a list of employment references who can attest to the
skills and qualifications that for the job.

INFORMATION ABOUT THE POST OF CUSTOMER SUPPORT EXECUTIVE IN WINGS

TRAVELS MANAGEMENT

ELIGIBILITY CRITERIA'S FOR THE POST

1.He/She must have excellent communication skills.

2. He/she must have minimum 1 year experience in field BPO/travel industry.

3. He/she must have knowledge about the city & must be familiar with local areas.

4. He/she must have long term commitment with the company.

RECRUITMENT AND SELECTION PROCEDURE:

Candidates come for the interview with CV through any of the above mentioned sources.
First interview is conducted by the HR Executive. It is the duty of the HR Executive to fill
up the evaluation sheet at the time of conducting the interview. This interview is called as
screening. Evaluation form includes all details about the general information about the
candidates and sources from which he/she come from.

After conducting the initial screening the Second Interview is to be scheduled with the
Branch Manager

[44]
If the candidate is getting selected in the second round then Third/Final Interview will be
conducted with the Regional Manager(RM) or HR Manager.

QUESTIONS TO BE ASKED BY THE HR

EXECUTIVE IN THE FIRST INTERVIEW

1. Family background of the candidate.

2. Work experience details of the candidate.

3. Whether he/she has worked with any BPO or not?

4. What is the reason of leaving current job?

5. What he/she has known about the job profile?

6. What he/she has known about WINGS TRAVELS?

THE CANDIDATE HAS TO BE EVALUATED ON

THE FOLLOWING GROUNDS

. Simple observation about the personality.

. Dressing, body language, appearance

. Posture, eye contact is to be observed throughout the interview.

[45]
. Knowledge about the travel sectors

. Confidence, convincing skill.

. Knowledge of local areas and local network.

. Work experience.

POST SELECTION PROCESS

PREJOINING PROCEDURE:

After final selection of the candidate he/she has to be informed about the rejoining
procedure. Following documents are necessary for rejoining -

1. Previous company offer letter.

2. Last three months salary slip or bank statement.

3. Three previous professional references with person name, contact number, name of
company, relationship with candidate and designation.

The candidate has to submit all above mentioned documents with the HR Executive.HR
Executive then conducts the background check from the numbers given by the candidate.
After completing all above procedure HR Executive sends the request for the offer letter to
the Head Office. After checking all the documents head office sends soft copy of the HR
Executive in 1-2 days. The HR Executive then gives print out of the same to the candidate.
[46]
The candidate has to accept the offer letter and one copy of the same has to be submitted
to HR Executive with signature on it. Candidate can join the company after accepting the
offer letter.

Once the candidate agree to the proposal and intimate their acceptance, HR sends out the
formal offer letter, duly approved and signed by the concerned authority.

JOINING PROCEDURE:

At the time of joining or accepting the offer letter the candidates requested to fill up the
joining kit. It includes the following documents:

a. Personal Data Form

b .Education Details

c. Previous work experience details

d. Income Tax Declaration

e. Nomination Declaration

f. ID Card Requisition

At the time of joining the candidate is requested to submit following documents:

[47]
1. Education certificate as 10, 12, graduation, post graduation etc.

2. Pan Card and Driving License Xerox

3. Present address proof

4. Blood group

5. 6 passport size photographs

6. Birth dates of family members

7. Resignation/Reliving letter duly signed by the respected authority

After completing all above procedure the HR Executive has to prepare joining documents of
the candidate and sent to the head office along with the request for ID Card.

[48]
CHAPTER 4
RESEARCH METHODOLOGY

[49]
4.1 INTRODUCTION

Research refers to the search for knowledge. It can be defined as “careful investigation or
inquiry especially through search for new facts in any branch of knowledge". Research is
the mother of all knowledge and the method used to obtain the knowledge of what where
unknown can be termed as Research Methodology.

There are many methods used for research. Some are as follows. Interviews,
questionnaires, and observations are the most popular methods gathering data. They all
provide realistic information. Managers use them for developing the job description and
job specifications. It was a descriptive method

4.2 RESEARCH DESIGN

A Research design is the arrangement of collection and analysis of data from the employee
in a manner that is relevance to the research purpose as per the company’s guidelines.
Research is a journey from known to unknown facts. The manipulation of things, concepts
or symbols for the purpose of generalizing to extend, correct or verify knowledge, whether
that knowledge aids in construction of theory or in practice of an art. It is the descriptive
research and to find the effectiveness of Recruitment and selection. The main aim is, to
find out the effectiveness of Recruitment & Selection procedure and submit the suggestions

[50]
and recommendations, which is coming out from the research, to Wings travelsPune,
Maharashtra.

4.3 DESCRIPTIVE RESEARCH

Descriptive Research includes the surveys and fact finding investigation. The main
characteristic is Researcher has no control over the variables. He can only report what
has happened or what is happening.

4.4 SCOPE OF THE STUDY:

The entire project study is designed to cover the whole organization of Wings Travels,
Pune. The primary objectives are to analyze and understand the employee’s opinion and
ideas regarding Recruitment and Selection. To understand the kind of Recruitment and
Selection, preferences of employees and observe the prevailing practice at WINGS TRAVELS.

The scope study was classified into:

4.5 BENEFITS OF THE ORGANISATION

This study helps to understand the nature of employee’s opinion about Recruitment and
Selection procedure, and identify the improvements to be made in the existing system .By
verifying the employee’s suggestion; the company can adopt new policies towards
Recruitment & Selection.

[51]
Benefits to the Researcher:

This study helps to understand the realistic procedures of Recruitment & Selection and
gain the practical knowledge to the researcher.

4.6 DATA COLLECTION

1. PRIMAY DATA

 The literature study was also useful in designing the questionnaire. Several rough
drafts were prepared for forming of the questionnaire.
 These data’s were collected by structured questionnaire, aligned with the outcome
to fetch the real findings what is the prevailing practice with respect to Wings
travels recruitment & Selection policy.
 It is very important that questionnaire should be designed properly in such a way
that satisfies their intended purpose.
 The questionnaire include both structured and unstructured questionnaire. The
questions used were open as well as closed ended.

2. SECONDARY DATA

Secondary data was collected on the basis of company profile, Company magazines and
some advertisement, internet and the likes.

[52]
4.7 SAMPLING PLANNING

A sampling plan is a detailed outline of which measurements will be taken at what times,
on which material, in what manner, and by whom. Sampling plans should be designed in
such a way that the resulting data will contain a representative sample of the parameters of
interest and allow for all questions, as stated in the goals, to be answered.

DEFINE POPULATION

Population sampling refers to the process through which a group of representative

individuals is selected from a population for the purpose of statistical analysis. Performing
populationsampling correctly is extremely important, as errors can lead to invalid or
misleading data.

Demographic information, such as age, race, sex, education, and marital status, is also
collected. Information collected during the Current Population Survey keeps track of
several statistics, including the number of individuals who are employed, unemployed, and
not in the labour force.

 Total population is 300 spread over 3 branches of Pune city

[53]
DEFINE SAMPLING METHOD

Sampling methods are used to select a sample from within a general population. Proper
sampling methods are important for eliminating bias in the selection process. They can
also allow for the reduction of cost or effort in gathering samples. Common methods of
sampling include simple random sampling (completely random selection from the
population), systematic sampling (ordering the population and selecting at regular
intervals), stratified sampling (splitting the population into categories and randomly
selecting from within each category), matched random sampling (population is divided
into pairs based on a criterion and then randomly assigned to groups), and panel sampling
(applying the same test over time to randomly selected groups).

4.8 LIMITATIONS

 The time was less for deep study as study was completed only in two month of
period
 While conducting surveys faced problems as most of employees was not ready share
time.

[54]
4.9 DATA ANALYSIS
QUESTION 1. How did you come to know about the vacancy in Wings Travels?

Particulars Response Percentage

Consultancy 2 5 5 0 %
Co mp a n y 2 0 4 0 %
Friends/Relatives 5 1 0 %
T o t a l 5 0 1 0 0 %

(TABLE 1.1:- About the vacancy in Wings Travels)

25
Consultancy
20 Company
Friens/Relatives

(GRAPF 1.1:-About the vacancy in Wings travels)

INTERPRETATION

[55]
About 40% respondents came to know about the vacancy through Company and 50%
through consultancy, 10% friends/ relatives.

QUESTION 2.What attracted you most initially for the job?

PARTICULAR Response PERCENTAGE

Job Profile 5 1 0 %

P a c k a g e 1 0 2 0 %

Brand Name 1 8 3 6 %

Growth Opportunity 1 7 3 4 %

T o t a l 5 0 1 0 0 %

(TABLE 1.2:- Attracted you most initially for the job)

(Graph 1.2Attracted most initially for the job)

[56]
INTERPRETATION

Most of the respondents were attracted to the job through its brand name and growth
opportunity. But the package and profile remain 10% and 20% respectively

QUESTION 3.What is the designation you have applied for?

P a r t i c u l a r R e s p o n s e Percentage

Operations Manager 1 0 2 0 %

Admin/Accountants 1 9 2 9 %

C S E 30 4 9 %

Others(specify) 1 2 %

T o t a l 5 0 1 0 0 %

(TABLE 1.3Designations applied for)

1
10

Opretions Manager
30 Admin/Accountants
19
CSE
Others (specify)

(GRAPH 1.3Designations applied for)

[57]
INTERPRETATION

 The recruitment was done mainly for the post of sales manager which contributes
to 20% and for the other designations it contributes 29%, 49%, 2% respectively.

[58]
 CHAPTER 5
 FINDINGS

[59]
5.1 FINDINGS

 About 60% respondents came to know about the vacancy through advertisement,
35% through consultancy and 5% were through and friends/ relatives.

 Most of the respondents were attracted for the job for its name and better Growth
Opportunity.
 The recruitment was done mainly for the post of customer support executive the
vacancy was not more for other designation.
 Regular employee satisfaction surveys should be conducted.
 Following up of the selected candidate is necessary until they join the Organization.

 Lead-time between selection of the candidates and the offers must be reduced
 All the candidates were contacted for the interview through company and through
Consultancy.
 85% of the respondents agreed for the punctuality of the interview as per the
schedule given but at the same time 15% were not agreed.
 Job description was clear to candidates at first round of interview as targets, about
agents etc.
 About 56% candidates were immediately attended by HR member and 44% were
not attended.

[60]
 Most of the respondents preferred that filling of reference form was easy.
 Majority of respondents feel that interview panel was neutral and sometimes
indifferent and friendly.
 Offer packaged was discussed during the interview but sometime it was when the
appointment letter was given to the candidate.
 Most of the Candidates were given opportunity to clarify their doubts.
 The qualified or not qualified candidates were informed timely through phone.
Around 62% 0f respondents are satisfied with the procedures and remaining
respondents are highly satisfied, dissatisfied, highly dissatisfied.

[61]
 CHAPTER 6
 CONCLUSIONS
 RECOMMENDATIONS

[62]
6.1 CONCLUSION

Recruitment is the process of generating a pool of capable people to use specific

instruments to choose from a pool of applicants a person or persons apply for employment
to organization. Selection is the process by which managers and others most likely to
succeed in the job’s given management goals and legal requirements.

Recruitment aims at developing and maintaining adequate supply of labour force according
to the need of the organization. It involves seeking and attracting qualified candidates from
the wide variety of external sources for job vacancies.

The acquisition of new candidate is an important and complex task.

Researcher got the questionnaire filled from the candidate who had gone through the
recruitment and selection process. The data evaluation of the recruitment and selection
process was collected from the candidates.

After the analysis we can conclude that recruitment and selection process of company is
fair, unbiased and effective. However some changes can be made in some part of process
through proper time management. An effective recruitment process will ensure a
challenging team building and efficient talent acquisition.The requirement is high because
of the high attrition rate. The 80:20 rules applies in the insurance company whereby
20%recruits turns out to be the winners and the rest 80%are looser who are soon
terminated or they quit.

[63]
6.2 RECOMMENDATION

1. As the analysis it is seen that the less number of people are attracted through package.
Better package should be given with the proper incentives.

2. Regular employee satisfaction surveys should be conducted.

3. following up of the selected candidate is necessary until they join the Organization.

4. Sometimes, due to wrong sourcing and scheduling, candidates appear for interviews for
openings that they are under-/over-qualified for.

5. The sources of recruitment get repetitive and exhausted and thus the company should
probably look at other sources like different job portals or conduct recruitment drives
every alternate weekend.

6. Lead-time between selection of the candidates and the offers must be reduced.

7. Proper training should be provided regarding the policies of the company so that each
and every employee is aware of rules and procedures for any issue in the company.

8. Candidates should not keep on hold for more than 8 days otherwise it will result in
losing of most of the candidates and it makes wrong image about the company.

[64]
 QUESTIONNAIRE

Q. 1) How did you came to know about the vacancy in Abs fitness club?
Job Portals
Consultancy
Company
Friends/ Relatives

Q. 2) What attracted most initially for the job?

Job Profile
Package
Brand Name
Growth Opportunity

Q. 3) What is the designation you have applied for?

Sales Manager
Assistant Sales Manager
Unit Manager
Others (Specify)

Q. 4) How were you contacted for the interview?

[65]
Through Company
Through Consultancy

Q. 5) Was the interview as per the schedule given?

Yes
No

Q. 6) Were you satisfied by the job description explained to you?

Yes
No

Q. 7) At venue were you immediately attended by H.R member?

Yes
No

Q. 8) Filling up of reference form was?

Difficult
Easy

Q. 9) The interview panel was?

Friendly
Indifferent
[66]
Neutral

Q. 10) Was the offer package discussed with you?

Yes
No

Q. 11) Were you given opportunity to clarify the doubts

Yes
No
Q. 12) If you were qualified not qualified were you informed in timely manner?
Yes
No

Q. 13) How was the average time of response for the entire recruitment process?
Too long
Short
Satisfactory

Q. 14) Rate your overall experience on following:

Communication
Time between rounds
Target
[67]
Q. 15) How would u rate your overall recruitment process?
Highly satisfied
Satisfied
Dissatisfied
Highly Dissatisfied

[68]
CHAPTER 7
 BIBILOGRAPHY

 WEBLOGRAPHY

[69]
BIBILOGRAPHY
Books Referred

1. “Human Resource Management”, Aswathappa, 5th Edition, Tata Mc Graw Hill Publications.
2. ,“Human Resource and Personnel Management”, William B.Werther and Keith
Davis11thEdition.
3. “Human Resource Management”, Garry Dessler, 11th Edition, Pearson Publications.

WEBLOGRAPHY
Websites Referred

1. www.absfitness.com/index.html

2. www.citehr.com/human-resource-section.html

3. www.managementparadise.com

[70]