Chapter-1

Company profile

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Introduction to the company:
Agro Global Resources Private Limited is a Private company incorporated on 08 March 2016.
It is classified as Non-govt. Company and is registered at Registrar of Companies, Delhi.Its
authorized share capital is Rs. 400,000,000 and its paid up capital is Rs. 317,138,432. It is
inolved in Other wholesale [Includes specialized wholesale not covered in any one of the
previous categories and wholesale in a variety]

Directors of Agro Global Resources Private Limited are Amit Jain and Shilpa Jain.

Agro Global Resources Private Limited’s Corporate Identification Number is (CIN)

U51900DL2016PTC292257 and its registration number is 292257.

Research & Developments:

Besides using advanced Denmark & U.S Technology, Agro Global has built & developed its
own Centre for in-house research & development activities, thereby providing it with a solid
foundation. R&D Centre also conducts the rigorous tests to ensure that the highest standards are
maintained in raw material & during the entire manufacturing process.

Quality Assurance:

Well-equipped in-house Quality Control meets the calibration & inspection requirements as per
the International standards.

Production Facilities: Company is equipped with top technology & equipment & modern
production facilities.

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 Brief details about company
Company name Agro Global Resources
Private Limited
Status Active
Company class Private
Authorised capital ₹ 40.00 crore
Paid up capital ₹ 31.71 crore
Date of incorporation 08 March 2016
Directors Shilpa Jain, Amit Jain
CIN U51900DL2016PTC292257
Registration number 292257

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 Products of the company

Agro Global's products are manufactured based on many years of

development and testing. With top technology and equipment and
modern production facilities.

Agro global's resources has a prototype section to develop any oil

segment in its range in a very short period of time, thus cutting short
product development cycle of the customer.

Agro global improves the Process and Product Performance through

Continuous improvement, Optimum utilization of Process and Total
Employee involvement to meet Competitive Global Requirement and
Ensure Customer Satisfaction.

Company brings Australian purity to Indian kitchens and takes

care of your health.

4
 Oils of company:

 Heartcare oil

This product of conpany helps to take care of heart. It’s packed with
antioxidants that can improve circulation, promote a healthy gut,
boost your immune system and reduce inflammation. It is helpful for
heart patients and health conscious people. It helps to lower harmful
low-density lipoprotein (LDL) cholesterol and raise healthy high-
density lipoprotein (HDL) cholesterol.

5
  diabetes health oil:

Is helps to reduce blood sugar and cholesterol levels when compared to other kinds of fats.
This makes it extremely beneficial for diabetic patients, and hence it is good to include
wagga wagga diabetes health oil in the type 2 diabetes diet.

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 Quality Management System of company

 Company uses performance measures that focus on key business results, which are in
turn guided by integrity & balanced fairly by the interests of all stakeholders –
employees, suppliers, partners & consumers.
 Agro global Mandate continual improvement by relentlessly working to remain
competitive in process efficiency, elimination of waste and cost reduction throughout
supply chain.
 Agro global conducts periodic review of QMS by management and applicable functions.
 Agro global sets quality objectives at all business areas, functions, units and processes.
 Agro global ensures quality policy is communicated, understood and available to relevant
interested parties within and outside the organization.

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 Chapter-2

Introduction to the project

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  About the project:

Human Resources is a basic need of any work to be done. Human Resource

Management is concerned with the “human being” in an organization. Human
Resource Management is viewed in the way of staff and support which provides
assistance in HRM matters to Line employees, or those directly involved in producing
Organization’s goals and services . HRM is a function of every manager’s job.
Whether or not one in a “Formal” HRM department, the facts remain that to
effectively managers to handle the activities.

Human Resource planning helps determine the number and types of the people an
organization needs . Recruitment follows Human Resource planning and goes hand in
hand with the selection process by which organizations evaluate the suitability of the
prospective candidates for the job . Job analysis and job design specify the tasks and
duties of jobs and the qualifications expected from prospective job holders . The next
logical step is to select the right number of people the right type to fill the jobs.
Selection involves two broad gropes of activities:

a. Recruitment
b. Selection

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Recruitment is a process of searching out the potential applicants and inspiring them
to apply for the actual or anticipated vacancy whereas , Selection is a process of hiring
employees among the shortlisted candidates and providing them a job in the
organization. An organization small or large, profit or service oriented, the ultimate aim
is to achieve organizational goal. This achievement can only be possible through
skillful and management of power. Selection is a key component in the acquisition of
human resources.

Without a reliable selection mechanism, a business can never flourish, especially in the
present world market Economy, which is fiercely competitive and dynamic. Usually
after successful completion of recruitment, selection and induction process the new
employee must be developed to better fit the job and organization.

 Introduction to the field :

Human Resource management involves all management decisions and practices that
directly affect or influence the person or human resources who work for the
organization. In recent years increased attention has been devoted to how organizations
manage human resources. Work force of an Organization is one of the most important
inputs of components. It is said that people are our single most important assets.
Because of the unique importance of HUMAN RESOURCE and its complexity due to
ever changing psychology, behaviour and attitudes of men and women at work, in all
business concerns, there is one common element. I. e. Human personnel function, i.e.,
manpower management function or system can be broadly defined as the management
of people at work management of managers and management of workers.
Personnel function function is particularly interested in personnel relationship and
interaction of employees—human relation.

In a sense, management is a personnel administration. Management is the development

of people, and not mere direction of material resources. Human capital is the greatest
asset of a business enterprise. The essential ingredients of management is the
leadership and direction of people. Each manager of people has to be his own

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personnel man. Personnel management is not something you really turn over to
personnel department staff.

 Responsibility of HR Management

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12
  Organogram Of Human Resource Division

13
 Activities Of Human Resource Division

Recruitment

 Introduction

Recruitment is the process of searching for prospective employees and stimulating

them to apply for the job in the Organization.

In the recruitment process, the available vacancies are given wide publicity and
suitable candidates are encouraged to submit applications so as to have a pool of
eligible candidates for selection.

For this, different sources of recruitment such as newspaper advertisement, employment

exchanges, internal promotions, etc., are used. Recruitment represents the first contact
that a company makes with potential employees.

One area in which human resource management has been significantly impacted upon
by a technology is recruitment. Before the internet recruitment relied on print
publication such as newspaper, to post jobs and get prospectus for open positions.
Other methods such as, networking also were used, but it was difficult for recruiters
to post a job in one or more locations and have millions of people see it all at
once.

 Purpose

• To determine the present and future requirements of the Organization on

conjunction with its personnel-planning and job analysis activities.
• To increase the pool of job candidates at minimum cost.

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 • To help in increasing the success rate of the selection process by reducing
the number of visibly under qualified and overqualified job applicants.

• To meet the organization’s and social obligations regarding the composition of

workforce.
• To help in reducing the profitability that job applicants, once recruited and
selected, will leave the organization only after a short period of time.

• Being identifying and preparing potential job applicants who will be

appropriate candidates.
• To increase the organizational and individual effectiveness in the short term
and long term.
• Evaluate the effectiveness of various recruiting techniques and sources for all
types of job applicants.
• Recruitment is a positive function in which publicity is given to the jobs
available in the organization and interested candidates are encouraged to submit
application for the purpose of selection.

 Theory

• Objective Theory

• Assume applicants use a very rational method for making decision.

• Thus, the more information you can give them (E.g. salaries, benefits,
working conditions, etc.), the better applicants weight these factors to
arrive at a relative “desirability” index.

• Subjective Theory

• Assumes applicants are not rational, but responds to social and

psychological needs (E.g. security, achievement, affiliation)

• Thus, play to these needs by highlighting job security or opportunity

for promotion or collegiality of work group, etc.

• Critical contact theory

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 • Assumes key attractor of quality of contact with the recruiter or
recruiter behavior , (E.g. promptness, warmth, follow-up calls, sincerity,
etc.)

• Research indicates that more recruiter contact enhances acceptance of

offer, also experienced recruiter (E.g. middle-aged) more successful than
young or inexperienced recruiter- may be especially important when
recruiting ethnic minorities, women, etc.

 Policy

Recruitment policy of any organization is derived from the personnel policy of the
same organization. However the recruitment
policy by itself should take into consideration the government’s reservation policy,
policy regarding son of soil, etc., personnel policies of other organizations regarding
merit, internal sources, social responsibility in absorbing minority sections, women, etc.
Specific issues which may be addressed in Recruitment Policy :

 Statement

• Nondiscrimination (EEO employer) or particular protected class members

that may be sought for different positions

• Position description

• Adherence to job description (qualification) in recruitment - BFOQs

(bonafide occupational qualifications).

• How to handle special personnel in recruitment

• E.g. relatives (nepotism), veterans (any special advancement towards
retirement for military experience), rehires (special consideration,
vacation days or other prior benefits), part-time or personnel temporary
(special consideration, benefits).

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 • Recruitment budget / expenses
• What is covered? Travel, lodging / meals staff travel to recruit,
relocation, expenses, etc.
• Others

• Residency requirement in district

• Favours, special consideration related to recruitment - E.g., Get spouse a
job.

 Factors Affecting Recruitment

All organizations whether small or large, do engage in recruiting activity, though not
to the same extent.

• The size of the organization.

• The employment conditions in the community where the organization is
located.
• Working conditions, salary and benefits packages offered by the
organization.
• The rate of growth of the organization.
• Future expansion program of the organization.
• Cultural and legal issues.

• Organization’s ability to find and retain good performing people.

 Process

Recruitment is a process of finding and attracting the potential resources for filling up
the vacant positions in an organization. It sources the candidates with the abilities and
attitude, which are required for achieving the objectives of an organization.

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Recruitment process is a process of identifying the jobs vacancy, analyzing the job
requirements, reviewing applications, screening, shortlisting and selecting the right
candidate.

• Recruitment Planning
• Strategy Development
• Searching
• Screening
• Evaluation and Control

Step-1

 Recruitment Planning

The recruitment process begins with the planning where in the vacant job positions
are analyzed and then the comprehensive job draft is prepared that includes : job
specifications and its nature, skills, qualifications, experience needed for the job, etc

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  Identifying vacancy
This process begins with receiving the requisition for recruitment from different
department of the organization to the HR Department, which contains –
• Number of posts to be filled
• Number of positions
• Duties and responsibilities to be performed
• Qualification and experience required
When a vacancy is identified, it the responsibility of the sourcing manager to
ascertain whether the position is required or not, permanent or temporary, full-time or
part-time, etc. These parameters should be evaluated before commencing recruitment.
Proper identifying, planning and evaluating leads to hiring of the right resource for
the team and the organization.

 Job analysis

Job analysis is a process of identifying, analyzing, and determining the duties,

responsibilities, skills, abilities, and work environment of a specific job. These factors
help in identifying what a job demands and what an employee must possess in
performing a job productively.

Job analysis helps in understanding what tasks are important and how to perform
them. Its purpose is to establish and document the job relatedness of employment
procedures such as selection, training, compensation, and performance appraisal.

The following steps are important in analyzing a job −

• Recording and collecting job information.

• Accuracy in checking the job information.
• Generating job description based on the information.
• Determining the skills, knowledge and skills, which are required for the job.

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The immediate products of job analysis are job descriptions and job specifications.

 Job description

Job description is an important document, which is descriptive in nature and contains

the final statement of the job analysis. This description is very important for a
successful recruitment process.

Job description provides information about the scope of job roles, responsibilities and
the positioning of the job in the organization. And this data gives the employer and
the organization a clear idea of what an employee must do to meet the requirement
of his job responsibilities.

Job description is generated for fulfilling the following processes −

• Classification and ranking of jobs

• Placing and orientation of new resources
• Promotions and transfers
• Future development of work standards

A job description provides information on the following elements−

• Job Title / Job Identification / Organization Position

• Job Location

• Summary of Job

• Job Duties
• Machines, Materials and Equipment

• Process of Supervision

• Working Conditions

• Health Hazards

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Advantages of job description
• Provide an Opportunity to Communicate agro global direction and Inform
Employees How They Fit Into the Big Picture.
• Set Clear Expectations About What You Expect From People.
• Help You Cover Yourself Legally.
• Help Organizational Employees, Who Must Work With the New Hire,
Understand the Boundaries of the Person's Responsibilities.

Disadvantages of job description

• They Become Outdated in a Fast-Paced, Changing, Customer Driven Work
Environment.
• Don't Always Have Enough Flexibility so Individuals Can "Work Outside of the
Box."
• Don't Always Provide for Reviews of an Employee's Day - To – Day Work.

• Can Sit Unused in a Drawer and Therefore Are a Waste of Time.

 Job Specification

Job specification focuses on the specifications of the candidate, whom the HR team is
going to hire. The first step in job specification is preparing the list of all jobs in
the organization and its locations. The second step is to generate the information of
each job.

This information about each job in an organization is as follows −

• Physical specifications

• Mental specifications

• Physical features
• Emotional specifications
• Behavioral specifications

A job specification document provides information on the following elements −

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 • Qualification

• Experiences

• Training and development

• Skills requirements
• Work responsibilities
• Emotional characteristics
• Planning of career

 Job Evaluation

Job evaluation is a comparative process of analyzing, assessing, and determining

the relative value / worth of a job in relation to the other jobs in an organization.

The main objective of job evaluation is to analyze and determine which job commands
how much pay. There are several methods such as job grading, job classifications, job
ranking, etc., which are involved in job evaluation. Job evaluation forms the basis for
salary and wage negotiations.

Step-2

Strategy Development

Strategy development is the second step of the recruitment process, where a strategy is
prepared for hiring the resources. After completing the preparation of job descriptions and
job specifications, the next step is to decide which strategy to adopt for recruiting the
potential candidates for the organization.

While preparing a strategy development, the HR team considers the following points −

• Make or buy employees

• Types of recruitment

• Geographical area

• Recruitment sources

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The development of a strategy development is a long process, but having a right
strategy is mandatory to attract the right candidates. The steps involved in developing
a recruitment strategy include –

• Setting up a board team

• Analyzing HR strategy

• Collection of available data

• Analyzing the collected data

• Setting the recruitment strategy

Step-3
Searching
Searching is the process of recruitment where the resources are sourced depending
upon the requirement of the job. After the recruitment strategy is done, the searching
of candidates will be initialized. This process consists of two steps −

• Source activation − Once the line manager verifies and permits the existence
of the vacancy, the search for candidates starts.

• Selling − Here, the organization selects the media through which the
communication of vacancies reaches the prospective candidates.

Searching involves attracting the job seekers to the vacancies. The sources are
broadly divided into two categories : Internal Sources and External Sources.

Step-4
Screening
Screening starts after completion of the process of sourcing the candidates. Screening
is the process of filtering the applications of the candidates for further selection
process.

Screening is an integral part of recruitment process that helps in removing unqualified

or irrelevant candidates, which were received through sourcing. The screening process
of recruitment consists of three steps −

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  Reviewing of Resumes and Cover Letters

Reviewing is the first step of screening candidates. In this process, the resumes of
the candidates are reviewed and checked for the candidates’ education, work
experience, and overall background matching the requirement of the job.

While reviewing the resumes, an HR executive must keep the following points in
mind, to ensure better screening of the potential candidates −

• Reason for change of job

• Longevity with each organization
• Long gaps in employment

• Job – hopping

• Lack of career progression

 Conducting Telephonic or Video Interview

Conducting telephonic or video interviews is the second step of screening candidates.

In this process, after the resumes are screened, the candidates are contacted through
phone or video by the hiring manager.

This screening process has two outcomes −

• It helps in verifying the candidates, whether they are active and available.

• It also helps in giving a quick insight about the candidate’s attitude, ability to
answer interview questions, and communication skills.

 Identifying the top candidates

Identifying the top candidates is the final step of screening the resumes / candidates.
In this process, the cream / top layer of resumes are shortlisted, which makes it easy
for the hiring manager to take a decision. This process has the following three
outcomes −
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 • Shortlisting 5 to 10 resumes for review by the hiring managers.
• Providing insights and recommendations to the hiring manager.
• Helps the hiring managers to take a decision in hiring the right candidate.

Step-5
Evaluation and Control
Evaluation and control is the last stage in the process of recruitment. In this process,
the effectiveness and the validity of the process and methods are assessed.
Recruitment is a costly process, hence it is important that the performance of the
recruitment process is thoroughly evaluated.

The costs incurred in the recruitment process are to be evaluated and controlled
effectively.

These include the following −

Salaries to the Recruiters.

• Advertisements cost and other costs incurred in recruitment methods, i.e.,

agency fees.

• Administrative expenses and Recruitment overheads.

• Overtime and Outstanding costs, while the vacancies remain unfilled.

• Cost incurred in recruiting suitable candidates for the final selection process.

• Time spent by the Management and the Professionals in preparing job

description, job specifications, and conducting interviews.

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  Sources

Internal Source of Recruitment

Internal sources of recruitment refer to hiring employees within the organization

internally. In other words, applicants seeking for the different positions are those who
are currently employed with the same organization.

At the time recruitment of employees, the initial consideration should be given to

those employees who are currently working within the organization. This is an
important source of recruitment, which provides the opportunities for the development
and utilization of the existing resources within the organization.

Internal sources of recruitment are the best and the easiest way of selecting resources
as performance of their work is already known to the organization. Internal source of
recruitment includes the following :-

 Promotions

Promotion refers to upgrading the cadre of the employees by evaluating their

performance in the organization. It is the process of shifting an employee from a

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lower position to a higher position with more responsibilities, remuneration, facilities,
and status. Many organizations fill the higher vacant positions with the process of
promotions, internally.

 Transfers

Transfer refers to the process of interchanging from one job to another without any
change in the rank and responsibilities. It can also be the shifting of employees from
one department to another department or one location to another location, depending
upon the requirement of the position.

 Recruiting Former Employees

Recruiting former employees is a process of internal sources of recruitment, wherein

the ex-employees are called back depending upon the requirement of the position.
This process is cost effective and saves plenty of time. The other major benefit of
recruiting former employees is that they are very well versed with the roles and
responsibilities of the job and the organization needs to spend less on their training
and development.

 Job Posting

Internal Advertisements is a process of posting / advertising jobs within the

organization. This job posting is an open invitation to all the employees inside the
organization, where they can apply for the vacant positions. It provides equal
opportunities to all the employees working in the organization. Hence, the recruitment
will be done from within the organization and it saves a lot of cost.

 Employee Referrals

Employee referrals is an effective way of sourcing the right candidates at a low cost.
It is the process of hiring new resources through the references of employees, who

27
are currently working with the organization. In this process, the present employees
can refer their friends and relatives for filling up the vacant positions.

Organizations encourage employee referrals, because it is cost effective and saves time
as compared to hiring candidates from external sources. Most organizations, in order
to motivate their employees, go ahead and reward them with a referral bonus for a
successful hire.

 Previous Applicants

Here, the hiring team checks the profiles of previous applicants from the
organizational recruitment database. These applicants are those who have applied for
jobs in the past. These resources can be easily approached and the response will be
positive in most of the cases. It is also an inexpensive way of filling up the vacant
positions.

Advantages of Internal source of recruitment

Internal sources of recruitment, i.e., hiring employees within the organization, has its
own set of advantages. The advantages are as follows −

• It is simple, easy, quick, and cost effective.

• No need of induction and training, as the candidates already know their job
and responsibilities.
• It motivates the employees to work hard, and increases the work relationship
within the organization.
• It helps in developing employee loyalty towards the organization.

Disadvantages of Internal source of recruitment

Internal sources of recruitment, i.e., hiring employees within the organization, has its
own set of disadvantages.

The disadvantages are as follows −

• It prevents new hiring of potential resources. Sometimes, new resources bring

innovative ideas and new thinking onto the table.

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 • It has limited scope because all the vacant positions cannot be filled.

• There could be issues in between the employees, who are promoted and who
are not.
• If an internal resource is promoted or transferred, then that position will
remain vacant.
• Employees, who are not promoted, may end up being unhappy and
demotivated.

External Source of Recruitment

External sources of recruitment refer to hiring employees outside the organization

externally. In other words, the applicants seeking job opportunities in this case are
those who are external to the organization.

External employees bring innovativeness and fresh thoughts to the organization.

Although hiring through external sources is a bit expensive and tough, it has
tremendous potential of driving the organization forward in achieving its goals.
Internal source of recruitment includes the following :-

 Employment Exchanges

As per the law, for certain job vacancies, it is mandatory that the organization
provides details to the employment exchange. Employment exchange is a government
entity, where the details of the job seekers are stored and given to the employers for
filling the vacant positions. This external recruitment is helpful in hiring for unskilled,
semi-skilled, and skilled workers.

 Employment Agencies

Employment agencies are a good external source of recruitment. Employment agencies

are run by various sectors like private, public, or government. It provides unskilled,
semi-skilled and skilled resources as per the requirements of the organization. These
agencies hold a database of qualified candidates and organizations can use their
services at a cost.

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  Advertisements

Advertisements are the most popular and very much preferred source of external
source of recruitment. The job vacancy is announced through various print and
electronic media with a specific job description and specifications of the requirements.
Using advertisements is the best way to source candidates in a short span and it
offers an efficient way of screening the candidates’ specific requirements.

Advertisement is the best suitable practice for this kind of hiring, because a large
volume of hiring in a short span can be done through Advertisement only.
Advertisement is one of the costliest way to recruit candidates, but when time and
number are important, then advertisement is the best source of recruitment.

 Professional Associations

Professional associations can help an organization in hiring professional, technical, and

managerial personnel, however they specialize in sourcing mid – level and top – level
resources. There are many professional associations that act as a bridge between the
organizations and the job - seekers.

 Campus Recruitment

Campus recruitment is an external source of recruitment, where the educational

institutions such as colleges and universities offers opportunities for hiring students. In
this process, the organizations visit technical, management, and professional institutions
for recruiting students directly for the new positions.

Objectives Of Campus Recruitment

• The main objective of campus placement is identify the talented candidates

before they complete their education.
• To provide employment opportunities to students who are pursuing or in the
final stage of completing the course.

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 • This process reduces the time for an industry to pick the candidates according
to their need.
• It is a cumbersome activity and hence majority of the companies find it
difficult to trace the right talent.

Types of campus recruitment

There are two types of Campus Placement Programs

• On – Campus Placement Drives

In On – Campus placement drives, companies visit colleges to select final year students
and selection depends upon a student’s ability to work-hard, his technical capabilities
and his focus.

• Off – Campus / Pool Campus Placement Drives

In Off – Campus placement drives, recruitment is conducted at a common place that

may be a particular college or a public place where students from different colleges
assemble and take part in the various stages of the campus placement drive. A
number of these drives are advertised as “Job-Fairs”.

Process of campus recruitment

Step-1
Pre – Placement Talk
A presentation about the company will be made during the pre - placement talk.
Basically the presentation includes the information like selection procedure, company's
milestones, organizational achievements, candidate scope of improvement within the
organization if selected, salary, employment benefits. Usually this presentation will end
up with question and answer session, students given chance to ask questions about.

Step-2
Educational Qualification

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Companies who are interested in campus visit for recruitment purpose will have
specific qualification criteria. Qualification criteria include marks or grade range,
specific program. Basically company go for specific professional like MCA, MBA to
recruit those people because their qualification suitable for their criteria.

Step-3
Written Test
Qualified students will undergo a test. This is usually a simple aptitude HYPERLINK
"https://en.wikipedia.org/wiki/Aptitude_test" HYPERLINK
"https://en.wikipedia.org/wiki/Aptitude_test"test HYPERLINK
"https://en.wikipedia.org/wiki/Aptitude_test" but depending on company and the position
looking for, the difficulty level of the test may be at the higher side.
Campuses globally has been using Wheebox Graduate
Employability Test to measure Skills in English Language,
Mathematical Skills, Critical Thinking Skills and IT Coding Skills.
The Wheebox test has been marked as Standard in India for Graduate hiring in
Engineering campuses by many Fortune and Multinational companies.

Step-4
Group Discussion
Most of the companies will have this round as a filtering round. This round may be
or may not be conducted.

A common topic is placed before the group and a formal discussion or knowledge
sharing is expected by the judge. Purpose of this round is to check communication
skills, etiquette of person, listening ability, convincing power, group leadership, leader
or follower and many more thing are evaluated on the basis of requirement or the
particular intention of organization or company. It is very important to keep yourself
updated with latest news and discussion topics for appearing in GD round.

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Step-5
Technical Interview
Based on outcome of above said process, students will further undergo a round called
technical round. This round valuates the technical ability of the student. In most of
the cases this will be an individual round but it may be grouped with the formal
interview.

Step-6
Formal Interview
Final round of the selection process, where the student's stability and his confidence
level towards the particular work will be evaluated. The interview HYPERLINK
"https://en.wikipedia.org/wiki/Interview" focuses on overall personality of the candidate.
The more practical application knowledge a candidate has, the more chances of their
selection increase. So having worked on projects in the industry, internships in
relevant companies and industry visits to brands in the same sector will enhance a
candidate's chance of selection.

Step-7
Post – Placement Talk
After the selection, of the candidate, the officer letter will be given. The company
executive tells about the guidelines related to joining process and about the company’s
policies.

Generally, the typical Campus Recruitment process can be identified.

The number of students is finally selected by the company depends on two major
parameters :-

• The number of students that are able to match the minimum basic
requirements of the company set.
• The organizational requirements in terms of the people required for the coming
fiscal year.

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 o Word of Mouth Advertising

Word of mouth is an intangible way of sourcing the candidates for filling up the
vacant positions. There are many reputed organizations with good image in the
market. Such organizations only need a word – of – mouth advertising regarding a job
vacancy to attract a large number of candidates.

 Modes of Employees

Agro Global has three types of employment to meet the highest order of the
satisfaction level of its customers. These are :-

• Full Time
• HR Contractual
• Internship Programs (IP)

 REQUIREMENT FOR ALL EMPLOYEES

• Age
• Physical Fitness

 RECRUITMENT SOURCES

Agro global resources private limited has gone through several sources in their
recruitment process. It is because of they are trying to search the best brain from the
market that can assist this organization more powerful. They believe in talent
nourishing rather than hiring. It is the place “where brain meets”. So in the HR point
of view, this is going to be more challenging. Basically these are the reasons they
try to focus on various sources.
Sources of Recruitment that Agro Global Resources Private Limited has followed
• Online portals “naukri.com”
When the organization has noticed that they need some people for the specific post,
their first and foremost choice is naukri.com, Basically they give an advertisement to

34
that source and the applicants from all the part of this country have applied regarding
the minimum objectives. Then HR comes up some of them by matched maximum job
description. Then the best CVs are shortlisted and that’s how they come up with the
initial screening.

• Online portals “LinkedIn”

Agro Global resources Private Limited search some experienced senior level candidates
from a professional site LinkedIn. But it is only used for the top level candidates
who are usually passive job seekers.

• Campus placement
Agro Global Resources Private Limited conducted within the educational institute to
provide jobs to the students pursuing or in the stage of completing the program. The
main objective of campus placement is to identify the talented candidates before they
complete their education.
• Internal Referral-
Agro Global Resources Private Limited has gone through with their internal own
resources. They hire the best performer from their own sources for every level of job.

 interview recruitment
An interview is a purposeful exchange of ideas, the answering of questions and
communication between two or more persons. Generally, an interview is a process of
private meeting conversation between people, where questions are asked and answered,
for obtaining information about qualities, attitudes, prospectus etc.
An interview refers to a conversation with one or more persons acting as the role of
an interviewer who ask questions and the person who answers the questions acts as
the role of an interviewee.
The primary purpose of an interview is to transfer information from interviewee to
interviewer. Interviews can be either formal or informal, structure or unstructured.
Interviews can be carried out one – to – one or in groups; they can be conducted over
telephone or via video conferencing.
 How to Interview?
Various researches have proved that organizations that spend more time on
recruitment have benefitted greatly in long term. An important thing to do, when you
are planning for an interview is to think, whom you are interviewing and what kind
of information you want from that person. Hence, you should prepare a list of
questions, which you want to ask, prior to conducting an interview.
Interviewing is both an art and a science. Hence, how to interview is a technique that
every HR professional should learn and try to implement.

35
The following five P’s should be taken into consideration in order to ensure effective
selection and interviewing −
• Prepare
Preparation is the first step of conducting an interview. Prior to interview, the
interviewer should make sure that he / she understands the key elements of the job.
And the interviewer should go through the resume of the candidate for understanding
his / her qualities and efficiencies
• Purpose
The interviewer should have knowledge about the purpose of the interview, why he /
she is conducting it. The interviewer should project the organization as the best place
to work to the interviewee, which helps in selecting the right candidate.
• Performance
An interviewer must identify the attitude, attributes, knowledge and skills of the
applicants, who are needed for the success of the organization. If the requirement is
about special education and technical skills, then hiring high – performing applicants
plays an important role.
• People Skills
The applicant, who comes for an interview, will not be completely transparent. Hence,
it is the job of an interviewer to un – mask the applicant and discover the inner
qualities and skills during the interview. This good practice of hiring will help in
selecting the right candidate for the organization.
• Process
Every interviewer should follow a structured interview process to get better results. A
structured process of interview avoids bias and gives equal and fair chance to all the
applicants. The best way for accomplishing this process is by using the behavioral
based questions and situational questions.

• Importance of Interview
An interview provides an organization the scope to learn more about the applicants,
who come for an interview, while the applicants get an opportunity to become more
familiar with the demands of a given position. Interviews enable both the parties to
exchange information, ask questions and also help in evaluating the potential for
establishing a professional working relationship with the organization.
Interviews help in gathering a wide range of information about the applicants’
attitude, feelings and motivations, which in turn help in the decision – making process
to hire the right candidates.

The following points explain the importance of conducting interviews −

36
 • Interviews help in selecting the right candidate from a group of applicants,
who applied for a job.
• Interviews are a medium to help collect useful information about potential
candidates.
• Information given in the application form or resume is very less. Recruiters
can ask the candidates to provide an elaborate explanation during the
interview.
• A good interviewer gives good impression about the organization, which in
turn increases the goodwill of the organization.
• Interviews also help in promotions and transfers of the candidates, as per the
requirements of the organization.
• Interview Process
Interviewing candidates is the final stage in the recruitment process. Hence, to find
the right person for a specific position, there should be a proper process, that has to
be followed for the right results.
An ideal interview process for selecting the right candidates is as follows −
• Determine the requirements of the job Conduct a thorough job analysis.
• Prepare a specific job description and a job specification.
• Make a plan – how and where to find qualified candidates.
• Collect and review applications and resumes and from them, select the most
potential and qualified candidates for further proceedings.
• Interview the shortlisted candidates based upon the job description and
specification.
• Verify the candidate’s background with the references provided by them.
The HR department can hire the best possible candidates for a vacant job position.

 Selection
Introduction
Employee selection is the process of putting right men on right job. It is a procedure
of matching organizational requirements with the skills and qualifications of people.
Effective selection can be done only when there is effective matching. By selecting
best candidate for the required job, the organization will get quality performance of
employees. Moreover, organization will face less of absenteeism and employee
turnover problems. By selecting right candidate for the required job, organization will

37
also save time and money. Proper screening of candidates takes place during selection
procedure. All the potential candidates candidates who apply for the given job are
tested.

But selection must be differentiated recruitment, though these are two phases of
employment process. Recruitment is considered to be positive process as it motivates
more of candidates to apply for the job. It creates a pool of applicants. It is just
sourcing of data. While selection is a negative process as the inappropriate candidates
are rejected here. Recruitment precedes selection in staffing process. Selection involves
choosing the best candidate with best abilities, skills and knowledge for the required
job

Selection is staffing is the part of the recruiting process that deals with choosing an
employee to hire from among a narrowed – down list of outstanding candidates.
Selection can actually occur several times throughout the recruiting process. Managers
select which candidates to contact based on their resumes, which applicants to

hire for open positions. Understanding the different levels of selection and what to
look for at each level can help you to select the ideal job candidates for long – term
success.

After interviews are conducted, hiring managers and human resources personnel meet
and select a candidate to offer the job to. The team carefully considers the candidates
qualification, assessments and interviews to determine whom to offer the job. If hiring
managers are not satisfied with any of the candidates, the recruiting process may start
again. In most cases, the hiring team has the ability to select a candidate and a job
offer is made. If the candidate declines the job offer, the recruiting process may start
again.

 Benefits
Employee Selection tests have following benefits:

38
  Selection test avoids biasness in selection procedure.
 Selection test helps to minimize the cost and time to be taken by selection
procedure.
 Selection test helps to estimate about the candidate's ability, knowledge and
other proficiency.
 Selection test provides guideline for reference evaluation.
 Selection test compares different candidates on the basis of skills, knowledge
and special abilities possessed by them.
 Selection test provides a basis for selecting the most likely candidate as per
the requirement of job specifications.

 Barriers to effective selection

The main objective of selection is to hire people having competence and commitment.
This objective is often defeated because of certain barriers. The impediments which
check effectiveness of selection are perception, fairness, validity, reliability and
pressure.

• Perception

Our inability to understand others accurately is probably the most fundamental barrier
to select the right candidate. Selection demands an individual or a group of people to
assess and compare the respective competencies of others, with the aim of choosing
the right persons for the jobs. But our views are highly personalized. We all perceive
the world differently. Our limited perceptual ability is obviously a stumbling block to
the objective and rational selection of people.

• Fairness

Fairness in selection requires that no individual should be discriminated against on the

basis of religion, region, race or gender. But the low numbers of women and other
less – privileged selections of the society in middle and middle and senior management
positions and open discrimination on the basis of age in job advertisements and in the
selection process would suggest that all the efforts to minimize inequity have not been
very effective.

• Validity

Validity, is a test that helps predict job performance of an incumbent. A test that has
been validated can differentiate between the employees who can perform well and
those will not. However, a validated test does not predict job success accurately. It
can only increase possibility of success accurately. It can only increase possibility of
success.

39
 • Reliability

A reliable method is one which will produce consistent results when repeated in
similar situations. Like a validated test, a reliable test may fail to predict job
performance with precision.

 Pressure

Pressure is brought on the selectors by politicians, bureaucrats, relatives, friends and

peers to select particular candidates. Candidates selected because of compulsions are
obviously not the right ones. Appointments to public sector undertakings take place
under such pressures.

 Methods
• The interview as a selection method.
• Tests as a selection tool.  The selection interview.

 Selection process
The Selection is a process of picking the right candidate with pre-requisite
qualifications and capabilities to fill the jobs in the organization.

The selection process is quite lengthy and complex as it involves a series of steps
before making the final selection. The procedure of selection may vary from industry
to industry, company to company and even from department to department. Every

40
organization designs its selection process, keeping in mind the urgency of hiring
people and the prerequisites for the job vacancy.

Step-1
Preliminary Interview

The preliminary interview is also called as a screening interview wherein those

candidates are eliminated from the further selection process who do not meet the
minimum eligibility criteria as required by the organization.
Here, the individuals are checked for their academic qualifications, skill sets, family
backgrounds and their interest in working with the firm. The preliminary interview is
less formal and is basically done to weed out the unsuitable candidates very much
before proceeding with a full-fledged selection process.

Step-2
Receiving Application
Once the individual qualifies the preliminary interview he is required to fill in the
application form in the prescribed format. This application contains the candidate data
such as age, qualification, experience, etc. This information helps the interviewer to
get the fair idea about the candidate and formulate questions to get more information
about him.

Step-3
Screening Application
Once the applications are received, these are screened by the screening committee,
who then prepare a list of those applicants whom they find suitable for the
interviews. The shortlisting criteria could be the age, sex, qualification, experience of
an individual. Once the list is prepared, the qualified candidates are called for the
interview either through a registered mail or e-mails.

Step-4
Employment Test
In order to check the mental ability and skill set of an individual, several tests are
conducted. Such as intelligence tests, aptitude tests, interest tests, psychological tests,
personality tests, etc. These tests are conducted to judge the suitability of the
candidate for the job.

41
The following are the type of tests taken : -

 Ability Test
Assist in determining how well an individual can perform tasks related to the job. An
excellent illustration of this is the typing tests given to a prospective employer for
secretarial job. Also called as ‘Achievement Tests’.

It is concerned with what one has accomplished. When applicant claims to know
something, an achievement test is taken to measure how well they know it. Trade
tests are the most common type of achievement test given. Questions have been
prepared and tested for such trades as asbestos worker, punch - press operators,
electricians and machinists. There are, of course, many unstandardized achievement
tests given in industries, such as typing or dictation tests for an applicant for a
stenographic position.

 Aptitude Test
Aptitude tests measure whether an individuals has the capacity or latent ability to
learn a given job if given adequate training. The use of aptitude test is advisable
when an applicant has had little or no experience along the line of the job opening.
Aptitudes tests help determine a person’s potential to learn in a given area. An
example of such test is the general management aptitude tests (GMAT), which many
business students take prior to gaining admission to a graduate business school
programme.
Aptitude test indicates the ability or fitness of an individual to engage successfully in
any number of specialized activities. They cover such areas clerical aptitude,
numerical aptitude, mechanical aptitude, motor co - ordination, finger dexterity and
manual dexterity. These tests help to detect positive and negative points in a person’s
sensory or intellectual ability. They focus attention on a particular type of talent such
as learning or reasoning in respect of a particular field of work.
Forms of aptitude test:

• Mental or intelligence tests

They measure the overall intellectual ability of a person and enable to know whether
the person has the mental ability to deal with certain problems.

• Mechanical aptitude tests

They measure the ability of a person to learn a particular type of mechanical work.
These tests helps to measure specialized technical knowledge and problem solving
abilities if the candidate. They are useful in selection of mechanics, maintenance
workers, etc.

42
 • Psychomotor or skills tests

They are those, which measure a person’s ability to do a specific job. Such tests are
conducted in respect of semi - skilled and repetitive jobs such as packing, testing and
inspection, etc.

 Intelligence Test

This test helps to evaluate traits of intelligence. Mental ability, presence of mind
(alertness), numerical ability, memory and such other aspects can be measured. The
intelligence is probably the most widely administered standardized test in industry. It
is taken to judge numerical, skills, reasoning, memory and such other abilities.

 Interest test

This is conducted to find out likes and dislikes of candidates towards occupations,
hobbies, etc. such tests indicate which occupations are more in line with a person’s
interest. Such tests also enable the company to provide vocational guidance to the
selected candidates and even to the existing employees. These tests are used to
measure an individual’s activity preferences. These tests are particularly useful for
students considering many careers or employees deciding upon career changes.

 Personality test

The importance of personality to job success is undeniable. Often an individual who

possesses the intelligence, aptitude and experience for certain has failed because of
inability to get along with and motivate other people. It is conducted to judge
maturity, social or interpersonal skills, behavior under stress and strain, etc. this test
is very much essential on case of selection of sales force, public relation staff, etc.
where personality plays an important role. Personality tests are similar to interest tests
in that they, also, involve a serious problem of obtaining an honest answer.

 Projective test

This test requires interpretation of problems or situations. For example, a photograph

or a picture can be shown to the candidates and they are asked to give their views,
and opinions about the picture.

 General knowledge test

Now days G.K. Tests are very common to find general awareness of the candidates
in the field of sports, politics, world affairs, current affairs.

 Perception test

At times perception tests can be conducted to find out beliefs, attitudes, and mental
sharpness etc.

43
  Graphology test

It is designed to analyze the handwriting of individual. It has been said that an

individual’s handwriting can suggest the degree of energy, inhibition and spontaneity,
as well as disclose the idiosyncrasies and elements of balance and control. For
example, big letters and emphasis on capital letters indicate a tendency towards
domination and competitiveness. A slant to the right, moderate pressure and good
legibility show leadership potential.

 Polygraph test

Polygraph is a lie detector, which is designed to ensure accuracy of the information

given in the applications. Department store, banks, treasury offices and jewellery
shops, that is, those highly vulnerable to theft or swindling may find polygraph tests
useful.

STEP-5
Interview

The one on one session with the candidate is conducted to gain more insights about
him. Here, the interviewer asks questions from the applicant to discover more about
him and to give him the accurate picture of the kind of a job he is required to
perform.

Also, the briefing of certain organizational policies is done, which is crucial in the
performance of the job. Through an interview, it is easier for the employer to
understand the candidate’s expectations from the job and also his communication skills
along with the confidence level can be checked at this stage.

Types of interview

Depending up the requirements, situations, locations and time, the interviews are
broadly classified into ten different categories. Recruiters should be knowledgeable
enough to understand which type of interview should be used when. The ten different
types of interviews are as follows −  Structured Interview
In this type, the interview is designed and detailed in advance. A structured interview
is pre - planned, accurate, and consistent in hiring the candidates.
• Unstructured Interview
This type of interview is an unplanned one, where the interview questionnaire is not
prepared. Here, the effectiveness of the interview is very less and there is a
tremendous waste of time and effort of both the interviewer and the interviewee.
• Group Interview

44
In this type of interview, all the candidates or a group of candidates are interviewed
together. Group interviews are conducted to save time when there is a large number
of applications for a few job vacancies. A topic will be given to discuss among the
candidates and the interviewer judges the innovativeness and behavior of each
candidate in the group.
• Depth Interview
Depth interview is a semi – structured interview, where the candidates have to give a
detailed information about their education background, work experience, special
interests, etc. And the interviewer takes a depth interview and tries in finding the
expertise of the candidate.
• Stress Interview
Stress interviews are conducted to discover how a candidate behaves in stressful
conditions. In this type of interview, the interviewer will come to know whether the
candidate can handle the demands of a complex job. The candidate who maintains his
composure during a stress interview is normally the right person to handle a stressful
job.
• Individual Interview
In an individual interview, the interview takes place
one – on – one i. e., there will be a verbal and a visual interaction between two
people, an interviewer and a candidate. This is a two – way communication
interview, which helps in finding the right candidate for a vacant job position.
• Informal Interview
Such interviews are conducted in an informal way, i.e., the interview will be fixed
without any written communication and can be arranged at any place. There is no
procedure of asking questions in this type of interview, hence it will be a friendly
kind of interview.
• Formal Interview
A formal interview held in a formal way, i.e., the candidate will be intimated about
the interview well in advance and the interviewer plans and prepares questions for
the interview. This is also called as a planned interview.
• Panel Interview
Panel interview, as the name indicates, is being conducted by a group of people. In
this type of interview, 3 to 5 members of the selection committee will be asking
questions to the candidates on different aspects. The final decision will be taken by
all the members of the panel collectively.
• Exit Interview
Exit interviews are conducted for those employees who want to leave the
organization. The importance of the exit interview is to discover why an employee
wants to leave his job.

45
STEP-6
Reference Checking

The firms usually ask for the references from the candidate to cross check the
authenticity of the information provided by him. These references could be from the
education institute from where the candidate has completed his studies or from his
previous employment where he was formerly engaged. These references are checked
to know the conduct and behavior of an individual and also his potential of learning

new jobs.
STEP-7
Medical Examination
Here the physical and mental fitness of the candidate are checked to ensure that he
is capable of performing the job. In some organizations, the medical examination is
done at the very beginning of the selection process while in some cases it is done
after the final selection.
Thus, this stage is not rigid and can take place anywhere in the process. The medical
examination is an important step in the selection process as it helps in ascertaining
the applicant’s physical ability to fulfill the job requirements.

STEP-8
Final Selection
Finally, the candidate who qualifies all the rounds of a selection process is given the
appointment letter to join the firm. Thus, the selection is complex and a lengthy
process as it involves several stages than an individual has to qualify before getting
finally selected for the job

46
 Chapter-3

Research Methodology

 Objectives of the study

 Limitations of the study

47
What is Research Methodology?

Methodology is the systematic, theoretical analysis of the methods applied to a field of study.
It comprises the theoretical analysis of the body of methods and principles associated with a
branch of knowledge. Typically, it encompasses concepts such as paradigm, theoretical
model, phases and quantitative or qualitative techniques.

Research design

A research design is pattern or an outline of a research project is working. It is a statement of

only the essential elements of a study, which provide the basic guidelines for the detail of the
project. It comprises a series of prior decisions that taken together provide a master plan for
executing a research project. A research design serves as a bridge between what has been
established i.e. the research objective and what done, in conduct of the study to realize those
objectives. If there were no research design, the research would have only foggy notion about
what is to be done. There are numerous specific designs, which can classify into three broad
categories.

Research design is the conceptual structure within which the research would conduct. In fact,
it is the general blueprint for the collection, measurement, and analysis of data. As far as the
project is concerned, our study focuses on the following design:

 Exploratory Research Design:

48
The objective of our exploratory research is to find new ideas of relationships between several
facts. The exploratory research includes the expert’s opinion with the help of the company
personnel and an interview with customers.

 Descriptive Research Design:

Descriptive design is a sound basis for making predictions pertaining to the specific marketing
practices, which is a part of the conclusive research. Its main aim is to collect data with a
definite purpose, which makes the facts practical and valuable. The descriptive research data
would collected by secondary data sources like books, websites.

 Universe & Survey Population

The research is totally based on the population i.e. employees working in a Agro global
resources Pvt. Ltd. The research contains some questionnaire, on that basis we analyse about
the working condition in India that on which level employees gets job satisfaction.

In this study, the Probability Sampling type is used for the research because in probability

Collection of Data

Data collection is an important aspect of any type of research study. Inaccurate data collection
can impact the results of a study and ultimately lead to invalid results. Data can be defined as
the quantitative or qualitative values of a variable. Data can be numbers, images, words,
figures, facts or ideas. Data in itself cannot be understood and to get information from the
data one must interpret it into meaningful information. There are various methods of
interpreting data. Data sources are broadly classified into primary and secondary data.

 Primary data

Primary data is the data observed or collected directly from first-hand experience. Primary
data has not been published yet and is more reliable, authentic and objective. Primary data has

49
not been changed or altered by human beings; therefore its validity is greater than secondary
data.

This data is gathered from first-hand information source i.e. through a Questionnaire by the
researcher, this data collection from employees, managers, clerks etc.,

 Secondary data

Secondary Data is the data collected from a source that has already been published in any
form.

Sampling :

Sampling is the selection of a subset of the population of interest in a research study. In the
vast majority of research endeavors, the participation of an entire population of interest is not
possible, so a smaller group is relied upon for data collection.

Review of literature

The review of literature in any research is based on secondary data mostly from websites.

Analysis Pattern

Analysis of data refers to the analyzing and interpreting the data collected. The primary data
is collected through questionnaire, personal observation and the collected data is analyzed
through graphical representation with the help of:-

 Pie-Chart

A diagram consisting of a circle divided into parts to show the size of particular parts in
relation to the whole. In other words, a pie chart is a circular statistical graphic which is

50
divided into slices to illustrate numerical proportion. In a pie chart the arc length of each slice
is proportional to the quantity it represent.

Sample information

Area of study Study area is confined to the

employees of Agro global
resources Private Limited

Collection  Primary data(questionnaire)

 Secondary data(Library,
Books, Websites)

Analysis Pie chart

Sampling Random sampling

51
 Types of questionnaire Structured

Sample size 20respondents (employees)

Methods of data collection Questionnaire Method

 Objectives of the study:

General objectives

• To study the recruitment and selection process at Agro global

• To know about the HR functions and processes at Agro Global.
• To get an overall idea about the management functions and operation
strategy of Agro global.

Specific objectives

• To be familiar with the HR Management at Agro Global.

• To gather comprehensive practical knowledge on the recruitment and
selection process and to know how Agro Global works at operational level

52
 • To suggest improvement in company.

 Limitations of the study

The officers are very co-operative but they are too busy to give me time to get
knowledge about practical activities. Moreover, they have to deal in a very
competitive environment based on money related activities. I had to prepare this report
alone.

Every task has some limitations. I faced some usual constraints during the course of
my Internship. These are as follows :-

➢ Shortage Of Time

53
The time constraint of the study hindering the course of vast area.

➢ Busy Working Environment

The officials had sometimes been unable to provide information because of their huge
routine work.

➢ Lack Of Sufficient Well Informed Officials

Many officials of the branch are not well informed about different systems of Agro
Global. They know but less. I had to face much difficulty to collect this information.

➢ Insufficient Data

Some desired information could not be collected due to confidentially of business.

➢ Confidential Issues

Human resource department maintains very much confidential about their activities and
internal information

54
 Chapter-4

Data analysis and interpretation

1) data interpretation

A questionnaire was prepared for the purpose of getting feedback from employees and
manager regarding “recruitment and selection” of their Company. 20 employees are
selected from different department and were distributing questionnaire for the purpose
of the study.

55
2) Analysis Of Data

The analysis of the data is done as per the survey findings. The percentage of the
people opinion were analysed and expressed in the form of chart and have been
placed in the next few pages.

Question- 1 Which of the sources of recruitment and selection are used in

Agro global ?
 Internal
• External

Options INTERNAL EXTERNAL TOTAL

Responses 02 18 20

56
 Percentage 10% 90% 100%
Pie chart 4.1

10%

external
internal

90%

Interpretation: From above data we can say that most of the employees are
recruited from external source of recruitment and a very few employees are
recruited from internal sources .

Question- 2 Which of the following external sources are used for recruitment in
Agro Global ?

• Advertisement
• Internet
• Campus recruitment
• Consultancies

57
 • All of the above
Options Advertisement Internet Campus Consultancie All of Total
recruitment s the
above
Responses 5 3 2 8 2 20
Percentage 25% 15% 10% 40% 10% 100%

Pie Chart 4.2

10%
25%
advertisement
internet
campus recruitment
40% consultamcies
15% all of the above

10%

Interpretation:- From the above data we can say that consultancies about
recruitment is taken by the agro global for most of the recruitments in the
company.

Question- 3 Which form of recruitment and selection are used in Agro Global ?

• Centralized
• Decentralized

58
Options Centralised Decentralised Total
Responses 02 18 20
Percentage 10% 90% 100%
Pie chart 4.3

10%

centralised
decentralised

90%

Interpretation: From Above data we can say that about 10 Percent of the recruitments and
selection are made in the centralised form and 90 Percent are made in decentralized manner

Question- 4 Are you satisfied with the recruitment process ?

• Yes

59
 • No

OPTIONS YES NO TOTAL

Responses 16 04 20
Percentage 80% 20% 100%
Pie chart 4.4

20%

yes
no

80%

Interpretation: From above data we can say that most of the employees are satisfied with
recruitment process and only 20 Percent are not satisfied.

Question- 5 Which of the following methods does Agro global uses during selection
?

60
 • Written
• Group discussion
• Personal interview
• Group discussion and personal interview
• All of the above
Options Written GD PI Gd & PI All of the Total
above
Responses 01 03 06 08 02 20
Percentage 05% 15% 30% 40% 10% 100%
Pie chart 4.5

10% 5%
15%
written
GD
PI
GD&PI
40%
All of the above
30%

Interpretation : From above data we can say that Agro global relies on GD and PI method for
selection mostly and Around 30percent employees are selected through PI method.

Question- 6 Are you satisfied with the selection process ?

61
 • Yes
• No

OPTIONS YES NO TOTAL

Responses 16 04 20
Percentage 80% 20% 100%
Pie chart 4.6

20%

yes
no

80%

Interpretation: From above data we can say that 80 Percent employees are
satisfied and 20 Percent employees are not satisfied with selection process.

62
Question- 7 Do you think innovative techniques like stress test, psychometric test
and personality test should be used for selection ?

• Yes
• No

OPTIONS YES NO TOTAL

Responses 04 16 20
Percentage 20% 80% 100%

Pie chart 4.7

20%

yes
no

80%

Interpretation: From above data we can observe that most of the employees
are against use of techniques like stress test , psychometric test and personality
test for selection .

63
Question- 8 Does your company follow different recruitment employment process
for different grades of employment ?

• Yes
• No

OPTIONS YES NO TOTAL

Responses 20 00 20
Percentage 100% 00% 100%
Pie chart 4.8

yes
no

100%

Interpretation :From above data we can say all the employees agree that
different technique are used for recruitment, employment process for different
grades

64
Question- 9 How do you rate HR practices of the company ?
 Excellent
 Good
 Average
 Bad

OPTIONS RESPONDENTS IN PERCENTAGE

Excellent 10 50%
Good 08 30%
Average 01 10%
Bad 01 10%
TOTAL 20 100%
Pie chart 4.9

10%
10%
excellent
Good
50%
Average
Bad
30%

Interpretation: from above data we can find 50percent employees feel

excellent about HR policies of company and 30percent find it good. Aggregate
of both prove 80percent of employees are happy with HR policies.

65
Question-10 Is there any contact signed by employees while joining the organization
?

 Yes

 No

OPTIONS RESPONDENTS IN PERCENTAGE

Yes 18 90%
No 02 10%
Total 20 100%
Pie chart 4.10

10%

yes
No

90%

Interpretation: from above data we can say that 90 Percent of the employees
are hired on contract basis and only 10percent of employees aren’t hired on
contract basis.

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Question-11 Are you comfortable with the HR policies of the company ?

OPTIONS RESPONDENTS IN PERCENTAGE

Yes 18 90%
No 02 10%
TOTAL 20 100%

 Yes
 No

Pie chart 4.1

10%

yes
No

90%

Interpretation: From above data we can say

that:

 90percent employees are comfortable

with company’s HR policies.
 Only a minor portion of employees is not
comfortable with the policies.

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 Chapter-5
 Findings
 Conclusions
 Suggestions

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 Findings
The collected data are analysed and general observation has proven that Agro global
has done remarkable job in its Human Resource Department.

The main findings are as follows :-

• In Agro Global employees feel that the HR Department is good.

• The recruitment and selection process is decentralised.
• About 90% of the employees are satisfied with the recruitment and
selection process.
• Most of the managers prefer personal interviews.
• Mostly external sources of recruitment are considered
• About 90% of employees feel that they are comfortable working with
the current HR Policies of the company and 10% feel that they need
some changes in the policies. The policy of the company is to submit
one of the original educational documents and cannot leave the
company for 1 year, if done so then they have to pay a sum of Rs.
1,00,000 to the company to get the certificate back, which some of the
employees find unnecessary and also risky.

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 Conclusion

Every company looks for an employee, who can work effectively. They are in search
of a person who has the maximum skills required for the job. After selecting the right
person, the company’s main aim is to place that person at the right job. The main
strength of any company is its employees. Effective workers are the best route to
success. For this reason, company’s strives to attract and hire the best, and to provide
the best place to work.

Some of the biggest and most constant challenges that plague organization is people
related because they don’t place more emphasis on getting the recruitment process
right. If they get the right person in the right job at the right time, bottom – line and
many other business benefits are immediate, tangible and significant. If they get the
wrong person in the wrong job, then productivity, culture and retention rates can all
take a hit in a big way.

Agro Global has competent and committed workforce, still there are scope for more
improvements. To ensure that company recruits the right people, it has to identify
essential skills and behaviours that applicants should be a Job Description outlining
typical duties and responsibilities and a person specification defining personal skills
and competences. The emphasis should be on matching the needs of the company to

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the needs of the applicants. This would minimize employee turnover and enhance
satisfaction.

It is important for the company to have a clear and concise recruitment policy in
place, which can be executed effectively to recruit the best talent pool for the
selection of the right candidate at the right place quickly. Creating a suitable
recruitment policy is the first step in the efficient hiring process. A clear and concise
recruitment policy helps ensure a sound recruitment process.

Suggestions

From the findings I can suggest Agro Global following things for more effectiveness of
recruitment and selection process and HR policies : -

• Recruitment must be done by analysing the job firstly which will make it
easier and will be beneficial from the company point of view.
• More emphasis should be given on internet and advertisement so that more
and more candidates can apply for the jobs and it will be easy to find the
Right employee among them.

• The recruitment and selection procedure should not be too lengthy and time
consuming.
• Company should try to use the internal recruitment process first because it
incurs less cost and acts as a motivational factors to the employees.
• Provide training to employees so that they get better knowledge, skills and
attitude.

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 • Company should amend some parts of their HR policies for better
effectiveness.

72
 Bibliography

Bibliography
1. Website:

• www.wikipedia.org
• www.waggapure.com
• www.toppr.com
• www.wikipedia.org
• www.zaubacorp.com
• www.byjus.com

2. Books

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• Human resource management by sargun ahuja
• Ashwathappa. K-Human Resource Management
• C. B. Mamoria-Human Resource Management

3.Magazines

• Bloomsberg
• The economist
• Time magazine

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 ANNEXURE

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 Annexure

I am student of BBA (Hindu College, Sonipat) . As I am doing summer Project on

“Recruitment and selection “ , I solicit your response to fill up my questionnaire. Your
response shall be keeping confidential and shall be use for any academic purpose only it shall
take 5-10minutes .

Profile:

Name:

Age:

Designation:

Qualifications:

Questionnaire

1. Which of the sources of recruitment and selection are used in Agro Global?
 Internal
 External

2. Which of the following external sources are used for recruitment in Agro global?
 Advertisement
 Internet
 Campus recruitment
 Consultancies
 All of the above

3. Which form of recruitment and selection are used in Agro global?

 Centralized
 Decentralized

4. Are you satisfied with the recruitment process?

 Yes
 No

5. Which of the following methods does Agro global uses during selection?
 Written
 Group discussion
 Personal interview

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  Group discussion and personal interview
 All of the above

6. Are you satisfied with the selection process?

 Yes
 No

7. Do you think innovative techniques like stress test, psychometric test and personality
test should be used for selection?
 Yes
 No

8. Does your company follow different recruitment, employment process for different
grades of employment?
 Yes
 No

9. How do you rate HR practices of the company

 Excellent?
 Good
 Average
 Bad

10. Is there any contract signed by employees while joining the organization?
 Yes
 No

11. Are you comfortable with the HR policies of the company?

 Yes
 No

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