Professional Documents
Culture Documents
IN
INDIA INFOLINE LTD., NEW DELHI
SUBMITTED BY
Name
Roll no.
(BATCH 2011-2013)
I here by declare that the following documented project report titled Recruitment &
Selection process is an original and authentic work done by me for the partial fulfillment
of Masters of Business Administration degree program at India Infoline limited, New
Delhi.
I here by certify that all the Endeavour put in the fulfillment of the task are genuine and
original to the best of my knowledge.
NAME.
2
ACKNOWLEDGEMENT
My heartfelt and sincere thanks are due for Prof. . project guide for
providing me valuable guidance and instilling in me a sense of purpose and direction
during the course of preparation of this project.
My sincere thanks to Mr. Pawan Sharma HR & Admin and Mr. SALES
MANAGER for given me this opportunity to undertake this project work.
Finally I take this opportunity to thank my parents, Friends and well wishers without
whom this effort would be pathless.
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CHAPTER 1
EXECUTIVE SUMMARY
Before an organization can fill a job vacancy, it must find people who not only are
qualified for the position but also want the job. Recruitment refers to organizational
activities that influence the number and types of applicants who apply for a job and
whether the applicants accept job that are offered. Thus recruitment directly related to
human resource planning and selection.
Definition:
Recruitment defined by Flippo as a process of searching for prospective employees and
stimulating them to apply for job in the organization. As per Yoder a process to discover
the sources of manpower to meet the requirement of staffing schedule and to employ
effective measure for attracting that manpower in adequate number to facilitate effective
selection of an efficient working force , thus the purpose of recruitment is to locate
sources of manpower to meet job requirement and job specifications.
I have done my project at India Infoline for 50 days. The project included recruitment and
selection of candidates for two posts ," Team Leaders and Financial Sales Consultants".
The procedure of recruitment was carried out by inviting candidates from various post
graduate colleges of New delhi as well as consultancies. The process included contacting
institutes, forwarding them company profile, inviting resumes of interested candidates,
short listing, filling up of application blank , conducting GD, PI ,and finally selecting the
appropriate candidates.
The main objective of carrying this study was to get a first hand knowledge of the of the
HR industry and in general.
The project highlights the process of Recruitment in India Infoline Ltd.(New delhi). It
also looks into the Induction programs held for the new recruits and various aspects of
the Training & Development programs are also covered under this title.
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3 Sources of Recruitment,
4 Selection Pattern,
5 Orientation Program,
6 Training.
CHAPTER-2
COMPANY PROFILE
The India info line group, compromising the holding company, India Infoline ltd,
and its wholly -owned subsidiaries, is the business of advising and servicing
Including equity research, equities and the derivatives broking, commodities trading,
portfolio management services, distribution of mutual funds, life insurance, fixed
deposits, GOI bonds, loan products and the investment banking.
India Infoline is listed on both the leading stock exchanges in India , i.e. The
Bombay stock exchange(BSE) and The national stock exchange (NSE).It is engaged
in the businesses of equities broking, wealth advisory services and Portfolio
management services. It offers broking services in the cash and the derivatives
segments of the NSE as well as the cash segment of the BSE. It is registered
with NATIONAL SECURITIES DEPOSITORY LTD (NSDL) as well central
depository services ltd.
India Infoline insurance services ltd is a registered corporate agent with the
insurance regulatory and development authority (IRDA). It is the largest corporate
agent for ICICI prudential life insurance co ltd, which is INDIAS largest private
life insurance company.
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2.2 BOARD OF DIRECTORS OF INDIA INFOLINE
Equities:
Indiainfoline provided the prospect of researched investing to its clients, which was
hitherto restricted only to the institutions. Research for the retail investor did not exist
prior to Indiainfoline. Indiainfoline leveraged technology to bring the convenience of
trading to the investors location of preference (residence or office) through computerized
access. Indiainfoline made it possible for clients to view transaction costs and ledger
updates in real time.
Pms:
Research:
Sound investment decisions depend upon reliable fundamental data and stock selection
techniques. Indiainfoline Equity Research is proud of its reputation for, and we want you
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to find the facts that you need. Equity investment professionals routinely use our research
and models as integral tools in their work. They choose Ford Equity Research when they
can clear your doubts.
Commodities:
Mortgages:
During the year under review, Indiainfoline acquired a 75% stake in Money tree
Consultancy Services to mark its foray into the business of mortgages and other loan
products distribution. The business is still in the investing phase and at the time of the
acquisition was present only in the cities of Mumbai and New delhi. The Company brings
on board expertise in the loans business coupled with existing relationships across a
number of principals in the mortgage and personal loans businesses. Indiainfoline now
has plans to roll the business out across its pan-Indian network to provide it with a truly
national scale in operations.
Home Loans:
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Easy documentation
Quick processing and disbursal
No guarantor requirement
Invest Online:
Indiainfoline has made investing in Mutual funds and primary market so effortless. All
you have to do is register with us and thats all. No paperwork no queues and No
registration charges
SMS:
Stay connected to the market:
The trader of today, you are constantly on the move. But how do you stay connected to
the market while on the move? Simple, subscribe to India Info lines Stock Messaging
Service and get Market on your Mobile!
There are three products under SMS Service:
Market on the move.
Best of the lot.
Insurance:
An entry into this segment helped complete the clients product basket; concurrently, it
graduated the Company into a one-stop retail financial solutions provider. To ensure
maximum reach to customers across India, we have employed a multi pronged approach
and reach out to customers via our Network, Direct and Affiliate channels. Following the
opening of the sector in 1999-2000, a number of private sector insurance service
providers commenced operations aggressively and helped grow the market.
The company structure deal with the total strength of the company as well as the details
about each and every persons working details in that particular company. The
organization structure is of two types. They are as follows:
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When one superior controls less number of sub-ordinates, say 3 to 4 subordinates,
who in turns control other 3 to 4 sub-ordinates, we get a tall structure with many layers of
managers. This structure is called as the tall or classical or pyramid structure. Generally,
this structure involves seven layers. Due to this the communication between the top
management and the employees is not very frequent and therefore creates a gap between
the same. In this type of organization, the cost remains high as in this structure the
organization has to provide each and every thing or one can say the facilities to all the
employees either they are at top level or lower level.
In the flat structure, one superior control a large number of sub-ordinates, say 5 to
6, who in turns control other 5 to 6 sub-ordinates given rise to a flat structure. Training in
the flat structure is relatively weak because there are more number of people. The degree
of control is loose because of more number of people. The advantages in having this type
of structure are in this case the decision making is very fast because everybody is added
to the time. Besides this the communication between the top management and the lower
employees becomes much easier. India info line followed the same structure at work
place. In the branch where we did our project, the main head of that branch was
Mr. ...................... He was the territory manager of the company. The sales managers,
who are three in the number, were controlled by the territory manger that is
Mr....................... Further, these sales managers controls and guide the various team
leaders of the company which in turn controls the working of the various financial
services consultants. This can be shown as per the following diagram:
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Although this method is also somehow expensive as each and every person at work place
is given with the same facilities and amenities that the head of the department or branch
manager is having. And in this type of structure getting the feedback or response of the
employees on some decision or implementation becomes very easy and as per that they
can modify the structure or working condition of the work place. Also the employees
remain very motivated as they consider themselves as an important part of the
organization.
In this way, it is confirmed that the company follows the flat organization structure in
order to avoid all the problems that occur due to the miscommunication between the top
management people and the workers there.
Users are also being aware that non-personal information and data may be
automatically collected through the standard operation of Indiainfoline.com's internet
servers or through the use of "cookies." "Cookies" are small text files a web site can
use to recognize repeat users, facilitate the user's ongoing access to and use of the site
and allow a site to track usage behavior and compile aggregate data that will allow
content improvements and targeted advertising.
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Cookies are not programs that come onto a user's system and damage files. Generally,
cookies work by assigning a unique number to the user that has no meaning outside
the assigning site. Users are also being made aware that Indiainfoline.com cannot
control the use of cookies or the resulting information by advertisers or third parties
hosting data for Indiainfoline.com. If a user does not want information collected
through the use of cookies, there is a simple procedure in most browsers that allows
the user to deny or accept the cookie feature; however, users should note that cookies
may be necessary to provide the user with certain features (e.g., customized delivery
of information) available from Indiainfoline.com.
Indiainfoline.com reserves the right to change this policy at any time by notifying
users of the existence of a new privacy statement. This statement and the policies
outlined herein are not intended to and do not create any contractual or other legal
rights in or on behalf of any party.
We use MaxOnline and other third-party advertising companies to serve ads when
you visit our Web site. These companies may use information (not including your
name, address, email address or telephone number) about your visits to this and other
Web sites in order to provide advertisements on this site and other sites about goods
and services that may be of interest to you. If you would like more information about
this practice and to know your choices about not having this information used by
these companies.
2.6 VISION:-
Our vision is to be the most respected company in the financial services space
To make our vision a reality, we have to command respect from all the constituents that
influence us or are influenced by us.
2.7 ACHIEVEMENTS:-
2 Commenced distribution of personal financial products like mutual funds and RBI
Bonds in April 2000.
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5 Acquired commodities broking license in March 2004
.
6 Listed on NSE and BSE on May 17, 2005.
8 Bennett Coleman and Co. ltd (BCCL) invested Rs.20 crores in India Infoline by
way preferential allotment in Dec.2005.
Head Office:-
India Infoline Ltd., 75,
Nirlon Complex,
Off Western Express Highway,
Goregaon (East), Mumbai 400063.
CHAPTER-3
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We are in the service industry. Our raw material is people, our plant and machinery is
people. At the risk of sounding clichd, we would like to reiterate, that our most valuable
asset is our HUMAN CAPITAL.
3.2 HR Policies and Procedures:-
3 Conduct: Office timing, Holiday and leaves, Probation, Transfer and Exit.
4 Motivating employees.
6 Employees in India Infoline are its most valuable resources and development
of business and of employees must go hand in hand.
7 Every employee is special and unique in its own field and has infinite
potential to make contribution to the organization.
CHAPTER-4
13
THEORITICAL BACKGROUND
DEFINITIONS
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In order to attract people for the jobs, the organization must
communicate the position in such a way that job seekers respond. To be cost
effective, the recruitment process should attract qualified applicants and
provide enough information for unqualified persons to self-select themselves
out.
Thus, the recruitment process begins when new recruits are sought
and ends when their applications are submitted. The result is a pool of
applicants from which new employees are selected.
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Evaluate the effectiveness of various recruiting techniques and
sources for all types of job applicants.
SUB-SYSTEMS OF RECRUITMENT
Finding out and developing the sources where the required number
and kind of employees will be available.
Developing suitable techniques to attract the desirable candidates.
Employing the techniques to attract candidates.
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Stimulating as many candidates as possible and asking them to apply
for jobs irrespective of the number of candidates required.
1) INTERNAL FACTORS
Recruiting policy
Temporary and part-time employees
Recruitment of local citizens
Engagement of the company in HRP
Companys size
Cost of recruitment
Companys growth and expansion
2) EXTERNAL FACTORS
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INDUCEMENTS
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have reposed their faith in ESOP as a way of attracting and retaining talent
in a highly competitive environment.
CONSTRAINTS
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RECRUITMENT- Relationship with other activities
1. Be clear about what you want - Recruiting the right person starts with a detailed
job description and personal specification. It also involves following a recruitment
process that produces a suitable candidate at a minimum cost to the business.
2. Use a thorough recruitment process - The more complex the job, the more
sophisticated recruitment process needs to be. However, as a minimum, the interview
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process should include: at least two interviews, a psychometric assessment and a
thorough reference check.
5. Always recruit the right person for the job - Recruitment should be seen as a
'rejection process' as much as a 'selection process'. Don't be tempted to pick the best of a
bad bunch'. You (or your company) will pay dearly in the long run!
6. Pre screening saves time -executive Search will screen likely candidates with a
simple telephone interview before deciding who to invite for the first face-to-face
interview. This will pay you dividends in terms of time and money saved.
7. Don't do all the talking - When you actually meet the candidates, let the them tell
you about their background and achievements. The more you talk, the more you will like
the candidate, so, keep quiet, don't tell him or her about the job, the package, the
company, or you, until they have told you about themselves.
8. Remember training & development - Look for development needs; the perfect person
rarely exists. Identify what initial training will be required and ask yourself; how much
you will need to invest in the candidate and whether he or she is worth that investment.
9. Never over sell the job - Over exceeding expectations, leads to frustrations later.
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Honesty about the role is always the best policy.
10. Background & reference checks - Research indicates that around 90% of new
employees never have references taken up. Background checks should be as thorough, as
possible and should include employment history, medical checks, and where appropriate;
character references.
Targeting: Recruiting is a lot like marketing. Were marketing jobs to people and we
need to think about who our target customer is. Have we been focusing on the wrong
market? Is there another way to look at the ideal employee for the business? We need to
identify all the appropriate target markets for recruitment such as older persons. Then
we need to use targeted messages and targeted activities to reach those people.
How can you attract those individuals? Look at the influencer market parents,
teachers, counselors, organizations who may influence prospective employees.
There are two kinds of job seekers: 1) motivated, i.e. unemployed, desperate for a job,
and 2) window shoppers who already have a job. Most newspaper ads attract the
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motivated job seeker, as opposed to ones happily employed. Thus, you need to shift your
thinking to placing ads that say what you have to offer the benefits of working for you.
Make advertising messages so compelling they draw people who really werent looking
for a job.
Try more intrusive methods, such as direct mail. Target-mail it to a demographic
list of people in certain categories and/or physical locations. If your targeted candidate is
someone who already has a job, you need to be pretty lenient about the times of the day
you will accept applications.
Think about using clip-out coupons as a form of advertising. Persons who reply
can simply indicate position interest and basic address information. Follow up by phone.
One of the most inexpensive ways to turn around your image as an employer is through
public relations campaigns. Send a news release to the media when your employees earn
an award, are involved in some charities or other noteworthy activities. Publicize
something you are doing thats out of the ordinary.
There are great programs for any targeted group you would like to attract. There are
groups that can help place older adults, people with disabilities, displaced homemakers
and dislocated workers.
Work with high schools and vocational schools. Get involved with the high school
distributive education classes or vocational clubs. Offer to speak to a class. The more
they know who you are, the more likely they are to get good students from that source.
Contact newcomer groups like Welcome Wagon and realtors who may be moving
people into your community.
Employee referral is still the most effective recruiting resource you can use. It tends to
replicate the current makeup of your current workforce. Offer some kind of incentive for
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employee referrals: a special prize or individual bonus. Some offer trips, VCRs, laptop
computers you name it. Publicize it on your employee bulletin board and in payroll
stuffers, and talk about it in staff meetings.
Whenever you hire someone new, ask them for the names of three to five people they
know who might like to work for you. Get their phone numbers and call them.
CHAPTER-5
At India Infoline, I was asked to recruit candidates for two designations for the product
Insurance. These are as follows:
2. TEAM LEADER (TL) - Employees at this designation occupied the level next to the
FSC in organizational hierarchy. Their job profile included recruiting, selecting, training,
motivating and assuring realization of results from the FSCs. Candidates with some kind
of selling experience were entertained.
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JOB ANALYSIS
ASSESSMENT OF VACANCIES
SHORTLISTING OF RESUMES
GROUP DISCUSSION
SALARY OFFER
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DETAILED DESCRIPTION OF THE WORK DONE
JOB ANALYSIS:
The project duration was for 2 months, and we did it under the guidance of Mr.
PANKAJ SHUKLA. We were suppose to recruit different people from different
institutes for the post of financial service consultant as well as team leader , for the
marketing profile job. We were told to target only the Delhi state for the purpose
of recruitment.
JOB ANALYSIS:
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considered. For the post of team leaders students, students applying for final placements
with marketing specialization were considered (with the condition that they must have
done their summer internship in sales profile, preferably any financial product.
Consultancies were also also contacted for recruiting the candidates for the designation of
team leaders.
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in Marketing specialization.
EXTRA CURRICULAR ACTIVITIES:- Since the requirement was for a
"Leader", leadership qualities were tried to be assessed through the resume
forwarded. It was preferred if the candidate had held any position of Captain of
any team or had organized any event on his own, or any other activity that
demonstrated his leadership.
FINANCIAL SALES CONSULTANTS:
I looked into the following factors while screening the resumes for the post of FSCs:
PRESENTATION OF THE RESUME:- The overall presentationThe overall
presentation of the resume was looked upon. Resumes with grammatical errors,
bad layout, informal presentation were rejected.
AUTHENTICITY:- In case of a hard copy, authenticity was checked by assuring
that the resume was duly signed by the candidate.
AGE :- The minimum age required for the candidate to apply for the above post
was 18years.
SPECIALISATION:- The M.B.A graduate should be pursuing his masters in only
in Marketing specialization.
NATIVE CITY:- The native city of the candidate was also looked into so as to
find out if the company had any office out there in that city. If the city matched,
then the candidate could be considered for transfer.
ACADEMIC QUALIFICATIONS:- Candidates having at least 55% throughout
were proffered.
EXTRA CURRICULAR ACTIVITIES:- The pre- requisite requirement for the
candidates applying for this post was to have excellent communication skills. This
was assessed by looking into the extra curricular activities performed the
candidate. Candidates with active participation in debates and in similar events
where strong communication skills were required, were considered.
HOBBIES:- As the post of FSCs included massive interaction with customers, the
person of an extrovert personality was proffered. The personality of the candidate
was tried to be judged through his/her hobbies. A person interested in outdoor
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games, giving performances( such as dancing ets) or any other activities involving
interaction with people generally reflected the traits of an extrovert personality.
On the other hand, person inserted in indoor sports and activities( reciting poems,
painting etc) generally reflected the traits of an introvert personality.
LINGUISTIC PREFERENCES:- Candidates familiar with the local language
were also given preference.
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I then conducted a Group Discussion round with the candidates. A group of generally 6-
8students was formed for the discussion. The topic given for GD was either related to
current affairs or any other topic related to Sales/Marketing. I prepared an Evaluation
Sheet for the the purpose of assessing the candidates. The candidates were assessed on
five parameters ,as given below:
Communication Skills:- Communication skills were assessed on the basis of
fluency, accent, tone, manner of speaking and convincing power.
Content :- I also assessed the candidate on the basis of his/her
familiarity with the topic. More marks were given for facts and figures and
examples.
Body Language:- I also marked the candidates on their body language
which included the way they sat, usage of gestures. Their dress up was also taken
into account.
Team Spirit:- This was assessed to know how good the candidate was
at managing human relationships. This I assessed by seeing whether the candidate
is allowing others to speak or n
not, by checking aggression in his tone, how well he
handled the arguments.
Self-Confidence:- Self-confidence of the candidates was assessed on the
basis of number of times he spoke, whether he took the the initiative to start the
GD or conclude it .
If any candidate did not get a chance to speak, he/she was purposely asked to put his/her
views on the topic at the end.
The candidates were then marked on these individual parameter son the scale of 1-5. I
submitted the evaluation sheet to our Sales Manager for approval. Candidates having
scores more than 17 out of 25 qualified for the PI round.
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Manager or any other concerned senior authority.
For the designation of FSC, only one PI round was conducted, solely by me.
Though the PI round was a two-way communication round, I spoke less and encouraged
the candidate to speak the most.. I tried my best to put the candidates at ease and to make
them fully comfortable started off with the interview with some light chat like asking the
candidate to speak something about himself and about his family background. This
helped me to check his communication skills and his confidence. Details about family
background provided me an insight about the native place, family culture, his own
responsibilities towards family. To some extent it also helped in judging his behaviour
and his basic need for the job I then asked questions related to his/her hobbies to allow
him/her to speak more. This further allowed me to judge his/her as a person .I then asked
the candidate about his strengths and asked to support them with examples. This helped
me to judge whether the candidates strengths matched with those required for the job
profile. For working in insurance sector one needed to have good communication skills,
should be adaptable, capable of handling stress, managing time and good at building
relationships. I aslo asked the candidate about his weaknesses and then asked him as what
he was doing to improve upon them . This helped me to judge his attitude, sense of
responsibility and level of seriousness. All these questions also helped me to find out as
such how much the candidate knows about himself. I asked the candidate about his
knowledge regarding the company and the reason he wanted to join our company. This
helped me to judge how interested the candidate was in the company and his urge to
join .If I was interviewing for the post of Team Leader , I asked him summer internship
based questions. If the candidate had done his internship in insurance sector then I asked
him insurance-product related questions to check his knowledge. I also inquired about the
total amount of sales made by him in rupees and also the number of customers made by
him. I also asked him other project details such as his work timings, difficulties faced by
him and how he overcame them. These details helped me to judge his adaptability and
ability to handle pressures. If the candidate was having work experience then he was
asked about his job profile including his reason for switching over . In between I also
discussed about his Extra Curricular activities and asked about his experience. I
congratulated him for any achievements made to keep the atmosphere less tensed. I also
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asked him questions related to sales marketing. I also asked the candidates some
situational based questions regarding selling. Then I tried to put some questions to check
the candidate's retain ability in the company such as by asking his future plans. I asked
the candidate what were his expectations from the company. I then explained him the job
profile, CTC and cleared all his queries. At last I thanked him for applying to the
company.
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CHAPTER-6
RESEARCH METHODOLOGY:
RESEARCH OBJECTIVE:
1 To find out the Recruitment and selection process existed in India Infoline.
2 To examine satisfaction level of research.
3 To find out the knowledge gaps & leads of the recruitment Process.
4 To find out the detailed recruitment process.
Research Design:
A Research design is the arrangement of collection and analysis of data from the
employee in a manner that is relevance to the research purpose as per the companys
guidelines. Research is a journey from known to unknown facts. The manipulation of
things, concepts or symbols for the purpose of generalizing to extend, correct or verify
knowledge, whether that knowledge aids in construction of theory or in practice of an art.
It is the descriptive research and to find the effectiveness of Recruitment and selection.
The main aim is, to find out the effectiveness of Recruitment & Selection procedure and
submit the suggestions and recommendations, which is coming out from the research, to
India Infoline Limited New Delhi,.
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Data Collection:
1. Primary data
The literature study was also useful in designing the questionnaire. Several rough drafts
were prepared for forming of the questionnaire. These datas were collected by structured
questionnaire, inline with the outcome to fetch the real findings what is the prevailing
practice with respect to India Infoline recruitment & Selection policy.
2. Secondary data
Secondary data was collected on the basis of company profile, Company magazines and
some advertisement, internet and the likes.
Sample Size
Sample size is 50 employees from various department exclusively
Management staff.
Analytical tool:
Analytical tool used is graphical representation, sample size and pie chart for easy
understanding of the finding of result.
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verifying the employees suggestion; the company can adopt new policies towards
Recruitment & Selection.
Benefits to the Researcher:
This study helps to understand the realistic procedures of Recruitment & Selection and
gain the practical knowledge to the researched.
In order to recruit the Financial services consultants for the company we were told to
contact the consultancies and after that directly to the colleges. For the post of financial
services consultants we targeted to those colleges who are either perusing their course in
Bachelors (Graduation colleges) or MBA colleges within Delhi wings are the methods
through which we collected the data regarding the recruitment in the colleges:
1. Making the list of graduation based colleges in New delhi: First of all, we
collected the names of the various colleges that were running the courses of
graduation in New delhi only. After that we called up the placement coordinator
or the principal of the college and asked them for the appointment for
presentation. During this collection of data we searched on the internet for the
contact numbers of the various colleges. But we were supposed to target the
whole of the Delhi, and in this way we covered only one district of Delhi i.e. New
delhi. So, in order to cover the other districts we chose an another option that
was :
2. We contacted just dial mobile yellow pages services in order to get the addresses
and contact numbers of those colleges which were not in New delhi but in the
other parts of Dehli. In this way we got the addresses and contact details of many
colleges and thereafter we called the placement coordinators and principals of the
respective colleges.
3. Making the list of various consultancies: In order to have the contact details of
the consultancies, we called up the consultancies again. There we got the names
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of the consultancies and contact numbers of the concerned persons there. We had
the Conversations with them. But we did not talk about the cost per individual or
charges that were charged by the company. The charges and everything that was
related to the money
4. It was handled by the seniors itself by listening to their talks with the various
consultancies we get to know about the negotiations that was to be done at that
time.
5. We got registered ourselves as recruiters at various job sites at internet like
monster India, times groups, naukri.com etc. out of these sites only one site got
back and responded back and it was times group. They sent me a number of
students who had experience in insurance field and were interested in marketing
profile job also But unfortunately, we were bound to the Delhi only and the
candidates were out of the Delhi. So, we collected the data through the
secondary sources also that is internet.
CHAPTER-7
1. Gender
S.no Gender No of % of
respondents respondents
1 Male 44 88
2 Female 6 12
3 Total 50 100
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Data Interpretation:-
In the above table 88% of respondent belongs to male category and 12% of
respondents belongs to female category
.Qualification
Sl.no Qualification No of % of
respondents respondents
1 Schooling/metric 4 8
2 Diploma 20 40
3 Graduate 18 36
4 Post graduate 2 4
5 Prof. Qualification 6 12
6 Total 50 100
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Data Interpretation:-
3. Experience
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Data Interpretation:-
In the above chart 72% of respondents have 1-5yrs experience and 12% of
respondents have 6-10yrs experience and 16% of respondents have 11 &above
experience.
4. Cadre
S.no Cadre No of % of
respondents respondents
1 Trainee(GET/DT) 36 72
2 Junior mgmt 4 8
3 Middle mgmt 8 16
4 Senior mgmt 2 4
5 Total 50 100
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Data Interpretation:-
From the chart, we come to know that 72% of respondents belongs to trainee
cadre and 8% of respondent belongs to junior mgmt and 16% of respondents
belongs to middle mgmt and 4% of respondents belongs to senior mgmt cadre
S.no Merit No of % of
respondents respondents
1 Yes 46 92
2 No 4 8
3 Total 50 100
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Data Interpretation:-
From the chart we come to know 92% of recruitments are done on the basis of
their merit.
41
Data Interpretation:-
From the chart we come to know 84% of respondent say that the organization
inform during the vacancy.
42
Data Interpretation:-
From the chart we come to know 92% of respondent answers Yes and 8% of
respondent answers No.
43
Data Interpretation:-
From the chart we come to know 72% of respondent answers Yes and 28% of
respondent answers No
44
Data Interpretation:-
From the chart we come to know 84% of respondent answers Yes and 16% of respondent
answers No
45
Data Interpretation:-
From the chart we come to know 88% of respondent answers Yes and 12% of respondent
answers No.
46
Data Interpretation:-
From the chart we come to know 66% of respondent are satisfied and 17% of respondent
are highly satisfied and 17% of respondent are dissatisfied.
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Data Interpretation:-
From the pie chart we come to know 40% of respondents have chosen the answers good
and 36% of respondents have chosen the answers very good and 8% of respondents have
chosen the answers excellent and 16% of respondent chosen poor.
48
Data Interpretation:-
From the pie chart we come to know 44% of respondents have chosen the ans.
good and 36% of respondents have chosen the ans. very good and 20%of
respondents have chosen the ans. excellent and 0% of respondent chosen poor
49
Data Interpretation:-
From the chart we comes to know 88% of respondent answers necessary and 12% of
respondent answers unnecessary
50
Data Interpretation:-
From the chart we comes to know 72% of respondent are strongly agree and 28% of
respondent are strongly disagree
S.no Offer No of % of
respondent respondents
1 Campus recruitment 15 0
2 Walk-in 20 44
3 Consultant 6 12
4 others 9 44
5 Total 50 100
51
Data Interpretation:-
From the chart we come to know 0% of respondent preferred campus recruitment and
44% of respondent preferred walk in and 12% of respondent preferred consultant and
44% of respondent preferred others
S.no Promotion No of % of
respondent respondents
1 Experience 2 4
2 Performance 36 72
3 Knowledge 10 20
4 Skill 2 4
5 Total 50 100
52
Data Interpretation:-
From the chart we come to know 4% of respondent preferred experience and 72% of
respondent preferred performance and 20% of respondent preferred knowledge and
4% of respondent preferred skill
53
Data Interpretation:-
From the chart we come to know 16% of respondent preferred performance and 32% of
respondent preferred knowledge and 16% of respondent preferred policy and 28% of
respondent preferred need based requirement and 8% of respondent preferred other.
54
Data Interpretation:-
55
Data Interpretation:-
From the chart we come to know 20% of respondent chosen E-recruitment and
24% of respondent chosen Consultant and 16% of respondent chosen Outsourcing
and40% of respondent chosen Advertisement
56
CHAPTER-8
FINDINGS
57
CHAPTER-9
SUGGESTIONS
1) Internal recruitment sources like employee referrals, past employees etc if used
for recruiting may result in getting eligible candidates at low cost.
2) Proper care has to be taken to be taken to avoid errors that distort the interview.
3) Physical examination if conducted would avoid further difficulties regarding that.
4) A periodic audit of the selection programmed if conducted would result in
effective evaluation of the selection programmed.
5) Preference on the basis of sons of soil should be given to a certain percentage
because the company could take advantage of his local language knowledge. It
increases the corporate image too.
58
CHAPTER-10
CONCLUSION:
attitude.
3. In insurance the largest manpower requirement is in the marketing and sales function.
4. The requirement is high because of the high attrition rate. The 80:20 rules applies in
the insurance company whereby 20% recruits turns out to be the winners and the rest
5. The advisors must sound good communication skill so that he can explain the terms.
59
CHAPTER-11
LIMITATIONS:
In course of the project there were certain limitations that came across. The followings
3. This study is not carried out with all the employees of the organization.
60
CHAPTER-12
BIBLIOGRAPHY
61
CHAPTER-13
ANNEXURE
Research topic
Recruitment& Selection
1. Gender
Male
Female
2. Qualification
Diploma
ITI
Graduate
Post graduate
3. Years of experience
1-5
5-10
10& above
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vacancy?
Yes
No
63
16. How did you get an offer?
Campus recruitment
Walk-in
Consultant
others
64
65