DECLARATION

I here by declare that this project work entitled “A study on recruitment and
selection process ” is my work, carried out under the guidance of my faculty guide
ABHISHEK BARUA SIR and company guide COLN. SUNIL SHARMA This
report neither full nor in part has ever been submitted for award of any other degree of
either this university or any other university.

Date: 28/04/2011 PRIYANKA GAUTAM

Place:INDORE
 ACKNOWLEDGEMENT

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 NATIONAL STEEL &

AGRO INDUSTRIES LTD INDORE, for their valuable support and the interest they
have shown in me during the course of the project.

I am thankful to Shri COLN. SUNIL SHARMA (GENERAL MANAGER

HR), NATIONAL STEEL for giving me an opportunity to take up this Project.

I would also like to extend my gratitude to my Faculty Guide MR.

ABHISHEK BARUA & BHUPENDRA RAGHUVANSHI 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 MS.DIPITI CHAJJED & ARTI

SONI. who spent their valuable time in providing us the best information.&
knowledge.
 TABLE OF CONTENTS
Declaration
Acknowledgements
List of tables
Abbreviations
t
Chapter I : Introduction
1.1) Need for the Study
1.2) Objectives
1.3) Limitations
1.4) Material and Methodology
Chapter II :Company profile
2.1) Introduction
2.2) Products
2.3) Company Description
2.4) Our Associate concerns
2.5) Corporation
2.6) Achievements and Awards

Chapter III : Recruitment & selection process

Chapter IV QUESTIONARIES:
Chapter V : Findings & Suggestions and Conclusions
5.1) Findings
5.2) Suggestions
5.3) Conclusion
Appendix
Bibliography
Glossary
 LIST OF TABLES

PAGE
SL. No. TITLE
NO
Response regarding job satisfaction level of
1 42
employees
Response regarding the length of working
2 43
period of employees
3 Responses of the employees on job profile 44
4 Responses of the employees on development 45
5 Responses of the employees on career focus 46
Responses of the employees on appropriate
6 47
recognition
Responses of the employees on overall job
7 48
security
8 Responses of the employees on work place 49
Response of employees to enhance the job
9 50
satisfaction

ABBREVIATIONS

ERA Executive recruiters association

CV Curriculum Vitae
JCM Job Characteristic Model
JDI Job Descriptive Index
MSQ Minnesota satisfaction questionnaire
CHAPTER-I
INTRODUCTION
The project is titled as “A study on recruitment and selection process”.In the
project the intern is required to study the impact of selection procedures on job
satisfaction on different parameters.

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.
12 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
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, that is gradually
eliminating candidates until finally one is left on the list for a vacancy. Some methods
are more reliable then 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.
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

1.1 NEED OF THE STUDY

To get an idea about the Recruitment and Selection Procedure held by
Rashtriya Ispat Nigam Limited, Visakhapatnam Steel Plant, Visakhapatnam.

1.2 OBJECTIVES
 To study about the recruitment and selection process followed by RINL/VSP
 To Identified different methods in selection process
 To know the selection process of employees and its impact on job satisfaction
 To know the job satisfaction levels of the employees of recruited
 To know the recruitment policy followed by RINL/VSP.
 1.3 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.
1.4 MATERIAL AND METHODOLOGY
SETTING
National Steel

DURATION OF STUDY
The study takes nearly 4weeks from the period of 16-03-2011 to 16-04-2011.

SAMPLE SIZE
The sample size was 60

SAMPLING TECHNIQUE
Simple Random Sampling
DATA COLLECTION PROCEDURE
The sources of recruitment are broadly divided into Internal Sources and
Externals Sources. Internal Sources are the sources within organizational pursuits. The
primary data is collected with direct interaction with candidates through questionnaire
and personal interview. The questionnaire consists of closed ended and open-ended
questions. Externals Sources are sources outside organizational pursuits.

Internal Sources
 Promotions
 Transfer
  Response of employees to notified vacancy
Externals Sources
 Advertisements
 Employment Exchange
 Campus Recruitment
 Unsolicited applicant
 Labor Contracts
 Employee Referrals
 Field Trips

CHAPTER-II
COMPANY PROFILE
NATIONAL STEEL AND AGRO INDUSTRIES LTD.
Indore, Madhya Pradesh, India

Indore Products - Manufacturer, Export / Import,

Public. Ltd. Firm Since 1985

National Steel And Agro Industries Limited (NSAIL) formerly known as National
Steel Industries Limited (NSIL) was set up on the 9th. Of January 1985 with the
objective of Manufacturing Galvanized Plain Steel Coils, Galvanized Plain Steel
Sheets and Galvanized Corrugated Steel Sheets.
The initial capacity of the plant was 35, 000 TPA which has now been enhanced to
1, 40, 000 TPA.
In 1992, NSAIL integrated backward by setting up a 1, 00, 000 TPA Cold Rolling
(CR) Mill. NSAIL has also started a 25 MW Power Plant adjacent to its existing
steel complex in order to meet the rising demand for power.

National Steel & Agro Industries Ltd earlier known as National Steel Industries, a
Ruchi group company co-promoted by Madhya Pradesh Audhyogik Vikas Nigam
to manufacture galvanized plain (GP) and galvanized corrugated (GC) sheets and
coils, set up a GP/GC plant with 40,000-tpa capacity in 1987 in technical
collaboration with Cockerill Works, Belgium. The capacity has since been
expanded to the present 130000. Galvanized sheets manufactured by the company
are used in building and construction, automobiles, appliances and agriculture, and
are marketed under the Peacock brand. Exports are done through international
trading companies based in Singapore, Malaysia and Europe. The products are
ultimately sold in West Asia, West Africa, Sri Lanka, Bangladesh, Burma,
Vietnam, Ghana, Zambia and Kenya. A unit for cold-rolled steel sheets and coils
was set up in 1992-93, in technical collaboration with three world leaders -- CMI,
Belgium; Stein Heurty, France; and Phoenix Works, Belgium. The cold-rolling
mill started commercial production from Sep.'94 and caters to its GP/GC plant.
The company's fully computerised galvanizing line incorporates the world's latest
Dagal process, comprising superior surface cleaning and preparation techniques. It
also has facilities for computer-aided annealing followed by hot dip galvanizing in
a zinc bath. The resultant products adhere to Indian and international standards
such as ASTM, JIS, DIN and BIS. The company increased its installed capacity to
130000 TPA for manufacturing G.P./G.C.Coils/Sheets & to 120000 for
C.R.Coils/Sheets in 2000-2001. Since the demand for

the Steel is very much optimistic the company is in the process of setting up a
Color Coating Plant and also expand its production facilities by 100%. The above
said expansion and is expected to go streamline in the second half of the financial
year 2004-05. The project is being financed by way of term loans and further issue
of share capital. During 2002-03 the company has issued 1187000 RCP Shares at
par to NRI and Bodies Corporate on private placement basis to part finance the
above said project.

Products:
NSAIL's wide range of products include both, plain and corrugated forms of
Galvanized Sheets. We are group of various firms manufacturing following items :
1.Galvanized Plain Steel Coils 2.Galvanized Plain Steel Sheets 3.Galvanized
Corrugated Steel Sheets 4.Ultra-thin gauge GP and GC sheets 5.Regular Spangle
Chromated & Dry.

Company Description-:
National Steel & Agro Indus. Ltd., formerly National Steel Industries Ltd. was
incorporated in 1985. It was set up in technical collaboration with CMI, Belgium,
Phoenix Works, Belgium, Stein Heurtey, France. It belongs to Ruchi Group and is
engaged in the . National Steel & Agro Indus. Ltd., formerly National Steel
Industries Ltd. was incorporated in 1985. It was set up in technical collaboration
with CMI, Belgium, Phoenix Works, Belgium, Stein Heurtey, France.
 Welcome to National Steel
Company

Right from the time, when the Group National Steel Company
began its operations in Cochin, in 2003, it had created a
comfortable niche for itself while providing a one-stop solution for
all steel requirements Established in 2003 Group National Steel
Company has emerged as one stop solution provider for all steel components
requirements. The Company has been at the forefront of the industry by offering
the most extensive range of steel building components and steel pre-engineered
building system Always ready to outline the specification and recommend optimal
solutions for steel building components requirements, National Steel Company
welcome technical inquiries from prospective buyers.

National Steel Company has been striving from the beginning to blend the right
human resources, optimal processes, and right methodologies to make sure that
customer gets the in-class value and quality.

Our Profile

We are very glad to introduce ourselves and our associate concerns as one of the
leading supplies of building materials of reputed manufacturers such as Cement,
Steel, Sanitarywares, Ceramic Tiles and other allied materials in and around
Ernakulum/ Kochi since 1965. And also we are engaged in C&F operation of M/s.
Sahyadri Industries Ltd. Pune for the last 4 years.

Our associate concerns are located in Ernakulum/ Kochi started his business in the
year of 1965 and developed remarkably well. His sons Mr. Sunil Joseph & Mr.
Subin Joseph is also looking after the business under the guidance of their father
and moving forward and it is headed by P.X.Joseph who has started his business in
the year of 1965 and developed remarkably well. His sons Mr. Sunil Joseph & Mr.
Subin Joseph is also looking after the business under the guidance of their father
and moving forward

Our Associate Concerns:

General Traders Suppliers of Cement of reputed manufactures

Kochi- 682005 to leading andestablished builders.
Authorised dealer of reputed products such as
National Agencies
Sanitarywares, Ceramic Tiles & Plumbing
West Karuvelipady
Fixtures
GNC National Housing
Builders and Developers.
Projects Vyttila
National Chits & Investments
Chits & Kurries
Thoppumpady
Dealers in Sanitarywares of branded products
National Sanitarywares
such as Sanitarywares and Ceramic Tiles &
P.T.Usha Road, EKM
Plumbing Fixtures.
Central Enterprises Dealers in Cement & Roofing Sheets.
Capital Traders & Agencies Traders in Iron & Steel and De-coiling of Steel
Vyttila & Eloor Bars.

We are happy that we are running all the above said concerns in our own premises.
Moreover, we have recently stared a Steel De coiling unit at Kalamassery and it is
functioning well as expected. And also it may please be noted that all the firms are
maintaining all statutory norms required by the authorities.
We deal High Strength 'Quenched & Self Tempered' rebars (QST, called TMT in
India). The technology we employ for the TMT (Quenching box) is German-based
EVCON-TURBO and our range

CORPORATION
National Steel Corporation
 The National Steel Corporation (1929–2003) was a major
American steel producer. It was founded in 1929 through a merger arranged by
Weirton Steel with some properties of the Great Lakes Steel Corporation and M.A.
Hanna Company. Despite a difficult market in Depression-setting 1930, the
company reported USD 8.4 million in profits. Again, in 1931 the company was
profitable unlike many other competitors. The company could attribute its success
primarily to sales to the automobile industry. Large steel producing operations
were located near Detroit, providing the company with low shipping costs
Throughout the Great Depression, National Steel obtained profitability every year.

The post-World War II years brought about record profits for the company as steel
was in high demand. The company continued to post healthy profits in the 70s,
although the latter half of the decade saw some sharp and turbulent profit slumps.
The increasing consumption of foreign-imported steel was often an attributed
problem. United Financial, a savings and loan, was acquired in 1979, adding
another sundry item for its portfolio.

Beginning in 1980, the company reported a serious loss of demand and with it
profits in its core steel business. A roller coaster earnings surge the next year
crashed down the year after that due to a further increase in imports and low
demand. In 1983, shareholders agreed to create National Intergroup, a holding
company, and merge the steel business as one many units into it. The corporate
reorganization was a further step to an already initiated arrangement that started in
1982, which broke the company into six independently managed units. The move
was intended to better administer the company which had become diversified away
from steel into aluminum and sfinancial services. That same year, the workers of
the Weirton mill purchased their operation from National Steel, forming an
independent employee-owned corporation.

In February 1984, Nippon Kokan K.K., a major Japanese steel producer, acquired
50% of National Steel from National Intergroup for USD 292 million. Later in
1990, the Japanese firm would claim another 20% share from National Intergroup,
which was eager to sell the steel business. The company stumbled through troubled
years as it shed thousands of workers and stared down bankruptcy in 1991.

In 1994 the company caused a stir in the industry by terminating nearly all of its
vice presidents, as well as its President and CFO, and replaced them by hiring
nearly the complete executive staff of the US Steel Gary Works, including V. John
Goodwin who was named the new President of National Steel. US Steel was
incensed and filed a lawsuit which was settled out of court. However these drastic
leadership changes were short-lived, as by 1996 Goodwin was gone, the result of a
bitter dispute with the Japanese ownership. By 1998 nearly all of the US
expatriates had jumped ship.

The darkest days of National's management history occurred in 2000, when an

internal auditor, tipped off by an informer, discovered that longtime executive
James Squires was receiving millions of dollars in kickbacks from scrap suppliers.
This was an especially painful event for the company because Squires had been
hailed as a "self made man" who had advanced from a mill laborer to a Senior Vice
President over the course of his 42 year career, and had professed to be the
pinnacle of financial stewardship. Nevertheless in August 2001, Squires was
convicted in Federal Court of receiving kickbacks, and in 2002 was sentenced to
two years imprisonment. Later he was forced to pay National approximately
$3,000,000 in a civil law suit. In his allocution at sentencing, Squires noted,
apologetically, that he had taken the improper payments because the company was
promoting "Harvard MBA's" more rapidly than it was promoting him. However
the company, in fact, had no Harvard MBA's in its employ.

The company then lumbered along for the next few years, hampered by doddering
executive management. Bankruptcy was then filed in 2002, the result of a deep
depression in the industry at the time combined with the laggard leadership.

The company would never enjoy extended periods of profit. Finally in March
2002, the company filed for bankruptcy with only $2.3 billion in assets for $2.6
billion in debt. After a bidding war between AK Steel and US Steel, in May 2003
the remains of National Steel were sold to US Steel for USD 850 million and the
assumption of USD 200 million.
 CHAPTER-III
RECRUITMENT & SELECTION
PROCESS
 INTRODUCTION
According to Edwin B. Flipper, “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 form 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.

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.

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
 Image/Goodwill planning
 Political-Social-  Size of the firm
Legal Environment  Cost of recruitment
 Unemployment rate  Growth and expansion
 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.
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.
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
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 same 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 and 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.
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.

HR Challenges in Recruitment
Recruitment is a function that requires business perspective, expertise, ability to
find and match the best potential candidate for the organization, diplomacy,
marketing skills (has to sell the position to the candidates) and wisdom to align the
recruitment process for the benefit of the organization. The HR professional
handling the recruitment function of the organization are constantly facing new
challenges. The biggest challenge for such professionals is to source or recruite the
best people or potential candidates for the organization.
 In the last few years, the job market has undergone some fundamental
changes in terms of technology, sources of recruitment, competition in the market,
etc. in an already saturated job market, where the practices like poaching and
raiding or gaining momentum, HR professionals are constantly facing new
challenges in one of their most important function recruitment they have to face and
conquer various challenges to find the best candidates for the organizations.
The major challenges faced by the HR 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 timeline 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 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 tasks to meet the changes in the market has become a
challenge for the recruitment professionals.

ORGANISATION ANALYSIS AND NEEDS ASSESMENT

We meet together in order to gain a clear understanding of your company and your
business – history, organization, development strategy, culture, management style,
as well as the open position to be recruited for …
This step is essential to enable us to jointly determine rules ,
Responsibilities, profiles and qualities of the successful candidate.
When necessary, we also meet with / discuss with relevant managers and
colleagues the candidate will work together with it.
The better we understand the human and organizational context, the more efficient
we will be in finding, evaluating and putting forward the right candidates.
Throughout the recruitment assignment, we will keep you regularly updated
through return and / or verbal reports, including O/s of identified candidates.

It is very important to have timely and concise feed back to enable us to refine our
search even further; it is equally important that we are kept up to date with any few
decisions or company changes that could have an impact upon ourselves for
appropriate candidates.

SEARCH FOR CANDIDATES

The two main search methods are
(1) Head hunting:-
a) We jointly establish a list of target companies within there is a high probability of
finding the candidate profile to be recruited. This is followed by the identification of
relevant candidates within each of these companies.
B) We source candidates through our established network of contacts within the
industry. Our specializations in the telephone and Internet sectors enables us to
identify candidates in a quick and efficient manner.
c) Advertising:-
Either through press ads or advertising on selected Internet sites. In each case, We
will prepare the ad text, and propose a relevant media plan, both of which are
submitted to your approval.
CANDIDATE INTERVIEWA AND EVALUATION
Candidates who have passed our initial selection process are invited for to face in-
depth interviews with our consultants.
PRESENTATION OF SHORT LISTED CANDIDATES
a written assessment of each candidate that we fell has profile and experience to
succeed in the position will be presented you.
The evaluation will take into account not only the suitability of the candidate’s
experience and skills required for the job, but also his/her motivation and career
aspirations, as well as his/her ability to integrate effectively into his/her future
work team and your organization in general.

CANDIDATE INTERVIESW WITH THE CLIENT COMPANY

Short-listed candidates are interviewed by relevant parties within your company
involved in the decision – making process, should you require, we will be happy to
organize these interviews; we contact the candidates for their feedback, and to
reconfirm their motivations.
REFERENCE CHECKS
Once you have taken your decision to hire a candidate, we will take references
(whenever possible) from former employers or other preference.
FOLLOWUP OF CABDIDATE INTERATION
Following Your Decision to hire a candidate, we stay in regular contact with him/her
until their start date. Throughout the probation period, we continue to in regular
contact with both your selves and then newly hired candidate to ensure his/her
successful integration.
EXCLUSIVITY
We work on an exclusive retainer Formal acceptance of our terms and a condition
implies that the assignment is exclusive toes. Therefore any applications made
direct to your company, including
Those from internal application will be forwarded to us.
These will be treated by our company on the same basis as all other applications.
GUARANTEE
Clementine International commits to put at your disposal all necessary means to
replace a candidate that leaves the company within his/her probation period,
whatever the reasons for this departure.
This guarantee is applied only at our client’s request and on the condition that the
position and profile initially defend remains unchanged.
Recruitment process
How we recruit: -
We conform to a recruitment process that fairly evaluates all and that is managed
with the aid of a sophisticated applicant tracking system. We believe our system
makes it easier for people to apple for vacancies and for our recruiters to process
applications as quickly and as fairly as possible.
All our vacancies are published on our careers website and occasionally in the
press, allowing applicants to apply directly to FNB.FNB has relationships with a
number of recruitment agencies that are able to present their candidates through
special technology provided for them. Suitable candidates may also be sourced
through relevant academic, professional and vocations institutions. As a rule, FNB
careers will not consider applications for positions sent to us by fax, email or
through the postal service
Searching for a position:
On our Careers site, you will find search tools that you may use to search for
positions that match your needs. All the available positions that match your search
criteria are displayed in a table that highlights positions that needs to be filled
urgently or that are nearing their advertisement expiry date. You may click on the
position title to see the detailed position description.
Applying for a position, if you see a vacancy that you are interested in please use our
system to apply for the vacancy, simply follow the instructions displayed on the
screed. We have tried to structure the application process is such a way that the
entire application process should not take more than a few minutes of your time.
You will normally be asked to complete a page with personal information, attach a
CV and a covering. You may sometimes also be asked to complete a questionnaire
specific to the position of your choice. Should you decide to supply any personal
information that is not mandatory, this information will not be used to evaluate
your application.
Selection and Interview:-
We will select candidates to interview against the stated criteria for each position. If
you are not selected for an interview, we will inform you as soon as possible. In
some cases we will ask if we may keep your details on our system. We will normally
contact you by email or telephone to arrange an appointment for an interview.
When we invite you for interview, we will let you know what the format of the
interview will be. If you are successful, you may be invited to attend a second
interview, or some additional evaluation procedures, depending on the position as
well as the requirements of the particular business unit.
Feedback:-
Our communication processes are automated, which means that there are no needs
to contact out recruiters to check on the status of your application. Once you have
applied for a position, our recruitment system will create a My page space on our
Careers website which you may access at any time to check progress with your
application. You will also receive emails fro0m us that will keep you up to date with
the latest news about the position.
Offers:-
All our offers for employment are subject to satisfactory references (including
credit, qualification and criminal checks) as well as a clearance from the South
African banking register of employee dishonesty system (Reds) Index.
Changes:-
Our recruitment processes may change depending on the requirement of a
particular business unit or vacant position.
The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the strategic advantage for the organizations. Recruitment
process involves a systematic procedure from sourcing the candidates to arranging
and conducting the interviews and requires many resources and time. A general
recruitment process is as follows:
Identifying the vacancy:
The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These contain:
o Posts to be filled
o Number of persons

o Duties to be performed
o Qualifications required
o Preparing the job description and person specification.
o Locating and developing the sources if required number and type of
employees (Advertising etc)
o Short-listing and identifying the prospective employee with required
characteristics.
o Arranging the interviews with the selected candidates.
o Conducting the interview and decision marking

7 1

RECRUITMENT PROCESS

5 4
1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Arrange interviews
6. Conducting interview and decision marking

The recruitment process is immediately followed by the selection i.e. the final
interviews and the decision marking, conveying the decision and the appointment
formalities.
Internet Recruitment / websites:-
Such sites have two main features: job boards and a resume/curriculum vitae (CV)
database. Job boards allow member companies to post job vacancies. Alternatively,
candidates can upload a resume to be included in searches by member companies.
Candidates can upload a resume to be included in searches by member companies.
Fees are charged for job postings and access to search resumes. Since the late 1990s,
the recruitment website has evolved to encompass end-to-end recruitment. Website
captures candidate details and then pools them in client accessed candidate
management interfaces (also online). Key players in this sector provide e-
recruitment software and services to organizations of all sizes and within numerous
industry sectors, who want to e-enable entirely ort partly their recruitment process
in order to improve business performance.
The online software provided by those who specialize in online recruitment helps
organizations attract, test, recruit, employ and retain quality staff with a minimal
amount of administration. Online recurrent websites can be very helpful to find
candidates that ate very actively looking for work and post their resumes online, but
they will not attract the “passive” candidates who might respond favorably to an
opportunity that is resented to them through other means. Also, some candidates
who are actively looking to change jobs are hesitant to put their resumes on the job
boards, for fear that their current companies, co-workers, customers or other might
see their resumes.

Job Search Engines:-

The emergence of vertical search engines, allow job-seekers to search across
multiple website. Some of these new search engines index and list the
advertisements of traditional job boards. These sites tend to aim for providing a
“one-stop shop” for job-seekers. However, there are many other job search engines
which index pages solely from employers’ website, choosing to bypass traditional
job boards entirely. These vertical search engines allow job-seekers to find new
positions that may not be advertised on traditional job boards, and online
recruitment websites.
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 organization is a crucial, complex and continue
function. The ability of an organization 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 organization and is faulty selection is made.
The employee will become a liability to the organization.
Factors affecting selection decisions
The goal of selection is to short out or eliminate those judged unqualified to meet
the job and organization 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.
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) Organizational and social environment: some candidates, who are eminently
suitable for the job, may fail as successful employees due to varying organization
and social environment. Hence candidates’ specifications must match with not only
job specifications but also with organizational 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.
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.

(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
Resource Plan Written Examination

Recruitment Preliminary Interview

Business
Games

Tests

Final Interview
Asses the Fit Between
the Job and the Medical Examination
candidate
Line Manger’s Decision
 Employment

RECRUITMENT AND SELECTION PROCESS

1. Approval from Man-Power for the recruitment of the vacancies.

2. Process is done in the following two ways.
 Internal source
 External source
3. As per presidential directives only categorized, i.e., Roster
4. Issue of notification, done in two ways:-
PUBLIC NOTIFICATION
Publications done through advertising, i.e., Newspapers
EMPLOYMENT EXCHANGE
The vacancies are sent to employment exchange for the desired candidates.
The list of finalized candidates is sent to the recruitment cell in the ratio 1:20.
5. Receipt of the application within the time limit as mentioned in the notification.
6. Scrutiny of the application and short-list of candidates is done.
7. Written test
The test is conducted of 85 marks. These marks having qualified in the
categorized way as in the following:
8. Interview Test
Interview is done by comprising of selection committee. The committee is
appointed by the CMD of VSP. The selection comprising the member of:
 Representative from indenting department
 Representative from SC/ST/OBC.
 Representative from Minority (other than Hindu).
 Representative of personnel Department.

 Lady Representative in the case of non-executive posts, i.e., Group-C

And Grope-D posts.
9. Medical Examination
The selected CATEGORY PERCENTAGE candidates from both
written and interview General/OBC 50 are called for medial
examination. If any SC/ST 40 reason the candidate
fails in the test the next candidate in the
list is eligible for the medical test. Since the test is validate for 1 year from the letter
list candidate i.e., written and interview.
10. Issue of offer letter, i.e., the appointment letter for the job.
11. Induction and Training Program
The candidates who got offer letters are eligible for induction and training in
this process the candidate are posted in the following way:
 CARD TRAINING PERIOD EDUCATIONAL POSTED
QUALIFICATION
Executives Management Graduate with 60% Junior Manager
Trainee with 12 in General/OBC
month 50% in SC/ST
Highly Skilled Senior Trainee Diploma Charge Man
with 18 months Engineering
Un-Skilled Trainee Khalasi Illiterate Khalasi
with 12 months

12. Place of posting

DIRECT RECRUITMENT
In this process the VSP releases advertisements in various news papers regarding
the post i.e. Executives & Non-Executives. Their vacancies and the criteria required.

Non-Executives:-
1) The candidates were called through employment exchange, and also the
candidates who are possessing “R” card (land losers) or Displaced person
Card.
2) The “R/DP” Card holders are those who loss the for VSP they were given age
relaxation.
3) In VSP there are around 5000 employees are their who are “R/DP” Card
holders.
4) The qualification is 10th pass as Minimum.
5) The reservations are fallowed as per the Govt. Laws.
 Written Test Trade Test Police
Verification

Medical Test Interview Offer of

Appointment to
the candidates

Executives:-
For the executive posts the candidates are called throw employment exchange. The
required qualification regarding Executives are as fallows:-
Technical:-M.Tech/B.Tech or Diploma in Technical Field (With/Without
Experiences)
Non-Technical:- Graduation with 60% or M.B.A and additional.

Written Test Trade Test Police

Verification

Offer of
Medical Test Interview Appointment to
the Candidates

INDIRECT RECRUITMENT
The indirect recruitment was done by a circular to various departments of the VSP.

Research Methodology
The study is directed to wards the currently followed recruitment practices in VSP
and includes the opinions of the recruitment practices representing the sample Size.
The general methods adopted in conducting the research are as
fallows:
o Define the research problem.
o Review the literature.
o Formulate hypothesis.
o Design research.
o Collect data.
o Analyze data.
o Interpret the data.
o Report the data.

RESEARCH DESIGN:-
Research design is the conceptual structure with in which research
would be conducted. The function of the research design sis to provide the
collection of relevant evidence with minimum expenditure of efforts, time and
money. The suitable design is the one that minimizes bias and maximizes the
reliability of the data collected and analyzed.

SAMPLE SIZE:-
A SAMPLE SIZE OF 100 is drawn the respondents belong to different departments of
the company

COLLECTION OF DATA:-
The data is collected through primary and secondary sources.

PRIMARY SOURCES:-
The primary data is collected from the respondents belonging to different
departments of the organization.

SAMPLE SIZE:-
SAMPLE TOOL:- Simple random sampling was administrated Questionnaire with
consisted of open ended and close ended questions.

SECONDARY SOURCEY:--
Secondary data is collected from the following sources.
 Discussions and personal observations.
 Organization report and files.
 Journals and websites.

RESEARCH ANALYSIS:-
Research analysis is the computation of certain induces or measures along with
searching patterns of relationship that exists among the data group.
Statistical tools such as percentages were used. The information gathered is
represented in the form of tables so that the interpretation would be precise.
THE METHOD OF STUDY FOLLOWED IN THIS PROJECT (IN BRIEF)
Sample Size : 30
Data collection Method : Questionnaires, observations, Discussions
and Organization reports.
Duration of the study : 45 days.
Analysis : Through percentage method
As the requirement to fill a new position will arise the concerned HOD will look into
the matter. He/she will take all particulars regarding the position and prepare a
manpower from, which contains all the particulars regarding the position all the
specicaytions are made and approved by the concerned HOD and that from is sent
HR department. HRD will begin to fill up that position by considering all the
specification. The particulars like the
Position
Experience
Qualification
Skill set
Budget
Time limit
No. of positions
Location
With all the above particulars the requisition from will be prepared authorized by
the HID. If the required position is at junior level or t middle level HOD
authorization is enough, if the requirement is at top level along with the HOD the
approval of the M.D of the organization is required.
POSITION
It states that for which position we are looking for the candidate.

EXPERIENCE
The minimum and maximum no. of years of experience, required by the candidate
for the position.
QUALIFICATION
The academic and other qualification the management is looking for in a candidate
to fill the position.
SKILL SET
What are the specific skills that the candidate should possess in order to meet the
requirements?
BUDGET
What is the salary the company is willing to pay to the candidate who is to be hired
TIME LIMIT
The maximum time that can be taken to fill that particular position.
NO. OF VACANCIES
This specifies the total No. of positions to be filled.
LOCATION
If the company is having more than one branch then it should be made clear in
which particular branch the candidate is required. When the requisition form
reaches the H.R. department then the hunt suitable candidates begins. The H.R. team
has to look in to the specification and then decide for the source of the candidate.
Various sources of candidates are:
 Internal source
 Data bank
 Advertisement in mews paper
 H.R. net work
 Word of mouth
 Consultants
 Job sites
 Employee reference

INTERNAL SOURCE:
When the requirements arise then the H.R team will check out from their
records whether there is any candidate in the organization with the specified
particulars.
If any candidate is located with the appropriate profile then the candidate is given
importance.
DATA BANK
A data bank is maintained by the H.R. team which contains the profiles of the
candidate. These profiles will be maintained in an organized manner such that the
retrieval of the profile will be easier.
ADVERTISENTS IN NEWS PAPERS
When the no. of vacancies is more in number the company will give an
advertisement in news papers by mentioning all the particulars. Then the
candidates with the suitable or relevant qualification will forward their resumes to
the H.R. department.
H.R.NERWORK
The H.R. team will have its own network that can also be used in tracing the
candidates. The H.R. personal of various of various organizations from this network.
WORD OF MOUTH
The H.R. team also uses the word as a tool for searching the candidates. H.R. team
passes the information about the requirements in their own network and collect
some profiles. They use these profiles and based on the requirement.
CONSULTANTS
Consultant is one of the expensive sources where the candidate will be registered
with the consultant. When there are some vacancies the H.R team will approach
consultants to forward the candidates with adequate qualities.

JOBSITES
A jobsite provide space for companies to keep their articles, banners,
advertisements and postings. Interested candidates may forward their profiles,
when they get through the advertisements.
EMPLOYEE REFERENCE:
Employees may forward the candidates whom they know and fell that they
are best in rendering their services.
Then the HR decides the source (internally or externally) of the candidates.
When the candidates from various sources, send their resumes to the company. The
company follows the procedure as step wise.
RESUME SCREENING:
 Many Candidates send their resumes when they come to know about the
opportunities in the organization. HR personal will shortlist these resumes and
select the resumes that will meet requirement.
CALL TO THE CANDIDATE:
The candidates who are short-listed will be informed about the interview and
then they ate called to attend the interview.
TECHIBICAL INTERVIEW:
A panel technical people interview the candidate with is purely based on the
technical skills of the candidate. If the panel is satisfied with the performance then
the candidate is sent for next level of the interview.
HOD INTERVIEW:
The candidates who are selected I the HOD level will be now interviewed by
the HR personal in aspects like attitude, objectives, and communication skills etc.
FINAL INTERVIEW:
HR people will take this interview and this will be the final round of interview. Here
the panel discusses all the negotiations will be done, regarding the and benefits

CHAPTER-IV
Questionnaires
 A QUESTIONNAIRE ON
RECRUITMENT AND SELECTION
IN
NATIONAL STEAL &AGRO INDUSTRIES LTD INDORE
PERSONAL PROFILE
Name:
Designation:
Age:
Qualification:
1. What is the source of Recruitment?
a) Internal b) External c) Both d) None
2. Will the Company permit you to leave the job better opportunities outside?
 a) Yes b) No c) In some cases
3. National steel & agro industries ltd whether the recruitment of vacancies done
every year?
a) Yes b) No c) None
4. National steel & agro industries ltd offers which type of recruitment for its
employees?
a) Temporarily basis employment b) Permanent basis employment
c) Both
5. Are you satisfied with presents or you need any fresh recruitment?
a) Yes b) No
6. Is Recruitment is necessary for National steel & agro industries ltd
a) Yes b) No
7. Was training will be given to the employees after they are recruited?
a) Yes b) No
8. Was recruitment will be done when the vacancies are recruited?
a) Yes b) No
9. Do you feel that recruitment plays an important role in National steel & agro
industries ltd
a) Yes b) No
10. Would you believe that after recruitment the employee should be given correct
placement?
a) Yes b) No
11. Give me your opinion if the placement is not good in an organization, it leads to
less productivity or not?
a) Yes b) No
12. In National steel & agro industries ltd which type persons were recruited?
a) Technical b) Non-Technical c) Both (a) & (b)
Does
13. In National steel & agro industries ltd needs Managers for the departments like
HR, Finance, and Marketing?
 a) Yes b) No
14. In, National steel & agro industries ltd what is the process of recruiting the persons
in to the organization?
a) Written test b) Interview c) Technical test d) All the above
15. National steel & agro industries ltd which persons will be recruited in regarding
their experience?
a) Experience Candidates b) Fresher c) Both
16. Which types of tests are conducted at the time of recruitment process in National
steel & agro industries ltd?
a) Physical test b) Written test c) Mental ability test d) Oral test
e) All
17. Do you thing inductions necessary for newly appointed employee in In, National
steel & agro industries ltd?
18. a) Yes b) No
19. What is your overall opinion about personal recruitment, Selection in National
steel & agro industries ltd?

CHAPTER-V
FINDINGS & SUGGESTIONS
 7.1 FINDINGS

 45.22% employees are satisfied with their jobs in the present organization.
 31.33% employees are working more than 2 years and above.
 40% of the employees are satisfied with their job profile
 52.66% of the employees are very satisfied with the organization for providing
good development programs and career focus.
 50and above employees are satisfied with their organization for providing good
PA and for providing good environment

7.2 SUGGESTIONS
  Perfect manpower consultants is lacking some basic infrastructure like proper
internet connection, manpower etc The organization should have minimum two
systems connected to internet and one system should be used exclusively to
down load the data from the Job Portal and the second one can be used for
other purposes (like sending terms & conditions, receiving and sending mails
etc). One system should be used for maintaining the database and records.

 Perfect manpower consultants should avoid dealing with low profile

requirements (like recruiting office assistants, front office executives or were
the salary package is less than Rs 8000). Because time and energy (work force)
used to fulfill the low profile requirement can be used in a better else were to
generate more revenues.

 Though consultancy has already owned a good reputation, but it always need
some type of publicity as a reminder to the young stars approaching to the jobs.
This might help in accumulating good data base.

7.3 CONCLUSION

By the above study I would like to conclude that:

 The recruitment process in VSP is done through mailing services, newspaper
ads and references.
 The selection process in VSP is depends on the job profile of their requirement
  The selection procedures had an impact on job satisfaction of employees.
 The study also says that the satisfaction level of employees are different for
each employee and mostly this satisfaction levels are depends on good
appraisal, official as well as personal benefits and career growth

BIBLIOGRAPHY

TEXT BOOKS

 P. Subba Rao, “Essentials of HUMAN RESOURCE AND MANAGEMENT

RELATIONS”, Himalaya Publications, Second edition and Revised print 2007.
  David A. Decenzo, “PERSONNEL /HUMAN RESOURCE MANAGEMENT”
 Tina Agrell, “RECRUITMENT TECHNIQUES FOR MODERN
MANAGERS”

WEBSITES

 www.google.com
 www.answers.com
 http://en.wikipedia.org/wiki/
 www.jsb.ac.in/library/projects/htm
 www.citehr.com

GLOSSARY

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