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SIP report on Recruitment and Selection

The document details Anant Vijay's summer internship project at Datt Engineering and Fabrication Limited, focusing on recruitment and selection processes. It covers his responsibilities, experiences, and the importance of effective HR practices while providing insights into the company's operations and organizational culture. The report aims to connect theoretical knowledge with real-world applications in human resource management, ultimately benefiting both the organization and the community.

Recruiting & HR◦
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Overview of the internship project on recruitment at DATT Engineering, detailing submission and certification.

Gratitude to mentors and the report's aim to explore recruitment practices at DATT Engineering.

Discusses theoretical principles and manpower planning in recruitment processes for organizations.

Describes research methods and sample design for gathering data on recruitment practices.

Introduction to DATT Engineering's operations, values, and mission statement.

Details on company structure, annual turnover, and employee statistics.

Descriptions and specifications for various products manufactured by DATT Engineering.

Results from employee survey regarding recruitment practices and policies.

Summary of findings, suggestions for improving recruitment practices, and study limitations.

References used for the research and the questionnaire for managerial satisfaction survey.

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SUMMER INTERNSHIP PROJECT On RECRUITMENT AND SELECTION IN DATT ENGINEERING AND FABRICATION LIMITED SUBMITTED BY ANANT VIJAY MBA 2ND YEAR ERPID- R31737 SUBMITTED TO MR. DEEPAK KUMAR JAIN ASSITANT PROFESSOR PROF. RAJESH MEHROTRA DIRECTOR, SCHOOL OF BUSINESS AND MANAGEMENT
REF NO. DA384 DATE - 30TH JUL. 2022 EXPERIANCE CERTIFICATE This is to certified that Mr. ANANT VIJAY S/O RAJENDRA VIJAY worked as a “HRAsst. " in our company from 10TH JUN-2022 to 25TH JULY-2022 with our entire satisfaction. During his working period, we found him a sincere, honest, hardworking and verygood job knowledge. he is amiable in nature and character is well. we have no objection to allow him in any better position have no liabilities in ourcompany. we wish him every success in life.
DECLARATION I, ANANT VIJAY, the student of SCHOOL OF BUSINESS AND MANAGEMENT, JAIPUR NATIONAL UNIVERSITY. I have completed my six weeks internship program from DATT ENGINEERING AND FABRICATION. I have prepared this report on the topic of RECRUITMENT AND SELECTION, under the guidance of Mr. DEEPAK KUMAR JAIN, Faculty of M.B.A Department, Jaipur National University. This report is based on annual report and other information. In this report I have included all the information, which I got during my internship period. I have written this report on the basis of my work experience and observation during the internship period. So, I am declaring that, this report is original in nature and not copied from other sources.
ACKNOWLEDGEMENT I take this opportunity to express my profound gratitude and deep regards to my guide Mr. Deepak Kumar Jain and other faculty members who have taught me in my entire MBA curriculum and our Director Prof. Rajesh Mehrotra who has always been a source of guidance, inspiration and motivation throughout the course of this project. The blessings, help and guidance given by her time to time shall carry me a long way in the journey of life on which I am about to embark. I also take this opportunity to express a deep sense of gratitude to MR. Abhishek, HR Manager, Datt Engineering and Fabrication, for his cordial support, valuable information and guidance, which helped me in completing this task through various stages. I am also obliged to staff members of Datt Engineering and Fabrication for the valuable information provided by them in their respective fields. I am grateful for their cooperation during the period of my summer internship project. Finally, I am thankful to almighty, my parents, and my friends for their consistent encouragement without which this project would have not been completed.
Introduction You have to be very careful with our strategy in this business world. Every company in each and every industry takes different strategies to survive in this dynamic world. Most of the companies are now using different HRIS (Human Resources Information System) in their operation to make their business more effective and efficient. Even some companies start a business transforming program to get a competitive advantage over their competitors. This report is actually made to present the work life condition of DATT ENGINEERING AND FABRICATION. This report is a study of the recruitment process, supportive management, and working environment in the context of DATT ENGINEERING AND FABRICATION. I have focused on the current HR practices that DATT ENGINEERING AND FABRICATION is performing in their recruiting process to make their employee enforce more productive. 1.Origin of the report: Internship Program of JAIPUR NATIONAL UNIVERSITY is a post-Graduation requirement for the MBA students. This study is a l requirement of the Internship program of the School of Business and Management. The main purpose of the internship program is to get the student exposed to the job world. Being an intern, the main challenge was to translate the theoretical concepts into real life experience. An internship is like a glimpse of the real job. The Real Purposes of the Internship Program are: -Practical knowledge about the job responsibility. -To experience the real corporate world. -To compare the real situation with the lessons learned in the Academy -To fulfill the requirement of MBA Program. This report is the result of Six Weeks long internship program conducted in Datt Engineering and Fabrication and is prepared as a requirement for the completion of the MBA program of School of Business and Management. As a result, I need to submit this report based on the “Recruitment & Selection Process of Datt Engineering and Fabrication”. This report also includes information on the manufacturing and services of Datt Engineering and Fabrication, the overview of the organization and also facilities they offer to satisfy their employees.
2.Objective of the report: Based on two objectives I have prepared this report: 1.Primary Objective: The main objective of this report is to provide necessary information about the procedures of Recruitment and selection techniques followed by the DATT Engineering and Fabrication through the HR Department and recommendation. 2.Secondary Objective: 1. To have a clear view about what is actually happening in the field of HRM of the selected business organization 2. To collect the information and insight about the Recruitment & Selection function of the organization. 3. To experience different Recruitment & Selection system those are being followed by Datt Engineering and Fabrication. 4. To relate the theoretical knowledge to the real-life experience to the Recruitment & Selection process of Datt Engineering and Fabrication. 3.Scope of the study: This report is sort of a real-life case study, which means it is the illustration of the real scenario of the selected organization. So, the scope of this report is limited. The first scope of this report is to have practical experience about how a research is done in the business organizations. The report has the scope to cover different aspects of HRM, which includes HR practices like Recruitment, Selection. It was part of my academic program to learn HR practices of Datt Engineering and Fabrication to understand a real-life scenario of the business world. Hence, this report does not go into the deep of the HRM activities of the selected company, it is beyond this report’s scope to make focused suggestions or recommendation other than relating the observed and reach to a conclusion. 4.Significance of the study This report will be useful for the Human Resource Department of Datt Engineering & Fabrication, the employees, the Company and the Community as a whole. What are the ongoing HR policies in Datt E&F and what can be done to improve their strategy? The recommendations I am going to offer some of them might be beneficial to the company to perform better and will be effective to know the flaws from inside.
Theoretical Background Of RECRUITMENT AND SELECTION Most employers recognise the fact that their staff are their greatest asset, and the right recruitment and induction processes are vital in ensuring that the new employee becomes effective in the shortest time. The success of an organisation depends on having the right number of staff, with the right skills and abilities. Organisations may have a dedicated personnel/human resource function overseeing this process, or they may devolve these responsibilities to line managers and supervisors. Many people may be involved, and all should be aware of the principles of good practice. Even it is essential to involve others in the task of recruitment and induction. MANPOWER PLANNING- Manpower planning means different things to different organizations. To some company’s manpower planning means management development to others. It means estimating manpower needs, while some other may define manpower planning as organization planning. Although the term, “manpower planning” can be defined, ‘as the process by which an organization ensures that it has the right number of people and the right kind of people at the right places, at the time doing things for which they are economically most useful.’ Manpower Planning Involves: - Manpower planning is a continuous process. In operational terms it involves the analysis of the current and future manpower resources terms and requirement to ensure that such needs and resources are always kept in proper balance, both in terms of quantity. Need for Manpower Planning: - All said and done, it cannot be defined that the quality of manpower can be responsible for significant difference in the short and long run performance among companies. As Ralph Besse once said, “There is nothing we can do about performance of past management or the qualification of today’s management but tomorrow’s management can be as good as today’s manager care to make it.”
Herber H Mayer has emphasized the importance of human assets and their utilization as under: “The efficient utilization of human resources may very well be the most important determiner of success in the business world in the coming decade. I think that the companies that prosper in the future will be those that do the best job in fully utilizing their human resources. “All organizations are basically human organizations. They need people to carry out the organizational mission, goals and objectives. Every organization needs to recruit people. the recruitment policy should, therefore, address itself to the key question; what are the personnel/human resource requirement of the organization in terms of number, skills, levels etc to meet present and future needs of production and technical and other changes planned or anticipated in the next years. MEANING Higher education is a human resource intensive enterprise. It is not surprising, then, that recruitment and selection of staff should be a very high priority in most if not all units and divisions of student affairs. Recruitment and selection should include procedures directed to analyse the need and purpose of a position, the culture of the institution, and ultimately to select and hire the person that best fits the position. Recruitment and selection policy should, then, be directed toward the following objectives:  Hire the right person.  Conduct a wide and extensive search of the potential position candidates.  Recruit staff members who are compatible with the college or university environment and culture.  Hire individuals by using a model that focuses on student learning and education of the whole person.  Place individuals in positions with responsibilities that will enhance their personal development.
Issues in Recruitment and Selection 1. Do not discard applicants who “stopped out” to provide care for a child, or for maternity leave. 2. Consider the dynamics of the interview – is the candidate being interviewed in an environment that is representative of the office environment. 3. Understand questions that cannot be asked regarding family, children, pregnancy, etc. 4. Provide medical insurance that covers the full range of medical needs of women employees, including reproductive health care. 5. Provide paid sick-leave policies for employees’ illness and illness of spouses, lifetime partners, dependent children, and elderly parents. 6. Provide life insurance, disability and pension programs that are nondiscriminatory on the basis of gender. 7. Have clear and vigorously enforced sex, race and sexual orientation discrimination and sexual harassment policies and include a statement about these policies in the advertisement of the position. Before attempting to diversify a staff and make it more gender equitable, you must tackle issues such as, “gender stereotyping; discrimination in hiring, pay, And promotions; family issues; and sexualorientation discrimination. There are five areas critical to this process: 1.Open communication. 2.A commitment to creating an inclusive Environment. 3.Clear preconceived expectations based on gender 4.A neutral supervisor who can observe different styles and facilitate communication when a conflict arises. 5.Training – sexual harassment as well as gender issues training (It is thought that 75-80% of sexual harassment complaints could be prevented by understanding gender differences”
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14 | P a g e RESEARCH METHODOLOGY 1.The Research Research is a “careful investigation or inquiry specially through search for new facts in any branch of knowledge.” The project is a systematic presentation consisting of the enunciated problem, formulated hypothesis, collected facts or data, analysed facts and proposed conclusions in form of recommendations. 2.Kind of Research The Research is done in two forms: - 2.1Exploratory research: This kind of research has the primary objective of development of insights into the problem. It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action. 2.2Sample Design A complete interaction and enumeration of all the employees of Datt E&F was not possible so a sample was chosen that consisted of 30 employees.
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16 | P a g e DATA COLLECTION The process of gathering and analysing accurate data from various sources to find answers to research problems, trends and probabilities, etc., to evaluate possible outcomes is Known as Data Collection. The data for the survey will be conducted from both Primary as well as Secondary sources. 1.Primary Sources: - Using personal interview technique, the survey the data will collect by using questionnaire. The primary data collection for his purpose is supposed to be done by judgment sampling conversation sampling. Questionnaire has been formatted with both open and close structure questions. 2.Secondary Sources: -  By going through various records.  By going through the annual report of company.  By going through newspaper and magazines. RESEARCH DESIGN A research design is the specification of methods and procedure for acquiring the information needed to structure or to solve problems. It is the overall operation pattern or framework of the project that stipulates what information is to be collected from which source, and be what procedures. “A research design is the arrangement of condition for collection and analysis of data in a manner that aims to combine Relevance to the research purpose with economy in procedure”
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19 | P a g e Company Overview Datt Engineering and Fabrication company works for various big refinery Companies to manufacture big and Heavy Tanks and Vessels for the refinery companies for their projects. This company Established in 2017 in Surat Gujrat. DATT E&F is leading Manufacturer, supplier and exporter of Storage tanks, industrial boiler pressure vessels& storage tanks, heat exchange, biogas plant, Transport tanks etc. To take its business forwarded in the field of value-added engineering, Datt E&F has set up a very modern facility for the manufacturing of Storage Tank, Industrial Boiler, Pressure Vessels & Storage Tank, Heat Exchangers, Biogas Plant, Transport Tank, Industrial Vaporizer, L&T Refineries, Barmer (Raj). The fabrication shop has been approved by the Chief Controller of Explosives,India. Under the guidance of "Mr. Rakesh Datt ", we have scaled new heights and evolved from a small firm to a reputed manufacturer, Supplier & Exporter. With his futuristic vision and constant motivation to excel in our domain, our team feels immensely confident at achieving new goals. His efficient leadership is further enhanced by a rich industry experience and innovation. Our focus is on getting the job done on time, within budget, to the highest standards- At Datt Engineering & Fabrication, we are passionate about achieving quality outcomes and delivering smart solutions to our client’s needs and challenges. We are a proud Indian engineering fabrication company committed to exceeding client’s expectations by delivering products of the highest quality on time and at a competitive price. Our business has an outstanding track record of partnering with our clients to deliver results in all facets of engineering; from quoting and designing to fabricating and painting. We take great pride in our work and are firmly committed to delivering impressive results for our clients every time. Our commitment to clients, our competitive pricing, and our proven ability to think laterally places Excellent Fabrication at the forefront of the engineering and metal fabrication industries The way we do things- Datt Engineering and Fabrication achieves high quality outcomes for our clients through a constant focus on continuous improvement, quality work practices and investing in the ongoing training and professional development of our experienced staff. This is how we do things and what we stand for, and this is our commitment to our clients.
20 | P a g e Our Vision “To be the preferred supplier of Tanks, Vessels and other inventories to the refineries.” Our Mission We don’t do average! We deliver first rate solutions. We employ class-leading expertise. It’s not just what we do, but how we do it. Our Values and Expected Behaviours Datt E&F prides itself on a strong, family-based culture which it has actively worked at developing and refining over more than 5 years. Integral to this culture are our core values, which have come from our staff themselves. Our expected behaviours set out exactly what we expect from our people to ensure we live our core values. Honest “We do the right thing, every time”  Treat others with integrity and respect  Accept responsibility for our own mistakes  Make realistic and achievable commitments  Do what you say you’re going to do Progressive “We’re forward thinking to remain ahead of the pack”  Think outside the box and challenging the status quo  Favor change and innovation  Continuously develop ourselves on a personal and professional level  Open to new ideas and new ways of doing things Efficient “We aim to do better today, what we did yesterday”  Be organized  Think before you do  Challenge “the way we’ve always done things” to find better ways  Minimized waste in time and resources
21 | P a g e Outstanding “We go the extra mile”  Stand out from the rest for the right reasons  Go above and beyond what’s expected – we don’t do average!  Action-oriented, ambitious and hard working  Helping our peers and the team when they’re facing challenges  Being modest and giving credit where credit is due Key Facts & Statistics In line with some of our core values of being Progressive, Efficient & Outstanding, Datt Engineering and Fabrication put’s a big focus on continuous improvement. One important part of this is constantly measuring and benchmarking certain areas of Safety, Quality, Customer Service etc. Here are some examples of some of the area we measure. Fig: -Weld defect rate on Pachpadhra Compression Station. 3364 welds completed on this project with only 26 welds failing to comply with the nominated standard AS4037 Class 1. Going by the TWI a 1.7% to 3% failure rate is the average for piping systems based on a lot of factors such as material grade, type of defect detected and welding process used.
22 | P a g e Basic Information Nature of Business Exporter and Manufacturer Additional Business  Exporter  Supplier Company CEO Mr. Rajeev Datt Registered Address 75, Hariom Nagar Society, New Pal Road, Adajan Surat Gujrat- 395009 Total Number of Employees 101 to 2000 People Year of Establishment 2017 Legal Status of Firm Limited Company (Ltd./Pvt.Ltd.) Annual Turnover Rs. 25-30 Crores Trade and Market Export Percentage 20-40% Infrastructure Location Type SEMI-URBAN Building Infrastructure Permanent Size of Premises 9,988 square meters
23 | P a g e Statutory Profile Import Export Code (IEC) 05120***** Tan No. DELS3***** GST No. 24ABYPP62215B1ZJ CIN No. U74899DL1988PTC032142 Packaging/Shipment Detail Payment Mode  DD  Cheque  Credit Card  Cash Shipment Mode  By Road  By Air  By Cargo
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25 | P a g e 1.ETHYLINE OXIDE STORAGE TANK Material MS Storage Capacity 500 to 500,000 Litres Max Pressure 150-200 psi Tank Orientation Horizontal Design Pressure 17.5 bar to 21.5 bar Design Temperature -42 Dig C to +55 Dig C 2. SOLID FUEL FIRED PACKAGE BOILER Fuel Gas Capacity 20000-50000 Litre/hr Material of Construction SS Voltage 380 V Power Source Electric Outer Diameter 60.3 mm Pressure 7 kg/cm2 to 21 kg/cm2
26 | P a g e 3. CRYOGENIC STORAGE TANKS 4. AIR SCRUBBERS Capacity 1000-77000 L colour WHITE Storage Capacity UPTO 100000L Material CRYOSTAR Surface Treatment Paint Coated Brand DATT E&F Temperature -196 deg C (-32 deg F) Brand DATT E&F Capacity 100000 m3/hr Material Carbon Steel Purification Efficiency 95% Odour Removal Efficiency 70~80% Motor Speed 2900 rpm Air Flow Rate 1000-20000 CMH
27 | P a g e 5. AREATION TANK 6. PRESSURE VESSLES AND HEAT EXHANGER Material MS Storage Capacity 10000 to 2500000 L Storage Material Water Shape Rectangular Brand DE&F Application Power Generation Medium Used Air Tube Material Brass Brand DATT E&F Automation Grade Automatic Warranty 12 months Pressure 20-30 bar Orientation Horizontal Temperature 0+ 120 Deg C
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29 | P a g e DATA INTERPRETATION A questionnaire was prepared for the purpose of getting feedback from the employees and manager regarding “Recruitment & Selection Procedure” of their company. 30 employees are selected from different department and were distributed the questionnaire from the purpose of the study. Analysis of the data 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 and have been placed below: - 1. Specify the time period(s) for which the estimates are made? Serial No. Opinion No. of Respondent Percentage (%) 1 0-2 years 9 30% 2 2-3 years 6 20% 3 3-4 year 9 30% 4 4 & above 6 20% 0-2 years 30% 2-3 years 20% 3-4 years 30% 4 & above 20% Time Period for Estimate 0-2 years 2-3 years 3-4 years 4 & above
30 | P a g e  20% people said that the company specifies 0-2 year for making estimation of forecasting.  30% people said that the company specifies 2-3 years for making estimation.  30% people said that the company specifies 3-4 years for making the estimation of forecasting.  20% people said that the company specifies 4 & above time period for making forecasting 2. Does your organization plan the recruitment policy? 100% people said that Company plan the requirement policy Planning of Recruitment Policy Yes No S.NO. OPINION NO. OF RESPONDENT PERCENTAGE 1. Yes 30 100% 2. No 0 0%
31 | P a g e 3. What do you suggest should be the basis of forecasting? Serial no. Opinion No. of Reponses Percentage (%) 1 Total Cost of the Project 6 20% 2 Past Experience 12 40% 3 Different phases of the Project 9 30% 4 All of the Above 3 10%  20% people said that their company forecast on the bases of Total cost of the project.  40% people said that the company forecast on the bases of past experiences.  30% people said that the company forecast on the bases of the Different phases of the project.  10% people said that the company forecast on the bases of all of the above. Basis of Forcasting Total Cost of the Project Past Experiences Different Phases of the Project All of the Above
32 | P a g e 4. Do you think recruitment policy is helpful to achieving the goals of the company? S.NO . OPINION NO. OF RESPONDENT PERCENTAGE 1. Yes 15 50% 2. No 6 20% 3. To some extent 9 30%  50% people said that the company’s recruitment policy is helpful in achieving the goals.  20% people said that the company’s recruitment policy is not helpful in achieving the goals.  30% people said that the company’s recruitment policy is helpful to some extent in achieving the goals. Recruitment Policy is Helpful Yes No To some extent
33 | P a g e 5.Through which source your organizations recruit the employees? S.NO. OPINION NO. OF RESPONDENT PERCENTAGE 1. Internally 6 20% 2. Externally 18 60% 3. Both 6 20%  20% people said that the company recruits the employee from the internal sources.  60% people said that the company recruits the employee from the external sources.  20% people said that the company recruits the employee from the both sources. Sources of Recruitment Internally Externally Both
34 | P a g e 6.Which of the following external source you choose to recruit the employees? S.NO . OPINION NO. OF RESPONDENT PERCENTAGE 1. Employee Exchange Consultant 6 20% 2. Private Employee Agencies 6 20% 3. Advertisement 3 10% 4. Internet 12 40% 5. Any other 3 10%  20% people said that the company uses the employee exchange consultants.  20% people said that the company uses private employment agencies.  10% people said that the company uses the advertisement method. 40% people said that the company uses the Internet method.  10% people said that the company uses the any other way. External Sources of Recruitment Employee Exchange Consultant Private Employee Agencies Advertisement Internet
35 | P a g e 7.How much number of Employee you train in a year?  80% people said that the company trains 100 & above Employees in a year.  20% people said that the company trains 50-100 Employees in a year. No. of Employyes to Train in Year 25-50 Employyes 50-100 Epmloyees 100 & above Serial No. OPINION NO. OF RESPONDENT PERCENTAGE 1. 25-50 Emp. 0 0% 2. 50-100Emp. 6 20% 3. 100 & above Employee 24 80%
36 | P a g e 8.Is Internet recruitment is effective in your opinion? S.N O. OPINION NO. OF RESPONDENT PERCENTAGE 1. Yes 18 60% 2. No 12 40%  60% people said that the Internet recruitment is effective sources of recruiting the employee.  40% people are not in favor of recruiting the employee through Internet. Internet is Effective Yes No
37 | P a g e 9.Does the procedure adopted for recruitment and selection of employees enables to give right person at the right job? S.NO . OPINION NO. OF RESPONDENT PERCENTAGE 1. Yes 21 70% 2. No 3 10% 3. To some extent 6 20%  70% people said that the procedure adopted for recruitment and selection of employees enable to place the right person for the right job.  10% people said that the procedure adopted for recruitment and selection of employees does not enable to place the right person for at the right job  20% people said that the procedure adopted for recruitment and selection of employees enable to some extent to place the right person for at the right job. Right Person at the Right Job Yes No To some Extent
38 | P a g e 10. Which type of Technique is used for Interview? S.NO. OPINION NO. OF RESPONDENT PERCENTAGE 1. Structured 18 60% 2. Unstructured 3 10% 3. Both 9 30%  60% people said that the company uses the structure technique for selection.  10% people said that the company uses the unstructured technique for selection.  30% people said that the company uses both the techniques for selection Types of Techniques Structured Unstructured Both
39 | P a g e 11. Is there any provision for Evaluation and Control of Recruitment and Selection Process? S.NO. OPINION NO. OF RESPONDENT PERCENTAGE 1. Yes 24 80% 2. No 6 20%  80% people said that the company has the provision for evaluation and control of recruitment and selection.  20% people said that the company does not have the provision for evaluation and control of recruitment and selection. Evaluation and Control of Recruitment and Selection Process Yes No
40 | P a g e 12. Is there any facility to absorbing the trainees in your organization? S.NO. OPINION NO. OF RESPONDENT PERCENTAGE 1. Yes 100 100% 2. No 0 0%  100% people said that the company has the facility for absorbing the trainees. Facility to absorving the Trainees Yes No
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42 | P a g e CONCLUSION AND RECOMMENDATION SUGGESTIONS FOR THE IMPROVEMENT OF THE SYSTEM AND PRACTICES OF RECRUITMENT AND SELECTION PROCEDURE The following are the suggestions received from the respondents of the questionnaire. These suggestions are based on their awareness regarding the Recruitment and Selection procedure: - 1. During the selection process not only the experienced candidates but also the fresh candidate should be selected so as to avail the innovation and enthusiasm of new candidates. 2. In the organization where summer training facility prevailing then such kind of practices must be adopted so that the student can learn and again from their practical views. 3. Candidates should be kept on the job for some time period; if suitable they should be recruited. During the selection process, the candidates should be made relaxed and at ease. 4. Company should follow all the steps of recruitment and selection for the selection of the candidates. 5. Selection process should be less time consuming. 6. The interview should not be boring, monotonous. It should be made interesting. There must be proper communication between the Interviewer and the Interviewee at the time of interview. 7. Evaluation and control of recruitment and selection should be done fair judgment. 8. Methods used for selection of candidates should be done carefully and systematically. 9. The attainment of goals and objective of any organization depend on the type and quality of its manpower. To have right type of men at right job and at right time, the recruitment and selection procedure should be fair and impartial. 10. This is indeed an important suggestion and authorities concerned should immediately look into it and try to implement it.
43 | P a g e CONCLUSION Based on the analysis through the questionnaire responses the following is the conclusion of the study. The organization follows the rules and regulation involved in their Recruitment and Selection Procedure of the organization. However, there is some scope for improvement with regard to following:  The managers are fully satisfied with the existing Recruitment and Selection procedure.  The recruitment and Selection procedure should not be lengthy.  To some extent a clear picture of required candidates should be made in order to search for appropriate candidates.  The Recruitment and Selection procedure should be impartial. LIMITATIONS OF STUDY The project has inherent limitations due to its potential scope 1) Six weeks is too short to give shape to a new idea in an old set up like escorts. 2) Less importance to long term operational benefits. 3) Expenses for HR Departments are not viewed as investments. Since this company is a large organization with its strongly set business practices, so extensive efforts and change in organization thinking will be necessary in order HR Department.
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45 | P a g e BIBLIOGRAPHY ❖ Personnel management by K.V Mishra, Aditya publishing house Madras, 1992. ❖ CHHABRA T.N, Principles & practices of management, Dhanpat Rai and co. (p) Ltd, Delhi, 2000. ❖ Practice of Human Resource by Danny Shield. ❖ Annual Reports of the Company. ❖ Personal Questionaries and interactions with employees.
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47 | P a g e QUESTIONNAIRE SURVEY ON THE MANAGERIAL SATISFACTION LEVEL FOR RECRUITMENT AND SELECTION DEAR Respondent, We are conducting a survey on the managerial satisfaction level for the RECRUITMENT SELECTION PROCEDURE. Your free and frank opinion would be very valuable in conducting the survey. Please answer the following questions with a (✓) in the appropriate boxes: MANPOWER PLANNING: 1.If yes, then please specify the time period(s) for which the estimates are made? (a). 0-2 years (b). 2-3 years (c). 3-4 years (d). 4&above years. RECRUITMENT POLICY: 2.Does your organization plan the recruitment policy? (a). Yes (b). No 3.What do you suggest should be the basis of forecasting? a) Total Cost of Project b) Past Experiences c) Different phases of project d) All of the above
48 | P a g e 4.Do you think the present recruitment policy is helpful in achieving the goals of the company? (a). Yes (b). No (c). To some extent SOURCES OF RECRUITMENT 5. Through which source your organizations recruit the employees? (a). Internally (b). Externally (c). Both 6.Which of the following external sources you choose for the recruitment of the employees? (a). Employee Exchanges Consultants (b). Private Employee Agencies (c). Campus Requirements (d). Advertisements (e). If any other…….. LATEST TECHNIQUES OF RECRUITMENT 7.Which type of technique is used for Interview? (a). Structured (b). Unstructured (c) Both 8.Is Internet recruitment is effective in your opinion? (a). Yes (b). No
49 | P a g e RECRUITMENT OF SUMMER TRAINEES 9.Is there any provision for recruitment of summer trainees? (a). Yes (b). No (c). To some extent 10.How much number of employees you train in a year? (a). 25-50 (b). 50-100 (c). 100& above 11.Is there any provision for evaluating and control of Recruitment and Selection process? (a)Yes (b) No 12. Is there any Facility to absorbing the training in your organization? (a) Yes (b) No

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SIP report on Recruitment and Selection

  • 1.
    SUMMER INTERNSHIP PROJECT On RECRUITMENTAND SELECTION IN DATT ENGINEERING AND FABRICATION LIMITED SUBMITTED BY ANANT VIJAY MBA 2ND YEAR ERPID- R31737 SUBMITTED TO MR. DEEPAK KUMAR JAIN ASSITANT PROFESSOR PROF. RAJESH MEHROTRA DIRECTOR, SCHOOL OF BUSINESS AND MANAGEMENT
  • 2.
    REF NO. DA384DATE - 30TH JUL. 2022 EXPERIANCE CERTIFICATE This is to certified that Mr. ANANT VIJAY S/O RAJENDRA VIJAY worked as a “HRAsst. " in our company from 10TH JUN-2022 to 25TH JULY-2022 with our entire satisfaction. During his working period, we found him a sincere, honest, hardworking and verygood job knowledge. he is amiable in nature and character is well. we have no objection to allow him in any better position have no liabilities in ourcompany. we wish him every success in life.
  • 3.
    DECLARATION I, ANANT VIJAY,the student of SCHOOL OF BUSINESS AND MANAGEMENT, JAIPUR NATIONAL UNIVERSITY. I have completed my six weeks internship program from DATT ENGINEERING AND FABRICATION. I have prepared this report on the topic of RECRUITMENT AND SELECTION, under the guidance of Mr. DEEPAK KUMAR JAIN, Faculty of M.B.A Department, Jaipur National University. This report is based on annual report and other information. In this report I have included all the information, which I got during my internship period. I have written this report on the basis of my work experience and observation during the internship period. So, I am declaring that, this report is original in nature and not copied from other sources.
  • 4.
    ACKNOWLEDGEMENT I take thisopportunity to express my profound gratitude and deep regards to my guide Mr. Deepak Kumar Jain and other faculty members who have taught me in my entire MBA curriculum and our Director Prof. Rajesh Mehrotra who has always been a source of guidance, inspiration and motivation throughout the course of this project. The blessings, help and guidance given by her time to time shall carry me a long way in the journey of life on which I am about to embark. I also take this opportunity to express a deep sense of gratitude to MR. Abhishek, HR Manager, Datt Engineering and Fabrication, for his cordial support, valuable information and guidance, which helped me in completing this task through various stages. I am also obliged to staff members of Datt Engineering and Fabrication for the valuable information provided by them in their respective fields. I am grateful for their cooperation during the period of my summer internship project. Finally, I am thankful to almighty, my parents, and my friends for their consistent encouragement without which this project would have not been completed.
  • 7.
    Introduction You have tobe very careful with our strategy in this business world. Every company in each and every industry takes different strategies to survive in this dynamic world. Most of the companies are now using different HRIS (Human Resources Information System) in their operation to make their business more effective and efficient. Even some companies start a business transforming program to get a competitive advantage over their competitors. This report is actually made to present the work life condition of DATT ENGINEERING AND FABRICATION. This report is a study of the recruitment process, supportive management, and working environment in the context of DATT ENGINEERING AND FABRICATION. I have focused on the current HR practices that DATT ENGINEERING AND FABRICATION is performing in their recruiting process to make their employee enforce more productive. 1.Origin of the report: Internship Program of JAIPUR NATIONAL UNIVERSITY is a post-Graduation requirement for the MBA students. This study is a l requirement of the Internship program of the School of Business and Management. The main purpose of the internship program is to get the student exposed to the job world. Being an intern, the main challenge was to translate the theoretical concepts into real life experience. An internship is like a glimpse of the real job. The Real Purposes of the Internship Program are: -Practical knowledge about the job responsibility. -To experience the real corporate world. -To compare the real situation with the lessons learned in the Academy -To fulfill the requirement of MBA Program. This report is the result of Six Weeks long internship program conducted in Datt Engineering and Fabrication and is prepared as a requirement for the completion of the MBA program of School of Business and Management. As a result, I need to submit this report based on the “Recruitment & Selection Process of Datt Engineering and Fabrication”. This report also includes information on the manufacturing and services of Datt Engineering and Fabrication, the overview of the organization and also facilities they offer to satisfy their employees.
  • 8.
    2.Objective of thereport: Based on two objectives I have prepared this report: 1.Primary Objective: The main objective of this report is to provide necessary information about the procedures of Recruitment and selection techniques followed by the DATT Engineering and Fabrication through the HR Department and recommendation. 2.Secondary Objective: 1. To have a clear view about what is actually happening in the field of HRM of the selected business organization 2. To collect the information and insight about the Recruitment & Selection function of the organization. 3. To experience different Recruitment & Selection system those are being followed by Datt Engineering and Fabrication. 4. To relate the theoretical knowledge to the real-life experience to the Recruitment & Selection process of Datt Engineering and Fabrication. 3.Scope of the study: This report is sort of a real-life case study, which means it is the illustration of the real scenario of the selected organization. So, the scope of this report is limited. The first scope of this report is to have practical experience about how a research is done in the business organizations. The report has the scope to cover different aspects of HRM, which includes HR practices like Recruitment, Selection. It was part of my academic program to learn HR practices of Datt Engineering and Fabrication to understand a real-life scenario of the business world. Hence, this report does not go into the deep of the HRM activities of the selected company, it is beyond this report’s scope to make focused suggestions or recommendation other than relating the observed and reach to a conclusion. 4.Significance of the study This report will be useful for the Human Resource Department of Datt Engineering & Fabrication, the employees, the Company and the Community as a whole. What are the ongoing HR policies in Datt E&F and what can be done to improve their strategy? The recommendations I am going to offer some of them might be beneficial to the company to perform better and will be effective to know the flaws from inside.
  • 10.
    Theoretical Background Of RECRUITMENT ANDSELECTION Most employers recognise the fact that their staff are their greatest asset, and the right recruitment and induction processes are vital in ensuring that the new employee becomes effective in the shortest time. The success of an organisation depends on having the right number of staff, with the right skills and abilities. Organisations may have a dedicated personnel/human resource function overseeing this process, or they may devolve these responsibilities to line managers and supervisors. Many people may be involved, and all should be aware of the principles of good practice. Even it is essential to involve others in the task of recruitment and induction. MANPOWER PLANNING- Manpower planning means different things to different organizations. To some company’s manpower planning means management development to others. It means estimating manpower needs, while some other may define manpower planning as organization planning. Although the term, “manpower planning” can be defined, ‘as the process by which an organization ensures that it has the right number of people and the right kind of people at the right places, at the time doing things for which they are economically most useful.’ Manpower Planning Involves: - Manpower planning is a continuous process. In operational terms it involves the analysis of the current and future manpower resources terms and requirement to ensure that such needs and resources are always kept in proper balance, both in terms of quantity. Need for Manpower Planning: - All said and done, it cannot be defined that the quality of manpower can be responsible for significant difference in the short and long run performance among companies. As Ralph Besse once said, “There is nothing we can do about performance of past management or the qualification of today’s management but tomorrow’s management can be as good as today’s manager care to make it.”
  • 11.
    Herber H Mayerhas emphasized the importance of human assets and their utilization as under: “The efficient utilization of human resources may very well be the most important determiner of success in the business world in the coming decade. I think that the companies that prosper in the future will be those that do the best job in fully utilizing their human resources. “All organizations are basically human organizations. They need people to carry out the organizational mission, goals and objectives. Every organization needs to recruit people. the recruitment policy should, therefore, address itself to the key question; what are the personnel/human resource requirement of the organization in terms of number, skills, levels etc to meet present and future needs of production and technical and other changes planned or anticipated in the next years. MEANING Higher education is a human resource intensive enterprise. It is not surprising, then, that recruitment and selection of staff should be a very high priority in most if not all units and divisions of student affairs. Recruitment and selection should include procedures directed to analyse the need and purpose of a position, the culture of the institution, and ultimately to select and hire the person that best fits the position. Recruitment and selection policy should, then, be directed toward the following objectives:  Hire the right person.  Conduct a wide and extensive search of the potential position candidates.  Recruit staff members who are compatible with the college or university environment and culture.  Hire individuals by using a model that focuses on student learning and education of the whole person.  Place individuals in positions with responsibilities that will enhance their personal development.
  • 12.
    Issues in Recruitmentand Selection 1. Do not discard applicants who “stopped out” to provide care for a child, or for maternity leave. 2. Consider the dynamics of the interview – is the candidate being interviewed in an environment that is representative of the office environment. 3. Understand questions that cannot be asked regarding family, children, pregnancy, etc. 4. Provide medical insurance that covers the full range of medical needs of women employees, including reproductive health care. 5. Provide paid sick-leave policies for employees’ illness and illness of spouses, lifetime partners, dependent children, and elderly parents. 6. Provide life insurance, disability and pension programs that are nondiscriminatory on the basis of gender. 7. Have clear and vigorously enforced sex, race and sexual orientation discrimination and sexual harassment policies and include a statement about these policies in the advertisement of the position. Before attempting to diversify a staff and make it more gender equitable, you must tackle issues such as, “gender stereotyping; discrimination in hiring, pay, And promotions; family issues; and sexualorientation discrimination. There are five areas critical to this process: 1.Open communication. 2.A commitment to creating an inclusive Environment. 3.Clear preconceived expectations based on gender 4.A neutral supervisor who can observe different styles and facilitate communication when a conflict arises. 5.Training – sexual harassment as well as gender issues training (It is thought that 75-80% of sexual harassment complaints could be prevented by understanding gender differences”
  • 13.
    13 | Pa g e
  • 14.
    14 | Pa g e RESEARCH METHODOLOGY 1.The Research Research is a “careful investigation or inquiry specially through search for new facts in any branch of knowledge.” The project is a systematic presentation consisting of the enunciated problem, formulated hypothesis, collected facts or data, analysed facts and proposed conclusions in form of recommendations. 2.Kind of Research The Research is done in two forms: - 2.1Exploratory research: This kind of research has the primary objective of development of insights into the problem. It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action. 2.2Sample Design A complete interaction and enumeration of all the employees of Datt E&F was not possible so a sample was chosen that consisted of 30 employees.
  • 15.
    15 | Pa g e
  • 16.
    16 | Pa g e DATA COLLECTION The process of gathering and analysing accurate data from various sources to find answers to research problems, trends and probabilities, etc., to evaluate possible outcomes is Known as Data Collection. The data for the survey will be conducted from both Primary as well as Secondary sources. 1.Primary Sources: - Using personal interview technique, the survey the data will collect by using questionnaire. The primary data collection for his purpose is supposed to be done by judgment sampling conversation sampling. Questionnaire has been formatted with both open and close structure questions. 2.Secondary Sources: -  By going through various records.  By going through the annual report of company.  By going through newspaper and magazines. RESEARCH DESIGN A research design is the specification of methods and procedure for acquiring the information needed to structure or to solve problems. It is the overall operation pattern or framework of the project that stipulates what information is to be collected from which source, and be what procedures. “A research design is the arrangement of condition for collection and analysis of data in a manner that aims to combine Relevance to the research purpose with economy in procedure”
  • 17.
    17 | Pa g e
  • 18.
    18 | Pa g e
  • 19.
    19 | Pa g e Company Overview Datt Engineering and Fabrication company works for various big refinery Companies to manufacture big and Heavy Tanks and Vessels for the refinery companies for their projects. This company Established in 2017 in Surat Gujrat. DATT E&F is leading Manufacturer, supplier and exporter of Storage tanks, industrial boiler pressure vessels& storage tanks, heat exchange, biogas plant, Transport tanks etc. To take its business forwarded in the field of value-added engineering, Datt E&F has set up a very modern facility for the manufacturing of Storage Tank, Industrial Boiler, Pressure Vessels & Storage Tank, Heat Exchangers, Biogas Plant, Transport Tank, Industrial Vaporizer, L&T Refineries, Barmer (Raj). The fabrication shop has been approved by the Chief Controller of Explosives,India. Under the guidance of "Mr. Rakesh Datt ", we have scaled new heights and evolved from a small firm to a reputed manufacturer, Supplier & Exporter. With his futuristic vision and constant motivation to excel in our domain, our team feels immensely confident at achieving new goals. His efficient leadership is further enhanced by a rich industry experience and innovation. Our focus is on getting the job done on time, within budget, to the highest standards- At Datt Engineering & Fabrication, we are passionate about achieving quality outcomes and delivering smart solutions to our client’s needs and challenges. We are a proud Indian engineering fabrication company committed to exceeding client’s expectations by delivering products of the highest quality on time and at a competitive price. Our business has an outstanding track record of partnering with our clients to deliver results in all facets of engineering; from quoting and designing to fabricating and painting. We take great pride in our work and are firmly committed to delivering impressive results for our clients every time. Our commitment to clients, our competitive pricing, and our proven ability to think laterally places Excellent Fabrication at the forefront of the engineering and metal fabrication industries The way we do things- Datt Engineering and Fabrication achieves high quality outcomes for our clients through a constant focus on continuous improvement, quality work practices and investing in the ongoing training and professional development of our experienced staff. This is how we do things and what we stand for, and this is our commitment to our clients.
  • 20.
    20 | Pa g e Our Vision “To be the preferred supplier of Tanks, Vessels and other inventories to the refineries.” Our Mission We don’t do average! We deliver first rate solutions. We employ class-leading expertise. It’s not just what we do, but how we do it. Our Values and Expected Behaviours Datt E&F prides itself on a strong, family-based culture which it has actively worked at developing and refining over more than 5 years. Integral to this culture are our core values, which have come from our staff themselves. Our expected behaviours set out exactly what we expect from our people to ensure we live our core values. Honest “We do the right thing, every time”  Treat others with integrity and respect  Accept responsibility for our own mistakes  Make realistic and achievable commitments  Do what you say you’re going to do Progressive “We’re forward thinking to remain ahead of the pack”  Think outside the box and challenging the status quo  Favor change and innovation  Continuously develop ourselves on a personal and professional level  Open to new ideas and new ways of doing things Efficient “We aim to do better today, what we did yesterday”  Be organized  Think before you do  Challenge “the way we’ve always done things” to find better ways  Minimized waste in time and resources
  • 21.
    21 | Pa g e Outstanding “We go the extra mile”  Stand out from the rest for the right reasons  Go above and beyond what’s expected – we don’t do average!  Action-oriented, ambitious and hard working  Helping our peers and the team when they’re facing challenges  Being modest and giving credit where credit is due Key Facts & Statistics In line with some of our core values of being Progressive, Efficient & Outstanding, Datt Engineering and Fabrication put’s a big focus on continuous improvement. One important part of this is constantly measuring and benchmarking certain areas of Safety, Quality, Customer Service etc. Here are some examples of some of the area we measure. Fig: -Weld defect rate on Pachpadhra Compression Station. 3364 welds completed on this project with only 26 welds failing to comply with the nominated standard AS4037 Class 1. Going by the TWI a 1.7% to 3% failure rate is the average for piping systems based on a lot of factors such as material grade, type of defect detected and welding process used.
  • 22.
    22 | Pa g e Basic Information Nature of Business Exporter and Manufacturer Additional Business  Exporter  Supplier Company CEO Mr. Rajeev Datt Registered Address 75, Hariom Nagar Society, New Pal Road, Adajan Surat Gujrat- 395009 Total Number of Employees 101 to 2000 People Year of Establishment 2017 Legal Status of Firm Limited Company (Ltd./Pvt.Ltd.) Annual Turnover Rs. 25-30 Crores Trade and Market Export Percentage 20-40% Infrastructure Location Type SEMI-URBAN Building Infrastructure Permanent Size of Premises 9,988 square meters
  • 23.
    23 | Pa g e Statutory Profile Import Export Code (IEC) 05120***** Tan No. DELS3***** GST No. 24ABYPP62215B1ZJ CIN No. U74899DL1988PTC032142 Packaging/Shipment Detail Payment Mode  DD  Cheque  Credit Card  Cash Shipment Mode  By Road  By Air  By Cargo
  • 24.
    24 | Pa g e
  • 25.
    25 | Pa g e 1.ETHYLINE OXIDE STORAGE TANK Material MS Storage Capacity 500 to 500,000 Litres Max Pressure 150-200 psi Tank Orientation Horizontal Design Pressure 17.5 bar to 21.5 bar Design Temperature -42 Dig C to +55 Dig C 2. SOLID FUEL FIRED PACKAGE BOILER Fuel Gas Capacity 20000-50000 Litre/hr Material of Construction SS Voltage 380 V Power Source Electric Outer Diameter 60.3 mm Pressure 7 kg/cm2 to 21 kg/cm2
  • 26.
    26 | Pa g e 3. CRYOGENIC STORAGE TANKS 4. AIR SCRUBBERS Capacity 1000-77000 L colour WHITE Storage Capacity UPTO 100000L Material CRYOSTAR Surface Treatment Paint Coated Brand DATT E&F Temperature -196 deg C (-32 deg F) Brand DATT E&F Capacity 100000 m3/hr Material Carbon Steel Purification Efficiency 95% Odour Removal Efficiency 70~80% Motor Speed 2900 rpm Air Flow Rate 1000-20000 CMH
  • 27.
    27 | Pa g e 5. AREATION TANK 6. PRESSURE VESSLES AND HEAT EXHANGER Material MS Storage Capacity 10000 to 2500000 L Storage Material Water Shape Rectangular Brand DE&F Application Power Generation Medium Used Air Tube Material Brass Brand DATT E&F Automation Grade Automatic Warranty 12 months Pressure 20-30 bar Orientation Horizontal Temperature 0+ 120 Deg C
  • 28.
    28 | Pa g e
  • 29.
    29 | Pa g e DATA INTERPRETATION A questionnaire was prepared for the purpose of getting feedback from the employees and manager regarding “Recruitment & Selection Procedure” of their company. 30 employees are selected from different department and were distributed the questionnaire from the purpose of the study. Analysis of the data 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 and have been placed below: - 1. Specify the time period(s) for which the estimates are made? Serial No. Opinion No. of Respondent Percentage (%) 1 0-2 years 9 30% 2 2-3 years 6 20% 3 3-4 year 9 30% 4 4 & above 6 20% 0-2 years 30% 2-3 years 20% 3-4 years 30% 4 & above 20% Time Period for Estimate 0-2 years 2-3 years 3-4 years 4 & above
  • 30.
    30 | Pa g e  20% people said that the company specifies 0-2 year for making estimation of forecasting.  30% people said that the company specifies 2-3 years for making estimation.  30% people said that the company specifies 3-4 years for making the estimation of forecasting.  20% people said that the company specifies 4 & above time period for making forecasting 2. Does your organization plan the recruitment policy? 100% people said that Company plan the requirement policy Planning of Recruitment Policy Yes No S.NO. OPINION NO. OF RESPONDENT PERCENTAGE 1. Yes 30 100% 2. No 0 0%
  • 31.
    31 | Pa g e 3. What do you suggest should be the basis of forecasting? Serial no. Opinion No. of Reponses Percentage (%) 1 Total Cost of the Project 6 20% 2 Past Experience 12 40% 3 Different phases of the Project 9 30% 4 All of the Above 3 10%  20% people said that their company forecast on the bases of Total cost of the project.  40% people said that the company forecast on the bases of past experiences.  30% people said that the company forecast on the bases of the Different phases of the project.  10% people said that the company forecast on the bases of all of the above. Basis of Forcasting Total Cost of the Project Past Experiences Different Phases of the Project All of the Above
  • 32.
    32 | Pa g e 4. Do you think recruitment policy is helpful to achieving the goals of the company? S.NO . OPINION NO. OF RESPONDENT PERCENTAGE 1. Yes 15 50% 2. No 6 20% 3. To some extent 9 30%  50% people said that the company’s recruitment policy is helpful in achieving the goals.  20% people said that the company’s recruitment policy is not helpful in achieving the goals.  30% people said that the company’s recruitment policy is helpful to some extent in achieving the goals. Recruitment Policy is Helpful Yes No To some extent
  • 33.
    33 | Pa g e 5.Through which source your organizations recruit the employees? S.NO. OPINION NO. OF RESPONDENT PERCENTAGE 1. Internally 6 20% 2. Externally 18 60% 3. Both 6 20%  20% people said that the company recruits the employee from the internal sources.  60% people said that the company recruits the employee from the external sources.  20% people said that the company recruits the employee from the both sources. Sources of Recruitment Internally Externally Both
  • 34.
    34 | Pa g e 6.Which of the following external source you choose to recruit the employees? S.NO . OPINION NO. OF RESPONDENT PERCENTAGE 1. Employee Exchange Consultant 6 20% 2. Private Employee Agencies 6 20% 3. Advertisement 3 10% 4. Internet 12 40% 5. Any other 3 10%  20% people said that the company uses the employee exchange consultants.  20% people said that the company uses private employment agencies.  10% people said that the company uses the advertisement method. 40% people said that the company uses the Internet method.  10% people said that the company uses the any other way. External Sources of Recruitment Employee Exchange Consultant Private Employee Agencies Advertisement Internet
  • 35.
    35 | Pa g e 7.How much number of Employee you train in a year?  80% people said that the company trains 100 & above Employees in a year.  20% people said that the company trains 50-100 Employees in a year. No. of Employyes to Train in Year 25-50 Employyes 50-100 Epmloyees 100 & above Serial No. OPINION NO. OF RESPONDENT PERCENTAGE 1. 25-50 Emp. 0 0% 2. 50-100Emp. 6 20% 3. 100 & above Employee 24 80%
  • 36.
    36 | Pa g e 8.Is Internet recruitment is effective in your opinion? S.N O. OPINION NO. OF RESPONDENT PERCENTAGE 1. Yes 18 60% 2. No 12 40%  60% people said that the Internet recruitment is effective sources of recruiting the employee.  40% people are not in favor of recruiting the employee through Internet. Internet is Effective Yes No
  • 37.
    37 | Pa g e 9.Does the procedure adopted for recruitment and selection of employees enables to give right person at the right job? S.NO . OPINION NO. OF RESPONDENT PERCENTAGE 1. Yes 21 70% 2. No 3 10% 3. To some extent 6 20%  70% people said that the procedure adopted for recruitment and selection of employees enable to place the right person for the right job.  10% people said that the procedure adopted for recruitment and selection of employees does not enable to place the right person for at the right job  20% people said that the procedure adopted for recruitment and selection of employees enable to some extent to place the right person for at the right job. Right Person at the Right Job Yes No To some Extent
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    38 | Pa g e 10. Which type of Technique is used for Interview? S.NO. OPINION NO. OF RESPONDENT PERCENTAGE 1. Structured 18 60% 2. Unstructured 3 10% 3. Both 9 30%  60% people said that the company uses the structure technique for selection.  10% people said that the company uses the unstructured technique for selection.  30% people said that the company uses both the techniques for selection Types of Techniques Structured Unstructured Both
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    39 | Pa g e 11. Is there any provision for Evaluation and Control of Recruitment and Selection Process? S.NO. OPINION NO. OF RESPONDENT PERCENTAGE 1. Yes 24 80% 2. No 6 20%  80% people said that the company has the provision for evaluation and control of recruitment and selection.  20% people said that the company does not have the provision for evaluation and control of recruitment and selection. Evaluation and Control of Recruitment and Selection Process Yes No
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    40 | Pa g e 12. Is there any facility to absorbing the trainees in your organization? S.NO. OPINION NO. OF RESPONDENT PERCENTAGE 1. Yes 100 100% 2. No 0 0%  100% people said that the company has the facility for absorbing the trainees. Facility to absorving the Trainees Yes No
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    42 | Pa g e CONCLUSION AND RECOMMENDATION SUGGESTIONS FOR THE IMPROVEMENT OF THE SYSTEM AND PRACTICES OF RECRUITMENT AND SELECTION PROCEDURE The following are the suggestions received from the respondents of the questionnaire. These suggestions are based on their awareness regarding the Recruitment and Selection procedure: - 1. During the selection process not only the experienced candidates but also the fresh candidate should be selected so as to avail the innovation and enthusiasm of new candidates. 2. In the organization where summer training facility prevailing then such kind of practices must be adopted so that the student can learn and again from their practical views. 3. Candidates should be kept on the job for some time period; if suitable they should be recruited. During the selection process, the candidates should be made relaxed and at ease. 4. Company should follow all the steps of recruitment and selection for the selection of the candidates. 5. Selection process should be less time consuming. 6. The interview should not be boring, monotonous. It should be made interesting. There must be proper communication between the Interviewer and the Interviewee at the time of interview. 7. Evaluation and control of recruitment and selection should be done fair judgment. 8. Methods used for selection of candidates should be done carefully and systematically. 9. The attainment of goals and objective of any organization depend on the type and quality of its manpower. To have right type of men at right job and at right time, the recruitment and selection procedure should be fair and impartial. 10. This is indeed an important suggestion and authorities concerned should immediately look into it and try to implement it.
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    43 | Pa g e CONCLUSION Based on the analysis through the questionnaire responses the following is the conclusion of the study. The organization follows the rules and regulation involved in their Recruitment and Selection Procedure of the organization. However, there is some scope for improvement with regard to following:  The managers are fully satisfied with the existing Recruitment and Selection procedure.  The recruitment and Selection procedure should not be lengthy.  To some extent a clear picture of required candidates should be made in order to search for appropriate candidates.  The Recruitment and Selection procedure should be impartial. LIMITATIONS OF STUDY The project has inherent limitations due to its potential scope 1) Six weeks is too short to give shape to a new idea in an old set up like escorts. 2) Less importance to long term operational benefits. 3) Expenses for HR Departments are not viewed as investments. Since this company is a large organization with its strongly set business practices, so extensive efforts and change in organization thinking will be necessary in order HR Department.
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    44 | Pa g e
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    45 | Pa g e BIBLIOGRAPHY ❖ Personnel management by K.V Mishra, Aditya publishing house Madras, 1992. ❖ CHHABRA T.N, Principles & practices of management, Dhanpat Rai and co. (p) Ltd, Delhi, 2000. ❖ Practice of Human Resource by Danny Shield. ❖ Annual Reports of the Company. ❖ Personal Questionaries and interactions with employees.
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    46 | Pa g e
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    47 | Pa g e QUESTIONNAIRE SURVEY ON THE MANAGERIAL SATISFACTION LEVEL FOR RECRUITMENT AND SELECTION DEAR Respondent, We are conducting a survey on the managerial satisfaction level for the RECRUITMENT SELECTION PROCEDURE. Your free and frank opinion would be very valuable in conducting the survey. Please answer the following questions with a (✓) in the appropriate boxes: MANPOWER PLANNING: 1.If yes, then please specify the time period(s) for which the estimates are made? (a). 0-2 years (b). 2-3 years (c). 3-4 years (d). 4&above years. RECRUITMENT POLICY: 2.Does your organization plan the recruitment policy? (a). Yes (b). No 3.What do you suggest should be the basis of forecasting? a) Total Cost of Project b) Past Experiences c) Different phases of project d) All of the above
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    48 | Pa g e 4.Do you think the present recruitment policy is helpful in achieving the goals of the company? (a). Yes (b). No (c). To some extent SOURCES OF RECRUITMENT 5. Through which source your organizations recruit the employees? (a). Internally (b). Externally (c). Both 6.Which of the following external sources you choose for the recruitment of the employees? (a). Employee Exchanges Consultants (b). Private Employee Agencies (c). Campus Requirements (d). Advertisements (e). If any other…….. LATEST TECHNIQUES OF RECRUITMENT 7.Which type of technique is used for Interview? (a). Structured (b). Unstructured (c) Both 8.Is Internet recruitment is effective in your opinion? (a). Yes (b). No
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    49 | Pa g e RECRUITMENT OF SUMMER TRAINEES 9.Is there any provision for recruitment of summer trainees? (a). Yes (b). No (c). To some extent 10.How much number of employees you train in a year? (a). 25-50 (b). 50-100 (c). 100& above 11.Is there any provision for evaluating and control of Recruitment and Selection process? (a)Yes (b) No 12. Is there any Facility to absorbing the training in your organization? (a) Yes (b) No