SUMMER TRAINING REPORT SUBMITTED TOWARDS THE

PARTIALFULFILLMENT
OF
BACHELOR OF BUSINESS ADMINISTRATION

SUMMER TRAINING PROJECT REPORT

ON

A Study on Talent Acquisition

At

Submitted By:
SHUBHAM SONI
Enrollment No.: Batch:2020-2023

INTERNAL GUIDE EXTERNAL GUIDE

Name:Dr. Shikha Patheja Name:

Designation: Associate Professor Designation:

Trinity Institute of Professional Studies

Affiliated To Guru Gobind Singh Indraprastha University
 CERTIFICATE

TO WHOM SO EVER IT MAY CONCERN

This is to certify that the project work Talent Acquisition made by SHUBHAM
SONI, 08724001720 is an authentic work carried out by her under guidance and
supervision of Dr Shikha Patheja.

The project report submitted has been found satisfactory for the partial
fulfillment of the degree of Bachelor of Business Administration.

Internal Supervisor

Signature
Name
 ACKNOWLEDGEMENT

It is in particular that I am acknowledging my sincere feeling towards my

mentors who graciously gave me their time and expertise.

They have provided me with the valuable guidance, sustained efforts and friendly
approach. It would have been difficult to achieve the results in such a short span
of time without their help.

I deem it my duty to record my gratitude towards the External project supervisor

__Name_____ and Internal project supervisor Dr Shikha Patheja who devoted
his/her precious time to interact, guide and gave me the right approach to
accomplish the task and also helped me to enhance my knowledge and
understanding of the project.

Name of Student- Shubham Soni

Enroll. No- 08724001720
Course- Bachelors of Business Administration
Class/sem/shift- 5th Semester, 2nd Shift
 DECLARATION

I hereby declare that the following documented project report titled

Talent Acquisition is an original and authentic work done by me for
the partial fulfillment of Bachelors of Business Administration degree
program at Travel Boutique Online
I hereby certify that all the Endeavour put in the fulfillment of the task
are genuine and original to the best of my knowledge & I have not
submitted it earlier elsewhere.

Name of Student- Shubham Soni

Course Class & Shift- BBA, 2nd Shift, 5th Sem
Enroll. No- 08724001720
 Table Of Content
S No. Particulars Page
No.
1. Chapter-1 (Introduction & Literature Review- Topic,
Industry & Firm )
➢Introduction
➢History 9-24
( Theoretical concept about the topic such as
Importance, Functions, Types Roles) etc.

2. Chapter-2 (Research Objectives & Methodology)

➢Research Objective of the study
➢Research Methodology
Research Design
Types of research design
➢Data Collection
Sources of data collection(Primary & Secondary) 26-28
➢Sampling Design
Population/Universe
Sampling Unit
Sample Size
Sampling Area
Sampling technique
➢Sampling Instrument (Questionnaire)
No. of Questions
Types of Questions
Rating Scale (if used)

3. Chapter-3 ( Data Processing, Analysis & Interpretation)

➢Data processing
29-42
➢Analysis of the problem under study
➢Interpretation of the result

4. Findings 43-44
5. Limitations
45-46
6. Suggestions & Recommendations 47-48
7. Conclusion 49-50
8. Bibliography 51-52
9. Annexures 53-56
 Chapter-1

Introduction & Literature Review

 Introduction to the Sector

Tourism is travel for pleasure or business; also the theory and practice of touring,

the business of attracting, accommodating, and entertaining tourists, and the business
of operating tours. The World Tourism Organization defines tourism more generally,
in terms which go "beyond the common perception of tourism as being limited to
holiday activity only", as people "travelling to and staying in places outside their usual
environment for not more than one consecutive year for leisure and not less than 24
hours, business and other purposes". Tourism can be domestic (within the traveller's
own country) or international, and international tourism has both incoming and
outgoing implications on a country's balance of payments.
According to WTTC, India is ranked 10th among 185 countries in terms of travel &
tourism’s total contribution to GDP in 2019. During 2019, contribution of travel &
tourism to GDP was 6.8% of the total economy, Rs. 1,368,100 crore (US$ 194.30
billion). In 2020, the Indian tourism sector accounted for 39 million jobs, which was
8% of the total employment in the country.
The forecast from the WTTC’s latest Economic Impact Report (EIR), shows the
sector’s contribution to the nation’s economy could reach almost ₹15.9 trillion (U.S.
$215 billion) in 2022, 1% above 2019 levels. Employment levels are set to grow to
almost 35 million Travel & Tourism jobs, with an 8.3% growth this year. Over the
next decade, India’s Travel & Tourism’s GDP is expected to grow at an average of
7.8% annually, compared to 6.7% of the India’s overall economy, to reach almost
₹33.8 trillion (U.S. $457 billion) – representing 7.2% of the total economy
Before the pandemic, India’s Travel & Tourism sector’s contribution to GDP was 7%
(₹15.7 trillion, U.S. $212 billion) in 2019, falling to just 4.3% (₹9.2 trillion, U.S.
$124 billion) in 2020, which represented a shocking 41.7% loss.
The sector also supported more than 40 million jobs in 2019, falling to just over 29
million in 2020, when the pandemic devastated the sector.
While the sector also saw a recovery of just under three million Travel & Tourism
jobs, representing a positive rise of 10.2% to more than 32 million, this is still eight
million fewer jobs than in 2019.

Foreign exchange earnings from tourism in India from

2000 to 2020
In 2020, foreign exchange earnings from tourism industry across India amounted to
nearly seven billion U.S. dollars. This was a drop of nearly 77 percent compared to the
previous year and was the impact of the coronavirus and consequent lockdown. In
2019, tourism was the third largest foreign exchange earner for the country.

Top 10 Travel Companies in India:-

1. Thomas Cook (India) Ltd
Thomas Cook (India) Limited is a leading integrated travel and travel-related services
company with operations in 29 countries, across five continents through its Indian and
global subsidiaries and key investments. Headquartered in India, travel and travel-
related financial services companies in the Asia Pacific region.

2. Cox & Kings Ltd

Cox & Kings is the longest established travel company in the world. Its India
operations are headquartered in Mumbai and have the status of a limited company. It
has over 12 fully owned offices in India across key cities such as New Delhi, Chennai,
Bangalore, Kolkata, Ahmedabad, Kochi, Hyderabad, Pune, Goa, Nagpur, and Jaipur.
3. Mahindra Holidays & Resorts India Ltd

Mahindra Holidays & Resorts India Ltd. (MHRIL), a part of the Leisure and
Hospitality sector of the Mahindra Group, offers quality family holidays primarily
through vacation ownership memberships and brings to the industry values such as
reliability, trust and customer satisfaction.

4. MakeMyTrip
MakeMyTrip is a pioneer in India’s online travel industry. Founded in the year
2000 by Deep Kalra, MakeMyTrip came to life to empower the Indian traveler with
instant bookings and comprehensive choices.

5. Yatra -

Yatra Online Pvt Ltd based in Gurgaon India is one of India’s leading online travel
companies and operates the website Yatra.com. The Company is ranked 5th in the list
of Top 10 Travel Companies in India.

6. SOTC Travel Limited

SOTC Travel Limited (Formerly SOTC Travel Pvt. Ltd.) is a step-down subsidiary
of Fairfax Financial Holdings Group; held through its Indian listed subsidiary,
Thomas Cook (India) Limited (TCIL).

7. Goibibo
Goibibo is the largest online hotel booking engine in India and also one of the leading
air aggregators. Goibibo is also the number one ranked mobile app under the travel
category.

8. Expedia
Expedia is one of the fastest growing online travel portals in Asia, offering
travellers an extensive selection of hotels, activities and travel services to meet every
budget and activities of every kind at competitive rates.

9. TravelGuru
Travelguru is India’s leading travel website, offering you the best prices on flights,
hotels and holiday packages across India and the world.

10. International Travel House Ltd

International Travel House Limited, India’s leading Travel Management Company.
International Travel House Limited (ITH) started operations in 1981 as India’s first
publicly listed travel company.
 Introduction to the Company

TBO is a global platform that aims to simplify all buying and selling travel
needs of travel partners across the world. The proprietary technology platform
aims to simplify the demands of the complex world of global travel by
seamlessly connecting the highly distributed travel buyers and travel suppliers
at scale.

The TBO journey began in 2006 with a simple goal – to address the evolving
needs of travel buyers and suppliers, and what started off as a single product air
ticketing company, has today become the leading B2A (Business to Agents)
travel portal across the Americas, UK & Europe, Africa, Middle East, India, and
Asia Pacific.

Today, TBO’s product range from air, hotels, rail, holiday packages, car rentals,
transfers, sightseeing, cruise, and cargo. Apart from these products, our
proprietary platform relies heavily on AI/ML to offer unique listings and
products, meeting specific requirements put forth by customers, thus increasing
conversions.

TBO’s approach has always been technology-first and we continue to invest on

new innovations and new offerings to make travel easy and simple. TBO’s
travel APIs are serving large travel ecosystems across the world while the
modular architecture of the platform enables new travel products while
expanding across new geographies.
 Introduction to the Topic

Talent Acquisition would be a newly coined terminology for many of us but it’s not
new for the HR practitioners.
Talent acquisition, as defined by Deloitte, is “a strategic approach to identifying,
attracting and on boarding top talent to efficiently and effectively meet dynamic
business needs. There is always a huge potential for highly talented resource globally
and acquiring such talent has always been a challenging task for practitioners. As
companies increasingly compete on the basis of talent, their success will largely hinge
on their ability to recruit, develop, deploy and retain skilled people at every level —
from production employees and technicians to scientists and engineers to middle
managers and executive leaders.

Because of this critical issue, companies have started formulating strategies and
techniques for acquiring Talents. Hence it becomes critical for understanding different
Talent Acquisition strategies across globe and understands its implications.

While the goal of traditional recruitment is to get people in the door as quickly and as
cost-effectively as possible, the goal of truly strategic talent acquisition is to drive
business outcomes.

Talent is the primordial asset that enables the success of any organization. Without
extraordinary talent, a business can't:

 exploit market opportunity

 raise capital
 create iconic products
 recruit extraordinary talent
 deliver great customer service
Today's dearth of extraordinary talent is painfully obvious to all businesses regardless
of industry, size, geography, or financial position. In today's environment, businesses
need to recruit, develop, and retain extraordinary talent to remain competitive.
Talent Acquisition is the process of attracting, finding, and selecting highly talented
individual Brand to meet current selection and future employment needs.

Talent acquisition is the process of finding and acquiring skilled human labor for
organizational needs and to meet any labor requirement. When used in the context of
the recruiting and HR profession, talent acquisition usually refers to the talent
acquisition department or team within the Human Resources department. The talent
acquisition team within a company is responsible for finding, acquiring, assessing, and
hiring candidates to fill roles that are required to meet company goals and fill project
requirements.

Modern talent acquisition is a strategic function of an organization, encompassing

talent procurement, but also workforce planning functions such as organizational
talent forecasting, talent pipelining, and strategic talent assessment and development.

Talent acquisition includes recruiting, but it is inclusive of other strategic elements as

follows:-

 Talent Acquisition Planning & Strategy – ensures business alignment, examines

workforce plans, requires an understanding of the labour markets, and looks at
global considerations.
 Workforce Segmentation – requires an understanding of the different workforce
segments and positions within these segments, as well as the skills, competencies,
and experiences necessary for success.
 Employment Branding – includes activities that help to uncover, articulate and
define a company’s image, organizational culture, key differentiators, reputation,
and products and services. Employment branding can help advance the market
position of organizations, attract quality candidates and depict what it is truly like
to work for that organization.
 Candidate Audiences – necessitates defining and understanding the audiences in
which an organization needs to source for specific roles. Different sourcing
strategies should be applied based on the understanding of the jobs and where the
audiences will come from to fill them.
 Candidate Relationship Management – includes building a positive candidate
experience, managing candidate communities, and maintaining relationships for
those candidates not selected.
 Metrics & Analytics – is the continuous tracking and use of key metrics to drive
continuous improvement and to make better recruitment decisions, to ultimately
improve the quality of hire.

Within each of these core elements of TA are many other sub-activities and best
practices. And, of course, the selection of tools, technology and outsourcing partners
is a key element of a company’s talent acquisition strategy.

Recruiting is what many people want to dive into; however, that is what we call
putting the cart before the horse. The elements listed above are necessary for doing
recruiting well. To use an analogy - the design and implementation of leadership
programs is only a piece of a leadership development strategy, following an
understanding of business goals, defining leadership competencies, and integrating
with other talent management process. In other words, a leadership program is to
leadership development what recruiting is to talent acquisition. Alone, neither will
drive their highest value to the business.

To meet business growth, talent acquisition strategy must continue to expand beyond
a tactical, reactive function to a proactive, streamlined approached. Doing so will
enable them to source, assess, select, hire, and onboard the best candidates in this
competitive environment.

Organizations need to get the right people on the bus and in the right seats to
succeed.”Good coaching, training, mentoring, etc. is not likely to make up for bad
selection.””Hire hard..Manage easy!”

Collins, J. (2001). Good to great. New York: HarperCollins

The term Talent Acquisition (TA) is often used synonymously with Recruiting.
However, these are two very different things. Recruiting is a subset of TA, and
includes the activities of sourcing, screening, interviewing, assessing, selecting and
hiring. In some organizations this extends to the early stages of on boarding, which
then becomes a shared responsibility between HR and the hiring manager, with
support from the learning organization.

Recruitment is the process by which organizations locate and attract individuals to fill
job vacancies. Most organizations have a continuing need to recruit new employees to
replace those who leave or are promoted in order to acquire new skills and promote
organizational growth. Recruitment follows HR planning and goes hand in hand with
selection process by which organizations evaluate the suitability of candidates. With
successful recruiting to create a sizeable pool of candidates, even the most accurate
selection system is of little use

Recruiting begins when a vacancy occurs and the recruiter receives authorization to
fill it. It is a good idea for any organization to plan its labor force requirements.

Recruiting people who are wrong for organization can lead to increased labour
turnover, increased cost for the organization, and lowering of morale in the existing
workforce.

The Recruitment Process:

The recruitment process begins when you know you need someone new in the
Department, either because an existing staff member has left, or because there is new
work to be done. It doesn’t finish until after the appointment has been made.

The five steps involved in recruitment process are as follows:

 Recruitment Planning
 Strategy Development
 Searching
 Screening
 Evaluation and Control
 According to Edwin B. Flippo, “It is a process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an
organisation.” He further elaborates it, terming it both negative and positive.

Labour Market Power

(Environment)

Recruitment Strategy Characteristics of

Organizational Intelligence firm’s workforce

(Internal Resources)

Recruitment is the process of attracting individuals on a timely basis insufficient

numbers and with appropriate qualification, to apply for jobs within an organization.
The process of searching prospective employees with multidimensional skills and
experience that suits organization strategies in fundamental to the growth of the
organization, this demands more comprehensive strategic perspective recruitment.
Organizations require the services of large number of personnel, these personnel
occupies the various positions created to the process of organization. Each position of
the organization has certain specific contributions to achieve the organizational
objectives. The recruitment process of the organizational has to be strong enough to
attract and select the potential candidates with right job specification

People are integral part of an organization today. No organization can run without its
human resource. In today’s highly complex and competitive situation, choice of right
person at the right place at the right time has far implications for an organization’s
functioning. An employee well selected and well placed would not only contribute to
the efficient running of the organization but also offer significant potential for future
replacement. Thus hiring is an important function. The process of hiring begins with
human resource planning which helps to determine the number and type of people an
organization needs. Job analysis and job design enables to specify the task and duties
of jobs and qualifications expected from prospective job. HRP, job analysis and job
design helps to identify the kind of people required in an organization and hence
hiring. It should be noted that hiring is an ongoing process and not confined to
formative stages of an organization. Employees leave the organization in search of
greener pastures, some retire and some die in the saddle. More importantly an
enterprise grows, diversifies, take over the other units until all necessitating hiring of
new men and women. In fact the hiring function stops only when the organization
ceases to exist.
In-Sourcing:- Companies recruit the candidates and, employ them, train and develop
them and utilize the human resources of these candidates. This strategy is called In-
sourcing.

Companies formulate and implement this strategy when the corporate strategy is
stable.

Out sourcing: Some service companies depend for their human resources on such
external organization whose core business is to provide human resources. This
strategy is called Out-sourcing. Out-sourcing strategy is more suitable for both the fast
growing and diversifying companies.

Recruitment is the activity that links employer and job seekers.

According to David A De Cenzo The recruitment needs are of three types which are
as follow:

(a) First one is Planned Needs: These are the needs that arise from the
the organization and retirement policy creating vacancy for new jobs.

(b).Second one is Anticipated Needs: These are those movements in personal which
an organization can predict by studying trends both in external as well as internal
environment.

(c) Last one is Unexpected Needs: These needs arise due to various reasons like
deaths, resignations, accidents, illness, relocation etc. (Cenzo)

Recruitment Management System

Recruitment management system is the comprehensive tool to manage the entire
recruitment processes of an organization. It is one of the technological tools facilitated
by the information management systems to the HR of organizations. Just like
performance management, payroll and other systems, Recruitment management
system helps to contour the recruitment processes and effectively managing the ROI
on recruitment. The features, functions and major benefits of the recruitment
management system are explained below

Structure and systematically organize the entire recruitment processes. Recruitment

management system facilitates faster, unbiased, accurate and reliable processing of
applications from various applications.

Helps to reduce the time-per-hire and cost-per-hire. Recruitment management system

helps to incorporate and integrate the various links like the application system on the
official website of the company, the unsolicited applications, outsourcing recruitment,
the final decision making to the main recruitment process.

Recruitment management system maintains an automated active database of the

applicants facilitating the talent management and increasing the efficiency of the
recruitment processes. Recruitment management system provides and a flexible,
automated and interactive interface between the online application system, the
recruitment department of the company and the job seeker.

Offers tolls and support to enhance productivity, solutions and optimizing the
recruitment processes to ensure improved ROI. Recruitment management system
helps to communicate and create healthy relationships with the candidates through the
entire recruitment process. The Recruitment Management System (RMS) is an
innovative information system tool which helps to save the time and costs of the
recruiters and improving the recruitment processes.

There are various methods of recruitment but mainly there are two:-

• Internal Recruitment
• External Recruitment
Internal Recruitment:-

Internal recruitment is when the business looks to fill the vacancy from within
its existing workforce.

Best type of employees can be found within the organization. When a vacancy arises
in the organization it may be given to an employee who is already on payroll.

The internal sources of recruitment are:-

Promotions: Promotion means to give a higher position, status, salary and

responsibility to the employee. So, the vacancy can be filled by promoting a suitable
candidate from the same organization.

Transfers: Transfer means a change in the place of employment without any change in
the position, status, salary and responsibility of the employee. So, the vacancy can be
filled by transferring a suitable candidate from the same organization.

Internal Advertisements: Here, the vacancy is advertised within the organization. The
existing employees are asked to apply for the vacancy. So, recruitment is done from
within the organization.

Retired Managers: Sometimes, retired managers may be recalled for a short period.
This is done when the organization cannot find a suitable candidate.

Employ Referrals:-

It is a method employed by organizations to identify potential candidates from their

existing employees' social networks. An employee referral scheme encourages a
company's existing employees to select and recruit the suitable candidates from their
social networks.

Merits of Internal Sources

 It is time saving, economical, simple and reliable.

  There is no need of induction training because the candidate already knows
everything about the organisation, the work, the employee, the rules and
regulations, etc.
 It motivates the employees of work hard in order to get higher jobs in the same
organisation.
 It increases the morale of the employees and it improves the relations in the
organisation.
 It reduce executive turnover.
 It develops loyalty and a sense of responsibility.

Demerits of Internal Sources

 It prevents new blood from entering the organisation. New blood brings
innovative ideas, fresh thinking and dynamism into the organisation.
 It has limited scope because it is not possible to fill up all types of vacancies
from within the organisation.
 The position of the person who is promoted or transferred will be vacant.
 There may be bias or partiality in promoting or transferring persons from
within the organisation.
 Those who are not promoted will be unhappy.
 The right person may be promoted or transferred only if proper confidential
reports of all employees are maintained. This involves a lot of time, money and
energy.

External Recruitment:-
External recruitment is when the business looks to fill the vacancy from any
suitable applicant outside the business.

The external sources of recruitment are:-

 Management Consultants: Management consultants are used for selecting

higher-level staff. They act as a representative of the employer. They make all
 the necessary arrangements for recruitment and selection. In return for their
services, they take a service charge or commission.
 Public Advertisements: The Personnel department of a company advertises the
vacancy in newspapers, the internet, etc. This advertisement gives information
about the company, the job and the required qualities of the candidate. It invites
applications from suitable candidates. This source is the most popular source of
recruitment. This is because it gives a very wide choice. However, it is very
costly and time consuming.
 Campus Recruitment: The organisation conducts interviews in the campuses of
Management institutes and Engineering Colleges. Final year students, who're
soon to get graduate, are interviewed. Suitable candidates are selected by the
organisation based on their academic record, communication skills,
intelligence, etc. This source is used for recruiting qualified, trained but
inexperienced candidates.
 Deputation Personnel: The organisation may also recruit candidates who are
sent on deputation by the Government or Financial institutions or by holding or
subsidiary companies.

Advantages of External Sources

 It encourages young blood with new ideas to enter the organisation.

 It offers wide scope for selection. This is because a large number of suitable
candidates will come for the selection process.
 There are less chances of bias or partiality.
 Here there is no need to maintain confidential records.

Limitations of External Sources

 It is very costly. This is because advertisements, test, medical examination etc.,

has to be conducted.
 It is very time consuming. This is because the selection process is very lengthy.
 It may not develop loyalty among the existing managers.
 The existing managers may leave the organisation if outsiders are given higher
post.

Recruitment Process:-
 Literature Review

Most employers recognized the fact that there staff is there greatest asset, and the right
recruitment and induction processes are vital in ensuring that the new employee
becomes effective in the shortest time. The success of an organisation depends on
having the right no. of staff, with the right skills and abilities. Organisations may have
dedicated personnel/human resource function over seeing this process or they may
devolve these responsibilities to line manager and supervisor. Many people may be
involve, and all should be aware of the principles of good practice. Even it is essential
to involve others in the task of recruitment and selection.

Edwin Flippo defines Recruitment and selection process as “A process of searching

for prospective employees and stimulating and encouraging them to apply for jobs in
an organization.”

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

paisentin and Jones (2005) concluded that timely response from HR managers was
linked to greater applicant attraction to a job with in an organization.

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

Robert (2005), in his study titled, “Strategic HR Review,2004,”states that successful

recruitment and selection can improve organization performance.

Beardwell, et al (2003), in his study examined that, “selection is carried out by

organization as a means of candidate’s potential and actual performance and the intake
of employees will make the most appropriate contribution to organisation-now and in
future.”

According to Robin Erickson Director Deloitte's Talent Acquisition team defines

Talent acquisition as “a strategic approach to identifying, attracting and on boarding
top talent to efficiently and effectively meet dynamic business needs.”
Ms.Ambika Verma(2009) in their survey research on the use technologies in
recruiting, screening and selection process for job candidates conducted in dimension
group found that most organisation implemented technology based recruitment and
selection tools to improve efficiency, reduce cost and expand the applicant pool.

Online recruitment negatively impacts the process of recruiting due to the lack of
knowledge from older people of the internet. In addition to that, it could result in an
increased number unfitted candidates. (CIPD, 2009a from Foot, M. and Hook, C.,
2011)

Any management process revolves around recruitment and failure in recruitment may
lead to difficulties and unwanted barriers for any company, including untoward effects
on its profitability and inappropriate degrees of staffing or employee skills (Jones et
al. 2006). 

carless and Wintle (2007) stated that during the recruiting process it is crucial for
businesses to have job descriptions when adverting jobs and during the interview so
applicants know what the job entails
 CHAPTER-2
RESEARCH OBJECTIVES AND
METHODOLOGY
 Objectives of the Study

The three main objectives of the project are as follows:-

 To Study and Analyse the Talent Acquisition process.

 To observe Working Conditions of the Employees
 To know the satisfaction level of employees towards the existing
recruitment and selection process

TYPE OF RESEARCH
EXPLORATORY RESEARCH

A research design is the specification of methods and procedures for acquiring the
information needed to structure or solve the problem. It is the overall operational
pattern or framework of the project that stimulates what information is to be collected
from which source and by what procedure. On the basis of major purpose of our
investigation the EXPLORATORY RESEARCH was found to be most suitable. This
kind of research has the primary objective of development of insights into the
problem. It studies the main area where the problem lies and also tries to evaluate
some appropriate courses of action.

Data Collection:-
The task of data collection begins after a research problem has been identified and the
research design has been chalked out. While deciding the method of data collection to
be used for the study, the researcher should keep in mind two types of data:

a. Primary data
 b. Secondary data

The data has been collected both from primary and secondary sources.

 Primary Data:-

Primary Data was collected from 30 hiring managers through survey method and by
keeping a track of recruitments that were held in the last Two Months at Travel
Boutique Online.
A questionnaire was distributed among various hiring managers to collect data about
recruitment.

The questionnaire was carefully designed taking into account parameters of the study.

 Secondary Data:-

It was collected from websites, books, and journals and through company’s records.
Tools Used:-
Microsoft Excel, Various types of Charts, , Questionnaires.
Sampling:-

Sampling is the process of selecting units (e.g., people, organizations) from a

population of interest so that by studying the sample we may fairly generalize our
results back to the population from which they were chosen.

SAMPLING TECHNIQUE

SIMPLE SAMPLING

Simple sampling is a sampling process that utilizes some form of random selection. In
probability sampling, each unit is drawn with known probability, or has a nonzero
chance of being selected in the sample. Such samples are usually selected with the
help of random numbers. With probability sampling, a measure of sampling variation
can be obtained objectively from the sample itself. Simple Random sampling has been
adopted for this research. Under which we have considered the sampling which has
been done for a specific designated population, because here a small cluster of
professionals has been considered out of the total universe which has been divided in
small group like recruitment team & employee.

SAMPLE SIZE

Sample size refers to the number of items to be selected from universe to constitute a
sample. The sample size should be optimum as it should fulfill the objective of the
research.
100 Nos.- Total manpower strength is 450 and I have focused upon 20% of total
employees of TBO.

SAMPLE AREA

The sample area refers to the universe to be studied under our research project. The
area denotes the place or the region to be studied and taken into research
consideration. Thus, the sample area chosen for this research project is Travel
Boutique Online, Gurugram.
 CHAPTER-3
DATA PROCESSING, ANALYSIS
AND INTERPRETATION
1. What type of Interview do you prefer? Check all that apply.

INTERPRETATION:-

The most preferred way of taking interview is face to face followed by

telephonic interview. Video Conferencing is the least used interview shown in
the above table.
2. What are the basic questions that you ask during Interview?
Check all that apply.

INTERPRETATION:-
According to the analysis the most asked question is current and expected CTC
and about Family Background followed by previous organisation. None of them
is skipped.
3. Do you follow different recruitment methods for different positions?
Mark only one .

INTERPRETATION:-
75% employees prefer different methods of recruitment according to the
vacancy. This clearly shows how dynamic the process of recruitment is.
4. Are you happy with the salary what you offered by the company?

INTERPRETATION:-
The basic focus of every organization is to satisfy the employees with its own
compensation plan. In this research most employees responded positively that
they are satisfied with their salary. They feel that the company has good
compensation plan for their employees.

Analysis clearly represents that 55.2% show that maximum employees are
satisfied with their Salary 6.3% did not like their current salary whereas 38.5%
were unable to answer.
5. How do you track the source of candidates? Check all that apply.  

INTERPRETATION:-
From the analysis, 57% mangers track the source of candidates through
online,17% managers track through data and the rest through software and data
both .
6. What source you prefer to source the candidates? Check all that apply.

INTERPRETATION:-
From the analysis, 57% managers use job portals as the most preferred source of
recruitment by logging in from their company’s ID.
7.Which internal source of recruitment is followed by the company and given
more priority?

INTERPRETATION:-
Internal Recruitment seeks applicants for positions from those who are currently employed.
Responding to above asked question, 33% employees tell that company prefers internal
promotion as internal source of recruitments. 49% employees tell that Employee referrals are
given due priority and rest 9% say that Job posting is preferred.
8. Which is the most suitable Recruitment method for your Organisation?
Check all that apply.  

INTERPRETATION:-
From the analysis,50% of employees thinks Internal source is most
suiable ,34% thinks external is most suitable and 16% thinks both internal and
external is most suitable recruitment method for the organisation .
9.  What is the average time spent on interview? Check all that apply.

INTERPRETATION:-
By the analysis, The average time spent on interview is more than 10 minutes
for almost 60% respondents.
10. Are the roles and responsibilities of a particular position clearly defined ?
Check all that apply.  

INTERPRETATION:-
The Job Description for every particular position is clear and 85 percent of the
hiring managers makes the requirement for the job clear.
11. Is there a well-defined recruitment policy in your organization?

INTERPRETATION:-
An organization must have a well-defined recruitment policy corresponding to
the company and vacancy requirements. Existing employees can give a fair
feedback on the suitability of the policy. Responding to it 50 told that there is a
sound recruitment policy in organization that can be evaluated by comparing
skills and knowledge of new recruits and existing employees. 18% feel that the
organization’s recruitment policy is not properly defined. And rest 33% could
not say about the recruitment policy. Majority of employees felt that policy was
well defined which is a great morale victory on the part of management; still
there are chances of its improvement .
12.Are the candidates made aware of their roles and responsibilities during inter
view? Check all that apply.  

INTERPRETATION:-

92% make the candidates well aware of the responsibilities they need to fulfill
while on the job.
CHAPTER-4
FINDINGS
 Talent Acquisition is not an easy process. Much efforts are needed to find

the right candidates who not only fill the current positions, but also the

manager is able to utilize their skills that come out of a rigorous

recruiting process as a means to fill similar positions in the future also.

 Managers will recruit today for positions expected to become available in

the future.

 According to survey Recruitment differs from company to company and

different recruitment methods show different outcomes.

 According to survey Company utilize in house recruiters and internet

sites for the recruitment process and for searching talented candidates.

 It can be said that the best yield ratio is from In house recruitment.

 Consultants are more costly.

 They can be kept on temporary basis so that if any position is does not get

closed from employee referral and in house recruiters, Consultants can be

contacted.

 A healthy working environment is very necessary to make the employees

feel good about themselves and about the organization.

 Travel Boutique Online put much of efforts to satisfy the employees.

CHAPTER-5
LIMITATIONS
 The employees were busy with their daily schedule and it was very much

difficult for them to give time

 Time and Money was also an important constraint

 Certain factors may not be taken into consideration due to which the the

conclusion may not be absolute

 Few questions are not answered biasedly by the respondents.

 CHAPTER-6
SUGGESTIONS AND
RECOMMENDATIONS
 The company should focus more on In house recruitment and employee

referral as it is beneficial for their organization.

 The employees referring someone should be given some incentive to

motivate them for future referrals.

 More focus should be given to HR department develop it more effectively

and to save external consultants costs.

 Person who has worked previously or person who resigned should be

given a chance to rejoin as they know the company well and can give

their best efforts.

 Company should not look to fill current positions but they should keep in

mind the future aspects and should hire people who are talented enough

to fulfill future needs.

 CHAPTER-7
CONCLUSIONS
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.

Travel Boutique Online 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 demonstrate. For each position there
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 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.

Management should structure and systematically organize the entire recruitment processes. It
should Offer tolls and supports to enhance productivity, solutions and optimizing the
recruitment processes to ensure improved ROI. The Recruitment Management System (RMS)
should be such that it helps to save the time and costs of the HR recruiters in company and
improving the recruitment processes.
 CHAPTER-8
BIBLIOGRAPHY
 https://www.wikipedia.org/
 https://indiancompanies.in/top-travel-companies-india/
 https://www.tbo.com/about-us
 http://searchfinancialapplications.techtarget.com
 http://www2.deloitte.com
 https://www.slideshare.net/
CHAPTER-9
ANNEXURES
 Questionnaire on Recruitment Process

1. What type of Interview do you prefer? Check all that apply.

a) Telephonic
b) Face to Face
c) Video Conferencing
d) Other

2. What are the basic questions that you ask during Interview?
Check all that apply.

a) Family Background
b) Previous Organization
c) Notice Period
d) Current and expected CTC

3. Do you follow different recruitment methods for different positions?
Mark only one .

a) Yes
b) No

4. Are you happy with the salary what you offered by the company?

a)Yes
b)No
c)Can’t say
5. How do you track the source of candidates? Check all that apply.  

a) Software
b) Online  
c) Data

6. What source you prefer to source the candidates? Check all that apply.

a) Referrals Advertising  
b) Job Portals  
c) Consultants
7.Which internal source of recruitment is followed by the company and given
more priority?

a) Internal Recruitment
b) Employee Referrals
c)Transfer
d)Job Posting

8. Which is the most suitable Recruitment method for your Organisation?
Check all that apply.  

a) Internal  
b) External

9. What is the average time spent on interview? Check all that apply.  

a) Less than 10 minutes  
b) More than 10 minutes

10. Are the roles and responsibilities of a particular position clearly defined ?
Check all that apply.  
 a) Yes  
b) No

11. Is there a well-defined recruitment policy in your organization?

a) Strongly Agree

b) Moderately Agree

c) Strongly Disagree

d) Moderately Disagree

e) Can’t Say

12. Are the candidates made aware of their roles and responsibilities during inter

view? Check all that apply.  

a) Yes  
b) No