PROJECT REPORT ONTHE STUDY OF RECRUITMENT & SELECTION PROCESS IN WAVE INFRASTRUCTURE & ITS EFFECTIVENESS

Submitted in partial fulfillment for the award of theDegree of Bachelor of Business Administration 2014-15

Under the Guidance of: Submitted by: SHILPI SANYA SHARMAFACULTY, MAIMS 138616748879

Maharaja Agrasen Institute of Management Studies

Affiliated to Guru Gobind Singh Indraprastha University, DelhiPSP Area, Plot No. 1, Sector 22, Rohini, Delhi - 110086

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STUDENT UNDERTAKINGThis is to certify that I have completed the Project titled "THE STUDY OF SELECTION & RECRUITMENT PROCESS IN WAVE INFRASTRUCTURE & ITS EFFECTIVENESS" in under the guidance of in partial fulfillment of the requirement for the award of degree of Bachelor of Business Administration at Maharaja Agrasen Institute of Management Studies, Delhi. This is an original piece of work & I have not submitted it earlier elsewhere.

CERTIFICATE FROM THE INSTITUTE GUIDEThis to certify that the summer project titled THE STUDY OF SELECTION & RECRUITMENT PROCESS IN WAVE INFRASTRUCTURE & ITS EFFECTIVENESS is an academic work done by submitted in the partial fulfillment of the requirement for the award of the degree of Bachelor of Business Administration at Maharaja Agrasen Institute of Management Studies, Delhi under my guidance & direction. To the best of my knowledge and belief the data & information presented by him in the project has not been submitted earlier.

Signature Name of the Asst. Prof. Designation : Faculty, MAIMS

ACKNOWLEDGEMENT

With Profound sense of gratitude & regard, I express my sincere thanks to my guide & mentor for his valuable guidance & the confidence he installed in me, that helped me in successful completion of this Project report. Without his help, this project would have been a distant affair. His thorough understanding of the subject & the professional guidance is indeed of immense help to me. I am also thankful to the faculty members of our institute who cooperated with me & gave me their valuable time.

PREFACEToday, in every organization personnel planning as an activity is necessary. It is an important part of an organization. Human Resource Planning is a vital ingredient for the success of the organization in the long run. There are certain ways that are to be followed by every organization, which ensures that it has right number and kind of people,at the right place andright time, so that organization can achieve its planned objective.The objectives of Human Resource Department are Human Resource Planning, Recruitment and Selection, Training and Development, Career planning, Transfer and Promotion, RiskManagement, Performance Appraisal and so on. Each objective needs special attention and proper planning and implementation.For every organization it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. With reference to this context, this project is been prepared to put a light on Recruitment and Selection process at Wave Infrastructure.

TABLE OF CONTENTS

Chapter 1 Introduction1.1Introduction 1.2. Purpose of the study 1.3 Objectives of the study 1.4 Company Profile 2-292-4455-29

Chapter 2 Research Methodology 2.1 Research Design2.2 Collection of Data2.3 Research Methodology2.4 Limitations 31-333131-3232-3333

Chapter 3 Data Interpretation 34-43

Chapter 4 Summary & Conclusions44-47

Bibliography

Appendix

EXECUTIVE SUMMARYToday, in every organization personnel planning as an activity is necessary. It is an important part of an organization. Better recruitment and selection strategies result in improved organizational outcomes. The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees.Human Resource Planning is a vital ingredient for the success of the organization in the long run. Online recruitment has become de rigueur, and both companies and candidates applaud its ease of application.The objectives of Human Resource Department are Human Resource Planning, Recruitment and Selection, Training and Development, Career planning, Transfer and Promotion, Risk Management, Performance Appraisal and so on. Each objective needs special attention and proper planning and implementation. With reference to this context, this project is been prepared to put a light on Recruitment and Selection process. This project includes Meaning and Definition of Recruitment and Selection, Need and Purpose of Recruitment, Evaluation of Recruitment Process, Recruitment Tips. Sources of Recruitment through which an Organization gets suitable application. Scientific Recruitment and Selection, which an Organization should follow for right manpower. Job Analysis, which gives an idea about the requirement of the job. Next is Selection process, which includes steps of Selection, Types of Test, Types of Interview, Common Interview Problems and their Solutions.In this project we also study the effect of selection and recruitment process and also the different constraint of recruitment and selection process in Wave Infrastructure.

Chapter 1Introduction

1.1 INTRODUCTIONThe human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well as the future requirements of the organization in mind. Recruitment is distinct from Employment and Selection. Once the required number and kind of human resources are determined, the management has to find the places where the required human resources are/will be available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All this process is generally known as recruitment. Recruitment is however not just a simple selection process but also requires management decision making and extensive planning to employ the most suitable manpower. Competition among business organizations for recruiting the best potential has increased focus on innovation, and management decision making and the selectors aim to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organization. Human Resource Management theories focus on methods of recruitment and selection and highlight the advantages of interviews, general assessment and psychometric testing as employee selection processes. The recruitment process could be internal or external or could also be online and involves the stages of recruitment policies, advertising, job description, job application process, interviews, assessment, decision making, legislation selection and training (Korsten 2003, Jones et al, 2006). Examples of recruitment policies within healthcare sector and business or industrial sectors could provide insights on how recruitment policies are set and managerial objectives are defined. Successful recruitment methods include a thorough analysis of the job and the labor market conditions and interviews as well as psychometric tests to determine the potentialities of applicants. Small and medium sized enterprises (SMEs) also focus on interviews and assessment with emphasis on job analysis, emotional intelligence in new or inexperienced applicants and corporate social responsibility (CSR). Other techniques of selection that have been described include various types of interviews, in tray exercise, role play, group activity, etc.Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in management decision making and the recruitment process could itself be improved by following management theories. The recruitment process could be improved in sophistication with Rodgers seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal interviews, etc. Recommendations for specific and differentiated selection systems for different professions and specializations have been given. A new national selection system for psychiatrists, anesthetists and dental surgeons has been proposed within the UK health sector.Recruitment is however not just a simple selection process and requires management decision making and extensive planning to employ the most suitable manpower. Competition among business organizations for recruiting the best potential has increased focus on innovation, and management decision making and the selectors aim to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organization (Terpstra, 1994). This would mean that the management would specifically look for potential candidates capable of team work as being a team player would be crucial in any junior management position. Human Management resource approaches within any business organization are focused on meeting corporate objectives and realization of strategic plans through training of personnel to ultimately improve company performance and profits (Korsten, 2003). The process of recruitment does not however end with application and selection of the right people but involves maintaining and retaining the employees chosen. Despite a well drawn plan on recruitment and selection and involvement of qualified management team, recruitment processes followed by companies can face significant obstacles in implementation. Theories of HRM may provide insights on the best approaches to recruitment although companies will have to use their in house management skills to apply generic theories within specific organizational contexts.The process of recruitment does not however end with application and selection of the right people but involves maintaining and retaining the employees chosen. Despite a well drawn plan on recruitment and selection and involvement of qualified management team, recruitment processes followed by companies can face significant obstacles in implementation. Theories of HRM may provide insights on the best approaches to recruitment although companies will have to use their in house management skills to apply generic theories within specific organizational contexts.RECRUITMENTRecruitment is defined as, a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce. Edwin B. Flippo defined recruitment as the process of searching for prospective employees and stimulating them to apply for jobs in the organization. In simple words recruitment can be defined as a linking function-joining together those with jobs to fill and those seeking jobs.1.2Purpose of the study People are a companys most important assets. They can make or break the fortunes of a business. In todays highly competitive business environment placing the right people in the right position is very critical for the success of any organization. The recruitment and selection decision is of prime importance as it is the vehicle for obtaining the best possible person-to-job fit that will, contribute significantly towards the Company's effectiveness. It is also becoming increasingly important, as the Company evolves and changes, that new recruits show a willingness to learn, adaptability and ability to work as part of a team. The Recruitment & Selection procedure ensures that these criteria are addressed

1.3Objectives of the study:I have undertaken the research recruitment and selection process in Wave Infrastructure & its effectiveness in order to study the: -1) Recruitment and selection process at Wave Infrastructure. To assess the effectiveness and suggest ways to improve it.2) Also study the effect of recession on recruitment and selection process. 3) Strategies for successful recruitment process.Also my objective of doing research on this topic is study how the Organization is manning the human resource of it and also study the constraint in of recruitment and selection process. The main objective is to select-right candidates to the right jobs to reduce the cost of employment and losses occurred due to errors made by the employees which are not appropriate to the corresponding job. 1.4 Company Profile Wave Group - a leading business conglomerate that has expanded across industries to create a niche for itself. The integral beliefs of the Group are founded on hard work and team spirit. It has been steered by the long term vision of the Late Mr. Kulwant Singh Chadha since 1963. Today, the Wave Group boasts an impressive portfolio of businesses, including sugar manufacturing, distilleries and breweries, real estate, malls and multiplexes, beverages, sports, education and entertainment.Wave Group's policy has been to efficiently and effectively optimise its diverse businesses and maximise output by participating in all aspects of business. This has resulted in exponential growth in the Group's productivity, its ability to transform industries and in creating opportunities for entirely new market segments. The business model has evolved significantly through strategic investments in services and technologies, ensuring that the Wave Group maintains its competitive advantage in every sector.The Wave Group attributes a major part of its success to its visionary, the erstwhile Chairman Mr. Gurdeep Singh (Ponty) Chadha. His pioneering vision to conquer new heights and fulfil the dreams of all its stakeholders is the key to driving the Group to continuously set new benchmarks.Founders Legacy Mr. Ponty Chadha was the guiding hand, architect and anchor of Wave Group. Under his able leadership the company excelled in every dimension and reached unparalleled heights. His vision to create an industrial empire that would contribute extensively to the Indian growth story has led to Wave Group diversifying its business portfolio to include sectors such as sugar manufacturing, distilleries, paper manufacturing, real estate and multiplexes, spirits, sports, and entertainment.Mr. Chadha played a key role in promoting professionalism, modern technologies, transparency and sustainability within all operations of the Group which have given Wave Group a competitive advantage over local or foreign competition. His commendable working associations with international clients, his unique quality of leadership and his ambition have benefited the group in countless ways.Today, Wave Group is among the top corporates in India because of the legacy Mr. Gurdeep Singh (Ponty) Chadha left behind. The Group now works on his vision to make a difference and build a better future for those around, by delivering higher quality of products and services. Even though Wave Group is constantly evolving to include more diverse game-changing projects, its aim will forever remain to make a tangible difference in people's life just the way its Founder did.

Team

Mr. Rajinder Singh ChadhaChairmanWith an experience of over 30 years, Mr. Chadha is responsible for the Group's strategic decision making along with corporate finance activities. He embarked his journey into business by operating a transport company at Delhi and Moradabad while pursuing his higher education. At a nascent age he established the Paper Mill, the success of which is contributed to his arduous hard work and commitment. At present, he administers the Sugar Manufacturing, Entertainment, Paper and other businesses under the Wave umbrella. Mr. Rajinder Singh Chadha along with Mr. Gurdeep Singh Chadha (popularly known as Mr. Ponty Chadha) were instrumental in steering Wave's growth story across business portfolios of the group. With his leadership skills and never to give up attitude, Wave group is expected to grow bigger and better.

Mr. Manpreet Singh ChadhaVice ChairmanSon of Mr. Ponty Chadha, Mr. Manpreet Singh Chadha has played a critical role in the diversification of the Wave Group. With over 19 years of experience, he managed the Sugar and Entertainment Business before leading the Wave Groups prominent venture into the real estate industry. His progressive approach is driving the company in exciting new directions, as he continues to strengthen the management teams within the organization.

Mr. Rajendra Kumar Panpalia

Managing DirectorMr. Rajendra Kumar Panpalia has a long standing experience of over 30 years and a well-established track record in strategy building, corporate management and other key operational spheres. He has previously held key positions in various reputed organizations in India, including Bajaj Hindustan, Raigadh Papers Ltd and Dalmia Resorts International Ltd.Milestones

Vision and ValuesThe Wave Group, spearheaded by a highly respected management team in the industry, has built an enviable team of qualified, capable, passionate and dedicated professionals who constantly strive to innovate and develop exceptional products and services for its key stakeholdersthe customers. Through a customer-centric approach the Wave Group emphasizes on its relentless endeavour to enhance customer experience.InnovationConstantly seeking improved systems and processes to optimize productivity and add value.CommitmentDevotion and dedication to the goals and relationships of the wave group.PioneeringThe spirit to explore uncharted territories.IntegrityA steadfast adherence to high ethical and professional standards.EnergyThe inexhaustible and unrelenting will and determination to achieve goals, which is ingrained in the corporate ethos.AdaptabilityAdapting swiftly and decisively to changing market conditions.Passion for ExcellenceImbued with the desire to be the best at everything.Major ProjectsWave city Wave City - A first of its kind project that truly personifies the concept of creating a city that thinks for you. The project focuses on creating an entirely new way of living with infrastructure and facilities that extend beyond a regular housing society. The city promises to offer a nurturing environment to its residents and is being developed to provide an entirely new living experience that is beyond comparison.Wave City is one of India's largest Smart Cities, which is spread across an impressive 4500 acres. It is built on the Smart City concept by IBM. World renowned AECOM is its Town planner & Landscape designer. Wave City is constructed keeping in mind contemporary design and newage architecture. With the luxury of open spaces and modern designs, this city ensures a pampered, secure and luxurious lifestyle. It boasts of more than 750 acres of green spaces, wide roads & congestion-free BRT network for smooth traffic flow, mechanized garbage control systems, fiber optic connectivity for each resident, 24x7 security systems, healthcare provisions including hospitals, medical university, ISKCON Temple, educational institutions, local shopping centers, malls and multiplexes among many other facilities. It is a city full of vigor and vitality, which makes it the perfect place to enjoy a comfortable, convenient and uncluttered lifestyle.Wave Executive Floors

Wave Executive Floors by Wave City have been built keeping in mind global architectural trends. These (Stilt + 5) independent floors are enclosed within a 44-acre gated community ensuring privacy and safety. They offer you all the facilities and amenities of luxurious hi rise buildings. The Wave Executive Floors have IBM enabled Smart City features such as a dedicated transport system for the residents, efficient water management & hi-tech supervision of security and maintenance.Wave Galleria

Your next door shopping destination is the first commercial complex launched in Wave City. It is a local shopping complex located in Sector-3, King Wood Enclave, Wave City. Spread on an approx. area of 2.5 acres (10179.45 sq. m.), Wave Galleria brings to you a mix of retail outlets, office space and food joints ranging from around 18.58 sq. m. to 54.81 sq. m. With a dedicated basement & surface car parking facility, it makes it convenient for people to shop. Wave Galleria is a five floor shopping complex with adequate number of elevators & other public utilities. The third floor has an open terrace with proposed popular food joints.

Dream Homes

Owning a home is a dream that everyone has, but only a select few get to realize this dream. Wave presents Dream Homes, your opportunity to own your very own dream haven. Dream Homes is a marvelous example of how meticulous planning and futuristic thinking can be put together to bring a simple dream to reality. Located in the Greenwood Enclave, one of the most premium locations in Wave City- Dream Homes is directly connected to NH 24 through a 60 m wide road and is in close proximity of the proposed Eastern Peripheral Expressway, which makes commuting hassle free.Come be a part of this urban lifestyle as you realize your dream- the dream of a home while enjoying the benefits of the smart city concept at Wave CityAmentities Exclusive Club House: Has facilities like swimming pool, badminton court, table tennis and community hall Power Backup: Permanent solution to power cuts is available, so you can lead an uninterrupted life, free from the menace of power cuts Large Open and Green Space: Large open and green spaces for a pollution-free environment Sports Facilities: Multi sport facilities for promoting active and healthy lifestyle Dedicated Elevator: Safe and efficient elevators equipped with all the safety featuresWave Floors

Wave Floors redefining comfort, luxury and setting new benchmarks for fine living. Wave City presents an array of striking floors offering more than you can dream of. Live freely, enjoy your privacy and lead an independent lifestyle while redefining your own space in your own way.Prime Floors

Prime Floors, by Wave City, let you craft your own lifestyle with freedom to choose from various independent and expandable floors of various sizes. These floors are plush and modern abodes that etch your life with freedom and self-identity. Your floor is your own space, just the way your dreams are. Every inch is handcrafted to fit your unique lifestyle.With liberation comes the freedom to venture beyond. Prime Floors offer you just that with the freedom to customize your home to suit your needs and liking. With size options available in 112.5 sq. m, 162 sq. m and 240 sq. m, these independent/expandable floors give you the advantage to expand your life according to your desires.Armonia Villas

Wave City unleashes limited edition 2 BHK (162 sq. m) expandable - Armonia Villas. Without having to take on the onus of construction, independent living at Wave City allows you to live, create and own your space. As it is simpler to add your personal touches, these villas give you room to accommodate your style. From a fancy Spanish balcony to a mansion-like terrace, you can create your own expression of grandeur. Simply treat your eyes to an endless view of the artistically laid out landscape. Located in Sector-5 (Greenwood Enclave), Sector-6 (Palmwood Enclave) & Sector-7 (Rosewood Enclave) at Wave City, Armonia Villas with neighbourhood park and wide roads, it will turn your ordinary life into an extraordinary experience.Plots

Turn your dreams into reality with our luxurious offerings. Choose from a range of well-crafted plots ranging from sizes of 112.5 sq. m, 162 sq. m, 450 sq. m and 800 sq. m, and have them specifically designed to suit your own taste and personality.Wave City Center, a first of its kind architectural project that exceeds anything ever witnessed by Delhi NCR. The sheer scale of the project in the heart of Noida is intriguing as it aims to create a unique lifestyle across the 152 acres that includes residential and commercial properties along with several recreational facilities and parks. Located in Sector 32 and 25A in Noida, it is the most expansive commercial development ever built in the center of a city with an epic ambition that is unprecedented. Wave City Center will have the perfect equilibrium of living.

EminenceMatch Your Affluent PersonalityTime is the biggest luxury in life. It is the most valuable asset and recognized currency of success for those who can afford the finer things in life. Eminence - Ultra Luxury Serviced Residences are available in luxurious sizes of 285.47 sq. m & 395.86 sq. m, which are located in the heart of Noida as part of Wave City Center. These are a collection of 240 limited edition 3 and 4 bedroom residences, crafted and built to match your affluent personality. Eminence, is the desire, realization and experience of a bespoke life and a harmonious ensemble of design, architecture and luxury.Amore & TruciaAmore & Trucia Premium Serviced Residences offer you privileged living at its best. These finely crafted residences with 2, 3 and 4 Bedroom options, are equipped with a wide variety of luxury features and thoughtful amenities, which are all planned and designed to give you the best in life.Exclusivity is guaranteed with only 4 units per floor in the high-rise tower and 2 units per floor in the mid rise tower. Each of these residences have been designed keeping privacy and manageability in mind. In fine finishing and decor, Amore & Trucia will give your dreams a new color altogether. You can also opt for home automation and remote controlled activation systems to indulge in maximum luxury. Come here and bask in utmost opulence and live a life steeped in unparalleled style and comfort.VasiliaVasilia Premium Residences at Wave City Center have been conceptualized with your family and their needs in mind. Vasilia Premium Residences, will offer you the life you have always desired. A life of plenty, a life of comfort, a life beyond the mundane-where celebrations are never too far from you. With luxury within and conveniences around, life at Vasilia will ensure happy living for your family in your own kingdom.IreniaIrenia is a premium living space that is modern and designed especially for you so that you may live a life of your liking. These 2 and 3 bedroom Premium Residences are available in sizes ranging from 83.14 sq. m to 123.5 sq.m and located in the heart of Noida where celebration is a daily affair. Given its proximity to the mall, it will take you a moment to reach it. Shop till you drop while going from one great brand store to the other. Life is a carnival with countless entertainment all around you. The strategic location of Irenia, makes it close to the world-class Family Entertainment Centre. Now go for shopping, movies and celebrate life while taking your daily evening walk. Irenia is a perfect place to unwind after a stressful day at work. An exclusive club offers an array of recreational facilities and amenities. You can also go for a dip in the pool, soak in the hot steam or relax with a soothing sauna, work out at gym or simply enjoy a light chat with other members. So come & indulge in some of the most enjoyable after-hours activities. A cluster of cozy apartments wait your arrival at Irenia.ElegantiaPrime location, world-class amenities and surrounded by all the fine luxuries of life, Wave City Center gives you the life you desire and deserve at ELEGANTIA. These limited edition 2 bedroom serviced apartments are available in convenient sizes starting from 107.49 sq. m and are based on the international concept of downtown living. The ground levels are dedicated to high-street shopping whereas multi-use studios find the top levels in the same tower. In the midst of Wave City Centers majestic infrastructure, Elegantia is the best of downtown lifestyle in this part of the world, where everything is within 5 minutes walking distance from your home elevator including High-Street Shopping, Family Entertainment Centre, Wave Mall and Cinemas, a landscaped Infinity Park and other recreational facilities.LivorkWhere Every Conceivable Service Is Close At HandSome people see an opportunity in every moment. They see a chance to live better, faster, and more interestingly. They live life on the go, every waking minute. For them, Wave City Center presents Livork fully furnished studio apartments with a commercial license. These apartments are appointed with amenities that can vitalize any business or serve as a convenient residential option as well. These are innovative studio apartments because not only are they fully-furnished and fully-serviced, but also because they are multi-purpose and economical alternatives to hotels for travelling executives (particularly over longer periods of time). Each studio apartment is equipped with a commercial license enabling it to be used as a business space (eminently suitable for new and start-up enterprises).

Whatever is required: serviced apartment, home, office, art or photographic studio, exhibition gallery, medical clinic or consulting suite, residents are allocated space flexibility as they desire and according to their needs. Every conceivable service is close at hand: Wi-Fi connectivity, video conferencing, conference rooms, business centers, business lounges, house-keeping on demand, a clubhouse, a fully-equipped gym, power backup, security and cafeteria. The fully furnished Livork multi-use studios offer infinite possibilities. Use them the way you desire.EdeniaHome is a place where you get the best for your loved onesIndependence is the feeling that leads people to pursue their dreams and fulfill them. Edenia, from Wave Infratech, is a tribute to those seeking an identity thats independent and individualistic. The studio apartments that make up Edenia are a perfect place for young and the independent minds. A living space that is open to let the residents settle their minds and bodies and follow their instincts. This is where they can start giving shape to their dreams. Built on the premise that this will be the first living space for young and ambitious people, Edenia provides the perfect setting to pursue ones passion till the end. So come to Edenia. Settle down and cut yourself loose to let the individual in you take over. Pave a smooth path to the life you have always wanted to live.Wave EstateWave Estate is a fully gated community, located in Mohali, Punjab. The city is poised to be one of the most important residential and commercial hubs in North India. As an ultra-modern township spread across 300 acres, Wave Estate is a haven of luxury with its ultra-fine collection of contemporary luxury villas, plots, charming floors and plush housing condominiums.Apart from its beautiful residential space, the high profile Shop cum Offices (SCO) Commercial will make Wave Estate an upscale and classy place to live. While an exquisite luxury star hotel will add to the grandeur, an incredible mall, multiplex & entertainment centre will add to the townships many advantageous amenities. Grandeur will reside at every corner of this ultra- modern township, transforming life into a truly larger than life experience. Wave OneWave One - a 41-storey iconic structure of more than 2 million sq. ft. of built-up area that is situated in the core of Sector 18, the commercial hub of Noida. Designed by internationally recognized architect, Brennan Beer Gorman from New York, the tower is set to offer an experience like none other. A fusion of global expertise merged with the philosophy of positive energy flowing through the property, the architecture complies with the principles of Vaastu and Feng Shui, assuring prosperity and success.Wave One brings you closer to one of the finest and most accessible locations in Noida. With unmatched connectivity from any axis of Delhi, Wave One is the neighbourhood destination for the commercial fraternity. The tower is set to offer a unique experience and provide a harmonious blend of high street shopping, ultra plush offices, modern entertainment and leisure.

Recruitment and selection process at Wave Infrastructure in 2013

154326Recruitment Process:

1. Identify vacancy2. Prepare job description and person specification3. Internal job posting4. Employee referral5. Job portal6. Consultants Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. Prepare job description and person specification A job description should include: the job title the position in the company, including the job title of the person to whomthe employee will reportand of those who will report to them, if any the location of the job a summary of the general nature and objectives of the job a list of the main duties or tasks of the employee The person specification A person specification is not a legal requirement but will be useful when writing a job advertisement and defining thequalities you are looking for in a candidate. Include the knowledge, experience and skills you would like them to have, separating those which are essential for the job from those which are desirable.It's essential not to discriminate - see our guide on how toprevent discrimination and value diversity. Internal job posting The process of looking inside the organization for existing qualified employees who might be promoted to higher-level positions. Promotion and TransfersManyorganizations preferto fill vacanciesthroughpromotions or transfersfromwithin thecompany whereverpossible.Promotion involves movementofanemployeefrom a lowerlevelpositionto a higherlevelposition. Itis accompaniedbychanges in duties, responsibilities, statusand value. Internal promotions and transfers certainly allowthem a greaterscope to experimentwith their careers, kindlingambitions and motivatingthem to take a shot. Upgrading & demotion It is done on the basis of performance.

Employee referral It is a recruitment method in which the current employees are encouraged and rewarded for introducing suitable recruits from among the people they know. The logic behind employee referral is that it takes one to know one. Benefits of this method are as follows: Quality Candidates Cost savings Faster recruitment cycles Incentives to current employees On the other hand it is important for an organization to ensure that nepotism or favouritism does not happen, and that such aspects do not make inroads into the recruitment process. Job portal The emergence of vertical search engines, allow job-seekers to search across multiple website. Some of these new search engines index and list the advertisements of traditional job boards. These sites tend to aim for providing a one-stop shop for job-seekers. However, there are many other job search engines which index pages solely from employers website, choosing to bypass traditional job boards entirely. These vertical search engines allow job-seekers to find new positions that may not be advertised on traditional job boards, and online recruitment website.

ConsultantsSeveral recruitment consultancy like S.B. Billimoria Co,a.f ferguson etc. provide recruitment and selection services. Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (recruitment Process Outsourcing).

In 2009 the steps in recruitment process followed in reverse order as follows;1. Identify vacancy2. Prepare job description and person specification3. consultants4. job portal5. employee referral6. Internal job postingHiring a consulting firm can be a very cost-effective way to improve a company's bottom line. Previously, it was thought that consulting firms were too pricey and cost-prohibitive. Companies are now taking into account what it would cost to have the same level executive on staff, and the realization occurs that much money can be saved by bringing in a consulting firm for a short time to overhaul an organization's systems and tackle any tough issues at hand.Steps involved in employee selection in Wave Infrastructure Ltd. may be described as under:1. Preliminary Interview: First of all, initial screening is done to weed out totally undesirable/unqualified candidates at the outlet. Preliminary interview is essentially information about the nature of the job and the organization. Necessary information is also elicited from the candidates about their education, skills experience, salary expected, etc. if the candidate is found suitable, he is selected for further screening. Preliminary interview saves time and efforts of both the company and the candidate. 2. Application Blank: Application form is traditional and widely used device for collecting information from candidates. The application form should provide all the information relevant to selection. But reference to caste, birth, religion, birth place may be avoided as it is regards an evidence of discrimination. Generally, application forms contain the following information. (a) Identifying information- Name, address, telephone No., etc.(b) Personal Information- Age, sex, place of birth, marital status, dependents etc. (c) Physical characteristics- Height, weight, eye sight, etc.(d) Family background(e) Education- Academic, technical and professional.(f) Experience Jobs Held, employers, duties preferred, salary drawn, etc. (g) References(h) Miscellaneous Extracurricular activities, hobbies, games and sports, membership of professional bodies, etc. Application form helps to serve objectives. First scrutiny of the form helps to weed out candidates who are lacking in education, experience, or some other eligibility taints. Secondary, it helps in formulating questions to be asked in the interview. Thirdly, data contained in application forms can be stored for future reference. Application form duly filled in is also called bio-data or curriculum vitae. 3. Selection Test: Psychological tests are being increasingly used in employee selection. A test is a sample of some aspect of an individuals attitude, behavior and performance. It also provides a systematic basis for comparing the behavior, performance and attitudes of two more persons. Tests are based on the assumption that individuals differ in their job related traits which can be measured. Tests help to reduce bias in selection by servicing as a supplementary screening device. Tests are helpful in better matching of candidate and the job. Tests may also reveal qualifications which remain covered in application form and interview. Tests are Useful when the number of applicants is large. Further, tests will be useful only when they are properly designed and administrated. 4. Employment Interview: An interview is a conversation between two persons. In selection it involves a personal, observational and face to face appraisal of candidates for employment. Interview is an essential element of selection and no selection procedure is complete without one or more personal interviews. The information collected through application and test can be cross-checked in the interview. A selection interview serves three purposes: (a) obtaining information about eh background, education, training, work history and interests of the candidate; (b) giving information to candidates about the company, the specific job and personnel policies; and (c) establishing a friendly relationship between the employer and the candidate so as to motive the successful applicant to work for the organization.5. References Check: The opinion of referees can be useful in judging the future behavioral and performance of a candidate. 6. Final Approval: In most of organization, selection process is carried out by the human resource department. The decisions of this department are recommendatory. The candidates short listed by the department are finally approved by the executives of the concerned department/units. Employment is offered in the form of an appointment letter mentioning the post, the rank, the salary grade, the date by which the candidate should join and other terms and conditions in brief. In some organization a contact of service on judicial paper is signed by both the candidate and the representative of the organization. Appointment is generally made on probation of one or two years. After satisfactory performance during this period the candidate is finally confirmed in the job on permanent basis or regularized. Effect of recession on recruitment and selection process Therecruitmentstrategy of the WAVE INFRASTRUCTURE is the first document to change during the recession. The company would like to continue in the currentrecruitment strategy, but the job candidates expect a completely different approach to their needs. The recession makes therecruitment processvery hard. The job market is full of the average job candidates, who apply for every job position, but the majority of the companies are looking for the experts and top potentials. The majors effects are: Reduce the number of employees in the organization Strategic initiatives to increase the productivity and efficiency of the whole organization. Redesign of the compensation scheme. Cancellation of several benefit schemes Training and Development Programs cuttingBefore recession the WAVE INFRASTRUCTURE is hiring around 90 employees in a month. After the recession in the market as compared to previous year the new joiners are 30 employees in 3 month i.e. WAVE INFRASTRUCTURE is know hiring only 1/6th of employees as compared to previous year. That has result in:1. Quality Hiring2. Optimum utilization of resources3. Cost savingStrategies for successful recruitment processRecruitment and selection is not only about choosing the most suitable candidate. The recruitment and selection experience can also impact on the likelihood that a candidate will accept a job offer and on their commitment to remaining with the organization.In this section we consider three steps in an effective recruitment process:Step 1: Ensure an up-to-date job description A clear, accurate and up-to-date job description is crucial to ensuring a good person-job fit. It is worthwhile spending some time making sure that the job description matches the everyday reality of the job. The accuracy of a job description is likely to be improved by gathering information from different Sources. It may also be useful to consider whether the organization is willing to take on less experienced workers and provide professional development activities (in-house or external) to build up their knowledge and skills. Step 2: Develop an effective recruitment strategy Two important issues to consider when developing a recruitment strategy are: The source of recruitment (i.e., advertisements, personal referrals, employment agencies, direct applications) The recruiter (i.e., the personal face of the organization). The source of recruitment A range of strategies (e.g., newspaper advertisements, personal networks) can be used to recruit new workers. There is evidence that hiring new staff through referrals from existing staff or direct (unsolicited) applications is likely to result in lower turnover rates and higher job satisfaction compared to more traditional avenues of recruiting (e.g., newspaper advertisements). The recruiter A range of people within an organization may be called upon to act as recruiters (i.e., to answer telephone enquiries, conduct interviews, etc.). A recruiter can have a significant impact on job applicants, particularly their interest in a position and their intention to accept a job offer Step 3: Evaluate the recruitment strategy Periodically evaluating the effectiveness of your recruitment strategy, such as the type of sources used for recruiting, can be a useful activity. For instance, a cost-benefit analysis can be done in terms of the number of applicants referred, interviewed, selected, and hired. Comparing the effectiveness of applicants hired from various sources in terms of job performance and absenteeism is also helpful. One could also examine the retention rates of workers who were hired from different sources.

Chapter 2RESEARCH METHODOLOGY

2.1 Research DESIGN Exploratory Research: This is used in order to study the environment and give a direction to the study. The focus is on the discovery of ideas. It is generally based on secondary data that are readily available. It doesnt have a rigid and format design as the researcher may have to change his focus or direction depending on the variables.In exploratory research the first stage is I have done a basic and applied research which means- understanding about the topic through journals and magazines and by visiting Library. 2.2 Collection of DataThe research is primarily both exploratory as well as descriptive in nature. The sources of information are both primary & secondary. Exploratory research :Exploratory research often relies onsecondary researchsuch as reviewing available literature and/or data, or qualitative approaches such as informal discussions with consumers, employees, management or competitors, and more formal approaches through in-depth interviews,focus groups, projective methods,case studiesorpilot studies. TheInternetallows for research methods that are more interactive in nature. When the purpose of research is to gain familiarity with a phenomenon or acquire new insight into it in order to formulate a more precise problem or develop hypothesis, the exploratory studies (also known as formulative research) come in handy. If the theory happens to be too general or too specific, a hypothesis cannot be formulated. Therefore a need for an exploratory research is felt to gain experience that will be helpful in formulative relevant hypothesis for more definite investigation.Primary sources of dataThe primary data was collected from questionnaires distributed to the employees of Wave Infrastructure. A well-structured questionnaire was prepared and personal interaction with the recruiters also helps in collecting information about the recruitment process in Wave Infrastructure. Secondary source of dataSecondary data were obtained from the previous studies on similar topics which were published in both national and international journal. Also the internet provided an insight about the Wave Infrastructure. And some information is taken from Wave Infrastructure.The QuestionnaireKeeping in view the objective of the study, questionnaire was designed and tested on few employees. The questionnaire includes multiple choice questions.Data analysis toolThe data collected through the questionnaire were analyzed using simplest statistical tools and spread sheets software namely Microsoft excel. Each of the different questions in the questionnaires were analyzed individually and represented in the form of a pie-chart. 2.3 RESEARCH METHODOLOGYMethodology is the specification of the method for acquiring the information needed to structure the study.

UniverseUniverse for employee survey was Wave Infratech, Noida.

Sampling Size: Sample size for employee survey was 100 covering office employees in Wave Infratech, Noida.

Sampling Techniques: For employee survey Convenient Sampling techniques was applied. For audiences survey Random Sampling technique was used.

2.4 Limitations To fix an appointment especially with the corporate people was very tough and many a time negative response was received. The numbers of respondents were limited because of time constraints & assignments. The respondents may give false information because sometimes some respondents were not in full mood. Only the domestic business organization is the focus of this study. We have not studied the international recruitment process here

Chapter 3DATA INTERPRETATION

Findings and analysis My project titled Study on Recruitment and Selection Process of employees in WAVE INFRASTRUCTURE home developers Ltd. For this project I prepared a questionnaire on assessment of current recruitment and selection practice at WAVE INFRASTRUCTURE. I took a sample size of 30and collected the data where I personally met employees working at their respective department. Source of recruitment in their recruitment

They are satisfied by the recruitment process by which they are selected

Colleagues very pleasant and helping or not The recruitment conducted fare at WAVE INFRASTRUCTURE

Whether they like to put their relatives/friends for job in WAVE INFRASTRUCTURE

Time duration given for the recruitment process is sufficient

How long will they like to continue with this organization

They believe their Job security in WAVE INFRASTRUCTURE

Whether they are satisfied with their daily schedule

On quality of work life dimension of recruitment and selection effectiveness in WAVE INFRASTRUCTURE recognition system is followed impartially or not

How do you come to know about WAVE INFRASTRUCTURE, when you appeared for your interview at WAVE INFRASTRUCTURE?

Through which of the following modes were you recruited?

Are these kind of employment tests are used in the organization for recruitment procedure??

Which kind of interviews are used for recruitment at Wave Infrastructure?

Does the qualification or knowledge or skills matches with job specification?

After analyzing these questions which were are responded by employees of Wave Infrastructure Ltd. interpret following things: Wave Infrastructure uses internal references as a source of recruitment very much as it is cost saving method. After that advertisement method is popular for recruitment process. Maximum employees of Wave Infrastructure are satisfied by the recruitment process by which they are selected. Their Colleagues are also very pleasant and helping for them. The recruitment process conducted fare at Wave Infrastructure. Employees like to put their relatives/friends for job in Wave Infrastructure & the Time duration given for the recruitment process is sufficient Maximum no. of employees is like to continue Wave Infrastructure till retirement and many employees feel their job security in the organization. On quality of work life dimension of recruitment and selection effectiveness, the question was asked whether recognition system is followed impartially or not, maximum of employees gave favorable response. That depicts that Wave Infrastructure is continuously making an effort to not to just hire and fire the employees but hire and develop.

Chapter 4SUMMARY & Conclusion

Suggestions This study inferred that most of the employers and employees are satisfied with the present process. This study was helpful to study the sources of recruitment and selection techniques & methods used. HR professional is having a big responsibility to hire a best person from the available talent pool. At the same time, one needs to be cost conscious. The employer should judge on individual merits and set the same standards for all. In the present scenario, It is the biggest challenge for a HR manager to hunt for talent. Though consultancy has already owned a good reputation, but it always need some type of publicity as heavily cost incurred while recruiting and selecting employees through consultancy.

CONCLUSION The recruitment & selection process in Wave Infrastructure is done through internal job posting, consultants, job portal (mailing), employee referral, and advertisements. The selection process in Wave Infrastructure is depends on the job profile of their requirement. If a firm has a poor image in the market, many of the prospective candidates may not even apply for vacancies advertised by the firm. If the job is not attractive, qualified people may not even apply. Any job that is viewed as boring, hazardous, anxiety producing, low-paying, or lacking in promotion potential seldom will attract a qualified pool of applicants. Recruiting efforts require money. Sometimes because of limited resources, organizations may not like to carry on the recruiting efforts for long periods of time, this can, ultimately, constrain a recruiters effort to attract the best person for the job. From the study, it is found that majority of the employees prefer to post their resume in companies website. So the company can have exclusive career link in its website to post resume. Some of the employees said that the response given after recruitment is not satisfactory. If the recruitment feedback mechanism is not effective, there is high-risk of loosing good candidates to other companies. So they can give the response for candidates immediately whether they are short listed or rejected.Thus the recruitment process can be made effective by retaining the recruited candidate.By studying this project we come 2 know about following barriers of effective selection process:The main objective of selection is 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. PERCEPTION: Our inability to understand others accurately is probably the most fundamental barrier to selecting right candidate. Selection demands an individual or a group to assess and compare the respective competencies of others, with the aim of choosing the right persons for the jobs. But our views are highly personalized. We all perceive the world differently. Our limited perceptual ability is obviously a stumbling block to the objective and rational selection of people.FAIRNESS: Fairness in selection requires that no individual should be discriminated against on the basis of religion, region, race or gender. But the low number of women and other less privileged sections of society in the 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.VALIDITY: Validity, as explained earlier, is a test that helps predict job performance of an incumbent. A test that has been validated can differentiate between the employees who can perform well and those who will not. However, a validated test does not predict job success accurately. It can only increase possibility of success.RELIABILITY: A reliable method is one which will produce consistent results when repeated in similar situations. Like a validated test, a reliable test may fall to predict job performance with precision.PRESSURE: Pressure is brought on the selectors by politicians, bureaucrats, relatives, friends, and peers to select particular candidate. Candidates selected because of compulsions are obviously not the right ones. Appointments to public sector undertakings generally take place under such pressure.

BIBLIOGRAPHY

BIBLIOGRAPHY TEXT BOOKS Human Resource Management, Eighth edition, Gary Dessler, From page no. 126-139 P. Subba Rao, Essentials of HUMAN RESOURCE AND MANAGEMENT RELATIONS, Himalaya Publications, From page no. 56-67 David A. Decenzo, PERSONNEL /HUMAN RESOURCE MANAGEMENT, From page no. 89-99Websites www.hr.com www.Wave Infrastructure.in

APPENDIX

APPENDIXQUESTIONNAIRE RESPONDED BY Present EMPLOYEES OF WAVE INFRASTRUCTURE LTD.1. From which source of recruitment they come to know about the job?Internal References AdvertisementOther Sources2. Whether they are satisfied by the recruitment process by which they are selected or not?Satisfied by the process Unsatisfied by the process3. Whether their colleagues are helping & pleasant with them?Colleagues are helping Colleagues are not helping4. Is the recruitment conducted fare at Wave Infrastructure?YES NO5. Whether they like to put their relatives/friends for job in Wave Infrastructure?YES NO CANT SAY 6. Is the Time duration given for the recruitment process is sufficient?YES NO7. How long will they like to continue with this organization?5-10 YEAR 10-15 YEAR 15-20 YEAR TILL RETIREMENT8. They believe their Job security in Wave Infrastructure?YES NO

9. Whether they are satisfied with their daily schedule?YES NO10. On quality of work life dimension of recruitment and selection effectiveness, the question was asked whether recognition system is followed impartially or not?FAVORABLE NOT FAVOURABLE11. On quality of work life dimension of recruitment and selection effectiveness, the question was asked whether recognition system is followed impartially or not?FAVORABLE NOT FAVOURABLE12. How do you come to know about Wave Infrastructure, when you appeared for your interview at Wave Infrastructure?AdvertisementConsultanciesInternetThrough friends working in company13. Through which of the following modes were you recruited?Campus PlacementWalk-insEmployee ReferralsConsultancies14. Are these kind of employment tests are used in the organization for recruitment procedure?? Intelligence testAptitude testPsychometric testAny other, please specify15. Which kind of interviews are used for recruitment at Wave Infrastructure?Preliminary InterviewStress InterviewDiscussion InterviewAny Other, Please specify16. Does the qualification or knowledge or skills matches with job specification?Yes No