A STUDY OF CANVASSING AND APPOINTING IN NUTRITION

SERVICE PVT LTD.

Submitted in partial fulfillment of the requirements for
Master of Business Administration
By

Anjali Gupta

Roll No:-

226860700012

2
Batch of 2022-24

ACCURATE INSTITUTE OF MANAGEMENT AND TECHNOLOGY

Knowledge Park III, Greater Noida, Uttar Pradesh 201306
 • COMPANY PROFILE
Nutritious Diet Services Private Limited is a Private incorporated on 04
August 2021. It is classified as Non-govt company and is registered at
Registrar of Companies, Delhi. Its authorized share capital is Rs. 100,000
and its paid up capital is Rs. 100,000. It is involved in Hotels; camping
sites and other provision of short-stay accommodation [ Restaurant
facilities operated in connection with the provision of lodging remain
classified in this group. Also included are the operation of sleeping cars
when carried on by separate units]

Nutritious Diet Services Private Limited's Annual General Meeting (AGM)

was last held on N/A and as per records from Ministry of Corporate Affairs
(MCA), its balance sheet was last filed on 31 March 2022.
Nutrition Diet Services - We offer Best Diet Management Plan for weight loss, its a DIET
PLAN customised diet plan based on customer needs, Preference, Taste, Eating habits
etc. In Weight loss plan customer needs to treat with care, Personalise service, Follow
up to gain max results.Executive is the key to success, this industry lacks on Brand
Loyalty, and this industry has more products than Happy Customers. We want to be
branded solution to this problem.
Why Nutrition Diet Services?
Every human body needs balanced diet.
Balanced diet requirements for a particular person are different from another person.
We have specialty in designing balanced diet charts for individuals.
Each and every individuals needs are thoroughly analyzed by our expert dietician panel and after through research a customized balanced diet plan is given to clients.
Client base includes across all age groups including children, adolescents, adults as well as senior citizens
 Introduction of HRM
• HRM is the process of managing people in organizations in a
structured and thorough manner. This covers the fields of staffing
(hiring people), retention of people, pay and perks setting and
management, performance management, change management and
taking care of exits from the company to round off the activities.
This is the traditional definition of HRM which leads some experts to
define it as a modern version of the Personnel Management function
that was used earlier. We have chosen the term “art and science” as
HRM is both the art of managing people by recourse to creative and
innovative approaches; it is a science as well because of the precision
and rigorous application of theory that is required.
Function of HRM
1. CANVASSING AND APPOINTMENT
2. CANVASSING
• Canvassing means to estimate the available vacancies and to make suitable arrangements for
their appointing and appointment. Canvassing is understood as the process of searching for
and obtaining applicants for the jobs, from among whom the right people can be selected.

• NEED OF CANVASSING
• The need for Canvassing may be due to the following reasons/situations:
• i)Vacancies due to promotions, transfer, retirement, termination, permanent disability, death
and labor turnover
• ii)Creation of new vacancies due to the growth, expansion and diversification of business
activities of an enterprise. In addition, new vacancies are possible due to job specification.
Purpose and importance of canvassing
♦It determines the present and future requirements of the organization
on conjunction with its personnel planning and job analysis activities.
♦Increase the pool of job candidates at minimum cost.
♦Help increase the success rate of the appointing process by reducing
the number of visibly under qualified and over qualified job applicants.
♦Help reduce the probability that job applicants, once recruited and
selected, will leave the organization only after a short period of time.
♦Evaluate the effectiveness of various recruiting techniques and
sources for all types of job applicants.
canvassing of process
• Canvassing refers to the process of identifying and attracting job
seekers so as to build a pool of qualified job applicants. The process
comprises five interrelated stages. They are:
• Planning
• Strategy development
• searching
• screening
• evaluation and control
 Sources of Canvassing:
INTERNAL SOURCES EXTERNAL SOURCES

I) Promotion I) Campus Canvassing

ii) Transfers II) Press advertisement

iii) Internal notification III) Management consultancy services

iv) Retirement IV) Deputation of personnel or transfer from one enterprise to
another
v) Former employees V) Walk-ins, write-ins, talk-ins.
 APPOINTING
• Appointing 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 appointing is
the process of putting right men on the right job. It is a procedure of
matching organizational requirements with the skills and qualifications of
people. Effective appointing can be done only where there is effective
matching. By selecting best candidate for the required job, the organization
will get quality performance of employees. Moreover, organization will face
less absenteeism and employee turnover problems. By selecting right
candidate for the required job, organization will also save time and money.
Proper screening of candidates takes place during appointing procedure. All
the potential candidates who apply for the job are tested.
Appointing techniques/instruments: -
• Application Forms
• Resume
• Biodata
• APPOINTING PROCESS:
• Appointing is a long process, commencing from the preliminary interview of the applicants and ending with the contract of
employment.
• Preliminary interview
• Appointing testing
• Employment interview
• Reference and Background Check
• Appointing Process
• .Physical Examination
• job offer
• contract of employment
• Concluding the Appointing Process
• .Evaluation of Appointing Process
Difference between Canvassing and
Appointing: -
1.Canvassing is the process of finding candidates for the vacant position and
stimulating them to apply for it. The appointing means picking up the best
candidate from the list of applicants and offering them the job.
2.Canvassing is a positive process as it attracts more and more job seekers to
apply for the post. Conversely, Appointing is a negative process as it rejects
all the unfit candidates.
3.Canvassing aims at inviting more and more candidates to apply for the
vacant position. On the contrary, appointing aims at rejecting unsuitable
candidates and appointing the right candidates at the job.
4.Canvassing is an economical process while the appointing is an expensive
process.
,My role in nutrition diet services
• I used to recruit the candidates for the sales executive in noida
loacation.
• My work consist of posting job on linkedin,workindia ,job hai source
candidates from these sites.
• Screening the resume of candidates according to required profile .
• Scheduling the telephonic
and face to Face interview for candidates and assigning
Analyse test result of a candidate .
Data entry on excel $spreadsheet.
RESEARCH METHODOLOGY
• Research is defined as human activity based in intellectual application in the
investigation of matter. The primary purpose for applied research is discovering,
interpreting and development of methods and systems for the advancement of
human knowledge on a wide variety of scientific matters of our world and the
universe. Research can use the scientific method, but need not do so.
• Scientific research relies on the application of the scientific method, a
harnessing of curiosity. This research provides scientific information and
theories for the explanation of the nature and the properties of the world
around us. It makes practical applications possible. Historical research is
embodied in the historical method. Scientific research can be sub divided into
different classifications according to their academic and applications disciplines.
 Aim
• To analyze the Canvassing and appointing process of the employees in nutrition
diet service and review HR policies pertaining to Canvassing and appointing.
Research Design
• Descriptive research
Source of data Collection
• The primary as well as secondary sources was used for collection of data.
Primary Data
• Questionnaire and observation
Secondary Data
• Company record and website
Primary data- It involves the collection of data that does not already exist.
This can be through numerous forms, including questionnaires and
telephonic interviews among others.

Secondary data- It involves the summary, collection and/or synthesis of

existing research rather than primary research, where data are
collected from research subjects or experiments.
Data Type
Primary as well as secondary data was collected
Sample Unit
Employees of nutrition diet service
Sample size
QUESTIONNAIRE
• A questionnaire is a research instrument that consists of a set of
questions or other types of prompts that aims to collect information
from a respondent. A research questionnaire is typically a mix of close-
ended questions and open-ended questions. Open-ended, long-form
questions offer the respondent the ability to elaborate on their
thoughts.
• The data collected from a data collection questionnaire can be both
qualitative as well
• as quantitative in nature. A questionnaire may or may not be delivered
in the form of a survey, but a survey always consists of a questionnaire.
Q1. Which of the sources of Canvassing and appointing are used in
NUTRIENT DIET SERVICE?
INTERNAL EXTERNAL BOTH

Q2. Which of the following external sources are used for Canvassing in
nutrition diet service?
Social Media Job portal Both
Q3. Which form of Canvassing and appointing is used in nutrition diet
service?
Centralized Decentralized
Q4. Which of the following methods does SUVIDHA uses during appointing?
Personal Interview GD
Q5. How do you rate HR practices of the company?
Excellent Good Average Bad
Q7. Are you satisfied with the HR policies of the COMPANY?
Yes No
Q8. Are grievances handled properly in the COMPANY?
Yes NO

Q9. Are you satisfied with the performance appraisal system of the
COMPANY?
Yes NO
Q.10. Do you participate in the decision making process of the
company?
Yes No
Data analysis and Interpretation
Source used in convassing and apointing
Which of the source of convg and appointment are used in nutrition diet service?
Internal External Both
Table 7.1

Options Internal External Both Total

Responses 10 15 10 35
Percentage 28.5 42.85 28.57 100

INTERPRETATION:
• It was found that about 28.57% of the Canvassing and appointing 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, social media, etc.
External sources used in Canvassing:
7.2.Which of the following external sources are used for Canvassing in NDS?
Social Media Job portal Both
Table 7.2

Options Social media Job portals Both Total

Responses 15 10 10 35

Percentage 42.85 28.57 28.57 100

Interpretation
It was found that about 28.57% of Canvassing and appointing was done both by social
media and job portal while 28.57% was done through social media and 42.85%
through job portals.
 Form of Canvassing and appointing used:
7.3 Which form of Canvassing and appointing is used in NDS ?
a)Centralized b)Decentralized

options Centralized Decentralized Total

Responses 10Options 25 35

Percentage 28.57 71.42 100

INTERPRETATION:It was noticed that the

form of Canvassing and appointing used
in decentralized form is 71.42% while
centralized form occupied 28.57%.
 Methods used during appointing process
Which of the following method does SUVIDHA uses during appointing?
personal interview group dicussion

Options Personal Group Both Total

discussion
interview

Responses 20 5 10 35
Percentage 57.14 14.28 28.57 100
 FINDINGS
• The collected data are analyzed and general observations has proven that NDS Pvt. Ltd. has done an outstanding job in
its human resources department and it is evident through the research done in the COMPANY.
• The main findings are as follows: -

▪ In NDS Pvt. Ltd employees feel that the HR practices of the COMPANY is good. The Canvassing
and appointing process are decentralized.
▪ About 93% of the employees are satisfied with the HR policy of Canvassing and appointing in
the COMPANY
▪ Most of the HR managers prefer personal interview instead of hiring based on just group
discussion.
▪ External sources of Canvassing are given more importance than internal source of
Canvassing.
 CONCLUSION
• Canvassing is the process of searching for prospective employees and stimulating and encouraging them to
apply for jobs in an organization. And Appointing is selecting the right candidate at the right time in the right
place.

• Employees of NDS Pvt. Ltd are satisfied with the existing Canvassing and appointing process, and it is
evident from the research. NDS Pvt. Ltd is recruiting their employees mainly through job portals and social
media platforms. NDS Pvt. Ltd uses job portals because it’s one of the easiest ways of hiring employees,
managers can filter the requirements they are expecting from the candidates or candidates can apply for their
preferred job in the easiest way. NDS Pvt. Ltd recruits their employees in a decentralized way.
 SUGGESTION
• From the findings, I can suggest NDS Pvt. Ltd. , following things for the more effectiveness of Canvassing and
appointing process and HR policies:
❖ Canvassing must be done by analyzing the job firstly which will make it easier and will
be beneficial from the COMPANY 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 employees among them
❖ Company should try to use the internal Canvassing process first because it incurs less
cost and acts as a motivational factor to the employees
❖ NDS Pvt. Ltd. should provide training to employees so that they get better knowledge,
skills and attitude