A

PRESENTATION ON

RECRUITMENT AND SELECTION PROCESS

AT

RUSHIL DCOR LTD.

Presented to Presented by
Respected faculty Chaudhari Twinkal
157080562001
Flow of presentation
Introduction of Rushil dcor LTD.
Background of study
Research methodology
Data analysis and interpretation
Finding
Conclusion
Bibliography
 COMPANY PROFILE
Business Type : Exporter / Manufacturer / Supplier

Incorporated on : May 24, 1993

Products : Laminates (fancy/decorative),

decorative laminate, compact laminate,
post form laminate, kitchen laminate,
embossed laminate, colour cor...
Gujarat manufacturing : 1,680,000 Laminate sheets per annum

Total Employees : 500-1000

Year Established : 199

Top 3 Markets : Southern Europe 8.33%Northern

Europe 8.33%Central America 8.33%

Registered office : Paldi

 Companys Product
1. Solid Color Laminates

2. Sky Blue Color Laminates

3. Red Color Laminates

4. Light Peach Color Laminates

5. Grey Color Laminates

6. Dark Peach Color Laminates

7. Dark Blue Color Laminates

8. Burgundy Color Laminates

9. Blue Color Laminates

10. Black Color Laminates

 Competitors of Rushil dcor LTD.
1. Alfa Ica (India) Ltd.
2. Ambition Mica Ltd.
3. Deco-Mica Ltd.
4. Greenlam Industries Ltd.
5. Oriental Veneer Products Ltd.
6. Stylam Industries Ltd.
 Background of study
HR Recruitment:

According to Edwin Flippo, "Recruitment is the process of

searching for prospective employees and stimulating them to apply
for jobs in the Organization.

Need for Recruitment

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

situations

Vacancies: due to promotions, transfers, retirement,

termination, permanent disability, death and labor turnover.
Creation of new vacancies: due to growth, expansion and
diversification of business activities of an enterprise.
In addition, new vacancies are possible due to job re-
specification.
Recruitment process
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time.

The recruitment process begins with the human resource

department receiving requisitions for recruitment from
any department of the company. These contain:

Posts to be filled
Number of persons
Duties to be performed
Qualifications required

HR Recruitment Process
 SELECTION
Meaning :

Selection is the process of picking up individuals (out of the

pool of job applicants) with requisite qualifications and
competence to fill jobs in the organization. A formal definition of
Selection is as under

Definition :

Selection is the process of differentiating between applicants in

order to identify and hire those with a greater likelihood of
success in a job.
 IMPORTANT OF SELECTION PROCESS

Selection means to choose the person from among the

prospective candidates to fill in the vacant posts in the
organisation. The success of the organisation depends upon
the quality of personnel selected for the job. Thus selection of
personnel is the most important function of the personnel
management. The importance of selection may be judged
from the following facts.

(1) Procurement of Qualified and Skilled Workers

(2) Reduced Cost of Training and Development

(3) Absence of Personnel Problems

PROCESS / STEPS IN SELECTION

1. Preliminary Interview
2. Selection Test
3. Employment Interview
4. Reference & Background Checks
5. Selection Decision
6. Physical Examination
7. Job Offer
8. Final Selection
 RESEARCH METHEDOLOGY

Research Objectives:
To study the process of recruitment & selection practice in rushil
decor ltd..

To determine which recruitment and selection practices are most

effective.

To determine how the recruitment and selection practices affect

organizational outcomes.
Scope of Study :

The benefit of the study for the researcher is that it helped to

gain knowledge and experience and also provided the
opportunity to study and understand the prevalent recruitment
and selection process.

The key points of my research study are:

1.To Understand and analyze various HR factors including

recruitment and selection process at consultant.
2.To suggest any measures/recommendations for the
improvement of the recruitment and selection process.
Research design:- Descriptive Research

Target population and Sample size

Population: 300 employees

A sample size of 150 employees of Rushil Dcor Ltd. has been taken

Research area: Limbodra

Sample Unit: Each employee of Rushil Dcor

Method: Survey Method

Data collection tool / Mode of Interaction: a structured

Questionnaire
Data Analysis tool: SPSS

Sampling Frame: A list of all 300 employees.

Sources of Data collection: Primary data

Test Used: Chi-square Test

Limitation of study:

Answers of respondents may or may not be bias

Researcher has to complete her research in 45 days .
DATA ANALYSIS AND INTERPRETATION
Q1. Since how many years have you been working with
thisorganisation?
Frequency Percent Valid Percent Cumulative Percent
1-5 years 106 70.7 70.7 70.7
5-10 years 36 24.0 24.0 94.7
10 to 15 years 6 4.0 4.0 98.7
More than 15 years 2 1.3 1.3 100.0

Total 150 100.0 100.0

Q2. Does the organisation clearly define the position objectives, requirements and candidate
specifications in the recruitment process?

Frequency Percent Valid Percent Cumulative Percent

Valid Yes 150 100.0 100.0 100.0
Q3. The selection of media used for the advertisement was effective
Frequency Percent Valid Percent Cumulative Percent
Disagree 1 .7 .7 .7

Neutral 117 78.0 78.0 78.7

Agree 21 14.0 14.0 92.7

Strongly Agree 11 7.3 7.3 100.0

Total 150 100.0 100.0

Q4. The job specification were clearly mention in the advertisement
Cumulative
Frequency Percent Valid Percent Percent
Neutral 29 19.3 19.3 19.3

Agree 99 66.0 66.0 85.3

Strongly Agree 22 14.7 14.7 100.0

Total 150 100.0 100.0

Q5.The interviewer were warm and supportive
Cumulative
Frequency Percent Valid Percent Percent
Disagree 1 .7 .7 .7

Neutral 44 29.3 29.3 30.0

Agree 51 34.0 34.0 64.0

Strongly Agree 54 36.0 36.0 100.0

Total 150 100.0 100.0

Q6. The interview conducted was highly structured
Cumulative
Frequency Percent Valid Percent Percent
Disagree 1 .7 .7 .7
Neutral 38 25.3 25.3 26.0
Agree 58 38.7 38.7 64.7
Strongly Agree 53 35.3 35.3 100.0
Total 150 100.0 100.0
Q7. During interview only relevant questions were asked
Cumulative
Frequency Percent Valid Percent Percent
Neutral 60 40.0 40.0 40.0

Agree 33 22.0 22.0 62.0

Strongly Agree 57 38.0 38.0 100.0

Total 150 100.0 100.0

Q8. The advertisement used for recruitment was eye catching and informative

Cumulative
Frequency Percent Valid Percent Percent
Disagree 2 1.3 1.3 1.3
Neutral 41 27.3 27.3 28.7
Agree 44 29.3 29.3 58.0
Strongly Agree 63 42.0 42.0 100.0
Total 150 100.0 100.0
Q9. The candidate profile was adequately described in the advertisement

Cumulative
Frequency Percent Valid Percent Percent
Disagree 13 8.7 8.7 8.7
Neutral 48 32.0 32.0 40.7
Agree 43 28.7 28.7 69.3
Strongly Agree 46 30.7 30.7 100.0
Total 150 100.0 100.0
Q10. The written test used was relevant to the post I applied for
Cumulative
Frequency Percent Valid Percent Percent
Strongly Disagree 1 .7 .7 .7
Disagree 3 2.0 2.0 2.7
Neutral 45 30.0 30.0 32.7
Agree 47 31.3 31.3 64.0
Strongly Agree 54 36.0 36.0 100.0
Total 150 100.0 100.0
Q11. The interview conducted was highly stressful
Cumulative
Frequency Percent Valid Percent Percent
Strongly Disagree 4 2.7 2.7 2.7
Disagree 4 2.7 2.7 5.3
Neutral 13 8.7 8.7 14.0
Agree 28 18.7 18.7 32.7
Strongly Agree 101 67.3 67.3 100.0
Total 150 100.0 100.0
Q12. I was given sufficient time to explain my position
Cumulative
Frequency Percent Valid Percent Percent
Disagree 10 6.7 6.7 6.7

Neutral 19 12.7 12.7 19.3

Agree 81 54.0 54.0 73.3

Strongly Agree 40 26.7 26.7 100.0

Total 150 100.0 100.0

Q13. I was informed of my selection well in time
Frequency Percent Valid Percent Cumulative Percent
Disagree 1 .7 .7 .7
Neutral 71 47.3 47.3 48.0
Agree 75 50.0 50.0 98.0
Strongly Agree 3 2.0 2.0 100.0

Total 150 100.0 100.0

Q14. The salary and other benefits are comparable with best in the industry
Cumulative
Frequency Percent Valid Percent Percent
Strongly Disagree 22 14.7 14.7 14.7
Disagree 11 7.3 7.3 22.0
Neutral 41 27.3 27.3 49.3
Agree 75 50.0 50.0 99.3
Strongly Agree 1 .7 .7 100.0
Total 150 100.0 100.0
Q15. My induction program was formal

Cumulative
Frequency Percent Valid Percent Percent
Neutral 5 3.3 3.3 3.3

Agree 79 52.7 52.7 56.0

Strongly Agree 66 44.0 44.0 100.0

Total 150 100.0 100.0

Q16. There was a formal training for new aspects of my job
Cumulative
Frequency Percent Valid Percent Percent
Disagree 28 18.7 18.7 18.7
Neutral 102 68.0 68.0 86.7
Agree 18 12.0 12.0 98.7
Strongly Agree 2 1.3 1.3 100.0
Total 150 100.0 100.0
Q17. Overall I am satisfied with companys recruitment & selection policies
Cumulative
Frequency Percent Valid Percent Percent
Strongly Disagree 18 12.0 12.0 12.0
Neutral 101 67.3 67.3 79.3
Agree 3 2.0 2.0 81.3
Strongly Agree 28 18.7 18.7 100.0
Total 150 100.0 100.0
Q18. Choose the area you are work
Frequency Percent Valid Percent Cumulative Percent

Finance and 10 6.7 6.7 6.7

Accounts
Marketing 33 22.0 22.0 28.7
Human Resources 61 40.7 40.7 69.3
Production and 46 30.7 30.7 100.0
Operations
Total 150 100.0 100.0
Q19. Your job level

Cumulative
Frequency Percent Valid Percent Percent
Middle 44 29.3 29.3 29.3

Operational 106 70.7 70.7 100.0

Total 150 100.0 100.0

Q20. Choose your income (Monthly)
Cumulative
Frequency Percent Valid Percent Percent
Less than 20000 109 72.7 72.7 72.7
>20000 to 40000 41 27.3 27.3 100.0
Total 150 100.0 100.0
Q21. My total experience (In Years)
Q22. My current age is
Q23. Please mention your Gender

Cumulative
Frequency Percent Valid Percent Percent
Male 124 82.7 82.7 82.7

Female 26 17.3 17.3 100.0

Total 150 100.0 100.0

 Chi-square Test
Ho Chi P Decisi
Squar Valu on
e e
1 The two factors "During interview relevant questions" and 12.97 0.0 Rejec
"Overall satisfied with company" are independent 9 43 t Null
2 The two factors Advertisement was eye catching and 19.74 0.0 Rejec
informative and Overall satisfied with company are 5 2 t Null
independent
3 The two factors Candidate profile was adequately described in 104.1 0 Rejec
the advertisement and Overall satisfied with company are 47 t Null
independent
4 The two factors Interview was highly stressful and Overall 23.51 0.0 Rejec
satisfied with company are independent 2 24 t Null
5 The two factors Given sufficient time to explain my position 123.6 0 Rejec
and Overall satisfied with company are independent 81 t Null
6 The two factors Informed of my selection well in time and 87.43 0 Rejec
Overall satisfied with company are independent 6 t Null
7 The two factors The salary and other benefits in the industry 61.92 0 Rejec
and Overall satisfied with company are independent 4 t Null
8 The two factors Induction program was formal and Overall 113.1 0 Rejec
satisfied with company are independent 63 t Null
Hypothesis:
H0: There is no any significant relationship between
qualification and skills of an employee and selection.
H1: There is significant relationship between qualification
and skills of an employee and selection.
H0: experience of an employee does not a major factor for
selection and recruitment process for Rushil Dcor.
H2: experience of an employee does a major factor for
selection and recruitment process for Rushil Decor .
 FINDINGS
70% of the people have been working with this organization since 1 to 5 years.

Organisations clearly define the position, objectives requirement and candidate

specification in the recruitment process by the employees are positive response is more
approximately 100%.

14% of the employees are agree with the selection of media used for the advertisement
was effective.

With the statement of selection of media used for the advertisement respondent give the
response to neutral and strongly agree according 78% and 7%.

More respondent are agree with the statement of job specifications were clearly
mentioned in the advertisement.

38% respondent are agree with the interview conducted was highly structured.

28% and 30% are respondent agree and strongly agree accordingly with the candidate
profile was adequately described in the advertisement.
More responded are strongly agree with the interview conducted was highly stressful.

50% are respondents are agree the salary and other benefits are comparable with best in
the industry.

67% of the respondent are neutral with the statement of satisfied with companys
recruitment and selection policies.

6%, 22%, 40% and 30% are employees are working in the area of finance and
accounts, marketing, human & resource, production & operation accordingly.

100% respondents are say organisation is medium.

28% and 70% employees have middle and operational level job accordingly.

72% and 27% employees are fall in less than 20000 and 20000 to 40000 accordingly in
monthly income group.

In this organisation 82% male are working and 17% female are working.
 CONCLUTION

Most of the employees were satisfied but changes are required according
to the changing scenario as recruitment process has a great impact on the
working of the company as a fresh blood, new idea enters in the
company.
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THANK YOU