PROJECT REPORT

A PROJECT REPORT ON RECRUITMENT AND SELECTION IN MBD ALCHEMIE PVT. LTD.

Submitted in partial fulfillment of the requirement of Master of Business Administration, Distance Education, Institute of Management Technology, Ghaziabad

Submitted by:
SAKSHI ARORA Enrollment no.: 0621001630 Semester: PGDM VI (HR)

SESSION - July 2006 Directorate of Distance Education

Institute of Management Technology, Ghaziabad

ACKNOWLEDGEMENT
The present work is an effort to throw some light on Recruitment and Selection procedure in MBD Alchemie. The work would not have been possible to come to the present shape without the able guidance, supervision, assistance, inspiration and cooperation from number of people. With deep sense of gratitude I acknowledged the encouragement and guidance received by my Project Guide Mr. Atul Kumar Saxena (Manager HR & Admin, MBD Alchemie Pvt. Ltd.) who was very generous in giving me this opportunity to work under in his valuable guidance. He has been a constant guiding force and source of illumination for me. It entirely goes to his credit that this project has attained its final shape. I would like to thank him for his valuable advice and guidance.

Further I would thank all the staff members of HR division who have been very courteous in providing all other information about company and its product. I am also thankful to all the respondents who spared their valuable time for filling up the questionnaire and helped me out with this project.

I convey my heartful affection to all those people who helped and supported me during course, for completion of my Project Report.

SAKSHI ARORA

EXECUTIVE SUMMARY
This project focuses on Procedure adopted for Recruitment and Selection at MBD Alchemie Pvt. Ltd., New Delhi point of view. The organization has to be more responsive to the changing scenario and latest trends in recruitments and then of section process. Organizational capabilities need improvement through continuous updating of technology, involving latest trends and methodologies used for Recruitment and Selection of candidates, formulating recruitment policy and in designing an effective HR Plan as any failure in HR Planning will be a limiting factor in achieving the objectives of the organization. Objectives in the present day of stiff challenge from competitive market, it is ongoing process which requires proper identification of organizational manpower requirement and also ways of hiring the efficient and right person at the right time. The scope of the project was to collect data from the selected employees of company, analyze the significance of the data and the conclusion. The project starts with the general introduction to what Recruitment and Selection is all about. Then comes the Company Profile. It consists of an introduction about the organization. Here we have stated the history of the organization, its vision, mission, objectives, products and capabilities of the organization. The project provides me excellent opportunity to correlate my theoretical learning with the ground realities of the industry and the market.

To accomplish the above, around 25 employees were surveyed and interviewed. The core purpose of the survey was to find out employees perspective towards the Recruitment and Selection process in the organization. In conclusion, this project will

enable one to understand the concept of Recruitment and Selection process among the employees and simultaneously it will help the employer in practicing them. This report will also help to understand benefits and drawbacks of present process of the same.

TABLE OF CONTENTS

1.

INTRODUCTION i. About the Industry a) About E-Learning b) Features of E-Learning c) Benefits and drawbacks of E-Learning d) Benefits of E-Learning versus traditional classroom settings e) Goals of E-Learning f) Communication technologies used in E-Learning g) Technology in E-Learning h) Reusability, standards and learning objects i) Market of E-Learning j) E-Learning in India k) E-Learning scope in India l) Future of E-Learning in India m) E-Learning 2.0 ii. About the Company a) Introduction b) MBD Alchemie An overview c) Companys Vision d) Companys Mission e) Companys Methodology

2.

LITERATURE REVIEW i. Concept Recruitment

ii. iii. iv. v.

Recruitment needs Significance of recruitment Recruitment process Recruitment sources a) Internal sources b) External sources

vi. vii. viii. ix. x. xi. xii. xiii. xiv. xv. xvi. xvii. xviii. xix. xx. xxi. xxii. xxiii. xxiv. xxv. xxvi. xxvii.

Advantages and disadvantages of recruitment sources Factors affecting recruitment Recent trends in recruitment Concept Selection Outcomes of selection decision Selection process Difference between recruitment and selection HRD at MBD Alchemie Structure of HRD Recruitment and selection practices at MBD Alchemie Recruitment Policy Recruitment Strategy Recruitment sources of MBD Alchemie Skills set requirement Job levels in MBD Alchemie Recruitment for managerial positions Recruitment for senior and junior level positions Recruitment cycle time Selection process in MBD Alchemie Selection tests Types of employment interview Evaluation of selection programme

3.

PURPOSE OF RESEARCH STUDY i. ii. Research Objectives Scope of Study

4.

RESEARCH METHODOLOGY i. Research Design

ii. iii. iv. v. vi. vii. viii. 5. 6. 7. 8. 9. 10. 11.

Data Collection Sources Sampling method Sample size, area and unit Mode of analysis Tools applied Sample Design Limitations of the Research

DATA ANALYSIS AND INTERPRETATION FINDINGS LIMITATIONS RECOMMENDATIONS CONCLUSION BIBLIOGRAPHY ANNEXURE i. ii. Questionnaire Supporting documents

INTRODUCTION ABOUT THE INDUSTRY

INTRODUCTION TO INDUSTRY
MBD Alchemie is an online educational academy from the MBD group, Indias largest publishing house with over 4 decades of experience in publishing a repertoire of books in English and various Indian languages. MBD Groups publishing business includes books targeted at primary, middle and senior secondary school level, college level, reference books as well as medical, engineering and technical entrance books. MBD Alchemie, a pioneer project on e-learning in India is an endeavour to become Indias mass education offering through dissemination of high quality standardized content across the country. ABOUT - ELECTRONIC LEARNING E-learning is a very broad term. It is used to describe any type of learning environment that is computer enhanced. Electronic Learning (or e-Learning or eLearning) is a type of Technology supported education/learning (TSL) where the medium of instruction is through computer technology, particularly involving digital technologies. E-learning has been defined as "pedagogy empowered by digital technology". In some instances, no face- to- face interaction takes place. E-learning is used interchangeably in a wide variety of contexts. In companies, it refers to the strategies that use the company network to deliver training courses to employees. In the United States, it is defined as a planned teaching/learning experience that uses a wide spectrum of technologies, mainly Internet or computer-based, to reach learners. Lately in most Universities, e-learning is used to define a specific mode to attend a course or programmes of study where the students rarely, if ever, attend face-to-face for on-campus access to educational facilities, because they study online.

FEATURES OF E-LEARNING

Learning is self-paced and gives students a chance to speed up or slow down as necessary. Learning is self-directed, allowing students to choose content and tools appropriate to their differing interests, needs, and skill levels. Accommodates multiple learning styles using a variety of delivery methods geared to different learners; more effective for certain learners. Designed around the learner. Geographical barriers are eliminated, opening up broader education options. 24/7 accessibility makes scheduling easy and allows a greater number of people to attend classes. On-demand access means learning can happen precisely when needed. Travel time and associated costs (parking, fuel, and vehicle maintenance) are reduced or eliminated. Overall student costs are frequently less (tuition, residence, food, child care). Potentially lower costs for companies needing training, and for the providers. Fosters greater student interaction and collaboration. Fosters greater student/instructor contact. Enhances computer and Internet skills. Draws upon hundreds of years of established pedagogical principles. Has the attention of every major university in the world, most with their own online degrees, certificates, and individual courses.

BENEFITS AND DRAWBACKS OF E-LEARNING Advantages of e-Learning to the Trainer or Organization

Some of the most outstanding advantages to the trainer or organization are: Reduced overall cost is the single most influential factor in adopting e-learning.

The elimination of costs associated with instructor's salaries, meeting room rentals, and student travel, lodging, and meals are directly quantifiable. The reduction of time spent away from the job by employees may be the most positive offshoot. Learning times reduced, an average of 40 to 60 percent, as found by Brandon Hall (Web-based Training Cookbook, 1997, p. 108). Increased retention and application to the job averages an increase of 25 percent

over traditional methods, according to an independent study by J.D. Fletcher (Multimedia Review, Spring 1991, pp.33-42). Consistent delivery of content is possible with asynchronous, self-paced e-

learning. Expert knowledge is communicated, but more importantly captured, with good e-

learning and knowledge management systems. Proof of completion and certification, essential elements of training initiatives, can

be automated. Advantages to the Learner Along with the increased retention, reduced learning time, and other aforementioned benefits to students, particular advantages of e-learning include: On-demand availability enables students to complete training conveniently at off-

hours or from home. Self-pacing for slow or quick learners reduces stress and increases satisfaction. Interactivity engages users, pushing them rather than pulling them through

training.

Confidence that refresher or quick reference materials are available reduces

burden of responsibility of mastery. Disadvantages to the Trainer or Organization E-learning is not, however, the be all and end all to every training need. It does have limitations, among them: Up-front investment required of an e-learning solution is larger due to

development costs. Budgets and cash flows will need to be negotiated. Technology issues that play a factor include whether the existing technology

infrastructure can accomplish the training goals, whether additional tech expenditures can be justified, and whether compatibility of all software and hardware can be achieved. Inappropriate content for e-learning may exist according to some experts, though

are limited in number. Even the acquisition of skills that involve complex physical/motor or emotional components (for example, juggling or mediation) can be augmented with e-learning. Cultural acceptance is an issue in organizations where student demographics and

psychographics may predispose them against using computers at all, let alone for elearning. Disadvantages to the Learner The ways in which e-learning may not excel over other training include: Technology issues of the learners are most commonly technophobia and

unavailability of required technologies. Portability of training has become strength of e-learning with the proliferation of

network linking points, notebook computers, PDAs, and mobile phones, but still does not rival that of printed workbooks or reference material.

Reduced social and cultural interaction can be a drawback. The impersonality,

suppression of communication mechanisms such as body language, and elimination of peer-to-peer learning that are part of this potential disadvantage are lessening with advances in communications technologies.

BENEFITS OF E-LEARNING VERSUS TRADTIONAL CLASSROOM SETTINGS E-Learning can provide for major benefits for the organizations and individuals involved. Reducing environmental impact:

E-Learning allows people to avoid travel, thus reducing the overall carbon output. The fact that it takes place in a virtual environment also allows some reduction of paper usage. With virtual notes instead of paper notes and online assessments instead of paper assessments, eLearning is a more environmentally friendly solution. Quality education, made affordable:

The fact that instructors of the highest caliber can share their knowledge across borders allows students to attend courses across physical, political, and economic boundaries. Recognized experts have the opportunity of making information available internationally, to anyone interested at minimum costs. This can drastically reduce the costs of higher education, making it much more affordable and accessible to the masses. An internet connection, a computer, and a projector would allow an entire classroom in a third world university to benefit from the knowledge of an opinion leader. Convenience and flexibility to learners:

In many contexts, eLearning is self-paced and the learning sessions are available 24x7. Learners are not bound to a specific day/time to physically attend classes. They can also pause learning sessions at their convenience.

GOALS OF E-LEARNING E-Learning lessons are generally designed to guide students through information or to help students perform in specific tasks. Information based e-Learning content communicates information to the student. Examples include content that distributes the history or facts related to a service, company, or product. In information-based content, there is no specific skill to be learned. In performance-based content, the lessons build off of a procedural skill in which the student is expected to increase proficiency. 1. Computer-based learning: Computer Based Learning, sometimes abbreviated to CBL, refers to the use of computers as a key component of the educational environment. While this can refer to the use of computers in a classroom, the term more broadly refers to a structured environment in which computers are used for teaching purposes. 2. Computer-based training

Computer-based training (CBT) services are where a student learns by executing special training programs on a computer relating to their occupation. CBT is especially effective for training people to use computer applications because the CBT program can be integrated with the applications so that students can practice using the application as they learn. Many PC applications now come with some modest form of CBT, often called a tutorial. Web-based training (WBT) is a type of training that is similar to CBT; however, it is delivered over the Internet using a web browser. Web-based training frequently includes interactive methods, such as bulletin boards, chat rooms, instant messaging, videoconferencing, and discussion threads. 3. Computer-supported collaborative learning (CSCL)

"Computer-supported collaborative learning (CSCL) is one of the most promising innovations to improve teaching and learning with the help of modern information and communication technology. Collaborative or group learning refers to instructional methods whereby students are encouraged or required to work together on learning tasks.

4.

Pedagogical elements

Pedagogical elements are an attempt to define structures or units of educational material. For example, this could be a lesson, an assignment, a multiple choice question, a quiz, a discussion group or a case study. When beginning to create e-Learning content, the pedagogical approaches need to be evaluated. Simple pedagogical approaches make it easy to create content, but lack flexibility, richness and downstream functionality. On the other hand, complex pedagogical approaches can be difficult to set up and slow to develop, though they have the potential to provide more engaging learning experiences for students.

COMMUNICATION TECHNOLOGIES USED IN E-LEARNING Communication technologies are generally categorized as asynchronous or synchronous. Asynchronous activities use technologies such as blogs, wikis, and discussion boards. The idea here is that participants may engage in the exchange of ideas or information without the dependency of other participants involvement at the same time. Electronic mail (Email) is also asynchronous in that mail can be sent or received without having both the participants involvement at the same time. Synchronous activities involve the exchange of ideas and information with one or more participants during the same period of time. A face to face discussion is an example of synchronous communications. Synchronous activities occur with all participants joining in at once, as with an online chat session or a virtual classroom or meeting. Virtual classrooms and meetings can often use a mix of communication technologies. TECHNOLOGY IN LEARNING Along with the terms learning technology, instructional technology, and Educational Technology, the term is generally used to refer to the use of technology in learning in a much broader sense than the computer-based training or Computer Aided Instruction of the 1980s. It is also broader than the terms Online Learning or Online Education which generally refer to purely web-based learning. E-learning, however,

also has implications beyond just the technology and refers to the actual learning that takes place using these systems. E-learning is naturally suited to distance learning and flexible learning, but can also be used in conjunction with face-to-face teaching, in which case the term Blended learning is commonly used. E-Learning pioneer Bernard Luskin argues that the "E" must be understood to have broad meaning if e-Learning is to be effective. Luskin says that the "e" should be interpreted to mean exciting, energetic, enthusiastic, emotional, extended, excellent, and educational in addition to "electronic" that is a traditional national interpretation. E-Learning can also refer to educational web sites such as those offering learning scenarios, worksheets and interactive exercises for children. The term is also used extensively in the business sector where it generally refers to cost-effective online training.

REUSABILITY, STANDARDS AND LEARNING OBJECTS Much effort has been put into the technical reuse of electronically-based teaching materials and in particular creating or re-using Learning Objects. These are self contained units that are properly tagged with keywords, or other metadata, and often stored in an XML file format. A common standard format for e-learning content is SCORM whilst other specifications allow for the transporting of "learning objects" (Schools Interoperability Framework) or categorizing metadata (LOM). These standards themselves are early in the maturity process with the oldest being 8 years old.

MARKET OF E-LEARNING The worldwide e-learning industry is estimated to be worth over thirty-eight (38) billion euros according to conservative estimates; although in the European Union only about 20% of e-learning products are produced within the common market. Developments in internet and multimedia technologies are the basic enabler of e-

learning, with content, technologies and services being identified as the three key sectors of the e-learning industry. E-Learning is a catch-all term that covers a wide range of instructional material that can be delivered on a CD-ROM or DVD, over a local area network (LAN), or on the Internet.

E-LEARNING IN INDIA E-learning in India is gaining prominence slowly, but indeed steadily. This is due to the fact that more than half the population of India today is below 25 years of age and the number of Internet users is growing continuously. The tremendous growth of the economy in the recent past has also helped in the growth of online education in India. E-learning in India is especially popular with the young professionals who have joined the work force quite early but still would like to continue their education that may help them move up their career ladder quickly and safely. They find online education in India very convenient, as the nature of the course work does not require them to attend regular classes. Moreover reputed institutes like Indian Institute of Management, Indian Institute of Technology, Indian Institute of Foreign Trade is today offering e-learning courses. Thus e-learning in India makes it possible for the learners to pursue their education from reputed institutes without much hassle.

E-LEARNING SCOPE IN INDIA The scope of online education in India is actually much wider. Apart from proper course works, some E-learning portals in India are also conducting mock tests for various competitive examinations like engineering, medical, management etc. The online educations solutions, apart from providing various courses, set up a Jobs and Careers Centre (JCC), which, not only provides job-oriented vocational education in a variety of domains, but also provides career enriching courses via eLearning. They also offer Live Virtual Classroom connectivity to over 175 cities across India. Some E-learning portals in India are also providing tutorials for school students. Thus the reach of E-learning in India has expanded from adults to teenagers. The future of E-learning industry seems to be very bright in India as number of Internet users is growing in the country at quite a satisfactory pace and

more and more reputed players are showing their interest in the e-learning business. In fact, if prices of computers become affordable and Internet speed becomes tolerable, e- learning can work wonders for the country. FUTURE OF E-LEARNING IN INDIA Although e-learning has potential in India, adoption has been slow and will need a major marketing and awareness effort. E-LEARNING 2.0 The term e-Learning 2.0 is used to refer to new ways of thinking about e-learning inspired by the emergence of Web 2.0. From an e-Learning 2.0 perspective, conventional e-learning systems were based on instructional packets that were delivered to students using Internet technologies. The role of the student consisted in learning from the readings and preparing assignments. The first 10 years of e-learning (e-learning 1.0) was focused on using the internet to replicate the instructor-led experience. Content was designed to lead a learner through the content, providing a wide and ever-increasing set of interactions, experiences, assessments, and simulations. E-learning 2.0, by contrast (patterned after Web 2.0) is built around collaboration. E-learning 2.0 assumes that knowledge (as meaning and understanding) is socially constructed. Learning takes place through conversations about content and grounded interaction about problems and actions. Advocates of social learning claim that one of the best ways to learn something is to teach it to others.

INTRODUCTION ABOUT THE COMPANY

COMPANY PROFILE
MBD Alchemie is an online educational academy from the MBD group, Indias largest publishing house with over 4 decades of experience in publishing a repertoire of books in English and various Indian languages. MBD Groups publishing business includes books targeted at primary, middle and senior secondary school level, college level, reference books as well as medical, engineering and technical entrance books. The MBD Group is Indias largest Publishing House with more than 3 decades of experience. The MBD Group under futuristic vision of Mr. A.K. Malhotra, Chairman and Managing Director, has diversified into various industries including Paper Manufacturing, Hospitality, Real Estate, Mall Development and Management and Web bases online interactive academy. It is only publishing house in India with complete background and forward integration right from self owned paper manufacturing unit to editing, designing, type-setting, offset printing, binding and finally reaching the readers through its own distribution network with more than 32 branch offices all across India. MBD Group has nearly 3,000 employees, a network of around 1,000 distributors and 10,000 booksellers, across the country. FOR EACH LITEREATE PERSON, THERE IS AN MBD PUBLICATION.

It is the only group which publishes books for all classes, all subjects, in all languages, all educational boards in India and in most of the major languages spoken worldwide. MBD also prints technical books and childrens books under various imprints poplar in India as well as abroad. There are more than 8,000 titles currently under the MBD Brand and are increasing everyday. MBD also publishes and exports books to Europe and South Asian Countries. Some of its major clients are in USA, UK, Canada, Mexico, Spain, Russia, South Africa, Sri Lanka, Gulf Countries, Nepal and Bangladesh amongst others. PUBLISHING PARTS OF MBD GROUP Holyfaith Holy faith began an era of well-researched and well-designed children's books. Holy faith books on various subjects for Nursery to 10th class are distinctly known for their unique content and eye-catching illustrations. Conceived and produced by educationists and child psychologists of repute, Holy faith books bear a stamp of authenticity. Scientifically designed Holy faith books are available not just on regular subjects like English, Hindi, Sanskrit, Maths, Social Studies, General Science, Moral Science and General Knowledge but also on Indian Music, Physical Education, Socially Useful Productive Works and Arts & craft in a simple, Understandable language. Holy faith books are available in all regional language i.e. Tamil, Telugu, Bengali, Punjabi, Kannada, Oriya, Malayalam, Gujarati, Marathi, Urdu etc. Creative Publishers Creative is demarcated as the economy brand of the group. Available in all subjects and languages, the books are printed in two colors primarily to bring it within the reach of all. MBD International

MBD international has made headway into the export market in a big way. The Wide range comprises of innovative books having educational as well as recreational values. Modern Publishers Textbooks by Modern publishers cater to the Needs of students at the 10+2 level. All the books strictly cover the syllabus prescribed by the CBSE and is based on the pattern laid down by NCERT. Modern & S. Competitive Series bring out books on Physics, Chemistry, Biology and Mathematics, which are useful for different competitive examinations, held by various universities/institutions. Fully solved previous years papers and questions likely to be set in forthcoming examinations are included in all the books for a complete study of the relevant subjects The Group has successfully established itself in the HOSPITALITY INDUSTRY through its maiden venture, The Radisson MBD Hotel, Noida. The Radisson MBD Hotel, Noida is fully owned and managed by the MBD Group and is the first five star hotel in Noida. The Group is also establishing its own FOOD COURT brand under the name of Gigabite, re-defining the very concept of the Food Court, as we know of it today. Besides, the latest feather in the cap is the e-learning venture of the Group MBD ALCHEMIE that aims to ignite excellence in education. This academic portal is all set to revolutionize the educational system. It is a web based learning system, an interactive affordable online academy, which allows self paced learning to the student to study at any time and any place. The student gets the access to standardized content and the performance of each student is evaluated among students all across the country.

 MBD Groups existing and ongoing projects are FIVE STAR HOTEL, SHOPPING MALLS and MULTIPLEXES that include MBD NEOPOLIS in Ludhiana and Jalandhar, MBD Zephyr in Bangalore.

MBD ALCHEMIE AN OVERVIEW MBD Alchemie is owned and directed by Mrs. Monica Malhotra Kandhari. It is incorporated on 3rd June 07. MBD Alchemie, a pioneer project on e-learning in India is an endeavour to become Indias mass education offering through dissemination of high quality standardized content across the country. MBD Alchemie has made an initial investment of Rs.20crores to create a simple Graphic User Interface and an excellent Proprietary Learning Management System to act as the perfect front-end and backend for the delivery of its content. The biggest strength of MBD over the past 4 decades has been the quality of their content, MBD Alchemie carries forward the tradition and its content and courses have been developed in consultation with the best brains in the country. In the initial phase, MBD Alchemie has introduced courses for students of class 10 th and 12th of Central Board of Secondary Education and for AIEEE and AIPMT preparation. New courses on IIT-JEE, STATE CETs, and State Boards. MBD Alchemie courses are of varying duration, both short and long term, from 3 months to 2 years. It also offers a unique course TAD i.e. Test and Discussion, where the students will be given tests and then they have the option of discussing online the problem with the subject matter expert. With distinctive features like personalized coaching including self paced learning mechanism, self test tool, extensive self-education, online problem solving facility; MBD Alchemie is highly interactive and the instructional interface is very simple. MBD Alchemie has tried and addresses one of the biggest reasons as to why the e-

learning experience has not taken off vis a vis the classroom experience which is instructor led by creating a Virtual Class Room where the student has access to subject matter experts which enables them to get the feel and confidence of instructor led training. Moving beyond a purely academic endeavour, MBD Alchemie, has recently announced its strategic partnership with IBM to launch its definitive knowledge portal. The emphasis is on creating an e-learning atmosphere that is targeted at all, and not limited to students of academia only. The focus will be on anybody seeking knowledge, be it formal education or learning on any topic for stakeholders like students, parents, teachers, institutions, corporate and govt.

COMPANYS VISION

For every literate person, there should be an MBD product.

To enter into engineering and medical entrance preparation domain. To help students prepare for CBSE X and XII boards. With our past profile of content provider, leverage technology to reach out to the smallest corner of India. Provide low cost standard content to masses. Tie-up with industry majors who have expertise in technology. To use our manpower and resources to optimum level. COMPANYS MISSION To impart education to students who dont have access to standardized quality content, as affordability of tuitions and access to resources are scarce. Provide a fair chance to average students who are unable to complete with others without being given a fair chance.

 Every student should have access to content, which is focused and helps the students to cover the learning skill gap of subjects. COMPANYS METHODOLOGY

Study

:-

Well explained chapter studies supported with Graphics, Animations and Voice Over.

Test

:-

Unlimited testing chapter wise scientifically designed question bank repository tutor support to solve tricky questions.

Evaluate

:-

Instant and explanatory solutions of difficult questions testing with instant evaluation.

Enhance

:-

Reference material to enhance proficiency in each chapter Proficiency enhancement through revisions.

LITERATURE REVIEW

CONCEPT RECRUITMENT

RECRUITMENTPlacing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME. Recruitment is a process of finding and attracting capable applicants for employment. The 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.

Recruitment is an important part of an organizations human resource planning and their competitive strength. HRP helps determine the number and type of people an organization needs. Job Analysis and Job Design specify the tasks and duties of jobs and the qualifications expected from prospective jobholders. Human Resource Planning Determine Recruitment and Selection needs

Job Analysis

HR Planning is the process (including forecasting, developing and controlling) by which a firm ensures that it has the right number of people and the right kind of people at the right time doing work for which they are economically most useful.

Job analysis may be understood as a process of studying and collecting information relating to the operations and responsibilities of a specific job. The immediate products of this analysis are job descriptions and job specification.

Job Description: Job description is a simple, concisely written statement explaining the contents and essential needs of a job and a summary of the duties to be performed. It gives a precise picture of features of each job in terms of task contents and occupational requirements. Job Specification: Job specification is a statement of the minimum acceptable human qualities necessary to perform a job satisfactorily. It translate the job description into terms of the human qualifications which are required for a successful performance of a job.

RECRUITMENT NEEDS ARE OF THREE TYPES Planned: i.e. the needs arising from changes in organization and retirement policy. Anticipated: Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.

 Unexpected: Resignation, deaths, accidents, illness give rise to unexpected needs.

PURPOSE AND IMPORTANCE OF RECRUITMENT Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organization. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants. RECRUITMENT PROCESS Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: 1) 2) 3) 4) Identify vacancy Prepare job description and person specification Advertising the vacancy Managing the response

5) 6) 7)

Short-listing Arrange interviews Conducting interview and decision making

Job Analysis Employee Requisition

Personnel Planning

To Selection

Job Vacancies

Recruitment Planning - Numbers - Types

Searching Activation Selling - Message - Media

Applicant Pool

Screening

Potential Hires

Strategy Development - Where - How - When

Applicant Population

Evaluation And Control

Recruitment Process
FACTORS AFFECTING RECRUITMENT Recruitment is naturally subject to influence of several factors. These include external as well internal forces.

Internal Factors
Recruitment Policy HRP Size of the firm Cost Growth and Expansion

External Factors
RECRUITMENT
Supply and demand Unemployment rate Labor market Political- Social Image

SOURCES OF RECRUITMENT Every organization has the option of choosing the candidates for its recruitment processes from TWO kinds of sources: internal and external sources. The sources within the organization itself to fill a position are known as the INTERNAL SOURCES of recruitment.

 Recruitment candidates from all the other sources are known as the EXTERNAL SOURCES of recruitment.

SOURCES OF RECRUITMENT

Internal Sources Transfers Promotions Upgrading Demotion Retired Employees Retrenched Employees Dependents and relatives of deceased employees

External Sources Press Advertisement Educational Institutes Placement Agencies / Outsourcing Employment Exchanges Labor Contractors Unsolicited applications Employee Referrals Recruitment at factory gate

COMPARATIVE ADVANTAGES AND DISADVANTAGES OF RECRUITMENT SOURCES

Advantages

Disadvantages INTERNAL RECRUITMENT

1 It is less costly. . 2 Candidates are already oriented . towards organization. 3 Organizations have better knowledge . about the internal candidates. 4 Enhancement of employee morale and . motivation. 5 Good performance is rewarded. .

It perpetuates the old concept of doing things. It abets raiding.

Candidates current work may be affected.

Politics play greater role.

Morale problem for those not promoted.

EXTERNAL RECRUITMENT 1 Benefits of new skills, new talents and . new experiences to organizations. Better morale and motivation associated with internal recruiting is denied to the organization.

2 Compliance with reservation policy . becomes easy. 3 Scope for resentment, jealousies and . heartburn are avoided. 4 It could help in injection of fresh . blood.

It is costly. Chances of creeping in false positive and false negative errors. Adjustment of new employees to the organizational culture takes longer time.

RECENT TRENDS IN RECRUITMENT The following trends are being seen in recruitment:

 Outsourcing In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organizations for their services.

Poaching / Raiding

Buying talent (rather than developing it) is the latest mantra being followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry.

E-Recruitment

Many big organizations use Internet as a source of recruitment. E- recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet.

CONCEPT - SELECTION It is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.

Once the recruiting effort has developed a pool of candidates, the next step in the HRM process is to determine who is best qualified for the job. This step is called the selection process. The enterprise decides whether to make a job offer and how attractive the offer should be. The job candidate decides whether the enterprise and the job offer fit his or her needs and personal goals. The process also seeks to predict which applicants will be successful if hired. Success, in this case, means performing well on the criteria the enterprise uses to evaluate employees.

OUTCOMES OF THE SELECTION DECISION Selection Decision Accept Job Performance Unsuccessful Successful Correct Decision Reject Reject Error

Accept Error

Correct Decision

Correct Selection Decisions are those where the candidate was predicted to be successful in advance and prove to be successful on the job. At times the applicant is predicted to be unsuccessful and, as expected, performs unsatisfactorily after getting

selected. While in the first case, the worker is successfully accepted; in the later the worker is successfully rejected. Errors arise when we reject a candidate who would have performed successfully on the job. This is termed as reject error. In certain situations a worker is accepted ultimately and performs unsatisfactorily. This is called accept error. SELECTION PROCESS Selection is a long process, commencing from the preliminary interview of the applicants and ending with the contract of employment.

SELECTION PROCESS

DIFFERENCE BETWEEN RECRUITMENT AND SELECTION

Difference between Recruitment and Selection S.No. Recruitment Recruitment is the process of 1 searching the candidates for employment and stimulating them to apply for jobs in the organization. The basic purpose of recruitments is to create a talent pool of candidates 2 to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization. Recruitment is a positive process i.e. 3 encouraging more and more employees to apply. Recruitment is concerned with 4 tapping the sources of human resources. Selection is a negative process as it involves rejection of the unsuitable candidates. Selection is concerned with selecting the most suitable candidate through various interviews and tests. The basic purpose of selection process is to choose the right candidate to fill the various positions in the organization. Selection Selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

There is no contract of recruitment established in recruitment.

Selection results in a contract of service between the employer and the selected employee.

HRD AT MBD ALCHEMIE

HR DEPARTMENT

Recruitment And Selection

Training And Development

MIS And Compensation

E-Relations

STRUCTURE OF HR DEPARTMENT

STRUCTURE OF HRD

VP - HR

HR Manager

Sr. HR Executive

HR Executive

The number of people:

In a very less time MBD Alchemie total strength has

increased from 90 to that of 250 presently. Its not an easy task to hire the right kind

of candidate for a position in the organization on which he / she can be correctly placed. Recruitment Policy of organization plays a very important role in the fulfillment of manpower requisitions. Ways are introduced in the organization to make the correct recruitment and selection i.e. Reference Policy, Consultant Tie-up, Net Job Posting.

RECRUITMENT AND SELECTION PRACTICES AT MBD ALCHEMIE RECRUITMENT POLICY Recruitment Policy asserts the objectives of the recruitment and provides a framework of implementation of the recruitment programme in the form of procedures. Recruitment Policy of MBD Alchemie is such that: It focuses on recruiting the best potential people. It ensures that every applicant and employee is treated equally with dignity and respect. It aid and encourage employees in realizing their full potential. Its transparent, task oriented and merit based selection. It gives weightage, during selection, to factors that suit organization needs. It Optimize manpower at the time of selection process. It defines the competent authority to approve each selection. It abides by relevant public policy and legislation on hiring and employment relationship. It integrates employee needs with the organizational needs. Recruitment in MBD Alchemie goes through the following steps:

MBD Alchemie has developed and follows recruitment strategy to hire the best talent for their organization and to utilize their resources optimally.
Identifying and prioritizing jobs Candidates to target Performance level required Experience level required Category of the candidate

RECRUITMENT STEPS IN MBD ALCHEMIE

Sources of Recruitment Trained Recruiters Evaluation of candidates

Job Portals Outsourcing

RECRUITMENT

STRATEGY

OF

MBD

ALCHEMIE COVERS Employee Referrals

THE

FOLLOWING ELEMENTS: 1. Identifying and prioritizing jobs Requirements keep arising at various levels in organization; it is almost a neverending process. It is impossible to fill all the positions immediately. Therefore, we, at MBD Alchemie, identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, we prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first. 2. Candidates to target To make the recruitment process to be effective, MBD completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. This covers the following parameters as well: Performance level required Experience level required Category of the candidate 3. Sources of recruitment

MBDs uses various sources (external and internal) of recruitment. Employee referral is one of the most effective sources of recruitment. 4. Trained Recruiters MBD has recruitment professionals who conduct the interviews and the other recruitment activities. 5. How to evaluate the candidates The organization has various parameters and the ways to judge them i.e. the entire recruitment process is planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.

RECRUITMENT SOURCES OF MBD ALCHEMIE Internal Sources MBD promotes the employees from one department to another PROMOTIONS with more benefits and greater responsibility based on efficiency and experience. MBD has structured system where the current employees of the organization refer their friends and relatives for some position in the organization. External Sources Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment.

PRESS ADVERTISEMENTS

EMPLOYEE REFERRALS

CAMPUS RECRUITMENT

Colleges, universities and institutes are fertile ground for recruitments. Several private consultancy firms perform recruitment functions on behalf of MBD by charging a fee.

PLACEMENT AGENCIES

UNSOLICITED APPLICANTS

Many job seekers visit the office on their own. MBD poaches rival firms right people and offer them better terms. MBD uses Internet as a source of recruitment. ERecruitment is the use of technology to assist the recruitment process.

COMPETITORS

E-RECRUITMENT

SKILL SETS REQUIREMENT As the organization grows the need for professionalism in the organization increases and so does the pay package. The requirements have changed in terms of: Role Profile Traits Even the HR department focus on two areas: 1. Strategic policies planning and implementation 2. Activities to make the work of the people in the organization interesting. There is a personalized position created for each and every individual from the top to the lowest level in the organization. Recruitment in MBD Alchemie can be categorized according to the personalized

positions created in each and every department in organization.

POSITIONS IN CONTENT AND PRODUCTION DEPARTMENT

Managerial Positions

Project Manager

Assistant Manager Team Leader Creative Executive Subject Matter Expert

Sr. Level Positions

Content and Production

Graphic Designer 2D Animator Data Entry Operators Trainees Jr. Level Positions

POSITIONS IN MARKETING DEPARTMENT

Sales Head Sales Manager Marketing Executive

Managerial Positions IT Head IT Sr. Level Manager Positions Team Leader Network Jr. Level Administrator Positions Desktop Engineer

Managerial Positions

Marketing Department

Sales Consultant Sales Executive

IT Department

Sr. Level Positions

Counsellor

POSITIONS IN IT DEPARTMENT

Software Developer

Jr. Level Positions

Web Developer

POSITIONS IN HR AND ADMIN DEPARTMENT

HR Head HR and Admin Manager Sr. HR Executive Sr. Purchase Executive HR Executive

Managerial Positions

Sr. Level Positions

HR AND ADMIN

Admin Executive Jr. Level Positions Store Executive

Front Desk Executive

Recruitment in MBD Alchemie is an on-going process for Jr. Level Positions. Approximately out of the 250 employees strength that MBD Alchemie has 150 is employed at this Jr. Level and the remaining are distributed within the other levels. These 80 people are of a major concern to the organization. Cause these are the people who carry on the various process, operations earning revenue to the organization. While recruiting these people the team of recruits take special care in selecting the right people with the right caliber for the job thereby an addition to the strength of the company and not a liability.

RECRUITMENTS FOR MANAGERIAL POSITIONS IN MBD ALCHEMIE Recruitment for managerial positions is done through renounced consultancy firms. These firms are given an in-depth view as to what all are required in terms of: The educational qualification, experience etc Their role in the organization in respect of their position, job responsibility, key areas of performance. The pay structure along with the various facilities offered by the company. In short a detail sheet stating the necessary and minimum requirement for the top positions. These firms charge a lump sum amount for search and placement of these prospective. But recently MBD Alchemie has been successfully able to fill in these positions through inside sources. Thus their exist flexibility in terms of recruitments. RECRUITMENTS FOR SENIOR AND JUNIOR LEVEL POSITIONS Main sources of recruitment here are: Newspaper Advertisements

 Consultancy firms who are paid on percentage basis for every placed person. Internal employee reference Educational Institutes RECRUITMENT CYCLE TIME To bring in more effectiveness in the recruitment process, HR at MBD follows a specific project deadline of 30 days (from the day it had received the approved Manpower Requisition) to hire a new employee.

The process specific schedule break-up is mentioned below: Phase I Activities Role Identification, Job Description, CV Sourcing & Initial HR short-listing Organizing the Written Tests Organizing the First Technical Interviews II Organizing the Final Interviews Sessions to take the final decisions III Preparing the Salary Proposal, Negotiate with the selected candidates & offer closure 3 days 2 days 2 days Time frame 15 days 6 days 2 days

SELECTION PROCESS IN MBD ALHEMIE Initially HR specialists conduct the PRELIMINARY INTERVIEW to eliminate unqualified job seekers based on the information supplied in their application forms. Then HR specialist conducts different types of SELECTION TESTS, depending SELECTION TESTS on the job to determine the applicants ability, aptitude and personality. This assist in determining how well an individual can perform tasks related o the job. Ability Test This assist in determining a persons potential to learn in a given area. Aptitude Test This test is given to measure a prospective employees motivation to function in a particular working Personality Test environment. This test is used to measure an individuals activity preferences. This test reveals physical fitness of a candidate.

Interest Test

Medical Test

Then HR specialists conduct the EMPLOYMENT INTERVIEW.

TYPES OF EMPLOYMENT INTERVIEW

1.

One-to-one Interview

Candidate

Interviewer

2.

Sequential Interview

Candidate

1 Interviewers

Candidate

2 Interviewers

3.

Panel Interview

Candidate

Interviewers

TYPES OF INTERVIEW Type Structured Unstructured Mixed Behavioral Stress Type of Questions A predetermined checklist of questions. Few, if any, planned questions. A combination of structured and unstructured questions. Questions limited to hypothetical situations. A series of harsh, rapid-fire questions.

Then REFERENCE and BACKGROUND CHECKS is being done for the purpose of verifying information and gaining additional background information on an applicant. After obtaining all the required information and tests SELECTION DECISION is made. The views of the line manager will be generally considered in the final

selection because it is he / she who is responsible for the performance of the new employee. Finally, the selected candidate is offered the JOB through a letter of appointment. Such a letter generally contains a date by which the appointee must report on duty. After the candidate is finally selected the HR persons explain the job to him. He/she is told as to what are his/her duties, what is required of him/her and what are his/her future prospects in the organization.

EVALUATION OF SELECTION PROGRAMME A periodic audit is done in MBD Alchemie in order to evaluate the effectiveness of a selection programme. The broad test of the effectiveness of the selection process is the quality of personnel hired.

PURPOSE OF

RESEARCH STUDY

RESEARCH OBJECTIVES

The primary objective is to study, understand and analyze aspects related to various HR Procedures of Recruitment and Selection at MBD Alchemie Pvt. Ltd. OBJECTIVES OF STUDY To study the existing policy of MBD Alchemie Pvt. Ltd. regarding Recruitment and Selection. To determine the present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. To increase the pool of potentially job candidates at minimum cost. To help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants.

 To evaluate the effectiveness of various recruiting techniques & sources and selection process & criteria. To hire people who have the competence and the willingness to work. To make recommendations for the improvement in the Recruitment and Selection policy. To increase organizational and individual effectives in the short term and long term.

SCOPE OF STUDY The main purpose of the research is to understand the perception and attitude of employees towards recruitment and selection procedures in company. The Recruitment and Selection procedure is the base for ensuring the right number of people of the right type at the right time. This analysis has provided an insight into the Recruitment and Selection procedures followed by MBD Alchemie. Attracting qualified applicants is an important factor in its success and because of the challenges brought by increase competition among firms and high employee mobility, the company has to made efforts and restructured its recruitment and selection practices. And still much more can be done. Suitable Recruitment Strategy can be framed to develop a pool of potentially qualified applicants from which new employees will be picked and selected. The Quest for improvement should never end as it is an endless journey.

RESEARCH METHODOLOGY

RESEARCH METHODOLOGY
The study will be conducted to achieve the aforesaid objectives including both exploratory and descriptive in nature and involve personal interviews that will be based on the questionnaire format. A Research Methodology defines the purpose of the research, how it proceeds, how to measure progress and what constitute success with respect to the objectives determined for carrying out the research study. The research methodology for the present study has been adopted to reflect these realties and help reach the logical conclusion in an objective and scientific manner. The present study contemplated an Exploratory Research.

The appropriate research design formulated is detailed below.

RESEARCH DESIGN: Exploratory Research A research design is the specification of methods and procedures for acquiring the information needed to structure or solve the problem. It is the overall operational pattern or framework of the project that stimulates what information is to be collected from which source and by what procedure. On the basis of major purpose of our investigation the EXPLORATORY RESEARCH was found to be most suitable. This kind of research has the primary objective of development of insights into the problem. It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action.

DATA COLLECTION SOURCES: Primary data: The data that is collected first hand by someone specifically for the purpose of facilitating the study is known as primary data. So in this research the data is collected from respondents through QUESTIONNAIRE.

PRIMARY SOURCES The data required for the study has been collected fromQUESTIONNAIRE survey among the officials and employees of MBD Alchemie. PERSONAL INTERVIEWS with the company representatives

regarding recruitment and selection practices in organization. Advantages of the Primary data collection method
1

Primary data can be collected from a number of ways.

Primary data is current and it can better give a realistic view to the researcher about the topic under consideration. It provides unbiased information. It is relatively cheap and no prior arrangements are required.

Secondary data: Secondary data refer to information gathered by someone other than the researcher conducting the current study. Such data can be internal or external to the organization and accessed through the Internet or perusal of recorded or published information. Secondary sources of data provide a lot of information for research and problem solving. Such data are as we have seen mostly qualitative in nature.

SECONDARY SOURCES:
The secondary data has been collected from: Internet, websites Organizational Reports Case Studies Business magazines Books Journals on e-learning Industry. Advantages to the secondary data collection method 1 2 It saves time that would otherwise be spent collecting data. It provides a larger database (usually) than what would be possible to collect on ones own.

SAMPLING METHOD

Survey was done by random sampling method. SAMPLE SIZE

25 Nos. - Total manpower strength is 250 and I have focused upon 10% of total employees of MBD Alchemie Pvt. Ltd. (covering each and every department). SAMPLE AREA Delhi SAMPLE UNIT Officials and employees of MBD Alchemie Pvt. Ltd. MODE OF ANALYSIS The instrument used for data collection was in the form of questionnaire. The questionnaire was used as it facilitates the tabulation and analysis of the data to be collected. The data collected was subjected to simple frequency distribution and percentage analysis. TOOLS APPLIED
Use of percentage and bar graph for analysis. Sizable sample of MBD Alchemie employees.

SAMPLE DESIGN
Points to be covered

Question Form

As The sample Unit can be taken as; General

Target Population Who is to be surveyed? public of different age group, different gender and different profession. Where the survey should be carried out? Like entire residential area of Delhi city can be covered for the survey.

Extent

Time Frame

When the survey should be conducted?

Survey can be conducted in 8 weeks from 10th may to 10th July.

Sampling Frame

The source from which Any Primary or Secondary data collection the sample is drawn. sources can be used. Project sampling can be done on basis of Probability sampling. Among the probability sampling design the sampling design chosen is stratified random sampling. Because in this survey I had stratified the sample in different age group, different gender and different professions Sample size can be 50 or as per project sampling requirement.

Sampling Technique

How should the respondent be chosen?

Sample Size

How many people should be surveyed?

LIMITATIONS OF RESEARCH Due to limited time period and constrained working hours for most of the respondents, the answers at times were vague enough to be ignored. The research is confined to the organizational areas. Some respondents were reluctant to divulge personal information, which can affect the validity of all responses.

ANALYSIS OF DATA

ANALYSIS AND INTERPRETATION OF DATA

1) Is there a well defined Recruitment Policy in your organization? S.No. Options 1. 2. 3. Strongly agree Moderately agree Strongly disagree No. 8
7 3

% 32
28 12

4. 5.

Moderately disagree Cant say

5 2

20 8

8% 20%

32%

12% 28%

Strongly agree Moderately agree Strongly disagree Moderately disagree Can't say

CONCLUSION An organization must have a well-defined recruitment policy corresponding to the company and vacancy requirements. Existing employees can give a fair feedback on the suitability of the policy. Responding this 15 out of 25 employees (60%) tell that there is a sound recruitment policy in organization that can be evaluated by comparing skills and knowledge of new recruit & existing employee. 8 out of 25 employees (32%) feel that the organizations recruitment policy is not properly defined. And rest 2 cant say about the recruitment policy. Majority of employees feels that policy is well defined which is a great morale victory on the part of management; still there are chances of its improvement as 20% employees have negative opinion about the policy.

Q2) Principle of right man on the right job is strictly followed/a detailed jobanalysis is done prior recruitment?

S.No. Options 1. 2. 3. 4. 5. Strongly agree Moderately agree Strongly disagree Moderately disagree Cant say

No. 13
1 6 5 -

% 52
4 24 20 -

20% 24%

4%

52%

Strongly agree Moderately agree Strongly disagree HRP Moderately disagree

Recruitment and selection Training and Development Job Evaluation Remuneration

CONCLUSION

JOB DESCRIPTION

JOB ANALYSIS
A process of obtaining all pertinent job facts

JOB SPECIFICATION

Performance Appraisal Personnel information Safety and health

Job Analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job. The immediate products of this analysis are job descriptions and job specifications. Recruitment needs to be preceded by job analysis. The objective of employee hiring is to match the right people with the right jobs. The objective is too difficult to achieve without having adequate job information. Responding to detail job analysis prior recruitment, 14 out of 25 employees (56%) say that the principle of right man on the right job is strictly followed prior to recruitment. Rest 11 employees have negative opinion. Job Analysis is useful for overall management of all personnel activities. In present scenario company should focus on job analysis as around 44% employees believes that detailed job analysis is not being done prior recruitment which in future affects performance of new recruit. Q3) Do you think the need for manpower planning is given due consideration in your organization and the manpower requirement is identified well in advance?

S.No. Options 1. 2. 3. 4. 5. Strongly agree Moderately agree Strongly disagree Moderately disagree Cant say

No. 8
3 11 3 -

% 32
12 44 12 -

12%

32%

44%

12%

Strongly agree Moderately agree Strongly disagree Moderately disagree

CONCLUSION Human Resource Planning is understood as the process of forecasting an organizations future demand for, and supply of, the right type of people in the right number.

11 out of 25 employees (44%) say that manpower planning is given due importance and manpower requirement is identified in advance. Rest 14 employees (56%) disagree. They think that no due consideration is given to manpower planning in advance. Above analysis shows that more than 50% of employee think that company does not feel the need of giving due importance to manpower planning and no manpower requirement is identified in advance. But it is only after HRP that the HRM department can initiate the recruitment and S.No. Options 1. 2. 3. Internal Promotion Employee Referrals Transfer No. 14
7 -

% 56
28 -

4 16 4. Job Posting selection process. Company should focus on these aspects for better hiring solutions.

Q4) Which internal source of recruitment is followed by the company and given more priority?

S.No. Options 1. 2. 3. 4. 5. 6. Campus Interview Advertisement Online Job Portals Walk-in Interview Agencies/ Consultancies Employment Exchanges

No. 3
2 14 6 -

% 12
8 56 24 -

CONCLUSION Internal Recruitment seeks applicants for positions from those who are currently employed. Responding to above asked question, 56% employees tell that company prefers internal promotion as internal source of recruitments. 28% employees tell that Employee referrals are given due priority and rest 16% say that Job posting is preferred. Majority of employees actually thinks that internal promotion is given priority and followed by company as internal source of recruitment.

Q5) Which external source of recruitment is followed by the company and given more priority?

Agencies/ Consultancies

24

Online Job Portals

56

Advertisement

Campus Interview

12

10

20

30

40

50

60

CONCLUSION External Sources of recruitment lie outside the organization. 14 out of 25 employees (56%) feel that company prefer online Job Portals for hiring from outside. 24% employees think that company prefers Consultants as external source of recruitment. 12 say that Campus Interviews are conducted by company for hiring from outside and rest 2 think that Advertisement source is given priority. Analysis sows that more than 50% employees tell that online job portals is preferred and finds internet recruiting cheaper, faster and potentially more effective.

Q6) Which source of recruitment is relied upon when immediate requirement arises?

S.No. Options 1. 2. Internal External

No. 21
4

% 84
16

84%

16%
Internal External

CONCLUSION Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. Responding to recruitment source question, almost all the employees tell that internal sources are relied upon when there is any immediate manpower requirement in company. Analysis clearly represents that 21 out of 25 employees (84%) say that internal sources are better to be opted for immediate opening in organization as company can have sufficient knowledge about the candidate and it is less costly.

S.No. Options 1. 2. 3. 4. 5. Strongly agree Moderately agree Strongly disagree Moderately disagree Cant say

No. 1
3 16 5 -

% 4
12 64 20 -

Q7) Do you think succession planning is done in advance in your organization?

20%

4%

12%

64%

Strongly agree Moderately agree Strongly disagree Moderately disagree

CONCLUSION

Succession Planning is the process of identifying, developing, and tracking key individuals so that they may eventually assume top-level positions. In respond to Succession Planning question, almost all the employees actually believe that no succession planning is done in advance in organization. Only 16% employees think that succession planning is done in advance.

Q8) The sorting of candidate applications is done by some pre set criteria?

S.No. Options 1. 2. 3. 4. 5. Strongly agree Moderately agree Strongly disagree Moderately disagree Cant say

No. 13
6 2 3 1

% 52
24 8 12 4

12% 8%

4%

52%

24%

Strongly agree Moderately agree Strongly disagree Moderately disagree Can't say

CONCLUSION

Majority of employees, 19 out of 25 employees (76%) believe that there is some preset criteria according to which sorting of candidate application is done. 5 out of 25 employees (20%) feel that sorting is not done by any pre set criteria. Rest 4% cant say about it.

Q9) Which are the parameters on which candidates are evaluated (give ratings out of 100)?

S.No. Options 1. 2. 3. 4. 5. Experience Skills Process Knowledge/ Intelligence Aptitude Attainments

No. 11
5 4 3 2

% 45
20 17 10 8

10%

8% 45%

17%

20%

Experience Skills Process Knowledge Aptitude Attainments

CONCLUSION Responding to this question, 45% weightage is given to experience first then second most weighted parameter is skills then process knowledge and aptitude and lastly attainments are considered. Above analysis represents that employees believe that experience and skills are mostly preferred parameter for evaluating candidates.

Q10) To identify the employees capabilities and aptitude, psychological testing is done. Do you think it is a useful technique? S.No. Options 1. 2. 3. 4. 5. Strongly agree Moderately agree Strongly disagree Moderately disagree Cant say No. 11
1 10 1 2

% 44
4 40 4 8

4%

8%

44%

40%

4%

Strongly agree Moderately agree Strongly disagree Moderately disagree Can't say

CONCLUSION Responding to this question, there is approximately same percentage of opposite opinion of employees regarding psychological testing.

48% of employees believe that to identify employees capabilities and aptitude, psychological testing is done and 44% think that no psychological testing is carried out. Rest 2 out of 25 employees cant give opinion on asked question.

Q11) What type of interview is taken while selection?

S.No. Options 1. 2. 3. 4. Patterned Stress Depth Others

No. 10
4 8 3

% 40
16 32 12

100 90 80 70 60 50 40 30 20 10 0 Patterned
CONCLUSION
40 32 12 16

Patterned Stress Depth Others

Stress

Depth

Others

The PATTERNED INTERVIEW format has, a structure to it. There is a set of predetermined questions that will be asked from each candidate for a position. The STRESS INTERVIEW is the interview in which the interviewers try to 'discomfort' the candidates in various ways and observe how they react to various difficult situations. An IN-DEPTH INTERVIEW is a qualitative research technique that allows person to person discussion. It can lead to increased insight into people's thoughts, feelings, and behavior on important issues. This type of interview is often unstructured. Responding to the type of interview 10 out of 25 employees think that patterned interviews are generally taken. 32% employees have the opinion that depth interviews are often used. Rest believes that stress or any other type of interview is being taken.

S.No. Options 1. 2. 3. 4. 5. Strongly agree Moderately agree Strongly disagree Moderately disagree Cant say

No. 20
3 2 -

% 80
12 8 -

Q12) The view of the concerned department head is given special attention while selecting the employee of the department?

100 90 80 70 60 50 40 30 20 10 0

80

Strongly agree Moderately agree Moderately disagree

12

Strongly agree

Moderately agree

Moderately disagree

CONCLUSION Above analysis clearly shows that almost all the employees believe that the views of concerned department head is given special attention while selecting the employee of the department.

Only 2 out of 25 employees disagree for giving due consideration to concernd departmental head opinion.

Q13) Is the physical examination necessary after final interviews?

S.No. Options 1. 2. 3. 4. 5. Strongly agree Moderately agree Strongly disagree Moderately disagree Cant say

No. 17
1 4 3

% 68
4 16 12

68%

12%

16%

4%

Strongly agree Moderately agree Moderately disagree Can't say

CONCLUSION Most of the employees think that physical examination is necessary after final interview. 4 out of 25 employees feels that it is not so important and rest 12% employees cant give opinion n physical examination of candidate after final interview.

S.No. Options 1. 2. 3. Written Test Group Discussion Final Interview

No. 14
4 7

% 55
15 30

Q14) What is the weightage given to the following (out of 100%)?

Final Interview

30

Group Discussion

15

Written Test

55

10

20

30

40

50

60

CONCLUSION Responding to this question, maximum weightage is given to Written Test. Group Discussion is given the least weightage among the three available options.

S.No. Options 1. 2. Yes No

No. 20
5

% 80
20

Q15) Is Induction as well as a training program conducted after joining of employees?

80%

20%

Yes

No

CONCLUSION Induction is planned introduction of employees to their jobs, their co-workers and the organization. Almost all the employees admit that induction as well as training program is conducted after joining of employees. It is healthy sign for any organization.

5 out of 25 employees tell that no orientation programme is conducted in company for S.No. Options 1. 2. 3. 4. Strongly agree Moderately agree Strongly disagree Moderately disagree No. 5
3 6 7 4

% 20
12 24 28 16

5. Cant say new joinees.

Q16) Do you think the present selection process is feasible for selecting the employees?

12% 20%

24%

16%

28%

Strongly agree Moderately agree Strongly disagree Moderately disagree Can't say

CONCLUSION Selection is a long process, commencing from the preliminary interview of the applicants and ending with the contract of employment. Responding to selection process, more than 50% employees, 13 out of 25 think that the present selection process is not feasible for selecting the employees. 8 out of 25 employees believe that there exists a feasible and adaptable selection procedure in company. Rest 4 has no opinion on selection process of company.

FINDINGS

FINDINGS
Present employees of MBD Alchemie are not satisfied with prevailing recruitment strategy of company. Internal Promotions and Job Portals are mostly used recruitment source. Written test is given weightage during selection process.

To some extent company has pre set-criteria for sorting the candidates applications. Concerned departmental head is given special attention while selecting a candidate of the department. Employees are in the favor of physical examination and reference check after selection of candidate. Job Analysis prior to recruitment is not done so properly. Succession Planning is almost not done in company. Orientation is given to new joinee, still employees are in favor of its improvement. Present selection process need improvement in terms of its procedure, tests and interview type.

LIMITATIONS

LIMITATIONS OF THE SURVEY

 As the sample size was small, hence conclusions cannot be generalized. Unwillingness and inability of respondents to provide information. Due to time constraint in-depth study could not be carried out. As the strength of the company is big, it was not possible to draw sample from each and every department.

RECOMMENDATIONS

RECOMMENDATIONS

After analyzing the collected data, the following recommendations were made to improve the present recruitment and selection scenario in the organization.

First of all the management should review their recruitment policy and look for

the areas of improvement for ensuring the best hiring. Management should structure and systematically organize the entire recruitment

processes. Recruitment management system should facilitate faster, unbiased, accurate and

reliable processing of applications from various applications. Recruitment management system should helps to reduce the time-per-hire and

cost-per-hire. Recruitment management system should helps to incorporate and integrate the

various links like the application system on the official website of the company, the unsolicited applications, outsourcing recruitment, the final decision making to the main recruitment process. Recruitment management system should maintain an automated active database

of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes. Recruitment management system should provides and a flexible, automated and

interactive interface between the online application system, the recruitment department of the company and the job seeker. Management should offers tolls and support to enhance productivity, solutions

and optimizing the recruitment processes to ensure improved ROI.

Recruitment management system should helps to communicate and create

healthy relationships with the candidates through the entire recruitment process.

Management should follow a systematic process for HR Planning. There is no doubt that MBD Alchemie has a competitive workforce but employees

are not satisfied with recruitment and selection procedure of company. They believe that HR people are not screening the candidates properly; hence detailed Job Analysis should be done prior to recruitment so that candidate can be screened according to the job requirement. Any attempt to apply HR resources and talent to the organizations jobs will be more effective if those jobs are clearly specified in terms of their variables. An effective training program for a particular job cannot be developed unless information about what the job entails is elucidated. HR can start with preparing detailed Job description and Specification statement in consultation with the departmental head. Move on with pre-set selection test and then to final interview. HR Specialist should analyze the weaknesses and strengths of an employee in order to correct selection decision. Its been analyze that Succession Planning is not carried out in company; hence

HR people should focus on this aspect. Succession Planning involves having senior executives periodically review their top executives and those in the next lower level to determine several backups for each senior position. This is important because it often takes years of grooming to develop effective senior managers. Company needs to create pools of candidates with high leadership potential. Other recruitment sources should also be considered in synergy with job portals

and internal promotions. Every recruitment source has its own benefits and drawbacks, so according to the job level and requirement any recruitment source can be consider. Present employee should be encouraged to refer their friends and relatives. This

source is usually one of the most effective methods of recruiting because many qualified people are reached at a very low cost to the company. And referred

individuals are likely to be similar in type to those who are already working for the company. Management can propose a scheme for EMPLOYEE REFERING. Internal Promotions should be done on regular basis during specified time-

period. All selection tests i.e. Ability tests, Aptitude tests, Personality tests, Interest tests,

written tests, should be given equal weightage during selection process. Salary structure should be in match with companys same level present employee

and market value. Physical examination and reference check should be given due consideration after

selecting a candidate. Induction should be properly done for selected candidate. The idea is to make the

new selected employee feel at home in the new environment. Effectiveness of the selection process should evaluate on regular basis for

ensuring availability of competent and committed personnel. In order to do so, a periodic audit can be done.

CONCLUSION

CONCLUSION
Every company looks for an employee, who can work effectively. They are in search of a person who has the maximum skills required for the job. After selecting the right person, the companys main aim is to place that person at the right job. The main strength of any company is its employees. Effective workers are the best route to success. For this reason, company's strives to attract and hire the best, and to provide the best place to work. Some of the biggest and most constant challenges that plague organization is people related because they dont place more emphasis on getting the recruitment process right. If they get the right person in the right job at the right time, bottom-line and many other business benefits are immediate, tangible and significant. If they get the wrong person in the wrong job, then productivity, culture and retention rates can all take a hit in a big way. MBD Alchemie Pvt. Ltd. has competent and committed workforce, still there are scope for more improvements. To ensure that company recruits the right people, it has to identify essential skills and behaviors that applicants should demonstrate. For each position there should be a job description outlining typical duties and responsibilities and a person specification defining personal skills and competences. The emphasis should be on matching the needs of the company to the needs of the applicants. This would minimize employee turnover and enhance satisfaction. It is important for the company to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. Management should structure and systematically organize the entire recruitment processes. It should Offers tolls and support to enhance productivity, solutions and optimizing the recruitment processes to ensure improved ROI. The Recruitment Management System (RMS) should be such that it helps to save the time and costs of the HR recruiters in company and improving the recruitment processes.

BIBLIOGRAPHY

BIBIOLOGRAPGY

BOOKS REFERRED Human Resource and Personnel Management, K. Aswathappa, Tata McGrawHill Publishing Company, 2006-2007 Managing People, IMT-11, 2006-2007

WEBSITES REFERRED www.mbdalchemie.com www.google.com www.recruitment.naukrihub.com www.citehr.com www.hrmguide.co.uk

www.oneclickhr.com

www.wikipedia.com

OFFICIAL
Annual HR Report

MBD employee information handbook

ANNEXURE

QUESTIONNAIRE
Kindly mark the most appropriate option, which gives the extent to which you agree or disagree with the statement.

Q1) Is there a well defined recruitment policy in your organization? 1. 2. 3. 4. 5. Strongly agree Moderately agree Strongly disagree Moderately disagree Cant say

Q2) Principle of right man on the right job is strictly followed/a detailed jobanalysis is done prior recruitment? 1. 2. 3. 4. 5. Strongly agree Moderately agree Strongly disagree Moderately disagree Cant say

Q3) Do you think the need for manpower planning is given due consideration in your organization and the manpower requirement is identified well in advance? 1. 2. 3. 4. 5. Strongly agree Moderately agree Strongly disagree Moderately disagree Cant say

Q4) Which internal source of recruitment is followed by the company and given more priority?
1. 2. 3. 4. Internal Promotion Employee Referrals Transfer Job Posting

Q5) Which external source of recruitment is followed by the company and given more priority? 1. 2. 3. 4. 5. 6. Campus interview Advertisement Online job portals Wailk-ins interview Agencies/Consultancies Employment Exchange

Q6) Which source of recruitment is relied upon when immediate requirement arises? 1. Internal 2. External Q7) Do you think succession planning is done in advance in your organization ? 1. 2. 3. 4. 5. Strongly agree Moderately agree Strongly disagree Moderately disagree Cant say

Q8) The sorting of candidate applications is done by some pre set criteria? 1. Strongly agree 2. Moderately agree

3. Strongly disagree 4. Moderately disagree 5. Cant say Q9) Which are the parameters on which candidates are evaluated (give ratings out of 100)? 1. 2. 3. 4. 5. Experience Skills Process knowledge / Intelligence Aptitude Attainments

Q10) To identify the employees capabilities and aptitude, psychological testing is done. Do you think it is an useful technique? 1. 2. 3. 4. 5. Strongly agree Moderately agree Strongly disagree Moderately disagree Cant say

Q11) What type of interview is taken while selection? 1. 2. 3. 4. Patterned Stress Depth Others

Q12) The view of the concerned department head is given special attention while selecting the employee of the department? 1. 2. 3. 4. 5. Strongly agree Moderately agree Strongly disagree Moderately disagree Cant say

Q13) Is the physical examination necessary after final interviews?

1. 2. 3. 4. 5.

Strongly agree Moderately agree Strongly disagree Moderately disagree Cant say

Q14) What is the weightage given to the following (out of 100%)? 1. Written Test 2. Group Discussion 3. Final interview Q15) Is Induction as well as a training program conducted after joining of employees? 1. Yes 2. No Q16) Do you think the present selection process is feasible for selecting the employees? 1. Strongly agree 2. Moderately agree 3. Strongly disagree 4. Moderately disagree 5. Cant say Suggestions if any:- ...................................................................................................................................... .................................................................................................................................................. ....................................................................................................................

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