A PROJECT REPORT ON RECRUITMENT AND SELECTION UNDERTAKEN AT DIGNIPRO CONSULTANCY. RASOOL PURA,HYDERABAD.
PROJECT WORK AHEAD Project Title: A Study on Recruitment and Selection at DigniPro Consultancy, Rasool Pura, Hyderabad.
The information of the project are interim; the project will be carry on the basis of information required while making a project under the guidance of Project Guide.
Name Reg. No Project Guide Area of Specialization
: : : :
P. Ameer Maviya. 10EH1E0059 Firdous Jabeen MBA HR Recruitment and Selection.
TOPIC FIXED ASSETS
RECRUITMENT AND SELECTION PROCESS: It is the primary duty of the Human Resource Department to procure and maintain an adequate qualified working force of various personnel necessary for maintaining the organization. It is a very important function even for the establishment and development of the business. Procurement of efficient personnel leads the organization to success like other elements as money, materials and markets.
RECRUITMENT:
DEFINITIONS OF RECRUITMENT: Recruitment is the process of identifying the sources for prospective candidates and to stimulate them to apply for the jobs "Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate number to facilitate effective selection of an efficient working force". -Dwivedi Recruitment is the process to discover the sources of manpower to meet the requirements if the staffing and to employ effective selection of an efficient selection of an efficient working force. - YODER Recruiting is the discovering of potential candidates for actual are anticipated organizational vacancies it is the linking activity bringing together those with the jobs to fill and those seeking jobs. - DAVID It is the process of finding and attracting capable applicants for employment. The process beings when new recruits are sought and end when the applications are submitted. The result is a pool of applicants from which new employees are selected. - ASHWATHAPPA
OBJECTIVES OF RECRUITMENT: To attract people with multi dimensional skills and experience that suits the present and future organizational strategies. To infuse fresh blood at all levels of the organization. To induct outsiders with a new perspective to lead the company. To develop an organizational culture that attracts competent people to the company. To search or head hunt people whose skills fit the company's values, strategies etc. To devise methodologies for assessing psychological traits.
To seek out non-conventional development grounds of talent. To search for talent globally not within the company. To anticipate and find people for positions that does not exist yet.
COMPONENTS OF THE RECRUITMENT POLICY:
The general recruitment policies and terms of the organization Recruitment services of consultants Recruitment of temporary employees. Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment A recruitment policy of an organization should be such that: It should focus on recruiting the best potential people. Top ensure that every applicant and employee is equally with dignity and respect Unbiased policy. To aid encourage employees in realizing their full potential. Transparent, task oriented and merit based selection. Weightage during selection given to factors that suit organization needs. Optimization of manpower oat the time of selection process. Defining the competent authority to approve each selection. Abides by relevant public policy legislation on hiring and employment relationship. Integrates employee needs with the organizational needs.
SELECTION
Introduction: The objective of the selection to select from the pool of candidates the person who will successfully perform the given job. Selection divides the candidates into categories Those who are employed Those who are rejected After identifying the sources of human resources, the management has to perform the function of selecting the right employees at right time. The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Its an important function of personal management because if the selection process is faulty unsuitable candidates are selected. It is the process followed after recruitment. The basic purpose of selection is to choose the right type of candidate to fill various positions in the organization. It is called a negative process because unsuitable candidates are eliminated or rejected in order to identify suitable candidates. The number of candidates rejected is much more than that of those selected. Selection means a process by which the qualified personnel can be chosen from the applicants who have offered their services to the organization for employment. This selection process divides the candidates for employment in to two classes those who will be offered employment and those who will be rejected. Thus selection process is a negative function because it attempts to eliminate applicants leaving only the best to be placed in the organization. According to Dale Yoder "Selection is the process in which candidates for employment are divided in to two classes- those who are to be offered employment and those who are not" The size of the labour market, the image of the company, the place of posting, the nature of job, the compensation package and a host of other factors influence the manner of aspirants are Likely to respond to the recruiting efforts of the company. Through the process of recruitment the company tries to locate prospective employees and encourages them to apply for vacancies at various levels. Recruiting, thus, provides a pool of applicants for selection.
Definition: According to Dale Yoder "Selection is the process in which candidates for employment are divided in to two classes- those who are to be offered employment and those who are not". To select means to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organisation. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
IMPORTANCE OF SELECTION:
1. Procurement of skilled workers: Selection is the process in which candidates are divided into two classes- those who are to be offered employment and those who are not. Through proper selection process skilled workers are selected from among the prospective candidates. 2. Reduces the cost of training: Proper selection of candidates reduces the cost of training because qualified personnel have better grasping power. They may understand the technique of the work better in less time.
1. Solution to personnel problems: proper selection of individuals/ personnel reduces personnel problems in the organization such as labor turnover, absenteeism and monotony etc.
COMPNAY PROFILE
Started in 2008, DigniPro (www.DigniPro.com) is a young leader in the employment services industry, started in 2008; creating and delivering services that enable the clients to grow & win in the changing world of work. As a young leader in pharmaceutical industry, DigniPro serves customers in all industry sectors including small and medium size enterprises. DigniPro Executive Search Firm has the ability and passion to deliver the suitable and desired profile with the keen interest to improve the overall productivity of client organization by sourcing the right candidate through their extensive search process and verifying the reliability, potentiality and credentials of the candidate. DigniPro spotlight in recruiting executive personnel with outstanding path description who will create spirited advantage and sustainable value to client organization. The success and proven track record can be attributed to their deep sympathetic of HR dynamics in organizations and direction requirements of companies at various levels. Today DigniPro is one of the largest retained executive search firm. Large or small, local or global, the clients benefit from the structure by having access to their most relevant resources and relationships wherever they may reside. Underpinning this unique structure is one of the private ownership. Dignipro have chosen to operate the firm independent of any outside interests and are motivated solely by a desire to exceed their clients' expectations. They feel it is their purpose to be a value-add search firm...they measure their own success based on the success of the leaders and talent they bring to client organization. Company specializes in representing firms in most major sectors and disciplines within a global basis. DigniPro takes a knowledge-based approach to building high-performance teams for some of the worlds leading companies. DigniPro has consistently delivered superior executive search and organizational consulting services to their clients. The specialized knowledge and experience allows them to recruit and identify the most qualified candidates. This translates into excellent results for their clients and long-term career success for the placed candidate. DigniPro consistently achieves the best completion and retention rates in the search industry.
About DIGNIPRO:
Company diverse, extensive areas of staffing expertise meet clients unique needs. The professionals at DigniPro search Firm offer top-flight professional staffing services for employers providingand job-hunters seekingrewarding careers. Browse partial listing of the positions that DigniPro can fill for you. A specialized firm with dedicated practice areas, Dignipro have been exceeding the expectations of their clients for 3years. They offer below operating divisions: Executive Search Head Hunting Advertised Selection Permanent Placement Temporary Support Staffing Operations & Management Consulting Each is expressly devoted to meeting clients staffing and professional recruitment needs. Company strength lies in ability to translate 8 years of staffing experience into the highest quality support for you. Company goal is to provide an: uncompromised level of service to the clients, with a promise of experience, perseverance and Success. Dignipro have been involved in all aspects of Executive Search/Recruitment and Staffing for the Pharmaceutical / Biotechnology Services Community for over 3 years. Whether an entity is establishing an operation in the India and seeking a complete start-up staff, or, is established and seeking to add management or staff on a permanent or temporary basis, they are able to be of service.
CLIENTS OF DIGNIPRO
COMPANY EXPERTISE:
Pharmaceuticals & Life Sciences Biotechnology, Pharmaceuticals Healthcare Services Academic Medicine, Health Insurance, Hospital/ Health Systems, Long-term Care/ Assisted Living, Physician Groups Industrial Aviation, Aerospace & Defense, Automotive, Basic Materials, Diversified Manufacturing, Energy/ Chemicals, Industrial/Transportation Services Consumer Advertising and Marketing Services, Consumer Products, Media and Entertainment, Retail and Apparel, and Travel/ Hospitality/ Leisure Financial Asset and Wealth Management, Consumer and Commercial Banking, Financial Technology/ Electronic Trading & Transaction Services, Insurance, Investment Banking, Capital Markets and Alternative Investments, Real Estate Technology Access, Devices, IT/Digital, Services, Software They have clients Pharma& Bio technical vertical : They have an excellent delivery team of 10 recruiters with specialization in various industry verticals. Experts in Pharma& Bio technical Recruitment Aristo Pharmaceuticals Indoco Remedies Reliance Life Sciences Dr.REDDYS lab Ranbaxy Wan bury Allergan RPG Life Sciences Bayer Pharma Spencer Hyper Consumer Health, Life Sciences Contract Services, Medical Devices,
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CORPORATE OFFICE:
At Hyderabad Branch Offices : . Hope to build up a fruitful business relationship. Why Choose DigniPro? It is one of the largest proprietary database of resumes in the pharmaceutical industry. Dignipro believe in Quality, Not Quantity which is why they only submit Prescreened, qualified candidates. Access to passive candidates VIA Non-Traditional Sources. Dedication- They give every search 110% At Bangalore
Areas of Recruiting Expertise
Pharmaceuticals & Biotechnology Manufacturing FMCG&FMCD Automation BFSI Retail
Staff Recruitment:
Consulting Support Temporary to Permanent Headhunting Executive Search Specialization in the Pharma, Healthcare & Life Science domain for all positions of Sales &Marketing, Support Functions, Research & Development, Manufacturing & Production.
OBJECTIVES OF THE PROJECT
MAIN OBJECTIVE: To Study and analyze the Recruitment & Selection process carried out in Recruitment firm. To study the type of sources used for recruitment in the organization. To Identify the outcomes of the Selection Decision to the organization. To study the perception of the employees towards the recruitment process.
SUBSIDIARY OBJECTIVE:- later
METHODOLOGY
SOURCES OF DATA
Primary data were used in the research. Primary data is gathered for a specific purpose or for specific research project. PRIMARY DATA: Structure questionnaires were used and also an informal interaction with the respondents to get first hand information was also resorted to for the study. The questionnaire was fabricated keeping in mind of stated objective. SECONDARY DATA: Secondary source is that information that is obtained from those sources other than direct sources and the information is collected through the mentioned ways. Companys Files. Websites and other Search engines. Other records etc.
QUESTIONNAIRE: Collection of data is an important stage in the research. In fact the quality of the data collected determines the quality of research. A questionnaire is a sheet or sheets of paper containing question relating to certain specific aspects, regarding which the researches collect the data. The questionnaire is given to the respondents to be filled up. 100 questionnaires were distributed among customers out of whom only 85 employees responded to the questionnaire, Therefore only 50 questionnaires were considered for analyzing and interpretation.
QUESTIONARIE DESIGN:
The questionnaire is designed based on three types of questions. They are: A) OPEN ENDED QUESTIONS: These are unstructured ones, providing free scope to the respondents to reply with their own choice of words and ideas.
B) CLOSED QUESTIONS: These are structured ones with two or more alternative responses from which respondent can choose. They contain standardized answers and they are simple and easy to compile and analyze. These questions provide two or more alternative responses or option to the respondents
C) DICHOTOMOUS QUESTIONS: They can be answered in one of the two responses such as YES or NO.
SAMPLE SIZE: 85 employees were surveyed during the study period. SAMPLING UNITS: The sampling units are employees of DigniPro Consultancy, Hyderabad. METHOD OF SAMPLING: Random Sampling Method and non-probability method is used in which Quota Sampling method is used which is as same as Random Sampling Method.
QUOTA SAMPLING: In quota sampling the selection of the sample is made by the interviewer, who has been given quotas to fill from specified sub-groups of the population. The targeted group is on employees of DigniPro Consultancy Hyderabad. They are similarities with stratified sampling, but in quota sampling the selection of the sample is non-random. Anyone who has had the experience of trying to interview people in the street knows how tempting it is to ask those who look most helpful, hence it is not the most representative of samples, but extremely useful. TOOLS FOR DATA ANALYSIS: The tool used for the purpose of analysis is percentage method with reference to questionnaire. PERCENTAGE METHOD: Percentage method refers to a special kind of rates. Percentage method used in making comparison between two or more series of data. Percentage= No. of respondents Total no. of samples x 100
LIMITATIONS OF THE PROJECT
1. The entire study was to be conducted in a stipulated time period. It was not possible to cover a large sample within such a limited time period. 2. Due to time constraint discussions could not be held with some employees as to find their personal level of satisfaction regarding the recruitment and selection practices and procedures. 3. A very few number of respondents were selected for collecting the feedback which was not a majority representation. 4. The busy schedule of the executives was also an obstacle in the collection of the required information in time. 5. Dignipro consultancy is having different clients throughout India in various locations. Therefore, it is difficult to study the recruitment process carried out in various organizations.
