hr-project recruitment & selection 22222 (1)

8/3/2019 HR-Project Recruitment & Selection 22222 (1)

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INTRODUCTION

Evolution of HRM:

Earlier references:

In western countries HRM had its primitive beginning in 1930s. Not much

thought was given on this subject in particular and no written records or documents

interesting to note HRM concepts was available, in ancient philosophies of Greek,

Indian and Chinese. This is not to suggest that industrial establishment and factories

system, as it is known today, existed in ancient Greece, India or china. The

philosophy of managing human being, as a concept was found developed in ancient

literatures in general and in Indian philosophy in particular.

Environmental Influences on HRM:

Since 1930s, certain developments took place, which greatly contributed, to the

evolution and growth of Human Resources Management (HRM). These developments

are given below:

Scientific Management

Labour Movements

Government Regulations.

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COMPANY PROFILE

Anthroplace Management Services

At Anthroplace, we energetically strive to deliver the best employment options

for great companies and the associates we place within them. We serve best and

respected companies by sending them the highest-quality individuals for temporary,

temp-to-hire and full-time positions.

Companies make Anthroplace their first choice for full-time, direct hire, temp-to-hire

and temporary employment agencies because we're at the forefront of the ever-

changing staffing industry. We meet our clients' needs precisely, quickly and cost-

effectively with the finest talent.

Young and very experienced - that's probably the best way to describe us !

Anthroplace helps companies in searching, selecting and managing the ever-

valuable human assets. It enjoys an enviable reputation for delivering efficient,

effective and professional solutions to meet our IT and ITES clients diverse

recruitment needs. We guide the candidates too about the best opportunities in the

marketplace, and constantly advise them in their career progression.

It will implement methods to decrease the joining time, reduce the cost-per-

hire, and propose tailored solutions to streamline your recruitment process. Our

services give you the opportunity to focus your expertise where it counts - on your

unique business endeavors. Our goal is to ensure that our clients succeed in meeting

their hiring goals with cost-effectiveness in mind.

Our recruitment performance consulting services are designed to help take your

company to the next level of recruitment capability. Our recruitment consultants are

all senior level recruiters with years of IT and software experience in recruiting,

screening, and hiring techniques that produce lasting results in IT sector.

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Adopt a "Do what it takes to get the job done

Clients:

Skilled, experienced, high-quality professionals are always at a premium and

the competition to acquire such individuals will always be fierce, especially in these

booming times. At Anthroplace , we believe that by fostering a positive, professional

and attractive culture, we are able to attract these candidates on behalf of our clients.

Relationships are at the core of our business. To successfully match candidates

to clients, we believe we have to look at more than a resume.

We prefer for our consultants to meet with clients at their offices. This allows us to

gain an insight into a client's working culture, as well as taking a detailed brief about

their company and the position they wish to fill.

Our candidates are our product and we want our product to be the best. We

attract prospective applicants through advertising, and intensive searching and

selection through job portals, and our in-house databases, and will invite only those

we judge to be of suitable quality to interact with one of our consultants for private

interviews. At this point, our consultants will add a comprehensive report to the

candidate's application.

We use self developed enterprise recruitment software, enabling us to conduct

a comprehensive search of our candidate database for the criteria specified by our

clients. We also have the latest skills testing software to validate the candidate's

proficiency and experience on all the major software technologies. We can assist in

managerial aptitude and psychometric tests too.

Only candidates who complete our rigorous selection process will be entered

into our records and considered for a specific role or other appropriate appointments.

We don't add everyone we meet to our books.

For additional information, prior to interviews, clients are provided with our

consultant's initial interview reports. Interviews usually take place at the client's

offices, but if required, we are happy for our clients to make use of our offices.

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HR Team:

PCS also had on Excellent HR and Development team of 50+ man power

Strength across the

About HR Team:

Well Trained Staff of Four Professionals, and 2 of Business unit HR

Professional, and another Two for Training and HR operations.

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REVIEW OF LITERATURE

Meaning of HUMAN RESORCE MANAGEMENT

Human Resource plays a crucial role in the development process of the modern

economics. ARTHUR LEWIS observed

There are great differences in developmentbetween countries which seem to have roughlyequal resources, so it is necessary to enquire intothe difference in human behaviors

Human resource management is the management of employee s skill, knowledge

abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting

Human Resource Management. They are labour management, labour administration,

labour management relationship, employee employer relationship, industrial

relationship, human capital management, human assent management etc. Though

these terms can be used differently widely, the basic nature of distinction lies in the

scope or coverage and evolutionary stage. In simple sence, human resource

management means employing people, developing their resources, utilizing,

maintaining and compensating their services in tune with the job and organizational

requirements.

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Functions of HUMAN RESOURCE MANAGEMENT

Administration:

Strategic planning, organizational evaluation, County Board relations, policy

recommendations, supervision of department staff

Benefits:

Health insurance, dental insurance, life insurance, disability insurance, retirement

benefits, vacation, sick leave, paid holidays, section 125 plan, donor program,

educational incentive, uniform allowance, and others.

Compensation:

Salary and benefit surveys, job evaluation, job descriptions evaluation, job

descriptions

Employee relations:

Disciplinary processes, incident investigations,

complaint/grievance procedures, labor-management relations.

Employee services:

Enrollment in benefits, employee discounts for recreational spots, resolution of

enrollment or claim problems, employee newsletter. Educational assistance, employee

service awards

Fiscal:

Staffing budgets, departmental budget, accounts payable, insurance receivables,

insurance fund management, total package costing. Insurance receivables, insurance

fund management, total package costing.

Health and safety:

Employee assistance, workers compensation claims, drug testing, safety compliance

and training.

Leaves of absence:

State and/or Federal Family and Medical Leave rights, County approved leaves ofabsence, rights upon return to work, light duty assignments for temporary periods.

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Payroll administration:

Computer-based or manual evaluation systems, supervisory training, compliance with

timeliness standards

Performance appraisal:

Employee files, litigation files, payroll records, safety records and other

administrative filesRecord-keeping:

Job posting, advertising, testing administration, employment interviews, background

investigations, post-offer employment testing.

Recruitment:

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

requirement of the staffing schedule and to employ effective measures fir meet the

requirement of the staffing schedule and to employ to employ effective measures for

attracting the manpower in adequate numbers to facilitate effective selection of an

effective workforce.

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Selection:

After identifying the sources of human resources, searching for prospective

employees and stimulation helps too apply for jobs in an organization, the

management has to perform the function of selecting the right man at right job and at

the right time.

Separations and terminations:

Rights upon termination of employment, severance benefits, unemployment

compensation, exit interviews.

Training and development:

County-wide needs assessment, development of supervisory and management skills,

employee training and workshops. Benefits orientation for new and transferring

employees, Supervisory newsletter.

Salary and benefits:

Salary/wage plans, employee benefits

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Importance of Human Resource Management

1: Attract highly qualified and competent people

2: Ensure that s the selected candidate stays longer with the company.

3: Make sue that there is match between cost and benefit.

4: Helps the organization to create more culturally diverse workforce

Whereas, the poor quality of selection means extra cost on training and supervision.

Furtherionmore , when recruitment fails to meet organizational needs for talent, a

typically response is to raise entry level pay scales . This can distort traditional wages

and salary relationship in organization, resulting in unavoidable consequences. Thus

the effectiveness of the recruitment process can play a major role in determining the

resources that must be expended on other HR activates and their ultimate success.

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Objectives of the HRM are to secure the following: -

1. Industrial peace: This is secured by excellent union management relations,

healthy inter-personal relationships, and promoting participative management style

and good industrial and labour relations.

2. Achieve High Productivity: The underlying objective brings to increase the

quantity or volume of the product or service for a given input, productivity

improvement programme is very significant in a competitive environment.

3. Better quality of working life of employees: This involves both intrinsic and

extrinsic factors connected with work.

4. Obtain and sustain competitive advantage through empowerment: continuous

improvement and innovative steps being the two essential ingredients to achieve and

sustain competitive advantage, todays industries are knowledge based and skill

intensive.

5. Cordial relationship between the employer and employees.

6. Personnel research functions.

7. Proper orientation and introduction to the new employees.

The following steps must form the basis of any training activity:

Determine the training needs and objectives.

Translate them into programs that meet the needs of the selected trainees.

Evaluate the results.

There are few generalizations about training that can help the practitioner.

Training should be seen as a long term investment in human resources using the

equation given below:

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Performance = ability (x) motivation

Training can have an impact on both these factors. It can heighten the skills

and abilities of the employees and their motivation by increasing their sense of

commitment and encouraging them to develop and use new skills. It is a powerful tool

that can have a major impact on both employee productivity and morale, if properly

used.

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Difference Between Recruitment & Selection

Both recruitment and selection are the two phases of the employment process. The

differences between the two are:

1. Recruitment is the process of searching the candidates for employment and

stimulating them to apply for jobs in the organisation WHEREAS selection involves

the series of steps by which the candidates are screened for choosing the most suitable

persons for vacant posts.

2. The basic purpose of recruitments is to create a talent pool of candidates to enablethe selection of best candidates for the organisation, by attracting more and more

employees to apply in the organisation WHEREAS the basic purpose of selection

proces

3. Recruitment is a positive process i.e. encouraging more and more employees to

apply WHEREAS selection is a negative process as it involves rejection of the

unsuitable candidates.

4. Recruitment is concerned with tapping the sources of human resources

WHEREAS selection is concerned with selecting the most suitable candidate

through various interviews and tests.

5. There is no contract of recruitment established in recruitment WHEREAS

selection results in a contract of service between the employer and the selected

employee.

Selection Process

The recruitment and selection is the major function of the human resource

department and recruitment process is the first step towards creating the

competitive strength and the strategic advantage for the organisations.

Recruitment process involves a systematic procedure from sourcing the candidatesto arranging and conducting the interviews and requires many resources and time.

A general recruitment process is as follows:

Identifying the vacancy:

The recruitment process begins with the human resource department receiving

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

Posts to be filled

Number of persons

Duties to be performed

Qualifications required

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Preparing the job description and person specification.

Locating and developing the sources of required number and type of

employees (Advertising etc).

Short-listing and identifying the prospective employee with required

characteristics.

Arranging the interviews with the selected candidates.

Conducting the interview and decision making

1. Identify vacancy

2. Prepare job description and person specification

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3. Advertising the vacancy

4. Managing the response

5. Short-listing

6. Arrange interviews

7. Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the

final interviews and the decision making, conveying the decision and the

appointment formalities.

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Recruitment

Recruitment refers to the process of finding possible candidates for a job or

function, usually undertaken by recruiters. It also may be undertaken by an

employment agency or a member of staff at the business or organization looking for

recruits. Advertising is commonly part of the recruiting process, and can occur

through several means: through online, newspapers, using newspaper dedicated to job

advertisement, through professional publication, using advertisements placed in

windows, through a job center, through campus graduate recruitment programs, etc.

Suitability for a job is typically assessed by looking for skills, e.g.

communication skills, typing skills, computer skills. Evidence for skills required for a

job may be provided in the form of qualifications (educational or professional),

experience in a job requiring the relevant skills or the testimony of references.

Employment agencies may also give computerized tests to assess an individual's "off-

hand" knowledge of software packages or typing skills. At a more basic level written

tests may be given to assess numeric and literacy. A candidate may also be assessed

on the basis of an interview. Sometimes candidates will be requested to provide a

rsum (also known as a CV) or to complete an application form to provide this

evidence.

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Recruitment Plan

TABLE OF CONTENTS

(e.g-University of Texas)

1.Commitment to Equal Employment

Opportunity..........................................................

2.Responsibility for Implementation of Equal Employment Opportunity

Program.............

3.Identification of Areas of Concern and .

4.Resolution.......................................................

5.Establishment of Goals..................................................................................

Commitment to Equal Employment Opportunity (EEO)

It has been, and will continue to be, the policy of The University of Texas

System Administration (U. T.System Administration) to be an equal opportunity

employer. U. T. System Administrations official EEO policy statement In keeping

with this policy, U. T. System Administration will continue to recruit, hire, train, and

promote into all job levels the most qualified persons without regard to race, color,

religion, gender, national origin or sexual orientation. Similarly, U. T. System

Administration will continue to administer all other personnel matters (such as

compensation, benefits, transfers, layoffs, system administration training, education,

and social and recreational programs) in accordance with University policy. See

Policy I.150 "Equal Employment Opportunity."U. T. System Administration strives to

base employment decisions on objective standards to enhance equal employment

opportunity.

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Responsibility for Implementation of Equal Employment Opportunity Program

Responsibility for implementation of U. T. System Administration's policy on

Equal Employment Opportunity Program rests with the Chancellor. The Chancellor

delegates the responsibility of coordinating U. T. System Administration's compliance

to the Director of the Office of Human Resources who has the full support of

executive management. General responsibility for implementation of the policy rests

with U. T. System Administration officials, as well as its employees.

1. Duties of the Office of Human Resources

The duties of the Office of Human Resources include, but are not limited to:

a. Reviews policies and procedures, and recommends changes as necessary to ensure

nondiscriminatory effect or intent.

b. Develops policy statements and internal and external communication techniques.

c. Assists department supervisors in the identification and resolution of areas of

concern.

d. Ensures compliance with federal, state, and local laws of nondiscrimination in all

hiring and recruitment strategies.

e. Designs and implements audit and reporting systems that measure the effectiveness

of U. T. System Administrations EEO programs through statistics and demographics.

f. Serves as liaison between U. T. System Administration and local, federal, and state

compliance and enforcement agencies.

g. Serves as liaison between U. T. System Administration and minority and women's

organizations, and community action groups concerned with employment

opportunities of minorities and women.

h. Informs management of the latest developments in the area of equal opportunity.

i. Analyzes employment practices and procedures and reviews documents related to

theemployment processes, in order to ensure consistency with U. T. System

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Administration's Equal Employment Opportunity Policy and Americans with

Disabilities Act (ADA) guidelines.

j. Maintains and analyzes applicant flow data to ensure equal access to employment

opportunities.

k. Prepares all required government reports related to equal employment opportunity.

l. Accommodates individuals seeking information on U. T. System Administration's

policies and procedures on equal employment opportunity.

m. Serves as respondent to allegations of employment discrimination brought against

U. T. System Administration.

Identification of Areas of Concern and Resolution

In an effort to assist in the identification and resolution of areas of concern, the

Office of Human Resources' on-going audit process includes an analysis and review

of the following personnel matters.

1. Analysis of the workforce by ethnicity and gender.

2. Analysis of applicant flow by ethnicity and gender.

3. Review of the hiring and selection processes including job descriptions, job titles,

worker specifications, application for employment forms, pre-employment forms, test

administration and validity, interview procedures, referral procedures, final selection

process, and similar factors.

4. Review of transfer and promotion practices.

5. Review of training programs.

6. Review and update, as required, Federal, and State law posters to include review of

policy statements.

7. Equal Employment Opportunity program evaluation system.

8. Participate as a member on the U. T. System Administration Compliance

Committee.

Establishment of Goals

Our goal will be to ensure objectivity, consistency, uniformity and job relatedness

through design and implementation of appropriate personnel policy and procedural

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systems that affect the equal employment opportunities of the U. T. System

Administration employees and applicants for employment.

Objectives of the study

1. To study the recruitment and selection procedure followed in ANTHROPLACEMANAGEMENT SERVICES.

2. To study the various sources of recruitment followed in ANTHROPLACE

MANAGEMENT SERVICES.

3. To learn what is the process of recruitment and selection that should be followed.

4. To search or headhunt people whose skill fits into the companys values.

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Scope of Human Resource Management

The Scope of HRM is indeed wide. All major activities in the working life of worker

from time of his entry in an organization until he / she leaves, come under the preview

of HRM. Specifically, the activities included are Human Resource planning, Job

analysis and design, Recruitment, Selection, Orientation and placement, Training and

development, Performance appraisal and Job evaluation, employee and executive

remuneration and communication, employee welfare, safety and health, industrial

relations and the like.

HRM is becoming a specialized branch giving rise to a number of specialized areas

like :

Staffing

Welfare and Safety

Wages and Salary Administration

Training and Development

r Relations

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Nature of Human

Resource

ManagementProspects

of HRM

Industrial

Relations

Human Resource

Management

Employee and

executive

Remuneration

Employee hiring

Employee Maintenance Employee Motivation


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Along with financial and material resources contribute to production of goods

and services in an organization.. In short HRM may be defined as the art of procuring,

developing and maintaining competent workforce to achieve the goals of an

organization in an effective and efficient manner.

Need for the Study

Skills and knowledge people are always on short supply. Alternatively

they are too costly to hire from outside. The best alternative is to

improve skill and knowledge of existing employees.

Growth of technology takes places very fast. This will render current

technology obsolete in the future. There is a great need to upgrade

technology. This needs suitable training.

At the time recruitment employees possess a certain of knowledge and

skill. As time passes knowledge becomes obsolete, unless it is updated

by proper training. This happens because of changes taking place in

product technology, production methods, procurement of better

machines, setting up of modern production lines, introduction of

modern method of supervision and information processing through

MIS and EDO.

Modern management has introduced a number of innovative steps in

functions of management like planning, organizing, controlling,

coordinating and directing. Organization which is impervious to such

changes is bound to fail and become obsolete.

Public policy provides reservation to disadvantaged sections of the

society like handicapped, minorities and dependents of deceased

workers etc. All these are threshold workers having less than minimum

prescribed level of knowledge and skill. They require extensive

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training to bring them up to the minimum level of performance

standard.

In order to provide better employability chances of unemployed youth,

certain governments taken initiative to mobilize resources available atpubic/government and private sectors to outside candidates. One such

example is the Apprentice Training conducted by govt. of India.

Limitations of the Study

1. As the project is prepared for academic purpose only, it suffers from

the limitations of time and money, due to which analytical study into all the

strategies adopted by the organization was not possible.

2. The study was completed within short span of time that was available.

3. The report also suffers from the limitations of exhaustiveness as far as

the information is concerned.

4. All this study is limited to AMS group of companies, Kolkata only.

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Research Methodology

Statement of Problem:

Human resource has gained a wide acceptance in the industry. The objective

of the study was to access employee satisfaction. This has led to the need for more

experienced and skillful employee where to be trained to meet the organization

requirement.

People in an organization are the most productive resource and also the most

expensive organization spends on this resource in order to extract the best

contribution out of them. A small judgment error in rectifying a non retainable

employee could lead to decal losses in terms of time and money spend on his training

and job socialization as also initial losses in terms of job held up due to vacancy in

position and other related job being postponed in todays fast pace corporate world,

time management being important, such errors are not called for therefore more stress

is laid on efficient, effective and potential worker for the organization corporate world

today recruits people directly and prudently rather simply hire and fire people.

Without people to man and plant, the collection of physical resources by itself

will not serve only purpose. The hiring of men and women required is more important

than the marshalling of physical resources in the establishment of the company and

the attainment of its objectives. Note that the hiring of people is confirmed to the

initial stages in the formation of an enterprise. The employment is continuous one and

it ends only when the enterprise eases to exist.

More important, an enterprise grows and diversifies, and so there is great need for

men and women. Recruitment and selection, therefore becomes a specialized function

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and is disclosed by the personnel department. In act, employments are one of the

foremost functions of the human resource development.

Research samples:

Non-IT industry plays a very important role in the economy. The sample was

therefore chosen as it portrays the needs of the researchers.

Research provides an insight into any study top basically evaluate and judge the data

or to find the solution to any given problem a simple is representative of a group or

population that identifies itself as part of it. The sample chosen for this report is MMD

group of companies, Kolkata.

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Data Collection:

The data collected contains primary data and secondary data.

PRIMARY DATA :

The primary data has been collected mainly by interviewing and also

observation and audit.

SECONDARY DATA :

Secondary data has been obtained from published journals, company

broachers, books, internet, etc.

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Data analysis

TABLE-1

1. NUMBER OF RESPONDENT ACCORDING TO GENDER

GENDER NUMBER OF RESPONDENT PERCENTAGE

MALE 26 52

FEMALE 24 48

TOTAL 50 100

0

20

40

60

80

100

NUMBER OF

RESPONDENT

FEMALE

MALE

INFERRENCE:

The above chart shows that 52% of respondents are male and remaining 48% are

female.

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TABLE-2

2. ARE YOU SATISFIED WITH THE MANAGEMENT POLICIES

MANAGEMENT NUMBER OF PERCENTAGE

POLICIES RESPONDENT

YES 50 100%

NO 0 0

TOTAL 50 100%

0

10

20

30

40

50

60

POLICIES NO

PERCENTAGE

NUMBER OF

INFERRENCE:

The above chart shows that 100% respondents are satisfied with the

management policies.

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TABLE-3

3. ARE YOU SATISFIED THE MEDICAL FACILITIES WHICH ARE

PROVIDING BY THE COMPANY ?

MEDICAL NUMBER OF PERCENTAGE

FACILITIES RESPONDENT

YES 50 100%

NO 0 0

TOTAL 50 100%

0

10

20

30

40

50

1 2

NO

YES

INFERRENCE:

The above chart shows that 100% respondents are satisfied with the medical

fecilities which are providing by the company.

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TABLE-4

4. NATURE OF RELATIONSHIP BETWEEN THE EMPLOYEES IN THE

ORGANIZATON

RELATIONSHIP NUMBER OF PERCENTAGE

RESPONDENT

EXCELLENT 49 98%

GOOD 1 2%

AVERAGE 0 0

TOTAL 50 100%

0

10

20

30

4050

60

EXCELLENT AVERAGE

Series2

Series1

INFERRENCE:

The above chart shows 98% of the respondents said that there is a good relationship

between the employees.

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TABLE-5

5. TYPES OF INCENTIVES PREFERRED

INCENTIVES NUMBER OF PERCENTAGE

RESPONDENT

MONETARY 25 50%

NON MONETARY 0 0%

BOTH 25 50%

TOTAL 50 100%

0

10

20

30

MONETARY NON

MONETARY

BOTH

Series2

Series1

INFERRENCE :

The above chart shows that 50% of the respondents prefer monitory type

incentives and remaining prefer both type of incentives. i.e., monetary and non

monetary.

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TABLE-6

6. DOES THE ORGANIZATION GIVES EMPHASIS TO CAREER

PLANNING ?

PLANNING NUMBER OF PERCENTAGE

RESPONDENTYES 48 96%

NO 2 4%

TOTAL 50 100%

0

10

20

30

40

50

1 2

NO

YES

INFERRENCE:

The above chart shows 96% of respondents feel that the organization is for

career planning and 4% not agreed.

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TABLE-7

7. DO YOU FEEL THAT YOUR ORGANIZATION IS WELL PREPARED TO

MEET TODAYS CAHLLENGES

CHALLENGES NUMBER OF PERCENTAGE

RESPONDENT

YES 50 100%

NO 0 0%

TOTAL 50 100%

0

10

20

30

40

50

60

YES NO TOTAL

Series2

Series1

INFERRENCE:

The above chart shows all the respondents agree that their organization is well

prepared to meet todays challenges

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TABLE-8

8. DO YOU HAVE FAITH IN COMPANY POLICIES

POLICIES NUMBER OF PERCENTAGE

RESPONDENT

YES 50 100%

NO 0 0%

TOTAL 50 100%

0

10

20

30

40

50

60

YES NO TOTAL

Series2

Series1

INFERRENCE:

The above chart shows all the respondents have faith in their companys

policies

TABLE-9

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9. Are you happy with the Recruitment process?

Recruitment No. of Respondents Percentage

Yes 68 90.7No 7 9.3

Total 75 100

0

20

4060

80

100

120

Yes No Total

No. of

Respondents

Percentage

INFERRENCE :

The above chart shows that 91% are happy with the recruitment process the

remaining 7% are not happy.

TABLE-10

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10. How do you feel about interview panel?


Excellent 30 40

Good 33 44

Satisfactory 10 13.3Poor 2 2.7

Total 75 100

020406080

100120

E

xcellent

Good

Satisf

acto

ryPo

orTo

tal

No. of

Respondents

Percentage

INFERRENCE:

The above chart shows that 40% of the respondents are feeling that it is

excellent & in remaining are 44% are feeling it is good., and rest of them are feeling it

is not up to the mark.

TABLE-11

11. Did the Anthroplace meet your expectations?


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Yes 70 93.3

No -- --

Cant Tell 5 6.7

Total 75 100

0

20

40

60

80

100

120

Yes No Cant

Tell

Total

No. of

Respondents

Percentage

INFERRENCE:

The above chart shows that 93% are feeling that it is meeting to their

expectations and remaining 7% replied that they cant tell.

TABLE-12

12. Are you happy with the salary what you offered from the company?


Yes 24 32

No 51 68

Total 75 100

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0

20

40

60

80100

120

Yes No Total

No. of

Respondents

Percentage

INFERRENCE :

From the above chart it is clear that most of them(68%) was not happy and 32%

happy that the salary what they receiving

TABLE-13

13. Did Anthroplace Managing fulfill the commitments which are given to you at

the time of interview?


Yes 42 56No 13 17.3

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Cant Tell 20 26.7

Total 75 100

0

20

40

60

80

100

120

Yes No Cant

Tell

Total

No. of

Respondents

Percentage

INFERRENCE:

From the above chart it is clear that most of the respondants said that the

anthroplace fulfilling the commitments

TABLE-14

14. How do you come to know about openings in AMS?

BG Checks No. of Respondents Percentage

Friends 5 6.7

Internet 23 30.7

News Papers 40 53.3

Others 7 9.3Total 75 100

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020406080

100120

Frie

nds

Inte

rnet

News

Pap

ers

Oth

ers

Total

No. of

Respondents

Percentage

INFERRENCE:

From the above chart it is clear that most of them came to know through

advertisements

TABLE-15

15. Did you have the right Designations?

BG Checks No. of Respondents Percentage

Yes 34 45.3

No 27 36

Not Replied 14 18.7

Total 75 100

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020

40

60

80

100

120

Yes No Not

Replied

Total

No. of

Respondents

Percentage

INFERRENCE:

From the above chart we came to know that most of the employees saying that

they found the right designation.

TABLE-16

16. Did you fully know about the company policies before joined in this

company?


Yes 10 13.3

No 65 86.7

Total 75 100

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0

20

40

60

80

100

120

Yes No Total

No. of

Respondents

Percentage

INFERRENCE :

The above chart shows that most of them said no.

TABLE-17

17. Did you under gone any Written Test during Recruitment?


Yes 75 100

No 0 --

Total 75 100

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0

20

40

60

80

100

120

Yes No Total

No. of

Respondents

Percentage

INFERRENCE:

From the above chart it is clear that 100% employees are attended to the written test

TABLE-18

18. How do you think about Recruitment and selection procedure in your

company?


Satisfactory 70 93.3

Unsatisfactory 5 6.7

Total 75 100

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020406080

100120

Satisfa

ctory

Unsatisfa

ctory Total

No. of

Respondents

Percentage

INFERRENCE

From the above chart we came to know that most of the employees feeling that the

process of recruitment and selection process is good.

Findings from the study

The data collected and analyzed and general observation has proven that M/S

Anthroplace Management Services. Has done remarkable job in its Human resource

development.

The main findings are as follows:

1. Each and every employee is well prepared to meet todays challenges.

2. The organization gives encouragement in career planning for every employee.

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3. There are employees in all experience level in the organization.

4. The internal department of core competencies and continuous process

improvements has made AMS Group of companies. One of the most exciting

companies to work for.

5. The management showing their full efforts for the growth of Business.

6. The company is having skilled employees who can give prime solutions to the

clients more effectively.

7. The management is showing there individual attention to each and every

employees for their betterment and to groom there skills.

Suggestions

1. Create awareness about customers requirements among the employees by

maintaining high level of motivation and focus.

2. Increase the competence levels among the employees by giving suitable

Training and Development Program.

3. Identify the competencies and behavior pattern to be developed in each

individual by obtaining there feedback and requirements.

4. Provide training to the employees so that they get better knowledge, skills and

attitude.

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CONCLUSION

Recruitment and selection process is one of the most important function for any

organization it is the process that reflect the organizations aspects of the process. In

Anthroplace management service there process of recruitment and selection is very

much sound, they also provides training program that help aspirants.The management

and employees of the Anthroplace management services helps a lot to the freshers as

well as existing employees.

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Bibliography

Primary Source

1. Business Management- By Reddy and Appanaiah

2. Personal Management and Industrial Relation -By Dr.T.N.Bhagoliwali

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Secondary source

3. www.KarnatakaHRGroup.com

4. www.HRCommunity.com

5. www.HRIndia.com

Questionnaires

1) Are you happy with the Recruitment process?

a) Yes

b) No

2) How do you feel about interview panel?

a) Excellent

b) Good

c) Satisfactory

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d) Poor

3) Did the AMS meet your expectations?

a) Yes

b) No

4) Are you happy with the salary what you offered from the company?

a) Yes

b) No

5) Did AMS Managing commitment which is given to you at the time of

interview?

a) Yes

b) No

6) How do you come to know about openings in AMS?

a) Friends

b) Internet

c) News Paper

d) Others

7) Do you want to refer more friends to AMS?

a) Yes

b) No

8) Did you have the right Designations?

a) Yes

b) No

9) What should be the companys main source of recruitment?

a) Employment Bureau

b) News Paper ads

c) Direct Recruitment

d) Placement agency

e) Others

10) What should be the best recruitment sources according to your preference?

a) Internal Recruitment

b) External Recruitment

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c) Both

11) Did you fully know about the company policies before joined in this

company?

a) Yes

b) No

12) Did you under gone any Written Test during recruitment?

a) Yes

b) No

13) How do you think about Recruitment and selection procedure in your

company?

a) Satisfactory

b) Unsatisfactory

14) What are your Guidelines to AMS Recruitments?

15) How about HR Feed back in AMS?

hr-project recruitment & selection 22222 (1)

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