A Comprehensive Study of Recruitment and Selection Process in Aashman

Foundation

ARMY INSTITUTE OF MANAGEMENT AND TECHNOLOGY

BATCH: 2020-2023

SUBJECT CODE: BBA 311

Submitted By: submitted to

Akanksha Dr.pallavi bahardbwaj

 CERTIFICATION
The undersigned certifies that we have read and hereby recommends for acceptance by the State
University of GURU GOBIND SINGH INDRAPRASTHA UNIVERSITY, DELHI board,
the dissertation titled, “A Comprehensive Study of Recruitment and Selection Process of
Aashman Foundation” in the partial fulfillment of the requirements for the degree of Bachelor in
Business Administration from ARMY INSTITUTE OF MANAGEMENT AND
TECHNOLOGY, GREATER NOIDA.
Signature

akanskha
 SUPVISOR CERTIFICATE- FACULTY MENTOR

This is to certify that Ms. Akanksha a student of bachelor of business administration, BBA 2020-
23, Army Institute Management & Technology, Greater Noida, has completed hisproject under
my supervision.

During this period, he worked on the project titled "A Comprehensive Study on Recruitment and
Selection Process of Aashman Foundation” in partial fulfillment for the award of the degree of
Bachelor of Business Administration from GGSIP University, Delhi.

To the best of my knowledge, the project work done by the candidate has not been submitted to
any university for the award of any degree. His performance and conduct have been good. 

DATE:
 DECLERATION BY THE CANDIDATE

I hereby declare that the work, which is being presented in this project entitled “A
Comprehensive Study on Recruitment and Selection Process of Aashman Foundation”, is an
authentic record of my work carried out by me under the supervision and guidance of “Dr.
Pallavi Bhardwaj” project guide, Army Institute of Management and Technology, Greater Noida.

This project was undertaken as a part of the major project report as per the curriculum of GURU
GOBIND SINGH INDRAPRASTHA UNIVERSITY, DELHI for the partial fulfillment of
BBA (Bachelor in Business Administration) from ARMY INSTITUTE OF MANAGEMENT
AND TECHNOLOGY, GREATER NOIDA.

I have not submitted the matter embodied here in this project for the award of any other
Degree/Diploma.

Student Name: Akanksha

Enrolment No: 00318401720

(signature)

Akanksha

AIMT GREATER

NOIDA
 ACKNOWLEDGEMENT

The researcher would like to deliver special thanks to Dr. Pallavi Bhardwaj for her good
supervision through online and physical consultation, valuable recommendations and valuable
support, facilitation, and all support in writing this dissertation. Likewise, a researcher wishes to
recognize Luxorides, for its consent to collect data at their organization. The researcher also
spreads appreciation and thankfulness to all lecturers and instructors for their facilitation to
acquire knowledge that is needed in the writing and completion of this dissertation. In expanding
appreciation, I would like to appreciate all the Friends that surrounded me and gave me courage
during the writing of this dissertation.
(signature)

Akanksha

AIMT GREATER

NOIDA
EXECUTIVE SUMMARY

The human resources are the most important assets of an organization. The success or failure of
an organization is largely dependent on the caliber of the people working therein. So here
executive summary is a brief about all the chapters in this report. Where the chapter1 i.e.
introduction of study which deals with the organization’s overview, concept of recruitment and
selection, background and scope of the study, need and purpose of recruitment and selection.
Chapter 2 i.e. literature review which an abstract of previous five years research paper of the
various researchers related to recruitment and selection procedures in NGOs. Chapter3 i.e.
objective of the study where there are two objective of the organization that is primary and
secondary.

Chapter4 i.e. research methodology which deals with the type of data used, data collection
instrument, sampling technique and data analysis tools.
Chapter5 i.e. data analysis which is an interpretation of the questionnaire being filled by the
respondents related to recruitment and selection process.
Chapter6 i.e. findings and discussion summarize the key findings in clear and concise language.
The purpose of the discussion is to interpret and describe the significance of the findings in light
of what was already known about the research problem being investigated and explain any new
understanding or fresh insights about the problem after taking findings into consideration.
Chapter7 i.e. conclusion, recommendations & limitations and last is the reference and annexure.

Objective:
The purpose of this report is to study the recruitment and selection process in NGOs and to find
out the gaps between original and current procedure and to conclude with an appropriate
explanation.

Conclusion:
Effective recruitment and selection can contribute towards an organization’s success. This will
increase the probability of organizations attracting a wide range of candidates. In addition, a
comprehensive recruitment and selection process should be followed.

Recommendations:
To enhance the effectiveness of recruitment and selection, human resource managers should
consider the following. In order to reach a wide range of potential applicants, various and valid
mediums of communication should be used.

 
TABLE OF CONTENT

Certificate of internship-industry mentor------------------------------------------ (i)

Supervisor certificate-faculty mentor----------------------------------------------- (ii)

Declaration certificate by the candidate------------------------------------------- (iii)

Acknowledgment------------------------------------------------------------------------- (iv)

Executive summary----------------------------------------------------------------------- (v)

List of tables-------------------------------------------------------------------------------- (vi)

List of figures-------------------------------------------------------------------------------- (vii)

Sr. No Name Pg No.

1 Introduction of study
1.1 Introduction
1.2 Organization overview
1.3 Background o study
1.4 Scope of study
2 Literature review
3 Objective of the research
3.1 Primary objective
3.2 Secondary objective
4 Research methodology
4.1 Overview
4.2 Types of data use
4.3 Data collection instrument
4.4 Sample technique
5 Data analysis interpretation
6 Finding
7 Recommendation
8 Bibliography
9 Annexure
10 Plagiarism
List of table

Table 5.1: gender of the respondents……………………………………………………..

Table 5.2: age of the respondents…………………………………………………………

Table 5.3: qualification of respondents…………………………………………………..

Table5.4:nature of job of the respondents………………………………………………

Table 5.5: source adopted to source candidates………………………………………….

Table 5.6: stages involved in selecting the candidates……………………………………

Table5.7:use of the following tests during the process of recruitment………………….

Table5.9: Average time spent by HR Dept. During recruitment (each candidate)………

Table 5.11: Back out percentage of candidate after being offered……………………….

Table 5.12: Percentage of candidates leaves within the period of less than 1-6 month…

Table 5.13: Do you take any technological support for the process of recruitment……..

Table 5.14: Biggest challenge that faced in the whole process of recruitment………….
List of figure
Figure 5.1 Gender of respondents…………………………………………………………..

Figure 5.2: Age of respondents…………………………………………………………………

Figure 5.3: Qualifications of respondents………………………………………………………..

Figure 5.4:nature of job of the respondents……………………………………………………..

Figure 5.5: source adopted to source candidates………………………………………………..

Figure 5.6: stages involved in selecting the candidates…………………………………………..

Figure 5.7:use of the following tests during the process of recruitment......................................

Figure 5.8: tracking the source of candidates……………………………………………………

Figure 5.9: Average time spent by HR Dept. during recruitment (each candidate)…………….

Figure 5.10: do follow different recruitment process for different grade of employees…………

Figure 5.11: Back out percentage of candidate after being offered……………………………..

Figure 5.12: Percentage of candidates leaves within the period of less than 1-6 month………….

Figure 5.13: Do you take any technological support for the process of recruitment……………..

Figure 5.14: Biggest challenge that faced in the whole process of recruitment………………….

Figure 5.15: Do you have a legal advisor for the HR dept.? If yes then it is…………………….

Figure 5.16: Have you ever thought of any way to reduce the time to hire and not have impacted
the quality of the hire?
 CHAPTER-1
INTRODUCTION OF STUDY
 1.1.Introduction
Recruitment and selection is an important operation in HRM, designed to maximize employee
strength in order to meet the employer's strategic goals and objectives. In short, recruitment and
selection is the process of sourcing, screening, short listing and selecting the right candidates for
the filling the required vacant positions.

Recruitment is the process of attracting the most suitable people for the position, selection is the
process of choosing the best person for the position, and induction is introducing the person to
the position. This module describes a series of well-tested steps to hell you identify the right
person, to ensure he or she will fit well with your farm business, and to meet the various legal
obligations of an employer. 

1.2.Organization overview

Aashman Foundation, a non-profit organization which works for upliftment of the families of
single income widows and supports the women by empowering them with skills that enable them
to become the bread earners of their family. Skills like stitching, beauty parlour, patient care,
computers etc are taught by the NGO. Aashman Foundation distributes sanitary napkins as well
as underwear’s to the women who are underprivileged and do not have the means to purchase
such commodities. The campaign rests at the heart of the issue that many women in India do not
even have the privilege of owning underwear and helping them understand more about menstrual
hygiene would lead to a better standard of living. 

The brand ambassador of the foundation VJ Aman, has played a pivotal role in the campaign as
she voices the concerns of such women through her videos and helps spread awareness about the
campaign on the social media platforms to gain momentum in the public eye.
Aashman Foundation and VJ Aman visited Toka in Haryana and discovered that none of the
women used sanitary napkins because they did not have underwears. Aashman Foundation
distributed underwears as well as sanitary napkins to the women living in Toka. Many such
endeavors are planned by the foundation in the coming times to help the cause of sanitary
napkins.

1.3background of study

There is no doubt that the world of work is rapidly changing. As part of an organization then,
HRM must be equipped to deal with the effects of the changing world of work. For them this
means understanding the implications of globalization, technology changes, workforce diversity.
Changing skill requirements, continuous improvement initiatives contingent workforce,
decentralized work sites and employee involvement are the issue for confront.

Now it is a big challenge for the HRM to support the organization by providing the best
personnel for the suitable position in shortest possible time. Start with recognizing the vacancies
and planning for them is a great task. Moreover selecting attracting the suitable candidates and
selecting the best person in time is a challenge. 

The cost of the recruitment is significant. So, proper planning and formulate those plan is the
task that require more focus and improvement. Equal opportunity and sourcing is also a vital
part. Realizing this need we tried to find the difference and similarities between theoretical
aspects with the practical steps taken by the company. We took an attempt to demonstrate the
feature for the further improvement. 

1.4 Scope of study

The benefits of the study for the researcher are that it helped to gain knowledge and experience
and also provided the opportunity to study and understand the prevalent recruitment and
selection procedures.

The key points of my research study are:

1. To study the fact about the recruitment and selection process in an NGO.
2. To analyses the recruitment policy of the organization.
3. To understand and analyze various HR factors including recruitment procedure at
Aashman Foundation.
4. To suggest any measures recommendations for the improvement of the recruitment
procedures.
 CHAPTER-2
LITERATURE REVIEW
Human Resource Management includes planning, job analysis, job design, acquisition, training
and development, compensation, appraisal, benefits, rewards, safety, health, motivation, job
evaluation, human relations, employee counseling and personnel research of human resources. A
HRM system is a set of procedures framed to control, e.g., the system of employment in HRM
through selection involving a set of procedures of inviting applications, conducting tests,
interviews, physical examination, checking references, issuing appointment letters, their
compensations; and beyond that training and other processes to be followed for effective
management and total efficiency of all the systems should be effectively planned, developed and
executed collectively by human resource manager in consultation with other managers.(Sadaat
Khaiyam 2022)

The recruitment is the main function of the HR department and the recruitment process is the
first step towards making the competitive quality and the recruitment strategic advantage for the
association. A quantitative method used to analyze this study, the researchers prepared
questionnaires and distributed them at Telecommunication Companies in Erbil-Kurdistan. The
objective of this research paper is to determine the recruitment and selection procedures in
organizations, and find out the methodologies that are involved in the process. Moreover, finding
out how being qualified and having certificates affects the recruitment process, and how different
criteria such as gender, race, and culture affect it as well. The survey was conducted at Telecom
Companies. Employees filled the survey. Data was collected and Statistical Package for Social
Sciences (SPSS) version 23 was used as the statistical analysis tool while descriptive statistics
were calculated and used in the interpretation of findings. The population of this study is
approximately 220 employees. The researchers distributed 80 questionnaires, but 69
questionnaires received from participants, however only 60 questionnaires were properly filled
out by the participants. Accordingly my sample size was initially a total of (60) surveys, and
%100 was turned back which means 60 surveys. Data for the research paper was collected
through a questionnaire paper distributed to employees working at Telecom Companies. The
researchers found that there is no difference in candidates’ race and gender in internal promotion
at Telecommunication Companies in Erbil-Kurdistan, therefore the researchers answered the first
research question, and the second research question which stated that Within our organization,
for second question the researchers found that the majority of participants believed that selection
methods used (application forms, assessment centers, psychometric tests, interviews, CV data,
references, group interviews) are important.( Hamza, P. A., Othman, B. J., Gardi, B., Sorgli, S.,
Aziz, H. M., Ahmed, S. A., Sabir, B. Y., Ismael, N. B., Ali, B. J., & Anwar, G. 2021).

The study aims to evaluate the factors that can be incorporated into the process of selection and
recruitment for business growth in Pakistan. An exploratory study based on the content analysis
technique was applied to conduct this research. This study found that the performance of the
employee and the procedures of selection and recruitment play a significant role in business
growth. This study has also identified that the recruitment process is more helpful for the
selection of the right candidate for the job. With the help of the appropriate recruitment
structures, the human resource management department will be capable of choosing the right
employee. It is found that the more skilled and qualified individuals play an essential role in the
growth of the organization. Only the selection and recruitment of the right employee is not
enough for the growth of the business, but the provision of the more appropriate working
environment for the employees plays an important role to increase their performance and a
relationship with the productivity and growth of the organization. It is also explored that after the
selection of the right employee, it is more critical for the organization to keep them motivated for
decreasing the job turnover by increasing the employee retention ratio. (Saliha Gul Abbasi,
Muhammad Sohail Tahir, Mazhar Abbas 21september 2022).

There has been an emerging trend of utilizing Artificial Intelligence (AI) technologies within the
business environment throughout the last two decades. This paper presents the position of
Human Resources recruitment and selection, an aspect of HR management, regarding
incorporating AI solutions. The paper addresses the following questions: To what extent will
humans use AI to hire humans? To what extent and how will AI affect recruiters’ jobs? What are
organizations’ and HR managers’ roles in this transformation? To this end, a set of literature and
proposed models as well as examples of most commonly used temporary artificial intelligence
solutions for the acquisition of Human resources have been reviewed to analyze and understand
the previous contribution. It has been concluded that AI provides promising solutions for
recruiters to optimize talent acquisition by taking over time-consuming repetitive tasks such as
sourcing and screening applicants, to improve the quality of the hiring process and neutralize
human biases. Augmented intelligence will be used widely and increasingly to produce better
and more effective results; as a result, routine administrative jobs will be replaced by smart AI
technologies and will gradually disappear. Bilal Hmoud, Varallyai Laszlo(2019).

The important elements in an organization are men, money, material and machines human
resources). The success of an organization depends upon the proper utilization of all elements,
especially human resources which have been termed as wealth: the prime component of an
organization is its human resource. The success of any organization depends on the efficiency of
employees. hrm practices involve many processes like: job and work design, recruitment and
selection, training and development, performance appraisal, etc the recruitment and selection
plays a vital role in order to choose right employees for right jobs which the organization
requires the present study examines what are the parameters were used in selecting a candidate in
a non-governmental organizations ngo and to say the recruitment and selection process in the
organization.(Dr. B. Vijaya & Karibasaveshwara.B November2014)

Taking into consideration the eugenic nature and perspective of high-performance human
resource management functions on organizational effectiveness, the authors examined
managerial and employee level of recruitment and selection on operational performance with
emphasis on human capital and three indicators of organizational commitment (affective,
normative, and continuous) as mediators. Questionnaires totaling 282, 122 for managerial level
and 160 for employee level, were administered. A multilevel analysis of data was conducted on a
selected number of Ghanaian NGOs using Statistical Package for Social Sciences (SPSS). The
study revealed that recruitment and selection ideally leads to improved operational performance,
however, this affiliation can be enhanced through the inescapable role of human capital and the
three commitment indicators (affective, normative, and continuous). It was also exposed that
effective recruitment and selection leads to a desirable employee’s level of affective, normative
and continuous commitment, which also have greater influence on the operational performance.
The study is thus considered very significant contextual support to existing literature and
practitioners since not much of such work has been done in the Ghanaian context. Therefore, the
current study implicates recruitment and selection, human capital, and the three commitment
levels as a core value-creating ability that drives non-governmental organizations performance.
(anita asamany 2018)
 CHAPTER-3

OBJECTIVES OF THE RESEARCH

Primary objective:
To study the recruitment and selection process in NGOs.

Secondary objective:
1. To understand the internal recruitment process in an organization.

2. To identify areas where there can be scope for improvement.

3. To give suitable recommendations to streamline the hiring process.

4. To know the importance of recruitment and selection. 

 CHAPTER-4
RESEARCH METHODOLOGY
Overview
In this section on the methodology framework of the study, it outlines various steps, which were
used in undertaking the study. Therefore, the brief discussion comprises the research design,
study population, sampling procedures, data collection methods, data analysis techniques etc.

Types of data used

Both primary & secondary data is used in this study.

Primary Data were collected about human resource management practices in non-
government organizations through structured questionnaires.

The secondary Data were collected from various sources such as books, magazines,
journals, newspapers, annual reports/records published by the government of India, and related
websites.The sample of the study included employees of selected NGOs. A well structured
questionnaire was framed. The questionnaire was distributed to 100 employees of the NGO. All
17 questionnaires were filled and complete in all respects and were considered for the study.

Data collection instrument: Data is collected through Google forms. Total 80 responses
were received.

Sample technique: Convenience sampling

 CHAPTER-5
DATA ANALYSIS and interpretation
1. Gender of the respondents.

Figure5.1: gender of the respondents.

gender percentage
male 65.4%
female 34.6%
Table 5.1: gender of the respondents.

Interpretation: above figure 5.1, reveals that high percentage of 65.4%

respondents were male gender and 34.6% of the respondents were female.

2. Age of the respondents.

Figure5.2: age of the respondents.

 Age bracket percentage
18-25 82.5%
26-35 15%
36-45 nil
46-50 1.2%
50 1.2%
Table 5.2: age of the respondents.

Interpretation: above figure5.2 reveals that high percentage were 82.5%

respondents were of age group 18-25, 15% respondents of age group 26-35,
no response from 36-45 age group, 1.2% of 46-50 age group, 1.2% of 50 age
group.

3.Qualification of the respondents.

Figure5.3: qualification of respondents.

qualification percenatge
High school 14.5%
Bachelor’s degree 38.4%
Master’s degree 39.6%
Ph.d or higher 6.9%
Prefer not to say 0.6%
Table 5.3: qualification of respondents.
Interpretation: above figure 5.3 reveals that high percentage of 39.6% respondents
are graduates, 38.4% respondents are post graduates, 14.5% of the respondents are
of high school. This shows that most of the respondents are educated.

4.Nature of job of the respondents.

Figure 5.4: nature of job of the respondents.

Nature of job percentage

Temporary 75%
permanent 25%
Table5.4:nature of job of the respondents.

Interpretation: above table 5.4 reveals that 75% of the respondents are doing
temporary job rest 25%bare doing permanent jobs.

5. Sources adopted to source candidates.

Figure 5.5: source adopted to source candidates

Source adopted to source candidates percenatge

Employee referral 28.7%
Campus recruitment 21.3%
Advertising 25%
Recruitment agencies 7.5%
Job portals 10%
other 7.5%
Table 5.5: source adopted to source candidates

Interpretation: above table 5.5 reveals that 28.7% of respondents got source from employee referral,
21.3% of respondents got source from campus recruitment, 25% of respondents got souce from
advertising,7.5% of respondents got source from recruitment agencies, 10% of respondents got source
from job portals, 7.5% respondents got source from other.

6. Stages involved in selecting the candidate.

Figure 5.6: stages involved in selecting the candidates.

stages percentage
Stage1 7.5%
Stage2 26.3%
Stage3 18.8%
Stage4 20%
more 27.5%
Table 5.6: stages involved in selecting the candidates.

Interpretation: above table 5.6 reveals, that 7.5% of recruiter involve only stage1, 26.3% of recruiter
involve only stage2, 18.8% of recruiter involve upto 3 stages, 20% involve 4 stages, 27.5% involve more
than 4 stages.

7.Use of the following tests during the process of recruitment.

Figure 5.7: Use of the following tests during the process of recruitment.
Tests used during process of recruitment percentage
Written 23.8%
Aptitude 41.3%
Group discussion 47.5%
Personal interview 63.7%
Psychometric test 10%
other 10%
Table5.7:use of the following tests during the process of recruitment.

Interpretation: above table 5.7 reveals that 23.8% have use written, 41.3% have use aptitude, 47.5%have
use group discussion, 63.7% have use personal interview,10% have use psychometric test, 10% have use
other.
8. Tracking the source of candidates.

Interpretation: the above figure 5.8 reveals that high percentage 27.5 % track the source from offline,65%
from online.

9. Average time spent by HR Dept. during recruitment(each candidate)?

Figure 5.9: Average time spent by HR Dept. during recruitment (each candidate)

Average time Percentage

10 min 28.7%
10 to 20 min 41.3%
20 to 30 min 20 to30%
more 8.8%

Table5.9: Average time spent by HR Dept. during recruitment (each candidate)

Interpretation: the above figure 5.9 reveals that 28.7% of HR Dept. takes 10 min while recruiting
candidates, 41.3% takes 10-20min, 21.3% takes 20-30min, 8.8% takes more
10. Do you follow different recruitment process for different grades of employees?

Figure 5.10: Do you follow different recruitment process for different grades of employees?

Interpretation: the above figure 5.9 reveals that 85% of HR department use different recruitment
process for different grade of employees and 15% don't use.

11. Back out percentage of candidate after being offered.

Figure 5.11: Back out percentage of candidate after being offered.

Back of candidate Percentage

1 -5 12.5%
5-10 36.3%
10-15 35%
15-20 16.2%
Table 5.11: Back out percentage of candidate after being offered.
 Interpretation: the above figure 5.10 reveals that high percentage 36.3% is back out percentage of
candidate after being offered, lowest is 12.5%

12. Percentage of candidates leaves within the period of less than 1-6 month.

Figure 5.12: Percentage of candidates leaves within the period of less than 1-6 month.

Leaved candidate percentage

1 to 5 18.8%
5 to 10 30%
10 to 15 42.5%
15 to 20 8.8%
Table 5.12: Percentage of candidates leaves within the period of less than 1-6 month.

Interpretation: the above figure 5.11 reveals that 65% of recruiter takes online support, 22.5%
takes help of video conferencing, 7.5% telephone.

13. Do you take any technological support for the process of recruitment?

Figure 5.13: Do you take any technological support for the process of recruitment
Tool for recruitment Percentage
Telephone 7.5%
Video conferencing 22.5%
Online support 65%
other 1.5%

Table 5.13: Do you take any technological support for the process of recruitment

14. Biggest challenge that faced in the whole process of recruitment.

Figure 5.14: Biggest challenge that faced in the whole process of recruitment.

Challenges Percentage
Lengthy process 7.4%
Documentation 9.9%
Time management 3.7%
Communication 3.7%

Table 5.14: Biggest challenge that faced in the whole process of recruitment.

interpretation: the above figure 5.12 reveals that high percentage 9.9% recruiter face
documentation biggest challenge while recruiting employees, 7.4% find it lengthy process as a
biggest challenge, lowest percentage 1.2% find interview, income qualifications et

15. Do you have a legal advisor for the HR dept.? If yes then it is.
Figure 5.15: Do you have a legal advisor for the HR dept.? If yes then it is.

Interpretation: the above figure 5.13 reveals that 77.5% have internal legal advisor for HR
department while 22.5% as a external legal advisor.

16. Have you ever thought of any way to reduce the time to hire and not have impacted the
quality of the hire?

Figure 5.16: Have you ever thought of any way to reduce the time to hire and not have impacted
the quality of the hire?

Interpretation: the above figure 5.14 reveals that 75% have thought of ways to reduce the time to
hire and not have impact the quality of hire ,25%have never thought of that
Chapter 6
Finding
Finding
The main findings are as follows:

1. As per figure 5.8 and table 5.8 mostly the HR department use online as source to track the
candidates.

2. As per figure 5.9 and table 5.9 41.3% of the HR department takes 10-20 min while recruiting
the candidates.

3. As per Figure 5.11 and table 5.11 ,65% of recruiter takes online support while recruiting
employees

4. As per figure 5.5 and table 5.5, source adopted to source the candidates are mostly through
employees referrals

5. As per figure 5.7 and table 5. 7 most of the managers prefer personal interviews.

6. As per figure 5.12 and table 5.12 the biggest challenge faced by HR department is the
documentation of the candidates and the second most biggest challenge is the lengthy process
while recruiting the candidates.

7. As per figure 5.14 and table 5.14 ,75% have thought ways to reduce the time to hire but have
not impact the quality of hiring. From the findings i can suggest Aashman foundation following
things for the more effectiveness of recruitment and selection process and hr policies:
 CHAPTER-7
RECOMMENDATIONS
RECOMMENDATIONS

1. Recruitment must be done by analysing the job firstly which will make it easier and will be
beneficial from the company's point of view.

2. More emphasis should be given on reducing the process of recruitment because it's too lengthy
and documentation of candidates because it's the biggest challenge which the faced by
employees.

3. Company should try to use the internal recruitment process first because it incurs less cost and
acts as a motivational factor to the employees.

4. Provide training to employees so that they get better knowledge, skills and attitude.

5. Company should amend so r policies for better effectiveness.

 Chapter 8
Bibliography
Books:

C.b. Gupta, (1996) human resource management, sultan chand & sons.

K ashwathapa, (1997) human resource and personnel management,

Tata mcgraw hill

• Dr. C.r. Kothari, (2008) research methodology ⚫ Chris duke,(2001) recruiting the right staff

Websites:

1. Www.google.com

2. Www.en.wikipedia.org

3. www.Aashmanfoundation.com

4. http://www.scribd.com/
Chapter 9
Annexure
Questionnaire