A

PROJECT REPORT
ON

STUDY ON RECRUITMENT AND SELECTION PROCESS

SUBMITTED TO
SAVITRIBAI PHULE PUNE UNIVERSITY

SUBMITTED BY
Shruti Kulkarni

UNDER GUIDANCE OF
DR. PRIYANKA MISHRA

DR. D. Y. PATIL FOUNDATION'S

DR. D.Y. PATIL INSTITUTE OF MANAGEMENT STUDIES
AKURDI, PUNE-411044
 DECLARATION

I hereby declare that the report entitled 'A study on recruitment and selection process in
Emerson Export Engineering Centre
I further declare that this project report is submitted as per requirement of MBA curriculum, is
my original work ad based on my findings during the work.
This project report would not be submitted for any other degree in further and no other person
will be allowed to copy from this project.
If I am found to be guilty of not fulfilling any of the above promises, my submission can be
declared invalid and college has the right to reject the project.

Date:
Place: Pune Shruti Kulkarni
 ACKNOWLEDGMENT

This work has been helped by several people. It is not possible to acknowledge all the people
who helped me throughout the writing of this dissertation. However, I would first thank the
almighty God for his guidance throughout my studies and making me who I am today.
I take this opportunity to thank our Director Dr. Ashutosh Misal for giving us this splendid
opportunity to do our project and also providing us with the necessary facilities for its successful
completion.

I would like to express my profound gratitude to my external project guide, Dr.

Priyanka Mishra who gave me this opportunity to explore my professional skills in the field of
Human Resource. She always had the answers to my queries. Their constant review and valuable
Suggestions throughout the project were highly commendable.

A special word of thanks also goes to all the teaching and non-teaching staff of my institute and
my friends.

Last but not least, I thank all those who are not named here but have helped me in completing.
this project.
Sr. No. Topic Page Number

1. Introduction of topic

1.2 Objectives

1.3 Scope of the study

2. Literature review

3. Research Methodology

3.1 Data Collection

3.2 Data Source

3.3 Sample size

3.4 limitation

4. Data analysis, Interpretation

5. Suggestion and conclusion

6. Bibliography

8. Annex

CONTENTS
 CHAPTER 1
INTRODUCTION

INTRODUCTION

Recruitment and selection are two important human resource management roles. The
The recruiting function theoretically takes precedence over the selection method. This involves
identifying, cultivating and encouraging prospective workers to apply for employment within
an organization. Selection is the method of selecting the most suitable candidate for the job.
Recruitment is the first stage in the process that starts with selection and ends with candidate.
 Placement. Recruitment enables the procurement of the number and types of people required.
to ensure that the organizations continue to work. Recruitment seeks possible candidates for
real or expected organizational vacancies, thereby serving as a link in connecting people with jobs and
seating positions together. The recruitment aims to define sufficient manpower to meet job
requirements and work specifications. On the other hand, selection is the most critical role of
personnel administration in collecting accurate information about the applicant. The aim of
the selection process is to decide if the prospective applicant has the qualification for the
For a particular job, it is a long process. It starts with the interview and ends with the contract.
employment.

According to Edwin B Flippo

Recruitment as 'the process of searching for prospective employees and stimulating
them to apply for the jobs in the organization.

According to Yoder
Recruitment is a process to discover the sources of manpower to meet the
Requirement of the staffing schedule and to implement effective measures to attract that.
manpower in adequate number to facilitate effective selection of an effective workforce.

According to the Business Dictionary

Employee selection as the 'process of interviewing and evaluating candidates for a
specific job and selecting an individual for employment based on certain criteria.
Selection is defined as the process of differentiating between applicants in order to
identify those with a greater likelihood of success in a job. Selection is basically picking an
applicant from (a pool of applicants) who has the appropriate qualification and competency to
do the job.

Importance of the Selection Process

Proper employee selection and positioning contribute to the company's growth and development.
Similarly, the company can only be as successful as its employees' capabilities.
The recruiting of qualified and professional workers helps in the speedy achievement of
company objectives.
Industrial incidents dramatically decrease in numbers as the right skilled workers are working for
the right jobs.

Once people get jobs they're good at, it generates a sense of satisfaction for them and thus
increases their productivity and quality of work.

People who are content with their work also tend to be strongly moralized and driven to do
better.
Selection Process
Definition: The Selection is a process of picking the right candidate with prerequisite.
qualifications and capabilities to fill the jobs in the organization.

The selection process is very lengthy and complicated because it requires a number of steps.
before the final selection is made. The selection process can vary from industry to industry, firm
to company and even department to department. Every company designs the selection process,
taking into account the urgency of recruiting people and the preconditions for the job vacancy.

Selection Process
The selection procedure comprises of the following systematic steps:
selection process-final:

Preliminary Interview

Receiving application

Screening of application

Employment Test

Interview

Reference Checking

Medical Examination

Final Selection

Preliminary interview: The preliminary interview is often known as a screening interview in

which all applicants who do not meet the minimum eligibility requirements as required by the
company are excluded from the further selection process.
Here the individuals are tested for their academic credentials, skill sets, family histories and
interest in working with the business. The preliminary interview is less formal, and is generally
done to get rid of the unsuitable applicants before continuing with a full selection process.
Receiving Applications: When the applicant applies for the preliminary interview he is expected
to fill in the specified format in the application form. This application includes details about the
applicants such as age, education, experience, etc. This knowledge lets the interviewer get the
candidate's fair understanding and formulate questions in order to collect more knowledge about
him.
Screening Applications: After the applications have been submitted, they will be reviewed by
the screening committee, which will then compile a list of applicants they deem suitable for
interviews with. The requirements for the shortlisting may be an individual's age, sex, ability,
experience. When the list is drawn up, eligible applicants are invited for the interview either by
registered mail or by e-mail.
Employment Tests: Numerous assessments are performed to evaluate an individual's
intellectual capacity and ability set. Types include intelligence testing, aptitude testing, interest
testing, psychological testing, personality testing, etc. Such assessments are performed to
determine the candidate's suitability for the job.
Job interview: The one is conducted in one session with the candidate in order to obtain more.
information about him. There, the interviewer asks the candidate questions in order to find out
More about him and to show him the exact image of the kind of job he is expected to do.
Often, the briefing is conducted on other corporate practices, which is vital to job efficiency.
It is easier for the employer to understand the candidate's expectations from the job during an
interview, and its communication skills along with the level of confidence can also be tested at
this point.
Checking References: The firms usually ask for the references from the candidate to cross
check the authenticity of the information provided by him. These references could be from the
education institute from where the candidate has completed his studies or from his previous
employment where he was formerly engaged. These references are checked to know the conduct
and behavior of an individual and also his potential of learning new jobs.
Medical Examination: Here the physical and mental fitness of the candidate are checked to
ensure that he is capable of performing the job. In some organizations, the medical examination
is done at the very beginning of the selection process while in some cases it is done after the final
selection.
Thus, this stage is not rigid and can take place anywhere in the process. The medical examination
is an important step in the selection process as it helps in ascertaining the applicant’s physical
ability to fulfill the job requirements.

Final Selection: Finally, the candidate who qualifies all the rounds of a selection process is
given the appointment letter to join the firm.
Thus, the selection is complex and a lengthy process as it involves several stages than an
An individual has to qualify before getting finally selected for the job.

OBJECTIVES:
 The primary objective of the study is to analyze the process of Recruitment and
Selection.
2. To present the conceptual framework related to recruitment and selection.
3. To observe the procedure to select the candidates from internal as well as from external
sources.
4. To find out the various recruitment sources used by the selected industry.
5. To study the employee satisfaction level with the existing recruitment policy.
6. To study the stages of the selection procedure.
7. To find the reasons for accepting the offer.
8. To evaluate and analyze the effectiveness of recruitment and selection policies,
9. To suggest appropriate measures for improving the recruitment and selection process.

NEED FOR THE STUDY:

This study was carried out in order to find-

The recruitment process activity carried out for various client companies. Analyze the
satisfaction of the company on the recruitment process

SCOPE OF STUDY:
To the researcher, the advantage of the study is that it has helped acquire expertise and
experience, and has also provided the ability to learn and appreciate the recruitment processes
that are prevalent.
The key points of my research study are:

Knowing and evaluating different HR variables including contractor recruitment procedures.

•Suggest any measures / recommendations to strengthen the recruiting processes
 CHAPTER 2
LITERATURE REVIEW

REVIEW OF LITERATURE:

In the past two decades, many organizations across the globe have realized the importance of human
resources and have shown great concern towards their internal customers by investing in a big
way for their growth and development. In the liberalized economy, Indian organizations are also
learning to compete locally as well as globally but most of the Indian organizations have been
exploiting only a part of their inherent potential. The main reason behind it is that they have
failed to tap the actual potential. People are the greatest asset to a company; it is they who can
give the strategic advantage to an organization. So there is a dire need on the part of Indian
organizations to take initiatives to find out the root cause of the gap in corporate growth, goals,
business strategies and employee's ambitions and job satisfaction. The first and foremost
condition to run an organization successfully in a competitive environment is to devise an
efficacious and productive performance management system to manage the performance of the
employees in a meaningful manner. How to improve HR practices so as to make them
compatible with global standards is a question that needs
a great deal of research and analysis. Many scholars and experts have contributed their ideas and
views in terms of articles, research papers, etc. Some of the works reviewed are mentioned
hereunder:
John T. Delaney and Mark A. Huselid (1996), In 590 for-profit and nonprofit firms from the
In the National Organizations Survey, we found positive associations between human resources.
management (HRM) practices, such as training and staffing selectivity, and perceptual firm
performance measures. Results also suggest methodological issues for consideration in
examinations of the relationship between HRM systems and firm performance.
Raymond J. Stone (2005) in the fifth edition of his book Human Resource Management defines
recruitment as the process of 'seeking and attracting a pool of applicants from which qualified
candidates for job vacancies within an organization can be selected.
According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organization." (1979)
Recruitment is an activity that links the employers and the job seekers. So we can say that
Recruitment is a process of finding and attracting capable applicants for employment.
process begins when new recruits are sought and ends when their applications are submitted.
The result is a pool of applications from which new employees are selected.
In simple terms, recruitment is understood as the process of searching for and obtaining
applicants for jobs, from among whom the right people can be selected.
Though, theoretically, the recruitment process is said to end with the receipt of applications, in
practice the activity extends to the screening of applications so as to eliminate those who are not
qualified for the job.
 CHAPTER 3
RESEARCH METHODOLOGY

Research Methodology
Research methodology is a method to solve the research problem systematically. It involves
gathering data, use of statistical techniques, interpretations and drawing conclusions about
research data. Keeping in view the objectives of the study, data is collected from the following
sources. Sources of Data are

Data Collection
Data refers to a collection of organized information, usually the results of experience,
observation or experiment, or a set of premises. This may consist of numbers, words, or images,
particularly as measurements or observations of a set of variables.

Data Sources
There are two types of data sources available to the research processes.
1. Primary data.
2. Secondary data.

Primary Data:-
The primary data is collected by using primary methods such as questionnaires, interviews,
observations
For this study, questionnaires are used to collect primary data from the employees of Emerson.

Secondary Data:-
Secondary data is collected from various journals, books, websites, government reports, news.
papers, and other research reports.

Sample Size
The sample is selected on the basis of random sampling technique drawn from Emerson.
A sample of 150 employees is selected and analysis has been done by questionnaire.

LIMITATIONS OF THE STUDY

Due to the time constraint, accurate collection of data from employees is difficult.
Employee busy schedule often worked to a degree.
There is a chance for bias in the information given by the respondents.
The analysis was sample dependent and thus the findings were not absolutely absolute.
 CHAPTER 4
DATA ANALYSIS AND
INTERPRETATION

DATA ANALYSIS
Table 1 shows analysis about the source of recruitment followed in Emerson:

Particulars Number of Respondents

External 30
Internal 20
Both 100
Total 150
 No. of Respondents
160

140 150

120

100
100
80

60

40

20 30
20
0
External Internal Both Total

Interpretation:
From the above table and graph it is observed that 30 respondents have agreed that the company
is following external recruitment sources and 20 respondents have acknowledged that their
The company is following internal recruitment sources and 100 respondents have indicated that both
Internal and external recruitment sources are being followed by their company.

Table 2 shows analysis about the attributes taken into preference for recruitment and
selection procedure

Particulars No. of Respondents

 Experience 25
Qualification 50
Both 72
Other 3
Total 150

No. of Respondents
80

70 72
60

50
50
40

30

20 25

10

0 3
Experience Qualification Both Other

From the above table and graph, it is observed that 25 members expressed that their company
gives preference to experienced candidates. 50 members expressed that their company gives
preference to qualified candidates. 72 members expressed that their company is giving
preference to both experience and qualification candidates and three members are accepted that
their company gives preference to other criteria.

Table 3 shows an analysis about the main sources of selection:

Particulars Number of Respondents

Written Tests 30
Aptitude Test 25
Interview 50
All the above 45
Total 150
 Number of Respondents

20% Written Tests

30% Aptitude Test
Interview
All the above
17%

33%

Interpretation:
From the above table, it is observed that 30 members of the total respondents have expressed that,
Their company is conducting written tests; 25 members of the total respondents have expressed.
that, their company is following group discussions, 50 members of the total respondents have
expressed that their company is conducting an interview, 45 members of the total respondents have
expressed that their company is following all the above tests as the main source of selection

Table 4 shows an analysis about the period of recruitment of your organization.

Particulars Number of Respondents

Quarterly 0
Half-Yearly 32
Annually 41
 When we required 77
Total 150

No. of Respondents
90
80 77
70
60
50
41
40
32
30
20
10
0
0
Quarterly Half-Yearly Annually When we required

Interpretation:
From the above table it is observed that 32 members of total respondents have expressed that the
company recruits employees biannually, 41 members of total respondents have expressed that
company recruit employees annually, and 77 members of total respondents have expressed that
The company recruits employees whenever they are required.

Table 5 is an analysis of the types of recruitment sources used by the organization.

Particulars Number of Respondents

Job Portals 45
Newspaper sources 10
 Campus recruitment 40
Employee referral 30
Consultancies 25
Total 150

No. of Respondents
50
45
40
35
30
25
20
15
10
5
0
Job Portals Newspaper Campus Employee Consultancies
sources recruitment referral

Interpretation:
From the above bar diagram, we can understand that 45 members of total respondents are
attended the recruitment in their respective organizations is through newspapers, 40 members of
Total respondents attended the recruitment in their respective organizations by campus.
Recruitment, 25 members of the total respondents attended the recruitment in their respective areas.
organizations through consultancies, 30 members of total respondents have attended the
recruitment in their respective organizations through employee referral, 10 members of total
Respondents attended the recruitment in their respective organizations through job portals.

Table 6 shows an analysis about the stages followed in the selection procedure in the organization.

Particulars No. of Respondents

3 0
 4 0
As per candidate 40
As per the position in
110
organization
Total 150

Number of Respondents
120

100

80

60

40

20

0
3 4 As per candidate As per the position in
organization

Interpretation:
From the above table and graph, we can observe that 40 members of total respondents
expressed that the selection process in the organization is done according to the candidate, 110
members of total respondents expressed that, selection process in the organization is done as per
the position in their organization

Table 7 shows an analysis about the reason for accepting the offer in the organization.

Particulars Number of Respondents

Relocation 20
Relation with employer 15
Decent salary 50
 Opportunities for growth 20
Job security 25
Identification with the
20
company
Total 150

Number of Respondents

Relocation
13% 13% Relationship with employer
Decent salary
10% Opportunities for growth
17% Job security
Identification with the
company
13%
33%

Interpretation:
From the above graph, we can understand that 20 members of total respondents are selected this
organization for relocation, 15 members of total respondents are selected this organization for the
Reason for relationship with employer, 50 members of the total respondents are selected.
organization for decent salary, 25 members of total respondents are selected this organization for
security, 20 members of total respondents are selected this organization for growth, 20 members
of total respondents are selected this organization for identification.

Table 8 shows an analysis about level of satisfaction with the present recruitment process
followed in your organization

Particulars Number of Respondents

Satisfied 75
 Highly satisfied 30

Dissatisfied 35

Highly dissatisfied 10

Total 150

No. of Respondents

7% Satisfied
Highly satisfied
23% Dissatisfied
50% Highly dissatisfied

20%

Interpretation:
From the above line chart, we can observe that 75 members of total respondents are satisfied.
with the present recruitment process followed in their organization 30 members of total
respondents are highly satisfied with the present recruitment process, 35 members of total
respondents are dissatisfied with the present recruitment process, 10 members of total
respondents are highly dissatisfied with the present recruitment process followed in their
organization.
Do you agree that a good recruitment policy plays a key factor in the working of an
organization?

Particulars Number of Respondents

Strongly agree 90
 Agree 40
Disagree 20
Total 150

Number of Respondents
160

140

120

100

80

60

40

20

0
Strongly agree Agree Disagree Total

Interpretation:
From the above pie chart, we can observe that 90 members of the total respondents are strongly
Agreed that the good recruitment policy plays a key factor in the working of an organization.
members of total respondents agreed that a good recruitment policy plays a key factor in
the working of an organization 20 members of total respondents disagreed that the good
Recruitment policy plays a key factor in the working of an organization.

What kind of interview did you undergo?

Particulars Number of Respondents

 Formal and structured
Interview 100
Formal and unstructured
Interview 10
Stress interview 15
Board interview 25
Total 150

Number of Respondents
120

100

80

60

40

20

0
Formal and Formal and Stress interview Board interview
structured Interview unstructured
Interview

Interpretation:
From the above table and graph, we can observe that 100 members of the total respondents are
10 members of total respondents have undergone formal and structured interviews.
formal and unstructured interview, 15 members of total respondents have undergone stress
interview, and 25 members of total respondents have undergone board interview.

Table 11 shows an analysis of technological support for the process of recruitment

 Interview preferred Percentage
Personal 30
Telephone 43.33
video conference 23.33
Other 3.33

Percentage

3%
Personal
23% 30% telephonic
video conference
Other

43%

INTERPRETATION:
Most of the managers prefer personal interviews, while 44% prefer to conduct telephone interviews.
whereas only 23% goes for video conferencing and the remaining 3% adopt some other means of
interviews.
 CONCLUSION

CONCLUSION AND SUGGESTIONS

Recruitment and selection plays a critical role in every organisation. The study shows that
Emerson provided recruitment and selection procedure. The chosen industry's HR manager will
concentrate on finding the right individuals from other channels such as campus placements,
job.com, data banks, etc. The selection is made by assessing the expertise, experience and
abilities of the applicant that are highly needed in selected industries for the vacancies.
It is noted that the chosen sector has fulfilled all recruitment procedures. To empower
employees; the organization has intended to include monetary and non-monetary
benefits.
It is suggested that the organization will adopt the current recruitment and selection.
practices in the future as well
It is suggested that the organization will give equal priority to external sources such as
associations, references and databases in order to achieve the appropriate and needed
workers.
It is suggested that the organization, along with the experienced applicants, will promote
the fresher's based on their skills. It is suggested that the company have to adopt latest
interview techniques to recruit prospective employees.

FINDINGS
According to the survey taken, most of the management prefer telephonic interviews (44%).
than the personal interview (30%) and other form of interview (26%).
2. According to the collected data, the candidate has been sourced through the job portal (45%) more when
compared to Campus (40%) and candidate referral (30%)
3. According to the research, most of the executives prefer telephonic (43.33%), whereas 30%
Prefer personal interview and only 23.33% go for video conference to select a candidate.
60% of the respondents agree that a good recruitment policy plays a key factor in the working
of an organization.
50% of the respondents are satisfied with the present recruitment process followed in
Emerson.
34% of the respondents accept the offer of the organization for a decent salary.

BIBLIOGRAPHY
Website:
The provided text is a URL and cannot be translated.
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