A

SUMMER TRAINING REPORT

ON

“RECRUITMENT AND SELECTION PROCESS"

IN
CD INTERNATIONAL SCHOOL, GURUGRAM

SUBMITTED TO M.D. UNIVERSITY ROHTAK IN

PARTIAL FULFILLMENT OF THE REQUIREMENT
OF THE AWARD OF DEGREE OF BACHELOR OF
BUSINESS ADMINISTRATION.

ACADEMIC SESSION: 2016-2019

SUBMITTED BY: NISHTHA ARORA
BBA 5th SEMESTER
ROLL NUMBER:
PDM COLLEGE OF ENGINEERING
MAHARISHI DAYANAND UNIVERSITY, ROHTAK
 DECLARATION

I, Nishtha Arora, BBA 5th semester of PDM college of engineering, hereby

declare that the Project Report entitled “Recruitment and Selection Process"
in CD INTERNATIONAL SCHOOL written and submitted by me to Maharishi
Dayanand University,Rohtak, in partial fulfilment of the requirement for the
award of degree of Bachelor of Business Administration.The interim report was
presented to the supervisor on ___________ and the pre-submission was made
on ____________.

The feasible suggestions as approved by faculty have been duly incorporated in

consultation with the supervisor.

Signature of Supervisor Signature of Candidate

(Forwarded by)

Director/Principal of Institution
 ACKNOWLEDGEMENT

“ Acknowledgement is an art, one can write glib stanzas without meaning a

word, and on the other hand one can make a simple expression of gratitude”

I take the opportunity to express my gratitude to all of them who in some or

other way helped me to accomplish this challenging project in CD
INTERNATIONAL SCHOOL, Gurugram. No amount of written expression is
sufficient to show my deepest sense of gratitude to them.

I am extremely thankful and pay my gratitude to Ms Shikha Gupta (incharge of

management department) and my faculty guide Ms Shashi (professor of
management department) for their valuable guidance and support on completion
of this project in its presently.

A special appreciative “Thank you” in accorded to a ll staff of CD international

school, Gurugram for their positive support.

I also acknowledge with a deep sense of reverence, my gratitude towards my

parents and member of my family, who has always supported me morally as
well as economically.

At last but not least gratitude goes to all of my friends who directly or indirectly
helped me to complete this project report.

Nishtha Arora
 ABSTRACT

Effective recruitment, selection and retention are critical to organizational

success. They enable companies to have performing employees who are

satisfiedwith their jobs, thus contributing positively to the organization.

On the contrary, in-effective recruitment methodology, selection and retention

would result in mismatches which can have negative consequences for an

organization. A misfit who is not in tune with organization’s philosophies and

goals can reduce output, productivity, customer satisfaction, relationship and

overall quality of work. Training a wrong hire can also be expensive. Effective

recruitment is therefore not only the first step towards organizational

excellence, but is important cost control mechanisms as well.

The study researches the spectrum of recruitment methodologies followed in a

IT Company towards developing an unique model, propose suggestion that

would reduce costs, time to recruit, be effective and help overall organizational

interests.
 TABLE OF CONTENTS

Sr. No. Title Page no.

1. EXECUTIVE SUMMARY 1-2

2. INTRODUCTION 3-18

3. OBJECTIVES 19

4. INDUSTRY PROFIL 20-23

5. COMPANY PROFILE 24-27

6. REVIEW OF LITERATURE 28-39

7. RESEARCH METHODOLOGY 40-41

8. DATA ANALYSIS AND 42-52

INTERPRETATION

9. FINDINGS 53

10. CONCLUSION 54
11. SUGGESTIONS 55

12. BIBLIOGRAPHY 56

13. ANNEXTURE-1 57-59

 TABLE OF CONTENTS-II

8. Data Analysis and Interpretation

Sr. No. Particulars Table Page

&Chart No. No.

1. Sources used in recruitment and 8.1 42

selection

2. External sources used in recruitment 8.2 43

3. Form of recruitment and selection 8.3 44

used

4. Employees perception about 8.4 45

recruitment process

5. Methods used during selection process 8.5 46

6. Perception of employees towards 8.6 47

selection process

7. Techniques used for selection 8.7 48

8. Recruitment process used for different 8.8 49
grades of employees

9. Company HR practices 8.9 50

10 Contract signed while joining the 8.10 51

organization

11. HR policy of the company 8.11 52

 1.

EXECUTIVE SUMMARY
 EXECUTIVE SUMMARY

Today, in every organization personnel planning as an activity is necessary. It is

an important part of an organization. Human Resource Planning is a vital
ingredient for the success of the organization in the long run. There are certain
ways that are to be followed by every organization, which ensures that it has
right number and kind of people, at the right place and right time, so that
organization can achieve its planned objectives.

The objectives of Human Resource Department are Human Resource Planning,

Recruitment and Selection, Training and Development, Career planning,
Transfer and Promotion, Risk Management, Performance Appraisal and so on.
Each objective needs special attention and proper planning and implementation.

For every organization it is important to have a right person on a right job.

Recruitment and Selection plays a vital role in this situation. Shortage of skills
and the use of new technology are putting considerable pressure on how
employers go about Recruiting and Selecting staff. It is recommended to carry
out a strategic analysis of Recruitment and Selection procedure. Also training
need identification is necessary after selection process

A formal definition states, “It is the process of f inding and attracting

capable applicants for the employment. The process begins when new
recruits are sought and ends when their applicants are selected” .

The need for recruitment may be due to the following reasons/situation:

a) Vacancies due to promotions, transfer, retirement, termination, permanent

disability, death and labour turnover.

b) 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.

Selection is basically picking an applicant from (a pool of candidates) who has

the appropriate qualification and competency to do the job.
The difference between recruitment and selection: -Recruitment is
identifying and encouraging prospective employees to apply for a job. And
Selection is selecting the right candidate from the pool of applicants.

2.
INTRODUCTION
 INTRODUCTION

Recruitment and Selection:

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. The process of searching prospective employees with
multidimensional skills and experience that suits organization strategies in
fundamental to the growth of the organization, this demands more comprehensive
strategic perspective recruitment. Organizations require the services of large
number of personnel, these personnel occupies the various positions created to
the process of organization. Each position of the organization has certain specific
contributions to achieve the organizational objectives. The recruitment process of
the organizational has to be strong enough to attract and select the potential
candidates with right job specification. The recruitment process begins with
human resource planning and concludes with the selection of required number of
candidates, both HR staff and operating managers have responsibilities in the
process.

“Right person for the right job is the basic princi ple in recruitment and selection.
Every organisation should give attention to the selection of its manpower,
especially its managers. Theoperative manpower is equally important and
essential for the orderly working of an enterprise.

Every business organisation/unit needs manpower for carrying different business

activitiessmoothly and efficiently and for this recruitment and selection of
suitable candidates isessential. Human resource management in an organisation
will not be possible if unsuitablepersons are selected and employment in a
business unit.
 RECRUITMENT

Meaning:

Recruitment means to estimate the available vacancies and to make suitable

arrangements fortheir selection and appointment. Recruitment is understood as
the process of searching for andobtaining applicants for the jobs, from among
whom the right people can be selected.

A formal definition states, “It is the process of f inding 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”. In this, the available vacancies are given
wide publicity and suitable candidates areencouraged to submit applications so as
to have a pool of eligible candidates for scientificselection.

In recruitment, information is collected from interested candidates. For this

different sourcesuch as newspaper advertisement, employment exchanges,
internal promotion, etc.are used.

In the recruitment, a pool of eligible and interested candidates is created for

selection of mostsuitable candidates. Recruitment represents the first contact that
a company makes withpotential employees.

Definition:

According to EDWIN FLIPPO, “Recruitment is the proc ess of searching for

prospectiveemployees and stimulating them to apply for jobs in theorganization.”

Need for recruitment

The need for recruitment may be due to the following reasons / situation:

a) Vacancies due to promotions, transfer, retirement, termination, permanent

disability, death and labour turnover.

b) Creation of new vacancies due to the growth, expansion and diversification

of businessactivities of an enterprise. In addition, new vacancies are
possible due to job specification.

Purpose and importance of Recruitment:

1. Determine the present and future requirements of the organization on

conjunction withits personnel-planning and job analysis activities.

2. Increase the pool of job candidates at minimum cost.

3. Help increase the success rate of the selection process by reducing the
number of visiblyunder qualified or overqualified job applicants.

4. Help reduce the probability that job applicants, once recruited and selected,
will leavethe organization only after a short period of time.

5. Meet the organization’s legal and social obligations regarding the

composition of itswork force.

6. Begin identifying and preparing potential job applicants who will be

appropriatecandidates.

7. Increase organizational and individual effectiveness in the short term and

long term.

8. Evaluate the effectiveness of various recruiting techniques and sources for

all types ofjob applicants.

9. Recruitment is a positive function in which publicity is given to the jobs

available in theorganization and interested candidates are encouraged to
submit applications for thepurpose of selection.

Recruitment Process:
Recruitment refers to the process of identifying and attracting job seekers so as to
build a poolof qualified job applicants. The process comprises five interrelated
stages, viz.

1. Planning.

2. Strategy development.

3. Searching.

4. Screening.

5. Evaluation and control.

STAGE 1: RECRUITMENT PLANNING:

The first stage in the recruitment process is planning. Planning involves the
translationof likely job vacancies and information about the nature of these jobs
into set of objectives ortargets that specify the (1) Numbers and (2) Types of
applicants to be contacted.

Numbers of contact:Organization, nearly always, plan to attract more applicants

than they will hire. Some of thosecontacted will be uninterested, unqualified or
both. Each time a recruitment Programme iscontemplated, one task is to estimate
the number of applicants necessary to fill all vacancieswith the qualified people.

Types of contacts:It is basically concerned with the types of people to be

informed about job openings. The typeof people depends on the tasks
andresponsibilities involved and the qualifications andexperience expected. These
details are available through job description and job specification.

STAGE 2: STRATEGY DEVELOPMENT:

When it is estimated that what types of recruitment and how many are required
then one hasconcentrate in (1). Make or Buy employees. (2). Technological
sophistication of recruitmentand selection devices. (3). Geographical distribution
of labour markets comprising job seekers.(4). Sources of recruitment. (5).
Sequencing the activities in the recruitment process.

Make or Buy:

Organisation must decide whether to hire le skilled employees and invest on

training andeducation programmes, or they can hire skilled labour and
professional. Essentially, this is the„make ‟ or „buy ‟ decision. Organizations,
which hire skilled and professionals shall have to paymore for these employees.

Technological Sophistication:

The second decision in strategy development relates to the methods used in

recruitment andselection. This decision is mainly influenced by the available
technology. The advent ofcomputers has made it possible for employers to scan
national and international applicantqualification. Although impersonal, computers
have given employers and job seekers a widerscope of options in the initial
screening stage.

STAGE 3: SEARCHING:

Once a recruitment plan and strategy are worked out, the search process can
begin. Searchinvolves two steps

A) Source activation and

B) Selling.

STEP 4: SCREENING:
Screening of applicants can be regarded as an integral part of the recruiting
process, thoughmany view it as the first step in the selection process. Even the
definition on recruitment, wequoted in the beginning of this chapter, excludes
screening from its scope. However, we haveincluded screening in recruitment for
valid reasons. The selection process will begin after theapplications have been
scrutinized and short-listed. Hiring of professors in a university is atypical
situation. Application received in response to advertisements is screened and
onlyeligible applicants are called for an interview. A selection committee
comprising the Vicechancellor,Registrar and subject experts conducts interview.
Here, the recruitment processextends up to screening the applications. The
selection process commences only late

Purpose of screening

The purpose of screening is to remove from the recruitment process, at an early

stage, thoseapplicants who are visibly unqualified for the job. Effective
screening can save a great deal oftime and money.

In screening, clear job specifications are invaluable. It is both good practice and
a legal necessity that applicant’s qualification is judged on the basis of their
knowledge, skills, abilitiesand interest required to do the job.

STAGE 5: EVALUATION AND CONTROL:

Evaluation and control is necessary as considerable costs are incurred in the

recruitmentprocess. The costs generally incurred are: -
1. Salaries for recruiters.

2. Management and professional time spent on preparing job description,

job specifications, advertisements, agency liaison and so forth.

3. The cost of advertisements or other recruitment methods, that is, agency

fees.

4. Recruitment overheads and administrative expenses.

5. Costs of overtime and outsourcing while the vacancies remain unfilled.

6. Cost of recruiting unsuitable candidates for the selection process.

Sources of Recruitment:

SOURCES OF MANAGERIAL RECRUITMENT:

INTERNAL SOURCES EXTERNAL SOURCES

1) Promotion 1) Campus recruitment

2) Transfers 2) Press advertisement

3) Internal notification 3) Management consultancy service

4) Retirement 4) Deputation of personnel ortransfer

from one enterprise toanother

5) Former employees 5) Walk-ins, write-ins, talk-ins

The sources of recruitment can be broadly categorized into internal and
external sources-

1) INTERNAL RECRUITMENT:

Internal recruitment seeks applicants for positions from within thecompany.

The various internal sources include:

Promotions and Transfers:

Promotion is an effective means using job posting and personnel records. Job
postingrequires notifying vacant positions by posting notices, circulating
publications or announcing atstaff meetings and inviting employees to apply.
Personnel records help discover employees whoare doing jobs below their
educational qualifications or skill levels. Promotions has manyadvantages like
it is good public relations, builds morale, encourages competent individualswho
are ambitious, improves the probability of good selection since information on
the individual’s performance is readily available, is cheaper than going outside
to recruit, thosechosen internally are familiar with the organization thus
reducing the orientation time andenergy and also acts as a training device for
developing middle-level and top-level managers.

Employee referral

Employees can develop good prospects for their families and friends by
acquaintingthem with the advantages of a job with the company, furnishing
them with introduction andencouraging them to apply. This is a very effective
means as many qualified people can bereached at a very low cost to the
company. The other advantages are that the employees wouldbring only those
referrals that they feel would be able to fit in the organization based on
theirown experience. In this way, the organization can also fulfil social
obligations and create goodwill.
Former Employees:

These include retired employees who are willing to work on a part-time

basis,individuals who left work and are willing to come back for higher
compensations. Evenretrenched employees are taken up once again. The
advantage here is that the people are alreadyknown to the organization and
there is no need to find out their past performance and character.

Dependents of deceased employees:

Usually, banks follow this policy. If an employee dies, his / her spouse or
son ordaughter is recruited in their place. This is usually an effective way to
fulfil social obligationand create goodwill.

Recalls:

When management faces a problem, which can be solved only by a manager

who has proceededon long leave, it may de decided to recall that persons after
the problem is solved, his leave maybe extended.

Retirements:

At times, management may not find suitable candidates in place of the one who
had retired,after meritorious service. Under the circumstances, management
may decide to call retiredmanagers with new extension.

2) EXTERNAL RECRUITMENT:
External recruitment seeks applicants for positions from sourcesoutside the
company. They have outnumbered the internal methods. The various
externalsources include

Professional or Trade Associations:

Many associations provide placement service to its members. It consists of
compiling job seeker’s lists and providing access to members during regional
ornationalconventions. Also, the publications of these associations carry
classified advertisements fromemployers interested in recruiting their
members. These are particularly useful for attractinghighly educated,
experienced or skilled personnel.

Advertisements:

It is a popular method of seeking recruits, as many recruiters prefer

advertisementsbecause of their wide reach. Want ads describe the job
benefits, identify the employer and tellthose interested how to apply.
Newspaper is the most common medium but for highlyspecialized recruits,
advertisements may be placed in professional or business journals.

Advertisements must contain proper information like the job content,

workingconditions, location of job, compensation including fringe benefits, job
specifications, growthaspects, etc.

Campus Recruitments:

Colleges, universities, research laboratories, sports fields and institutes arefertile

ground for recruiters, particularly the institutes. Campus Recruitment is going
global withcompanies like HLL, Citibank, HCL-HP, ANZ Grind lays,L&T,
Motorola and Reliance lookingfor global markets. Some companies recruit a
given number of candidates from these institutesevery year. Campus
recruitment is so much sought after that each college; university departmentor
institute will have a placement officer to handle recruitment functions.

However, it is oftenan expensive process, even if recruiting process

produces job offers and acceptances eventually.

Walk-ins, Write-ins and Talk-ins:

The most common and least expensive approach for candidates is
directapplications, in which job seekers submit unsolicited application letters or
resumes. Directapplications can also provide a pool of potential employees to
meet future needs. Fromemployees‟ viewpoint, walk-ins are preferable as they
are free from the hassles associated withother methods of recruitment. While
direct applications are particularly effective in filling entryleveland unskilled
vacancies, some organizations compile pools of potential employees fromdirect
applications for skilled positions. Write-ins are those who send written
enquiries. Thesejobseekers are asked to complete application forms for further
processing. Talk-ins involves thejob aspirants meeting the recruiter (on an
appropriated date) for detailed talks. No application isrequired to be submitted
to the recruiter.

Consultants:

They are in this profession for recruiting and selecting managerial and
executivepersonnel. They are useful as they have nationwide contacts and lend
professionalism to thehiring process. They also keep prospective employer and
employee anonymous. However, thecost can be a deterrent factor.

Head Hunters:

They are useful in specialized and skilled candidate working in a

particularcompany. An agent is sent to represent the recruiting company and
offer is made to thecandidate. This is a useful source when both the companies
involved are in the same field, andthe employee is reluctant to take the
offersince he fears, that his company is testing his loyalty.

Radio, Television and Internet:

Radio and television are used to reach certain types of job applicants such
asskilled workers. Radio and television are used but sparingly, and that too, by
governmentdepartments only. However, there is nothing inherently desperate
aboutusing radio and television. It depends upon what is said and how it is
delivered. Internet isbecoming a popular option for recruitment today. There are
specialized sites like naukri.com.

SELECTION:

Selection process is a decision making process. This step consists of a numberof

activities. A candidate who fails to qualify for a particular step is not eligiblefor
appearing for the subsequent step. Employee selection is the process ofputting
right men on the right job. It is a procedure of matching
organisationalrequirements with the skills and qualifications of people. Effective
selection canbe done only where there is effective matching. By selecting best
candidate forthe required job, the organisation will get quality performance of
employees.

Moreover, organisation will face less absenteeism and employee

turnoverproblems. By selecting right candidate for the required job,
organisation willalso save time and money. Proper screening of candidates takes
place duringselection procedure. All the potential candidates who apply for the
given job aretested.

The difference between recruitment and selection:

Recruitment is identifying n encouraging prospective employees to apply for

a job andSelection is selecting the right candidate from the pool of applicants.

SELECTION PROCESS:

Selection is along process, commencing from the preliminary interview of the

applicants andending with the contract of employment.
1. Preliminary test
 2. Selection test

3. Employment interview

4. Reference and background

5. Analysis

6. Selection decision

7. Physical examination

8. Job offer

9. Employment contract

Step-1

PRELIMINARY INTERVIEW:

The applicants received from job seekers would be subject to scrutiny so as to

eliminateunqualified applicants. This is usually followed by a preliminary
interview the purpose ofwhich is more or less the same as scrutiny of
application, that is, eliminate of unqualifiedapplicants. Scrutiny enables the HR
specialists to eliminate unqualified jobseekers basedon the information supplied
in their application forms. Preliminary interview, on the otherhand, helps reject
misfits for reason, which did not appear in the application forms.

Step-2

SELECTION TEST:

Job seekers who pass the screening and the preliminary interview are called for
tests.Different types of tests may be administered, depending on the job and the
company.

Generally, tests are used to determine the applicant’s ability, aptitude and
personality.
The following are the type of tests taken:

1. Ability test

2. Aptitude test

3. Intelligence test

4. Interest test

5. Personality test

6. Projective test

7. General knowledge test

8. Perception test

9. Graphology test

10. Polygraph test

11. Medical test

Step-3

INTERVIEW:

The next step in the selection process is an interview. Interview is formal, in-
depthconversation conducted to evaluate the applicant’s acceptability. It is
considered to beexcellent selection device. It is face-to-face exchange of view,
ideas and opinion betweenthe candidates and

interviewers. Basically, interview is nothing but an oral examinationof

candidates. Interview can be adapted to unskilled, skilled, managerial and
professionemployees.

Types of interview: -

Interviews can be of different types. There interviews employed by the

companies.
Following are the various types of interview:-
 1. Informal interview

2. Formal interview

3. Non directive interview

4. Depth interview

5. Stress interview

6. Group interview

7. Panel interview

8. Sequential interview

9. Structured interview

10. Unstructured interview

11. Mixed interview

12. Telephonic interview

Step-4

REFERENCE CHECK:

Many employers request names, addresses, and telephone numbers of

references for thepurpose of verifying information and perhaps, gaining
additional background informationon an applicant. Although listed on the
application form, references are not usuallychecked until an

applicant has successfully reached the fourth stage of a sequentialselection

process. When the labour market is very tight, organisations sometimes
hireapplicants before checking references.

Step-5

SELECTION DECISION:
After obtaining information through the preceding steps, selection decision- the
mostcritical of all the steps- must be made. The other stages in the selection
process have beenused to narrow the number of the candidates. The final
decision has to be made the poolof individuals who pas the tests, interviews and
reference checks.

The view of the line manager will be generally considered in the final selection
because itis he/she who is responsible for the performance of the new employee.
The HR managerplays a crucial role in the final selection.

STEP 6:

PHYSICAL EXAMINATION:

After the selection decision and before the job offer is made, the candidate is
required toundergo a physical fitness test. A job offer is, often, contingent upon
the candidate beingdeclared fit after the physical examination. The results of the
medical fitness test arerecorded in a statement and are preserved in the
personnel records. There are severalobjectives behind a physical test.

Obviously, one reason for a physical test is to detect ifthe individual carries any
infectious disease. Secondly, the test assists in determiningwhether an applicant
is physically fit to perform the work. Thirdly, the physicalexamination
information can be used to determine if there are certain physicalcapabilities,
which differentiate successful and less successful employees. Finally, such an
examination will protect the employer from workers compensationclaims that
are not valid because

the injuries or illness were present when the employeewas hired.

STEP 7:

JOB OFFER:

The next step in the selection process is job offer to those applicants who have
crossed allthe previous hurdles. Job offer is made through a letter of appointed.
Such a lettergenerally contains a date by which the appointee must report on
duty. The appointee mustbe given reasonable time for reporting. Those is
particularly necessary when he or she isalready in employment, in which case
the appointee is required to obtain a relievingcertificate from the previous
employer.

The company may also want the individual to delay the date of reporting on
duty. If the new employee’s first job upon joining the company is to go on
company until perhaps aweek before such training begins.

STEP 8:

CONTRACT OF EMPLOYMENT:

There is also a need for preparing a contract of employment. The basic

information thatshould be included in a written contract of employment will
vary according to the level ofthe job, but the following checklist sets out the
typical headings:

1. Job title

2. Duties, including a parse such as “The employee wil l perform such

duties and willbe responsible to such a person, as the company may from
time to time direct”.

3. Date when continuous employment starts and the basis for calculating
service.

4. Rate of pay, allowance, overtime and shift rates, method of payments.

5. Hours of work including lunch break and overtime and shift

arrangements.

6. Holiday arrangements:

7. Paid holidays per year.

8. Public holidays.

9. Special terms relating to rights to patent s and designs,

confidentialinformation and restraints on trade after termination of
employment.
 The drawback with the contracts is that it is almost to enforce them. A
determinedemployee is bound to leave the organisation, contract or no
contract.

STEP 9

CONCLUDING THE SELECTION PROCESS:

Contrary to popular perception, the selection process will not end with
executing theemployment contract. There is another step – amore sensitive one
reassuring thosecandidates who have not selected, not because of any serious
deficiencies in theirpersonality, but because their profile did not match the
requirement of the organisation.

They must be told that those who were selected were done purely on relative
merit.

STEP 10

EVALUATION OF SELECTION PROGRAMME:

The broad test of the effectiveness of the selection process is the quality of
thepersonnel hired. An organisation must have competent and committed
personnel.

Difference between Recruitment and Selection:

1. Recruitment is the process of searching for prospective candidates and
motivating them to apply for job in the organization. Whereas, selection
is a process of choosingmost suitable candidates out of those, who are
interested and also qualified for job.

2. In the recruitment process, vacancies available are finalized, publicity is

given to them and applications are collected from interested candidates.
In the selection process, available applications are scrutinized. Tests,
interview and medical examination are conducted in order to select most
suitable candidate.

3. In recruitment the purpose is to attract maximum numbers of suitable and

interested candidates through applications. In selection process the
purpose is that the best candidate out of those qualified and interested in
the appointment.

4. Recruitment is prior to selection. It creates proper base for actual

selection. Selectionis next to recruitment. It is out of candidates
available/interest.

5. Recruitment is the positive function in which interested candidates are

encouraged tosubmit application. Selection is a negative function in
which unsuitable candidatesare eliminated and the best one is selected.

6. Recruitment is the short process. In recruitment publicity is given to

vacancies andapplications are collected from different sources Selection
is a lengthy process. Itinvolves scrutiny of applications, giving tests,
arranging interviews and medicalexamination.

7. In recruitment services of expert is not required Whereas selection,

services ofexpert is required

8. Recruitment is not costly. Expenditure is required mainly for advertising

the posts.Selection is a costly activity, as expenditure is needed for testing
candidates andconduct of interviews.
 OBJECTIVES

Every task is taken with an objective. Without any objective task is rendered
meaningless.

The main objectives for undertaking this project are:

 1. To know the perception of employees regarding recruitment and
selection process.

2. To know the recruitment process.

3. To know the selection process.

4. To review HR policies pertaining to recruitment and selection.

INDUSTRY PROFILE

OVERVIEW OF INDIA’S IT INDUSTRY

AIM
THE AIM OF C.D.FOUNDATION OF EDUCATION IS TO CULTIVATE
PERSONALITY INTEGRATION AND CREATIVE INTELLIGENCE.
CD Foundation of Education is committed to provide holistic, quality & a comprehensive
academic program which opens up innumerous possibilities & add success in the real life of
each of its student. It is built on a solid foundation of innovative thinking, application of
technology in traditional systems of education, together with a dedication to nurture leaders
of tomorrow.
 Infrastructure

At C.D. Foundation we will provide a robust infrastructure which provides

an environment to promote
 effective learning and teaching
 incorporate new technology
 be environmentally sustainable
 Support community involvement

Laboratories
We understand that laboratory is a place where the teacher and students, who are equal
knowledge seekers, conduct practical's and facilitate observation of the experiments
conducted and results recorded. At C.D. Foundation we will provide well equipped state of
the art research standard laboratory equipments.

Library
Our library will be an excellent learning resource centre stocked up with a wide range of
reading resources which the students and staffs can utilize as and when required. It will be a
completely automated Senior Library with over 12,000 books

Activity Block
To draw out the artistic talents of the students we will provide.
 Studios for practicing Dance, Music & Theatre.
 Practice rooms for Art, Craft, Sitar, Guitar, Tabla & Keyboard.
 Full-Fledged auditorium with adequate light effects and a seating capacity of worth 200
persons.

Computer Lab
It is no hidden fact that computer education is becoming absolutely vital for everyone who
belongs to this modern-day society. C.D. Foundation will be giving a lot of prominence to the
role of computers in our education system. Students will be provided ample practical
computer training in a well equipped & furnished computer lab.

SPORTS
Outdoor Facilities Indoor Facilities
2 basketball Courts 3 table-tennis tables.

2 Volleyball Courts Chess & Caromm Facilities

Cricket ground & 3 practice netsPool/ Billiards Table

National standard football field Yoga training

Chairman Messages
Let me extend a very hearty welcome to all prospective parents who have shown an interest
in the CD Foundation of Education.

As the chairman of the educational trust I am very delighted to exchange my thoughts with
you.

I strongly believe that the one concerted area that wittingly or unwittingly can shape the
personality and character of a society is education - and I refer to fundamental education at
the institute level. It is absolutely imperative to prioritize education and its issues on the
national agenda, not only in discourse but in action.

Our country needs people who will persevere in the face of odds, who are willing to
continuously learn and change, who have an inherent sense of curiosity, who see diversity
and plurality as strengths.. and who will stand firmly by a set of values that guide them
through life.

Our education system as it stands today is in need of transformation, and transforming our
education is really the key to transforming India's destiny.

At the CD Foundation of Education, we will help the children to tap their hidden potential by
exposing them to diverse opportunities and a large number of activities. The institute will be
laying great emphasis on overall development and growth of its students and would continue
to work vigorously in this direction.

I am certain that under the guidance of highly professional academic faculty, the instituteing
in CD Foundation of Education is bound to be an overwhelming and memorable experience

Vision

We aim to rise above the ordinary by developing education which can transform lives and

communities. Inspired by our faith and together with our parents and communities, we aim for each

person to reach their full potential in body, mind, heart and spirit.
Everyone in our institute deserves to be cared for unconditionally and valued equally as a unique

creation, made in the image of God. In our learning, in our work, in our relationships and in the ways

in which we organize our community we are committed to:

C - caring for each other

O - offering forgiveness

M - making justice our concern

M - maximizing self esteem

I - inspiring faith

T - trusting and being trustworthy

T - taking stewardship seriously

E - enabling growth and learning

D - dedicating ourselves to the pursuit of truth

Values
Faith: - In C.D. Foundation we hope and believe in the goodness and reliability of a person.
We offered as a means by which things will turn out well in the end, can be enjoyed in the
present and secured in the future.
Trustworthiness: - We consider it as our moral value to fulfill an assigned responsibility and
as an extension of that, not to let down any expectations.
Integrity: - Our Trust believes integrity is a skill you have to teach yourself, because you're
not born with it, but it is something that you can make yours. It requires honesty, the ability
to follow a moral code, and loyalty to yourself and your beliefs, as for this we all endeavor to
achieve.
Stewardship: - Students at C.D. Foundation are called upon to be stewards of their institute
by caring for their fellow students, the institute campus, and the institute's traditions. In ways
small and large, students learn to be caretakers of the people and things that make up their
environment.
Fulfilling our Potential: - We believe that each one of us carry within us a seed of greatness
or a vast potential that is just awaiting to be unearthed and unleashed and the responsibility is
 on us to discover, unearth and actualizing this that would ultimately bring us true fulfillment
as we live a life of destiny.

Codes / Rules / Policies

For professionalism and transparency, C.D.Foundation has laid down policies and
procedures for smooth functioning of the school.

 Student Behaviour Policy

 Attendance Policy
 Anti Bullying Policy
 Field and Excursions Policy
 Staff Policy
 Performance Management Policy
 Grievances, Disciplinary Procedures
 Health & Safety Policy
 Transport Policy
 School Catering Policy
 School Uniform Policy

School Infrastructure
At C.D. INTERNATIONAL, care would be taken to provide a truly enriching environment that
contributes to the holistic development of each student and also nourishes overt and hidden
talents.

The School Building is designed in a manner that

 Would incorporate new technology.
 promote effective learning and teaching
 Would be environmentally sustainable.
 Support community involvement

Sports
C.D. INTERNATIONAL will have multi-disciplinary sports facilities, this along with well-
equipped infrastructure provides students ample opportunities to relax & exercise at the
same time.

Various sports facilities provided are:-

 Basketball
 Football
 Cricket
 Horse-Riding

EVENT GALLERY
 5.

COMPANY PROFILE
Company Profile

Here is another feather on the cap of CD International School Gurgaon, as the new branch of
the school has been opened in Maruti Kunj, an upcoming posh locality in Sohna road.
On Sunday, 19th March 2017 Swami Dharmdev Maharaj of Pataudi formally inaugurated the
school in a ribbon cutting ceremony. In his speech, Swami Dharmadev Maharaj said that
quality education and extra curriculum activities always be part of the syllabus of school, so
that students become a skill for any job after finishing their school education. A good student
is one who has a sense of good thought and cultivates good things in life. Again the teachers
have to infuse value education into their mind and the teachers have a great role in shaping
the life of the students. CD International School has already proved this fact. Many of its
students are now the well- established person in the society. I wish all the best to its students
and teachers.

Directors of CD Group of schools, Yashpal Yadav said that in the quality of education CD
International School; has never compromised. We are imparting value education with the use
of the latest technology. Today teacher sitting in any part of the world can impart education
with the help of latest Information Technology (IT). Our IT wing of the school has been
pioneering in this regards.
In his speech Tejpal Tanwar, the MLA of Sohna said that we should work hard and work for
the nation. I have greatly indebted to the love and affection people have given to me. I will
always strive for the development of this area.
What distinguishes new branch of CD International School from the rest of the schools in the
area is that all classes are equipped with smart LED screen, computer lab and air condition
facilities etc. For the recreational activities of the children, the school has children’s swings,
soft balls, slides, table tennis, and ground for judo karate, boxing etc. The school buses are
fitted with GPS facility. The school will hold regular interaction of the teacher, students and
parents.
The guests and dignitaries present on the occasion were honoured with flower buffets and
shawls. The local residents of the area also present on the occasion in great number. There
was a great enthusiasm amongst them for the opening of the school. The school had

organised feast for all the people of the area.

The other dignitaries present on the occasion were Bhim Singh (Commandant, CRPF), Vijay
Kumar (Commandant, BSF), Balraj Bhadana (Councilor), Chairman of School Rao
Rampal, Chairperson Rekha Yadav, Principal Rajbala Yadav (Skeeter-71 Branch) and
Principal Hemant Tyagi (Maruti Kunj, Branch) and teacher Vijay Kanwar, Sunil, Sandeep,
Sushil Lalba, Mahinder etc.
 5.

REVIEW OF LITERATURE

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 in CD INTERNATIONAL :

Recruitment:

Recruitment techniques are the means or media by which the management

contacts prospective employees or provides necessary information or exchange
of ideas order to stimulate them to apply for jobs.

1. Direct method:

Under direct recruitment scouting, employees contacts, and waiting lists are
used. In scouting, representatives of the organisation are sent to educational and
training institutions. These travelling recruiters exchange information
withstudents, clarify their doubts, simulate them to apply for jobs conduct
campus interviews and short list candidates for further screening.

2. Indirect method:
Advertisement in newspaper, journals, on the radio and television are used to
publicise vacancies. A well thought out and clear advertisement enables
candidates to assess their suitability so that only those possessing the requisite
qualification will apply.

3. Third party method:

Various agencies can be used to recruit personnel. Public employment

exchanges, management consulting firms, professional societies, temporary help
societies, trade unions, and labour contractors are the main agencies.

4. Internet recruitment:

Various job sites are now available on the internet. The organisation can create
profile on such sites so that various resumes of applicants can be viewed and
matched with the requirements of the job and as much as applicants can be
called because almost 25% of net users in India search for jobs through internet.

Recruitment and selection .

Steps in recruitment process in CD INTERNATIONAL :

Step 1:

Whenever there is a vacancy in the company first it will be known by the project manager.

The project manager informs about the vacancy to the general manager.

Step 2:
Once the general manager comes to know about vacancy in the company he
will inform it to the chairman to get the approval of recruitment.

Step 3:After getting the recruitment approval the process is done by HR

manager. Moreover the recruitment of the company internally, that is the
existing employee will be given first priority.

Sources of recruitment:

RECRUITMENT

INTERNAL SOURCES EXTERNAL SOURCES

RETIRED EMPLOYEES
CONSULTANTS

INTERNET
PRESENT EMPLOYEES
 JOB CENTERS

NEWSPAPER

Internal sources:

1. Present permanent employees

The company considers the candidates from their sources for telecom industry
because,

Availability of most suitable candidates

The policy of the organization to motivate the present employee.

2. Retired employees

Generally the organization takes the candidates for the employment from the
retired employees due to obligation. Sometimes the company re-employee the
retired employee’s as a token of their loyalty to the organization.

External sources:

1. Job centres:
This is a network covering most cities acting as agent for potential employers.
They are the private employee exchange; job centres help the candidates in
knowing more about the company.

2. Outplacement consultants

These are the consultants just like the employment exchange. In this job
consultants can register their name and when there is a sent for interview.
Actively seeking to place and may provide training required. Available when
recruitment needed.

3. Newspaper:

Whenever there is recruitment in the company it will be advertised in the

newspaper. Since only the newspaper is the source of reaching the information
to all the people.

4. Internet:
Internet is the modern mode of recruitment. If a company want to fill a vacancy
through external source then internet is the best option to choose.

Reasons for selecting the sources:

1. Referrals:

Referrals are the existing employees working in the same organization. CD

INTERNATIONAL select referral as their source since it is an economical way
of recruiting.

This is also a fastest means of recruitment.

In case of emergency to place an employee in particular position can be done
easily through referrals.

2. Newspapers:

Newspaper is a media through which information can be spread all over the
country.

Job seekers are able to get information about the vacancies through newspapers.

Newspapers are cost effective. Coverage is

high.

3. Internet:

Internet is a modem source used for recruiting the candidates.

Internet is selected as a source of recruitment for the following reasons also.

It is a fastest means of source.

4. Consultants:

Consultants are a source through which more number of candidates can be

recruited and selected.

Consultants help the organization at the time of emergency.

It is also selected for the following reasons:

 Cost effective.

 Time taken is less.

  It is easy source since it will have the candidates all the time which will
help during emergency period.

Factors that are considered while recruiting in CD INTERNATIONAL :

 Determining which characteristics that differentiate people are most

important to performance.

 Measuring those characteristics.

 Deciding who should make the selection process.



 Time effective and economical.

Factors affecting recruitment:

Internal External

Recruitment policy Supply and demand

HR planning Labour market

Size of the firm Socio, political and legal factors

Growth and expansion Competitors

Internal factors:

1. Recruitment policy: The recruitment policy of an organisation

specifies the objective of the recruitment and provides a frame work for
the implementation of recruitment strategy. It may involve
organisational system to be developed for implementing recruitment
strategies and procedures by filling up vacancies with best qualified
people. The recruitment policies of an organisation are affected by the
following factors:

 Organisational objectives.

 Personnel policies of the organisation

 Govt. policies on reservation

 Preferred source of recruitment

 Need of the organisation.

 Recruitment costs and financial implications.

2. Human resource planning:

Effective human resource planning helps in determining the gaps present in

the existing manpower of the organisation. It also helps in determining the
number of employees to be recruited and what qualifications they may
possess.
 3. Size of the firm:

The size of the firm is an important factor in recruitment process. If the

organisation is planning to increase its operations and expand its business, it
will think of hiring more personnel which will handle its operations

4. Cost:

Recruitment incur cost to the employer, therefore, organisation try to employ

that source of recruitment which will bear a lower cost of recruitment to the
organisation for each candidate.

5. Growth and expansion:

Organisation will employ or think of employing more personnel if it is

expanding its operations.

External factors:

1. Supply and demand:

The availability of manpower both within and outside the organisation is an

important determinant in the recruitment process. If the company has a demand
for more professionals and there is limited supply in the market for the
professionals demanded by the company, then the company will have to depend
upon internal sources by providing them special training and development
programmes.

2. Labour market:
Employment conditions in the community where the organisation is located will
influence the recruiting efforts of the organisation. If there is surplus of the
manpower at the time of recruitment, even informal attempts at the time of
recruiting like notice board display of the requisition or announcements in the
meeting etc. will attract more than enough applicants.

3. Socio, political and legal factors:

Various govt. regulations prohibiting discrimination in hiring and employment

have direct impact on recruiting practices. E.g. if Govt. introduces legislations
for reservation in employment for scheduled castes, scheduled tribes, physically
handicapped etc. it becomes an obligation for the employer. Also trade unions
play an important role in recruitment. This restricts management freedom to
select those individuals who it believes would be best performers.

Competitors:The recruitment policies of the competitors also affect the

recruitment function of the organisation. To face the competition, many a times
the organization has to change their recruitment policies according to the
policies being followed by the competitors.

Selection process:
General criteria that are followed during the process of selection in CD
INTERNATIONAL :

1. Internal selection:

The candidates who are selected internally need not go for the selection test.

The company already knows the ability of the employee.

Criteria’s that are followed for internal selection in CD

INTERNATIONAL :

The revenues the existing employee made. His

efficiency.

The employee’s technical ability. Work

experience of the employee.

Doing the selection internally is cost effective. Time is not

wasted.

2. External selection process:

The selection process in company refers to the person come through external
source of recruitment has to undergo the below selection process; this selection
process has a series of hurdles which the applicants has to go through.

Tests:

1. Technical test and Interview:

The test refers here is technical test. CD INTERNATIONAL conduct test for
the qualified candidates after they are screened on the basis of the application
blanks so as measure the candidate’s ability in technical side.

Also the short listed candidates are supposed to go through the technical
interview in which the technical knowledge of the candidate is checked. The
candidates who crack this interview have to go through the panel interview.

2. Panel interview

This is an interview where the panel members will interview the candidate, here
the real capacity of the applicant will be revealed.

A series of questions will be asked as quickly as possible and the applicant has
to satisfy the panel members through his answers.

3. Direct interview:

This is the final round of the entire selection process. In this round the personal
details of the candidates, his expectation towards the company will be known
and according to the applicants attitude towards the job the applicant will be
selected.

Objective of the interview:

  To know the information about the candidates.

  To provide the candidates with the facts of the job and the organization.

  To judge the suitability of candidates to the job.

  To see the inner self and feelings of the candidates.

4. Medical:

After the final interview the applicants who have crossed the above stages are
sent to physical examination either to the company physician or to a medical
officer approved for the purpose. Such examination serves the following
purposes:

 It determines whether the candidate is physically fit to perform the job.

Those who are unfit are rejected.
 It reveals existing disabilities and provides a record of the employee’s
health at the time of selection. This record will help in settling company’s
liability under the Workmen Compensation Act for claim for an injury.

 It prevents the employment of people suffering from contagious disease.

 It identifies candidates who are otherwise suitable but require specific
jobs due to physical handicaps and allergies.


Types of interviews that are adopted during selection process in CD

INTERNATIONAL :

Members involved in external selection process:

 Selection process Members

Tests Technical Engineers

Technical interview HR manager and Senior Technical Persons

Panel interview HR managers, HR persons, Project Manager

Direct interview Project Manager

7.

RESEARCH METHODOLOGY

Research is defined as human activity based on 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 subdivided into different
classifications according to their academic and application disciplines.

Aim

To analyze the recruitment and selection process of IT personnel in CD

INTERNATIONAL and review HR policies pertaining to recruitment and
selection

Research Design:

Descriptive research

Source of Data collection:

The primary as well as the secondary sources was used for collection of
data.

Primary data:
Questionnaire and interview

Secondary Data:
Books and Journals
 Primary data involves the collection of data that does not already exist.
This can be through numerous forms, including questionnaires and
telephone interviews amongst others.

Secondary research involves the summary, collection and/or synthesis

of existing research rather than primary research, where data are collected
from, for example, research subjects or experiments.

Thus the sources of data collection were as follows:

PRIMARY SECONDARY

1. Interview Schedule 1. Company records

2. Questionnaires 2. Magazines

3. Observation Method 3. Other records

4. Discussion 4. Website of Company

Data type:

Primary as well as secondary data was collected.

Sample unit:

personnel of CD INTERNATIONAL
 Sample Size:
20

Sampling Technique:
Convenient sampling

Field of Study:

This project was carried out at CD international , Gurugram

8.
 DATA ANALYSIS AND INTERPRETATION

8.1. Sources used in recruitment and selection:

8.1. Which of the sources of recruitment and selection are used in CD

INTERNATIONAL ?

a. Internal

b. External

c. Both

Table: 8.1

Options Internal External Both Total

Responses 2 7 11 20

Percentage 10 35 55 100%

Chart: 8.1

internal external both

10%
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.

8.2. External sources used in recruitment:

8.2. Which of the following external sources are used for recruitment in CD
INTERNATIONAL ?

a. Advertisement

b. Internet

c. Campus recruitment

d. Consultancies

e. All of the above

Table:8.2

Options Advertisement Internet Campus Consultancy All of Total

drives the

above

Responses 5 3 2 8 2 20

Percentage 25 15 10 40 10 100%
 Chart:8.2

10%

adv.

25%

internet

campus
40% 15% consultancy

all

10%

Source: Primary data or

questionnaire

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 CD international .

8.3. Form of recruitment and selection used:

8.3. Which form of recruitment and selection is used in CD
INTERNATIONAL ?

a. Centralised

b. Decentralised

Table: 8.3

Options Centralised Decentralised Total

Responses 2 18 20

Percentage 10 90 100%

Chart: 8.3

centralised decentralised

10%
 90%

8.3 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 CD INTERNATIONAL recruit their employees according to
the number of vacancies available in the respective centres.

8.4. Employees perception about recruitment process:

8.4. Are you satisfied with the recruitment process?

a. Yes

b. No

Table: 8.4

Options Yes No Total

Responses 16 4 20

Percentage 80 20 100%

Chart:8.4
 yes no

20%

8.4 Interpretation:

It was found that 90% of employees are satisfied with the recruitment process
adopted by CD INTERNATIONAL . However, some of the respondents
thought there should be some changes in the existing recruitment process of the
organisation.

8.5 Methods used during selection process

8.5. Which of the following methods does CD INTERNATIONAL uses during

selection?

a. Written

b. Group discussion

c. Personal interview

d. Group discussion and personal interview

e. All of the above

 Table:8.5

Options Written GD PI GD & All Total

PI

Responses 1 3 6 8 2 20

Percentage 5 15 30 40 10 100%

Chart: 8.5

written GD PI GD and PI all of the bove

5%
10%

15%

40%

30%

8.5 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 CD
INTERNATIONAL are finally selected by a personal interview taken by the
head of the centre.

8.6.Perception of employees towards selection process:

8.6. Are you satisfied with the selection process?

1. Yes

2. No
Table: 8.6

Options Yes No Total

Responses 16 4 20

Percentage 80 20 100%

Chart: 8.6

20%
 yes

no

80%

8.6 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.

8.7. Techniques used for selection:

8.7.Do you think innovative techniques like stress test, psychometric test and
personality test should be used for selection?

\ Yes

\ No

Table: 8.7
Options Yes No Total

Responses 4 16 20

Percentage 20 80 100%

Chart: 8.7

yes no

20%

80%
8.7 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 CD INTERNATIONAL are unaware of these types
of tests as they are mostly fresher’s.

8.8. Recruitment process used for different grades of employees:

8.8. Does your company follow different recruitment process for

different grades of employment?

c) Yes

d) No

Table: 8.8

Options Yes No Total

Responses 20 0 20

Percentage 100 0 100%

Chart:8.8
 0%

yes

no

100%

8.8. Interpretation:

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

8.9.Company HR practices:

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

Table: 8.9
S No. Options Respondents In percentage

1 Excellent 10 50%
2 Good 8 30%
3 Average 1 10%
4 Bad 1 10%
Total 20

Chart:8.9

10%

10%

Excellent

Good

50%
Average

Bad

30%
 8.9. 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.

8.10.Contract signed while joining the organization:

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

c) Yes

d) No

Table: 8.10

S No. Options Respondents In percentage

1. Yes 18 90%
2. No 02 10%
Total 20

Chart: 8.10

10%
 yes

no

90%

8.10.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.

8.11.HR policy of the company:

8.11. Are you comfortable with the HR policies of the company?

10.Yes

11.No

Table: 8.11

S. No. Options Respondents In percentage

1. Yes 18 90%
2. No 02 10%
Total 20

Chart: 8.11

10%

8.11. Interpretation:
It was found that 10% employees were not comfortable with the policies of
company and 90% employees are happily working with the current HR
practices of the company. Some of the employees were not comfortable with
the policy as they find risk in submitting their original documents to the
company.

FINDINGS
The collected data are analysed and general observations has proven that CD
INTERNATIONAL has done remarkable job in its Human Resource
department.

The main findings are as follows:

1. In CD INTERNATIONAL employees feel that the HR department is good.

2. The recruitment and selection process is decentralised (Gurugram, Akola and

Nagpur)

3. About 90% of the employees are satisfied with the recruitment and selection
process.

4. Most of the managers prefer personal interviews.

5. Mostly external sources of recruitment are considered.

6. 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.
 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 CD INTERNATIONAL are satisfied with the current/existing
recruitment and selection process. CD international 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. CD international recruits their
employees in a decentralised way (Gurugram, Akola, and Nagpur).

Also CD international 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. CD
international has to implement innovative techniques in selection process like
group discussion, stress interview, etc.

10.

SUGGESTION

SUGGESTION

From the findings I can suggest CD international , Gurugram branch 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.

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:

2) www.google.com
3) www.en.wikipedia.org
4) www.citehr.com
5) www.cncwebworld.com
6) www.scribd.com

Questionnaire:

Recruitment and selection process of personnel in CD

international , Gurugram.
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 CD

INTERNATIONAL ?

1. Internal

2. External

3. Both

Q2. Which of the following external sources are used for recruitment in CD
INTERNATIONAL ?

1. Advertisement

2. Internet

3. Campus recruitment

4. Consultancies

5. All of the above

Q3. Which form of recruitment and selection is used in CD INTERNATIONAL

?

1. Centralised

2. Decentralised
Q4. Are you satisfied with the recruitment process?

1. Yes

2. No

Q5. Which of the following methods does CD INTERNATIONAL uses during

selection?

1. Written

2. Group discussion

3. Personal interview

4. Group discussion and personal interview

5. All of the above

Q6. Are you satisfied with the selection process?

1. Yes

2. No

Q7.Do you think innovative techniques like stress test, psychometric test and
personality test should be used for selection?
1. Yes

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

1. Yes

2. No

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

1. Excellent

2. Good

3. Average

4. Bad

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

1. Yes

2. No

Q11. Are you comfortable with the HR policies of the company?

1.Yes

2. No