bharti sharma
TRANSCRIPT
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CHAPTER I
1.1 INTRODUCTION
All organizations are basically human organizations. They need people to carry out the
organizational mission, goals and objectives. Every organization needs to recruit people. The
recruitment policy should, therefore, address itself to the key question; what are the
personnel/human resource requirement of the organization in terms of number, skills, levels
etc to meet present and future needs of production and technical and other changes planned or
anticipated in the next years.
OBJECTIVE OF THE PROJECT:1) To study the Recruitment & Selection Procedure
2) To check the level of satisfaction related to recruitment & selection procedure.
3) To check the procedure of recruiting summer trainees in company.
4) To check whether new techniques of recruitment used by the company or not.
The scope of the study is confined to the employees working in India Infoline, The benefit
of the study for company is that through this study, the company can improve and modify its
Recruitment and Selection procedures.
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 procedures.
In making or human resources recruitment, all those factors, which have impact on the
relationship between volume of operation and number of employees, must be taken into
consideration.
It is only to be started here that a requisition or indent for recruitment has to be submitted
by the line officials. Such indent usually specifies.
1. The jobs or operations or positions for which the person should be available;
2. Durations of their employment;
3. Salary to be offered and any other condition and term of employment, which the
indenting officer feels necessary.
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The indents are then checked against the post allotted to the department/ branch and also
against authorization for expansion, if already granted.
Implications of the proposed appointment and additional expenditure are work out of course
these would be with in the budgetary sanction of the department concerned.
It the Indents are found correct, the proposed recruitment authorized and the initial pay, the
scale and other admissible allowances are determined.
Finally, job-specification & man-specification are determined in consultation with the line
managers.
INDIA INFOLINE considers selection as an event in the total process of the acquiring and
developing manager.
The company delivers that the selection process must be consistent with other events in the
total process for it to be effective.
Therefore, the company adopts a systematic & integrated selection process to select the best
possible candidates
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Introduction
The Indian Pharmaceutical Industry today is in the front rank of Indias
science-based industries with wide ranging capabilities in the complex field of
drug manufacture and technology. A highly organized sector, the Indian Pharma
Industry is estimated to be worth $ 4.5 billion, growing at about 8 to 9 percent
annually. It ranks very high in the third world, in terms of technology, quality
and range of medicines manufactured. From simple headache pills to
sophisticated antibiotics and complex cardiac compounds, almost every type of
medicine is now made indigenously.
Playing a key role in promoting and sustaining development in the vital field of
medicines, Indian Pharma Industry boasts of quality producers and many
units approved by regulatory authorities in USA and UK. International
companies associated with this sector have stimulated, assisted and spearheaded
this dynamic development in the past 53 years and helped to put India on the
pharmaceutical map of the world.
The Indian Pharmaceutical sector is highly fragmented with more than 20,000
registered units. It has expanded drastically in the last two decades. The leading
250 pharmaceutical companies control 70% of the market with market leader
holding nearly 7% of the market share. It is an extremely fragmented marketwith severe price competition and government price control.
The pharmaceutical industry in India meets around 70% of the country's
demand for bulk drugs, drug intermediates, pharmaceutical formulations,
chemicals, tablets, capsules, orals and injectibles. There are about 250 large
units and about 8000 Small Scale Units, which form the core of the
pharmaceutical industry in India (including 5 Central Public Sector Units).
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These units produce the complete range of pharmaceutical formulations, i.e.,
medicines ready for consumption by patients and about 350 bulk drugs, i.e.,
chemicals having therapeutic value and used for production of pharmaceutical
formulations.
Following the de-licensing of the pharmaceutical industry, industrial licensing
for most of the drugs and pharmaceutical products has been done away with.
Manufacturers are free to produce any drug duly approved by the Drug Control
Authority. Technologically strong and totally self-reliant, the pharmaceutical
industry in India has low costs of production, low R&D costs, innovative
scientific manpower, strength of national laboratories and an increasing balance
of trade. The Pharmaceutical Industry, with its rich scientific talents and
research capabilities, supported by Intellectual Property Protection regime is
well set to take on the international market.
ADVANTAGE INDIA
Competent workforce: India has a pool of personnel with high managerial and
technical competence as also skilled workforce. It has an educated work force
and English is commonly used. Professional services are easily available.
Cost-effective chemical synthesis: Its track record of development, particularly
in the area of improved cost-beneficial chemical synthesis for various drugmolecules is excellent. It provides a wide variety of bulk drugs and exports
sophisticated bulk drugs.
Legal & Financial Framework: India has a 53 year old democracyand hence
has a solid legal framework and strong financial markets. There is already an
established international industry and business community.
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Information & Technology: It has a good network of world-class educational
institutions and established strengths in Information Technology.
Globalisation: The country is committed to a free market economy and
globalization. Above all, it has a 70 million middle class market, which is
continuously growing.
Consolidation: For the first time in many years, the international
pharmaceutical industry is finding great opportunities in India. The process of
consolidation, which has become a generalized phenomenon in the world
pharmaceutical industry, has started taking place in India.
THE GROWTH SCENARIO
India's US$ 3.1 billion pharmaceutical industry is growing at the rate of 14
percent per year. It is one of the largest and most advanced among thedeveloping countries.
Over 20,000 registered pharmaceutical manufacturers exist in the country. The
domestic pharmaceuticals industry output is expected to exceed Rs260 billion in
the financial year 2002, which accounts for merely 1.3% of the global
pharmaceutical sector. Of this, bulk drugs will account for Rs 54 bn (21%) andformulations, the remaining Rs 210 bn (79%). In financial year 2009, imports
were Rs 20 bn while exports were Rs87 bn.
STEPS TO STRENGTHEN THE INDUSTRY
Indian companies need to attain the right product-mix for sustained future
growth. Core competencies will play an important role in determining the future
of many Indian pharmaceutical companies in the post product-patent regime
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after 2005. Indian companies, in an effort to consolidate their position, will have
to increasingly look at merger and acquisition options of either companies or
products. This would help them to offset loss of new product options, improve
their R&D efforts and improve distribution to penetrate markets.
The marketing of medication has a long history. The sale of miracle cures,
many with little real potency, has always been common. Marketing of
legitimate non-prescription medications, such aspain
relievers orallergy medicine, has also long been practiced. Mass marketing of
prescription medications was rare until recently, however. It was long believed
that since doctors made the selection of drugs, mass marketing was a waste of
resources; specific ads targeting the medical profession were thought to be
cheaper and just as effective. This would involve ads in professional journals
and visits by sales staff to doctors offices and hospitals. An important part of
these efforts was marketing to medical students.
Direct and indirect marketing to health care providers
Physicians are perhaps the most important component in pharmaceutical sales.
They write the prescriptions that determine which drugs will be used by the
patient. Influencing the physician is the key to pharmaceutical sales.
Historically, this was done by a large pharmaceutical sales force. A medium-
sized pharmaceutical company might have a sales force of 1000 representatives.The largest companies have tens of thousands of representatives around the
world. Sales representatives called upon physicians regularly, providing
information and free drug samples to the physicians. This is still the approach
today; however, economic pressures on the industry are causing pharmaceutical
companies to rethink the traditional sales process to physicians.
More recently, the Partners Healthcare, Massachusetts' largest hospital andphysician network, will adopt new guidelines prohibiting physicians and
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researchers from accepting gifts from pharmaceutical manufacturers. This will
include meals or individual drug samples, and also drug samples left by
companies will be distributed through a centralized system, while educational
programs and fellowships will also be required to be centrally reviewed and
approved
Pharmaceutical companies are developing processes to influence the people
who influence the physicians. There are several channels by which a physician
may be influenced, including self-influence through research, peer influence,
direct interaction with pharmaceutical companies, patients, and public or private
insurance companies. There are also web based instruments that can be used to
determine the influencers and buying motives of physicians.
There are a number offirms that specialize in data and analytics for
pharmaceutical marketing.
Individual research
Physicians discover pharmaceutical information from such sources asthe Physician's Desk Reference and online sources such as PDR.net, as well as
via PDAs with applications.
They also rely upon pharmaceutical-branded e-detailing sites, pharmaceutical
sales and non-sales representatives, and scholarly literature. Scholarly literature
can be in the form of medical journal article reprints, often delivered by sales
representatives at their place of employment or at conference exhibitions
.
Peer influence
Key opinion leaders
Key opinion leaders (KOL), or "thought leaders", are respected individuals,
such as prominent medical school faculty, who influence physicians through
their professional status. Pharmaceutical companies generally engage key
opinion leaders early in the drug development process to provide advocacy and
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key marketing feedback.Some pharmaceutical companies identify key opinion
leaders through direct inquiry of physicians (primary research).
Colleagues
Physicians acquire information through informal contacts with their colleagues,
including social events, professional affiliations, common hospital affiliations,
and common medical school affiliations. Some pharmaceutical companies
identify influential colleagues through commercially available prescription
writing and patient level data. Doctor dinner meetings are an effective way for
physicians to acquire educational information from respected peers. These
meetings are sponsored by some pharmaceutical companies.
Direct physician contact with pharmaceutical sales representatives
Currently, there are approximately 100,000 pharmaceutical sales reps in the
United State pursuing some 830,000 pharmaceutical prescribers. A
pharmaceutical representative will often try to see a given physician every few
weeks. Representatives often have a call list of about 200 physicians with 120targets that should be visited in 1-2 week cycles.
Because of the large size of the pharmaceutical sales force, the organization,
management, and measurement of effectiveness of the sales force are significant
business challenges. Management tasks are usually broken down into the areas
of physician targeting, sales force size and structure, sales force optimization,
call planning, and sales forces effectiveness. A few pharmaceutical companieshave realized that training sales representatives on high science alone is not
enough, especially when most products are similar in quality. Thus, training
sales representatives on relationship selling techniques in addition to medical
science and product knowledge, can make a difference in sales force
effectiveness. Specialist physicians are relying more and more on specialty sales
reps for product information, because they are more knowledgeable than
primary care reps.
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Physician targeting
Marketers attempt to identify the universe of physicians most likely to prescribe
a given drug. Historically, this was done by measuring the number of total
prescriptions (TRx) and new prescriptions (NRx) per week that each physician
writes. This information is collected by commercial vendors. The physicians are
then "deciled" into ten groups based on their writing patterns. Higher deciles are
more aggressively targeted. Some pharmaceutical companies use additional
information such as:
profitability of a prescription (script),
accessibility of the physician,
tendency of the physician to use the pharmaceutical company's drugs,
effect of managed care formularies on the ability of the physician to
prescribe a drug,
the adoption sequence of the physician (that is, how readily the physician
adopts new drugs in place of older, established treatments), and the tendency of the physician to use a wide palette of drugs
influence that physicians have on their colleagues.
Data for drugs prescribed in a hospital are not usually available at the physician
level. Advanced analytic techniques are used to value physicians in a hospital
setting.
Opinion Leader Influence Mapping
Alternatives to segmenting physicians purely on the basis of prescribing do
exist, and marketers can call upon strategic partners who specialize in
delineating which characteristics of true opinion leadership, a physician does or
does not possess. Such analyses can help guide marketers in how to optimize
KOL engagements as bona fide advisors to a brand, and can help shape clinical
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development and clinical data publication plans for instance, ultimately
advancing patient care.
Sales force size and structure
Marketers must decide on the appropriate size of a sales force needed to sell a
particular portfolio of drugs to the target universe. Design the optimal reach
(how many physicians to see) and frequency (how often to see them) for each
individual physician. Decide how many sales representatives to devote to office
and group practice and how many to devote to hospital accounts. Additionally,
customers are broken down into different classes, each class is differentiated by
their prescription behaviour and of course, their business potential.
Private and public insurers
Public and private insurers affect the writing of prescriptions by physicians
through formularies that restrict the number and types of drugs that the insurerwill cover. Not only can the insurer affect drug sales by including or excluding
a particular drug from a formulary, they can affect sales by tiering, or placing
bureaucratic hurdles to prescribing certain drugs. In January 2006, the U.S.
instituted a new public prescription drug plan through its Medicare program.
Known as Medicare Part D, this program engages private insurers to negotiate
withpharmaceutical companies for the placement of drugs on tieredformularies.
Direct marketing to patients
Since the late 1970s, direct-to-patient marketing of prescription drugs has
become important. Many patients will inquire about, or even demand to receive,
a medication they have seen advertised on television. In the United States,
recent years have seen an increase in mass media advertisements for
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pharmaceuticals. Expenditures on direct-to-consumer (DTC pharmaceutical
advertising) have more than quintupled in the last seven years since the FDA
changed the guidelines, from $700 million in 1997 to more than $4.2 billion in
2005, according to the United States GAO (Government Accountability Office,
2006).
Digital media and the evolution of pharmaceutical marketing
The emergence of new media and technologies in recent years is quickly
changing the pharmaceutical marketing landscape in the United States. Both
physicians and consumers are increasing their reliance on the Internet as a
source of health and medical information, prompting pharmaceutical marketers
to look at digital channels for opportunities to reach their target audiences.
In 2008, eighty-four percent of U.S. physicians used the Internet and other
technologies to access pharmaceutical, biotech or medical device information
a twenty percent increase from 2004. At the same time, sales reps are finding it
more difficult to get time with doctors for in-person details. Pharmaceutical
companies are exploring online marketing as an alternative way to reach
physicians. Emerging e-promotional activities include live video detailing,
online events, electronic sampling, and physician customer service portals such
as MDLinx.
Direct-to-consumer marketers are also recognizing the need to shift to digital
channels as audiences become more fragmented and the number of access
points for news, entertainment and information multiplies. Standard television,radio and print direct-to-consumer (DTC) advertisements are less relevant than
in the past, and companies are beginning to focus more on digital marketing
efforts like product websites, online display advertising, search engine
marketing, social media campaigns, and mobile advertising to reach the over
145 million U.S. adults online for health information.
Regulation
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In the United States, marketing and distribution of pharmaceuticals is regulated
by the federal Prescription Drug Marketing Act of 1987. In general,
pharmaceutical companies adhere to FDA regulatory guidelines which call for
all DTC advertising and information to be accurate, to provide substantial
evidence for any claims that are made, to provide a balance between the risks
and benefits of the promoted drug, and to maintain consistency with labeling
approved by the FDA.
Controversy
The mass marketing to consumers of pharmaceuticals is controversial. It
is banned in over 30 industrialized nations, but not in the US and New
Zealand, which is considering a ban. Some feel it is better to leave the
decision wholly in the hands of medical professionals; others feel that
consumer education and participation in health is useful, but consumers need
independent, comparative information about drugs (not promotional
information). For these reasons, most countries impose limits onpharmaceutical mass marketing that are not placed on the marketing of other
products. In some areas it is required that ads for drugs include a list of
possible side effects, so that consumers are informed of both facets of a
medicine. Canada's limitations on pharmaceutical advertising ensure that
commercials that mention the name of a product cannot in any way describe
what it does. Commercials that mention a medical problem cannot alsomentiosn the name of the product for sale; at most, they can direct the viewer
to a website or telephone number operated by the pharmaceutical company.
The number and persistence of pharmaceutical representatives has placed
a burden on the time of physicians. "As the number of reps went up, the
amount of time an average rep spent with doctors went downso far down,
that tactical scaling has spawned a strategic crisis. Physicians no longer
spend much time with sales reps, nor do they see this as a serious problem."
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Recent legal cases and US congressional hearings have provided access to
pharmaceutical industry documents revealing new marketing strategies for
drugs. Activities once considered independent of promotional intent,
including continuing medical education and medical research, are used,
including paying to publish articles about promoted drugs for the medical
literature, and alleged suppression of unfavorable study results. so now days
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COMPANY PROFILE
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MANPOWER PLANNING
Meaning: -
Manpower planning means different things to different organizations. To some companys
manpower planning means management development to others. It means estimating
manpower needs, while some other may define manpower planning as organization planning.
Although the term, manpower planning can be defined, as the process by which an
organization ensures that it has the right number of people and the right kind of people at the
right places, at the time doing things for which they are economically most useful.
Manpower Planning Involves: -
Manpower planning is a continuous process. In operational terms it involves the analysis of
the current and future manpower resources terms and requirement to ensure that such needs
and resources are always kept in proper balance, both in terms of quantity.
Need for Manpower Planning:-
All said and done, it cannot be define that the quality of manpower can be responsible for
significant difference in the short and long run performance among companies. As Ralph
Besse once said, There is nothing we can do about performance of past management or the
qualification of todays management but tomorrows management can be as good as todaysmanager care to make it.
Herber H Mayer has emphasized the importance of human assets and their utilization as
under:
The efficient utilization of human resources may very well be the most important determiner
of success in the business world in the coming decade. I think that the companies that prosper
in the future will be those that do the best job in fully utilizing their human resources.
1.2 Recruitment
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All organizations are basically human organizations. They need people to carry out the
organizational mission, goals and objectives. Every organization needs to recruit people. The
recruitment policy should, therefore, address itself to the key question; what are the
personnel/human resource requirement of the organization in terms of number, skills, levels
etc to meet present and future needs of production and technical and other changes planned or
anticipated in the next years.
Recruitment is the process of searching for prospective employees and stimulating them to
apply for jobs in the organization. To recruit means to enlist, replenish or reinforce. It refers
to the process of bringing together prospective employees and employer with a view to
stimulate and encourage the former to apply for a job with the latter. The primary purpose of
recruitment and selection is to achieve one desired aim i.e. picking the right person for the
right jobs.
The recruitment process begins when an employee is to be transferred or promoted to
another post, notice of resignation or dismissal is given or retirement is planned. The five
keyways to develop top quality people:
Recruitment-getting the right people in the right job
Developing people-through training & development.
Monitoring-to ensures long-term development and performance.
Developing Managers-ensuring that these key people are delivering what the organization
requires.
Managing for performance- techniques that ensure top quality performance.
Factors Affecting Recruitment: -
In recruiting new employees management must consider the nature of labor market, what sort
of potential labor are available and how do look for works.
The factor affecting can be summed up under the following heads:
Labor Market Boundaries :- The knowledge of the boundaries help management in
estimating the available supply of qualified personnel form, which it might recruit. A
labor market consists of a geographical area in which the forces of demand and supply
interact and thus affect the price of labor.
Available Skills :- Companies must locate the areas where they can find employees
who fit the jobs according to their skills.
Economic Condition :Economic conditions also affect recruitment. Unemployment
worker may swamp a new plan located in a depressed labor market whereas a firm
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trying to establish it or to expand in an area where a few qualified workers are out of
wok has quite a different recruitment problem.
Attractiveness of the Company : The attractiveness of the company in terms of
higher wages, clean work, better fringe benefits and rapid promotions serves asinfluencing factor in recruitment.
Recruitment begins by specifying the human resource recruitment, initiating activities and
action to identify the possible sources form where they can be met, communicating the
information about the jobs, terms and conditions and prospects they offer, and enthuse the
people who meet the recruitment to respond to the invitation by applying for jobs. Thereafter
the selection process begins. The process is as follows:
a) Decide on how many people you really need:
If everything is being done to improve performance and still there is a gap between what
the current performance is and the goals set, then the best way is to recruit more people.
b) Analyzing the job:
Analyzing the job is the process of assembling and studying information relating to all
aspects of a particular post. Analysis is done to find possible details about:
Purpose: Identify the aims and objectives of job and what the employee is expected to
achieve within department and company.
Position: The job title, its position in the hierarchy and for whom it is responsible
ought to be recorded. A sample organization chart may be useful for this purpose.
Main Duties: A list of key tasks may be written out; standards that need to be reached
and maintained must also be maintained. Methods of recording, assessing and
recording the key tasks must be determined.
The work Environment: Study the physical and social environment in which the work
is out because the work environment influences the quantity and quality of work.
c) Drafting a job description:
After job analysis is done, job description is made. Job description describes the job. The
job description decides upon the exact knowledge, skill and experience needed to do the
job.
Job description must be drafted around these heading:
Job title
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Responsible to
Responsible for
Purpose of job
Duties
Responsibility
Signature and date
d) Drawing of employee specification:
Employee specification is also known as job, person or personnel specification. It lists the
skills; knowledge and experiences required doing the job successfully. Studying the
description makes it. An employee specification will help in deciding where to advertise
what to include in job advertisement to attach the right person. It is based upon:
Physical make-up
Attainment
Specific aptitude
Interest
Disposition
Circumstances
e) Evaluation future needs
For Evaluation future needs manpower is drafting. A manpower plan evolves studying the
make-up of present work force, assessing forthcoming changes and calculating future
workforce, which is required. Manpower planning helps in devising long-term
recruitment plans.
f) Finding sources of recruitment:
The human resource requirement can be met from internal or external sources.
Internal Sources
These refer to persons already employed in the organization. Promoting persons from lower
levels may fill up vacancies at higher levels. Shortage of manpower in one branch \ factory
may be met by transferring surplus staff from another branch \ factory. Promotion means
shifting of an employee to higher post caring greater salary, status and responsibility. On the
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other hand transfer refer to the shifting an employee with salary, status and responsibility.
Some time ex-employee of the organization may be re-employed.
Advantages of Internal Sources:
1. Filling vacancies for higher job by promoting employees from with in the
organization helps to motivate and improved the morale of the employees. This
induces loyalty among them.
2. Internal requirement has to minimize labor turnover and absenteeism. People wait for
promotion and the work force is more satisfied.
3. Candidates working in organization do not require induction training. They are
already familiar with organization and with the people working in it.
Disadvantages of Internal Sources:
1. There may be inbreeding, as fresh talent from outside is not obtained. Internal
candidates may not be given a new outlook and fresh ideas to business.
2. Unsuitable candidates may not be promoted to positions of higher responsibility
because the choice is limited.
3. The employees may become lethargic if they are sure of time bound promotion. There
may be infighting among those who aspires for promotion with in the organization.
4. Internal recruitment cannot be complete method in itself. The enterprise has to resort
to external recruitment at some stage because all vacancies cannot be filled from with
in organization.
External Sources
It refers to recruitment of employees from outside the organization. External sources provide
wide choice of the required number of the employees having the desired qualification. It also
provides the people with new ideas and specialized skills required to cope with new challenge
and to ensure growth of the organization. Internal competitors have to compete with the
outsiders. However, existing employees resent the policy of filling higher-level vacancies
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from outsiders. Moreover it is time consuming and expensive to recruit peoples from outside.
Recruitment from the outside may create frustration among the existing employees that
aspires for promotions. There is no guarantee that the organizations will attract sufficient
number of suitable candidates.
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Advantages of External Sources:
1. The entry of fresh talent in to the organization is encouraged. New employees bring
new ideas to the organization.
2. External sources provide wider sources of personnel to choose from.
3. Requisite type of personnel having the required qualifications, training and skill are
available from the external sources.
Disadvantages of External Sources:
1. The enterprise can make the best selection since selection is made from among a large
number of applicants.
2. There is a greater decoration in employer- employee relationship, resulting in
industrial strikes, unrest, and lockouts.
3. The personnels selected from outside may suffer from the danger of adjustment to
the new work environment.
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METHODS OF RECRUITMENT
All methods of recruitment can be put into three categories:
a) Direct method
b) Indirect method
c) Third-party method
a) Direct Method:
These include the campus interview and keeping a live register of job seekers. Usually
under this method, information about jobs and profile of persons available for jobs is
exchanged and preliminary screening is done. The short listed candidates are then
subjected to the remainder of the selection process. Some organization maintains live
registers or record of applicants and refers to them as and when the need arises.
b) Indirect Method:
They cover advertising in newspapers, on the radio, in trade and professional journals,
technical journals and brochures.
When qualified and experienced persons are not available through other sources,
advertising in newspapers and professional and technical journals in made. Whereas all
types of advertisements can be made in newspapers and magazines, only particular types
of posts should be advertised in the professional and technical journals.
A well thought-out and planned advertisement for appointments reduces the possibility of
unqualified people applying. If the advertisement is clear and to the point, candidates can
assess their abilities and suitability for the position and only those who possess the
requisite qualifications will apply.
c) Third Party Method:
Various agencies are used for recruitment under these methods. These include
commercial and private employment agencies, state agencies, and placement offices of
schools, colleges and professional associations, recruiting firms, management consulting
firms, indoctrination seminars for college professors, friends and relatives.
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Employment Agencies:
They are specializing in specific occupation like general office help, salesman, technical
workers, accountants, computer staff, engineers and executives and suitable persons
available for a job. Because of their specialization, they can interpret the needs of their
clients and seek out particular types of persons.
State or Public Employment Agencies:
They also knew as Employment or Labor Exchanges, are the main agencies for public
employment. They also provide a wide range of services, like counseling, assistance in
getting jobs, information about the labor market, labor and wage rates, etc.
Executive Research Agencies:
They maintain a complete information records about employed executives and
recommend persons of high caliber for managerial, marketing and production engineers
posts. These agencies are looked upon as head hunters, raiders, and pirates.
Trade Unions:
The employers to supply whatever additional employees may be needed often call on
Trade Unions. Unions may be asked for recommendations largely as a matter of courtesy
and an evidence of goodwill and cooperation.
Professional Societies:
They may provide leads and clues in providing promising candidates for engineering,
technical and management positions. Some of these maintain mail order placement
services.
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SELECTION
Selection is the process of carefully screening the candidates to choose the most suitable
person for the job vacancies to be filled. Under it qualifications, training, experience, and
background of applicant are evaluated in the light of job requirement. It divides the
candidates into two categories namely,
a) Those who are employed
b) Those who are to be rejected.
A formal definition of selection is as following:
It is the process of differentiating between applicants in order to identify (and hire) those
with a greater likelihood of success in a job.
Selection process assumes and rightly so, that there are more number of candidate
actually selected candidates are made available through recruitment process.
BARRIERS TO EFFECTIVE SELECTION
The main objectives of selection are to hire people having competence and
commitment. This objective is often defeated because of certain barriers. The impediments,
which check effectiveness of selection, are perception, fairness, validity, reliability and
pressure.
Fairness: Fairness is selection requires that no individual should be discriminated against on
the basis of religion, region, race or gender. But the low numbers of women and other less-
privileged sections of the society in middle and senior management positions and open
discrimination on the basis of age in job advertisements and in the selection process would
suggest that all the efforts to minimize inequity have not been very effective.
Reliability: A reliable method is one that will produce consistent results when repeated in
similar situations. Like a validated test, a reliable test may fail to predict job performance
with precision.
Pressure: Pressure is brought on the selectors by politicians, bureaucrats, relatives, friends
and peers to select particular candidates. Candidates selected because of compulsions are
obviously not the rights ones. Appointments to public sector undertakings generally take
place under such pressures.
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SELECTION PROCEDEURE
The selection procedure is concerned with securing relevant information about an applicant.
This information is secured in a number of steps and stages. The objective of selection
process is to determine whether an applicant needs the qualification for a specific job and to
choose the applicant who is most likely to perform in that job. The hiring procedures not a
single acts but it is essentially a series of methods or steps or stages by which additional
information is secured about the applicant. At each stage, facts may come to light, which lead
to the rejection of the applicant. A procedure may be considered to a series of successive
hurdles or barriers, which an applicant must cross. These are indented as screens and they are
designed to eliminate an unqualified applicant at any point in this process. That technique is
known as the successive hurdle technique. Not all selection process includes all these hurdles.
The complexity of process usually increases with the level and responsibility of the position
to be fulfilled. A well-organized selection procedure should be designed to select sustainable
candidates for various jobs. Each step in the selection process should help in getting more and
more information about the candidate. There is no idle selection procedure appropriate for all
cases.
Steps in the selection process:
Preliminary Screening
Application Blank
Employment Tests
Selection Interview
Medical or Physical Examination
Checking Reference
Final Approval
Preliminary Screening:
This is essentially to check whether the candidate fulfills the minimum qualification. The
preliminary interview is generally quite brief. Its aim is to eliminate the unsuitable candidate.
The job seekers are received at the reception counter of the company. The receptionists or
other official interviews the candidates to determine whether he is worthwhile or the
candidate to fill up the application blank. Candidates processing the minimum qualification
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and having some chances of being selected are given the prescribed application form known
as application blank.
Application Blank:
The candidates are required to give full information about their age, qualification, experience,
family background, aptitude and interests act in the application blank. The application blank
provides a written record about the candidate. The application form should be designed to
obtain all relevant information about the candidates. All applications received from the
candidates are carefully scrutinized. After the scrutiny more suitable candidates among the
applicants are short-listed for written tests and others are rejected.
Employment Tests:
Candidates are asked to appear for written or other tests. Tests have become popular
screening devices. These tests are based on the assumption that human traits and work
behaviors can be predicted by sampling, however tests are not fully reliable and they also
involve time and money. Test is more useful in identifying and eliminating unsuitable
candidates therefore should be used only as supplements rather than an independent
technique of selection. The main types of tests are:
Intelligence tests
Aptitude Test
Interest Test
Personality Test
Dexterity Test
Selection Interview:
It involves a face-to-face conversation between the employer and the candidate; the selector
asks a job related and general questions. The way in which a candidate responds to the
question is evaluated. The objectives of the interview are as following:
To find out the candidates overall suitability for the job.
To cross-check the information obtained through application blank and tests, and
To give an accurate picture of the job and the company.
Interview is the most widely used step in employee selection. However, interview suffers
from several drawbacks: Firstly, it is a time consuming and expensive device. Secondly, it
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can test only the personality of the candidate and not his skill for the job. Thirdly, the
interviewer may not be an expert and may fill to extract all relevant information from the
candidate. Fourthly, the personal judgment or bias of the interviewer may make the result of
the interviews inaccurate. Interview should be properly conducted in a proper physical
environment. The interview room should be free from noise and interruptions. The
environment should be confident and quite. People generally talk freely and frankly when
there is privacy and comfort. Therefore, candidates should be put at ease. The interviewer
should pay full attention to what the candidates have to say.
Medical or Physical Examination:
Candidates who are found suitable after interview are called for physical examination. A
Panel of doctors to insure that they are healthy and physically fit for the job does a medical
check-up of such candidates. A proper medical examination will also ensure that the
candidates selected do not suffer from any serious desirous which may create problems in
future.
Checking Reference:
Generally, every candidate if required to state in the application form, the name and address
of at least two responsible persons who know him. The reference may not give their Frank
opinion unless promises made that in all information will be kept strictly confidential.
Moreover the information given by them may be biased in the form of candidate.
Final Approval:
The candidates who are found suitable after the medical check-up and background
investigation are formally appointed by issuing appointment letter to them. They are asked to
join duty by the specified date. No selection procedure is foolproof and the best way judge a
person is by observing him working on the job. Candidate who gives satisfactory during the
probationary period are made permanent.
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SUCCESSIVE HURDLES IN THE SELECTION PROCESS
Figure-2.2
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1.3 Company Profile
India Infoline Limited (IIL), incorporated in 18th October of the year 1995 as Probity
Research & Services Private Limited at Mumbai. The India Infoline is a one-stop shop for
information, advice as well as transaction execution of financial services. IIL along-with its
subsidiaries caters to entire gamut of financial services including equities and commodities
broking, portfolio management, distribution of mutual funds, life insurance products, home
loans, personal loans, etc. Broking services are offered under the 5paisa brand (offers broking
services in the Cash and Derivatives segments of the NSE as well as the Cash segment of the
BSE). The company has proven research capabilities and was rated by the Forbes as the best
of web' and must read for investors'. A network of 758 business locations spread over 346
cities across India, facilitates the smooth acquisition and servicing of a large customer base.
India Infoline's research is available not just over the Internet but also on international wire
services like Bloomberg (Code: IILL), Thomson First Call and Internet Securities where it is
amongst the most read Indian brokers. The Company identified the potential of the Internet to
cater to a mass retail segment and transformed its business model from providing information
services to institutional customers to retail customers. Hence IIL launched its Internet portal,
www.indiainfoline.com in May of the year 1999 and started providing news and market
information, independent research, interviews with business leaders and other specialized
features. IIL was converted into a Public Limited Company in 28th April of the year 2000
and the name of the Company was changed to Probity Research & Services Limited. The
name of the company was changed to India Infoline.com Limited in 23rd May of the year
2000. During 23rd March of the year 2001, again the name was changed as India Infoline
Limited. IIL acquired 100% shares of Agri Marketing Services Limited during March of the
year 2000. In the year 2000, IIL leveraged its position as a provider of financial information
and analysis by diversifying into transactional services, primarily for online trading in shares
and securities and online as well as offline distribution of personal financial products, like
mutual funds and RBI Bonds. These activities are carried on through the wholly owned
subsidiaries. The broking service was launched under the brand name of 5paisa through our
subsidiary, India Infoline Securities Private Limited and www.5paisa.com, the e-broking
portal, was launched for online trading in June of the year 2000. It combined competitive
brokerage rates and research, supported by Internet technology. Besides investment advice
from an experienced team of research analysts, also offer real time stock quotes, market news
and price charts with multiple tools for technical analysis. In December of the year 2000,
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India Infoline Insurance Services Limited (subsidiary) became a corporate agent for ICICI
Prudential Life Insurance Company Limited. In the year 2004, the company launched
commodities broking through its subsidiary India Infoline Commodities Private Limited.
Also received a license for Portfolio Management Services from SEBI for broking subsidiary.
During the year 2006, the company received the requisite prior approval from The Securities
and Exchange Board of India for its proposed merger of India Infoline Securities Private
Limited (IISPL), a wholly owned subsidiary with itself. It had earlier received in-principle
approval from National Stock Exchange and The Stock Exchange, Mumbai. In January of the
year 2007, the company entered into an alliance with Bank of Baroda for providing
Brokerage Platform, besides research and analysis services to the bank's customers. India
Infoline awarded the Best Broker in India' by Finance Asia. This was a result of Finance
Asia's annual look at the best financial services firms in each country around Asia for the
period from June 2007 to May 2008. During March of the year 2008, India Infoline's
institutional broking arm IIFL, partnered with Auerbach Grayson & Company, Inc., a New
York-based brokerage firm to offer US investors premium access to investing in India's
capital markets. Auerbach Grayson specializes in providing global trade execution and
exclusive research to U.S. institutional investors. As of July 2008, the company received the
in-principle approval for the insurance broking licence from IRDA
FULL DISCRIPTION
India Infoline Limited (IIFL) is a financial services company. The Company has four
segments: equities brokerage and related; financing and investment; marketing and
distribution, and others. IIFL offers online and offline broking and advisory services in the
cash, derivatives and currency segments to retail and institutional clients. The Company
offers home loans, loan against property and loan against shares/debentures. IIFL is a pan
India distributor of many financial products, including life insurance, mutual funds, bonds
and debentures. IIFL offers private wealth advisory services to high-net-worth individuals
and corporate under the IIFL Private Wealth brand through its subsidiary, IIFL Wealth
Management Ltd. The subsidiary manages Family Offices along with investment advisory for
equity, mutual funds, real estate, fixed income, structured products and also offers portfolio
management services across asset classes
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Equities
IIFL is a member of BSE and NSE registered with NSDL and CDSL as a depository
participant and provides broking services in the cash, derivatives and currency segments,
online and offline. IIFL is a dominant player in the retail as well as institutional segments of
the market. It recently became the first Indian broker to get a membership of the Colombo
Stock Exchange and is also the first Indian broker to have received an in-principle approval
for membership of the Singapore Stock Exchange. IIFLs Trader Terminal, its proprietary
trading platform, is widely acknowledged as one of the best available for retail investors.
Investors opt for IIFL given its unique combination of superior Service, cutting-edge
proprietary Technology, Advice powered by world-acclaimed research and its unparalleled
Reach owing to its over 2500 business locations across over 500 cities in India.
IIFL received the BQ1 broker grading (highest grading) from CRISIL. The assigned grading
reflects an effective external interface, robust systems framework and strong risk
management. The grading also reflects IIFLs healthy regulatory compliance track record and
adequate credit risk profile.
IIFLs analyst team won Zee Business Indias best market analysts awards 2009 for
being the best in the Oil and Gas and Commodities sectors and a finalist in the Banking and
IT sectors.
IIFL has rapidly emerged as one of the premier institutional equities houses in India with a
team of over 25 research analysts, a full-fledged sales and trading team coupled with an
experienced investment banking team.
The Institutional equities business conducted a very successful Enterprising India global
investors conference in Mumbai in March 2010, which was attended by funds with
aggregate AUM over US$5 trillion and CEOs and other executives representing corporates
with a combined market capitalization of over US$500 billion. The Discover Sri Lanka
global investors conference, held in Colombo in July 2010, was attended by more than 50
leading global and major local investors and 25 Sri Lankan corporates, along with senior
Government officials.
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Commodities
IIFL offers commodities trading to its customers vide its membership of the MCX and the
NCDEX. Our domain knowledge and data based on in depth research of complex paradigms
of commodity kinetics, offers our customers a unique insight into behavioral patterns of these
markets. Our customers are ideally positioned to make informed investment decisions with a
high probability of success.
Credit and finance
IIFL offers a wide array of secured loan products. Currently, secured loans (mortgage loans,
margin funding, loans against shares) comprise 94% of the loan book. The Company has
discontinued its unsecured products. It has robust credit processes and collections mechanism
resulting in overall NPAs of less than 1%. The Company has deployed proprietary loan-
processing software to enable stringent credit checks while ensuring fast application
processing. Recently the company has also launched Loans against Gold.
Insurance
IIFL entered the insurance distribution business in 2000 as ICICI Prudential Life Insurance
Co. Ltds corporate agent. Later, it became an Insurance broker in October 2008 in line with
its strategy to have an open architecture model. The Company now distributes products of
major insurance companies through its subsidiary India Infoline Insurance Brokers Ltd.
Customers can choose from a wide bouquet of products from several insurance companies
including Max New York Life Insurance, MetLife, Reliance Life Insurance, Bajaj Allianz
Life, Birla Sunlife, Life Insurance Corporation, Kotak Life Insurance and others.
Wealth Management Service
IIFL offers private wealth advisory services to high-net-worth individuals (HNI) and
corporate clients under the IIFL Private Wealth brand. IIFL Private Wealth is managed by a
qualified team of MBAs from IIMs and premier institutes with relevant industry experience.
The team advises clients across asset classes like sovereign and quasi-sovereign debt,
corporate and collateralised debt, direct equity, ETFs and mutual funds, third party PMS,
derivative strategies, real estate and private equity. It has developed innovative products
structured on the fixed income side.
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It also has tied up with Interactive Brokers LLC to strengthen its execution platform and
provide investors with a global investment platform.
Investment Banking
IIFLs investment banking division was launched in 2006. The business leverages upon its
strength of research and placement capabilities of the institutional and retail sales teams. Our
experienced investment banking team possesses the skill-set to manage all kinds of
investment banking transactions. Our close interaction with investors as well as corporates
helps us understand and offer tailor-made solutions to fulfill requirements.
The Company possesses strong placement capabilities across institutional, HNI and retail
investors. This makes it possible for the team to place large issues with marquee investors.
In FY10, the team advised and managed more than 10 transactions including four IPOs and
four Qualified Institutions Placements
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CHAPTER- 2
1. Review of Literature
2. Theoretical Framework
LITERATURE REVIEW
India is a growing market. While the advanced world is seeing decline in growth, India, china
and other emerging countries will continue to experience boom time for almost the next 20-
30 years. These possess a unique challenge for the corporates who are interested in quality
recruitment. Understanding requirements is the first most important step towards effective
recruitment. Despite knowing it well both organizations and Recruitment Service Providers
(RSPs) do not spend time either in defining requirements or in understanding them.
Organizations must recruit recruiters carefully, insist on good measures of value add,
define and communicate requirements, build and enlist high performing RSPs to work for
them as brand promoters. Similarly, RSPs must provide services appropriate to the need of
the organization , learn to say no when they cannot, improve their match making abilities and
not merely push CVs.outsourcing recruitment to external RSPs should not be purely on cost
considerations. Cost saving is only an initial excitement. RSPs those who provide guaranteed
service levels will be more effective and would be sort after as partners for companies finding
right-fit will be the key focus. Cost of wrong hires will be measured while refining the act of
recruitment says S. Chandra Sekhar who works with CAP GEMINI CONSULTING INDIA
at Mumbai in his article published in HRD newsletter.
In one of the studies conducted by the HR consulting firm HEWITT it was found that 45%
of 129 companies surveyed did not see cost saving as their main consideration. Top three
reasons for recruitment outsourcing in corporate are reported to be:
Gaining outside expertise
Improving service quality
Focusing on core business.
So the companies must not go for RSPs simply to reduce the cost of recruitment but they
should focus more on improved structure, standardization, efficiency, technology,
compliance and other value adds.
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Behind every Attrition there is recruitment! Whenever an employee leaves an organization
without informing and without giving notice or leaves the organization in the middle of the
project it should be known that he or she is joining some other organization. Many times the
employees of the recruitment consultants are hired by their own clients and are asked to join
at a very short notice period. They are been told that relieving letter is not required and
some even offer incentives for early joining. There must be some guidelines and ethics for
recruitment so that there can be fair recruitment policies. There must be some ethical
guidelines such as
a) Notice period must be served and nobody must be hired without relieving letter or
providing proof of serving the notice period.
b) Corporate should not hire anyone who has spent less than one year in his current
organization. The logic is obvious. Employees six months to begin their contribution
and at least one year is required to recover recruitment process. More importantly if
some body is hired who has worked less than a year with the current organization, that
individual will ditch in even shorter period.
c) Corporates should not head hunting from competition. They should advertise and
encourage employees seeking change to voluntarily respond to this advertisement.
d) Corporate should not bail out the prospective employee commitments such as
employment bond etc. the corporate should realize that employee signed the bond and
if he wants to break it, he should do at his own cost and the corporate should not
reimburse or compensate him for violating the employment contracts says Mr. T.
MURALIDHARAN who is the chairman of TMI NETWORK one of the Indias
leading recruitment consultancy.
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In one of the study conducted on recruitment and selection process at BIOLOGICAL-E LTD
conducted by Manik Rao in the year 2005. It was found that company has used internal
search for recruiting the employees into more higher or the positions in different departments
who can fit into the job. It was found that the company has done it by considering it as the
most cost effective way of filling the vacancies. It has also been found that the company
opted for external sources such as advertisement agencies to fill vacancies. Employee
referrals were also one of the internal sources of recruitment.
In another study on recruitment and selection in DW PRACTICE LLC which is a HR
consultancy, it was found that most of the employees felt that the telephonic interview is not
effective and instead direct interviews are more feasible.
These are some of the studies conducted earlier on the recruitment and selections.
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CHAPTER 3
RESEARCH METHODOLOGY
3.1 Selection of the topic
Every industry today is trying to strengthen the employee-employer relationship that leads to
higher motivation to workers and overall increase in the production and productivity of the
company.
Research is a careful investigation or inquiry especially through search for new facts in any
branch of knowledge.
The present report is a scientific and systematic search for pertinent information on the topic:Study of Recruitment and Selection procedure among the employees of INDIA
INFOLINE..Theproject is a systematic presentation consisting of the enunciated problem,
formulated hypothesis, collected facts or data, analyzed facts and proposed conclusions in
form of recommendations.
INDIA INFOLINE considers selection as an event in the total process of the acquiring anddeveloping manager.The company delivers that the selection process must be consistent with other events in the
total process for it to be effective.
Therefore, the company adopts a systematic & integrated selection process to select the best
possible candidates. This study investigates the same
3.2 OBJECTIVE OF THE STUDY:
Every industry today is trying to strengthen the employee-employer relationship that leads to
higher motivation to workers and overall increase in the production and productivity of the
company.
By going through this project one can easily know about the following points given below: -
The basic objective of the project undertaken will be as follows: -
To know the managerial satisfaction level about Recruitment and Selection procedure.
To critically analyze the functioning of the recruitment and Selection procedure.
To know the actual policies of Personal department of the company
To know the procedure of recruiting summer trainees in the company.
To know whether the company is adopting new methods of recruitment or not.
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3.3 Nature of the study
The research done is:
i) Descriptive: as it involves fact-finding enquiries through questionnaire and personal
interaction,
ii) Applied: since the data collected helps in finding a solution for improving the kind of
communication system prevailing in the organization.
3.1 Sampling Procedure and Design
3.4 Sampling Procedure and Design
Random sampling is done in the study.
The Size of Representative Sample:
My survey is conducted with a sample size of 30 employees to make the data analysis
representative. The method used to select the sample is deliberate sampling method or non
probability method.
3.5 Methods of Data Collection:
The data for the survey will be conducted from both Primary as well as Secondary sources.
Primary Data: -
Using personal interview technique the survey the data will collect by using questionnaire.
The primary data collection for his purpose is supposed to be done by judgment sampling
conversation sampling.
Questionnaire has been formatted with both open and close structure questions.
3.6 Analysis And Interpretation Of Data
Analysis of the data collection through questionnaire
A questionnaire was prepared for the purpose of getting feedback from the employees and manager
regarding Recruitment & Selection Procedure of their company. 30 employees are selected from
different department and were distributed the questionnaire from the purpose of the study.
Analysis of the data
The analysis of the data is done as per the survey finding. The data is represented graphically
in percentage. The percentage of the people opinion were analyzed and expressed in the form
of charts and have been placed in the next few pages.
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3.7 Scope of the Study
The scope of the study is confined to the employees working in India Infoline, The benefit
of the study for company is that through this study, the company can improve and modify its
Recruitment and Selection procedures.
3.8 Sampling Method
Convenient sampling has been used in the study
3.9 Significance of the 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 procedures.
In making or human resources recruitment, all those factors, which have impact on the
relationship between volume of operation and number of employees, must be taken into
consideration.
It is only to be started here that a requisition or indent for recruitment has to be submitted
by the line officials. Such indent usually specifies.
The jobs or operations or positions for which the person should be available;
Durations of their employment; Salary to be offered and any other condition and term of
employment, which the indenting officer feels necessary.
The indents are then checked against the post allotted to the department/ branch and also
against authorization for expansion, if already granted.
Implications of the proposed appointment and additional expenditure are work out of course
these would be with in the budgetary sanction of the department concerned.
It the Indents are found correct, the proposed recruitment authorized and the initial pay, the
scale and other admissible allowances are determined.
Finally, job-specification & man-specification are determined in consultation with the line
managers.
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3.10 The Problems and Limitations of the Study:-
Even though every effort has been done to minimize the variations and present a factual
picture with the help of statistical method,
But no study is free from limitations, which are caused by constraints of time, money,
knowledge base and similar factors. An attempt was made to broad base the study as far as
possible, however it is but natural that this study also suffers from some limitations, which
are mentioned below:
1. The conservative attitude of some of the employees was a limiting factor in gaining
information. The respondent may be reluctant to express strong negative feelings or he
might have given the socially acceptable answer, which acted as a limitation.
2. Transient factors like fatigue, boredom and anxiety etc. may limit the ability of the
respondent to respond accurately and fully.
3. It is difficult to know whether willing respondents are truly representative.
4. Although the staff of India Infoline was very efficient and highly cooperative and they
devoted enough of their valuable time on me but because of time constraint I was not able
to devote as much time with their employees.
5. Some of the information was kept confidential and was not disclosed to any person
whosoever.
In spite of these difficulties I still put my best efforts and try to do the full justice to the
subject matter and in completion of the report.
HYPOTHESIS
This survey is conducted under the presumption of the functioning of the Recruitment and
Selection Procedure in India Infoline, Delhi.
In testing the above hypothesis the following aspects will be considered: -
Manpower Planning
Sources of Recruitment
Latest Techniques of Recruitment
Recruitment of Summer/In-plant Trainees
Selection Policy
Feedback of Recruitment and Selection Procedure
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RECRUITMENT & SELECTION IN INDIA INFOLINE
Though India Infoline, Delhi, has its own recruitment & selection rules it has to follow
guidelines/direction issued by Govt. of India from time to time. The recruitment & selection
process of India Infoline, Delhi, is as follows: -
Recruitment
Forecasting of Manpower Budget
In making or human resources recruitment, all those factors, which have impact on the
relationship between volume of operation and number of employees, must be taken into
consideration.
It is only to be started here that a requisition or indent for recruitment has to be submitted
by the line officials. Such indent usually specifies.The jobs or operations or positions for
which the person should be available;
Durations of their employment; Salary to be offered and any other condition and term of
employment, which the indenting officer feels necessary.
The indents are then checked against the post allotted to the department/ branch and also
against authorization for expansion, if already granted.
Implications of the proposed appointment and additional expenditure are work out of course
these would be with in the budgetary sanction of the department concerned.
It the Indents are found correct, the proposed recruitment authorized and the initial pay, the
scale and other admissible allowances are determined.
Finally, job-specification & man-specification are determined in consultation with the line
managers.
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Sources of Recruitment:
Internal method
The internal method include following:
Transfer
Promotion
External method
The external method include following:
Advertisement
Procedure for Advertisement:
Where it is proposed to proposed to advertise the following procedure shall be followed:
For Non Executive Post:
Vacancies are advertised by the local employment agency.
The Employment News also advertises vacancies.
For Executive Post:
The vacancies are advertised in some important Newspaper having good all India
circulation as may be decided by the appointed authority.
The vacancies are also advertised by the Internet.
Selection
INDIA INFOLINE considers selection as an event in the total process of the acquiring and
developing manager. The company delivers that the selection process must be consistent with other
events in the total process for it to be effective.
Therefore, the company adopts a systematic & integrated selection process to select the best
possible candidates. The prospective candidates or managerial positions may mention. Theselection process of the company can be broken into the following steps.
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Application Screening:
The company usually receives large number of applications for the positions advertised or
through are screened keeping in mind the minimum qualification prescribed to ascertain the
eligibility of candidates.
Such applications contain usually brief information about the candidates. This interview is
essentially a sorting process in which prospective applicants are given the necessary
information about the nature o jobs in the organizations.
If candidates meet the requirement of the organization he may be selected for the further
actions. If he does not fit into the organization structure he is eliminated at the preliminary
stages.
The main objectives of such interview is to screen out undesirable, unqualified candidates at
the very outside.
A test letter is issue contains the date, time & place for the candidates who pass in the
screening of the application form.
Test:
India Infoline, Delhi,hold different kinds of the selection test to know more about the
candidates or to rejects candidates who cannot be called for the interview etc.
Form the selection test the organization gets the information about the candidates aptitude,
interest, personality etc.
Management of the company considers it desirable to follow any or the entire following test:
Written Test
Aptitude Test
Psychological Test
The candidates, who pass the test, an interview letter is issued for them. The interview letter
is issued at lest five time of the recruitment of the members.
Selection Committee:
For the purpose of non-executive post, selection committee consisting not less them four
members i.e. members is form the local authority; members from the HR department, two
members form the concern department.
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Interview:
Interview is conducted for about ten or twenty minutes.
The board evaluates the candidate along the following factors; style of self-introduction by
the candidate, general knowledge, clarity of through and logic, lucidity of expression,
tolerance of others view and leadership quality.
Each selector has a blank sheet to evaluate the candidate. They evaluate the candidate
individually.
On completion of the individual interview, the board member discusses about the candidate
among himself or herself and arrives at consensuses and panel of selected candidates in the
order of merit is prepared.
Medical Examination:
The company appoints no person unless he/she is declared medically fit by the company medical
authority.
Checking for references:
It is not necessary to complete verification of character before appointing a candidate.
Appointed is subject to verification of character but action to verify character is taken
expeditiously.
A report on the candidate character is obtained from his previous employer.
Placement:
In India Infoline, Delhi,manpower has been distributed at various levels in the required degree
suiting to the companys need to bring out success even in the most complex project. The above isthe review of Recruitment and selection procedure followed in India Infoline, Delhi,
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CHAPTER 4
DATA ANALYSIS & INTERPRETATION
1. Does your company make forecast of future manpower planning requirement?
S.NO. OPINION NO. OF
RESPONDENT
PERCENTAGE
1. Yes 30 100%
2. No 0 0%
Manpower Forcasting
100%
0%
Yes
No
Interpretation
100% people said that the company makes forecast of future manpower forecasting.
Thus company properly makes the forecast of future manpower planning .
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2. If yes, then please specify the time period(s) for which the estimates are made?
S.NO. OPINION NO. OF
RESPONDENT
PERCENTAGE
1. 0-2years 9 30%
2. 2-3years 6 20%
3. 3-4years 9 30%
4. 4&above years 6 20%
Time Period for Estimate
30%
20%30%
20% 0-2years
2-3years
3-4years
4&above years
Interpretation
20% people said that the company specify 0-2 year for making estimation of forecasting.
30% people said that the company specifies 2-3 years for making estimation.
30% people said that the company specifies 3-4 years for making the estimation of
forecasting.
20% people said that the company specifies 4 & above time period for making forecasting.
Thus estimates are made for mainly 2-3 yrs or 3-4 yrs
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3. What do you suggest should be the basis of forecasting?
S.NO. OPINION NO. OF
RESPONDENT
PERCENTAGE
1. Total cost of the project 6 20%
2. Past experience 12 40%
3. Different phases of the
project
9 30%
4. All of the above 3 10%
Basic Forcasting
20%
40%
30%
10%
Total cost of the
project
Past experience
Different phases of
the project
All of the above
Interpretation
20% people said that their company forecast on the bases of Total cost of the project.
40% people said that the company forecast on the bases of past experiences
30% people said that the company forecast on the bases of the Different phases of the project.
10% people said that the company forecast on the bases on of the above.
Thus past experience is the main basic for forecasting.
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Recruitment Policy
4. Does your organization plan the recruitment policy?
S.NO. OPINION NO. OF
RESPONDENT
PERCENTAGE
1. Yes 30 100%
2. No 0 0%
Written Recriutment Policy
100%
0%
Yes
No
Interpretation
100% people said that the plan the requirement policy.
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5. Do you think the present recruitment policy is helpful in achieving the goals of the
company?
S.NO. OPINION NO. OF
RESPONDENT
PERCENTAGE
1. Yes 15 50%
2. No 6 20%
3. To some extent 9 30%
Recruitment Policy
50%
20%
30%Yes
No
To some extent
Interpretation
50% people said that the companys recruitment policy is helpful in achieving the goals.
20% people said that the companys recruitment policy is not helpful in achieving the goals.
30% people said that the companys recruitment policy is helpful to some extent in achieving
the goals.
Thus companys recruitment policy is helpful in achieving the goals of the company.
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6. Does the companys recruitment policy enable to identify the following areas?
S.NO. OPINION NO. OF
RESPONDENT
PERCENT
AGE
1. Recruitment needs of the organization 6 20%
2. Preferred sources of recruitment 9 30%
3. Appropriate criteria for selection 9 30%
4. Identification of the cost of recruitment 6 20%
Recruitment Policy
20%
30%30%
20%
Recruitment needs of
the organization
Preferred sources of
recruitment
Appropriate criteria for
selection
Identification of the cost
of recruitment
Interpretation
20% people said that the companys recruitment policy enables to identify the recruitment
needs of the company. 30% people said that the companys recruitment policy enables to
identify the preferred sources of recruitment.
30% people said that the companys recruitment policy enables to identify the appropriate
criteria for selection. 20% people said that the companys recruitment policy enables to
identify the identification of cost of recruitment.
Thus it can be concluded from this graph that companys recruitment policy is able to
identify the areas of recruitment needs.
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Sources of Recruitment
7. Through which source your organizations recruit the employees?
S.NO. OPINION NO. OF
RESPONDENT
PERCENTAGE
1. Internally 6 20%
2. Externally 18 60%
3. Both 6 20%
Sources of Recruitment
20%
60%
20%
Internally
Externally
Both
Interpretation
20% people said that the company recruits the employee from the internal sources.
60% people said that the company recruits the employee from the external sources.
20% people said that the company recruits the employee from the both sources.
Thus most of the employees say that company recruits the employees from the external
sources.
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8. Which of the following external sources you choose for the recruitment of the
employees?
S.NO. OPINION NO. OF
RESPONDENT
PER
1. Employee Exchange
Consultant
6 20%
2. Private Employee Agencies 6 20%
3. Advertisement 3 10%
4. Internet 12 40%
5. Any other 3 10%
External Sources
20%
20%
10%
40%
10%
Employee Exchange
Consultant
Private Employee
Agencies
Advertisement
Internet
Any other
Interpretation
20% people said that the company uses the employee exchange consultants. 20% people said
that the company uses private employment agencies.
10% people said that the company uses the advertisement method. 40% people said that the
company uses the Internet method. 10% people said that the company uses the any other way.
Thus company uses internet, private employee agencies and employee exchange
consultants for recruiting the employees.
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Latest Techniques of Recruitment
9. Does your organization recruit employees through latest method of recruitment
through Internet?
S.NO. OPINION NO. OF
RESPONDENT
PERCENTAGE
1. Yes 30 100%
2. No 0 0%
Latest Reqruitment Policy
100%
0%
Yes
No
Interpretation
100% people said that the company uses the latest method of recruitment.
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10. If yes then the company use own web site or this purpose.
S.NO. OPINION NO. OF
RESPONDENT
PERCENTAGE
1. Yes 27 90%
2. No 3 10%
Use Own Web Site
90%
10%
YesNo
Interpretation
90% people said that the company uses his own web site for recruitment.
10% people said that the company not uses his own web site.
Thus most of employees agree that company uses its website for recruitment.
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11. Does your company hire the service portal?
S.NO. OPINION NO. OF
RESPONDENT
PERCENTAGE
1. Yes 18 60%
2. No 12 40%
Hire some Other Portal
60%
40%Yes
No
Interpretation
60% people said that the company hire service portal.
40% people said the company not hires the service portal.
Thus most of the employees agree that company hires the service portal.
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12. If yes, which service portal your organization has hired?
S.NO. OPINION NO. OF
RESPONDENT
PERCENTAGE
1. Naukri.com 12 40%
2. Timesjob.com 6 20%
3. Jobesahead.com 6 20%
4. Any other 6 20%
service Portal
40%
20%
20%
20% naukri.com
timesjob.com
jobesahead.com
Any other
Interpretation
40% people said that the company hires the naukari.com.
20% people said that the company uses the timesjob.com.
20% people said that the company uses the jobesahead.com.
20% people said that the company uses any other web site.
Thus company hires the service portal the naukri.com.
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13. Is Internet recruitment is effective in your opinion?
S.NO. OPINION NO. OF
RESPONDENT
PERCENTAGE
1. Yes 24 80%
2. No 6 20%
Internel Recr