RECRUITMENT AND SELECTION

A CASE STUDY IN INDIA INFOLINE Ltd., HYDERABAD.

SYNOPSIS
SUBMITTED BY
YOGITA SHARMA
(Reg.no: 2114102185)

PROJECT GUIDE
Dr. RICHA SHUKLA
PROFESSOR

MANIPAL UNIVERSITY
JAIPUR
MBA PROGRAMME -2021-2023
Approved by AICTE
Synopsis

 INTRODUCTION
 NEED AND IMPORTANCE OF THE STUDY
 OBJECTIVES OF THE STUDY
 SCOPE OF THE STUDY
 METHODOLOGY OF THE STUDY
 LIMITATIONS OF THE STUDY
 PLAN FOR THE STUDY
 SUMMARY
 FINDINGS
 SUGGETIONS
INTRODUCTION

Human resource management means employing people,

developing their resources, utilizing, maintaining and compensating
their services in tune with the job and organizational requirements
with a view to contribute to the goals of the organization, individual
and the society.
Features of HRM:
1 HRM is concerned with employees both as individuals and as a group in
attaining goals. It is also concerned with behavior, emotional and social
aspects of personnel.
2 HRM covers all levels (low, middle, and top) and categories (unskilled,
skilled, technical, professional, clerical and managerial) of employees. It
covers both organized and unorganized employees.
3 It is a continuous and never ending process.
4 Individual employee-goals consist of job satisfaction, job security, high
salary, attractive fringe benefits, challenging work, pride, status,
recognition etc.
5 It is the central sub-system of an organization and it permeates all types
of functional management.
6 It is concerned mostly with managing human resources at work.

Functions of HRM:

These are broadly classified in to two categories

1. Managerial functions 2. Operative functions
Managerial Functions
Managerial functions of personnel management involve
a. Planning: It is a predetermined course of action.
b. Organizing: An organization is a means to an end. It is essential to carry
out the determined course of action.
c. Directing: The basic function of personnel management at any level is
motivating, commanding, leading and activating people.
d. Controlling: It involves checking, verifying and comparing of the actual
with the plans, identification of deviations if any and correcting of
identified deviations.
Operative Functions:
The operative functions of HRM are related to specific activities of
personnel management viz., employment, development, compensation and
relations. All these functions are interacted with managerial functions.
Employment: It is concerned with securing and employing the people
possessing the required kind and level of human resources necessary to achieve
the organizational
Objectives: - It covers functions such as job analysis, human resource
planning, recruitment, selection, placement, induction and internal mobility.
1. Job Analysis: It is a process of study and collection of information
relating to the operations and responsibilities of a specific job.
2. Human Resource Planning: It is a process for determination and assuring
that the organization will have an adequate number of qualified persons,
available at proper times, performing jobs which would meet the needs of
the organization and which provide satisfaction for the individuals
involved.
3. Recruitment: It is the process of searching for prospective employees
and stimulating them to apply for jobs in an organization.
4. Selection: It is the process of ascertaining the qualifications, experiences,
skills, knowledge etc., of an applicant with a view to appraising his/her
suitability to a job.
5. Placement: Right Person in Right Job in Right Time
6. Induction and Orientation: Induction and Orientation are the techniques
by which a new employee is rehabilitated in the changed surrounding and
Introduced to the practices, policies, purposes, people etc., of the
organization.
Recent Trends in HRM:
HRM has been advancing at a fast rate.
The recent trends in HRM include:
1 Quality of Work life
2 Total Quality in human resources
3 HR accounting, audit and research and
4 Recent techniques of HRM.
Recruitment is the process concerned with the identification of sources from
where the personnel can be employed and motivating them to offer themselves
for employment.

SELECTION
Selection can be conceptualized in terms of either choosing the fit candidates, or
rejecting the unfit candidates, or a combination of both.

Difference between Recruitment and Selection

At this stage, it is worthwhile to understand difference between recruitment and
selection as both these terms are often used together or sometimes
interchangeably.

GOALS OF RECRUITMENT
 To attract highly qualified individuals.
 To provide an equal opportunity for potential candidates to apply for
vacancies.

GOALS OF SELECTION
 To systematically collect information about to meet the requirements of
the advertised position.
 To select a candidate that will be successful in performing the tasks and
meeting the responsibilities of the position.
 To engage in hiring activities that will result in eliminating the under
utilization of women and minorities in particular departments.
1. Advertisement -: Advertisement is the most effective means to search
potential employees from outside the organization.
2. Employment Agencies -: Many organizations get the information about
the prospective candidates through employment agencies. In our country,
two types of agencies are operating: public employment agencies and
private employment agencies.
 Public Employment Agencies: There are employment exchanges run by
the government almost in all districts.
 Private Employment Agencies : There are many consultancy and
employment agencies like ABC consultants, Personnel and productivity
services, etc.,
3. On campus Recruitment -: Many organizations conduct preliminary search
of prospective employees by conducting interviews at the campuses of
various institutes, universities and colleges.
4. Employee recommendations -: Employee recommendation can be
considered to the lower levels.
5. E – Hiring -: Many organizations conduct preliminary search of
prospective employees through the internet service.
6. Gate Hiring -: The concept of gate hiring is to select people who approach
on their own for employment in the organization.

Selection process
A selection process involves a number of steps. The basic idea is to solicit
maximum possible information about the candidates to ascertain their
suitability for employment.
1. Screening of Applications -: Prospective employees have to fill up some
sort of application forms. These forms have variety of information about
the applicants like their personal bio-data, achievements, experience, etc.
2. Selection Tests -: Many organizations hold different kinds of selection
tests to know more about the candidates or to reject the candidates who
cannot be called for interview, etc.
3. Interview -: Selection tests are normally followed by personnel interview of
the candidates. The basic idea here is to find out overall suitability of
candidates for the jobs.
4. Checking of References -: Many organizations ask the candidate to
provide the names from whom more information about the candidates
can be solicited.
5. Physical Examination -: Physical examination is carried out to ascertain
the physical standards and fitness of prospective employees.
6. Approval by appropriate Authority -: On the basis of the above steps,
suitable candidates are recommended for selection by the selection
committee or personnel department.
7. Placement -: After all the formalities are completed, the candidates are
placed on their jobs initially on probation period may range from three
months to two years.

NEED AND IMPORTANCE OF THE STUDY

The need of the project is to analyze and find the factors, which
satisfy the needs and wants of various client organizations. This study deals with
the topic “Recruitment and Selection” in the organization and kind of different
Selection procedures being followed in Selection of an individual into the
organization
The important reason for studying the Recruitment and Selection
procedure is to know the recruitment practices undertaken by the organization.
Recruitment process involves lot of work in getting positive profiles or people.
Recruiter uses many sources to understand the best source to identify the right
Candidate so there arises need to understand the best source to be opted for
maximum efficiency and to maximize productivity.

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVES
 How does right recruitment process helps in creating overall efficiency,
cost reduction, on time delivery with reference to external customer.
 Developing human resources in consonance with broader corporate
horizon and long range vision of the organization.
SECONDARY OBJECTIVES
 To collect the findings, information & analyze to draw conclusion of
recruitment process.
 To explain the documentation used at the various stages of the
recruitment & Selection process.
 To involve employees in creating an environment of openness, trust, fun &
pride.
 To highlight the area where recruitment and selection programs needs
improvement.
 Is the current recruitment process in line with the employee’s future career
planning and his potential?

METHODOLOGY OF THE SUDY

DATA COLLECTION
Data collection is one of the important tasks of the research, which is
based on PRIMARY and SECONDARY DATA
Primary data: - The primary data are those data, which are collected afresh and
for the first time and thus happen to be original in character. There are some
important methods:
 Observation method
 Interview method
 Through questionnaires
 Through Schedules
Secondary data: - It means data that are already available i.e., they refer to the
data, which have already been collected and analyzed by someone else. There
are some important methods:
 Books, magazines and newspaper
 Reports prepared by
 Internet
Sample Size:
In population of 300 I took 92 as sample size.

SCOPE OF THE STUDY

It makes to understand about the complete Recruitment and selection process in

INDIA INFOLINE Ltd. Whether right kind of Recruitment and selection process in

all levels? It defines deliverables, functionality data, and technical structures.

Data collection is for understanding the Recruitment and selection process.

Personal interaction is to understand the efficiency of the Performance Appraisal.

To help the company to determine how they make their Performance Appraisal

more effective. To determine various parameters to collect information through

questionnaire of employees.

LIMITATIONS OF THE STUDY

The topic was such that it required vast and thorough study
necessitating complete enumeration of the organization and analysis
of several issues.
Following are the limiting factors: -
 Collecting information from people during the working hours was
difficult.
 Due to work shifts it was difficult to approach the employees.
 Most of the employees were hesitant in giving frank opinions and
answer during personal interview.
 Time constraint is one of the limiting factors (8 weeks for a project)

PLAN FOR THE STUDY

Here in project chapters’ deal with following topics.
Chapter 1 explains about the Introduction Objectives of the study, Scope of
the study, Methodology of the study, Limitations of the study, Need and
Importance of the study.
Chapter 2 Explains about Industry profile and company profile.
Chapter 3 Explains about the conceptual frame work about the industrial
Performance Appraisal.
Chapter 4 Explains about the data analysis and interpretations. This is taken
from INDIA INFOLINE Ltd. workers.
Chapter 5 Explains about the Findings, conclusion, recommendations and
suggestions for INDIA INFOLINE Ltd. workers.
Project also contains the annexure which contains of questionnaire and
bibliography.

Summary: -
Recruitment and selection process is a key role of Human Resource Department
of any organization. Recruitment is the process concerned with the identification
of sources from where the personnel can be employed and motivating them to
offer themselves for employment. Selection can be conceptualized in terms of
either choosing the fit candidates, or rejecting the unfit candidates, or a
combination of both. At this stage, it is worthwhile to understand difference
between recruitment and selection as both these terms are often used together
or sometimes interchangeably. This process used To attract highly qualified
individuals, provide an equal opportunity for potential candidates to apply for
vacancies, systematically collect information about to meet the requirements of
the advertised position, select a candidate that will be successful in performing
the tasks and meeting the responsibilities of the position, To engage in hiring
activities that will result in eliminating the under utilization of women and
minorities in particular departments.

Findings
 Most of the employees are satisfied with the recruitment and
selection process initiated by the company.
 Most of the employees are satisfied with the Induction process they
receive in the company.
 Most of the employees’ think that their training needs are well aligned
with their job profile.
 Employees feel that the Induction programs are carefully designed
and appropriately match with the expectation of the new joinee.
 Employees are happy with the Recruitment evaluation rounds
adopted by the company.

Recommendations
 INDIA INFOLINE Ltd. should recruit more technical and qualified
candidates for their required job.
 More emphasis should be laid on the practical aspects of
recruitment and selection.
 Recruitment and selection process should be fair without any
personal biases.
 Employee reference scheme can be effectively used as a means in
recruitment and selection.
 Psycho metric test and competency mapping can be effectively
used.