A

SUMMER TRAINING REPORT

ON
TO STUDY ABOUT RECRUITMENT AND SELECTION PROCESS
AT MY GURUKOOL (A JUPITER TRADE PVT.LTD.)
Submitted in the partial fulfilment of the requirements for the award of the
Degree of
BACHELOR OF BUSINESS ADMINISTERATION
(GENERAL)

SUBMITTED BY:

SUBMITTED TO:

BHAWNA SHARMA

DR.PRAMOD KUMAR RAWAT

BBA (G) 5thSEM

(ASSISTANT PROFESSIOR)

ENROLL NO: 11O19301712

KASTURI RAM COLLEGE OF HIGHER EDUCATION

NARELA, DELHI- 110040
AFFILIATED TO GURU GOBIND INDARPRASTHA UNIVERSITY

ACKNOWLEDGEMENT
I am extremely thankful to DR. PRAMOD KR. RAWAT faculty of KASTURI
RAM COLLEGE OF HIGHER EDUCATION, NARELA for his timely
guidance and support through out of the final report work in the course of carrying
out of the project work.
I am indebted to our other faculty members, my friends and my parents who
gave their full-fledged co-operation for successful completion of my project.
It was an indeed learning experience for me.
(..)
Name of student: Bhawna Sharma
Enrolment: 11019301712

CERTIFICATE
This is to certify that RECRUITMENT AND SELECTION PROCESS
Bonafide work of BHAWNA is original and has been done under supervision in
partial fulfilment of the requirement for the awards of BBA .This report neither full
nor in part has ever before been submitted for awarding of any other university.
I am pleased to say that this performance during the period was extremely
satisfactory.
Under the guidance of
(.)
Dr. PRAMOD KUMAR RAWAT
(ASSISTANT PROFESSIOR BBA)
KRCHE

CHAPTER PLAN
CHAPTER

TOPIC

PAGE NO.

CHAPTER 1 INTRODUCTION
1.1

introduction of recruitment and selection

1.2

Objective if the study

1.3

Research methodology

3-6

CHAPTER 2 COMPANY PROFILE

OF MYGURUKOOL
2.1
About the company

2.2

History of the company

8-11

2.3

Value and philosophy of the company

11-12

2.4

Mission and vision

13

2.5

Our milestones

13-15

CHAPTER 3 RECRUITMENT AND SELECTION

3.1

About recruitment and selection

16

3.2

Meaning of recruitment

16

Importance and sources of recruitment

17

3.3
3.4

Types of recruitment

17-19

3.5

Recruitment process

19

3.6

Evaluation of recruitment process

19-20

3.7

Selection

20

3.8

Sources of manpower at Jupiter trade

20

3.9

The selection process of Jupiter trade

20-21

3.10

Recruitment and selection procedure at learning mate

21-22

3.11

The selection process of learning mate

22-23

3.12

Selection process

23-24

3.13

Difference between recruitment and selection

24-25

3.14

Offers of employment

24-25

3.15

Responsibilities

25-26

3.16

Review

26

CHAPTER-4

RECRUITMENT PLAN-TABLE OF CONTENTS

s4.1

Recruitment plan-Table of content

4.2

Development

4.3

activities
Recruitment and selection process at Jupiter
trade

CHAPTER-5

DATA ANALYSIS AND

CHAPTER6
CHAPTER7

CONCLUSION

50

FINDINGS

51

CHAPTER8
CHAPTER9

LIMITATIONS

52

RECCOMMENDATIONS

53

BIBLIOGRAPHY

54

ANNEXURE

55-57

and

execution

27-31

proactive 31-35
36-39

INTERPRETATION 40-49

CHAPTER 1
INTODUCTION

1.1 INTRODUCTION
The project is undertaken to develop RECRUITMENT & SELECTION according
to the strategic skills required at every designation in my Gurukool (A unit of
Jupiter trade Pvt. Ltd.).Recruitment refers to the process of finding possible
candidates for a job or function, usually undertaken by recruiters. It also may be
undertaken by an employment agency or a member of staff at the business or
organization looking for recruits. Advertising is commonly part of the recruiting
process, and can occur through several means: through online, newspapers, using
newspaper dedicated to job advertisement, through professional publication, using
advertisements placed in windows, through a job centre, through campus graduate
recruitment programs, etc.
Suitability for a job is typically assessed by looking for skills, e.g. communication
skills, typing skills, computer skills. Evidence for skills required for a job may be
provided in the form of qualifications (educational or professional), experience in a
job requiring the relevant skills or the testimony of references. Employment
agencies may also give computerized tests to assess an individual's "off-hand"
knowledge of software packages or typing skills. At a more basic level written tests
may be given to assess numeric and literacy. A candidate may also be assessed on
the basis of an interview. Sometimes candidates will be requested to provide a
rsum (also known as a CV) or to complete an application form to provide this
evidence.

1.2OBJECTIVE OF THE STUDY

To know about the My Gurukool company (A JUPITER TRADE PRIVATE
LIMITED).

To study about the recruitment & selection process at My Gurukool (A Jupiter

Trade private limited).

To know the recruitment policy followed and the method adopted by the
company.

To study about the work culture of the company.

1.3 RESEARCH METHADOLOGY

8

Research Methodology is a systematic way of investigation directed to the

discovery of some facts by careful study of a subject, a course of critical and
scientific inquiry. It is a process of arriving at dependable solutions to problems
through the planned and systematic collection, analysis and interpretation of data.

RESEARCH DESIGN
A research design is the arrangement of condition for the collection and analyses of
data in a manner that aims to combine relevance to the research to the research
purpose with economy in procedure. The research design is the conceptual
structure within which research is conducted; it constitutes the blueprint for the
collection, measurement and analyses of data.

Exploratory research
An exploratory research is one in which the researcher aims at finding facts
through primary data.
A very flexible, open- ended process. It doesnt have to change his focus or
direction, depending on the availability of new ideas and relationship among
variables.

Descriptive research
It is more rigid than exploratory research and seeks to describe users of a
product, determine the proportion of the population that uses a product, or
predict future demand for a product. As opposed to exploratory research,
descriptive research should define question, people surveyed, and the
method of analysis prior to beginning data collection.

Casual research

It seeks to find cause and affect relationships between variables. It accomplishes

this goal through laboratory and field experiments.
In this project Descriptive Research & exploratory research is used which is
based on Secondary data & primary data.
Sources of Data:Mainly there are two sources of data. They are the following:

1) PRIMARY DATA: In primary data collection, you collect the data yourself using methods such as
interviews and questionnaires. The key point here is that the data you collect is
unique to you and your research and, until you publish, no one else has access to it.
There are many methods of collecting primary data and the main methods include:
questionnaires
interviews
focus group interviews
observation
case-studies

2) SECONDARY DATA:
Secondary data is the data that have been already collected by and readily available
from other sources. Such data are cheaper and more quickly obtainable than the
10

primary data and also may be available when primary data cannot be obtained at
all. These are collected through different ways i.e. Internet, Newspaper etc.
Internet
Books
Newspaper
Sales report
internet
The Internet, sometimes called simply "the Net," is a worldwide system of
computer networks - a network of networks in which users at any one computer
can, if they have permission, get information from any other computer.
The source of data used in this project was the primary source as well as secondary
source of data. As the objective of the research project is to understand what good
quality work life means to employees and how it affects the companies.

Method of collecting data

Questionnaire

11

Questionnaires are usually criticized as being time-consuming, lengthy, and

complicated. To avoid such drawbacks, a unified approach to forming the
questions and a measuring scale. In this study the questionnaire is based on
different scales like five point likert scale.
In this study the questionnaire is based on different scales like likert scale. A likert
scale is considered an agree disagree scale. This setup gives respondents a
series of attitude dimensions. For each dimension, the respondent is asked whether,
and how strongly, they agree or disagree to each dimension using a point rating
scale. Likert scales are given scores or assigned a weight to each scale, usually
from 1 to 5. The purpose of the likert scale is to sum the scores for each respondent
(the response average), and the intent of the likert is in that the statement will
represent different aspects of the same attitude.
TYPES OF QUESTION IN CLUDED/ DICHOTOMOUS
QUESTIONS
Which has only two answers Yes or No?
MULTIPLE CHOICE QUESTIONS
Where respondent is offered more than two choices.
IMPORTANCE SCALE
A scale that rates the importance of some attribute.
RATING SCALE

12

A scale that rates some attribute from highly satisfied to highly unsatisfied and
very inefficient to very efficient
SAMPLE SIZE/POPULATION SIZE
How many people should be surveyed?
My sample size is 50.

2.1 ABOUT THE COMPANY

MY GURUKOOL (A JUPITER TRADE PRIVATE LILITED COMPANY) is a
world leading producer of appliances and equipment for kitchen and cleaning.
JUPITER is also one of the largest producers in the world of similar equipment for
professional users. In addition, we are the market leader in many of the individual
product categories in which we compete.
Jupiter Trade is a global leader in home appliances and appliances for professional
use, selling more than 40 million products to customers in 150 countries every
year. The company focuses on innovations that are thoughtfully designed, based on
extensive consumer insight, to meet the real needs of consumers and professionals.
Jupiter Trade products include refrigerators, dishwashers, washing machines,
vacuum cleaners and cookers.
The Jupiter Trade Groups operations are divided into Consumer Durables and
Professional Products. Consumer Durables account for 93 percent of Group sales
and comprise appliances for kitchens, fabric care and floor care. The products are
13

sold under several brands and some 50 percent are sold under the global brand of
Jupiter. The Groups largest markets are in Europe and North America.
Professional Products account for approximately 7 percent of Group sales and
comprise products for professional users in, e.g., industrial kitchens, restaurants
and laundries. The strongest market positions are in Europe, and the major share of
products is sold under the brand.

CHAPTER 2
COMPANY PROFILE
OF
14

MY GURUKOOL

2.2 HISTORY
Jupiter group was established in 1989 with the vision of evolving into a multibrand company that always stays one step ahead of the rapidly changing,
technologically progressive times, to provide sustained value for money to the
discerning consumers. By combining our strengths of marketing, sales, customer
service, warehousing and financial acumen, our expression of business interest has
left its indelible mark-as demonstrated through millions of loyal, delighted
customers and resultantly, several rewarding ventures.
We first ventured into the distribution of the Mag lite brand of flashlights
(manufactured in USA) and focused our astute market skills on this f0lashlight
brand. We soon hit bulls eye, with Mag lite transforming it into the biggest
market grosser in the Middle East. Encouraged by this achievement we turned our
attention to another flashlight brand ACCULUX (manufactured in Germany) - the
inventor of rechargeable flashlights. In spite of the brand being a formidable force
in the western hemisphere, it had been unsuccessful in penetrating and grows the
GCC market for ACCULUX.
15

Having tasted success with third party brands, we refused to sit back and relax. We
drew upon our strengths of market knowledge and consumer insights to pave the
way for our own brand. Thus was launched the britelite range of flashlights. It was
history in the making as we created and sustained an enviable brand equity that left
the then market leaders stunned.
We soon diversified into the consumer electronics and home appliances segments
under a fresh brand- Vinverth. We rolled out a multitude of products not limited to
emergency lights, electronic irons, mixers and so on- all of which are/ would soon
be market leaders, in their respective segments.
Our in-depth understanding of market dynamics often gave birth to breakthrough
products from our very own research & development wing. Besides being the first
to launch LED flashlights, our R&D is also credited with the following
innovations:
1
2
3
4

Energy saving function in emergency lights.

Dual vent technology patented as the movement in energy saving lamps.
High definition DVD under trademark HVD.
The first complete 7.1 channel home theatre system.
Popular demand continues to encourage us to come up with many more
innovative, energy efficient and value for money products.
OUR GROUP COMPANIES
BRITELITE MIDDLE EAST FZCO- JEBEL ALI, UAE
Britelite Middle East fzco was established on 2001 to concentrate on R&D
and handle trademarks and patents. The company is also responsible for
spearheading the export business from its offices and warehouse located at
jebel Ali free zone. The corporate offices will soon be housed in this
sprawling 50,000 sq. feet complex.
SHOWCASTING THE BEST-JUPITER ELECTIONS
16

CO.LLC.BRANCES
With our headquarters in Dubai, we have made our presence by felt in the
UAE. We have six showrooms across the UAE located in Dubai, Sharjah,
Abu Dhabi, Fujairah, Ras Al Kamiah& gayathi. Apart from this, we have a
very strong dealer network across the UAE.
All our products are the results of regular market surveys that gauge
consumer preferences and market requirement. Our showrooms play in vital
role in achieving this objective.
GCC SALES OFFICES
To ensure sufficient reach and availability to the discerning consumer, we
have opened our own offices across the GCC (Oman, Qatar, Kuwait and
KSA). We have 7 offices strategically located in SAUDI ARABIApunctuated at Dammam, RIYADH and JEDDAH and warehouses in
KHAMMIS, TABOUK and BURAIDA and SAKAKA.
JUPITER TRADING COMPANY
Jupiter trading company manages our flagship store at bay pride mall,
marine drive, Cochin and oversees the whole and retail sales & marketing of
our products in different parts of India.
JUPITER COMPONENT MAKERS (INDIA) PVT. LTD.
Constructed in a sprawling 5 acres of land is the 140,000 sq. ft. futuristic
assembly line production facility for both the britelite and Vinverth lines of
products. Christened Jupiter component makers (India) Pvt, this is an export
oriented unit at Coimbatore district in Tamil Nadu.
JUPITER COURIERS- INDIA
Jupiter couriers were established in November 2007 with the intention of
revolutionizing the speed and quality of delivery to consumers, even in
remote locations. Headquartered in Kerala, plans are underway to expand to
17

Tamil Naidu and Andhra Pradesh shortly. Our courier service is an

embodiment of 600 collection centres, 86 hubs and 4 transhipments hubs
across the landscape of Kerala which facilitates easy pickup and drop. In
Kerala, in addition to handling deliveries for our group companies, the
courier network has been opened to the general public effective august 1,
2010.
JUPITER COMMUNICATIONS
To achieve flawless executions of our proprietary marketing strategy, we
have formed a company, Jupiter communications which would dedicatedly
work towards achieving this goal-to communicate, to persuade and to
convince. Here, creation is passion. Jupiter communications has the facilities
to do in-house print, radio, TV campaigns any type of above/ below the line
advertising activities for the brands of Jupiter group. In short, a one-stop
solution for all our advertising needs.
Many works from the stables of Jupiter communications have been award
winners and have also been case studies in major universities in the gulf.

2.3 VALUE & PHILOSOPHY

MANAGEMENT PHILOSOPHY
In response to the changing needs of our worthy customers, we fully realize
and continuously strive to perfectly discharge our duties of exploration,
innovation and creation. We explore our customers needs and wants, and
endeavour to fulfil them through innovative, cutting-edge and value for
money products.
Whilst serving our valuable customers, we will always actively contribute in
our capacity to a greener and better earth through energy efficient processes
and products and operating eco-friendly facilities.

18

Products and Services

Cartridges
Fax Machine
Multifunctional Device
Photocopier Spare Parts
Printer
Toner
Company Profile
Trader of toner, cartridges, photocopier spare parts, printer and multifunctional
device.
Fact Sheet
Year of Establishment
2010
India Mart Member Since
2011
Nature of Business
Retailer, Trader
Legal Status of Firm
Limited Liability/Corporation (Privately Held)
Number of Employees
Up to 10 People

19

 Turnover
Up to US$ 0.25 Million (or up to Rs. 1Crore Approx.)
You can now find supplier of your choice listed under thousands of categories.
Browse through the section and search for the most relevant supplier for your
business needs.

2.4 MISSION
We are dedicated to enriching the lives of our customers by regularly offering
innovative, value-for-money products and the best after sales services, through the
use of cutting edge technologies and continue process improvements. We will
continue to build energy efficient products through eco-friendly processes and
facilities thereby contributing our bit to the sustenance of mother earth and its
inhabitants.

VISION
To be the most trusted electronics & lighting products company in the middle east
and Asia pacific.

2.5 OUR MILESTONES

Building third party brands into market leaders demonstrated and honed Jupiters
marketing abilities and ratified its marketing strategies. it also gave insights into
what the consumer expected and what was lacking in existing products. Thus was
born BRITELITE- Jupiters very own brand of flashlights. The quality of
equipment and unmatched after sales service aided Jupiters marketing prowess in
making Britelite the market leader and the most loved brand.

20

1989
From the small beginnings come great thongs.
With a wish to be the first choice of Dubais discerning consumers in the flashlight
space, JUPITER TRADING COMPANY was born in the year 1989.
1989
Into a market dominated by plastic flashlights, Jupiter brought in the Mag lite
brand of flashlights. Through our innovative and unique marketing strategies Mag
lite went on to become the highest market grosser in UAE.
2001
Our market research and understanding of consumer needs and wants fuelled
Jupiters research into consumer electronics. Thus was with less intake of power,
increased battery life.
2003
VINVERTH launches the most powerful rechargeable emergency lights with
trends setting features like energy saving function, special tubes that give
maximum brightness with less intake of power increased battery life.
2004
VINVERTH launches the fastest wrinkle removing steam irons with patented
water flow technology.
2005
VINVERTH pioneers the 7.1 channel home theatre system. VINVERTHS
discerning consumers could test the quality of the output through playing the
21

nostalgic songs of yesteryears which we recorded and mixed in 5.1 channel

surrounded technology.
2005
Jupiter launches its first flagship store in bur Dubai meenabazaar, showcasing
products under the VINVERTH and BRITELITE brands, the store provides a
chances to experience the real essence of the multitude of products on display.
2009
To further the process of seamless integration of in-house research and quality
production, Jupiter begins assembly line production in its combvatore based
manufacturing facility. Jupiters commitment to its customers is ratified when the
facility receives ISO 9001 Certification within 15 Months of Operation

22

CHAPTER 3
RECRUITMENT AND
SELECTION

23

3.1 ABOUT RECRUITMENT AND SELECTION

Recruitment refers to the process of finding possible candidates for a job or
function, usually undertaken by recruiters. It also may be undertaken by an
employment agency or a member of staff at the business or organization looking
for recruits. Advertising is commonly part of the recruiting process, and can occur
through several means: through online, newspapers, using newspaper dedicated to
job advertisement, through professional publication, using advertisements placed
in windows, through a job canter, through campus graduate recruitment programs,
etc.
Suitability for a job is typically assessed by looking for skills, e.g. communication
skills, typing skills, computer skills. Evidence for skills required for a job may be
provided in the form of qualifications (educational or professional), experience in a
job requiring the relevant skills or the testimony of references. Employment
agencies may also give computerized tests to assess an individual's "off-hand"
knowledge of software packages or typing skills. At a more basic level written tests
may be given to assess numeric and literacy. A candidate may also be assessed on
the basis of an interview. Sometimes candidates will be requested to provide a
rsum (also known as a CV) or to complete an application form to provide this
evidence

3.2 MEANING OF RECRUITMENT

Recruitment means to estimate the available vacancies and to make suitable
arrangements for their selection and recruitment is understood as the process of
24

searching for and obtaining applicants for the jobs, from among whom the right
people can be selected.

3.3 IMPORTANCE OF RECRUITMENT

Determine the present and future requirements of the organisation on
conjunction with this personal-planning and job analysis activities.
Increase the pool of job candidates at minimum cost.

SOURCES OF RECRUITMENT: The sources of recruitment can be broadly

categorized into:
INTERNAL RECRUITMENT: Internal recruitment seeks applicants for
positions from within the company.
EXTERNAL RECRUITMENT: External recruitment seeks applicants for
positions from sources outside the company.

3.4 Types of Recruitment

The organisation for recruiting and selection of sales personnel varies from
company to company. It depend up on company size, policy, structure, market
coverage etc. where the sales manager has personnel staff assistant, recruiting and
selection usually is handled entirely within the sales departments. Companies
sometimes assign responsibility for recruiting sales personnel to the company
personnel manager.

Internal Source of Recruitment

25

1- Company Sales Personnel- Individual apply for sales jobs because they know
company sales personnel, &sales peoples recommendations may constitute an
excellent source. Such application already knowssomething about companies
policies. They apply favourable condition toward the company. Sales people are
particularly valuable source of recommendations when job must be filled in remote
area. They have knowledge about the particular areas.
2- Company Executive- Recommendations of the sales manager, the president and
other company executive are important sources of sales executive, personal
contacts may top calibre people because of their understanding of needed
qualification.
3- Internal Transfer- International sources of other departments and the non
selling section of the sales departments. Employees desiring transfers are already
familiar with company policies and the personnel department has considerable
detailed information about them. Transfer are good prospects for sales positions,
whenever Product knowledge makes up a substantial portion of sales training.

External Sources
1- Employment Agencies- It is the major sources of recruiting/selecting the sales
personnel. But many believe that good sales people never use agencies services.
Whenever an agency is used it should receive a clear statement of the jobs
objectives and a complete rundown of job specifications. The recruiter should meet
with an agency; counsellor to assure the information is furnished and understood.
Agencies need time to learn about an employing firm and its unique requirements.
2- Sales-people making calls on the company- Directors of purchase department
make contact with sales personnel from other companies and evaluate job
26

performance. The directors meet high-calibre sales-people for whom jobs with the
company would be attractive both financially and in other respects. In a well
managed companies the purchase directors servicing as a centre of influence
3- Employees of customer- Many companies accept proposal of sales people from
their customers. Customer recommended people in their organisation who have
reached the maximum potential of their existing jobs. Customers employees
should be recruited only with the prior approval of the customers.
4- Educational institution- It includes colleges and universities, technical
institute, business colleges. Different training in general business, marketing, and
sales technique. Schools are fruitful sources of new sales personnel, at graduation
time.
Colleges and universities are important sources of sales and management trainees.

3.5 RECRUITMENT PROCESS

STAGE 1: RECRUITMENT PLANNING:Planning involves the translation of
likely job vacancies and information about the nature of these jobs into set of
objectives or targets that specify the (1) Numbers and (2) Types of applicants to be
contacted.
STAGE 2:STRATEGY DEVELOPMENT :When it is estimated that what types
of recruitment and how many are required then one has concentrate in (1) make or
buy employees(2)Technological sophistication of recruitment and selection devices
(3)Geographical distribution of labour markets comprising job seekers (3)sources
of recruitment (5) sequencing the activities in the recruitment process.
STAGE 3: SEARCHING: Search involves two steps; source activation and
selling.
27

STAGE 4: SCREENING: Screening of applicants can be regarded as an integral

part of the recruiting process.
STAGE 5: EVALUATION AND CONTROL

3.6 EVALUATION OF RECRUITMENT PROCESS:

Keeping the objectives in the mind, the evaluation might include:

Return rate of application sent out.

Number of suitable candidates for selection.
Retention and performance of the candidate selected.
Cost of the recruitment process.

3.7 SELECTION
Selection is defined as the process of differentiating between applicants in order to
identify (and hire) those with a greater likelihood of success in a job.
SELECTION PROCESS: Selection is along process, commencing from the
preliminary interview of the applicants and ending with the contract of
employment.
PROBLEMS IN EFFECTIVE SELECTION: The main objective of selection is
to be hire people having competence and commitment. This objective s often
defeated because of certain barriers. Theimpediments, which check effectiveness of
selection, perception, fairness, validity, reliability and pressure.

3.8 SOURCES OF MAN POWER SUPPLY AT JUPITER TARDE:

INTERANAL SOURCES: Jupiter trade upgrades from within only for
managerial positions, but only to some extent. Because upgrading from within is

28

considered better as the employee is already familiar with the organization, reduces
training cost, helps in building morale and promotes loyalty.
EXTERNAL SOURCES :For the posts of technicians,engineers,floor managers
etc,it

looks

out

for

external

sources

which

include;agencies,institutions,websites,advertisements,campus.off campus, job fairs.

3.9 THE SELECTION PROCESS OF JUPITER TRADE:

INITIAL SCRRENING OF INTERVIEWS:A preliminary interview is
conducted so as to select the suitable candidate who can go through further stages
of interviews.
COMPLETION OF APPLICANTS FORMS: Application forms are such
framed that, they provide the necessary details to the organization without affecting
the sentiments and feelings of the candidate.
EMPLOYMENT TESTS: Logicaltest, English test, vocabulary, reasoning, essay
writing.
INTERVIEW:
Formal interview
Patterned interview
Non-directive interview
Depth interview
Stress interview
Panel interview

29

Mixed interview
SECOND INTERVIEWS: Job seekers are invited back after they have passed the
first initial interview, more in-depth questions are asked to the candidate and the
employer expects a greater level of preparation on the part of the candidates.
BACKGROUND INFORMATION: Jupiter trade requests names, addresses and
telephones numbers of references for the purpose of verifying information and
perhaps, gaining additional background information on an applicant.
PHYSICAL EXAMINATION
FINAL EMPLOYMENT DECISION

3.10RECRUITMENT

AND

SELECTION

PROCEDURE

AT

LEARNINGMATE:
ABOUT LEARNINGMATE: Learning is a provider of end-to-end e-learning
services and solutions designed to meet specific business needs. The range of
services varies from enterprise wide e-learning initiatives to creating custom
content based on cost-effective alternatives of delivery.

SOURCS OF RECRUITMENT AT LEARNINGMATE:

INTERNAL: Leaningmate uses internals sources for recruitment but on a limited
basis otherwise normally it uses external sources extensively for its recruitment
purpose.
Present employees
Employee referrals
Referral scheme-Buddy scheme
30

Previous applicants
EXTERNAL: Barring the nominal use of the internal sources the remainder of the
recruiting is done through the external sources which includes,
Approved recruitment consultants and sub-contractors.
Print media-Advertisements
Outstation recruitment
Websites-subscribed and unsubscribe
Walk-ins.

3.11 THE SELECTION PROCESS OF LEARNINGMATE

INITIAL LEARNING: After receiving the profiles of candidates through the
sources as listed above, the matching profiles as per the specifications are
generated by the recruitment cell.
COMPLETION OF APPLICATION FORMS: Here the eligible candidates are
made to fill in the application forms wherein the company can come to know
candidates, activities, health, personal details, language he knows, work experience
etc.
EMPLOYMENT TESTS: Once the application forms are filled tests are
conducted which provides further information to the organization about the
candidate assist them in selection.
INTERVIEWS: Candidates who pass the test are made to appear for a technical
interview in which their technical competence is evaluated for the requirement and
is captured by the technical interviewer in the interview feedback form.
31

REFERENCE CHECKS: The reference check for candidates is done

simultaneously with extending the offer. The recruitment cell conducts a
formal/informal reference check with the candidates referrals, which then forms a
part of the candidates profile and assessment.
OFFER AND NEGOTIATION: A formal offer of employment is extended to the
finally selected candidates.
FOLLOW-UO AND JOINING: The recruitment cell does a follow up with the
candidate who is extended an offer to ensure candidate is joining within the
stipulated time.

3.12 SELECTION PROCESSES

1. All recruitment processes will be based on agreed job descriptions and person
specifications. Person specifications should only consist of the necessary skills,
qualifications, experience and competencies required to carry out the duties of the
post.
2. Applicants must be selected against the criteria listed in the person specification
and no other criteria. The reasons for selection decisions relating to the person
specification criteria must be recorded.
3. At least two members of the selection panel must be involved in the shortlisting
process.
4. Interviewing must be undertaken by a minimum of two individuals to mitigate
against the possibility of prejudice or stereotyping.
5. If the interviews for a vacancy take place over more than one day/session, the
same panel must interview all candidates.
32

6. Interview panels should normally include members of both genders and

wherever practicable, include individuals of different ethnicities.
7.Any selection tests (e.g. in-tray exercises, typing tests) must relate to the role and
the results of tests assessed against selection criteria.
8. Candidates for academic positions (and certain non-academic positions) will be
required to give a presentation and they will be assessed in relation to the content,
style and time management of their presentation and their response to questions. At
least one member of the interview panel should attend the presentations and record
feedback which should be given to the interview panel for consideration when
making the selection decision.
9. Interview questions must relate to the selection criteria outlined in the person
specification.
10. Selection decisions, including decisions not to appoint applicants, should be
made by majority decision of the interview panel.

3.13 DIFFERENCE BETWEEN RECRUITMENT AND

SELECTION:
Recruitment is the process of searching for prospective candidates and motivating
them to apply for job in the organsiation.whereas,selection is a process of choosing
most suitable candidates out of those, who are interested and also qualified for job.

3.14 Offers of employment

1. All offers of employment will be subject to eligibility to work (including a
successful work permit application if applicable).

33

2.Offers of employment for academic, research, academic related, other-related and

clerical staff will also be subject to the receipt of satisfactory references and
qualification checks.
3. The Human Resources Department must make all formal written offers of
employment to salaried staff as a means of promoting internal comparability.
4.When academic staff starting salaries are determined, consideration should be
given to the individual's skills, qualifications and experience and in line with any
internal comparators identified by the Dean and Head of Department. Starting
salaries for academic positions of over one year's duration must be approved by the
Pro-Director, Director of Human Resources and at least one other representative
senior member of staff. The justification for each academic starting salary should
be recorded on the individual's personnel file.

3.15 Responsibilities
Authority Responsible for:
Staffing Committee Approving the School's Recruitment and Selection
Policy and Procedures.

Resources Committee Authorising new or changed School-funded positions

of six months duration or more.
Deans, Head of Finance and Administration, Head of IFCELs Authorising
replacement School-funded positions
Research Manager authorising all external grant-funded positions.
Deans, Heads of Department/Heads of Service Area Ensuring compliance
with this Policy and associated procedures in their area.
34


Recruiting managers ensuring that recruitment processes are carried out in
line with this Policy and associated procedures.

Staff involved in the recruitment process Familiarising themselves with this

Policy and associated procedures and ensuring their involvement in any
recruitment processes complies with this Policy.
Human Resources Department Providing
professional

advice

on

recruitment and selection matters. Ongoing improvements to the recruitment

process and supporting policies and advisory documentation .Providing an
administrative service for recruitment processes.
Staff Development Unit Providing training on this Policy and equality
issues.

3.16 Review
Regular reports and statistics on recruitment and selection will be made to
the companys Equality Committee.
To ensure compliance with this Policy and the company's Equality and
Diversity Policy, a member of the Human Resources Department or
company's Diversity Advisor may be invited to or elect to attend any stage
of the recruitment process.
This policy and the effectiveness of its operation should be reviewed
regularly.

35

CHAPTER 4
RECRUITMENT PLANTABLE OF CONTENTS

4.1 Recruitment Plan -TABLE OF CONTENTS

I. Commitment to Equal Employment
Opportunity..........................................................
II. Dissemination of Equal Employment Opportunity
Policy..............................................
III. Responsibility for Implementation of Equal Employment Opportunity
Program.............
36

IV. Identification of Areas of Concern and

Resolution.......................................................
V. Establishment of
Goals................................................................................................
VI. Development and Execution of Proactive
Activities......................................................
VII. Monitoring Implementation of Equal Employment Opportunity
Program.......................
VIII. Design and Implementation of Internal Audit and Reporting
Systems..........................
IX Compliance with Sex Discrimination
Guidelines.........................................................
X. Guidelines on Discrimination Because of Religion or National
Origin..........................
XI Workforce Analysis by
Department..........................................................................
XII. Analysis of Major Job
Groups..................................................................................

Commitment to Equal Employment Opportunity (EEO)

It has been, and will continue to be, the policy of The University of Texas System
Administration to be an equal opportunity employer. Administrations official.
EEO policy statement is included In keeping with this policy Administration
will continue to recruit, hire, train, and promote into all job levels the most
qualified persons without regard to race, colour, religion, gender, national origin or
37

sexual orientation. Similarly Administration will continue to administer all other

personnel matters (such as compensation, benefits, transfers, layoffs, system
administration training, education, and social and recreational programs) in
accordance with University policy. See Policy I.150 "Equal Employment
Opportunity."

Equal Employment Opportunity Policy.

INTERNAL DISSEMINATION
Administration will continue to make its Equal Employment Opportunity Policy
known internally by:
1. Ensuring that the Chancellor's annual reaffirmation of policy is communicated to
all employees by means of an executive memorandum.
2.Including

information

concerning

Administration's

equal

employment

opportunity policy in the Regents Rules and Regulations. Administration office of

Human Resources System Policy Memoranda.
3. Disseminating the policy during new employee orientation sessions.
4. Posting required Federal and State Law Posters within the Administration
facilities.
5. Including the logo "Equal Opportunity Employer" in all internal recruitment
announcements, job listings, position advertisements, and memorandums.
6. Publishing the Equal Employment Opportunity Policy in the Administration
Classified Pay Plan.

EXTERNAL DISSEMINATION
38

Administration will continue to disseminate its policy externally by:

1. Including Administrations Equal Employment Opportunity Policy on the
application for employment forms and other materials provided to prospective
employees.
2. Including the logo "Equal Opportunity Employer" in all external recruitment
announcements, job listings, and position advertisements.
3. Informing all recruiting sources in writing of Administration's EEO Policy.

Responsibility

for

Implementation

of

Equal

Employment

Opportunity Program
Responsibility for implementation of Administration's policy on Equal
Employment Opportunity Program rests with the Chancellor. The Chancellor
delegates the responsibility of coordinating Administration's compliance to the
Director of the Office of Human Resources who has the full support of executive
management. General responsibility for implementation of the policy rests with
Administration officials, as well as its employees.

1. Duties of the Office of Human Resources

The duties of the Office of Human Resources include, but are not limited to:
a. Reviews policies and procedures, and recommends changes as necessary to
ensure non-discriminatory effect or intent.
b. Develops policy statements and internal and external communication
techniques.

39

c. Assists department supervisors in the identification and resolution of areas of

concern.
d. Ensures compliance with federal, state, and local laws of non-discrimination in
all hiring and recruitment strategies.
e. Designs and implements audit and reporting systems that measure the
effectiveness

of Administrations EEO programs

through statistics and

demographics.
f. Serves as liaison between Administration and local, federal, and state compliance
and enforcement agencies.
g. Serves as liaison between Administration and minority and women's
organizations, and community action groups concerned with employment
opportunities of minorities and women.
h. Informs management of the latest developments in the area of equal opportunity.
i. Analyses employment practices and procedures and reviews documents related to
the employment processes, in order to ensure consistency with Administration's
Equal Employment Opportunity Policy and Americans with Disabilities Act
(ADA) guidelines.
j. Maintains and analyses applicant flow data to ensure equal access to
employment opportunities.
k. Prepares all required government reports related to equal employment
opportunity.
l. Accommodates individuals seeking information on Administration's policies and
procedures on equal employment opportunity.
40

m. Serves as respondent to allegations of employment discrimination brought

against Administration.

2. Duties of Department Supervisors

a. Identifies areas of concern and under utilization as it applies to compliance with
policies and procedures, in order to establish departmental goals and objectives to
ensure that equal employment opportunity exists.
b. Performs periodic audits of training programs and hiring and promotion patterns
in order toattain departmental goals and objectives.
c. Conducts regular discussions with supervisors and employees to be certain that
Administration's policies and procedures are being followed.
d. Reviews qualifications of all employees under their supervision to ensure that
women and minorities are given full opportunities for promotions, transfers, and
training.
e. Ensures that supervisors foster an supportive environment related to recruitment,
promotions, transfers and training.
f. Encourages minority and female employees to participate in all educational,
training, recreational, and social activities sponsored by Administration.
G. Includes qualified women and minorities in committees, job assignments, and
other activities that might serve to enhance individual potential or professional
development.

4.2 Development and Execution of Proactive Activities

41

It is the responsibility of Administration to identify proactive activities that will

assist in the development of an Equal Employment Opportunity program.
Administration seeks to establish a long-range EEO program that will include
expanded recruitment efforts and retention of women and minorities in its
workforce, and to eliminate impediments to the attainment of Administrations
EEO goals.

1. Selection Process
A. Administration reviews job descriptions in order to ensure that they accurately
reflect position functions and are consistent for the same position from one
location to another.
b. Administration has validated job specifications for each job title in each
department using only job performance criteria. These specifications are nondiscriminatory with respect to race, colour, religion, gender and national origin.
c. These validated job specifications are available to all supervisors involved in the
recruiting, screening, selection, and promotion process. Copies of job descriptions
for job openings are available to all recruiting sources.
d. Administration provides training in hiring procedures to employees involved in
the recruiting, screening, and selection of employees to ensure equal employment
opportunity.
When a vacancy occurs, the hiring supervisor receives training materials to ensure
that these processes remain non-discriminatory.
e. Administration hiring officials are given the responsibility to assure compliance
and enforcement of Equal Employment Opportunity through Human Resources

42

Policy and Procedures Memoranda: Equal Employment Opportunity I.150 and

Hiring, Promotion and Transfer Procedures I.010.
f. Administration reviews the requirements of the Office of Federal Contract
Compliance Programs (OFCCP) Uniform Guidelines on Employee Selection
Procedures.

2. Recruitment
a. Administration announces its vacancies nationally and locally with minority and
women's organizations, including, but limited to, the Urban League, NAACP,
Local Minority Chambers of Commerce, libraries, National Veterans Outreach
Programs, Texas Higher Education Coordinating Board, Texas Rehabilitation
Commission, Texas Commission for Human Rights, and Texas Workforce
Commission.
b. Senior-level administration job vacancies are disseminated through The
University of Texas Job Network (UTJOBNET). The purpose of UTJOBNET is to
inform employees of upward mobility opportunities in particular senior-level
administrative positions. In addition, the UTJOBNET maximizes recruitment and
retention efforts that foster opportunities for qualified minorities and women.
C.Administration encourages component institutions with student enrolments to
support minorities and provide opportunities that support minority graduation. An
increase in the graduation rates of African American and Hispanic students
enhances employment opportunities for such candidates within company and
component institutions.
D.Administration programs which improve employment opportunities for
minorities and women are encouraged.
43

E.Administration participates in local and surrounding area job fairs.

Administration maintains a World Wide Web job site.

3. Promotions
a. Promotional opportunities are posted or announced.
b. Formal employee evaluation programs are provided.
c. "Employee evaluations" are based on job related criteria.

4. Welfare
Administrations facilities and social and recreation activities are open to all
employees. All employees are encouraged to participate inAdministration
sponsored activities.

EXIT INTERVIEW QUESTIONNAIRE

This document is administered to separating employees by the Office of Human
Resources. Exit interviews provide the opportunity to address concerns that may
exist in the areas of equal opportunity, fair treatment, and/or employee retention
within Administration.
Guidelines on Discrimination
Because of Religion or National Origin

1. Equal Employment Policy

Company does the following to ensure that all applicants for employment and
employees are not discriminated against because of religion or national origin:

44

a. Reviews employment practices to determine whether members of various

religious and/or ethnic groups are given equal employment opportunities.
b. To ensure non-discrimination based on religion or national origin isinvolved in
the following outreach and recruitment activities:
1. Company communicates its obligation to provide equal employment opportunity
without regard to religion or national origin to all employees and applicants for
employment.
2. Internal procedures exist at company to implement equal employment
opportunity without regard to religion or national origin.
3. Company informs all employees and applicants for employment of its
commitment to equal employment opportunity without regard to religion or
national origin.
4. Recruitment sources are used to provide equal employment opportunity without
regard to religion or national origin.

2. Accommodations to Religious Observations and Practice

Company accommodates the religious observances and practices of employees
except where such accommodation causes undue hardship on the conduct of
company business. The extent of our obligation is determined by considering
business necessity, financial costs and expenses, and resulting human resources
problems.

3. Non-discrimination

45

In implementing its EEO policy regarding non-discrimination because of religion

or national origin, company does not discriminate against any qualified employee
or applicant for employment because of religion or national origin.

4.3 RECRUITMENT AND SELECTION PROCESS IN JUPITER

TRADE PRIVATE LIMITED

46

1. Job Order
When representing a company and a job order, we will contact the manager to have
a lengthy discussion and get a detailed understanding of the company, position,
team, required qualification, skills and responsibilities the candidate/s should have.
47

The consultant would determine how urgent the position needs to be filled, the
interview process and when the candidate must be on board. EOH Recruitment
Solutions would also clear the fees with the manager of the company.
It is very important that EOH Recruitment Solutions have a thorough
understanding of the selling points of the company. This would not be the benefits
like medical and pension but how a candidate would grow or develop in the
company. In essence why would a candidate want to work for the company?

2. Identifying Candidates
After understanding the job order, EOH Recruitment Solutions will identify and
select suitable candidates. After an extensive discussion in which we determine
how ready the candidate is for a new opportunity, the candidates expectation
regarding a new company and position and whether the candidates salary is in the
bracket that the company wants to offer, we invite the candidate for a detailed
interview at our office.

3. Interviewing the Candidates

When meeting with the candidate for an interview, they need to bring with their ID,
company salary slip, proof of qualifications and drivers license if necessary.
In the interview we double check the following:

Reason for leaving;

Expectations of new company and position;

Salary and benefits;

48

We also determine what makes the candidate the best person to employ and get a
thorough understanding of the candidates growth expectations.

4. References and Checks

After the interview EOH Recruitment Solutions determine who will be contacted
as references. These would always be the managers or supervisors the candidate
reported to directly. We also request a credit, criminal and qualification check
through one of the accredited organizations.

5. CV Presentation to Company
When we are satisfied that weve selected the only the best, most suitable
candidates according to the job spec, we compile the CVs for the client and do a
presentation.

6. Preparation for Interviews at Company

After confirming interview times with the company and candidates, EOH
Recruitment Solutions prepare the candidates for the interviews.
We would provide them with the following:

Address and roadmap;

Detailed position info;

Detailed company info;

What to expect from the interview;

We will also provide a short reference to the client.
49

7. Follow-Ups after Interviews

After each interview, EOH Recruitment Solutions will follow-up with the
candidate and client to determine how the interview went and whether both sides
are interested to take the process further. Should the candidate and company fit,
EOH Recruitment Solutions would direct both parties to the next interview,
psychometric testing, medicals or the next step in the clients recruitment process.
Should the candidate/s not be suitable, EOH Recruitment Solutions would requalify the job order and start the process from the beginning?

8. Salary Negotiation
Since EOH Recruitment Solutions is representing both the company and the
candidate, we have a very good indication of what the candidate would accept and
what the client would like to offer. We then act as mediator to ensure that both
parties are happy with the deal and that wise choices has been made.

9. Signing of Contracts
EOH Recruitment Solutions will guide the candidates through the acceptance,
signing of contract and resignation phases. We check for counter offer and fear of
change throughout the recruitment process and will address it again at this phase.
EOH Recruitment Solutions have a 3 months guarantee period and in this period of
time we have a stringent follow-up process where we will contact the candidates
weve placed for three months after commencement date or longer to check that
everything is in order. We follow the same follow-up procedure with regards to our
clients. Should there be any problems we will encourage the candidate to take care

50

of it by talking to management or any other necessary steps. If all else fails, we

will contact management ourselves and try to resolve the problems.

51

CHAPTER 5
DATA ANALYSIS &
INTERPRETATION

52

5.1 DATA ANALYSIS AND INTERPRETATION

QUESTION-1 Are you satisfied with the management policies of the
company?
OPTIONS

%s OF RESPONDENTS

YES

70%

NO

30%

70%

30%

YES

NO

Column3

INTERPRETATION:The above chart shows that 60% respondents are satisfied

With the management policies given by the company.
QUESTION -2 Are you satisfied with medical facilities given by the

53

company?
OPTIONS

%s OF RESPONDENTS

YES

60%

NO

40%

2
1

60%

40%

YES

NO

%s OF RESPONDENTS
Interpretation
The above chart shows that 60% respondents are satisfied
With the medical facilities given by the company.

QUESTION 3 Are you happy with the recruitment process?

54

OPTIONS

% OF RESPONDENTS

YES

80%

NO

20%

% OF RESPONDENTS
20%

80%

YES

NO

INTERPRETATION:In the above chart show 80% are happy with the recruitment process.

55

Question 4-How do you feel about interview panel?

OPTIONS

% OF RESPONDENTS

EXCELLENT

10%

GOOD

30%

SATISFACTORY

50%

POOR

10%

50%
30%
10%
EXCELLENT

10%
GOOD

SATISFACTORY

POOR

Column3

INTERPRETATION:In the above chart show 50 % people are satisfied and 10 % people say excellent
about the interview panel 30% people say good and the rest of 10% people say
poor.
56

QUESTION 5- Are you satisfied with the salary of the company?

OPTIONS

% OF RESPONDENTS

YES

90%

NO

10%

90%
80%
70%
60%

90%

50%
40%
30%
20%

10%

10%
0%

YES

NO

Column3

INTERPRETATION:The above chart show 90 % people are satisfied with the salary offered by the
company.

57

QUESTION 6-What should be the best recruitment sources according to your

preferences?
OPTIONS

% OF RESPONDENTS

INTERNAL

50%

EXTERNAL

40%

BOTH

10%

% OF RESPONDENTS
10%
50%

40%

INTERNAL

EXTERNAL

BOTH

INTERPRETATION
The above chart show internal recruitment is the best sources of recruitment.

58

QUESTION 7-Did you know about the company policies before joined in this
company?
OPTIONS

% OF RESPONDENTS

YES

40%

NO

60%

60%
50%
40%

60%

30%

40%

20%
10%
0%

YES

NO

Column3

INTERPRETATION:The above chart shows less people are know about the company policies.

59

QUESTION 8- Did you undergone any written test during recruitment?

OPTIONS

% OF RESPONDENTS

YES

70%

NO

30%

% OF RESPONDENTS

30%

70%

YES

NO

INTERPRETATION:The Above Chart Shows 70% People Are Saying Yes.

60

QUESTION 9-How do you think about recruitment and selection procedure

in your company?
OPTIONS

% OF RESPONDENTS

SATISFACTORY

80%

UNSATISFACTORY

20%

80%
70%
60%
50%

80%

40%
30%
20%

20%
10%
0%

SATISFACTORY

UNSATISFACTORY

Series 3

INTERPRETATION:The above chart show 80% candidates are satisfied with the recruitment and
selection procedure in the company.

61

QUESTION 10-How do you know about this company?

OPTIONS

% OF RESPONDENTS

FRIENDS

10%

NEWSPAPER

20%

INTERNET

60%

OTHERS

10%

% OF RESPONDENTS

OTHERS; 10%

FRIENDS; 10%
NEWSPAPER; 20%

INTERNET; 60%

FRIENDS

NEWSPAPER

INTERNET

OTHERS

INTERPRETATION:The above chart show mostly people are go with internet.

62

CONCLUSION
The conclusion one can draw from the above discussion is that analysis of all the
facts & figures, the observations gives a very positive conclusion regarding the
RECRUITMENT & SELECTION IN Jupiter trade Pvt. Ltd.The main sources of
data for developing the skill matrix were performance appraisal sheets and job
descriptions.
The skills required at the lower level will not be repeated at higher level, the highly
skills other than the skills mentioned at lower levels will be mentioned at the
higher levels. As the employees at the higher levels have the skills required at
lower levels. Therefore it is not required to repeat the same skills at every level.
It is very essential for an organization to see to it that the job given to the employee
matches his career goals which will make him enjoy his work and he would
ultimately be satisfied with his job. Though the working conditions are good, they
are not optimal. Working conditions automatically affect productivity of employees
and hence profitability of the organization

63

FINDINGS
The main findings are as follows:
1. Each and every employee is well prepared to meet todays challenges.
2. The organization gives encouragement in career planning for every employee.
3. There are employees in all experience level in the organization.
4. The internal department of core competencies and continuous process
improvements has made Jupiter trade Pvt. Ltd. One of the most exciting SAP
companies to work for.
5. The management showing their full efforts for the growth of Jupiter trade
pvt.Ltd.
6. The company is having skilled employees who can give prime solutions to the
clients more effectively.
7. The management is showing there individual attention to each and every
employees for their betterment

64

LIMITATION
Time will be the biggest constraint as many times it will not be possible to meet
senior officials to collect such information. But all efforts will be made to get all
the relevant information requires for this study.
The sample size was small and hence the results can have a degree of variation.
There may be biases on the part of the part of the recruitment and selection
executives while providing the information. This will not directly affect the study
but will have some impact on the conclusions and to groom there skills.

65

RECOMMEDATIONS
1. Create awareness about customers requirements among the employees by
maintaining high level of motivation and focus.
2. Increase the competence levels among the employees by giving suitable
Training and Development Program.
3. Identify the competencies and behaviour pattern to be developed in each
individual by obtaining there feedback and requirements.
4. Provide training to the employees so that they get better knowledge, skills and
attitude.
5. Convert Jupiter trade Pvt. Ltd. into a learning and development organization to
make it a GLOBAL PLAYER AND LEADER

66

BIBLIOGRAPHY
BOOKS:Chhabra, T.N 2nd edition, human resources management, Dhanpat Rai and co.
Pvt. Ltd, new
Gupta, C.B, 3rd Edition resources management, sultan Chand and sons, New Delhi
2003
Dessler, Gary 2nd edition Human Resource Management, prentice hall, 2002
WEBSITES: www.citehr.com
www.Google.com
www.KarnatakaHRGroup.com
www.HRCommunity.com
www.HRIndia.com
http://www.sungroup.net/sb/html

ANNEXURE
67

GENERAL INFORMATION: To be used only for the purpose of analysis

Name

Gender

Age

Educational Qualification

Official Designation

QUESTION-1 Are you satisfied with the management policies of the

company?
A. YES
B. NO

QUESTION -2 Are you satisfied with medical facilities given by the company?
A. YES
B. NO

QUESTION 3 Are you happy with the recruitment process?

A. YES
B. NO

68

Question 4-How do you feel about interview panel?

A. Excellent
B. Good
C. Satisfactory
D. Poor
QUESTION 5- Are you satisfied with the salary of the company?
A. YES
B. NO
QUESTION 6-What should be the best recruitment sources according to your
preferences?
A. Internal Recruitment
B.External Recruitment
C.Both
QUESTION 7-Did you know about the company policies before joined in this
company?
A. YES
B. NO
QUESTION 8- Did you undergone any written test during recruitment?
A. YES
B. NO
69

QUESTION 9-How do you think about recruitment and selection procedure

in your company?
A.Satisfactorys
B.Unsatisfactory

QUESTION 10-How do you know about this company?

A. FRIENDS
B. NEWSPAPER
C. INTERNET
D. OTHERS

70