A

PROJECT REPORT
ON
“CASES IN HUMAN RESOURCE MANAGEMENT”
SUBMITTED TO
SAVITRIBAI PHULE PUNE UNIVERSITY
IN PARTIAL FULFILMENT OF THE COURSE
BACHELOR OF BUSINESS ADMINISTRATION
(INTERNATIONAL BUSINESS)
BY
(SAKSHI SUHAS SHINDE)
SEAT NO: BBA22-23605
B.B.A- Sem-VI

UNDER THE GUIDANCE OF PROJECT GUIDE

Asst. Prof. Gurmeet Kaur Rajpal
MARATHAWADA MITRA MANDAL’s COLLEGE
OFCOMMERCE, PUNE 302/A, DECCAN GYMKHANA,
PUNE-411004
YEAR 2022-23

1
 MARATHWADA MITRA MANDAL’S COLLEGE OF COMMERCE
202 A, Deccan Gymkhana, Pune – 411004.

DEPARTMENT OF BUSINESS ADMINISTRATION

CERTIFICATE

This is to certify that the project entitled Cases in Human Resource

Management is being submitted by Sakshi Suhas Shinde in partial fulfillment
for the degree of Bachelor of Business Administration (TYBBA) under the
guidance of Asst. Prof. Gurmeet Kaur Rajpal. As per syllabus laid down by the
Savitribai Phule Pune University during academic year 2022-23.

Date: -

Exam Seat No.: - 1737

Internal Examiner External

Examiner

2
 DECLARATION

This is to certify that the project-work titled “Cases in Human Resource

Management” has been completed satisfactorily and submitted in partial fulfilment of
Bachelor Degree in Business Administration of Savitribai Phule Pune University for
the academic year 2022-2023 by the following student of MARATHAWADA
MITRA MANDAL’s COLLEGE OF COMMERCE, PUNE 411004. My intention to
understanding this project lies towards enhancing my knowledge in the field
of Human Resource Management.

PROJECT GUIDE HOD PRINCIPAL

Asst. Prof. Gurmeet Kaur Rajpal Dr. Ashwini Kulkarni Dr. Devidas Golhar

3
4
 ACKNOWLEDGEMENT

I would like to express my sincere thanks to the Savitribai Phule Pune University and
Principal- Dr DEVIDAS GOLHAR, Head of Department- Dr. Ashwini Kulkarni, and
Marathwada Mitra Mandal’s college of Commerce for giving me the opportunity to
prepare and present this report.
“There is a good saying that the work is successfully completed if the person is guided
properly at the right time by the right person”, with that the good opportunities that
we receive as well as the efficient supervision and the most valuable the internal
guidance.
Hereby, I would like to express my deep gratitude towards our ‘Asst. Prof. Gurmeet
Kaur Rajpal, who helped and guide me in project work. Her encouragement and
whole-hearted co-operation throughout the progress helped me in completion of
project.
Last but not the least I would like to thank my family and friends for their
encouragement and direct or indirect support in completion of the project.

Sakshi Suhas Shinde

TYBBA (HR)

5
 Index

Chapter Content Page

Number
Chapter 1 Introduction 7-8

Meaning 9

Scope of Study 10

Limitation of Study 11

Objectives of Study 12

Chapter 2 Meaning 13

Definitions 14

Importance 15 – 17

Process 18 – 20

Methods 21 – 23

Limitations 24 – 27

Chapter 3 Company Profile 28 – 30

Company Logo 28

Company Information 29

Company Details 30

6
Chapter 4 Research Methodology 31 – 36

Chapter 5 Data Analysis 37 – 57

Suggestion 578

Conclusion 59 - 60

Bibliography 61

Annexure 62 - 66

7
 Chapter 1
RECRUITMENT

INTRODUCTION

Human Resource Management is the function of people management within an

organization. HR is responsible for facilitating the overall goals of the
organization through effective administration of human capital, focusing on
employees as the company's most important asset. Recruitment is the first step
in building an organization's human capital. At a high level, the goals are to
locate and hire the best candidates, on time, and on budget. Right person for the
right job is the basic principle in recruitment. Every organization should give
attention to the selection of its manpower, especially its managers. The
operative manpower is equally important and essential for the orderly working
of an enterprise. Recruitment is the process of having the right person, in the
right place, at the right time and it is crucial to organizational performance.
You’ll find here information on the recruitment process, recruitment law, policy
and methods, online recruitment, costs of recruitment, recruitment advertising,
recruitment agencies, consultants and executive search, graduate recruitment,
competency-based recruitment, application forms, curriculum vitae, and internal
recruitment.

There are two sources of recruitment that is internal and external recruitment.
Internal recruitment is when an organization looks to fill jobs with their current
employees, sourcing talent from other teams, departments, and job functions
within a company. This process is also referred to as and enables teams to
proactively fill skills gaps. When companies recruit candidates, who are not a
part of the organization, it is called external recruitment. External recruitment is
an intensive process wherein companies have to post the job descriptions on
different job boards, create and engage with the talent pool, improve employer
branding, and so on.

8
Every business organization needs manpower for carrying different business
activities smoothly and efficiently and for this recruitment and selection of
suitable candidates is essential. Human resource management in an organization
will not be possible if unsuitable persons are selected and employment in a
business unit.

MEANING

9
Recruitment refers to the process of identifying, attracting, interviewing,
selecting, hiring and onboarding employees. In other words, it involves
everything from the identification of a staffing need to filling it.

A process of finding and attracting capable applicants for employment. The

process begins when new recruits are sought and ends when their applications
are submitted. The result is a pool of applications from which new employees
are selected.

Depending on the size of an organization, recruitment is the responsibility of a

range of workers. Larger organizations may have entire teams of recruiters,
while others only a single recruiter.

In small outfits, the hiring manager may be responsible for recruiting. In

addition, many organizations outsource recruiting to outside firms. Companies
almost always recruit candidates for new positions via advertisements, job
boards, social media sites, and others.

Many companies utilize recruiting software to more effectively and efficiently

source top candidates. Regardless, recruitment typically works in conjunction
with, or as a part of Human Resources.

SCOPE OF STUDY

10
 The benefit of the study is that it helped to gain knowledge and experience and
also provided the opportunity to study and understand the prevalent recruitment
procedures.
 The present research is confined to study the recruitment and selection process
followed at Crazy For Success Foundation.
 The study reveals the recruitment and selection process followed in the
organization.
 Whether employees are satisfied with the recruitment process?
 Is the organization is providing ethical process for recruiting employees?
 The organizational study of Crazy For Success Foundation was done with the
study of recruitment and selection.

LIMITATIONS OF STUDY

11
 Collecting data properly from employees become difficulty due to the time
constraint.
 Busy schedule of the employees also effected to some extent.
 There is a chance for bias in the information given by the respondents.
 The study was based on sample hence results were not fully absolute.

OBJECTIVES OF STUDY

12
 To study and analyze the Recruitment process followed at Crazy For Success
Foundation.
 To analyze the satisfactory level of the employees about Recruitment
procedure of an organization.
 To identify areas where there can be scope for improvement.
 To develop practical knowledge with theoretical aspects.
 To know about the importance of recruitment.
 To find out better process of recruitment.
 To know about the role of recruiter.
 To study the different methods of recruitment.
 To know about limitations of recruitment.
 To study the behavior of organization in recruitment of employee.
 To search people whose skill fits into company values.

 Chapter 2
REVIEW OF LITERATURE

13
 MEANING

Recruitment in HRM is a systematic process for hiring talent. It starts with

identifying, recruiting, screening, pre-screening, selecting, and finally hiring the
potentially best candidate to fill the vacancies in a company.

Recruitment is a method of finding future employees of the company and is

designed to encourage qualified individuals to apply for the position. It helps to
create a pool of job seekers and improve the ability to hire better employees.

Recruitment brings together qualified individuals seeking employment and

companies looking for potential employees. The properly conducted recruitment
process leads to the hiring and selection of suitable workers within the
company.

In any organization, employees are considered as the greatest asset and human
resource management is the most important function performed by the HRM
department. The main role of the Human Resource Management (HRM) team is
to build a pool of human capital for the company that can lead to the selection
of the right candidate for the right job. Recruitment aims to select and hire the
right person for the right job at the right time. The human resource management
department often looks at two main sources of recruitment, internal and external
sources of recruitment. The purpose of the recruitment process is to gather
information about talented and qualified individuals who may be interested in
working for the organization in an effective manner.

14
 DEFINITIONS

1. According to Edwin B. Filippo, “It is a process of searching for prospective

employees and stimulating and encouraging them to apply for jobs in an
organization.”

2. "DiCenzo and Robbins" - "Recruitment is the process of discovering the

potential for actual or anticipated organizational vacancies.

3. "William B. Werther and Keith Davis" - "Recruitment is a discovering of

potential applicants for actual or anticipated organizational vacancies. Or
from another perspective, it can be looked at the linking activity bringing
together those with jobs and those seeking jobs"

4. Dale Yoder - Recruitment is the process to “discover the sources of

manpower to meet the requirements of the staffing schedule and to employ
effective measures for attracting that manpower in adequate numbers to
facilitate effective selection of an efficient working force.”

5. Kempner - “Recruitment forms the first stage in the process which

continues with selection and ceases with the placement of the candidates.”

6. Joseph J. Famularo - “However, the act of hiring a man carries with it the
presumption that he will stay with the company-that sooner or later his
ability to perform his work, his capacity for job growth, and his ability to
get along in the group in which he works will become matters of first
importance.” Because of this, a critical examination of recruitment methods
in use should be made, and that is the purpose of this chapter.

15
 IMPORTANCE

Recruitment employee is extremely important in HR management as it ensures

that employees who wish to enter into the organization are a perfect fit for the
business, whilst further displaying the professionalism of the entire organization
at the very first moments a prospective employee wishes to onboard. Moreover,
the importance of recruitment includes gaining skilled employees, assures
cultural fit, saves time and money, improves employee satisfaction and ensures
positive brand image.

Diagram: -

Attracting Avoids
Confidence
Candidates Discrimination

Facilitates Job
Selection Transparency Description

The Success The Success

Rate of Rate of Consistency
Selection Selection

1. Attracting Candidates
Even though recruitment does not ensure the final onboarding of the candidates
in the company but it effectively attracts a large number of candidates to apply
for the vacancies. This gives the candidates a potential chance for employment
and also publicizes the organization among job-seekers.

16
 2. Facilitates Selection

The selection process is undertaken to keep in mind the ultimate organizational

needs. The candidates have to go through an extensive process of screening
before they are finally selected. Hence recruitment provides a large option for
the selectors to choose for to cater to the needs of the firm.

3. The Success Rate of Selection

Since the recruitment process is already comprehensive, it takes present and

future job analysis into account and then recruits candidates. This rule out the
presence of under-qualified or over-qualified candidates reaching the selection
process. This, in turn, increases the success rate of the selection process.

4. Meeting Obligations

Every organization has legal obligations that it has to meet. In addition to that,
the social obligations also termed as corporate social responsibility is a big
factor that organizations take care of. By recruiting candidates and maintaining
the workforce composition, these obligations are successfully met.

5. Transparency

The recruitment process is largely undertaken to maintain organizational

transparency. It is an effective measure by which complete transparency can be
maintained. The transparency does not only cater to the organization but also
the employees. This means that in the organization, the HR manager, field
recruiters, clients, all of these entities are completely aware of the process and
possess the same information. In addition to this, a transparent procedure also
ensures that the candidates are aware of the status of their job application.

17
 6. Confidence

Since recruitment is a transparent process, it ensures confidence in the

organization. Since the recruiters, clients and managers are aware and
accountable for the entire recruitment process, all of them have directly or
indirectly contributed to the result and are confident of the choice and satisfied
by it.

7. Avoids Discrimination

A proper recruitment process is based on merit. It is based on job analysis,

attracts candidates based on the job description and screens them based on
merit. The parameters for screening are mentioned at every step and the results
depend solely on the merit of the candidate. This rule out the possibility of any
candidate facing discrimination due to their race, caste, color or personal
connections. Recruitment adds fairness to the organizational procedure.

8. Job Description

Framing a proper job description is important for any organization. In

recruitment, the candidates are chosen based on the job description provided by
the company. It is a detrimental factor in recruiting candidates. Hence
recruitment helps in curating a proper job description which includes all the
primary, secondary and tertiary aspects related to the particular job role.

9. Consistency

An inconsistent system of recruitment is most likely to provide biased and

unstandardized results. To ensure fair judgements and selection of the right man
for the right job, the recruitment process is kept consistent with standardized
measures of screening at every stage.

18
 PRCESS OF RECRUITMENT

The recruitment procedure involves different activities through which

competent potential candidates are searched as specified by human resource
planning, job description and job specification.

Diagram:

Identify company needs

Create a recruitment plan

Draft a job description

Advertise the open position

Analyze the candidates

Interview candidates

Close the process

1. Identify company needs

The internal or external recruiters must identify what the organisation seeks in
potential candidates, such as the exact qualifications, skills and experiences.
They may talk with the department manager to get detailed information about
the position and its requirements. That can enable them to narrow their search
for candidates and shortlist the right people for the available job positions.

19
 2. Create a recruitment plan
By having a recruitment plan in place, it may be possible to speed up the
recruitment process. The recruitment plan outlines the entire process of finding
candidates and interviewing and selecting them. It may be necessary to alter an
existing recruitment plan or create a new one for every new job opening.
Different positions may require separate plans.

3. Draft a job description

Drafting a job description is a necessary part of the recruiting process to
advertise available positions. The recruiter may consult the department manager
about the responsibilities of the open positions, review other similar jobs in the
organization and use the information to write an accurate job description. It
must inform potential candidates about the organization’s requirements and the
work duties they have to perform if they get the job.

4. Advertise the open position

The purpose of advertising available positions is to attract potential candidates
and receive as many job applications as possible. The recruiters may post the
job advertisements on the company website, online job sites, professional
networks and social media. They may notify employees internally about job
openings and invite them to apply for them.

5. Analyze the candidates

After receiving applications in response to their job advertisements, the
recruiters must sift through them and select those that match the job
requirements. Many recruiters create a list of the job requirements and use it as
a reference when short-listing resumes. It can be time consuming and expensive
to interview every applicant, and so the recruiters have to choose only a select
few who seem like the best fit and invite them for a job interview.

20
 6. Interview candidates
Depending on the organization’s requirements, resources and the number of
applicants they get, the recruiters may organize single-phase interviews or
multiple phase interviews. Single-phase interviews are usual in smaller
organizations that have fewer applicants and need to make quick hiring
decisions. Large organizations are more likely to have multiple phase interviews
that involve screening applicants in progressive rounds. Only the best
candidates can advance to the final interview round.

7. Close the process

The interview process ends with the recruiters making the final selection and
informing the selected candidates that they have got the job. The recruiters may
also send messages of regret to those not selected. They may put them on a list
for contacting them in the future in case of new job openings. After the hiring
process, they must also remove the job advertisements for the filled positions.

21
 METHODS OF RECRUITMENT

There are mainly two different methods that can be used for the recruitment
which are traditional or conventional and non-traditional or modern recruiting
methods. These methods are explained below:

1) Traditional Recruiting Methods:

Organizations in all over the world have enjoyed the advantages of the
conventional recruitment’s methods. These methods have served organizations
efficiently and provided them with the employees who played an important role
in realizing their organizations. Different traditional or conventional recruitment
methods are as follows:

Diagram :

Local
Emplome
nt office

Traditio
nal
Newspap Recruiti Hiring
er ng internally
Method
s

Temporar
y
Employm
ent
Agencies

I. Newspapers:
22
This is one of the oldest methods of recruitment through which vacancies are
communicated to the public. Even at present, a large section of people read the
newspaper.

II. Local Employment Office:

Enlisting the job vacancies in the local employment offices can be seen as an
efficient method and they have a wide network database and training plans for
the various candidates. They also facilitate financial support to the hiring
program for additional help.

III. Hiring Internally:

This is a well examined method and the easiest method for the selection of the
right individual for the right job. The current employee, his potential, working
styles, performance, and background are well known to the team. Thus, internal
hiring is quite efficient.

IV. Temporary Employment Agencies:

This type of method is most commonly used in the process of shortlisting the
candidates and finding the candidates who satisfy the preference and current
requirements of the organizations.

2) Modern Methods of Recruitment:

There has been rapid technological development in the 21" century and modern
recruitment methods have gained a lot of influence and have proved the
difference in providing candidates to the organization in all over the world.
Some modern methods of recruitment are as follows:

23
 Social Media

Event
Smartphones
Recruitment

Modern
Methods OF
Recruitment

1. Smartphones:
In 21" century, smartphones are the simplest methods to connect with the
external world. Any page can be accessed anytime and it is also used by the
recruiters to communicate and facilitate the information about the organization
to the probable candidates.

2. Social Media:
The current era belongs to Facebook and Twitter. As these platforms are
commonly used by the majority of the people in everyday life, thus these
mediums can be used effectively to have a contact with the prospective
candidates. This is a cost-effective method and provides a large candidate pool.

3. Event Recruitment:
The different events are sponsored by the organizations that provide an insight
into their ethics and values. This is commonly used by the organization to
highlight their connection with the different values and to enjoy the publicity.
Many like-minded individuals participate in these events. This can be used
effectively to connect with a large number of individuals.

24
 LIMITATIONS OF RECRUITMENT

Provide other
incentives

Share the
process

Train
managers

Wait to
Internal announce job
openings

Use both types

of recruiting
Limitations

Increased
costs

Additional
External training

Adds a
transition
period for all
employees

Affects on
employee
morale

25
Limitations of Internal Recruitment:

1. Provide other incentives

Provide incentives beyond promotions to recognize employee dedication and
career advancement. Consider offering opportunities for job shadowing, training
and job rotation. You may also create a praise or monetary-based rewards
system to show your appreciation for hardworking employees.

2. Share the process

Be transparent during the hiring process when working with internal candidates.
Explain from the beginning if you're also conducting external recruitment or
how many internal employees are applying for the position. If you don't choose
an internal candidate, meet with them face-to-face to explain why. Consider
providing interview feedback and tips on skills they can develop to be
considered for future positions.

3. Train managers
Train managers to look for prospective internal recruitment candidates on their
teams. This may help when searching for the most qualified internal candidates
to know who has what skills for what position.

4. Wait to announce job openings

Consider waiting to announce an open job position internally if you already
have a candidate you'd like to pursue. Reach out to your first prospect and ask if
they want the position before informing other potential candidates of the job.
This may prevent other employees from applying and becoming disappointed if
you don't choose them.

26
 5. Use both types of recruiting
Use both internal and external recruiting when filling open positions. Review
the job description and the skills of your current employees before deciding
what type of hiring you'll use. You may also consider if you need a culture fit or
a culture change for the role, which may help you decide which method to use.
Sometimes you may choose to recruit both internally and externally for the
same position at the same time.

Limitations of External Recruitment:

1.Increased costs
External recruitment typically costs more than internal recruitment.
Organizations may pay for a recruiting service, memberships for job search sites
and travel for long-distance candidates. Additionally, your company's HR team
spends more time on recruitment efforts, interviews and paperwork for bringing
on new employees.

2. Additional training
Outside hires require more training than internal employees on general company
policies and procedures. This can cost the company additional time and money.
Training for external employees can also result in reduced productivity during
the training period and as new employees get familiar with their responsibilities.

3.Adds a transition period for all employees

When new employees start at a company, there is usually a transition period for
the people they're working with. It can take a few weeks for employees to adjust
to a new member of the department, especially if the new hire is in a leadership
position. A new employee needs time to learn common company practices, get

27
to know their colleagues and develop strategies. This may lead to a dip in
productivity during this period.

During this transition, you can encourage unity by organizing team activities,
lunches and collaborative projects. You can also consider assigning a "buddy"
to new hires that can help introduce them to other employees and answer their
questions.

4.Effect on employee morale

When companies recruit externally, it may affect employee morale, especially if
employees expect to progress at the company. The outside hire can feel like a
missed opportunity. It's important to discuss the organization's reasons for
external recruitment to help ease employees' concerns. You can also review
employees' career goals with them to ensure them there is still a path for them to
move forward.

 Chapter 3
28
 COMPANY PROFILE

CRAZY FOR SUCCESS FOUNDATION

Company Name: Crazy for Success Foundation

Location: Other - Uttar Pradesh – India
Company Logo:

COMPANY INFORMATION

29
Crazy for Success Foundation is a 3 years 4 months old Private Company
incorporated on 12 Jul 2019. Its registered office is in, India . The Crazy for
Success Foundation is listed in the class of company and classified as Non Govt
Company. This company is registered at Registrar of Companies (ROC). We
are Crazy is a non-profit educational organization that teaches personal
development and leadership skills through a worldwide network of clubs. We
are Crazy is helping people from diverse backgrounds become more confident
speakers, communicators, and leaders.

The Company's status is Active, and it has filed its Annual Returns and
Financial Statements up to 31 Mar 2021 (FY 2020-2021). It's a company
limited by shares having an authorized capital of Rs 1.00 lakh and a paid-
up capital of Rs 1.00 lakh as per MCA. CRAZY FOR SUCCESS
FOUNDATION 's Annual General Meeting (AGM) was last held on and as per
records from Ministry of Corporate Affairs (MCA), its balance sheet was last
filed on.

Organization depends on the generosity of donors and volunteers to achieve

our goals. There are different ways of supporting our cause and welcome
any help can get in the organization.

The company has 2 directors/key management personal Himanshu Singh and

Prakash Virk Singh.

COMPANY DETAILS

30
Corporate Identification Number U85100UP2019NPL119057

Company Name CRAZY FOR SUCCESS FOUNDATION

Company Status Active

Headquarters Mahamaya Nagar, India

Registration State Kanpur

Registration Number 119057

Company Category Company limited by shares

Company Sub Category Non-government company

Class of Company Private

Date of Incorporation 12 July 2019

Age of Company 3 years…

Activity Health and Social Work

Number of Members 10 – 50 Employees

Email Address [email protected]

Website www.wearecrazy.org

 Chapter 4
RESEARCH METHODOLOGY

31
About research:
Research means finding answers to questions. It is a systematic search for
truth. Through research new and original information is obtained. To get them
researcher has to think logically, combine theories and ideas and use their
creativity. This is done by following set rules and procedures and by repeating
steps so that the results obtained are reliable and valid. Thus, research is a
collection of methods used systematically to produce knowledge. Thus, research
starts off with the problem, collection of data or facts, analyzing them critically
and reaches decisions based on the actual evidence.

Definitions of research:

 “Research is a careful, patient, systematic, diligent enquiry or

examination in some field of knowledge undertaken to establish facts or
principles.” – Webster’s Twentieth Century Dictionary.

 “Research is a systematic, controlled, commercial and critical

investigation of hypothetical propositions about the presumed relations
among natural phenomenon.” – Kerlinger.

 “Research is defined as a careful investigation or inquiry especially

through search for new facts in any branch of knowledge.”- Advance
Learner’s Dictionary of Current English (Oxford)

 “Research is defined as the process which includes defining and re-

defining problems, formulating hypothesis or suggested solutions,
collecting organizing and evaluating data, making conclusions and at last

32
 carefully testing the conclusions to carefully determine whether they fit
the formulated hypothesis.”- Clifford woody

Research Methodology

Definition of Research Methodology:

” It is the pathway or an approach to get the needed information by locating
the data from different sources which are primary and secondary.”

Primary data
Primary data is the data is the data which the researcher collects for himself, for
the first time which is original in nature. It is also known as basic or fresh data.
It is obtained through observation or direct communication or by performing
surveys or descriptive research. It is the data a researcher collects to address the
specific problem at hand.

Primary
Data

5-point Interview
Questionnare Scale

1. Questionnaire or Schedule:

33
Questionnaire is the method commonly used for data collection in all branches
of social sciences.

Define:

“Questionnaire refers to a device for securing answers to questions by using a

form which the respondent fills himself.” – Good and Hatt

However, there is a minor difference between a questionnaire and a schedule.

Questionnaire is filed up by the respondent himself without any assistance from
the interviewer whereas in schedule the interviewer records the respondent’s
answers.

2. 5 Point Scale: The 5:

Point scale method is an innovative method used for primary data collection. It
is a rating in which various tangible and intangible aspects relating to one’s
study can be monitored with the help of this method. The main advantage of
this method is that is the ratings obtained for various parameters provide a scope
for comparative study. And the main limitation is that since it is based on
personal views the markings may be biased.

3. Interview Method:

Interview means ‘conversation with a purpose’ or ‘a process of social

interaction’. It is a face to face dialogue of the researcher with the respondent.
Interview method is useful for obtaining in depth information and knowledge on
qualitative variables.

 Advantages of Primary Data: -

34
The following are the advantages of primary data:

1) Primary data collection is more reliable as compared to secondary and

tertiary data.

2) Primary data is more suitable to the nature of the problem than secondary or
tertiary data.

3) Primary data is the first-hand information of the situation. It is unused and

unmodified.

4) Primary data is collected by the researcher himself and therefore chances of

occurrence of errors are very less.

5) Primary data is the only source for collection of qualitative data like personal
qualities and attitudes.

 Limitations of Primary Data

The following are the limitations of primary data:

1) Collection of primary data is more time consuming and costly procedure as

compared to secondary and tertiary data.

2) Primary data collection requires trained personnel for the purpose who are
dedicated towards field work.

3) Primary data alone cannot assist in a complete research process it requires

assistance from secondary data also.

4) Primary data collection may at times involve manipulation of data by the

researcher and fail to give true results.

5) Primary data collection is not always possible and has some constrains
pertaining to privacy.

35
 Secondary data

Secondary data is the data collected processed and published by someone else
either for his personal use or for public use. This data is not originally collected
by the researcher but obtained from published or unpublished sources.

Secondary
data

Periodicals
Books Internet
& Journals

Advantages of Secondary Data: -

The advantages of secondary data are:

1) Secondary data collection is cost effective and less time consuming as

compared to primary or tertiary data.

2) Secondary data helps to understand the problem and become familiar with
the topic.

3) At times primary research is not possible due to time, cost constrains and
security reasons secondary data then aids the researcher.

4) Secondary data can help to relate with the social ethos of a particular period.

Limitations of Secondary Data: -

36
The limitations of secondary data are:

1) Secondary data is the data collected by others for their needs and may not
suit us.

2) It is also difficult to test the accuracy of the data as this data is always old and
may at times be outdated.

3) In case of over information and fake information authenticity of information

is questionable.

4) Compilation of secondary data is difficult as the previous researcher has

modified it to suit his needs.

 The topic for project study is Recruitment: -

A Study of Induction and Orientation of Employees at Crazy Success
Foundation.
For the purpose of the project Crazy Success Foundation was selected to
identify the work-life balance policies within the organisation.

The research methodology used for collection of data is: -

1) Questionnaires/schedule was filled by every employee within the shift of
10am to 6pm.

2) 5 – point scale method on which marks are given to each policy of work life
balance which shall help to identify which policies are more preferred by
employees.

3) Personal interviews with the Center Manager and Managing Director in order
to know about the upcoming changes in the existing work- life balance policies.

4) Books, references, periodicals internet for the theoretical background

 Chapter 5

37
 DATA ANALYSIS

The analysis of the data is done as per the survey finding. The data is
represented graphically in percentage. The percentage of the people opinion
were analyzed and expressed in the form of charts.

1) How did you come to know about the organization?

Tabulation
Parameter No. of Response Percentage
Newspaper 20 40 %
Colleges 14 28%
Website 9 18%
Other 7 14 %
Total 50 100 %

Inference
From the above table, 40 % of the respondents come to know about the
organization through newspaper, 28 % through colleges, 18 % through website
and 14 % through others.

38
2) How many days organization took time to reply your application?

Tabulation
Parameter No. of Response Percentage
1 – 2 days 18 36 %
2 – 3 days 17 34 %
3 – 4 days 9 18 %
More than 4 days 6 12 %
Total 50 100 %

Inference
In the above table, 36 % respondents had got reply their application within 1 – 2
days, 34 % within 2 – 3 days, 18 % within 3 – 4 days, 12 % respondents had got
reply more than 4 days on their application.

3) How many stages were involved in your recruitment?

39
Tabulation
Parameter No. of Response Percentage
3 16 32 %
4 10 20 %
5 18 36 %
More than 5 6 12 %
Total 50 100 %

Inference
From the above table, 34 % respondents feel only 3 stages involved in
recruitment process, 20 % respondents feel 4 stages involved in recruitment
process, 36 % respondents feel 5 stages involved in recruitment process and
more than 5 stages involved in 12 % respondents.

4) What is the average time spent by executives during your interview?

40
Tabulation
Parameter No. of Response Percentage
5 – 10 minutes 16 34 %
10 – 20 minutes 10 54 %
More than 20 minutes 6 12 %
Total 50 100 %

Inference
In the above table, 34 % respondents spend 5 to 10 minutes with executive
during their interview, 54 % respondents spend 10 to 20 minutes with executive
during their interview and 12 % respondents spend more than 20 minutes with
executive during their interview.

5) What form of interview did you prefer?

Tabulation

41
 Parameter No. of Response Percentage
PC or Laptop 14 28 %
Telephonic 15 30 %
Video Conference 16 38 %
Internshala 1 2%
Face to face 1 2%
Total 50 100 %

Inference
From the above table, 28 % respondents preferred interview by laptop, 30 %
respondents preferred telephonic interview, 38 % respondents preferred video
conference interview, 2% of internshala and 2 % of face to face.

6) Did the organization clearly define the position, objectives, requirements

and candidates’ specifications of the organization to you?

42
Tabulation
Parameter No. of Response Percentage
Yes 48 96 %
No 2 4%
Total 50 100 %

Inference
In the above table, majority of the respondents feels organization clearly
mention the position, objectives, requirement and candidate’s specification.

7) How many questions asked to you during the Telephonic interview round?

Tabulation

43
 Parameter No. of Response Percentage
3 20 40 %
4 20 40 %
More than 4 10 20 %
Total 50 100 %

Inference
In the above table, 3 questions asked to 40 % respondents during the telephonic
interview round, 4 questions asked to 40 % respondents during the telephonic
interview round and more than 4 questions asked to 20 % respondents during
the telephonic interview round.

8) How was your interview experience?

Tabulation
Parameter No. of Response Percentage

44
 Excellent 16 32 %
Good 28 56 %
Poor 6 12 %
Better 0 0%
Total 50 100 %

Inference
From the above table, 32 % respondents were excellent interview experience,
56 % respondents were good interview experience and 12 % respondents were
better.

9) Is the job what you expected it to be?

Tabulation
Parameter No. of Response Percentage
Yes 47 94 %

45
 No 3 6%
Total 50 100 %

Inference
In the above table, 96 % respondents have expected job and 6 % respondents
don’t.

10) How Many years you are working in this organization?

Tabulation
Parameter No. of Response Percentage
2 – 3 years 35 70 %

46
 3 – 4 years 14 28 %
More than 4 years 1 2%
Total 50 100 %

Inference
In the above table, 70 % respondents have been working since 2 – 3 years, 28 %
respondents have been working since 3 – 4 years and only 2 % respondents
have working more than 4 years.

11) On a scale from 1 to 5, how satisfied were you with the interview?

Tabulation
Parameter No. of Response Percentage
1 8 16 %

47
 2 5 10 %
3 9 18 %
4 21 42 %
5 7 14 %
Total 50 100 %

12) Do you feel like you have all the tools and resources to perform your job
successfully?

Tabulation
Parameter No. of Response Percentage
Yes 46 92%
No 4 8%

48
 Total 50 100 %

Inference
From the above table, 92 % respondents feel they have all the tools and
resources to perform job and 8 % respondents feel they have not all the tools
and resources to perform job.

13) How do you rate the working environment of the organization?

Tabulation
Parameter No. of Response Percentage
Very good 23 46 %
Good 26 52 %
Poor 1 2%

49
 Can be better 0 0%
Total 50 100 %

Inference
In the above table, 46 % respondents feel working environment of the
organization is very good, 52 % respondents feel working environment of the
organization is good and only 2 % respondents feel poor.

14) Would you recommend this organization to others friends to apply?

Tabulation
Parameter No. of Response Percentage
Yes 48 96 %
No 2 4%
Total 50 100 %

50
Inference
From the above table, 96 % of respondents recommend this organization to
others friends to apply and only 4 % of respondents not recommend this
organization to others friends to apply.

15) By what source were you contacted by the company?

Tabulation
Parameter No. of Response Percentage
Calls 20 40 %
Emails 22 44 %
WhatsApp 7 14 %
Other 1 2%
Total 50 100 %

51
Inference
In the above table, 40 % respondents contacted by calls, 44 % respondents
contacted by emails, 14 % and 2 % respondents contacted by WhatsApp and
another source.

16) Are you satisfied with your job ?

Tabulation
Parameter No. of Response Percentage
Yes 48 96 %
No 2 4%
Total 50 100 %

52
Inference
From the above table, 96% respondents feel satisfied with job and 4 %
respondents feel dissatisfied.

17) How do you rate the overall facilities provided by the organization?

Tabulation
Parameter No. of Response Percentage
Very satisfactory 21 42 %
Satisfactory 27 54%
Dissatisfactory 2 4%
Total 50 100 %

53
Inference
In the above table, 42 % respondents rate very satisfactory for the overall
facilities provided in the organization, 54 % respondents rate satisfactory for the
overall facilities and only 4 % respondents rate dissatisfactory for the facilities
provided by the organization.

18) Was recruiter helpful throughout the whole process?

Tabulation
Parameter No. of Response Percentage
Yes 45 90 %
No 5 10 %
Total 50 100 %

54
Inference
In the above table, recruiter helpful to 90 % respondents during whole process
and 10 % not.

19) Rate the recruitment process of the organization.

Tabulation
Parameter No. of Response Percentage
1 4 8%
2 7 14 %
3 8 16 %
4 22 44 %

55
 5 9 18 %
Total 50 100 %

20) How was your overall experience?

Some respondents said it was good and some respondents said it was best.
Excellent overall experience for some respondents and some respondents
experience was very satisfactory. Few respondents said it was better.
Experience of overall recruitment process is very good for some employees.

56
21) Do you have any suggestions to the organization to improve recruitment
process?

Some respondents suggested to organization should give much more importance

for freshers also rather than giving importance to experienced people. Interview
process during the recruitment process should be at standard. Organization
should provide more rewards, incentives for the employees it will help to make
good relationship with employees.

57
 SUGGESTIONS

From the finding I can suggest Crazy For Success Foundation, following points for
the more effectiveness of recruitment process:

 Recruitment must be done by analyzing the job firstly which will make it easier and
will be beneficial from the company’s point of view.

58
 More emphasis should be given on internet and advertisement so that more and
more candidates apply for the internship and it will be easy to find the right
employee among them.

 The recruitment procedure should not be too lengthy and time consuming.

 Company should try to use the internal recruitment process first because it incurs
less cost and acts as a motivational factor to the employee.

 Provide training to employees so that they get better knowledge, skills and attitude.

 Company should create some parts of their HR policies for better effectiveness.

CONCLUSION

 Most of the employees came to know of the vacancy through newspaper, website
and other.
 Some of the employees are saying few days organization taking time to reply their
application and other saying organization taking more time to reply their
application.

59
 Majority number of employees are saying organization involve more recruitment
stages in the recruitment process and some number of employees are saying
organization involve few recruitment stages in the recruitment process.
 Many employees are stating that they spent more time with executive during their
interview and some employees spent few times with executive during their
interview.
 Large number of employees prefer interview by telephone and few numbers of
employees prefer video conference.
 All most employees are saying the organization clearly define the position,
objectives, requirement and candidate’s specification.
 Some employees are saying more question asked during their telephonic interview
round and few employees are saying some questions asked during their interview.
 All employees are saying their interview experience was excellent and very good.
 Majority of employees are stating that they have expected job and only few haven’t.
 Large number of employees are working in this organization more than five years
and some number of employees are working more than some years.

 Most of the employees fully satisfied with their interview.

 Some employees are stating that they have all the tools and resources to perform
their job successfully and few employees stating that they don’t have all the tools
and resources to perform their job.
 Large number of employees are rating very good to the environment of the
organization and only few numbers of employees are rating better to the
environment of the organization.
 Majority employees are recommending this organization to their friends to apply
and some employees are not recommending this organization to their friends to
apply.
 Some number of employees contracted by calls and few numbers of employees
contracted by WhatsApp and emails.

60
 All most employees are satisfied with their job.
 Many employees are rating very satisfactory to the overall facilities provided by the
organization and only few employees are rating dissatisfactory to the overall
facilities provided by the organization.
 Large number of employees are saying recruiter was helpful and some number of
employees are saying recruiter was not helpful.

BIBLOGRAPHY

 HR Department (Crazy For Success Foundation)

 Human Resource Management (Thakur Publication)
 Employee Recruitment and record Management (Nirali Publication)

Websites:

61
 www.goole.com
 www.scribd.com
 www.citehr.com
 www.academia.edu
 www.wearecrazy.com

ANNEXTURE

Questionnaire on Recruitment Process

Name of employee:
Designation:
Department:
Age:
Qualification:

62
1) How did you come to know about the organization?
 Newspaper
 Colleges
 Website
 Other

2) How many days organization took time to reply your application?

 1 - 2 days
 2 - 3 days
 3 - 4 days
 More than 4 days

3) How many stages were involved in your recruitment?

 3
 4
 5
 More than 5

4) What is the average time spent by executives during your interview?

 5 - 10 minutes
 10 - 20 minutes
 More than 30 minutes

5) What form of interview did you prefer?

 PC or Laptop
 Telephonic
 Video Conference

63
  Other

6) Did the organization clearly define the position, objectives, requirements and
candidates’ specifications of the organization to you?
 Yes
 No

7) How many questions asked to you during the Telephonic interview round?
 3
 4
 More than 4

8) How was your interview experience?

 Excellent
 Good
 Poor
 Better

9) Is the job what you expected it to be?

 Yes
 No

10) How Many years you are working in this organization?

 2 - 3 years
 3 - 4 years
 More than 4 years

11) On a scale from 1 to 5, how satisfied were you with the interview?

64
  1
 2
 3
 4
 5

12) Do you feel like you have all the tools and resources to perform your job
successfully?
 Agree
 Disagree

13) How do you rate the working environment of the organization?

 Very Good
 Good
 Poor
 Can be better

14) Would you recommend this organization to others friends to apply?

 Yes
 No

15) By what source were you contacted by the company?

 Calls
 Emails
 WhatsApp
 Other

16) Are you satisfied with your job?

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  Yes
 No

17) How do you rate the overall facilities provided by the organization?
 Very Satisfactory
 Satisfactory
 Dissatisfactory

18) Was recruiter helpful throughout the whole process?

 Yes
 No

19) Do you have any suggestions to the organization to improve recruitment

process?

20) Rate the recruitment process of the organization.

 1
 2
 3
 4
 5

21) How was your overall experience?

66