Introduction

Recruitment is the process of attracting individuals on a timely basis in

sufficient numbers and with appropriate qualification, to apply for jobs
within an organization. The process of searching prospective employees
with multidimensional skills and experience that suits organization
strategies in fundamental to the growth of the organization, this demands
more comprehensive strategic perspective recruitment .Organizations
require the services of large number of personnel, these personnel
occupies the various positions created to the process of organization.
Each position of the organization has certain specific contributions to
achieve the organizational objectives. The recruitment process of the
organizational has to be strong enough to attract and select the potential
candidates with right job specification. The recruitment process begins
with human resource planning and concludes with the selection of
required number of candidates, both HR staff and operating managers
have responsibilities in the process.

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 Recruitment Definition:
According to Flippo, “Recruitment is the process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organisation.” It is the activity which links
the employer and the job seekers.
According to Yoder, “Recruitment is 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 number to facilitate effective selection of an efficient working force”.
“Recruitment is the development and maintenance of adequate manpower resources. It involves the
creation of a pool of available labour upon whom the organisation can draw when it needs
additional employees”.

1. Policies of Recruitment
a) Objective
The main objective of detailing guidelines is that the right type of personnel’s are recruited,
who fulfills the requisite job specifications for Recruitment including the desirable level of
qualification, skills/ experiences and competence which is essential for the sustained
vitality and growth of the organization

b) Applicability and Scope

The guidelines shall apply to the Managerial/ Executive/ Supervisors category of
employees in the pay scale/level, as announced separately in the classification of employees
order. Detailed job specifications, required to recruit the person at various Levels/ Grades.
c) Recruitment-Recruitment shall be resorted for induction of talent from outside, when
suitable Candidates are not available from within the organization or upon a specific
demand of the post is such that it has to be filled up from the open market.

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d) Sources of Recruitment
 From within organization through Transfers;
 Through Employment Exchanges
 Through Placement agencies/ Consultants
 Through open Market Advertisements
 From Engineering /Management / Educational Institutes.
 Through E-mail sources viz Naukri.com etc.
 Through Contractors /Suppliers etc.
 Through referred cases, relatives / friends etc

e) General
All recruitment shall be done exclusively on merit basis only except experienced personnel
maximum age for recruitment shall be 28 years of age & Minimum 18 years.

f) Job Specification/ Age at Entry Level

Each person is expected to fulfill the requisite job specifications / as required for the
position before his candidature is considered for the post. Age requirement at entry point
with 10+2 qualification shall be around 20 years and for Graduate / Post graduate /
Professional Qualification shall be between 21 years to 25 years for a fresher. The upper
age limit for recruitment of experienced personnel shall normally be not more than 45
years.

2. Personnel Policy
RAKESH INDUSTRIES do not believe in stereotypes. It believes diversity is essential for
building a wholesome work environment. But there are certain basic attributes we look for:
a) Integrity
b) Intellectual rigor
c) A 'will do' attitude
d) Team skills
e) Ability to think strategically
f) High energy

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g) Creativity
h) Leadership

Company profile

About Rakesh Techno Pvt. Ltd.

Registered in 2010, Rakesh Techno Pvt. Ltd. has made a name for itself in the list of top
suppliers of Cast Products & Equipment, Forged Products & Equipment in India. The
supplier company is located in Alwar, Rajasthan and is one of the leading sellers of listed
products. Rakesh Techno Pvt. Ltd. is listed in Trade India's list of verified sellers offering

Innovation That Matters

It is the process of adding value to raw materials by turning them into products: electrical
goods, vehicles, aircraft, food, beverages, medical supplies, pharmaceuticals, and so on.

Engineers working in the it business are responsible for the safe and efficient planning,
management and maintenance of production methods and processes. Typical areas of work
include:

 Research: this involves exploring new concepts or materials for products as well as
making incremental improvements to existing products. Research engineers also try to
find the next big thing that will give their organisation the edge in the market, by
introducing ideas for an improved product or innovating a new, advanced process.

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 Design: engineers design products with consideration of what the customer wants and
the specialist processes needed to it them. Increasingly designers must consider the
‘whole life’ of the product and review how the product will be disposed of at the end of
its life.
 Development: the development process involves taking a product design or prototype
and making it into a manufacturable product. Development engineers consider the scale
of production (volume), availability of materials (and their cost), production safety, lead
times, quality and overall cost.
 Production: production engineers optimise it processes for safety and efficiency. It
involves managing production teams, maintaining schedules, dealing with health, safety
and environmental (SHE) hazards and troubleshooting production line issues.
 Quality assurance: it organisations have strict quality controls and will adhere to a
system. Engineers working in this area design and review quality systems, instruct and
supervise staff and develop and carry out quality assurance tests on products.

Obsessed To Compete
Product Design – Design for the present, plan for the future
Rakesh industries is a design and user-focussed Company and we believe that a product
develops successfully with a decent concept of design and production. Our company aims
to produce innovative designs that help create an engaging relationship with the clients.
Web Design
Graphic Design
User Interface Design

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Development
After a webs it e is designed; it is ready for web developments before it is finally created.
This requires a number of processes like webs it e designing, content development, client-
user scripting, programming, etc.

Web Development
PHP Development
Word press Development

Our Corporate Horizon

Virtual Learning Environment (VLE)

VLE is an educational website, a system for delivering study materials to students over
web. This is designed specifically for IB curriculum for university-wide consultation. Our
platform enables effective transformation of course material from the institution to the
students without the classroom curb. This e-learning strategy helps teachers educate their
students in a more useful manner over internet at any time of the day. There are options
where students can submit assignments, get their grades and view feedbacks, etc. There are
other features that can be customized as per the requirements of the organization.

Our Upcoming Projects

Rakesh industries is soon going to release its new ERP project, one of the finest software
solutions set to deliver unmatched project management accuracies. The ERP will offer
multi-level approach to project achievability with its new enhanced features and effective
functionality. The ERP is believed to gear up with strong tech and operating background to
provide 360 degree business solutions for client satisfaction guarantee.
We also have a number of upcoming projects in the recent months. With our past projects,
we are tapping into the educational sector in India. Book Bazaar and VLE are two notable
projects that aim to cater to the students who are seeking educational help online via
internet, both nationally and internationally. Other than that, we also have a couple of e-
commerce projects in our hands.

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Services
Mobile
Mobile has become the greatest means of communication even when talking of digital
business. With the increased advent of Smartphone usages and mobile internet in the recent
decades, one can easily browse anything as the digital platform is seamless and so is its use.
We develop websites that cover all the requisites such as User Interface design, application
development and ability to run across all devices.

User Interface Design

Apart from technicalities, software requires a good user interface for its proper
functionality. Unlike normal websites that focus only on the workings of the product, we
also consider its good UI. We strive to make our product more user friendly and virtually
appealing so that it holds the interest of the user. A clean and well organized website
creates a more positive psychological impact on the user and distinguishes it with other
mundane websites. We recognise the exclusiveness of each project and design them such
that it bears rewarding results.

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Organistion chart

MD AND
CEO
Board of Directors

General Manager

Marketing Manager HR Manager Finance Manager

Project Manager
(M,F,HR)

Team Leader

Project trainee

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 Literature Review
Recruitment policy of any organization is derived from the personnel policy of the same
organization. In other words the former is a part of the latter. However, recruitment policy
by itself should take into consideration the governments reservation policy, policy
regarding sons of soil, etc., personnel policies of other organizations regarding merit,
internal sources, social responsibility in absorbing minority sections, women, etc.
Recruitment policy should commit itself to the organisations personnel policy like
enriching the organisations human resources or servicing the community by absorbing the
retrenched or laid-off employees or casual/temporary employees or dependents of
present/former employee’s, etc.

According to:FlávioSFogliattoc( 2009)“Mass customization relates to the ability to provide

individually designed products and services to every customer through high process
flexibility and integration. Mass customization has been identified as a competitive strategy
by an increasing number of companies. This paper surveys the literature on mass
customization. Enablers to mass customization and their impact on the development of
production systems are discussed in length. Approaches to implementing mass
customization are compiled and classified. Future research directions are outline”

According to Andy Neely (2006)“The importance of performance measurement has

long been recognized by academics and practitioners from a variety of functional
disciplines. Seeks to bring together this diverse body of knowledge into a coherent
whole. To ensure that the key issues are identified, focuses on the process of
performance measurement system design, rather than the detail of specific measures.
Following a comprehensive review of the literature, proposes a research agenda”.

According toPinelopi Athanasopoulou (2010)In today's highly competitive

environment losing customers is very costly. Customer retention and loyalty have
become possible through the development of long‐term, mutually beneficial
relationships with customers. This paper seeks to critically review the literature on
relationship quality (RQ) and to suggest avenues for further research.

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Recruitment and selection in Rakesh Industries:

Recruitment:
Recruitment techniques are the means or media by which the management
contacts prospective employees or provides necessary information or exchange of
ideasorder to stimulate them to apply for jobs.

1. Direct method:
Under direct recruitment scouting,employees contacts, and waiting lists are used.in
scouting, representatives of the organisation are sent to educational and training
institutions. These travelling recruiters exchange information with students, clarify
their doubts, simulate them to apply for jobs conduct campus interviews and short
list candidates for further screening.

2. Indirect method:
Advertisement in news paper, journals, on the radio and television are used to
publicise vacancies. A well thought out and clear advertisement enables candidates
to assess their suitability so that only those possessing the requisite qualification
will apply.

3. Third party method:

Various agencies can be used to recruit personnel. Public employment exchanges,
management consulting firms, professional societies, temporary help societies,
trade unions, and labourcontractors are the main agencies.

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Procedure followed when a vacancy arises:

PROJECT
MANAGER

The vacancy is informed

GENERAL
MANAGER

MANAGING DIRECTOR

Starts the recruitment

HR MANAGER

RECRUITMENT

The M.D. gives

Permission forRecruitment

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Recruitment and selection in Rakesh industries.:

Steps in recruitment process in rakesh industries .:

Step 1:
Whenever there is a vacancy in the company first it will be known by the project manager.The
project manager informs about the vacancy to the general manager.
[
Step 2:
Once the general manager comes to know about vacancy in the company hewill inform it to
the chairman to get the approval of recruitment.

Step 3:
After getting the recruitment approval the process will be carried by the HR manager. Moreover
the recruitment of the company internally, that is the existingemployee will be
given first priority.

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Sources of recruitment:

RECRUITMENT

INTERNAL SOURCES EXTERNAL SOURCES

RETIRED EMPLOYEES CONSULTANTS

PRESENT EMPLOYEES INTERNET

JOB CENTERS

NEWSPAPER

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Internal sources:

1) Present permanent employees

The company considers the candidates from their sources for it industries because,

 Availability of most suitable candidates

 The policy of the organization to motivate the presentemployees.

2) Retired employees

Generally the organization takes the candidates for the employmentfrom the
retired employees due to obligation. Sometimes thecompany re-employee the
retired employee’s as a token of their loyaltyto the organization.

1. Jobcentres:
This is a network covering most cities acting as agent for potential
employers. They are the private employee exchange; job centres help the
candidates in knowing more about the company throughout the country.

2. Outplacement consultants

These are the consultants just like the employment exchange. In this job
consultants can register their name and when there is a sent for interview. Actively
seeking to place and may provide training required. Available when recruitment
needed.

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3.Newspaper:

Whenever there is recruitment in the company it will be advertised in the newspaper.

Since only the newspaper is the source of reaching the information to all the people.

4. Internet:

Internet is the modern mode of recruitment. If a company wants to place or fill a

vacancy within a short period of time through the external source then internet is the best
source.

Reasons for selecting the sources:

1. Referrals:

 Referrals are the existing employees working in the same organization

.Rakesh industries. Select referrals as their source since it are an economical
way of recruiting.

 This is also a fastest means of recruitment.

 In case of emergency to place an employee in particular position can be done

easily through referrals. Since referrals they bring candidates for the job from
outside.

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2. Newspapers:

 Newspaper is a media through which information can be spread all over the
country.

 Job seekers are able to get information about the vacancies through
newspapers.

 Newspapers are cost effective.

 Coverage is high.

3. Internet:

 Internet is a modern source used for recruiting the candidates.

 The time consumed in giving the information and making it to reach the people is less.
Internet is selected as a source of recruitment for the following reasons also.

 It is a fastest means of source.

 Coverage is high

4. Consultants:

 Consultants are a source through which more number of candidates can be

recruited and selected.

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  Consultants help organization at the when there is a emergency.

 It is also selected for the following reasons.

 Cost effective.

 Time taken is less.

 It is easy source since it will have the candidates all the time which will help during
emergency period.

Factors that are considered while recruiting in Rakesh industries.:

 Determining which characteristics that differentiate people are most

important to performance.

 Measuring those characteristics.

 Deciding who should make the selection process.

 Time effective and economical.

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 Factors affecting recruitment:

Internal External

Recruitment policy Supply and demand

HR planning Labour market

Size of the firm Socio, political and legal factors

Growth and expansion Competitors

Internal factors:

Recruitment policy:

The recruitment policy of an organisation specifies the objective of the recruitment

and provides a frame work for the implementation of recruitment strategy. It may
involve organisational system to be developed for implementing recruitment
strategies and procedures by filling up vacancies with best qualified people. The
recruitment policies of an organisation are affected by the following factors

 Organisational objectives.
 Personnel policies of the organisation
 Govt. policies on reservation
 Preferred source of recruitment
 Need of the organisation.
 Recruitment costs and financial implications.

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 2. Human resource planning:
Effective human resource planning helps in determining the gaps present in the
existing manpower of the organisation. It also helps in determining the number of
employees to be recruited and what qualifications they may possess.

3. Size of the firm:

The size of the firm is an important factor in recruitment process. If the
organisation is planning to increase its operations and expand its business, it will
think of hiring more personnel which will handle its operations

4. Cost:
Recruitment incur cost to the employer, therefore, organisation try to employ that
source of recruitment which will bear a lower cost of recruitment to the
organisation for each candidate.

5. Growth and expansion:

Organisation will employ or think of employing more personnel if it is expanding
its operations.

External factors:

1. Supply and demand:

The availability of manpower both within and outside the organisation is an
important determinant in the recruitment process. If the company has a demand for
more professionals and there is limited supply in the market for the professionals
demanded by the company, then the company will have to depend upon internal
sources by providing them special training and development programmes.

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2. Labour market:
Employment conditions in the community where the organisation is located will
influence the recruiting efforts of the organisation. If there is surplus of the
manpower at the time of recruitment, even informal attempts at the time of
recruiting like notice board display of the requisition or announcements in the
meeting etc will attract more than enough applicants.

3. Socio, political and legal factors:

Various govt. regulations prohibiting discrimination in hiring and employment
have direct impact on recruiting practices. E.g. if Govt. introduces legislations for
reservation in employment for scheduled castes, scheduled tribes, physically
handicapped etc. it becomes an obligation for the employer. Also trade unions play
an important role in recruitment. This restricts management freedom to select
those individuals who it believes would be best performers.

4. Competitors:
The recruitment policies of the competitors also affect the recruitment function of
the organisation. To face the competition, many a times the organisation has to
change their recruitment policies according to the policies being followed by the
competitors.

Selection process:
General criteria that are followed during the process of selection in Rakesh
industries:

1. Internal selection:
The candidates who are being selected internally need not undergo theselection process. Since
the company already knows the employees ability.

Only if the existing employee is good technical ability he will be selected and the selection will be
done to fill the vacancy.

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Moreover if there is a vacancy in the company first they will try to fill it internally.The team leaders
who works under the project managers will be given priority,since he know whatt he works is, how
to deal the clients, etc.

Criteria’s that are followed for internal selection in Rakesh industries:

 The revenues the existing employee made.

 His efficiency.

 The employee’s technical ability.

 Work experience of the employee.

 Doing the selection internally is cost effective.

 Time is not wasted.

2. External selection process:
The selection process in company refers to the person come through external
source of recruitment has to undergo the below selection process; this
selection process has a series of hurdles which the applicants has to go through.

Tests:

1. Technical test and Interview:

The test refers here is technical test. Rakesh industries. conduct test for the
qualifiedcandidates after they are screened on the basis of the application blanks so
as measure the candidate’s ability in technical side.

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Also the short listed candidates are supposed to go through the technical interview
in which the technical knowledge of the candidate is checked. The candidates who
crack this interview have to go through the panel interview.

2. Panel interview

This isan interview where the panel members will interview the candidate, herethe
real capacity of the applicant will be revealed. A series of questions will be asked
as quickly as possible and the applicant has to satisfy the panel membersthrough his
answers.

3. Direct interview:

This is the final round of the entire selection process. In this round the
personaldetails of the candidates, his expectation towards the company will be
known andaccording to the applicants attitude towards the job the applicant will
be selected.

Objective of the interview:

 To know the information about the candidates.

 To provide the candidates with the facts of the job and the organization.

 To judge the suitability of candidates to the job.

 To see the inner self and feelings of the candidates.

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4. Medical:

After the final interview the applicants who have crossed the above stages are sent
to physical examination either to the company physician or to a medical officer
approved for the purpose. Such examination serves the following purposes:
 It determines whether the candidate is physically fit to perform the
job. Those who are unfit are rejected.
 It reveals existing disabilities and provides a record of the
employee’s health at the time of selection. This record will help in
settling company’s liability under the Workmen Compensation Act
for claim for an injury.
 It prevents the employment of people suffering from contagious
disease.
 It identifies candidates who are otherwise suitable but require
specific jobs due to physical handicaps and allergies.

Types of interviews that are adopted during selection process in Rakesh

industries.:

Members involved in external selection process:

Selection process Members

Tests Technical Engineers

Technical interview HR manager and Senior Technical Persons

Panel interview HR managers, HR persons, Project Manager

Direct interview Project Manager

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 For the test, and technical interview the questions will be designed of Rakesh
industries.The selection process will be done externally by the company only when there areno
suitable candidates in the company,for example, when the team leaders lack in
technical ability, experience, performance or the company looks for external
selection.

Budget allocated for recruitment and selection process in Rakesh industries.:

The budget for the recruitment and selection process for company will be
allottedevery year. Around 25% of the profit is been allotted for the recruitment
andselection process as a whole in a year for the company. Since candidates will
be recruited every year for other designations also.

Objectives of the study

 The objective of the study is to analyze and evaluate selection process for
Rakesh industries.
 To know the perception of employees regarding recruitment and selection
process.
 To study the selection process of the company

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 Research methodology

Research methodology is a systematic way to solve the research problem. It may be to

understand how research is done scientifically. Research is an art of scientific investigation.
According to Reedmab and Mary “research is systematic effort to gain knowledge”.
It includes various steps:
 This section includes the research methods, their rationale, validity, reliability,
sample size, alternatives and limitations faced during primary research.
 To know about the various needs of staff and what they want from their job.
 To discuss what steps do managers to take to motivate their staff and fulfill their
needs.
 To gauge the impact of staff motivation on employee productivity.
 Primary Research
 I have chosen different tools to collect primary data including questionnaire,
interviews etc.

a) Research design – A research design is the specification of methods or procedures for

acquiring the information needed to structure or solve the problem. It is overall
operational pattern or framework of the project that stimulates what information is to be
collected from which sources and by what procedure. This kind of research has the
primary objective of development of insights into the problem. It studies the main area
where the problem lies and also tries to evaluate some appropriate courses of action.

Types of research - Descriptive research.

Descriptive research includes surveys and facts and findings enquiry of different kinds
the major purpose of descriptive research is description of the state of affairs as it exists
as the present the main characteristics of the method as that the research has no control
over the variable he can only report what has happened what is happening.

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b) Process of Research
1. Define the research problem and objectives
 To explain the recruitment and explain the recruitment process taken place at the
Crawlive Solution.
 Describe the factor to be considered while evaluating recruiting efforts at Crawlive
Solution
 To study the effectiveness of Recruitment & Selection process of the company.
 To know the various source and method of recruitment at Crawlive Solution.
 To define selection and explain the selection process at the Crawlive Solution .
 Explain the value of different type of employment test and interview at Crawlive
Solution.

a) Develop the research plan

The second stage of research calls for developing the most efficient plan for gathering
information. Descriptive research plan calls for decisions on the data sources research
approaches research instruments, sampling plan and contract methods

b) Collect the information

There are two types of collect data
 Primary data: - the data that is collected first hand by someone specifically for
the purpose of facilitating the study as known as primary data.
Primary data sources:
 Personal interview of sample
 Questionnaire.

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  Interviews.
 Observation.
 Case studies.
 Secondary data: - for the company information I had used to learn about need
perception and awareness level of the customers for online share trading.
Secondary data sources:
 Web information.
 Journals and Books.

4. Statistical tools used:

 Charts
 Tables

5. SAMPLING SIZE:
The sample size taken for the study of Recruitment and Selection in Crawlive Solution Pvt
Ltd is 100.

Limitations of study

Summer training the report fruitful, faultless a thing may see to be there always dwell some
possibilities of failure and incompleteness. But some limitations are bound to incur which
may affect the results or findings.
 Employees are not available as are busy in their work.
 Sources were confounded some time to give proper information.
 Some respondents were not interested in giving answer and they appeared to be
busy
 The sampling frame to conduct the study has been restricted.
 Respondents show reluctance towards giving correct information.
 Findings of the study are based on the assumption that respondents have disclosed
correct information in the questionnaire.
 The time duration could not provide ample opportunity to study every detail of

27
 employees in the company.
 Possibility of error in data collection due to wrong & biased responses from
respondents.
 Unwillingness to respond to the survey conducted by some employees.
 Possible data entry error influencing the results by variation of result by 2 to 3%.
 Possibility of error by employees in understanding the real question.

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 Data analysis and interpretation

Q1. Which of the sources of recruitment are used in Rakesh industries.?

a) Internal
b) External
c) Both.
Options Internal External Both Total

Responses 2 7 11 20

Percentage 10 35 55 100%

1st Qtr 2nd Qtr 3rd Qtr

0%

10%

55% 35%

Interpretation:

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 It was found that about 55% of the recruitment and selection is done both by
internal and external sources, while as external sources are used more than the
internal sources.

Interpretation:

It was found that 80% of the employees think that external sources of
recruitment brings desirable employees into the organization while, other
20% are of the opinion that sometimes internal sources provide best
employees for a particular position.

Q2. Which of the following external sources are used for recruitment in Rakesh
industries.?
a) Advertisement
b) Internet
c) Campus recruitment
d) Consultancies.
e) All of the above

Options Advertisement Internet Campus Consultancy All of Total

drives the

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 above

Responses 5 3 2 8 2 20

Percentage 25 15 10 40 10 100%

10%

25%

adv.
internet
campus
consultancy
40%
15% all

10%

Interpretation:

It was found that 40% of the employees are recruited through the consultancies and
20% of the employees are selected by the advertisement followed by internet with
15% and campus selections with 10%.

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Options Yes No Total

Responses
Q 20 0 20
4
Percentage
. 100 0 100%

D
oes your company follow different recruitment process for different grades of
employment?
a. Yes
b. no

32
 0%

yes
no

100%

Interpretation:

It was found that from that different recruitment process is adopted for
different grades of employment.

Q5.Which form of recruitment is used in Rakesh industries?

a. Centralised
b. Decentralised

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 Options Centralised Decentralised Total

Responses 2 18 20

Percentage 10 90 100%

centralised decentralised

10%

90%

Interpretation:

It was found that recruitment is decentralised. However, for higher positions of

employment the recruitment is centralised.
Q6. Are you satisfied with the recruitment process?
a) Yes
b) No.

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 Options Yes No Total

Responses 16 4 20

Percentage 80 20 100%

yes no

20%

80%

Interpretation:

It was found that 90% of employees are satisfied with the recruitment process
adopted by Rakesh industries. However, some of the respondents thought there
should be some changes in the existing recruitment process of the organisation.

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Q7. Which form of selection is used in Rakesh industries.?
a) Centralised
b) Decentralised

Options Centralised Decentralised Total

Responses 2 18 20

Percentage 10 90 100

centralised decentralised

10%

90%

Interpretation:

It was found that the selection process is decentralised. However, in some cases it
is centralised because for top management selection is done at Head Office

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Q8. Which of the following methods does Rakesh industries. uses during
selection?
a) Written
b) Group discussion
c) Personal interview
d) Group discussion and personal interview
e) All of the above.

Options Written GD PI GD & PI All Total

Responses 1 3 6 8 2 20

Percentage 5 15 30 40 10 100%

written GD PI GD and PI all of the bove

10% 5%

15%

40%
30%

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Interpretation:

It was found that 40% of selection is done by Group Discussion& Personal

Interview. However, Personal Interview is mostly used method of selection
followed by group discussion.

Q9. Do you think innovative techniques like stress test, psychometric test and
personality test should be used for selection?
a) Yes
b) No

Options Yes No Total

Responses 5 15 20

Percentage 15 75 100%

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 Chart Title
1 2

25%

75%

Interpretation:
It was found that 20% of the respondents were of the opinion that stress test,
psychometric test and personality tests should be used for the selection, while the
others were satisfied with the existing recruitment and selection process.

Q10. What are the bases for selection?

a) Merit
b) Experience
c) Both.

Options Merit Experience Both Total

Responses 2 6 12 20

Percentage 10 30 60 100%

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 merit experience both

10%

30%

60%

Interpretation:

It was found that both experience and merit is considered during the selection
process. However, experienced people are given more consideration rather than
meritorious freshers.

Q11. Are you satisfied with the selection process?

a) Yes
b) No

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 Options Yes No Total

Responses 16 4 20

Percentage 80 20 100%

20%

yes
no

80%

Interpretation:

It was found that about 80 % of the employees are satisfied with the selection
process. However, the remaining are of the opinion that there should be some
change in the recruitment and selection process of the organisation.

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 Findings

After the data analysis and interpretation the findings are:

 Both internal as well as external sources of recruitment used.

 Consultancies(40%) and advertisement (25%) are the two main external

sources of recruitment.

 The recruitment and selection process is decentralised.

 About 80% of the employees are satisfied with recruitment and selection
process.

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 Conclusion

 Recruitment as being one of the major topics is required by most of the

organization.
 Hence the study helped in understanding the various aspects of recruitment
and selection process.
 In the Rakesh industries. the sources of recruitment is effective, the
internal selection of the organization also in an economical means which
also reduce costs, only after looking the efficiency of the existing employee
towards the company and his sincerity that employee will be selected, in
Rakesh industries.
 The effective selection process is adopted in the last 5 years. It can be
retained as such. Also the employees of Rakesh industries. are satisfied
with the recruitment and selection process. Also they are well aware about
the various sources and methods of recruitment and selection.

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 RECOMMENDATION

Human Resources are the set of individuals who make-up the work force of the company,
business, or economy. ‘Human capital’ is sometimes used synonymously with human
resources, although human capital typically refers to a more narrow view. Likewise other
terms sometime used include ‘man power’, ‘talent’, ‘labour’, or simply ‘people’.

 Human resource department should be more practical and efficient so that the
recruitment and selection becomes more effective
 Efforts should be taken to maintain database of application for future recruitment in
the company.
 The company should follow new technology / trends in the recruitment process.
 The stress should be given on knowledge and the experience should be the major
criteria for selection of employees.
 More stress should be given to recruit qualification and skills percentage for
scrutinizing the application of prospective candidate.
 HR Department should give counseling to employees every month.
 HR Department has to say the company policy to employee before joining the
company.
 HR Department has to announce the internal employees before going to recruitment
for higher designations.

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Bibliography

Books:

1. K Ashwathapa, (1997) Human Resource and personnel Management, Tata

McGraw Hill 131-176.
2. C.B.Gupta, (1996) Human Resource Management, Sultan Chand & Sons.
3. Dr. C.R Kothari,(2008) Research Methodology,

Magazines:
1. India today
2. Business world
Newspapers:

1. Times of India
2. The Hindustan times
3. The economic times.

Website
1. www.rakeshindustries.com
2. www.hrprocess.com
3. www.scbri.com

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