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Chapter 1

Introduction
INTRODUCTION

RECRUITMENT

Recruitment is concerned with developing suitable techniques for


attracting more and more candidates. The aim of personnel planning is to
determine the needs for persons both in terms of number and type. For deciding
about the number both present and future requirements should be taken into
account. If there are expansion plans in near future then these requirements
should also be considered. Besides number, the type of persons needed is also
important. The educational and technical requirements to manage various jobs
should e properly analyzed so that right types of persons are employed.

Recruitment is sometimes confused with employment. The two are not one and
the same. Recruitment is just one step in the process of employment.
Recruitment is a linkage activity bringing together those with jobs and those
seeking jobs. When more persons apply for jobs then there will be scope for
recruiting better persons.

The human resources are the most important assets of an organization.


The success or failure of an organization is largely depending on the caliber of
the people working therein. Without positive & creative contributions from
people, organizations can not progress & prosper. In order to achieve the goals
or perform the activities of an organization, therefore we need to recruit people
with requisite skills, qualifications & experience. While doing so, we have to
keep the present as well as the future requirements of the organization in mind.
Recruitment is the process seeking out and attempting to attract individuals in
external labor markets, who are capable of and interested in filling available
job Vacancies. Recruitment is an intermediate activity whose primary function
is to serve as a link between human resource planning on the one hand and
selection on the other.

DEFINITION :

“Recruitment is the process of searching for prospective employees and


stimulating and encouraging them to apply for jobs in an organization.”

RECRUITMENT POLICY :

It specifies the objective of recruitment and provides a framework for the


implementation of the recruitment programme. A recruitment policy may
involve commitment to broad principles such as filling vacancies with the best-
qualified individuals. It may also involve the organizational system to be
developed for implementing recruitment programme and procedure to be
employed.

PRE-REQUISITES OF GOOD RECRUITMENT POLICY

It should be in conformity with the general personnel policies.

1) It should be flexible enough to meet the changing needs of the organization.

2) It should provide employees with job security and continuous employment.


3) It should integrate organizational needs and employee needs.

4) It should match the qualities of the employees with the requirements of the
work for which they are employed.

5) It should highlight the necessity of establishing job analysis.

SOURCES OF RECRUITMENT

Before an organization actively begins to recruit applicants it should


consider the mostly likely source of the type of employee it needs. Some
companies try to develop new sources while most try to tackle the existing
sources they have. These sources accordingly may be termed as internal and
external.

Internal Sources –

This is one of the important sources of recruitment. The employees


already working in the organization may be more suitable for higher jobs than
those recruited outside. Internal sources consist of the following :

1) Present Employees :

Promotions and transfers among the present employees can be a good Source of
internal recruitment.

2) Employee Referrals :

In an organization with a large number of employees referrals can provide quite


a large pool of potential organizational members.
3) Former Employee :

These are another internal source of recruitment. Some retired employees may
be willing to come back to work.

4) Previous Employees :

Those who have previously applied for jobs can be contacted by mail

External Sources :

These are as follows –

1) Professional or trade associations:- Many associations provide placement


services for their members. These services may consist of compiling job seekers
lists and providing access to members during regional or national conventions.

2) Advertisement:-

It is one of the most important external sources for recruitment. The


organization is make the advertisements through news paper, internet.

3) Employee exchanges:-

It is also the source of recruitment it provides the multi talented applicants to the
organization.

4) Campus Recruitment:-

Colleges, universities, research laboratories, sports fields and institute are fertile
ground for recruiters, particularly institutes. The Indian Institutes of
Management (IIMs) and the Indian Institutes of Technology (IITs) are on the
top of list of avenues for recruiters.

5) Walk- ins &Write-ins :-


Some applicants are personally walked for interview just because of good
reputation of organization in the market.

6) Recruiting Agencies or consultancies:-

There are some recruiting agencies or consultancies which are provide suitable
applicants.

7) Contractors :- Contractors are used to recruit casual workers. The names


of the workers are not entered in the company records and to this extent,
difficulties experienced in maintaining permanent workers are avoided.

8) Displaced Persons:-

Implementation of a project in an area would results in displacement of several


in100 inhabitants. Rehabilitation the displaced person is a special responsibility
of business such people are a source of recruitment not only for the project
which caused the displacement but also for other companies located elsewhere.

9) Radio and Television:-

Radio and television are used but sparingly and that too by government
development only .Companies in the private sector are hesitant to use the media
because of costs and also they fare that such advertising will make the
companies look desperate and damage their image.

SELECTION

 The Executive Board shall assess all the candidates on the basis of the
established selection requirements.
 In this assessment the Executive Board shall take into account:
 The work of the pre-selection panel;
 The need that the specialist fields of the members of the Scientific
Committee shall cover the most relevant scientific fields linked to
fundamental rights, in accordance with the mission and objectives of
FRA;
 The Executive Board shall submit to the Management Board a list of
most eligible candidates. This list should include more than eleven and
fewer than twenty-two names. This list will also include merit points and
a conclusion concerning the suitability as a member of the Scientific
Committee for each candidate.
 The Chair of the Executive Board shall present the results of the selection
process to the Management Board, including a record of the candidates
not included in the lists mentioned above as well as on candidates deemed
ineligible.

APPOINTMENT:

1. On the basis of the list submitted by the Executive Board, the Agency’s
Management Board shall appoint the members of the Scientific
Committee, after having consulted the competent committee of the
European Parliament. The candidates not appointed shall be put on a
reserve list.

2. Members will be appointed for a five-year term, which shall not be


renewable.

The reserve list shall be valid for the duration of the term of the appointed
Scientific Committee. In case of a vacancy, the Management Board shall
appoint a new member from the reserve list. The filling in of a vacancy shall be
for the rest of the duration of the term of the Scientific Committee.
RECRUITMENT AND SELECTION

Recruitment and selection are the two phases of the employment process. The
differences between the two are:

The recruitment is the process of searching the candidates for employment


and stimulating them to apply for jobs in the organization WHEREAS selection
involves the series of steps by which the candidates are screened for choosing
the most suitable persons for vacant posts.

The basic purpose of recruitments is to create a talent pool of candidates to


enable the selection of best candidates for the organization, by attracting more
and more employees to apply in the organization WHEREAS the basic purpose
of selection process is to choose the right candidate to fill the various positions
in the organization.

RECRUITMENT AND SELECTION PROCESS

Recruitment process involves a systematic procedure from sourcing the


candidates to arranging and conducting the interviews and requires many
resources and time. A general recruitment process is as follows:
SELECTION TESTS:

Where selection tests are a valid method of assessing a candidate (i.e.


effectively measures the job criteria, is relevant, reliable, fair and unbiased –
also considering the predictive capacities of tests), they are an extremely useful
tool and are recommended for use. Managers should seek advice from HR on
the use of such tests .All psychometric tests used in selection must be
developed, administered and interpreted by accredited people.

ADVERTISING

Reaching any target market can be extremely difficult. Through niche websites
like RD, you can guarantee that the people using the service have an interest in
your field. As more and more people turn to online means for their information
and service needs, an active web presence is vital for any organization, large or
small. Utilizing all the benefits of online advertising and adding the clout
already held by Australia's leading industry news provider, Specialist News, ads
placed with RD are a great way to generate interest in new products and
services, or to improve awareness of your brand
Chapter 2

COMPANY PROFILE
COMPANY PROFILE :-

Meditrina Institute Of Medical Sciences in Nagpur. Hospitals with


Address, Contact Number, Photos, Maps. View Meditrina Institute Of Medical
Sciences, Nagpur on Justdial.
In Nagpur, Meditrina Institute Of Medical Sciences is a recognized name in
patient care. They are one of the well-known Hospitals in Ramdas Peth. Backed
with a vision to offer the best in patient care and equipped with technologically
advanced healthcare facilities, they are one of the upcoming names in the
healthcare industry. Located in , this hospital is easily accessible by various
means of transport. This hospital is also located at Ramdas Peth. A team of
well-trained medical staff, non-medical staff and experienced clinical
technicians work round-the-clock to offer various services that include
Ambulance Service , Blood Bank , Diagnostic Services , Mri Scan , Opd
Services , Pathology Lab , Xray . Their professional services make them a
sought after Hospitals in Nagpur. A team of doctors on board, including
specialists are equipped with the knowledge and expertise for handling various
types of medical cases. Visit their official website here
www.meditrinainstitute.com to know more about them and their services.
At Meditrina Institute Of Medical Sciences in Ramdas Peth, the various modes
of payment accepted are Cash, Master Card, Visa Card, Debit Cards, Cheques,
American Express Card, Credit Card, . You can reach them at Survey No
278,Central Bazar Road,Ramdas Peth-440010. The contact number of this
hospital is +(91)-712-6669666,6669600,6669601,6669602. You can view 14
photos of this establishment as well. This establishment has been rated a 4.1
from a total of 90+ ratings. This listing is also listed in Hospitals, Gynaecologist
& Obstetrician Doctors, Neurologists.
Chapter 3

Review of literature
LITERATURE REVIEW

People are integral part of an organisation today. No organisation can run without its
human resource. In today’s highly complex and competitive situation, choice of right
person at the right place at the right time has far implications for an organisation’s
functioning. An employee well selected and well placed would not only contribute to
the efficient running of the organisation but also offer significant potential for future
replacement. Thus hiring is an important function. The process of hiring begins with
human resource planning which helps to determine the number and type of people an
organisation needs. Job analysis and job design enables to specify the task and duties
of jobs and qualifications expected from prospective job. HRP, job analysis and job
design helps to identify the kind of people required in an organisation and hence
hiring. It should be noted that hiring is an ongoing process and not confined to
formative stages of an organisation. Employees leave the organisation in search of
greener pastures, some retire and some die in the saddle. More importantly an
enterprise grows, diversifies, take over the other units until all necessitating hiring of
new men and women. In fact the hiring function stops only when the organisation
ceases to exist.

Recruitment:

According to Flippo, “Recruitment is the process of searching for prospective


employees and stimulating and encouraging them to apply for jobs in an
organisation.” It is the activity which links the employer and the job seekers.

According to Yoder, “Recruitment is a process to discover the sources of manpower


to meet the requirements of the staffing schedule and to employ effective measures
for attracting that manpower in adequate number to facilitate effective selection of an
efficient working force”.
“Recruitment is the development and maintenance of adequate manpower resources. It
involves the creation of a pool of available labour upon whom the organisation can draw
when it needs additional employees”.

Thus we can say that:

 Recruitment is the activity that links employer and job seekers.


 It is a process of finding and attracting capable applicants for employment. It
begins when new recruits are sought and ends when their applications are
submitted. The result is a pool of application forms which new employees are
selected.
 It is the process to discover sources of manpower to meet the requirements of
staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient
working force.
 Recruitment of candidates is the function preceding the selection, which helps
to create a pool of prospective employees for the organisation so that the
management can select the right candidate for the right job from this pool.
The main objective of the recruitment process is to expedite the selection
process.

In sourcing:
Companies recruit the candidates and, employ them, train and develop
them and utilize the human resources of these candidates. This
strategy is called In-sourcing. Companies formulate and implement this
strategy when the corporate strategy is stable.

Out sourcing:

Some service companies depend for their human resources on such


external organization whose core business is to provide human
resources. This strategy is called Out-sourcing. Out-sourcing strategy is
more suitable for both the fast growing and diversifying companies.

 To search for talent globally and not just within the company.
 To design entry pay that competes on quality but not on quantum.
 To anticipate and final people for positions that do not exists yet.

Selection:

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


number of activities. A candidate who fails to qualify for a particular
step is not eligible for appearing for the subsequent step. Employee
selection is the process of putting right men on the right job. It is a
procedure of matching organisational requirements with the skills and
qualifications of people. Effective selection can be done only where
there is effective matching. By selecting best candidate for the required
job, the organisation will get quality performance of employees.
Moreover, organisation will face less absenteeism and employee
turnover problems. By selecting right candidate for the required job,
organisation will also save time and money. Proper screening of
candidates takes place during selection procedure. All the potential
candidates who apply for the given job are tested.

Recruitment and selection in MEDITRINA :

Recruitment:

Recruitment techniques are the means or media by which the


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

1. Direct method:
Under direct recruitment scouting, employees contacts, and waiting lists
are used. in scouting, representatives of the organisation are sent to
educational and training institutions. these travelling recruiters exchange
information with students, clarify their doubts, simulate them to apply
for jobs conduct campus interviews and short list candidates for further
screening.
2. Indirect method:
Advertisement in news paper, journals, on the radio and television are
used to publicise vacancies. A well thought out and clear advertisement
enables candidates to assess their suitability so that only those
possessing the requisite qualification will apply.

3. Third party method:


Various agencies can be used to recruit personnel. Public employment
exchanges, management consulting firms, professional societies,
temporary help societies, trade unions, labour contractors are the main
agencies.
4. Internet recruitment:
Various job sites are now available on the internet. The organisation can
create profile on such sites so that various resumes of applicants can be
viewed and matched with the requirements of the job and as much as
applicants can be called because almost 25% of net users in India search
for jobs through internet.
Chapter 4

OBJECTIVES OF THE STUDY


OBJECTIVES OF THE STUDY

 The study on recruitment highlights the need of recruitment in


MEDITRINA.

 To study the systematic approach followed by the company in


recruitment and selection.

 To know the perception of employees regarding recruitment and selection


process.
 To study the company strategy to assign right person at right job.

 The objective of the study is to compare the actual recruitment


process in MEDITRINA.
Chapter 5

SCOPE OF THE STUDY


SCOPE OF PROJECT

 To structure the Recruitment for different categories of employees.

 To analyses the recruitment and Selection of the organization.

 To provide a systematic recruitment process.


HYPOTHESIS OF THE STUDY

 The process followed for the recruitment & Selection is systematic.


 The recruitment & selection process should be unbiased i.e. the applicant
is selected based on his capability.
 The practices followed are very rigid and stereotypical.
Chapter 6

RESEARCH METHODOLOGY
RESEARCH METHODOLOGY

Research is a common term refers to a search for knowledge. It is a


scientific and systematic search for specific information on a specific topic. In
fact, research is an art of scientific investigation research is also an academic
activity and as such, the term should used in a technical sense. A research
includes defining and re-defining problems, formulating hypothesis or
suggested solution, collecting, organizing and evaluating data and making
deduction and reaching conclusion and at last carefully testing the conclusion to
determine whether they fit formulating hypothesis.

Research covers the search for and retrieval of information for a specific
purpose. Research has many categories from medical research to literacy
research. Research is essentially a fact finding process which influences
decision making. It is a careful search or inquiry into any subject or subject
matter, which is an endeavor to discover or find cut valuable facts, which would
be useful for further application or research is studies conducted towards long
range questions or advancing scientific knowledge.

COLLECTION OF DATA

METHODS OF DATA COLLECTION:-

Data collection is the most important activity or process in research. Data


collection plays a crucial role in finding the actual problem and solution to that
problem. Generally there are two methods for finding the data.

1) Primary Data

2) Secondary Data
1) Primary Data:-

Primary data have been collected through questionnaires and by


informal interaction with the Supervisors and heads of the Production &
Administration Department.

Data have also been collected by visiting the actual line. This gives
the actual reason of job satisfaction and dissatisfaction. Since some workers
were not ready to give their fair opinion while filling the questionnaires.
Methods applied for collection of data:

 Personal interview method:- In the personal interview method, we


generally meet the person from whom we want information. In this
method we generally ask some questions to the person so that we get
information to our question. We can also call it as face to face data
collecting method.
 Face to face survey at responded:- in this method we go person to
person for collecting information. Every person tells his different view
about that particular topic. It is very good method of collecting primary
data.
 Written survey:- In this kind of method, we collect the information by
writing the gated information on papers, making notes etc.
 Questionnaire:- It is again a very important method of collecting the
primary data. Through asking the number of questions we can collect
good form of information.
 Sample Size :- 50

Secondary Data:-

The secondary data on the other hand are those, which have already been
collected by someone else and which have already been passed through the
statistical process.
For secondary data collection the research instruments are.

 Published material on internet


 Reports and records of the company
 Books
 Magzines
Chapter 7

DATA ANALYSIS &

INTERPRETATION
DATA ANALYSIS AND INTERPRETATION

1) ARE YOU HAPPY WITH THE RECRUITMENT PROCESS?

MEDITRINA

Recruitment Respondent Percentage

yes 19 76%

NO 6 24%

Total 25 100

24%

76%

INTERPRETATION: -

From the above chart it is seen that the respondent from the
MEDITRINA 76% are happy and 24% are unhappy.
2) HOW DO YOU FEEL ABOUT INTERVIEW PANEL?

MEDITRINA

Recruitment Respondent Percentage

Excellent 7 28%

Good 5 20%

Satisfied 10 40%

Poor 3 12%

Total 25 100

Excellent Good Satisfied Poor

12%
28%

40%
20%

INTERPRETATION: -

From the above chart it is seen that the MEDITRINA 28% respondents
feel excellent, good 20%,satisfied 40%, poor 12% about interview panel.
3) DID THE COMPANY MEET YOUR EXPECTATIONS?

MEDITRINA

Recruitment Respondent Percentage

Yes 10 40%

NO 15 60%

Total 25 100

yes NO

40%

60%

INTERPRETATION: -

From the above chart it is seen that MEDITRINA 60% respondent are
satisfied , not satisfied are 40% .
4) ARE YOU HAPPY WITH THE PAY SCALE?

MEDITRINA

Recruitment Respondent Percentage

yes 22 88%

NO 3 12%

Total 25 100

yes NO

32%

68%

INTERPRETATION: -

From the above chart it is seen that the MEDITRINA respondent are
happy 63% ,unhappy 32% are with the pay scale.
5) DID COMPANY MANAGING COMMITMENT WHICH IS GIVEN
TO YOU AT THE TIME OF INTERVIEW?

MEDITRINA

Recruitment Respondent Percentage

yes 22 88%

NO 3 12%

Total 25 100

yes NO

12%

88%

INTERPRETATION: -

From the above chart it is seen that the MEDITRINA respondent are
says yes 88%,No 12% for managing commitment at the time of interview.
6) HOW DO YOU COME TO KNOW ABOUT OPENINGS IN
COMPANY?

MEDITRINA

Recruitment Respondent Percentage

Friends 4 16%

Internet 10 40%

Newspaper 10 40%

Other 1 4%

Total 25 100

Friends Internet Newspaper Other

4%
16%

40%

40%

INTERPRETATION: -

From the above chart it is seen that the MEDITRINA respondents come
to know from friends 16%, internet 40%,newspaper 40% ,&other 4% about the
opining in companies.
7) DO YOU WANT TO REFER MORE FRIENDS TO COMPANY?

MEDITRINA

Recruitment Respondent Percentage

yes 12 48%

NO 13 52%

Total 25 100

yes NO

48%
52%

INTERPRETATION:-

From the above chart it is seen that the MEDITRINA employees want to
refer their friends 48%, don’t want to refer their friends 52%.
8) DID YOU HAVE THE RIGHT DESIGNATIONS?

MEDITRINA

Recruitment Respondent Percentage

yes 20 80%

NO 5 20%

Total 25 100

yes NO

20%

80%

INTERPRETATION:-

From the above chart it is seen that all the employee are satisfied in the
MEDITRINA respondent are satisfied 80% and 20% respondent are not
satisfied with their job designation.
9) WHAT SHOULD BE THE BEST RECRUITMENT SOURCES
ACCORDING TO YOUR PREFERENCE?

MEDITRINA

Recruitment Respondent Percentage

Internal 3 12%

External 10 40%

Both 12 48%

Total 25 100

internal External Both

12%
48%

40%

INTERPRETATION:

From the above chart it is seen the MEDITRINA according to


respondent internal source 12%, external source 40% , and both 48%,
10) DID YOU FULLY KNOW ABOUT THE COMPANY BEFORE
JOINED IN THIS COMPANY

MEDITRINA

Recruitment Respondent Percentage

yes 15 60%

NO 10 40%

Total 25 100

Yes No

40%

60%

INTERPRETATION:

From the above chart it is seen that MEDITRINA respondent know


about the company policy 60% & 40% are don’t know about companies.
11) DID YOU UNDER GONE ANY WRITTEN TEST DURING
RECRUITMENT?

MEDITRINA

Recruitment Respondent Percentage

yes 13 52%

NO 12 48%

Total 25 100

Yes No

48%
52%

INTERPRETATION:

From the above chart it is seen that respondent from MEDITRINA 52


% are under gone with Written test and 48% are not give any written test
during recruitment
12) HOW DO YOU THINK ABOUT RECRUITMENT AND
SELECTION PROCEDURE IN YOUR COMPANY?

MEDITRINA

Recruitment Respondent Percentage

Satisfied 10 40%

Unsatisfied 15 60%

Total 25 100

Satisfied Unsatisfied

40%

60%

INTERPRETATION:

From the above chart it is seen that respondent from MEDITRINA 40 %


are satisfied & 60% are unsatisfied with recruitment & selection procedure..
4 graph selection questions

Chapter 8

CONCLUSION
CONCLUSION

1) HR Department plays a very crucial role to recruit these highly technical


and potential people who proves to be a real cost effective and productive for
the company

2) The satisfaction survey conclude the results that approximately 60%


employees in MEDITRINA are satisfied with their job as well as with
company.

3) The satisfaction survey concludes the result that these people need a little
more attention from the part of HR department.

4) The main motive of the study is to analysis the recruitment process at


MEDITRINA .

5) The conclusion from above study survey is that 75% satisfied with
recruitment process in MEDITRINA .
Chapter 9

SUGGESTION
SUGGESTION

 The MEDITRINA should improve the pay scale so that employee feels
satisfactory with the job.

 MEDITRINA should adopt advance recruitment procedure.

 MEDITRINA should adopt better recruitment sources which are benefited


to the company.

 Company should organized induction programmed for conveying the


message about company so the employees are aware about that.

 The requirement of little improvement in recruitment procedure or process


at the company.
Chapter 10

Bibliography
BIBLIOGRAPHY

Books-

 Mining, challenges of the 21st century By Ajoy K. Ghose, Institution of


Engineers (India).

 Eastern Coalfields Limited (Ministry of Energy, Department of Coal)

 Human Resource Management

 K.Ashwathappa(4th edition)

 K.Ashwathappa (6th edition)

Websites:-

www.google.com

www.Meditrina .co.in

www.HRCommunity.com
Chapter 11

Annexure
ANNEXURE

1. Are you happy with the Recruitment process?

1. Yes

2. No

2. How do you feel about interview panel?

1. Excellent

2. Good

3. Satisfactory

4. Poor

3. Did the company meet your expectations?

1. Yes

2. No

4. Are you happy with the salary what you offered from the company?

1. Yes

2. No

5. Did company Managing commitment which is given to you at the time of


interview?

1. Yes

2. No
6. How do you come to know about openings in company?

1. Friends

2. Internet

3. News Paper

4. Others

7. Do you want to refer more friends to company?

1. Yes

2. No

8. Did you have the right Designations?

1. Yes

2. No

9. What should be the best recruitment sources according to your preference?

1. Internal Recruitment

2. External Recruitment

3. Both

10. Did you fully know about the company policies before joined in this
company?

1. Yes

2. No

11.Did you under gone any Written Test during recruitment?

1. Yes
2. No

12.How do you think about Recruitment and selection procedure in your


company?

1. Satisfactory

2. Unsatisfactory.