PROJECT REPORT

ON
RECRUITMENT PROCESS
ADITYA BIRLA GROUP.

Submitted in partial fulfillment of the requirements for

Bachelor Of Business Administration (BBA)

(2007-2010)
By
BBA Vth SEM

SUBMITTED TO:

SUBMITTED BY :

MRS. SAMIKSHA UNIYAL

PREETI

NAUTIYAL

Faculty of Human Resource

G.E.I.T., DEHRADUN

BBA VTH SEM.

EN. NO. : G0710213

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GRAPHIC ERA INSTITUTE OF TECHNOLOGY, DEHRADUN.

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CERTIFICATE
This is to certify that PREETI NAUTIYAL student of BBA
Final year Batch 2007-2010 of the institute has successfully
completed her Summer training on the Topic Recruitment
Process in association with ADITYA BIRLA GROUP,
PUNE as per the ordinances of H.N.B. Garhwal University,
Srinagar from 11th July to 11th August 2009 under my
guidance and supervision. While appraising her efforts and
conduct, I wish her all the best in her future endeavors.

Date
Place

(Mrs. Samiksha Uniyal)

Faculty(HR)

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Page 4

ACKNOWLEDGEMENT
It is not possible to prepare a project report without the assistance and
encouragement of other people. This one is certainly no exception.
On the every outset of this report, I would like to extend my sincere and
heartfelt obligation towards all the personages. Without their active
guidance, help, corporation and encouragement. I would not have made
headway in the project.
I would like to express my sincere thanks to Major P.K. Das (GM-HR,
Grasim Industries) who gave me the opportunity to work with such an
esteemed organization.
I owe profound sense of regards and gratitude towards Mr. SUjit Kumar
(Manager HR) who has continuously guided me and supported in all
the tasks by giving me valuable insight into issues like the meaning of
HR practices, its uses, objectives and tools as well as steps to be
considered in the developing and studying an organizational structure.
I take this opportunity to thank all the respondents for giving their
precious time and relevant information and experience, I require without
which this project would have been a different story.
I owe my regard and sincere gratitude to MRS. SAMIKSHA UNIYAL
FACULTY GEIT, DEHRADUN for granting me permission to prepare a
report on the topic.
In addition, I am thankful to all the faculty of the institute for their fullhearted co-operation & guidance. This project study is the result of their
right direction, motivation and support.
I would like to express my special gratitude to my Parents and my
friends, who are always a source of inspiration for me.

PREETI NAUTIYAL
BBA VTH SEM.
G.E.I.T.

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CONTENTS
ACKNOWLEDGEMENT
PREFACE
EXECUTIVE SUMMARY
CERTIFICATION OF DECLARATION
TITLE PAGE
INTRODUCTION OF COMPANY
NEED OF STUDY
OBJECTIVE OF STUDY
SIGNIFICANCE OF STUDY
RESEARCH METHODOLOGY
LITERATURE REVIEW
DATA ANALYSIS & INTERPRETATION
CONCLUSION
RECOMMENDATION
BIBLIOGRAPHY
ANNEXURE

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PREFACE
The conceptual knowledge acquired by management students is best
manifested in the projects and training they undergo.

As a part of

curriculum of BBA, I have got a chance to undergo practical training in

A.B.G., NEW DELHI. The present project gave a perfect vent to my
understanding of the Human Resource Management specially the most
modern concept of Recruitment & Procedure.
The Project Report entitled RECRUITMENT PROCESS IN
ADITYA BIRLA GROUP, is based on the theme of PUNE.

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Page 8

EXECUTIVE SUMMARY
The summer internship project done by me involved a study on Analysis of
RECRUITMENT PROCESS.
The first step towards accomplishment of objectives of the project was an in depth
study of the recruitment process taking place in the company. Understanding the
process of HR planning, deciding on external or internal modes of sourcing, to obtain
a large pool of qualified candidates , short listing of candidates, telecom interview, if
satisfied call for

interview. As a part of recruitment process under the guidance of

HR department
The second step was to do an internal analysis of the Recruitment process of A.B.G.,
PUNE. It was done by collecting views of New joins (less than 1 year old in the
company) in the company about the recruitment process they have gone through by
the company.
The last step of my project was to analyze the data and give few recommendations.
There are few areas where HR really needs to make changes as making the job role
and responsibilities clear to the selected candidate before he joins the company,
Regular and timely feedback from the new joins about their well being in the new
environment and their performance, increase carrier growth by internal job posting for
permanent employee, introducing psychological testing as a part of process prevalent
in the company, etc.

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PART: 1
Corporate Profle
Of

ADITYA BIRLA
GROUP

Page 10

INTRODUCTION
The Aditya Birla Group is a multinational conglomerate based in Mumbai,
India with operations in 25 countries including Thailand, Dubai, Singapore,
Myanmar, Laos, Indonesia, Philippines, Egypt, Canada, Australia, China,
USA, UK, Germany, Hungary, Brazil, Italy, France, Luxembourg,
Switzerland, Bangladesh, Malaysia, Vietnam and Korea.
The Aditya Birla group is US$ 29 billion conglomerate which gets most of
its revenues from outside India.[3] The group is a major player in all the
industry sectors it operates in. The Aditya Birla Group has been adjudged
the best employer in India and among the top 20 in Asia by the HewittEconomic Times and Wall Street Journal Study 2007[1]. The origins of the
group lie in the conglomerate once held by one of India's foremost
industrialists Mr. Ghanshyam Das Birla.
A US $29.2 billion corporation, the Aditya Birla Group is in the league of
Fortune 500. It is anchored by an extraordinary force of 130,000
employees, belonging to 25 different nationalities. In India, the Group has
been adjudged "The Best Employer in India and among the top 20 in Asia"
by the Hewitt-Economic Times and Wall Street Journal Study 2007.
Over 50 per cent of the Group's revenues flow from its overseas
operations. The Group operates in 25 countries: India, UK, Germany,
Hungary, Brazil, Italy, France, Luxembourg, Switzerland, Australia, USA,
Canada, Egypt, China, Thailand, Laos, Indonesia, Philippines, Dubai,
Singapore, Myanmar, Bangladesh, Vietnam, Malaysia and Korea.
Globally, the Aditya Birla Group is:
A metals powerhouse, among the world's most cost-efficient aluminium
and copper producers. Hindalco-Novelis is the largest aluminium rolling
company. It is one of the three biggest producers of primary aluminium

11

in Asia, with the largest single location copper smelter

No.1 in viscose staple fibre
The fourth largest producer of insulators
The fourth largest producer of carbon black
The 11th largest cement producer globally and second largest in India
Among the world's top 15 BPO companies and among India's top four
Among the best energy efficient fertiliser plants
In India:
A premier branded garments player
The second largest player in viscose filament yarn
The second largest in the chlor-alkali sector
Among the top five mobile telephony companies
A leading player in life insurance and asset management
Among the top three supermarket chains in the retail business
Rock solid in fundamentals, the Aditya Birla Group nurtures a culture where
success does not come in the way of the need to keep learning afresh, to
keep

experimenting.

Beyond business, the Aditya Birla Group:

Works in 3,700 villages
Reaches out to seven million people annually through the Aditya Birla
Centre for Community Initiatives and Rural Development, spearheaded
by Mrs. Rajashree Birla
Focuses on: health

care,

education,

sustainable

livelihood,

infrastructure and espousing social causes

Runs 41 schools and 18 hospitals
Transcending the conventional barriers of business to send out a
message that "We care"

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INDUSTRY PROFILE:
Aditya Birla is organized into various subsidiaries that operate across
different sectors. Among these are viscose staple fibre, non-ferrous metals,
cement, viscose filament yarn, branded apparel, carbon black, chemicals,
Retail (under the 'More' brand of supermarkets), fertilizers, chemicals,
insulators, financial services, telecom, BPO and IT services. The Group
consists of four main companies, which operate in various industry sectors
through subsidiaries, joint ventures, etc. These are Hindalco, Grasim,
Aditya Birla Nuvo, and UltraTech Cement.
Companies operating under the Aditya Birla Group are as follows -

Grasim
UltraTech Cement Ltd
Shree Digvijay Cement
Hindalco aluminium, copper
Indian Aluminium Company Ltd
Bihar Caustic and Chemicals Ltd
Aditya Birla Nuvo
Idea Cellular Ltd
Birla Sun Life Insurance Co Ltd
Birla Sun Life Asset Management Company Ltd
Birla Sun Life Distribution Company Ltd
PSI Data Systems

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 Aditya Birla Minacs Worldwide Limited

Birla Global Finance Ltd
Birla Insurance Advisory & Broking Services Ltd
Madura Garments Life Style Retail Co. Ltd
Peter England Fashions and Retail Ltd
Madura Garments Exports Limited
Aditya Birla Retail
Tanfac Industries Ltd
Essel Mining & Industries Ltd
Our Vision
To be a premium global conglomerate with a clear focus on each
business.
Our Mission
To deliver superior value to our customers, shareholders, employees
and
society at large.
Our Values
Integrity
Commitment
Passion
Seamlessness
Speed

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GRASIM BUSINESSES
VISCOSE STAPLE FIBRE
Grasim is India's pioneer in viscose staple fibre (VSF), a man-made,
biodegradable fibre with characteristics akin to cotton. An extremely
versatile and easily blendable fibre, VSF is widely used in apparels,
home textiles, dress material, knitted wear and non-woven
applications.
Grasim's VSF plants are located at Nagda in Madhya Pradesh,
Kharach in Gujarat and Harihar in Karnataka, with an aggregate
capacity of 333,975.
Cement
Grasim ventured into cement production in the mid 1980s, setting up
its first cement plant at Jawad in Madhya Pradesh and since then it
has grown to become a leading cement player in India.
Grasims cement operations today span the length and breadth of
India, with 11 composite plants, 11split grinding units, four bulk
terminals and 64 ready-mix concrete plants as on 30 June 2009. All
the plants are located close to sizeable limestone mines and are fully
automated to ensure consistent quality. All units use state-of-the-art
equipment and technology and are certified with ISO 9001 for quality
systems and ISO 14001 for environment management systems.
Chemicals
Rayon grade caustic soda is an important raw material in VSF
production. To achieve reliable and economical supply of this
chemical, Grasim set up a rayon grade caustic soda unit at Nagda in
1972 with an initial capacity of 33,000 tpa. This has since grown to
258,000 tpa, making it the countrys second largest caustic soda unit.

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Textiles
Grasim has a strong presence in fabrics and synthetic yarns, through
its subsidiary, Grasim Bhiwani Textiles Limited, and is well known for
its branded suitings, Grasim and Graviera, mainly in the polyester
cellulosic branded menswear. Its textile plants are located at Bhiwani
(Haryana) and Malanpur (Madhya Pradesh).
Grasim Industries Limited, a flagship company of the Aditya Birla
Group, ranks among India's largest private sector companies, with
consolidated net turnover of Rs.184 billion and a consolidated net
profit of Rs.22 billion (FY2009).
Starting as a textiles manufacturer in 1948, today Grasim's
businesses comprise viscose staple fibre (VSF), cement, chemicals
and textiles. Its core businesses are VSF and cement, which
contribute to over 90 per cent of its revenues and operating profits.
The Aditya Birla Group is the worlds largest producer of VSF,
commanding a 23 per cent global market share. Grasim, with an
aggregate capacity of 333,975 tpa has a global market share of 12
per cent. It is also the second largest producer of caustic soda
(which is used in the production of VSF) in India.
In cement, Grasim along with its subsidiary UltraTech Cement Ltd.
has a capacity of 45.7 million tpa as on 30 June 2009 and is a
leading cement player in India. In July 2004, Grasim acquired a
majority stake and management control in UltraTech Cement
Limited. One of the largest of its kind in the cement sector, this
acquisition catapulted the Aditya Birla Group to the top of the league
in India.
Viscose staple fibre

16

Grasim is India's pioneer in viscose staple fibre (VSF).

Cement
Grasim has grown to become a leading cement player in India.
Chemicals
Grasim has India's second largest caustic soda unit. >>

17

Textiles
Grasim has strong nation-wide retail network and also caters to
international fashion houses in USA and UK.

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CAPACITIES
Division
Viscose Staple Fibre (VSF)
Joint venture
Birla Jingwei Fibres Company
Limited
Cement
Grey cement (Including UltraTech
Cement Ltd's capacity)
Ready-mix concrete (Including
UltraTech Cement Ltd's capacity)
White cement
Chemicals
Textiles

Capacity as on 30 June 2009

333,975 tpa

35,000 tpa

45.65 million tpa

11.3 million cubic metres

560,000 tpa
258,000 tpa

Yarn

8832 spindles

Subsidiaries
Grasim Bhiwani Textiles Ltd.
Fabric
Yarn

148 looms
35,808 spindles

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OBJECTIVE
The objective of the project was to understand the process of
recruitment.
To know the effective tools and procedures followed by corporate while
hiring an employee
To decide as to whether an employee is suitable for the organization.
Being a consultant agency, our organization emphasizes on placing right
person at the right job, so I learnt how to get the correct match.
EXPERIENCE & KNOWLEDGE OF THE STAFFING INDUSTRY
For over five and a half decades, has been highly regarded for they
expertise and innovation in the staffing industry. Today, is one of the most
respected and technologically advanced companies in the world today ranks
among the Top 5 staffing companies in the world. As marketplaces turn
increasingly global, so do the human restheyces challenges. It has been they
mission to keep up with these challenges, define and solve specific staffing
needs, whereby allowing they Clients like (Client), the time and freedom to
do what they do best - focus on their core business.

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INSIGHT ABOUT THE RECRUITMENT PROCESS IN

STAFFING
Staffing is an important activity of human resource department that is
concerned with seeking and hiring qualified employees for the organization.
Recruiting is considered as the initial step of the staffing function, it has
prerequisites, before sourcing of candidates for the job the HR specialists
must embark employment planning. Armed with the information from the
human resource planning, and then begins the process of recruiting. The goal
of recruiting is to give enough information about the job to attract a large
number of qualified applicants and simultaneously removing the unqualified
from applying. Once application have come in, it is the time to begin the
phase, which too has dual focus It attempts to thin out large set of
applications that arrived during the recruiting phase, and to select an
applicant who will be successful on the job. The staffing function begins
with human resource planning and ends with the completion of phase. Thus
the goal of staffing function is to locate competent employees and bring
them into the organization. Human Resource Planning helps to determine the
number and type of people an organization needs. Job analysis and job
design specify the tasks and duties of jobs and qualifications expected from
prospective job holders. Hiring involves two broad groups of activities:

21

Literature
Review

22

RECRUITMENT
Recruitment is regarded as the most important function of the personnel
administration, because unless the right types of people are hired, the
company wont be able to achieve its goals. Recruitment is the first stage in
the process which continuous with the and ceases with the placement of the
candidate. It refers to the process of finding possible candidates for a job or
function, undertaken by recruiters.
Recruitment is the process of discovering potential candidate for actual or
anticipated organizational vacancy, or from other perspective, it is a linking
activity that brings together those with job to fill and those seeking job.
Accordingly the purpose of recruitment is to locate sources of manpower to
meet job requirement and job specification.
METHODS OF RECRUITMENT

INTERNAL STHEYCES

PROMOTIONS AND TRANSFERS

It is a method of filling vacancies from within the organization .A transfer
is a lateral movement within the same grade from one job to another. May
lead to changes in duties and responsibilities, working conditions, but not
necessarily salary.

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A promotion on the other hand involves movement of employees from a

lower level position to a higher-level position accompanied by changes in
duties & responsibilities, status & value.
EMPLOYEES REFERRALS
Employee Referral Programmes (RPs) are the preferred hiring process for
few organizations. On an average, 35 to 40 percent of recruitment that
happens is through RPs (excluding the campus recruitment process).
Hiring through referrals is considered more advantageous than other
recruitment options placement agents, media advertisements or direct
recruitmentas it cultivates greater cultural bonding at the earliest. Some
voice concern and believe that this system might breed nepotism. RPs
therefore has to be designed and managed well. An employee referral
programme is a very effective tool. It not only ensures the throughput of
the best-of-breed talent, but also sends out a very empowering signal to
employees about their engagement with the company. When there is a
war for talent going on in the industry, having ambassadors within the
company to facilitate the pipeline of good talent is a great strength for an
organization. The most significant feature of an RP is that it provides an
effective filtering process with respect to the background of the
candidates. Therefore, it is important to have an effective referral
programme.

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JOB POSTING
It is another way of hiring people from within the organization. In this
method the organization publicizes job openings on bulletin boards,
electronic media & similar outlets. This method is more advantageous as
it offers a chance to highly qualified applicants working within the
organization to look for growth opportunities within the company without
looking for greener postures outside.
EXTERNAL SOURCES
CAMPUS RECRUITMENT
The term campus recruitment refers to the system where various
organizations come to the college campus to recruit bright youngsters to
work for them. Students, who are keen to begin their professional career
as soon as they finish studies, have opportunities for them to get a good
start. They can thus get training and acquire skills immediately after
college. This is the best opportunity for them to get into job market.
Campus recruitment provides a platform for the organizations to meet
the aspirants and pick up intelligent, committed students who have the
requisite enthusiasms and zeal to prove themselves. Organizations seek to
pick up the cream from different colleges.
ADVERTISEMENTS

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These include advertisements in newspapers, professional and technical

jtheynals, radio &television etc. The advertisements generally give a brief
outline of the job responsibilities, compensation package, and prospects
in the organization etc. This method is appropriate when:
(a) Organization intends to reach a large target group.
(b) The organization wants a fairly good no. of talented people who
are geographically spread.
PRIVATE EMPLOYMENT AGENCY
Such type of agencies maintain computerized list of qualified applicants
and supplies these to companys who are interested in hiring people from
the list for a fee. They offer specialized employment related services to
corporate houses for a fee, especially for top and middle level executive
agencies.
EMPLOYMENT EXCHANGES
As a statutory requirement, companies are also expected to notify the
vacancies arising in their establishments from time to time with certain
exceptions- to the prescribed employment exchanges before they are
filled. The Act covers all establishments in Public sectors & nonagricultural establishments employing 25 or more workers in the private
sectors.

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UNSOLICITED APPLICANTS
Companies generally receive unsolicited applicants from job seekers at
various points of time. The number of such applicants depends on
economic conditions, image of the company. Such applicants are kept in a
data bank & whenever a suitable vacancy arises, the company would
intimate the candidate to apply through a formal channel.
GATE HIRING
The concept of gate hiring is to select people who approach on their own
for employment in the organization. This happens mostly in the case of
unskilled and semi-skilled workers. Gate hiring is quite useful and
convenient method at the initial stage of the organization when large
number of such people may be required by the organization. It can be
made effective by prompt disposal of applications, by providing
information about the organizations policy and procedures regarding
such hiring and providing facilities to such gate callers.
LABOR UNIONS.
In many organizations, labour unions are used as source of manpower
supply, though at the lower levels. Many such union leaders whose styles
are cooperative and constructive can be promoted to supervisory level. In
many organizations, unions are asked to make recommendations for
employment of people as a matter of goodwill and cooperation.

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WALK-INS
The most common and least expensive approach for candidate is direct
application, in which job seeker submits unsolicited application letter or
resume.
4. PURPOSES AND IMPORTANCE OF RECRUITMENT
The general purpose of recruitment is to provide a pool of potentially
qualified job candidates. Specifically the purposes are to:
Determine the present and future requirements of the
organization in conjunction with its personnel planning and job
analysis activities.

Increase the pool of job candidates at minimum cost.

Help increase the rate of the process by reducing the number
of visibly under qualified or over qualified job applicants.
Meet the organizations legal and social obligations regarding
the composition of the workforce.
Begin identifying and preparing job applicants who will be
appropriate candidates.
Increase organizational and individual effectiveness in the short
term and long term as well.

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 Evaluate the effectiveness of various recruiting techniques and

they for all type of job applicants.

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PROCESS
Process of differentiating between applicants in order to identify those with a
greater likelihood of success in a job. It is the process of picking individuals,
out of the pool of job applicants, with requisite qualification and competence
to fill job in the organization.
4.2 RECRUITMENT PROCESS
i. Man Power Planning - identifying the needs of the manpower
required for the company based on the variable factors. viz.
project, business etc.
ii. Identifying the methods of sources viz. consultants, references,
job fairs, paper advertisement which is clearly based on the
principles of the organizational recruitment policy.
iii. Short listing the candidates based on the skills and experience
required for the company.
iv. Method of i.e. written test, psychometric test, Group Discussion,
interview,
v. Selecting the candidate and issuing the offer of appointment.
vi. Appointing the candidate and giving the induction training &
orientation.

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RECRUITMENT PROCESS IN ABG..

My project required an in depth study of Recruitment

process of the

company. The following flow chart explains the process I learned and
worked during my internship-

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Stheycing Resumes
(References, Direct
Contacts, Job Sites)

Short Listing the

Candidates
According to Job
Description &
Requirement of
Depts.

TELECON the
Candidates

Call the Selected

Candidates
Indepth InterviewDept. Head

Second Round with

the Head

Third Round
HR
Salary / Personality
Traits, etc

Pre Employment
Medical Check up

If Satisfactory
Offer to be made

If UnSatisfactory
Reject

Joining Kit

Do Handholding of
the employee

Induction

Issue of
Appointment Letter

Sourcing Resumes

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Sourcing is the ability of an organization to use an effective

recruitment approach in filling vacant positions. Once the profile is
determined for the ideal candidate, it is necessary to plan the methods
that will be used to create a bank of interesting candidates. It is
advisable to select several recruiting source in order to target a broad
range of potential candidates.
It was seen that the HR department in the company uses more of
external sourcing as compared to internal sourcing. The following are
the sources used by the HR department for the sourcing of resumes.

RECRUITMENT PROCESS

33

DEVELOPING STHEYCES OF POTENTIAL EMPLOYEES

INTERNAL SOURCES

EXTERNAL SOURCES

Transfers

Job Portals

Retired and Retrenched employees

Data Bank

Relocation

Employee referrals

Promotion

Unsolicited applications
Media advertisement
Campus Recruitments
Recruitment Drives

INTERNAL RECRUITMENT
As a conscious focus of the organization to nurture high potential talents by
providing them suitable career growth opportunities within the organization,

34

efforts would always be made to fill in specific vacancies from its existing
human resource pool. The entire process is done through Internal Job Posting
(IJP) and communication including the job profile, candidate profile,
eligibility (who can apply), application deadline etc. is made available by
HR.
1. INTERNAL TRANSFERS
Internal transfers are executed considering the qualification, experience,
skills of the employee. This is a method of filling vacancies from within
through transfers and promotions.
A transfer is a lateral movement within the same grade, from one job to
another. It may lead to changes in duties and responsibilities, working
conditions, etc., but not necessarily salary.
2.

Retired and Retrenched employees may also be recruited once again

in case of shortage of qualified personnel or increase in load of work.
Recruitment such people save time and costs of the organizations as
the people are already aware of the organizational culture and the
policies and procedures.

3.

PROMOTION
Promotion, involves movement of employee from a lower level
position to a higher-level position accompanied by (usually) changes

35

in duties, responsibilities, status and value. The HR decides if an

employee is to be promoted or not after an Annual performance
appraisal. Performance Management is an ongoing activity consisting
of regular, timely, constructive feedback and active coaching.
EXTERNAL SOURCES:
1. Media Advertisement
maintains a strong presence in the newspapers. This is one of the
effective channels in candidate recruitment and retention as it provides
information on job availability to they potential and existing pool of
candidates. They recruitment advertisement uses innovative workrelated theme and act as a broadcasting channel for activities
organized for they candidates.
2. Employee Referral Scheme
This is the most successful means of candidate recruitment tapping on
candidates own network of friends and contacts. This method is
especially effective for project staffing where a large pool of
candidates is required within a relatively short period of time. Placing
candidates on jobs with their friends is also a good way of keeping
them on the job until completion of assignment.

36

3. Recruitment Drives
Being a regular participant in recruitment drives on campuses and at
companies that have conducted redundancy exercises, is able to reach
a pool of candidates who want to find employment and be employed.
4. Flyer Distribution
Flyer distribution at venues with high candidate traffic such as
shopping malls, supermarkets, train stations, schools etc is an effective
manner of reaching targeted candidates. This method is especially
effective for assignments that are specific to a location.
5. Career Fairs, Seminars & Workshops
Career-related fairs and seminars are good channels for candidate
recruitment since participants attend the events with the intent of
finding jobs. Even if

is not able to offer suitable jobs on the spot,

candidate data is captured into registration forms and input into

computer database for future refers A.B.G. LTD.not only with a
chance to reach potential candidates. They are also a good means of
information-sharing and training platforms.
6. Internet Recruitment / Job Portals
With the prevalent use of Internet among students and to reach ITsavvy workers, the search for suitable candidates has gone on-line.

37

Dependant on position type and/or relevance of media to attract the

best pool of candidates,

employs various means of Internet

recruitment through Career portals such as Naukri, JobsAhead and

Monster etc
7. Database Search
maintains an active database of pre-screened and evaluated candidates.
would conduct quick search through they technology database software
to make the right quality and skills profile available to the Client for final
.
8.

Unsolicited Applicants
Many job seekers visit the office of well-known companies on their
own. Such callers are considered nuisance to the daily work routine of
the enterprise. But can help in creating the talent pool or the database
of the probable candidates for the organization.

SCREENING APPLICANTS
When advertised position and have started getting some response,
reviewing of resumes are done keeping in mind the requirements of
personnel to be hired. The HR reviewed the CVs keeping in mind the
following guidelines.
Check dates for discrepancies

38

 Review lengths of employment in each organization

Review the career graph
Examine reasons for leaving
Assess the tone and tenor of the application
Then the CVs meeting the requirements according to the HR
department are forwarded to the concerned Head of the Departments
and then the TELECON INTERVIEW takes place. Therefore, while
recruiting a candidate for any role, position, level, function, the HR
department ensures that there is no compromise in the quality of
people.
1st ROUND OF INTERVIEW- TELECON INTERVIEW
There is a informal questionnaire which is prepared by the HR
department, and keeping this in mind while the TELECON
INTERVIEW questions are asked. Human Restheyce Manager
shortlist suitable candidates for the recruiting manager to interview.
Sometimes, recruiting manager may shortlist candidates for HR
Managers review if the Interviewer is satisfied the call for IN-DEPTH
interview is made
2nd ROUND OF INTERVIEW INTERVIEW

39

Evaluation of the candidate

An APLLICATION BLANK is filled up by the candidates to facilitate the
interview process. The Recruiting Manager interviews the candidate and
evaluates him on both term Quantitative and Qualitative on the basis of Job
Description. The panel needs to keep in mind Job Specifications and Person
Specifications required for the vacant position. The Application Blank filled
by the candidate helps to know the applicant well and if he would be able to
fulfill the required specification for the job. The interview process is
structured.

QUANTITATIVE

The rating is done on the five point scale on the following dimensions.

JOB KNOWLEDGE

The candidate is evaluated on the extent of job information & understanding.

Ability to relate learning towards requirements of the job, the candidate is
being assessed for.

WORK EXPERIENCE & COMPETENCE

Overall Quantity and Quality of professional work exposure. Achievements

& outstanding contribution made in the area of working.

MATURITY & CONFIDENCE

The level of self confidence & maturity with which candidate has ability to
put forth his views & opinions.

40

COMMUNICATION

Clarity of expressions, assertiveness and ability to share the information.

PERSONALITY SKILLS
Appearance, attitude, poise, rapport, business like approach,

LEADERSHIP (wherever applicable)

3RD ROUND OF INTERVIEW- HR ROUND

The third and the last round is conducted by the managing director &
if its a senior position, then final approval is made by RGM. Where
teamwork is a critical part of the vacant position, team interviews are
used. However at least 2 team members are involved in this interview
process using behavioral interview and techniques.
In A.B.G. LTD, Where a candidates result falls outside the
benchmarks for the position, consult HR before continuing. Should the
candidate be expected to re-take the test, HR will arrange for another
day for the candidate to return for the re-take.
Once the

interview is over, the salary fitment round takes place

which involves a comparative analysis of the pay packages of other

employees in A.B.G. LTD.at similar levels and functions. This data is
collected by the HR before the interview with the help of MASTAR

41

DATA of employees. During this negotiation on the salary HR tries to

evaluate the personality traits of the candidate.

42

REFERENCE CHECK
Reference checks are critical to the recruitment process since this is
the last opportunity for the HR to assess and validate the candidate's
job-related qualifications, performance, and shortcomings, as well as
the information noted on the application, resume, or disclosed in an
interview. At A.B.G. LTD., Reference checks on preferred candidates
are to be based on prepared questions designed to address the criteria
and clarify any areas of concern identified in the process, including
psychometric testing. Only when reference checks are acceptable, HR
Manager will consult with recruiting manager on the hiring before
making any offer to the candidate. If unsure about the feedback from
the reference check, further consultation is made with Managing
Director for final decision.
DECISION MAKING
The decision making process requires the

panel to analyze and

evaluate all sources of information used in the

application,

process, i.e.

interview, HR interview and reference check reports.

This is undertaken in accordance with the weighting agreed to at the

beginning of the process. And if the panel is satisfied candidate is
asked to go through Pre Employment Medical Examination.

43

PRE EMPLOYMENT MEDICAL EXAMINATION

It is an important part of the process of A.B.G. LTD., it is to ensure
that the employee is free from all kinds of diseases that can hamper his
work. For this purpose, every short listed candidate goes through a
medical check-up to ensure his physical fitness. If the short listed
candidate fails to clear the medical check-up within the specified time
which is 3 days in the company he is rejected. And if the candidates
medical check-up report is satisfactory the offer is made to the
candidate. The offer letter is a formal document, which is issued to the
selected candidate by HR specifying the position in the company,
department, compensation structure, date of joining, etc.
The details about the selected employee are send to the corporate
office of the company for approval.
JOINING KIT
The day new employee joins he/she is provided with a joining kit. It
includes all the forms which a new joinees needs to fill according to
the policy of the company. This includes of the following

Joining Report

Employees Provident Fund

44

Gratuity Nomination Form

Medi-claim Form

Application for IT Services

Its necessary to submit the following by the employee before joining
the company-

Photocopy of the Educational Qualification certificates

Photocopy of the Date of Birth Certificate

Relieving letter from previous employer

Passport-size photographs

Salary Slip from previous employer

OVERVIEW OF INDUCTION& TRAINING PROGRAMME IN A.B.G.

LTD.
All new hires must undergo New Employee Training (NET) on their
first day of work. Should the company wish to lock the candidate, the
Recruiting Manager is allowed to have an earlier start date before the

45

NET by a week. An appropriate Induction & Training Schedule and a

checklist for new hires is initialized to ensure that all new hires are
given appropriate welcome packages on their first day of work.
At the end of orientation, the new employee must be assigned to a
coach/buddy of the Branch who will be attached to the employee for
at least three months. The coach/buddy must continue with the
induction and training as stipulated in the Plan. At end of each week,
the BM/supervisor signs off the form as confirmation of completion of
the weeks topic. At the end of the four months, the new employee and
coach/ buddy are expected to sign off and return a copy of the
completed Induction and Training Schedule to the Quality and
Training Manager.
The Quality and Training Manager may set topical quiz to assess the
learning Levels. Internal skill and system training will take place
within the employees first four Weeks in their new role.
It is not expected that the new employee be fully competent in their
role for at least three months. The duration and content of this
program is designed according to the employees function and level.
History, mission, and goals of the department and the agency;
Employee Work Profile (formerly position description, including core
responsibilities and performance measures);
46

 Career development;
Safety and security precautions;
Department and agency norms (work schedule, dress code, office
layout, etc.)
Benefits and other personnel policies
DIFFERENCE BETWEEN RECRUITMENT & SELECTION

S.NO
1.

BASIS
Meaning

RECRUITMENT
It is the process of
searching candidates for
vacant jobs & making them
apply for the same.
It is a positive process.
Its aim is to attract more &
more candidates for vacant
jobs.

2.
3.

Nature

4.

Procedure

The firm notifies the

vacancies through various
sources & distributes
application forms to
candidates.

5.

Contact of service

No contractual relation is
created. Recruitment
implies communication of
vacancies only.

Aim

PROBATION / CONFIRMATION

47

SELECTION
It is the process of of right
types of candidates &
offering them jobs.
It is a negative process.
Its aim is to reject
unsuitable candidates &
Pick up the most suitable
people for the vacant jobs.
The firm asks the
candidates to pass through a
number of stages such as
filling of form, employment
tests, interview, medical
exam, etc.
follows recruitment & it
leads to a contract of
service between the
employer & the employee.

Probation is a trial period that gives the Employee a bona fide opportunity to
demonstrate their suitability for continued employment. The probation
period is a trial period.
The employer has an opportunity to assess the full potential, competencies
and capabilities of the employee and a responsibility to assess whether or not
the employee possesses satisfactory qualifications and suitability for regular
employment. The assessment includes the factors of: work performance,
work habits, productivity, attitude and compatibility, attendance and
punctuality, and any other matter that is linked to the performance of the job
and expectations.
All employees up to the level of Deputy General Manager are on a four
months probation period.
After completion of months, the CHR / Location HR send a Confirmatory
Appraisal Form to the concerned Functional Head. Confirmation may be
recommended or extended, depending on the appraisal of the probationers
performance. A confirmation letter is issued to the employee upon
confirmation, a copy of which is maintained in his Personal File.

48

CHAPTER :3
RESEARCH
METHODOLOG
Y

RESEARCH METHODOLOGY
RESEARCH PROBLEM
The research part of the project involves following steps .

49

The organization need to be the fittest in todays scenario. There is a need to have
a fittest workforce A.B.G. is spending a considerable amount of money in
recruitment to upgrade skills of their employees. It has been observed sometimes
that PSUs go for rigorous recruitment but results on investments are very low.
Thus a need was felt to evaluate the effectiveness of recruitment in ABG

PROBLEM FORMULATION
The research to be conducted can be formulated as :
Recruitment & at A.B.G.
RESEARCH OBJECTIVES

To know the procedure of recruitment & at A.B.G..

To know about the HR policies being followed in this organization.
To know the sources of Recruitment & .
To know about the methods of being undertaken at the time of of candidates.
To know the requirement of the process.
To know the outcome of the whole procedure.
Hypothesis
I have taken the hypothesis as that the recruitment &
effective and time bound.

50

procedure at A.B.G. is

METHODS OF DATA COLLECTION

The executives of HR were put through a questionnaire & personal discussion for data
collection. Both primary & secondary data are used.
PRIMARY SOURCE OF DATA COLLECTION
QUESTIONNAIRE
INTERVIEWS
OBSERVATIONS
SECONDARY SOURCE OF DATA COLLECTION
Profile of Sahara
Magazines
Manuals
Brochures
The questionnaire was designed after a review of the existing recruitment system. The
questions were arranged in a sequence to avoid confusion & misunderstanding.
Other features considered were
To make questions as concise as possible.
To use words that are simple & familiar.

51

In order to ascertain the correctness of the information given by the employees some
counter check questions were given in the questionnaire & they were also personally
interviewed.RESEARCH DESIGN
Descriptive Research Design, It is concern with describing the characteristics of a
particular individual of a group.
SAMPLING DESIGN
SAMPLING TECHNIQUE : The sampling method has been followed for the study is
RANDOM SAMPLING.
SAMPLE SIZE: - 50.
SAMPLE UNIT: - WORKERS, MANAGEMENT, PERSONNEL & SUPERVISORS.
SAMPLE AREA: - PUNE

LIMITATIONS OF THE STUDY

The study suffered objectivity due to the unwillingness of new
employees to share their views in certain cases.
The data was taken from concern authorities of the company, but still
there remain some gap between the authenticity of data given and the
reality. This may be due to disinterest of the person or non-willingness
to give information.
This project contains only observations and suggestions, and does not
include the best-designed recruitment process.
Sample size is very less, very limited employees filled the
questionnaire.

52

DATA ANALYSIS AND

INTERPRETATION

Q.1
Yes
No

How Do You Rate The Importance Of Recruitment Procedure In Your

Organisation .
80%
20%

53

20%

Yes
No

80%

Interpretation : from the above analysis we can conclude that majority of person
rates importance of recruitment procedure in the organization.

54

Q.2

How far do you think does the productivity of the employees get hampered
due to his / her marital status ?

To a large extent
Somewhat affects
Does not affect at all
Cant say

30
10
0

10

10
To a Large Extent
Somewhat affects
10

Doest not affect at all

30

Can't say

Interpretation : From above analysis we can conclued that marital status does
effect the productivity of an organisaiton.

55

Q.3.

Which source are generally preferred by the organization in the

requirement process?
2
0
5
1
5
1
0
0

News Paper
Advertising
Employment
Exchange
College Campus
Others

10
News Paper
20

Advertising
Employment
Exchange
College Campus

15

Others
5

Interpretation : Generally external sources like newspaper, college, campus,

empoyment exchange are prefered by organisaiton.

56

Q.4
YES
NO

Does your company maintains and manage candidates file including

maintenance of database to ensure comprehensive data collection of
candidates?
45
5

YES
NO

Interpretation : From the above analysis we conclude that 40% of the employee
does maintain and manage candidate files including maintenance of data base to
ensure comprehensive data collection of candidates in an organization however
5% of the employees does not agree to the above analysis.

57

Q.5
YES
NO

Does A.B.G. follow any recruitment procedure ?

45
5

Yes
No

Interpretation : Yes A.B.G. follows recruitment procedure ?

58

Q.6 From which source you have come to know about a vacancy in the
organization?
Extern
al

47

Intern
al

YES
NO

Interpretation : Majority of the candidate have come from external source.

59

Q.7
Yes
No

Are the references provided by the candidates verified?

45
5

Yes
No

Interpretation : Yes the references provided by candidates are verified.

60

Q.8.
YES
NO

Does your company disclose the job specifications at the time of

recruitment procedure?
48
2

YES
NO

Interpretation : Yes at the time of recruitment company disclosed the job

specification.

61

conclusion

62

CONCLUSION
From the analysis made we can conclude that in the organization there is a
well defined recruitment process and candidates are well defined recruitment
system and the organization system and the organization is getting or
candidates from external sources. College Campus placement, employment
exchange and through advertisement.
Majority of persons are being selected through external source and the
number of internal candidates are less.

63

recommendatio
n

64

RECOMMENDATION

65

 The corporation has projects outside India, so the corporation can also
recruit capable candidates of respective countries.

Corporation should adopt new techniques for recruitment in order to

satisfy global demand & day-to-day updating of management
demands.

It has been seen that sometimes cast & regional biases prevail in
procedure; which should be avoided at all to make the right .
Its should also stress on internal candidates for promotion at higher
executive levels.

66

bibliography

BIBLIOGRAPHY
Books :

Human Resource Management by Gary Dessler

Human Resource Development by S.R. Kandula
Human Resource Management by S.V Gangkar

http://www.coolavenues.com/know/hr/hiring_main.php3

67

http://www.citeHR.com

www.A.B.G. services.com

www.A.B.G. services.co.in

68

annexure

QUESTIONNAIRE ON RECRUITMENT FOR THE EMPLOYEES

Name :___________
Designation:___________
Organization :___________
Age:___________
Date:___________
Q.1

How Do You Rate The Importance Of Recruitment Procedure In Your

Organisation .
(a) Yes
(b) No

Q.2

How far do you think does the productivity of the employees get hampered
due to his / her marital status ?
(a) To a large extent
(b) Somewhat affects
(c) Does not affect at all
(d) Cant Say.

Q.3

Which source are generally preferred by the organization in the

requirement process?
(a) Newspaper
(b) Advertising
(c) Employment exchange
(d) College campus
(e) Others

Q.4

Does your company maintains and manage candidates file including

maintenance of database to ensure comprehensive data collection of
candidates?
(a) Yes
(b) No

69

Q.5

Does A.B.G. follow any recruitment procedure ?

(a) Yes
(b) No

Q.6

From which source you have come to know about a vacancy in the
organization?
(a)Internal
(b)External

Q.7

Are the references provided by the candidates verified?

(a) Yes
(b) No

Q.8

Does your company disclose the job specifications at the time of

recruitment procedure?
(a) Yes
(b) No

70