a study on effectivness of recruitment process

CHART 4.1.6

Experience of Respondents

71%

24%5%

Experiance of Respondents

Below 1 year1-3 years3-6 years

55

TABLE 4.1.7

Sources that employees get to know about TPC

Options No. Of. Respondents Percentage

Colleague/Peer 53 66%

Word of mouth 14 18%

Advertisement 3 4%

Consultancy 5 6%

Job Portals 5 6%

Total 80 100%

INFERENCE:

Majority of the employees have come to know about the TPC through Colleague/Peer.

56

CHART 4.1.7

Sources that employees get to know about TPC

Collea

gue/P

eer

Word of mouth

Advertisem

ent

Job Portals

Consulta

ncy0

10

20

30

40

50

6053

14

3 5 5

66% 18% 4% 6% 6%

sources that employee get to know about TPC

No. Of. RespondentsPercentage

57

Table 4.1.8 Popular Recruiting Site

Options No. Of. Respondents Percentage %

Naukri 35 44%

Monster 21 26%

Times Job 16 20%

Others 8 10%

Total 80 100%

INFERENCE:

From this table we can infer that Job portal Naukri is popular among employees and next

rank goes to Monster site.

58

CHART 4.1.8

Popular Recruiting Site

Naukri Monster Times Job others0

5

10

15

20

25

30

3535

21

168

Percentage % 10%

popular Recruiting SiteN

o of

Res

pond

ents

59

Table 4.1.9 Got informed about Compensation packages


Yes 43 54

No 37 46

Total 80 100

INFERENCE:

Majority of the respondents are aware about the compensation packages they will receive at the

time of interview.

60

CHART 4.1.9

Got informed about Compensation packages

Yes54%

No46%

61

Table 4.1.10 Got informed about the career path and growth


Yes 72 46

No 8 54

Total 80 100

INFRENCE:

From the above table we infer that most of the employees are not informed about the

career path and growth at the time of interview by the recruiter.

62

CHART 4.1.10

Got informed about the career path and growth

Yes

No

42 44 46 48 50 52 54 56

46

54

Got informed about Career path and Growth

Percentage %

63

Table 4.1.11

Did you get exact job which is relevant to your career?


Yes 68 85%

No 12 15%

Total 80 100%

INFERENCE:

From the above table we infer that 85% of TPC employees are got exact job.

64

CHART 4.1.11

Did you get exact job which is relevant to your career?

Yes

No

0 10 20 30 40 50 60 70 80 90

85

15

Employees got exact job

Percentage %

65

Table 4.1.12

Employee encounter during interview


Aptitude 43 54

Preliminary Interview

22

27

HR interview 15 19

Total 80 100

INFERENCE

From the above table 54% employees encountered in Aptitude Test, 27% of employees

problem faced in preliminary interview,and 19% of employees encounter in HR interview.

66

CHART 4.1.12

Employee encounter during interview

54%

27%

19%Apptitude Priliminary Interview Hr Interview

67

Table 4.1.13

Employees' Feedback on Overall Recruitment Strategy


Highly satisfied 29 36

Satisfied 43 54

Dissatisfied 8 10

Highly Dissatisfied - -

Total 80 100

INFERENCE:

From the above table we infer that majority of the employees are satisfied or highly

satisfied with the on-going recruitment strategy.

68

CHART 4.1.13

Employees' Feedback on Overall Recruitment Strategy

36%

54%

10%

Employee's opinion on overall recruitment strategy

Highly satisfiedSatisfiedDissatisfied

69

CHI SQUARE TEST I

OBJECTIVE:

To determine whether there is an association between the educational qualification and

satisfaction level of employees in recruitment process.

Ho: Educational qualification of employees' and their satisfaction level in recruitment process

are independent.

H1: Educational qualification of employees' and their satisfaction level in recruitment process

are dependent

Feedback on recruitment process

Educational qualification

Highly satisfied

Satisfied Dissatisfied Total

Below Hr.Sec 3 4 1 8

UG or PG 12 10 1 23

ITI or Others 14 29 6 49

Total 29 43 8 80

70

4.2 Calculation

Ob. Freq (Oij) Exp.Freq (Eij) (Oij-Eij) (Oij-Eij) 2 2=(Oij-Eij) 2/ Eij

3 29*8/80=2.9 0.1 0.01 0.003448

4 43*8/80=4.3 -0.3 0.09 0.020930

1 8*8/80=0.8 0.2 0.04 0.05

12 29*23/80=8.33 3.67 13.4689 1.61691

10 43*23/80=12.36 -2.36 5.5696 0.45061

1 8*23/80=2.3 -1.3 1.69 0.73478

14 29*49/80=17.76 -3.76 14.1376 0.79603

29 43*49/80=26.33 2.67 7.1289 0.27075

6 8*49/80=4.9 1.1 1.21 0.24693

Total 4.190388

71

2 TESTS:Degree of freedom =(r-1) (c-1)

= (3-1) (3-1)

=2*2 = 4

Table Value =9.488

Calculated Value =4.190388

Level of Significance =0.05

INFERENCE:

Since calculated value is lesser than Table value, Null Hypothesis is accepted & alternate

Hypothesis is rejected which says there is no significant relationship between Educational

qualification of employees' and their satisfaction level in recruitment process are independent

72

CHI SQUARE TEST II

OBJECTIVE:

To determine whether there is an, association between the designation level of an employee and

the recruiter's interest to inform about compensation packages during the time of interview.

Ho: Designation level of an employee and the recruiter's interest to inform about compensation

packages are independent.

H1: Designation level of an employee and the recruiter's interest to inform about compensation

packages are dependent.

Information about

Compensation

Designation Level

Yes No Total

Process Associate19 7 26

Process Executive 15 25 40HR Executive 7 3 10HR Managers 1 1 2

Management Trainees 1 1 2Total

73

43 37 80

Calculation:

Ob. Freq (Oij) Exp.Freq (Eij) (Oij-Eij) (Oij-Eij) 2 2=(Oij-Eij) 2/ Eij

19 43*26/80=13.975 5.025 25.2506 1.80684

7 37*26/80=12.025 -5.025 25.2506 2.09984

15 43*40/80=21.5 -6.5 42.25 1.97674

25 37*40/80=18.5 6.5 42.25 2.29729

7 43*10/80=5.375 1.625 2.640 0.49116

3 37*10/80=4.625 -1.625 2.640 0.57081

1 43*2/80=1.075 -0.075 0.0056 0.00520

1 37*2/80=0.925 0.075 0.0056 0.00605

1 43*2/80=1.075 -0.075 0.0056 0.00520

1 37*2/80=0.925 0.075 0.0056 0.00605

Total 9.26518

74

Degree of freedom =(r-1)(c-1)

Degree of freedom = (5-1)(2-1)

=4*1 = 4

Table Value =12.59

Calculated Value =9.26518

Level of Significance =0.05

INFERENCE:

Since calculated value is lesser than Table value, Null Hypothesis is Accepted & alternate

Hypothesis is Rejected which says there is no significant relationship between Designation level

of an employee and the recruiter's interest to inform about compensation packages are

independent.

75

WEIGHTED AVERAGE METHOD

TEST I

Weighted Average method is used to compute the rank which determines the attributes

that attracted employees towards The Professional Couriers

In this method ranks are assigned to the factors by corresponding to the weighted averages from

the highest to the least. The factor that shows the lowest average is said to be the most preferred

factors among the others

Ranks

Sources

I II III IV V VI VII

Advertisement

2 14 45 60 70 6 7

Peer Reference

40 40 24 8 10 36 14

Job Site 32 24 24 12 40 40 30

76

Walk in 8 16 48 32 40 44 56

Networking 2 12 24 64 60 44 56

Job Fair 2 46 3 32 40 48 40

Consultancy 10 16 30 22 40 55 7

Sources Weighted Average Rank

Peer Reference 2.15 I

Consultancy 2.25 II

Job site 2.52 III

Advertsiment 2.55 IV

Job fair 2.63 V

Walk in 3.05 VI

Networking 3.27 VII

INFERENCE:

77

From the above table we can infer that Peer Reference is the most important source

that Employees choose for immediate placement of job. Then consultancy, job sites,

advertisements, job fair are getting next consecutive ranks with little differences in average.

TEST II

Weighted Average method is used to compute the rank which one is attracted towards

employees to join in The Professional Couriers

In this method ranks are assigned to the factors by corresponding to the weighted averages from

the highest to the least. The factor that shows the lowest average is said to be the most preferred

factors among the others.

Ranks

Sources

I II III IV V

Overall Company image 48 32 48 - -

Compensation & benefits 16 32 70 32 40

Position / Job title 8 48 48 64 80

78

Challenge & responsibility 8 45 50 64 70

Opportunity for growth 8 32 48 70 66

Sources Weighted Average Rank

Overall Company image 1.6 I

Compensation & benefits 2.375 II

Opportunity for growth 2.8 III

Challenge and Responsibility

2.96 IV

Job position/ Designation 3.1 V

INFERENCE:

79

From the above table we can infer that Company Image is the most attracted attribute

which drew most of the employees towards this organization. The compensation and

Opportunity for growth got second and third ranks.

4.4 DELIVERABLES - EXPECTED CONCLUSIONS

Mode of advertisement can be increased to attract more suitable candidates towards the

organization. Employee’s references can be motivated further in means of monetary and non

monetary benefits.

Most of the Professional Couriers employees are having less than one year of experience. So

researcher suggests to implement the EXIT Interview by this professional couriers can

reduce the attrition rate of their company.

From the study it has been found that Naukri and Monster like job sites are given high

preferences among employees for the registration of job. Organization can advertise more

about their own online job portal for the registration among candidates, so that it can

derogate the dependency on other job portals for resume sourcing, it will prove to be cost

effective also.

From the findings we came to know that overall company image is acting as a pull factor for

many employees to join at The Professional Couriers. Position & compensations are least

favored. Hence these can be ameliorated further to attract more qualified candidates.

80

Researcher found that 54% of employees are encountered in aptitude test. So researcher

suggests to implement the relevant question in the aptitude test.

In the Professional Couriers 10% of employees are dis-satisfied in overall recruitment

process. So management should obtain their feedback, values and ideas and take the

required steps to fulfill their expectation if its suit by the management practices.

CHAPTER V

CONCLUSIONS

5.1 SUMMARY OF FINDINGS

From the study the researcher found that nearly 71% of the employees chosen for the study

belong to the age group of 20-30 years

It is found that majority of the employees are well educated, nearly 60% of the employees are at

ITI or Others.

From the analysis we found 66% of the employees are belonging to a category of between 5000

to10000 salary levels.

From the analysis we found that 71% of the employees are having experience below a year only.

And 24% of the employees have experience of more than a year. From this researcher found

attrition rate of this company is high level

81

From the analysis we found that majority of the employees have come to know about the The

Professional couriers through colleagues or Peers.

From the analysis we found that for immediate placement of job employees considers peer

references as a big source of an employment. Consultant, Job sites and Advertisements

considered as to next level of sources.

It is found that the most popular Job portal among employees is Naukri Nearly 44%of the

employees has chosen that option. 26% of them go for Monster.

It is found that 54% of the employees say that they were informed about the packages at

the time of interview.

Majority of respondents are concluded that the candidates are encountered in Aptitude test.

From the analysis we found that 36% of the employees are highly satisfied with the

Overall recruitment process.54% of employees are satisfied with the process.

Educational Qualification of an employees and their satisfaction level in recruitment process are

independent

Designation of an employee and recruiter interest to inform about compensation are independent.

From the analysis, it is clear that (79%) of the respondents are from workers and the remaining

from administration department (21%)

From the analysis,it is clear that Majority of the respondents are belonging to process executive

designation level.

5.2 SUGGESTIONS & RECOMMENDATIONS

Mode of advertisement can be increased to attract more suitable candidates towards the

organization. Employee’s references can be motivated further in means of monetary and non

monetary benefits.

Most of the Professional Couriers employees are having less than one year of experience. So

researcher suggests to implement the EXIT Interview by this professional couriers can

reduce the attrition rate of their company.

82

From the study it has been found that Naukri and Monster like job sites are given high

preferences among employees for the registration of job. Organization can advertise more

about their own online job portal for the registration among candidates, so that it can

derogate the dependency on other job portals for resume sourcing, it will prove to be cost

effective also.

From the findings we came to know that overall company image is acting as a pull factor for

many employees to join at The Professional Couriers. Position & compensations are least

favored. Hence these can be ameliorated further to attract more qualified candidates.

Researcher found that 54% of employees are encountered in aptitude test. So researcher

suggests to implement the relevant question in the aptitude test.

In the Professional Couriers 10% of employees are dis-satisfied in overall recruitment

process. So management should obtain their feedback, values and ideas and take the

required steps to fulfill their expectation if its suit by the management practices.

5.3 CONCLUSION

This project “A STUDY ON EFFECTIVNESS OF RECRUITMENT PROCESS” in The

Professional Couriers was mainly carried out to study the effectiveness of recruitment process. In

the current scenario of blooming couriers & cargos industry recruitment is the quintessential part

of HR strategy. For a high growth organizations attracting, hiring and retaining the right talent is

critical. It ensures that the right people with the right skills are in the right place at the right time.

And the right players are the key source of competitive advantage. And here the effectiveness is

cognized by the recruiters, From the study the main interpretation was most of recruiters are

obliged by the on -going recruitment process .From the study the most preferred sources for

recruitment was found out which ensures the concern to attract more suitable candidates for the

future requirements.

Recruitment Professionals plays an important role in "Organization Transformation", hence their

involvement factor also ascertained by this project. Thus this systematic process will enable

83

http://www.bpoindia.org/research/recruitment-challenge-call-center-bpo.shtml

organization to identify talented employees and provide education to develop them for future

level and broader responsibilities.

5.4 DIRECTION FOR FURTURE RESEARCH

The study has been carried out on the basis to find the effectiveness of the recruitment process.

And the study was conducted only for two months. So here the constraints are time and the cost.

And the study was conducted in the regional office so that it covers only a small area. So in the

future if the study has been conducted in the head office it can cover a large area of various

branches all over the world, and the researcher has to take care of the constraints (i.e) time and

cost, so that the study can be carried out more effective in the future.

Appendix

QUESTIONNAIRE

Dear Respondent,

This exercise is intended for an academic purpose. We request you to feel free and frank

while filling in this form. The information provided by you are treated as confidential.

1. NAME: ………………………………………… (Optional)

2. AGE-GROUP (in years): (A) 20-30 (B) 30-40 (C) 40-50

84

3. QUALIFICATION:

(A) Below Hr.Sec

(B) UG or PG

(C) ITI or Others

4. DEPARTMENT: ……………………………..…

5. DESIGNATION: ……………………………….

6. Income Level (In Rupees)

(a) <5000 (b) 5000-10000 (c) 10000-15000 (d)>15000

7. No. of years experience in The Professional Couriers

(a) <1yrs (b) 1-3yrs (c) 3-6yrs (d) above 6 yrs

8. Total work experience ________________

9. How do you come to know about The Professional Couriers?

(a) Colleague / Peer

(b) Word of mouth

(c) Advertisement

(d) Consultancy

(e) Job portals

10. Rank the attributes which attracted you towards The Professional Couriers (Rank as 1 which

u like Most)

Overall Company image

Compensation & benefits

85

Position / job title

Challenge & Responsibility

Opportunity for growth

11. In which job site you have registered for the job

(a) Naukri

(b) Monster

(c) Times Job

(d) Jobs Ahead

(e) Others (please specify)………………………………………..

12. Rank the sources which you choose for immediate placement of job? (Rank 1-7)

Recruitment Ranking

1. Advertisement

2. Peer Reference

3. Job sites

4. Walk-in-interview

5. Networking

6. Job fair

7. Consultancy

13. At the time of interview did they tell you about the compensation that you will receive?

Yes ( ) No ( )

86

14. At the time of interview did they tell you the about career path and growth?

Yes ( ) No ( )

15. Did you get exact the job which is relevant to your qualification?

Yes ( ) No ( )

16. Give your feedback on overall process?

Aptitude - effectively 1 2 3 4 5 Ineffectively

Preliminary Interview - effectively 1 2 3 4 5 Ineffectively

Technical Interview - effectively 1 2 3 4 5 Ineffectively

HR Interview - effectively 1 2 3 4 5 Ineffectively

17. Mention at which stage you faced problem in overall recruitment process? Comment reason.

( ) Aptitude

( ) Preliminary interview

( ) Technical interview

( ) HR Interview

87

Others (please specify) _______________________________________

18. Your feedback on the overall recruitment strategy?

( ) Highly satisfied ( ) Satisfied ( ) dissatisfied ( ) Highly Dissatisfied

Leave here your value Suggestions and Recommendations:

_____________________________________

_____________________________________

REFERENCES

BIBLIOGRAPHY

BOOKS:

1) J.Jayashankar, Human Resource Management, Margham Publications, 2006, first

published in 2004.

2) IAN Brace, Questionnaire Design, first published in Great Britain and the United States

in 2004 by Kogan page Limited.

3) Dr. Ramilochannan, Research Methodology, Margham publications, 2007, first published

in 2002.

4) Shajahan.S, “Research Methodology for Management”, Jico Publishing House, 2000.

88

5) Kothari.C.R, “Research Methodology-Methods and Techniques”, Wishwa Prakashan

Publications, 1985.

6) P.C.Tripathi, “Human Resource Development”, Sultan Chand & Sons, 2004.

7) Sharma, A.M., “Personnel and Human Resource Management”, Himalayan Publishing

House.

8) Ashwathapa.K., “Human Resource and Personnel Management”, Tata McGraw Hill Ltd,

New Delhi.

WEBSITES:

www.google.com

http://www.rocw.raifoundation.org/management/bba/essentialsofmanagement/

lecture-notes/lecture-14.pdf

http://www.ibef.org/artdispview.aspx?in=38&art_id=21617&cat_id=121&page=3

en.wikipedia.org/wiki/Recruitment

www.allinterview.com/showanswers/1515.html

recruitment.naukrihub.com/recruitment-vs-selection.html

89

www.citehr.com/14439-difference-between-recruitment-selection.html

persmin.nic.in/recruit.html

www.hrmguide.co.uk/hrm/chap8/ch8-links.html

www.stylusinc.com/erecruitment-solutions/simple-recruitment-process.php

www.tpcglobe.com

90

http://www.stylusinc.com/erecruitment-solutions/simple-recruitment-process.php

a study on effectivness of recruitment process

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