​EXECUTIVE SUMMER

I have started my Summer Training Program at Skynet Electronic Pvt ltd (OPPO). This is a
Recruitment firm in 5​th​ floor MG Road Ashok Nagar, Bangalore. I have done my internship
project for 1 month. And I got the topic for my Project Report. The Topic was given by the
head of the company person and as per my Mentor also. Her name is ANILA ANAND who
really gives me great confidence to do the work at Skynet Electronic Pvt ltd.
She gives me relevant company information for preparing my Project as well, she tells me so
many things that how I can pitch the JD to the candidate so that I can easily convince to them
for the interview regarding the current job profile.
Here I want to discuss briefly about the Recruitment and Selection Process which I have done
earlier at Skynet Electronic Pvt ltd.

Recruiting is the discovering of potential applicants for actual or anticipated

Organizational vacancies. It makes it possible to acquire the number and types of
people necessary to ensure the continued operation of the organization.

In simple terms, it is an attempt to draw attention of applicants in the market, get

interested applicants, and generate a pool of prospective employees so that
management can select the right person for the right job.

The recruitment process is one of the most critical aspects of running a successful
business. Because every organization’s performance is largely dependent on the
quality of its workers.

The question comes into mind that why I have chosen my topic as “Recruitment
and Selection Process”. Because as a HR in B.B.A this topic is covers all those
aspects which help me for using my theoretical knowledge in Practical aspects.

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 Being as an HR Executive it was really great challenges to recruit a person for the
job.

​INDEX

SL.NO CONTENTS Pg. No

1. CHAPTER-1 4-14

1.1 Introduction to the topic 4-6

1.2 Recruitment and selection process 6-10

1.3 Background of selection 10

1.4 Objective of the study 10

1.5 Scope of the study 10-11

1.6 Research methodology 11-13

1.7 Literature review 13-14

1.8 Limitations of the study 14

2. CHAPTER-2 15-26
INDUSTRY PROFILE AND COMPANY PROFILE
2.1 OPPO History 15-17

2.2 OPPO Era 18-19

2.3 OPPO Global Business 19

2.4 Mission 19

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2.5 Vission 19

2.6 Values 20-23

2.7 Organizational structure 23-26

3. CHAPTER-3 27-42
THEORETICAL BACKGROUND OF THE STUDY
3.1 Sources of recruitment 27-32

3.2 Steps in selection process 32-36

3.3 Importance of recruitment and selection process 36-37

3.4 Scope of the study 37

3.5 Theories and policies of recruitment and selection process 37-39

3.6 Inducements of recruitment 39

3.7 constraints 39-40

3.8 Centralised v/s decentralised 40-41

3.9 Difference between recruitment and selection 41-42

4. CHAPTER-4
DATA ANALYSIS AND INTERPRETATION
4.1 – 4.11 43-57

5. CHAPTER-5
FINDINGS ANS SUGGESTIONS(RECOMMENDATIONS)
5.1 Findings and observations 58-59

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5.2 Suggestions 59-60

5.3 Conclusion 60-61

5.4 Bibliography 61-62

INTRODUCTION
CHAPTER-1
OPPO (Skynet Electronic Pvt Ltd)

GUANGDONG OPPO Mobile Telecommunications Corp., Ltd, commonly

referred to as OPPO, is a Chinese consumer electronics and mobile
communications headquartered in DONGGUAN, GUANGDONG, in china, and
known for its Smartphones, Blu-ray players and other electronic devices. A
leading manufacturer of smartphone,[1] OPPO was the top Smartphone brand in
china in 2019 and was ranked No. 5 worldwide.[2]It is a subsidiary of BBK
Electronics. It is a part of BBK Electronics Corporation along with VIVO,
REALME and ONEPLUS.

OPPO is the global electronics and technology service provider that delivers the
latest and the most exquisite mobile electronic devices in over 35+ countries.

OPPO is dedicated to delivering customers with the most extraordinary mobiles

experience through meticulous designs and smart technology.

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HISTROY

The brand name OPPO was registered in china in 2001 and launched in
2004.Snice then, they have expanded to all parts of the world.

In June 2016, OPPO became the biggest smartphone manufacturer in china,

selling

Its phones at more than 200,000 retail outlets.

OPPO launched the first mobile phone, the Smile Phone, in 2008, which marks
the beginning of a journey to explore and pioneer extraordinary technology.
Today, OPPO brings the aesthetics of technology to global consumers
through smart devices, Colour OS, and Internet services like OPPO Cloud and
OPPO+. We have presence in over 40 countries and regions, and have set up 6
research institutes and 4 R&D centers. We have also established a global design
center in London. Together, over 40,000 OPPO employees join their efforts to
create beautiful life for people.

1.1: ​INTRODUCTION OF THE TOPIC

Human resources is an important corporate asset and the overall performance of company
depends on the way it is put to use. In order to realize company objectives, it is essential to
recruit people with requisite skills, qualifications and experience. While doing so we need to
keep present and future requirements of company in mind.

Successful recruitment methods include a thorough analysis of the job and the labour market
conditions. Recruitment is almost central to any management process and failure in

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recruitment can create difficulties for any company including an adverse effect on its
profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to
labour shortages, or problems in management decision making.

Recruitment is however not just a simple selection process but also requires management
decision making and extensive planning to employ the most suitable manpower. Competition
among business organisation for recruiting the best potential has increased focus on
innovation, and management decision making and the selector’s aims to recruit only the best
candidates who would suit the corporate culture, ethics and climate specific to the
organisation.

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

1.2:​ RECRUITMENT AND SELECTION

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

and with appropriate qualifications, 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 organisation, this demands more
comprehensive strategies perspective recruitment. Organization requires the services of large
number of personnel, these personnel occupies the various positions created to the process of
the 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 resources planning and concludes with the selection
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of required number of candidates, both HR staff and operating managers have responsibilities
in the process.

“Right person for the right job is the basic principal in recruitment and selection. Every
organization should give attention to the selection of its man power, especially its managers.
The operative manpower is equally important and essential for the orderly working of an
enterprise.

Every business organization/unit needs manpower for carrying different business activities
smoothly and effectively and for this recruitment and selection of suitable candidates is
essential. Human resource management in an organization will not be possible if unsuitable
persons are selected and employment in a business unit.

​RECRUITMENT
Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirements of staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient workforce.”
EDWIN B. FIIPPO defined recruitment as “the process of searching for prospective
employees and stimulating them to apply for the job in the organisation.”

In simple words recruitment can be defined as ‘linking function’- joining together those with
jobs to fill and those seeking jobs.

FACTORS AFFECTING RECRUITMENT

There are various methods of recruitment but for the sake of simplicity, they have been
categorized under two board headings.

1. INTERNAL RECRUITMENT
● Transfer

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 ● promotion

2. EXTERNAL RECRUITMENT
● Direct recruitment
● Web publication
● Casual callers
● Advertisement
● Labour contractors
● Telecasting
● Campus recruitment
● E-Recruitment
● Placement agencies
● Employment exchange

​
SELECTION:
Selection is the process of picking individuals who have relevant qualifications to fill 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 applicant can and wants to do and what the
organization requires.

STEPS IN SELECTION PROCESS:-

The following steps are generally followed by all the business organization.

1. Preliminary screening.
2. Selection Tests.
● Intelligent test
● Personality test
● Trade test

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 ● Aptitude test
● Interest test
3. Interview Tests.
● Direct interview
● Indirect interview
● Group interview
● Panel interview
● Stress interview
● Individual interview
4. Reference and Background checks.
5. Selection decision.
6. Medical examination.
7. Job offer.
8. Contract of Employment.

:
BENTIFITS AND IMPORTANCE OF RECRUITMET​
(1) Helps to create a talent pool of potential candidates for the benefits of the organization.
(2) To increases the pool of job seeking candidates at minimum cost.
(3) It helps to increase the success rate of selection process by decreasing the no of visits
qualified or over qualified job applicants.
(4) Helps in identifying and preparing potential job applicants who will be the appropriate
candidature for the job.
(5) Finally it helps in increasing organization and individual effectiveness of various
recruiting techniques and for all the types of job applicants

​ ​IMPORTANCE OF SELECTION:-

● Selection gives the right place to the right person.

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 ● Rejecting the right person or the placement of the wrong person will have a severe
impact.
● The search for the perfect selection method continues.

1.3:​ BACKGROUND OF THE STUDY​:

Knowledge and learning become perfect when it is associated with theory and practice.
Theoretical knowledge gets perfection with practical implication. As the concerning parties;
educational institutional and the organization substantially benefit from such a program
namely “Internship”, the sole purpose of internship is to train the students and prepare
themselves for real life in job markets. I have developed this internship report as a practical
requirement to acquire the Bachelor of Business Administration (BBA) degree under direct
supervision of Skynet Electronic Pvt ltd (OPPO). I have tried to my level best to make this
report informative and enriched so that real things can easily be displayed.

1.4:​OBJECTIVES OF THE STUDY

To know overall about the company of OPPO. The objective of the study is to understand and
critically analyse the Recruitment and Selection procedures at OPPO.
1. To understand the process of recruitment
2. To know the sources of recruitment policy of the organisation.
3. To critically analyse the functioning of recruitment procedures.
4. To identify the probable area of improvement to make recruitment procedure more
effective.

1.5:​SCOPE OF THE STUDY

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The benefits of the study for the researcher is that it helped to gain knowledge and experience
and also provided the opportunity to study and understand the prevalent recruitment and
selection procedures.

The key point of my research study are:-

1. To study the fact about the OPPO as a group.
2. To analyses the recruitment policy of the organization.
3. To understand and analyse various HR factors including recruitment procedures at OPPO.
4. To suggest any measures/recommendations for the improvement of the recruitment
procedures.
5. It extends to the whole organization. It covers corporate office, sites and works
appointments all over India.
6. It covers Workers, Front line Staff, Jr. Management, Middle Management and Senior
Management cadres.

1.6:​RESEARCH METHODOLOGY
Research methodology is a method to solve the research problem systematically. It involves
gathering data, use of statistical techniques, interpretations and drawing conclusion about
research data. Keeping in view the objectives of the study, data is collected from different
sources.

The purpose of the selection is to describe the methodology carried out to complete the work.
The methodology plays a dominant role in any research work. The effectiveness of any
research work depends upon the correctness and effectiveness of research methodology.

AIM
​
To analyse the recruitment and selection process of Skynet Electronic pvt ltd in OPPO and
review HR policies pertaining to recruitment and selection.

● RESEARCH DESIGN:
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 Descriptive Research

● SOURCES OF DATA COLLECTION:

The primary as well as the secondary sources was used for collection of data.

Data Collection  
Data Collection is an act of collecting relevant and adequate data required from the
sample size. It may be done through primary data or secondary data.

● PRIMARY DATA:

Questionnaire and interview

● SECONDARY DATA:

Books and Journals

Primary data​ involves the collection of data that does not already exist. This can be
through numerous forms, including questionnaires and telephone interview
amongst others.
Secondary research​ involves the summary, collection and/or synthesis of existing
research rather than primary research. Where dose data are collected from. For
example .research subjects or experiments.

Thus the sources of data collection were as follows:

PRIMARY SECONDARY
1. Interview schedule 1.Company record
2. Questionnaires 2.Magzines
3. Observation method 3. Other record
4. Discussion 4. Website of company

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 ● DATA TYPE

Primary as well as secondary data was collected.

● SAMPLE UNIT

HO of Skynet Electronic pvt ltd

● SAMPLE SIZE

The total no of employees in Skynet Electronic Pvt ltd (OPPO) is of 30 employees

who are in officer cadre.

● SAMPLING METHOD

Census Method
The study was conducted with sample size of 25 employees in the staff and officers
cadre of Skynet electronic Pvt ltd.

● FIELD OF THE STUDY

The project was carried out at Skynet Electronic Pvt Ltd. (OPPO), Bangalore.

1.7:​LITERATURE REVIEW:

RECRUITMENT:

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. It is the

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 process of finding and attracting capable applicants for the employment. The process
begins when new recruits are sought and ends when their applicants are submitted. The
result is a pool of applicants from which new employees are selected.

SELECTION:

Selection process is a decision making process. This steps consists of number of activities. A
candidate who fails to qualify for a particular step is not eligible for appearing for
subsequent steps. Employee selection is the process of pitting the right men on the right
job. It is a procedure of matching organizational requirements with the skills and
qualifications of the people. Effective selection can be done only where there is an
effective matching. By selecting the best candidate for the required job, the organizational
will get quality performance of employees. Moreover, organization will face less
absenteeism and employee turnover problems. By selecting right candidate for the
required, organization will also save money and time.

1.8:​LIMITATIONS OF THE STUDY

The major limitations that I faced during my internship period and preparation of this report
are as follows:

1. Employees are not allowed to provide sensitive and depth information.

2. The main constraint of the study was insufficient access to information which has
significantly disturbed the scope of the analysis that is required for the study.
3. As the employees were busy with their own duty, they could give me little time
for consultation.
4. Time restriction is another important for limitation of stud

CHAPTER 2
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 INDUSTRY PROFILE AND COMPANY PROFILE

OPPO HISTORY​:
OPPO launched the first mobile phone, the Smile Phone, in 2008, which marks the beginning of
a journey to explore and pioneer extraordinary technology.
Today, OPPO brings the aesthetics of technology to global consumers
through smart devices, Colour OS, and Internet services like OPPO Cloud and OPPO+.
We have presence in over 40 countries and regions, and have set up 6 research institutes
and 4 R&D centers. We have also established a global design center in London.
Together, over 40,000 OPPO employees join their efforts to create beautiful life for
people.

​OPPO (Skynet Electronic Pvt Ltd) 

GUANGDONG OPPO Mobile Telecommunications Corp., Ltd, commonly referred to as
OPPO, is a Chinese consumer electronics and mobile communications headquartered in
DONGGUAN, GUANGDONG, in china, and known for its Smartphones, Blu-ray
players and other electronic devices. A leading manufacturer of smartphone,[1] OPPO
was the top Smartphone brand in china in 2019 and was ranked No. 5 worldwide.[2]It is
a subsidiary of BBK Electronics. It is a part of BBK Electronics Corporation along with
VIVO, REALME and ONEPLUS.
OPPO is the global electronics and technology service provider that delivers the latest and the
most exquisite mobile electronic devices in over 35+ countries.

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 OPPO is dedicated to delivering customers with the most extraordinary mobiles
experience through meticulous designs and smart technology.

The brand name OPPO was registered in china in 2001 and launched in 2004.Snice then, they
have expanded to all parts of the world.
In June 2016, OPPO became the biggest smartphone manufacturer in china, selling
Its phones at more than 200,000 retail outlets.

OPPPO

Native name OPPO​广​东移动通信有限公司

Type Subsidiary

Industry Consumer electronics

Founded 2001; 19 years ago

Founder Chen Mingyong(​陈明永​)

Headquarters Dongguan​, ​Guangdong

,
China

Area served Worldwide

Key people Chen Mingyong (​陈明永​) (Founder &

CEO)

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 Products Hi-fi​, ​home
theatre​, ​audiovisual​, ​smartphones

Parent BBK

Website www.oppo.com/en

OPPO ​欧珀

Chinese OPPO​广​东移动通信有限公司

Literal meaning Guangdong OPPO Mobile Telecommunications Corp.,

Ltd.

ranscriptions

dard Mandarin

u Pinyin Ōupò Guǎngdōng Yídòng Tōngxìn Yǒuxiàn Gōngsī or Guǎngdōng Ōupò Y

Tōngxìn Yǒuxiàn Gōngsī

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 ​2.2: ​OPPO ERA

2004, The MP3/MP4 era

In 2004 OPPO first launched its MP3 in

Chinese Market. During this year OPPO’s MP3

Player ranked third in Chinese market in terms

Of selling.

2008, the function phone era:

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In 2008 OPPO first enter into the mobile

Phone market. In this year they first

Launched their function phone named

“Smiley Face”. During this year

“Smiley

Face” enjoyed massive success.

2009, the Blu-ray player era:

OPPO’s Blu-ray player was launched in the

USA and has since became the No. 1 sales

Leader in the global premium Blu-ray

Player market.

2011, the smartphone era:

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Since 2011, OPPO has successively
launched several flagship smartphone such
as: Find 7, N1 and R1, each phone
continually pushing the boundaries of
innovation and design from beginning to
end.

2.3:​ OPPO Global Business: 

Oppo’s basic marketing blue print contains a forward thinking combination of middle to
high-end brand orientation, beautifully innovation products and a meticulas designed
expansion strategy. During 2015-2019 exploited market opportunities by rapidly expanding
across Southeast Asia, which gave birth to its globalizing momentum. The transition from
feature to smartphone was one of OPPO’s key market opportunities which lead to OPPO
swiftly developing a strong brand image and market share in Indonesia, Vietnam, Malaysia,
Thailand, India, Egypt, Bangaladesh and other markets. This statistic shows the global market
share held by OPPO in the smartphone market from first quarter of 2015 to the third quarter
of 2019. In the third quarter of 2019, OPPO had a global markret of 8.7%, we expect to
continue our momentous expansion into about 40 countries by the end of 2019

2.4:​ MISSION
● Safeguard Karnataka OPPO's role model position in OPPO national
system continuously.
● Ensure OPPO KTK to be top 3 in OPPO India.

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 ​2.5​: ​VISSION 

● To be a healthier, long lasting enterprise.

● We strive to become a healthier and more sustainable company.

 
 
 
 
 
 
 
 
 
 
 
 
2.6:​ ​ ​VALUES
 

BENFEN:

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 Willing to take responsibility

When issues emerges, be the first to accept the responsibilities.

To suffer loss proactively, not to take advantage of others

Forbid to attract competitor
Integrity: honesty, trustworthy
Keep your words, have done what your promised others also give
recognition towards it.

SIMPLE & FOCUS:

​Strategy focus
Focus on the matters, such as people oriented

Resources focus

focus on all kinds of resources, arrange the resource

base on the significance/urgency
Product focus
focus on hero model, such as building up hero product
culture

VALUE ORIENTED:

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 Trust company, Trust the brand
Highly recognized companies and brands, and
Full of confidence
Protect your Brand
Establish a good branding protecting awareness
Do the things to improve the brand reputation
Pass OPPO’s positive energy
Continue to broadcast OPPO’s good to the people
around. Recognize OPPO and affect others to
trust and like OPPO brand as well.

WILLING TO TAKE CHALLENGE:

A sense of ownership, fight for yourself; taking responsibility on your initiative. Don’t
afraid to make mistakes, actively suggest and express opinions self-criticism, have
determination & courage to face problems.

HIGHLY EFFECTIVE ACTION:

No delay, immediate action, don’t wait for tomorrow learn and summarize actively without
repeating mistakes

A MATTER OF HONOR​:

Add glory to your Team and Brand

To Team: An ambiance of No blame & COMPLAINTS

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To Brand: Do not seek Personal gains Maintain Confidentiality.

2.7:​ORGANIZATIONAL STRUCTURE

TOP MANAGEMNT LEVEL

MIDDLE MANAGEMENT LEVEL

JUNIOR LEVEL

​WORK FORCE LEVEL

1. WORK FORCE LEVEL: 

Work force level is the initial level of the company, hear the selected person do the job
which is assigned by their head. In the OPPO the initial job is mainly concern with
software development, it could be a hardware or networking related also so
candidate should have knowledge of computer language, hardware or networking
for which he/she is applying.

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 Now the recruitment process for work force level

1. Application: it can be either online or respond to one of company’s Ads—They

screen candidate’s resume and call them for interview.

Selection process is through

1. Written (Aptitude test)

2. Interview (Technical & non-technical)
3. Group problem solving.

2. JUNIOR LEVEL​:

Junior level is the upper level of work force level. A person could be the head of one team of
workforce level. Here it concern with strong technical as well as communication skill.
It is two way communication process where he/she communicate with work force
people as well as their technical department,

This is internal and external process here employee is getting select from inside the
company or from outside the company. The inside selection process is bit different
from outside selection process.

Now External process

1. Written aptitude test

2. Interview ( technical & non-technical)
3. Case study analysis
4. Presentation
5. Leadership quality
6. Negotiation

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For inside selection they considers
1. According to their performance
2. Interview
3. Leadership quality

3. MIDDLE LEVEL MANAGEMENT (EXECUTIVE 

SELECTION SCHEME): 

The executive selection scheme is a fast track programme for accelerated growth of high
potential professionals. It take care of all project taken by the company. This is
also a two way communication process. Here the manager communicate with his
high level person, lower level employees and more with clients.
Now the selection process of middle management level
This is also based on internally and externally.
In internal process
1. Interview
2. Presentation
3. Case study analysis
4. Leadership quality &
5. According to their performance
Now external process
1. Written aptitude test
2. Interview (technical & non-technical)
3. Case study analysis
4. Presentation
5. Leadership quality

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 6. Negotiation

4. TOP LEVEL MANAGEMENT: 

It is the top most and prestigious for the Skynet Electronics Pvt ltd (OPPO) Company like
CEO, MD. Here top most person is mainly strategies related to decision making
for to phosphorus in near future.
There is no recruitment process from externally.
Now selection process for top management level is through
1. Interview
2. Candidate presentation
3. Offers and negotiations.

CHAPTER 3 
THEORITICAL OF THE STUDY  
3.1: ​Sources Of Recruitment and Selection

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 INTERNAL SOURCES EXTERNAL SOURCES

Transfer Direct Recruitment

Promotion Casual callers

Advertisement

Employment exchange

Placement agencies

Campus Recruitment

Web Publication

Labour contractor

Tele casting

Business friends

INTERNAL SOURCES: 

Best employees can be found within the organization…When a vacancy arises in the
organisation, it may be given to an employee who is already on the pay-roll. Internal sources
include promotion, transfer and in certain cases demotion. When a higher post is given to a
deserving employees, if motivates all other employees of the organisation to work hard. The
employees can be informed of such a vacancy by internal advertisement.

1. TRANSFER
2. PROMOTION

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TRANSFER:
It means transfer or movement of an employee in the same grade, from one job to
another. Without any change in his status, responsibilities and salary. It is horizontal
shift of an employee.

PROMOTION:
Promotion means upgrading of an employee to a higher position carrying higher status,
higher responsibility and higher salary. It is a vertical movement of an employee
within the organization and requires more knowledge, experience and skills to
perform the job.

​MERITS OF INTERNAL SOURCES: 

Internal Recruitment offers the following advantages.

a) It keeps employees happy and in high morale.
b) It creates a sense of security among employee.
c) Employees know that they stand the chance of promotion to higher
positions. This includes them to work harder so has to prove their worth.
d) Internal recruitment ensures continuity of employment and organizational
stability.
e) Prospects of transfer to new posts inspire employees to keep on adding to
their knowledge and experience which leads to their development.

DEMERITS OF INTERNAL SOURCES​: 

Internal recruitment suffers from the following drawbacks.

a) Existing employees may not be fully qualified for the new job. Required talented
may not be available among the present staff.

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 b) All vacancies cannot be filled through internal sources. The enterprise has to
depend upon outside sources for entry level jobs.
c) Internal candidate become accustomed to the company’s work patterns and as
such may lack originality and fresh outlook. Therefore, internal recruitment
involves in breeding of ideas.
d) This method narrows the choice and denies the outsiders an opportunity to prove
their worth.

EXTERNAL SOURCES​:

​When needed personnel is not available within the organization, then it has to
depend on external sources. External sources provide a wide choice from a
larger number of external candidates from which employee may be recruited.
The various external recruitment are as follows:-

1. Direct recruitment
2. Casual callers
3. Advertisement
4. Employment exchange
5. Placement agencies
6. Campus recruitment
7. Web publishing
8. Labour contractor
9. Tele casting
10. Business friends

​DIRECT RECRUITMENT​:

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 In this source the application for vacancies are recruited on bullet-in-boards

Outside the factory or at the gate. This type of recruitment is applicable for Casual
factory workers. A written application is taken from the candidates.

They have to take up tests and interviews.

1. Casual callers (unsoliciated applications)

Many qualified persons apply for employment to the reputed companies on their
own initiative. Such applicants are known as unsolicitated application. A
person record may be kept of such unsolicitated application and candidates
are called for the interviews whenever the need arises.

2. Advertisement:
Employment advertisement in journal, newspaper etc calling for applicants for
job. The necessary information about the company, job description,
qualification required and remuneration offered.

3. Web publishing:
It is nothing but recruitment through interest. There are certain websites
like ​www.naukri.com​, ​www.jobstreet.com​ etc.
These are meant for providing information about both job seekers and job
available. These are commonly visited by job seekers and the organization
searching for right personnel.

4. Labour contractor​:
Labour contractor are the specialist people who supply man power to the factory or
manufacturing plant. Through these contractor, workers are appointed on
contract basis ( i.e., for particular time period )

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5. Campus recruitment:
The companies which need the candidates for jobs, send their executioner to the
universities, colleges and management institutes for campus interview.
There executives takes the interviews of interested candidate and select
the suitable candidate as per their requirement. It is an effective source of
recruitment of managers, engineers, technicians etc .

6. Placement agencies:
In urban areas, a number of private organization have started functioning as
employment or placement agencies. These agencies register with them,
the names of job seekers and try to arrange job interviews for such
candidate company offen get in touch with such agencies to provide them
the details of suitable candidate for various job.

7. Tele casting:
Tele casting over television the information about vacant posts, job description
qualifications required etc. It is a widely used source of recruitment in big
cities.

8. Employment exchange​:
Job seeker register their name with the employment exchanges and the
employment exchanges supply the names of suitable persons to business
organization when there is a requisition for them.

9. Business friends :
Business friends are one of the source of recruitment. Business friends are same
time requested by a concern to recommend suitable persons for
employment.

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 MERIT OF EXTERNAL SOURCES:  
 
The main advantages of external recruitment are as follows:
a) WIDE CHOICE: The enterprise can choose the best personnel from among a
large number of applicants.
b) FRESH OUTLOOK: Candidates recruited from external sources bring
originality and fresh viewpoint. They are free from the in-build preferences
and prejudices.
c) VARIES EXPERIENCE: The enterprise can secure candidates with varies
and broader experience.

​DEMERIT OF EXTERNAL SOURCES: 

External sources of recruitment have the following disadvantages:

a) DANGER OF MALADJUSTMENT: Some candidates chosen from outside

may fail to adjust themselves to new environment. They may be irritable,
quarrelsome or suspicious. They may have to be terminated and replaced.
b) EXPENSIVE: Greater time and money have to be spent on advertising, tests
and interviews of external candidates, cost of inductions of new personnel.
c) HEART-BURNING: External recruitment creates heart-burning and
demoralization among the existing personnel.
d) SENSE OF INSECRUITY: Recruitment from outside creates a sense of
insecurity among the present staff. The staff may refuse to co-operate fully
with the enterprise.

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3.2:​ SELECTION PROCESS: 
 
MEANING:   
​It is the process of choosing or selecting the suitable person for jobs. It is the process of
selecting the best and eliminating the rest.

Steps in selection process:

The following steps are generally followed by all the organisation.
1. Preliminary screening.
2. Selection tests
● Intelligence test
● Personality test
● Trade test
● Aptitude test
● Interest test
3. Interview
4. Reference and background checks
5. Selection decision
6. Medical examination
7. Job offer
8. Contract of employment

1. Preliminary screening:
Screening exercise involves checking the contents of the applications and
preparing the list of eligible candidates and rejecting the applications of candidate
who are not eligible.

2. Selection test:

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 After screening the applications eligible candidates are used to appear for
selection tests. These tests are made to discover and measure the skills and
abilities of the candidates in terms of job specifications. Passing the test will
make the candidate eligible for the future processing. The following are the
tests:-
● Intelligence test:
It is the test , which measures the mental capacity, memory power and speed of
thought of candidates.

● Personality test:
It is a test which measure the candidates personnel characteristics such as
temperament, emotional makeup, confidence coverage, initiative, likes and
dislikes etc.

● Trade tests:
It measures the knowledge & proficiency already passed by a candidate.

● Aptitude test:

It measures the skills and ability which a candidate may develop later. It indicates the
persons capacity and his potential for development.

● Interest test:
It identifies the areas in which a candidate has special concern, fascination,
involvement etc

3. Interview:
Interview is concerned as a method of personal appraisal, through face to face
conversation and observation.

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Interview refers to purposeful exchange ideas, answering to the questions and
communications between two or more persons. It helps the employer to
evaluate candidates fitness for the job.

Some of the interview methods are given as follows:

● Direct interview:
Under this method, direct questions are asked to the applicants to identify his skills,
character, area of interest etc. The in depth knowledge of applicant are not
observed.

● Indirect interview:
Under this method, the applicant is asked to express his opinion on any topic he
likes interviewer listens and asses the personality of applicant.

● Patterned or structured interview:

In this type of interview, a number of standard questions and answer are framed in
advance. Then the answer given by the candidate are compared with the
standard answer. Thus, the suitability of the candidate for the job is
assessed.

● Stress interview:
In this interview the interviewer will intentionally try to upset the applicant to see
his reactions under pressure. Irritating questions may be asked to test the
patience of the applicants.

● Board or panel interview:

In this interview, a board or panel of members interview the candidate. Each panel
members ask questions of the particular subject that assigned to him.

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 Immediately after the panel members collectively evaluate the candidate
performance.

● Group interview:
In this interview a group of candidates are interviewed. The member of the group
are required to take part in group discussion on a specific problem. The
performance of each candidate in the group is observed and assessment is
made.

4. Reference and background check:

The information about honesty, loyalty of the candidate is also necessary.
Therefore, information is obtained and verified from the head of
educational institutions where the candidates studied as from the persons
whose names are given by the candidate as referenced or from their
previous employees.

5. Selection decision:

After a candidate has cleared all the hurdles in the selection procedure the employer may
take a decision after consulting the concerned manager who is responsible
for the performance of the new employee.

6. Medical examination:
Candidate finally selected for the job are asked to undergo medical examination to
see whether they are physically fit for the job. Physical fitness reduces
labour turnover, absenteeism accidents etc and ensure higher standard of
health of employees in the organization.

7. Job offer:

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 Candidates finally selected are offered to join the organization, for which a formal
appointment is issued by the organisation. It contains the nature of jobs, the
recruitment, the pay scale & other terms and conditions relating to
employment usually a reasonable time is given to the candidates to join the
organisation.

8. Contract of employment:
If the selected candidates decides to join the organization, he has to report to the
concerned authority and formally join the organisation by giving his
acceptance in writing.

3.3:​ IMPORTANCE OF RECRUITMENT AND SELECTION 

 
● Helps to get a proper candidate.
● Helps to increase success rate or individuals & Organization.
● Help to reduce the probability of turnover.
● Helps to get organizations legal and social obligations.
● Helps to increase organisation and individual effectiveness.
● Getting people with exact skills, qualities and attitude.

● Value of commitment and motivation​.

3.4:​ SCOPE OF THE STUDY

​The scope of the study is identified after and during the study is conducted. The main scope
of the study was to put into practical the theoretical aspect of the study into real life work
experiences.

The key scope of the project are

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 ● The projects will provide a value insight to student on the topic.
● This project will help to get the practical knowledge in employees hiring in the
organization.
● The project will equip me for my future in H. R. M.

3.5: ​THEORIES AND POLICIES OF RECRUITMENT AND SELECTION 

 
THEORIES: 
 
1. Objective theory:
▪ Assumes applicants use a very rational method for making decision.
▪ Thus, the more information you can give them (e.g. salaries, benefits, working
condition, etc), the better applicants weight these factors to arrive at a relative
“desirability” index.

2. Subjective theory:
● Applicants are not rational, but respond to social or psychological needs (e.g.
security, achievement, affiliation)
● Thus, play to these needs by highlighting job security or opportunities for
promotion or collegiality Assume of work group, etc.

3. Critical contact theory:

● Assumes key attractor is quality of contact with the recruiter or recruiter
behaviour, e.g.( promptness, warmth, follow-up calls, sincerity, etc)
● Research indicates that more recruiter contact enhances acceptance of offer,
also experienced recruiter (e.g. middle-aged) more successful than young or
inexperienced recruiter – may be especially important when recruiting ethnic
minorities, women, etc.

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 POLICIES: Recruitment policy of any organisation is derived from the personnel
policy of the same organization. However, recruitment policy by itself should take
into consideration the governments reservation policy, policy regarding sons of soil,
etc., personnel policies of other organization regarding merit, internal sources, social
responsibility in absorbing minority sections, women etc.

Specific issues which may be addressed in recruitment policy:

1) Statement: Non-discrimination (EEO employer) or particular protected class

members that may be sought for different positions (see also Affirmative Action
guidelines)
2) Position description: Adherence to job description (& qualifications)
In recruitment & selection –BFOQ’s –bonafide occupational qualifications.
3) How to handle special personnel in recruitment/selection: e.g. relatives
(nepotism) veterans (any special advancement toward retirement for military
experience?), rehires (special consideration? Vacation days or other prior
benefits?), part-time or temporary personnel (special consideration? Benefits?)
4) Recruitment budget/expenses: what is covered? Travel, lodging/meals, staff
travel to recruit, relocation, expenses, etc.
5) Others:
a. Residency requirement in district?
b. Favours, special considerations related to recruitment? E.g. getspouse a job?

3.6:​ INDUCEMENTS TO RECRUITMENT 

Organizational inducements are all the positive features and benefits offered by an
organization that serves to attract job applicants to the organization. Three inducements need
specific mention here, they are:-

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 ● Compensation: starting salary, frequency of pay increases, incentives and fringe
benefits can all serves as inducements to potential employees.
● Career opportunities: These help the present employees to grow personally and
professionally and also attract good people to the organization. The feeling that the
company takes care of employee career aspirations serves as a powerful
inducements to potential employees.
● Image or reputations: factors that affect an organization’s reputation include its
general treatment of employees, the nature and quality of its products and services
and its participations in worthwhile social endeavors.

3.7:​ CONSTRAINTS 
 
● Poor image: if the image of the firm is perceived to be low( due to factors like
operation in the declining industry, poor quality products, nepotism etc), the
likelihood of attracting large number of qualified applicants is reduced.
● Unattractive jobs: if the job to be filled is not very attractive, most prospective
candidates may turn indifferent and may not even apply. This is specialy true of
job that is boring, anxiety producing, devoid of career growth opportunities and
generally not reward performance in a proper way (e.g. jobs in post office and
railways)
● Government policy: Government policies often come in the way of recruitment as
per the rules of the company or on the basis of merit and seniority. Policies like
reservations (scheduled castes, scheduled tribe etc) have to be observed.
● Conservative internal policies: firms which go for internal recruitments or where
labour unions are very active, face hindrances in recruitment and selection
planning.

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3.8:​ CENTRALISED V/S DECENTRALISED RECRUITMENT 
 
Recruitment practices vary from one organization to another. Some organizations like
commercial banks resort to centralized recruitment while some organization like
Indian Railway resort to decentralized recruitment practices. Personnel department at
the central office performs all the functions of recruitment in case of centralised
recruitment and personnel departments at unit level/ zonal level perform all the
functions of recruitment concerning to the jobs of the respective unit or zone.

3.9: ​DIFFERENCE BETWEEN RECRUITMENT AND SELECTION 

 
 

BASIS RECRUITMENT SELECTION

It is a process of findings It is the process of

1. Meaning and attracting qualified short-listing candidates,
applicants for the job. assembling and their
final hiring decisions.

Recruitment is the initial Selection is the final

2. Priority
process. process.

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 It begins when new recruits It begins after the
are sought and ends when applications are received
3. Time their applicants are received and ends when hiring
decision are made.

Generally lower level Mid and Top level

manager’s deals with manager’s deals with
recruitment process. selection process.
4. Level

This process invites the This process tells ‘Bye’ to

applicants by saying ‘come’. most of the applicants.

5. Come & bye

The process of recruitment
is positive approach. The process of selection is a
negative approach.
6. Nature The objective of recruitment
is to create a pool of eligible The objectives of selection
candidates for the purpose of is to get the best candidate
selection selected for the job.

It is a positive process as it
7. Objectives
attract people towards the It is a negative process as it
organisation. involves rejection of
candidates at every stage of
it.
8. Nature

It takes place before

selection

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 It takes place after
recruitment.
9. Sequence

 
​ HAPTER 4
C
DATA ANALYSIS AND INTERPRETATIONS 

4.1: Which of the sources of recruitment and selection are used in Skynet Electronic Pvt ltd
(OPPO)?

1. Internal
2. External
3. Both

​Table 4.1

ns al nal

nses

ntage

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 ​Chart: 4.1 

Interpretation​: 
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. Employers are hired mostly from external sources like
jobs, portals, consultancy etc.

4.2EXTERNAL SOURCES USED IN RECRUITMENT: 

 
4.1 Which of the following external sources are used for recruitment in Skynet
Electronic Pvt ltd (OPPO)?
1. Reference

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 2. Internet
3. Campus recruitment
4. Consultancy
5. All of the above

​ Table 4.2

ns ence et us ltancy the

above

nses

ntage

​Chart 4.2 

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 ​INTERPRETATION: 

​It was found that 40% of the employees are recruited through the reference and 20% of
employees are selected by the consultancy followed by the internet with 15% and campus
selection with 10%. Reference and Internet are the major sources which provide eligible
candidates for hiring in Skynet Electronic Pvt ltd.

4.3: Form of Recruitment and Selection used: 

4.3: which form of recruitment and selection is used in Skynet Electronic Pvt ltd?

1. Centralised

2. Decentralised

Table: 4.3

Options Centralised Decentralised Total

Responses 2 18 20

Percentage 10 90 100%

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 ​Chart 4.3 

Interpretation: 
It was found that recruitment is decentralised. However, for higher positions of
employment the recruitment is centralised. Recruitment is decentralised as all the
centres of Skynet Electronic Pvt ltd recruit their employees according to the
number of vacancies available in the respective centres.

4.4 Employees perception about recruitment process: 

4.4 Are you satisfied with the recruitment process?   

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 ​1. Yes

2. No

​Table 4.4 

ns

nses

ntage

​ ​Chart 4.4

Interpretation:   

It was found that 80% of employees are satisfied with recruitment process adopted by
Skynet Electronics Pvt ltd. However some of the respondents thought there should be some
changes in the existing recruitment process of the organisation.

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 4.5 Methods used during selection process 

4.5 Which of the following methods does Skynet Electronic Pvt ltd uses during selection?

1. Written

2. Group discussion

3. Personnel interview

4. Group discussion and Personnel interview

5. All of the above

​Table 4.5

ns n PI the above

nses

ntages

​ hart 4.5 
​C

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 Interpretation: 

It was found that 40% of selection is done by Group discussion and Personal
Interview. However, Personal Interview is mostly used method of selection followed by
group discussion. Employees selected in Skynet Electronic Pvt ltd (OPPO) are finally
selected by a Personnel interview taken by the head of the centre.

8.6 Perception of employees towards selection process 

8.6 Are you satisfied with the selection process?

1. Yes
2. No

Tables 4.6

ns

nses

ntage

​Chart 4.6 

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

4.7 Techniques used for selection:  

 
4.7 Do you think innovative techniques like stress test, psychometric test and
personality test should be used for selection?

1. Yes
2. No

Table 4.7

ns

nses

ntage

​Chart 4.7 
 

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 Interpretation: 
 
It was found that 20% of the respondents were of the opinion that stress test,
psychometric test and personality test should be used for the selection, while the
others were satisfied with the existing recruitment and selection process. Most of
the employees in Skynet Electronic Pvt ltd are unaware of these types of tests as
they are monthly fresher’s.

4.8: Recruitment process used for different grades of employees: 

 
4.8 Does your company follow different recruitment process for different grades of
employment?
1. Yes
2. No

​Table 4.8

ns

nses

ntage

​Chart 4.8 

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 Interpretation: 
It was found that from that difference recruitment process is adopted for different grades
of employment. Like, for the recruitment of trainers in Skynet Electronic Pvt ltd
(OPPO) theoretical knowledge is considered more important and for the
developers technical knowledge is give importance.

​4.9 Company HR practices: 

4.9 How do you rate HR practices of the company?

1. Excellent
2. Good
3. Average
4. Bad
​Table: 4.9

ns nses ntage

ent

ge

​Chart 4.9 

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 Interpretation: 
50% of employees feed that HR department is excellent where and 30% say that it is good
where as 10% says its average and 10% say 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. 

4.10 Contract signed while joining the organization: 

4.10. Is there any contract signed by employees while joining the organization?

1. Yes
2. No
​Table: 4.10

ns ences ntage

​Chart 4.10 

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Interpretation: 
Above chart shows that almost 0% employees said Yes and 100% employees said No
there is no sign bond while joining the organization. Employees have to work
legally without any contract, every company has its own policies as were OPPO
does not support with the contact base work in the organization. If the employees
agree to these conditions then they are moved to next round of interview.

​4.11 Comfortable HR policies 

4.11 Are you comfortable with the HR policies of the organization?

1. Yes
2. No

​Table: 4.11

ns nses ntage

​ ​Chart 4.11 

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Interpretation: 
It was found that 10% of employees were not comfortable with the policies of company
and 90% of employees are happily working with the current HR practices of the
company. Some of the employees were not comfortable with the policy as they
find risk in submitting their original documents to the company.

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 ​CHAPTER 5 
FINDING AND SUGGESTIONS (RECOMMENDATIONS) 
 
5.1:​ FINDINGS AND OBSERVATIONS:  
 
❖ The most significant of the study on Recruitment strategy prevailing in the
organization is very effective. The employees are quite satisfied with the current
recruitment methods.
❖ The study shows that 76% of the employees who have put in long year of service
have recruited via open competition. This shows the transparency of the recruiting
policies of the company.
❖ 92% of the company have been working in the organisation for long period which
signifies the job security and satisfaction offered by the company to its employees.
❖ Our study shows that 44% of the employees have joined this organization aiming
for career growth, good pay scales, and more benefits which company offers.
Thus the statistics shows that the company has a positive outlook towards the
career growth of its employees in addition to the other existing benefits.
❖ The company’s approach to its recruitment policy shows that the right person is
very essential for the right job, as nearly 88% of employees felt that they were
offered jobs according to their qualification and experience. Thus setting a
relationship between qualification and job offered.
❖ The study shows that 72% of the employees were of the opinion that the
recruitment policy of the company is decentralized with each department
recruiting its own employees as per their requirements from time to time.

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 ❖ The company gives utmost importance to its manpower requirements by
identifying it well in advance taking into consideration the contingencies like
retirement, budgetary plans and attrition rate. The planning of the manpower
requirement is being done in the light of the business plans of the company.
❖ The company has been trying to infuse new blood in the organization by
appointing fresh graduates and technologists, to set a competitive so as to face the
competitive world.

SUGGESTION: 

From the findings I can suggest Skynet Electronic Pvt ltd (OPPO), Bangalore branch following
things for the more effectiveness of recruitment and selection process and HR policies:

Recruitment must be done by analysing the job firstly which will make it
easier and will be beneficial from the company’s point of view.
More emphasis should be given on internet and Reference so that more and
more candidates apply for the jobs and it will be easy to find the right employees
among them.
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 less cost and acts as a motivational factors to the employees.
Provide training to employees so that they get better knowledge, skills and
attitude.
Company should amend some parts of their HR policies for effectiveness.

CONCLUSION: 

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The main thing that I want to conclude firstly is that with the help of analysis, feedback
generated through questionnaire. I found that the company is following an
effective Recruitment and Selection process to maximum extent.
As per my study, out of various methods of sourcing candidates, the best one is- getting
references via references and networking. In the process, I came across various
experiences where the role of HR and relevant traits he finds in the candidates
were displayed. Company should focus on long term consistent performance
rather than short term. The emphasis towards training and enhancing skills of
recruiters needs to be more and also consistent. Even though an HR manager has
many challenges to face in order to the bottom-line and emerges as a strategic
partner in the business, it is “Talent acquisition”, that is the key determining factor
in how well a Human resource department contributes towards the achievement of
the overall objectives of the organization and therefore is a daunting task for any
HR manager.

Recruitment is the process of searching for prospective employees and stimulating and
encouraging to apply for jobs in an organization. And selection is selecting the
right candidate at the right time in the right place.

Employees of Skynet Electronic Pvt ltd (OPPO) are satisfied with the current/existing
recruitment and selection process. Skynet Electronic Pvt ltd is recruiting their
employees through references. Reference are the mediator between the
organization and the candidates as it serves the requirement of employees as well
as the organization. Skynet Electronic Pvt ltd recruits their employees in a
decentralised way.

Also Skynet Electronic Pvt ltd has to consider Internet sources for recruitment of
employees so that it could motivate the employees. Employees are also well aware

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 about the various sources and methods of recruitment and selection. Skynet
Electronic Pvt ltd has to implement innovative technique in selection process like
group discussion, stress interview, group interview etc.

BIBLIOGRAPHY: 
 
BOOKS: 
● C.B Gupta, (1996) Human Resource Management, Sultan Chand & Sons.
● K. Ashwathapa, (1997) Human Resource and Personnel Management,
Tata McGraw Hill
● Chris Duke, (2001) Recruiting the right staff

Websites: 
1. www.google.com
2. www.en.wikipedia.org
3. www.scribd.com

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