1final.recruitment process

SHIVAJI UNIVERSITY, KOLHAPUR

1.1 INTRODUCTION

The Human Resources Management is concerned with human beings, who are the

energetic elements of management. The success of any organization or an enterprise will

depend upon the ability, strength and motivation of person’s working in it.

The Human Resources Management refers to the systematic approach to the problems in

any organization. It is concerned with recruitment, training and Development of personnel.

Human resource is the most important asset of an organization. It ensures sufficient

supply, proper quantity and as well as effective utilization of human resources.

In order to meet human resources needs, and organization will have to plan in

advance about the requirement and the sources, etc. The organization may also have to

undertake recruiting, selecting and training processes. Human Resources Management

includes the inventory of present manpower in the organization. In cases sufficient number

of persons is not available in the organization then external sources are also identified for

employing them. Human Resources Management lays emphasis on better working

condition and also ensures the employment of proper work force.

A part of Human Resources Management is assigned to personnel who perform some of

the staffing function. The staffing process is a flow of events, which result in a continuous

managing organizational position at, all levels from the top management to the operative’s

level. This process includes manpower-planning; developing sources of applicant

evaluation of applications employment decision offers induction and orientation, transfers,

demotions, promotions and separations.

Manpower’s planning is a process of analyzing the present and future

vacancies as a result of retirement, discharges, transfer, promotion, absence or other

reasons. Recruitment is concerned with the process of attracting qualified and components

personnel for different jobs. This includes the identification of existing sources of the

labor market, the development of new sources and the need for attracting large number

potential applications so that good selections may be possible.

Selection process is concerned with the development of selection policies and procedure

and the evaluation of potential employees in terms of job specifications. This process

includes the development of application blanks, valid and reliable tests and interview

techniques employee reversal system, evaluations and selections of personnel in terms of

jobs specifications the making up of final recommendations to the hire management and

the sending of offers and rejection letter’s.

A.G.I.M.S. SANGLI


1.2 OBJECTIVES OF STUDY

1. To study the procedure of Recruitment.

2. To study the various sources of Recruitment.

3. To study the modern Recruitment Techniques.

4. To suggest improvement in recruitment process.

1.3 IMPORTANCE OF THE STUDY

It is important to study this project because it may lead to know recruitment

process. It may also help to study of people expectations, their approach, towards work

which can be understood through of questionnaire. This study also shows all the factors

that affects the advisors profile in Krantiagrani Dr. G.D Bapu Lad factory.

It helps to increasing the value of company. It helps to bring out effective management

and also effective utilization of company, lastly it would also help to develop the image of

company.

1.4 SCOPE OF THE STUDY

The study is indented to evaluate Recruitment Process and find out cost

effectiveness to the organization. The study is only limited to Krantiagrani Dr. G.D. Bapu

Lad Sahakari Sakhar Karkhana Ltd. This study is help know corporate culture in sugar

factory. A proper recruitment policy and appropriate sources helps to the recruit the right

person to the right job.

1.5 LIMITATIONS OF THE STUDY

The area of study is limited to Krantiagarani Dr. G. D. Bapu Lad Sahakari Sakhar

Karkhana Ltd,(KSSKL), Kundal Tal-Palus only .

1. Time limit is one of the limitations.

2. Collection of huge data regarding my topic is an impossible task within project

time

3. In organization each and every person i.e. manager or workers they engaged in

their daily routine work that’s why it not feasible for them to give much time for

project study.

4. The accuracy of the study is based on the information given by the respondents.

5. As the sample size consists of only 50 employees its accuracy has its limitations.

A.G.I.M.S. SANGLI


1.6 STATEMENT OF THE STUDY

The human resources are the important factor affecting the working their

organization the human resources development is now gaining a lot of recognition and

significance as define by rules and regulation.

Recruitment is essential management activity, it is necessary for all important

decision making relating to man power. In recent period more organization uses various

modern recruitment methods to capture talented human resources for the organization.

The personal management is and approach or point views which insure that employee’s

potential is developed and maximum satisfaction is derived by them with the achievement

of organization activities.

Hiring a bad employ can be deadly, especially in small-medium sized companies.

They can tie the company up of months because management is afraid to do anything for

fear of a lawsuit, but at same time, the company needs are not being met avoid this

situation by developing and implementing effective recruitment policies. Consistent

application of your hiring process will insured you minimize bad decision.

1.7 RESEARCH METHODOLOGY

The research methodology used in this project report depends to a great extent

on objectives of study.

DATA COLLECTION

Primary Data:-

Primary data is data which is collected by researcher of first hand. The data will

be collected from HR Officer and Different head of the departments concerned with the

help of personal interview schedule. Following methods are using for primary data.

Questionnaire Methods:-

Collection of data is an important stage in research. In fact, the quality of data

collected determines the quality of research. While primary data is collected several

methods could be adopted of theses the most popular and widely is use of questionnaire. It

is being adopted by private individuals, research workers, private and public organizations

and even by government.

Secondary Data:-

Theoretical aspect and some other information given in the present study

have been obtained from the Library Books on the Human Resource Management.

A.G.I.M.S. SANGLI


Secondary Data collected from also the Office Records, Documents, Booklets, Books and

Annual Reports of Krantiagrani Dr. G.D. Bapu Lad Sahakari Sakhar Karkhana Ltd

(SKKSL).Kundal Tal-Palus

It is used for study which is already in published forms such as Annual reports of sugar

factory, Magazines, Periodicals, Pamphlets, Use of Electronic media i.e. Internet for

collecting information about current scenario. Similarly theoretical presentation was based

on library references.

Sample Size:-

In Krantiagarani Dr. G. D. Bapu Lad Sahakari Sakhar Karkhana Ltd., (KSSKL),

Kundal Tal-Palus total numbers of employees are 700 and 16 departments. Out of which

the researcher were selected 50 employees working in the respected department, so the

sample size for this research is 50.

A.G.I.M.S. SANGLI


2.1 INTRODUCTION:-

Once the required number and kind of human resources are determined the

management has to find the places where required human resources will be available and

also find the means of attracting them towards the organization before selecting suitable

candidates for jobs. All this process is generally known as recruitment. Some people use

the term recruitment for employment. These two are not one and same. Recruitment is

only one of the steps in the entire employment process. Some others use the term

recruitment for selection. These two term are not one and the same either technically

speaking the function of recruitment precedes the selection function and it includes only

findings, developing the sources of prospective employees and attracting them to apply for

jobs in an organization, whereas the selection is the process of finding out the most

suitable candidate to the job out of the candidates attracted.

2.2 DEFINITION:

Recruitment is defined as “a process to discover the sources of manpower to meet

the requirements of the staffing schedule and to employ effective measures for attracting

that manpower in adequate number to facilitate effective selection of an efficient

workforce. Edwin B. Flippo defined recruitment as “the process of searching for

prospective employees and stimulating them to apply for jobs in the organizations”.

2.3 OBJECTIVES OF RECRUITMENT:

The objectives of recruitment are:

1. To attract people with multi-dimensional skills and experiences that suits the

present and future organizational strategies.

2. To induct outsiders with a new perspective to lead the company.

3. To infuse fresh blood at all levels of the organization.

4. To develop an organization culture that attracts competent people to the company.

5. To search or head hunt/ head pouch

6. To devise methodologies for assessing psychological traits.

7. To search for talent-globally and not just within the company.

8. To design entry pay that competes on quality but not on quantum.

9. To anticipate and find people for positions that does not exist.

10. To seek out non-conventional development grounds of talent.

A.G.I.M.S. SANGLI


2.4 PURPOSE AND IMPORTANCE OF RECRUITMENT:-

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

job candidate. Specifically, the purposes are to:

1. Determine the present and future requirements of the firm in conjunction with its

personnel-planning and job-analysis activities.

2. Increase the pool of job candidate at minimum cost.

3. Help increase the success rate of the selection process by reducing the number of

visibly under qualified or overqualified job applicants.

4. Help reduce the probability that job applicants, once recruited and selected, will

leave the organization only after a short period of time.

5. Meet the organization’s legal and social obligations regarding the composition of

its workforce.

6. Begin identifying and preparing potential job applicants who will be appropriate

candidates.

7. Increase organizational and individual effectiveness in the short term and long

term.

8. Evaluate the effectiveness of various recruiting techniques and sources for all types

of job applicants.

2.5 FACTORS AFFECTING RECRUITMENT

There are a number of factors that affect recruitment. These are broadly classified

into two categories:

1. Internal Factors

2. External Factors

These are discussed one by one

1. INTERNAL FACTORS

The internal factors also called endogenous factors are the within the organization

that affect recruiting personnel in the organization. Some of these are mentioned here.

A. Size of the organization

The size of an organization affects the recruitment process. Experience

Suggest that larger organization find recruitment less problematic than organizations with

smaller in size.

A.G.I.M.S. SANGLI


B. Recruiting Policy:

The recruiting policy of the organization i.e. recruiting from internal sources and

from external sources also affects recruitment process. Generally, recruiting through

internal sourcing is preferred, because own employees know the organization and they can

well fit into the organization’s culture.

C. Image of organization:

Image of organization is another internal factor having its influence on the

recruitment process of the organization. Good image of the organization earned by a

number of overt and covert actions by management helps attract potential and competent

candidates. Managerial actions like good public relations, rendering public services like

building roads, public parks, hospitals and schools help earn image or goodwill for the

organization.

D. Image of Job:

Just as image of organization affects recruitment, so does the image of a job also.

Better remuneration and working conditions are considering the characteristics of good

image of a job. Besides, promotions and career development policies of organization

also attract potential candidates.

2. EXTERNAL FACTORS:

Like internal factors, there are some factors external to organizations which have

their influence on recruitment process. Some of these are given below:

A. Demographic Factors:-

As demographics factors are intimately related to human beings, i.e. employees,

these have profound influence on recruitment process. Demographics factors include sex,

age, literacy, economic status etc.

B. Labour Market:-

Labour market conditions i.e. supply and demand of labour is of particular

importance in affecting recruitment process. For example, if the demand for a specific skill

is high relative to its supply, recruiting employees will involve more efforts.

C. Unemployment Situation:-

The rate of unemployment is yet another external factor having its influence on the

recruitment process. When the unemployment rate in a given area is high, the recruitment

process tends to be simpler. The reason is not difficult to seek.

A.G.I.M.S. SANGLI


D. Labour Laws:-

There are several labour laws and regulations passed by the Central and state

Government that govern different types of employment. These cover working conditions,

compensation, retirement benefits and safety and health of employees in industrial

undertakings.

E. Legal Considerations:-

Another external factor is legal considerations with regard to employment.

Reservation of jobs for the scheduled castes, scheduled tribes, and other backward classes

is the popular example of such legal consideration.

2.6 METHODS OF RECRUITMENT:-

Recruitment methods refer to the means by which an organization reaches to

the potentials job seekers. In other words, these are ways of establishing contacts with the

potential candidates. It is important to mention that the recruitment methods are different

from the sources of recruitment. The major line of distinction between the two is that

while the former is the means of establishing links with the prospective candidates, the

latter is location where the prospective employees are available.

Dunn and Stephen have broadly classified methods of recruitment into three categories.

1. Direct Method

2. Indirect Method

3. Third party Method

A brief description of these as follows,

1. Direct Method:-

In this method the representatives of the organization are sent to the potential

candidates in the educational and training institutes. They establish contacts with the

candidates seeking jobs. These representatives work in cooperation with placement cells in

the institutions. Persons pursing management, engineering, medical etc. programmers are

mostly picked up in this manner.

2. Indirect Method:-

Indirect methods include advertisement is newspapers, on the radio and television

in professional journals technical magazines etc. This method is useful when

1. Organization does not find suitable candidates to be promoted to fill up the higher posts.

2. When the organization wants to reach out to a vast territory and

3. When organization wants to fill up scientific, professional and technical posts.

A.G.I.M.S. SANGLI


The experience suggests that the higher the position to be filled up in the organization or

the skill sought by the more sophisticated one, the more widely dispersed advertisement is

likely to be used to reach too many suitable candidates. Sometimes many organizations go

for what is referred to as blind advertisement in which only Box No. is given and the

identity of the organization is not disclosed. However organization with regional or

national repute does not usually use blind advertisements for obvious reasons. While

placing an advertisement to reach to the potential candidates, the following three points

need to be borne in mind:-

o First, to visualize the type of the applicant one is trying to recruit.

o Second, to write out a list of the advantages the job will offer.

o Third, to decide where to run the advertisement i.e. newspaper with local,

state, nationwide and international reach or circulation

3. THIRD PARTY METHODS:-

These include the use of private employment, agencies, management

consultants, Professional bodies/associations, employee referral/recommendations,

voluntary organizations, trade unions, data banks, labour contractor’s etc. to establish

contact with the job-seekers.

Now, a question arises, which particular method is to be used to recruit

employees in the organization? The answer to it is that it will depend on the policy of the

particular firm. The position of the labour supplies the government regulations in this

regard and agreements with labour organizations. Not with standing, the best recruitment

method is to look first within the organization.

2.7 RECRUITMENT PROCESS:-

Recruitment is the process of locating, identifying and attracting capable

applications for jobs available in an organization. Accordingly, the recruitment process

comprises the following five steps.

Planning

Strategy development

Searching

Screening

Evaluation and Control

Brief description as follow

A.G.I.M.S. SANGLI


1. Recruitment Planning:-

The first step involved in the recruitment process is planning. Here, planning

involves to draft a comprehensive job specification for the vacant position, outlining its

minor and minor responsibilities; the skills , experience and qualifications needed; grade

and level of pay; starting date; whether temporary or permanent; and mention of special

conditions, if any, attached to the job to be filled.

2. Strategy Development:-

Once it is known how many with what qualification of candidates are required,

the next step involved in this regard to devise a suitable strategy for recruiting the

candidate in the organization. The strategic considerations to be considered may include

issues like whether to prepare the required candidates themselves or hire it from outside,

what type of recruitment method to be used , what geographical area be considered for

searching the candidates, which source of recruitment to be practiced, and what sequence

of activities to be followed in recruiting candidates in the organization.

3. Searching:

This step involves attracting job seekers to the organization. There are broadly two

sources used to attract candidates. These are:

1. Internal Sources

2. External sources

4. Screening:

Though some view screening as the starting point of selection, we have considered. It

as an integral part of recruitment. The reason being the selection process starts only after

the applications have been screened and shortlisted. Let it be exemplified with an example.

In the Universities, applications are invited the post of professors. Applications received in

response to invitation, i.e., advertisement are screened and shortlisted on the basis of

eligibility and suitability. Then, only the screened applicants are invited for seminar

presentation and personal interview. The selection

Process starts from here, i.e. seminar presentation or interview.

5. Evaluation and Control:

Given the considerable cost involved in the recruitment process, its evaluation and

control is, therefore, imperative. The costs generally incurred in a recruitment process

include

1. Salary of recruiters

2. Cost of time spent for preparing job analysis, advertisement, etc

A.G.I.M.S. SANGLI


3. Administrative expenses

4. Cost of outsourcing or overtime while vacancies remain unfilled

5. Cost incurred in recruiting unsuitable candidates.

2.8 SOURCES OF RECRUITMENT:-

The various sources of recruitment are classified into two broad categories, namely:

1. Internal Sources

2. External Sources

The sources included under each category are depicted in the following

SOURCES OF RECRUITMENT

INTERNAL SOURCES

1.Present permanent employees

2.Present temporary/ casual/part

time employees

3. Retrenched/Retired employees

4. Dependents of

present/deceased/disabled

employees

5.Employees referrals

EXTERNAL SOURCES

1.Campus recruitment

2.Private employment/

agencies/consultants

3.Public employment exchange

4.Data banks

5.Casual Applicants

6.Similar Organizations

7. Trade unions

8.Walk-in

9.Consul-in

10.Head hunting

11.Body shopping

12.Mergers and acquisitions

13.E-Recruitment

A.G.I.M.S. SANGLI


2.9 EFFECTIVENESS OF RECRUITMENT PROGRAMME:

One last mention about the effectiveness of recruitment programme. Though there

has so far not been evolved any formula as such that makes a recruitment programme

effective. However, a successful and effective recruitment programme necessitates

having certain attributes such as:

A well-defined recruitment policy.

A Proper organizational structure.

A well-laid down procedure for locating potential job seekers.

A suitable method and technique for tapping and utilizing these candidates.

A continuous assessment of effectiveness of recruitment programme and

incorporation of suitable modifications from time to time to improve the

effectiveness of the programme.

An ethically sound and fool-proof practice telling an applicant all about the job

and its position, the firm to enable the candidate to judiciously decide whether or

not to apply and join the firm, if selected.

A.G.I.M.S. SANGLI


3.1 General Information of the organization

3.2 Location Details:-

A.G.I.M.S. SANGLI

1 Name & Address Krantiagrani Dr. G. D. Bapu Lad

Sahakari Sakhar Karkhana Ltd., Kundal

Tal-Palus Dist-Sangli

2 Registration No SAN/TGN/PRG(A)/S.78/1997

Date-12/05/1997

3 Industrial License

Number

L.I-56/4000.M.Ton/Daily

Date-18/03/1997

4 Factory Code

number

53002/kundal

5 Phone No (02346) 271601, 272075

6 Fax 02346-271602

7 E-mail [email protected]

8 Crushing Capacity 2500 M.T./Per day

9 Managing Director Mrs. Vijaysinh Shankarrao Ghorpade

10 Chairman Hon. Arun (Anna) Ganpati Lad

11 Economic

Support/Bankers

1.The Maharshtra State Sahakari Bank

Ltd.,Mumbai

2. State Bank Of India. Branch-Palus.

3. I.D.B.I Bank Branch-Islampur.

4. Bank Of India Branch-Tasgaon

mailto:[email protected]


3.3 HISTORY OF THE ORGANIZATION

Krantiagrani Dr. G. D. Bapu Lad Sahakari Sakhar Karkhana Ltd.,(KSSKL) is

located in Kundal Tal-Palus Dist-Sangli in state of Maharashtra. It is established by

Freedom Fighter Late Krantiagrani Dr. G. D. Bapu Lad and Arun Lad is chairman of this

factory. It is an existing factory manufacturing sugar with cane crushing capacity of 2500

TCD and has been running successfully. The karkhana has attached cogeneration unit with

an installed capacity of 1300mw is phase I. Factory have proposed to of sugar and co-

generation project for expansion of changing in production capacity of sugar plant from

2500 TCD to 5000 TCD and co-generation from 13 mw to 19.70mw.which would be

expanded to 2500 TCD and co-generation expansion of 6.70mw in phase II. The Director

body of factory have wide spread experience of setting up and managing large scale

industries, Hotels, Agro based industries and management of large scale entertainment and

hospitality units.

A.G.I.M.S. SANGLI

1 Project Site Krantiagrani Dr. G.D. Bapu Lad

Sahakari Sakhar Karkhana Ltd, Gat No-

514, Village-Kundal Tal-Palus Dist-

Sangli.

2 Nearest Town/City Sangli city is 40 Km

Palus city is 7 Km

Islampur city is 25 Km from site.

3 Nearest Highway The site is 4 km away from karad-

Tasgaon state highway.

4 Nearest Airport Karad Airport is 30 Km from the factory

site.

5 Nearest Railway

Junction

Kirloskarwadi Railway Junction is 4 Km

Form factory site.

6 Topography The factory site has leveled area.

The elevation above the sea level

7 Surroundings The site is 10 Km from Krishna river.

About 8 Km away from sagareshwar

Wildlife Park.


As per government regulation KSSKL approached MOEF and New Delhi

for environment clearance for expansion of changing in production capacity of sugar plant

from 2500 TCD to 5000 TCD and co-generation from 13MW to 19.70 MW. Regd. No. of

factory SAN/TGN/PRG (A) S-78/1997 dt-12-5-1997. The purpose of the preparation of

Environment Impact Assessment (EIA) report is not only to obtain environment clearance

from ministry of environment and forest Govt. Of India, New Delhi but also to understand

the likely impacts measures during and after commissioning of the project.

3.4 PRESENT POSITIONS AND PRESENT OFFICER

Name of the Board Member

Sr. No. NAME OF BOARD MEMBER POST

1 Mr. Arun (Anna) Lad Chairman

2 Mr. Popat Narayan Sankpal Vice. Chairman

3 Mr.Mohan Shamrao Kadam Member

4 Mr. Shreerang Dinkarrao Patil Member

5 Mr. Bhimrao Chandu Mahind Member

6 Mr. LalasoShiduMahadik Member

7 Mr. PopatVasantFadtare Member

8 Mr. TukaramAabaPawar Member

9 Mr. JawaharRajgondaPatil Member

10 Mr.SurykantDattaryBhuchade Member

11 Mr. BharatsinhBhujangraoFadnaik Member

12 Mr.RamchandraDattuPawar Member

13 Mr.AatmaramVithobaHarugade Member

14 Mr.RamchandraGanpatraoDeshmukh Member

15 Mr.DilipDattaryPatil Member

16 Mr.KundlikJotiThorat Member

17 Mr.DattajiraoAakaramMohite Member

18 Mr.LaxmanTukaramHendre Member

19 Mr.NivrutiSakharamPatil Member

20 Mr. PrashantBhupalChougule Member

21 Mrs.AanadibaiJanardanKhude Member

22 Mrs. ShobhaSambhajiSalunkhe Member

A.G.I.M.S. SANGLI


23 Mr.VijaysinhShankaraoGhorpade MD

Name of the present officers

Sr.

No.

NAME OF OFFICER POST

1 Mr.VijaysinhShankarraoGhorpade MD

2 Mr. VasantraoKeru Lad Secretary

3 Mr.ShamraoPandurandJadhav Finance Manager

4 Mr.ChandrakantSampatraoGavane Chief Chemist

5 Mr.DilipRamchandraParlekar Agri Officer

6 Mr.AapasoAatmaramKore Chief Accountant

7 Mr.Ashish Suresh Chavan D. Chief Engineer

8 Mr.MahadevRangrao Mane Civil Engineer

9 Mr.VirendraVikramsinhDeshmukh Labour and Welfare Officer

10 Mr.VilasDattaryJadhav Sugarcane Development Office

11 Mr.VishawasBhimrao Lad E.D.P. Manager

12 Mr.ShankarDadasoPawar Head Time Keeper

13 Mr.UdayRamchandra Lad Store Keeper

14 Mr.KrishnaPandurangPatil Soil Lab In-charge

15 Mr.SharadVittalPhatak Purchase In-charge

16 Mr.Kundal Narayan Lad Security Officer

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3.5 Organization Structure

Board of Director

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Marketing

Dept.

Chairman


3.6 Certificates:-

Best Sugarcane Development Award is south Zone of Maharashtra State-

Winner-

Krantiagrani Dr. G. D. Bapu Lad Sahakari Sakhar Karkhana Ltd., Kundal Tal-Palus Dist-

Sangli (M.S.) received the award for the best sugarcane development sugar factory in

south zone of the Maharashtra state at the hands of Shri. Prithviraj Chavan-Chief Minister

of Maharashtra State

A.G.I.M.S. SANGLI

Account

Dept.


4.1.Table showing sources that, employee comes to know about job openings in

organization

Table No-4.1

Sr. No. Description No. of Respondents percentage

1 Advertisement 25 50%

2 Consultants 4 8%

3 Reference 15 30%

4 Other 6 12%

Total 50 100%

Graph No-4.1

A.G.I.M.S. SANGLI


Interpretation:-

The above table and graph shows that, out of 50 respondents, 25 respondents i.e. 50% says

that they came to know about openings in the organization through advertisement, while 4

respondents i.e. 8% through consultancy,15 respondents i.e.30% through references, while

6 respondents i.e. 12% through other sources.

4.2. Table showing that, if advertisement source, then which source employee used.

Table No-4.2


1 Newspaper 16 32%

2 Collage 4 8%

3 Internet/Website 5 10%

4 Other 25 50%

Total 50 100%

Graph No-4.2

A.G.I.M.S. SANGLI


Interpretation:-

The above table and graph shows that, out 50 respondents,16 respondents i.e. 32% says

that they came to know about requirements in the organization through newspaper, while

4respondents i.e. 8% through collage,while5respondents i.e.10% through internet/website,

while 25 respondents i.e. 50% through other sources.

4.3. Table showing that, referral policy in organization.

Table No-4.3


1 Yes 38 76%

2 No 12 24%

Total 50 100%

Graph No-4.3

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38

12

Yes

No

Interpretation:-


that they have referral policy in organization, while 12 respondents i.e. 24 % says that they

don’t have referral policy in organization.

4.4. Table showing that, sources of reference in organization

Table No-4.4


1 Out of organization 5 10%

2 Within Organization 10 20%

3 Other 35 70%

Total 50 100%

A.G.I.M.S. SANGLI


Graph No-4.4

Interpretation:-


that they used reference source that is out of organization , while 10 respondents i.e. 20 %

through within organization , while 35 respondents i.e.70% through other source.

4.5. Table showing that, organization checks reference of employee.

Table No-4.5


1 Yes 17 34%

2 No 33 66%

Total 50 100%

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Graph No-4.5

Interpretation:-


that organization check reference of employees, while 33 respondents i.e. 66 % says that

organization don’t check reference of employees.

4.6. Table showing that, sources used by organization for recruitment process to

employee.

Table no-4.6


1 Walk in 20 40%

2 Campus Recruitment 7 14%

3 Search Candidate 13 26%

4 Private Employment 4 8%

A.G.I.M.S. SANGLI


5 All the above 6 12%

Total 50 100%

Graph No-4.6

Interpretation:-


that walk-in source used for recruitment process in organization, while 7 respondents i.e.

14 % through campus recruitment, while 13 respondents i.e.26 % through search

candidate, while 4 respondents i.e.8% through private employment, while 6 respondent i.e.

12% through all above sources used in organization for recruitment process.

4.7. Table showing about quality, which organization looks in a candidate.

Table No-4.7


1 Knowledge 13 26%

2 Past Experience 13 26%

3 Optimistic nature 3 6%

4 Discipline 5 10%

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5 Team Work Ability 9 18%

6 Other 7 14%

Total 50 100%

Graph No-4.7

Interpretation:-


that organization look knowledge in candidate, while 13 respondents i.e. 26 % in past

experience, while 3 respondent i.e. 6% in optimistic nature, while 5 i.e. 10% in discipline,

while 9 respondent i.e. 18% in team work ability and while 7 respondent i.e. 14% in other

quality organization looks in candidate.

4.8. Table showing that, importance of online recruitment.

Table No-4.8


1 Yes 36 72%

2 No 14 28%

Total 50 100%

A.G.I.M.S. SANGLI


Graph No-4.8

Interpretation:-


that online recruitment is important, while 14 respondents i.e. 28 % says that online

recruitment is not important.

4.9. Table showing that, whole information about organization to employee

before joined in this organization.

Table No-4.9

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1 Yes 42 84%

2 No 8 16%

Total 50 100%

Graph No-4.9

Interpretation:-


that they know whole information about organization before joined in this organization,

while 8 respondents i.e. 16 % says that they don’t know whole information about

organization before joined in this organization.

4.10. Table showing that, why employee attracted to apply for this job in this

organization.

Table No-4.10

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1 Good salary 8 16%

2 More benefits 8 16%

3 Career growth 10 20%

4 All Above 24 48%

Total 50 100%

Graph No-4.10

Interpretation:-

The above table and graph shows that, out of 50 respondents, 8 respondents i.e. 16% were

attracted to apply to job in this organization because of good salary, while 8 respondents

i.e. 16% because of more benefits, while 10 respondents i.e.20% because of career growth,

while 24 respondents i.e. 24% because of all the above things are attracted to the

employees.

4.11. Table showing that, relation between employee’s qualification and post

advertised by organization.

Table No-4.11

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1 Yes 44 88%

2 No 6 12%

Total 50 100%

Graph No-4.11

Interpretation:-

The above table and graph shows that, out 50 respondents, 44 respondents i.e. 88% says

that they feel relation between qualification and post advertised by the organization, while

6 respondents i.e. 12 % says that they not feel any relation between qualification and post

advertised by the organization.

4.12. Table showing that, which post advertised by organization that was as per

employee expectation.

Table No-4.12

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1 Yes 34 68%

2 No 16 32%

Total 50 100%

Graph No-4.12

Interpretation:-


that which post advertised by organization that is as per their expectation, while 16

respondents i.e. 32% says that is not as per their expectation.

4.13. Table showing that, satisfaction of employee in recruitment process.

Table No-4.13

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1 Yes 32 64%

2 No 18 36%

Total 50 100%

Graph No-13

Interpretation:-


that they are satisfied with recruitment process, while 18 respondents i.e. 36% says that

they are not satisfied with recruitment process.

5.1- FINDINGS:

GENERAL FINDINGS

1. Organization provides good facilities to their employees.

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2. There is a very good working system in an organization.

3. There is a very good relationship between workers and managements.

4. Maximum number of workers in sugar factory was recruited through

advertisement source.

5. The organization is having well qualified and experienced workers.

6. Most of the employees are happy, with the recruitment process.

7. Established structure is one of the benefits for stimulating

SPECIFIC FINDING:

1. Researcher found that employees attracted to this organization through

advertisement i.e. 50% that is highest source used in organization and

consultancy is lowest source i.e. 8%. We can say that the advertisement

source is highly used in organization. ( Table No-4.1)

2. Researcher found that 32 % respondent’s response to the organization

through newspaper and 8 % respondent response through collage that is as

per compare with newspaper, organization got very less response by college.

(Table No.4.2)

3. Researcher found that, In advertisement, the newspaper plays important role

in stimulating maximum number of skilled employees. (Table No.4.2)

4. Researcher found that 76 % respondents says that, referral policy used by

organization. (Table No-4.3)

5. Researcher found that, 66% respondents are saying that organization doesn’t

check reference of the organization.( Table No-4.5)

6. Researcher found that, walk in source i.e. 40% and search candidate method

i.e. 26% used for recruitment in organization , it is helpful to organization

because of direct interaction with job seeker but as compare above sources

private employment i.e. 4% is very less. (Table No.4.6)

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7. Researcher found that, while recruiting organization looks quality in

knowledge and past experience and team work ability for recruiting

candidate. (Table No-4.7)

8. Researcher found that 72% respondents replied that online recruitment is

important. (Table No-4.8)

9. Researcher found that, 84% employee knows whole information about

organization before the joined in this organization. (Table No-4.9)

10. Researcher found that, employees attracted to apply in this organization

because of good salary i.e. 8%, more benefits i.e. 8% , career growth i.e.10%

and some are attracted above all things i.e. 24% that is high. (Table No.4.10)

11. Researcher found that, 88 % employee replied that they feel relation between

their qualification and post advertised by organization and 68 % employees

have got job as per their expectation .( Table No-4.11& 4.12)

12. Researcher found that, 64 % employees are satisfied in recruitment process.

(Table No.4.13)

SUGGESTION:

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GENERAL SUGGESTION:

1. Today’s world is highly competitive so organization has to use internet services

for recruitment and has to follow online recruitment process.

2. Employee referral is the one of the best source for recruitment but employee

experience, qualification and skill of the candidate should check by organization

3. Organization can also contact consultancy service provider.

SPECIFIC SUGGESTION:

1. Now a day’s Telephonic-recruitment is easier option for the recruitment of the

employees so organization can take advantages of it.

2. For key positions referred candidate were appointed by the organization but they

can also follow proper recruitment procedure to get more eligible candidate

3. The company should not only focus on experienced candidates but also the fresh

candidates should be recruited so as to avail the innovation and enthusiasm of new

candidates

4. In the organization where summer training facility is prevailing then such kind of

practices must be adopted so that the candidate can learn and gain knowledge from

the practical views.

CONCLUSION:

After the study, the researcher has concluded that the recruitment process is very

important in organization. Due to this research work the researcher has understood a lot of

things such as basic concept of recruitment, sources of recruitment and modern methods of

recruitment. The organization is in need of having good source of recruitment, tests,

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interviews, etc. Krantiagrani Dr. G. D. Bapuso Lad Sahakari Sugar Factory is having

overall good recruitment process.

EMPLOYEE QUESTIONAIRE

Name of Employee:-____________________________________________________

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Department: - ______________________ Designation: - ______________________

Salary :-______________( Per Month)

Q.1. How do you come to know about openings in your organization?

A) Advertisement B) Consultants C) Reference D) Other

Q.2. If from advertisement, which source?

A) Newspaper B) College C) Internet/Website D) Other

Q.3 Do you have referral policy in your organization?

A) Yes B) No

Q.4. If from reference, which source?

A) Out of organization B) Within Organization

Q.5. Does your organization check reference of employee?

A) Yes B) No

Q.6. Following which sources used by organization for recruitment process according to

you?

A) Walk in B) Campus Recruitment

C) Search Candidate D) Private Employment

Q.7. which following quality organization looks in a candidate?

A) Knowledge B) Past Experience

C) Optimistic nature D) Discipline

E) Team Work Ability F) Other

Q.8. Do you think online recruitment is important??

A) Yes B) No

Q.9. Did you know whole information about organization before joined in this

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Organization?

A) Yes B) No

Q.10. what attracted you to apply for this job in this organization?

A) Good Salary B) More benefits

C) Career growth D) All Above

Q.11. Did you think any relation between your qualification and post advertised by

organization?

A) Yes B) No

Q.12.Do you think, which post advertised by organization that was as per your

expectation?

A) Yes B) No

Q.13. Are you satisfied with recruitment process?

A) Yes B) No

Bibliography

1. S. S. Khanka: Human Resource Management.(2003).New Delhi.5th. S. Chand &

Company Ltd. Page no.53, 54, 55, 64 and 65.

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2. P. Subba Rao: Essentials of Human Resource Management & Industrial Relations.

(1996). Mumbai. 5th.Mrs. Meena Pandey for Himalaya Publishing

House Pvt Ltd..Page No.136

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1final.recruitment process

Documents

recruitment process

human beings

selection process

staffing process

various sources of recruitment

hire management

procedure of recruitment

development of personnel