critical analysis of recruitment process in doordarshan.doc

CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHAN

CHAPTER 1 INTRODUCTION Recruitment is an important process for any organization. It is process through which an organization tries to find out potential employees with suitable skill, knowledge, & abilities are available. In October 2006, Ram Shriram, a founding board member of Google Inc. said that the company faced a challenge of finding candidates with the right skill sets in India, when compared to other parts of the world. He cited the shortage of web development skills, web design technology professionals, and the need for more talented middle-level manager Analysts pointed out that these remarks were a further indication of thee impending talent shortage in the Indian IT sector. NASSCOM had estimated that, by 2010, India could face a shortfall of 500,000 IT professionals. It was believed that this could seriously threaten India's position as a leading provider of IT and ITES services.

According to NASSCOM, every year over 3 million people (graduates and post graduates) are added to the workforce in India. Of these, only 25 percent of technical graduates and 10-15 percent of other graduates are considered employable by the growing IT and ITES sectors...

Analysts pointed out that these remarks were a further indication of thee impending talent shortage in the Indian IT sector. NASSCOM had estimated that, by 2010, India could face a shortfall of 500,000 IT professionals. It was believed that this could seriously threaten India's position as a leading provider of IT and ITES services.

According to NASSCOM, every year over 3 million pe(graduates and post graduates) are added to the workforce in India. Of these, only 25 percent of technical graduates and 10-15 percent of other graduates are considered employable by the growing IT and ITES sectors...

In the absence of an effective recruitment policy, organization cannot make progress. An effective recruitment policy give organization a competitive advantage. Recruitment is one of the steps in the entire employment process. Recruitment includes finding, developing the sources of prospective employees and attracting them to apply for jobs in an organization.

Recruitment is the process of searching for prospective employees and stimulation or encouraging them to apply for jobs in the organization

-By Edwin Flippo

Recruitment is the process to discover the sources of manpower to meet the recruitments of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate efficient selection of an efficient workforce.

-By Dale Yoder

PROCESS OF RECRUITMENT 1. Identifying the vacancy: These contain following Post to be filled

Number of persons

Duties to be perform

Qualifications required

2. Preparing the job description and person specification

3. Locating and developing the sources of required number an employees (Advertising etc.)

4. Short-listing and identifying the prospective employee with required characteristics.

5. Arranging the interviews with the selected candidates.

6 .Conducting the interview and decision m

UNIT OF STUDY

CHAPTER 2

UNIT OF STUDYDoordarshan (Hindi: ; literally Tele-Vision) is the public television broadcaster of India and a division of Prasar Bharati, a public service broadcaster nominated by the Government of India. It is one of the largest broadcasting organizations in the world in terms of the infrastructure of studios and transmitters. Recently, it has also started Digital Terrestrial Transmitters. On September 15 2009, Doordarshan celebrated its 50th anniversary. The study was executed among the employees of Doordarshan who are having their operation in Gondia .A brief profile of this company is given below.

Doordarshan is the public television broadcaster of India and a division of Prasar Bharati,a public service broadcaster nominated by the Government of India. It is one of the largest broadcasting organization in the world in terms of the infrastructure of studios and transmitters. Recently, it has also started Digital Terrestrial Transmitters. On September 15 2009, Doordarshan celebrated its 50th anniversary.

Doordarshan had a modest beginning with the experimental telecast starting in Delhi on 15 September 1959 with a small transmitter and a makeshift studio. The regular daily transmission started in 1965 as a part of All India Radio. The television service was extended to Bombay (now Mumbai) and Amritsar in 1972. Till 1975, seven Indian cities had television service and Doordarshan remained the only television channel in India. Television services were separated from radio in 1976.

The major breakthrough in the history of Doordarshan came in the year 1981-82 with the establishment of microwave links between Madras,Bombay,Delhi,Jalandar and Bangalore. Five more TV centres Lucknow, Shrinagar, Calcutta. Asansol and Panaji- where connected to Delhi by microwave in 1982-83. The most important landmark in the history of Indian Television, however, came with the launching of the multipurpose communication Satellite INSAT -1 in April,1982,as a sequal to which on 15th August,1982,the Independence Days speech of the then Prime Minister was directly transmitted through this Satellite for 21 TV transmitters in the country. For the first time colour was added to the Television picture which became a permanent feature e of Indian Television within the next 3 months.

Each office of All India Radio and Doordarshan were placed under the management of two separate Director Generals in New Delhi. Finally Doordarshan as a National Broadcaster came into existence.

Doordarshan Kendras & Relay Centres of Maharashtra

Bombay Amravati

Pune Solapur

Nagpur Parbhani

Akola Chandrapur

Nasik Nanded

Kolhapur Jalgaon

Ahmednagar SangliJalna Malegaon Aurangabad Bhusaval Dhule Satara Latur Gondia

OBJECTIVE CHAPTER 3 OBJECTIVES To have objective or objectives is a part and parcel of a research project. Objectives work essentially as direction in arriving at certain concrete solution. The same is the case with this study also. The following objectives are formulated as guiding principles of the study.

1. To find the existing recruitment policy of an organization.

2. To measure that any deficiencies in the recruitment policy of an organization.

3. To identify that how successful recruitment policy is in attracting proper talent.HYPOTHESIS CHAPTER 4HYPOTHESIS For the sake of emphasis, the cardinal values of a hypothesis are summarized, formulation of a hypothesis give definite points to the enquiry acts in establishing direction in which to proceed and helps to delimit the field of enquiry by singling out the pertinent facts on which to concentrate and by determining which facts should be set aside, at least for the time being. The use of a hypothesis thus prevents a blind search and indiscriminate gathering of data which may later prove irrelevant to the problem under study. For the purpose of our study the following hypothesis, are formulated.

1. The recruitment policy of the organization is effective.

2. The recruitment policy of the organization is ineffective.

3. It is successful in attracting suitable employees into organization PROBLEMS CHAPTER 5PROBLEMS To undertake a research it is necessary to have some problems. The research tries to find a solution to these problems. If there is no problem then there is no need to conduct a research project. Taking these into view our study also focused on certain problems and an earnest effort has been made to find suitable solutions to these problems. The problems of the study includes-1. Even the best recruitment policy may not attract suitable employees into the organization.

2. Even the slightest of loopholes in the recruitment policy can create problems in the organization.

3. It is difficult to ascertain a proper recruitment policy for an organization.

4. The recruitment practices adopted by organization differs from one organization to another.

SCOPE

CHAPTER 6 SCOPE OF THE STUDY Scope of the study extends to

Individual organization

Individual department

Individual employee

Extends to-

METHEDOLOGY

CHAPTER 7 METHEDOLOGYMETHODOLOGY OF STUDY

The methodology that was adopted for the study included both primary sources of data as well as the secondary sources of data. The methodology of the study can be explained as follows:

Primary Data

The primary data will be collected by employees of the company. The methods of primary data collection are given below;

2 Questionnaire method3 Interview method For the purpose of study the Likert scaling technique was used.

The respondents were selected on simple random basis from the organization.

14 executives were selected as respondents.

The respondents were administered a two part questionnaire. Part A consisting of information relating to the personal characteristic of the respondents and Part B consisting of 14 questions relating to succession planning.

Each question in Part B has responses from the most favorable response to the most unfavorable response in continuoum.

According to the response of the respondent the point of each question are summated and the overall score was obtained.

Secondary Data

The sources for secondary data are internet; brochures of the company.

Paper based sources: In paper based sources books on Labour Laws, journals and magazines, Company manual & booklets were included.

Electronic sources: In this source, help of internet and on line database were taken.

FINDING CHAPTER 8FINDINGS Following are findings of the research Duration of service since employee is working

INTERPRITATION: 90% of employees are working for more than 15yrs and remaining that is 10% are working since 10-15yrs.

Importance to existing employees while determining the Recruitment policy

INTERPRITATION: 40% of respondent are strongly agree that the recruitment policy give more importance to existing employees, 40% of respondent are agree and disagree & partly agree each comprises 20% Recruitment practices of the organization

INTERPRITATION: In the organization 50% of respondent says that the recruitment practices of the organization are good. 30% of respondent are saying that the recruitment practices are excellent and 20% of respondent are saying that the recruitment practices of the organization are fair Methods for recruitment adopted by the organization

INTERPRITATION: In the organization 50% of respondent says that method adopted by the organization for recruitment is Advertisement and remaining 50% are saying Employment Exchange Sources of recruitmentINTERPRITATION: In the organization 60% of respondent are saying that the source of recruitment is External Right recruitment option of the organization INTERPRITATION: In the organization 80% of respondent are satisfied with organizations recruitment option. Attracting competent employees

INTERPRITATION: In the organization 60% of respondent feels that the existing recruitment system is help in attracting competent employees into the organization. Change in existing recruitment policy

INTERPRITATION: In the organization 100% respondents suggest that there should not be any change in the existing recruitment policy of the organization. Equal opportunity to all section

INTERPRITATION: 100% respondent are saying that the recruitment policy give an equal opportunity to all section of society

CONCLUSION

CHAPTER 9 CONCLUSION On the basis of our findings we can conclude the

following As per the findings, almost all the respondents responded favorably. When the respondents were asked that how are the recruitment practices of your organization, 50% said its good, 30% said its excellent and 20% said its fair. Therefore, the first hypothesis that the recruitment policy of the organization is effective is retained. Second hypothesis is the recruitment policy of an organization is ineffective automatically not retained. It is an established fact that most of the competent employees in the field of telecommunication of which Doordarshan is a part are working in private television channels which is getting reflected in their quality of programmes. As far as Doordarshan is concern, the quality of programmes and their technical abilities is far below the qualities of private channels. So even if the employees may be competent in Doordarshan, they may not be competent enough. Therefore, the third hypothesis i.e. It is successful in attracting suitable employees into the organization is partly retained SUGGESSION

CHAPTER 10 SUGGESTIONS From the above study, following are the suggestions1. Company has to focus on internal source of recruitment which will helpful for enhancing moral of an employee.

2. Company has to provide up to some extend an opportunity to freshers which will increase new creativity in an organization.

3. Organization should give importance to existing employees so that the morale of an employee gets increase.

4. Organization should maintain balance to fill the higher level vacancies in the organization by giving promotion to suitable employees from within the organization and by recruiting new employees those who are competent from external sources. 5. On the basis of observation we observed that the number of female employees are very less so, the competent female employees should be recruited in an organization LIMITATIONS CHAPTER 11 LIMITATIONS1. Since the study was conducted in Doordarshan only therefore the finding and conclusion of the study should not be taken as universally true or applicable to other geographical areas also.

2. The study was conducted only in Doordarshan , therefore the findings of the study should not be treated as applicable to other types of work organization , where nature of work , working conditions, working environment, nature of problem is totally different from other.

3. Response given by the respondent depend on his mood so, whatever response is given may not exact response.

APENDIX A QUESTIONAIRE

TOPIC A CRITICAL ANALYSIS OF RECRUITMENT PROCESS IN DOORDARSHN

PART A

1. NAME

2. DESIGNATION

3. DURATION OF SERVICE

a) 0-5 Yrs b) 5-10 Yrs c) 10-15 Yrs d)>15Yrs

4. AGE

a) 21-25 Yrs b) 26-30 Yrs c) 31-35 Yrs d)>35Yrs

5. SEX

a) Male b) Female

6. PAY-SCALE

a) 25000Rs

PART B

1. How are the recruitment practices of your organization?

a) Excellent b) Good c) Fair d) Poor

2. What is the normal source of recruitment?

a) Internal b) External c) Both d) Any other (specify)

3. What normal recruitment practices in your opinion the organization should follow for filling higher level vacancies?

a) Internal b) External c) Both d) Any other (specify)

4. What is the normal method adopted by the organization for recruitment?

a) Advertisement b) Employment exchange c) Private placement agencies d) Employee referral e) Any other

5. Do you think that the organization should give more importance to the existing employee while determining the recruitment policy?

a) Strongly agree b) Agree c) Partly agree d) Disagree

6. Do you suggest any change in the existing recruitment policy of the organization?

a) Yes b) No

7. If yes, what change would you suggests?

Recruitment should be done

a) Only from internal source

b) Only from external source

c) From both

d) Should be left to the management

8. Do you think the existing recruitment system is help in attracting competent employees into the organization?

a) Yes b) No

9. Does the organization follow an equal employment opportunity practice?

a) Yes b) No

10. Does the organization having a right recruitment option?

a) Yes b) No

11. Does the recruitment policy give an equal opportunity to all section of society?

a) Yes b) No

Thanking you

BIBLIOGRAPHY BIBLIOGRAPHY Book Name Authors Name1. Organizational Behavior S.S. Khanka

2. Human resource management C.V. Mamoria

3. Organization behavior K. Ashwathappa Internetwww.google.comwww.bing.com EMBED Excel.Chart.8 \s

EMBED Excel.Chart.8 \s



DEPT OF MANAGEMENT TECHNOLOGY & RESEARCH N. M. D. COLLEGE GONDIA

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