Twinkal

CHAPTER: l
INTRODUCTION AND DESIGN OF THE STUDY
MBA: III/ SIP/ 2015-17 Page 1

CHAPTER: l INTRODUCTION AND DESIGN OF THE STUDY
INTRODUCTION
RECRUITMENT AND SELECTION PROCESS
HR Recruitment:
According to Edwin Flippo, "Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the Organization."
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manger initiates an employee requisition for a
specific vacancy or an anticipated vacancy.
It is the process to discover sources of manpower to meet the requirement 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 create a pool of
prospective employees for the organization 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.
Recruitment is almost central to any management process and failure in recruitment can create
difficulties for any company including an adverse effect on its profitability and inappropriate
levels of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in

management decision making and the recruitment process could itself be improved by following
management theories. The recruitment process could be improved in sophistication with Rodgers
seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal
interviews, etc. Recommendations for specific and differentiated selection systems for different
professions and specializations have been given. A new national selection system for
psychiatrists, anesthetists and dental surgeons has been proposed within the UK health sector
Need for Recruitment
The need for recruitment may be due to the following reasons / situations
Vacancies: due to promotions, transfers, retirement, termination, permanent disability,
death and labour turnover.
Creation of new vacancies: due to growth, expansion and diversification of business
activities of an enterprise.
In addition, new vacancies are possible due to job respecification.
The recruitment and selection is the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organizations. Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the interviews and requires many resources
and time.
Identifying the vacancy:

The recruitment process begins with the human resource department receiving requisitions for
recruitment from any department of the company. These contain:
Posts to be filled
Number of persons
Duties to be performed
Qualifications required
Preparing the job description and person specification.
Locating and developing the sources of required number and type of employees
(Advertising etc).
Short-listing and identifying the prospective employee with required characteristics.
Arranging the interviews with the selected candidates.
Conducting the interview and decision making
The HR Role in Recruitment changed and HRM:
Decides about the design of the recruitment processes and to decide about the split of
roles and responsibilities between Human Resources and Hiring Manager
Decides about the right profile of the candidate
Decides about the sources of candidates
Decides about the measures to be monitored to measure the success of the process

A traditional role of HR in Recruitment was an administrative part of the whole process. The
HRM was responsible for maintaining the vacancies advertised and monitored, but the real
impact of HRM to the performance of the whole recruitment process was minimal.
But as the role of Human Resources in the business was increasing, the HR Strategy was
changed. From making the process working to the real management of HR Processes and the
Recruitment Process was the first to manage.
The role of HR in Recruitment is very important as HRM is the function to work on the
development of the recruitment process and to make the process very competitive on the market.
As the job market gets more and more competitive, the clearly defined HR Role in Recruitment
will be growing quickly. HRM is not a function to conduct all the interviews today, the main role
of Human Resources is to make the recruitment process more attractive and competitive on the
job market.
Scope of HR Recruitment:
HR jobs are one of most important tasks in any company or organization.
To structure the Recruitment policy of company for different categories of employees.
To analyses the recruitment policy of the organization.
To compare the Recruitment policy with general policy.
To provide a systematic recruitment process.
It extends to the whole Organization. It covers corporate office, sites and works
appointments all over India.

It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and
Senior Management cadres.
A recruitment agency provides you with career counseling which renders a crystal clear
picture of what are the possible career options out there for you and which job option
suits you the best.
Objective of HR
To obtain the number and quality of employees that can be selected in order to help the
organization to achieve its goals and objectives.
Recruitment helps to create a pool of prospective employees for the organization so that
the management can select the right candidate for the right job from this pool.
Recruitment acts as a link between the employers and the job seekers and ensures the
placement of right candidate at the right place at the right time.
Recruitment serves as the first step in fulfilling the needs of organizations for a
competitive, motivated and flexible human resource that can help achieve its objectives.
The recruitment process exists as the organization hire new people, who are aligned with
the expectations and they can fit into the organization quickly.
Advantage of Outsourcing Recruitment/Hiring of Consultancy
Traditionally, recruitment is seen as the cost incurring process in an organization. HR
outsourcing helps the HR professionals of the organisations to concentrate on the strategic
functions and processes of human resource management rather than wasting their efforts, time
and money on the routine work.

Outsourcing the recruitment process helps to cut the recruitment costs to 20 % and also provide
economies of scale to the large sized organizations.
The major advantages of outsourcing performance management are:
Cost Reduction
Result Qualitative/Quantitative Time saving of

Hiring of consultancy
Company
Focus Management Effort
Outsourcing is beneficial for both the corporate organizations that use the outsourcing services as
well as the consultancies that provide the service to the corporate. Apart from increasing their
revenues, outsourcing provides business opportunities to the service providers, enhancing the
skill set of the service providers and exposure to the different corporate experiences thereby
increasing their expertise.
The advantages accruing to the corporate are:
Turning the management's focus to strategic level processes of HRM
Accessibility to the expertise of the service providers
Freedom from red tape and adhering to strict rules and regulations

Optimal resource utilization
Structured and fair performance management.
A satisfied and, hence, highly productive employees
Value creation, operational flexibility and competitive advantage
Therefore outsourcing helps both the organizations and the consultancies to grow and perform
better.
Changing Role of Recruitment Intermediaries:
Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand of
their services, both by the employers and the job seekers. With an already saturated job market,
the recruitment intermediaries have gained a vital position acting as a link between the job
seekers and the employers.
But at the same time, one of the major threats faced by this industry is the growing popularity of
e-recruitment. With the changing demand, technologies and the penetration and increasing use of
internet, the recruitment consultancies or the intermediaries are facing tough competition. To
retain and maintain their position in the recruitment market, the recruitment intermediaries or
consultants (as they are commonly known) are witnessing and incorporating various changes in
terms of their role, functions and the services.
According to a survey amongst top employers, most of them agree with the growing influence of
technology and the Internet on the recruitment processes. 70 per cent of employers reported the
use of application portal on their companys official website. Apart from that, the emerging
popularity of the job portals is also growing.

But the fact that the intermediaries or the consultants are able to provide their expert services,
economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the market,
the candidates, understanding of the requirements, and most importantly, the assess to the
suitable and talented candidates and the structured recruitment processes. The recruitment
intermediaries save the organizations from the tedious of weeding out unsuitable resumes, co-
coordinating interviews, posting vacancies etc. give them an edge over the other sources of
recruitment.
To retain their position as the service providers in the recruitment market, the recruitment
intermediaries are providing vale added services to the organizations. They are incorporating the
use of internet and job portals, making their services more efficient.
Despite of the growing use of the internet, the recruitment intermediaries are predicted to
continue dominating the recruitment market in the anticipated future.
Recruitment Management System
Recruitment management system is the comprehensive tool to manage the entire recruitment
processes of an organization. It is one of the technological tools facilitated by the information
management systems to the HR of organizations. Just like performance management, payroll and
other systems, Recruitment management system helps to contour the recruitment processes and
effectively managing the ROI on recruitment.
The features, functions and major benefits of the recruitment management system are 4explained
below:

Structure and systematically organize the entire recruitment processes.
Recruitment management system facilitates faster, unbiased, accurate and reliable
processing of applications from various applications.
Helps to reduce the time-per-hire and cost-per-hire.
Recruitment management system helps to incorporate and integrate the various links like
the application system on the official website of the company, the unsolicited
applications, outsourcing recruitment, the final decision making to the main recruitment
process.
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes.
Recruitment management system provides and a flexible, automated and interactive
interface between the online application system, the recruitment department of the
company and the job seeker.
Offers tolls and support to enhance productivity, solutions and optimizing the recruitment
processes to ensure improved ROI.
Recruitment management system helps to communicate and create healthy relationships
with the candidates through the entire recruitment process.
The Recruitment Management System (RMS) is an innovative information system tool
which helps to sane the time and costs of the recruiters and improving the recruitment
processes.

HR Recruitment Process
HR Telephonic Interview Questions:
Tell me about yourself?
Tell me about your job profile?
How much current CTC, youre getting in current organization?
How much youre expecting form new organization?
How the notice period you required if you are selected?
Why did you want to resign from your previous job?

HR Challenges in Recruitment
Recruitment is a function that requires business perspective, expertise, ability to find and match
the best potential candidate for the organization, diplomacy, marketing skills (as to sell the
position to the candidate) and wisdom to align the recruitment processes for the benefit of the
organization. The HR professionals handling the recruitment function of the organization- are
constantly facing new challenges. The biggest challenge for such professionals is to source or
recruit the best people or potential candidate for the organization.
In the last few years, the job market has undergone some fundamental changes in terms of
technologies, sources of recruitment, competition in the market etc. In an already saturated job
market, where the practices like poaching and raiding are gaining momentum, HR professionals
are constantly facing new challenges in one of their most important function- recruitment. They
have to face and conquer various challenges to find the best candidates for their organizations.
The major challenges faced by the HR in recruitment are:
Adaptability to globalization The HR professionals are expected and required to keep in
tune with the changing times, i.e. the changes taking place across the globe. HR should
maintain the timeliness of the process
Lack of motivation Recruitment is considered to be a thankless job. Even if the
organisation is achieving results, HR department or professionals are not thanked for
recruiting the right employees and performers.
Process analysis The immediacy and speed of the recruitment process are the main
concerns of the HR in recruitment. The process should be flexible, adaptive and
responsive to the immediate requirements. The recruitment process should also be cost
effective.

Strategic prioritization The emerging new systems are both an opportunity as well as a
challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing
the tasks to meet the changes in the market has become a challenge for the recruitment
professionals.

SELECTION:
MEANING OF SELECTION:
Selection is the process of picking up individuals (out of the pool of job applicants) with
requisite qualifications and competence to fill jobs in the organization. A formal definition of
Selection is as under
Definition of Selection: Process of differentiating
Selection is the process of differentiating between applicants in order to identify and hire those
with a greater likelihood of success in a job.
PROCESS / STEPS IN SELECTION
1. Preliminary Interview: The purpose of preliminary interviews is basically to eliminate
unqualified applications based on information supplied in application forms. The basic objective
is to reject misfits. On the other hands preliminary interviews is often called a courtesy interview
and is a good public relations exercise.
2. Selection Tests: Jobseekers who past the preliminary interviews are called for tests. There
are various types of tests conducted depending upon the jobs and the company. These tests can

be Aptitude Tests, Personality Tests, and Ability Tests and are conducted to judge how well an
individual can perform tasks related to the job. Besides this there are some other tests also like
Interest Tests (activity preferences), Graphology Test (Handwriting), Medical Tests,
Psychometric Tests etc.
3. Employment Interview: The next step in selection is employment interview. Here
interview is a formal and in-depth conversation between applicants acceptability. It is
considered to be an excellent selection device. Interviews can be One-to-One, Panel Interview, or
Sequential Interviews. Besides there can be Structured and Unstructured interviews, Behavioral
Interviews, Stress Interviews.
4. Reference & Background Checks: Reference checks and background checks are
conducted to verify the information provided by the candidates. Reference checks can be through
formal letters, telephone conversations. However it is merely a formality and selections decisions
are seldom affected by it.
5. Selection Decision: After obtaining all the information, the most critical step is the selection
decision is to be made. The final decision has to be made out of applicants who have passed
preliminary interviews, tests, final interviews and reference checks. The views of line managers
are considered generally because it is the line manager who is responsible for the performance of
the new employee.
6. Physical Examination: After the selection decision is made, the candidate is required to
undergo a physical fitness test. A job offer is often contingent upon the candidate passing the
physical examination.

7. Job Offer: The next step in selection process is job offer to those applicants who have
crossed all the previous hurdles. It is made by way of letter of appointment
8. Final Selection
IMPORTANT OF SELECTION PROCESS
Selection means to choose the person from among the prospective candidates to fill in the vacant
posts in the organisation. The success of the organisation depends upon the quality of personnel
selected for the job. Thus selection of personnel is the most important function of the personnel
management. The importance of selection may be judged from the following facts.
(1) Procurement of Qualified and Skilled WorkersScientific selection facilitates the
procurement of well qualified and skilled workers in the organisation. It is in the interest of the
organisation in order to maintain the supremacy over the other competitive firms. Selection of
skilled personnel reduces the labour cost and increases the production. Selection of skilled
personnel also facilitate the expansion in the size of the business.
(2) Reduced Cost of Training and DevelopmentProper selection of candidates reduces the cost
of training because qualified personnel have better grasping power. They can understand the
technique of the work better and in no time. Further, the organisation can develop different

training programmes for different persons on the basis of their individual differences, thus
reducing the lime and cost of training considerably.
(3) Absence of Personnel ProblemsProper selection of personnel reduces personnel problems
in the organisation. Many problems like labour turnover, absenteeism and monotony shall not be
experienced in their severity in the organisation. Labour relations will be better because workers
will be fully satisfied by the work. Skilled workers help the management to expand the business
and to earn more profits and management inturn compensate the workers with high wages,
benefits etc.
Advantages and Disadvantages of Conducting Tests For Selection of Employees!
Advantages of Test:
(i) Proper Assessment:
Tests provide a basis for finding out the suitability of candidates for various jobs.The mental
capability, aptitude, liking and interests of the candidates enable the selectors to find out whether
a person is suitable for the job for which he is a candidate.
(ii) Objective Assessment: s
Tests provide better objective criteria than any other method. Subjectivity of every type is almost
eliminated.
(iii) Uniform Basis:

Tests provide a uniform basis for comparing the performance of applicants. Same tests are given
to the candidates and their score will enable selectors to see their performance.
(iv) Selection of Better Persons:
The aptitude, temperament and adjustability of candidates are determined with the help of tests.
This enables their placement on the jobs where they will be most suitable. It will also improve
their efficiency and job satisfaction.
(v) Labour Turnover Reduced:
Proper selection of persons will also reduce labour turnover. If suitable persons are not selected,
they may leave their job sooner or later. Tests are helpful in finding out the suitability of persons
for the jobs. Interest tests will help in knowing the liking of applicants for different jobs. When a
person gets a job according to his temperament and interest he would not leave it.
Disadvantages of Tests:
The Tests Suffer From The Following Disadvantages:
(i) Unreliable:
The inferences drawn from the tests may not be correct in certain cases. The skill and ability of a
candidate may not be properly judged with the help of tests.
(ii) Wrong Use:

The tests may not be properly used by the employees. Those persons who are conducting these
tests may be biased towards certain persons. This will falsify the results of tests. Tests may also
give unreliable results if used by incompetent persons.
(iii) Fear of Exposure:
Some persons may not submit to the tests for fear of exposure. They may be competent but may
not like to be assessed through the tests. The enterprise may be deprived of the services of such
personnel who are not willing to appear for the tests but are otherwise suitable for the concern.

COMPANY PROFILE
Business Type : Exporter / Manufacturer / Supplier
Laminates (fancy/decorative), hpl laminate, decorative laminate,

compact laminate, post form laminate, kitchen laminate,
Products Exporter, Manufacturer
: embossed laminate, colour cor...
and Supplier
Total Employees : 500-1000
Year Established : 1992
Top 3 Markets Southern Europe 8.33%Northern Europe 8.33%Central America 8.33%
History of the company

Rushil Decor Ltd is the flagship company of the Rushil Group. The company offers
comprehensive engineered interior products include Decorative Laminate Sheets and Plain
Particle Boards. They have an integrated multi-product modern facilities strategically
located at Gujarat. Also, they operate through 5 marketing offices, 14 Consignment agents
and 70 distributors. Rushil Decor Ltd was incorporated on May 24, 1993 as a private limited
company with the name Rushil Decor Pvt Ltd. During the year, the promoters of the
company acquired the laminate manufacturing unit at Gandhinagar in Gujarat
manufacturing 1,680,000 Laminate sheets per annum at Dholakuva, in Gandhinagar. In the
year 2002, the promoters of the company set up one more unit under the name, having
installed capacity of 840,000 Laminate sheets per annum. In the year 1994, the company
received their first export order. In the year 1998, the promoters of the company set up a
manufacturing unit under the name, Mica Rushil Pvt Ltd for manufacturing decorative
laminated sheets having installed capacity of Rushil High Pressure Laminates Pvt Ltd for
manufacturing decorative laminated sheets having installed capacity of manufacturing
480,000 Laminate sheets per annum at Itla, in Gandhinagar. In order to consolidate the
efforts and for better administration, the group companies, namely Mica Rushil Pvt Ltd and
Rushil High Pressure laminates Pvt Ltd engaged in the same line of activity were
amalgamated with the company with effect from April 1, 2005. In the year 2007, the
company signed an mou with Government of Gujarat for new projects. The company was
awarded ISO 9001:2000 for Quality Assured. Also, they received ISO14001:2004 for
Environmental System for all the units. In December 4, 2007, the company was converted
into a public limited company and the name was changed to Rushil Decor Ltd. In September
2009, the company expanded their activities and started manufacturing Plain Particle Board
at Navalgadh in Gujarat with the installed capacity is 1376000 Cubic Meter per annum. In
November 2009, they commenced commercial production. The company purchased a new
land sight at Chikmagalur Karnataka for a new project. The company is in the process of
setting up Medium Density Fibre Board (MDF) plant with an installed capacity of 90000 Cu
M per annum for manufacturing Medium Density Fibre Board at Chikmagalur, Karnataka.
Products & Services
Products of Rushil Dcor LTD.
Solid Color Laminates Sky Blue Color Laminates

These solid color laminates These sky blue color laminates
makes our residence interiors makes our residence interiors
classic and designer. These solid classic and designer. These sky
color laminates are made from blue color laminates are made
very high quality raw material from very high quality raw
which ensures high durability at material which ensures high
its user end. durability at its user ......
Red Color Laminates Light Peach Color Laminates
These red color laminates makes These light peach color laminates
our residence interiors classic makes our residence interiors
and designer. These red color classic and designer. These light
laminates are made from very peach color laminates are made
high quality raw material which from very high quality raw
ensures high durability at its user material which ensures high
end. durability at its ......
Grey Color Laminates Dark Peach Color Laminates
These grey color laminates These dark peach color
makes our residence interiors laminates makes our residence
classic and designer. These grey interiors classic and designer.
color laminates are made from These dark peach color
very high quality raw material laminates are made from very
which ensures high durability at high quality raw material which
its user end. ensures high durability at its ......
Dark Blue Color Laminates Burgundy Color Laminates
These dark blue color laminates These burgundy color laminates
classic and designer. These dark classic and designer. These
blue color laminates are made burgundy color laminates are
from very high quality raw made from very high quality raw
material which ensures high material which ensures high
durability at its user ...... durability at its user ......

Blue Color Laminates Black Color Laminates
These blue color laminates These black color laminates
classic and designer. These blue classic and designer. These black
color laminates are made from color laminates are made from
very high quality raw material very high quality raw material
which ensures high durability at which ensures high durability at
its user end. its user end.
BASIC DETAILS
Incorporation Date Registration Number

035064
03/12/1998
Company Type Listing Type

Private Unlisted
Industry Category Company Nature

Manufacturing (Wood Products) Company limited by shares
Company Sub Category Registering Authority

Indian Non-Government Company Registrar of Company-Ahmedabad

CHAPTER: 2
REVIEW OF LITERATURE

INTRODUCTION:
Recruitment and selection are vital functions of human resource management for any type of
business organization. These are terms that refer to the process of attracting and choosing candidates
for employment. The quality of the human resource the firm has heavily depends on the effectiveness
of these two functions. Recruiting and selecting the wrong candidates who are not capable come with
a huge negative cost which businesses cannot afford. Thus, the overall aim of recruitment and
selection within the organization is to obtain the number and quality of employees that are required to
satisfy the strategic objectives of the organization, at minimal cost.
According to Edwin B Flippo Recruitment is nothing but the process of searching the
candidates for employment and then stimulating them for jobs in the organization. It is the
activity that links the employees and the job seekers. It is also defined as the process of finding
and attracting capable applicants for employment. It is the pool of applicants from which the new
employees are selected. It can also be defined as a process to discover sources of manpower to
meet the requirement of the staffing schedule and to employ effective measures for attracting the
manpower in adequate numbers in order to facilitate the effective selection of an efficient
working force.
According to David A De Cenzo The recruitment needs are of three types which are as follow:
(a) First one is Planned Needs: These are the needs that arise from the changes in the
organization and retirement policy creating vacancy for new jobs.

(b).Second one is Anticipated Needs: These are those movements in personal which an
organization can predict by studying trends both in external as well as internal environment.
(c) Last one is Unexpected Needs: These needs arise due to various reasons like deaths,
resignations, accidents, illness, relocation etc.
Taylor, P. (1998). Seven staff selection myth This article outlines seven commonly held
misconceptions about recruitment And selection practices. Areas discussed include the validity of
various Recruitment and selection measures (e.g., interviewing, reference checks), the
Conditions necessary to maximize the effectiveness of these practices, and Common mistaken
perceptions of the interview process. This article is most Useful for readers interested in
workforce development theory and research.
Opatha (2010) recruitment is the process of finding and attracting suitably qualified people to
apply for job vacancies in the organization. It is a set of activities an organization uses to attract
job candidates who have the needed abilities and attitudes. Recruitment is the process of
generating a pool of qualified applicants for organizational job vacancies.
Ofori and Aryeetey (2011) recruitment is the process of generating a pool of competent
individuals to apply for employment within an organization. Evidence has shown that larger
corporations are more likely than smaller organizations in implementing sophisticated
recruitment processes (Bacon & Hoque, 2005) with majority of smaller organizations relying on
referrals and advertising as their recruitment practices of choice (Barber, Wesson, Roberso &
Taylor, 1999).

Gamage (2014) the objectives of selection function are to get the right person to the right job,
establish and maintain a good image as a good employer, and maintain the selection process as
cost effective as possible. Selection is an extremely important aspect to consider for businesses
due to a number of reasons. Often the performance of businesses relates directly to the people
working within it, meaning the right people need to be hired to ensure organizational success.
Henry and Temtime (2009) construed recruitment as the entry point of manpower into an
organization and the path an organization must follow from there on in order to make sure that
they have attracted the right individuals for their culture and vibes so that the overall strategic
goals are achieved .
Montana and Charnov (2000) maintained that recruitment and selection include sourcing
candidates by advertising or other methods, screening potential candidates using tests and
interviews, selecting candidates based on the results of the tests or interviews, and on-boarding to
ensure that the candidates are able to fulfill their new roles effectively.
According to Huselid (1995) it is recruitment procedures that provide a large pool of qualified
applicants, paired with a reliable and valid selection regime that will have a substantial influence
over the quality and type of skills new employees possess. The implication of this line of thought
is that an organizations human resource policies and practices represent important forces for
shaping employee behaviour and attitudes.

Terpstra and Rozell (1993) reported of a positive association between the extensiveness of
recruiting, selection test validation and the use of formal selection procedures and firm profits.
Similarly, Rauf (2007) discovered that sophisticated recruitment and selection procedures are
positively related to performance in organizations.
Istvn (2010) observed that there are a plenty of techniques used in recruitment and hiring today
among which are some methods not accepted by experts universally, or not recommended for the
hiring process. As argued by Istvn, selection methods can be evaluated in several ways. One
possible approach is to compare hiring techniques on the basis of their validity, impartiality,
scope of usage, and cost.
Sinha and Thaly (2013) noted that there is a variety of recruitment approaches and most
organizations will use a combination of two or more of these as part of a recruitment process or
to deliver their overall recruitment strategy. However, which recruiting channels should be used
depends on the job position, on the companys employer brand, on the resources the company
has on its recruiting team, on how much recruiting budget the company has, etc. One can use
them all and find out which suits the best. Every recruiting channel offers different benefits and
limitations and works better for certain situations and companies. The key is collecting real-time
recruitment metrics on these recruiting channels to figure out what works best for the company
in different situations. The recruiting experience of each company is different and the best way to
figure out what works best is to analyze metrics based on the past recruiting efforts, not the
efforts of everybody else. Once the company has its recruiting metrics solution in place, it is time
to start using the recruiting channels that the company thinks will work for it.

Subbarao (2006) explained the recruitment sources used by individual job seekers at various
levels, the study further highlighted the importance of different types of approaches used at the
time of recruitment which in turn makes any organization well-established or less established.
According to Sarkar and Kumar (2007) organizational performance is hinged on the approach
which the organization adopts in the recruitment and selection of employees. To this end, Sarkar
and Kumar spoke of a holistic model of recruitment i.e. emphasizing the importance of the whole
process of recruitment and the interdependence of its parts.
Vyas (2011) asserted that the current trend is that organizations are looking for methods of
reducing the time and effort in the recruitment and selection process.
Bohlander, Snell & Sherman (2001) reported that it is important for managers to understand the
objectives, policies and practices used for selection. More importantly, those responsible for
making selection decisions should have adequate information upon which to base their decisions.
Mullins (1999) the important thing is for some suitable plan to be used, complying with all legal
requirements relating to employment and equal opportunities, to follow recommended codes of
practice and to ensure justice and fair treatment for all applicants.

According to Okoh (2005), not just that organizational selection practices determine who is
hired, the use of the proper selection criteria will increase the probability that the right person
will be chosen. When the best people are selected for the job, productivity increases.
Robbins (2005) observed, organizations human resource policies and practices represent
important forces for shaping employee behavior and attitudes. In view of the findings, the study
suggests that in designing and instituting recruitment and selection criteria quality should not be
compromised. This is more so as the right type of labour is hard to come by. Furthermore, given
that organizational environment is ever changing, the banks management is implored to
constantly evaluate the banks selection methods on the basis of their validity, impartiality, scope
of usage, and cost.
From the above literature review, it is evident that, the Recruitment and selection process depicts
the efficiency of organization. Along with that Recruitment and selection are very useful for
decision making in the company by Board of Directors and management create a perfect goal for
organisation.

CHAPTER: 3
RESEARCH METHEDOLOGY
CHAPTER: 3 RESEARCH METHEDOLOGY

Statement of the problem :
Rushil Decore Ltd is doing recruitment without job analysis and without knowing the current
requirements of a position which might need to be formally updated; selection tools might not
accurately assess candidates in Rushil Decor Ltd.
Research Objectives:
To study the process of recruitment & selection

To study the interview process of Rushil Dcor Ltd.
To determine which recruitment and selection practices are most effective
.
To determine how the recruitment and selection practices affect organizational outcomes.
SCOPE OF STUDY:
The benefit of the study for the researcher is that it helped to gain knowledge and experience and
also provided the opportunity to study and understand the prevalent recruitment and selection
process.
The key points of my research study are:
i. To Understand and analyze various HR factors including recruitment and selection

process at consultant.
ii. To suggest any measures/recommendations for the improvement of the recruitment and
selection process.
Hypothesis:
H0: There is no any significant relationship between qualification and skills of an

employee and selection.

H1: There is significant relationship between qualification and skills of an
employee and selection.
H0: experience of an employee does not a major factor for selection and
recruitment process for Rushil Dcor.
H2: experience of an employee does a major factor for selection and recruitment
process for Rushil Decor
Research design:-
Descriptive Research:
Descriptive research is used to describe characteristics of a population or phenomenon being
studied. It does not answer questions about how/when/why the characteristics occurred. The
characteristics used to describe the situation or population are usually some kind of categorical
scheme also known as descriptive categories. For example, the periodic table categorizes the
elements. Scientists use knowledge about the nature of electrons, protons and neutrons to devise
this categorical scheme. We now take for granted the periodic table, yet it took descriptive
research to devise it. Descriptive research generally precedes explanatory research. For example,
over time the periodic tables description of the elements allowed scientists to explain chemical
reaction and make sound prediction when elements were combined.
Sampling technique:-
Judgmental Sampling
Judgmental sampling is a form of convenience sampling in which the population elements are
selected based on the judgment of the researcher.

Target population and Sample size
The target population was the employees of the all department of Rushil Dcor Ltd. The
employees targeted were of all age group.
Population: 300 employees
This is the reason why researchers rely on sampling techniques. A research population is also
known as a well-defined collection of individuals or objects known to have similar
characteristics. All individuals or objects within a certain population usually have a common,
binding characteristic or trait.
A sample size of 150 employees of Rushil Dcor Ltd. has been taken.
Research area: Limbodra
Sample Unit: Each employee of Rushil Dcor
A sampling unit is one of the units into which an aggregate is divided for the purpose
of sampling, each unit being regarded as individual and indivisible when the selection is made.
Method: Survey Method
A field of applied statistics of human research surveys, survey methodology studies the sampling
of individual units from a population and the associated survey data collection techniques, such

as questionnaire construction and methods for improving the number and accuracy of responses
to surveys.
Data collection tool / Mode of Interaction: a structured Questionnaire
Data collection is the process of gathering and measuring information on targeted variables in an
established systematic fashion, which then enables one to answer relevant questions and evaluate
outcomes.
Data Analysis tool: SPSS
Analysis of data is a process of inspecting, cleaning, transforming, and modeling data with the
goal of discovering useful information, suggesting conclusions, and supporting decision-making.
SPSS:
SPSS is the acronym of Statistical Package for the Social Science. SPSS is one of the most
popular statistical packages which can perform highly complex data manipulation and analysis
with simple instructions.
Sampling Frame: A list of all 300 employees.
a list of the items or people forming a population from which a sample is taken.
Sources of Data collection: Primary data
Primary data:

Primary research involves the collection of original primary data by researchers. It is often
undertaken after researchers have gained some insight into an issue by reviewing secondary
research or by analyzing previously collected primary data.
Econometric techniques: Chi-square Test
Chi-square Test:
A chi square statistic is a measurement of how expectations compare to results. The data used in
calculating a chi square statistic must be random, raw, mutually exclusive, drawn from
independent variables and be drawn from a large enough sample. For example, the results of
tossing a coin 100 times would meet these criteria.
Limitation of study:
1. Answers of respondents may or may not be bias
2. Researcher has to complete her research in 45 days .

CHAPTER:4
DATA ANALYSIS AND INTERPRETATION

CHAPTER: 4 DATA ANALYSIS AND INTERPRETATION
Q1. Since how many years have you been working with this organisation?
Since how many years have you been working with this
organisation?
Frequenc Valid Cumulative
y Percent Percent Percent
Valid 1-5 years 106 70.7 70.7 70.7
5-10 years 36 24.0 24.0 94.7
10 to 15 years 6 4.0 4.0 98.7
More than 15 2 1.3 1.3 100.0
years
Total 150 100.0 100.0
Interpretation:
From the above chart it show that the percentage of employees working days in organisation in
the years 1 to 5 the Frequency is 106, Percentage is 70.7, Valid Percent 70.7 and Cumulative
Percent is 70.7 than the next 5 to 10 years he Frequency is 36, Percentage is 24.0, Valid Percent
24.0 and Cumulative Percent is 94.7 than the next 10 to 15 years the Frequency is 6, Percentage
is 4.0, Valid Percent 4.0 and Cumulative Percent is 98.07 then the next more than 15 years the
Frequency is 2, Percentage is 1.3, Valid Percent 1.3 and Cumulative Percent is 100

Q2. Does the organisation clearly define the position objectives, requirements and
candidate specifications in the recruitment process?
Organisation clearly define the position objectives, requirements and

candidate specifications in the recruitment process
Frequency Percent Valid Percent Cumulative Percent
Valid Yes 150 100.0 100.0 100.0
Interpretation:
From the above chart show that the organisation clearly define the position objectives,
requirements and candidate specifications in the recruitment process so some employee say yes
and that Frequency is 149, Percentage is 99.3, Valid Percentage is 99.3 and Cumulative
Percentage is 99.3 or some employees say no and that Frequency is 1, Percentage is 0.7, Valid
Percentage is 0.7 and Cumulative Percentage is 100.

Q3.1. The selection of media used for the advertisement was effective
The selection of media used for the advertisement was effective

Valid Disagree 1 .7 .7 .7
Neutral 117 78.0 78.0 78.7
Agree 21 14.0 14.0 92.7
Strongly 11 7.3 7.3 100.0
Agree
Total 150 100.0 100.0
Interpretation:
From the above chart show that the selection of media used for the advertisement was effective
so the employees who say Disagree and that Frequency is 1, Percentage is 0.7, Valid Percentage
is 0.7 and Cumulative Percentage is 0.7 than next who say Neutral and that Frequency is 117,
Percentage is 78.0, Valid Percentage is 78.0 and Cumulative Percentage is 78.7 than the next who
say Agree and that Frequency is 21, Percentage is 14.0, Valid Percentage is 14.0 and Cumulative
Percentage is 92.7 than the next who say Strongly Agree and that Frequency is 11, Percentage is
7.3, Valid Percentage is 7.3 and Cumulative Percentage is 100.

Q3.2 The job specifications were clearly mentioned in the advertisement
The job specifications were clearly mentioned in the advertisement

Valid Cumulative
Frequency Percent Percent Percent
Valid Neutral 29 19.3 19.3 19.3
Agree 99 66.0 66.0 85.3
Strongly 22 14.7 14.7 100.0
Agree
Total 150 100.0 100.0
Interpretation:
From the above chart show that the job specifications were clearly mentioned in the
advertisement so the employees who say Neutral and that Frequency is 29, Percentage is 19.3,
Valid Percentage is 19.3 and Cumulative Percentage is 19.3 than the next who say Agree and
that Frequency is 99, Percentage is 66.0, Valid Percentage is 66.0 and Cumulative Percentage is
85.3 than the next who say Strongly Agree and that Frequency is 22, Percentage is 14.7, Valid

Q3.3. The interviewer were warm and supportive
The interviewer were warm and supportive
Cumulative
Frequency Percent Valid Percent Percent
Neutral 44 29.3 29.3 30.0
Agree 51 34.0 34.0 64.0
Strongly Agree 54 36.0 36.0 100.0
Total 150 100.0 100.0
Interpretation:
From the above chart show that the interviewer were warm and supportive so the employees
who say Disagree and that Frequency is 1, Percentage is 0.7, Valid Percentage is 0.7 and
Cumulative Percentage is 0.7 than next who say Neutral and that Frequency is 44, Percentage is
29.3, Valid Percentage is 29.3 and Cumulative Percentage is 30.0 than the next who say Agree

Q3.4. The interview conducted was highly structured
The interview conducted was highly structured

Valid Cumulativ
Frequency Percent Percent e Percent
Neutral 38 25.3 25.3 26.0
Agree 58 38.7 38.7 64.7
Strongly 53 35.3 35.3 100.0
Agree
Total 150 100.0 100.0
Interpretation:
From the above chart show that the interview conducted was highly structured so the employees
who say Disagree and that Frequency is 1, Percentage is 0.7, Valid Percentage is 0.7 and
Cumulative Percentage is 0.7 than next who say Neutral and that Frequency is 38, Percentage is
25.3, Valid Percentage is 25.3 and Cumulative Percentage is 26.0 than the next who say Agree
Percentage is 64.7 than the next who say Strongly Agree and that Frequency is 53., Percentage
is 35.3, Valid Percentage is 35.3 and Cumulative Percentage is 100.

Q3.5. During interview only relevant questions were asked
During interview only relevant questions were asked

Valid Cumulative
Valid Neutral 60 40.0 40.0 40.0
Agree 33 22.0 22.0 62.0
Strongly 57 38.0 38.0 100.0
Agree
Total 150 100.0 100.0
Interpretation:
From the above chart show that the During interview only relevant questions were asked so the
employees who say Neutral and that Frequency is 60, Percentage is 40, Valid Percentage is 40.0
and Cumulative Percentage is 40.0 than the next who say Agree and that Frequency is 33,
Percentage is 22.0, Valid Percentage is 22.0 and Cumulative Percentage is 62.0 than the next
who say Strongly Agree and that Frequency is 57, Percentage is 38.0, Valid Percentage is 38.0
and Cumulative Percentage is 100.

Q3.6. The advertisement used for recruitment was eye catching and informative
Advertisement used for recruitment was eye catching and informative

Valid Cumulative
Valid Disagree 2 1.3 1.3 1.3
Neutral 41 27.3 27.3 28.7
Agree 44 29.3 29.3 58.0
Strongly 63 42.0 42.0 100.0
Agree
Total 150 100.0 100.0
Interpretation:
From the above chart show that the advertisement used for recruitment was eye catching and
informative so employees who say Disagree and that Frequency is 2, Percentage is 1.3, Valid
Percentage is 1.3 and Cumulative Percentage is 1.3 than next who say Neutral and that
Frequency is 41, Percentage is 27.3, Valid Percentage is 27.3 and Cumulative Percentage is 28.7
than the next who say Agree and that Frequency is 44, Percentage is 29.3, Valid Percentage is
29.3and Cumulative Percentage is 58.0 than the next who say Strongly Agree and that
Frequency is 63, Percentage is 42.0, Valid Percentage is 42.0 and Cumulative Percentage is 100.
Q3.7. The candidate profile was adequately described in the advertisement

The candidate profile was adequately described in the advertisement
Cumulative
Neutral 48 32.0 32.0 40.7
Agree 43 28.7 28.7 69.3
Strongly Agree 46 30.7 30.7 100.0
Total 150 100.0 100.0
Interpretation:
From the above chart show that the candidate profile was adequately described in the
advertisement so employees who say Disagree and that Frequency is 13, Percentage is 8.7,
Valid Percentage is 8.7 and Cumulative Percentage is 8.7 than next who say Neutral and that
Frequency is 48, Percentage is 32.0, Valid Percentage is 32.0 and Cumulative Percentage is 40.7
than the next who say Agree and that Frequency is 43, Percentage is 28.7, Valid Percentage is
28.7and Cumulative Percentage is 69.3 than the next who say Strongly Agree and that
Q3.8. The written test used was relevant to the post I applied for

The written test used was relevant to the post i applied for
Valid Strongly 1 .7 .7 .7
Disagree
Disagree 3 2.0 2.0 2.7
Neutral 45 30.0 30.0 32.7
Agree 47 31.3 31.3 64.0
Strongly Agree 54 36.0 36.0 100.0
Total 150 100.0 100.0
Interpretation:
From the above chart show that the written test used was relevant to the post I applied for so
employees who say Strongly Disagree and that Frequency is 1, Percentage is 0.7, Valid
Percentage is 0.7 and Cumulative Percentage is 0.7 than next who say Disagree and that
Frequency is 3, Percentage is 2.0, Valid Percentage is 2.0 and Cumulative Percentage is 2.7 than
next who say Neutral and that Frequency is 45, Percentage is 30.0, Valid Percentage is 30.0 and
Cumulative Percentage is 32.7 than the next who say Agree and that Frequency is 47,
who say Strongly Agree and that Frequency is 54, Percentage is 36.0, Valid Percentage is 36.0
and Cumulative Percentage is 100.
Q3.9. The interview conducted was highly stressful

Interview conducted was highly stressful
Valid Cumulative
Valid Strongly 4 2.7 2.7 2.7
Disagree
Disagree 4 2.7 2.7 5.3
Neutral 13 8.7 8.7 14.0
Agree 28 18.7 18.7 32.7
Strongly Agree 101 67.3 67.3 100.0
Total 150 100.0 100.0
Interpretation:
From the above chart show that the interview conducted was highly stressful so employees who
say Strongly Disagree and that Frequency is 4, Percentage is 2.7, Valid Percentage is 2.7 and
Cumulative Percentage is 2.7 than next who say Disagree and that Frequency is 4, Percentage is
2.7, Valid Percentage is 2.7 and Cumulative Percentage is 5.3 than next who say Neutral and
32.7 than the next who say Agree and that Frequency is 28, Percentage is 18.7, Valid Percentage
is 18.7and Cumulative Percentage is 51.3 than the next who say Strongly Agree and that
Q3.10. I was given sufficient time to explain my position
I was given sufficient time to explain my position

Valid Cumulative
Neutral 19 12.7 12.7 19.3
Agree 81 54.0 54.0 73.3
Strongly 40 26.7 26.7 100.0
Agree
Total 150 100.0 100.0
Interpretation:
From the above chart show that the organisation given sufficient time to explain my position so
employees who say Disagree and that Frequency is 10, Percentage is 6.7, Valid Percentage is 6.7
and Cumulative Percentage is 6.7 than next who say Neutral and that Frequency is 19,
Percentage is 12.7, Valid Percentage is12.7 and Cumulative Percentage is 19.3 than the next who
say Agree and that Frequency is 81, Percentage is 54.0, Valid Percentage is 54.0 and Cumulative
Q3.11. I was informed of my selection well in time
I was informed of my selection well in time

Cumulative
Neutral 71 47.3 47.3 48.0
Agree 75 50.0 50.0 98.0
Strongly Agree 3 2.0 2.0 100.0
Total 150 100.0 100.0
Interpretation:
From the above chart show that the organisation informed the selection well in time so
employees who say Disagree and that Frequency is 1, Percentage is 0.7, Valid Percentage is 0.7
and Cumulative Percentage is 0.7 than next who say Neutral and that Frequency is 71,
who say Agree and that Frequency is 75, Percentage is 50.0, Valid Percentage is 50.0 and
Cumulative Percentage is 98.0 than the next who say Strongly Agree and that Frequency is 3,
Percentage is 2.0 , Valid Percentage is 2.0 and Cumulative Percentage is 100.
Q3.12. The salary and other benefits are comparable with best in the industry
Salary and other benefits are comparable with best in the industry

Disagree
Disagree 11 7.3 7.3 22.0
Neutral 41 27.3 27.3 49.3
Agree 75 50.0 50.0 99.3
Strongly Agree 1 .7 .7 100.0
Total 150 100.0 100.0
Interpretation:
From the above chart show that the salary and other benefits are comparable with best in the
industry so employees who say Strongly Disagree and that Frequency is 22, Percentage is 14.7,
Valid Percentage is 14.7 and Cumulative Percentage is 14.7 than next who say Disagree and
22.0 than next who say Neutral and that Frequency is 41, Percentage is 27.3, Valid Percentage
is 27.3 and Cumulative Percentage is 49.3 than the next who say Agree and that Frequency is
75,Percentage is 50.0, Valid Percentage is 50.0 and Cumulative Percentage is 99.3 than the next
who say Strongly Agree and that Frequency is 1, Percentage is 0.7, Valid Percentage is 0.7 and
Cumulative Percentage is 100.
Q3.13. My induction program was formal

My induction program was formal
Cumulative
Valid Neutral 5 3.3 3.3 3.3
Agree 79 52.7 52.7 56.0
Strongly Agree 66 44.0 44.0 100.0
Total 150 100.0 100.0
Interpretation:
From the above chart show that the organisation induction program was formal so the
employees who say Neutral that Frequency is 5, Percentage is 3.3, Valid Percentage is 3.3 and
Cumulative Percentage is 3.3 than the next who say Agree that Frequency is 79, Percentage is
52.7, Valid Percentage is 52.7 and Cumulative Percentage is 56.0 than the next who say Strongly
Agree that Frequency is 66, Percentage is 44.0, Valid Percentage is 44.0 and Cumulative
Percentage is 100.
Q3.14. There was a formal training for new aspects of my job

There was a formal training for new aspects of my job
Valid Cumulative
Neutral 102 68.0 68.0 86.7
Agree 18 12.0 12.0 98.7
Strongly 2 1.3 1.3 100.0
Agree
Total 150 100.0 100.0
Interpretation:
employees who say Disagree that Frequency is 28, Percentage is 18.7, Valid Percentage is 18.7
and Cumulative Percentage is 18.7 than next who say Neutral that Frequency is 102, Percentage
is 68.0, Valid Percentage is 68.0 and Cumulative Percentage is 86.7 than the next who say Agree
98.7 than the next who say Strongly Agree and that Frequency is 2, Percentage is 1.3, Valid
Q3.15. Overall I am satisfied with company's recruitment & selection policies

Overall I am satisfied with company's recruitment & selection policies
Valid Cumulative
Disagree
Neutral 101 67.3 67.3 79.3
Agree 3 2.0 2.0 81.3
Strongly Agree 28 18.7 18.7 100.0
Total 150 100.0 100.0
Interpretation:
employees who say Strongly Disagree that Frequency is 18, Percentage is 12.0, Valid Percentage
is 12.0 and Cumulative Percentage is 12.0 than next who say Neutral that Frequency is 101,
who say Agree that Frequency is 3, Percentage is 2.0, Valid Percentage is 2.0 and Cumulative
Q4. Please choose the area you are work in from the following:

Choose the area you are work
Frequency Percent Valid Cumulative
Percent Percent
Valid Finance and Accounts 10 6.7 6.7 6.7
Marketing 33 22.0 22.0 28.7
Human Resources 61 40.7 40.7 69.3
Production and 46 30.7 30.7 100.0
Operations
Total 150 100.0 100.0
Interpretation:
From the above chart show that in the organization which area they are working so the Finance
and Account department that Frequency is 10, Percentage is 6.7, Valid Percentage is 6.7 and
Cumulative Percentage is 6.7 and next is marketing department that Frequency is 33, Percentage
is 22.0, Valid Percentage is 22.0 and Cumulative Percentage is 28.7 and next is Human
Resources department that Frequency is 61, Percentage is 40.7, Valid Percentage is 40.7 and
Cumulative Percentage is 69.3 and next is Production and Operations department that Frequency
is 46, Percentage is 30.7, Valid Percentage is30.7 and Cumulative Percentage is 100.

Q5.1. Your Organisation size
Your Organisation size
Cumulative
Valid Medium 150 100.0 100.0 100.0
Interpretation:
From the above chart show that the organisations size so all employees say that that organisation
is a medium size.

Q5.2. Your job level
Your job level
Cumulative
Valid Middle 44 29.3 29.3 29.3
Operational 106 70.7 70.7 100.0
Total 150 100.0 100.0
Interpretation:
From the above chart show that employees level so the employees who working in middle level
29.3 and the employees who working in the operational level that Frequency is 106, Percentage
is 70.7, Valid Percentage is 70.7 and Cumulative Percentage is 100.0.

Q6. Please choose your income (Monthly) group from the following:
Choose your income (Monthly)

Valid Cumulative
Valid Less than 20000 109 72.7 72.7 72.7
>20000 to 41 27.3 27.3 100.0
40000
Total 150 100.0 100.0
Interpretation:
From the above chart show that the employees who working in the organization that monthly
income so the employees that income less than 20000 that Frequency is 109, Percentage is 72.7,
Valid Percentage is 72.7 and Cumulative Percentage is 72.7 and next the employees that income
between 20000 to 40000 that Frequency is 41, Percentage is 27.3, Valid Percentage is 29.3 and
Cumulative Percentage is 100.

Q7. My total experience (In Years) is
My total experience
Cumulative
Valid 1.00 16 10.7 10.7 10.7
2.00 28 18.7 18.7 29.3
3.00 27 18.0 18.0 47.3
4.00 31 20.7 20.7 68.0
5.00 4 2.7 2.7 70.7
6.00 10 6.7 6.7 77.3
7.00 14 9.3 9.3 86.7
8.00 4 2.7 2.7 89.3
9.00 8 5.3 5.3 94.7
13.00 3 2.0 2.0 96.7
14.00 2 1.3 1.3 98.0
16.00 1 .7 .7 98.7
19.00 1 .7 .7 99.3
26.00 1 .7 .7 100.0
Total 150 100.0 100.0

Interpretation:
From the above chart show that employees total experience in the organisation so the 1 to 5 years
experience Frequency is 125, Percentage is 70.7, Valid Percentage is 70.7 and Cumulative
Percentage is 70.7 and 6 to 10 years experience Frequency is 36, Percentage is 24.0, Valid
Percentage is 24.0 and Cumulative Percentage is 94.7 and more than 11 years experience

Q8. My current age is
My current age is
Cumulative
Valid 27.00 1 .7 .7 .7
28.00 4 2.7 2.7 3.3
29.00 22 14.7 14.7 18.0
30.00 3 2.0 2.0 20.0
31.00 7 4.7 4.7 24.7
32.00 24 16.0 16.0 40.7
33.00 5 3.3 3.3 44.0

34.00 7 4.7 4.7 48.7
35.00 14 9.3 9.3 58.0
36.00 23 15.3 15.3 73.3
37.00 7 4.7 4.7 78.0
38.00 1 .7 .7 78.7
39.00 6 4.0 4.0 82.7
40.00 1 .7 .7 83.3
41.00 5 3.3 3.3 86.7
42.00 8 5.3 5.3 92.0
43.00 1 .7 .7 92.7
45.00 7 4.7 4.7 97.3
46.00 2 1.3 1.3 98.7
47.00 1 .7 .7 99.3
49.00 1 .7 .7 100.0
Total 150 100.0 100.0

Interpretation:
From the above chart show that the current age of the employees in the organisation so that in the
organisation 25 to 30 years age employees Frequency is 30, Percentage is 20.0, Valid Percentage
is 20.0 and Cumulative Percentage is 20.0 and 31 to 35 years age employees Frequency is 57,
Percentage is 38.0, Valid Percentage is 38.0 and Cumulative Percentage is 58.0 and 36 to 40
years age employees Frequency is 38, Percentage is 27.3, Valid Percentage is 27.3 and
Cumulative Percentage is 83.3 and More than 40 years age employees Frequency is 25,
Percentage is 16.7, Valid Percentage is 16.7 and Cumulative Percentage is 100.

Q9 Please mention your Gender:
Please mention your Gender

Cumulative
Valid Male 124 82.7 82.7 82.7
Female 26 17.3 17.3 100.0
Total 150 100.0 100.0
Interpretation:
From the above chart show that in the organisation gender so the male employees Frequency is
124, Percentage is 82.7, Valid Percentage is 82.7 and Cumulative Percentage is 82.7 and the
Female employees Frequency is 26, Percentage is 17.3, Valid Percentage is 17.3 and Cumulative
Percentage is 100.

Q10. What additional feedback do you have for us regarding the recruitment process?
What additional feedback do you have for us regarding the recruitment

process?
Cumulative
Valid No 150 100.0 100.0 100.0
Interpretation:
From the about chart show that the Employees gives additional feedback regarding the
recruitment process so the all employees say No that Frequency is 150, Percentage is 100.0,
Valid Percentage is 100.0 and Cumulative Percentage is 100.0

CHI-SQUARE
Q1. During interview only relevant questions were asked * Overall I am satisfied with
company's recruitment & selection policies
The two factors During interview relevant questions and Overall satisfied with company are
independent
Crosstab
Count
Overall I am satisfied with company's recruitment &
selection policies Total
Strongly Strongly
Disagree Neutral Agree Agree
During interview Neutral 7 34 1 18 60
only relevant Agree 2 25 0 6 33
questions were asked Strongly 9 42 2 4 57
Agree
Total 18 101 3 28 150
Chi-Square Tests
Asymp. Sig.
Value df (2-sided)
Pearson Chi-Square 12.979a 6 .043
Likelihood Ratio 14.372 6 .026
Linear-by-Linear 6.477 1 .011
Association
N of Valid Cases 150
a. 4 cells (33.3%) have expected count less than 5. The
minimum expected count is .66.
Interpretation:
From the above table show that chi-square test between two questions the first question is during
interview only relevant questions were asked and the second question is overall I am satisfied
with company's recruitment & selection policies and that chi-square value is 12.979 and the P
value is 0.043 so that two is combine reject hypothesis.

Q2. The advertisement used for recruitment was eye catching and informative * Overall I
am satisfied with company's recruitment & selection policies
The two factors Advertisement was eye catching and informative and Overall satisfied with
company are independent
Crosstab
Count
Strongly Strongly
The advertisement Disagree 2 0 0 0 2
used for recruitment Neutral 6 27 1 7 41
was eye catching and Agree 5 27 2 10 44
informative Strongly 5 47 0 11 63
Agree
Total 18 101 3 28 150
Chi-Square Tests
Asymp. Sig.
Value df (2-sided)
Association
Interpretation:
From the above table show that chi-square test between two questions the first question is The
advertisement used for recruitment was eye catching and informative and the second question is
Overall I am satisfied with company's recruitment & selection policies and that chi-square value
19.745 and P value is 0.020 so that two is combine reject hypothesis.

Q3. The candidate profile was adequately described in the advertisement * Overall I am
satisfied with company's recruitment & selection policies
The two factors Candidate profile was adequately described in the advertisement and Overall
satisfied with company are independent
Crosstab
Count
Overall I am satisfied with company's recruitment
& selection policies Total
Strongly Strongly
The candidate Disagree 0 0 0 13 13
profile was Neutral 1 45 1 1 48
adequately Agree 16 19 1 7 43
described in the Strongly 1 37 1 7 46
advertisement Agree
Total 18 101 3 28 150
Chi-Square Tests
Asymp. Sig.
Value df (2-sided)
Association
Interpretation:
From the above table show that chi-square between two questions the first question is The
candidate profile was adequately described in the advertisement and the second question is
Overall I am satisfied with company's recruitment & selection policies and that chi-square value
is 104.147 and P value is 0.000 so that two is combine reject hypothesis.

Q4. The interview conducted was highly stressful * Overall I am satisfied with company's
recruitment & selection policies
The two factor Interview was highly stressful and Overall satisfied with company are
independent
Crosstab
Count
Strongly Strongly
The interview Strongly 0 4 0 0 4
conducted was Disagree
highly stressful Disagree 0 4 0 0 4
Neutral 0 12 1 0 13
Agree 3 21 2 2 28
Strongly 15 60 0 26 101
Agree
Total 18 101 3 28 150
Chi-Square Tests
Asymp. Sig. (2-
Value df sided)
Linear-by-Linear Association .672 1 .412

a. 14 cells (70.0%) have expected count less than 5. The minimum expected count is .
08.
Interpretation:
From the above table show that chi-square between two questions the first question is The
interview conducted was highly stressful and the second question is Overall I am satisfied with
company's recruitment & selection policies and that chi-square value is 23.512 and P value is
0.024 so that two is combine reject hypothesis.

Q5. I was given sufficient time to explain my position * Overall I am satisfied with
company's recruitment & selection policies
The two factors Given sufficient time to explain my position and Overall satisfied with
Crosstab
Count
Overall I am satisfied with company's recruitment
& selection policies
Strongly Strongly
Disagree Neutral Agree Agree Total
I was given Disagree 0 10 0 0 10
sufficient time to Neutral 0 12 1 6 19
explain my position Agree 0 78 1 2 81
Strongly 18 1 1 20 40
Agree
Total 18 101 3 28 150
Chi-Square Tests
Asymp. Sig.
Value df (2-sided)
Linear-by-Linear .545 1 .460
Association
Interpretation:
From the above table show that chi-square between two questions the first question is I was
given sufficient time to explain my position and the second question is Overall I am satisfied
with company's recruitment & selection policies and that chi-square value is 123.681 and P value
is 0.000 so that two is combine reject hypothesis.

Q6. I was informed of my selection well in time * Overall I am satisfied with company's
The two factors Informed of my selection well in time and Overall satisfied with company
are independent
Crosstab
Count
selection policies
Strongly Strongly
I was informed of my Disagree 0 1 0 0 1
selection well in time Neutral 0 56 1 14 71
Agree 18 44 0 13 75
Strongly 0 0 2 1 3
Agree
Total 18 101 3 28 150
Chi-Square Tests
Asymp. Sig.
Value df (2-sided)
Association
Interpretation:
From the above table show that chi-square between two questions the first question is I was
informed of my selection well in time and the second question is Overall I am satisfied with
company's recruitment & selection policies and that chi-square value is 87.436 and P value is
0.000 so that two is combine reject hypothesis.

Q7. The salary and other benefits are comparable with best in the industry * Overall I am
satisfied with company's recruitment & selection policies
The two factors The salary and other benefits in the industry and Overall satisfied with
Crosstab
Count
Overall I am satisfied with company's
Strongly Strongly
The salary and Strongly 0 22 0 0 22
other benefits are Disagree
comparable with Disagree 0 11 0 0 11
best in the industry Neutral 0 39 0 2 41
Agree 18 28 3 26 75
Strongly 0 1 0 0 1
Agree
Total 18 101 3 28 150
Chi-Square Tests
Asymp. Sig.
Value df (2-sided)
Association
Interpretation:
From the above table show that chi-square between two questions the first question is The salary
and other benefits are comparable with best in the industry and the second question is Overall I
am satisfied with company's recruitment & selection policies and that chi-square value is 61.926
and P value is 0.000 so that two is combine reject hypothesis.

Q8. My induction program was formal * Overall I am satisfied with company's
The two factors Induction program was formal and Overall I am satisfied with company's
recruitment & selection policies are independent
Crosstab
Count
selection policies
Strongly Strongly
My induction program Neutral 0 2 2 1 5
was formal Agree 0 78 0 1 79
Strongly 18 21 1 26 66
Agree
Total 18 101 3 28 150
Chi-Square Tests
Asymp. Sig.
Value df (2-sided)
Linear-by-Linear .234 1 .629
Association
Interpretation:
From the above table show that chi-square between two questions the first question is My
induction program was formal and the second question is Overall I am satisfied with company's
recruitment & selection policies and that chi-square value is 113.163 and P value is 0.000 so that
two is combine reject hypothesis.

Chi-square Test
Ho Chi P Decisi
Squar Valu on
e e
1 The two factors "During interview relevant 12.97 0.04 Reject
questions" and "Overall satisfied with company" are 9 3 Null
independent
2 The two factors Advertisement was eye catching and 19.74 0.02 Reject
informative and Overall satisfied with company 5 Null
are independent
3 The two factors Candidate profile was adequately 104.1 0 Reject
described in the advertisement and Overall satisfied 47 Null
with company are independent
4 The two factors Interview was highly stressful and 23.51 0.02 Reject
Overall satisfied with company are independent 2 4 Null
5 The two factors Given sufficient time to explain my 123.6 0 Reject

position and Overall satisfied with company are 81 Null
independent
6 The two factors Informed of my selection well in 87.43 0 Reject
time and Overall satisfied with company are 6 Null
independent
7 The two factors The salary and other benefits in the 61.92 0 Reject
industry and Overall satisfied with company are 4 Null
independent
8 The two factors Induction program was formal and 113.1 0 Reject
Overall satisfied with company are independent 63 Null

FINDINGS
70% of the people have been working with this organization since 1 to 5 years.
Organisations clearly define the position, objectives requirement and candidate
specification in the recruitment process by the employees are positive response is
more approximately 100%.
14% of the employees are agree with the selection of media used for the
advertisement was effective.
With the statement of selection of media used for the advertisement respondent give
the response to neutral and strongly agree according 78% and 7%.
More respondent are agree with the statement of job specifications were clearly
mentioned in the advertisement.
38% respondent are agree with the interview conducted was highly structured
28% and 30% are respondent agree and strongly agree accordingly with the candidate
profile was adequately described in the advertisement.
More responded are strongly agree with the interview conducted was highly stressful.
50% are respondents are agree the salary and other benefits are comparable with best
in the industry.
67% of the respondent are neutral with the statement of satisfied with companys
recruitment and selection policies.

6%, 22%, 40% and 30% are employees are working in the area of finance and
accounts, marketing, human & resource, production & operation accordingly.
100% respondents are say organisation is medium.
28% and 70% employees have middle and operational level job accordingly.
72% and 27% employees are fall in less than 20000 and 20000 to 40000 accordingly
in monthly income group.
In this organisation 82% male are working and 17% female are working.

CONCLUTION
This study suggest that when Recruitment and Selection Process is properly established
and implemented then organization will must grow because all the employees will be
according to the requirements Recruitment and Selection Process affects a lot on the
organizational activities regarding its growth because if the people will be according t the
requirements and skillful then cost will reduce and organization must grow.
All the study has prove the fact there is directly and indirectly relationship is present
between these variables and these variables affect on the Recruitment and Selection
Process.
Most of the employees were satisfied but changes are required according to the changing
scenario as recruitment process has a great impact on the working of the company as a
fresh blood, new idea enters in the company.

BIBLIOGRAPHY

About us. (2016, June 21). Retrieved JULY 26, 2016, from
virlaminate: http://virlaminate.com/about-us/
About us. (2016, JUNE 21). Retrieved JULY 26, 2016, from
companywiki: http://www.companywiki.in/company/mica-
rushil-private-limited/u20299gj1998ptc035064
indidate: http://www.indidata.in/1029033-mica-rushil-
private-limited/
About us. (2016, JUNE 19). Retrieved JUNE 29, 2016, from
tradeindia: http://www.tradeindia.com/Seller-2919685-
Rushil-Decor-Ltd-/
economictimes.indiatime:
http://economictimes.indiatimes.com/rushil-decor-
ltd/infocompanyhistory/companyid-32206.cms
Aswathapa. (2015). Human Resource Management. New

Dehi: Tata McGraw Hill Education Private Limited.
Home. (2016, MAY 25). Retrieved JULY 26, 2016, from

shodhganga.inflibnet.ac.in:
http://shodhganga.inflibnet.ac.in
zinkmund, b. c. (2015). Business Research Method. New

Dehi: Cengage Lerning India Pvt. Llt.

ANNEXURE
Questionnaire
Study of Recruitment and Selection Practices at Rushil Decor Ltd.
Q1 Since how many years have you been working with this organisation?
0-5 Years
5-10 Years
10 to 15 Years
More than 15 Years
Q2 Does the organisation clearly define the position objectives, requirements and candidate
specifications in the recruitment process?
Yes
No

Q3 Please rate each of the statement below and show your agreement/disagreement for
each of them.

Strongly Disagree Neutral Agree Strongly
Disagree Agree

The
advertisement
used for
recruitment
was eye
catching and
informative
The selection
of media used
for the
advertisement
was effective
The job
specifications
were clearly
mentioned in
the
advertisement
The candidate
profile was
adequately
described in
the
advertisement
The written
test used was
relevant to the
post I applied
for
The
interviewer
were warm
and
supportive
The interview
conducted
was highly

structured
The interview
conducted
was highly
stressful
During
interview
only relevant
questions
were asked
I was given
sufficient
time to
explain my
position
I was
informed of
my selection
well in time
The salary
and other
benefits are
comparable
with best in
the industry
My induction
program was
formal
There was a
formal
training for
new aspects
of my job
Overall I am
satisfied with
company's
recruitment &
selection

policies
Q4 Please choose the area you are work in from the following:
Finance and Accounts
Marketing
Human Resources
Production and Operations
Information system
General Administration
Other (Please specify) ____________________
Q5 Please provide your following organisational details:

Your Organisation size Your job level
Small Medium Large Top Middle Operational
Please
provide your
organisational
details
Q6 Please choose your income (Monthly) group from the following:
Up to 20000
> 20000 to 40000
>40000 to 60000
> 60000 to 80000
> 80000 to 1 lac
More than 1 lac
Q7 My total experience (In Years) is _____
Q8 My current age is _____
Q9 Please mention your Gender

Male
Female
Q10 What additional feedback do you have for us regarding the recruitment process?
Yes (Please specify) ____________________
No

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CHAPTER: l

INTRODUCTION AND DESIGN OF THE STUDY

MBA: III/ SIP/ 2015-17 Page 1

RECRUITMENT AND SELECTION PROCESS

employees and stimulating them to apply for jobs in the Organization."

specific vacancy or an anticipated vacancy.

effective selection of an efficient working force.

MBA: III/ SIP/ 2015-17 Page 2

Need for Recruitment

Vacancies: due to promotions, transfers, retirement, termination, permanent disability,

death and labour turnover.

Creation of new vacancies: due to growth, expansion and diversification of business

In addition, new vacancies are possible due to job respecification.

Identifying the vacancy:

MBA: III/ SIP/ 2015-17 Page 3

recruitment from any department of the company. These contain:

Preparing the job description and person specification.

Short-listing and identifying the prospective employee with required characteristics.

Arranging the interviews with the selected candidates.

Conducting the interview and decision making

The HR Role in Recruitment changed and HRM:

roles and responsibilities between Human Resources and Hiring Manager

Decides about the right profile of the candidate

Decides about the sources of candidates

MBA: III/ SIP/ 2015-17 Page 4

Recruitment Process was the first to manage.

HR jobs are one of most important tasks in any company or organization.

To structure the Recruitment policy of company for different categories of employees.

To analyses the recruitment policy of the organization.

To compare the Recruitment policy with general policy.

To provide a systematic recruitment process.

appointments all over India.

Senior Management cadres.

suits you the best.

organization to achieve its goals and objectives.

placement of right candidate at the right place at the right time.

Advantage of Outsourcing Recruitment/Hiring of Consultancy

Traditionally, recruitment is seen as the cost incurring process in an organization. HR

outsourcing helps the HR professionals of the organisations to concentrate on the strategic

and money on the routine work.

MBA: III/ SIP/ 2015-17 Page 6

economies of scale to the large sized organizations.

The major advantages of outsourcing performance management are:

Result Qualitative/Quantitative Time saving of

Focus Management Effort

increasing their expertise.

The advantages accruing to the corporate are:

Turning the management's focus to strategic level processes of HRM

Accessibility to the expertise of the service providers

MBA: III/ SIP/ 2015-17 Page 7

Structured and fair performance management.

A satisfied and, hence, highly productive employees

Value creation, operational flexibility and competitive advantage

Changing Role of Recruitment Intermediaries:

Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand of

seekers and the employers.

terms of their role, functions and the services.

popularity of the job portals is also growing.

MBA: III/ SIP/ 2015-17 Page 8

continue dominating the recruitment market in the anticipated future.

Recruitment Management System

processes of an organization. It is one of the technological tools facilitated by the information

effectively managing the ROI on recruitment.

MBA: III/ SIP/ 2015-17 Page 9