Recruitment and Selection Practices in consultancy service sector

at
SIJANG GROUP, Vengal Rao Nagar, Hyderabad.
A Project report submitted to Jawaharlal Nehru Technological University,
Hyderabad, for the award of degree

MASTER OF BUSINESS ADMINISTRATION, JNTUH,

By
D. Prashant Kumar
ROLL NO:17R11E0012
UNDER THE GUIDANCE OF

Mrs. B.P.S. Jyothi

ASSISTANT PROFESSOR

DMS- GCET, Cheeryal.

Department of Management Studies

Geethanjali College of Engineering &
Technology
(AUTONOMOUS)

NAAC Accredited, Approved by AICTE and Affiliated to JNTUH

Cheeryal, Keesara, Medchal Dist. – 501301

(Batch 2017-19)
 DECLARATION

I hereby declare that the project titled “Recruitment and Selection Practices in consultancy
service sector at SIJANG GROUP, Vengal Rao Nagar, Hyderabad”. Submitted in partial
fulfilment of the requirements for award of the degree of MBA at GEETHANJALI
COLLEGE OF ENGINEERING AND TECHNOLOGY (AUTONOMOUS), affiliated to
Jawaharlal Nehru Technological University, Hyderabad, is an authentic work and has not
been submitted to any other University/Institute for award of any degree/diploma.

Place: D. Prashant Kumar

Date: Roll No: 17R11E0012

 Acknowledgement

The project titled “Recruitment and Selection Practices in consultancy service sector at
SIJANG GROUP, Vengal Rao Nagar, Hyderabad”, was submitted in partial fulfilment for
the award of the degree of Master of Business Administration. I sincerely acknowledge the
guidance and support rendered to me by various people without which this project would not
been materialized.

I offer heartiest thanks to our college GEETHANJALI COLLEGE OF ENGINEERING

AND TECHNOLOGY (AUTONOMOUS) for allowing me to report my project. I thank to
our beloved principal [Link] Kumar and Head of MBA Department
[Link] for providing me with necessary guidance and facilities to carry out the
project.

I take immense pleasure to convey my thanks and deep sense of gratitude to project guide
Mrs. B.P.S. Jyothi who gave me such an opportunity to sharpen my skills and translate the
wisdom and creativity into actions through constant guidance and discussions on the project.

As a gesture of respect towards my family members, friends and their support, I whole
heartedly dedicate this work.

With regards,
D. Prashant Kumar
17R11E0012.
 TABLE OF CONTENTS

Chapter No’s Particulars Page No’s

Introduction 1-7
1.1 Introduction to the study
1.2 Purpose of the study
Chapter- 1 1.3 Scope of the study
1.4 Objective of the study
1.5 Research methodology
1.6 Problem formulation
1.7 Company Profile
Chapter- 2 Literature Review 8-12
Chapter- 3 Research Methodology 13-14
Chapter- 4 Data Analysis and Interpretation 15-45
Chapter- 5 Findings , Conclusion and Suggestions 46
Chapter- 6 Bibliography 47-48
Chapter- 7 Appendix 49-56
 LIST OF TABLES
Table No’s Particulars Page No’s
Table- 1 APPROXIMATE TIME TAKEN FOR RECRUITMENT 15
Table- 2 CHI- SQUARE TEST FOR TABLE 1 16
Table- 3 CONSTRAINTS DURING RECRUITING 17
Table- 4 CHI- SQUARE TEST FOR TABLE 3 18
Table- 5 Clearly define the position objectives & specifications 19
Table- 6 CHI- SQUARE TEST FOR TABLE 5 20
Table- 7 NOT GETTING GOOD RESPONSE TO RECRUITMENT 21
Table- 8 CHI- SQUARE TEST FOR TABLE 7 22
Table- 9 AFFIRMATIVE ACTION 23
Table- 10 CHI- SQUARE TEST FOR TABLE 9 24
Table- 11 CONSTRAINTS WHILE SELECTING 25
Table- 12 CHI- SQUARE TEST FOR TABLE 11 26
Table- 13 RECRUITMENT METHODS AND PROCEDURES 27
Table- 14 Appropriate Method Of Recruiting 28
Table- 15 SELECTION PROCEDURES & METHODS 29
Table- 16 ORGANIZATIONAL OBJECTIVES 30
Table- 17 CHI- SQUARE TEST FOR TABLE 16 31
Table- 18 ORGANIZATIONAL ACTIVITIES 32
Table- 19 CHI- SQUARE TEST FOR TABLE 19 33
Table- 20 INCREASE THE EFFICIENCY 34
Table- 21 CHI- SQUARE TEST FOR TABLE 20 35
Table- 22 BETTER RESULT OF RECRUITMENT AND SELECTION 36
PROCESS
Table- 23 CHI- SQUARE TEST FOR TABLE 22 37
Table- 24 SATISFACTION WITH SELECTION 38
Table- 25 CHI- SQUARE TEST FOR TABLE 24 39
Table- 26 EFFECTIVENESS OF INTERVIEWING PROCESS 40
Table- 27 CHI- SQUARE TEST FOR TABLE 26 41
Table- 28 SATISFACTION WITH RECRUITMENT 42
Table- 29 TIME TAKEN TO RESPOND 43
Table- 30 METHODS OF SELECTION 44
Table- 31 THE HR DEPARTMENT 45

Graph No’s Particulars Page No’s

Graph – 1 Approximate time taken for recruitment 15
Graph – 2 Constraints during recruitment 17
 Graph – 3 Clearly define the position objectives & specifications 19
Graph – 4 Not getting good response to recruitment 21
Graph – 5 Affirmative actions 23
Graph – 6 Constraints during selection 25
Graph – 7 Recruitment methods and procedure 27
Graph – 8 Appropriate method of recruitment 28
Graph – 9 Selection and procedures methods 29
Graph – 10 Organizational objectives 30
Graph – 11 Organizational activities 32
Graph – 12 Increase the efficiency 34
Graph – 13 Better result of recruitment and selection process 36
Graph – 14 Satisfaction with selection 38
Graph – 15 Rate effectiveness of recruitment 40
Graph – 16 Satisfaction with recruitment 42
Graph – 17 Time taken to respond 43
Graph – 18 Methods of selection 44
Graph – 19 Rate the Hr department 45
LIST OF GRAPHS

INTRODUCTION

1.1 INTRODUCTION OF THE TOPIC

As per this study, “Recruitment is a process in which employees are motivated and supported
to apply for various jobs in any particular organization.”
 “Recruitment is a part of study to identify the potential employees and attracting them
towards the organization by applying that particular post.

Process of recruitment

The process of recruitment consists of the following steps:

1. The process of recruitment begins when there is any need of any particular position in
any department within an organization. An official request is sent to the department of
human resource.

2. The request form send to the HR department consist of basic requirements like the
total number of positions available, roles and responsibilities to be performed by an
employee, terms and conditions of employment, and the closing date of that particular
vacancy.

3. Later the recruiter finds way to potential candidates through various sources like
naukri, monster, linkin etc.

4. Then, suitable candidates are listed out based on their profile.

5. Later, the information about the job is discussed with the candidate.

6. Motivating the employees to apply for the particular position.

7. Evaluating the effectiveness of recruitment process.

Sources of Recruitment

There are two categories in the process of recruitment, they are:

1) Internal sources 2) External sources.

Internal sources:

Existing employees, temporary and casual employees who works in an organisation are
considered to the best source. The internal process of recruitment takes place there is a
requirement in promoting the candidate, providing bonus, transfer of an employee and even
in case of demotion. Promotion includes the changing of designation to higher posts with
more responsibilities involved and transfer of employees includes the relocation process.
Internal process of recruitment also takes place to rehire the retired employees.
External source:

External source includes the recruitment process which takes place outside the organization.

Present employee referral

Internal
Former employee referral
Sources

Employment Exchanges
External
Campus Recruitment

Selection

Selection is the process which comes after the recruitment process. The main aim of selection
process is placing the right candidate in the right place. This includes the matching of
qualification details and the candidate profile with job requirement.

1.2 NEED FOR THE STUDY

Many of the organizations follow the proper recruitment and selection procedures
while appointing people in the organizations. The organizational efficiency depends
upon the performance of the employees. The management is not giving preference on
recruiting right person to the right job. The organizations which are not following
proper methods their efficiency is low when compared to organizations which are
 following the appropriate methods. So there is a need for the study of recruitment and
selection policies and their efficiency in the organizations.

1.3 SCOPE OF THE STUDY

• The scope of the study is bounded to only recruit and selection practices of SIJANG
group, i.e., at Vengal Rao Nagar branch.

1.4 OBJECTIVE OF THE STUDY

• To identify the recruitment and selection methods that are followed by SIJANG
group.

• To provide suggestions for establishing better Recruitment and Selection strategies.

1.5 RESEARCH METHODOLOGY

Research methodology is a method to solve the research problem methodically. It

involves a collection of data and uses statistical techniques, interpretations and
illustrating conclusions about research data. By observing the objectives of the study,
data is collected from different sources.

The purpose of this section is to describe the method which carried out to complete
the work. The method plays the main role in any research work. The effectiveness of
any research work depends upon the correctness and effectiveness of the research
methodology.

1.6 LIMITATION OF THE STUDY

1. The study has a limitation of generalization.

2. It has a limitation of time and cost.

1.7 COMPANY PROFILE

SIJANG GROUP

About:

Sijang a fabulously embellished business platform which provides numerous opportunities to

those aspiring people for their career growth. The company has been initiated a lot of
innovative programs and business opportunities. Sijang is also into multiple service sectors
such as auditing, estate consultancy, financial consultancy, insurance consultancy. The company's
consulting services are trustworthy and transparent towards their clients. The main focus of the
company is on the innovation, things to do in different way, things to think in a different way,
diversified business ideas and always prepared to accept the new desires and changing needs of the
customers. Sijang services are provided worldwide.

Sijang also stands as a "First class business and financial solution" since 2017:

The company besides the above mentioned services also entered into innovation and
advanced technology development programmes. It also provided many innovative
programmes in the areas below:

 Robotics.
 IOT.
 Game development and
 Ethical hacking.

Services:
Sijang as a company also provides the following services:
1. Financial services:
The company have the customers like individuals, businesses such as retail chains and
institutions to whom it will serve. Sijang consultancy is a faithful and trustworthy
financial advisor for the customers. It always gives the best advices and relevant
financial advices.

2. Insurance services:
Sijang, as a company always there for the needs of the company. It always thinks that
customers are the real source of the company growth. The company provides their
customers with great strategies, solutions at most affordable costs. It also helps in
boosting the customers businesses which helps in adoption of the change in the
insurance environment. The company provides best insurance services at low costs.
3. Auditing services:
Sijang, works in auditing services where it starts from signing of a balance sheet for
giving opinion and the following also the including services.
 Tax planning.
 Financial modelling.
 Budget analysis.
 Internal audit.
 Tax audit.
 Statutory audit.
 Assessment and analysis audit.
 Cost audit.
4. GST services:
To implement the GST, there is a need to install proactive accounting and should update
daily activities. The company ensure that the customers get those comfort by providing
the following services:

 GST preparation and filling of all the GST forms.

 GST Invoicing, Registration, Accounts.
 GST tax risk management services.
 GST implementation process.
5. Portfolio management:
The company provides the best investment plans to the customers which enhances their
income, within low budget and has least risky conditions.
Various types of the financial investments available in the market which an individual
can opt for are- Mutual fund, Insurance, Stocks, Real estate, Equities, Gold or Silver.
6. Business services:
Sijang, provides to the customers their requirements which includes different
opportunities, New technologies, marketing channels, assistance for finance, acquisition
and sustainability among their competitors in different industries and geographies.
7. Technology program:
Sijang provides different opportunities by conducting the following technical programs:
 IOT.
 Robotics.
 App development.
 Game development.
 Web development.
 Digital marketing.
 Ethical hacking.
 C++, Java.

 MTA certification (Microsoft Technology Associate)

8. Innovative at door step:
Sijang is the fusion of two businesses such as retail and technology. Retail business deal
with innovation and customer proportion. Technology deals with building the best
solutions which deploys to retail business.
This company is working through out different markets and navigates through new and
vary technological advances. It's main focus is on the improving operational efficiencies
and cost based improvements.
9. Entrepreneur program:
The company provides a unique opportunity to improve and focus on the business skills
and new entrepreneur frameworks that helps an individual for building support among
their stakeholders. The company also helps in implementing new strategies to attract
the investors needed for the growth of the venture up to the maximum impact.
[Link] internship program:
It provides many internships for MBA, BBA students. This programs helps the students
gain the practical work knowledge and even research related experience. It's intense
training helps one to build their career successfully.
[Link] program- SIEC:
SIEC is a conference which is specifically designed for the student empowerment which
consists of different technical, management, CPD tech talks and professional programs.
It helps to identify creative minds and encourage new innovative talents of the
individual employees and students as interns.
[Link] appreciation event:
The unique design event which was only available at Sijang for the most beloved and
supporting clients is "Client appreciation event". This helps the customers feel a
different experience and continues to support the company as they are doing since. A
survey showed a result that 74% of the clients are mostly inclined and emotionally bind
to the company when they provided with interactions with the core team of the
company. So, in order to make such a bond the company conducts such programs.

Careers:
Hr vision and mission:
The hr policy of the company helps everyone know their potentials and realize their
goal towards the company. The company believes employees as their strength.
Company professions:

The following are the professionals at Sijang:

 HR

 Operations And Management

 Sales and Marketing

 Accounts

 Support Roles
Source: [Link]

LITERATURE REVIEW

1) According to Korsten (2003) and Jones et al. (2006),HRM Human Resources

Management) mainly focuses on the techniques of recruitment and selection and he also
stated that there are two types of recruitment process. They are internal and external
source. In every process the levels of recruitment policies, interviewing process, selection
process and training takes place.

Source:

[Link]
[Link]

2) French ray and Rumbles sally (2010), says that the process of leading, developing and
Management people. Selection and Recruitment plays a major role in various aspects
within an organisation.

Source:

[Link]
94869693_a457c_38.pdf

3) Ongori Henry and Temtime Z (2009), stated that every organization has to investigate in
both recruitment and selection process of SME’s and suggests the most probable ways to
improve the HR practises and enhance the organizational goals which encourages the
innovation in an organization.

Source:

[Link]
94869693_a457c_38.pdf

4) According to Weihrich and Koontz (1994), “Recruitment is the processing of attracting

suitable people in an organization”.

Source:
[Link]

5) Opatha (2010) Recruitment is the process of finding the accurate qualified people to
apply for any suitable vacancy in an organization. It is a group of skill sets which an HR
look for, in an employee.

Source:

[Link]

6) Michael D. white and Glipsy Escobar (2008) states that the recruitment and selection
plays a vital role in every organization and stated that these are important issues for police
department. This paper noted the seven highlights, two in recruitment and selection and
other five in training.

Source:

[Link]
94869693_a457c_38.pdf

7) Bratton & Gold (1999), stated that recruitment and selection are the processes that
develop the kind of desire among employees in recruitment process by means of
techniques. These methods are also used in selecting the best candidates and in
developing the pool of human resource. Various organizations use multiple mechanisms
which effects recruitment in all the levels.

Source:

[Link]

8) According to Montgomery(1996), recruitment and selection is used on matching up the

capabilities of prospective and suitable candidates against the demands inherent in a
given job.

Source:

[Link]
9) Odiorne (1984) , suggested that the quality human resources practises of recruitment put
in place by an organisation is directly proportion to the function of the quantity of
application that will be received. He also stated that the relative effectiveness of the
selection process is inherently dependent upon the quality of applicant attracted.

Source:

[Link]

10) According to Costello (2006), recruitment is stated as the set of activities which legally
obtains a sufficient number of qualified people and place them at the right place and time.
This helps the people of an organization to select each other in their own best short and
long term interests.

Source:

[Link]
[Link]

11) According to Jovanovic (2004), recruitment is a process of attracting and selecting the
bulk number the people and choosing the best candidates among them. Because of this,
top companies devoted considerable resources in creating high quality selection systems.
With the process of effectiveness and the efficiency, the quality of the recruitment and
selection decision improved.

Source:

[Link]
[Link]

12) According to Pilbeam, Corbridge 2006,In: Evans et al. 2007,The process of recruitment
and selection of employees is a great fundamental human resources management activity.
Even a single well performed candidate can bring a significant impact on organisational
performance. This also helps to form more positive organisational structure.

Source:

[Link]
[Link]
13) According to Ofori & Aryeetey (2011), Choosing the wrong candidates in the process of
recruitment and selection with a huge budget which business cannot afford is the negative
point of every organization. Therefore the main aim is to recruit and select the qualitative
right candidate at the right place within an affordable budget at minimal cost.

Source:

[Link]

14) Barber, Wesson, Roberso & Taylor (1999), stated that larger organization puts more
efforts to put more efforts in implementing the sophisticated technology in recruitment
process while the smaller organization rely on the advertising as the part of recruitment

Source:

[Link]

15) According to Gamage (2014), the purpose of recruitment is to recruit the bulk number of
potential and qualified candidates. The more qualitative aspirants we choose , the more
will be quality of an organization because the recruitment process will be in the hands of
recruiters of an organization.

Source:

[Link]

16) According to Henry and Temtime (2009), recruitment is the first step of manpower in
every organization in order to attract the suitable candidates based on their culture in
order to achieve the strategic goals in an organization.

Source:

[Link]

17) According to Elwood & James (1996), recruitment and selection plays a major role in
identifying the potential candidates to survive in an organization to achieve the
organizational goals.
Source:

[Link]

18) According to Barber (1998), employee recruitment is the practises and overall activities
which are carried by an organization to attract the potential candidates. Most of the larger
firms designs the recruitment plans to attract the effective candidates which are capable
enough to fill the vacancies and also add the effectiveness of organizational culture.

Source:

[Link]

19) According to henry and temtime (2009), the performance of an organization depends on
the quality of an employees hired to ensure the organizations success. Hiring is also an
expensive process in which the recruiters look for potential candidates. Recruiting and
selecting the right candidate may be a difficult tast but ultimately the reputation of an
organization will be the hand of employee’s chosen.

Source:

[Link]

20) István (2010) noticed that in recent times there are a various methods and techniques
used in the process of recruitment and hiring which are not accepted universally. In the
process of selection the possible approach is to compare the hiring methods on the basis
of their validity added cost.

Source:

[Link]

RESEARCH METHODOLOGY

3.1 PROBLEM IDENTIFICATION

 In most of the literature reviews it is identified that the recruitment and selection
function of human resource is very crucial in the organization efficiency and many of
the organizations are not following appropriate methods to select the potential
employees in the organization.

3.2 PROBLEM FORMULATION

The above problem is applicable to my research organization ‘SIJANG GROUP’. To

know the recruitment and selection methods that are following and to suggest an
appropriate method of recruitment and selection for ‘SIJANG GROUP’.

3.3 RESEARCH DESIGN

Recruitment and
Selection practices

Literature review

Primary data
through
questionnaire.

Data analysis.

Conclusion

This study comes under descriptive research because it includes the interviews and
fact-finding enquiries.

3.4 POPULATION SIZE

The population size in the organization is 50.

3.5 SAMPLING SIZE

 The appropriate number of sample size that is, 50 was used for the purpose of
collection of data from the employees in the SIJANG GROUP.

3.6 SAMPLING METHOD

Total population sampling is a type of purposive sampling where the whole

population of interest.

3.7 STATISTICAL TOOL

For data analysis chi- square test is used to calculate the data which is obtained from a
structured questionnaire.

3.8 SOURCES OF DATA

 PRIMARY DATA

Primary data is obtained through structured questionnaire method by distributing to

the employees in the organization and the data was also collected through personal
interview with the employees in the organization.

3.9 HYPOTHESIS OF THE STUDY

o Null hypothesis (Ho): There is a significant relationship between recruitment and

selection methods and organizational efficiency.

o Alternative hypothesis (H1): There is no significant relationship between

recruitment and selection methods and organizational efficiency.

DATA ANALYSIS AND INTERPRETATION

CHI-SQUARE TEST ANALYSIS

For managers

1) APPROXIMATE TIME TAKEN FOR RECRUITMENT

H0= There is a significant relationship between efficiency of recruitment and selection

process and approximate time taken.

H1= There is no significant relationship between efficiency of recruitment and selection

process and approximate time taken.

Table- 1

Observed Instant Hours days weeks Months Total

value
Approx. 0 1 7 2 0 10
time taken

Source: From the questionnaire data distributed and collected from employees of SIJANG
GROUP- question no 3

Graph -1

approximate time taken for rec

8
7
6
No of Respondents

5
4 no of res
7
3
2
1 2
0 1 0
0
1 2 3 4 5
variables

Table – 2
 Observed value (O) Expected value(E) (O-E)2 (O-E)2/E
0 2 4 2
1 2 1 0.5
7 2 25 12.5
2 2 0 0
0 2 4 2
Total 17

α=0.05 (Level of significance)

Degree of freedom: V=n-1 = 5-1=4; (Where n=No. of categories)

Critical Value=9.48

Expected values =sum of observation/total number of observations=10/5=2

Chi-square test= (O-E) 2/E

5=observed value; E= expected value.

Calculated value=17

CV=9.48

17>9.48

INTERPRETATION:

As the calculated value is more than the critical value, null hypothesis is rejected and we
accept alternative hypothesis. There is no significant relationship between recruitment and
selection process and approximate time taken.

2) CONSTRAINTS DURING RECRUITING

H0= There is a significant relationship between recruitment and selection process and the
effects of constraints during recruiting.

H1= There is no significant relationship between recruitment and selection process and the
effects of constraints during recruiting.

Table - 3

Observed reputation Unattractive Organization Trade Govt policy Total

value jobs policy union
constraints 3 3 3 0 1 10
during
recruiting

Source: From the questionnaire data distributed and collected from employees of SIJANG
GROUP- question no 4

Graph - 2

constraints during rec

3.5
No of Respondents

3
2.5
2
1.5 3 3 3 no of res
1
0.5 0 1
0
1 2 3 4 5
variables

Table - 4

Observed value (O) Expected value(E) (O-E)2 (O-E)2/E

 3 2 1 0.5
3 2 1 0.5
3 2 1 0.5
0 2 4 2
1 2 1 0.5
Total 4

α=0.05 (Level of significance)

Degree of freedom: V=n-1 = 5-1=4; (Where n=No. of categories)

Critical Value=9.48

Expected values =sum of observation/total number of observations=10/5=2

Chi-square test= (O-E) 2/E

5=observed value; E= expected value.

Calculated value=4

CV=9.48

4<9.48

INTERPRETATION:

As the calculated value is less than the critical value, null hypothesis is accepted and we
reject alternative hypothesis. There is a significant relationship between recruitment and
selection process and the effects of constraints during recruiting.

3) Clearly define the position objectives & specifications

H0= There is a significant relationship between recruitment and selection process and clearly
define the position objectives & specifications
H1= There is no significant relationship between recruitment and selection process and
clearly define the position objectives & specifications

Table -5

Observed yes Partiall neutral Partiall No Total

value y yes y no
clearly 0 6 4 0 0 10
define

Source: From the questionnaire data distributed and collected from employees of SIJANG
GROUP- question no 6

Graph – 3

clearly define the position objectives & specifications

7
6
no of respondents

5
4
3 6 no of res
2
3
1
0 1 0
0
1 2 3 4 5
variables

Table – 6

Observed value (O) Expected value(E) (O-E)2 (O-E)2/E

0 2 4 2
1 2 1 0.5
6 2 16 8
 3 2 1 0.5
0 2 4 2
Total 13
α=0.05 (Level of significance)

Degree of freedom: V=n-1 = 5-1=4; (Where n=No. of categories)

Critical Value=9.48

Expected values =sum of observation/total number of observations=10/5=2

Chi-square test= (O-E) 2/E

5=observed value; E= expected value.

Calculated value=13

CV=9.48

13>9.48

INTERPRETATION:

As the calculated value is greater than the critical value, null hypothesis is rejected and we
accept alternative hypothesis. There is no significant relationship between recruitment and
selection process and clearly define the position objectives & specifications

4) NOT GETTING GOOD RESPONSE TO RECRUITMENT

H0= There is a significant relationship between the outcome of recruitment process and
aspirants response.

H1= There is no significant relationship between the outcome of recruitment process and
aspirants response.
Table – 7

Observe Total
Not Setting Not Defining Your  Employe Hiring Man Intervie
d value
Measurable r Brand ager w
Target Audience
Objectives Relationshi Process
p

not 3 3 1 2 1 10
getting
good
response
0to
recruitin
g
Source: From the questionnaire data distributed and collected from employees of SIJANG
GROUP- question no 7

Graph – 4

not getting good response to rec

3.5
No of Respondents

3
2.5
2
1.5 3 3 no of res
1 2
0.5 1 1
0
1 2 3 4 5
variables

Table -8

Observed value (O) Expected value(E) (O-E)2 (O-E)2/E

3 2 1 0.5
3 2 1 0.5
1 2 1 0.5
2 2 0 0
1 2 1 0.5
Total 2
α=0.05 (Level of significance)

Degree of freedom: V=n-1 = 5-1=4; (Where n=No. of categories)

Critical Value=9.48

Expected values =sum of observation/total number of observations=10/5=2

Chi-square test= (O-E) 2/E

5=observed value; E= expected value.

Calculated value=2

CV=9.48

2<9.48

INTERPRETATION:

As the calculated value is less than the critical value, null hypothesis is accepted and we
reject alternative hypothesis. There is a significant relationship between the outcome of
recruitment process and aspirants response.

5) AFFIRMATIVE ACTION

H0= There is a significant relationship between recruitment and selection process and
affirmative action

H1= There is no significant relationship between recruitment and selection process and
affirmative action

Table – 9
Observed excellent good average poor Very poor Total
value
Affirmative 0 1 7 2 0 10
actions

Source: From the questionnaire data distributed and collected from employees of SIJANG
GROUP- question no 9

Graph – 5

AFFIRMATIVE ACTION
8
7
6
No of Respondents

5
4 no of res
7
3
2
1 2
0 1 0
0
1 2 3 4 5
variables

Table – 10

Observed value (O) Expected value(E) (O-E)2 (O-E)2/E

0 2 4 2
1 2 1 0.5
7 2 25 12.5
2 2 0 0
0 2 4 2
Total 17
α=0.05 (Level of significance)

Degree of freedom: V=n-1 = 5-1=4; (Where n=No. of categories)

Critical Value=9.48

Expected values =sum of observation/total number of observations=10/5=2

Chi-square test= (O-E) 2/E

5=observed value; E= expected value.

Calculated value=17

CV=9.48

17>9.48

INTERPRETATION:

As the calculated value is greater than the critical value, null hypothesis is rejected and we
accept alternative hypothesis. There is no significant relationship between recruitment and
selection process and affirmative action.

6) CONSTRAINTS DURING SELECTION

H0= There is a significant relationship between recruitment and selection process and the
effect of constraints during selection.

H1= There is no significant relationship between recruitment and selection process and the
effect of constraints during selection.

Table - 11

Observed reputation Unattractive Organization Trade Govt policy Total

 value jobs policy union
constraints 3 3 3 0 1 10
during
selecting
Source: From the questionnaire data distributed and collected from employees of SIJANG
GROUP- question no 10

Graph – 6

constraints during sel

3.5
3
No of Respondents

2.5
2
no of res
1.5 3 3 3
1
0.5 1
0
0
1 2 3 4 5
variables

Table - 12

Observed value (O) Expected value(E) (O-E)2 (O-E)2/E

3 2 1 0.5
3 2 1 0.5
3 2 1 0.5
0 2 4 2
1 2 1 0.5
Total 4
α=0.05 (Level of significance)

Degree of freedom: V=n-1 = 5-1=4; (Where n=No. of categories)

Critical Value=9.48

Expected values =sum of observation/total number of observations=10/5=2

Chi-square test= (O-E) 2/E

5=observed value; E= expected value.

Calculated value=4

CV=9.48

4<9.48

INTERPRETATION:

As the calculated value is less than the critical value, null hypothesis is accepted and we
reject alternative hypothesis. There is a significant relationship between recruitment and
selection process and constraints during selecting.

7) RECRUITMENT METHODS AND PROCEDURES

H0= There is a significant relationship between recruitment and selection process and
following recruitment and selection process.

H1= There is no significant relationship between recruitment and selection process and
following recruitment and selection process.

Table -13

Observed Emp add govt Professiona Consultancy Total

value Ref l bodies
Recruitment 6 4 0 0 0 10
and selection
methods
Source: From the questionnaire data distributed and collected from employees of SIJANG
GROUP- question no 2

Graph – 7

RECRUITMENT METHODS AND PROCEDURES

7
6
6
5
No Of Respondants

4 emref add govt probod

4
3 No of res

2
1
0 0 0
0
1
variables

8) Appropriate Method Of Recruiting

H0= There is a significant relationship between recruitment and selection process and
appropriate method of recruiting.

H1= There is no significant relationship between recruitment and selection process and
appropriate method of recruiting.

Table – 14

Observed Employee Advertisemen Govt Professional Consultanc Total

value reference t exchange bodies y
appropriate 0 6 4 0 0 10
method of
 recruiting
Source: From the questionnaire data distributed and collected from employees of SIJANG
GROUP- question no 5

Graph – 8

appropriate method of rec

7
6
No of Respondents

5
4
no of res
3 6
2 4
1
0 0 0
0
1 2 3 4 5
variables

9) SELECTION PROCEDURES & METHODS

H0= There is a significant relationship between recruitment and selection process and
following selection procedures and process.

H1= There is no significant relationship between recruitment and selection process and
following selection procedures and process.

Table - 15

Observed Aptitude Personal Written test Role Others Total

value test interview play
selection 2 7 0 1 0 10
procedures
and methods
Source: From the questionnaire data distributed and collected from employees of SIJANG
GROUP- question no 8

Graph – 9

selection proc & meth

8
7
6
No of Respondents

5
4 no of res
7
3
2
1 2
0 1 0
0
1 2 3 4 5
variables

For Employees and Managers

1) ORGANIZATIONAL OBJECTIVES

H0= There is a significant relationship between recruitment and selection process and
organizational objectives.

H1= There is no significant relationship between recruitment and selection process and
organizational objectives.

Table – 16

Observed Strongly agree neutral disagre Strongly Total

value agree e disagree
organizationa 0 3 36 11 0 50
 l objectives
Source: From the questionnaire data distributed and collected from employees of SIJANG
GROUP- question no 2

Graph – 10

organizational objectives
40
35
No of Respondents

30
25
20 36 no of res
15
10
5 0 11 0
0 3
1 2 3 4 5
variables

Table – 17

Observed value (O) Expected value(E) (O-E)2 (O-E)2/E

0 10 100 10
3 10 49 4.9
36 10 676 67.6
11 10 1 0.1
0 10 100 10
Total 92.6
α=0.05 (Level of significance)

Degree of freedom: V=n-1 = 5-1=4; (Where n=No. of categories)

Critical Value=9.48

Expected values =sum of observation/total number of observations=50/5=10

Chi-square test= (O-E) 2/E

10=observed value; E= expected value.

Calculated value=92.6

CV=9.48

92.6>9.48

INTERPRETATION:

As the calculated value is greater than the critical value, null hypothesis is rejected and we
accept alternative hypothesis. There is no significant relationship between recruitment and
selection methods and organizational objectives.

2) ORGANIZATIONAL ACTIVITIES

H0= There is a significant relationship between recruitment and selection methods and
organizational activities.

H1= There is no significant relationship between recruitment and selection methods and
organizational activities.

Table – 18

Observed Strongly Agree neutral disagre Strongly Total

value agree e disagree
organizationa 0 7 27 16 0 50
l activities
Source: From the questionnaire data distributed and collected from employees of SIJANG
GROUP- question no 3

Graph – 11
 organizational activities
30
No of Respondents
25
20
15 27 no of res
10 16
5 0 7 0
0
1 2 3 4 5
variables

Table – 19

Observed value (O) Expected value(E) (O-E)2 (O-E)2/E

0 10 100 10
7 10 9 0.9
27 10 289 28.9
16 10 36 3.6
0 10 100 10
total 53.4.

α=0.05 (Level of significance)

Degree of freedom: V=n-1 = 5-1=4; (Where n=No. of categories)

Critical Value=9.48

Expected values =sum of observation/total number of observations=50/5=10

Chi-square test= (O-E) 2/E

10=observed value; E= expected value.

Calculated value=53.4

CV=9.48

53.4>9.48

INTERPRETATION:

As the calculated value is greater than the critical value, null hypothesis is rejected and we
accept alternative hypothesis. There is no significant relationship between recruitment and
selection methods and organizational activities.

3) INCREASE THE EFFICIENCY

H0= There is a significant relationship between recruitment and selection methods and
increase the efficiency.

H1= There is no significant relationship between recruitment and selection methods and
increase the efficiency.

Table – 20

Observed Strongly agree neutral disagre Strongly Total

value agree e disagree
Increase the 0 7 26 17 0 50
efficiency
Source: From the questionnaire data distributed and collected from employees of SIJANG
GROUP- question no 4

Graph – 12
 increase the efficiency
30

25
No of Respondents

20

15 no of res
26
10
17
5
7
0 0
0
1 2 3 4 5
variables

Table - 21

Observed value (O) Expected value(E) (O-E)2 (O-E)2/E

0 10 100 10
7 10 9 0.9
26 10 256 25.6
17 10 49 4.9
0 10 100 10
Total 51.4.

α=0.05 (Level of significance)

Degree of freedom: V=n-1 = 5-1=4; (Where n=No. of categories)

Critical Value=9.48

Expected values =sum of observation/total number of observations=50/5=10

Chi-square test= (O-E) 2/E

10=observed value; E= expected value.

Calculated value=51.4
CV=9.48

51.4>9.48

INTERPRETATION:

As the calculated value is greater than the critical value, null hypothesis is rejected and we
accept alternative hypothesis. There is no significant relationship between recruitment and
selection methods and increase the efficiency.

4) BETTER RESULT OF RECRUITMENT AND SELECTION PROCESS

H0= There is a significant impact of recruitment source on the efficiency of recruitment and
selection process.

H1= There is no significant impact of recruitment source on the efficiency of recruitment and
selection process.

Table – 22

Observed Strongly agree neutral disagre Strongly Total

value agree e disagree
Better result 0 35 8 7 0 50
Source: From the questionnaire data distributed and collected from employees of SIJANG
GROUP- question no 5

Graph - 13
 Better result
40
35
No of Respondents

30
25
20 no of res
35
15
10
5 0 8 7 0
0
1 2 3 4 5
variables

Table - 23

Observed value (O) Expected value(E) (O-E)2 (O-E)2/E

0 10 100 10
35 10 625 62.5
8 10 4 0.4
7 10 9 0.9
0 10 100 10
Total 83.8

α=0.05 (Level of significance)

Degree of freedom: V=n-1 = 5-1=4; (Where n=No. of categories)

Critical Value=9.48

Expected values =sum of observation/total number of observations=50/5=10

Chi-square test= (O-E) 2/E

10=observed value; E= expected value.

Calculated value=83.8

CV=9.48

83.8>9.48

INTERPRETATION:

As the calculated value is greater than the critical value, null hypothesis is rejected and we
accept alternative hypothesis. There is no significant impact of recruitment source on the
efficiency of recruitment and selection process.

5) SATISFACTION WITH SELECTION

H0= There is a significant relationship between the satisfaction of employee with selection
process

H1= There is no significant relationship between the satisfaction of employee with selection
process.

Table - 24

Observed Very satisfied Neutral dissatisfied Very Total

value satisfied dissatisfied
satisfaction 1 7 26 16 0 50
with selection

Source: From the questionnaire data distributed and collected from employees of SIJANG
GROUP- question no 9

Graph – 14
 satisfaction with selection
30

25
No of Respondents

20

15 no of res
26
10
16
5
7
0
0 1
1 2 3 4 5
variables

Table – 25

Observed value (O) Expected value(E) (O-E)2 (O-E)2/E

1 10 81 8.1
7 10 9 0.9
26 10 256 25.6
16 10 36 3.6
0 10 100 10
Total 48.2

α=0.05 (Level of significance)

Degree of freedom: V=n-1 = 5-1=4; (Where n=No. of categories)

Critical Value=9.48

Expected values =sum of observation/total number of observations=50/5=10

Chi-square test= (O-E) 2/E

10=observed value; E= expected value.

Calculated value=48.2
CV=9.48

48.2 >9.48

INTERPRETATION:

As the calculated value is greater than the critical value, null hypothesis is rejected and we
accept alternative hypothesis. There is no significant relationship between the satisfactions of
employee with selection process

6) EFFECTIVENESS OF INTERVIEWING PROCESS

H0= There is a significant relationship between recruitment and selection methods and
effectiveness of interviewing process.

H1= There is no significant relationship between recruitment and selection methods and
effectiveness of interviewing process.

Table -26

Observed excellent Good average Poor Very poor Total

value
Effectiveness 0 12 28 10 0 50
of
interviewing
process
Source: From the questionnaire data distributed and collected from employees of SIJANG
GROUP- question no 10

Graph – 15
 Rate effectiveness of int proc
30
No of Respondents

25
20
15 28 no of res
10
5 0 12 10 0
0
1 2 3 4 5
variables

Table – 27

Observed value (O) Expected value(E) (O-E)2 (O-E)2/E

0 10 100 10
12 10 4 0.4
28 10 324 32.4
10 10 0 0
0 10 100 10
Total 52.8

α=0.05 (Level of significance)

Degree of freedom: V=n-1 = 5-1=4; (Where n=No. of categories)

Critical Value=9.48

Expected values =sum of observation/total number of observations=50/5=10

Chi-square test= (O-E) 2/E

10=observed value; E= expected value.

Calculated value=52.8

CV=9.48
52.8 >9.48

INTERPRETATION:

As the calculated value is greater than the critical value, null hypothesis is rejected and we
accept alternative hypothesis. There is no significant relationship between recruitment and
selection methods and effectiveness of interviewing process.

7) SATISFACTION WITH RECRUITMENT

H0= There is a significant relationship between recruitment and selection methods and
satisfaction with recruitment.

H1= There is no significant relationship between recruitment and selection methods and
satisfaction with recruitment.

Table – 28

Observed Very high moderate low Very low Total

value high
satisfaction 0 10 26 14 0 50
with
recruitment

Source: From the questionnaire data distributed and collected from employees of SIJANG
GROUP- question no 6

Graph – 16
 satisfaction with rec
30

25
No of Respondents

20

15 no of res
26
10
14
5 10
0 0
0
1 2 3 4 5
variables

8) TIME TAKEN TO RESPOND

H0= There is a significant relationship between recruitment and selection methods and time
taken to respond.

H1= There is no significant relationship between recruitment and selection methods and time
taken to respond.

Table – 29

Observed Less 5d 5_10d 11_15d 15_20d Above Total

value
taken to 0 10 26 14 0 50
respond
Source: From the questionnaire data distributed and collected from employees of SIJANG
GROUP- question no 7

Graph – 17
 time taken to respond
30

25
No of Respondents

20

15 no of res
25
10

5 8 10
5
0 2
1 2 3 4 5
variables

9) METHODS OF SELECTION

H0= There is a significant relationship between recruitment and selection methods and
method of selection.

H1= There is no significant relationship between recruitment and selection methods and
method of selection.

Table – 30

Observed aptitude Personal Written test Role Others Total

value interview play
Method of 10 35 0 5 0 50
selection
Source: From the questionnaire data distributed and collected from employees of SIJANG
GROUP- question no 8

Graph – 18
 Methods of selection
40
35
30
No of Respondents

25
20 no of res
35
15
10
5 10
0 5 0
0
1 2 3 4 5
variables

10) THE HR DEPARTMENT

H0= There is a significant relationship between recruitment and selection methods and hr
department.

H1= There is no significant relationship between recruitment and selection methods and hr
department.

Table – 31

Observed excellent Good average Poor Very poor Total

value
Effectiveness 0 7 29 14 0 50
of
interviewing
process
Source: From the questionnaire data distributed and collected from employees of SIJANG
GROUP- question no 11
Graph – 19

rate the HR dep

35
30
No of Respondents

25
20
no of res
15 29
10
14
5
0 7 0
0
1 2 3 4 5
variables

FINDINGS, CONCLUSION AND SUGGESTIONS

FINDINGS

 Currently, there is no proper Human Resources department, randomly they are

selecting people without proper Recruitment and Selection techniques.

 Being a start-up consultancy, the company is recruiting people through employee

referrals.

 The company is not clearly defining the position objectives and job specifications.

 The company is not providing any welfare measures to the employees.

CONCLUSION

All the organizations development is depended up on the efficiency of organizational

planning, policies, procedures and methods of recruitment and selection, training and
development, performance appraisal, welfare schemes, employee benefits etc. Among the
above recruitment and selection procedure of a company plays a major role in organizational
efficiency. But SIJANG group is recruiting people without any proper mechanism.
SUGGESTIONS

 It is suggested to form a proper human resource department.

 The company should clearly mention the objectives of company, role of the position
and the people.

 The company should follow the recruitment methods like walk-ins, advertisements
like online ads, paper ads etc.

 The organization may follow personal interview followed by group discussions to

select appropriate employees.

BIBLIOGRAPHY

BOOK:

1) Research Methodology Methods and Techniques, C.R. Kothari, NEW Age

International Publishers, ISBN:81-224-1522-9.

WEBSITES:

 [Link]
[Link]

 [Link]
014_1394869693_a457c_38.pdf

 [Link]
014_1394869693_a457c_38.pdf

 [Link]
[Link].

 [Link]
[Link]
 [Link]
014_1394869693_a457c_38.pdf

 [Link]

 [Link]

 [Link]

 [Link]
bf20e/[Link]

 [Link]
bf20e/[Link]

 [Link]
bf20e/[Link]

 [Link]

 [Link]

 [Link]

 [Link]

 [Link]

 [Link]

 [Link]

 [Link]

 [Link]
 APPENDIX

QUESTIONNAIRE:

The following questions are to be answered strictly with respect to SIJANG Group

For Managers

1) Name:

Age Group:

a. Between 22- 26

b. Between 26-30

c. Above

2) Which of the following recruitment methods and the procedure followed for
recruitment in SIJANG group?

a. Employee referrals

b. Advertisement in local/national papers

 c. Govt. Employment exchange

d. Professional bodies

e. Recruitment consultants

3) What is the approximate time taken for recruiting?

a. Instant

b. hours

c. Days

d. weeks

e. Month

4) What are the constraints do you face during recruitment?

a. Reputation of the Enterprise

b. Unattractive Jobs
c. Organizational Policies
d. Trade Union Requirements
e. Government Policies

5) What is the appropriate method of recruitment for this organization?

a. Employee referrals

b. Advertisement in local/national papers

c. Govt. Employment exchange

d. Professional bodies

e. Recruitment consultants
6) Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process?

a. Yes

b. Partially Yes

c. Neutral

d. Partially No

e. No

7) According to you, what may be the reasons for not getting good response to your
recruitment methods?

a. Not Setting Measurable Objectives

b. Not Defining Your Target Audience

c. Employer Brand

d. Hiring Manager Relationship

e. Interview Process

8) Which of following selection procedures and methods followed by your organization?

a. aptitude test

b. personal interview

c. written test

d. role play

e. others
 9) How well are the organization’s affirmative action needs clarified and supported in
the selection process?

a. Excellent

b. Good

c. Average

d. Poor

e. Very poor

10) What are the constraints do you face while selecting the candidates?

a. Reputation of the Enterprise

b. Unattractive Jobs
c. Organizational Policies
d. Trade Union Requirements
e. Government Policies
For Employees and Managers

11) Name:

Age Group:

d. Between 22- 26

e. Between 26-30

f. Above

12) Do you think that recruitment and selection process should be effective to reach the
organizational objectives?

a. Strongly agree

b. Agree

c. Neutral
 d. Disagree

e. Strongly Disagree

13) Do you think that Recruitment and selection process increase effectiveness in the
organizational activities?

a. Strongly agree

b. Agree

c. Neutral

d. Disagree

e. Strongly Disagree

14) Do you think best recruitment source increases the efficiency on all departments of
the organization?

a. Strongly agree

b. Agree

c. Neutral

d. Disagree

e. Strongly Disagree

15) The efficiency of recruitment and selection process can be increased by the
recruitment source?

a. Strongly agree

b. Agree

c. Neutral

d. Disagree

e. Strongly Disagree

16) What is the extent of your satisfaction with recruitment procedure followed by
SIJANG Group?
 a. Very high

b. High

c. Moderate

d. Low

e. Very low

17) How much time did the company take to respond to your application?

a. Less than 5 days

b. 5-10 days

c. 11-15 days

d. 15-20 days

e. More than 20 days

18) Which of the following methods of selection did you face for your selection?

a. aptitude test

b. personal interview

c. written test

d. role play

e. others
19) What is the extent of your satisfaction with selection procedure followed
by SIJANG GROUP?
a. Very satisfied

b. Satisfied

c. Neutral

d. Dissatisfied

e. Very dissatisfied

20) Rate the effectiveness of the interviewing process and other selection instruments,
such as testing?

a. Excellent

b. Good

c. Average

d. Poor

e. Very poor

21) How would you rate the HR department’s performance in recruitment and selection?

a. Excellent

b. Good

c. Average

d. Poor

e. Very poor
 MASTER DATA SHEET:

1) For
Manager
s                    

6) clearly
2) define the 7) not
recruitmen 3) 4) 5) position obj getting 8) 10)
1) t methods approximate constraint appropriate & good selection 9) constraints
personal and time taken s during method of specification response to proc & affirmative while
  details procedures for rec rec rec s rec meth action selecting

1-
ntsetmesobj
, 2-
1- Emref, 1- rep, 2- ntdefurtar, 1- App, 1- Ex, 2- 1- rep, 2-
2- Add, 3- 1- Ins,2- Unattjbs, 1- Emref, 3- empbrnd, 2- prsint, Gd, 3- Unattjbs,
govt, 4- hours, 3- 3- orgply, 2- Add, 3- 1- y, 2- py, 4- 3- wrtn, avg, 4- 3- orgply,
Age pro bod, 5- days, 4- 4- Tu, 5- govt, 4- pro 3- ne, 4- pn, hrngmngrel, 4- role, 5- por, 5- 4- Tu, 5-
  Group cons week, 5- Mnt gotply bod, 5- con 5- n 5- intproc oth vPor gotply

1-
22_26,
2-
26_30,
  3- Abv                  

r1 2 1 2 1 2 4 2 2 3 1

r2 2 1 2 5 2 3 2 4 4 5

r3 2 1 3 2 2 3 2 2 3 2

r4 1 1 2 2 3 3 5 2 4 2

r5 2 2 2 1 3 2 4 1 3 1

r6 1 2 2 3 2 4 3 2 3 3

r7 3 1 2 2 2 4 4 2 3 2

r8 2 2 3 1 3 3 1 1 2 1

r9 2 1 3 3 3 3 1 2 3 3

r10 3 2 2 3 2 3 1 2 3 3
2) For
Employee
s and
Managers                      

4) 9)
1) 2) 3) increase 6) 7) time satisfactio 10) Rate
personal organizationa organizationa the 5) Better satisfaction taken to 8) methods n with effectiveness 11) rate the
  details l objectives l activities efficiency result with rec respond of selection selection of int proc HR dep

1-
less5d,
2-
5_10d,
1- Sag, 2- 1- Sag, 2- 3- 1- App, 2- 1- Vs, 2- s, 1- Ex, 2-
1- Sag, 2- Ag, 1- Sag, 2- Ag, Ag, 3-Ne, Ag, 3-Ne, 1- VH, 2- H, 11_15d, prsint, 3- 3- ne, 4- Gd, 3- avg, 1- Ex, 2- Gd,
Age 3-Ne, 4- Dis, 3-Ne, 4- Dis, 4- Dis, 5- 4- Dis, 5- 3- Mod, 4- 4-15_20, wrtn, 4- diss, 5- 4- por, 5- 3- avg, 4-
  Group 5- Sdis 5- Sdis Sdis Sdis L, 5- VL 5- ab role, 5- oth vdiss vPor por, 5- vPor

1-
22_26,
2-
26_30,
  3- Abv                    

r1 1 4 3 2 2 3 3 2 3 3 3

r2 2 3 4 3 2 4 4 4 2 3 3

r3 1 3 3 2 4 3 4 2 4 4 4

r4 1 3 3 2 2 4 5 2 4 3 3

r5 2 2 4 2 3 3 3 1 3 2 2

r6 1 3 4 3 2 3 3 2 3 3 3

r7 1 3 3 3 4 3 4 2 4 4 3

r8 1 3 3 3 2 2 2 1 3 3 4

r9 1 4 3 3 2 3 3 2 2 2 3

r10 1 4 3 2 2 3 3 2 3 2 2
r11 2 3 4 3 2 4 5 2 2 2 3

r12 1 3 4 4 4 4 3 4 3 3 4

r13 1 4 3 3 2 3 4 2 2 3 3

r14 1 3 2 3 2 4 3 2 3 4 3

r15 2 3 2 4 4 4 3 1 4 3 4

r16 1 4 4 3 2 3 3 2 3 4 3

r17 1 3 4 3 2 2 4 2 3 4 3

r18 1 3 3 3 2 3 4 1 3 4 3

r19 1 3 3 4 2 4 3 2 4 4 4

r20 1 3 3 4 3 3 3 2 3 3 4

r21 2 4 3 4 2 4 3 2 4 3 4

r22 1 4 4 4 2 2 2 4 4 2 3

r23 1 3 3 3 3 2 2 2 3 3 3

r24 1 3 3 3 2 2 5 2 3 3 4

r25 1 2 3 3 4 3 3 1 3 3 3

r26 1 3 2 3 2 2 3 2 3 2 4

r27 2 3 3 4 2 3 3 2 3 4 3

r28 1 4 3 4 2 3 4 1 3 4 3

r29 1 3 3 3 2 2 4 2 4 2 3

r30 1 3 2 4 4 3 3 2 2 4 4

r31 1 4 3 3 2 3 3 2 4 3 4

r32 1 4 3 4 2 3 2 4 3 3 3

r33 2 3 2 4 2 4 2 2 4 3 2

r34 2 3 3 3 2 4 5 2 3 3 3

r35 1 3 3 3 3 4 3 1 3 3 4

r36 1 4 3 4 3 3 3 2 4 3 3

r37 1 3 2 4 4 4 5 2 3 3 3

r38 2 3 4 4 2 3 3 1 4 3 2

r39 1 3 4 3 2 3 2 2 4 2 3
r40 1 3 4 3 3 3 3 2 3 2 3

r41 2 3 4 3 2 2 3 2 3 2 4

r42 2 3 3 2 2 4 4 4 3 3 3

r43 2 3 2 3 2 4 4 2 4 2 3

r44 1 3 3 3 2 3 3 2 2 3 3

r45 2 3 4 3 2 3 2 1 3 3 2

r46 1 3 4 2 3 2 3 2 3 3 4

r47 3 3 4 3 2 3 3 2 1 3 2

r48 2 2 3 4 3 3 2 1 4 3 3

r49 2 3 4 4 2 3 1 2 4 2 2

r50 3 3 3 4 2 2 1 2 2 3 3