A

PROJECT REPORT ON

“Recruitment & Selection Procedure At Dixon Technologies India

Limited”

Submitted In the partial fulfillment of course for the award of the degree of
BACHELOR OF BUSINESS ADMINISTRATIONION

Submitted To:- Submitted By:-

Mr Kumar Avinash AJAY CHOUDHARY

BBA 3rd YEAR

210630105018

LLOYD INSTITUTE OF MANAGEMENT AND TECHNOLOGY

KNOWLEDGE PARK-2, GR. NOIDA

 DECLARATION

Hereby I declare that the project report titled “Recruitment & Selection
Procedure At Dixon Technologies India Limited ” submitted for the
awarded degree of BACHELOR OF BUSINESS ADMINISTRATION, is my original
work and the project report has not formed the basis for the award of any diploma,
degree, associate ship, fellowship or similar other titles. It has not been submitted to
any other university or institution for the award of any degree or diploma.

Date: AJAY CHOUDHARY

Place: BBA 3 nd year
Roll No-210630105018
 (On College Letterhead)

CERTIFICATE

This is to certify that Mr. / Ms. ………………………. a student of

BBA (Batch 2020-23), at, Lloyd Institute of Management &
Technology/ Lloyd College of Arts, Commerce & Science has
undertaken the project on “-----------------------”. The survey, data
collection, & analysis work for preparing the project has been carried
out by the student in partial fulfillment of the requirements for the
Award of BBA Degree under my guidance and supervision.

I am satisfied with the work of Mr. /Ms. ………………………….

Date:

Mentor(s) Name: …………

(Signature)
 ACKNOWLEDGEMENT

I take this opportunity to express our deep sense of gratitude to all those who
have contributed in making my report a success. Every project is a blend of efforts
and learning on the part of students and the knowledge and experience of the
experts in their respective fields.

I would like to express my sincere gratitude and thanks to MR KUMAR

AVINASH for his support and guidance during my report.

I express my profound sense of gratitude and indebtedness towards all of

them for providing every information, assigning various task, guidance, appreciating
and correcting us thought our project period.

Last but not the least; I would like to express gratitude to all the friends and
colleague who helped me throughout the period and gave me a proper response and
co-operating in our various activities with their patience.

AJAY CHOUDHARY

BBA 3 rd YEAR

ROLL NO- 210630105018

 INDEX

Sr. no. particulars Page no.

1. Intoduction 6-36
1.1 Introduction to the topic
1.2 Company profile
1.3 Scope & importance of the study

1.4 Literature review

2. Research methodology 37-60

2.1 Objective of the study 2.2
Research design

a. Sample design
b.Sources of data collection
c. Data collection techniques
d.Analytical tools used
e. Duration of the study
3. Analysis & findings 61-72
3.1 Analysis of data
3.2 Summary of findings

4. Summary & conclusions 73-76

4.1 conclusions and recommendations
4.2 Limitations of the study

77-79
Annexure

80
Bibliography
 CHAPTER 1.
INTRODUCTION

1.1 INTRODUCTION TO THE TOPIC

My topic is Dixon technologies limited and I am analyzing its selection and recruitment procedure
People are a company’s most important assets. They can make or break the fortunes of a business.
In today’s highly competitive business environment placing the right people in the right position is
very critical for the success of any organization.

The recruitment and selection decision is of prime importance as it is the vehicle for obtaining the
best possible person-to-job fit that will, contribute significantly towards the Company's
effectiveness. It is also becoming increasingly important, as the Company evolves and changes,
that new recruits show a willingness to learn, adaptability and ability to work as part of a team. The
Recruitment & Selection procedure ensures that these criteria are addressed
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, shortlisting and selecting the
right candidates for the filling the required vacant positions.

The scope of Recruitment and Selection is very wide and it consists of a variety of operations.
Resources are considered as most important asset to any organization. Hence, hiring right
resources is the most important aspect of Recruitment. Every company has its own pattern of
recruitment as per their recruitment policies and procedures.

The scope of Recruitment and Selection includes the following operations −

• Dealing with the excess or shortage of resources

• Preparing the Recruitment policy for different categories of employees
• Analyzing the recruitment policies, processes, and procedures of the
organization
• Identifying the areas, where there could be a scope of improvement
• Streamlining the hiring process with suitable recommendations
• Choosing the best suitable process of recruitment for effective hiring of
resources

Any organization wants it future to be in good and safe hands. Hence, hiring the right
resource is a very important task for any organization.

In this tutorial, we will discuss the various aspects of Recruitment and Selection such as the
recruitment process, the factors affecting recruitment, recruitment planning, methods of
recruitment, recruitment interviews, selection process and making an offer.

In this project I have studied Recruitment and Selection process of DIXON TECHNOLOGIES pvt.
Limited, and attempted to provide some ways so as to make recruitment more effective and to
reduce the cost of hiring an employee.

I am privileged to be one of the students who got an opportunity to do my training with DIXON
TECHNOLOGIES LIMITED. My involvement in the project has been very challenging and has
provided me a platform to leverage my potential in the most constructive way.
 1.1 COMPANY PROFILE

Dixon Technologies (India) Limited was incorporated as Public Limited Company on May 2 2017.
The Company is the largest home-grown design-focused and solutions company engaged in
manufacturing products in consumer durables lighting and mobile phones markets. Its diversified
product portfolio includes (i) consumer electronics like LED TVs; (ii) home appliances like
washing machines; (iii) lighting products like LED bulbs and tube lights down lighters and CFL
bulbs; (iv) mobile phones and (v) CCTV & Digital Video Recorders (DVRs). The Company
provides solutions in reverse logistics i.e. repair and refurbishment services of Set Top Boxes
Mobile Phones and LED TV Panels. The Company is a fully integrated end-to-end product and
solution suite to original equipment manufacturers ('OEMs') ranging from global sourcing
manufacturing quality testing and packaging to logistics. It is also a leading Original Design
Manufacturer ('ODM') of lighting products LED TVs and semi-automatic washing machines in
India. As an ODM the company develops and designs products in-house at its R&D centre. The
Company manufactures and supplies these products to well-known companies in India who in turn
distribute these products under their own brands.In 1994 the Company commenced manufacture of
colour televisions. In 1996 it established manufacturing facility at Noida I. In 2007 the Company
commenced manufacturing of LCD TVs.In 2008 the company entered the lighting products vertical
with manufacture of CFL products. It also started providing reverse logistics services in 2008.
During the year under review IBEF I and IBEF whose investments are advised and managed by
MOPE Investment Advisors Private Limited subsidiary of Motilal Oswal Financial Services
Limited made investment in the company.During the calendar years 2009 and 2010 the company's
erstwhile subsidiary Dixon Bhurji Moulding Private Limited (DBMPL) commenced commercial
manufacturing in the metal sheet and moulding segments.In 2010 the company commenced
manufacturing LED TVs. During the year under review the company's erstwhile subsidiary Dixon
Appliances Private Limited (DAPL) commenced manufacturing of semi-automatic washing
machines.
The company achieved revenue from operations of more than Rs 1000 crore on standalone basis
during the financial year ended 31 March 2014.In 2015 the company acquired remaining
shareholding of its erstwhile subsidiaries DAPL and DBMPL pursuant to which they became our
wholly owned subsidiaries of the company.In 2016 the company started manufacturing of LED
products. During the year under review the company's joint venture Padget Electronics Private
Limited (PEPL) commenced manufacture of mobile phones. During the year under review the
company received approval from the state government of Andhra Pradesh for setting up a
manufacturing facility in Tirupati.In 2017 Pursuant to the Amalgamation Order the company's two
wholly owned subsidiaries DAPL and DBMPL were amalgamated with the company. During the
year under review the company's joint venture company AIL Dixon Technologies Private Limited
(ADTPL) entered into a joint venture agreement with Aditya Infotech Limited for the manufacture
of security systems including CCTVs and Digital Video Recorders (DVRs).On 10 October 2017
Dixon Technologies (India) announced that it has entered into Design Manufacture and Supply
agreement with Flipkart India Private Limited on 9 October 2017. Pursuant to the said agreement
the company shall be undertaking designing and manufacturing televisions washing machines and
other electrical appliances for Flipkart under their trade mark - MARQ.On 2 January 2018 Dixon
Technologies (India) announced that AIL Dixon Technologies Private Limited a Joint Venture
Company of Dixon Technologies (India) Limited (the Company) has commenced manufacturing of
CCTVs and DVRs under the Trademark CP Plus on 2 January 2018 from its manufacturing facility
situated at Tirupati.On 4 October 2018 Dixon Technologies (India) Limited and Xiaomi India
entered into agreement for manufacturing of LED TVs for Xiaomi - Mi LED TVs as another step
towards their commitment to Make in India. Dixon shall be manufacturing Mi TVs for Xiaomi
from its facility located at Tirupati Andhra Pradesh where it has recently commenced production of
Liquid Crystal module (LCM) Line under Central Government's flagship programme Make in
India and such LCM line provides overall cost efficiency to Dixon's elite allies. Dixon
Technologies has commenced its local production of Mi LED TVs with Mi LED Smart TV 4A
80cm (32) and Mi LED Smart TV 4A 180cm (43) for now.In FY 2019-20 the Company launched
new products like LED and Smart TVs. It started manufacturing hybrid set-top boxes. It signed a
memorandum of understanding with Joint venture Company AIL Dixon Technologies Private
Limited to manufacture RT-PCR S device.On 12th April 2019 Company had acquired 100% equity
shareholding of Padget Electronics Pvt Ltd.
  VISION AND MISSION OF DIXON TECHNOLOGIES :-
To emerge as the largest and most Cost effective ‘Complete Solution Provider’ for Consumer
Electronics, Home Appliances, Lighting Electronics, Mobile Phone sectors for the domestic
and international market.”
Ever since its inception, Dixon is driven by its vision. The group, has carved a firm place for
itself at the forefront of electronic manufacturing and services industry in India. Clearly
defined missions, have helped Dixon retain it’s clients for electronics manufacturing services
in India and globally.

• Customer First – Strengthen customer partnerships by providing products and

services of the greatest value through innovation and excellence.
• Respect for the Individual– Emphasis on associate dignity, equality and individual
growth.
• Quality – Execute with excellence; drive to six-sigma capability in all key processes;
exceed customer expectations.
 • Supplier Partnerships – Emphasize communication, training, measurement and
recognition.
• Business Ethics – Conduct business with uncompromising integrity.
• Social Responsibility – Be an asset to the community.

We at Dixon are also driven by our strictly adhered values, which are :

• Quality, Customer’s trust– offering innovation products and services that meets
customers expectation.
• Trust (nurturing relationships) – laying the foundation of a trust-based and long-
time relationship with each and every customer.
• Passion (to innovate and excel) – the constant desire to come up with something
bigger and better every time.

SWOT ANALYSIS
  STRENGTHS

Strengths are the firm's capabilities and resources that it can use to design, develop, and
sustain competitive advantage in the marketplace

 Market Leadership Position

Dixon Tech has a strong market leadership position in the Audio & Video Equipment
industry.
It has helped the company to rapidly scale new products successes.

 High margins

compare to Audio & Video Equipment industry's competitors - Even though Dixon Tech is
facing downward pressure on profitability, compare to competitors it is still racking in higher
profit margins.
  Diverse Revenue models

Over the years Dixon Tech has ventured into various businesses outside the Consumer
Cyclical sector. This has enabled the company do develop a diversified revenue stream
beyond Consumer Cyclical sector and Audio & Video Equipment segment.

 Brands catering to different customers segments within Audio & Video

Equipment segment

Dixon Tech extensive product offerings have helped the company to penetrate different
customer segments in Audio & Video Equipment segment. It has also helped the organization
to diversify revenue streams.

 Talent management

at Dixon Tech and skill development of the employees - Human resources are integral to the
success of Dixon Tech in Audio & Video Equipment industry.

 WEAKNESS
Weaknesses of Dixon Tech can either be absence of strengths or resources of capabilities that
are required but at present the organization doesn't have. Managers have to be certain if the
weakness is present because of lack of strategic planning or as a result of strategic choice.

 Niche markets and local monopolies

that companies such as Dixon Tech able to exploit are fast disappearing. The customer
network
that Dixon Tech has promoted is proving less and less effective.

 Declining market share

of Dixon Tech with increasing revenues - the Audio & Video Equipment industry is growing
faster than the company. In such a scenario Dixon Tech has to carefully analyze the various
trends within the Consumer Cyclical sector and figure out what it needs to do to drive future
growth.
  Extra cost of building new supply chain and logistics network

Internet and Artificial Intelligence has significantly altered the business model in the
Consumer Cyclical industry and given the decreasing significance of the dealer network
Dixon Tech has to build a new robust supply chain network. That can be extremely
expensive.

 Loyalty among suppliers is low

Given the history of Dixon Tech coming up with new innovations to drive down prices in the
supply chain.

 Business Model

of Dixon Tech can be easily imitated by the competitors in the Audio & Video Equipment
industry. To overcome these challenges companyname needs to build a platform model that
can integrate suppliers, vendors and end users.

 OPPORTUNITIES

Opportunities are potential areas where the firm chan identify potential for - growth, profits,
and market share.

 Customer preferences are fast changing

Driven by rising disposable incomes, easy access to information, and fast adoption of
technological products, customers today are more willing to experiment / try new products in
the market. Dixon Tech has to carefully monitor not only wider trends within the Audio &
Video Equipment industry but also in the wider Consumer Cyclical sector.

 Opportunities in Online Space

Increasing adoption of online services by customers will also enable Dixon Tech to provide
new offerings to the customers in Audio & Video Equipment industry.

 Accelerated technological innovations and advances

are improving industrial productivity, allowing suppliers to manufacture vast array of
products
and services. This can help Dixon Tech to significantly venture into adjacent products.

 Increasing customer base in lower segments

As customers have to migrate from un-organized operators in the Consumer Cyclical industry
to licensed players. It will provide Dixon Tech an opportunity to penetrate entry level market
with a no-frill offering.

 Increasing government regulations

are making it difficult for un-organized players to operate in the Audio & Video Equipment
industry. This can provide Dixon Tech an opportunity to increase the customer base.

 THREATS

Threats are factors that can be potential dangers to the firm's business models because of
changes in macro economic factors and changing consumer perceptions. Threats can be

managed but not controlled.

 Changing demographics

As the babyboomers are retiring and new generation finding hard to replace their purchasing
power. This can lead to higher profits in the short run for Dixon Tech but reducing margins
over the long run as young people are less brand loyal and more open to experimentation.

 Growing technological expertise

of local players in the export market - One of the biggest threat of tie-up with the local
players in the export market for Dixon Tech is threat of losing IPR. The intellectual property
rights framework is not very strong in emerging markets especially in China.
  Trade Relation between US and China

can affect Dixon Tech growth plans - This can lead to full scale trade war which can hamper
the potential of Dixon Tech to expand operations in China.

 Competitors catching up with the product development

Even though at present the Dixon Tech is still leader in product innovation in the Audio &
Video Equipment segment. It is facing stiff challenges from international and local
competitors.

 Changing political environment

with US and China trade war, Brexit impacting European Union, and overall instability
in the middle east can impact Dixon Tech business both in local market and in
international marke

1.3 SCOPE AND IMPORTANCE OF THE STUDY

Recruitment and selection are two different activities. The meaning of recruitment is the
mechanism of making interest for the people to apply for work and selection is the final
decision of a specific candidate for the particular position. For any organization it is important
that the people who are going to be Hire must have abilities, talent and perspective that you
need. In long term phase organization needs those types of employees who have the abilities
to face the challenges and can continue learning. So like this there are more chances for the
organization to get the competitive edge. Also for the long term aspect approach, proclivity
and competency is more important than present command and knowledge.

While in the process of selection on judgment the individuals is used to forecast in assuring
favourable outcomes on the job. As these are all assumptions and there is no guarantee that
these predictions are unmistakeable so there are always chances of misjudgements. T here are
basically two kinds of decision error which may happen in any electing process which are
defined as follows.

False positive or mistaken acceptance: where candidate are elected but prove to be
incompetent.

False negative or mistaken rejections: where candidate who were competent and capable and
could perform better are refused.

Organizations while employing the individuals are more worried about false positives because
as a result it causes inadequate performance and costly misjudgement. In these type of
organizations it can be said that if they increase their level of entry condition so that to
decrease the possibility of false positives. As a result of this standard the candidates who are
actually competent will be selected and the applicants who do not fulfil the requirement will
be refused.

The Selection judgments play a major role for success in any organization. As taking the
wrong decisions while selecting are always subject to huge loss for the organization. It is
necessary for the organization that it has a higher quality of selection process so that it could
accomplish more suitable results in all. As the demand for the multi proficiency variable work
force and joint effort is rising, selection has come to be a lesser element for hiring those
applicants who are fully specialized in one area. Immediate aptitude and empiricism may be
lesser considerable than intending to learn, adaptability and potential to work in a team.
There are basically two types of recruitment. These are called internal recruitment and
external recruitment. Internal recruitment is basically when recruitment takes place from the
present employees and when recruitment takes place from excluding present employees, it is
known as External Recruitment.

The scope of Recruitment and Selection is very wide and it consists of a variety of operations.
Resources are considered as most important asset to any organization. Hence, hiring right
resources is the most important aspect of Recruitment. Every company has its own pattern of
recruitment as per their recruitment policies and procedures.

The scope of Recruitment and Selection includes the following operations −

• Dealing with the excess or shortage of resources

• Preparing the Recruitment policy for different categories of employees

• Analyzing the recruitment policies, processes, and procedures of the

organization
• Identifying the areas, where there could be a scope of improvement
Any organization wants it future to be in good and safe hands. Hence, hiring the right
resource is a very important task for any organization.

Recruiting is the positive process of identifying, interviewing and hiring employees for jobs.
When more people apply for a position, there will be more opportunities to hire the right
candidate. This is also why diversity is important in the recruitment process.
On the other hand, job seekers are seeking organisations that might employ them.
Recruitment is a linking activity that connects people who are employed and those who are
looking for a job. In simple terms, recruiting is the process of identifying sources from which
potential workers may be chosen. Higher productivity, better pay, good morale, lower labour
turnover, and a better reputation are all benefits of a scientific recruitment process. It
encourages people to apply for employment, which is a positive process.
The purpose of the recruitment process is rather elaborate. From acquiring new talent to
continuity of business activities, the importance of an effective recruitment process never
ceases.
1. Determines the Present & Future Requirements

The recruitment process assists a company in evaluating its present and future staffing
requirements. It conducts a methodical examination of company operations to determine the
right number of recruits necessary.

2. Prevents Disruption of Business Activities

The process of recruitment ensures that the daily activities of your organisation are carried out
seamlessly. It provides businesses with all necessary human resources regularly for various
job positions. The recruitment process selects individuals from a variety of backgrounds to
meet the organisation’s needs.

3. Increases Success Rate of Hiring

This approach is effective in stimulating the success percentage of the company’s selecting
process. It analyzes all the job applications to minimise the frequency of unqualified and
exaggerating candidates. Only qualified employee’s applications are advanced to the next
stage of the recruitment process.

4. Expands Talent Pool

The goal of recruitment is to create a wide pool of qualified candidates from which one has to
choose the most qualified individual for the job. This approach draws big groups of
individuals and encourages them to apply for open opportunities in a company.

5. Cost-Effective

It focuses on minimizing total costs and time spent on finding suitable employees.
Recruitment is a well-organized and methodical approach in which a large number of people
are given a detailed description of a job opening. A good job description attracts a large
number of people at a lower cost.
6. Improves the Credibility of the Organisation

A business organisation’s reputation is bolstered by a strong recruitment process. It assesses

the validity of job openings and reflects the professionalism and authenticity of the company.
The adoption of a good application method by a company organisation will aid in increasing
the trust of job applicants. This, in turn, attracts the attention of highly qualified applicants for
your company.

Recruitment and selection process in an organization is important in order to attract an

effective workforce. This is important because it would determine the business success and
would affect the whole organization operation. One of the most valuable assets in an
organization is the employees.

Recruitment is defined as the process of attracting individuals on a timely basis, in sufficient

numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an
organization (Mondy & Noe, 2008). There are two main stages of recruitment. Firstly,
strategic planning is needed to define the objectives and goals of the organization. Next,
human resource planning is needed to identify the whether there are surplus or shortage of
workers or just enough workers to achieve the organizational goals. The objective of
recruitment is to attain the number and quality of employees that can be chosen to help the
organisation achieve its objectives and goals. It also helps to create a pool of potential
employees for the organisation in order for the management to select the right applicant for
the right job.

Selection process
The first step of selection process is preliminary interview. This step is to eliminate obviously
unqualified candidates. The HR manager can conduct this step via telephone, video or virtual
job interview. Telephone interview is commonly used as it saves time.

The next step in selection process is review of applications and r ésumé. Evaluation of the
applications of employment is done by the employer to determine whether the applicant is
suitable for the position.

Subsequently, the organization will administer some test such as work sample, job
knowledge, psychomotor abilities test, vocational interest, and personality. Work sample test
is used to test the ability of an individual to perform task that represent the job itself. Job
knowledge test are
used to test the applicant’s knowledge on duties of the job applied. Psychomotor abilities test
assess the strength, coordination and agility of the applicant. Vocational interest test are used
to test one’s satisfaction or interest on the occupation. Personality test measures trait,
temperaments and characters of the applicants.

Employment interview is the oral examination of candidates for employment. The employer
will exchange conversation with the applicants to evaluate them. There are two types of
interview; structured and unstructured. Structured interview ask about questions related to the
job whereas unstructured interview ask open-ended question. There are also four methods of
interviewing which are one-on-one, group, broad and multiple interviews.

Following the employment interview, investigation of the applicants’ background and

reference are done to determine the truth of information stated. Previous employment,
education verification, criminal history and personal reference check are some elements to
verify.

Next, selection decision is conducted. This is the most crucial step in the process. Candidate
with the best qualification would be recruited by the organization. Lastly, medical
examination is administered to see whether the candidate is physically capable to execute the
job functions.

If the applicants pass the whole process successfully, they will be notified to commence work
as soon as possible.

Recruitment and selection process is important for an organization to achieve its goals. When
the right people are selected, the employee will produce productive results and stay with the
organisation longer hence having a low employee turnover. If selection is not carefully done,
the employee may make mistake which leads to a financial loss. It also wastes the time of
human resource managers to go through the recruitment and selection process again.

ADVANTAGES OF RECRUITING METHODS

 PROMOTION FROM WITHIN

Because the current employees had gone through the training that provide by company and it
take the current employee much less time to become efficiency and effective to the new job
because current employee is already familiar with their job, so the current employees is
someone who is capable for the empty job in the company. Besides, it is economical. By
using the internal recruitment source, Public Bank has eliminated the cost of advertising,
interviewing, training and development since the current employee has familiar with their
works.

One of the disadvantages of promotion from within is limited choice for the company. The
selection of applicants is forced to be done from a limited pool. Due to this, the quality of
applicant may need to be sacrificed and resolved in applicants that have less qualification.
Other than that, candidates from within do not have a new ideas. Employees from within
could not bring in outside talents and skills to maintain new ideas and plans to come in. And
this will not make the company grow and improve. Moreover, promotion also can be resulted
in inefficiency as it only focus on the service’s length rather than value, and it may be a good
thing for inefficient candidates as they will not need to work hard in order to prove that they
are worth to stay in the organisation.

 ONLINE RECRUITING

The advantage of e-recruiting is that it saves cost on promoting company vacancy because it
is free for Public Bank since it is placed on their website. Secondly, it is also easy to place an
online advertisement. HR Managers don’t need an in-depth knowledge on IT since most job
sites and CV database are user-friendly.

By using the external recruitment source of online recruiting, it is also time-consuming

because it will generate many unqualified candidates. The human resource managers will
waste time trying to filter and sift out all of the unqualified candidates. When they are
choosing candidates, they will become confused because there are too many candidates.

 MEDIA ADVERTISING

The reason that Public Bank using this method is newspaper advertising can appeal to a wider
audience. Those audiences have different backgrounds, specialized knowledge and
experience. Public Bank can refer to their viewpoint and try to apply in their business. It can
also help to fill the vacancies fast.
However, there are many disadvantages for advertising too. Advertising will waste a lot of
money. It will not be cost-effective. It is also time-consuming because it will generate many
unqualified candidates. The human resource managers will waste time trying to filter and sift
out all of the candidates. When they are choosing candidates, they will become confused
because there are too many candidates.

ADVANTAGES OF THE PRACTICE OF SELECTION METHODS IN H.R

MANAGEMENT

 SAVE TIME AND COST

When Public Bank does the preliminary interview, it helps to reduce time and effort. This
method can eliminates weak candidates and send the high quality applicants for the second
interview. Phone call will not cost Public Bank as much as compare to face-to-face interview
and effort of interviewer. It is also a way to test for the verbal skills by having tele-
conversation. If the applicants cannot perform well in tele-conversation, for sure they will
also not perfom well during face-to-face interview which require higher verbal skills include
body language, eye contact and movement.

 INCREASE EFFICIENCY

Applicants will be given a selection tests. All the results obtain from the selection test will be
standardize and uniform. Hence, it will be faster during make comparison between applicants,
directly increase the efficiency of selection process. Other that, structure interview also will
increase the efficiency of selection process because the question is similar for the entire
applicant such as introduce yourself. By this, interviewer will have a best formal answer and
detemine which applicant will give the answer most close to the formal answer.

 INCREASE RELIABILITY AND ACCURACY

Public Bank will have a background and references checks after face-to-face interview with
the applicants. They want to make sure that information given by applicants is not fraud and
certificates and documents submitted are recognized by the issuing units. Once the issuing
units confirmed the certificates and documents thus prove the applicants have the
qualification with proper education background. If records are not found when refer to the
issuing units, thus can eliminate the applicant to prevent organization hire the unqualified
worker.

1.4 LITERATURE REVIEW

RECRUITMENT:

Recruitment is the process of attracting individuals on a timely basis in sufficient numbers

and with appropriate qualification, to apply for jobs within an organization.It is the process of
finding and attracting capable applicantsfor the employment. The process begins when new
recruits are sought and ends when theirapplicants are submitted. The result is a pool of
applicants from which new employees areselected.

SELECTION:

Selection process is a decision making process. This step consists of a number of activities. A
candidate who fails to qualify for a particular step is not eligible for appearing for the
subsequent step. Employee selection is the process of putting right men on the right job. It is
a procedure of matching organisational requirements with the skills and qualifications of
people. Effective selection can be done only where there is effective matching. By selecting
best candidate for the required job, the organisation will get quality performance of
employees. Moreover, organisation will face less absenteeism and employee turnover
problems. By selecting right candidate for the required job, organisation will also save time

and money.

Recruitment and selection is one of the most important management functions. The whole
process represents a significant investment in both financial and other resources. Recruitment
and selection are two of the most important functions of personnel management. Recruitment
procedure selection and helps in selecting a right candidate. Recruitment means to estimate
the available vacancies and to make suitable arrangements for their selection and
appointment. Recruitment is understood as the process of searching for and obtaining

applicants for jobs, from among whom the right people can be selected. A formal definition
states “It is the process of finding and attracting capable applicants for the employment. The
process begins when new recruits are sought and when their applicants are submitted. The
result is the pool of applicants from which new employees are selected”. In this, the available

vacancies are giving wide publicity and suitable candidates are encouraged to submit
applications so as to have a pool of eligible candidates for scientific selection.

RECRUITMENT AND SELECTION PROCESS

The recruitment and selection process is the process by which a recruiter—agency recruiter,
internal recruiter, or otherwise—identifies, engages, recruits, and hopefully hires a qualified
candidate for a specific job opening. The process involves multiple steps starting with the
creation of the position opening and job description all the way to the offer of employment.
The specific number of steps involved depends upon the organization, the industry in which
the organization operates, and the preferences of people involved in the process, among other
factors.
While there are multiple steps involved, as mentioned above, there are two main parts:
Recruitment—The active recruiting of job seekers and candidates for an open position, this
part entails everything involved in the process up until the point that company officials are
ready to make a decision.
Selection—This is the point at which recruiters and hiring officials must decide upon the
candidate to which they wish to make an offer of employment. Through consensus, they are
selecting the candidate they believe to be the best fit for the position.
If the selected candidate accepts the offer, then the organization successfully recruited them. If
the candidate does not accept the offer (or disappears from the face of the Earth by “ghosting” the
offer), then the organization’s recruitment and selection process has failed.

1. Receive a job order

When you receive a job order from your client, you can get the recruitment process rolling. A
job order should include information about the position you’re filling and a well-written job
description.
The job description should tell potential applicants everything they need to know about the
job, including:

• Job title
• Detailed description of the job
• Required and preferred qualifications
• Location
• Salary range
If the job description does not give enough information, or if it is not written in a way that
could attract top talent, consider re-writing it.
To find applicable candidates, you need to understand the job order. Ask your client questions
about the job order if you need more clarification.
2. Source candidates
Once you fully understand the open position, the next step of the recruitment and selection
process is to source candidates.
There are many ways you can source passive candidates and active candidates. Active
candidates are those actively looking for work while passive candidates are not. Successful
recruiters are able to source both types of candidates.
You can source candidates using the following tools and sources of recruitment:
• Social media
• Online job boards
• Your recruiting database
• Referrals
Social media is a great tool for finding both active and passive candidates. You can post job
descriptions on your social platforms.
Online job boards attract active candidates. And, some job board integration works with your
recruiting software, so you can add applicant information directly into your database. Your
own recruiting database is a great resource for sourcing candidates. If you use recruiting
software with an applicant tracking system, you have candidate information stored. You can
reach out to candidates to let them know about the open position.
Many people can refer you to top talent. Talk to candidates you successfully placed. And, you
can work with other recruiters in split placements by sharing job orders and candidates.

3. Screen applicants
Screening applicants is a vital step in the recruitment and selection process. This is where you
can learn more about each applicant, which helps you narrow down your pool.
You can conduct telephone screenings and include a variety of pre-screening interview
questions. During screenings, ask behavioral interview questions that allow you to learn more
about the candidate’s personality and how they would function in the open position. Ask
candidates about themselves, including their work history and career goals. Verify that they
understand the job description and are qualified.
Phone interviews should last about 30 minutes. Though they won’t be as long as a full
interview, you can still learn enough to help you narrow down candidates. Create a candidate
scorecard to rank candidates and keep track of their responses. Take notes so that you can
compare candidates after you have talked with all of them.
4. Shortlist candidates
Recruitment shortlisting is the process of advancing a few candidates from your pool. Your
shortlist of candidates should be around three people.
These are the candidates you want to invite for a face-to-face interview with your client. Your
client does not have time for one-hour interviews with 20+ people.
Narrowing down your pool of candidates can be challenging because you don’t want to
advance the wrong candidates. Take the time to learn about each candidate’s experiences,
qualifications, and personality so you can be confident you shortlist the right people.

5. Interview candidates
After you have narrowed down your candidates, you need to pass along their information to
your client. Then, your client will interview the candidates. Typically, you should be present
during interviews to take notes, ask questions, and give your opinion afterward.
The face-to-face interview helps you and your client really get to know the candidates. You
can study their body language and ask more behavioral interview questions. The interview
process helps you and your client get a feel for the candidate’s work ethic.
Again, use an interview scorecard to rank candidates and compare them later. Rank
candidates on things like experience, education, and skills.

6. Conduct testing
To further test a candidate’s skills, you and your client might consider conducting job-fit tests.
A job-fit assessment test helps you and your client determine how the candidate would mesh
with the company.
A job-fit test can take anywhere from 30 minutes to one hour. It asks a series of questions
candidates must answer honestly.
You should also conduct background checks on each candidate. And, you need to check

references to verify information and learn more about their character and work ethic. 7.

Extend a job offer

The final stage of the selection process is actually selecting a candidate. Extend the job offer
to the candidate your client wants to hire.
The candidate might try to negotiate the salary your client offers. Talk with your client to see
whether the requested salary is possible.
If the candidate declines the job offer, you will either need to go back to the other top
candidates or restart the recruitment and selection process.

The recruitment and selection process is made easier when you use an applicant tracking
system or ATS. In fact, it’s made even easier when you use one of the best ATS packages on
the market. What is one of the best ATS packages on the market? Thank you for asking? The
answer is Top Echelon Software, the leader in recruiting and hiring software for small to
medium-sized businesses and recruiting agencies!
Top Echelon Software takes you through every step of the recruiting and hiring software,
including:
• Sourcing targeted job applicants through our branded careers page, social media
sharing, and job posting options
• Screening candidates quickly and accurately with powerful assessment tools
• Communicating with your short list of candidates, setting up phone screens and
facetoface interviews
• Collaborating with your colleagues through the software to compare notes so you can
make your final selection

Theoretical Models for Recruitment and Selection

The strategy should be guided by several theoretical frameworks. Several theories have been
identified to support a wide range of human resource (HR) processes. Throughout the hiring
and selection processes, organizations can use various strategies to ensure the right
individuals are brought on board. The human capital theory (HCT) asserts that people possess
a wide range of competencies, abilities, and personalities that can be tapped to dictate the
human capital in an organization. Individuals who possess specific skills, abilities, ideas, and
knowledge will be targeted to create organizational value (Ekwoaba & Ikeije, 2015).
Professionals and HR experts using this model will focus on the best approaches to identify,
hire, and retain employees who have the potential to drive organizational performance.

Social capital is a concept that describes how interactions within an organization are created.
According to the human capital theory, organizational leaders can promote interactions and
collaborations in an attempt to maximize performance. Organizational capital is the
institutional ability and knowledge developed to deliver tangible results. That being the case,
this theory is critical throughout the hiring, recruitment, and retention process (Nalla &
Varalaxmi, 2014). It is founded on the premise that organizations are capable of investing in
the right people who have the potential to support their respective business models.

The resource-based view (RBV) is another model or theory that focuses on the concept of
sustainable competitiveness in an organization (Nalla & Varalaxmi, 2014). According to this
model, companies that go a step further to develop their human resource assets will find it
easier to tackle the challenge of competition. The existing rivals in the industry will find it
hard to compete with the company and subsequently improve the level of performance.
According to the RBV model, firms should go a step further to evaluate their workforces. By
so doing, the companies will attract and retain individuals who possess the required
competencies. The skills are then matched with the emerging needs or goals of the
organization (Ekwoaba & Ikeije, 2015). This practice will subsequently result in a situation
whereby a competitive advantage becomes the driving force in the firm.

The caliber of workers, the established relationships, and leadership practices implemented in
an organization will dictate the level of performance. When HR managers identify the best
approaches to strengthen their human capital resources, it will become easier to deal with the
existing rivalry and eventually promote performance (Adewale & Anthonia, 2013). The use of
the RBV model can transform the situation and eventually make the targeted company
successful.
After hiring the right individuals, companies can go ahead to implement powerful initiatives
that can promote equality and fairness. The equity approach model is one of the theories that
can be used by companies to empower their employees. The theory guides companies to
embrace the best policies that can result in equal opportunity (Adewale & Anthonia, 2013).
Such opportunities should be considered from recruitment to retention practices. The three
unique policies that have the potential to promote fairness include equal chance, access, and
share. This means that workplace policies and activities should be nondiscriminatory. Fair
procedures, access to adequate resources, promotions, and empowerment should be
implemented in companies that want to succeed.

The nature of the recruitment and selection process is critical because it dictates the
performance of the company. The most important thing is making sure the strategy is
informed by the needed human capital in the firm (Sultana, 2014). This understanding is what
will empower the HR manager to identify skilled candidates who have the potential to deliver
the targeted goals and objectives.

Adewale and Anthonia (2013) believe strongly that recruitment and selection cannot be
complete without considering the concept of retention. After selecting and employing the
right individuals, companies must consider the best approaches to ensure the changing needs
of the workers are met. By so doing, it will be possible to form positive leader-member social
exchanges (Ekwoaba & Ikeije, 2015). The approach will empower the employees to focus on
the targeted organizational goals. This discussion, therefore, shows clearly that recruitment
and selection are powerful functions of the HRM that must be informed by the trends in the
industry such as workplace diversity, aging population, and changing consumer needs
(Bhoganadam & Rao, 2014). With a proper selection approach, more firms will attract, hire,
and retain competent workers who have the potential to drive performance.

Recruitment and Selection Model in India

Singh (2013) believes strongly that India is one of the emerging economies in the world today.
Towards the end of the 19th century, the government came up with powerful policies in an
attempt to promote economic performance and growth. The relaxed business environment in
 the country has attracted many multinational corporations. India has also topped the list as
one of the best destinations for outsourcing (Singh, 2013). This analysis shows clearly that the
wave of globalization has influenced most of the organizational practices and cultural
behaviors associated with the country. However, some unique aspects have continued to
define the nature of recruitment and selection in many Indian corporations.

In India, recruitment is treated as the first HR process whenever planning to hire new
employees (Singh, 2013). During this stage, many Indian employers begin by identifying the
gaps in their companies. This information is used to settle on the right skills and competencies
that should be targeted by the HR department. During the recruitment process, companies
focus on some of the existing laws and regulations to ensure the needs of more people in the
country are met. Bhoganadam and Rao (2014) indicate that many Indian organizations focus
on traditional recruitment methods. For instance, companies use employee referrals,
advertisements, newspapers, walk-ins, and transfers (Singh, 2013). However, the recent past
has been characterized by new strategies whereby many Indian companies are focusing on
social media networks. Online recruitment strategies are used by many companies in the
technology and computer industries.

Past studies have gone further to indicate that several factors dictate the nature of recruitment
in the country. For instance, issues such as working hours, cultural values, gender differences,
brand image, and location play a critical role
in the recruitment process (Singh, 2013).
These measures are considered to ensure the
right people are informed about the new
opportunities in different companies.

The second stage is the selection and is used

to get the most suitable candidate. In India,

3 It allows the candidates to apply for a vacant

place.

S.No. In recruitment, we advertise the job role and Selection

4 encourage the candidates to apply.

1 A process of choosing suitable applicants from

 the selection process is usually lengthy or tedious (Bhoganadam & Rao, 2014). However, the
selection process will differ from company A to B. This happens to be the case because the
companies and employers consider a wide range of issues. Some of the issues considered
during the process include employment background, medical tests, employee’s weaknesses
and strengths, and referrals (Bhoganadam & Rao, 2014). Individuals who meet the outlined
criteria will then be informed by the respective companies.

Although India has welcomed the ideas of globalization, the undeniable fact is that various
cultural attributes are unique to this country. These issues have continued to dictate several

Recruitment

A process of actively searching and hiring applicants for a job role is known as
recruitment.

It is an activity to boost the candidate pool.

5 It is the first step towards the hiring process. It is the second step towards the hiring process.

6 This process is economical. The process is comparatively expensive.

7 There is no contractual relation in the Selection involves a contractual relation between

recruitment process. the organisation and employee.

activities embraced by different organizations. For instance, the recruitment and selection
process focuses on various issues and strategies to deliver the intended goals. That being the
case, multinational firms planning to do business in India should be aware of the cultural
attributes associated with this nation (Bhoganadam & Rao, 2014). This approach will make it
easier for companies to focus on the best practices and hire the right individuals who have the
potential to drive business performance.

METHODS OF RECRUITING

Most job openings are filled with people from within the organization and entry-level positions are
the most likely to be filled by external sources. Methods for internal recruiting include job posting,
skill inventories, job bidding and referrals. Methods of external recruiting include school and
college recruiting, advertising, and using employment agencies and executive research firms and

the internet. Internal versus external recruiting methods

Internal recruiting methods include posting position openings, distributing memos within the
organization and searching organizational databases for a match between the skills required to
perform the job and the skills held by the current employees. This method of recruiting looks to
internal sources to fill positions and encourages promotions from within. External recruiting
methods include advertising position. Whether managers choose internal or external-recruiting
methods depends on the degree to which organization's strategy encourages promotions and
transfers from within the organization.

Job positioning
Many position can be filled as a result of posting the job opening on the bulletin boards,
announcing the opening in a company newsletter or posting announcement on the companies
intranet. A job posting procedure enables employees to strive for a better position within the
company. Notices of important openings should include all-important information about the
job.Some firms have turned to computers to make their job posting more fruitful. All employees
who wish to participate complete questionnaires about themselves, which include items concerning
relocation willingness and preferences as well as training and educational backgrounds. A few
skills are selected out of the total that best represent their functional skills. When a position needs
to be filled the requirements are matched and candidates selected.Although positing jobs can be an
efficient method of recruiting, number of problems have been associated. Example it can lead to
personal bias and stiff competition.

Skills inventory
Another recruiting method is the use of skill inventories. Essentially a skills inventory includes a
list of employee names, their education, training, present position, work experience, relevant job
skills and abilities and other qualifications. The organization can search through the company skill

inventory to identify potential candidates for the position opening. Job bidding

These procedures typically specify that qualified applicants from within the bargaining unit must fit
all jobs covered by the agreement. Those interested in the vacancy bid for the job by applying if
they are qualified. The individual fills the position with the highest seniority from among the
qualified applicants. In some cases applicants take competitive examinations. However only
current employees are eligible. Using a job bidding system is normally very easy. However it can
present some difficulties.

Referrals
An excellent source of information is current employees who may know someone who would be
qualified and interested in the open position. To entice employees to make job referrals, some
companies offer a referral bonus
 CHAPTER 2.
RESEARCH
METHODOLOGY

Research methodology is a method to solve the research problem systematically. It

involves gathering data, use of statistical techniques, interpretations and drawing conclusions
about research data. Keeping in view the objectives of the study, data is collected from
different sources. The purpose of this section is to describe the methodology carried out
to complete the work. The methodology plays adominant role in any research work.
The purpose of this section is to describe the methodology carried out to complete the
work. The methodology plays a dominant role in any research work. The effectiveness
of any research work depends upon the correctness and effectiveness of the research
methodology.

o Different types of research instruments

A research instrument is a tool you will use to help you collect, measure and analyze the data
you use as part of your research.
The choice of research instrument will usually be yours to make as the researcher and will be
whichever best suits your methodology.
There are many different research instruments you can use in collecting data for your
research.
Generally, they can be grouped as follows:
Interviews (either as a group or one-on-one). You can carry out interviews in many different
ways. For example, your interview can be structured, semi-structured, or unstructured. The
difference between them is how formal the set of questions is that is asked of the interviewee.
In a group interview, you may choose to ask the interviewees to give you their opinions or
perceptions on certain topics.

Surveys (online or in-person). In survey research, you are posing questions in which you ask
for a response from the person taking the survey. You may wish to have either freeanswer
questions such as essay style questions, or you may wish to use closed questions such as
multiple choice. You may even wish to make the survey a mixture of both.

Focus Groups. Similar to the group interview above, you may wish to ask a focus group to
discuss a particular topic or opinion while you make a note of the answers given.

Observations. This is a good research instrument to use if you are looking into human
behaviors. Different ways of researching this include studying the spontaneous behavior of
participants in their everyday life, or something more structured. A structured observation is
research conducted at a set time and place where researchers observe behavior as planned and
agreed upon with participants.
These are the most common ways of carrying out research, but it is really dependent on your
needs as a researcher and what approach you think is best to take.
It is also possible to combine a number of research instruments if this is necessary and
appropriate in answering your research problem.

2.1 OBJECTIVES OF THE STUDY

Research objectives describe what your research project intends to accomplish. They should
guide every step of the research process, including how you collect data, build your argument,
and develop your conclusions.

Your research objectives may evolve slightly as your research progresses, but they should
always line up with the research carried out and the actual content of your paper.

• Establish the scope and depth of your project: This helps you avoid unnecessary
research. It also means that your research methods and conclusions can easily be
evaluated.

• Contribute to your research design: When you know what your objectives are, you
have a clearer idea of what methods are most appropriate for your research.

• Indicate how your project will contribute to extant research: They allow you to
display your knowledge of up-to-date research, employ or build on current research
methods, and attempt to contribute to recent debates.

• The primary objective of the study is to analyze the process of Recruitment and
Selection in the Dixon Technologies

• To observe the procedure to select the candidates from internal as well as from
external sources in the company

• To find out the various recruitment sources used by the selected Dixon technologies.
 • To study the employee satisfactory level with the existing recruitment policy in
the company.

• To study the stages of selection procedure in the company

• To find the reasons for accepting the offer in the respective selected company.

 SMART research objectives

The acronym “SMART” is commonly used in relation to research objectives. It states that
your objectives should be:

Specific: Make sure your objectives aren’t overly vague. Your research needs to be clearly
defined in order to get useful results.

Measurable: Know how you’ll measure whether your objectives have been achieved.

Achievable: Your objectives may be challenging, but they should be feasible. Make sure that
relevant groundwork has been done on your topic or that relevant primary or secondary
sources exist. Also ensure that you have access to relevant research facilities (labs, library
resources, research databases, etc.).

Relevant: Make sure that they directly address the research problem you want to work on and
that they contribute to the current state of research in your field.

Time-based: Set clear deadlines for objectives to ensure that the project stays on track.
2.2 RESEACH DESIGN

Research design is a blueprint of a scientific study. It includes research methodologies, tools,

and techniques to conduct the research. It helps to identify and address the problem that may
rise during the process of research and analysis.

A researcher usually chooses the research methodologies and techniques at the start of the
research. The document that contains information about the technique, methods and essential
details of a project is called a research design.

Experts define research design as the glue that holds the research project together.

It (research design) helps provide a structure and direction to the research, yielding favourable
results.

Here are some principles of a sound research design:

• Identifies the problems

• Reviews literature around the problem statement
 • Specifies hypothesis
• Describes sources of data
• Defines how data will be interpreted

Characteristics of Research Design

Validity

There are many ways to measure the results of research. A good research design helps select
the right measuring tools to gauge results according to the research objective.

Generalised

A good research design draws an outcome that can be applied to a large set of people and is
not limited to sample size or the research group.

Neutrality

At the start of every research, a researcher needs to make some assumptions that will be
tested during the research.
A proper research design ensures that the assumptions are free of bias and neutral. It also
provides that the data collected throughout the research is based on the assumptions made at
the beginning of the research.

Main Elements of a Research Design

Reliability

Research design, when done right, can generate similar results every time it is performed.
However, yielding similar results is only possible if your research design is reliable.

Here are some of the elements of a good research design:

• Purpose statement
• Data collection methods
• Techniques of data analysis
 • Types of research methodologies
• Challenges of the research
• Prerequisites required for study
• Duration of the research study
• Measurement of analysis

Need for Research Design

• Reduces inaccuracy
• Increases efficiency and reliability
• Eliminates bias and errors
• Minimises wastage of time
• Helpful in testing the hypothesis
• Provides a direction to the research

Important concepts of Research Design

Variable

Variable is a concept that can take on various quantitative values. For instance, weight, height,
etc.

Dependent Variable

A dependent variable is a variable that is tested in an experiment. It is dependent, in some

way on the variation of an independent variable.

Independent Variable

An independent variable in an experiment is considered to stand on its own. For instance, if

the test scores of a class are an outcome of their efforts; efforts are an independent variable,
and the score is a dependent variable.

Hypothesis
It is defined as the hypothesis that needs to be tested in an experiment.

Different Types of Research Design

A researcher must be well-versed in different types of research design. Moreover, a clear

understanding of different research designs helps choose the proper technique for the
research.

Research design is broadly divided into quantitative and qualitative research design. We’ll
walk you through them in detail below.

Quantitative research design

Quantitative research design aims at finding answers to who, what, where, how, and when
through the course of research. Moreover, the outcome of the quantitative analysis is easy to
represent in the form of statistics, graphs, charts, and numbers.

Qualitative research design

Qualitative research design focuses on finding answers to how and why. It uses open-ended
questions and helps the subjects express their views clearly.
Qualitative research is ideal for businesses that aim to understand customers’ behaviour and
requirements.
You can further break the types of research designs into five categories.

Experimental design

This type of research design looks at a problem scientifically by establishing a clear cause and
effect of every event. It also tries to understand the impact of the independent variable on the
dependable variable.
Often social sciences use it to observe human behaviours and understand the social
psychology of human being better.
Correlational design

Correlation research design establishes a relationship between two related variables. The
researcher observes the variables over time and then draws conclusions based on them. This
type of research design requires two different groups.

A correlation coefficient determines the relationship between two variables. The value of the
correlation coefficient ranges between -1 and +1. If the correlation coefficient is +1, it
indicates a positive relationship between the two variables, and -1 means a negative
relationship.

Descriptive design

Descriptive design is a theory-based research method describing the research’s primary

subject matter. This type of research design uses data collection techniques like natural
observation, case studies, and surveys to derive results.
This type of research design provides insight into the why and how of research.

Diagnostic design

In diagnostic research, the design strives to explore the reason behind an issue and find
solutions to solve it. This type of research design tries to solve the problems in a structured
form divided into three phases- the issue’s inception, diagnosis of the issue, and solution for
the issue.

Explanatory design

In this research design, the researcher explores concepts and ideas on a subject to explore
more theories. The main aim of the research is to explore the subjects’ undiscovered aspects
and answer questions like what, how, and why.
 (A)
SAMPLE DESIGN

The sample design determines who will be measured. Questionnaire design determines what
is being measured. Social surveys use questionnaires to obtain many different types of
information—values, attitudes, opinions, knowledge, behaviors, characteristics, and
circumstances. Questionnaire design is a multifaceted activity. It involves first deciding what
information is desired and then crafting a questionnaire that is likely to elicit accurate
responses. Attention has to be paid to instructions, question format (close-ended or
openended), question wording, response categories, question order, and the mode of
administration. Each one of these characteristics of a questionnaire can affect results. Poor
question construction or poor questionnaire design can result in non- sampling error, which is
the technical term for error or bias due to respondent reports.

Steps in Sample Design

There are various steps which the researcher should follow. Those are;

1. Type of universe:

In the first step the researcher should clarify and should be expert in the study of
universe. The universe may be finite (no of items are know) or Infinite (numbers of
items are not know).

2. Sampling unit:
 A decision has to be taken concerning a sampling unit before selecting a sample.
Sampling unit may be a geographical one such as state, district, village etc., or
construction unit such as house, flat, etc., or it may be a social unit such as family,
club, school etc., or it may be an individual.

3. Source list:

Source list is known as ‘sampling frame’ from which sample is to be drawn. It

consists the names of all items of a universe. Such a list would be comprehensive,
correct, reliable and appropriate and the source list should be a representative of the
population.

4. Size of sample:

Size of sample refers to the number of items to be selected from the universe to
constitute a sample. Selection of sample size is a headache to the researcher. The size
should not be too large or too small rather it should be optimum. An optimum sample
is one which fulfills the requirements of efficiency, representativeness, reliability and
flexibility. The parameters of interest in a research study must be kept in view, while
deciding the size of the sample. Cost factor i.e., budgetary conditions should also be
taken into consideration.

5. Sampling procedure:
In the final step of the sample design, a researcher must decide the type of the sample
s/he will use i.e., s/he must decide about the techniques to be used in selecting the
items for the sample.

Characteristics of a Good Sample Design

1. Sample design must result in a truly representative sample,
2. Sample design must be such which results in a small sampling error,
3. Sampling design must be viable in the context of funds available for the research
study,
4. Sample design must be such that systematic bias can be controlled in a better way, and
5. Sample should be such that the results of the sample study can be applied, in general,
for the universe with a reasonable level of confidence.
What are the types of sampling design?

Sampling design can be divided into two main categories, probability, and non-probability
sampling. In probability sampling, every person in the target population (either random or
representative) has an equal chance of being selected for the sample. In non-probability
sampling, some individuals in the group will be more likely to be selected than others.

Take a close look at your research goals (including the level of accuracy desired and your
budget) to determine which type of sampling will best help you achieve those goals.

Probability sampling
Probability sampling ensures that every member of your sample has an equal probability of
being selected for your research. There are four main types of probability sampling: simple
random, cluster, systematic, and stratified.

Simple random sampling

As the name suggests, simple random sampling is both simple and random. With this method,
you may choose your sample with a random number generator or by drawing from a hat, for
example, to provide you with a completely random subset of your group. This allows you to
draw generalized conclusions about the whole population based on the data provided from the
subset (sample).
As an example, let’s say that your population is the employees of your company. You take
each of your 1,500 employees and randomly assign numbers to each one. Then, using a
random number generator, you select 150 numbers. Those 150 are your sample.

Cluster sampling

In cluster sampling, your population is divided into subgroups that have similar characteristics
to the whole population. Instead of selecting individuals, you randomly select an entire
subgroup for your sample.

There is a higher probability of error with this method because there could be differences
between the clusters. You cannot guarantee that the sample you use is truly representative of
the entire population you’re studying.

Let’s look at your company again. The 1,500 employees are spread across 25 offices with
close to the same number of employees in each office. You use cluster sampling to choose the
employees of four offices to use as your sample.

Systematic sampling

Similar to simple random sampling, systematic sampling is even easier to conduct. In this
method, each individual in the desired population is assigned a number. Instead of randomly
generating numbers, participants are chosen at regular intervals. It’s important that there is no
hidden pattern in the list that may skew the sample.

For example, if your research population is comprised of the employees at your company and
you generate a list of all their names from HR, it’s important to ensure that the list is not in
any kind of order. If the list is by department or team and/or seniority, you risk skipping
individuals from certain departments or seniority levels.

Once your list is randomized, you choose a starting number, #8, for example, and from that
point forward, you select every tenth employee—18, 28, 38, etc.

Stratified sampling

In stratified random sampling, you divide a population into smaller subgroups called strata.
The strata are based on the shared attributes of the individuals, such as income, age range, or
education level. This method is used when you believe that these similarities indicate
additional similarities that will resonate with your broader population.
Back at your company, you have 900 male employees and 600 females. You want your
sample to represent the gender balance in your company, so you sort into two strata based on
gender. Using random sampling in each group, you select 90 men and 60 women for a sample
of 150 people.

Non-probability sampling
In non-probability samples, the criteria for selection are not random, and the chances of being
included in the sample are not equal. While it’s easier and less expensive to perform
nonprobability sampling, there is a higher risk of sampling bias, and inferences about the full
population are weaker.

Non-probability sampling is most often used in exploratory or qualitative research, where the
goal is to develop an understanding of a small or underrepresented population.

There are five main types of non-probability sampling: convenience, judgemental, voluntary,
snowball, and quota.

Convenience sampling

In convenience sampling, the sample consists of individuals who are most accessible to the
researcher. It may be easy to collect initial information, but it cannot be generalized to your
target population.

Back at your company, you’re in a rush to get some preliminary data about your idea. You
turn to your colleagues in the marketing department as your sample and collect information
from them. This sample gives you initial data but is not representative of the views of all
employees in the company.

Judgemental or purposive sampling

In this type of non-probability sampling, the researcher uses their expertise to choose a
sample that they believe will be most useful in reaching their research objectives.
Judgemental sampling is frequently used in qualitative research, where statistical inferences
are unnecessary, or the population is quite small. To be effective, the sample must have clear
inclusion and exclusion criteria.
For example, the latest research you’re performing for your company explores the experiences
of employees with disabilities. You purposively choose employees with support needs as your
sample to assess their experiences and needs in your organization.

Voluntary response sampling

Based on ease of access like convenience sampling, voluntary response sampling is when
people volunteer to participate in your research. Because some people are more likely to
volunteer than others, there will likely be some bias involved.

Consider your company again. You send a survey out to all employees to gather information
about employee satisfaction. The survey is voluntary, and the employees who respond have
strong opinions. There’s no way to be certain that these responses are indicative of the
opinions of all employees.

Snowball sampling

The snowball sampling method is used when your population is difficult to access. You reach
out to the members of the population that you can and then count on these participants to
recruit others for your study. The number of participants “snowballs” as the number increases.

Your company produces an app designed to help people with mental illnesses. Due to HIPAA
laws, there is no efficient legal or ethical way to collect a list of individuals who might
participate in your research. You reach out to people you know who suffer from depression
and ask them to refer others who may be interested in trying your app for research purposes
and providing you with information about their experiences.

Quota sampling

With quota sampling, your population is divided into categories determined by the researcher.
Depending on the research, you may need a particular number of males or females, or you
may need your sample to represent a certain income level or age range. Bias may occur
simply based on the categories chosen by the researchers.

An example of quota sampling would be if you decided your research would be easiest if you
reach out to C-level executives for their input on the new management app you’ve designed.
By choosing only the highest-level managers, you may be omitting input from other
management levels that could be valuable. However, if C-suite managers are the target
audience for your app, this is a fast way to gain insights.
 (B)
SOURCES OF DATA COLLECTION

Normally we can gather data from two sources namely primary and secondary. Data gathered
through perception or questionnaire review in a characteristic setting are illustrations of data
obtained in an uncontrolled situation. Secondary data is the data acquired from optional
sources like magazines, books, documents, journals, reports, the web and more. The chart
below describes the flow of the sources of data collection.
Sources of Primary Data Collection
Primary data will be the data that you gather particularly with the end goal of your research
venture. Leverage of Primary data is that it is particularly customized to your analysis needs.
A drawback is that it is costly to get hold of. Primary data is otherwise called raw
information; the information gathered from the first source in a controlled or an uncontrolled
situation. Cases of a controlled domain are experimental studies where certain variables are
being controlled by the analyst.

The source of primary data is the populace test from which you gather the information. The
initial phase in the process is deciding your target populace. For instance, if you are looking
into the attractiveness of another washing machine, your target populace may be newly-weds.

Clearly, it’s impracticable to gather information from everybody, so you will need to focus on
the sample size and kind of sample. The specimen ought to be arbitrary and a stratified
random sample is frequently sensible. In our washing machine illustration, sub populations
may incorporate adolescent couples, moderately aged couples, old couples, and previously
wedded couples.

Sources of Secondary Data Collection

You can break the sources of secondary data into internal as well as external sources. Inner
sources incorporate data that exists and is stored in your organization. External data refers to
the data that is gathered by other individuals or associations from your association’s outer
environment.

Examples of inner sources of data incorporate, but are not restricted only to, the following:

▪ Statement of the profit and loss

▪ Balance sheets
▪ Sales figures
▪ Inventory records
▪ Previous marketing studies
If the secondary data you have gathered from internal sources is not sufficient, you can turn to
outside sources of data collection, some outside sources of data collection include:

▪ Universities
▪ Government sources
▪ Foundations
▪ Media, including telecast, print and Internet
▪ Trade, business and expert affiliations
▪ Corporate filings
▪ Commercial information administrations, which are organizations that find the
data for you

(C) DATA COLLECTION TECHNIQUES

• Time Series Analysis: The term time series refers to a sequential order of values of a
variable, known as a trend, at equal time intervals. Using patterns, an organization can
predict the demand for its products and services for the projected time.

• Smoothing Techniques: In cases where the time series lacks significant trends,
smoothing techniques can be used. They eliminate a random variation from the
historical demand. It helps in identifying patterns and demand levels to estimate future
demand. The most common methods used in smoothing demand forecasting
techniques are the simple moving average method and the weighted moving average
method.

• Barometric Method: Also known as the leading indicators approach, researchers use
this method to speculate future trends based on current developments. When the past
events are considered to predict future events, they act as leading indicators.

• Polls: Polls comprise one single or multiple-choice question. You can go for polls
when it is required to have a quick pulse of the audience’s sentiments. Because they
are short in length, it is easier to get responses from people.

• Like surveys, online polls can also be embedded into various platforms. Once the
respondents answer the question, they can also be shown how they stand compared to
others’ responses.

• Interviews: In this method, the interviewer asks the respondents face-to-face or by

telephone. In face-to-face interviews, the interviewer asks a series of questions to the
interviewee in person and notes down responses. If it is not feasible to meet the
person, the interviewer can go for a telephone interview.
• Delphi Technique: In delphi method, market experts are provided with the estimates and
assumptions of forecasts made by other experts in the industry. Experts may reconsider and revise
their estimates and assumptions based on the information provided by other experts. The
consensus of all experts on demand forecasts constitutes the final demand forecast.

• Focus Groups: In a focus group, a small group of people, around 8-10 members, discuss the
common areas of the problem. Each individual provides his insights on the issue concerned. A
moderator regulates the discussion among the group members. At the end of the discussion, the
group reaches a consensus.
(D) ANALYTICAL TOOLS USED

Data analysis tools help researchers make sense of the data collected. It enables them to report results
and make interpretations. How the data is analyzed depends on the goals of the project and the type of
data collected. Some studies focus on qualitative data, others on quantitative data, and many on both
(mixed-methods studies); examples of these can be found in a nagt-ger Division hosted collection of
presentations on Methods for Conducting GER. The Analytical Tool collection includes examples in
these areas, as well as special types of analytical tool used for data specific applications and data
visualizations. Quantitative and Qualitative methods both use deductive, inductive, and adductive
processes to understand a process or phenomenon, just in different ways using different data.

 Following tools to analyse data

Box and whisker plot:

A tool used to display and analyze multiple sets of variation data on a single graph.

Check sheet: A generic tool that can be adapted for a wide variety of purposes, the check sheet is a
structured, prepared form for collecting and analyzing data.
Control chart:

A graph used to study how a process changes over time. Comparing current data to historical
control limits leads to conclusions about whether the process variation is consistent (in control)
or is unpredictable (out of control, affected by special causes of variation).

Design of experiments (DOE):

A method for carrying out carefully planned experiments on a process. Usually, design of
experiments involves a series of experiments that start by looking broadly at a great many
variables and then focus on the few critical ones.

Histogram:

The most commonly used graph for showing frequency distributions, or how often each different
value in a set of data occurs.

Scatter diagram:

A diagram that graphs pairs of numerical data, one variable on each axis, to look for a
relationship.

Stratification:

A technique that separates data gathered from a variety of sources so that patterns can be seen.

Survey:

Data collected from targeted groups of people about their opinions, behavior or knowledge

ANALYTICAL TOOLS USED IN THIS RESEARCH:-

 Survey
 Questionnaire
 Pie charts
(E)

DURATION OF THE STUDY

In a simple observational or interventional study the duration would ideally start when the first
patient was randomized or when the first patient gave the consent to participate. However, if a
screening was conducted prior to recruitment of the patient, the study would start as soon as the
screening started. That is to say that the study may be considered started as soon as the first
step in the study protocol starts.

However, certain studies may be composite descriptive-analytical-experimental studies, eg. a

study where we initially look for the needs of factory workers and then introduce an
intervention and evaluate it. For such a study the duration would start as soon as you get the
first consent of the participant for observation and extends till the last patient under
intervention leaves the study - either when the end point is reached or when he opts out of the
the study - whatever.

Certain studies aim at formulating a protocol such articles may be published as the study may
still be going on. In such cases the proposed study duration of the proposed study should be
stated as in the attached article.
CHAPTER 3.
 ANALYSIS & FINDINGS

3.1 ANALYSIS OF DATA

Data analysis is very important aspect of project, as it basically involves the analysis of all the
information that we collected. Data analysis is a body of methods that help to describe facts, detect
patterns, develop explanations and test hypothesis. After analysis of each of the question in a
questionnaire the interpretation of the same is also being provided which includes the reason about the
particular aspect of the organization.

DATA ANALYSIS AND INTERPRETATION

1. Which of the sources of recruitment and selection are used in Dixon Technologies?
a. Internal 10%

b. External 35%

c. Both 55%
INTERPRETATION

It was found that about 55% of the recruitment and selection is done both by internal and
external sources, while as external sources are used more than the internal sources. Employees
are hired mostly from external sources like job portals, consultancy etc.
2. Which of the following external sources are used for recruitment in Dixon
technologies?
a. Advertisement 25%

b. Internet 15%

c. Campus recruitment 10%

d. Consultancies 40%

e. All of the above 10%

INTERPRETATION

It was found that 40% of the employees are recruited through the consultancies and 20% of the
employees are selected by the advertisement followed by internet with 15% and campus selections with
10%. Consultancy and Internet are the major sources which provide eligible candidates for the hiring in
Dixon technologies.

3. Which form of recruitment and selection is used in Dixon Technologies? a.

Centralised 10%

b. Decentralised 90%
INTERPRETATION

It was found that recruitment is decentralised. However, for higher positions of employment the
recruitment is centralised. Recruitment is decentralised as all the centres of Dixon Technologies
recruit their employees according to the number of vacancies available in the respective
centres.
4. Are you satisfied with the recruitment process?
a. Yes 20%

b. No 80%

INTERPRETATION

It was found that 80% of employees are satisfied with the recruitment process adopted by Dixon
technologies. However, some of the respondents thought there should be some changes in the existing
recruitment process of the organisation.
5. Which of the following methods does Dixon Technologies uses during
selection?
a. Written 10%

b. Group discussion 15%

c. Personal interview 30%

d. Group discussion and personal interview 40%

e. All of the above 5%

INTERPRETATION

It was found that 40% of selection is done by Group Discussion & Personal Interview. However,
Personal Interview is mostly used method of selection followed by group discussion. Employees
selected in Dixon technologies are finally selected by a personal interview taken by the head of the

centre.

6. Are you satisfied with the selection process?

1. Yes 80%

2. No 20%
INTERPRETATION

It was found that about 80 % of the employees are satisfied with the selection process.
However, the remaining is of the opinion that there should be some change in the recruitment
and selection process of the organisation.
7. .Do you think innovative techniques like stress test, psychometric test and
personality test should be used for selection?
a. Yes 80%

b. No 20%

INTERPRETATION

It was found that 20% of the respondents were of the opinion that stress test, psychometric test and
personality tests should be used for the selection, while the others were satisfied with the existing
recruitment and selection process. Most of the employees in Dixon technologies are unaware of these
types of tests as they are mostly fresher’s.
8. Does your company follow different recruitment process for different grades
of employment?
a. Yes 100%

b. No.
INTERPRETATION

It was found that from that different recruitment process is adopted for different grades of employment.
Like, for the recruitment of trainers in Dixon technologies theoretical knowledge is considered more
and for the developers technical knowledge is given importance.

9. How do you rate HR practices of the company?

a. Excellent 50%
b. Good 30%
c. Average 10%
d. Bad 10%
INTERPRETATION
50% of the employees feel that HR department is good where and 30% say that its very good
where as 10% says its average and 10% employees feel it’s bad. Some employees are not happy
as they have to spend a little more time if they have to take demo training sessions.
10. Is there any contract signed by employees while joining the organization? a.Yes

90%

b. No 10%

INTERPRETATION
Above chart shows that almost 10% employees said no and 90 % said yes they have to sign a bond
while joining the organization. Employees have to submit one of their original certificates in the time of
their joining and they cannot leave this company before one year. If the employees agree to these
conditions then they are moved to next round of interview.
 3.2 SUMMARY OF FINDINGS

The collected data are analysed and general observations has proven that Dixon technologies has done
remarkable job in its Human Resource department. The main findings are as follows:

 In DIXON TECHNOLOGIES employees feel that the HR department is good.

 The recruitment and selection process is decentralised
 About 90% of the employees are satisfied with the recruitment and selection process.
 Most of the managers prefer personal interviews.
 Mostly external sources of recruitment are considered.
 About 90% of employees feel that they are comfortable working with the current HR policies of the
company and 10% feel that they need some changes in the policies. The policy of the company is to
submit one of the original educational documents and cannot leave the company for 1 year, if done
so then they have to pay a sum of Rs.25, 000 to the company to get the certificate back, which some
of the employees find unnecessary and also risky.

 The response entailed from the HR Department (as analysed from Questionnaire) represents current
practice within the organisation in terms of the sources of recruitment and selection devices used.
 The analysis of the response entailed from all the other departments (as analysed from
Questionnaire) forming the sample, represents the perception of the respondents from these
Departments in terms of the validity and effectiveness of the various sources/devices of
recruitment/selection (specific to these Departments)
 The analysis further entails any suggestions/recommendations given by these non-HR Departments
(forming the sample for administering Questionnaire), in terms of any recruitment source and/or
selection device that should be deployed by the organisation apart from what already constitutes
current practice (specific to these Departments)
CHAPTER 4.

SUMMARY
& CONCLUSIONS

4.1 CONCLUSIONS & RECOMMENDATIONS

CONCLUSION

Recruitment is the process of searching for prospective employees and stimulating and encouraging
them to apply for jobs in an organization. And Selection is selecting the right candidate at the right time
in the right place. Employees of DIXON TECHNOLOGIES are satisfied with the current/existing
recruitment and selection process. DIXON TECHNOLOGIES is recruiting their employees mainly
through consultancies. Consultancies are the mediator between the organization and the candidates as it
serves the requirements of employees as well as the organization. DIXON TECHNOLOGIESrecruits
their employees in a decentralised way (Pune, Akola, and Nagpur). Also DIXON TECHNOLOGIES
has to consider internet sources for recruitment of employees so that it could motivate the employees.
Employees are also well aware about the various sources and methods of recruitment and selection.
DIXON TECHNOLOGIES has to implement innovative techniques in selection process like
group discussion, stress interview, etc.I have given various options for joining of the candidates
in the organization in the questionnaire. Also I got more options from the employees while
interacting with them. Most of the employees(28%) have mentioned the salary package as a
reason for joining the organization. 16% of the employees have mentioned or pointed it out the
working environment as the reason for joining the organization. 17% talked about the
reputation of company and 23% mentioned about career growth opportunity. So I can say

salary package and career growth opportunity are the more attractive to the employees.
RECOMMENDATIONS

From the findings I can suggest DIXON TECHNOLOGIES following things for the more effectiveness of
recruitment and selection process and HR policies:

 Recruitment must be done by analysing the job firstly which will make it easier and
will be beneficial from the company’s point of view.
 More emphasis should be given on internet and advertisement so that more and more candidates apply
for the jobs and it will be easy to find the right employee among them.
 The recruitment and selection procedure should not be too lengthy and time consuming.
 Company should try to use the internal recruitment process first because it incurs less cost and acts as
a motivational factor to the employees
 Provide training to employees so that they get better knowledge, skills and attitude.
 Company should amend some parts of their HR policies for better effectiveness.
 4.2 LIMITATIONS OF THE STUDY

• Collecting data properly from employees become difficulty due to the time constraint.

• Busy schedule of the employees also effected to some extent.

• There is a chance for bias in the information given by the respondents.

• The study was based on sample hence results were not fully absolute.

The study was based on the recruitment and selection practises but there is a scope to study other HR
practises and overall organizational study not only in the sai global yarntex private limited but also
considering the remaining manufacturing and service industries. Researchers may also find the linkage
between the different HR practises with the recruitment and selection practises like organization
performance, employee satisfaction etc. Researchers may also find the online recruitment sources
followed in the organizations and also the online screening of employees.
 ANNEXURE

Recruitment and selection process of employees in DIXON TECHNOLOGIES, DEHRADUN.

This questionnaire survey is purely for academic purpose. Any information collected through this
survey is confidential and would not be shared with anyone other than the people involved in this.

Name: ...............................................................................................

Designation: .............................................

Age: ...............................

Department: .....................................

Qualification: .........................

Answer the following questions: (kindly give your unbiased response)

Q1. Which of the sources of recruitment and selection are used in DIXON TECHNOLOGIES? a. Internal

b. External

c. Both
Q2. Which of the following external sources are used for recruitment in DIXON
TECHNOLOGIES?

a. Advertisement

b. Internet

c. Campus recruitment

d. Consultancies

e. All of the above

 Q3. Which form of recruitment and selection is used in DIXON TECHNOLOGIES? a.

Centralised

b. Decentralised

Q4. Are you satisfied with the recruitment process?

a. Yes

b. No

Q5. Which of the following methods does DIXON TECHNOLOGIES uses during selection? a. Written

b. Group discussion

c. Personal interview

d. Group discussion and personal interview

e. All of the above

Q6. Are you satisfied with the selection process?

a. Yes

b. No
Q7.Do you think innovative techniques like stress test, psychometric test and personality test
should be used for selection?

a. Yes

b. No
Q8. Does your company follow different recruitment process for different grades of employment?

a. Yes

b. No

Q9. How do you rate HR practices of the company?

a. Excellent

b. Good

c. Average

d. Bad

Q10. Is there any contract signed by employees while joining the organization? a.

Yes

b. No
 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:

https://en.wikipedia.org/wiki/Dixon_Technologies https://groww.in/stocks/dixon-technologiesindia-ltd

https://www.ambitionbox.com/overview/dixon-technologies-india-overview

https://www.livemint.com/companies/news/can-dixon-become-india-s-foxconn-

11675704737900.html https://economictimes.indiatimes.com/dixon-technologies-indialtd/stocks/

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