A

CHENNAI
APRIL 2019

Ref date
CERTFICATE

This is to certify that mr a.mallikhan (REG NO.411700597 mr. g.vasanth

(REG NO.411700532 mr.b.yashir (REG NO.411700) BBA student of
Mohamed sathak college of arts and science,shollingnallur,Chennai
6000119,have successfully compeleted his project in our organization under
the title’[CUSTOMER SATISFICATION’ in VARTHAMAN MOTORS ]
from jan 1st 2020 jan 31st 2020

We wish him all the best in his future endeavour

VARTHAMAN MOTORS

CONTENTS

0
 CHAPTE DESCRIPTION PAGE NO.
R NO.
LIST OF TABLES
LIST OF CHARTS

1.GENDER?
 male
 female
2.ARE LIST OF TABLES

SL.NO. DESCRIPTION PAGE NO

1. Gender of the employees in fibtec enterprises 47
2. Age group of employees 48
3. Marital status of employees 49
4. Educational qualification of employees. 50
5. Working experience of employees 51
6. Sources of recruitment and selection process 52
7. Satisfied level of recruitment process 53
8. Any contract signed by employees while joining the 54
organization
9. Selection methods of the employees 55
10. External sources of recruitment in fibtec enterprises 56
11. Internal sources of recruitment in fibtec enterprises 57
12. How much time did the company takes to respond to 58
your application
59
19. Category of employees in fibtec enterprises 65

1
 20. How much time is taken for the interview process 66

LIST OF CHARTS
SL.NO. DESCRIPTION PAGE NO
1. Gender of the employees in fibtec enterprises 47
2. Age group of employees 48
3. Marital status of employees 49
4. Educational qualification of employees. 50
5. Working experience of employees 51
6. Sources of recruitment and selection process 52
7. Satisfied level of recruitment process 53
8. Any contract signed by employees while joining the 54
organization
9. Selection methods of the employees 55
10. External sources of recruitment in fibtec enterprises 56
11. Internal sources of recruitment in fibtec enterprises 57
12. How much time did the company takes to respond to 58
your application
13. Manpower planning procedure in fibtec enterprises 59
14. How much time is given to you for joining 60
15. Is recruitment and selection is done by systematically 61
16. Rate of HR Practices of the company 62
17. How did you feel when your ware facing the interview 63
18. They are following promotional policies 64
19. Category of employees in fibtec enterprises 65

2
 20. How much time is taken for the interview process 66

SYNOPSIS:
This research is based on the pure and practical facts which the HR personnel’s
deal with in their daily work routine, either it is regarding to salary issues,
personal issues or regarding any form of change in the staff’s own contracts or
anything regarding to job and organization requirements. The purpose of the
research was to identify the problems relating to the recruitment and selection
methods and sources used in different ways by organizations. The finding of the
research
1.GENDER?
 male
 female

ARE YOU UNION MEMBER?

 yes
 no

2WHAU IS YOUR MEMBER?

3
RESEARCH METHODOLOGY:
Research is defined as human activity based on intellectual application in the
investigation of matter. The primary purpose for applied research is discovering,
interpreting, and development of methods and systems for the advancement of
human knowledge on a wide variety of scientific matters of our world and the
universe. Research can use the scientific method, but need not do so.
Scientific research relies on the application of the scientific method, a harnessing
of curiosity. This research provides scientific information and theories for the
explanation of the nature and the properties of the world around us. It makes
practical applications possible Historical research is embodied in the historical
method. Scientific research can be subdivided into different classifications according
to their academic and application disciplines.

AIM
To analyze the recruitment and selection process in FIBTEC ENTERPRISES and
review HR policies pertaining to recruitment and selection
Research Design:
Descriptive research
Source of Data collection:
The primary as well as the secondary sources was used for collection of data.
Primary data:
Primary data involves the collection of data that does not already exist. This can
be through numerous forms, including questionnaires and telephone interviews
amongst others.
Secondary data:
Secondary data involves the summary, collection and/ or synthesis of existing
research rather than primary research, where data are collected from, for example,
research subjects or experiments.

4
1.GENDER?

 m

CORRELATION
The sources of recruitment and selection

X Y X Y XY X2 Y2

(x – x´¿ ¿ (y- y´ ¿ ¿
27 44 5 22 110 25 484

50 46 28 24 672 784 576

10 10 -12 -12 144 144 144

6 6 -16 -16 256 256 256

17 4 -5 -18 90 25 324

∑ x =¿ ¿1 ∑ y=¿ ¿1 ∑ XY =¿127 ∑ X 2=¿ ¿12 ∑ Y 2=¿ ¿17

10 10 2 04 84

5
Where,

x
= ∑N =
110
x́
5 = 22

ý=
∑y = 110
= 22
N 5

FORMULA:

r=
∑ XY
√∑ X 2∗∑ Y 2
1272
r=
√ 1204∗1784

1272
r=
√ 21479367

1272
r=
1465

r = 0.86

6
CONCLUSION
The value of r is 0.86. Therefore this is a positive correlation.
1.GENDER?

7
 Source —Primary data
Analysis:
In the table it is shown that 28 respondents in the age of 40 to 50 have a service of 10 to
15 years. And 14 respondents are having an experience 15 years and above at the age of 50 and
above.
Inference:
The analysis shows that more number of respondents is having an experience of 10 to 15
years at the age of 40 to 50. This shows that the respondents working there are having so much
of experience but there is no such growth in there carrier. They must have got at the most of 2
promotions which is very less compared to the present world scenario.

LIMITATIONS:

 The study is limited to the employees of fibtec enterprise.

 The employees may not reveal the secrets of the company.

 The study was made only with limited number of samples.

 Busy schedule of the employees also effected to some extent.

8
9
 COMPONEY PROFILE:
Fibtec enterprises was founded in 1992 as a manufacturer of chemical process
equipments made out of base metals, fibtec enterprises today has earned a unique
position in the process equipment fabrication business, and the performance and reliability
of our product have made a preferred sources for our product in the industry.
Our range of product remained competitive in price & quality with any other type of
manufacturing process. Our response to urgent delivery needs is a matter of growing
pride.
Our commitment to quality and customer satisfaction has earned us a good supplier
status with many leading companies worldwide. The whole fabrication area is organized
and maintained to meet with all technological of welding of reactive metals and avoid
harmful contamination.

Registered in 2012, fibtec has gained immense expertise in supplying & trading of
fiberglass filament wound [grp] mandrels, fiberglass filament wound [grp] pipe
ECT. The supplier company is located in Chennai, Tamil nadu and is one of the
leading sellers of listed products. Buy fiberglass filament wound [grp] mandrels,
fiberglass filament wound [grp] pipe in bulk from us for the best quality
products and service.

10
Fibtec enterprises a unit of Ti Anode fabricators private limited, Chennai,
India has been established since 1992 with well-equipped latest in-plant facilities &
qualified engineers

 To offer . . .
Quality, economy & on-time delivery of . . .
Electro-Chemical equipments
Engineering equipments
Turnkey projects
Under single platform to Marine, Chemical, Power, Water, Steel,
Automobile, Electronics, Metal Finishing & Aerospace Industries
 By using . . .

 Composite materials like FRP/ GRP

 Precious metal oxides of Iridium, Ruthenium, Platinum, Palladium
 Exotic metals like Titanium, Tantalum, Niobium, Zirconium, Nickel
and their alloys
 Refractory metals like Molybdenum, High steel series like Duplex
steels
 To
Save power, resist corrosion, reduce maintenance cost & avoid production
contamination.

11
ESTABLISHMENT:

Partner : Mr. Velappan jayakumar

: Mr. G. S. Viswanath

Banker’s Name : City Union bank, Thiruvanchery Branch, Chennai-600126.

Human resource : Marketing & Administration : 30
: Engineering & design : 21
: Technicians & Workers : 101

Turnover in USD : 2015 – 2016 : USD 2.943 Million (Rs. 1816.13 Lakes)
: 2014 – 2015 : USD 2.734 Million (Rs. 1785.83 Lakes)
: 2013 – 2014 : USD 2.563 Million (Rs. 1626.13 Lakes)
: 2012 – 2013 : USD 2.342 Million (Rs. 1396.81 Lakes)
: 2011 – 2012 : USD 2.589 Million (Rs. 1651.72 Lakes)
: 2010 – 2011 : USD 1.570 Million (Rs. 942.25 Lakes)
: 2009 – 2010 : USD 5.05 Million (Rs. 3030.23 Lakes)

12
13
COMPANY REGISTRATION INFO:
Name
Postal address
Telephone number
Fax number
Year of establishment
Quality certification
Type of company
Registration number
Market presence
Nearest railway station
Nearest seaport
Nearest international airport
: Fibtec enterprises (unit of Ti Anode Fabricators Pvt
Ltd.,)
: #48, Noothanchary, Madambakkam,
Chennai - 600126, India
: +91 44 2278 1148, +91 94445 69900
: +91 44 2278 1362
: 1992
: ISO 9001: 2008, regn. No. : AB09IS 12851,
2014
: Private limited, registered under Indian companies
Act 1956
: U28112TN2003PTC052052
: 63 countries
: Tambaram- 10 Km
: Chennai post, Chennai- 30 Km
: Meenambakkam, Chennai-18 Km
14
PROCESS:
Manufacturing the following process equipments for different, listed
in the related heads.
For chlor-alkali, Desalination & Metal finishing Application; Insoluble DSA anodes,
platinised anodes, iridum-palladium based anodes for mercury, membrane,
Hypochiorite, perchlorate, Mn02 cells, chlorine cooler, copper flexible, pipelines &
other equipments.
For cathodic protection (impressed current); CPCC Tubular Anode, MMO Coated
and platinised mesh, Ribbon, Strip, Disc, Wire, Rod & Anode to protect the
submerged, offshore, deep & conventional structural and storage tanks.
For semi-conductors, Electroplating, Anodizing Metal Finishing & PCB industries;
Anode baskets, anodizing racks, fasteners, immersion heaters, jigs & fixtures,
heating/ cooling coils, platinised anodes and crucibles.
For steel & pickling industries; Titanium, Ti-pd (gr.7), Tantalum, zirconium,
Hastelloy equipments for Hydrochloric acid, nitric acid & chromic acid regeneration
systems of acid inlet lance, venture, blower, Fasteners, Electric Heater.
For instrumentation engineering; Thermowells & sensor safety pocket sleevas,
machined & turned electrodes, grounding probe/ Orifice plates, Sample coolers,
venture tubes, flow nozzies, ball valves, Butterfly valves & Needle valves.
For Defense, Atomic, Aero & Space industries; radiation shield, active array
structure, staves, Dissolver, Electrolyzer, spring plate, submersible bracket, cover
frame, fasteners, Redone ring, Boats & spacer tubes.
For Electro-chlorination industries; Electrolyzers / Electrode pack consisting Electrodes,
coolers, Fasteners, GRP vessels, pumps, valves, instrumentation, and pipe lines for
15.0 grams / Hr to 250 kgs. Per hour capacity
For chemical, paper petrochemical & Fertilizer industries; Heat exchangers, Bayonet
heaters, separators, vessels, agitators, columns, tanks, heating / cooling coils,
evaporators, strainers, pumps, blowers, impeller, Thermowells, sleeve, casing, shaft,
piping, fittings like all range flanges, elbows, return bends, caps, stub ends, tees,
reducers and customs fabrications.

15
Tantalum Equipments: Bayonet heater, condensers, heating / cooling coils,
thermocouple protection sheaths, pump casings, impellers, sleeves, Distillation
columns, boilers, Evaporation boats, clad dip pipes, paddle stirrers, agitators, deep
drawn or fabricated crucibles, Repair kits for tanks, vats & other glass-lined
containers Provide the field services; including corrosion consulting and site
erection & repair and welding.

Company mission
 To be a partner of our customers in building a seamless value chain.
 To build care and competence in networking, communication and
personalized service.
 To create opportunities for self-development and excellence.
 To empower and enroll towards social and spiritual development.

Company vision

Our business concept is based on focused long term vision based on core
strategies based on product and application enhancement through knowledge
improvement, precision forecasting and short response time.

Company philosophy

 Customer Delight
 Self Development
 Social Welfare

HR policy

To develop effective “fibtec enterprises” Members provided with Conducive

environment to develop a vision supported by fibtec enterprises philosophy
“customer elight, self development & social welfare” To attain our mission…”
Develop an organizational climate & culture conducive to development of human
potential to build competence and commitement.

16
 ORGANIZATION CHART:

Partner
Managing Partner

Product
Estimatio Design Administration Production
Business Developme
n Development nt

Marketing Quality Maintenance Logistics

control

Vendor development

Accounts Human Stores

Purchase
Resourc
e

17
WORLDWIDE BUSINESS:

Our Direct Business:

18
India Romani Kuwait
Indonesia Turkey Lebanon
New Zealand Denmark Lithuania
Thailand Italy Nepal
China Russia Zambia
Taiwan Ukraine Yemen
Japan France Venezuela
Philippines Netherland Sudan
South Korea Spain Qatar
Australia UK Nigeria
Malaysia Israel Mauritius
Singapore UAE Congo
Vietnam Sandi Arabia
Argentina Egypt
Canada Sound Africa
Colombia Bahrain
Chile Austria
USA Bangladesh
Germany Brunei
Poland Georgia
Sweden Belgrade
Greece Sri Lanka
Port

REVIEW OF LITERATURE:
The history of human resource management is the strategic and coherent
approach to the management of an organization’s most valued assets - the people
working there who individually and collectively contribute to the achievement of

19
the objectives of the business. The term “human resource management” and
“human resource” (HR) have largely replaced the terms “personnel management” as
a description of the processes involved in managing people in organizations. HRM
is evolving rapidly. HRM is both an academic theory and a business practice
that addresses the theoretical and practical techniques of managing a workforce.
HRM has it roles in the last and early 1900’s. When there are less labor then
there are more working with machinery. The scientific management movement
began. This movement was started by Frederick Taylor when he wrote about it a
book titled ‘The principles of scientific management’. The book stated ‘the
principle object of management should be to secure the maximum prosperity for
the employer, coupled with the maximum prosperity for each employee. Taylor
believed that the management should use the techniques used by scientist to
research and test work skill to improve the efficiency of the workforce. Also
around the same time came the industrial welfare movement. This was usually a
voluntary effort by employees to improve the conditions in their factories. The
effort also extended into the employee’s life outside of the work place. The
employer would try to provide assistance to employees to purchase a home,
medical care, or assistance for education. The human relations movement is the
major influence of the modern human resource management. The movement
focused on how employees group behavior and how employee feelings. This
movement was influenced by the Hawthorne studies.

 Corruption is a complex phenomenon that needs to be understood from

varying perspectives. Treisman (2000) noted that corruption is a contributory
factor for the failure of most developing countries to develop and that,
results from recent studies show that there is a correlation between higher
perceived corruption and lower investment and growth.
 Stunner, Freeman and Gilbert (2000) see the selection process as the
mutual process whereby the organization decides whether or not to make
a job offer and the candidates decides whether or not to accept it.

20
 Selection procedure also should be in application to the modern
techniques (M.Smith, 2001)
 Galanaki (2002) had conducted a descriptive study on the decision to
recruit online, involving 99 UK IT companies whose were traded in
London stock exchange. A survey was carried out, in the form of a
postal questionnaire, followed by an interview to which 34 companies
replied. The author found that internet agencies provide the company with
fewer but substantially better applicants than traditional recruitment agencies.
 Fajana (2002) HR plan that need fixed plan and great changes to check
the human resource wants, demands that develop the number of people of
who are employed by a particular company procedures that effect the
organization in long-term
 Among recruitment sources Bernard in say that internal source of
recruitment is effective compared to the external source (H. John, 2003).
 Beard well, et al (2003), in his study examined that, “selection is carried
out by organization as a means of candidate’s potential and actual
performance and the intake of employees will make the most appropriate
contribution to organization-now and in future.”
 In his paper recruitment and selection of public workers: An international
compendium of modern trends and practices say that the importance of
using technology in the recruitment and selection process for updating the
organizational resources (Hays, 2004)
 Robert (2005), in his study titled, “Strategic HR Review, 2004, “states
that successful recruitment and selection can improve organization
performance
 Nevertheless, some authors agree on considering the competencies as part
of job performance (Bartram, 2005).
 The meta-analysis of the research conducted by Chapman, uggersler,
Carroll, paisentin and Jones (2005) concluded that timely response from
hr managers was linked to greater applicant attraction to a job within an
organization.

21
 Ulrich and Brockbank (2005) a plan or an idea you suggest it for people
to think about and to decide the decision about what is going to be
done in the future HR organization which enable to line managers.
 Chris piotrowski and Terry Armstrong say that in their article that
article that around all the organizations are using traditional recruitment
sources and 30% of organization are screening candidates honestly
(Armstrong, 2006).
 Farnnham (2006) they think organization have the low time in the plan
of human resource because there is no presence of resources,
Knowledge and skills.
 This provision serves not only as a legal requirement, but also gives
the best opportunities for employers to get the right persons for the
right jobs (Armstrong, 2006).
 Similarly, Rauf (2007) discovered that sophisticated recruitment and
selection procedures are positively related to performance in organizations.
 Alexandra Rufini (2008) analyzed the recruitment strategies of firms aiming
to fill high job positions. They have considered four recruitment channels
actually use to hire skilled workers: employee referrals, private agencies,
promotion and top notch universities.
 A research conducted by Verhoeven and Williams (2008) reports on a
study into internet recruitment and selection in the United Kingdom. The
study discussed the advantages and disadvantages as identified in literature
and considered those against the views of HR Managers in UK.
 Henning Weiner (2008) examines an area of the recruitment process in
today’s labor market from the point of view of the employer. More
specifically, an analysis is conducted with respect to the recruitment
channels that Swedish firms utilize in the present days
 Recruitment and selection practices were important in the police
department as said by Michael D. White and Glipsy Escobar (2008).
 A survey conducted by Williams (2009) on E-recruitment showed
dwindling recruitment spends focused on web-based recruitment at the

22
 expense of traditional methods. The author also reported that online
methods proved far more popular, as two-thirds (66 per cent) of the HR
professionals
 Surveyed said that the jobs section of their own company’s website was
used as a recruitment tool for most jobs.

 Ms. Ambika verma (2009) in their survey research on the use technologies
in recruiting, screening and selection process for job candidates conducted
in dimension group found that most organization implemented technology
based recruitment and selection tools to improve efficiency, reduce cost
and expand the applicant pool.
 According to Robins (2009) in his study revealed that, “the ideal
recruitment effort will attract a large numbers of qualified applicants who
will take the job if it is offered. So recruiting is a process of
discovering the potential candidates for actual organizational vacancies”.
 Some of the employers select the candidates with discrimination was not
supposed to be done in the organizations (Fomunjong, 2009).
 Recruitment and selection also has an important role to play in ensuring
worker performance and positive organizational outcomes. It is often
claimed that selection of workers occurs not just to replace departing
employees or add to a workforce but rather aims to put in place
workers who can perform at a high level and demonstrate commitment
(Ballantyne, 2009).
 Recruitment and selection is the process of attracting individuals on a
timely basis, in sufficient numbers and with appropriate qualifications
(Walker, 2009).

 Sangeetha (2010) Decisions made in the recruitment and selection process

or stage will impact on the company in the future. Bad decision made
in the selection process can create serious costs for an organization vice
versa.

23
 Recruitment as explained by opatha (2010) is the process of finding
and attracting suitably qualified people to apply for job vacancies in the
organization. It is a set of activities an organization used to attract job
candidates who have the needed abilities and attitudes.
 As Mullins, gill (2010,p 485) says that if the HRM function is to
remain effective, there must be consistently good levels of teamwork,
plus ongoing co-operation and consultation between line managers and
the HR manager.
 Work of Silzer et al. (2010) was largely concerned with talent
management, and through their work they were successful in resolving
issues like whether or not talent is something one be born with or is
it something that can be acquired through development.
 On the other hand, selection is the process of making the choice of the
most suitable applicant from the pool of applicants recruited to fill the
relevant job vacancy (opatha, 2010).
 Gilbert, De Winnie, & Seals, 2011, says Intended practices are
development by the policy- makers of the organization so as to
accomplish the desired attitudes and behaviors.
 Selection is the process by which specific instruments are engaged to
choose from the pool of individuals most suitable for the job available
(Ofori & Aryeetey, 2011).
 French says that the importance of certain selection and recruitment
activities in the organization (G.R. French, 2012).
 Neeraj (2012) defined selection as the process of picking individuals who
have relevant qualifications to fill jobs in an organization. Selection the
right employees are important for three main reasons: performance, costs
and legal obligations.
 Nartey, 2012 says recruitment and selection process should be done at
each and every sector for fulfilling their organizational goals.

24
 Mohammed Nurul Absar (2012) says the importance of recruitment and
selection in his paper by considering both public and private manufacturing
firms in Bangladesh (M.M.Absar, 2012).
 French says that the importance of certain selection and recruitment
activities in the organization (G.R. French, 2012).
 These recruitment and selection process should be done at each and every
sector for fulfilling their organizational goals (Nartey, 2012).
 Absar (2012) says the importance of recruitment and selection in his paper
by considering both public and private manufacturing firms.
 Other studies such as Syed and Jama (2012) have equally shown that
implementing an effective recruitment and selection process is positively
related to organizational performance.
 Mustapha et al (2013) opined that the aim of recruitment goes beyond
mere filling of vacancies to include individual development and
achievement and building a strong organization where effective team
work and the individual’s needs are realized at the same time.
 Stephen, Cow gill, Hoffman, and Housman (2013), study shows that
employee referrals enhance monitoring and coaching and makes the
work environment more enjoyable as they work with friends because
workers refer others like themselves, not only in characteristics but in
behavior.
 Olatunji and ugoji (2013) in a study of personnel recruitment on
organizational development
 Compton, Morrissey, Nankervis 2014, says getting recruitment and selection
processes and techniques right the time is crucial and is the product of
human resource planning, job design, human resource development,
remuneration systems, career and succession plans to satisfy and motivate
qualified applicants (Compton, Morrissey, Nankervis 2014).
 Florae (2014) argued that merit and demerit of the use of recruitment
agencies to a firm is the same thing with that of external
recruitment sources which he listed be: qualified personnel, a wider

25
 choice of candidates, fresh talent, competitive spirit among candidate
ect
 Ntiamoah et al., p 4, 2014 say that recruitment and selection have
become ever more important as organizations increasingly regard their
workforce as a source of competitive advantage.
 Adeyemi et al (2015) also opined that employees should all be
treated fairly in the recruitment and selection process and be
appraised constantly to ensure that they improve their performance.
 Ekwoaba, Ikeije, and Ufoma (2015) in a study of the impact of
recruitment and selection criteria on organization performance revealed
that recruitment and selection criteria have a significant effect on
organization’s performance that the more objective the recruitment and
selection criteria, the better the organization’s performance.

THEORETICAL BACKGROUND

26
 RECRUITMENT AND SELECTION

Recruitment and selection are two of the most important functions of HRM.
Recruitment precedes selection and helps in selecting a right candidate.
Recruitment is a process to discover the sources of manpower to meet the recruitment of
the staffing schedule and to employ effective measures for attracting the manpower in
adequate numbers to facilitate effective selection of efficient personnel.
Recruitment is a positive process of searching for prospective employees and stimulating
them to apply for the jobs in the organization. When more persons apply for jobs then
there will be a scope for recruiting better persons .
Finding the interested candidate who have submitted their profiles for a particular job is
the process of recruitment , and choosing the best and most suitable candidates among
them is the process of selection. It results in elimination of unsuitable candidates. It
follows scientific techniques for the appropriate choice of a person for the job.
Right person for the right job is the basic principles in recruitment and selection.
Every organization should give attention to the selection of its manpower especially its
managers. The operative manpower is equally important and essential for the orderly

27
working of an enterprise. Every business organization / unit need manpower for carrying
different business activities smoothly and efficiently and for this requirement and
selection of suitable candidates are essential. Human resources management in an
organization will not be possible if unsuitable persons are selected and employment in a
business unit.
Successful human resource should identify human resource needs in the
organization. Once the needs are identified, the process of recruitment or
acquisition function starts.
Recruitment is the discovering of potential candidates for actual or anticipated
organization vacancies. Or, from another perspective, it is a linking activity
Bring together those with jobs to fill and those seeking job. The ideal recruitment
effort will attract a large number of qualified applicants who will take the job
if it is offered. It should also provide information so that unqualified applicants
can self select themselves out of job candidacy; this is a good recruiting
program should attract the qualified and not attract the unqualified. This dual
objective will minimize the cost of processing unqualified candidates.
The recruitment process has a wide coverage as it collects the applications of
interested candidates, whereas the selection narrows down the scope and become
specific when it selects candidates.
Staffing is one basic function of management. Every organization needs to look
after recruitment and selection in the initial period and thereafter as and when
additional manpower is required due to expansion and development to business
activities.
Recruitment is concerned with reaching out, attracting, and ensuring a supply of
qualified personnel and making out selection of requisite manpower both in their
quantitative and qualitative aspect. It is the development and maintenance of
adequate man power resource. This is the first stage of the process of selection
and is completed with placement.

28
The job seekers too, on the other hand, are in search of organizations offering
them employment. Recruitment is a linkage activity bringing together those with
jobs and those seeking job. In simple words, the term recruitment refers to
discovering the sources from where potential employees may be selected. The
scientific recruitment process leads to higher productivity, better wages, high
morale, reduction in labour turnover and enhanced reputation. It stimulates people
to apply for jobs; hence it is a positive process.

Definition of recruitment:
According to Edwin B Flippo,
“Recruitment is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organization”.
According to Yoder
Recruitment is a process to discover the sources of manpower to meet the
requirement of the staffing schedule and to employee effective measures to
attracting that manpower in adequate number to facilitate effective selection of an
effective workforce
What is recruitment?
In human resource management, “recruitment” is the process of finding and hiring
the best and most qualified candidate for a job opening, in a timely and cost-
effective manner. It can also be defined as the “process of searching for
prospective employees and stimulating and encouraging them to apply for jobs in
an organization”.

29
TYPES OF RECRUITMENT:
1. Internal recruitment
2. External recruitment

1. Internal recruitment : Internal recruitment is a recruitment which takes place

within the concern or organization. Internal sources of recruitment are readily
available to an organization. Internal recruitment may lead to increase in
employee’s productivity as their motivation level Increases. It also saves time ,
money and efforts. But a drawback of internal recruitment is that it
refrain the organization from new blood. Also, not all the manpower
requirements can be met through internal recruitment. Hiring from outside
has to be done. Internal sources of recruitment involve motivating the
employees of the organization to apply for the openings within the
organization. Job openings are informed to the employees of the same
organization by giving internal advertisements, word of mouth or
communication through the hierarchy. Many organizations are practicing this
approach to motivate the skilled employees of the organization, to reduce
the cost and to get a competitive advantage. Various methods of internal
sources or recruitment are as follows.
Internal sources are primarily three
 Transfers
 promotions
 Re-employment of ex-employee
Transfers:
The employees of the organization are transferred to the similar jobs of
other departments. It may not involve a change in salary, responsibility, and
position of the job. Transfers help in reducing the boredom and monotony of the
employees or it may be used to fill the vacancies with suitable internal
candidates.

30
Transfer refers to the process of interchanging from one job to another without
any change in the rank and responsibilities. It can also be the shifting of
employees from one department to another department or one location to another
location, depending upon the requirement of the position.
Promotions:
Promotions involve vacancies of the organization are filled by promoting
the skilled employees to the suitable jobs and it can motivate the employees by
giving higher position, increased salary, status, and responsibility. Promotions can
help in reducing employee turnover by creating the hope of getting higher
positions.
Re-employment of ex-employees:
Re-employment of ex-employees is one the internal sources of recruitment in
which employees can be invited and appointed to fill vacancies in the concern.
There are situations when ex-employees provide unsolicited applications also.

2. External recruitment : External sources of recruitment have to be solicited from

outside the organization . External sources are external to a concern. But it
involves lot of time and money.
External sources of recruitment involve motivating the skilled and more
efficient candidates external to the organization to apply for the vacant
positions in the organization. Job openings are informed to the external
environment by using various methods such as
 Employment at factory level
 Advertisement
 Employment agencies
 Educational institutions
 Recommendations
 Labour contracts

31
Employment at factory level:
This a source of external recruitment in which the applications for
vacancies are presented on bulletin boards outside the factory or at the gate. This
kind of recruitment is applicable generally where factory workers are to be
appointed. There are people who keep on soliciting jobs from one place to
another. These applicants are called as unsolicited applicants. These types of
workers apply on their own for their job. For this kind of recruitment workers
have a tendency to shift from one factory to another and therefore they are
called as “badly” workers.
Advertisement
It is an external source which has got an important place in recruitment
procedure. The biggest advantage of advertisement is that it covers a wide area
of market and scattered applicants can get information from advertisements.
Medium used is newspapers and television.
Employment agencies:
There are certain professional organizations which look towards recruitment
and employment of people, i.e. These private agencies run by private individuals
supply required manpower to needy concerned.
Educational institutions:
There is certain professional institution which serves as an external source
for recruiting fresh graduates from these institutes. This kind of recruitment done
through such educational institutions is called as campus recruitment. They have
special recruitment cell which helps in providing jobs to fresh candidates.

32
Recommendations:
There are certain people who have experience in a particular area.
They enjoy goodwill and a stand in the company. There are certain vacancies
which are filled by recommendations of such people. The biggest drawback of
this source is that the company has to rely totally on such people which can
later on prove to be inefficient.
Labour contractors:
These are the specialist people who supply manpower to the factory or
manufacturing plants. Through these contractors, workers are appointed on contract
basis, i.e for a particular time period. Under conditions when these contractors
leave the organization, such people who are appointed have to also leave the
concern.

EFFECTIVE RECRUITMENT PROCESS

An effective recruitment process looks at both internal and external candidates.
The Organization will not make the easier choice of hiring a less appropriate person simply
because they are an internal. Candidate Encourage current employees to recommend
people for the job. According to a study by Development Dimensions
International, the "Internet and employee referrals are the most popular and
effective methods for recruiting." Spend time researching which advertising method
will target the audience you are hoping to attract.

33
RECRUITMENT PROCESS:
Recruitment is a process of finding and attracting the potential resources for
filling up the vacant positions in an organization. It sources the candidates with
the abilities and attitude, which are required for achieving the objectives of an
organization.
Recruitment process is a process of identifying the jobs vacancy, analyzing the
job requirements, reviewing application, and screening, short listing and selecting the right
candidate.
To increase the efficiency of hiring, it is recommended that the HR team of an
organization follows the five best practices. (As shown in the following image)
These five practices ensure successful recruitment without any interruptions. In
addition, these practices also ensure consistency and compliance in the recruitment
process.

The five steps involved in recruitment process are as follows:

34
  Recruitment planning
 Strategy Development
 Searching
 Screening
 Evaluation and control

Recruitment planning:
The first steps involves in the recruitment process. Here, planning involves to
draft a comprehensive job specification for the vacant position, outlining its major
and minor responsibilities; the skills, experience and qualifications needed; grade
and level of pay; starting date; whether temporary or permanent; and mention of
special conditions, if any, attached to the job to be filled”
Strategy Development:
Once it is known how many with what quantifications are required, the next
step involved in this regard is to devise a suitable strategy for recruiting the
candidates in the organization.
The strategic considerations to be considered may include issues like whether to
prepare the required candidates themselves or hire it from outside, what type of
recruitment method of be used, what geographical area be considered for searching
the candidates, which source of recruitment to be practiced, and what sequence of
activities to be followed in recruiting candidates in the organization.
Searching:
This step involves attracting job seekers to the organization. There are broadly
two sources used to attract candidates. These are: 1.Internal sources, and 2.External
sources.

Screening:

35
Though some view screening as the starting point of selection, we have
considered it as an integral part of recruitment. The reason being the selection
process starts only after the applications have been screened and shortlisted and
shortlisted.
Evaluation and control:
Given the considerable cost involved in the recruitment process, its evaluation and
control is, therefore, imperative.
The costs generally incurred in a recruitment process include:
 Salary of recruiters
 Cost of the spent for preparing job analysis, advertisement
 Administrative expenses
 Cost incurred in recruiting unsuitable candidates
In view of above, it is necessary for a prudent employer to try to answer
certain questions like: whether the recruitment methods are appropriate and valid?
And whether the recruitment process followed in the organization is effective at
all or not? In case the answers to these questions are in negative, the
appropriate control measures need to be evolved and exercised to tide over the
situation
.

Internal Factors
Organizations have control over the internal factors that affect their recruitment
functions.
The internal factors are:
 Size of organization
 Recruiting policy
 Image of organization
 Image of job

36
Size of Organization
The size of the organization is one of the most important factors affecting the
recruitment process. To expand the business, recruitment planning is mandatory for
hiring more resources, which will be handling the future operations.
Recruiting Policy
Recruitment policy of an organization, i.e., hiring from internal or external
sources of organization is also a factor, which affects the recruitment process. It
specifies the objectives of the recruitment and provides a framework for the
implementation of recruitment programs.
Image of Organization
Organizations having a good positive image in the market can easily attract
competent resources. Maintaining good public relations, providing public services, etc.,
definitely helps an organization in enhancing its reputation in the market, and
thereby attract the best possible resources.
Image of Job
Just like the image of organization, the image of a job plays a critical role in
recruitment. Jobs having a positive image in terms of better remuneration,
promotions, recognition, and good work environment with career development opportunities
are considered to be the characteristics to attract qualified candidates.

External Factors
External factors are those that cannot be controlled by an organization. The
external factors that affect the recruitment process include the following:
 Demographic factors :
Demographic factors are related to the attributes of potential Employees such
as their age, religion, literacy level, gender, occupation, economic status,
Etc.

37
 Labor market :
Labor market controls the demand and supply of labor. For example, if
the supply of people having a specific skill is less than the demand, then
the hiring will need more efforts. On the other hand, if the demand is less
than the supply, the hiring will be relative easier.
 Unemployment rate :
If the unemployment rate is high in a specific area, hiring of Resources
will be simple and easier, as the number of applicants is very high. In
contrast, if the unemployment rate is low, then recruiting tends to be very
difficult due to les number of resources.
 Labor laws:
Labor laws reflect the social and political environment of a market, which
are created by the central and state governments. These laws dictate the
compensation, working environment, safety and health regulations, etc., for
different types of employments.
 Legal considerations :
Job reservations for different castes such as STs, SCs, and OBCs are best
examples of legal considerations. These considerations, passed by government,
will have a positive or negative impact on the recruitment policies of the
organizations.
 Competitors:
When organizations in the same industry are competing for the best
qualified resources, there is a need to analyze the competition and offer
the resources packages that are best in terms of industry standards.

IMPORTANCE OF RECRUITMENT:

38
 1. Recruitment determines the present and future human resource requirements of the
organization in conjunction with human resource planning activities job analysis
activities.
2. It helps to increase the pool of potential personnel and the organization has a
number of options to choose from.
3. It helps in increase the success rate of the selection process by filtering the
number of under qualified or over qualified job applicants.
4. It reduces the probability that applicants, once selected and made available to the
organization, leave it after a short period of time.
5. It helps in evaluating the effectiveness of various recruitment techniques and
sources of recruitment.
6. It helps to meet the organizations legal and social obligations regarding
composition of its workforce.
7. It results in overall growth of the organization.
8. It determines the current and future job requirement.
9. It helps in increasing organizational effectives for a short and long term.
10. It attracts and encourages the applicants to apply for the vacancies in an
organization.

Definition of selection:

39
The selection is the process of choosing the most suitable candidate for the
vacant position in the organization. In other words, selection means weeding out
unsuitable applicants and selecting those individuals with prerequisite qualifications
and capabilities to fill the jobs in the organization.
Different authors define selection in different ways. Here is a list of some of the
definitions:
 Employee selection is a process of putting a right applicant on a right
job.
 Selection of an employee is a process of choosing the applicants, who
have the qualifications to fill the vacant job in an organization.
 Selection is a process of identifying and hiring the applicants for filling the
vacancies in an organization.
 Employee selection is a process of matching organization’s requirements
which the skills and the qualifications of individuals.
A good selection process will ensure that the organization gets the right set of
employees with the right attitude.

Selection:
Selection is the process of picking individuals who have relevant qualifications to
fill jobs in an organization. Selection is much more than just choosing the best
candidate. It is an attempt to strike a happy balance between what the
applicants can and wants to do and what the organization requires.
Selection is the process of picking or choosing the right candidate, who is most
suitable for a vacant job position in an organization. In others words, selection
can also be explained as the process of interviewing the candidates and
evaluating their qualities, which are required for a specific job and then choosing
the suitable candidate for the position.
The selection of a right applicant for a vacant position will be an asset to the
organization, which will be helping the organization in reaching its objectives.

THE PROCESS OF SELECTION:

40
Employee selection is the process of putting right men on right job. It is a
procedure of matching organizational requirements with the skills and qualifications
of people. Effective selection can be done only when there is effective matching.
By selecting best candidate for the required job, the organization will get quality
performance of employees. Moreover, organization will face less of absenteeism
and employee turnover problems. By selection right candidate for the required job,
organization will also save time and money. Proper screening of candidates takes
place during selection procedure. All the potential candidates who apply for the
given are tested.
But selection must be differentiated from recruitment, though these are two phases
of employment process. Recruitment is considered to be a positive process as it
motivates more of candidates to apply for the job. It creates a pool of
applicants. It is just sourcing of data. While selection is a negative process as
the inappropriate candidates are rejected here. Recruitment precedes selection in
staffing process. Selection involves choosing the best candidate with best abilities,
skills and knowledge for the required job.
The employee selection process takes place in following order-
 Preliminary interviews
 Application blanks
 Written tests
 Employment interviews
 Medical examination
 Appointment letter
Preliminary interviews:
It is used to eliminate those candidates who do not meet the minimum eligibility
criteria laid down by the organization. The skills, academic and family background,
competencies and interest of the candidate are examined during preliminary
interview. Preliminary interviews are less formalized and planned than the final
interviews. The candidates are given a brief up about the company and the job
profile; and it is also examined how much the candidate

41
Knows about the company Preliminary interviews are also called screening
interviews.
Application blanks:
The candidates who clear the preliminary interview are required to fill application
blank. It contains data record of the candidates such as details about age,
qualifications, reason for leaving previous job experience, ECT.
Written tests:
Various written tests conducted during selection procedure are aptitude test,
intelligence test, reasoning test, personality test, ECT. These tests are used to
objectively assess the potential candidate. They should not be biased.
Employment interviews:
It is a one to one interaction between the interviewer and the potential candidate.
It is used to find whether the candidate is best suited for the required job or
not. But such interviews consume time and money both. Moreover the
competencies of the candidate cannot be judged. Such interviews may be biased
at times. Such interviews should be conducted properly. No distractions should be
there in room. There should be an honest communication between candidate and
interviewer.
Medical examination:
Medical tests are conducted to ensure physical fitness of the potential employee.
It will decrease chances of employee absenteeism.
Appointment letter:
A reference check is made about the candidate selected and then finally he is
appointed by giving a formal appointment letter.

ADVANTAGES OF SELECTION:
 It is cost-effective and reduces a lot of time and effort.

42
  It helps avoid any biasing while recruiting the right candidate.
 It helps eliminate the candidates who are lacking in knowledge, ability, and
proficiency.
 It provides a guideline to evaluate the candidates further through strict
verification and reference-checking.
 It helps in comparing the different candidates in terms of their capabilities,
knowledge, skills, experience, and work attitude.

IMPORTANCE OF SELECTION:
Selection is one of most important of all functions in the management of
personnel. Selection is an important process because hiring good resources can
help increase the overall performance of the organization. In contrast, if there is
bad hire with a bad selection process, then the work will be affected and the
cost incurred for replacing that bad resource will be high.
The purpose of selection is to choose the most suitable candidate, who can meet
the requirements of the jobs in an organization, who will be a successful
applicant. For meeting the goals of the organization, it is important to evaluate
various attributes of each candidate such as their qualifications, skills, experiences,
overall attitude. In this process, the most suitable candidate is picked after the
elimination of the candidates, who are not suitable for the vacant job.
The organization has to follow a proper selection process or procedure, as a
huge amount of money is spent for hiring a right candidate for a position. If
a selection is wrong, then the cost incurred in induction and training the wrong
candidate will be a huge loss to the employer in terms of money, effort, and
also time. Hence, selection is very important and the process should be perfect
for the betterment of the organization.

 Procurement of suitable candidate is possible:

43
Only suitable candidates who are fit for the job are selected from among the
prospective candidates for employment. So, selection is a process by which only
desirable candidates are hired and others are denied the opportunity.
 Good selection reduces the cost of training and development:
Proper selection of candidates reduces the cost of training because qualified
personnel have better grasping power. They can understand the technique of the
work better. Therefore, the organization can develop different training programmes
for different persons on the basis of their individual differences, thus reducing the
time and cost of training considerably.
 Proper selection resolves personnel problems:
Proper selection of personnel reduces personnel problems in the organization. Many
problems like labour turnover, absenteeism and monotony shall not be experienced
in their severity in the organization. Labour relation will be better because
workers will be fully satisfied by their work.

THE DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:

Recruitment Selection

Recruitment is defined as the process of Selection is defined as the process of

identifying and making the potential choosing the right candidates for the
candidates to apply for the jobs vacant positions.

Recruitment is called as a positive Selection is called as a negative process

process with its approach of attracting as with its elimination or rejection of as
many candidates as possible for the vacant many candidates as possible for identifying
jobs the right candidates for the position

ANALYSIS:

44
Analysis is a branch of mathematics which studies continuous changes and
includes the theories of integration, differentiation, measure, limits, analytic
functions and infinite series. It is the systematic study of real and complex-
valued continuous functions. It describes both the discipline of which calculus
is a part and one form of the abstract logic theory.

Table-1: Gender of employees in fibtec enterprises

Options Male Female Total

Responses 68 32 100

Percentage 68% 32% 100%

Chart-1

32%

Male
Female

68%

Interpretation:
68% of Male employees and 32% of Female employees in Fibtec enterprises

45
 Table-2: Age group of employees

Above
Options 20-30 30-40 40-50 50 Total

Responses 38 24 27 11 100

Percentag
e 38% 24% 27% 11% 100%
Chart-
2
38

27
24

11

20-30 30-40 40-50 Above 50

Interpretation:
In Fibtec enterprises can recruit 38% of young candidates. So they need to
select on young people.

46
 Table-3: Marital Status of employees

Options Married Unmarried Total

Responses 54 46 100

percentage 54% 46% 100%

Chart-3

Married Unmarried

46%
54%

Interpretation:
54% of employees are married in fibtec enterprises.
46% of employees are unmarried in fibtec enterprises.

47
 Table-4: Educational qualification of employees
Chart-4

Options Responses Percentage

Diploma/School 59 59%

Under graduate 33 33%

Post graduate 8 8%

Total 100 100%

Column1
70
60 59
50
40
33
30
20
10 8
0
Diploma/School Under graduate Post graduate

Interpretation:
59% of employees are answering Diploma/school
33% of employees are answering under graduate
Only 8% of employees are post graduate

48
Table-5: working experience of employee

Options Responses Percentage

0 - 5 years 71 71%

5 - 10 years 26 26%

10 - 15 years 3 3%

More than15 years 0 0%

Total
100 100%

Chart-5

49
 0 - 5 years 5 - 10 years
10 - 15 years More than 15 years
3%

26%

71%

Interpretation:
No one can work in more than 15 years.
Only 3% of employees are working in 10 - 15 years.
26% of employees are working in 5 – 10 years and
Other 71% of employees are working in less than 5 years.

50
Table-6: Sources of recruitment and selection process

options Internal External Both Total

Responses 22 36 42 100

Percentage 22% 36% 42% 100%

Chart-6

Internal External Both

22%

42%

36%

Interpretation:
It was found that above 42% of the recruitment and selection is done both by
internal and external sources, while as external sources are used more than the
internal sources. Employees are hired mostly from external sources like job portals,
consultancy ECT.

Table-7: Satisfied level of recruitment process

51
Options Yes No Total

Responses 84 16 100

Percentage 84% 16% 100%

52
 Chart-7

84

16

Yes No

Interpretation:
It was found that 84% of employees are satisfied with the recruitment process
adopted by fibtec enterprises. However, some of the respondents thought there
should be some changes in the existing recruitment process of the organization.

53
Table-8: Any contract signed by employees while joining the organization

options Respondents In percentage

Yes 40 40%

No 60 60%

Total 100 100%

Chart-8

40%
Yes
No
60%

Interpretation:
Above chart shows that almost 60% employees said no and 40% said yes they
have to sign a bond while joining the organization. Employees have to submit

54
one of their original certificates in the time of their joining and they cannot
leave this company before one year. If the employees agree to these conditions
then they are moved to next round of interview.

55
Table-9: Selection methods of the employees

Options Written GD PI GD & PI All Total

Responses 27 5 48 12 8 100

Percentage 27% 5% 48% 12% 8% 100%

Chart-9

50
45
40
35
30
25
20
15
10
5
0
Written GD PI GD & PI All

Interpretation:
If was found that 48% of selection is done by personal interview.

56
Table-10: External sources of recruitment in fibtec enterprises

Options Advertisement Internet Campus Consultancies All of Total

recruitment the
above

Responses 10 5 0 23 62 100

Percentage 10% 5% 0% 23% 62% 100%

Chart-10

Advertisement Internet Campas Interview Consultancies All of the above

10%
5%

23%
62%

Interpretation:
62% of employees are said the entire above external source is used for
recruitment in fibtec enterprises. But no one can say campus interview.

57
Table-11: Internal sources of recruitment in fibtec enterprises

Options Promotions Transfer Re-employment of All of the Total

ex-employees above

Responses 21 17 4 58 100

Percentage 21% 17% 4% 58% 100%

Chart-11

Promotions Transfer Re-Empl of Ex-Empl All of the above

21%

58% 17%

4%

Interpretation:
58% of employees are said entire above internal sources is used for
recruitment in fibtec enterprises.

58
 Table-12: How much time did the company takes to respond to your
application?

Options Less than 5 5 – 10 days 11 – 15 15 – 20 More than Total

days days days 20 days

Responses 6 20 28 34 12 100

Percentag 6% 20% 28% 34% 12% 100%

e

Chart-12
40

35

30

25

20
Column1
15

10

0
less than 5 days 5 - 10 days 11 -15 days 15 - 20 days more than 20 days

Interpretation:
There are 34% of employees said 15 – 20 days the company takes to respond to
her applications.

59
Table-13: Manpower planning procedure in fibtec enterprises

Options Yes No Total

Responses 86 14 100

Percentage 86% 14% 100%

Chart-13

Yes NO

14%

86%

Interpretation:
86% of employees say in the company aware of manpower planning procedure in
fibtec enterprises.

60
 Table-14: How much time is given to you for joining

Options Immediate sport 1 – 2 2 – 4 weeks More than one Total

interviews weeks month

Responses 3 32 59 6 100

Percentage 3% 32% 59% 6% 100%

Chart-14

60

50

40

30

20

10

0
Immediate
1 - 2 weeks
2 - 4 weeks
more than 1 month

Interpretation:
59% of candidates are asked to join organization within 2–4 week

Table-15: Is recruitment and selection is done by systematically

61
 Options Strongly Agree Disagree Strongly Total
Agree Disagree

Responses 36 60 4 0 100

Percentage 36% 60% 4% 0% 100%

Chart-15

Stron gly agree Agree Disagree Stron gly Disagree

4%

36%

60%

Interpretation:
60% of candidates can agree and 36% of candidates can strongly agree so they
are following recruitment and selection is done systematically.

Table-16: Rate of HR practices of the company

62
 Options Excellent Good Average Bad Total

Responses 10 42 36 12 100

10% 42% 36% 12% 100%

Percentage
Chart-16

45
40
35
30
25
20
15
10
5
0
Excellent Good Average Bad

Interpretation:
42 of the employees feel that HR department is good where and 10% say that
its Excellent where as 36% says its average and 12% employees feel it’s bad.
Some employees are not happy as they have to spend a little more time if they
have to take demo training sessions.

63
Table-17: How did you feel when your ware facing the interview

Option Confident Tensed Stress Relaxed Total

Responses 23 21 12 44 100

Percentage 23% 21% 12% 44% 100%

Chart-17
50
45
40
35
30

Axis Title 25
20
15
10
5
0
Confident Tensed Stress Relaxed

Interpretation:
More of the candidates feel relaxed during their interview

64
Table-18: They are following Promotional policies

Options Always Some times Never Total

Responses 58 24 18 100

Percentage 58% 24% 18% 100%

Chart-18

Always some time Never

18%

58%
24%

Interpretation:
58% of employees are said always they are strictly following promotional
policies.

65
Table-19: Category of employees in fibtec enterprises

Options Permanent Temporary Trainee Contract All of the above Total

Responses 10 24 12 15 39 100

Percentage 10% 24% 12% 15% 39% 100%

Chart-19
45
40
35
30
25
20
15
10
5
0
Permanent Temporary Trainee Contract All of the above

Interpretation:
39% of employees are said the entire above category of employee is there in
fibtec enterprises.

Table-20: How much time is taken for the interview process

66
 Options Less than 2 2 – 4 hours 4 -6 hours More than a Total
hours day

Responses 36 44 20 0 100

Percentage 36% 44% 20% 0% 100%

Chart-20
50
45
40
35
30
25
20
15
10
5
0
Less than 2 hours 2 - 4 hours 4 - 6 hours More than a day

Interpretation:
Fibtec enterprises take 2 – 4 hours to complete the whole interview process for a
candidate.

FINDINGS:

67
The collected data are analysed and general observations has proven that fibtec
enterprises has done remarkable job in its human resource department.
The main findings are as follows:
 Most of the managers prefer personal interview.
 Mostly external sources of recruitment are considered.
 In fibtec enterprises employees feel that the HR department is good.
 About 84% of the employee are satisfied with the recruitment and
selection process.
 Fibtec enterprises take 2 - 4 hours to complete the interview process.
 68% of the employees belong to the male category and 32% of the
employees belong to the female category.
 58% of employees are said always they are strictly following promotional
policies.
 More of the candidates feel relaxed during their interview
 Most of the employees agreed they are following and selection is done
systematically
 86% of employees say in the company aware of manpower planning
procedure in fibtec enterprises
 59% of candidates are asked to join organization within 2 – 4 week
 71% of employees are working in less than 5 years and no one can
work in more than 15 years.
 In fibtec enterprises can recruit 38% of young candidates. So they need
to select on young people.
 59% of employees are answering diploma/school

SUGGESTION:

68
From the findings I can suggest fibtec enterprises more effectiveness of recruitment
and selection process and HR policies

Recruitment must be done by analyzing the job firstly which will make it
easier and will be beneficial from the company’s point of view. The recruitment
and selection procedure should not be too lengthy and time consuming.
Company should try to use the internal recruitment process first because it
incurs loss cost and acts as a motivational factor to the employees. Provide
training to employees so that they get better knowledge, skills and attitude.
Company should amend some part of their HR policies for better effectiveness.
It is advised that fibtec enterprises has to increases the recruitment personnel or
manage the selection process effectively. Manpower requirement for each
department in the company should be identified well in advance.

69
CONCLUSION:
Recruitment is the process of searching for prospective employees and stimulating
and encouraging them to apply for jobs in an organization and selection is
selecting the right candidate at the right time in the right place. Employees of
fibtec enterprises are satisfied with the current/existing recruitment and selection
process. A fibtec enterprise is recruiting their employees mainly through
consultancies. Consultancies are the mediator between the organization and the
candidates as it serves the requirements of employees as well as the
organization. Fibtec enterprises recruit their employees in a decentralized way.
Also a fibtec enterprise has to consider internal sources for recruitment of
employees so that it could motivate the employees. Employees are also well
aware about the various sources and methods of recruitment and selection. A
Fibtec enterprise has to implement innovative techniques in selection process like
group discussion, written test.

70
BIBLIOGRAPHY:

Books:
 C.B. Gupta. (1996) Human resource management, sultan chand & sons.
 Dr. C.R. Kothari, (2008) Research methodology
Journals:
 Absar MM. Recruitment & Selection practices in Manufacturing Firms in
Bangladesh. The Indian Journal of Industrial Relations 2012; 436-448.
 Adeyemi, O.S. Dumade, E.O, & Fadare, O. M. (2015). The influence of
recruitment and selection on organization performance the influence of
recruitment and selection on organizational performance IJAAR
 Anyim, F. c., Ekwoaba, J. O. & Ideh, D. A. (2012). The role of
human resource planning in recruitment and selection process. British
Journal of Humanities and social Sciences, 6(2), 68-78
 Armstrong, M., (2006). A Handbook of Human Resource Management
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Websites:
1. www.google.com
2. www.en.wikipedia.org
3. www.fibtec.net

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QUESTIONNAIRE:
1. Gender
a. Male
b. Female

2. Age
a. 20 – 30
b. 30 – 40
c. 40 – 50
d. Above 50

3. Marital status
a. Married
b. Unmarried

4. Educational qualification
a. Diploma/school
b. Under graduate
c. Post-graduation

5. Since how many years you been working with this organization?
a. 0 – 5 years
b. 5 – 10 years
c. 10 – 15 years
d. More than 15 years

6. Which of the sources of recruitment and selection are used in fibtec

enterprises?
a. Internal
b. External
c. Both

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7. Are you satisfied with the recruitment process?
a. Yes
b. No

8. If there any contract signed by employees while joining organization?

a. Yes
b. No

9. Which of the following methods does fibtec enterprises used during

selection?
a. Written test
b. Group discussion
c. Personal interview
d. Group discussion & personal interview
e. All of the above

10. Which of the following external sources are used for recruitment in fibtec
enterprises?
a. Advertisement
b. Internet
c. Campus recruitment
d. Consultancies
e. All of the above

11. Which of the following internal sources are used for recruitment in fibtec
enterprises?
a. Promotions
b. Transfer
c. Re-employment of ex-employees
d. All of the above

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12. How much time did the company takes to respond to your application?
a. Less than 5 days
b. 5 – 10 days
c. 11 – 15 days
d. 15 – 20 days
e. More than 20 days

13. Are you aware of manpower planning procedure in your company?

a. Yes
b. No

14. How much time is given to you to join the organization?

a. Immediate sport interviews
b. 1 - 2 weeks
c. 2 – 4 weeks
d. More than 1 month

15. Is recruitment and selection is done systematically in company on a

regular basis
a. Strongly agree
b. Agree
c. Disagree
d. Strongly disagree

16. How do you rate HR practices of the company?

a. Excellent
b. Good
c. Average
d. Bad

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17. How did you feel when you ware facing the interview at fibtec
enterprises?
a. Confident
b. Tensed
c. Stress
d. Relaxed

18. Does the corporation strictly following promotional policies?

a. Always
b. Some time
c. Never

19. Which of the following category of employee in fibtec enterprises

a. Permanent employee
b. Temporary employee
c. Trainee employee
d. Contract employee
e. All of the above

20. How much time is taken for the interview process?

a. Less than 2 hours
b. 2 – 4 hours
c. 4 – 6 hours
d. More than a day

78