AT Dharmadev Infrastructure PVT LTD: Prof. Yesha Sheth

SKPIMCS
PROJECT REPORT HUMAN RESOURCE MANANAGEMENT
S.K.Patel Institute of management AND COMPUTER studies
REPORT ON RECRUITMENT AND SELECTION PROCESS
AT DHARMADEV INFRASTRUCTURE PVT LTD
SUBMITTED TO
PROF. YESHA SHETH
SUBMITTED BY
Dilip Chandnani-12 Nilkanth Deshpande-19 Anamika Gupta-22 Shweta Khamar-32
Dharmadev Infrastructure Pvt. Ltd.
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PREFACE
The project was to study the HR functions at Dharmadev Infrastructure pvt ltd. Ltd for that we had visited the company. The organization was very well managed on the point of view of HRM, the employees were very task oriented and disciplined. We did the project on Selection & Recruitment functions of Human Resource Management as a part of our study
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ACKNOWLEDGEMENTS
We would like to thank Prof. Yesha sheth for giving us the project which has helped us enhance our knowledge in the internal working environment of a company . We would also thank Mr Mahendra Barot (H.R.ManagerDharmadev Infrastructure pvt ltd) for giving his valuable time and patience which has made this project successful.
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CONTENTS
No. 1. 2. 3. 4. 5. 6 7. 8. 9. 10. 11. Subject Page No. II III V 7 8 9 12 14 15 16 17
Preface Acknowledgement Executive Summary Introduction of Company Recruitment and Selection Recruitment Process & evaluation at DIPL Selection Process & evaluation at DIPL Findings and Recommendations Conclusion Bibliography Annexure
EXECUTIVE
SUMMARY
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Today, in every organization, personnel planning as an activity is necessary. It is an important part of an organization. Human Resource Planning is a vital ingredient for the success of the organization in the long run. There are certain ways that are to be followed by every organization, which ensures that it has right number and kind of people, at the right place and right time, so that organization can achieve its planned objective. The objectives of Human Resource Department are Human Resource Planning, Career Recruitment planning, and Selection, and Training and Risk Development, Transfer Promotion,
Management, Performance Appraisal and so on. Each objective needs special attention and proper planning and implementation. For every organisation it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure.
With reference to this context, this project is been prepared to put a light on Recruitment and Selection process. This project includes Meaning and Definition of Recruitment and Selection, Need and Purpose of Recruitment, Evaluation of Recruitment
Dharmadev Infrastructure Pvt. Ltd. Page 5
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Process, Recruitment Tips. Sources of Recruitment through which an Organisation gets suitable application. Scientific Recruitment and Selection, which an Organisation should follow for, right manpower. Job Analysis, which gives an idea about the requirement of the job. Next is Selection process, which includes steps of Selection, Types of Test, Types of Interview, Common Interview Problems and their Solutions. Approaches to Selection, Scientific Selection Policy, Selection in India and problems. Recruitment and Selection are simultaneous process and are
incomplete without each other. They are important components of the organisation and are different from each other. Since all the aspect needs practical example and explanation this project includes Recruitment and selection Process of Infosys. And a practical case study. It also contains addresses of various and top placement consultants and the pricelist of advertisements in the magazine.
INTRODUCTION
OF THE COMPANY
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Dharmadev Infrastructure Limited specializes in developing world class homes in Ahmedabad, Baroda, Surat and Mumbai. The company also owns a chain of economic and premium hotels under the popular banner of Neelkanth. The most outstanding of them is Hotel Patang a 221 feet high revolving restaurant the only spot that gives a 360 degree view of Ahmedabad city. It is now a landmark of and pride of Ahmedabad and Gujarat. DIPL is committed to construct and provide residential apartments, commercial, corporate and institutional buildings, incorporating the advanced technology, latest techniques and designs, with premium quality environment friendly materials, at reasonable cost within a given time frame, for the satisfaction and comfort of their cleints. Dharmadev Infrasturcture Limited is managed by the top professionals in real estate. They consider that human resources are the biggest asset. They employ well qualified engineers, top consultants and expert contractors. Dharmadev has its own state-of-the-art construction equipments and paraphernalia. The procurement department keeps and eagle eye while searching for the graded raw-material. The company has enough lung power in terms of capital to sustain in the competitive world of realty business. They focus on creating and maintaining a rewarding and welcoming workplace for their people around the world. they strive to attract and retain the most talented individuals, encouraging and enabling them to succeed. Quality Objectives

To Provide High Quality Structures that can withstand acute climatic conditions To complete the undertaken projects within given time period To have zero Customers Complaints To maintain long term client relationship To maintain 100% Customer Satisfaction
RECRUITMENT
AND
SELECTION
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Right person for the right job is the basic principle in recruitment and selection. Every organisation should give attention to the selection of its manpower, especially its managers. The operative manpower is equally important and essential for the orderly working of an enterprise. Every business organisation/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates are essential. Human resource management in an organisation will not be possible if unsuitable persons are selected and employment in a business unit.
RECRUITMENT PROCESS
AT
DIPL
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Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The process comprises five interrelated stages, viz, 1. Planning. 2. Strategy development. 3. Searching. 4. Screening. 5. Evaluation and control. The ideal recruitment programme is the one that attracts a relatively larger number of qualified applicants who will survive the screening process and accept positions with the organisation, when offered. Recruitment programmes can miss the ideal in many ways i.e. by failing to attract an adequate applicant pool, by under/over selling the organisation or by inadequate screening applicants before they enter the selection process. Thus, to approach the ideal, individuals responsible for the recruitment process must know how many and what types of employees are needed, where and how to look for the individuals with the appropriate qualifications and interests, what inducement to use for various types of applicants groups, how to distinguish applicants who are qualified from those who have a reasonable chance of success and how to evaluate their work.
EVALUATION OF RECRUITMENT PROCESS
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The recruitment has the objective of searching for and obtaining applications for job seekers in sufficient number and quality. Keeping this objective in the mind, the evaluation might include: 1. Number of suitable candidates for selection. 2. Retention and performance of the candidates selected. 3. Cost of the recruitment process 4. Time lapsed data
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SOURCES
OF
RECRUITMENT
AT
DIPL
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SELECTION PROCESS
Selection is along process, commencing from the preliminary interview of the applicants and ending with the contract of employment. The following chart gives an idea about selection process: -
Preliminary Interview
Rejected Application
Employment Interview Reference and Background Analysis
Selection Decision
Job Offer
Employment Contract
Evaluation
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EVALUATION
OF SELECTION PROCESS
Better motivation and increased morale associated with promoting own employees to the organization. External recruitment is costly. If recruitment and selection processes are not properly carried out, chances of right candidates being rejected and wrong applicants being selected occur. High training time is associated with external recruitment
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FINDINGS
Findings
AND
RECOMMENDATIONS
The company selects the candidates mostly on the basis of references, and so there are more chances if negligent decision. The company keeps manual database of all the applications it had received and sometimes calls the candidates from those database applications to save the cost.
For higher positions, like managers and engineers, the interviews are taken not by the H.R. manager but directly by the managing director. The date of the salary is not fixed and so the employees do not get their salaries before 10th in any month. The policies are implemented without participation of the employees and the employees have to follow the policies.
Recommendations The company should hire employees on the basis of their skills, abilities and knowledge rather than references. To decrease the recruitment and selection cost, the company needs to pay the salary on time and needs to consider the employee participation while implementing any policy so as to decrease the turnover ratio.
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CONCLUSION
The human element of organization is the most crucial asset of an organization. Taking a closer perspective -it is the very quality of this asset that sets an organization apart from the others, the very element that brings the organizations vision into fruition. Thus, one can grasp the strategic implications that the manpower of an organization has in shaping the fortunes of an organization. This is where the complementary roles of Recruitment and Selection come in. The role of these aspects in the contemporary organization is a subject on which the experts have pondered, deliberated and studied, considering the vital role that they obviously play. The end result of the recruitment process is essentially a pool of applicants. Next to recruitment, the logical step in the HR process is the selection of qualified and competent people. As such, this process concentrates on differentiating between applicants in order to identify and hire- those individuals whose abilities are consistent with the organizations requirements.
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Bibliography
Website
www.dharmadev.net www.timesjobs.com
Books Refered snell scott &Bohlander George,2009. Human Resource Management,7th edition,Cengage Learning
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A SAMPLE OF AN ADVERTISEMENT BY DIPL

Manager (Sales/Marketing/Loan & Recovery/PR/Legal/Liasions)
Experience: 5- 7 Years Ahmedabad
Job Summary
Key Skills : "Real Estate Sales", "Business Development", "Marketing Strategy", "Market Research", "Planning" Experience: 5 - 7 Years Specialization: Market Research,Marketing Strategy,Real Estate Sales Job Function: Marketing/MR/Media Planning,Sales/Business Development
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Industry:
Construction/Cement/Metal/Steel/Iron, Hotel/Travel/Tourism/Airlines/Hospitality, Real Estate Qualification: Post Graduation - Others -Post Graduate (Others -Relevant Stream) School & Graduation - Others -Graduate (Others -Relevant Stream) Responsible for planning, forecasting and implementation of sales plan, achieving sales targets, leading team, identify and develop relationships with corporate clients.
Additional Information: Manager with 5-7 years of experience in advertizing/publicity/marketing/collections/public relations/legal liasioning in real estate firms. Required dynamic result oriented professional with real estate background. Kindly meet personally with full bio data if you match the criteria. Dates: 6th to 14th December, Time: 2:30 to 4:00 pm.
Company Details [Dharmadev Infrastructure Limited]
Dharmadev Infrastructure Limited a leading integrated real estate cum hospitality business group engaged in construction of residential, commercial properties for its expansion plans.
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SKPIMCS

PROJECT REPORT HUMAN RESOURCE MANANAGEMENT

S.K.Patel Institute of management AND COMPUTER studies

REPORT ON RECRUITMENT AND SELECTION PROCESS