SUBMISSION OF PROJECT SYNOPSIS AND GUIDE ACCEPTANCE FORM

(To be submitted to the project steering committee)

Part A: synopsis registration

I. Studentdetails

Name HEIBORMI DHAR

Roll Number: 1408003104
Name of program: BBA
Session: Spring
Year: 2017
Semester: Semester 6th
Title: A DETAILED STUDY ON RECRUITMENT AND
SELECTION OF EMPLOYES IN GREEN VALLEY INDUSTRIAL
LIMITED IN MEGHALAYA

INTRODUCTION
RECRUITMENT: The success and failure of the organisation depend on the capability of
the people working on that organisation. The most crucial task is to get the right person at the
right job at the right time. Without recruiting and hiring the right person, even the best plan
and strategies can fail. And organisation receives it objectives only because it has right
people in the right position. It is through recruitment that the organisation attracts the best
candidates and influence them to apply for vacancies. There is no standard process of
recruitment which is applicable to all organisation. In fact, every organisation uses its own
customised system for recruitment.

SELECTION : Employee Selection is the process of putting right men on right job. It is a
procedure of matching organizational requirements with the skills and qualifications of
people. Effective selection can be done only when there is effective matching. By selecting
best candidate for the required job, the organization will get quality performance of
employees. Moreover, organization will face less of absenteeism and employee turnover
problems. By selecting right candidate for the required job, organization will also save time
and money. Proper screening of candidates takes place during selection procedure. All the
potential candidates who apply for the given job are tested.
Objective of recruitment and selection of employees:

1. To learn the barriers of recruitment and selection process in the organisation.

2. To understand the strategies of recruitment and selection process taken by the organisation
3. To enable to analysis the factor that are effecting both recruitment and selection
4. To analysis how recruitment and selection bring benefits to the organisation in
performance and quality of work
5. To analyse the source of recruitment of the organisation
6. To understand how the organisation manage to ensure to select the right staff
7. To enable to understand how the organisation analysis the job.

Problem statement :

The quality of employees that the organisation hire depends on an effective recruitment and
selection strategy. However, the process isn't always smooth sailing. Employers face tangible
problems such as the cost of advertising job openings and intangible obstacles such as
improving communication between recruiters and hiring managers.

Before it compose the first job posting, the organisation must determine whether hiring
employees actually is in the best interest of the company. Bringing on new employees can be
costly, when it combine the costs to recruit, orient and train them. Labour costs for full-time
employees can be high, especially if the company offers employee benefits. Also, hiring
contract labour or independent contractors relieves you of the responsibility to manage a full-
time staff, assume liability for payroll taxes and offer employee benefits.

Literature Review:

Work by Korsten (2003) and Jones et al. (2006):

According to Korsten (2003) and Jones et al. (2006), Human Resource Management theories
emphasize on techniques of recruitment and selection and outline the benefits of interviews,
assessment and psychometric examinations as employee selection process. They further
stated that recruitment process may be internal or external or may also be conducted online.
Typically, this process is based on the levels of recruitment policies, job postings and details,
advertising, job application and interviewing process, assessment, decision making, formal
selection and training (Korsten 2003).
Jones et al. (2006) suggested that examples of recruitment policies in the healthcare, business
or industrial sector may offer insights into the processes involved in establishing recruitment
policies and defining managerial objectives.

Work by Alan Price (2007):

Price (2007), in his work Human Resource Management in a Business Context, formally
defines recruitment and selection as the process of retrieving and attracting able applications
for the purpose of employment. He states that the process of recruitment is not a simple
selection process, while it needs management decision making and broad planning in order to
appoint the most appropriate manpower. There existing competition among business
enterprises for recruiting the most potential workers in on the pathway towards creating
innovations, with management decision making and employers attempting to hire only the
best applicants who would be the best fit for the corporate culture and ethics specific to the
company (Price 2007). This would reflect the fact that the management would particularly
shortlist able candidates who are well equipped with the requirements of the position they are
applying for, including team work. Since possessing qualities of being a team player would
be essential in any management position (Price 2007).

Work by Hiltrop (1996):

Hiltrop (1996) was successful in demonstrating the relationship between the HRM practices,
HRM-organizational strategies as well as organizational performance. He conducted his
research on HR manager and company officials of 319 companies in Europe regarding HR
practices and policies of their respective companies and discovered that employment security,
training and development programs, recruitment and selection, teamwork, employee
participation, and lastly, personnel planning are the most essential practices (Hiltrop 1999).
As a matter of fact, the primary role of HR is to develop, control, manage, incite, and achieve
the commitment of the employees. The findings of Hiltrop's (1996) work also showed that
selectively hiring has a positive impact on organizational performance, and in turn provides a
substantial practical insight for executives and officials involved. Furthermore, staffing and
selection remains to be an area of substantial interest. With recruitment and selection
techniques for efficient hiring decisions, high performing companies are most likely to spend
more time in giving training particularly on communication and team-work skills (Hiltrop
1999). Moreover the finding that there is a positive connection existing between firm
performances and training is coherent with the human capital standpoint. Hence, Hiltrop
(1996) suggests the managers need to develop HR practices that are more focused on training
in order to achieve competitive benefits.
Importance of :

Recruitment
It is important to list the skill,new hire will need to full fill his duties. The organization get
much better results in recruitment process if it advertise specific criteria that are relevant to
the job. Include all necessary skills, and include a list of desired skills that are not necessary
but that would enhance the candidate's chances. If it fail to do this, it might end up with a
low-quality pool of candidates and wind up with limited choices to fill the open position.
Selection
When the organisation choose a candidate based upon the qualifications demonstrated in the
resume, the interview, employment history and background check, it will land the best fit for
the position. The decisions about a specific candidate base upon specific evidence rather
than any gut instincts. If it hire people who can do the job instead of people you merely like,
the organisationwill have higher productivity and quality in your products or services.
Research Methodology
Research methodology is a process of steps to collect and analyses information to increase
our understanding of a topic or issue.

Types of research methodology are:

Research design
It is a systematic plan of what is to be done, how it will be done and how the data will be
analysed. Research design basically shows what the major topics in the research are and their
details. It provides an outline of how the research will be carried out and the methods that
will be used. It includes an abstract of the research study, descriptors of the research design,
dependent and independent variables, the assumptions and limitations of the research,
research question hierarchy, sampling design and a format for the dummy data, showing how
data will be presented.

Sampling

Sample unit
The sample unit consists of the officers and workers of SS units.

Sample size
The sample size of this study consist of 30 respondents were randomly selected in the
organization.

Data collection method:

There are two types of data collection methods, they are:

(i)Primary data Primary data are first-hand information. This information is collected
directly from the source by means of field structure. Primary data are original and are like row
materials. It is the crudest form of information. The investigator himself collects primary data
or supervises its collection. It may be collected on a sample or census basis or from case
studies.

Types of primary data:

(a) Interview: Face to face discussion with the official and workers.
(b) Questionnaire: Question schedule is used to collect the data for field work.

(ii)Secondary data:
Secondary data are those which have been collected by someone else and which already have
been passed through statistical process. Secondary data are the second hand information.
The data which have already been collected and processed by some agency or person and are
not used for the first time are termed as secondary data. According to M.M. Blair, secondary
data are those already in existence and which have been collected for some other purpose.

Types of secondary data:

(a) Collecting data through old reports, manuals and other relevant documents, books,
journals.
(b) Records maintained by the organization, research institution and scholars.

Data of analysis

The data collected through the structured questionnaire were coded into excel sheet. The
data was analyzed and tested using graphical tools like bar chat and histograms, frequency
commutation and descriptive statistics (mean) and measures of dispersion (standard
deviation).

Methods of data analysis:

This section entails the analyzing of data and interpreting data collected from the population
sample. Data was analyzed using inferential and descriptive statistics. The descriptive
statistics involves frequency table, likert scale while the hypotheses were tested using
Analysis of variance (ANOVA) the use of distributive statistics was considered because of the
nature of data used by the researcher.
Tools of research
i. Interview
ii. Questioner
iii. Survey