PROJECT REPORT

ON
THE STUDY OF RECRUITMENT & SELECTION
PROCESS IN WAVE INFRASTRUCTURE & ITS
EFFECTIVENESS

Submitted in partial fulfillment for the award of the

Degree of Bachelor of Business Administration 2014-15
Under the Guidance of:

Submitted by:

SHILPI

SANYA SHARMA

FACULTY, MAIMS

138616748879

MAHARAJA AGRASEN INSTITUTE OF

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

STUDENT UNDERTAKING
This is to certify that I have completed the Project titled "THE STUDY OF
SELECTION & RECRUITMENT PROCESS IN WAVE INFRASTRUCTURE &
ITS EFFECTIVENESS" in under the guidance of

in partial fulfillment of the

requirement for the award of degree of Bachelor of Business Administration at Maharaja

Agrasen Institute of Management Studies, Delhi. This is an original piece of work & I
have not submitted it earlier elsewhere.

CERTIFICATE FROM THE INSTITUTE GUIDE

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

Signature
Name of the Asst. Prof.
Designation

: Faculty, MAIMS

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

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

TABLE OF CONTENTS

Chapter 1 Introduction

2-29

1.1

Introduction

2-4

1.2.

Purpose of the study

1.3

Objectives of the study

1.4

Company Profile

Chapter 2 Research Methodology

5-29
31-33

2.1

Research Design

31

2.2

Collection of Data

31-32

2.3

Research Methodology

32-33

2.4

Limitations

33

Chapter 3 Data Interpretation

34-43

Chapter 4 Summary & Conclusions

44-47

Bibliography
Appendix

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

Chapter 1
Introduction

1.1 INTRODUCTION
The human resources are the most important assets of an organization. The success or
failure of an organization is largely dependent on the caliber of the people working
therein. Without positive and creative contributions from people, organizations cannot
progress and prosper. In order to achieve the goals or the activities of an organization,
therefore, they need to recruit people with requisite skills, qualifications and experience.
While doing so, they have to keep the present as well as the future requirements of the
organization in mind. Recruitment is distinct from Employment and Selection. Once the
required number and kind of human resources are determined, the management has to
find the places where the required human resources are/will be available and also find the
means of attracting them towards the organization before selecting suitable candidates for
jobs. All this process is generally known as recruitment. Recruitment is however not just
a simple selection process but also requires management decision making and extensive
planning to employ the most suitable manpower. Competition among business
organizations for recruiting the best potential has increased focus on innovation, and
management decision making and the selectors aim to recruit only the best candidates
who would suit the corporate culture, ethics and climate specific to the organization.
Human Resource Management theories focus on methods of recruitment and selection
and highlight the advantages of interviews, general assessment and psychometric testing
as employee selection processes. The recruitment process could be internal or external or
could also be online and involves the stages of recruitment policies, advertising, job
description, job application process, interviews, assessment, decision making, legislation
selection and training (Korsten 2003, Jones et al, 2006). Examples of recruitment policies
within healthcare sector and business or industrial sectors could provide insights on how
recruitment policies are set and managerial objectives are defined. Successful recruitment
methods include a thorough analysis of the job and the labor market conditions and
interviews as well as psychometric tests to determine the potentialities of applicants.
Small and medium sized enterprises (SMEs) also focus on interviews
and assessment with emphasis on job analysis, emotional intelligence in new or
inexperienced applicants and corporate social responsibility (CSR). Other techniques of

selection that have been described include various types of interviews, in tray exercise,
role play, group activity, etc.
Recruitment is almost central to any management process and failure in recruitment can
create difficulties for any company including an adverse effect on its profitability and
inappropriate levels of staffing or skills. Inadequate recruitment can lead to labor
shortages, or problems in management decision making and the recruitment process
could itself be improved by following management theories. The recruitment process
could be improved in sophistication with Rodgers seven point plan, Munro-Frasers fivefold grading system, psychological tests, personal interviews, etc. Recommendations for
specific and differentiated selection systems for different professions and specializations
have been given. A new national selection system for psychiatrists, anesthetists and dental
surgeons has been proposed within the UK health sector.
Recruitment is however not just a simple selection process and requires management
decision making and extensive planning to employ the most suitable manpower.
Competition among business organizations for recruiting the best potential has increased
focus on innovation, and management decision making and the selectors aim to recruit
only the best candidates who would suit the corporate culture, ethics and climate specific
to the organization (Terpstra, 1994). This would mean that the management would
specifically look for potential candidates capable of team work as being a team player
would be crucial in any junior management position. Human Management resource
approaches within any business organization are focused on meeting corporate objectives
and realization of strategic plans through training of personnel to ultimately improve
company performance and profits (Korsten, 2003). The process of recruitment does not
however end with application and selection of the right people but involves maintaining
and retaining the employees chosen. Despite a well drawn plan on recruitment and
selection and involvement of qualified management team, recruitment processes followed
by companies can face significant obstacles in implementation. Theories of HRM may
provide insights on the best approaches to recruitment although companies will have to
use their in house management skills to apply generic theories within specific
organizational contexts.

The process of recruitment does not however end with application and selection of the
right people but involves maintaining and retaining the employees chosen. Despite a well
drawn plan on recruitment and selection and involvement of qualified management team,
recruitment processes followed by companies can face significant obstacles in
implementation. Theories of HRM may provide insights on the best approaches to
recruitment although companies will have to use their in house management skills to
apply generic theories within specific organizational contexts.

RECRUITMENT
Recruitment is defined as, a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient workforce.
Edwin B. Flippo defined recruitment as the process of searching for prospective
employees and stimulating them to apply for jobs in the organization. In simple words
recruitment can be defined as a linking function-joining together those with jobs to fill
and those seeking jobs.

1.2 Purpose of the study

People are a companys most important assets. They can make or break the fortunes of a
business. In todays highly competitive business environment placing the right people in
the right position is very critical for the success of any organization.
The recruitment and selection decision is of prime importance as it is the vehicle for
obtaining the best possible person-to-job fit that will, contribute significantly towards the
Company's effectiveness. It is also becoming increasingly important, as the Company
evolves and changes, that new recruits show a willingness to learn, adaptability and
ability to work as part of a team. The Recruitment & Selection procedure ensures that
these criteria are addressed

1.3 Objectives of the study:

I have undertaken the research recruitment and selection process in Wave
Infrastructure & its effectiveness in order to study the: 1) Recruitment and selection process at Wave Infrastructure. To assess the
effectiveness and suggest ways to improve it.
2) Also study the effect of recession on recruitment and selection process.
3) Strategies for successful recruitment process.
Also my objective of doing research on this topic is study how the Organization is
manning the human resource of it and also study the constraint in of recruitment and
selection process.
The main objective is to select-right candidates to the right jobs to reduce the cost of
employment and losses occurred due to errors made by the employees which are not
appropriate to the corresponding job.

1.4 Company Profile

Wave Group - a leading business conglomerate that has expanded across industries to
create a niche for itself. The integral beliefs of the Group are founded on hard work and
team spirit. It has been steered by the long term vision of the Late Mr. Kulwant Singh
Chadha since 1963. Today, the Wave Group boasts an impressive portfolio of businesses,
including sugar manufacturing, distilleries and breweries, real estate, malls and
multiplexes, beverages, sports, education and entertainment.
Wave Group's policy has been to efficiently and effectively optimise its diverse
businesses and maximise output by participating in all aspects of business. This has
resulted in exponential growth in the Group's productivity, its ability to transform
industries and in creating opportunities for entirely new market segments. The business
model has evolved significantly through strategic investments in services and

technologies, ensuring that the Wave Group maintains its competitive advantage in every
sector.
The Wave Group attributes a major part of its success to its visionary, the erstwhile
Chairman Mr. Gurdeep Singh (Ponty) Chadha. His pioneering vision to conquer new
heights and fulfil the dreams of all its stakeholders is the key to driving the Group to
continuously set new benchmarks.

Founders Legacy
Mr. Ponty Chadha was the guiding hand, architect and anchor of Wave Group. Under his
able leadership the company excelled in every dimension and reached unparalleled
heights. His vision to create an industrial empire that would contribute extensively to the
Indian growth story has led to Wave Group diversifying its business portfolio to include
sectors such as sugar manufacturing, distilleries, paper manufacturing, real estate and
multiplexes, spirits, sports, and entertainment.
Mr. Chadha played a key role in promoting professionalism, modern technologies,
transparency and sustainability within all operations of the Group which have given Wave
Group a competitive advantage over local or foreign competition. His commendable
working associations with international clients, his unique quality of leadership and his
ambition have benefited the group in countless ways.
Today, Wave Group is among the top corporates in India because of the legacy Mr.
Gurdeep Singh (Ponty) Chadha left behind. The Group now works on his vision to make
a difference and build a better future for those around, by delivering higher quality of
products and services. Even though Wave Group is constantly evolving to include more
diverse game-changing projects, its aim will forever remain to make a tangible difference
in people's life just the way its Founder did.

Team

Mr. Rajinder Singh Chadha

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

Mr. Manpreet Singh Chadha

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

Mr. Rajendra Kumar Panpalia

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

Milestones

Vision and Values

The Wave Group, spearheaded by a highly respected management team in the industry,
has built an enviable team of qualified, capable, passionate and dedicated professionals
who constantly strive to innovate and develop exceptional products and services for its
key stakeholdersthe customers. Through a customer-centric approach the Wave Group
emphasizes on its relentless endeavour to enhance customer experience.
Innovation
Constantly seeking improved systems and processes to optimize productivity and add
value.

Commitment
Devotion and dedication to the goals and relationships of the wave group.
Pioneering
The spirit to explore uncharted territories.
Integrity
A steadfast adherence to high ethical and professional standards.
Energy
The inexhaustible and unrelenting will and determination to achieve goals, which is
ingrained in the corporate ethos.
Adaptability
Adapting swiftly and decisively to changing market conditions.
Passion for Excellence
Imbued with the desire to be the best at everything.

Major Projects
Wave city
Wave City - A first of its kind project that truly personifies the concept of creating a city
that thinks for you. The project focuses on creating an entirely new way of living with
infrastructure and facilities that extend beyond a regular housing society. The city
promises to offer a nurturing environment to its residents and is being developed to
provide an entirely new living experience that is beyond comparison.

Wave City is one of India's largest Smart Cities, which is spread across an impressive
4500 acres. It is built on the Smart City concept by IBM. World renowned AECOM is its
Town planner & Landscape designer. Wave City is constructed keeping in mind
contemporary design and newage architecture. With the luxury of open spaces and
modern designs, this city ensures a pampered, secure and luxurious lifestyle. It boasts of
more than 750 acres of green spaces, wide roads & congestion-free BRT network for
smooth traffic flow, mechanized garbage control systems, fiber optic connectivity for
each resident, 24x7 security systems, healthcare provisions including hospitals, medical
university, ISKCON Temple, educational institutions, local shopping centers, malls and
multiplexes among many other facilities. It is a city full of vigor and vitality, which
makes it the perfect place to enjoy a comfortable, convenient and uncluttered lifestyle.
Wave Executive Floors

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

Wave Galleria

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

Dream Homes

Owning a home is a dream that everyone has, but only a select few get to realize this
dream. Wave presents Dream Homes, your opportunity to own your very own dream
haven. Dream Homes is a marvelous example of how meticulous planning and futuristic
thinking can be put together to bring a simple dream to reality. Located in the Greenwood
Enclave, one of the most premium locations in Wave City- Dream Homes is directly
connected to NH 24 through a 60 m wide road and is in close proximity of the proposed
Eastern Peripheral Expressway, which makes commuting hassle free.
Come be a part of this urban lifestyle as you realize your dream- the dream of a home
while enjoying the benefits of the smart city concept at Wave City
Amentities

Exclusive Club House: Has facilities like swimming pool, badminton court, table
tennis and community hall

Power Backup: Permanent solution to power cuts is available, so you can lead an
uninterrupted life, free from the menace of power cuts

Large Open and Green Space: Large open and green spaces for a pollution-free
environment

Sports Facilities: Multi sport facilities for promoting active and healthy lifestyle

Dedicated Elevator: Safe and efficient elevators equipped with all the safety
features

Wave Floors

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

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

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

Plots

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

Eminence
Match Your Affluent Personality
Time is the biggest luxury in life. It is the most valuable asset and recognized currency of
success for those who can afford the finer things in life. Eminence - Ultra Luxury
Serviced Residences are available in luxurious sizes of 285.47 sq. m & 395.86 sq. m,
which are located in the heart of Noida as part of Wave City Center. These are a
collection of 240 limited edition 3 and 4 bedroom residences, crafted and built to match
your affluent personality. Eminence, is the desire, realization and experience of a bespoke
life and a harmonious ensemble of design, architecture and luxury.
Amore & Trucia
Amore & Trucia Premium Serviced Residences offer you privileged living at its best.
These finely crafted residences with 2, 3 and 4 Bedroom options, are equipped with a
wide variety of luxury features and thoughtful amenities, which are all planned and
designed to give you the best in life.
Exclusivity is guaranteed with only 4 units per floor in the high-rise tower and 2 units per
floor in the mid rise tower. Each of these residences have been designed keeping privacy
and manageability in mind. In fine finishing and decor, Amore & Trucia will give your
dreams a new color altogether. You can also opt for home automation and remote
controlled activation systems to indulge in maximum luxury. Come here and bask in
utmost opulence and live a life steeped in unparalleled style and comfort.
Vasilia
Vasilia Premium Residences at Wave City Center have been conceptualized with your
family and their needs in mind. Vasilia Premium Residences, will offer you the life you
have always desired. A life of plenty, a life of comfort, a life beyond the mundane-where
celebrations are never too far from you. With luxury within and conveniences around, life
at Vasilia will ensure happy living for your family in your own kingdom.

Irenia
Irenia is a premium living space that is modern and designed especially for you so that
you may live a life of your liking. These 2 and 3 bedroom Premium Residences are
available in sizes ranging from 83.14 sq. m to 123.5 sq.m and located in the heart of
Noida where celebration is a daily affair. Given its proximity to the mall, it will take you
a moment to reach it. Shop till you drop while going from one great brand store to the
other. Life is a carnival with countless entertainment all around you. The strategic
location of Irenia, makes it close to the world-class Family Entertainment Centre. Now
go for shopping, movies and celebrate life while taking your daily evening walk. Irenia is
a perfect place to unwind after a stressful day at work. An exclusive club offers an array
of recreational facilities and amenities. You can also go for a dip in the pool, soak in the
hot steam or relax with a soothing sauna, work out at gym or simply enjoy a light chat
with other members. So come & indulge in some of the most enjoyable after-hours
activities. A cluster of cozy apartments wait your arrival at Irenia.
Elegantia
Prime location, world-class amenities and surrounded by all the fine luxuries of life,
Wave City Center gives you the life you desire and deserve at ELEGANTIA. These
limited edition 2 bedroom serviced apartments are available in convenient sizes starting
from 107.49 sq. m and are based on the international concept of downtown living. The
ground levels are dedicated to high-street shopping whereas multi-use studios find the top
levels in the same tower. In the midst of Wave City Centers majestic infrastructure,
Elegantia is the best of downtown lifestyle in this part of the world, where everything is
within 5 minutes walking distance from your home elevator including High-Street
Shopping, Family Entertainment Centre, Wave Mall and Cinemas, a landscaped Infinity
Park and other recreational facilities.
Livork
Where Every Conceivable Service Is Close At Hand

Some people see an opportunity in every moment. They see a chance to live better, faster,
and more interestingly. They live life on the go, every waking minute. For them, Wave
City Center presents Livork fully furnished studio apartments with a commercial license.
These apartments are appointed with amenities that can vitalize any business or serve as a
convenient residential option as well. These are innovative studio apartments because not
only are they fully-furnished and fully-serviced, but also because they are multi-purpose
and economical alternatives to hotels for travelling executives (particularly over longer
periods of time). Each studio apartment is equipped with a commercial license enabling it
to be used as a business space (eminently suitable for new and start-up enterprises).
Whatever is required: serviced apartment, home, office, art or photographic studio,
exhibition gallery, medical clinic or consulting suite, residents are allocated space
flexibility as they desire and according to their needs. Every conceivable service is close
at hand: Wi-Fi connectivity, video conferencing, conference rooms, business centers,
business lounges, house-keeping on demand, a clubhouse, a fully-equipped gym, power
backup, security and cafeteria. The fully furnished Livork multi-use studios offer infinite
possibilities. Use them the way you desire.
Edenia
Home is a place where you get the best for your loved ones
Independence is the feeling that leads people to pursue their dreams and fulfill them.
Edenia, from Wave Infratech, is a tribute to those seeking an identity thats independent
and individualistic. The studio apartments that make up Edenia are a perfect place for
young and the independent minds. A living space that is open to let the residents settle
their minds and bodies and follow their instincts. This is where they can start giving
shape to their dreams. Built on the premise that this will be the first living space for
young and ambitious people, Edenia provides the perfect setting to pursue ones passion
till the end. So come to Edenia. Settle down and cut yourself loose to let the individual in
you take over. Pave a smooth path to the life you have always wanted to live.

Wave Estate
Wave Estate is a fully gated community, located in Mohali, Punjab. The city is poised to
be one of the most important residential and commercial hubs in North India. As an ultramodern township spread across 300 acres, Wave Estate is a haven of luxury with its ultrafine collection of contemporary luxury villas, plots, charming floors and plush housing
condominiums.
Apart from its beautiful residential space, the high profile Shop cum Offices (SCO)
Commercial will make Wave Estate an upscale and classy place to live. While an
exquisite luxury star hotel will add to the grandeur, an incredible mall, multiplex &
entertainment centre will add to the townships many advantageous amenities. Grandeur
will reside at every corner of this ultra- modern township, transforming life into a truly
larger than life experience.
Wave One
Wave One - a 41-storey iconic structure of more than 2 million sq. ft. of built-up area that
is situated in the core of Sector 18, the commercial hub of Noida. Designed by
internationally recognized architect, Brennan Beer Gorman from New York, the tower is
set to offer an experience like none other. A fusion of global expertise merged with the
philosophy of positive energy flowing through the property, the architecture complies
with the principles of Vaastu and Feng Shui, assuring prosperity and success.
Wave One brings you closer to one of the finest and most accessible locations in Noida.
With unmatched connectivity from any axis of Delhi, Wave One is the neighbourhood
destination for the commercial fraternity. The tower is set to offer a unique experience
and provide a harmonious blend of high street shopping, ultra plush offices, modern
entertainment and leisure.

Recruitment and selection process at Wave Infrastructure in 2013

Recruitment Process:
1
2

3
4

1. Identify vacancy
2. Prepare job description and person specification
3.

Internal job posting

4.

Employee referral

5. Job portal
6. Consultants
Identifying the vacancy:
The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company.
Prepare job description and person specification
A job description should include:

the job title

the position in the company, including the job title of the person to whom the
employee will report and of those who will report to them, if any

the location of the job

a summary of the general nature and objectives of the job

a list of the main duties or tasks of the employee

The person specification
A person specification is not a legal requirement but will be useful when

writing

a job advertisement and defining the qualities you are looking for in a candidate.
Include the knowledge, experience and skills you would like them to have,
separating those which are essential for the job from those which are
desirable. It's essential not to discriminate - see our guide on how to prevent
discrimination and value diversity.
Internal job posting
The process of looking inside the organization for existing qualified employees
who might be promoted to higher-level positions.

Promotion and Transfers

Many organizations

prefer to

transfers from within

the company

fill

vacancies through promotions

wherever possible. Promotion

or

involves

movement of an employee from a lower level position to a higher level position.

It is accompanied by changes in duties, responsibilities, status and value. Internal
promotions and transfers certainly allow them a greater scope to experiment with
their careers, kindling ambitions and motivating them to take a shot.
Upgrading & demotion
It is done on the basis of performance.

 Employee referral
It is a recruitment method in which the current employees are encouraged and
rewarded for introducing suitable recruits from among the people they know. The
logic behind employee referral is that it takes one to know one. Benefits of this
method are as follows:

Quality Candidates

Cost savings

Faster recruitment cycles

Incentives to current employees

On the other hand it is important for an organization to ensure that nepotism or

favouritism does not happen, and that such aspects do not make inroads into the
recruitment process.
Job portal
The emergence of vertical search engines, allow job-seekers to search across
multiple website. Some of these new search engines index and list the
advertisements of traditional job boards. These sites tend to aim for providing a
one-stop shop for job-seekers. However, there are many other job search engines
which index pages solely from employers website, choosing to bypass
traditional job boards entirely. These vertical search engines allow job-seekers to
find new positions that may not be advertised on traditional job boards, and
online recruitment website.

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

In 2009 the steps in recruitment process followed in reverse order as follows;

1. Identify vacancy
2. Prepare job description and person specification
3. consultants
4. job portal
5. employee referral
6. Internal job posting
Hiring a consulting firm can be a very cost-effective way to improve a company's
bottom line. Previously, it was thought that consulting firms were too pricey and costprohibitive. Companies are now taking into account what it would cost to have the
same level executive on staff, and the realization occurs that much money can be
saved by bringing in a consulting firm for a short time to overhaul an organization's
systems and tackle any tough issues at hand.
Steps involved in employee selection in Wave Infrastructure Ltd. may be
described as under:
1. Preliminary Interview: First of all, initial screening is done to weed out totally
undesirable/unqualified candidates at the outlet. Preliminary interview is

essentially information about the nature of the job and the organization. Necessary
information is also elicited from the candidates about their education, skills
experience, salary expected, etc. if the candidate is found suitable, he is selected
for further screening. Preliminary interview saves time and efforts of both the
company and the candidate.
2. Application Blank: Application form is traditional and widely used device for
collecting information from candidates. The application form should provide all
the information relevant to selection. But reference to caste, birth, religion, birth
place may be avoided as it is regards an evidence of discrimination. Generally,
application forms contain the following information.
(a) Identifying information- Name, address, telephone No., etc.
(b) Personal Information- Age, sex, place of birth, marital status,
dependents etc.
(c) Physical characteristics- Height, weight, eye sight, etc.
(d) Family background
(e) Education- Academic, technical and professional.
(f) Experience Jobs Held, employers, duties preferred, salary drawn, etc.
(g) References
(h) Miscellaneous Extracurricular activities, hobbies, games and sports,
membership of professional bodies, etc.
Application form helps to serve objectives. First scrutiny of the form helps to
weed out candidates who are lacking in education, experience, or some other
eligibility taints. Secondary, it helps in formulating questions to be asked in the
interview. Thirdly, data contained in application forms can be stored for future
reference. Application form duly filled in is also called bio-data or curriculum
vitae.

3. Selection Test: Psychological tests are being increasingly used in employee

selection. A test is a sample of some aspect of an individuals attitude, behavior
and performance. It also provides a systematic basis for comparing the behavior,
performance and attitudes of two more persons. Tests are based on the assumption
that individuals differ in their job related traits which can be measured. Tests help
to reduce bias in selection by servicing as a supplementary screening device. Tests
are helpful in better matching of candidate and the job. Tests may also reveal
qualifications which remain covered in application form and interview. Tests are
Useful when the number of applicants is large. Further, tests will be useful only
when they are properly designed and administrated.
4. Employment Interview: An interview is a conversation between two persons. In
selection it involves a personal, observational and face to face appraisal of
candidates for employment. Interview is an essential element of selection and no
selection procedure is complete without one or more personal interviews. The
information collected through application and test can be cross-checked in the
interview.
A selection interview serves three purposes: (a) obtaining information about eh
background, education, training, work history and interests of the candidate; (b)
giving information to candidates about the company, the specific job and
personnel policies; and (c) establishing a friendly relationship between the
employer and the candidate so as to motive the successful applicant to work for
the organization.
5. References Check: The opinion of referees can be useful in judging the future
behavioral and performance of a candidate.
6. Final Approval: In most of organization, selection process is carried out by the
human

resource

department.

The

decisions

of

this

department

are

recommendatory. The candidates short listed by the department are finally

approved by the executives of the concerned department/units. Employment is
offered in the form of an appointment letter mentioning the post, the rank, the

salary grade, the date by which the candidate should join and other terms and
conditions in brief. In some organization a contact of service on judicial paper is
signed by both the candidate and the representative of the organization.
Appointment is generally made on probation of one or two years. After
satisfactory performance during this period the candidate is finally confirmed in
the job on permanent basis or regularized.
Effect of recession on recruitment and selection process
The recruitment strategy of the WAVE INFRASTRUCTURE is the first document to
change during the recession. The company would like to continue in the
current recruitment strategy, but the job candidates expect a completely different
approach to their needs.
The recession makes the recruitment process very hard. The job market is full of the
average job candidates, who apply for every job position, but the majority of the
companies are looking for the experts and top potentials.
The majors effects are:

Reduce the number of employees in the organization

Strategic initiatives to increase the productivity and efficiency of the whole

organization.

Redesign of the compensation scheme.

Cancellation of several benefit schemes

Training and Development Programs cutting

Before recession the WAVE INFRASTRUCTURE is hiring around 90 employees
in a month. After the recession in the market as compared to previous year the
new joiners are 30 employees in 3 month i.e. WAVE INFRASTRUCTURE is
know hiring only 1/6th of employees as compared to previous year. That has result
in:

1. Quality Hiring
2. Optimum utilization of resources
3. Cost saving

Strategies for successful recruitment process

Recruitment and selection is not only about choosing the most suitable candidate. The
recruitment and selection experience can also impact on the likelihood that a candidate
will accept a job offer and on their commitment to remaining with the organization.
In this section we consider three steps in an effective recruitment process:
Step 1: Ensure an up-to-date job description
A clear, accurate and up-to-date job description is crucial to ensuring a good
person-job fit. It is worthwhile spending some time making sure that the job
description matches the everyday reality of the job. The accuracy of a job
description is likely to be improved by gathering information from different
Sources. It may also be useful to consider whether the organization is willing to
take on less experienced workers and provide professional development activities
(in-house or external) to build up their knowledge and skills.
Step 2: Develop an effective recruitment strategy
Two important issues to consider when developing a recruitment strategy are:

The source of recruitment (i.e., advertisements, personal referrals,

employment agencies, direct applications)

The recruiter (i.e., the personal face of the organization).

The source of recruitment

A range of strategies (e.g., newspaper advertisements, personal networks) can be

used to recruit new workers. There is evidence that hiring new staff through
referrals from existing staff or direct (unsolicited) applications is likely to result in
lower turnover rates and higher job satisfaction compared to more traditional
avenues of recruiting (e.g., newspaper advertisements).

The recruiter
A range of people within an organization may be called upon to act as recruiters
(i.e., to answer telephone enquiries, conduct interviews, etc.). A recruiter can have
a significant impact on job applicants, particularly their interest in a position and
their intention to accept a job offer
Step 3: Evaluate the recruitment strategy
Periodically evaluating the effectiveness of your recruitment strategy, such as the
type of sources used for recruiting, can be a useful activity.
For instance, a cost-benefit analysis can be done in terms of the number of
applicants referred, interviewed, selected, and hired. Comparing the effectiveness
of applicants hired from various sources in terms of job performance and
absenteeism is also helpful. One could also examine the retention rates of workers
who were hired from different sources.

Chapter 2
RESEARCH METHODOLOGY

2.1 RESEARCH DESIGN

Exploratory Research: This is used in order to study the environment and give a
direction to the study. The focus is on the discovery of ideas. It is generally based on
secondary data that are readily available. It doesnt have a rigid and format design as the
researcher may have to change his focus or direction depending on the variables.
In exploratory research the first stage is I have done a basic and applied research which
means- understanding about the topic through journals and magazines and by visiting
Library.

2.2 COLLECTION OF DATA

The research is primarily both exploratory as well as descriptive in nature. The sources of
information are both primary & secondary.
Exploratory research :
Exploratory research often relies on secondary research such as reviewing available
literature and/or data, or qualitative approaches such as informal discussions with
consumers, employees, management or competitors, and more formal approaches through
in-depth interviews, focus groups, projective methods, case studies or pilot studies.
The Internet allows for research methods that are more interactive in nature. When the
purpose of research is to gain familiarity with a phenomenon or acquire new insight into
it in order to formulate a more precise problem or develop hypothesis, the exploratory
studies (also known as formulative research) come in handy. If the theory happens to be
too general or too specific, a hypothesis cannot be formulated. Therefore a need for an
exploratory research is felt to gain experience that will be helpful in formulative relevant
hypothesis for more definite investigation.

Primary sources of data

The primary data was collected from questionnaires distributed to the employees of Wave
Infrastructure. A well-structured questionnaire was prepared and personal interaction with

the recruiters also helps in collecting information about the recruitment process in Wave
Infrastructure.

Secondary source of data

Secondary data were obtained from the previous studies on similar topics which were
published in both national and international journal. Also the internet provided an insight
about the Wave Infrastructure. And some information is taken from Wave Infrastructure.

The Questionnaire
Keeping in view the objective of the study, questionnaire was designed and tested on few
employees. The questionnaire includes multiple choice questions.

Data analysis tool

The data collected through the questionnaire were analyzed using simplest statistical
tools and spread sheets software namely Microsoft excel. Each of the different questions
in the questionnaires were analyzed individually and represented in the form of a piechart.

2.3

RESEARCH METHODOLOGY

Methodology is the specification of the method for acquiring the information needed to
structure the study.

Universe
Universe for employee survey was Wave Infratech, Noida.

Sampling Size:

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

Sampling Techniques:

For employee survey Convenient Sampling techniques was applied.

For audiences survey Random Sampling technique was used.

2.4 LIMITATIONS

To fix an appointment especially with the corporate people was very tough
and many a time negative response was received.

The numbers of respondents were limited because of time constraints &

assignments.

The respondents may give false information because sometimes some

respondents were not in full mood.

Only the domestic business organization is the focus of this study. We have
not studied the international recruitment process here

Chapter 3
DATA INTERPRETATION

FINDINGS AND ANALYSIS

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

7%

50%
44%

Other Sources
Advertisement
Internal Reference

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

RECRUTMENT PROCESS
10%

90%

SATISFIED BY THE
PROCESS
UNSATISFIED BY
THE PROCESS

Colleagues very pleasant and helping or not

7%

93%

colleagues are helping

colleagues are not helping

 The recruitment conducted fare at WAVE INFRASTRUCTURE

4%

YES
NO
96%

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

INFRASTRUCTURE

3%
27%
70%

YES
NO
NO COMMENT

Time duration given for the recruitment process is sufficient

15%

86%

YES
NO

 How long will they like to continue with this organization

13%
43%

23%
20%

5-10 years
10-15 years
15-20 years
Till Retirement

They believe their Job security in WAVE INFRASTRUCTURE

3%
30%
67%

YES
NO
CAN'T SAY

 Whether they are satisfied with their daily schedule

17%

83%

YES
NO

On quality of work life dimension of recruitment and selection

effectiveness in WAVE INFRASTRUCTURE recognition system is followed
impartially or not

15%

86%

FAVORABLE
NOT FAVORABLE

 How do you come to know about WAVE INFRASTRUCTURE, when you

appeared for your interview at WAVE INFRASTRUCTURE?
advertisement

consultancies

internet

through friends

29%
53%
12%

6%

Through which of the following modes were you recruited?

Campus recruitment

walk-ins

employee referrals

other

12%

41%

12%
35%

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

Aptitude test

Psycometric test

18%

other

35%

24%
23%

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

Categorpreliminary interviewy 1

stress interview

discussion interview

any other

10%

49%

22%
19%

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

yes

no

5%

95%

After analyzing these questions which were are responded by employees of Wave
Infrastructure Ltd. interpret following things:

Wave Infrastructure uses internal references as a source of recruitment very

much as it is cost saving method. After that advertisement method is popular
for recruitment process.

Maximum employees of Wave Infrastructure are satisfied by the recruitment

process by which they are selected. Their Colleagues are also very pleasant
and helping for them.

The recruitment process conducted fare at Wave Infrastructure. Employees

like to put their relatives/friends for job in Wave Infrastructure & the Time
duration given for the recruitment process is sufficient

Maximum no. of employees is like to continue Wave Infrastructure till

retirement and many employees feel their job security in the organization.

On quality of work life dimension of recruitment and selection

effectiveness, the question was asked whether recognition system is
followed impartially or not, maximum of employees gave favorable
response. That depicts that Wave Infrastructure is continuously making an
effort to not to just hire and fire the employees but hire and develop.

Chapter 4
SUMMARY & CONCLUSION

SUGGESTIONS

This study inferred that most of the employers and employees are satisfied
with the present process.

This study was helpful to study the sources of recruitment and selection
techniques & methods used.

HR professional is having a big responsibility to hire a best person from the

available talent pool. At the same time, one needs to be cost conscious.

The employer should judge on individual merits and set the same standards
for all. In the present scenario, It is the biggest challenge for a HR manager
to hunt for talent.

Though consultancy has already owned a good reputation, but it always need
some type of publicity as heavily cost incurred while recruiting and selecting
employees through consultancy.

CONCLUSION
o The recruitment & selection process in Wave Infrastructure is done through
internal job posting, consultants, job portal (mailing), employee referral, and
advertisements.
o The selection process in Wave Infrastructure is depends on the job profile of their
requirement.
o If a firm has a poor image in the market, many of the prospective candidates may
not even apply for vacancies advertised by the firm. If the job is not attractive,
qualified people may not even apply. Any job that is viewed as boring,
hazardous, anxiety producing, low-paying, or lacking in promotion potential
seldom will attract a qualified pool of applicants. Recruiting efforts require
money. Sometimes because of limited resources, organizations may not like to
carry on the recruiting efforts for long periods of time, this can, ultimately,
constrain a recruiters effort to attract the best person for the job.
o From the study, it is found that majority of the employees prefer to post their
resume in companies website. So the company can have exclusive career link in
its website to post resume.
o Some of the employees said that the response given after recruitment is not
satisfactory. If the recruitment feedback mechanism is not effective, there is
high-risk of loosing good candidates to other companies. So they can give the
response for candidates immediately whether they are short listed or rejected.
Thus the recruitment process can be made effective by retaining the recruited candidate.
By studying this project we come 2 know about following barriers of effective
selection process:
The main objective of selection is to hire people having competence and commitment.
This objective is often defeated because of certain barriers. The impediments which
check effectiveness of selection are perception, fairness, validity, reliability, and pressure.

PERCEPTION: Our inability to understand others accurately is probably the most

fundamental barrier to selecting right candidate. Selection demands an individual or a
group to assess and compare the respective competencies of others, with the aim of
choosing the right persons for the jobs. But our views are highly personalized. We all
perceive the world differently. Our limited perceptual ability is obviously a stumbling
block to the objective and rational selection of people.
FAIRNESS: Fairness in selection requires that no individual should be discriminated
against on the basis of religion, region, race or gender. But the low number of women and
other less privileged sections of society in the middle and senior management positions
and open discrimination on the basis of age in job advertisements and in the selection
process would suggest that all the efforts to minimize inequity have not been very
effective.
VALIDITY: Validity, as explained earlier, is a test that helps predict job performance of
an incumbent. A test that has been validated can differentiate between the employees who
can perform well and those who will not. However, a validated test does not predict job
success accurately. It can only increase possibility of success.
RELIABILITY: A reliable method is one which will produce consistent results when
repeated in similar situations. Like a validated test, a reliable test may fall to predict job
performance with precision.
PRESSURE: Pressure is brought on the selectors by politicians, bureaucrats, relatives,
friends, and peers to select particular candidate. Candidates selected because of
compulsions are obviously not the right ones. Appointments to public sector undertakings
generally take place under such pressure.

BIBLIOGRAPHY

BIBLIOGRAPHY

TEXT BOOKS
Human Resource Management, Eighth edition, Gary Dessler, From page no. 126139
P. Subba Rao, Essentials of HUMAN RESOURCE AND MANAGEMENT
RELATIONS, Himalaya Publications, From page no. 56-67
David A. Decenzo, PERSONNEL /HUMAN RESOURCE MANAGEMENT,
From page no. 89-99
Websites
www.hr.com
www.Wave Infrastructure.in

APPENDIX

APPENDIX
QUESTIONNAIRE RESPONDED BY PRESENT EMPLOYEES OF WAVE
INFRASTRUCTURE LTD.
1.

From which source of recruitment they come to know about the job?
Internal References

2.

Advertisement

Other Sources

Whether they are satisfied by the recruitment process by which they are selected
or not?
Satisfied by the process

3.

Unsatisfied by the process

Whether their colleagues are helping & pleasant with them?

Colleagues are helping

4.

Is the recruitment conducted fare at Wave Infrastructure?

YES

5.

NO

CANT SAY

Is the Time duration given for the recruitment process is sufficient?

YES

7.

NO

Whether they like to put their relatives/friends for job in Wave Infrastructure?
YES

6.

Colleagues are not helping

NO

How long will they like to continue with this organization?

5-10 YEAR

10-15 YEAR

TILL RETIREMENT
8.

They believe their Job security in Wave Infrastructure?

YES

NO

15-20 YEAR

9.

Whether they are satisfied with their daily schedule?

YES

10.

NO

On quality of work life dimension of recruitment and selection effectiveness, the

question was asked whether recognition system is followed impartially or not?
FAVORABLE

11.

NOT FAVOURABLE

On quality of work life dimension of recruitment and selection effectiveness, the

question was asked whether recognition system is followed impartially or not?
FAVORABLE

12.

NOT FAVOURABLE

How do you come to know about Wave Infrastructure, when you appeared for
your interview at Wave Infrastructure?

13.

14.

Advertisement

Consultancies

Internet

Through friends working in company

Through which of the following modes were you recruited?

Campus Placement

Walk-ins

Employee Referrals

Consultancies

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

15.

Intelligence test

Aptitude test

Psychometric test

Any other, please specify

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

Preliminary Interview

Stress Interview

Discussion Interview

Any Other, Please specify

16.

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

Yes

No