A

PROJECTREPORT
ON
“
THESTUDYOFRECRUI
TMENTANSSELECTI
ONPROCESS”

ATCREDI
TSYSTEMSI
NDI
A,PUNE

By
May
uri
HemantDi
vekar
Undert
hegui
danceof
Pr
of.ShekharChav
an
Submi
tt
ed
To
SAVI
TRI
BAIPHULEPUNEUNI
VERSI
TY,
Ar
epor
tsubmi
tt
edi
npar
ti
alf
ulf
il
lmentoft
herequi
rement
sfort
heawar
doft
hedegr
ee
of

MASTEROFBUSI
NESSADMI
NISTRATI
ON
(
MBA)

Thr
ough
JSPM NARHETECHNI
CALCAMPUS,
RAJASHRISHAHUSCHOOLOF
BUSI
NESSSTUDI
ES
Nar
he,
(Pune)
(
Bat
ch2019-
20)
DECLARATI
ON

I
,t he under si
gned,her eby declar
et hat t
he Pr oject Report entit
led
“Recruit
mentandSel ecti
onPr ocessofI TPer sonnel”inCr edi
tSy stems
I
ndia,Pune.Wr i
ttenandsubmi tt
edbymet ot heSav i
tr
ibaiPhulePune
Universi
ty,i
nparti
al f
ulf
il
mentoft herequir
ementf ortheawar dofdegreeof
Mast erofBusinessAdmi ni
str
ationundert hegui danceofPr of.Shekhar
Chav anismyor i
ginalworkandt heconclusi
onsdr awnt her
einarebasedon
themat eri
alcol
lectedbymy sel
f.

Pl
ace:
Pune
Dat
e:
MAYURIHEMANTDI
VEKAR
ACKNOWLEDGEMENT

“
Acknowl
edgementi
sanar t
,onecanwr
it
egli
bst
anzaswithoutmeani
nga
wor
d,andontheot
herhandonecanmakeasi
mpl
eexpressionofgr
ati
tude”
Itaketheopport
uni
tyt
oexpressmygr at
itudetoal
loft hem whoi
nsomeor
otherwayhel ped meto accompli
sh thischall
enging proj
ecti
n Credi
t
SystemsIndia.
,Pune.Noamountofwr it
tenexpressionissuff
ici
entto
showmydeepestsenseofgr at
it
udetothem.
Iam ext remelythankf ulandpaymygr at
it
udetoourCEO And Managing
Dir
ectorMi
ss.Rupal
iDaye&Mr .Ki
ranJadhavandmyf acul
tyguideProf
.Shekhar
Chav an JSPM Nar heTechni calCampusRajashriShahuSchoolOf
BusinessStudiesfort hei
rvaluabl
egui danceandsupportoncompl et
ionof
thi
spr oj
ectinitspresentl
y.
Iam v er
ythankf
ultotheCEOandManagi
ngDi
rect
orMi
ss.Rupal
iDay
e&Mr.Kir
an
Jadhavfort
heirever
last
ingsuppor
tandguidanceont hegroundofwhichI
haveacquiredanewf i
eldofknowl
edge.
A speci
alappreci
ati
ve“Thank y
ou”in accorded t
o al
lst
affofCr
edi
t
Sy
stemsIndi
a.,
Punef ort
hei
rposi
ti
vesupport
.
Ial
soacknowl
edgewithadeepsenseofr
ever
ence,mygr
ati
tudet
owar
ds
myparentsandmemberofmyf amil
y,whohasalwayssuppor
tedme
moral
l
yaswellaseconomi
cal
ly
.
Atl
astbutnotleastgr
ati
tudegoestoal lofmyf ri
endswhodi
rect
lyor
i
ndi
rect
lyhel
pedmetocompletet
hispr
ojectrepor
t.

MAYURIHEMANTDI
VEKAR
I
NDEX

SR.
NO TI
TLE PAGE

1) EXECUTI
VESUMMARY

2) I
NTRODUCTI
ON

3) OBJECTI
VESOFTHESTUDY

4) COMPANYPROFI
LE

5) RESEARCHMETHODOLOG

6) DATAANALYSI
SANDI
NTERPRETATI
ON

7) FI
NDI
NGS

8) LI
MITATI
ONOFTHESTUDY

9) CONCLUSI
ON
10) SUGGESTI
ONS

11) BI
BLI
OGRAPHY

12) ANNEXTURE
TheSt
udyofRecr
uit
mentandSel
ect
ion
Pr
ocess

EXECUTI
VESUMMARY

Today,inev eryorganizati
onper sonnelplanningasanact i
vi
ty
i
snecessar y.I
tisani mpor t
antpar tofanor ganizat
ion.HumanResour ce
Planni
ngisav it
alingredientforthesuccessoft heorganizati
oninthelong
run.Therearecert
ain
Way sthataretobef oll
owedbyev er
yorgani zati
on,whichensuresthatit
has
Rightnumberandki ndofpeopl e,attherightplaceandr i
ghtti
me, sothat
Organizat
ioncanachi eveitsplannedobj ecti
v es.

Theobj ect
ivesofHumanResour ceDepar tmentareHuman
ResourcePl anning,Recruit
mentandSelect
ion,TrainingandDevelopment,
Careerplanning,
TransferandPr omot i
on, Ri
skManagement, Perf
ormanceAppr aisalandso
on.
Eachobj ecti
veneedsspeci alatt
enti
onandpr operplanningand
i
mpl ement ati
on.
Foreveryor gani
zat i
onitisimport
anttohavear i
ghtper sononar i
ghtjob.
Recrui
tmentandSel ecti
onplaysav i
talrol
einthi
ssituati
on.
Shortageofskill
sandt heuseofnewt echnologyareput t
ingconsider
able
pressureonhowEmpl oyersgoaboutRecr uiti
ngandSel ecti
ngstaff.I
tis
recommendedt ocarr
youtast rategi
canal y
sisofRecr uit
mentand
Selecti
onprocedure.Alsotrai
ningNeedi dentif
icati
onisnecessaryafter
selecti
onprocess.

Af ormaldefini
ti
onstat
es,“ I
tist heprocessoff i
ndi
ngandattr
act
ing
capabl
eapplicant
sfortheempl oyment.Thepr ocessbegi
nswhennew
recr
uit
sare
Soughtandendswhentheirappli
cantsar
eselect
ed”.
Theneedf
orr
ecr
uit
mentmaybeduet
othef
oll
owi
ngr
easons/
sit
uat
ion:

A)Vacancies due to pr
omoti
ons,t
ransf
er,r
eti
rement
,ter
minat
ion,
permanent
Di
sabi
li
ty,deat
handlabort
urnov
er.

B)Cr eat
ionofnewv acanci
esduetothegrowth,expansi
onand
Di
versi
fi
cati
onofbusinessacti
v i
ti
esofanenter
pri
se.Inaddi
tion,
new
Vacanci
esarepossibl
eduet ojobspeci
fi
cat
ion.

Select
ionisbasical
l
ypickinganappl
i
cantfrom (
apoolofcandi
dat
es)who
has
theappropri
atequali
fi
cat
ionandcompetencytodot
hejob.
The dif
fer
ence bet ween r ecr
uit
ment and select
ion:-Recr
uit
ment i
s
i
denti
fyi
ng
andencouragi
ngpr ospecti
veemployeestoapplyf
orajob.AndSel
ect
ioni
s
Sel
ecti
ngtherightcandidatefr
om thepoolofappl
i
cants.

I
NTRODUCTI
ON
Recr
uit
mentandSel
ect
ion:
Recruitmenti st hepr ocessofat tr
acti
ngi ndivi
dual sonat i
mel ybasisi n
suffi
cientnumber sandwi thappr opri
atequal ifi
cati
on,t oappl yforjobs
withi
nanor gani zati
on.Thepr ocessofsear chingpr ospecti
veempl oyees
with mul t
idimensi onalski ll
s and exper i
ence t hat suits or gani
zation
strat
egiesinf undament altot hegr owthoft heor ganizati
on,thisdemands
mor e compr ehensive strategic per spect
iver ecrui
tment.Or gani
zati
ons
requir
et he ser vi
ces ofl arge numberofper sonnel,these per sonnel
occupiesthev ari
ousposi ti
onscr eatedtothepr ocessofor ganizati
on.Each
posit
ionoft heor ganizati
onhascer t
ainspeci f
iccont ri
buti
onst oachi eve
the or ganizat i
onal obj ectives. The r ecruitment pr ocess of t he
organizati
onalhast obest rongenoughtoatt
ractandsel ectthepotent
ial
candidateswi thri
ghtj obspecifi
cati
on.Therecruitmentprocessbegins
withhumanr esour
cepl anni
ngandconcludeswit
ht heselecti
onofrequir
ed
numberofcandi dates,bot h HR staf
fand oper ati
ng managers have
responsibi
li
ti
esi nt
hepr ocess.
“Ri
ghtpersonfort her i
ghtjobist hebasi
cpr i
nci
plei
nr ecruit
mentand
sel
ect
ion.Ever
yor ganizati
onshouldgiveatt
enti
ontothesel ecti
onofit
s
manpower,especi
al l
yitsmanager s.Theoperati
vemanpoweri sequal
l
y
i
mportantandessentialfort
heorderl
yworki
ngofanenter
prise.
Ever
ybusinessorganizat
ion/uni
tneedsmanpowerf orcar ry
ingdiff
erent
busi
nessacti
vi
tiessmoot hl
yandef fi
cientl
yandf orthisr ecrui
tmentand
sel
ecti
onofsui
tablecandi
datesisessential
.Humanr esourcemanagement
i
nanor gani
zati
onwi l
lnotbepossi bl
ei funsui
tabl
eper sonsar eselected
andemploymentinabusinessunit.
RECRUI
TMENT
Meaning:Recruit
mentisaposi ti
veprocessofsear chi
ngforprospective
employeesandst imul
ati
ngthem toapplyforthejobsintheorganiz
ation.
Whenmor epersonsappl
yforjobsthentherewil
lbeascopef orrecrui
ti
ng
bet
terpersons.
Def
ini
ti
on:
Accordi
ngt oEDWINFLIPPO,“ Recr
uit
mentisthepr
ocessofsearchi
ngf
or
pr
ospectiv
e employees and sti
mulati
ng t
hem to appl
yforjobs i
nthe
organi
zati
on.

Recr
uit
mentPr
ocess:
Recr
uit
mentreferstotheprocessofidenti
fyi
ngandattr
acti
ngjobseeker
s
soastobuil
dapool ofqual
i
f i
edjobappli
cants.Thepr
ocesscompri
sesfiv
e
i
nter
rel
atedstages,
viz.
1)Pl
anni
ng.
2)St
rat
egydev
elopment
.
3)Sear
chi
ng.
4)Scr
eeni
ng.
5)Ev
aluat
ionandcont
rol
.

RECRUI
TMENTPLANNI
NG:
Thef irststageinther
ecruit
mentprocessisplanni
ng.Pl
anni
ngi nv
olv
esthe
translati
onofl i
kelyj
obv acanci
esandi nf
ormati
onaboutt henatureof
thesej obsi nt
osetofobj ecti
vesortargetsthatspeci
fyt
he( 1)Numbers
and( 2)Ty pesofappli
cantstobecontacted.
Number sofcont act:Or gani
zat
ion,near
lyal
way s,pl
an t
o att
ractmor e
appli
cantsthantheywillhir
e.Someofthosecontact
edwil
lbeunint
erested,
unquali
fiedorboth.Eacht i
mear ecr
uit
mentProgrammediscontemplated,
onet aski sto esti
matet henumberofappl icant
snecessar
yt of i
llall
vacancieswitht
hequal i
fi
edpeople.
Typesofcont acts:Itisbasi
callyconcernedwiththetypesofpeopletobe
i
nf or
medaboutj obopeni ngs.Thetypeofpeopl edependsonthetasksand
responsi
bil
i
tiesinv olv
edandt hequalif
icat
ionsandexper i
enceexpected.
Thesedetail
sar eav ai
labl
ethroughjobdescript
ionandjobspeci
fi
cati
on.

STRATEGYDEVELOPMENT:
Wheniti
sesti
matedthatwhattypesofr
ecr
uit
mentandhow manyar
e
r
equi
redt
henonehasconcent
rat
ein
1) MakeorBuyempl
oyees.
2)Technol
ogi
cal
sophi
sti
cat
ionofr
ecr
uit
mentandsel
ect
iondev
ices.
3)Geogr
aphi
cal
dist
ri
but
ionofl
abormar
ket
scompr
isi
ngj
obseeker
s.
4)Sour
cesofr
ecr
uit
ment
.
5)Sequenci
ngt
heact
ivi
ti
esi
nther
ecr
uit
mentpr
ocess.

Make orBuy:Organizat
ion mustdecide whet
herto hi
rel e ski
ll
ed
empl
oyeesandi
nvestontrai
ningandeducat
ionpr
ogr
ammers,ortheycan
hireski ll
edl aborandpr ofessional.Essent i
all
y,thisi sthe“ make‟or„ buy
“decision.Or ganizat i
ons,whi chhi r
eski l
ledandpr ofessionalsshallhavet o
paymor ef ortheseempl oyees.Technol ogi calSophi sti
cation:Thesecond
decision i n st rategy dev el
opment r elates t ot he met hods used i n
recruit
mentand sel ecti
on.Thi s decision i s mainl yi nf
luenced by t he
availablet echnol ogy.Theadv entofcomput ershasmadei tpossiblefor
empl oy erst o scan nat i
onaland i nter nati
onalappl icantqual i
ficati
on.
Althoughi mper sonal ,comput ershav egi venempl oy ersandj obseeker sa
widerscopeofopt ionsint heiniti
alscreeni ngstage.

SEARCHI
NG:
Oncearecrui
tmentplanandstr
ategyar
ewor
kedout
,thesear
chpr
ocess
canbegi
n.Sear
chinvolv
estwosteps
1)Sour
ceact
ivat
ionand
2)Sel
l
ing.

SCREENI
NG:
Screeni ngofappl icantscanber egardedasani ntegral par toftherecruiti
ng
process,t houghmanyv iew itast hef i
rstst epi nt hesel ecti
onpr ocess.
Event hedef i
ni t
iononr ecruit
ment ,wequot edi nt hebegi nni
ngoft hi
s
chapt er,excl
udesscr eeningf rom itsscope.Howev er ,wehav ei ncluded
screeni nginrecruitmentf orv ali
dr easons.Thesel ectionpr ocesswi l
lbegin
aftert heappl icationshav ebeenscr uti
nized and shor t-l
ist
ed.Hi r
ing of
prof essorsin a uni ver
sityi sat ypicalsit
uat ion.Appl ication r
eceived in
responset oadv erti
sement si sscr eenedandonl yel igibleappl i
cantsar e
calledf orani nterv i
ew.Asel ect i
oncommi t
teecompr isingt heViceChan
cellor ,Registrarand subj ectexper t
s conduct si nt erview.Her e,t he
recruitmentpr ocess ext ends up t o screeni ng the appl i
cati
ons.The
select i
onprocesscommencesonl ylater
.
EVALUATION AND CONTROL:Ev aluat
ion and cont
roli
s necessar
yas
consi
derabl
ecostsareincur
red i
nt herecrui
tmentprocess.Thecost
s
gener
all
yincur
redar
e:-
1)Sal
ari
esf
orr
ecr
uit
ers.
2)Managementandprofessi
onalti
mespentonprepar
ingj
obdescr
ipt
ion,
j
obspeci
fi
cat
ions,adv
ert
isements,
agencyl
i
aisonandsofor
th.
3)The costofadv
ert
isement
s orot
herr
ecr
uit
mentmet
hods,t
hati
s,
agencyf
ees.
4)Recr
uit
mentov
erheadsandadmi
nist
rat
iveexpenses.
5)Cost
sofov
ert
imeandout
sour
cingwhi
l
ethev
acanci
esr
emai
nunf
il
led.
6)Costofr
ecr
uit
ingunsui
tabl
ecandi
dat
esf
ort
hesel
ect
ionpr
ocess.
SELECTI
ON:
Selecti
onpr ocessisadeci sionmaki ngpr ocess.Thi sst epconsi st
sofa
number
Ofact i
vit
ies.Acandidatewhof ai
l
st oqual i
fyf orapar t
icularstepisnot
eli
gible
Forappear i
ngforthesubsequentst ep.Empl oy eeselectionist heprocess
of
Puttingri
ghtmenont heri
ghtj ob.Itisapr ocedur eofmat chi
ng
organizati
onal
Requi r
ement swiththeskillsandqual ifi
cationsofpeopl e.Effecti
ve
selecti
oncan
Bedoneonl ywheret hereiseffecti
v emat ching.Bysel ectingbestcandi date
for
Ther equiredjob,t
heor ganizati
onwi llgetqual it
yperformanceof
empl oyees.
Mor eover,organi
zati
onwi llfacelessabsent eeism andempl oyeetur nover
Problems.Bysel ecti
ngr i
ghtcandi datef orther equir
edj ob,organization
will
Alsosav et i
meandmoney .Properscr eeningofcandi dat estakespl ace
duri
ng
Sel
ectionpr
ocedur
e.Al
lthepot
ent
ial
candi
dat
eswhoappl
yfort
hegi
ven
j
obar e
Tested.

SELECTI
ONPROCESS:
Select
ionisalongpr
ocess,commenci
ngf r
om theprel
i
minar
yint
erv
iewof
theappli
cant
sandendingwitht
hecont
ractofemploy
ment.
1)Pr
eli
minar
ytest
2)Sel
ect
iont
est
3)Empl
oymenti
nter
view
4)Ref
erenceandbackgr
ound
5)Anal
ysi
s
6)Sel
ect
iondeci
sion
7)Phy
sical
exami
nat
ion
8)Jobof
fer
9)Empl
oymentcont
ract

PRELI
MINARYI
NTERVI
EW:
Theappl i
cantsreceivedfrom jobseeker swouldbesubj ecttoscruti
nyso
as to eli
minate unqual i
fi
ed applicants.Thi sis usuall
yf oll
owed by a
preli
minaryint
erview thepur poseofwhi chismor eorl esst hesameas
scruti
nyofapplicati
on,thatis,eli
minateofunqual if
iedappli
cants.Scrut
iny
enablestheHRspeci ali
ststoel i
mi nat
eunqual i
fi
edjobseekersbasedon
theinformati
onsuppl iedint hei
rappl i
cat i
onforms.Pr el
iminaryi
ntervi
ew,
ont heotherhand,hel psrej
ectmi sfi
tsf orreason,whichdidnotappeari n
theappli
cati
onfor ms.

SELECTI
ONTEST:
Jobseekerswhopasst hescreeningandthepreli
minaryint
ervi
ew ar
e
cal
l
edfortest
s.Di
ff
erentt
ypesoftestsmaybeadmini
ster
ed,dependi
ngon
the j
ob and t
he company
.General
ly
,t est
sar
e used t
o det
ermi
ne t
he
appl
icant
’sabi
l
ity
,apt
it
udeandper
sonali
ty.

I
NTERVI
EW:
Thenextst epintheselecti
onpr ocessisani nter
v i
ew.Intervi
ewi sformal,i
n
depthconv er
sati
onconduct edtoev al
uatet heappl i
cant’sacceptabil
i
ty.Iti
s
consideredtobeexcel l
entsel ectiondev i
ce.Itisf ace-
to-faceexchangeof
vi
ew, ideasandopini
onbet weent hecandi datesandi nterv
iewers.Basicall
y,
i
nterviewisnothi
ngbutanor alexaminationofcandi dates.Inter
viewcanbe
adaptedt ounski
l
led,skil
led, managerialandpr ofessionempl oyees.

REFERENCECHECK:
Manyempl oyersrequestnames,addr esses,andt elephonenumber sof
ref
erencesf orthepurposeofv er
ify
ingi nfor
mationandper haps,gaini
ng
addit
ionalbackgroundi nfor
mat i
ononanappl i
cant.Althoughlist
edont he
appli
cati
onf orm,ref
erencesar enotusual lycheckedunt i
lanappl i
canthas
successful
lyreachedt hef ourt
hst ageofasequent ialselecti
onpr ocess.
When t he labormar keti sv eryt i
ght,or gani
zati
ons somet i
mes hi r
e
appli
cantsbeforechecki ngref
erences.

SELECTI
ONDECI
SION:
Afterobtai
ninginfor
mat i
onthroughtheprecedingst
eps,select
iondecisi
on
-themostcr i
ti
calofallthesteps-mustbemade.Theot herstagesinthe
select
ionprocesshav ebeenusedt onarrowthenumberoft hecandidates.
Thef i
naldecisi
onhast obemadet hepoolofindi
vi
dual
swhopast hetests,
i
ntervi
ewsandr ef
erencechecks.
Theview oftheli
nemanagerwi
llbegenerall
yconsi
der
edi nthefinal
sel
ect
ionbecausei
tishe/
shewhoisresponsi
blef
ortheper
formanceof
the new empl
oyee.The HR managerpl
ays a cr
uci
alr
olei
nthe f
inal
sel
ection.

PHYSI
CALEXAMI
NATI
ON:
Aftertheselect
iondecisionandbef or
et hejobof ferismade,thecandidate
i
sr equir
ed to undergo a phy si
calfitness test.A j ob of
feris,of ten,
contingentupon t he candidate bei
ng decl ared f i
taftert he phy
si cal
exami nati
on.Ther esult
soft hemedi calfit
nesst estarerecordedi na
statementandar epr eservedintheper sonnelr ecords.Ther
ear esev eral
objectiv
esbehindaphy sicalt
est.
Obviously,onereasonf oraphysi
cal t
estist
odet ectift
hei ndivi
dualcarri
es
anyinf ect
iousdisease.Secondly,thetestassistsindetermi ni
ngwhet her
anappl i
cantisphy si
callyfitt
oper formthewor k.Thirdly,thephy si
cal
exami nati
oninformationcanbeusedt odeterminei fther earecer t
ain
physicalcapabili
ti
es,whi chdif
ferenti
atesuccessfulandl esssuccessf ul
employ ees.Final
ly,suchanexami nati
onwi l
lpr ot
ecttheempl oyerf r
om
worker scompensat i
oncl aimsthatar enotv ali
dbecauset hei nj
uri
esor
i
ll
nesswer epresentwhent heemployeewashi red.

JOBOFFER:
Thenextst epintheselectionprocessisj oboff
ertothoseappl i
cantswho
havecr ossedal
ltheprevioushur dl
es.Jobof f
erismadet hroughal et
terof
appointed.Suchalettergener al
lycontainsadatebywhi cht heappointee
mustr eportondut y.Theappoi nt
eemustbegi v
enr easonabletimef or
report
ing.Thosei sparticularl
ynecessar ywhenheorshei salr
eadyi n
employ ment,i
nwhi chcaset heappointeeisrequi
redtoobt ainareli
eving
certi
fi
catefrom t
hepreviousempl oyer.
Thecompanymayalsowanttheindi
vi
dualt
odelaythedat
eofrepor
ti
ngon
dut
y.Ift
henewempl oy
ee’
sfi
r stj
obuponjoi
ningthecompanyistogoon
companyunt
ilper
hapsaweekbeforesucht
rai
ningbegi
ns.

CONTRACTOFEMPLOYMENT:
Ther
eisalsoaneedforpr
epari
ngacont
ractofempl
oyment.Thebasi
c
i
nfor
mati
onthatshoul
dbeincl
udedi
nawr i
tt
encont
ractofemploy
ment
wi
l
lvar
yaccor
dingt
othel
evel
oft
hej
ob.

CONCLUDI
NGTHESELECTI
ONPROCESS:
Contrar
yt opopularper cepti
on,t heselecti
onprocesswi l
lnotendwi th
executi
ng the empl oy
mentcont ract
.Thereis anotherst ep – amor e
sensit
iveoner eassuri
ng thosecandi dat
eswho hav enotsel ected,not
becauseofanyser iousdef i
cienciesinthei
rper
sonali
ty,butbecauset hei
r
prof
il
edi dnotmat cht herequi r
ementoft heorgani
zation.Theymustbe
tol
dthatthosewhower eselectedwer edonepur
elyonrelati
vemer i
t.

Di
ff
erencebet
weenRecr
uit
mentandSel
ect
ion:
1)Recruit
mentistheprocessofsearchingforpr ospect
ivecandi
dat
esand
mot i
vat
ingthem t
oapplyforj
obintheor ganizat
ion.Whereas,sel
ect
ioni
sa
process ofchoosing mostsui
table candidates outoft hose,who are
i
nterest
edandalsoqualif
iedf
orjob.
2)Inther ecr
uit
mentpr ocess,vacanci
esav ai
lablear
ef i
nalized,publi
ci
tyi
s
giv
entot hem andapplicati
onsarecollect
edfrom int
erestedcandi dat
es.I
n
the selecti
on process,av ail
able appli
cati
ons are scr uti
nized.Tests,
i
ntervi
ew andmedi calexami nat
ionareconduct edinordert oselectmost
suit
ablecandidat
e.
3)Inr ecr
uit
mentt hepurposeistoattr
actmaximum number sofsuitabl
e
andi nter
estedcandidat
est hr
oughappli
cati
ons.Inselect
ionprocessthe
purposeisthatthebestcandidateoutofthosequal
if
iedandinterest
edin
theappointment.
4)Recr ui
tmenti spriorto sel
ect
ion.Itcreat
esproperbaseforactual
select
ion. Select
ions next to r
ecrui
tment.Itis out of candi
dates
avail
able/
inter
est.
5)Recr ui
tmenti
sthepositi
vefuncti
oninwhi chint
erestedcandidat
esare
encouragedtosubmitappl
i
cati
on.Select
ionisanegat i
vefuncti
oninwhich
unsui
tablecandi
dat
esareeli
minatedandt hebestoneisselect
ed.
6)Recr uit
menti stheshortprocess.Inr ecr
uitmentpubli
ci
tyisgivent o
vacanciesandappl i
cati
onsarecoll
ectedf rom di
ff
erentsourcesSel
ection
i
sa l engthypr ocess.Iti
nvol
vesscr utinyofappl i
cati
ons,givi
ng tests,
arr
anginginter
viewsandmedicalexami nati
on.
7)Inrecrui
tmentser
vicesofexper
tisnotr
equi
redwher
easi
nsel
ect
ion,
ser
vicesofexper
tisr
equir
ed
8)Recruit
mentisnotcostl
y.Expendi
turei
srequir
edmainlyforadvert
isi
ng
theposts.Sel
ect
ioni
sacost l
yacti
vit
y,asexpendi
tur
eisneededfortesti
ng
candi
datesandconductofint
ervi
ews.

OBJECTI
VESOFTHESTUDY

Ev
eryt
askistakenwi
thanobj
ectiv
e.Withoutanyobj
ect
ivetaskisr
ender
ed
Meani
ngl
ess.Themai
nobject
ivesforundert
aki
ngthi
sprojectar
e:

 Toknow theper
cept
ionofempl
oyeesr
egar
dingr
ecr
uit
mentand
sel
ect
ion
Pr
ocess.

 Toknowt
her
ecr
uit
mentpr
ocessf
oll
owedi
nCr
edi
tSy
stemsI
ndi
a.

 Toknowt
hesel
ect
ionpr
ocessf
oll
owedi
nCr
edi
tSy
stemsI
ndi
a..

 Tor
evi
ewHRpol
i
ciesper
tai
ningt
orecr
uit
mentandsel
ect
ion.

Toachi
evetheobj
ect
ivement
ionedabove,Ihav
et ocol
l
ectdat
afr
om t
he
or
gani
zati
onandanal
yzet
hem torecei
vei
nfor
mation.

COMPANYPROFI
LE
AboutCr
edi
tSy
stem I
ndi
a

CreditSyst emsI ndi

a(CSI )isayoungandv ibrantwebservicef i
rm withits
offshoredev el opmentcent eri
nPune.Webr eathetechnol
ogywhi l
eshapi ng
ourcl i
ents'dr eamswi thasubl i
mef l
avorofinnovati
veatt
itude.Ourwor kis
power edbyanunpar all
eledquali
tyandcut t
ing-
edgebusi nesspr acti
ces.
CSIt akespr idei ndeli
veri
ngI TandWebsol utionsthatar
eal ignedwi t
ht he
str
at egi
ci ntentofourcl i
entsandbelievesi
nchar ti
ngaposi ti
vereturnon
i
nv estmentf oral lourproductsandservi
ces.

Companydet
ail
s:
Nameoft heOr ganizat
ion:CreditSystemsIndi
a
YearofEst abl
ishment :2017
Address:Inspir
iaMal l,
F11Lv ev l
-04,NearBhakt
i-
shakt
iChowk,Ni
gdi,Pune-
411044
TypeofCompany :PublicCompany
NumberofEmpl oyees:100
Website:hr@cr edi
tsystemsindia.com
Department :MarketingDepar t
ment ,HRDepartmentandTechni
calSupport
Team

VI
SIONANDMI
SSI
ON

Vi
sion-
To become wor
ld cl
ass sof
twar
e websi
te dev
elopment& I
T ser
vices
pr
ov i
der
.

Missi
on-
Toprovi
dehighquali
tysof
twar
e,websi
tedev
elopment&i
tser
vicesi
nthe
mostcostef
fect
ive
Or
gani
zat
ional
str
uct
ure

1.Dri
vers:
 Growwi thprofi
t
 Quali
ty
Innov ati
on
 Si
mpl ici
ty&Speed
 Sustainabi
l
ity

2.Values:
Integrity-Honestyinever
yaction.
 Commi t
ment -Doingwhateverittakestodeliver
,aspromised.
 Seaml essness-Thinki
ngofwor ki
ngt ogetheracrossfunct
ionalsi
l
os,
hi
erarchyl ev
els,busi
nessandgeogr aphi
c
 Speed-Respondi ngtostakeholderwi t
hasenseofur gency.

3.Compet
it
orofCSI
:
 Unpl
ugi
nfi
nit
y
I
nfosy
s
 Capgemi
ni
 TCS
 Wi
pro
 TechMahi
ndr
a
Pr
oductof
fer
edbyor
gani
zat
ion-

1.GSTBil
li
ngandi nvoi
ce-
GSTisawel l-
organi
zedver
sionofthei ndir
ecttaxesongoodsandservi
ces
bythecentralaswellasstategovernment sinIndia.TheGSTsoftwar
eis
aneasy-t
o-useaccounti
ngandi nv
oici
ngsy st
em thatai mtocat
ertothe
speci
fi
cneedsofv ari
ousbusinessorganizati
onsfortracki
ngGST.

1.Contr
olyourf i
nanci
aldat
a
2.Nomor eerrors
3.Getpaidfaster

2.Onl
i
nePay
ment
-

1.Customizati
onFeatur
es
2.Mult
i-cur
rencypaymentpr
ocessi
ng
3.Robustandsecureonli
netr
ansact
ions

3.AccountManagement
1.Bui
ldstr
ongerr el
ati
onshipswithy
ourcust
omer
s.
2.Gainanadvantageov eryourcompet
it
ors.
3.Reducetheissueofpr i
ce.

4.ReportandStat
ist
ics
1.Easytounderst
and
2.Graphi
calvi
ew

5.DiscountandOff
ers
1.I
ncreaseSales
2.Savemoney
3.MeetsalesGoals
Ser
vicesof
fer
edbyOr
gani
zat
ion-

1.PaymentgatewayIntegrati
onServi
ces
A paymentgatewayi sanonl i
neservi
cet hataut
hori
zesandpr ocesses
paymentsforonli
nebusi nesses.I
tisthegluebetweenthecustomerand
themerchant
.
“Totakecredi
tordebi tcar dpaymentsv i
ay ourwebsit
e,youeffect
ivel
y
needbothapay mentgat eway(toacceptt
hepay mentdetai
lsandconnect
tothepaymentnetworks)andamer chantaccount(
torecei
vethefunds)
.”

▪Examplesofpay mentgat eway s:PayPal,Str

ipe,WorldPay.
▪Examplesofmer chantaccountpr ovider
s:FirstDataMer chantSer
vices,
WorldPay,UTP.
•Customizat
ionfeatures
•Multi
-Cur
rencyPay mentPr ocessing
•Robustandsecureonl i
net ransacti
on
•Retai
li
ngbusinesscanof fer24/ 7onlinepaymentf acil
i
tycustomer
•I
ncreasedflexi
bil
i
tyandr eliabi
lit
ywi t
hpay mentopt i
on
•Dataprot
ectandf raudsaf eguardmechani sms

2.Appl i
cati
onSoftwaredev el
opment
Softwar edev el
opmenti sthepr ocessofconcei vi
ng,specifying,designi
ng,
progr ammi ng,documenting,test
ing,andbugf ixinginvolvedincr eat
ingand
mai ntaining appl
icati
ons,f r
amewor ks,orot hersof twar e component s.
Softwar edev el
opmenti sapr ocessofwr it
ingandmai ntaini
ngt hesour ce
code,buti nabr oadersense,i tincludesallthatisinv olv
edbet weenthe
concept ionofthedesiredsoftwaret hroughtot hefi
nalmani festati
onofthe
softwar e,sometimesinapl annedandst r
ucturedprocess.
•Per sonal i
zedsolut
ion
•Secur e
•Flex ibl
e
•Compat i
ble

3.E-Commer ceWebsit
e
Trade,beitbart
erexchangeorbuyi
ngandselli
ngofgoodsandser vices
hasbeenpr eval
entforcent
uri
es.Noonecanbesel f
-suf
fi
ci
ent.Andt his
bri
ngs outt he need f
ordemand and suppl
yofgoods and services.
Transact
ionshavebeengoingonallovertheworl
dforcentur
ies,l
ocally
,
and acr oss l ocations.Keepi ng t
he same concepti n mind,now thi
nk
electronic.
E-Commer ce,alsoknownase- Business,orelectroni
cbusiness,i
ssi
mply
thesal eandpur chaseofser vi
cesandgoodsov eranelectr
onicmedi
um,
l
iket heI nternet.Italsoinv ol
veselectr
onical
l
yt ransfer
ri
ngdat aandf
unds
betweent woormor eparties.
•Locat eandPr oductqui cker
•Eliminat edelayt ime
•Pr ovidecompar isonshoppi ng
•Opt imizeser vi
ces
•Compat i
ble
•Per sonalizedonl ineexper i
ence

4.Webdesi gni
nganddev elopment
Web desi gn encompassesmanydi fferentski l
lsand di sci
pli
nesi nt he
product ion and mai ntenance ofwebsi tes.The di fferentar eas ofweb
desi gnincl udewebgr aphi cdesi gn;i
nt erfacedesign;aut hor
ing,i
ncluding
standar dizedcodeandpr opri
etar ysoftwar e;userexper iencedesign;and
sear chengi neoptimization.
Webdev elopmenti st hewor ki nvolvedi ndev elopingawebsi tefort he
Internet( Wor l
d Wi de Web)oran i nt ranet( a pri
v ate net work)
. " Web
dev elopment "usuallyr eferst ot hemai nnon- designaspect sofbui l
ding
web si t
es:wr iti
ng mar kup and codi ng.[2]Web dev elopmentmayuse
cont entmanagementsy stems( CMS)t omakecont entchangeseasi erand
availablewi thbasictechni calski
lls.

•Responsi
vewebsit
edesi
gn
•Responsi
vebrowsi
ngsol
uti
on
•I
ncreasedConver
sion
•GoogleAnal
yti
cs
•SEObased

5.Mobi l
eAppl i
cati
on
Thepur poseofmobi leappl i
cati
ondevelopmenti stouti
l
izeastandar
ds-
basedar chit
ectur
et hatl
ev eragesexi
sti
ngI Tinfr
astr
uct
ureandmaximizes
returnoninvestmentt oyourbusiness.Thishelpstoext
endent
erpri
sedata
tomobi l
euser swithhighsecur i
tyinauserfri
endlymanner
.
•Andr oi
dAppl i
cati
onDev elopment
•Wi ndowsappl i
cati
ondev elopment
•Iosapplicati
ondev el
opment
•Hy
bri
dappl
i
cat
iondev
elopment

6.Di gitalMar keti

ng
Digitalmar ketingi st hemar keti
ngofpr oductsorser v i
cesusi ngdi gital
technol ogies,mai nl yont heI nternet,butal soi ncludingmobi l
ephones,
display adv ert
ising,and any ot herdi git
almedi um.Di gitalmar ket
ing'
s
dev elopmentsi ncet he1990sand2000shaschangedt hewaybr andsand
busi nesses use t echnol ogy f or mar keti
ng.As di gitalpl at
forms ar e
i
ncr easi nglyincor por atedi nt omar keti
ngpl ansandev erydayl if
e,andas
peopl e use di gitaldev i
ces i nstead ofv isi
ting phy sicalshops,di gital
mar ket i
ngcampai gnsar ebecomi ngmor eprevalentandef f
icient.
•SEO( Sear chengi neopt i
mi zation)
Itist hepr ocessofget tingt raffi
cf r
om t hefree, organic, edit
or i
al,
ornat ural
sear chr esultsont hesear chengi nes.Simplyput ,i
t’sthenamegi vent othe
activitythatat t
empt stoi mpr ov esear chenginer ankings.Inmanyr espects,
i
t'ssi mpl yqualitycont rolforwebsi tes.

•SMM ( SocialMediaMarketi
ng)
Socialmediamar keti
ng(SMM)i safor
m ofInt
ernetmarketi
ngthatut
il
izes
socialnetworkingwebsitesasamar ket
ingtool.ThegoalofSMM i st o
producecont entthatuserswil
lshar
ewiththeirsoci
alnetworktohelpa
companyi ncreasebrandexposur
eandbroadencustomerreach.

•SEM (
Searchengi
neMar ket
ing)
Sear
ch engine mar
keti
ng (SEM)i saf orm ofInter
netmar ket
ing t
hat
i
nvol
vesthepr omot
ionofwebsi t
esbyincreasi
ngthei
rvisibi
li
tyinsearch
engi
neresul
tspages(SERPs)pri
mari
lyt
hroughpaidadver
tisi
ng.

•ContentMar ket
ing
Digit
alMar keti
ng -Cont ent.Adv er
tisements.Contentmar keti
ng isa
strat
egicmarketingappr oachf ocusedoncr eati
nganddist
ri
buti
ngv al
uable,
rel
evant,andconsi stentcontentt oat tr
actandr et
ainacl earl
ydefined
audience.I
tulti
mat elyaimst odriveprofi
tablecust
omeracti
on.
RESEARCHMETHODOLOGY
Resear ch is defined as human act i
v i
tybased on i ntellectual
appl i
cati
oni nthei nvesti
gat i
onofmat t
er .Thepr i
mar ypurposef orappl i
ed
researchi sdi scovering,interpr eti
ng,anddev elopmentofmet hodsand
systemsf ort headv ancementofhumanknowl edgeonawi dev arietyof
scientif
icmat tersofourwor ldandt heuni v
er se.Resear chcanuset he
scientif
icmet hod,butneednotdoso.
Scientif
icr esearchr eli
esont heappl i
cationoft hesci enti
fi
cmet hod,a
Har nessingofcur i
osity.Thisr esear chpr ovidessci enti
fi
cinformationand
Theor i
esf ortheexpl anati
onoft henat ureandt hepr operti
esoft hewor l
d
around
Us.I t makes pr act i
calappl ications possi ble.Hi st
oricalresear ch is
embodi edi n
Thehi storicalmet hod.Scient i
f i
cr esearchcanbesubdi vi
dedintodifferent
Classifi
cat ionsaccor dingtot heiracademi candappl i
cati
ondiscipli
nes.

Aim
Toanal yzetherecr
uit
mentandselect
ionprocessofITper
sonneli
nCr
edi
t
Systems I ndi
a and rev
iew HR poli
cies per
tai
ning t
orecr
uit
mentand
sel
ection.

 Resear
chDesi
gn:
Descr
ipt
iver
esear
ch

 Sour
ceofDatacoll
ecti
on:Thepr i
maryaswel
last
hesecondar
y
sour
ceswasusedf
orcol
lect
ionofData.

 Pr
imar
ydat
a:Quest
ionnai
reandi
nter
view
 Secondar
yDat
a:BooksandJour
nal
s

 Primarydatainvol
vesthecol
lect
ionofdat
athatdoesnotal
ready
Exi
st.Thi
scanbet hroughnumerousforms,i
ncl
udi
ngquesti
onnai
resand
Tel
ephoneinter
viewsamongstothers.

 Secondaryresearchinvol
v esthesummar y,coll
ecti
onand/or
Synt
hesisofexi
sti
ngr esearchratherthanpri
maryr esearch,
wheredat
aar
e
Coll
ect
edfrom,forexampl e,r
esearchsubjectsorexper i
ments.

Thust
hesour
cesofdat
acol
l
ect
ionwer
easf
oll
ows:
PRI
MARY SECONDARY

I
nter
viewSchedul
e Companyr
ecor
ds

Quest
ionnai
res Magazi
nes

Obser
vat
ionMet
hod Ot
herr
ecor
ds

Di
scussi
on Websi
teofCompany

 Dat
aty
pe:
Pri
mar
yaswel
lassecondar
ydat
awascol
l
ect
ed.

 Sampl
euni
t:I
Tper
sonnel
ofCr
edi
tSy
stemsI
ndi
a
 Sampl
eSi
ze:
20

 Sampl
i
ngTechni
que:
Conv
eni
entsampl
i
ng

 Fiel
dofSt
udy
:Thi
spr
ojectwascar
ri
edoutatCr
edi
tSy
stemsI
ndi
a,
Pune

DATAANALYSI
SANDI
NTERPRETATI
ON
Sour
cesusedi
nrecr
uit
mentandsel
ect
ion
1.Whichofthesour
cesofr
ecr
uit
mentandsel
ect
ionar
eusedi
nCr
edi
t
Syst
emsIndi
a?
a.I
nter
nal
b.Ext
ernal
c.Bot
h
Opt
ions I
nter
nal Ext
ernal Bot
h Tot
al
Responses 2 7 11 20
Per
cent
age 10 35 55 100%
I
nter
pret
ati
on:
Itwasf oundt hatabout55%oft herecr
uit
mentandselect
ionisdoneboth
byinternalandexternalsources,whileasext
ernalsour
cesareusedmor e
than the int
ernalsources.Empl oy
ees are hi
red mostl
yf r
om exter
nal
sourceslikej
obpor t
als,consult
ancyetc.
Ext
ernal
sour
cesusedi
nrecr
uit
ment
:
2.Whichofthefoll
owi
ngext
ernalsour
cesar
eusedf
orr
ecr
uit
menti
n
Credi
tSy
stemsI
ndia,
?
a.Adv
ert
isement
b.I
nter
net
c.Campusr
ecr
uit
ment
d.Consul
tanci
es
e.Al
loft
heabov
e
Opt
ions Adv
ert
isemen I
nter
ne Campu Consul
tanc Allof Tot
al
t t sdri
ves y the
abov
e
Response 5 3 2 8 2 20
s
Per
cent
ag 25 15 10 40 10 100
e %

I
nter
pret
ati
on:
Itwasf oundt hat40% oftheempl oyeesarerecrui
tedthr
ought he
consultanci
esand20%oft heemployeesareselect
edbytheadvert
isement
fol
lowed by i nter
net wi t
h 15% and campus sel ecti
ons wit
h 10%.
Consultancyand Internetarethemaj orsour ceswhichprovi
deel i
gibl
e
candidatesfort
hehiringinCredi
tSystemsIndia.
For
m ofr
ecr
uit
mentandsel
ect
ionused
3.Whi
chf
orm ofr
ecr
uit
mentandsel
ect
ioni
susedi
nCr
edi
tSy
stems
I
ndi
a?
a.Cent
ral
i
zed
b.Decent
ral
i
zed
Opt
ions Cent
ral
i
zed Decent
ral
i
zed Tot
al
Responses 2 18 20
Per
cent
age 10 90 100%
I
nter
pret
ati
on:
Itwas f ound thatr ecrui
tmenti s decent
ral
ized.Howev er,f orhigher
positi
onsofempl oymentt her ecr
uit
mentiscent r
ali
zed.Recruit
menti s
decentrali
zed as allt he centers ofCredi
tSy stems Indi
ar ecrui
tt hei
r
employ ees according tot he number of vacancies avail
ablei nt he
respectivecent
ers.

Empl
oyee’
sper
cept
ionaboutr
ecr
uit
mentpr
ocess
4.Ar
eyousat
isf
iedwi
tht
her
ecr
uit
mentpr
ocess?
a.Yes
b.No
Opt
ions Yes No Tot
al
Responses 16 4 20
Per
cent
age 80 20 100%

I
nter
pret
ati
on:
I
twasf oundthat90% ofempl oyeesar esat
isf
iedwit
ht herecr
uit
ment
process adopted by Credi
t Sy stems Indi
a.Howev er
,some of t he
respondent
st houghtthere should be some changes inthe exi
sti
ng
recrui
tmentpr
ocessoftheorganization.

Met
hodsuseddur
ingsel
ect
ionpr
ocess
5.Whichoft
hef
oll
owi
ngmet
hodsdoesCr
edi
tSy
stemsI
ndi
ausesdur
ing
sel
ect
ion?
a.Wr
it
ten
b.Gr
oupdi
scussi
on
c.Per
sonal
int
erv
iew
d.Gr
oupdi
scussi
onandper
sonal
int
erv
iew
e.Al
loft
heabov
e
Opt
ions Wr
it
ten GD PI GD&PI Al
l Tot
al
Responses 1 3 6 8 2 20
Per
cent
age 5 15 30 40 10 100%

I
nter
pret
ati
on:
I
twasf oundthat40% ofsel ecti
onisdonebyGr oupDi scussi
on&
PersonalI
ntervi
ew.Howev er,PersonalI
ntervi
ewismost lyusedmet hodof
sel
ection f
oll
owed bygr oup discussion.Employ ees select
ed in Credi
t
SystemsIndiaarefi
nall
yselectedbyaper sonali
ntervi
ewt akenbyt hehead
ofthecenter
.

Per
cept
ionofempl
oyeest
owar
dssel
ect
ionpr
ocess
6.Ar
eyousat
isf
iedwi
tht
hesel
ect
ionpr
ocess?
1.Yes
2.No
Opt
ions Yes No Tot
al
Responses 16 4 20
Per
cent
age 80 20 100%

I
nter
pret
ati
on:
Itwasf oundt hatabout80% oftheemployeesar
esatisfiedwiththe
select
ionprocess.However
,theremaini
ngisoftheopiniont hatt
here
shouldbesomechangei nther
ecrui
tmentandsel
ect
ionpr ocessofthe
organi
zati
on.

Techni
quesusedf
orsel
ect
ion
7.Doyout hi
nkinnovat
ivet
echni
quesli
kestresst
est
,psy
chomet
ri
ctest
andper
sonali
tyt
estshoul
dbeusedforsel
ect
ion?
1.Yes
2.No
Opt
ions Yes No Tot
al
Responses 4 16 20
Per
cent
age 20 80 100%

I
nter
pret
ati
on:
Itwasf oundt hat20%oft herespondentswereoft heopi nionthatstr
ess
test,psy chomet ri
ctestand personali
tytests should be used f orthe
select
ion,whi l
et heother
swer esati
sfi
edwiththeexi st
ingr ecr
uit
mentand
select
ionpr ocess.Mostoft heemployeesindoesCr editSystemsI ndi
aare
unawar eoft hesetypesoftest
sast heyar
emost l
yf r
esher ’
s.
Recr
uit
mentpr
ocessusedf
ordi
ff
erentgr
adesofempl
oyees

8.Doesyourcompanyf
oll
owdi
ff
erentr
ecr
uit
mentpr
ocessf
ordi
ff
erent
?
Gradesofemploy
ment?

1.Yes
2.No
Opt
ions Yes No Tot
al
Responses 20 0 20
Per
cent
age 100 0 100%

I
nterpretati
on:
I
twasf oundthatf r
om thatdiff
erentrecrui
tmentprocessisadopt
edfor
di
fferent
Gradesofempl oyment.Like,f
orther ecr
uitmentoftrai
ner
sindoesCredi
t
Systems I ndi
a Theoreti
calknowl edge i
s consider
ed more and f
orthe
developerstechnical
Knowl edgeisgivenimportance
CompanyHRpr
act
ices

9.Howdoy
our
ateHRpr
act
icesoft
hecompany
?
SNo.Opt
ions Respondent
s I
nper
cent
age
1 Excel
l
ent 10 50%
2 Good 9 40%
3 Av
erage 1 10%
4 Bad 0 0%
Tot
al 20 100%

I
nt er
pret
ati
on:
50%oft heemploy
eesf
eelt
hatHRdepart
menti
sgoodwher
eand30%say
that
i
t’sverygoodwher
eas10%saysi
tsav
erage
HRpol
i
cyoft
hecompany

10.Ar
eyoucomf
ort
abl
ewi
tht
heHRpol
i
ciesoft
hecompany
?

a.Yes
b.No
Opt
ions Yes No Tot
al
Respondent
s 18 2 20
I
nper
cent
age 90% 10% 100%

I
nterpretati
on:
I
twasf oundthat10%employ
eeswer
enotcomfor
tabl
ewiththepol
ici
esof
Companyand90%empl oy
eesar
ehappi
l
yworki
ngwiththecurr
entHR
Practi
cesoft hecompany.
FI
NDI
NGS
Thecoll
ect
eddat aareanal
yzedandgener
alobser
vati
onshaspr
oventhat
doesCredi
tSystemsIndi
ahasdoneremarkabl
ejobini
tsHumanResource
depar
tment.
Themainfi
ndingsareasfol
lows:

1.I
ndoesCredi
tSy
stemsI
ndi
aempl
oyeesf
eelt
hatt
heHRdepar
tment
i
sgood.

2.Ther
ecr
uit
mentandsel
ect
ionpr
ocessi
sdecent
ral
i
zed.

3.About90% oft
heempl
oyeesar
esat
isf
iedwi
tht
her
ecr
uit
mentand
sel
ect
ionpr
ocess.

4.Mostoft
hemanager
spr
eferper
sonal
int
erv
iews.

5.Most
lyext
ernal
sour
cesofr
ecr
uit
mentar
econsi
der
ed.

6.About90%ofempl oyeesfeelthatt
heyarecomfortabl
eworkingwit
h
thecurrentHRpol ici
esoft hecompanyand10% f eelthattheyneed
somechangesi nthepolici
es.Thepolicyoft
hecompanyi stosubmi t
one oft he or
igi
naleducationaldocuments and cannotleavethe
companyf or1year,i
fdoneso t hentheyhav
et opayasum ofRs. 25,
000t ot hecompanyt ogett hecert
ifi
cat
eback,whi chsomeoft he
employeesf i
ndunnecessaryandalsori
sky.
LI
MITATI
ONOFTHESTUDY

 Theresear
cherencount
eredal
i
mit
ati
oni
nregar
dst
oav
ail
abi
l
ityof
i
nfor
mat i
on.

 Duet otheorganizat
ionsworki
nget hi
cs,t
heresear
chercoul
dnotget
accesst ovit
alinf
ormationsi
nceitwastreat
edasconfident
ial
and
thetargetedrespondent'
snumberwasnotat t
ainedsi
ncesome
empl oyeeswereonl eav
eandav ai
labi
li
tyoft
imealsobecamea
l
imitati
on.

 Respondent swhogivetheinf
ormati
onaregiv
enr
esponseint
hei
r
personalbias.Theyarenotgi
vingt
heirv
iewsont
hebasisoft
he
organizat
ionspointofvi
ew.
CONCLUSI
ON
Recr
uitmentistheprocessofsear chi
ngforprospect
iveemployeesand
st
imulati
ngandencouragi
ngt hem t
oapplyf
orjobsinanorgani
zati
on.And
Sel
ecti
onisselect
ingt
herightcandi
dateatt
herightt
imeinther
ightpl
ace.
EmployeesofCr editSy st
emsI ndi
aar esati
sfi
edwitht hecurrent
/existi
ng
recr
uit
mentandsel ectionprocessCr edi
tSy st
emsI ndiaisrecrui
ti
ngt heir
employeesmainlyt hroughconsultancies.Consul
tanciesarethemedi at
or
betweentheorganizationandt hecandidatesasitservestherequir
ement s
ofempl oy
eesaswel last heorganizati
on.CreditSystemsI ndiarecruit
s
thei
remployeesinadecent r
ali
zedway .
AlsoCr edi
tSystemsIndiahastoconsi derint
ernetsourcesforrecr
uitment
ofempl oyeessothatitcouldmotivatetheempl oyees.Employeesarealso
wellawar eaboutthev ari
oussour cesandmet hodsofr ecr
uitmentand
select
ion.Credi
tSystemsI ndi
ahast oi mplementinnovati
vetechniquesin
select
ionprocessli
kegroupdiscussion,st
ressintervi
ew,et
c.
SUGGESTI
ON
From t he f
indi
ngs Ican suggestCr edi
tSyst
ems Indi
a,Pune branch
fol
lowingthingsforthemoreeffect
ivenessofrecr
uit
mentandselect
ion
processandHRpol i
ci
es:

Recrui
tmentmustbedonebyanal y
zingt
hejobfi
rst
lywhi
chwi
l
lmakei
t
easi
erandwil
lbebenef
ici
alf
rom t
hecompany
’spoi
ntofvi
ew.

Mor eemphasisshoul
dbegi venonint
ernetandadver
ti
sementsothat
moreandmor ecandi
datesappl
yfort
hej
obsanditwil
lbeeasytof
indthe
r
ightempl
oyeeamongt hem.

Therecr
uit
mentandsel
ect
ionpr
ocedur
eshoul
dnotbet
ool
engt
hyand
t
imeconsuming.

Companyshouldtr
ytouset
hei
nter
nalrecr
uit
mentprocessf
ir
stbecausei
t
i
ncur
slesscostandact
sasamoti
vati
onalf
actort
otheemployees.

Pr
ovi
det
rai
ningt
oempl
oyeessot
hatt
heygetbet
terknowl
edge,
ski
l
lsand
at
ti
tude.

Company should amend some par

ts oft
hei
rHR pol
i
cies f
orbet
ter
ef
fect
iveness.

BI
BLI
OGRAPHY

www.
googl
e.com
www.
credi
tsy
stemsi
ndi
a.com
ANNEXTURE
Quest
ionnai
re:
Q1.Whi
choft hesour
cesofr
ecr
uit
mentandsel
ect
ionar
eusedi
nCr
edi
t
Syst
emsIndi
a?
a.I
nter
nal
b.Ext
ernal
c.Bot
h

Q2.Whichofthefoll
owi
ngext
ernalsour
cesar
eusedf
orr
ecr
uit
menti
n
Credi
tSyst
emsIndi
a?
a.Adver
ti
sementb.I
nter
netc.Campusr
ecr
uit
mentd.Consul
tanci
ese.
Al
loftheabov
e

Q3.Whichf
orm ofr
ecr
uit
mentandsel
ect
ioni
susedi
nCr
edi
tSy
stems
I
ndia?
a.Cent
ral
i
zedb.Decent
ral
i
zed

Q4.Ar
eyousat
isf
iedwi
tht
her
ecr
uit
mentpr
ocess?
1.Yes2.No

Q5.Whichoft
hef
oll
owi
ngmet
hodsdoesCr
edi
tSy
stemsI
ndi
ausesdur
ing
sel
ect
ion?
1.Wri
tt
en2.Groupdiscussi
on3.Per
sonali
nter
view4.Gr
oupdi
scussi
on
andper
sonali
nter
view5.All
oftheabov
e

Q6.Ar
eyousat
isf
iedwi
tht
hesel
ect
ionpr
ocess?
1.Yes2.No

Q7.Doyouthi
nkinnovati
vet
echni
queslikestresst
est
,psy
chomet
ri
ctest
andper
sonali
tyt
estshoul
dbeusedforselect
ion?
1.Yes2.No

Q8.Doesyourcompanyf
oll
ow di
ff
erentr
ecr
uit
mentpr
ocessf
ordi
ff
erent
gr
adesofemployment
?
1.Yes2.No

Q9.Howdoy
our
ateHRpr
act
icesoft
hecompany
?
1.Excel
l
ent2.Good3.Av
erage4.Bad

Q10.Ar
eyoucomf
ort
abl
ewi
tht
heHRpol
i
ciesoft
hecompany
?
a.Yesb.No