HUMAN RESOURCE MANAGEMENT

A Project Report On

RECRUITMENT AND SELECTION

Submitted For Partial Fulfillment for

The Award Of The Degree Of

BACHLOR OF BUSINESS ADMINISTRATION

(Session 2018-2019)

G.P.G.C COLLEGE BILASPUR

Affiliated to H.P UNIVERSITY,SHIMLA (H.P.)

Under The Guidance Of: Submitted By:

Prof.Richa Sharma
Rukhsar Khan

Deptt. Of Management studies Roll NO. 16307

DECLARATION
I am Miss. RUKHSAR KHAN,the student of BBA 6th semester of Govt. Post

Graduate College Bilaspur. Hereby Declare that this project is result of

Combination of my sincere efforts.

I declare that this submitted work done solely by me and to the best of
my knowledge , no such work has been submitted by another person for
the award of Graduation Degree,

I also declare that all the information from various secondary resources
has been duly acknowledgement in this Report.

PLACE: RUKHSAR KHAN

DATE:
 DECLARATION
The successful completion of this project was a unique experience for
me, I achieved a better knowledge about the field of HR. The
experience which I gained by doing this project was essential at this
turning point of my career as this project is being submitted which
contains detailed analysis of the research under taken by me.

The research provides an opportunity to the student to devote his/her

skills knowledge and competencies required during the technical
session.

I, RUKHSAR KHANfuther declare that the information presented I this

project is true and original to the best of my knowledge.
TO WHOM IT MAY CONCERN
This is to be the certify that project entitled STUDY ON RCRUITMENT
AND SELECTION TOWARDS CLUB MAHINDRA KANDAGHAT is a
bonafied record work done by RUKHSAR KHANduring on this project
report submitted to HP University Shimla in partial fulfillment of the
requirement for the degree of BACHLOR OF BUSINESS
ADMINISRRATION (BBA) and that the project work has not previously
formed the basis for award of any degree that the project work
represented independent and original work on the part of candidate
under my guidance.

CO-Ordinator (BBA) Sign of Guide

DATE:
PLACE:
 ACKNOWLEDGEMENT
This formal piece of acknowledgement may not be sufficient to express
my gratitude towards the people who have helped me in successfully
completing my project work at MAHINDRA HOLIDAYS AND RESORT
INDIA LIMITEDSolankandaghat,but at the same time I would take this
opportunity to thanks all those people who have been instrumental in
helping me make my One months winter training a fruitful experience.
Firstly , I my sincere thanks to Miss Richa Sharma, my faculty mentor for
his scholarly advice and motivation that help me ensure that things
were going the right way. His feedback has been instrumental in helping
me take the training towards the right direction.

Deepest appreciation & thanks go to my family for their patience &

understanding, friends & classmates for their insights comments
throughout the research.

Above all it is the grace & blessings of God Almighty, which made this,
Endeavour a success.

RUKHSAR KHAN
TABLE OF CONTENTS
So.No. CONTENT PageNo.
1) Executive Summary 1-2

2) FOUNDERS 3
3) CHAIRMAN’s PROFILE (Mahindra & 4-6
Mahindra)
4) FULL HISTORY OF(Mahindra 7
&MahindraRise)
5) INTRODUCTION OF 8-10
(Mahindra Holidays & Resort India
Limited)
6) CHAIRMAN’s PROFILE (Mahindra 11-13
Holidays & Resort India Limited)
7) MD & CEO of 14-15
(Mahindra Holidays & Resorts India
Limited)
EXECUTIVE SUMMARY

DESCRIPTION OF THE COMOANY:

Mahindra & Mahindra Limited is an Indian multinational CAR
manufacturing corporation headquartered in Mumbai, Maharashtra,
India. It is one of the largest vechilemaunfacturers by production in the
Republic of INDIA.

M & M was founded in 1945 by Mahindra brother’s i.e. KC Mahindra

and JC Mahindra and Mohd. Ghulam as a steel trading company,
we entered automotive manufacturing in 1947 to bring
theicomicWilly’s Jeep onto Indian road. Over the year, we’ve
diversified into many new businesses in order to better meet the needs
of our customers.

They follow a unique business model of creating empowered

companies that enjoy the best of entrepreneurial independence and
Group-wide synergies. The principle has ledour growth into a US $16.2
billion multinational group with more than 155,000 employees in over
countries across the globe.
Today, our operations span 18 key industries that
form the foundation of every modern economy
:Areospace, Aftermarket, Agribusiness, Automotive, Components,
Construction, Equipment, Consulting, Services, Defence, Energy, Farm
Equipment, Finance, and Insurance, Industrial Equipment, Information
Technology, Leisure and Hospitality, Real Estate, and Two Wheelers.

Our federated structure enables each business to chart its own future
and simultaneously leverage synergies across the entire Group’s
competencies. In this way, the diversity of our expertise allow us to
bring our customers the best in many fields.
FOUNDERS

JAGDISH Chandra Mahindra

KAILASH Chandra Mhindra.

MALIK Ghulam Mohammed

CHAIRMAN’sPROFILE

KESHUB MAHINDRA (FORMER CHAIRMAN)

Keshub Mahindra is a graduate from Wharton, University of

Pennslvania, USA. He joined the company in 1947 and became the
chairman in 1963.
During his long career he has held many key positions, served on the
board of direction of several organizations, and been a member of
many organizations and committees. He has also held many other
important positions, such as chairman of Bombay Chamber of
Commerce and Industry (1996-67), President of ASSOCHAM (1969-70).
Chairman of the Indian Institute of Management, Ahmedabad (1975-
85); Member of the foundation Board –
INTERNATIONAL MANAGEMENT INSTITUTE, Geneva (1984-89);
Chairman, India Nominating Committee ‘Single Programme’,
Eisenhower Exchange Fellowships, USA (1998-2005).
ANAND MAHINDRA (CHAIRMAN &M.D.)

AnandMahindra Vice Chairman and Managing Director of

Mahindra&Mahindra.He graduated magna cum laude
fromHarvard University and earned hisMBAfromHarvard Business
School in 1981.He joined theMahindra Ugine Steel Company. Hi0s
leadership has helped make Mahindra a global company and strong
competitor since India’s economic liberalization in 1991. Anandis a
notable public figure with a considerable following on Twitter and
serves on many boards and committees.
Full History Of Mahindra & Mahindra
Mahindra & Mahindra was set up as a steel trading company in
1947inLudhiana as Mahindra &Mohmmad by Brothers
Kailash Chandra and JagdeshChandra Mahindra and Malik
Ghulam Mohammed.
After INDIA gained independence and Pakistan was formed,
Mohmmademigrated to Pakistan where he became that country’s first
finance minister. The company changed its name toMahindra&
Mahindra in 1948. It eventually saw a business opportunity in
expanding into manufacturing and selling largerMUVs, starting with
the assembly under licence of the Willy’s Jeepin india. Soon
established as the Jeep manufacturing of INDIA, the company later
commenced manufacturing Light Commercial Vehicles (LVSs)
and agricultural tractors.

WILLY’S JEEP
MAHINDRAHOLIDAYS& RESORTS
INDIA LIMITED
Club Mahindra Holidays is an Indian travel company founded in
1996. It is a part of the MAHINDRA GROUP and provides holidays on
a Timeshare basic.

Mahindra Holidays & ResortsIndia Limited (MHRIL) is a part

of the Leisure and Hospitality sector of the Mahindra Group.
Vacation ownership is its key offering and “CLUB MAHINDRA” is
its flagship brand. MHRIL offers family holidays primarily through
vacation ownership memberships for over a period of 25/10 year
Club Mahindra Holidayswas incorporated as Mahindra Holidays
and Resorts India Limited (MHRIL) in the year 1996. Subsequently,
the company’s statuswas changed to public limited in the year 1998. In
the same year, the company opened its first resort at Munnar
(kerala).

Its next resorts was opened in Goa in 1999. At present, the

company operates more than 50 resorts in India and 4 International
resorts in abroad.

MHRIL’sparent company, Mahindra Group is a USD 19 billion

multinational company. The parent company employs 2 Lakh
people across 100 countries in the world.
MR. ARUN NANDA (CHAIRMAN)
Mahindra Holidays & Resort India Limited
 CHAIRMAN
MR. ARUN NANDAjoined the board in 1992. He resigned as
Executive Director in 2010 to focus on the social sector and was
immediately reappointed as Non- executive director. The Founder,
Director, and Chairman of Mahindra Holidays & Resorts India (MHRIL),
Mr. Arun Nanda has contributed more than 30 years to Mahindra
in a series of key positions in compliance, Corporate Goverence,
Investments, Strategic, Planning, Corporate Communications, and
identifying new business opportunities.
Mr. Arun Nanda holds a degree in law from the university of Calcutta
and is a fellow member of the institute of Chartered Accountants of
India (FCA) and the Institute of Company Secretaries of india (FCS). He
has also participated in a senior Executive Program at the London
Business School.

Mr. Arun Nanda entrepreneurial instinct and strategic insights have

guided MHRIL’s success as India’s leading vacations experience
provider. He also serves as chairman of MHRIL, Mahindra Lifespace
Developers, Owens Corning India, Mahindra World City Developers, and
Director of Mahindra & Mahindra, Mahindra Water Utilities, Mahindra
World City (Jaipur), Mumbai Mantra Media and Union Bank of India. He
is also on the Advisory Board of Barco Company and schineider Electric
India.
Mr. KAVINDER SINGH ( MD& CEO )
Mahindra Holidays & Resorts India Limited
 MD & CEO
Mahindra Holidays & Resorts India Limited

Mumbai, September 29, 2014: The Board of Director of Mahindra

Holidays & Resorts India Limited, India’s leading leisure hospitality
brand, today announced the appointment of MR. KAVINDER SINGH as
the CHIEF EXECUTIVE OFFICER & Managing Director (CEO &amp
MD). His appointment will be effective from his date of joining, which is
likely to be in the first week of November 3, 2014.

MR. KAVINDER SINGH brings 28 years of experience in the FMCG sector

having working in ASIAN PAINTS, ITC and PIDILITE INDUSTRIES. At ITC,
he was responsible for setting up and successfully building their biscuits
business.
CLUB MAHINDRA SWOT ANALYSIS
WITH COMPETITOR’S & USP
SWOT Analysis of Club Mahindra Holidays with USP, Competition, STP
(SEGMENTATION, TARGETING, POSITION)- Marketing analysis

CLUB MAHINDRA HOLIDAYS

Parent Company Mahindra Group
Category Hotels and Resort
Sector Toursim and Hospitality
Tagline/ Slogan Jiyo Life! ( Live Life )
USP Membership through which one can
avail stay at a wide range of resorts
whenever required
 CLUB MAHINDRA HOLIDAY’S (STP)
Segment Upscale, Mid – Market
Target Gruop Leisure travellers, Families
Position A fun brand that can be
enjoyed by families who like
to travel different destinations
and spend quality time with
their loved ones.
CLUB MAHINDRA HOLIDAY’S SWOT ANALYSIS
Strengths Below is the Strength, Weakness,
Opportunity & Threats (SWOT) Analysis of
Club Mahindra Holidays :
1.) Customer base of over 143000
members.
2.) 40+ resorts in various locations
3.) Brands presence in quite high due to
excellent adverting
4.) New under explored and lesser
known locations (e.g. Ashtamudi in
kerala)
5.) High Brand Recall
6.) Homely ambience and arrangements
adds to its warmth as a hospitality
company.
Weakness 1.) Quality of services and infrastructure
is not constant throughout the brand.
2.) Company policies regarding booking
of rooms does not always go well with
customers (need to book 6 months
prior)
3.) Constant political disturbances with
in the country
Opportunity 1.) Incredible India campaign has had a
positive influence on influx of
foreigners traveling to India. Club
Mahindra should have programs for
foreigners.
2.) With reducing spending capacities,
domestic travel is increasing INDIA.
Threats 1.) International hospitality giants
are entering all markets and
catering to all segments in this
sector.
2.) Economic downturn might have
an effort on equity capital of the
company.
CLUB MAHINDRA HOLIDAYS COMPETITON

Competitors Below are the 4 main Club Mahindra

Holidays competitors :
1.) Sterling Holidays
2.) Wyndham Vacation Ownership
3.) Starwood
4.) Hyatt
 THEORYTICAL FRAMEWORK
Recruitment has been regarded as the most important function
of personnel administration, because unless the right type of
people are hired the organization cannot achieve its objectives.
This is the second step in the process of procurement of the
employee the first being the manpower planning.

RECRUITMENT AND SELECTION

Recruitment refers to the process of finding possible candidates
for a job or function, usually undertaken by recruiters. It also
may be undertaken by an employment agency or a member of
staff at the business or organization looking for recruits.
Advertising is common part of the recruiting process, and can
occur through several means: through
online, newspapers, using newspaper dedicated to job
advertisement, through professional publication, using
advertisements placed in windows, through a job center, through
campus interviews, etc. Suitability for a job is typically assessed
by looking for skills, e.g. communication skills, typing skills,
computer skills. Evidence for skills required for a job may be
provided in the form of qualifications (educational or
professional), experience in a job requiring the relevant skills or
the testimony of references. At a more basic level written tests
may be given to assess numeracy and literacy. A candidate may
also be assessed on the basis of an interview. Sometimes
candidates will be requested to provide a résumé (also known as
a CV) or to complete an application form to provide this
evidence. The follow-up process may be referred to as part of the
recruitment process: inveigling the selected candidate to take up
the target job.

RECRUITING INTERNALLY OR
EXTERNALLY
Internal Recruiting
Recruiting from among the existing workforce offers many
advantages. Seeing our employees at work on a day-to-day basis
will enable us to evaluate their particular strengths and weakness
accurately and choose the most suitable person for the position.
When the company recruits from within the organization the
employees will feel important and highly valued since it appears
that the organization immediately turns to them whenever a
vacancy occurs. Their work rate and performance should
improve as well as they will realize that increasing job
opportunities are available to them if they are industrious and
successful at their jobs. However any method has its own merits
and demerits.

The most common sources of internal recruitment are:

1) Personal References
The existing employees will probably know their friends or
relatives or colleagues who could successfully fill the vacancy.
Approaching them may be highly efficient method of recruitment
but will almost certainly offend other workers who would have
wished to have been considered for the job. To keep employees
satisfied make sure that potentially suitable employees are
informed of the vacancy so that they can apply. Also any one else
who is likely to be interested is told about it as well so that they
can apply for the job.

2) Notice Boards
This is the convenient and simple method of passing on
important messages to the existing staff. A job advertisement
pinned to a notice board will probably be seen and read by a
sufficient number of appropriate employees at little or no cost.
However many of the staff will probably not learn of the vacancy
in this way either because the notice board poorly located or is
full of out dated notices that they don’t bother to look at it, as
they assume there is nothing new to find out. A notice board must
be ensured that it is well sited. Wherever it is been placed it
should be certain that it is seen by every one. It means there must
be equal opportunity to see to it and this happens when they
know that just important topical notices are on display. Attention
must be paid to the design and contents of the notice if it is to
catch the eye and make the employee read on and then want to
apply for the job.

3) Memoranda
Possibly the best way of circulating news of the job vacancy is to
send memoranda to department managers to read out to the
teams or to write all employees perhaps enclosing memoranda in
wage packets if appropriate. However it can be a time consuming
process to contact staff individually, especially if there is a large
work force. It should also be kept in mind as to in which way the
memorandum is phrased out so that the job appeals to likely
applicants.

Merits
 It improves the morale of the employees
 The employee is in better position to evaluate those presently
employed than outside conditions
 It promotes loyalty among the employees, for it gives them a
sense of job security and opportunities of advancement.
 These people are tried and can be relied upon

Demerits

 It often leads to inbreeding and discourages new blood from

entering into an organization
 There are possibilities that internal sources may “dry up”
and it may be difficult to find the requisite personnel from
within an organization.
 No innovation are made no new thinking so on new inputs
which is very much essential for the growth of the
organization
 Usually promotions are based on seniority so the danger is
that really capable hands may not be chosen.

External Recruiting
When a company is involved in large expansions and is more
oriented towards achieving high growth and high market share,
with more focus on quality of the product and high customer
satisfaction then it is inevitable for any organization to go for
external recruiting. External recruiting is nothing but recruiting
the people in an organization from outside the company. For
example campus recruits is an effective and efficient way of
recruiting when a company wants new minds that are more
creative and go-getters for any task. If a company wants to
concentrate only on its core activities and wants to relieve the
burden of the task of recruitment then the more feasible option
would be third party recruiting or recruitment process
outsourcing RPO. The experienced persons but unemployed can
be recruited into the company which may reduce the training
cost if they are from same industry.

There are many sources to choose from if you are seeking to

recruit from outside the company.

1) Word of Mouth
Existing employees may have friends and relatives who would
like to apply for he job. Recruiting in this way appears to be
simple, inexpensive and convenient. Never use word of mouth as
a sole or initial source of recruitment if the work force is wholly
or predominantly of one sex or racial group. Also employing
friends and relatives of present employees may be imprudent
because it is not certain that they are as competent as the current
staff.

2) Notices
Displaying notices in and around business premises is a simple
and often overlooked method of advertising a job vacancy. They
should be seen by a large number of passerby, some actively
looking for work. It can also be inexpensive with a notice varying
from a carefully hand written post card up to a professionally
produced poster. Pay attention to the appearance and contents of
the notice if it is intended that it is applied by the right people.
3) Job Centers
Most large towns have a job center which offers employers a free
recruitment service, trying to match their vacancies to job
seekers. Staff will note information about a post and the types of
person sought and then advertise the vacancy o notice boards
within their premises. Job center employees can further help if
requested to do so by issuing and assessing application forms and
thus weeding out those applicants who are obviously unsuitable
for the position. Short listed candidates are then sent out for the
employer to interview on his business premises.

4) Private Agencies and Consultants

There are various types of private organization that can help to
find the right person for a particular job. Employment agencies
exist in many town and cities. Some handle all general vacancies
from junior unto supervisory level while others specialize in
various occupations such as accountancy, clerical or computer
personnel and marketing or sales. Since they maintain a register
of job seekers, they initially attempt to find applicants from this
list. A short list will be drawn up by reading through applications
and conducting interviews on client organization’s behalf.
Although fees vary, it is expected to pay around 10 to 15% of the
annual salary offered if a suitable person is found for the job.

This will be partly refundable if he leaves within a certain period

of time. For temporary staff, it is normally charged on hourly,
daily or weekly rate by the agency. They will then pay the
employee. Recruitment agencies are similar to employment
agencies in the services that they offer. The main difference is
that recruitment agencies tend to operate at a higher level,
concentrating on technical, managerial and executive
appointment. Accordingly, increased time, effort and expertise
are needed to compile a quality short list. This will be reflected in
the fees charged, often between 18 and 22% of the annual salary
of the staff recruited. Again a proportion of this may be
refundable if the employees proves to be unsatisfactory and
subsequently departs.
Search consultants, also known as Headhunters, specialize in
finding candidates for senior positions. They normally head hunt
people currently at work in similar posts, possibly at rival
companies. Discrete approaches, by telephone, are made direct to
the persons involved. Such a process is time consuming and
requires considerable tact and diplomacy if it is to be successful.
Charges may be in excess of 30% of the annual salary. Before
opting for this source attention must be paid about those agencies
who brashly promise to give a lengthy list of candidates very
quickly. It may sound impressive but suggests that they are
simply pulling names from a register perhaps of dubious quality
and are not actively searching for and screening applicants
properly. A good shortlist will take time to compile. It must be
ensured that the agency with which the organizations contracting
must follow a good refund system in case the new recruit resigns
or needs to be dismissed shortly after joining. Also a free
replacement warranty up to six months must be provided by the
recruiting agency. When employing an agency or consultant,
make sure that they know exactly what they are expected to do. A
clear job description and employee specification, must be

provided so that they could screen by referring to the employee

specification and so on. Full up to date information about the job
and person required. Supply all details and all instructions in
writing to avoid subsequent misunderstandings and
disagreements.

5) Educational Institutions Or Campus Recruitment

Those companies which require a steady intake of young persons
for new Youth Training to trainee management positions ought
establish and maintain close contact with colleges and
universities. The advantage of campus recruitment is, it is known
that who the audience to be addressed are. Promotional literature
in the form of posters, broachers, catalogues; press releases and
so on can be issued to the audience so that the company’s name
remains prominent in their and their student’s minds all the
time.

SELECTION
The selection procedure is concerned with securing relevant
information about the applicant. The objective of selection
process is to determine whether an applicant meets the
qualifications for a specific job and to choose the applicant who is
most likely to perform well in that job.
The hiring procedure is not a single act but it is essentially a
series of methods by which additional information is secured
about the applicant. At each stage facts, which came to light,
make the acceptance or rejections of the candidate clear.

Essentials of Selection Procedure

The selection process can be successful if the following
requirements are satisfied:
1. Someone should have the authority to select. This authority
comes from the employment requisition as developed by an
analysis of the work-load and work force.
2. There must be some standard of personnel with which a
prospective employee may be compared i.e., a comprehensive job
description and job specification should be available beforehand.
3. There must be sufficient number of applicants from whom the
required number of employees may be selected.

PROCESS OF SELECTION
Preliminary Interview or Screening
The initial screening is usually conducted by a special interviewer in
the employment office. These interviews are short and are known as
stand-up interviews. The main objective of such interviews is to
screen out undesirable/unqualified candidates at very outset. The
screening process seeks to identify those applications that meet the
basic entry-level requirements. In order to be fair and objective in
the

screening of candidates, it is essential that a fixed set of valid

criteria be applied in terms of each and every candidate that applies
for a position.
Certain conditions should be met in relation to the format and
content of -
a)Application forms b)Curricula Vitae (CV’s) and c)All other relevant
documentation.

What is the purpose of short-listing?

After having completed the screening process and eliminated those
applicants that do not meet the basic requirements, the next
objective should be to identify a manageable size (pool) of
applicants (a short-list) who are best suited to fill the position
successfully and from whose ranks the most suitable candidate(s)
is/are to be selected.

Application Form
Application form is also known as application blank. The technique
of application blank is traditional and widely accepted for securing
information from the prospective candidates. It can also be used as a
device to screen the candidate at the preliminary level.

Psychological Testing
Test is defined as a systematic procedure for sampling human
behavior
Tests are used in business for three primary purposes:
1) for the selection and placement of new employees
2) for appraising employees for promotion potentials and
3) for counseling employees if properly used psychological tests can be of
paramount importance for each of these purposes.

Classification of Tests on the Basis Of Human

Behavior
A. Aptitude or potential ability test

These tests may take one of the following forms.

a) Mental or Intelligence Test - measures and enables to know
whether he or she has mental capacity to deal with new problems.
b) Mechanical Aptitude Test - measures the capacity of a person to
learn a particular type of mechanical wok. This could help in
knowing a person’s capability for spatial visualization, perceptual
speed manual dexterity, visual motor coordination or integration,
visual insights etc.
c) Psychometric tests – these tests measures a persons ability to do a
specific job

B. Achievement test
Also known as proficiency tests they measure the skill, knowledge
which is acquired as a result of a training program and on the job
experience they determine the admission feasibility of a candidate
and measure what he/she is capable of doing.

C. Personality tests
These tests aim at measuring those basic make up or characteristics
of an individual which are non-intellectual in their nature. In other
words they probe deeply to discover clues to an individual’s value
system, his emotional reactions and maturity and motivation
interest his ability to adjust himself to the illness of the everyday life
and his capacity for interpersonal relations and self image.
INTERVIEWS

Interviews are a crucial part of the recruitment process for most

organizations. Their purpose is to give the selector a chance to
assess the candidate and to demonstrate their abilities and
personality. An interview is an attempt to secure maximum amount
of information from candidate concerning his suitability for the job
under consideration.
The recruitment process for most organizations follows a common
theme: Applications/CVs are received, either online or by post; and
candidates are short-listed and invited for interview. The interview
format can vary considerably and may include an assessment centre
and/or tests. The number of interviews also varies. Some companies
are satisfied after one interview, whereas others will want to recall a
further shortlist of candidates for more. If successful at the final
interview stage, an official job offer is sent to the candidate.

Background Checks and Enquiries

Offers of appointment are subject to references and security checks.
The references given in the candidate’s application will be taken up
and a security check will be conducted.

Final Selection Decision

Those individuals who perform successfully on the employment
tests and the interviews, and are not eliminated by development of
negative information on either the background investigation or
physical examination are now considered to be eligible to receive an
offer of employment. The actual hiring decision should be made by
the manager in the department that had the position open.
 Recent trends in recruitment
The following trends are been seen in recruitment:

OUTSOURCING
In India, the HR processes are being outsourced from more than a
decade now. A company may draw required personnel from the
outsourcing firms. The outsourcing firms help the organization by
initial screening of the candidates according to the needs of the
organization and creating a suitable pool of talent for the final
selection by the organization.In turn, the outsourced firms charge
the organizations for their services.

Advantages of outsourcing are:

 The company need not plan for human resources much in

advance

 Value creation, operational flexibility and competitive advantage

 Turns the management’s focus to strategic level processes of HRM

 Company can save a lot of its resources and time

POACHING/RAIDING
“Buying talent” (rather than developing it) is the latest mantra being
followed by the organization today. Poaching means employing a
competent and experienced person already working with another
reputed company in the same or different industry, the organization
must be a competitor in the industry. A company can attract talent
from another firm by offering attractive pay packages and other
terms and conditions better than the current employer of the
candidate. But it is seen as an unethical practice and not openly
talked about.
E- RECRUITMENT
Many big organizations use internet as a source of recruitment. E-
recruitment is the use of technology to assist in the recruitment
process. They advertize job vacancies through World Wide Web. The
job seekers send their applications or curriculum vitae through e-
mail using internet, which can be drawn by prospective employees
depending upon their requirements

Advantages of E-Recruitment are:

 Low cost
 No intermediaries
 Reduced time and effort
 Increases efficiency

Recruitment Management System

Recruitment management system is the comprehensive tool to

manage the entire recruitment process of an organization. It is one
of the technological tools facilitated by the information management
systems to the HR of the organization.

 It facilitates faster, unbiased, accurate and reliable processing of

applications from various applicants

 It 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

 It maintains an automated active database of the applicants

facilitating the talent management and increasing the efficiency of
the recruitment processes
 It provides a flexible, automated and interactive interface
between the online application system, the recruitment
department of the company and the job seeker

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.
The fact that these intermediaries are able to provide their expert
services, economies of scale, up to 40% savings in the recruitment
cost, knowledge of the market and the access to the suitable and
talented candidates give them an edge over the other sources of
recruitment.
Despite the growing use of the internet, the recruitment
intermediaries are predicted to continue dominating the
recruitment market in the anticipated future.
The outsourcing process includes the following steps

A. Brief about profile to the consultant

B. Short listing the good CV’s received from the consultant

C. Consultants co-ordinate the interviews

D. Interviews are held at the company

E. Calling the candidate for final negotiation and offer

F. If the offer is accepted, the candidate is asked to join else the

company looks for some other person
HR challenges in recruitment
Recruitment is a function that requires business perceptive,
expertise, ability to find and match the best potential candidate,
marketing skills and wisdom to align the recruitment processes for
the benefit of the organization. The biggest challenge for the HR
professionals is to source or recruit the best people for the
organization.
In the last few years the job seekers have 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 functions- recruitment.
The major challenges faced by the HR in recruitment are:

 Adaptability to globalization: The HR professionals are expected

to keep in tune with the changing times, i.e. the changes taking
place across the globe

 Lack of motivation: Recruitment is considered to be a thankless

job. Even if the organization is achieving results, HR department
or professionals are not thanked for recruiting the right
performers

 Process analysis: The immediacy and the speed of the recruitment

process are the main concerns of the HR. The process should be
flexible, adaptive and responsive to the immediate recruitments.

 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 major challenge.
Diversity in workforce
With the globalization and the increasing size of the organizations, the
diversity in the workforce is increasing i.e. people from diverse
backgrounds, age groups, race, gender, abilities etc. come together to
work for one organization and common objectives. Therefore, it is the
responsibility of the employer to create an equality- based and
discrimination- free working environment and practices.
Equal opportunity means treating people equally and fairly irrespective
of their race, religion, sex, age, disability etc. giving women an equal
treatment and access to opportunities at the workplace. Any employee
should not be ill- treated or harassed by the employer or other
employees.
Equal Employment Opportunity principles help to realize and respect the
actual worth of the individual on the basis of his knowledge, skills,
abilities and merit. And the policy should cover all the employees of the
organization whether permanent or temporary.
Head Hunting
Head hunting refers to the approach of finding and attracting the best
experienced person with the required skill set. Head hunting involves
convincing the person to join your organization.

Identify the prospective employee

Hold a talk with the candidate

Candidate Look for some other candidate

interested
No
Yes

Call for a formal discussion

No
Offer Look for some other candidate
accepted

Ask the person to join and submit necessary documents

 Working Methodology

I worked as a HR trainee in Reliance Communications ltd, hub office,

Lucknow. My job profile was mainly screening of profiles, conducting
telephonic preliminary interviews, speaking to candidates and fixing up
the interviews, maintaining records, etc. for which it was essential to be
computer savvy and having good knowledge of MS- Word and MS- Excel.

It was a good learning experience as I was able to adapt myself to the

corporate work culture and working in groups. Since I was asked to work
on the ongoing project “RSO hiring plan” for the recruitment of 60 Rural
Sales officers for the various regions in U.P East and U.P West, I was
assigned the topic Recruitment and Selection for my summer internship
project. I was given the opportunity to undertake diverse tasks.
I had been working closely with the talent acquisition team in the HR
department. Over the period of time, I have been able to build
relationships and learn the work culture of the company.
From the beginning till the end, I got the opportunity to handle different
tasks, like, file management, interview scheduling and making phone
calls to the concerned people, working on the database, preparing the
training letters and conducting preliminary(telephonic) interviews. I had
also been working on the ongoing project “RSO hiring plan” in which 60
employees had to be recruited for the post of Rural Sales Officer in
various regions of U.P East and U.P West. I was given the task of short
listing the CV’s of qualified people, based on various criteria, from the
various sources(like web portals, references, etc). In all 60 employees
had to be recruited for which we shortlisted the CV’s of 140 people (the
parameters for short listing were explained to me). Based on the
information we collected from them, we prepared the database of these
140 people and presented it to the project head in the company.
 I have been able to gain an insight into the HR functions as well as groom
myself to fit into the corporate environment. I have been able to observe
the work pressure and how it is to be tackled. Apart from this, I have
known the internal working environment of the company and been able
to build relationships with my senior people. Even small tasks like
making phone calls for lining up the interviews and preparing their
database have helped me raise my confidence and know how the things
are done in a corporate culture. My work has gained me appreciation
from my seniors in the company which has been a great motivation. I also
learnt what are the various criteria or parameters on which people had
to be shortlisted for the post of Rural sales officer and Territory Sales
Managers. Talking to various people whom I had shortlisted for the
interview process gave me confidence and taught me how to deal with
people.

OBJECTIVES OF THE STUDY:

1. To know the functioning of Human Resource Department

2. To analyze the recruitment policy of Reliance
Communications ltd.
3. To gain an insight into the practical implications of the
theoretical concepts

RESEARCH METHODOLOGY

Research methodology is study and analysis of research literature,

methods, techniques and procedures for conducting investigations
selecting a problem and developing plans for study. It basically
refers to conduct and reach the formulated conclusion.
RESEARCH DESIGN

Type of research design for this project report is formal. It begins

with research questions and involves precise procedures and data
sources specifications. The main goal of formal research design is to
answer the question.

METHOD OF DATA COLLECTION

Data collection may be of either primary or secondary data.

Primary Research helped me to gain new insights into the HR

functions and related aspects. This happened through broadly the
following methods:

Group Discussions
Elaborate discussions on various topics related to the subject helped me
pool in variety of ideas into the process of collecting insights. Topics
ranged from the recruitment function of HR to the attributes of the
employees working there. Thus, collating a lot of lasting impressions and
‘those that worked’ ideas became one comprehensive thought bank
which was further analyzed to filter relevant information.

Observational and Interactional

Nothing is more insightful than witnessing the actual moment. Hence,
passive and active observations of behavior, interactions and
motivations of people in selected environments. Broader observations
like, recognizing frequently occurring events also helped me understand
the working environment better. These gave spontaneous cues into the
verity of the topic.
Questionnaire
The research instrument that I used for collecting relevant information
was a questionnaire that contained questions related to the recruitment
and selection policy at Reliance Communications ltd.

Secondary Research: Books, Web, Papers by Experts were considered

for the relevant background work on the project.

RESEARCH APPROACH
The research method used was that of questionnaire ,
observation and interaction and group discussions for primary
data & an extensive literature survey for secondary data.

SAMPLE DESIGN
In this study convenient sampling method was adopted. First
organization was divided into different departments like Operations,
Customer Services, Human Resources, Internet Marketing and under
writing departments. From this department, the respondents were
selected on the basis of convenience.

SAMPLE SIZE
Sample size=30 out of universe of 180.

CONTACT METHOD
Respondents were contacted personally.
ANALYSIS AND INTERPRETATION-
1. SINCE HOW MANY YEARS HAVE YOU BEEN WORKING
WITH THIS ORGANISATION?
YEARS RESPONDANTS PERCENTAGE
0-5 years 30 100
5-10 years 0 0
10-15 years 0 0
More than 15 0 0
years

RESPONDANTS

0-5 YEARS
5-10 YEARS
10-15 YEARS
MORE THAN 15 YEARS

INTERPRETATION- According to the pie chart all the staff of the

Club Mahindra Holidays and resorts worked from 0-5 years.
2. DOES THE ORGANISATION CLEARLY DEFINE THE
POSITION, OBJECTIVE, RECRUITMENT & CANDIDATE
SPECIFICATIONS IN THE RECRUITMENT PROCESS?
VIEWS OF RESPONDANTS PERCENTAGE
EMPLOYEES
YES 30 100
NO 0 0

Column1
35

30

25

20

Column1
15

10

0
YES NO

INTERPRETATION- According to the chart all the

employees of club Mahindra holidays and resort agrees that
organization clearly define the position, objective,
recruitment and candidate specifications in the recruitment
process.
 3. HOW WELL THE ORGANISATION’S AFFIRMATIVE ACTION
NEEDS CLARIFIED & SUPPORTED IN THE SECTION PROCESS?

VIEWS OF THE RESPONDANTS PERCENTAGE

EMPLOYEES
POOR 0 0
ADEQUATE 5 16.66
EXCELLENT 25 83.33

%AGE
0
16.66

POOR
ADEQUATE
EXCELLENT
83.33

INTERPRETATION- According to the pie chart 16.66% of the

survey population believes that the organization’s affirmative
action needs clarified and a supported in the selection process
and 83.33% believes that the organization is excellent in this
department.
4. IN THE ORGANISATION DOING TIMELINES
RECRUITMENT AND SELECTION PROCESS?
VIEWS OF RESPONDANTS PERCENTAGE
EMPLOYEES
YES 30 100
NO 0 0

100
90
80
70
60 YES

50 NO

40
30
20
10
0
YES NO

INTERPRETATION- According to the chart 100% of the

survey population agrees in doing timelines
recruitment and selection process.
5. DOES HR PROVIDE POOL OF QUALITY APPLICANTS?
VIEWS OF THE RESPONDANTS PERCENTAGE
APPLICANTS
YES 30 100
NO 0 0

PERCENTAGE

YES
100 NO

INTERPRETATION- According to the above chart all

the survey population agrees that the HR provides
pool of quality applicants.
6. RATE THE EFFECTIVENESS OF THE INTERVIEWING
PROCESS AND OTHER SELECTION INSTRUMENTS,
SUCH AS TESTING?
VIEWS OF THE RESPONDANTS PERCENTAGE
EMPLOYEES
POOR 0 0
ADEQUATE 8 26.66
EXCELLENT 22 73.33

Sales

0
26.66

POOR
73.33
ADEQUATE
EXCELLENT

INTERPRETATION- According to the above pie chart

26.66% of the survey population feels adequate,
76.66% of the population feels excellent and none of
the population feels poor about the effectiveness of the
interviewing process & other selection instruments,
such as testing.
7. THE HR TEAM ACT AS A CONSULTANT TO ENHANCE
THE QUALITY OF THE APPLICANT PRE-SCREENING
PROCESS?
VIEWS OF THE RESPONDANTS PERCENTAGE
RESPONDANTS
YES 30 100
NO 0 0

RESPONDANTS

YES
NO

INTERPRETATION- According to the given pie chart

100% of the population agrees that the HR team act as
a consultant to enhance the quality of the applicant
pre-screening process.
8. DOES HR TRAIN HIRING EMPLOYEES TO MAKE THE
BEST HIRING DECISION.
VIEWS OF THE RESPONDANTS PERCENTAGE
EMPLOYEES
YES 30 100
NO 0 0
PERCENTAGE

YES
NO

INTERPRETATION- According to the pie chart 100% of

the survey population agrees that the HR train hiring
employees to make the best hiring decision.
9. RATE HOW WELL THE HR FINDS GOOD CANDIDATES
FROM NON TRADITIONAL SOURCE WHEN NECESSARY?
VIEWS OF THE RESPONDANTS PERCENTAGE
EMPLOYEE
POOR 0 0
ADEQUATE 9 30
EXCELLENT 21 70
PERCENTAGE

POOR
ADEQUATE
EXCELLENT

INTERPRETATION- According to the above pie chart

70% of the populations thinks excellent and 30% of
the population thinks adequate and none of the
population thinks that the HR finds good candidates
from non traditional sources when necessary.
10. HOW WOULD YOU RATE THE HR DEPARTMENT
PERFORMANCE IN RECRUITING AND SELECTION?
VIEWS OF THE RESPONDANTS PERCENTAGE
EMPLOYEES
POOR 0 0%
ADEQUATE 5 16.66%
EXCELLENT 25 83.33%
Sales
0
16.66

POOR
ADEQUATE
EXCELLENT
83.33

INTERPRETATION- According the above pie chart

83.33% of the survey population believes that the HR
department is performing excellent in recruitment
and selection and 16.66% of the population believes
that the HR department is performing adequate in
recruitment and selection and none of them believes
that the department is poor in this activity.
11. DOES THE HR DEPARTMENT IS EFFICIENT IN
SELECTION POLICY OF THE EMPLOYEES?
VIEWS OF THE RESPONDANTS PERCENTAGE
EMPLOYEES
YES 30 100
NO 0 0
PERCENTAGE

YES
NO

INTERPRETATION- According to the above chart all

the survey population agrees that the HR department
is efficient in selection policy of the employees.
12. DOES THE HR MAINTAIN AN ADEQUATE POOL OF
QUALITY “PROTECTED CLASS” APPLICANTS?
VIEWS OF THE RESPONDANTS PERCENTAGE
EMPLOYEES
YES 30 100
NO 0 0
VIEWS
0

YES
NO

100

INTERPRETATION- According to the above chart all

the survey population agrees that the HR maintains an
adequate pool of quality “protected class” applicants.