Chapter-1

INTRODUCTORY PART

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1.1 Introduction
The internship program of MBA is a partial requirement to take a taste of real life challenge
conducted by the intern. It is an important part of MBA program. This program is for 3
months duration. The period for this program was from 1 th July, 2018 to 30th September,
2018. During this period, I have worked closely with the employees of Walton Group. This
report presents the outcomes of the study during the internship of Walton Group.

1.2 Origin of the Report

As requirements of MBA program, I have conducted this report on “I-recruitment of Walton

Group”. My honorable supervising Mrs. Sarah Chowdhury assigned this topic, Assistant
Professor, School of Business, Ahsanullah University of Science & Technology.

1.3 Objectives of the Study

1.3.1 Broad Objective

The broad objective of the report is to provide and understand overall, I-recruitment process
of Walton Group.

1.3.2 Specific objective

For achieving the overall objective, this study aims to attain the following specific objectives-
I. To identify the impact of I-recruitment.
II. To study the process of I-recruitment and find out the opportunities of improvement.

1.4 Methodology
The type of method used in this report is mainly of a descriptive nature. To meet the
objectives of the study, I realized that a single method would not be effective. Formal & oral
discussion, direct observation, and printed papers of Walton Group found useful. Both
primary and secondary sources used here.

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1.4.1 Sources of Data Collection

The data collected from two sources –

I.  Primary sources:

 Practical official work.

 Discussion with the employees of Walton Group.
 Personal Observation.

II. Secondary sources:

 Official Website of Walton Group.

 Documentary file of Walton Group
 Information from Internet
 HR Department of WALTON Group
 SPSS Software

1.5 Scope of the Study

The report is based on the I-recruitment process on hiring human resource. The areas in
which the work has been accomplished the encompassment of the study. This report area is
HR sector of the modern business environment. However, it is not possible to survey from all
area due to time and cost constrains. This report explores based on HR department of
WALTON Group.

1.6 Limitation of the Study

Human Resource Department is the most confidential department for any organization in the
Walton Group. Here as an intern, I allowed getting limited information for my study. I was
not allowed to get the information, which is too much confidential for Walton Group. So in
my report all the information I have learnt from Working.

1.6.1 Others limitations

 The internship conducted within a limited duration. So, a detailed study could not be
made.
 Respondents were not able to respond properly because of their regular work.
 The employee of the HR did not feel free to give the data by thinking that why they doing
so.
 While collection of the data many respondents were unwilling to fill the questionnaire.

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 Chapter-2
WALTON GROUP PROFILE

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2.1 Company Introduction

Walton Group is the one and only biggest manufacturer of multi-staged Refrigerator, Freezer,
Air Conditioner, Television, Home & Electronic appliance and Motorcycle technology and is
treated as one of the sophisticated manufacturing plants in Bangladesh and South Asia.
Walton Group (Parent Company) is one of the top business groups in the country operating
with a great reputation since 1977. Walton has become a sensation in the arena of
Electronics, Electrical & Automobile industries & as signified as one of the top
manufacturing plants in Bangladesh & South Asia. Walton is a village brand in Bangladesh.
Its excessive presence in the remote and the countryside has made it a popular brand across
the country. It produces international level products. But it has to compete with Hero Honda
of India in case of motorcycle, LG freeze is one of the competitors of its refrigerators and in
case of mobile it has to compete with leading brand Microsoft (Nokia), and future leader
Samsung. In case of television it is not the sole player to operate. Here it’s competing with
some international brand like Sony or MyOne etc. In spite of this, Walton has a large market
share in Bangladesh due to its door closest service center. Walton has the largest marketing
network across Bangladesh and it sells its products through more than 7,000 outlets,
including 300 plazas or company owned showrooms, and exclusive distributors’ and dealers’
showrooms. The sale was highest in 2009. It was reduced in later years due to global
financial crisis. But after the penny days again in 2011 and forward, asset turnover fluctuated
over the years significantly. It is a joyous matter for Walton that it ROE was rising day by
day. The last happiest moment for the Walton in 2015 is that sales of Walton are in uptick
trend. In 2015 it was 29,285,220,035 BDT national sales from the whole Walton Group. The
Manufacturer’s human resources policy emphasizes on providing job satisfaction, growth
opportunities, and due recognition of superior performance. A good working environment
reflects and promotes a high level of loyalty and commitment from the employees. Realizing
this Walton Group has placed the utmost importance on continuous development of its
human resources, identify the strength and weakness of the employee to assess the individual
training needs, they are sent for training for self-development. To orient, enhance the banking
knowledge of the employees Walton Training Department organizes both in-house and
external training.

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 2.2 Highlights of Walton

Name Walton Hi-Tech Industries Limited

Type Private Limited Company

Industry Electronics, Electrical, Home Appliances, Mobile Phone and Automobiles,

Founded Walton Hi-Tech Industries Limited set up its manufacturing industry at

Chandra in Kaliakoir of Gazipur, about 40km (25 miles) north of the
capital Dhaka, in 2006

Parent Company Rezvi and Brothers formed in 1977, which was later merged with R.B. A
group, a leading business conglomerate in the private sector of Bangladesh.
There are ten sister concerns under Walton Group and Walton Hi-Tech
Industries Limited is one of them

Founder Chairman Late. S.M. Nazrul Islam, Founder, Chairman, Rezvi and Brothers

Headquarters Dhaka, Bangladesh

Products Refrigerator, freezer, air-conditioner, television, motorcycle, mobile phone,

DVD player, microwave oven, washing machine, generator, iron etc.

Manufacturing Capacity 1.4 million Refrigerators and Freezers, 300,000 Motorcycles, 300,000 Air-
conditioners

Walton Micro-Tech 1 million Televisions (3D LED, LED, LCD, CRT)

Corporation

Employees 10,000 (directly employed) and 20,000 (indirectly employed)

Commitment Highest priority to customers’ satisfaction, providing latest technology-

based world-class electrical, electronics and automobile products with
innovative designs, attractive models and excellent quality

Objective To emerge as a global electrical and electronics brand by introducing

‘Made in Bangladesh’ products worldwide and establish Bangladesh as an
industrialized nation

Website www.waltonbd.com

2.3 Brand

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 Walton
Group

Walton Marcel

Figure: The separate Brand of Walton Group

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2.4 Sister Concerns

R.B. Group Of
Companies
Walton Ltd.
Walton Hi-
service
Tech
management
Industries
system
Ltd.

Walton
Plaza Walton
Import Shipping &
Logistics
Walton
Group
Walton
Dream Park
International Micro-tech
International Corporation

Walton Plaza Walton

Trade Corporation
Walton Ltd.
Digi-Tech
industries
Ltd.

Figure: Business Units of Walton Group

2.5 Walton’s Corporate History

Walton is greatly indebted to S.M. Nazrul Islam, a visionary business leader and an
extraordinary entrepreneur, for its today’s name, fame and success. Mr. Islam, also the

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founder chairman of Walton Group and Walton, was born in an aristocratic business family
in Tangail in Bangladesh in 1926 and died in 2017. He has acquired all the techniques of
trade and commerce from his businessman father S.M. Atahar Ali Talukder (1901-1982).

Mr. Islam joined his father’s business after Britain had left the Indian sub-continent in 1947.
His joining marked a significant turning point in his family business. In his long and eventful
life, Mr. Islam has brought many innovations and diversifications in his business. He formed
Walton’s parent company Rezvi and Brothers in 1977 and moved it forward through his
dynamic, farsighted and stronger leadership.

One of the unique characteristics of S.M. Nazrul Islam is that he can still take decisions very
quickly in any situation. He remains a great source of inspiration for all in R.B. Group. All of
Walton shares the great privilege and responsibility of translating his dreams into reality.

Afterward, R.B. The group was formed and Rezvi and Brothers merged with it. In the
meantime, his two sons S.M. Nurul Alam Rezvi and S.M. Shamsul Alam joined R.B. Group
and took over the charges of its Chairman and Managing Director respectively. Besides, S.M.
Nazrul Islam’s other three sons--S.M. Ashraful Alam, S.M. Mahbubul Alam and S.M. Rezaul
Alam-- joined the R.B. Group as Directors. S.M. Monjurul Alam Ovee, eldest son of S.M.
Nurul Alam Rezvi, joined Walton Group as Director in July 2012.

Walton Group’s sister concern Walton Hi-Tech Industries Limited was formed in 2002 and
S.M. Ashraful Alam took over the charge of it as Managing Director. Walton’s
manufacturing plant was built at Chandra in Kaliakoir, Gazipur near Dhaka in 2006 and it
went into commercial production in 2008. Since then Walton has moved forward.

Walton has now turned into leading home appliances, electronics and automobile
manufacturing company in Bangladesh. It manufactures refrigerators, freezers, air-
conditioners, motorcycles, mobile phones, DVD players, microwave ovens, washing
machines, diesel generators and irons. Besides, the Walton brand of 3-dimensional LED,
LCD and CRT televisions are manufactured under Walton Micro-Tech Corporation, another
sister concern of Walton Group.

Walton has the largest marketing network across Bangladesh and it sells its products through
more than 5,000 outlets, including 140 plazas or company owned showrooms, and exclusive
distributors’ and dealers’ showrooms. Walton has directly and indirectly employed more than

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30,000 people in Bangladesh. They include engineers, technicians, officers, employees and
workers. It takes pride being one of the largest and preferred employers in Bangladesh.

2.6 Walton’s Factory

There are two factories of Walton, one is Walton Hi-Tech Industries Limited’s Factory and
another is Walton Micro-Tech Corporation’s Factory.

The electrical, electronics and automobile manufacturing factory of Walton Hi-Tech

Industries Limited is situated at Chandra in Gazipur. It is an automatic and a full-fledged
factory in Bangladesh. The total area of the factory is 2.16 million square feet. There are
several units in the factory where various components of refrigerator, freezer, motorcycle,
air-conditioners and their spare parts are designed, manufactured and assembled. This factory
is exceptional and wonderful in this sense that all kinds of components and spare parts
required for assembling refrigerators, freezers, motorcycles and air-conditioners are
manufactured here.

Walton Micro-Tech Corporation’s factory is situated near the Walton Hi-Tech Industries
Limited’s factory at Chandra in Gazipur. All kinds of Walton brand of televisions, including
3D LED, LED, LCD and CRT televisions and their spare parts are designed, manufactured
and packaged here.

2.7 Organizational Structure

The board of directors is the top management and policy making comity of R.B. Group.
Presently the board consists of a chairman and five directors. It is to be noted that the
managing director, is also a member of the board.

The directors are appointed from amongst those who have had experiences and shown
capacity in the field of HRM, finance and marketing, Sourcing Engineering, IT, Electrical,
Electronic and Automobile, Walton Hi-Tech Industries Limited etc.

The chief operations officer executes all the activities under the directions of the board. The
officer and the other line and staff personnel are appointed by Walton Group own recruitment
committee of the Human resource Division.

2.7.1 Employee of Walton Group

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Walton Group has in different employee’s criteria. There are different types of employees
working in different places inside Walton Group. The types of employees are-

 Regular employee

The permanent staffs are known as regular employees. The regular employees are allowed to
get the bonus, incentives and other allowances with their basic salaries. And these types of
employees also have the benefit of gating extra facilities R.B. The group is providing for their
employees.

 HR Staff

HR contract is for those categories whose Job description is such, where he/she needs to be
under the direct supervision of Walton Group’s authority, whose performance is monitored
by Walton Group Management.

 Intern

To encourage and help human resource development may decide to offer internship programs
to individuals or educational institutions. The decision to enter such an engagement will be
decided by the MD& CEO on the recommendation of the Department Head.

 Brand Ambassador

Walton group has two brands. They are Walton and Marcel. Actor Ilias Kanchan has become
the brand ambassador of Walton. Actor Amin Khan has become the brand ambassador of
marcel.

Part of his brand ambassador activities Ilias Kanchan and Amin khan will be working to raise
social awareness of the mass people.

2.8 Walton’s Products

The main products of the R.B. group include (1) Motorcycle (2) Refrigerator & Freezer (3)
Air Conditioner (4) Mobile Phone (5) Television (3D LED, LED, LCD, CRT) (6) DVD
Player (7) Microwave Oven & Steam Oven, (8) Washing Machine (9) Iron (10) Domestic
and Industrial Generator etc.

Refrigerators and Freezers: Walton manufactures world-class refrigerators and

freezers at its modern and fully automatic plant, which is one of the biggest in South Asia.
Refrigerators and freezers are manufactured using the latest technology and high-quality
compressors.

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Motorcycles:

Walton manufactures different

models of motorbikes at its state-of-
the art plant. Walton motorcycles are
powered by five different capacities
engines--140cc, 125cc, 110cc and
100cc.

Air-conditioners: Walton manufactures world-class air-conditioners, ranging between 1,

1½ and 2 tons. At present, Walton is manufacturing split-type air-conditioners.

Televisions: Walton brand of high-quality televisions, ranging from 19-inch to 55-inch, are
manufactured at Walton Micro-Tech Corporation, another sister concern of Walton Group. It
offers 3D LED, LED and LCD televisions at affordable prices. It lasts long and consumes
less electricity.

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Mobile: Walton mobile is currently a renowned brand name in the mobile phone market of
Bangladesh. At present, WALTON MOBILE holds no.3 position with 12% of market share along with
an impressive 7.96% of annual growth rate in the extremely competitive mobile phone market of
Bangladesh.

Home Appliances

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Page 14 of 47
Electrical Appliance

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2.9 Mission & vision

2.9.1 Mission:

 To build Bangladesh’s most desirable brands.

 Continual Improvement
 Passion for Quality
 Sustainable growth strategy
 Advanced Customer Service
 Committed to the Nation
 Attract and retain quality human resource

2.9.2 Vision:

 To be a premier institution in Bangladesh

 Communicate simple truth that customers understand.
 To become the market leader in related field.
 To become globally recognized
 To develop an environment where all can contribute

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 Chapter-3
ABOUT I-RECRUITMENT

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3.1 I-Recruitment

The I-Recruitment, also called as E-Recruitment or Online Recruitment, is the process of

hiring the potential candidates for the vacant job positions, using the electronic resources;
particularly the internet I-Recruitment includes the entire process of finding the prospective
candidates, assessing, interviewing and hiring them, as per the job requirement. Through this,
the recruitment is done more effectively and efficiently.

Day by day I-recruitment is being popular in Bangladesh. Walton Group the pioneer
electronic and electronics manufacturer of Bangladesh has been also taking the advantages
for last one year and being benefitted. Some I-recruitment related articles have been drawn
below:

Barber (1998) published an article where gave a definition of I-recruitment that includes
those practices and activities carried on by the organization through the internet with the
primary purpose of identifying and attracting potential employees.

Harris (2007) said in a journal that the internet has caused the largest change in the
recruitment process in the past decade acting as a link between employers and job seekers.
Technology has enabled corporate websites, suppliers and job seekers become more
sophisticated and interactive.
Ms. D Shahila (2013) published an article which helps in explaining I-recruitment challenges
covering the challenges that are faced by companies while using online recruitment. This
article highlights the points like online recruitment is facing challenges from employers and
job seekers point of view and covers points like difficult finding suitable applicant,
competition with competitors for good candidates, negotiation, transparency of the system,
difficulty in judging companies working culture.

Avinash S. Kapse (2012) published an article about I recruitment which stated that online
recruitment has many advantages to companies like low cost, less time, quick, wider area,
better match and along with this they have highlighted some points of disadvantages of online
recruitment like scrutinizing applications is a problem, lack of internet awareness in some
places and they said that employers want to have a face to face interaction with candidates.

Archana L discussed about Recruitment through the social media area. As the online
recruitment includes use of social networking for recruitments in companies this article gives

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us fact about how the use of social networking sites has increased rapidly for staffing purpose
in companies. It shows that sites like Facebook, LinkedIn, twitter, google + are contributing
increasingly in recruitment as these sites and 36-50 % of the users are college graduates who
are best to contact for job opportunities. Social networking is also playing a major role in
recruitment these days.

It has been argued by Caggiano (1999) & Borck (2000) that internet-based recruiting will
not replace traditional practices in recruiting, but a well- implemented e-recruitment strategy
can help the recruitment process become more successful.
Hogler (1998) give the idea that employers can electronically advertise jobs, scan and store
resumes, conduct test, and contact qualified applicants by using the power of the internet to
match people to jobs.

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 Chapter-4
I-RECRUITMENT PROCESS

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4.1 Human Resource Management System

A Human Resource Management System or HRIS (Human Resource Information

System) is a form of HR software that combines a number of systems and processes to ensure
the easy management of a business' employees and data. Human Resources Software is used
by businesses to combine a number of necessary HR functions, such as storing employee
data, managing payrolls, recruitment processes, benefits administration and keeping track of
attendance records. It ensures everyday Human Resources processes are manageable and easy
to access.

The HR information system provides integrated human resources and payroll management
modules by connecting an Internet based network to a central application server running the
back-end processes. One of the major requirements of HR is to develop and maintain an
organization structure that promotes effective accomplishment of organizational objectives.
As there are many data involved in HR management, a reporting engine that can turn simple
data into customized data for report generation is very critical for an organization to take
better decisions and optimize business processes.

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4.2 Recruitment

Recruiting is the process of attracting qualified persons to apply for the jobs that are open.
Effective Recruiting is increasingly important today, for several reasons, first,   the ease of
recruiting tends to ebb and flow with the economic and unemployment levels. Finding the
right inducements for attracting and hiring employees can be a problem Walton Group
recruitment divided into two-

Recruitment

Internal External

Newspaper
Promotion Demotion Transfers Internet ads
ads

Employee
Referrals

Figure: Recruitment System of Walton Group

4.2.1 Internal Recruitment

Walton Group fills up of vacancies by the exiting employees. Walton Group it’s done in four
ways, those are promotion, demotion, transfer and employee referrals

 Promotion

Increase his salary benefit and responsibility by changing his position.

 Demotion

When an employee fails to achieve the targets, then s/he carries out system.

 Transfer

Transfer means an employee one unit to another unit to fill the vacant position.

 Employee Referrals
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Employee Referrals mean recommendation from a current employee regarding a job
applicant. It is done and preferable by Walton Group.

4.2.2 External Recruitment

Sometime Walton Group recruit’s employee from out the organization. They recruit the
employee from outside the organization. They recruit the employees by newspaper, internet
ads.

4.3 Procedure of Recruiting Followed By Walton Group

At first demands arise from the department, which is known as manpower requisition with
the recommendation of Head of the department and concern admin officer. Then the
demand is sent to the System Development Department.

System Development analyzes the demand on the basis of the nature of the work, work
pressure and current manpower. If the department thinks there is necessity of staffs then
they forward the requisition to HRM department.

HRM department analysis the requisition on the basis of Manpower planning, Job
Description, Job Specification and Job evaluation. If the HR department considers the
demand as appropriate, then the demand is sent to Management approval

After getting approval from management, HR department circulates advertisement in

different sources like Company’s own job portal or BD jobs, Newspaper, Internal circular
through the mail.

Candidates who have successfully cleared the requirements are called for an interview.
The entire responsibility for conducting the interview lies with the HR department. They
look after the panel of interviewers, refreshments, informing candidates etc

Candidates who successfully clear the interview are given an initial job offer by the
company stating the details regarding salary, terms of employment, employment bond.

Figure: well-structured recruitment and section process of hiring human resource.

4.4 I-recruitment process followed by Walton group

WALTON Group has started their E-recruitment which is known to as I-recruitment in the
WALTON Group since 2016. They started this process by taking help from Oracle database

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and launched with their Human Resource Management System (HRMS) Software. They took
around One thousand employees in a year. Currently this process closed for some reasons.
However, Walton Group has plan to start it again in future.

The aim of I-recruitment of WALTON Group is given below:

 Hiring the right person within shortest possible time.
 Reducing Recruitment Cost.
 Paperless work.
 Transparency in Recruitment.
 Accountability.

I-recruitment process of WALTON Group is given below:

Step 1: Vacancy Requisition

Vacancy requisition is placed through Oracle HRMS by the section or department head. Here
he will include all related data like Job title, Job description, Job specification, Job location,
Salary.

Step 2: Vacancy Requisition recommendation and Approval

After justifying the vacancy requisition if the HOD, Concern Admin officer, System
development officer and Head of HRM recommend that the vacancy requisition is

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appropriate then the requisition is approved by the management. This area is editable such as
a department can demand for two employee’s recommendation or approval may be for one.

Step 3: Vacancy Requisition Circulate

After getting management approval, recruitment officer will circulate the Job Circular to
WALTON’s Job Portal which is http://jobs.waltonbd.com

Step 4: Job Candidate’s Registration

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Candidates have to open an account by registering at http://jobs.waltonbd.com.

Step 5: Job Candidate’s Profile Update

WALTON allows
Candidates to update their
profile anytime by
logging in site.

Step 6: Job Application

Candidates can apply their desire job by

clicking
open job
tab if the any
circular is available.

Step 7: Candidates short list

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Recruitment officer can short list easily from lots of applications by selecting criteria in
Oracle HRMS.

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Step 8: Selecting interviewer

Recruitment officer can select interviewer on the basis of an interview.

Step 9: Creating interview board

After
selecting the interviewer’s recruitment officer will create an interview board.

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Step 10: Candidate Call

In this stage candidates are called from the short list.

Step 11: Creating Candidates Top Sheet

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In Candidates Top Sheet details of candidates are given. Here interviewers put their
individual marks through online.

Step 12: Top Applicant’s Rank

Top ranked
applicants are found here on average of written, IT and Viva test. Head of HR recommends
here, and if he is passed in Management viva he is considered as finally selected applicant
and he is approved in Oracle HRMS by Board of Directors.

Step 13: Finally Selected Candidate Search

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Here, finally selected candidates are found by searching in HRMS and he is given a Job offer
letter with necessary documents like employee information paper, nominee form is handed
over to the applicants to fill-up.

Step 14: Joining Application

When candidates accept job offer and submit necessary information like Bank Account
number, joining date, employee type are given entry to HRMS.

Step 15: Joining Application Accept

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If the Joining Letter is accepted, the candidate is recommended to create new employee by
recruitment manger, Investigation officer and got final approval from the head of HR.

Step 16: Make New Employee

After
getting approval from the head of HR the final stage is to make new employee. After
completing this stage, the applicant is considered as employees of WALTON Group.

So from overall process it can be seen that at first vacancy requisition is placed through
Oracle HRMS by the section or department head. After justifying the vacancy requisition if
the HOD, Concern Admin officer, System development officer and Head of HRM
recommend that the vacancy requisition is appropriate then the requisition is approved by the
management. After getting management approval, recruitment officer will circulate the Job
Circular to WALTON’s Job Portal which is http://jobs.waltonbd.com. Candidates have to
open an account by registering at http://jobs.waltonbd.com. Candidates can apply their desire
job by clicking open job tab if the any circular is available. Recruitment officer can short list
easily from lots of applications by selecting criteria in Oracle HRMS. Recruitment officer can
select interviewer on the basis of an interview. After selecting the interviewer’s recruitment
officer will create an interview board. Top ranked applicants are found here on average of
written, IT and Viva test. Head of HR recommends here, and if he is passed in Management
viva he is considered as finally selected applicant and he is approved in Oracle HRMS by
Board of Directors. Finally, selected candidates are found by searching in HRMS and he is

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given a Job offer letter with necessary documents like employee information paper, nominee
form is handed over to the applicants to fillup.

Chapter-5
ANALYSIS & FINDINGS

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5.1 Analysis
To know specific and better information I made a questioner and took survey from ten
employees of Human Resource Department of Walton Group. After collected data,
information’s were analyzed by SPSS Software.

5.1.1 Data Collection

Survey data has been collected through these following questionnaires.

Survey Question & Answer

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 Serial Question Agree Disagree Neutral

01 Internet job-sites are easy to use 7 0 3

02 I-recruitment process is faster than the 5 3 2

traditional recruitment process
03 Internet job-sites
I-recruitment processare easycost
is more to use 3 3 4
effective
I-recruitment process is faster than
04 Agree I-recruitment process
Disagreeis more Neutral
6 the traditional recruitment
2 process
2
transparent. Agree Disagree Neutral
Count
05 RowI-recruitment
N% Count N%
process has the moreCount4 Co Row N% 2 4
Row Co Row Co RowN
accountability.
unt N % unt N % unt %
06
7 HR finds good
70.0% 0 candidates
0.0%from non-3 5 30.0% 3 2
traditional sources when necessary 50.0 30.0
5 3 2 20.0%
07 Facing problem in case of job 3 % 5 % 2
searching through internet
08 The organization is using satisfactory 8 0 2
methods of interview
09 Job Responsibilities and Job 0 5 5
Description are clearly defined to the
candidates
10 Organization prefers referred 5 3 2
candidates

11 The organization is doing timeliness 7 0 3

recruitment and selection process by I-
recruitment
12 I-recruitment should follow for overall 4 3 3
recruiting process

5.1.2 Analyzing the Survey Questioner

I took data from ten employees of Human Resource Department whose are directly or indirectly
connected with Recruitment part then it analyzed with the SPSS Software and Solutions. The
analyzed result is giving below

Analysis-1: Internet job-sites are easy to use

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50% employees agreed that I-recruitment process is faster than the traditional recruitment,
30 % employees disagreed that I-recruitment process is faster than the traditional
recruitment and 20% employees gave neutral comment on this issue.

Analysis-3: I-recruitment process is more cost effective

I-recruitment process is more cost

effective
Agree Disagree Neutral

Coun Row Coun Row Coun Row

t N% t N% t N%

30.0 30.0 40.0

3 3 4
% % %

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30% employees agreed that I-recruitment process is more cost effective, 30%employees
disagreed and 40% gave a neutral response to this issue.

Analysis-4: I-recruitment process is more transparent

I-recruitment process is more transparent

Agree Disagree Neutral
Coun Row Coun Row Coun Row
t N% t N% t N%
6 60.0% 2 20.0% 2 20.0%

60% employees agreed that I-recruitment

process is more transparent, 20%employees disagreed and 20% gave a neutral response to
this issue.
Analysis-5: I-recruitment process has the more accountability

I-recruitment process has the more

accountability
Agree Disagree Neutral
Count Row Count Row Count Row
N% N% N%
4 40.0% 2 20.0% 4 40.0%

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40% employees agreed that I-recruitment process has the more accountability,
20%employees disagreed and 40% gave a neutral response to this issue.
Analysis- 6: HR finds good candidates from non-traditional sources when
necessary

HR finds good candidates from non-

traditional sources when necessary
Agree Disagree Neutral
Count Row Count Row Count Row
N% N% N%
50.0 30.0 20.0
5 3 2
% % %

50% employees agreed that HR finds good candidates from non-traditional sources when
necessary, 30%employees disagreed and 20% gave a neutral response to this issue.

Analysis-7: Facing problem in case of job searching through internet

Facing problem in case of job searching

through internet
Agree Disagree Neutral
Count Row Count Row Count Row
N% N% N%
30.0
3 5 50.0% 2 20.0%
%

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30% employees agreed that they face problem in case of job searching through internet,
50%employees disagreed and 20% gave a neutral response to this issue.
Analysis-8: The organization is using satisfactory methods of interview

The organization is using satisfactory

methods of interview
Agree Disagree Neutral
Count Row Count Row Count Row
N% N% N%
80.0 20.0
8 0 0.0% 2
% %

80% employees agreed that the

organization is using satisfactory methods of interview, 20% employees gave neutral
responses and no one disagreed with this is issue.

Analysis-9: Job Responsibilities and Job Description are clearly defined to the
candidates

Job Responsibilities and Job Description

are clearly defined to the candidates
Agree Disagree Neutral
Count Row Count Row Count Row
N% N% N%
50.0 50.0
0 0.0% 5 5
% %

50% employees disagreed that job responsibilities and hob description are clearly defined to
the candidates, 50% employees gave neutral responses and no one agreed with this issue.

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Analysis-10: Organization prefers referred candidates

Organization prefers referred candidates

Agree Disagree Neutral
Count Row Count Row Count Row
N% N% N%
50.0 30.0 20.0
5 3 2
% % %

50% employees agreed that organization prefers referred candidates, 30%employees disagreed
and 20% gave a neutral response to this issue.

Analysis-11: The organization is doing timeliness recruitment and selection

process by I-recruitment

The organization is doing timeliness

recruitment and selection process by I-
recruitment
Agree Disagree Neutral
Count Row Count Row Count Row Page 40 of 47
N% N% N%
70.0 30.0
7 0 0.0% 3
% %
70% employees agreed that the organization is
using satisfactory methods of interview, 30%
employees gave neutral responses and no one
disagreed with this issue

Analysis-12: I-recruitment should

follow for overall recruiting process

I-recruitment should follow for overall

recruiting process
Agree Disagree Neutral
Count Row Count Row Count Row
N% N% N%
40.0 30.0 30.0
4 3 3
% % %

40% employees agreed that organization prefers referred candidates, 30%employees

disagreed and 30% gave a neutral response to this issue.

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The summary of my analysis is given below:

Question Agree Disagree Neutral

Internet job-sites are easy to use. 70% 0 30%

I-recruitment process is faster than the 50% 30% 20%

traditional recruitment process.

I-recruitment process is more cost 30% 30% 30%

effective.

I-recruitment process is more transparent. 60% 20% 20%

I-recruitment process has the more 40% 20% 40%

accountability.

The information which is given in job 50% 30% 20%

sites is sufficient.

Facing problem in case of job searching 30% 50% 20%

through internet.

The organization is using satisfactory 80% 0 20%

methods of interview.

Job Responsibilities and Job Description 0 50% 50%

are clearly defined to the candidates.

Organization prefers referred candidates. 50% 30% 20%

The organization is doing timeliness 70% 0 30%

recruitment and selection process by I-

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 recruitment.

I-recruitment should follow for overall 40% 30% 30%

recruiting process.

At present Walton group do not follow the I-recruitment process. But overall analysis process
i had found that most of the employees are agreed that I- recruitment process should follow
for recruiting for many of reasons like easy to use, time saving, most transparent than
traditional system, etc. Though the company might face problem so they had to stop this
system, but if they follow the accurate system and rules the company will get success.

5.2 Findings

The objective of the report is to apply my learning in the area of Human Resources so that I
gain significant practical and understand the nature and importance of I-recruitment process.
To justify the objective, I made a survey of existing employees of the organizations, so that I
can get a keen knowledge on my study. After the factors of I-Recruitment I have been
identified those were put in a questionnaire. Respondents were asked to rank the options
according to their choice. The survey was done among a sample size of 10 people.

Apart from the various benefits, I had found some shortcomings and disadvantages that are
faced by the HR department through HRMS. Those are followed by

 Fake profiles
Many fake profiles are seen during short listing applicants. Many of them register
intentionally to creating problems in organizational recruitment problems.

 Not suitable for all type of jobs

E-recruitment is not suitable for all type of job applicants like it is often found difficult to
find lower level employee like technician, office attendant, and cleaner.

 Website malfunctions
Applicants often complain about company websites that breakdown when attempting to
submit their documents. Others complain that website layouts are so confusing and find it

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difficult to navigate around the site. Some get so frustrated that they give up trying to apply
for work on that particular sit.

 Non-serious applicants
Lot of applicants forward their resumes just to know their market value. As personally the
candidates are not checked thus whether they are serious is not known. At the time of
interview the recruiter might realize that the candidate is not serious in leaving the current
job. But by that time some serious candidates might have been rejected.

 Hard to target
Often, with online recruiting, it can be difficult to target a specific group of candidates
without having your job post seen by many others who will likely apply to the vacancy and
waste your time.

 Large response rate

By posting a job in an industry trade journal, you can almost guarantee that the applicants
will be relevant and not time wasters. Posting online however will increase the chances of
getting hundreds of job applications, most of which may not even be applicable.

 Communication Problem

It is often found that applicants could not communicate to anyone when they faced problems
register or updating their profile.

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 Chapter-6
RECOMMENDATION & CONCLUSION

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 6.1 Recommendations
Taking the findings of the study into consideration, the following recommendations are being
made to make the I-recruitment more effective.
 In recruitment procedure I have found something, for example, an employee referral
system is strongly followed by the top management. In this case, the talent and bright
candidates are not getting a chance to test themselves, which is created bad impact for
the labor market. If it wants to be a global organization in future talent and bright
candidates should be given a chance.
 I-recruitment procedures might be followed in the organization to increase the human
productivity. In addition, the organization could recruit the brightest employee from
any corner of the country through using the modern recruitment technique.
 In recruitment process I have observed that the organization’s advertisement is few
which are frustrating for the young bright domestic candidates. If an organization
gives available advertisement through internet, and newspaper. Plenty of candidates
are interested to find out job in this organization.
 Job Description should be given properly to avoid the unwanted applicants.
 HR managers will have to be alert to all information provided from the applicant’s
resumes so that they do not waste money on interviewing the wrong candidates.
 The job portal should be more attractive to attract the job applicants.
 There should be a helpline to response the applicants quarry and a thanks giving mail
should be given including tracking ID and instructions if he/ she lost the password

 Instructions to register and profile update should be given in job portal so that
applicants can get necessary help during registering in job portal.

 Applicants can be encouraged to provide accurate information by giving instruction.

 Submitting application should be locked for the ineligible candidates if criteria do not
match with the job specification.

 The website should be more user friendly and breakdown free and the web address
can be more popular through social sites like Facebook to attract the potential
candidates.

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 6.2 Conclusion

The goal of this research was to identify the process of I-recruitment, lacking’s of this process
and finding out the opportunities of improvement.

Electronic recruitment has changed the way jobs are applied for and has become so simple
that anyone can do it. The whole world has become “smaller” with the use of the Internet and
everything is made easier for better application. The Internet and I-recruitment therefore face
a very bright future. The future generations who are growing up with computers are not likely
to use the traditional methods of recruitment; they will probably primarily rely only on the I-
recruitment method.

This study has explored the effectiveness of using I-recruitment in WALTON Group. It has
been found that I-recruitment is effective in terms of hiring the right person within shortest
possible time, paperless work, transparency in recruitment process, accountability, keeping
candidate history. The other advantages are no space is required for CV preservation, HR
branding, no intermediaries, no chance of CV missing. Apart from the various benefits, I-
recruitment has also some disadvantages these are fake profiles, not suitable for all type of
jobs, website malfunctions, non-serious applicants, hard to target, large response rate,
communication problem, miss information. Considering the advantages of I-recruitment
disadvantages are very low. The advantages can be minimized very largely by taking
initiative steps to solve problems.

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