A STUDY ON EFFECTIVENESS OF RECRUITMENT AND

SELECTION PROCESS, ALPHA ENGINEERING PTE LTD,

CHENNAI (ADAYAR)

By

ADHITHYA CHANDRAM R

511320631002

A PROJECT REPORT

Submitted to the

FACULTY OF MANAGEMENT STUDIES

In partial fulfillment for the award of the degree

Of

MASTER OF BUSINESS ADMINISTRATION

ANNA UNIVERSITY

CHENNAI 600 025

SEPTEMBER 2022

1
BONAFIDE CERTIFICATE
It is to certify that, the project report titled “A STUDY ON EFFECTIVENESS OF
RECRUITMENT AND SELECTION PROCESS, ALPHA ENGINEERING PTE LTD,
CHENNAI (ADAYAR)” is the bonafide work of Mr.ADHITHYA CHANDRAM
(511320631002) who carried out the work under my supervision. Certified further to the best
of my knowledge and the work reported herein does not for any part of other project report or
dissertation on the basis of which a degree or award was conferred on an earlier occasion on
this or any other candidate.

SIGNATURE OF GUIDE SIGNATURE OF HOD

Ms.M.Devika Mrs.M.Gayathri
Assistant Professor, Head of the Department,
Department of Management Studies Department of Management
Studies
Kingston Engineering College, Kingston Engineering College,
Vellore – 632 059 Vellore – 632 059

Submitted for the university project’s Final Viva-Voce held on: _____________________

INTERNAL EXAMINER EXTERNAL

EXAMINER

2
DECLARATION
I hereby declare that, the project entitled “A STUDY ON EFFECTIVENESS OF
RECRUITMENT AND SELECTION PROCESS, ALPHA ENGINEERING PTE LTD,
CHENNAI (ADAYAR)” is an original work done by me submitted in partial fulfillment of
the requirement for the award of “MASTER OF BUSINESS ADMINISTRATION” of
ANNA UNIVERSITY, CHENNAI, TAMIL NADU.

Place: Vellore Name of the student: ADHITHYA CHANDRAM R

Date: Register No: 511320631002

3
ACKNOWLEDGEMENT

First of all, I would like to express my deepest gratitude and respect to my college

Chairman Thiru. D. M. KATHIR ANAND, M.B.A (U.S.A), MP, Vellore Constituency,

for giving me a wonderful opportunity to be a part of this esteemed institution, and providing

me with the best facilities and environment to work towards my goal.

I am so grateful to our Principal, Dr. U.V.ARIVAZHAGU, M.E., Ph. D., for being

the pillar of strength and a huge motivating factor not only towards my project but, all

through my college life.

I am extremely indebted to our Head of the Department Mrs.M.GAYATHRI, MBA

for her cordial support, and giving me the valuable information for the entire project work.

She guided me from the beginning, which greatly helped in completing my report through

various stages.

I am obliged to my guide Ms.M.DEVIKA, MBA of my department for her valuable

information and guidance throughout my project. She stood as a great support and I am

grateful for her cooperation during the period of my project work.

4
ABSTRACT

This study is basically to understand the effectiveness of the recruitment and its process and
organizational support for the better meant of the knowledge. The effectiveness of
recruitment has become increasingly popular as a measure for identifying the process of
recruitment in the organization and as a tool for developing recruitment process. There is
little empirical research that substantiates the efficacy of recruitment in this organization. The
purpose of this research is to conduct an empirical study to identify the critical aspects of the
employee selection process that can influence the decision based on different perspectives of
the participants such as, hiring members, successful applicants as well as unsuccessful
applicants.

5
TABLE OF CONTENTS

CHAPTER COMPONENTS PAGE NO

1.1 Introduction 1

1.2 Scope of the Study 3

1. Introduction 1.3 Statement of the problem 4

1.4 Objectives of the Study 5

1.5 Research Methodology 6

2. Profiles 2.1 Industry Profile 12

2.2 Company Profile 15

3.1 Conceptual and theoretical review

20
3. Literature Survey 3.2 Research review
2

4. Data Analysis 4.1 Analysis Part – I 27

And Interpretation 4.2 Analysis Part - II 47

5.1 Findings 51

5.2 Limitations 52
5. Conclusions
5.3 Conclusion 53

5.4 Suggestions 54

References Bibliography 60

6
CHAPTER 1

7
1.1 INTRODUCTION TO THE STUDY

The study was conducted in ALPHA ENGINEERING PTE LTD, Puducherry to find the
effectiveness of recruitment and selection process. Recruitment and selection process is a
crucial factor in any organization for selecting the right person for the right job. The study
intends to find how effectively recruitment and selection process followed in the
organization. The study on effectiveness of recruitment and selection process provides the
organization to know how effectively the process is going on because attrition rate is one of
the major factors in call center An employee is an individual who works in an organization
and employing a good employee will definitely impact positively to the organization.
Recruitment and selection is the process of identifying the need for a job, defining the
requirements of the position and the job holder, advertising the position and choosing the
most appropriate person for the job. In addition, the process of Recruitment and Selection in
Human Resource Management (HRM) refers to locating and encouraging the potential
applicants so as to pick one who has relevant qualifications and skills to fit for a job role in
the organization. Both these processes (Recruitment and selection) play a very significant
role in finding the Best Fit of Employee for the organization. Concisely, it will be good to
note that both activities, (Recruitment and Selection) are integrated to each other because as
soon as recruitment stops, the selection process begins immediately and immensely. Thus, in
order to employ the best suitable candidates and avoid fallacious conclusions, most HR
practitioners employ the use of recruitment and selection process in order to achieve the best
optimum result.

8
OBJECTIVES OF THE STUDY
 To study the existing recruitment and selection process the organization is using.
 To study various factors involved in recruitment and selection process.
 To study the methods and techniques used in recruitment and selection process.
 To study and identify how the present process affect organizational outcomes.
 To find employers and employees opinion about present process and provide a suggestion
for improvement.

9
RESEARCH METHODOLOGY

DATA COLLECTION:

Sources of data collection:

PRIMARY DATA

Primary data are collected afresh and for the first time. It is the data originated by the
researcher specifically to address the research problem.

In this study, primary data is collected primarily to understand the existing

recruitment and selection process the organization is using.

SECONDARY DATA

Secondary data is collected from internet, registers, records, journals, articles, magazines
and annual reports of the organization

DATA COLLECTION INSTRUMENT:

Questionnaire Design begins with an understanding of the capabilities of a

questionnaire and how they can help in research. If it is determined that a questionnaire is to
be used, the greatest care goes into the planning of the objectives.

DATA SAMPLING:

Data sampling process includes the following steps that are sequentially shown

 Define the Target Population

 Define the Sampling frame
 Determine the sample size
 Execute the sampling process

10
Sample Size Design

It refers to the number of elements to be included in the study. A sample

design is a definite plan for obtaining a sample from a definite population. It refers to the
technique or the procedure the researchers would adopt in selecting items for the sample. It is
determined before data is collected. In this study

 50 samples is collected from the employers.

 50 samples is collected from employees.

Sampling Process

Convenience Sampling: A convenience is obtained by selecting convenient

population units. The method of convenience sampling is also called the chunk. A chunk
refers to that fraction of the population being investigated which is neither by probability nor
by judgement but by convenience.

TOOLS FOR ANALYSIS:

 Percentage Analysis
 Chi-square analysis
 Correlation
 F-test

PERCENTAGE ANALYSIS:

In percentage analysis, charts like bar chart and pie charts are used to graphically
represent the results from percentage analysis of the questionnaire

Chi-Square Analysis

The chi-square is one of the most widely used non-parametric tests in statistical
work. The Chi-Square was first used by Karl Pearson in the year 1900.
It is defined as

x2= Σ [O-E] 2/E

11
 Chi-square test is applicable to a very large number of problems in practice. With the
help of this test we can find out whether two or more attributes are associated or not.

Correlation:

Correlation analysis deals with the association between two or more variables.
Correlation does not necessarily imply causation or functional relationship though the
existence of causation always implies correlation. By itself it establishes only co variation. In
this research rank correlation was used.The formula used to finn rank correlation is

R= 1- 6 Σ D2 / N3 -N

F-Tes

F-test is used to find out whether the two independent estimates of population differ
significantly or whether the two samples may be regarded as drawn from the normal
populations having the same variance.

F is defined as

F= S12 / S22

12
CHAPTER 2

13
COMPANY PROFILE

ALPHA ENGINEERING PTE LTD— As an Organisation under Study

Recruitment function of HR department in Marine companies is taking much attention due to

attrition rate. ALPHA ENGINEERING PTE LTD is not out of the order in this respect. In
this organisation attrition rate is 45-50 percent. To find out the reasons for this, a study is
conducted to find the effectiveness of recruitment and selection process.

About ALPHA ENGINEERING PTE LTD

On Jan 26, 2007, Alpha acquired 100 per cent individual shares.  it is one of the Leading
Marine company in chennai, we very specialist in Ship Building and piping works and
structural works.

Value Proposition

Alpha is a leading chennai Slandered Marine Business, we have more then 70

Employees in chennai marine sector.

Solutions,People,Innovation.
Three simple words that say who Alpha is, what they do and how Alpha does it.

Seamless. Professional. Invaluable.

For more than 3 clients in chennai , Alpha is improving operating efficiency, lowering
costs, and strengthening competitive positioning in their respective marketplaces.

Security. Precision. Integrity.

Internationally respected standards and methodologies provide a base line for every
project it takes on (ISO 45001:2018 and Bizsafe Level Star).

Specialists. Partnerships. Intelligence.

Need a strategic International partner? It responds to your complex content management

needs with holistic, custom-created solutions that exceed our expectations, both today and for
the long term.

14
Brand Story

On April 3, 2007, ALPHA ENGINEERING PTE LTD renewed its brand and became
simply Alpha.  Its new brand moves us from four distinct businesses to a single brand and is
designed to showcase the growing array of high quality services.

Its brand is the visual expression of what they do and how they do things. It not only
represents its brand promise: "Alpha is a leading Shipyard .  It delivers valuable and Ship
Building and own fabrication ," it also reflects the essence of who they are, its aspirations,
and what drives its business.

Global Presence: (Global Platform. Total Quality) 

Spanning the United States, Europe, and Asia, SPi has built a robust and scalable
international operating platform.

Publishing (Global Resources. Customer-Centric Solutions)

SPi seamlessly blends years of in-depth domain knowledge with global resources and
the latest technologies to offer end-to-end editorial, content production and business process
outsourcing solutions. Its clients include a wide variety of publishers, including not-for-
profits, university presses, commercial and database publishers, as well as content
aggregators.

Need a strategic content outsourcing partner?

Its unique onshore/offshore business model ensures that it can consistently deliver
high quality, cost-effective, end-to-end publisher-specific solutions in the following areas:

 Journal Solutions

 Book Solutions

 Content & Information Solutions

SPi have a long history of partnering with its clients. Its wide array of publishing
solutions support the creation, conversion, enhancement, management and presentation of its
clients' information, whether in print, electronic, or database format.

With its broad industry and process knowledge, robust tools, time-tested
methodologies and scaleable technology and facilities, it routinely delivers results that
enhance the value of all types of published and enterprise content for our clients.
15
Concerned about quality

It delivers peace of mind. Our credentials speak for themselves:

 ISO 45001: 2018

 Bizsafe level star

Client List

Alpha has over 3 global clients, ranging from Fortune 1000 companies to internationally
respected professional societies and associations, law firms, universities, and government
agencies.  Their selected client list speaks for itself. Accruent ,American Association of
Petroleum Geologists ,American Geophysical Union ,American Institute of
Physics ,American Speech-Language-Hearing Association ,Cambridge University Press,
McGraw-Hill ,Oxford University Press ,Springer ,University of Chicago Press ,University of
Michigan ,Yale University Press.

ALPHA ENGINEERING PTE LTD in India

ALPHA ENGINEERING PTE LTD entered Indian market by acquisition of KOLAM

software in Pondicherry. ALPHA ENGINEERING PTE LTD have their other subsidiary in
Delhi, Chennai, Kolkata and Coimabatore.Their clients for Indian operations are
Springer,Elsavier,Tata Mcgraw Hills and Oxford University Press.Coimbatore subsidiary
deals with Medical transcription.

ALPHA ENGINEERING PTE LTD in Pondicherry

SPis Indian headquarters is Pondicherry facility. The total number of employee working in
Pondicherry facility is 769, working under three shifts. The reason behind launching their
subsidiary in Pondicherry was:

 Pondicherrys location

 Low cost of living was taken in to consideration.

 Pondicherry governments schemes like tax holidays

 Less competition .ALPHA ENGINEERING PTE LTD has only one competitor in
Pondicherry, Integra software.

16
HR Team

Human resource department is in Pondicherry. It holds a centralised function for all the
other ALPHA ENGINEERING PTE LTD subsidiaries (except Coimbatore facility). The HR
team is lead by the senior manager . He is next to vice president — Indian operations in the
hierarchy. He leads a HR team of four managers (recruitment, Pondicherry), four assistant
manager and four executive.

HR Functions

Human resource department play a major and vital role in the company. HRD is in
Laporte Street, Pondicherry. All the HR related function for Indian operation is take care by
this department in Pondicherry. They practice a centralized function. Some of the HR
functions in ALPHA ENGINEERING PTE LTD are:

 Human resource planning

 Job analysis and design

 Recruitment

 Selection

 Orientation and placement

 Training and development

 Performance appraisal and job analysis

17
CHAPTER 3

18
3.1 CONCEPTUAL AND THEORETICAL REVIEW

Recruitment Definition

Recruitment refers to the process of finding possible candidates for a job or function,
usually undertaken by recruiters. It also may be undertaken by an employment agency or a
member of staff at the business or organization looking for recruits. Advertising is commonly
part of the recruiting process, and can occur through several means through online,
newspapers, using newspaper dedicated to job advertisement, through professional
publication, using advertisements placed in windows, through a job center, through campus
interviews, etc.

Recruitment Meaning

 Employing the right staff is an important human resource challenge faced by all
employers.
 Recruitment is an expensive business, which includes the cost of advertising and the
cost of current employees time interviewing and selecting the right candidate.
 Good recruitment and selection can result in:
a] reduced labour turnover

b] reduced absence

c] reduced stress levels

 A recruitment process should be:

a] efficient - cost effective in method and sources

b] effective - producing enough suitable candidates

c] fair - ensuring that decisions are made on merit without discrimination.

19
Recruitment and Selection

Definition

Recruitment is the process of identifying and attracting a group of potential

candidates from within and outside the organization to evaluate for employment. Once these
candidates are identified, the process of selecting appropriate employees for employment can
begin.

Recruitment and Selection Practices

Better recruitment and selection strategies result in improve organizational

outcomes. The more effectively organizations recruit and select candidates, the more likely
they are to hire and retain satisfied employees.

Purpose

a) The objectives of this study were to:

1. Identify general practices that organizations use to recruit and select employees.

2. Determine which recruitment and selection practices are most effective.

3. Determine how the recruitment and selection practices affect organizational

outcomes.

b) Recruitment is the process of identifying and attracting potential candidates from

within and outside an organization to begin evaluating them for future employment. Once
candidates are identified, an organization can begin the selection process. This includes
collecting, measuring, and evaluating information about candidates qualifications for
specified positions.

The study, based on survey results from 162 members of the DDI HR Benchmark
Group, addresses the following issues.

a. General recruitment and selection profiles.

b. Recruitment strategies.

c. Organizational offerings and their impact on prospective employees.

d. Current and future selection practices.

20
 f. Outsourcing recruitment and selection activities.

g. Barriers to effective recruitment and selection.

General Profile

a) Findings Overview

Although internal candidates typically stay in positions and are more successful than
external candidates, organizations fill positions with external candidates, on average, 13
percent more often than internal candidates.

In the next two years:

a.75 percent of the organizations surveyed plan to increase spending on recruiting.

b.68 percent of the organizations plan to increase their spending on selection.

c.Almost half of the organizations plan to significantly change their current approach
to both recruitment (47 percent) and selection (41 percent) within the next two years.

Recruitment Strategies

a) Findings Overview

Organizations were asked what strategies they use to recruit both

managerial/professional and non management candidates.

a. For recruiting managerial/professional candidates, the Internet is the most popular

advertising medium, used by 76 percent of the organizations surveyed.

b. Organizations regularly utilize internal resources (e.g., internal job postings and
employee referrals) when recruiting both internal and external candidates.

c. Different kinds of agencies are used to recruit for positions at different levels.

i) Temporary and government agencies are used mainly to recruit non

management candidates.

21
 ii) Employment agencies, colleges, and professional organizations are used more
often to recruit managerial/professional candidates.

Organizational Offerings

The quality of an organizations offerings affects its ability to attract job candidates.

a. Organizations believe they offer candidates a strong company reputation (69

percent) and high-quality benefits packages (65 percent) and learning opportunities (55
percent).

b. Many organizations do not offer stock options (37 percent) or child care options (36
percent).

Best Practices

Organizations with the most effective recruiting strategies were 15 to 19 percent

more likely to offer candidates high-quality options such as:

Potential for advancement, Company reputation, Stocks, Benefits package etc.

Current and Future Selection Practices

a) Findings Overview

Organizations were asked to indicate how extensively they use several selection
practices and how much they anticipate using them in the future.

a. Most organizations make extensive use of applications (89 percent), manual resume
screening (80 percent), and reference checks (75 percent) in their selection systems.

b. Less than 20 percent of organizations currently use testing or assessment methods

extensively in their selection process

22
Barriers to Effective Recruitment and Selection

a) Findings Overview

The surveyed organizations report that the top barriers to effective recruitment and
selection of candidates are:

a. Shortage of qualified applicants (62 percent).

b. Competition for the same applicants (62 percent).

c. Difficulty finding and identifying applicants (48 percent).

Search & Selection

Introduction

The search and selection process is the foundation for all future employee relations
activities. As such, a considerable amount of employee resources is rightfully spent on
working on screening committees and in hiring employees. This document has been
developed to assist hiring supervisors, committee members and others in defining effective
search and selection processes, thereby maximizing the efforts to identifying and attracting
the best candidates.
Planning

As will become evident in further review of this document, planning is an essential

component to nearly every step of the search and selection process. We must plan the way the
position can meet the needs of the department while appropriately using available resources,
plan a recruitment strategy, and plan a screening strategy and, finally, a selection strategy.

Needs assessment

The first step in any process is to determine the goals that you would like to
accomplish. In Search and Selection, this process usually takes one of two forms:

23
An addition to staff

In the event that the job is new and has not been graded before, it will be necessary
for the supervisor to complete the Position Analysis Questionnaire, which will identify the
job responsibilities and competencies required, as well as aid in establishing the appropriate
salary grade for the position.

A replacement of staff.

The time when a current employee vacates an existing position can be an optimal
time to review the organization and determine if a reallocation of position responsibilities is
appropriate. Often, a juggling of responsibilities within a unit can create promotional
opportunities, new skills, job enrichment and could better match the remaining incumbents
skills with the skills required for the position.

Identification of minimum requirements and preferred qualities

During the posting and recruitment process, the college identifies and announces
minimum requirements for fulfilling the responsibilities of the position as well as those
qualities which the supervisor believes will lead to further success in the position.

Development of Screening Materials

Once the position requirements and preferred qualities are identified, it should be
easy for the supervisor to identify the screening questions. Since the committee should only
be asking questions which related to the decision of who to forward to the supervisor in the
next step of the process, the only topics the committee needs to address are those which have
been identified by the supervisor as being either preferred or necessary qualities (as defined
in the Notice of Vacancy).

The interviews with the candidates

As addressed previously, the interview questions should cover specific areas of

concern. In the previous section, sample interview questions are offered for the hiring
supervisor in developing the interview questionnaire. Similar to developing the rating scale in

24
the paper review process, the supervisor will assign maximum point values to each question,
based on their relative importance to other criteria being reviewed.

Qualities that could fall into this category include:

 ability to adapt to change

 ability to display a positive outlook
 ability to follow instructions

Development of Recruitment strategy

Even though s/he is not part of the screening process, the hiring supervisor steers the search
by developing the recruitment criteria, the position requirements and preferred qualities, the
rating scales and interview questions. The recruitment strategy is the stage where the hiring
supervisor determines, with assistance from Human Resources, the timing for the search as
well as the way that the position vacancy will be communicated.

Recruitment Metrics

Recruitment can be an expensive and time-consuming endeavor, and understanding

the value of the results means knowing whether or not the time and money are being used
effectively. A few common recruitment metrics:

1) New Hire Quality:

Three to six months after hire, the hiring manager should complete an evaluation of the new
employee that compares expectations prior to recruiting with the actual performance of the
employee. Facets of quality to be evaluated include knowledge and skills, performance,
experience, motivation, multitasking abilities, learning curve, customer compatibility, and
organization compatibility.

2) Recruiting Cost Ratio:

The RCR is used to determine average HR spending on recruiting activities in

relation to the starting compensation of new hires (positions filled) that result from staffing
activities.This metric calculates the Total Recruiting Costs (both internal and external) and
divides it by the Total Compensation Recruited (the sum of the base annual compensation of
the positions filled through recruitment).

25
 3) Recruiting Efficiency:

Closely related to RCR is the metric for Recruiting Efficiency. Recruiting Efficiency
gives a percentage in relation to complete efficiency, which is considered to be 100%.

26
CHAPTER 4
DATA ANALYSIS

27
ANALYSIS USING PERCENTAGE METHOD

TABLE 4.1.1 RESPONDENTS BASED ON YEARS OF EXPERIENCE

Sl.n Years Respondents Percentage%

o

1 0-2 years 34 68

2 3-5 years 14 28

3 6-8 years 2 4

Total 50 100

Inference

34 respondents belong to 0-2 years of experience, 14 respondents belong to 3-5

years of experience and 2 respondents belong to 6-8 years of experience.

CHART 4.1.1 RESPONDENTS BASED ON YEARS OF EXPERIENCE

80

70
P
e 60
r
50
c
e 40 0-2 years
n 3-5 years
t 30
6-8 years
a 20
g
e 10

0
Years of experience

28
TABLE 4.1.2 CLASSIFICATION BASED ON THE SOURCES
ORGANIZATION RELY HEAVILY

Sl.no Sources Respondents Percentage%

1 Internal 30 60

2 External 20 40

Total 50 100

Inference

30 respondents said that organization rely heavily on internal sources and20 respondents
said that organization rely heavily on external sources.

CHART 4.1.2 CLASSIFICATION BASED ON THE SOURCES ORGANIZATION RELY

HEAVILY

70

60
P
e 50
r
c 40
e Internalsources
n 30
Externalsources
t
a 20
g
e 10

0
Source

29
TABLE 4.1.3 EMPLOYEES CHANNEL PREFERENCE TO POST THE
RESUME

Sl.no Channels Respondents Percentage%

1 Job sites 17 34

2 Company sites 20 40

3 Consultancies 9 18

4 Referrals 4 8

Total 50 100

Inference

34% of employees prefer jobsites to post the resume, 40% of employees prefer
company sites to post the resume, 18% of employees prefer consultancies to post the resume
and 8% of employees prefer employee referrals to post the resume.

30
CHART 4.1.3 EMPLOYEES CHANNEL PREFERENCE TO POST THE
RESUME

45
40
P
e 35
r
30
c Jobsites
e 25 Companysites
n
20 Consultancies
t
a 15 Referrals
g
10
e
5
0
Channels

TABLE 4.1.4 EMPLOYEES PREFERENCE OF SOURCES THAT REACHES SOON

Sl.no Sources Respondents Percentage%

1 Newspaper 19 38

2 Journals/Periodicals 4 8

3 Campus Recruitment 10 20

4 Employee Referral 17 34

Total 50 100

31
Inference

38% of employees said that newspaper source reaches them soon, 8% of employees
said that journals/periodicals reaches them soon, 20 of employees said that campus
recruitment reaches them soon and finally 34% of employees said that employee referral
reaches them soon.

CHART 4.1.4 EMPLOYEES PREFERENCE OF SOURCES THAT REACHES SOON

40

35
P
Newspaper
e 30
r Journals/Magazines
25
c Campusrecruitment
e 20
Employee Referral
n
15
t
a 10
g
e 5

0
Source s

32
TABLE 4.1.5 EMPLOYEES OPINION ABOUT RESPONSE AFTER
RECRUITMENT

Sl.no Response Respondents Percentage%

1 Satisfied 44 88

2 Not Satisfied 6 12

Total 50 100

Inference

44 respondents are satisfied with the response given after recruitment and 6
respondents are not satisfied with the response given after recruitment

CHART 4.1.5 EMPLOYEES OPINION ABOUT RESPONSE AFTER

RECRUITMENT

100

90
P
80
e
70
r
c 60 Satisfied
e 50 Not Satisfied
n 40
t 30
a 20
g 10
e 0

Response

33
TABLE 4.1.6 EMPLOYERS OPINION ABOUT THE PROCESS FOR
IDENTIFYING JOB VACANCIES

Sl.n Process Respondents Percentage%

o

1 Step by step process 32 64

2 No step by step process 16 36

Total 50 100

Inference

32 respondents said that their organization follow a step by step process with certain
rules and regulations in identifying job vacancies and 16 respondents said that their
organization does not follow a step by step process with certain rules and regulations in
identifying job vacancies.

CHART 4.1.6 EMPLOYERS OPINION ABOUT THE PROCESS FOR

IDENTIFYING JOB VACANCIES

34
 70

P 60
e
r 50
c 40
e Step by step process
n 30
t No step by step
20
a process
g 10
e 0
Process

TABLE 4.1.7 EMPLOYERS OPINION ABOUT JOB ANALYSIS

Sl.no Job analysis Respondents Percentage

1 Yes 35 70

2 No 15 30

Total 50 100

Inference

35 respondents inferred that job analysis is conducted for each position,15

respondents inferred that job analysis is not conducted for each position.

35
CHART 4.1.7 EMPLOYERS OPINION ABOUT JOB ANALYSIS

80

P 70

e 60
r
50
c
Yes
e 40
No
n 30
t
20
a
g 10

e 0

Job analysis

36
TABLE 4.1.8 CLASSIFICATION ABOUT THE RECRUITMENT
SOURCES ORGANIZATION USE MOSTLY

Sl.no Sources Respondents Percentage%

1 Newspaper sources 15 30

2 Journals 7 14

3 Campus Recruitment 4 8

4 Employee Referral 19 38

5 Consultancies 5 10

Total 50 100

Inference

15 respondents said that their organization uses newspaper source mostly, 7

respondents said that their organization uses journals, 4 respondents said that their
organization uses campus recruitment, 5 respondents said that they use consultancies and
finally 19 respondents said that their organization uses employee referral mostly.

37
CHART 4.1.8 CLASSIFICATION ABOUT THE RECRUITMENT
SOURCES ORGANIZATION USE MOSTLY

40

P 35
Newspaper source
e 30
r Journals/Periodicals
25
c
Campus Recruitment
e 20
n 15 Employee Referral
t
a 10 Consultancies
g 5
e
0

Sources

TABLE 4.1.9 EMPLOYERS OPINION ABOUT SCREENING OF CANDIDATES

Sl.no Screening of Respondents Percentage%

candidates

1 Yes 35 70

2 No 15 30

Total 50 100

Inference

35 respondents said that all initial screening of candidates is performed by HR

department and 15 respondents said that all initial screening of candidates is not performed
by HR department.

38
CHART 4.1.9 EMPLOYERS OPINION ABOUT SCREENING OF CANDIDATES

80

70
P
e 60
r
50
c
e 40 Yes
n No
30
t
a 20
g
10
e
0

Screening of candidates

TABLE 4.1.10 EMPLOYEES OPINION ABOUT FINAL

SATISFACTION

Sl.no Opinion Respondents Percentage%

1 Satisfied 21 42

2 Highly Satisfied 13 26

3 Dissatisfied 5 10

4 Highly dissatisfied 4 8

5 No opinion 7 14

Total 50 100

39
Inference:

42% of employees are satisfied with the present process, 26% of employees
are highly satisfied with the present process, 10% of employees are dissatisfied with the
present process, 8% employees are highly dissatisfied with the present process, and 14%
employees said that they have no opinion about the process.

CHART 4.1.10 EMPLOYEES OPINION ABOUT FINAL SATISFACTION

satisfied
Highly satisfied
Dissatisfied
Highlydissatisfied
No opinion
Final opinion about the process

40
TABLE 4.1.11 EMPLOYERS RATING ABOUT THE PROCESS

Sl.no Opinion Respondents Percentage%

1 Effective 12 24

2 Very effective 21 42

3 Not effective 11 22

4 No opinion 6 12

Total 50 100

Inference:

24% employers rated that the process is effective, 42% of employers rated
that the process is very effective, 22% of employers rated that the process is not effective,
12% of employers said no opinion about the process.

CHART 4.1.11 EMPLOYERS RATING ABOUT THE PROCESS

Effective
Very effective
Not effective
No opinion

Final rating about the process

41
5.2 ANALYSIS USING CHI-SQUARE

ANALYSIS OF EMPLOYERS OPINION REGARDING PANEL MEMBER AS

REFEREE AND RATING ABOUT RECRUITMENT& SELECTION PROCESS

OBSERVED COUNT:

TABLE 5.2.1

Rating about recruitment& selection

Panel EffectiveVery Not No opinion Total

member as Effective Effective
referee

Yes 5 14 5 1 25

No 7 7 6 5 25

Total 12 21 11 6 50

Rating about recruitment & selection

Panel member Effective Very Not Effective No opinion Total

EXPECTED as referee Effective COUNT
TABLE 5.2.2
Yes 6 10.5 5.5 3 25
CHI- SQUARE
No 6 10.5 5.5 3 25

Total 12 21 11 6 50

CALCULATION

42
 TABLE 4.2.3

O E [O-E]2 [O-E]2/E

5 6 1 0.17

14 10.5 12.25 1.17

5 5.5 0.25 0.05

1 3 4 1.33

7 6 1 0.17

7 10.5 12.25 1.17

6 5.5 0.25 0.05

5 3 4 1.33

∑ = 5.44

Null Hypothesis Ho:

There is no significant difference between the referee as a panel member and final rating
about recruitment and selection process.

Inference:

Calculated value Σ [O-E] 2/E = 5.44

Degrees of freedom (m-1) (n-1) = (2-1) (4-1)

=3

The tabulated value for 3 degrees freedom at 5% level of significance is 12.98.

The calculated value is lesser than tabulated value. Therefore hypothesis is accepted.

43
ANALYSIS OF EMPLOYERS OPINION REGARDING RECRUITMENT COST AND FINAL
RATING ABOUT RECRUITMENT AND SELECTION PROCESS

OBSERVED COUNT

TABLE 4.2.4

Rating about recruitment & selection

Recruitmen Effective Very Not No opinion Total

t cost Effective Effective

Yes 6 11 5 2 24

No 6 10 6 4 26

Total 12 21 11 6 50

EXPECTED Rating about recruitment & selection COUNT

TABLE 5.2 Recruitment Effective Very Not No opinion Total

cost Effective Effective

Yes 5.8 10 5.3 2.9 24

No 6.2 11 5.7 3.1 26

Total 12 21 11 6 50

44
CHI-SQUARE CALCULATION

TABLE 4.2.6

O E [O-E]2 [O-E]2/E

6 5.8 0.04 0.68

11 10 1 0.1

5 5.3 0.07 0.02

2 2.9 0.81 0.28

6 6.2 0.04 0.65

10 11 1 0.09

6 5.7 0.09 0.02

4 3.1 0.81 0.26

∑= 2.11

Null Hypothesis Ho:

There is no association between the measurement of recruitment cost and final

satisfaction about recruitment and selection process.

Inference:

Calculated value Σ [O-E] 2/E = 2.11

Degrees of freedom (m-1) (n-1) = (2-1) (4-1)

=3

The tabulated value for 3 degrees freedom at 5% level of significance is 12.98.

The calculated value is lesser than tabulated value. Therefore hypothesis is accepted.

45
ANALYSIS OF EMPLOYERS OPINION REGARDING MEDICAL
EXAMINATION AND FINAL RATING ABOUT RECRUITMENT AND
SELECTION PROCESS

OBSERVED COUNT

Table 4.2.7

Rating about recruitment& selection

Medical Effective Very Not Effective No opinion Total

Examination Effective

Yes 5 8 7 3 23

No 7 13 4 3 27

Total 12 21 11 6 50

EXPECTED COUNT

Table 5.2.8

Rating about recruitment& selection

Medical Effective Very Not Effective No opinion Total

Examination Effective

Yes 5.52 9.7 5.1 2.76 23

No 6.48 11.34 5.94 3.24 27

Total 12 21 11 6 50

46
CHI-SQUARE CALCULATION

TABLE 4.2.9

O E [O-E]2 [O-E]2/E

5 5.52 0.27 0.05

8 9.66 2.76 0.29

7 5.06 3.76 0.74

3 2.76 0.06 0.02

7 6.48 0.27 0.42

13 11.34 2.76 0.24

4 5.94 3.76 0.63

3 3.24 0.06 0.02

∑=2.41

Null Hypothesis Ho:

There is no association between the medical examination conducted on employees and

final satisfaction about recruitment and selection process.

Inference:

Calculated value Σ [O-E] 2/E = 2.41

Degrees of freedom (m-1) (n-1) = (2-1) (4-1)

=3

The tabulated value for 3 degrees freedom at 5% level of significance is 12.98.

The calculated value is lesser than tabulated value. Therefore hypothesis is accepted.

47
ANALYSIS OF EMPLOYEES OPINION REGARDING RECRUITMENT
SOURCE ORGANIZATION USE HEAVILY AND FINAL DECISIONS
ABOUT APPOINTMENT

OBSERVED COUNT

TABLE 4.2.10 Final decision about

appointment

Sources Yes No Total

organization
rely heavily

Internal sources 25 5 30

External sources 14 6 20

Total 39 11 50

EXPECTED COUNT

TABLE 4.2.11

Final decision about

appointment

Sources Yes No Total

organization rely
heavily

Internal sources 23.4 6.6 30

External sources 15.6 4.4 20

Total 39 11 50

48
CHI-SQUARE CALCULATION

TABLE 4.2.12

O E [O-E]2 [O-E]2/E

25 23.4 2.56 0.11

5 6.6 2.56 0.39

14 15.6 2.56 0.16

6 4.4 2.56 0.58

∑=1.24

Null Hypothesis Ho:

There is no association between sources organization rely heavily and final decisions
about appointment.

Inference:

Calculated value Σ [O-E] 2/E = 1.24

Degrees of freedom (m-1) (n-1) = (2-1) (2-1)

=1

The tabulated value for1 degrees freedom at 5% level of significance is 7.88.

The calculated value is lesser than tabulated value. Therefore hypothesis is accepted.

49
4.3 ANALYSIS USING RANK CORRELATION

ANALYSIS OF EMPLOYEES OPINION REGARDING

TEST&INTERVIEW PROCESS AND SATISFACTION ABOUT
SELECTION TECHNIQUE USED

TABLE 4.3.1

Sl.no X Rx Y Ry [ Rx- Ry ]

D2

1 24 1 39 2 1

2 26 2 11 1 1

Σ D2 = 2

CACULATIONS:

R= 1- 6 Σ D2 / N3 -N

= 1- 6 * 2

2 3-2

= 1- 12

50
 = 1-2

R = -1

Sl.no X Rx Y Ry [ Rx- Ry ]
INFERENCE:
D2
The test & interview process and
1 15 4 14 4 0
satisfaction about selection technique
used is highly 2 7 3 6 1 4 negatively correlated.
3 4 1 8 3 4

4 19 5 15 5 0

5 5 2 7 2 0

Σ D2 = 8

ANALYSIS OF EMPLOYERS OPINION REGARDING RECRUITMENT SOURCE

ORGANIZATION USE AND SOURCE PREFERRED EFFECTIVE BY THEM

TABLE 5.3.2

CACULATIONS:

R= 1- 6 Σ D2 / N3 -N

= 1- 6 * 8

5 3-5

51
 = 1- 48

120

= 1-0.4

R= 0.6

INFERENCE

The recruitment source organization use and source preferred effective by them is
positively correlated.

52
ANALYSIS OF EMPLOYEES OPINION REGARDING QUESTIONS
GAVE PRIOR TO THE INTERVIEW AND COMFORTABLENESS
WITH THE INTERVIEWER

TABLE 4.3.3

Sl.no X Rx Y Ry [ Rx- Ry ]

D2

1 12 1 23 1 0

2 38 2 27 2 0

Σ D2 = 0

CACULATIONS:

R= 1- 6 Σ D2 / N3 -N

= 1- 6 * 0

2 3-2

= 1- 0

53
 = 1-0

R = 1

INFERENCE

If the questions given prior to the interview means then the comfortableness with the
interviewer will be increased. So it is highly positively correlated.

54
4.4 ANALYSIS USING F-TEST

ANALYSIS OF EMPLOYEES AND EMPLOYERS OPINION

REGARDING FINAL SATISFACTION ABOUT RECRUITMENT AND
SELECTION PROCESS

NULL HYPOTHESIS H0:

The two populations have the same variance.

Table 5.4.1

Samples1 X1 X12 Samples2 X2 X22

X1 X2

12 0.5 0.25 21 11 121

21 8.5 72.25 13 3 9

11 -1.5 2.25 5 -5 25

6 -6.5 42.25 4 -6 36

7 -3 9

Σ X12 = 117 Σ X22 = 200

X1 is employees opinion about the process and X2 is employers rating about the process.

55
 S12 = 50 S22 = 39

F = S12 / S22

F=1.28
F= 1.28

INFERENCE:

For v1=4 and v2=5, F0.05=6.23.

The calculated value is less than the tabulated value. Therefore hypothesis is
accepted. It means the two different populations have the same variance.

56
 CHAPTER 5

FINDINGS AND CONCLUSION

57
CHAPTER - V

5.1 FINDINGS OF THE STUDY

 A majority of the respondents prefer to post their resume through company web sites
and job sites.
 The percentage analysis shows that the organization relies heavily on internal sources.
 Most of the employees said that a newspaper source reaches them soon.
 A majority of employees inferred that they are satisfied with the response given after
recruitment.
 Most of the employees said that the final decisions about appointment should be
based only on merit.
 A majority of employers inferred that there organization is following a step by step
process with certain rules and regulations in identifying job vacancies.
 The percentage analysis shows that the organization is conducting job analysis and
job description for each job position.
 A majority of employers said that there organization using newspaper and employee
referral sources mostly.
 Most of the employers inferred that they are measuring the cost for the recruitment
sources by comparing the validated budget versus approved budget.
 The correlation analysis shows that the questions asked in the interview and
comfortableness with the interviewer is positively correlated.
 Most of the employees are satisfied with the present recruitment and selection
process.
 A majority of the employers inferred that the present recruitment and selection
process is effective.

58
5.2 SUGGESTIONS AND RECOMMENDATIONS

 From the study, it is found that majority of the employees prefer to post their resume
in companies website. So the company can have exclusive career link in its website to
post resume.

 By using a separate link with resume screening software, the resumes can be
screened and managed effectively.

 From the study, it is found that newspaper is the effective medium to advertise for
recruitment. Since this company focus on candidates from Pondicherry, they can
advertise for mass recruitment.

 Relocation is the main problem for a candidates rejecting an offer. So by providing a

good salary and accommodation, relocation problem can be solved. Thus the
recruitment process can be made effective by retaining the recruited candidate.

 Some of the employees said that the response given after recruitment is not
satisfactory. If the recruitment feedback mechanism is not effective, there is high risk
of loosing good candidates to other companies. So they can give the response for
candidates immediately whether they are short listed or rejected.

 It is found that the company is not conducting the medical examination for employees
during selection process. They can conduct medical examination in order to prevail
themselves if any problem happens to the employees.

59
CONCLUSION

This project “A STUDY ON EFFECTIVENESS OF RECRUITMENT AND

SELECTION PROCESS” was helpful to know about the recruitment and selection process in

E-Publishing Company. This study inferred that most of the employers and employees are

satisfied with the present process. This study was helpful to study the sources of recruitment

and selection techniques & methods used.

The study on recruitment and selection is more an ART rather than a process. HR

professional is having a big responsibility to hire a best person from the available talent pool.

At the same time, one needs to be cost conscious. The employer should judge on individual

merits and set the same standards for all. In the present scenario, “It is the biggest challenge

for a HR manager to hunt for talent.”

60
LIMITATIONS OF THE STUDY

 The entire study applies only to the specific concern.

 The period for study is one month, so the detailed analysis about the process is
difficult.
 The study was made only with limited number of samples.
 The respondents may give false information.
 Any changes made in the organization (Rules/Policy), the study is not suitable.
 New employees are appointed in the organization the study is affected

61
SCOPE FOR FURTHER STUDY

 The Project throws light on the need for learning about recruitment and selection

process.

 This study will be useful to find out the sources and techniques used in the

recruitment and selection process.

 It will be helpful for the company to know the effective sources and techniques in

recruitment and selection process.

62
ANNEXURE - I

A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

IN ALPHA ENGINEERING PTE LTD

EMPLOYER PERSONAL DETAILS

1. Name :

2. Designation :

3. Age:

a) 18 -25 b) 26 — 35 c) 36 -45 d) above 45

4. Marital status:

a) Married b) unmarried

5. Educational Qualification:

a) Below Hr. Sec. b) Hr. Sec c) ITI or others d) UG OR PG

6. Years of Experience:

a) 0 — 2 years b) 3 — 5 years c) 6 — 8 years d) Above 8 years

RECRUITMENT

1. What type of process are there for identifying job vacancies in your organization?

a) Follow step by step process with certain rules.

b) No step by step process.

c) Not aware.

2. Is job analysis conducted for each position?

a) Yes b) No

63
3. Do you give consideration to internal candidates for all jobs before outside recruitment
begins?

a) Yes b) No

4. Do you accept late applications?

a) Yes b) No

5. Is there any job description for each vacancy including the purpose, tasks and
responsibilities?

a) Yes b) No

6. What kind of recruitment sources does your organization use?

a) Newspaper sources

b) Professional journals/periodical

c) Campus recruitment

d) Employee referral

e) Consultancies

7. Which recruitment source do you prefer very effective from the above?

8. Does your organization measure the cost of these recruiting sources?

a) Yes b) No

If yes specify,

9. To whom are the performance measure and recruiting costs are usually communicated?

a) Finance department

b) Accounts department

c) Administration department

10. Identify any one factor which affects you to recruit best candidate?

a) Image of the organization

64
 b) Government influence

c) Internal organizational policies

d) None of the above

SELECTION

11. Do you have any standard pattern in selection process? (From initial interview to final
placement)

a) Yes b) No

12. Does HR department perform all initial screening of candidates?

a) Yes b) No

13. How many candidates are typically interviewed before final placement?

a) 10 b) Below 10 c) Above 10 d) None of the above

14. Are panel interviews are used?

a) Yes b) No

15. Can you allow a referee as a panel member?

a) Yes b) No

16. Are reference checks considered on all candidates?

a) Yes b) No

17. Are candidate telephone interviews, teleconferencing or video conferencing conducted

before personnel interview?

a) Yes b) No

18. What type of tests are mostly used in your organization during selection process?

a) Personality tests

b) Psychometric tests

c) Judgement tests

65
 c) Ability tests

d) Not aware

19. Do you professionally validate the tests used in selection process?

a) Yes b) No

20. What your organization will do if short listed applicant cannot be interviewed on the
scheduled day?

a) Offer another date, location.

b) Will hold the applicant and used whenever needed.

c) Consideration may be given to exclude that person from the process.

d) No opinion.

21. Does your organization conduct medical examination for employees during selection
process?

a) Yes b) No

22. Finally rate the recruitment and selection process used in your organization

a) Effective

b) Very effective

c) Not effective

d) No opinion

A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

IN ALPHA ENGINEERING PTE LTD

EMPLOYEE PERSONAL DETAILS

1. Name :

2. Designation :

3. Age:

66
 a) 18 -25 b) 26 — 35 c) 36 -45 d) above 45

4. Marital status:

a) Married b) unmarried

5. Educational Qualification:

a) Below Hr. Sec. b) Hr. Sec c) UG or PG d) ITI or others

6. Years of Experience:

a) 0 — 2 years b) 3 — 5 years c) 6 — 8 years d) Above 8 years

RECRUITMENT AND SELECTION

1. Did you visit the website of this company before coming for the interview?

a) Yes b) No

2. What is your experience in this company?

a) 0 — 2 years

b) 3 — 5 years

c) 6 — 8 years

d) Above 8 years

3. Which sources your organization rely heavily for recruitment?

a) Internal sources b) External sources

4 .Which channel do you prefer easy to post your resume?

a) job sites

b) company websites

c) consultancy

d) referrals

67
5. Through which source did you get recruited in this company?

a) Newspaper sources

b) Professional journals/periodicals

c) College recruiting

d) Employee referral

e) Internal computerized applicant database

6. Which type of recruitment sources reaches you soon?

a) Newspaper sources

b) Professional journals/periodicals

c) College recruiting

d) Employee referral

7. Have you ever rejected an offer in any company?

a) Yes b) No

8. State the reason for rejecting the offer.

a) relocation

b) salary

c) growth

d) others

9. State the reason for accepting the offer in this organization?

10. Are you satisfied with the response given after recruitment?

a) Yes b) No

11. Are you satisfied with the selection techniques used in your organization?

a) Yes b) No

68
 If No means give reason:

12. Do you feel that the test and the interview process is lengthy?

a) Yes b) No

13. What type questions they asked you in the interview?

a) Relaxing questions

b) Tough questions

c) Icebreaking questions

14. Did they give the questions prior to the interview?

a) Yes b) No

15. Did you felt comfortable with your interviewer?

a) Yes b) No

16. Do all people have to be interviewed in the same way?

a) Yes b) No

If No means state reason:

17. The people who are all involved in the recruitment and selection process were very
supportive to you

a) Yes b) No

18. The final decisions about the appointment should be based only on merit?

a) Yes b) No

If No means state reason:

19. Does your organization provide you induction or orientation programme after placement?

a) Yes b) No

69
 If yes means mention how effective and useful,

20. Finally how much you satisfied with the present recruitment and selection process
followed in your organization?

a) Satisfied

b) Highly satisfied

c) Dissatisfied

d) Highly dissatisfied

e) No opinion

If you are not satisfied with the present process means provide suggestion for improvement:

70
 Annexure - II

Bibliography

Books Referred

1. Christopher Mabey, “Strategic Human Resource Management” — Edition 1.

2. K. Aswathappa, “Human Resource and Personnel Management” — Edition 1.

3. Donnelly , “Managing Human Resource” — Edition 1

4. Statistical methods by S.P.Gupta

Sites Visited

1. www.spi.com
2. www.citehr.com
3. www.explorehr.com

71