A

RESEARCH PROJECT REPORT

ON

“A STUDY OF RECRUITMENT AND SELECTION IN BHARTI AIRTEL”

Submitted For
OF
MASTER OF BUSINESS ADMINISTRATION

By
ASHISH PUNDHIR
(Roll No.: 2000940700018 )

SUBMITTED TO:
Prof. Deepti Tripathi
Professor GIMT
Greater Noida

Galgotia Institute of Management and Technology, Greater Noida

(Affiliated to Dr.APJ ABDUL KAlAM TECHNICAL UNIVESITY and Approved by GIMT 2021)

1
 Galgotia Institute of Management and Technology, Greater Noida
(Affiliated to Dr.APJ ABDUL KAlAM TECHNICAL UNIVESITY and Approved by GIMT 2021)

Date:-……………

DIRECTOR’S CERTIFICATE

This is to certify that the research project titled A Study Of Recruitment And Selection in Bharti
Airtel” is carried out by ASHISH PUNDHIR , (Roll No. 2000940700018), a student of MBA – II year at
Galgotia Institute of Management And Technology, Greater Noida under the supervision of Prof. Deepti
Tripathi ,
This is an original work carried out by the said student to the best of my knowledge and I recommend for

the submission of this Research Project report to Dr. A. P. J. Abdul Kalam Technical University, Lucknow

in the partial fulfillment of the requirement for the award of MBA degree.

(DIRECTOR)

GIMT , GREATER NOIDA

2
 DECLARATION

I, ASHISH PUNDHIR declare that the project report entitled

“RECRUITMENT AND SELECTION IN BHARTI AIRTEL” being
submitted to the GIMT, GREATER NOIDA for the partial fulfillment of the
requirement for the degree of Master of Business Administration is my own
endeavors and it has not been submitted earlier to any institution/university for
any degree.

DATE:-

PLACE:-

3
PREFACE

The successful completion of this project was a unique experience for us and we achieved a

better knowledge about social media marketing in india. The experience which we got by doing

this project was essential to our future.The information in this project being submitted by us

contains detailed analysis of the research undertaken by us.

The research provides an opportunity to us to devote our skills, knowledge and competencies

during our knowledge gathering sessions of marketing management.

The research is on the topic “Social Media Marketing In India’’.

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ACKNOWLEDGEMENT

It is with the feeling of satiated and sense of Zenith that I draft this

acknowledgement note. I wish to express my gratitude to those who have

generously helped me to compile the research and stand up high, to the

expectation of the institute.

I would like to express sincere gratitude to Prof. DEEPTI TRIPATHI , my

faculty member guide for her considerable advice, time and substantial

encouragement throughout the course of this research.

Last but not the least; I would like to thank my friends for their diligent endeavor

and earnest desire to lead me towards my path of perfection.

ASHISH PUNDHIR

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TABLE OF CONTENTS
S.NO. CHAPTERS PAGE NO.

1
6-20
Origin of CRM
Introduction of study
 Rationale of the study
 Objectives
 Scope of the study

2 Definition
23-26
Literature review

3
27-78
Research Methodology
 Types of Data
 Sample Size
 Sampling Method

4
79-82
 Data Analysis

5
Conclusions 83-89
Finding
Suggestion
Bibliography
Questionnaire

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CHAPTER 1:
Introduction of the study
1.1Objective of the study
1.2Scope of the study
1.3Statement of the Problem

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 INTRODUCTION

Human resources are a term used to describe the individuals who comprise the
workforce of an organization. The use of the term 'human resources' by organizations to describe
the workforce capacity available to devote to the achievement of its strategies has drawn upon
concepts developed in Organizational Psychology.

Human Resources may set strategies and develop policies, standards, systems, and processes that
implement these strategies in a whole range of areas. The following are typical of a wide range of
organizations:

 Recruitment, selection, and outsourcing

 Organizational design and development
 Business transformation and change management
 Performance, conduct and behavior management
 Industrial and employee relations
 Human resources workforce analysis
 Compensation, rewards, and benefits management
 Training and development.

Recruitment forms a major part of an organization's overall resourcing strategies, which

identify and secure people needed for the organization to survive and succeed in the short to
medium-term.

Recruitment activities need to be responsive to the ever-increasingly competitive market to

secure suitably qualified and capable recruits at all levels.

To be effective these initiatives need to include how and when to source the best recruits
internally or externally. Recruitment refers to the process of attracting, screening, and
selecting qualified people for a job at an organization.

Selection may be defined as the process by which the organization chooses

from among the applicants, those people whom they feel would best meet the
job requirement, considering current environmental condition.

8
 The data has been collected by using questionnaire and it has been analyzed. Analysis
of data in a general way involves a number of closely related operation that are performed with
the purpose of summarizing the collected data and organizing them in such a manner that answer
the research questions.

FACTORS INFLUENCING RECRUITMENT

 Strategic plans:
The steps most commonly used in developing an HR strategy:
 Setting the strategic direction
 Designing the Human Resource Management System
 Planning the total workforce
 Generating the required human resources
 Investing in human resource development and performance
 Assessing and sustaining organizational competence and performance.

 Organizational policies:
 Basic Overviews of Human Resource Management

 Getting the Best Employees

 Paying Employees (and Providing Benefits)

 Training Employees

 Ensuring Compliance to Regulations

 Ensuring Safe Work Environments

 Sustaining High-Performing Employees.

 Recruitment Criteria:

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 Technical criteria, i.e. know-how, professional skills, and experience in your field.

 The candidate’s personality and charisma are the most influential criteria in the process of
recruitment in France.
 Communication skills and the knowledge of foreign languages are also very important, to
ensure the smooth flow of communication between the company and its subsidiary

SOURCES OF RECRUITMENT

Before an organization begin recruiting applicants, it should consider the most likely source of the
type of employee it needs. Some companies try to develop new sources, while most only tackle
the existing sources they have. These sources accordingly, may be termed as internal and external.

INTERNAL SOURCES:
As a conscious focus of the organization to nurture high potential talents by providing them
suitable career growth opportunities within the organization, efforts would always be made to fill
in specific vacancies from its existing human resource pool and this is known as internal sources.
The entire process would be done through job posting (IJP) and communication including
the job profile, candidate profile, eligibility (who can apply), application deadline etc. would be
made available by the HR.
Employees possessing necessary skills, knowledge, and experience matching with those
required for the job may apply through the appropriate communication channels as prescribed in
the IJP.

 Promotions:
The process of elevating a person to higher level job is what is known as promotion.

 Transfers:
Transfer of an employee may be either from one section to another or from one department to
another.

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 Job rotation:
Moving an employee to get specialized in various posts of the organization.
 Re-employment of ex-employees:
Re-employment of ex-employees is one of the internal sources of recruitment in which
employees can be invited and appointed to fill vacancies in the concern. There are situations
when ex-employees provide unsolicited applications also.

The use of an internal source paves way for the following merits:
 It improves the morale of employees, for they are assured of the fact they would be preferred
to outsiders when vacancies occur.

 The employer is in a better position to evaluate those presently employed than outside
candidates. This is because the company maintains a record of the progress, experience and
service of employees security and opportunities for advancement.

 As a person in the employment of the company, are fully aware of and well acquainted with
its policies and know its operating procedure they require little training and the chances are
that they would stay longer in the employment of the organization than a new outsider would.

 It is less costly than going outside to recruit.

However this sources suffer from the following defects:

 It often leads to inbreeding and discourages new person from entering an organization.

 There are possibilities that the internal sources may dry up and it may be difficult to find the
requisite personnel within an organization.

 As promotion is based on seniority, the danger is that really capable hands may not be chosen.

 The likes, dislikes and personal biases of the management may also play an important role in
the selection of the personnel.

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EXTERNAL SOURCES :
External sources of recruitment have to be solicited from outside the organization. External
sources are external to a concern. But it involves lot of time and money. The external sources of
recruitment include – Employment at factory gate, advertisements, employment exchanges,
employment agencies, educational institutes, labor contractors, recommendations etc.

o Employment at Factory Level – This a source of external recruitment in which the

applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This
kind of recruitment is applicable generally where factory workers are to be appointed. There are
people who keep on soliciting jobs from one place to another. These applicants are called as
unsolicited applicants. These types of workers apply on their own for their job. For this kind of
recruitment workers have a tendency to shift from one factory to another and therefore they are
called as “badli” workers.

o Advertisement – It is an external source which has got an important place in recruitment
procedure. The biggest advantage of advertisement is that it covers a wide area of market and
scattered applicants can get information from advertisements. Medium used is Newspapers and
Television.

o Employment Exchanges– There are certain Employment exchanges which are run by

government. Most of the government undertakings and concerns employ people through such
exchanges. Now-a-days recruitment in government agencies has become compulsory through
employment exchange.

o Employment Agencies – There are certain professional organizations which look towards
recruitment and employment of people, i.e. these private agencies run by private individuals
supply required manpower to needy concerns.

Using the external sources as a recruitment tool gives the following merits:

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1. It provides the requisite type of personnel for an organization, gives skilled training and
education up to the required standard.

2. Since persons are recruited from a large market the best selection can be made without any
discrimination of caste, sex and color.

3. The cost of the employees will be minimized because candidates selected in this method will
be placed in the minimum pay scale.

4. The entry of new persons with varied expansion and talent will help in human resource mix.

5. It also helps in bringing new ideas, better techniques and improved methods to the
organization.

Demerits of using the external sources method:

1. It is more expensive and time consuming to recruit people from outside. Detailed screening is
necessary to know about the candidate.

2. The employees being unfamiliar with the organization, their orientation and training is
necessary.

3. If higher level jobs are filled from external sources, motivation and loyalty of existing staff are
affected.

PREREQUISITES OF GOVERNMENT POLICY:

1. It should be in conformity with its general personnel policies.

2. It should be flexible enough to meet the changing needs of an organization.

3. It should be so designed as to ensure employment opportunities for its employees on a long

term basis.

4. It should match the qualities of employees with the requirements of the work for which they
are employed It should highlight the necessity of establishing job analysis.

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5.

6. STEPS IN RECRUITMENT PROCESS

PERSONNEL HUMAN RESOURCE

RECRUITING
PLANNING
NEEDED
SELECTING
PERSONNEL
QUALIFIED
PLACING
PERSONNEL
NEW EMPLOYEES

SELECTION PROCESS

DEVELOPING SOURCESSEARCH
OF POTENTIAL
FOR POTENTIAL
EMPLOYEES
EVELUATE
EMPLOYEES
RECRUITING EFFECTIVENES
OBJECTIVES OF THE STUDY:-

Primary Objective
UPGRADINGIN SAME POSIT
 To find the effectiveness
PERSONNEL of Recruitment
RESEARCH and selection process in BharthiAirtel
Limited

INTERNAL SOURCES TRANSFERRING TO NEW JO

Secondary Objective JOB POSITING

PROMOTING HIGHER RESP

 To know the recruitment policy.
 To know the selection process and impact on job satisfication.

To identify the source through which candidate are successfully recruited.
 To develop andEMPLOYEE REFERRALS
maintain procedures which will assist in ensuring the
EXTERNALappointment
SOURCES of the most suitable candidate

ADVERTISING EVALUATING FOR SELECT

SCOUTING

14
NEED OF THE STUDY

In today’s fast changing world, recruiting right candidate for the right job is very much
needed for the organization to achieve their goal sets and it vary from one to another. It is
thus important for me to understand, analyze the concept of recruitment and selection process
and its effectiveness in the current organization.

15
 SCOPE OF THE STUDY

 To understand the various sources of recruitment provided in the organization.

 It helps to analyze the recruitment policy of the organization.

 It enables us to evaluate the effectiveness of different recruiting techniques and

sources for all types of job applicants in the organization.

16
Definition of selection:

According to Dale,” selection may be defined as the process by which the organization
chooses from among the applicants, those people whom they feel would best meet the job
requirement, considering current environmental condition”.

Factors influencing selection process:

1. Nature of the organization

2. Nature of the labor market

3. Union requirements

4. Government requirements

5. Composition of the labor force

6. Location of the organization.

Steps in selection procedure:

 Receiving application
The candidates may be asked to submit their applications together with their bio data on a plain
paper.

 Preliminary interview

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 The object of this interview is to see the candidate personally to ensure whether he is
physically and mentally suitable for job.

 Application blank
The printed applications contain the details desired by the employer from the candidate with
sufficient space for the candidate to furnish the particulars.

 Tests
A test is a sample measurement of a candidate’s ability and interest for the job.

 Final interview
An interview is a face to face oral examination of a candidate by an employer.

 Back ground verification

The background verification is done to check the honesty and integrity of the candidate.

 Final selection
If the employer is satisfied with the candidate, then the selection will be made.

 Physical examination
It is important that a person selected for the job must also be medically fit to perform it.

 Placement
If the employer is satisfied with the medical report of the candidate, he may place in the
concer

18
SELECTION PROCESS

RECEPTIONS OF APPLICATIONS

PRELIMINARY INTERVIEW

APPLICATION BANK

PSYCHOLOGICAL TESTS

INTERVIEW

BACKGROUND INVESTIGATION WAITING

LIST OF DESIRABLE APLLIC

FINAL SELECTION BY INTERVIEWERS

19
PHYSICAL EXAMINATION
 NEGATIVE DECISION PLACEMENT

STATEMENT OF THE PROBLEM

The problem which I identified, is that the Recruitment and selection process possess certain
issues like Kerala and Tamilnadu circle were the only ones for which the recruitment process
was done for entire other circles, and also i t involves the organization system to be
developed for implementing recruitment program and procedures to the employed and the
proper training program should be conducted on monthly bases to improve the employees
skills and feedback should be collected for future reference..

20
CHAPTER 2:-
REVIEW OF LITERATURE

21
 LITERATURE REVIEW

Chapman and Webster(2003) in their survey research on the use of technologies in

recruiting, screening, and selection processes for job candidates conducted in USA
found that most organizations implemented technology based recruitment and
selection tools to improve efficiency, reduce costs, and expand the applicant pool.

The meta-analysis of the research conducted by chapman, uggersler, carroll,

piasentin& Jones (2005) concluded that timely responses from HR managers were
linked to greater applicant attraction to a job with an organisation.

According to Robins, in his study revealed that, “The ideal recruitment effort will
attract a large number of qualified applicants who will take the job if it is offered. So
recruiting is a process of discovering the potential candidates for actual organizational
vacancies”.

Robert (2005), in his study titled, “Strategic HR Review, 2004”, states that successful
recruitment and selection can improve organisation performance”.

Bowen, et al(1991), in his study examined “that integrated recruitment and selection
process helps recruiters to choose the candidates to fit the characteristics of an
organisation culture”

22
Beardwell, et al(2003) in his study examined that, “Selection is carried out by
organisations as a means of candidates potential and actual performance and the
intake of employees will make the most appropriate contribution to organisation-now
and in future”.

CHAPTER 3:-
RESEARCH METHODOLOGY

23
 RESEARCH METHODOLOGY

This chapter describes the research methodology adopted by the researcher for the purpose of
the study.

‘Research methodology’ is a way to systematically solve the research problem. It is a

science of studying how research is done scientifically. In it, we study the various steps that
are generally adopted by a researcher in studying his/her research problem along with the
logic behind them.
It includes:

 Research Design

 Data Collection

 Data Analysis

Research Design

Descriptive Research has been used, which involves surveys and fact findings of
different kinds. The major purpose of descriptive research is the description of the state of
affairs, as it exists at present. The main characteristics of this method are that the researcher
has no control over the variable; he can only report what has happened or what is happening.

24
SAMPLING SIZE
The sampling size for the study was 100 employees from various departments. It includes
Finance, Sales, and operations.

SAMPLING METHOD
The sampling technique adopted for the study is Stratified Random sampling. A method of
sampling that involves the division of a population into smaller groups known as strata. In
stratified random sampling, the strata are formed based on members' shared attributes or
characteristics. A random sample from each stratum is taken in a number proportional to the
stratum's size when compared to the population. These subsets of the strata are then pooled to
form a random sample. So, in my study I have taken four departments each 25% of them and
done the sample method.

Questionnaire Design

The questionnaire to study the effectiveness of recruitment and selection

process consists of both open and close ended questions. The researcher used Questionnaire
method for the purpose of collecting data. “A Questionnaire is a list of questions sent to a
number of persons for them to answer. It secures standardized results that can be tabulated
and calculated.”
The questionnaire were passed to various departments like HR, Marketing,
Finance, Operations, etc

25
DATA COLLECTION METHODS

The source of information is generally classified as primary and secondary.

PRIMARY DATA

Primary data refers to information that is generated to meet the specific requirement
of the investigation at hand. The primary data will be collected through the questionnaire
from the employees of Bharti Airtel limited.

SECONDARY DATA

Secondary data is information that is collected for the purpose other than to solve the
specific problem under investigation. The secondary sources of data collection were
information obtained from books, magazines, websites and articles on the topic etc. In the
study, the researcher would use the secondary data to supplement the primary data.

26
CHAPTER 4:-
DATA ANALYSIS

27
DATA ANALYSIS AND INTERPRETATION

The purpose of every research is to conduct a survey in order to validate the assumptions of
the study on the basis of the data collected. A respondent survey is conducted in the form of
structured questionnaire, which becomes the data for the study. This data is in raw form
unless it is analysed and interpreted to present the main findings.

This chapter deals with statistical analysis and interpretation of the data
collected through research with the aid of structured questionnaire. Analysis refers to
studying the data collected in terms of statistical numbers and interpretation refers to
understanding the implication of the statistical finding.

The Researcher had collected data from the employees of BharthiAirtelin

Chennai to study their recruitment and selection process. The results are represented with
Tables and charts..

28
 TABLE-1

DESIGNATION OF EMPLOYEES IN AIRTEL

DESIGNATION NO. OF RESPONDENTS PERCENTAGE (%)

Executive 20 20

Senior Executive 25 25

Business Analyst 10 10

Assistant Manager 10 10

Manager 35 35

Total 100 100

SOURCE:Through Primary data

INFERENCE

From the above information, 20% of the respondents are executive level, 25% of the
respondents are senior executive level, 10% of the respondents are business analyst, 10% of
the respondents are assistant manager level and around 35% of the respondents are manager
cadger.

29
 CHART-1

DESIGNATION OF EMPLOYEES IN AIRTEL

35 35
30
25
25 20
20

15

10 10
10
Series1
5

0
e
tiv
ecu

e
tiv
Ex

st
ecu

aly

er
Ex

An

r
ge
ag
r
nio

na
ess

an

Ma
tM
Se

sin
Bu

tan
sis
As

30
 TABLE-2

GENDER OF THE EMPLOYEES IN AIRTEL

GENDER NO. OF RESPONDENTS PERCENTAGE (%)

Male 62 62

Female 38 38

Total 100 100

SOURCE:Through Primary data

INFERENCE:

From the above given information, 62% of employees are male, 38% are female.

31
 CHART -2

GENDER OF THE EMPLOYEES IN AIRTEL

62
70

60

50 38

40 Series1

30

20

10

0
Male Female

32
 TABLE-3

EMPLOYEES AGE GROUP IN AIRTEL

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

21-30 years 40 40

31-40 years 30 30

41-50 years 20 20

Above 50 10 10

Total 100 100

SOURCE:Through Primary data

INFERENCE:

From the above given information, 40% of employees belongs to the age group of
21-30 years, 30% of employees are 31-40 years, 20% of employees are 41-50 years.

33
 CHART -3

EMPLOYEES AGE GROUP IN AIRTEL

40
40

35
30
30

25

20 20

Series1
15

10
10
5

0
21-30 years
31-40 years
41-50 years
Above 50 years

34
 TABLE-4

EXPERIENCE OF EMPLOYEES IN AIRTEL

EXPERIENCE NO. OF RESPONDENTS PERCENTAGE (%)

Below 3 years 45 45

5 to 10 years 36 36

10 to 15 years 12 12

Above 15 years 7 7

Total 100 100

SOURCE:Through Primary data

INFERENCE

From the above information, 45% of the respondents says that they have below 3 years of
experience, 36% of the respondents says that they have 5 to 10 years of experience, 12% of
the respondents says that they have 10 to 15 years of experience and around 7% of the
respondents says that they have above 15 years of experience.

35
 CHART-4

EXPERIENCE OF EMPLOYEES IN AIRTEL

45
45
40
36
35

30

25

20
Series1
15
12
10

5 7

0
Below 3 years
5 to 10 years
10 to 15 years
Above 15 years

36
 TABLE -5

THE RECRUITMENT SYSTEM IN AIRTEL

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 20 20

Satisfied 70 70

Neutral 10 10

Dissatisfied 0 0

Highly Dissatisfied 0 0

Total 100 100

SOURCE:Through Primary data

INFERENCE:

70% of the respondents satisfied with the recruitment system in Airtel, 20% of the

respondents are highly satisfied, 10% of them are in a neutral state.

37
 CHART -5

THE RECRUITMENT SYSTEM IN AIRTEL

70

60

50

40
Series1
30

20

10

0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

38
 TABLE-6

INTERVIEW PROCESS IN AIRTEL

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Yes 85 85
No 15 15

Total 100 100

SOURCE:Through Primary data

INFERENCE:

85% of the respondents are agree with the interview process in aitrl and around 15%

of them don’t agree with the interview process

39
 CHART -6

INTERVIEW PROCESS IN AIRTEL

90

80

70

60

50

40 Series1

30

20

10

0
Yes No

40
 TABLE-7

CANDIDATE SPECIFICATIONS IN RECRUITMENT PROCESS

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Yes 86 86
No 14 14
Total 100 100

SOURCE:Through Primary data

INFERENCE:

86% of the respondents feels that the position objectives is defined clearly during

the recruitment process, and 14% of the respondents feels that it is not clearly defined.

41
 CHART -7

CANDIDATE SPECIFICATIONS IN RECRUITMENT PROCESS

14

86

Yes
No

42
 TABLE -8

REVISION OF RECRUITMENT POLICY

FREQUENCY OF NO. OF RESPONDENTS PERCENTAGE (%)

REVISION

Very often 6 6

Often 14 14

Sometimes 22 22

Only when need occurs 58 58

Total 100 100

SOURCE:Through Primary data

INFERENCE:

58% of the respondents says that recruitment policy are being evaluated and

revised only when need occurs,22% of the respondents says that recruitment policy are being

evaluated and revised only at sometimes, and 14% says it occurs often and remaining

respondents says that recruitment policy are evaluated and revised often to the statement.

43
CHART -8

REVISION OF RECRUITMENT POLICY

58
60

50

40

30 22 Series1

20 14

6
10

0
Very often Often Sometimes Only when need
occurs

44
 TABLE-9

RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING THE

GOALS OF THE COMPANY

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Yes 73 73
No 27 27

SOURCE:Through Primary data

INFERENCE:

73% of the respondents says that the company’s recruitment policy is helpful in

achieving the goals of the company, whereas 27% of respondents says that it does not helpful

in companies recruitment policy in achieving their goals to the statement.

45
 CHART -9

RECRUITMENT POLICY HELPFUL TOWARDS ACHIEVING THE

GOALS OF THE COMPANY

80 73

70

60

50

40
Series1
30 27

20

10

0
Yes
No

46
 TABLE-10

SATISFIED WITH THE JOB DECRIPTION GIVEN TO REQUIRED

VACANCY

RESPONSE NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 54 54
Satisfied 35 35
Neutral 10 10
Dissatisfied 1 1
Highly Dissatisfied 0 0
Total 100 100

SOURCE:Through Primary data

INFERENCE:

54% of the respondents highly satisfied with the job description given to the required

vacancy, and 35% of the respondents are satisfied and 10% of the respondents are neutrally

satisfied with the job description given to the required vacancy and remaining 1% of the

respondents are dissatisfied to the statement.

47
 CHART -10

SATISFIED WITH THE JOB DECRIPTION GIVEN TO REQUIRED

VACANCY

60 54

50

40 35

30 Series1

20
10
10
1 0

0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

48
 TABLE -11

OPINION ABOUT CONSULTANTS INVOLVING IN PROCESS OF

RECRUITMENT

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 22 22
Satisfied 60 60
Neutral 12 12
Dissatisfied 4 4
Highly dissatisfied 2 2

Total 100 100

SOURCE:Through Primary data

INFERENCE:

22% of the respondent states that they are highly satisfied with the consultants

involving in the process of recruitment and 60% of the respondents are satisfied and 12% of

the respondents felt neutral and remaining 4% of the respondents are dissatisfied and

however around 2% of the respondents are highly dissatisfied with the consultants who are

involved in the recruitment process.

49
 CHART -11

OPINION ABOUT CONSULTANTS INVOLVING IN PROCESS OF

RECRUITMENT

60

60

50

40

30 Series1
22

20
12

10 4
2

0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

50
 TABLE-12

PRIORITY GIVEN TO EACH OF THE ROUNDS CONDUCTED

ROUNDS CONDUCTED NO. OF RESPONDENTS PERCENTAGE (%)

Written test 30 30
Technical Skill 40 40
Group Discussion 10 10
HR Round 20 20
Total 100 100

SOURCE:Through Primary data

INFERENCE

30% of the respondents gave priority to written test conducted, and 40% of the

respondents gave priority to Technical Skill, whereas 10% of the respondents gave priority to

Group Discussion round and around 20% of the respondents states that they gave priority to

HR Round to the statement.

51
 CHART -12

PRIORITY GIVEN TO EACH OF THE ROUNDS CONDUCTED

40

35
35

30
30

25

20
20
Series1

15

10
10

5
5

0
Written Test Technical Round Group discussion HR Round Video con

52
 TABLE-13

RECRUITMENT OF MORE NUMBER OF CANDIDATES

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Sales 55 55
HR 10 10
Finance 15 15
Operations 20 20
Total 100 100

SOURCE:Through Primary data

INFERENCE

55% of the respondent states that the company recruit more candidates on sales,

10% of the respondents says company recruit more candidates on Human Resource and

whereas 15% of the respondents says that company recruit more candidate on Finance

department and remaining 20% of them or chosen for operation department.

53
 CHART -13

RECRUITMENT OF MORE NUMBER OF CANDIDATES

60
55

50

40

30
Series1
20
20
15
10
10

0
Sales HR Finance Operations

TABLE-14
54
MODE OF ENTRY INTO ORGANIZATION

MODE NO. OF RESPONDENTS PERCENTAGE (%)

Employee Referral 42 42
Campus Recruitment 28 28
Recruitment agencies 30 30
Others 0 0
Total 100 100

SOURCE:Through Primary data

INFERENCE

42% of the respondents are recruited through Employee Referral, 28% of the

respondents recruited through Campus Recruitment and remaining 30% of them are recruited

through Recruitment agencies to the statement.

CHART -14
55
MODE OF ENTRY INTO ORGANIZATION

42
45

40

35 30
28
30

25
Series1
20

15

10

5
0
0
Employee Referral Campus RecruitmentRecruitment agencies others

TABLE-15

56
 OPINION ABOUT SELECTION TEST CONDUCTED ON BASIS OF
RECRUITMENT

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Highly satisfied 34 34
Satisfied 40 40

Neutral 21 21
Dissatisfied 3 3

Highly Dissatisfied 2 2

Total 100 100

SOURCE:Through Primary data

INFERENCE

34% of the respondents are highly satisfied with the test conducted, 40% of the

respondents are satisfied with the selection test, 21% of them are in neutral and 3% of the

respondents are totally dissatisfied, and remaining 2% of the respondents are highly

dissatisfied with the selection test.

CHART -15

57
OPINION ABOUT SELECTION TEST CONDUCTED ON BASIS OF
RECRUITMENT

40
40
34
35

30

25 21

20 Series1

15

10
3
5 2

0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

TABLE-16

WEBSITES MOSTLY USED FOR COLLECTING THE REFERENCE

OF CANDIDATES

58
 WEBSITES NO. OF RESPONDENTS PERCENTAGE (%)

Naukri 42 42
Monster 31 31

Times Job 15 15
Shine 12 12

Total 100 100

SOURCE:Through Primary data

INFERENCE

42% of the respondents feels that the company is using Naukri for taking the

reference of candidate,31% of the respondents feels that the company is using Monster and

whereas about 15% of them are taken through Times job and around 12% of them through

shine.

CHART -16

59
 WEBSITES MOSTLY USED FOR COLLECTING THE REFERENCE
OF CANDIDATES

42
45

40
31
35

30

25
Series1
20 15
12
15

10

0
Naukri Monster Times job Shine

TABLE-17

60
 CRITICAL ROUND WHERE MOST OF THE CANDIDATES ARE
SCREENED OUT

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Group Discussion 10 10
Aptitude 44 44
Technical Skill 20 20
HR Round 26 26
Total 100 100

SOURCE:Through Primary data

INFERENCE

10% of the respondents says that most of the candidates are screened out through

Group discussion, 44% of the respondents says that most of the candidates are screened out

through Aptitude, 20% of the respondents says that most of the candidates are screened out

through Technical Round and whereas remaining 26% of the respondents are screened out

through HR Round.

CHART -17

CRITICAL ROUND WHERE MOST OF THE CANDIDATES ARE

SCREENED OUT
61
 45 44

40

35

30
25
26
20 20 Series1
15
10
10
5

0
Group Discussion
Aptitude
Technical skill
HR Round

TABLE-18

SOURCE THAT COULD AFFORD BEST SUITABLE CANDIDATES

FOR DIFFERENT POSITION

62
 PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Job Rotation 15 15
Consultancy 25 25
Advertisement 5 5
Employee Referral 20 20
Campus Interview 35 35
Total 100 100

SOURCE:Through Primary data

INFERENCE

15% of the respondents states that through Job Rotation only the company can set the best

suitable candidates for different position, 25% of the respondents states that only through Consultancy

the company will get best suitable candidates for different position, 5% of the respondents says that

only through Advertisement the company gets the best suitable candidates for different position, and

whereas 20% are through Employee Referral and around 35% of the respondents says that through

Campus Drive the company is getting most of the best suitable candidates.

CHART -18

63
SOURCE THAT COULD AFFORD BEST SUITABLE CANDIDATES
FOR DIFFERENT POSITION

35 35
30
25
25
20 15 20
15
10
5 Series1
5
0
on
tati

y
nc
ro

lta

t
en
Job

su

sem

ral
n
Co

fer

ew
rti
ve

Re

i
erv
Ad

ee

Int
y
plo

us
Em

mp
Ca

TABLE-19

64
 ORGANIZATION EXPECT FROM THE CANDIDATES DURING
RECRUITMENT

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Experience 34 34
Skill & Knowledge 57 57
Attitude 15 15
Others 0 0
Total 100 100

SOURCE:Through Primary data

INFERENCE

34% of the respondents says that organization expects experienced candidates

during recruitment, almost 57% of the respondents says that organization expects Skill and

Knowledgeable candidate during recruitment, and remaining 15% of the respondents says

that the organization expects Attitude candidates during recruitment in the statement.

CHART -19

ORGANIZATION EXPECT FROM THE CANDIDATES DURING

RECRUITMENT
65
60 57

50

40
34

30
Series1
20
15
10

0
Experience 0
Skill & Knowledge
Attitude
Others

TABLE-20

RECRUITMENT SYSTEM IS TRANSPARENT AT ALL LEVEL

66
 PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Highly Satisfied 28 28
Satisfied 52 52
Neutral 10 10
Dissatisfied 8 8
Highly Dissatisfied 2 2
Total 100 100

SOURCE:Through Primary data

INFERENCE

28% of the respondents says that they highly satisfied with the transparency of

recruitment system , almost 52% of the respondents states they are satisfied with the

transparency of recruitment system all level, and 10% of the respondents are neutral and

around 8% of the respondents are dissatisfied and whereas 2% of them are highly dissatisfied

with the transparency of recruitment system.

CHART -20

67
 RECRUITMENT SYSTEM IS TRANSPARENT AT ALL LEVEL

60
52

50

40
28
30 Series1

20
10
8
2
10

0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

TABLE-21

68
 SATISFIED WITH PREFERENCE GIVEN TO EMPLOYEES
CONSIDERING THEIR REFERENCE IN RECRUITMENT
PROCESS

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Highly Satisfied 27 27
Satisfied 56 56
Neutral 14 14
Dissatisfied 3 3
Highly Dissatisfied 0 0
Total 100 100

SOURCE:Through Primary data

INFERENCE

27% of the respondents are highly satisfied with the preference given to the

employees considering their reference in recruitment process, 56% of most of the respondents

are satisfied, and whereas 14% of the respondents are neutral with the preference given to

employees considering their reference in recruiting process and around 3% of the respondents

are dissatisfied mentioned in the statement

CHART -21

69
 SATISFIED WITH PREFERENCE GIVEN TO EMPLOYEES
CONSIDERING THEIR REFERENCE IN RECRUITMENT
PROCESS

56
60

50
Series1

40

27
30

20 14

10 3
0
0
Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

TABLE-22

70
 RATE OVERALL RECRUITMENT PROCESS

PARTICULARS NO. OF RESPONDENTS PERCENTAGE (%)

Excellent 36 36
Very good 40 40
Good 16 16
Average 4 4
Fair 4 4
Total 100 100

SOURCE:Through Primary data

INFERENCE

36% of the respondents says that overall recruitment process is excellent, 40% of majority of

respondents says that overall recruitment process is very good, 16% of the respondents says

the overall recruitment process is good, and whereas 4% of the respondents says its average

and around 4% says the overall recruitment process is fair in the statement.

CHART -22

71
 RATE OVERALL RECRUITMENT PROCESS

40
40
36
35

30

25

20

15 16 Series1

10

5
4
0 4
Excellent
Very good
Good
Average
Fair

WEIGHTED AVERAGE:

1. Recruitment system in airtel

72
2. Satisfied with the job description given to required vacancy

3. Opinion about consultants involving in process of recruitment.

4. Opinion about selection test conducted on basis of requirement.

5. Recruitment system is transparent at all level

6. Rate the overall recruitment process

Factors Highly Satisfied Neutral Highly Dissatisfied

satisfied Dissatisfied
Recruitment 20 70 10 0 0
system
Satisfied
with the job 54 35 10 1 0
description

Consultants
involving in 22 60 12 4 2
recruitment
process
Selection test
conducted 34 40 21 3 2
on basis of
recruitment
Recruitment
system 28 52 10 8 2
transparent
at all level
Overall
recruitment 36 40 16 4 4
process

Weighted average to rank the recruitment activities in the organization

Formula = WX / W

W – number of respondents

X - Rating given by the respondents

73
Factors WX1 WX2 WX3 WX4 WX5 WX6

Highly 100 270 110 170 140 180

satisfied
Satisfied 280 140 240 160 208 160

Neutral 30 30 36 63 30 48

Highly 0 2 8 6 16 8
dissatisfied

Dissatisfied 0 0 2 2 2 4

Total 410 442 396 401 396 400

CW 4.10 4.42 3.96 4.01 3.96 4.00
Rank II I V III V IV

INFERENCE:

From the above weighted average table, it can be observed that the employees given
more weightage to job description during recruitment and selection process rather
than on other factors.

74
 CHI-SQUARE TEST-1

To test whether there is a link between their educational qualification and satisfaction
towards selection test conducted in the recruitment process.

NULL HYPOTHESIS H0: Educational qualification has no influence on satisfaction

towards selection test conducted in the recruitment process.

ALTERNATE HYPOTHESIS H1: Educational qualification has influence on

satisfaction towards selection test conducted in the recruitment process.

OBSERVED FREQUENCY

Educational qualification * opinion on selection test conducted on basis of recruitment

count opinion on selection test conducted on basis of recruitment

Highly
Highly satisfied Satisfied Neutral Dissatisfied dissatisfied Total

Educational Diploma 14 0 0 0 0 14
qualification
Undergraduation 20 11 0 0 0 31

Post graduation 0 29 21 3 2 55

Total 34 40 21 3 2 100

EXPECTED FREQUENCY

Chi-Square Tests

Asymp. Sig. (2-

Value df sided)

Pearson Chi-Square 74.385a 8 .000

75
 Calculate value of chi-square X2 = 74.38

Table value of X2= (3-1) (5-1)

= 2*4 = 8
Table value = 15.51

Calculated value> Table value,

So H0 is rejected.

INFERENCE:

Calculated value is greater than tabulated value i.e. H0 is rejected. So,

there is a link between educational qualification and satisfaction towards selection test
conducted in the recruitment process.

76
 CHI SQUARE TEST -2

To test whether is a link between designation and transparency of recruitment system.

NULL HYPOTHESIS H0: Designation has no influence on transparency of

recruitment system.

ALTERNATE HYPOTHEIS H1: Designation has a influence on transparency of

recruitment system.

OBSERVED FREQUENCY

Designation * recruitment system is transparent to all level

count recruitment system is transparent to all level

Highly
Highly satisfied Satisfied Neutral Dissatisfied dissatisfied Total

Designation Execuitve 20 0 0 0 0 20

Senior Executive 8 17 0 0 0 25

Business Analyst 0 10 0 0 0 10

Assistant Manager 0 10 0 0 0 10

Manager 0 15 10 8 2 35

Total 28 52 10 8 2 100

EXPECTED FREQUENCY

Chi-Square Tests

Asymp. Sig. (2-

Value df sided)

Pearson Chi-Square 1.108E2a 16 .000

77
 Calculate value of chi-square X2 = 1.10

Table value of X2= (r-1) (c-1)

= (5-1)(5-1) = 4*4 = 16
Table value = 26.20

Calculated value< Table value,

So H0 is accepted.

INFERENCE:

Calculated value is less than the tabulated value. i.e.H0 is accepted. So,
there is no link between designation and transparency of recruitment system.

78
 CHAPTER 5:-
: FINDINGS AND RECOMMENDATIONS AND CONCLUSIONS

79
 FINDINGS

 Majority of the respondents come under the category of 21-30. 62% of respondents were
male, 38% were female.

 70% of respondents are satisfied the recruitment system in Airtel.

 85% of the respondents are satisfied with the interview method followed in the organization.

 86% of the respondents feels that the position of objectives is defined clearly during the
recruitment process

 58% of the respondents felt that recruitment policy is being evaluated and revised only when
need occurs.

 60% of the respondents are satisfied with the consultants involving in the recruitment
process.

 55% of the respondents agree that they recruit more candidates on Sales department.

 40% of the respondents are satisfied with the selection test conducted on the basis of
recruitment.

 Majority of the recruiters agree with recruiters being knowledgeable and experienced
personnel.

 54% of respondents are highly satisfied with the job description provided for the vacancy.

 42% of the respondents feel that the company is using naukri mostly for collecting the
reference of candidates.

 Majority of respondent’s opinion was good regarding recruitment and selection process
followed in the organization.

 Majority of respondents are satisfied with the preference given to the employees by
considering their reference in recruitment process.

 Majority of the respondents agree that the recruitment system is transparent at all level.

80
 RECOMMENDATIONS

 The company needs to recruit high quality staff with the right skills on the appropriate
contracts to deliver the key objective of the position and organization.

 Employee feedback after placement, will increase his/ her morale.

 Employee should be given enough time to reflect and plan improvements.

 The company must choose a recruiting approach that produce the best pool of candidates
quickly and cost effectively.

 The company can focus on minimizing the percentage of non- joining candidates after the
recruitment process.

 To keep an update of the man power required in the sales department a summary sheet and
via tracker of sales employees in each zone was created.

 To enable an easy raise of MRF and to cut down the time consumed in getting one done a
power point presentation was prepared which was provided with a demo of the process to be
followed.

 It is important for the organization to know exactly what they have to offer potential
employee, than highlight their best features when recruiting candidates.

 As and when the resumes were received a primary screening of it is to be done and a tracker
should be updated which had all the fields that was required for evaluation and easy
identification of the candidates suitable for various fields.

 The technical problems of onboarding should be informed to the IT department.

81
 The new joinees were given quick books and instruction manuals to guide them with
onboarding process.

 The company can recruit more candidates in CSD for smooth functioning of the organization.

CONCLUSION

Recruitment is essential to effective Human Resource Management. It is the heart of

the whole HR systems in the organization. The effectiveness of many other HR activities,
such as selection and training depends largely on the quality of new employees attracted
through the recruitment process.
The study has been conducted only for the recruitment of level 1 and level 2 class of
employees. Policies should always be reviewed as these are affected by the changing
environment. Management should get specific training on the process of recruitment to
increase their awareness on the danger of wrong placements.
HR practitioners should be on the guard against all the malpractices and advocate for
professional approach through out the system. The HR should indicate disagreement in the
event that biasing towards certain candidates is creeping in and point out the repercussion that
may follow in terms of performance and motivation.
Finally, better recruitment and selection strategies result in improved organizational
outcomes. The more effectively organizations recruit and select candidates, the more likely
they are to hire and retain satisfied employees. In addition, the effectiveness of the
organization’s selection system can influence bottom-line business outcomes, such as
productivity and financial performance. Hence, investing in the development of a
comprehensive and valid selection system is money well spent.

82
BIBLIOGRAPHY

83
Prasad, L.M , Organizational Behaviour, New Delhi: Sultan Chand & Sons, 2008

SubbaRao. P Principle of Human Management,. Publisher 1999

R P Hooda, Statistics for Business and Economics, third editions 2003

WEBLIOGRAPHY

http://www.scribd.com/doc/21791869/Recruitment-Selection-Process-Project-Report

www.managementparadise.com/forums/human-resources-management-h-r/852-recruitment-
selection-process.html

http://www.scribd.com/shweta_singh_153/d/61747664/7-LITERATURE-REVIEW-
RECRUITMENT-AND-SELECTION

http://seminarprojects.com/s/review-of-literature-of-recruitment-and-selection

84
QUESTIONNAIRE

85
Dear Sir/Madam,

I am Pooja Verma , pursuing MBA final year in NIET, Greater Noida. I am doing a study
programme on “Effectiveness of Recruitment and Selection process in BhartiAirtel
Limited”. I request you to render kind co-operation towards this Questionnaire. I assure you
that the information given by you is kept confidential and purely used for academic purpose.

Name:

Designation:

(a) Executive (b) Senior Executive (c) Business Analyst

(d) Assistant Manager (e) Manager

Department:

Gender:

Male/ Female

Age:
(a) 21 to 30 years (b) 31 to 40 years (c) 41 to 50 years (d)
Above 50

Marital Status:

(a) Married (b) Unmarried

Educational Qualification:

86
 (a) Below 12th (b) Diploma (c) UG (d) PG

Monthly Income:

(a) 7000 – 10000 (b) 10000 – 15000 (c) 15000–20000 (d) Above
20000

Experience:

(a) Below 5 years (b) 5 to 10 years (c) 10 to 20 years

(d) Above 20 years

QUESTIONNAIRE ON RECRUITMENT AND SELECTION PROCESS

1) Are you satisfied with the recruitment system in Airtel?

(a) Yes (b) No

2) Apart from the HR Manager, whether other department’s heads are

involved in interviewing process?

(a) Yes (b) No

3) Does the organization clearly define the position objectives, in the

recruitment process?

(a) Yes (b) No

4) How often the recruitment policy are being evaluated and revised?

(a) Very Often (b) Often

(c) Sometimes (d) Only when need occurs

5) Do you think the present recruitment policy is helpful in achieving the

goals of the company?

(a) Yes (b) No

87
6) Are you satisfied with the job description given to the required
vacancy?

(a) Highly satisfied (b) Satisfied

(c) Neutral (d) Dissatisfied (e) Highly dissatisfied

7) What is your opinion about consultants involving in the process of the

recruitment in the organization?

(a) Highly satisfied (b) Satisfied

(c) Neutral (d) Dissatisfied
(e) Highly dissatisfied

8) Do you agree that the recruitment system is transparent at all level?

(a) Strongly agree (b) Agree

(c) Neurtal (d) Disagree (e) Strongly disagree

9) In which areas you will recruit more candidates?

(a) Sales (b) HR

(c) Finance (d) Operations

10) How you entered into this organization?

(a) Employee referral (b) Campus recruitment

(c) Recruitment agencies (d)Other, pls specify

11) What is your opinion regarding the selection test conducted in the
recruitment process?

(a) Highly satisfied (b) Satisfied

(c) Neutral (d) Dissatisfied
(e) Highly dissatisfied

12) Mention which website mostly used by the company?

88
(a) Naukri (b) Monster
(c) Times job (d) Shine

13) Mention the critical round where most of the candidates are screened
out?

(a) Group discussion (b) Aptitude

(c) Technical skill (d) HR Round

14) Mention the source that could afford you the best suitable candidates
for different position?

(a) Job Rotation- (b) Consultancy

(c) Advertisement (d) Employee Referral
(e) Campus Drive

15) What does the organization expect from the candidates during
recruitment?

(a) Experience (b) Skill& Knowledge

(c) Attitude (d) Qualification

16) Do you agree that the recruitment system is transparent at all level?

(a) Strongly Agree (b) Agree

(c) Neutral (d) Disagree
(e) Strongly Disagree

17) Are you satisfied with the preference given to the employees by
considering their reference in the recruitment process?

(a) Highly satisfied (b) Satisfied

(c) Neutral (d) Dissatisfied

(e) Highly dissatisfied

18) How would you rate your overall recruitment process?

89
(a) Excellent (b) Very good
(c) Good (d) Average (e) Fair

90