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MADE BY :- UTKARSH SINGH

 The project report is all about recruitment and selection process which is an
important part of any organization.
 I have completed my summer internship at AAM AADMI PARTY for a time period of 6
weeks.
 I was hired as an HR Manager (intern) for SOCIAL MEDIA MARKETING
DEPARTMENT.
 I applied through INTERNSHALA where I got selected for the respective position.
 Aam Aadmi Party is an Indian political party, formally launched on 26 November 2012,
and is currently the ruling party of the National Capital Territory of Delhi.
 It came into existence following differences between the activists Arvind
Kejriwal and Anna Hazare regarding whether or not to politicise the popular India
Against Corruption movement that had been demanding a Jan Lokpal Bill since 2011.
 The party made its electoral debut in the 2013 Delhi Legislative Assembly election,
where it emerged as the second-largest party, winning 28 of the 70 seats.
 In the 2015 Delhi Legislative Assembly election, AAP won 67 of the 70 seats in the
assembly and is ruling since then
 Nowadays, every organization necessitates personnel planning as one of the most vital
activities. Human Resource Planning is, by far, an essential ingredient for the success
of any organization in the long run.
 The objectives of Human Resource Planning department include resource, planning,
recruitment and selection, career planning, training and development, promotions, risk
management, performance appraisal, to name a few. Each of these objectives requires
special attention and accurate planning and execution.
 It is of utmost importance for every organization to employ a right person on a right
position. And recruitment and selection plays a pivotal role during such situation
 With shortage of skills and the rapid spread of new technology exerting considerable
pressure on how employers perform recruitment and selection activities, it is
recommended to conduct a step-by-step strategic analysis of recruitment and selection
processes.
DEFINATION

 Edwin Flippo defines Recruitment and selection process as "A process of searching for
prospective employees and stimulating and encouraging them to apply for jobs in an
organization.“

 Work by Korsten (2003) and Jones et al. (2006):

 According to Korsten (2003) and Jones et al. (2006), Human Resource Management
theories emphasize on techniques of recruitment and selection and outline the benefits
of interviews, assessment and psychometric examinations as employee selection
process. They further stated that recruitment process may be internal or external or
may also be conducted online. Typically, this process is based on the levels of
recruitment policies, job postings and details, advertising, job application and
interviewing process, assessment, decision making, formal selection and training
(Korsten 2003).
 Work by Hiltrop (1996):
Hiltrop (1996) was successful in demonstrating the relationship between the HRM
practices, HRM-organizational strategies as well as organizational performance. He
conducted his research on HR manager and company officials of 319 companies in
Europe regarding HR practices and policies of their respective companies and
discovered that employment security, training and development programs, recruitment
and selection, teamwork, employee participation, and lastly, personnel planning are the
most essential practices (Hiltrop 1999).

 Work by Taher et al. (2000):


Toward that end Taher et al. (2000) carried out a study to critique the value-added and
non-value activities in a recruitment and selection process. The strategic manpower
planning of a company, training and development programme, performance appraisal,
reward system and industrial relations, was also appropriately outlined in the study. This
study was based on the fact that efficient HR planning is an essence of organization
success, which flows naturally into employee recruitment and selection (Taher et al.
2000). Therefore, demand rather than supply must be the prime focus of the recruitment
and selection process
 Work by Silzer et al (2010):

 However, the process of recruitment does not cease with application of candidature
and selection of the appropriate candidates, but involves sustaining and retaining the
employees that are selected, as stated by Silzer et al. (2010).
 Work of Silzer et al. (2010) was largely concerned with Talent management, and
through their work they were successful in resolving issues like whether or not talent is
something one can be born with or is it something that can be acquired through
development. According to Silzer et al (2010), that was a core challenge in designing
talent systems, facing the organization and among the senior management. The only
solution to resolve the concern of attaining efficient talent management was by
adopting fully-executable recruitment techniques.
 Meaning:
 Recruitment is a positive process of searching for prospective employees and
stimulating them to apply for the jobs in the organisation. When more persons apply for
jobs then there will be a scope for recruiting better persons.

 Definition:
 According to Edwin B. Flippo, “It is a process of searching for prospective employees
and stimulating and encouraging them to apply for jobs in an organisation.”
 Meaning
 Finding the interested candidates who have submitted their profiles for a particular job
is the process of recruitment, and choosing the best and most suitable candidates
among them is the process of selection. It results in elimination of unsuitable
candidates. It follows scientific techniques for the appropriate choice of a person for the
job.
 The recruitment process has a wide coverage as it collects the applications of
interested candidates, whereas the selection process narrows down the scope and
becomes specific when it selects the suitable candidates.
AAM AADMI
INTERNSHALA INDUCTION
PARTY

SELECTION
TRAINING AND
JOB ASSIGNING AND
DEVELOPMENT
RECRUITMENT
INDUCTION PROGRAMME

ALLOTMENT OF TASKS AND KEEP ON


ANALYISING THE PERFORMANCE

ALLOTMENT OF THE RESOURCES

SUBMISSION OF THEIR WEEKLY REPORT


TO THE HEADS

KEEP A CHECK ON THE ATTENDENCE


1 THE MAIN OBJECTIVE WAS TO STUDY THE SELECTION AND
RECRUITMENT PROCESS.

2 TO SEE THE WORKING ENVIRONMENT INSIDE A POLITICAL


PARTY.
 Research was carried out at AAM AADMI PARTY in order to know the selection and
recruitment process. The methodology that was used to collect data is primary as well
as secondary.

 DATA COLLECTION

 Primary data
In primary data, information on a first hand basis is taken with the help of Vocational
Training. In this training a personal contact is made the hirers as well as the candidate.
The contact can in be all forms of communication viz. email, telephonic conversation and
direct contact.
The resume were handled and screened with the help of the project guide. This gave an in-
depth knowledge on screening, reviewing and sorting of the resumes. Further with the
help of various resources, the resumes were taken into consideration.
 Secondary data

 Secondary data is the data that is used previously for the analysis and the results
undertaken for the next process.
 Data was collected from web sites , going through the records of the organization.
 It is the data which has been collected by individual for the purpose of other than those
of our particular research study.
 WHICH METHOD DOES AAM AADMI PREFERS FOR
SELECTION AND RECRUIMENT FOR INTERNS ?
METHOD

THIRD PARTY INDIRECT DIRECT


 WHAT ARE THE SOURCES THROUGH WHICH EMPLOYEES
APPLY IN AAM AADMI PARTY ?
SOURCES

INTERNSHALA CAMPUS RECRUITMENT


CASUAL APPLICATION
 WHAT FORM OF INTERVIEW DID INTERNS PREFERED ?
FORMS

TELEPHONIC INTERVIEW DIRECT INTERVIEW OTHERS


 GENDER RATIO AT THE OFFICE ?

RATIO

MEN WOMEN
 Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process ?
a. Yes 80%
b. No 20%

 How well are the organization’s affirmative action needs clarified and supported in
the selection process?
a. Poor 5 %
b. Adequate 70 %
c. Excellent 25 %

 Is the organization doing timeliness recruitment and Selection process.


a. Yes 100 %
b. No
 Does HR provides an adequate pool of quality applicants ?
a. Yes 100 %
b. No

 Rate the effectiveness of the interviewing process and other selection instruments,
such as testing?
a. Poor
b. Adequate 30 %
c. Excellent 70 %

 Does the HR team act as a consultant to enhance the quality of the applicant pre-
screening process?
a. Yes 90 %
b. No 10 %
FINDINGS

 In AAM AADMI PARTY 73% of managers choose both internal and external
sources, 18% for external and 9% choose internal.
 60% of the employees are selected by direct method for recruitment and
selection, 30% by the help of third party and 20% by indirect method.
 60% of the employees apply through internshala, 30% apply through campus
recruitment and 10% apply directly.
 70% of the employees preferred telephonic interview, 20% preferred direct
interview 10% preferred other ways.
 There were 45% of women and 55% of men working in the office.
 Every company looks for an employee who can work effectively and efficiently.
They are in a search for a person who has the maximum skills for the required job.
After selecting the right person the company is now aiming for the right job for the
person. The main strength of an organization is its employees. Effective workers are
the best route to success. For this reason, company’s strive to attract and hire the
best, and to provide the best place to work.
 Aam Aadmi Party has competent and committed workforce, still there are scope for
improvements. To ensure that the organization recruits the best people, it has to
identify the best essential skills and behaviors that applicants should demonstrate.
 Management should structure and systematically organize the entire recruitment
processes. It should offer tolls and supports to enhance productivity, solutions and
optimizing the recruitment processes to ensure ROI. The recruitment management
system (RMS) should be such help that it helps to save the time and costs of the HR
recruiters in company and improving the recruitment process.
 Aam Aadmi party should try to focus more on the grievances of the employees.
 There should be weekly check that whether the interns are understanding the work
they are doing.
 There should be a proper check that whether the employees or the interns are
satisfied with the assigned jobs.
 The system of multiple bosses should come to an end as it creates a huge confusion
between the employees and interns about the work.
 Assigning of tasks should be scheduled
 Work by Korsten (2003) and Jones et al. (2006)

 Work by Hiltrop (1996)

 Work by Taher et al. (2000)

 Work by Silzer et al (2010)

 WWW.AAMADMIPARTY.COM

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