A

SUMMER INTERNSHIP PROJECT REPORT ON

E- RECURITMENT PROCESS

I.K. GUJRAL PUNJAB TECHNICAL UNIVERSITY,

KAPURTHALA
In Partial Fulfillment of the requirement for the

Award of Degree of

Master of Business Administration (MBA)

SUBMITTED BY: SUBMITTED TO:
Name: Jatinder Mukesh Kumar Prof. Sandeep Kaur

Univ. Roll No: 2455963 Management

DEPARTMENT OF MANAGEMENT

SWAMI SARVANAND INSTITUTE OF MANAGEMENT AND

TECHNOLOGY, DINANAGER

BATCH–2024-2026
1
 DECLARATION
I Jatinder Mukesh Kumar student of MBA course in Swami Sarvanand Institute of Management &
Technology, Dinanagar declare that this project report entitled “Assessing the effectiveness of online
recruitment process”. It is a genuine report carried out by me and it is confined record of work done
under the guidance of Prof. Sandeep Kaur Swami Sarvanand Institute of Management &
Technology, Dinanagar towards the partial fulfillment of MBA Degree.

Jatinder Mukesh Kumar

2
 INTERNAL GUIDE CERTIFICATE
This is certify that Mr Jatinder Mukesh Kumar a student of MBA of Swami Sarvanand Institute of
Management & Technology, Dinanagar has successfully completed his/her summer
internship project on the topic of “Assessing the effectiveness of online
recruitment process”. He/she has worked on his/her performance during the
project was extremely satisfactory.

Signature:

Name of the guide: Prof. Sandeep Kaur

3
4
 ACKNOWLEDGEMENT
A Research study can’t be completed without the guidance, assistance, inspiration and
cooperation from various quarters. This study also bears the inspiration of many persons. This
project required hard work,

Sincerity and devotion which I tried my best to put in this project and in turn gained a lot of
knowledge and confidence from this project.

I am deeply grateful to my project guide “Mr. Surjit Kumar” (Assistant Manager of JBPL)
and our College Teacher Prof. Sandeep Kaur “who has helped me in completion of this project.
She has been a constant guiding forces and sources of illumination for me. It entirely goes to her
credit that this project has attained its final shape.

Finally, I would like t thank my parents and all my friends, who provide me with their constant
support and took the pain it, help me in completing the project.

5
 PREFACE
It is a great opportunity for me to pursue my MBA in Swami Sarvanand Institute of Management
& Technology, Dinanagar, Jammu in the accomplishment of summer internship Program. I am
submitting a report on “Assessing the effectiveness of online recruitment process”. Subject
limitation of time, efforts and resources every possible attempt has been made to study the matter
deeply. The whole project is measured through the questionnaire, the data further analyzed and
interpreted and the result was obtained. The purpose of this report is to give a brief idea about
what has been done in the summer training. This report comprises of various things and
knowledge I have got during my summer internship at Jai Beverages Pvt Ltd. The objectives of
preparing this report are as follows:

1. To know the perception of employees regarding recruitment and selection process.

2. To know the recruitment process followed in Jai Beverages Pvt Ltd.

3. To know the selection process followed in Jai Beverages Pvt Ltd.

4. To review HR polices pertaining to recruitment and selection.

6
7
 CONTENT

CHP. TOPICS PAGE NO.

NO.
1 Company Profile 8-8

1.1 History of Unit and Present Position 9-11

2 Introduction & Research Study 12-12

2.1 Background of The Study 13-13

2.2 Objective of The Study 14-14

2.3 Research Methodology 15-16

2.4 Scope of The Study 17-17

3 Theoretical Background 18-18

3.1 E-Recruitment 19-22

3.2 Selection Procedure 23-25

3.3 Recruitment Procedure in JBPL 26-26

4 Data Analysis & Interpretation 27-37

5 Finding, Suggestion & Conclusion 38-41

6 Bibliography 42-43

6.1 Annexure & Questionary 44-45

8
 CHAPTER-1
COMPANY PROFILE

9
 History of the unit & present position

The year was 1999 and PEPSI Company in India was very eager to improve its extremely poor market
share (less than 3%) in the state of Jammu and Kashmir. That was when it approached the soft drink
maestros of India-the Jaipuria family and Mr. [Link] in particular for starting a plant in J&[Link]
spite of all the odds, the non inductive climate in the state for a new business venture, he took a bold
step and went ahead with accepting the challenge and taking the franchise the name of his elder son –
[Link] Japuria, and Jai Beverages Pvt. Ltd. was born.

From the day of the decision, to this day in 2020, there has been no looking back. In this short span of
time, the company has been formed, sprawling compound of erstwhile M/S Hindustan Levers Ltd. taken
over from a supportive SIDCO, a prestigious unit in J & K. after an initial investment of Rs. 27.1 crores,
has been established with full backing of the industries (J&K government),and an ultramodern plant is in
full swing. The boiler used is oil –fired, with a 33m high chimney and an effluent treatment plant which
releases all the effluent water after full treatment at very reasonable, and much under the pollution
board’s maximum acceptable BOD and COD levels. In fact, work in on to stop all the treated effluent
from going out and instead to utilize this water internally for horticulture. In other words, the water is
being put back into the earth to retain the water table. Further, work has been done to grow more trees
within the premises, in line with the universal endeavor of making the earth green.

With the coming of this prestigious plant, there has been an upsurge in the economy of the people of the
area, in particular, and the state in general. The direct, and indirect, employment generated by the unit
has already surpassed a figure of 500, and is growing steadily. The excise deposited to the government
exchequer has already crossed an amount of Rs.3.61 Crore, and is again growing. The once semi
deserted main road of the industrial complex, has become very busy and would soon be required to be
widened.
In short, the coming of Jai Beverages Pvt. Ltd into the state of Jammu and Kashmir has surely made a
big mark into the industrialization of the state, with many a big industrial house watching eagerly the

10
outcome of this prestigious unit.

Jai Beverages Pvt. Ltd. is a part of the diversified Jaipuria Group being the major franchise of the Pepsi
in India?
The group has 28 Pepsi bottling plant in India and Nepal. It also has the franchise for modern bread,
pizza hut besides, business interest in information technology, education, healthcare and textile retailing.

Jai Beverages Pvt. Ltd situated at Bari–Brahmana (SIDCO) distt. Jammu .The Company is producing
and marketing the complete range of Pepsi drinks for the state of J & K.

The new beverages plant having state of art machinery from krones, gesulin & MAG plant among the
international industrial giants and hilden, Tula, IDMS etc. among Indian manufacturers. The fully
automatic plant is being run by a team of professionals who have already made a mark for themselves by
creating history in the international Pepsi system by achieving the gold medal in the first year of
operations from over 400 plants world- wide.

The company its unused space into green gardens, recycling waste water and has a modern working
effluent treatment plant. The company gives its first preference to workers safety, quality product and
healthy working environment.

As per market share at present Pepsi is enjoying 60% market share. Whereas, leader since 20 years in
Jammu market on 90% market share. At present on the basis of commitments, quality, skills and
energetic team Pepsi feels they will give neck to neck fight to our levels.

11
 OUR LOGO

This logo of Jaipuria group of companies was unveiled by Mr. C.K Jaipuria, in the presence of
Mr. Anurag Jaipuria, Mr. Ruchiram Jaipuria & all the senior managers of this group on 7 th of dec.2005 at
Jai Beverages Pvt. [Link].
Our vision
“Let’s Grow Together”

Our Mission…at JBPL

Will accomplish Rs1650 crore turnovers with a PAT of10% by 2010, across diverse business interests
by:-

 Placing jaipuria group’s brands amongst the top 5 in the country.

 Treating our employee’s as an asset.
 Providing best quality products & services.
 Enhancing all stakeholders’ value.
12
 CHAPTER-2
INTRODUCTION & RESEARCH STUDY

13
14
2.1 Background of The History

The purpose of e-recruitment is to make the processes involved more efficient and effective, as
well as less expensive. Online recruitment can reach a larger pool of potential employees and
facilitate the selection process.

The online promotion of an organization as a desirable place to work, through the corporate
website or other venues, is one element of e-recruitment. E- recruitment software and system are
available as standalone applications, product suites and services.

Recruitment is a core function of the human resources department. It is a process that involved
everything from identifying, attracting, screening, short listing, interviewing, selecting, hiring,
and on boarding employees.

The recruitment teams can be large or small depending on the size of an organization.
However, in smaller organizations, recruitment is typically the responsibility of a
recruitment manager.

Many organizations outsource their recruiting needs, while some companies rely exclusively on
advertisement, jobs boards and social media channels to recruit talent for new positions. Many
companies of today use recruitment software to make their recruitment process more effective
and efficient.
15
2.2 OBJCTIVES OF STUDY

The main objective behind the research work is as follows:

 Provide an innovative, cost efficient and effective recruitment system.

 Increase the quality and quantity of applicants applying for vacancies.
 Investing the role of Technology.
 Exploring Legal and Ethical consideration.
 Understanding User Experience.
 Comparing E-Recruitment with Traditional methods.

16
2.3 RESEARCH METHODOLOGY
Research methodology is considered as the nerve of the project. Without a proper well-
organized research plan, it is impossible to complete the project and reach to any conclusion.
The project was based on the survey plan. The main objective of survey was to collect
appropriate data, which work as a base for drawing conclusion and getting result.

Therefore, research methodology is they way to systematically solve the research problem.
Research methodology not only talks of the methods but also logic behind the method used in
the context of a research study and it explains why a particular method has been used in the
preference of the other methods.

Research design:

Research design is both primary as well as secondary. as it is a very complicate disuse so

different research papers were being studies i.e. SECONDARY data is used more than
primary.

PRIMARY DATA

Since primary data are to be originally collected while in case of secondary data the nature of
data collection work is merely that of compilation.

 Data analysis and interpretation

1. Questionnaires
2. Pie chart

Questionnaires:
This is the most popular tool for data collection. A questionnaire contains question that the
researcher wishes to ask his respondents which is always guided by the objective of the survey.

17
Pie chart:

This is very useful diagram to represent data, which are divided into a number of categories.
This diagram consists of a circle of divided into a number of sectors, which are proportional to
the values they represent. The total value is represented by the full create. The diagram bar chat
can make comparison among the various components or between a part and a whole of data.

SECONDARY DATA

Secondary data mean by someone else. When the research utilizes secondary data, then he has to
look into various sources from where he can obtain them. In this case he is certainly not
confronted with the problem that are usually associated with the collection of original data.
Secondary data may be either published or unpublished data.

Sample unit

 Professional
 Business man
 Employees
 Working women
 students

Sample size

100 people responded for this survey.

18
2.4 SCOPE OF THE STUDY

Nowadays, every organization necessitates personnel planning as one of the most vital activities.
Human Resource Planning is, by far, an essential ingredient for the success of any organization
in the long run. There are a number of techniques that need to be followed by every organization
that guarantees that it possesses the right number and type of people, at the right time and right
place, so as to enable the organization to achieve its planned objectives. Commonly, the
objectives of Human Resource Planning department include resource, planning, recruitment and
selection, career planning, training and development, promotions, risk management,
performance appraisal, to name a few. Each of these objectives requires special attention and
accurate planning and execution.

It is of utmost importance for every organization to employ a right person on a right position.
And recruitment and selection plays a pivotal role during such situations. With shortage of
skills and the rapid spread of new technology exerting considerable pressure on how employers
perform recruitment and selection activities, it is recommended to conduct a step- by-step
strategic analysis of recruitment and selection processes. With reference to the current context,
this paper presents an incisive review of previous literature on the recruitment and selection
process. This paper is primarily based on an analysis of six pieces of literature conducted by
practitioners and researchers in the field of Human Resource management.

19
 CHAPTER-3
THEORITICAL ASPECT OF THE STUDY

20
3.1 E-RECRUITMENT
E-recruitment is also known as online recruitment, is the practice of using technology and in
particular web based resources for tasks involved with finding, attracting, assessing,
interviewing and hiring new personnel. Online recruitment can reach a larger pool of potential
employees and facilitate the selection process. Many big and small organizations are using
internet as a sources of recruitment. They advertise job vacancies through worldwide web. The
job seekers send their applications or curriculum vitae (CV) through an e- mail using the
internet.

E-recruitment includes the entire process of finding the prospective candidates, assessing,
interviewing and hiring them, as per the job requirement. Through this, the recruitment is done
more effectively and efficiently.

The motivation behind e-recruitment is to make the procedure includes more productive and
powerful, and in addition more representatives and encourage the determination procedure.

21
22
Purpose and importance of recruitment:
1. Determine the organization on conjunction within personnel- panning and job analysis
activities.
2. Increase the pool of job candidates at minimum cost.
3. Help increase the success rate of the selection process by reducing the number of
visibly under qualified or overqualified job applications
4. Help reduce the probability that job applications, once recruited and selected,
will leave the organization only after a short period of time.
5. Meet the organization’s legal and social obligations regarding the
composition of its work force.
6. Being identifying and preparing potential job applications who will be
appropriate candidates.
7. Increase organizational and individual effectiveness in the short term and long term.
8. Evaluate the effectiveness of various recruiting techniques and sources for all types of
job applications.
9. Recruitment is positive functions in which publicity is given to the jobs available
in the organization and interested candidates are encourage submitting applications
for the purpose of selection.

23
Two kind of e-recruitment that an organization can use is: -
 Job portals
 Resume scanners

Job portals:
Posting the position with the job description and the job specification on the job
portal and also searching for the suitable resumes posted on the site corresponding to
the opening in the organization.
2. Creating a complete online recruitment/application section in the company’s own
website. Companies have added an application system to its website, where the passive
job seekers can submit their resumes into the consideration in future, as and when the
roles become available.

Resume scanners:
Resume scanner is one major benefit provided by the job portals to the organizations. It
enables the employees to screen and filter the resumes through pre-defined criteria’s and
requirements of the job.
Job sites provide a 24*7 access to the database of the resumes to the employees
facilitating the just-in time hiring by the organizations. Also, the jobs can be posted on
the site almost immediately and is also cheaper than advertising in the employment
newspapers.
Sometime companies can get valuable references through the passers-by applicants. Online
recruitment helps the organizations to automate the recruitment process, save their time and
costs on recruitments.

24
Online recruitment techniques:

a) Giving a detailed job description and job specifications in the job postings to attract
candidates with the right skill sets and qualifications at the first stage.
b) E-recruitment should be incorporated into the overall recruitment strategy of the
organization.
c) A well defined and structured application tracking system should be integrated
and the system should have a back-end support.
d) Along with the back office support a comprehensive website to receive and process job
applications should be developed.

Steps of e-recruitment process

 Post job ads on online job boards.
 Seek employee referrals through your applicant tracking system (ATS.)
 Sourcing candidates on professional social media or portfolio sites.
 Administer online pre-employment tests.
 Interview candidates using video interviewing software.
 Conduct background checks through a provider that your ATS integrates wit

E-Recruitment tools/software
1. Job Aggregators
 Indeed
 LinkedIn
 [Link]
 [Link]
2. Applicant tracking systems
 HRIS-human resource information system
 ICIMS-Internet collaborative information management system

3. Video interviewing software

 Spark Hire

25
  Breezy HR

3.2 SELECTION:

Selection process is a decision- making process. This step consists of a number of activities. A
candidate who fails to quality for a particular step is not eligible for appearing for the subsequent
step. Employee selection is the process of putting right men on the right job. It is a procedure of
matching organizational requirements with the skills and qualifications of people. Effective
selection can be done only where there is effective matching. By selecting best candidates for
the required job, the organization will get quality performance of employees moreover;
organization will face less absenteeism and employee turnover problems. By selecting right
candidates who apply for the given job are tested.
26
Selection process:
Selection in a long process, commencing from the preliminary interview of the applicants and
ending with the contract of employment.

1. Preliminary test
2. Selection test
3. Employment test
4. Selection decision
5. Physical examination

Step- 1 Preliminary interview

The applicants received from job seekers would be subject to scrutiny so as to eliminate
unqualified applicants. This is usually followed by a preliminary interview the purpose of which
is more or less the same as scrutiny of application, that is eliminate of unqualified applicants.
Scrutiny enables the HR specialists to eliminate unqualified jobseekers based on the information
supplied in their application forms. Preliminary interview, on the other hand, help reject misfits
for reason, which did not appear in the application forms.

Step-2 Selection Test:

Job seekers who pass the screening and the preliminary interview are called for tests. Different
types of tests may be administered, depending on the job and the company.

Generally, tests are used to determine the applicant’s ability, aptitude and
personality.

The following are the types of the tests taken:

27
1. Ability test
2. Aptitude test
3. Intelligence test
4. Personality test

28
Step-3 Interview:
The next step in the selection process in an interview. Interview is formal, in- depth conversation
conducted to evaluate the applicant’s acceptability. It is considered to be excellent selection
device. It is face to face exchange of view, ideas and opinion between the candidates and
interviewers. Basically, interview ins nothing but an oral examination of candidates, interview
can be adapted to unskilled, skilled, managerial and profession employees.

Types of Interview:

1. Informal interview
2. Formal interview
3. Panel interview
4. Group interview

Step-4 Selection Decision:

After obtaining information through the preceding steps, candidates. The selection decision- the
most critical of all the steps- must be made. The other stages in the selection process have been
used to narrow the number of the final decision has to be made the pool of individuals who pass
the test, interviews and reference checks.

Step-5 Physical Examination:

After the selection decision and before the job offer is made, the candidate is required to undergo
a physical fitness test. A job offer is often, contingent upon the candidate being declared fit after
the physical examination. The results of the medical fitness test are recorded in a statement and
are preserved in the personnel records. There are several objectives behind a physical test.

29
3.3 RECRUITMENT PROCEDURED AT JBPL
Shine project is pioneer in conducting workshops for students and companies in India and
abroad, to address the gaps and to take seekers to the next level.

Responsibilities of the intern:

 Partnering with hiring manager to determine staffing needs

 Identifying & recruiting apt profiles to suit the business requirements of shine
projects in hiring agents from the market
 Performing in person and phone interviews with various profile under the agent
community
 Administering appropriate company assessments
 Handling relationship management with recruited agents to drive effective marketing
and sales of our course
 Maintaining relationship with both internal and external stakeholders to ensure
agents staffing goals are achieved
 Communicating employer information and benefits during the screening process of
agents
 Staying current on the company’s organization structure, personnel policy,
and monetary benefits they will attain upon association.

30
 CHAPTER-4
DATA ANALYSIS & INTERPRETATION

31
4.1 Employee’s perception about recruitment process:
Are you satisfied with the recruitment process?

a. Yes

b. No

Options Yes No Total

Responses 16 4 20
Percentage 80 20 100%

32
Interpretation:
It was found that 90% of employees are satisfied with the recruitment process adopted by shine
projects. However, some of the respondents thought there should be some changes in the existing
recruitment process of the organization.

4.2 External sources used in recruitment:

Which of the following external sources are used for recruitment in shine projects?

a. Advertisement

b. internet

c. All of the above

options Advertisement Internet All of the Total

above
Responses 9 9 2 20
Percentage 40 50 10 100%

33
 Interpretation: It was founded that 50% of the employees are recruited through the internet
and 40% of the employees are selected by the advertisement.
Advertisement and internet are the major sources which provide eligible candidates for the
hiring in Shine projects.

4.3 Company HR practices:

How do you rate HR practices of the company?

S No. Options Respondents In percentage

1 Excellent 10 50%
2 Good 8 30%
3 Average 1 10%
4 Bad 1 100%
Total 20

34
Interpretation:
50% of the employees feel that HR department is good where and 30% say that
its very good where as 10% says its average and 10% employees feel it’s bad. Some employees
are not happy as they have to spend a little more time if they have to take demo training sessions.

4.4 Methods used during selection process

Which of the following methods does shine project uses during selection?

2.1.1 Written
2.1.2 Group discussion
2.1.3 Personal interview
2.1.4 All of the
above

Options Written GD PI All Total

Responses 2 6 10 2 20
Percentage 5 40 45 10 100%

35
 Interpretation:
It was founded that 45% of selection is done by personal interview. However, personal
interview is mostly used method of selection followed by group discussion. Employees
selected in shine projects are finally selected by a personal interview taken by the head
of the centre.

4.5 HR POLICY OF THE COMPANY:

Are you comfortable with the HR polices of the company?

a) Yes
b) No

[Link]. Options Respondents In percentage

1. Yes 18 90%
2. No 02 10%
Total 20

36
Interpretation:
It was founded that 10% employees were not comfortable with the polices of company and 90%
employees are happily working with the current HR practice of the company. Some of the
employees were not comfortable with the policy as they find risk in submitting their original
document to the company.

4.6 PERCEPTION OF EMPLOYEES TOWARDS SELECTION PROCESS:

Are you satisfied with the selection process?

a) Yes
b) No

Options Yes No Total

Responses 16 4 20
Percentage 80 20 100%

37
 Interpretation:
It was founded that 80% of the employees are satisfied with the selection process.
However, the remaining is of the opinion that there should be some change in the
recruitment and selection process of the organization.

4.7 Contract signed while joining the organization:

Is there any contract signed by employees while joining the organization?

a) Yes
b) No

[Link]. Options Respondents In percentage

1 Yes 18 90%
2 No 02 10%
Total 20

38
Interpretation:
Above chart shows that almost 10% employees said no and 90% said yes they have to sign a
bond while joining the organization. Employees have to submit one of their original certificates
in the time of their joining and they cannot leave this company before one year. If the employees
agree to those conditions then they are moved to next round of interview.

4.8 Recruitment process used for different grades of employees:

Does your company follow different recruitment process for different grades of employment?

a) Yes
b) No

Options Yes No Total

Responses 20 0 20
Percentage 100 0 100%

39
Interpretation:
It was founded that from that different recruitment process is adopted for different grades
of employment like, for intern in shine projects theoretical knowledge is considered more
and for the employees theoretical as well as technical knowledge is given importance.

40
4.9 Source used in recruitment and selection:
Which of the source of recruitment and selection are used in shine projects?

a) Internal
b) External
c) Both

Options Internal External Both Total

Responses 2 7 11 20
Percentage 10 35 55 100%

Interpretation:
It was founded that about 55% of the recruitment and selection is done both by internal and
external sources, while as external sources are used more than the internal sources. Employees
are hired mostly from external sources like job portals and resume scanners.

41
4.10 Techniques used for selection:
Do you think innovative techniques like stress test, psychometric test and personality test
should be used for selection?

1. Yes
2. No

Options Yes No Total

Responses 4 16 20
Percentage 20 80 100%

Interpretation:
It was founded that 20% of the respondents were of the opinion that stress test, psychometric
test and personality tests should be used for the selection, while the others were satisfied with
the existing recruitment and selection process.
Most of the employees in shine projects are unaware of these types of tests as
42
they are mostly fresher’s.

CHAPTER-5
FINDING, SUGGESTION & CONCLUSION

43
 FINDING

The collected data are analyzed and general observations have proven that shine Jai Beverages Pvt
Ltd Company has done remarkable jobs in its recruitment department.

The main findings are as follows:

1. In Jai Beverages Pvt Ltd Company’s employees feel that the recruitment department is good.
2. About 90% of the employees are satisfied with the E- recruitment process.
3. Most of the managers prefer personal interviews.
4. Mostly external sources of e-recruitment are considered.

44
 SUGGESTION
From the findings I can suggest Jai Beverages Pvt Ltd, Jammu branch following things for the
more effectiveness of e-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.
 The recruitment procedure should not be too lengthy and time consuming.
 Provide training to employees so that they get better knowledge, skills and attitude.
 Company should amend some parts of their company polices for better
effectiveness.
 More emphasis should be given on internet and advertisement so that more and more
candidates apply for the jobs and it will be easy to find the right employees among
them.

45
46
 CONCLUSION
Online recruitment is the utilization of the internet for the recruitment Aside from posting jobs,
organizations through online recruitment could also electronically contract a prospective
applicant by browsing resume. Online recruitment helps organization carry out entire process of
recruitment without incurring much expenditure and within no time.

This means everything from posting a vacancy to receiving the CV’s by email to sending offers
to right candidates could be done online. The major advantages cited for the successful and wide
adoption of online recruitment methods include efficiency, cost savings and convenience for
both job seekers and recruiters. Thus it can be concluded that online recruitment, helps both
employers as well as job seekers to save time, energy and cost in attaining their goals of hiring
and being hired, respectively.

Online recruitment has been a tool widely used by human resources managers; this service has
been expanding greatly helping companies to maintain growth in their curriculum database. We
find that this modal of recruitment has its good and bad side, both for the candidates and for the
companies.

47
 CHAPTER-6

BIBLOGRAHY & ANNEXTURE

48
BIBLOGRAPHY
WEBSITES: [Link]

[Link]

49
ANNEXTURE
Questionnaire
Online recruitment and selection process of shine project.

This questionnaire survey is purely for academic purpose. Any information collected through
this survey is confidential and would not be shared with anyone other than the people involved in
this.

Name………………………………………………………………………………………
… Designation: …………………………………………….Age: …………………….

Department: ………………………….Qualification: ………………………………..

Answer the following questions: (kindly give your unbiased response)

Q1. How do you rate HR practice of the company?

i. Excellent
ii. Good
iii. Average
iv. Bad

Q2. Are you comfortable with the HR policies of the company?

a) Yes
b) No

Q3. Is there any contract signed by employees while joining the organization?

a) Yes
b) No

50
Q4. Are you satisfied with the recruitment process?
a) Yes
b) No

51
Q5. Which of the following methods does JBPL use during selection?

a) Written
b) Group discussion
c) Personal interview
d) All of the above

Q6. Which of the following external sources are used for recruitment in JBPL?

a) Advertisement
b) Internet
c) All of the above

Q7. Are you satisfied with the selection process?

a) Yes
b) No

Q8. Which of the sources of recruitment and selection are used in JBPL?

a) Internal
b) External
c) Both

Q9. Does your company follow different recruitment process for different grades of
employment?

a) Yes
b) No

Q10. Do you think innovative techniques like stress test psychometric test and personality test
should be used for selection?

a) Yes
b) No

52