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“Human resourcse recruitment of The LLP”

RankSoldier
Submitted in partial fulfilment of the
requirements for the award of the degree of

BACHELOR OF BUSINESS ADMINISTRATION (BBA)

Batch: 2021-2023

To
Guru Gobind Singh Indraprastha University, Delhi

Guide:
Dr. Anita Sharma
\Submitted by:
Harsh Sharma BBA(B&I) 01721201820

5th Sem /2nd shift

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CERTIFICATE

I, Mr.Harsh Sharma, Roll No. 00221201820 certify that the Summer Training

Report (Paper Code- BBA 311) entitled “HUMAN RESOURCES

RECRUITMENT OF THE COMPANY” is done by me and it is an authentic

work carried out by me at Rank Soldier. The matter embodied in this has not been

submitted earlier for the award of any degree or diploma to the best of my

knowledge and belief.

Signature of the

Student Date:

Certified that the Summer Training Report entitled “HUMAN RESOURCES

RECRUITMENT OF THE COMPANY” done by MR.Harsh Sharma, Roll

No.01721201820, is completed under my guidance.

Signature of the

Guide Name of

the Guide: Date:

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• Acknowledgement

“No one who achieves success does so without acknowledging the help of others. This

project is certainly no exception to this rule”

So, I wish to express my sincere gratitude and special thanks to my respected teacher

“Dr. Anita Sharma”. I am also thankful to the faculty department for the timely help

and valuable suggestion without which my demonstration file would not have been a

success.

Hrash Sharma
01721201820
BBA (B&I)
5th Sem /2nd shift
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• Abstract
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. Without positive and creative contributions from people, organizations cannot
progress and prosper. In order to achieve the goals or the activities of an organization,
therefore, they need to recruit people with requisite skills, qualifications and
experience. While doing so, they have to keep the present as well as the future
requirements of the organization in mind.

Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting
that manpower in adequate numbers to facilitate effective selection of an efficient
workforce.”

In order to attract people for the jobs, the organization must communicate the position
in such a way that job seekers respond. To be cost effective, the recruitment process
should attract qualified applicants and provide enough information for unqualified
persons to self-select themselves out.

The term “HR recruiter” may sound redundant, as both human resources managers and
recruiters both find job candidates and get them hired, this job is very specific.

Recruiters will work from resumes or by actively soliciting individuals qualified for
positions. A recruiter's job includes reviewing candidate's job experiences, negotiating
salaries, and placing candidates in agreeable employment positions. Recruiters
typically receive a fee from the hiring employers.

Table of contents
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S.NO Particula Pag

. rs e

1 Certificate -

2 Acknowledgement -

3 Abstract -

4 Keywords -
5 Chapter 1: Introduction 1-18

6 Chapter 2: Profile of the Company 19-

24
• About the company
• Working of the company
• The Success stories
• Software’s used at E-Brique
7 Chapter 3: Research Methodology 25-
42
8 Chapter 4: Analysis and Interpretation 43-
46

9
Chapter 5: Conclusion

10 Bibliography 47

11 Annexures 48-52
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CHAPTER-1
INTRODUCTION
Objectives of the study:

The main objectives of the study are as follows:

• To understand the process of recruitment

• To know the sources of recruitment at various levels and various jobs

• To critically analyze the functioning of recruitment procedures

• To identify the probable area of improvement to make recruitment

procedure more effective

• To know the managerial satisfaction level as well as to know the yield ratio

• To search or headhunt people whose, skill fits into the company‟s values

Scope of study:

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

The key points of my research study are:

• To Understand and analyze various HR factors including

recruitment procedure at consultant.
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• To suggest any measures/recommendations for the improvement

of the recruitment procedures

Human Resource Management and Human Resource Development

Definition:

HRM is the process of managing people in organizations in a structured

and thorough manner. This covers the fields of staffing (hiring people),
retention of people, pay and perks setting and management, performance
management, change management and taking care of exits from the company to
round off the activities. This is the traditional definition of HRM which leads
some experts to define it as a modern version of the Personnel Management
function that was used earlier.

We have chosen the term “art and science” as HRM is both the art of
managing people by recourse to creative and innovative approaches; it is a
science as well because of the precision and rigorous application of theory that
is required.

Human Resource Development (HRD) means to develop available

manpower through suitable methods such as training, promotions, transfers and
opportunities for career development. HRD programs create a team of well-
trained, efficient and capable managers and subordinates. Such team constitutes
an important asset of an enterprise. One organisation is different from another
mainly because of the people (employees) working there in. According to Peter
F. Drucker, "The prosperity, if not the survival of any business depends
on the performance of its managers of tomorrow." The human resource
should be nurtured and used for the benefit of the organisation.
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Uses of Human Resource Management in an organization:

• Human Resource Management (HRM) is the function within an

organization that focuses on recruitment of, management of, and
providing direction for the people who work in the organization. It can
also be performed by line managers.

• Human Resource Management is the organizational function that deals

with issues related to people such as compensation, hiring, performance
management, organization development, safety, wellness, benefits,
employee motivation, communication, administration, and training.

• HRM is also a strategic and comprehensive approach to managing

people and the workplace culture and environment. Effective HRM
enables employees to contribute effectively and productively to the
overall company direction and the accomplishment of the organization's
goals and objectives.

• Human Resource Management is moving away from traditional

personnel, administration, and transactional roles, which are
increasingly outsourced. HRM is now expected to add value to the
strategic utilization of employees and that employee programs impact
the business in measurable ways. The new role of HRM involves
strategic direction and HRM metrics and measurements to demonstrate
value.

• The Human Resource Management (HRM) function includes a variety

of activities, and key among them is responsibility for human resources
-- for deciding what staffing needs you have and whether to use
independent contractors or hire employees to fill these needs, recruiting
and training the best employees, ensuring they are high performers,
dealing with performance issues, and ensuring your personnel and
management practices conform to various regulations. Activities also
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include managing your approach to employee benefits and

compensation, employee records and personnel policies. Usually small
businesses (for-profit or nonprofit) have to carry out these activities
themselves because they can't yet afford part- or full-time help.
However, they should always ensure that employees have -- and are
aware of -- personnel policies which conform to current regulations.
These policies are often in the form of employee manuals, which all
employees have.

• HRM is widening with every passing day. It covers but is not limited to
HR planning, hiring (recruitment and selection), training and
development, payroll management, rewards and recognitions,
Industrial relations, grievance handling, legal procedures etc. In other
words, we can say that it‟s about developing and managing harmonious
relationships at workplace and striking a balance between
organizational goals and individual goals.

Advantages / Importance of HR:

• Meeting manpower needs: Every Organisation needs adequate and

properly qualified staff for the conduct of regular business activities.
Imaginative HRP is needed in order to meet the growing and changing
human resource needs of an organisation.

• Replacement of manpower: The existing manpower in an Organisation

is affected due to various reasons such as retirement and removal of
employees and labour turnover. HRP is needed to estimate the shortfall
in the manpower requirement and also for making suitable arrangements
for the recruitment and appointment of new staff.

• Meeting growing manpower needs: The expansion or modernisation

programme may be undertaken by the enterprise. Manpower planning is
needed in order to forecast and meet additional manpower requirement
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due to expansion and growth needs through recruitment and suitable

training programs.

• Meeting challenges of technological environment: HRP is helpful in

effective use of technological progress. To meet the challenge of new
technology existing employees need to be retrained and new employees
may be recruited.

• Coping with change: HRP enables an enterprise to cope with changes in

competitive forces, markets, products, and technology and government
regulations. Such changes generate changes in job content, skill, number
and type of personals.

• Increasing investment in HR: An employee who picks up skills and

abilities becomes a valuable resource because an organisation makes
investments in its manpower either through direct training or job
assignments.

• Adjusting manpower requirements: A situation may develop in; an

organisation when there will be surplus staff in one department and
shortage of staff in some other department. Transfers and promotions
are made for meeting such situations.

• Recruitment and selection of employees: HRP suggests the type of

manpower required in an organisation with necessary details. This
facilitates recruitment and selection of

suitable personnel for jobs in the Organisation. Introduction of

appropriate selection tests and procedures is also possible as per the
manpower requirements.

• Placement of manpower: HRP is needed as it facilitates placement of

newly selected persons in different departments as per the qualifications
and also as per the need of different departments. Surplus or shortage of
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manpower is avoided and this ensures optimum utilization of available

manpower.

• Training of manpower: HRP is helpful in selection and training

activities. It ensures that adequate numbers of persons are trained to fill
up the future vacancies in the Organisation.

HR TOPICS - FUNCTIONS

Recruitment and Selection Process

Complete Recruitment life cycle

• Levels of Companies
• Technologies and Domineer
• Portal Explanation
• Explanation of Job Description and Analyzing of Requirement
• Sourcing of Profiles from Portals
• Screening of profiles as per the requirement
• Calling the Candidates
• Formatting of profiles and Tracker‟s Preparation
• Maintenance of Database

Training and Development

• Concept of Training and Development

• Training Needs Identification Process
• Designing Annual Training Plans
• Training Execution

• Designing Employee Development Initiatives

• Designing Supervisory Development Programs
• Designing Management Development Programs
• What is Training ROI and how to Calculate
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• Introduction to Best Trainer Skills, Knowledge and Abilities

Induction and Orientation

• How to Design Induction Programs and Execution

• How to Design on the Job Training Programs and Monitoring
• How to evaluate effectiveness of Induction and on the Job Training Programs
• Probation Confirmation and HR Role

Team Management Skills

• Understanding What is a Team

• Understanding Team Development Stages
• What is your Team Membership Orientation
• How to improve your effectiveness as Team Member
• What is Team Leadership
• Understanding my Orientation

HR Recruitment:
According to Edwin Flippo, "Recruitment is the process of searching for
prospective employees and stimulating them to apply for jobs in the
Organisation."

Recruitment is a continuous process whereby the firm attempts to develop a

pool of qualified applicants for the future human resources needs even though
specific vacancies do not exist. Usually, the recruitment process starts when a
manger initiates an employee requisition for a specific vacancy or an
anticipated vacancy.

It is the process to discover sources of manpower to meet the requirement of

staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient
working force.
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Recruitment of candidates is the function preceding the selection, which helps

create a pool of prospective employees for the organisation so that the
management can select the right candidate for the right job from this pool. The
main objective of the recruitment process is to expedite the selection process.

Recruitment is almost central to any management process and failure in

recruitment can create difficulties for any company including an adverse effect
on its profitability and inappropriate levels of staffing or skills. Inadequate
recruitment can lead to labor shortages, or problems in management decision
making and the recruitment process could itself be improved by following

management theories. The recruitment process could be improved in

sophistication with Rodgers seven point plan, Munro-Frasers five-fold grading
system, psychological tests, personal interviews, etc. Recommendations for
specific and differentiated selection systems for different professions and
specializations have been given. A new national selection system for
psychiatrists, anesthetists and dental surgeons has been proposed within the UK
health sector

Need for Recruitment

The need for recruitment may be due to the following reasons / situations
• Vacancies: due to promotions, transfers, retirement, termination,
permanent disability, death and labour turnover.

• Creation of new vacancies: due to growth, expansion and

diversification of business activities of an enterprise.

• In addition, new vacancies are possible due to job respecification.

The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the strategic advantage for the organisations.
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Recruitment process involves a systematic procedure from sourcing the

candidates to arranging and conducting the interviews and requires many
resources and time. A general recruitment process is as follows:

Identifying the vacancy:

The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These
contain:

• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required

• Preparing the job description and person specification.

• Locating and developing the sources of required number and type of
employees (Advertising etc).
• Short-listing and identifying the prospective employee with required
characteristics.
• Arranging the interviews with the selected candidates.
• Conducting the interview and decision making

The HR Role in Recruitment changed and HRM:

• Decides about the design of the recruitment processes and to decide
about the split of roles and responsibilities between Human Resources
and Hiring Manager
• Decides about the right profile of the candidate
• Decides about the sources of candidates
• Decides about the measures to be monitored to measure the success of the
process
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A traditional role of HR in Recruitment was an administrative part of the whole

process. The HRM was responsible for maintaining the vacancies advertised
and monitored, but the real impact of HRM to the performance of the whole
recruitment process was minimal.
But as the role of Human Resources in the business was increasing, the HR
Strategy was changed. From making the process working to the real
management of HR Processes and the Recruitment Process was the first to
manage.
The role of HR in Recruitment is very important as HRM is the function to
work on the development of the recruitment process and to make the process
very competitive on the market. As the job market gets more and more
competitive, the clearly defined HR Role in Recruitment will be growing
quickly. HRM is not a function to conduct all the interviews today, the main
role of Human Resources is to make the recruitment process more attractive
and competitive on the job market.

Scope of HR Recruitment:
• HR jobs are one of most important tasks in any company or organization.
• To structure the Recruitment policy of company for different categories of
employees.
• To analyses the recruitment policy of the organization.
• To compare the Recruitment policy with general policy.
• To provide a systematic recruitment process.
• It extends to the whole Organization. It covers corporate office, sites
and works appointments all over India.
• It covers workers, Clerical Staff, Officers, Jr. Management, Middle
Management and Senior Management cadres.
• A recruitment agency provides you with career counseling which
renders a crystal clear picture of what are the possible career options out
there for you and which job option suits you the best.
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Objective of HR
• To obtain the number and quality of employees that can be selected in
order to help the organization to achieve its goals and objectives.
• Recruitment helps to create a pool of prospective employees for the
organization so that the management can select the right candidate for
the right job from this pool.
• Recruitment acts as a link between the employers and the job
seekers and ensures the placement of right candidate at the right place
at the right time.
• Recruitment serves as the first step in fulfilling the needs of
organizations for a competitive, motivated and flexible human resource
that can help achieve its objectives.
• The recruitment process exists as the organization hire new people,
who are aligned with the expectations and they can fit into the
organization quickly.

Advantage of Outsourcing Recruitment/Hiring of Consultancy

Traditionally, recruitment is seen as the cost incurring process in an
organization. HR outsourcing helps the HR professionals of the organisations
to concentrate on the strategic functions and processes of human resource
management rather than wasting their efforts, time and money on the routine
work.

Outsourcing the recruitment process helps to cut the recruitment costs to 20 %

and also provide economies of scale to the large sized organizations.
The major advantages of outsourcing performance management are:

Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as well as the consultancies that provide the service to the
corporate. Apart from increasing their revenues, outsourcing provides business
opportunities to the service providers, enhancing the skill set of the service
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providers and exposure to the different corporate experiences thereby

increasing their expertise.

The advantages accruing to the corporate are:

• Turning the management's focus to strategic level processes of HRM
• Accessibility to the expertise of the service providers
• Freedom from red tape and adhering to strict rules and regulations
• Optimal resource utilisation
• Structured and fair performance management.
• A satisfied and, hence, highly productive employees
• Value creation, operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to
grow and perform better.

Changing Role of Recruitment Intermediaries:

Recruitment consultancies, agencies or intermediaries are witnessing a boom in

the demand of their services, both by the employers and the job seekers. With
an already saturated job market, the recruitment intermediaries have gained a
vital position acting as a link between the job seekers and the employers.
But at the same time, one of the major threats faced by this industry is the
growing popularity of e-recruitment. With the changing demand, technologies
and the penetration and increasing use of internet, the recruitment consultancies
or the intermediaries are facing tough competition. To retain and maintain their
position in the recruitment market, the recruitment intermediaries or consultants
(as they are commonly known) are witnessing and incorporating various
changes in terms of their role, functions and the services.
According to a survey amongst top employers, most of them agree with the
growing influence of technology and the Internet on the recruitment processes.
70 per cent of employers reported the use of application portal on their
company‟s official website. Apart from that, the emerging popularity of the job
portals is also growing.
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But the fact that the intermediaries or the consultants are able to provide their
expert services, economies of scale, up to 40 percent savings in the recruitment
costs, knowledge of the market, the candidates, understanding of the
requirements, and most importantly, the assess to the suitable and talented
candidates and the structured recruitment processes. The recruitment
intermediaries save the organisations from the tedious of weeding out
unsuitable resumes, co- coordinating interviews, posting vacancies etc. give
them an edge over the other sources of recruitment.
To retain their position as the service providers in the recruitment market, the
recruitment intermediaries are providing vale added services to the
organisations. They are incorporating the use of internet and job portals,
making their services more efficient.
Despite of the growing use of the internet, the recruitment intermediaries are
predicted to continue dominating the recruitment market in the anticipated
future.

Recruitment Management System

Recruitment management system is the comprehensive tool to manage the

entire recruitment processes of an organisation. It is one of the technological
tools facilitated by the information management systems to the HR of
organisations. 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 4explained 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.
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• 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 sane the time and costs of the
recruiters and improving the recruitment processes.

HR Recruitment Process
Client need assessment
• Define objectives and specifications
• Understand client's business and culture
• Understand the job/position specifications
• Understand roles and responsibilities of the prospective candidate
• Develop a search plan and review with the client
• Candidate Identification
• Identify target sources
• Extensive organization mapping, research & database search of the profile
• Provide status report to client about the available talent pool
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• Candidate assessment and Presentation

• Screen and evaluate candidates
• Personal Interviews with Candidates wherever possible - assess skills,
interest level and cultural fit
• Discuss the shortlist with the client and send resumes
• Candidate interview, selection & Presentation of Offer
• Facilitate interviews with the client
• Obtain feedback
• Participate in decision making process
• Provide inputs on candidate's desired compensation
• Closure & Follow up
• Negotiate offer acceptance
• Execute Reference check, Compensation & Job Level Discussions
• Coordinate Joining Formalities and on boarding as per predefined date
• Closing review to understand client's level of satisfaction.

HR Telephonic Interview Questions:

• Tell me about yourself?
• Tell me about your job profile?
• How much current CTC, you‟re getting in current organization?
• How much you‟re expecting form new organization?
• How the notice period you required if you are selected?
• Why did you want to resign from your previous job?

HR Challenges in Recruitment
Recruitment is a function that requires business perspective, expertise, ability to
find and match the best potential candidate for the organisation, diplomacy,
marketing skills (as to sell the position to the candidate) and wisdom to align
the recruitment processes for the benefit of the organisation. The HR
professionals – handling the recruitment function of the organisation- are
constantly facing new challenges. The biggest challenge for such professionals
is to source or recruit the best people or potential candidate for the organisation.
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In the last few years, the job market has undergone some fundamental changes
in terms of technologies, sources of recruitment, competition in the market etc.
In an already saturated job market, where the practices like poaching and
raiding are gaining momentum, HR professionals are constantly facing new
challenges in one of their most important function- recruitment. They have to
face and conquer various challenges to find the best candidates for their
organisations.

The major challenges faced by the HR in recruitment are:

• Adaptability to globalization – The HR professionals are expected and
required to keep in tune with the changing times, i.e. the changes taking
place across the globe. HR should maintain the timeliness of the process

• Lack of motivation – Recruitment is considered to be a thankless job.

Even if the organisation is achieving results, HR department or
professionals are not thanked for recruiting the right employees and
performers.

• Process analysis – The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment. The process should be
flexible, adaptive and responsive to the immediate requirements. The
recruitment process should also be cost effective.

• Strategic prioritization – The emerging new systems are both an

opportunity as well as a challenge for the HR professionals. Therefore,
reviewing staffing needs and prioritizing the tasks to meet the changes
in the market has become a challenge for the recruitment professionals.
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CHAPTER-2
PROFILE OF
THE LLP

About LLP

Devalya learning solutions is in search of qualified and experienced

professionals across sectors and industries.

We are a prominent executive search & selection company, providing a wide

range of recruitment solutions for various requirements. We are a team of
dedicated professionals offering services across India.

Established in 2006 with licenses, Devalya is leading Indian and International

llp for their middle & senior management requirements. Devalya caters to both
domestic placements across India as well as international locations. We have
turnover of 10 lakhs.

Our team of 25 head hunters have extensive previous professional work

experience and currently specialize in different domains across industries and
professionally head hunt and source candidates based on specific client
requirements.
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DATA BANK

We have a fairly large data bank comprising of candidates in Managerial

functions, HRD, Accounts, Finance, Engineering, Information Technology and
Marketing to suit the requirements of Management at all levels of functions.
Our data bank consists of candidates from different locations and in various
countries. They could even supply candidates with very rare skill sets and
experience from their data bank. This is helpful to identify candidates for
specific locations within short notice.

FACILITIES

A completely computerized Network environment with sophisticated software

for maintaining and accessing data bank - An extensive library covering almost
all subjects relating to business. - Three telephone lines, Fax, Internet and email
facility. - A good job site on the web to publicize the requirements immediately.
- Dedicated Team of Consultants and staff who believe in
Right People!! Right Solutions!!

Aim & Approach of Devalya

Aim
Aim is to ensure we match you with your ideal job every time. With an ethos
that focuses on the needs and aspirations of each individual candidate, rather
than simply „filling jobs‟, we make sure we understand what you want first
before discussing any relevant career options.
If our client‟s are looking for full time, part time, permanent or temporary
opportunities, our specialist consultants are on hand to guide you through the
options to match you with your ideal job.
Our aim is to offer our clients the best consultancy services in India. This
means that we provide clients with full consultancy service, from identifying
the relevant candidate, to closing the position at short span of Time.

Initiatives
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We proactively seek grant schemes that match your needs and help you
tailor your projects to take maximum advantage of grant opportunities.

Our extensive professional network and experience in a wide range of grant

schemes ensure that we track the latest developments in incentive schemes and
identify opportunities as they arise. You can then adapt your decisions to better
fit public objectives.

Partnership
Close collaboration with clients regularly leads to long-lasting partnerships.
The better we know you and your organization, the better we can advise you.
This leaves you free to focus on your core business while we deal with grants
acquisition, administration and project management. We also partner with
clients in their consortia, technological platforms and other public-private
partnerships.

Approach
Our Approach towards Client is distinctive. Large amount of support teams,
provide clients with the complete range of fully integrated recruitment solutions
from each site. True client partnerships, an advanced internet development
strategy and our focus on placing people are part of what makes us different.
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CHAPTER-3
Research Methodology
Research methodology is simple framework or plan for the study that is as guide in
collection and analyzing the data. It is the blue print that is followed in completes the
study. Thus, good research methodology ensures the completion of the project
efficiency and effectively since there are many aspect of research methodology, the
line of action has to be chosen from the variety of the alternative, to choose the suitable
method through the assessment of various alternatives.

Research methodology gives the researcher and opportunity to put forward his
argument for having opted for certain alternatives and also at the same time he can
justify his ruling out some other possibility likes. Why research study has been under
taken, how the research problem has been formulated what data has been collect what
particular technique if analyzing the data has been used and lot of similar type question
are usually answered when we talk of research problem in study.

Method of Data Collection

 Primary data

Primary data may be described as those data that have been observed and recorded
by the researcher for the first time to their knowledge. It is called primary data.
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• Secondary data

Secondary data are statistics not gathered for the immediate study at hand but for some
other purpose. They may be describing as those data that have been compiled by some
other agencies other than the user. The secondary data are those which have already
been collected by someone else and which have already been passed through the
statistical process.

Collection of secondary data

Research Design
A research design is a simply the frame work or plan for a study that is used as a
guide in collecting and analyzing the data. It is blue print that is followed in completing a
study.

• Probability sampling

Probability is which each and every unit of universe of population has equal chance to
include in the sampling.

• Simple random

• Multistage

• Cluster

• Area

• Sequential

• Non Probability Sampling

The non probability sampling is each and every unit have doesn’t equal chance to
including in the sampling.

• Judgment
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• Snowball
• Convenience

Sample

The small part of population is called sample

Sampling

Sampling is a process, techniques by which find the sample. Sample is a result of

sampling. Sampling is significant because it safe time and money etc.

Sample unit

All those unit, which are under the study for providing constitution that it sampling unit.
And my sample unit is customers.

Sample size

The sample size means total number of sample unit includes in the sample size and
gathering information to another people.

Table: Information of Survey Conducted

Sampling technique • Convenience sampling

Sample Size • 50

Samplings Areas • Delhi

Sample Unit • Candidates and clients

Primary Data • Responses through questionnaires

Secondary Data • Websites.

• Magazines
• Brochures, pamphlets
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CHAPTER-4
Analysis and
Interpretation
Question 1: What are the sources used for recruitment in Devalya?

Sources No. of Respondent In percentage (%)

Face book 5 10
LinkedIn 15 30
Job portals 30 60
Others 0 0
Total no. of responses 50 100
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Interpretation: Above chart shows the various sources from where recruiters find
candidates at Devalya. Mostly they use job portals like naukri.com and then
LinkedIn and face book the respectively.

Question 2: Are the clients happy with the recruitment service of Devalya?

Options No. of Respondent In percentage(%)

Strongly Agree 20 40
Moderately Agree 18 36
Disagree 10 20
Can’t say anything 2 4
Total no of respondents 50 100

Interpretations: It shows the response of clients towards the services of Devalya.

The options provided are strongly agree, moderately agree, disagree, can’t say
anything on the basis of which clients shows there response accordingly.
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Question3: Which type of services would clients like to take?

Table: Type of services

Responses No. of Respondents In Percentage (%)

Long Term 25 50
Short Term 10 20
Expensive 11 22
Cheap 4 8
Total No. of Respondents 50 100

Interpretation: Above diagram shows the percentage of responses that more no. of
person would like to go with long term, as compare to those who would take short term
services and rest would like to go for the services on the basis of its expensiveness.
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Question4: What is the result of recruitment service done by Devalya for

candidates?

Table: Result of recruitment service

Responses No. of Respondents In Percentage (%)

Great 21 41
Moderate but accepted 25 50
Disappointed 14 28
Total No. of Respondents 50 100

Interpretation: This shows that result of recruitment service by devalya is moderate

and acceptable by candidates whereas most of found it great but some are also disappointed
by it. Above analysis helps in knowing the reviews of candidates.

Question5: Do Devalya Recruiters take any technological support for the process of
recruiting?
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Responses No. of respondents In percentage (%)

Telephone 20 40
Video conferencing 15 30
Online supports 10 20
others 5 10
Total no. of respondents 50 100

Interpretation: according to above graph, telephone is used more for recruitment

purpose by Devalya

Question 6: How would you rate services of Devalya?

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Responses No. of Respondents % of Respondents

Excellent 10 20

Very Good 17 34

Good 20 40

Satisfactory 3 6

Total no. of responses 50 100

Interpretation- from above observations, clients are well satisfied with the services
provided by Devalya Consultants.

Question7: Are you happy with the price charged by Devalya for the services?

Responses No. of Respondents In Percentage (%)

Yes 37 74
No 13 26
Total no. of responses 50 100
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Interpretations: From above observation we can say that clients are happy with the
price charged by Devalya Consultants for the service they provide.

Question8: Does Devalya helps your company in finding the right candidate for
the right job?

Responses No. of Respondent In percentage(%)

Strongly Agree 20 40
Moderately Agree 20 40
Disagree 10 20
Can’t say anything 0 0
Total no of respondents 50 100
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Interpretation: above information shows that clients believe that Devalya

consultants helps in finding the right candidate for the right job.

Question9: Does Devalya provides a right platform for the candidates in finding the
right job?

Responses No. of Respondents In Percentage (%)

Agree 38 76
disagree 12 24
Total no. of responses 50 100
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Interpretation: From the above observation , we conclude that candidates are satisfied
in finding right job through Devalya.

Question10: How would you rate the Devalya?

Particulars No. of Respondents % of Respondents

Excellent 4 8
Very Good 10 20
Good 30 60
Satisfactory 6 12
Total no. of responses 50 100
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Interpretation: we can observe from above information that Overall candidates and
clients are well satisfied with the services provided by Devalya.
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CHAPTER-5
Conclusion
Finding of the Study

 According to the survey, major sources of searching candidates are online

portals (naukri.com), LinkedIn etc. used in VPS.

 Devalya work as a middleman between candidates and companies.

 More than 60% candidates and clients are satisfied with the work of Devalya.

 Mostly clients are satisfied with the price charged from them.

 Candidates find their service of recruitment satisfactory and in well processed way.

 In comparison, services provided by VPS Consultants are better than the competitors.

Suggestions & Recommendations

 Time management is very essential and it should not be ignored at any level of process.

 Recruitment policy can be better than current policy.

 Walk ins should be entertained.

 Communication, personal and technical skills need to be tested for employees.

 Telephonic interviews are usually biased.

 Employees should be more active towards follow ups of candidates.

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Limitations

 Time has been a major constraint throughout the study.

 Sample size for the survey is small as compared to customers in the study,
therefore there will be scope for deviation from the actual facts.

 Few questions are not answered biasedly by the respondents.

 Certain factors may not be taken into consideration due to which the conclusion
drawn may not be absolute.

CONCLUSION

After the completion of this project and based on the responses of the respondents,
we can conclude that the clients and candidates are more or less happy with the
current recruitment service of Devalya. However, they would welcome a few changes in
the procedure.
The main aim of recruitment is to provide best suitable candidates within a short
period of time to their clients. So that they can meet their requirements of manpower
with a less cost and in short time.
Recruitment firms are the best and cheapest form of recruiting candidates for a
company. And also considered as time saving procedure. Candidates also prefer
consultancies for finding the right jobs where they are quite satisfied with the
recruitment services provided by Devalya.
Devalya is achieving their goal of providing best services to its clients and
candidates and growing with a rapid speed in this sector.