INTRODUCTION OF HRM

HUMAN RESOURCE MANAGEMENT

Evolution on human resource can be traced back to kautilyas arthashastra i.e., 4th century B.C. as early as in 1800 B.C. itself minimum wage rate and intensive wage plan were included in Babylonian code of Hammurabi. Human resource is relatively new term that emerged in 1970s. Many people continue to refer to the discipline of the older and traditional title such as personnel management or personnel administration.

After the First World War many countries found that they should protest the difficult conditions of the people after the war broke out. Royal commission in 1931 A.D. recommended for the appointment of labour officer to deal with the selection of workers and to settle their grievances. Than in the Indian factories act that came in 1948 the appointment of Welfare officers was made compulsory for any industrial establishment employing more than 500 or more workers. After the Second World Word, the countrys political independence witnessed increased awareness and expectation of the workers. During the 1960s the personnel function began to expand beyond the Welfare aspect, with labour welfare, industrial relations and personnel Administration integrating into the emerging profession called personnel management or human resource management.

Recently the trend is changing. The term used is human resource management. The importance has been shifted from welfare to efficiency.
1

Professionals have begun to talk about new technologies like human resource management challenges and human resourse development. Emphasis has shifted from human values to productivity through people. Large companies today value employees as their assets and hence managing the people becomes very important, which is one of the key functions of human resource management.

Human resource management (HRM) is a management function that helps managers recruit, select, train and develops members for an organisation. Obviously, HRM is concerned with the peoples dimension in organizations. It refers to a set of programmes, functions and activities designed and carried out in order to maximize both employee as well as organizational effectiveness.

What is Recruitment Selection? Recruitment:Recruitment forms the first stage in the selection process, which continues with selection and ceases with the placement of the candidate. Recruitment plays a prominent role in the development of the organization. Recruitment is the process of identifying the prospective employees, stimulating and encouraging them to apply for a particular job or jobs in an organization. It is a positive action as it involves inviting people to apply.

In simple, recruitment is understood as a process of searching for and obtaining applicants for jobs, among them, the right people would be selected.
2

DEFINITIONS:1. According to EDWARD FLIPPO- it is the process of searching for prospective employees and stimulating and encouraging then to apply for jobs in the organization. 2. According to DALE YODER- Recruitment is the process to discover the sources of manpower to meet the requirements of the staffing schedule and to employee effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient work force.

Recruitment forms the first stage of acquisition function. This is the process of locating potential candidate for selection. It is the first step in the employment process which aims at developing and maintaining adequate manpower and resource upon which the organization growth and development depends.

PURPOSE OF RECRUITMENT The purpose of recruitment is to provide a pool of potentially qualified job candidates. Recruitment has been regarded as a most important function of personnel administration because unless the right types of people are hired, even the best plans, organization charts and control systems would not do much good..

The major objective of recruitment is to maintain adequate manpower resources with required skills so that the organization can depend on it when additional personnel are required.

FACTORS AFFECTING RECRUITMENT There are number of factors which affect recruitment. This can be broadly Classified under the following two categories:A. Endogenous factor:These are the factors, which influence with the organization.

1. Image of organization:Good image of organization naturally attract potential candidate. Good image is built up by number of ups and downs faced by the management, which helped in earning goodwill from public, employee and in the market.

2. Image of job:Good image of job attract potential job seekers to the organization.

Good public image is built up by better opportunity, compensation, and organization working condition especially the growth and exposure in the career path makes a job attractive.

3. Size and growth potential of organization:The size and rate at which growth of organization are the important factors in attracting right talent for the right job.
4

B. Exogenous factors:These are the factors which are external to the organization and have decisive influence to the recruitment process.

1. Demographic factors:These are very important aspects affecting recruitment some of these are discussed below:-

a. Biographical factors:Relates to sex, ratio, age, group, education bud etc.

b. Economical status:Relates to economic conditions of people, their per capita Income etc.

THEORIES OF RECRUITMENT As per Belling and others, there are 3 ways in which an individual make and decide to join an organization according as:A. Objective factor theory:As per this theory the choice of organization by a potential employee depends on objective assessment of tangible factors such as: pay and perks Location
5

 Opportunities for career growth Nature of work Educational opportunities etc B. Subjective factor theory:According to this theory compatibility of individual personality with the image of the organization is a decisive factor in choosing an organization by an individual candidate seeking for employment. C. Critical contact theory:There are instance when candidate is in dilemma to choose an organisation, out of alternative based on objective or subjective factors. In such cases certain critical factors observed by him during his interview and contact with the personnel of the organization and will have prominent role in his decision.

SOURCES OF RECRUITMENT There are two resource of recruiting namely: Internal sources of recruitment External source of recruitment

1. Internal sources of recruitment:These include personnel already on the pay-roll of the organization as who were once on the pay-roll of the company but who plan to return or whom the company would like to rehire. These include those who quit voluntarily or production lay-offs.
6

Merits of internal sources of recruitment: Internal sources of recruitment have the advantage of absorbing people already acquainted with the company culture. The employees are tried and tested people and the company can depend on them. Internal sources of recruitment are less costly then the other sources of recruitment. Provide better career prospects and promotional avenues of employee. It reduces labour turnover as it gives employees a sense of job security and opportunity for advancement.

Demerits of internal sources of recruitment: The likes and dislikes of the superiors play an important role in the selection of an employee. It creates frustration among those employees who are not selected. Option are limited in locations right talents. Inhabits innovation and creativity.

2. External sources of recruitment :These sources lie outside the organisation, like the new entrants to the labour force without experience. These include college students, the unemployed with a wider range of skills and abilities, the retired experienced persons, and others not in the labour force, like married women.

Merits of the external sources of recruitment: Fresh talents and skills come into the organization. External sources provide the requisite type of personnel for an organization, having the required skills. External sources of recruitment are economical because potential employees do not need extra training for developing there skills. Improve and sustain competitive advantage. No limitation on skills and knowledge since the external area is quit wide.

Demerits of external source of recruitment: External sources of recruitment reduce the morale of employees because outsiders are preferred to fill up superior vacancies. External source of recruitment deny career advancement for employees. Causes Brain-Drain due to fear of lack of growth potential. The recruiter may not be in a position to properly evaluate out side candidates because the time at his disposal is very less. This may result in faulty selection of employees.

RECRUITMENT METHODS All methods of recruitment can be put up into three categories:1. Direct method 2. Indirect method 3. Third-party method

1. Direct method A. Employees contact with the public:The employees of the organization are told about the existences of particular vacancies and they bring this to the notice of their relatives, friends and acquaintances.

B. Campus Recruitment:This method is a popular method especially for recruiting professionals like engineers and MBAs. In this method professionals consultants who act as representatives of the company call on prestigious colleges/ institution to establish direct contact there is PLACEMENT CALLS established in educational institutions co-ordinates for arranging the preliminary screening and interviews.

C. Manned exhibits:The organization sent recruiters to conventions and seminars, setting up exhibits at fairs, and using mobile offices to go to the desired centres.

2. Indirect methods A. Advertisement:9

It is a very popular method; various are used for advertisements such as news papers, journals, TV, Radio etc. Advertisement is very useful in locating suitable candidates in scientific professionals of technical vacancies . B. Employees Trade Association: Club, meeting, conferences, seminar or any other social functions of the employees trade clubs are yet another means of locating suitable candidates.

C. Head Hunting:Recruiting personnel from reputed firm/competitors is a popular practice. Certain companies and firms have built up good reputation on efficiency productivity and industrial peace. Many firms attempt to locate suitable candidates from such firms for filling up vacancies.

Third Party Method Following are important third party method in recruitment: Private employment agencies State or public employment agencies Executive search agencies Indoctrination seminars for college professors Friends and relatives of present employees Professionals societies Temporary help agencies Casual Labour source

10

RECRUITMENT POLICY Policy acts as guidelines for action. Once the policy is laid down, it will be easy for managers to implement and works on the plans and Programs. Recruitment policies will be of two types. They are: A. General policy B. Specific policy

A. General policy:On recruitment expresses top management philosophy on recruitment like equity of fairness in the process.

B. Specific policy:On the other hand lays policies on recruitment sources like internal or external recruitment procedure like type of advertisement etc.

ADVANTAGES OF RECRUITMENT PLICY:The advantages of recruitment policies are as follows: Provide formal statement of corporate thinking Establish consistency in application of policies over a period Offer guidelines to managers for taking decisions Improves communication and secure co-ordination from employees

11

SELECTION

SELECTION PROCEDURE The selection procedures are concerned with securing relevant information about an applicant. This information is secured in number of steps or stages. The objectives of selection process are to determine

whether an applicant meets the requirement for the specific job and to choose the applicant who is most likely to perform well in the job. In simple words selection can be understood as the process of picking individuals with requisite qualification and competence to jobs in the organization.

DEFINITION:According to YODER, the hiring process is one or more go-on gauges. Candidates are screened by applications of these tools qualified applicants go on the next hurdle, while the unqualified are eliminated. A formal definition of selection is that it is the process of differentiating between applicants in order to identify those with a greater likelihood of success in job.

12

SELECTION POLICY While formulating a selection policy, due consideration should be given to the organization requirements as well as technical and professional dimensions of selection procedures YODER and other suggested goals and technical issues, cost factors. Extent of formality etc in other words, an effective policy must assets the why and what aspects of the organization objectives. Essential of selection procedure adopted by organizations mostly tailor made to its particular needs. The thoroughness of the procedures depends upon three factors. First, the nature of selection, whether faculty or stage, because a

faculty selection affects not only the training period that may be needed but also results in heavy expenditure on the new employee and the loss that maybe incurred by the organization case the job-occupants fails on tis job. Second, the policy of the company and the attitude of this

management. As a practice some companies usually hire more than the actual number needed with a view to removing the unfit persons from the jobs. Thirdly, the length of the probationary or the trail-period the longer the period, the greater the uncertainty in the minds of the selected candidate about his features. The hiring process requirements satisfied. can be successful only if preliminary

13

1. Someone should have the authority to hire; this authority comes from the employment requisition, as developed by an analysis of work force. 2. There must be some standard or personnel with which a prospective employee may be compared i.e., there should be available, before hand, a comprehensive and job specification as developed by a job analysis. 3. There must be sufficient number of applicants from whom the required number of employees may be selected. the work load

STEPS IN SELECTION PROCEDURES Selection is a long process, commencing from the preliminary interview of the applicants and ending contract of the employment. In practice the process differs among organization and between two different jobs within the same organization. Selection procedures from senior

management will be long-drawn and rigorous but it is simple and short in hiring shop floor workers. The following is a popular procedure though which is used in hiring employees:1. Reception or preliminary interview or screening 2. Application blank-a fact-finder that helps one in learning about an applicant his background and life history. 3. A well conducted interview to explore the facts and get the attitude of the applicant and his family to the job.
14

4. A physical examination health and stamina are vital factors in the success. 5. Physiological testing to explore the surface area and get an objective looks at a candidates suitable for the job. 6. A reference check. 7. Final selection approval by manager, and communication of the decision to the candidate.

RESERCH DESIGN

MEANING OF RESEARCH DESIGN Research design in the blue print of the proposed study. It represents the overall scheme of the study. It is the program that guides the investigator in the process of collecting, analysing and interpreting observation. It provides a systematic plan of procedures for the researcher to follow. A research design, is a logical and systematic planning and it helps directing the research. TITLE OF THE STUDY
15

A study on RECRUITMENT AND SELECTION at ICICI Pvt Ltd, Hyderabad

STATEMENT OF THE PROBLEM To know how, the recruitment and selection process takes place in ICICI Private Ltd, Hyderabad

SCOPE OF THE STUDY 1. This study brings out an analysis of the level of Recruitment prevailing among the employees in ICICI PRIVATE LTD, HYDERABAD. 2. It also studies the factors affecting the levels of recruitment and their efficiencies. 3. It explains the objectives, methodology of research and limitations of the study. The data is future represented through tables and charts for better understanding and suggestions are provided based on the findings. 4. But while analysing the report it must be borne in mind that study is restricted to thirty employees working in the company.

OBJECTIVE OF THE STUDY 1. The objective of the study is to analyse and interpret the recruitment and Selection process of ICICI PRIVATE LTD, how the process results in overall efficiency of the organization. 2. To analyse the role of important of human resource department in recruiting an employee.

16

3. To examine the existing man power planning among the employees with respect to the job environment. 4. To examine the recruitment policy prevailing in the organization. In case of any vacancy arising, they thoroughly access to different sources of recruitment like references, advertisement, placement cell etc. 5. To examine some exceptional methods adopted only on extreme conditions otherwise policies and programmes remain on the lines of company standards. 6. To offer findings and appropriate suggestions and conclusions. 7. To know about various essential factors that should be considered before selecting the person. 8. To know the process and steps involved in recruitment and selection process. 9. To make valuable suggestion on how to make the process of recruitment and selecting more effective.

SAMPLING PROCEEDURE Sampling generally means selecting a portion representatively from the total universe of population. In the techniques of sampling certain units from the whole domain of survey are selected as representatively and then studied in detail. SAMPLING UNIT
17

Sampling unit consists of the workers in the Human resource department at ICICI Private Ltd, Hyderabad. SAMPLING SIZE The sampling size consists of 30 respondents in HR department. REFERENCE PERIOD The time limit has been specified to 30 days.

OPERATIONAL DEFINATION:RECRUITMENT 1. According to EDWARD FLIPPO- it is the process of searching for prospective employees and stimulating and encouraging then to apply for jobs in the organization. 2. According to DALE YODER- Recruitment is the process to discover the sources of manpower to meet the requirements of the staffing schedule and to employee effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient work force.

SELECTION According to YODER, the hiring process is one or more go -on gauges. Candidates are screened by applications of these tools qualified applicants go on the next hurdle, while the unqualified are eliminated.
18

A formal definition of selection is that it is the process of differentiating between applicants in order to identify those with a greater likelihood of success in job.

LIMITATIONS Time constraints are another limitation, as the study is to be completed with in short period. The study is mainly taken up for the academic purpose. Lack of spontaneous, fearless expression of training by the respondents would be another limitation. Protect workers from dangerous gas, inflammable dust and such other materials. Maintain documentation of health and safety records.

METHODS OF DATA COLLECTION 1. PRIMARY METHOD:Primary data was collected through structured questionnaire. In the questionnaire, questions are presented with exactly same wording and inexactly the same order to all respondents; the reason for standardization offcourse is to ensure that all respondents are replying to the same question. The questionnaire was personally handed over to the targeted respondents in order to elicit the right responses.

19

QUESTIONNAIRE DESIGN:The questionnaire was formulated and designed by the investigator through the help of personnel department in accordance with the objectives of the study. A structured questionnaire with a view to collect the requisite information was prepared which has close ended, open ended list

dichotomous questionnaire, multiple choice questionnaire, check (respondents having a series of answer from which he choose) etc. 2. SECONDARY METHOD:-

Secondary data was collected from the internal source of the firm, magazine , records which is procured from its normal operations within the premises.

COMPANY PROILE

20

ANALYSIS AND INTERPRETATION

TABLE NO. 4 . 1:TABLE SHOWING THE AGE GROUP OF RESPONDENT

AGE

AGE GROUP NUMBER eee _ OF RESPONDENTS 20-30 yrs 30-40 yrs 40&above yrs TOTAL
Sources:-primary data

PERCENTAGE 40% 23% 37% 100%

12 07 11 30

ANALYSIS:-

From the above table it is analysed that 40% of the respondents are between 20-30 years, where as 23% of the respondents are between 30-40 and rest of the respondents are 40 and above.

21

CHART NO. - 4 . 1:SHOWING THE AGE GROUP OF RESPONDENT

37%

40%

20-30 yrs 30-40 yrs 4&above yrs

23%

INFERENCE:-

From the above analysis it is inferred that majority of the respondents belong to the age group of 20-30, because majority of the respondents are freshers.
22

TABLE NO. 4 . 2:TABLE SHOWING THE EXPERIENCE OF THE EMPLOYEES

EXPERIENCE Less than 5 years 5-10 years 10& above yrs TOTAL

NUMBER OF RESPONDENTS 15

PERCENTAGE 50%

09 06 30

30% 20% 100%

Sources:-primary data

ANALYSIS:-

From the above table it is analyzed that 50% of the respondents are experienced less than 5 years, and 30% of the respondents are experienced between 5-10 years and the rest 20% of the respondents are experienced above 10 years.

23

CHART NO. - 4 . 2:SHOWING THE EXPERIENCE OF THE EMPLOYEES

20% Less than 5 years 50% 30% 5-10 years 10& above years

INFERENCE:-

From the above analysis it is inferred that majority of the respondents are experienced less than 5 years, because majority of the respondents are freshers.

24

TABLE NO. 4 . 3:TABLE SHOWING EMPLOYEE PERCEPTION OVER THE RECURETMENT POLICY IN THE ORGANISATION

OPTIONS

NUMBER OF RESPONDENTS

PERCENTAGE

Excellent Good Fair Average Below Average TOTAL

Sources:-primary data

05 10 06 05 04 30

17% 33% 20% 17% 13% 100%

ANALYSIS:-

From the above table it is analyzed that 17% are related as the recruitment policy of ICICI PRIVATE LTD, HYDERABAD is excellent, and 33% related as good and 20% are rated as fair , 17% rated as average and 13% rated as below average.

25

CHART NO. 4 . 3:SHOWING EMPLOYEE PERCEPTION OVER THE RECURITMENT POLICY IN THE ORGANISATION

13% 17%

17%

Excellent Good Fair Average 33% Below average

20%

INFERENCE:-

From the analysis it is inferred that the recruitment policy in the organization is good. Some experienced staff is of the opinion that

26

recruitment policy can be made up to the high standard which can be skill enhanced. The selection procedure should be extracting best out of better.

TABLE NO. 4 . 4:TABLE SHOWING THE INTERVIEW CONDUCTED TO JUDGE THE FRESHERS CAPABILITIES

Option Written Test Group Discussion Panel Interview TOTAL

Sources:-primary data

No. of respondents 07 12 11 30

Percentage 23% 40% 37% 100%

ANALYSIS:-

From the above table it is analyzed that 23% is conducted through written test and 40% through group discussion and the remaining 37% through panel interview to judge the fresher capabilities.

27

CHART NO.- 4. 4:SHOWING THE INTERVIEW CONDUCTED TO JUDGE THE FRESHERS CAPABILITIES

23% 37% Written test Group Discussion Panel Intreview 40%

28

INFERENCE:-

From the analysis it is clear that group discussion is conducted to judge the fresher capabilities through which the candidates can be judged easily.

TABLE NO. 4 . 5:TABLE SHOWING ASPECTOF SELECTION PROCESS PLANNED

AND ADMINISTERED
Sources:-primary data

29

ANALYSIS:-

From the above table it is analyzed that according to the opinion of the respondents 27% of the interview is planned and 33% as written test and the remaining 40% as both. OPTIONS NUMBER OF RESPONDENTS Interview Written test Both TOTAL 08 10 12 30 27% 33% 40% 100% PERCENTAGE

CHART NO. -4 . 5:SHOWING ASPECT OF SELECTION PROCESS PLANNED AND ADMINISTERED

30

27% 40% Interview Written test Both 33%

INFERENCE:-

From the analysis it is inferred that both interview and written test are well planned and administered for selection process according to the respondents.

TABLE NO. 4 . 6:-

31

TABLE SHOWING THE SELECTION PROCESS STEPS

Sources:-primary data

SOURCES

NUMBER OF RESPONDENTS

PERCENTAGE

Written test personal interview Group discussion Technical interview All the above TOTAL ANALYSIS:-

04 05 07 06 08 30

13% 17% 23% 20% 27% 100%

From the above table it is analyzed that 13% of the candidates are selected through written test and 17% through Personal Interview and 23% through Group discussion and 20% through Technical Interview and 27% is through all the above.

32

CHART NO. 4 . 6:SHOWING THE SELECTION PROCESS STEPS

27%

13% 17% Written test Personal Interview Group Discussion

20%

23%

Technical Interview All the above

INFERENCE:-

From the analysis it is inferred that majority of the employees were selected through all the above options i.e., Written Test , Personal Interview, Technical Interview, Group Discussions.

33

OPTIONS

NUMBER OF RESPONDENTS

PERCENTAGE

Yes No Cant say TOTAL TABLE NO. 4 .7:-

15 10 05 30

50% 33% 17% 100%

TABLE SHOWING THE WHETHER GROUP DICUSSION ARE USEFUL OR NOT

Sources:-primary data

ANALYSIS:-

From the above table it is analyzed that 50% o the respondents agree that group discussion are very useful and 33% of the respondents dont agree and the remaining 17% of the respondents are not sure.

34

CHART NO. 4 .7:TABLE SHOWING WHETHER GROUP DICUSSION IS USEFUL OR NOT

17% Yes No 50% 33% Can't say

INFERENCE:-

35

From the analysis it is inferred that majority of the respondents agree that group discussion are very useful and successful in recruiting the executives. Table Showing Selection Process For Getting Right Man for Right Job

PARTICULARS

NUMBER OF RESPONDENTS

PERCENTAGE

Yes No Cant say TOTAL

08 06 16 30

27% 20% 53% 100%

ANALYSIS:-

From the above table it is analyzed that 27% of the respondents believe in getting right man for right job, 20% of them disagree and 53% of the respondents related as cant say.

36

CHART NO. 4 . 8 :TABLE SHOWING THE SELECTION PROCESS FOR GETTING THE RIGHT MAN FOR THE RIGHT JOB

27% Yes No 53% 20% Can't say

INFERENCE:-

From the analysis it is inferred that 53% of the respondents relates as cant say, as with the existing procedure interview dont help to know a person completely.

37

TABLE NO. 4 . 9:TABLE SHOWING THE MEDIA FOR RECRUITMENT

MEDIA Cost Effectiveness Time Available Reach of Media to the Targeted Candidates Brand Image TOTAL ADVERTISING
Sources:-primary data

NUMBER OF RESPONDENTS 10

PERCENTAGE 33%

08 12

27% 40%

0 30

0% 100%

ANALYSIS:-

From the above table it is analyzed that 33% of the respondents are using cost effectiveness, where as 27% of the respondents are using time available as the media and 40% of the respondents are using reach of media to targeted candidates for advertising recruitment..
38

CHARTNO.- 4 . 9:SHOWING THE MEDIA FOR RECRUITMENT ADVERTISING

Cost effectiveness 0% 40% 33% Time Available Reach of media to the Targeted Candidates 27% Brand Image

INFERENCE:-

39

From the above analysis it is inferred that Reach of media to the targeted candidates is using as media for Recruitment advertising. TABLE NO.- 4 . 10:Table showing the cost effectiveness of Recruitment

SOURCES

NUMBER OF RESPONDENTS

PERCENTAGE

Advertising in Newspaper Campus Recruitment Job Portals Employee Referrals Recruitment & Placement Consultants TOTALS

19

63%

05

17%

04 02

13% 10%

0%

30

100%

Sources:-primary data

ANALYSIS:40

From the above table it is analyzed that 63% of the respondents say advertising in newspaper as cost effective for recruitment and 17% as campus recruitment and 13% as job portal and the remaining 10% as employee referrals.

CHART NO. - 4 . 10:TABLE SHOWING THE COST EFFECTIVENESS OF RECRUITMENT

Advertising in Newspaper 13% 7% 0% Campus Recruitment Job Portals 17% 63% Recuritment & placement Consultants Employee referrals

INFERENCE:41

From the above analysis it is inferred that according to the opinion of the respondents advertising in newspaper is cost effective for recruitment.

PARTICULARS

NUMBER OF RESPONDENTS

PERCENTAGE

Internal Sources Employee referrals Recommendations External sources TOTALS

06 04 05 15 30

20% 13% 17% 50% 100%

TABLE NO. - 4 . 11:TABLE SHOWING SOURCES OF RECRUITMENT FOR COMPANY

Sources:-primary data

ANALYSIS:-

42

From the above table it is analyzed that 20% of the respondents are rated to internal sources of recruitment, 13% rated to employee referrals, 17% rated as recommendation, 50% are rated to external sources.

CHARTNO. - 4. 11:TABLE SHOWING SOURCES OF RECRUITMENT FOR COMPANY

20% Internal sources Employee referrals 50% 17% 13% Recommendation External sources

43

INFERENCE:-

PARTICULARS

NUMBER OF RESPONDENTS

PERCENTAGE

From the above analysis it is inferred that most of the respondents rated to external sources of recruitment, because they will be a fresher and they will be having zeal to learn the work and they will give their best to the organisation.

TABLE NO. 4 . 12: TABLE SHOWING RECURITMENT AND SELECTION PROCEDURE IN ICICI PRIVATE LTD, HYDERABAD

44

Excellent Good Fair Average Below average TOTAL

Sources:-primary data

12 07 03 05 03 30

40% 23% 10% 17% 10% 100%

ANALYSIS:

From the above table it is analyzed that 40% of the respondents are related to recruitment and selection procedure in ICICI PRIVATE LTD, HYDERABAD is excellent, 23% rated as good, 10% as fair, 17% rated as average and the remaining 10% as below average.

CHARTNO. - 4 . 12:SHOWING RECURITMENT AND SELECTION PROCEDURE IN ICICI PRIVATE LTD, HYDERABAD

45

10% 17% Excellent 40% Good Fair 10% 23% Average Below average

INFERENCE:-

From the analysis it is inferred that most of the respondents are related recruitment and selection procedure in ICICI PRIVATE LTD, HYDERABAD is excellent.

TABLE NO. 4 . 13:-

46

TABLE SHOWING THE RATE OF EFFECTIVENESS OF RECRUITMENT PLOICY

Sources:-primary data

PARTICULARS

NUMBER OF RESPONDENTS

PERCENTAGE

Excellent Good Fair Average Below average TOTAL ANALYSIS:-

15 08 05 02 0 30

50% 27% 17% 6% 0% 100%

From the above table it is analyzed that 50% of the respondents are related to effectiveness of recruitment policies are excellent, 27% rated for good, 17% rated for fair, 6% rated for average.

47

CHARTNO. 4 . 13:SHOWING THE RATE OF EFFECTIVENESS OF RECRUITMENT PLOICY

7% 17%

0% Excellent Good 49% Fair Average Below average

27%

INFERENCE:-

From the analysis it is inferred that majority of the respondents have rated as excellent for the effectiveness of the policy in ICICI PRIVATE LTD, HYDERABAD.

48

TABLE NO. 4 . 14:- TABLE SHOWING INTERVIEW SCHEDULE IN ADVANCE BEFORE CONDUCTED

OPTION

NUMBER OF RESPONDENTS

PERCENTAGE

Yes No Cant say TOTAL

20 05 04 30

67% 20% 13% 100%

Sources:-primary data

ANALYSIS:From the above table it is analyzed that 67% of the respondents are agreed, 20% are disagreed, and the remaining 13% of the respondents are not sure.

49

CHARTNO. 4 . 14:SHOWING INTERVIEW SCHEDULE IN ADVANCE BEFORE CONDUCTED

14% 17% Yes No Can't say 69%

INFERENCE:-

From the analysis it is inferred that most of the respondents are agreed to the interview schedules made in advance before it is conducted

50

through that the recruiters will have a clear idea about their work through that they will be able to fulfil the organisational need.

TABLE 4.15: Table showing RECRUITMENT made by the Organisation. PARTICULARS NUMBER OF RESPONDENTS Often Very often Sometimes Rarely As needed Total 30 13 03 05 05 04 100% 43% 10% 17% 17% 13% PERCENTAGE

Sources:-primary data

ANALYSIS:-

From the above table it is analyzed that 43% of the respondents are rated often, 10% rated as very often ,17% for sometimes ,17% for rarely and the remaining 13% rated as the employees recruitment as needed.

51

CHARTNO. 4 . 15:-

SHOWING THE FREQUENCY OF EMPLOYEES RECRUITED

13% Often 17% 43% Very often Sometimes Rarely 17% As needed 10%

INFERENCE:-

52

From the analysis it is inferred that majority of the respondents said the employees are recruited often, because the employees are leaving the company.

PARTICULARS

NUMBER OF RESPONDENTS

PERCENTAGE

Yes No Cant say TOTAL

20 06 04 30

67% 20% 13s% 100%

TABLE NO. 4 . 16:TABLE SHOWING SATISFACTION LEVEL OF EFFICIENCY AND EFFECTIVENESS OF THE RECRUITMENT TEAM
Sources:-primary data

ANALYSIS:-

From the above table it is analyzed that 67% of the respondents are satisfied, 20% are not satisfied and the remaining 13% are not sure.
53

CHARTNO. 4 . 16:SHOWING SATISFACTION LEVEL OF EFFICIENCY AND EFFECTIVENESS OF THE RECRUITMENT TEAM

13% 20% Yes No Can't say 67%

INFERENCE:-

From the analysis it is inferred that majority of the respondents satisfied by the level of efficiency and effectiveness put forward by the recruitment team.

54

TABLE NO. 4 . 17:PARTICULARS NUMBER OF RESPONDENTS Yes No Cant say TOTAL 20 08 02 30 67% 27% 6% 100% PERCENTAGE

TABLE SHOWING REAL TALENT FOCUSED BY RECRUITMENT TEAM

Sources:-primary data

ANALYSIS:-

From the above table it is analyzed that 67% of the respondents are agreed towards the focus on real talent, 27% disagreed and the remaining 6% of the respondent are not sure of the focus of real talent.

55

CHART NO. 4 . 16:SHOWING REAL TALENT FOCUSED BY RECRUITMENT TEAM

7% 27% s 66% Yes No Can't say

INFERENCE:-

From the analysis it is inferred that majority of the respondents are agreed to the focus on real talent by the recruitment team in the organization.

56

TABLE NO. 4 . 18:TABLE SHOWING TRAINING PROCESS UNDERGONE AFTER JOINING THE COMPANY

OPTIONS

NUMBER OF RESPONDENTS

PERCENTAGE

Yes No Cant say TOTAL

19 09 02 30

63% 30% 7% 100%

Sources:-primary data

ANALYSIS:-

From the above table it is analyzed that 63% of the respondents have undergone training and 30% of the respondents have not undergone the training process and the remaining 7% are not sure of training process.

57

CHART NO. 4 . 18:SHOWING TRAINING PROCESS UNDERGONE AFTER JOINING THE COMPANY

7% 30% Yes No Can't say 63%

INFERENCE:-

From the analysis it is inferred that majority of the respondents have undergone training process after joining the company in order to learn the work in a better way to reach the organisational needs.

58

TABLE NO. 4 . 19:- TABLE SHOWING THE INDUCTION PROCESS IN THE COMPANY OPTIONS NUMBER OF RESPONDENTS Yes No Cant say TOTAL 20 03 07 30 67% 10% 23% 100% PERCENTAGE

Sources:-primary data

ANALYSIS:-

From the above table it is analyzed that 67% of the respondents have undergone induction process, 10% do not have and, the undergone the training remaining 23% of the respondent are not sure of induction process.

59

CHART NO. 4 . 19:-

SHOWING THE INDUCTION PROCESS IN THE COMPANY

23% Yes No 10% 67% Can't say

INFERENCE:-

60

From the analysis it is inferred that majority of the respondents have undergone induction process after joining the company to have a sense of belongingness in the organisation.

TABLENO.-4.20:TABLE SHOWING SATISFICATION WITH THE PROMOTION METHOD OPTIONS NUMBER OF RESPONDENTS Yes No Cant say TOTAL 18 10 02 30 60% 33% 7% 100% PERCENTAGE

61

Sources:-primary data

ANALYSIS:-

From the above table it is analyzed that 60% of the respondents are totally satisfied and 33% of the respondents are not satisfied with the promotion method and the remaining 7% are not sure of promotion method. CHART NO. 4 . 20:SHOWING SATISFICATION WITH THE PROMOTION METHOD

7% 33% Yes No 60% Can't say

62

INFERENCE:-

From the analysis it is inferred that most of the respondents are satisfied with the promotion method that the organisation is providing to their employees. TABLE NO. 4 . 21:Table showing employees attraction towards the job

Job security Future development Brand Image TOTAL

05 12 04 30

17% 40% 14% 100%

Sources:-primary data

ANALYSIS:-

From the above table it is analyzed that 40% of the respondents are attracted towards future development, 30% towards good pay scale, 17% through job security and the rest 14% towards the brand image.
63

CHART NO. 4 . 21:TABLE SHOWING RESPONDENTS ATTRACTION TOWARDS THE JOB

13% 30% Good Job security Future Development 40% 17% Brand Image

INFERENCE:-

From the analysis it is inferred that majority of the respondents are attracted towards the future development because of the opportunity provided by the organisation in order to develop themselves.

64

TABLE NO. 4 . 22:TABLE SHOWING SATISFACTION TOWARDS RECRUITORS ROLE PLAYED BY HUMAN RESOURCE
Sources:-primary data

PARTICULARS

NUMBER OF RESPONDENTS

PERCENTAGE

Yes No Cant say TOTAL

27 03 01 30

90% 7% 3% 100%

ANALYSIS:-

From the above table it is analyzed that 90% of the respondents are satisfied by the role played by the human resource, where as 7% of the respondents are not satisfied and remaining 3% of the respondents are not sure of the recruiters role played by the human resources department.

65

CHART NO. - 4 . 22:SHOWING SATISFACTION TOWARDS RECRUITORS ROLE PLAYED BY HUMAN RESOURCE

7%

3% Yes No Can't say 90%

INFERENCE:-

From the above analysis it is inferred that majority of the respondents are satisfied by the role played by the human resource department. Employees are reasonably satisfied with their work environment.
66

FINDINGS AND CONCLUTIONS

FINDINGS

The following are the findings resulting from the various questions in the questionnaire that was given to the respondent in ICICI PRIVATE LTD, HYDERABAD: 1. The training facilities provided in the company is not sufficient for updating the present technology among the employees. 2. The team work among the employees is not appropriate. 3. Employee working in the company is leaving the company due to long working hours. Hence forth retrenchment is high. 4. Awareness among the employees in referring with vision and mission of the company is very poor. 5. The opportunity to implement the idea generated by the employees is very low. 6. Self development programs are conducted by the organization in order to improve employees skill.

67

CONCLUSION

This report was undertaken for the basic purpose of finding the recruitment and selection process prevailing among the employees of ICICI PRIVATE LTD, HYDERABAD. The questioner was distributed to 30 employees of HR department in the company and conclusions were arrived. An organization was a Banking firm, a business concern a insurance and other institutions. It is through the combined efforts of the people that monetary and Human resources are utilized for organizational objectives without human efforts organization cannot accomplish their objectives. Right people for the right job or else the company as well as the society has to pay a huge penalty.

Recruitment plays a vital role in the development of the organization. Recruitment is an important procedure in building and effective team in proving the proficiency. The success of the organization is measured by effective team, which comes into existence by efficient recruitment and selection process.

The primary function of human resources is to select right people for the right job, so that work could be done at the right time. The major
68

objective of the study was to study various recruitment procedure to analyse the effectiveness of the organization, to suggest various measures to make recruitment and selection procedure effective.

The employees are also of the view that the self development and creative advancement area is well nourished by the company and the there is a lot of opportunity for shouldering responsibility.

69

RECOMMENDATION AND SUGGESTIONS

ICICI PRIVATE LTD, HYDERABAD is a company that has provided good facilities to its employees and surrounding dwellers with planned policies. A few recommendations which is used and adapted viable may result in bettering its present system. It is very difficult for one to find any draws to suggest that may help for the betterment of the company are listed below: 1. Retaining the staff:a. Stop Employees from working for long hours. b. Performance appraisal c. Creating an attractive incentives plan d. Providing other benefits 2. The employee is not aware of the job recruitment, for the betterment of the work of the employees the company has to consider this and provide awareness of job requirement to the employees. 3. Proper analysis of the manpower at various levels should be made before planning for fresh recruitment.

70

4. Self-development training programmes should be conducted regularly, at least at an internal programme in a period of 6 months. 5. Most of employees are not at all satisfied with the teamwork with in the organization hence it is suggested to build the teamwork between the employees which leads to better relationship of the employees. 6. After the training programmes the opportunity should be given for implementation and follow-up of the programmes. 7. Some of the employees were not familiar with the mission statement put forth by the department, so hence it is recommended to make familiar the mission statement for the employees within the department. 8. If the company conducts yearly research on recruitment and selection, the company can know the drawbacks of present, recruitment and selection policy and changes can be adopted of necessary. 9. The decision taken by the enquiry committee must, be appropriate so that the decision are liked by the entire worker which in there increase the moral of the workers.

71

BIBLIOGRAPHY:

BOOKS REFFERED Companys Manual Gary bessler Human resource management, published by Ashok.k.Ghosh print hall india pvt ltd. 10th edition. Subba rao Human resource management, Himalaya publishing house, mumbai. 2006 Shashi.k.Gupta and Rosy joshi, Human resource developmentHimalaya publishing house, 2007. Anandana.k.s- Human resource development and training, Symbiosis centre for distance learning, Pune.2004. K.Ashwathapa, Human resource and personal management Himalaya publishing house. 2004 Singh P.N, Training for management development, Suchandra Publications, mumbai. 2001.

72

Bernardin John.H, Human resource management, MC Graw- Hill company, Inc, Newyork. 2003. O.R Krishnaswami, B.g Satyaprasad- Himalaya publishing house, edition 2006.

WEBSITES:

1. www.yahoosearch.com 2. www.icici.com 3. www.kellysearch.com 4. www.4share.com

73

74