A STUDY ON RECRUITMENT AND SELECTION ON - ABB
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Nov 26, 2023
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About This Presentation
A STUDY ON RECRUITMENT AND SELECTION ON - ABB
RECRUITMENT AND SELECTION PROCEDURE, COMPANY MISSION AND GOAL, STATEMENT OF THE PROBLEM, SOURCE OF DATA
Slide Content
1
PROJECT REPORT
“A STUDY ON RECRUITMENT AND SELECTION”
AT
ABB INDIA LIMITED, MIDC SATPUR COLONY, NASHIK,
SUBMITTED TO
UNIVERSITY OF PUNE IN PARTIAL
FULFILMENT OF
BACHELOR OF BUSINESS ADMINISTRATION
SUBMITTED BY
Miss. PRITI REKHATE
ROLL NO. 57
UNDER THE GUIDENCE OF
PROF. SNEHA GAIKWAD
KARMAVEER KAKASAHEB WAGH ARTS, COMMERCE, SCIENCE AND
COMPUTER SCIENCE COLLEGE, NASHIK
PROJECT REPORT
“A STUDY ON RECRUITMENT AND SELECTION”
AT
ABB INDIA LIMITED, MIDC SATPUR COLONY, NASHIK,
SUBMITTED TO
UNIVERSITY OF PUNE IN PARTIAL
FULFILMENT OF
BACHELOR OF BUSINESS ADMINISTRATION
SUBMITTED BY
Miss. PRITI REKHATE
ROLL NO. 57
UNDER THE GUIDENCE OF
PROF. SNEHA GAIKWAD
KARMAVEER KAKASAHEB WAGH ARTS, COMMERCE, SCIENCE AND
COMPUTER SCIENCE COLLEGE, NASHIK
2
K. K. Wagh Education Society’s
K. K. Wagh Arts, Commerce, Science & Computer Science College, Nashik
Saraswati Nagar, Adgaon Road, Panchavati, Nashik-422003
Affiliated to Savitribai Phule Pune University
Accredited by NAAC : ‘B’ Grade (CGPA 2.50)
SPPU ID : PU/NS/S/71/2002 College Code : 701 A.I.S.H.E. Code : C- 41802
+ 91-253- 2555111, 2555106, 2555115
principal-
[email protected]
http://ascn.kkwagh.edu.in
Certificate
This is to certify that, Ms. Priti Rekhate, T.Y.BBA Roll No.57 has
satisfactorily completed the project work on Recruitment And Selection in the subject
Cases in Human Resource Management.
As per the syllabus laid by the Savitribai Phule Pune University during the
academic year 2023-2024.
Subject Guide External Examiner H.O.D Principal
(Prof. Sneha Gaikwad) (Dr. A. D. Nandurkar) (Dr. S.V. Patil)
K. K. Wagh Education Society’s
K. K. Wagh Arts, Commerce, Science & Computer Science College, Nashik
Saraswati Nagar, Adgaon Road, Panchavati, Nashik-422003
Affiliated to Savitribai Phule Pune University
Accredited by NAAC : ‘B’ Grade (CGPA 2.50)
SPPU ID : PU/NS/S/71/2002 College Code : 701 A.I.S.H.E. Code : C- 41802
+ 91-253- 2555111, 2555106, 2555115
principal-
[email protected]
http://ascn.kkwagh.edu.in
Certificate
This is to certify that, Ms. Priti Rekhate, T.Y.BBA Roll No.57 has
satisfactorily completed the project work on Recruitment And Selection in the subject
Cases in Human Resource Management.
As per the syllabus laid by the Savitribai Phule Pune University during the
academic year 2023-2024.
Subject Guide External Examiner H.O.D Principal
(Prof. Sneha Gaikwad) (Dr. A. D. Nandurkar) (Dr. S.V. Patil)
3
Di Plot No. 79, Street No. 17, M.I.D.C., Satpur, Nasik- 422005
[email protected]
29-10-2023
Authorization
This is to certify that Ms. Priti Rekhate a student studying at K.K. Wagh College of Arts,
Commerce, Science, and Computer science, Nashik visited our company on 19-10-2023 to 19-10-
2023 and collected the necessary information.
MR. VEGULAPARANAN KASI VISWANATHAN.
(Chairman)
ABB INDIA LIMITED.
Di Plot No. 79 , Street No. 17, M.I.D.C., Satpur, Nasik- 422005
Call: 8888528393
GSTIN: 27AATCA4370Y1QT
Di Plot No. 79, Street No. 17, M.I.D.C., Satpur, Nasik- 422005
[email protected]
29-10-2023
Authorization
This is to certify that Ms. Priti Rekhate a student studying at K.K. Wagh College of Arts,
Commerce, Science, and Computer science, Nashik visited our company on 19-10-2023 to 19-10-
2023 and collected the necessary information.
MR. VEGULAPARANAN KASI VISWANATHAN.
(Chairman)
ABB INDIA LIMITED.
Di Plot No. 79 , Street No. 17, M.I.D.C., Satpur, Nasik- 422005
Call: 8888528393
GSTIN: 27AATCA4370Y1QT
4
ACKNOWLEDGEMENT
This project report reflects the help and advice of many people. I express my
profound thanks for giving me the opportunity to do this project in the company. I
would like to express my special gratitude to my “Recruitment and Selection
Process” Teacher Prof. Sneha Gaikwad Mam, for their able guidance and support in
completing my project.
Place: Priti Rekhate
Date: TYBBA
ACKNOWLEDGEMENT
This project report reflects the help and advice of many people. I express my
profound thanks for giving me the opportunity to do this project in the company. I
would like to express my special gratitude to my “Recruitment and Selection
Process” Teacher Prof. Sneha Gaikwad Mam, for their able guidance and support in
completing my project.
Place: Priti Rekhate
Date: TYBBA
5
DECLERATION
I Priti Rekhate student of BBA (TY) in the K.K. Wagh College solemnly declares that
the project titled “Recruitment and Selection Process”, Nashik was carried out by
me in the partial fulfilment of the BBA programme under the University of Pune.
This project was undertaken as part of the academic curriculum as per the
University rules & by no commercial interest or motive. It is my original work & not
submitted elsewhere for any other purpose earlier.
Signature
DECLERATION
I Priti Rekhate student of BBA (TY) in the K.K. Wagh College solemnly declares that
the project titled “Recruitment and Selection Process”, Nashik was carried out by
me in the partial fulfilment of the BBA programme under the University of Pune.
This project was undertaken as part of the academic curriculum as per the
University rules & by no commercial interest or motive. It is my original work & not
submitted elsewhere for any other purpose earlier.
Signature
6
SUMMARY EXECUTIVE
Today, in every organization personnel planning as an activity is necessary. It is an
important part of an organization. Human Resource Planning is a vital ingredient
for the success of the organization in the long run. There are certain ways that are
to be followed by every organization, which ensures that it has right number and
kind of people, at the right place and right time, so that organization can achieve
its planned objectives.
The objectives of Human Resource Department are Human Resource Planning.
Recruitment and Selection, Training and Development, Career planning. Transfer
and Promotion, Risk Management, Performance Appraisal and so on. Each
objective needs special attention and proper planning and implementation.
For every organization it is important to have a right person on a right job.
Recruitment and Selection plays a vital role in this situation. Shortage of skills and
the use of new technology are putting considerable pressure on how employers go
about Recruiting and Selecting staff. It is recommended to carry out a strategic
analysis of Recruitment and Selection procedure. Also training need identification
is necessary after selection process.
A formal definition states, "It is the process of finding and attracting capable
applicants for the employment. The process begins when new recruits are sought
and ends when their applicants are selected".
SUMMARY EXECUTIVE
Today, in every organization personnel planning as an activity is necessary. It is an
important part of an organization. Human Resource Planning is a vital ingredient
for the success of the organization in the long run. There are certain ways that are
to be followed by every organization, which ensures that it has right number and
kind of people, at the right place and right time, so that organization can achieve
its planned objectives.
The objectives of Human Resource Department are Human Resource Planning.
Recruitment and Selection, Training and Development, Career planning. Transfer
and Promotion, Risk Management, Performance Appraisal and so on. Each
objective needs special attention and proper planning and implementation.
For every organization it is important to have a right person on a right job.
Recruitment and Selection plays a vital role in this situation. Shortage of skills and
the use of new technology are putting considerable pressure on how employers go
about Recruiting and Selecting staff. It is recommended to carry out a strategic
analysis of Recruitment and Selection procedure. Also training need identification
is necessary after selection process.
A formal definition states, "It is the process of finding and attracting capable
applicants for the employment. The process begins when new recruits are sought
and ends when their applicants are selected".
7
INDEX
Sr.
NO
TITLE PAGE NO
1 INTRODUCTION 8
RECRUITMENT AND SELECTION PROCEDURE 9
RECRUITMENT 9
SELECTION 16
2 COMPANY PROFILE 19
COMPANY MISSION AND GOAL 22
COMPANY POLICIES 24
TYPES OF PEODUCTS 26
3 RECRUITMENT AND SELECTION PROCCESS IN ABB 31
4 RESESRCH DESIGN 34
STATEMENT OF THE PROBLEM 34
OBJECTIVE OF THE STUDY 34
SCOPE OF THE STUDY 34
RESEARCH METHODOLOGY 35
5 SOURCE OF DATA 37
6 DATA ANALYSIS AND INTERPRETATION 38
7 FINDINGS, SUGGESTIONS AND CONCLUSION 51
8 BIBILOGRAPHY 54
9 ANNEXTURE 55
INDEX
Sr.
NO
TITLE PAGE NO
1 INTRODUCTION 8
RECRUITMENT AND SELECTION PROCEDURE 9
RECRUITMENT 9
SELECTION 16
2 COMPANY PROFILE 19
COMPANY MISSION AND GOAL 22
COMPANY POLICIES 24
TYPES OF PEODUCTS 26
3 RECRUITMENT AND SELECTION PROCCESS IN ABB 31
4 RESESRCH DESIGN 34
STATEMENT OF THE PROBLEM 34
OBJECTIVE OF THE STUDY 34
SCOPE OF THE STUDY 34
RESEARCH METHODOLOGY 35
5 SOURCE OF DATA 37
6 DATA ANALYSIS AND INTERPRETATION 38
7 FINDINGS, SUGGESTIONS AND CONCLUSION 51
8 BIBILOGRAPHY 54
9 ANNEXTURE 55
8
INTRODUCTION
INTRODUCTION
Recruitment is the process of attracting individuals on a timely basis in sufficient
numbers and with appropriate qualification, to apply for jobs within an
organization. The process of searching prospective employees with
multidimensional skills and experience that suits organization strategies in
fundamental to the growth of the organization, this demands more comprehensive
strategic perspective recruitment. Organizations require the services of large
number of personnel, these personnel occupy the various positions created to the
process of organization. Each position of the organization has certain specific
contributions to achieve the organizational objectives. The recruitment process of
the organizational has to be strong enough to attract and select the potential
candidates with right job specification. The recruitment process begins with human
resource planning and concludes with the selection of required number of
candidates, both HR staff and operating managers have responsibilities in the
process.
"Right person for the right job is the basic principle in recruitment and selection.
Every organisation should give attention to the selection of its manpower,
especially its managers. The operative manpower is equally important and essential
for the orderly working of an enterprise.
Every business organisation/unit needs manpower for carrying different business
activities smoothly and efficiently and for this recruitment and selection of
suitable candidates is essential. Human resource management in an organisation
will not be possible if unsuitable persons are selected and employment in a
business unit.
RECRUITMENT AND SELECTION PROCEDURE
INTRODUCTION
INTRODUCTION
Recruitment is the process of attracting individuals on a timely basis in sufficient
numbers and with appropriate qualification, to apply for jobs within an
organization. The process of searching prospective employees with
multidimensional skills and experience that suits organization strategies in
fundamental to the growth of the organization, this demands more comprehensive
strategic perspective recruitment. Organizations require the services of large
number of personnel, these personnel occupy the various positions created to the
process of organization. Each position of the organization has certain specific
contributions to achieve the organizational objectives. The recruitment process of
the organizational has to be strong enough to attract and select the potential
candidates with right job specification. The recruitment process begins with human
resource planning and concludes with the selection of required number of
candidates, both HR staff and operating managers have responsibilities in the
process.
"Right person for the right job is the basic principle in recruitment and selection.
Every organisation should give attention to the selection of its manpower,
especially its managers. The operative manpower is equally important and essential
for the orderly working of an enterprise.
Every business organisation/unit needs manpower for carrying different business
activities smoothly and efficiently and for this recruitment and selection of
suitable candidates is essential. Human resource management in an organisation
will not be possible if unsuitable persons are selected and employment in a
business unit.
RECRUITMENT AND SELECTION PROCEDURE
9
RECRUITMENT:
Recruitment in HRM is a systematic process for Hiring Talent. It start from
identifying, attracting, screening, short listing interviewing, selecting and finally
hiring the most potential candidate for filling up the vacant job vacancies in an
organization.
In any business organization, employees are always considered to be their biggest
asset and People Management is the most important function managed by their
HRM Department. The primary job of Human Resource Management (HRM) Team
is to keep building the pool of Human Capital for the organization which can result
into selection of right candidate for right job. Recruitment aims for choosing and
hiring the right the person for the right Job at the right time. The Human Resource
Management Department often considers two major sources of recruitment
namely internal and external source of recruitment. The purpose of recruitment
process is to gather information about the talented and qualified individuals who
might be interested to work for the organization in an effective way.
DEFINITION:
Recruitment is defined as a process of discovering reliable sources of contacting
desirable employees which meets the staffing requirements of the organization.
Through recruitment process the organization can attract the adequate number of
manpower to facilitate the effective selection process and joining of efficient work
force.
Meaning:
Recruitment actually means a way to search the future employees of the
organization and stimulate qualified people to apply for the job. It helps to create a
pool of job seekers and improve the scope of recruitment of better employee.
RECRUITMENT:
Recruitment in HRM is a systematic process for Hiring Talent. It start from
identifying, attracting, screening, short listing interviewing, selecting and finally
hiring the most potential candidate for filling up the vacant job vacancies in an
organization.
In any business organization, employees are always considered to be their biggest
asset and People Management is the most important function managed by their
HRM Department. The primary job of Human Resource Management (HRM) Team
is to keep building the pool of Human Capital for the organization which can result
into selection of right candidate for right job. Recruitment aims for choosing and
hiring the right the person for the right Job at the right time. The Human Resource
Management Department often considers two major sources of recruitment
namely internal and external source of recruitment. The purpose of recruitment
process is to gather information about the talented and qualified individuals who
might be interested to work for the organization in an effective way.
DEFINITION:
Recruitment is defined as a process of discovering reliable sources of contacting
desirable employees which meets the staffing requirements of the organization.
Through recruitment process the organization can attract the adequate number of
manpower to facilitate the effective selection process and joining of efficient work
force.
Meaning:
Recruitment actually means a way to search the future employees of the
organization and stimulate qualified people to apply for the job. It helps to create a
pool of job seekers and improve the scope of recruitment of better employee.
10
Recruitment activity brings together the people who are qualified and looking for
job and the organizations which are searching for prospect employees. The properly
executed recruitment process leads to joining and selection of suitable manpower
in the organization.
SOURCE OF RECRUITMENT
(A) Internal Source of recruitment
Best employees can be found within the organisation… When a vacancy arises in
the organisation, it may be given to an employee who is already on the payroll.
Internal sources include promotion, transfer and in certain cases demotion. When
a higher post is given to a deserving employee, it motivates all other employees of
the organisation to work hard. The employees can be informed of such a vacancy
by internal advertisement.
The Internal Sources Are Given Below:
1. Transfers:
Transfer involves shifting of persons from present jobs to other similar jobs. These
do not involve any change in rank, responsibility or prestige. The numbers of
persons do not increase with transfers
2. Promotions:
Promotions refer to shifting of persons to positions carrying better prestige, higher
responsibilities and more pay. The higher positions falling vacant may be filled up
from within the organization. A promotion does not increase the number of
persons in the organization.
A person going to get a higher position will vacate his present position. Promotion
will motivate employees to improve their performance so that they can also get
promotion.
3. Present Employees:
The present employees of a concern are informed about likely vacant positions.
The employees recommend their relations or persons intimately known to them.
Management is relieved of looking out prospective candidates.
Recruitment activity brings together the people who are qualified and looking for
job and the organizations which are searching for prospect employees. The properly
executed recruitment process leads to joining and selection of suitable manpower
in the organization.
SOURCE OF RECRUITMENT
(A) Internal Source of recruitment
Best employees can be found within the organisation… When a vacancy arises in
the organisation, it may be given to an employee who is already on the payroll.
Internal sources include promotion, transfer and in certain cases demotion. When
a higher post is given to a deserving employee, it motivates all other employees of
the organisation to work hard. The employees can be informed of such a vacancy
by internal advertisement.
The Internal Sources Are Given Below:
1. Transfers:
Transfer involves shifting of persons from present jobs to other similar jobs. These
do not involve any change in rank, responsibility or prestige. The numbers of
persons do not increase with transfers
2. Promotions:
Promotions refer to shifting of persons to positions carrying better prestige, higher
responsibilities and more pay. The higher positions falling vacant may be filled up
from within the organization. A promotion does not increase the number of
persons in the organization.
A person going to get a higher position will vacate his present position. Promotion
will motivate employees to improve their performance so that they can also get
promotion.
3. Present Employees:
The present employees of a concern are informed about likely vacant positions.
The employees recommend their relations or persons intimately known to them.
Management is relieved of looking out prospective candidates.
11
The persons recommended by the employees may be generally suitable for the
jobs because they know the requirements of various positions. The existing
employees take full responsibility of those recommended by them and also ensure
of their proper behaviour and performance.
(B) External Sources:
All organizations have to use external sources for recruitment to higher positions
when existing employees are not suitable. More persons are needed when
expansions are undertaken.
The external sources are discussed below:
1. Advertisement:
It is a method of recruitment frequently used for skilled workers, clerical and
higher staff. Advertisement can be given in newspapers and professional journals.
These advertisements attract applicants in large number of highly variable quality.
Preparing good advertisement is a specialized task. If a company wants to conceal
its name, a ‘blind advertisement’ may be given asking the applicants to apply to
Post Bag or Box Number or to some advertising agency.
2. Employment Exchanges:
Employment exchanges in India are run by the Government. For unskilled, semi-
skilled, skilled, clerical posts etc., it is often used as a source of recruitment. In
certain cases, it has been made obligatory for the business concerns to notify their
vacancies to the employment exchange. In the past, employers used to turn to
these agencies only as a last resort. The job-seekers and job-givers are brought
into contact by the employment exchanges.
3. Schools, Colleges and Universities:
Direct recruitment from educational institutions for certain jobs (i.e. placement)
which require technical or professional qualification has become a common
practice. A close liaison between the company and educational institutions helps
in getting suitable candidates. The students are spotted during the course of their
studies. Junior level executives or managerial trainees may be recruited in this
way.
The persons recommended by the employees may be generally suitable for the
jobs because they know the requirements of various positions. The existing
employees take full responsibility of those recommended by them and also ensure
of their proper behaviour and performance.
(B) External Sources:
All organizations have to use external sources for recruitment to higher positions
when existing employees are not suitable. More persons are needed when
expansions are undertaken.
The external sources are discussed below:
1. Advertisement:
It is a method of recruitment frequently used for skilled workers, clerical and
higher staff. Advertisement can be given in newspapers and professional journals.
These advertisements attract applicants in large number of highly variable quality.
Preparing good advertisement is a specialized task. If a company wants to conceal
its name, a ‘blind advertisement’ may be given asking the applicants to apply to
Post Bag or Box Number or to some advertising agency.
2. Employment Exchanges:
Employment exchanges in India are run by the Government. For unskilled, semi-
skilled, skilled, clerical posts etc., it is often used as a source of recruitment. In
certain cases, it has been made obligatory for the business concerns to notify their
vacancies to the employment exchange. In the past, employers used to turn to
these agencies only as a last resort. The job-seekers and job-givers are brought
into contact by the employment exchanges.
3. Schools, Colleges and Universities:
Direct recruitment from educational institutions for certain jobs (i.e. placement)
which require technical or professional qualification has become a common
practice. A close liaison between the company and educational institutions helps
in getting suitable candidates. The students are spotted during the course of their
studies. Junior level executives or managerial trainees may be recruited in this
way.
12
4. Recommendation of Existing Employees:
The present employees know both the company and the candidate being
recommended. Hence some companies encourage their existing employees to
assist them in getting applications from persons who are known to them.
In certain cases, rewards may also be given if candidates recommended by them
are actually selected by the company. If recommendation leads to favouritism, it
will impair the morale of employees.
5. Factory Gates:
Certain workers present themselves at the factory gate every day for employment.
This method of recruitment is very popular in India for unskilled or semi-skilled
labour. The desirable candidates are selected by the first line supervisors. The
major disadvantage of this system is that the person selected may not be suitable
for the vacancy.
6. Casual Callers:
Those personnel who casually come to the company for employment may also be
considered for the vacant post. It is most economical method of recruitment. In
the advanced countries, this method of recruitment is very popular.
7. Central Application File:
A file of past applicants who were not selected earlier may be maintained. In
order to keep the file alive, applications in the files must be checked at
periodical intervals.
8. Labour Unions:
In certain occupations like construction, hotels, maritime industry etc., (i.e.,
industries where there is instability of employment) all recruits usually come from
unions. It is advantageous from the management point of view because it saves
expenses of recruitment. However, in other industries, unions may be asked to
recommend candidates either as a goodwill gesture or as a courtesy towards the
union.
4. Recommendation of Existing Employees:
The present employees know both the company and the candidate being
recommended. Hence some companies encourage their existing employees to
assist them in getting applications from persons who are known to them.
In certain cases, rewards may also be given if candidates recommended by them
are actually selected by the company. If recommendation leads to favouritism, it
will impair the morale of employees.
5. Factory Gates:
Certain workers present themselves at the factory gate every day for employment.
This method of recruitment is very popular in India for unskilled or semi-skilled
labour. The desirable candidates are selected by the first line supervisors. The
major disadvantage of this system is that the person selected may not be suitable
for the vacancy.
6. Casual Callers:
Those personnel who casually come to the company for employment may also be
considered for the vacant post. It is most economical method of recruitment. In
the advanced countries, this method of recruitment is very popular.
7. Central Application File:
A file of past applicants who were not selected earlier may be maintained. In
order to keep the file alive, applications in the files must be checked at
periodical intervals.
8. Labour Unions:
In certain occupations like construction, hotels, maritime industry etc., (i.e.,
industries where there is instability of employment) all recruits usually come from
unions. It is advantageous from the management point of view because it saves
expenses of recruitment. However, in other industries, unions may be asked to
recommend candidates either as a goodwill gesture or as a courtesy towards the
union.
13
9. Labour Contractors:
This method of recruitment is still prevalent in India for hiring unskilled and semi-
skilled workers in brick kiln industry. The contractors keep themselves in touch
with the labour and bring the workers at the places where they are required. They
get commission for the number of persons supplied by them.
10. Former Employees:
In case employees have been laid off or have left the factory at their own, they
may be taken back if they are interested in joining the concern (provided their
record is good).
11. Other Sources:
Apart from these major sources of external recruitment, there are certain other
sources which are exploited by companies from time to time. These include special
lectures delivered by recruiter in different institutions, though apparently these
lectures do not pertain to recruitment directly.
Then there are video films which are sent to various concerns and institutions so
as to show the history and development of the company. These films present the
story of company to various audiences, thus creating interest in them.
Various firms organise trade shows which attract many prospective employees.
Many a time advertisements may be made for a special class of work force (say
married ladies) who worked prior to their marriage.
These ladies can also prove to be very good source of work force. Similarly there is
the labour market consisting of physically handicapped. Visits to other companies
also help in finding new sources of recruitment.
METHODS OF RECRUITMENT
• Direct
• Indirect
• Third Party Method
9. Labour Contractors:
This method of recruitment is still prevalent in India for hiring unskilled and semi-
skilled workers in brick kiln industry. The contractors keep themselves in touch
with the labour and bring the workers at the places where they are required. They
get commission for the number of persons supplied by them.
10. Former Employees:
In case employees have been laid off or have left the factory at their own, they
may be taken back if they are interested in joining the concern (provided their
record is good).
11. Other Sources:
Apart from these major sources of external recruitment, there are certain other
sources which are exploited by companies from time to time. These include special
lectures delivered by recruiter in different institutions, though apparently these
lectures do not pertain to recruitment directly.
Then there are video films which are sent to various concerns and institutions so
as to show the history and development of the company. These films present the
story of company to various audiences, thus creating interest in them.
Various firms organise trade shows which attract many prospective employees.
Many a time advertisements may be made for a special class of work force (say
married ladies) who worked prior to their marriage.
These ladies can also prove to be very good source of work force. Similarly there is
the labour market consisting of physically handicapped. Visits to other companies
also help in finding new sources of recruitment.
METHODS OF RECRUITMENT
• Direct
• Indirect
• Third Party Method
14
1. DIRECT METHOD:
A. SOURCING
B. CAMPUS
A. SOURCING:
This is one of the oldest methods. In this method the personnel a department
sends their representatives to potential place of recruitment & establish contact
with potential candidates seeking employment.
B. CAMPUS RECRUITMENT:
This method is a popular method especially for recruiting professional like
engineer & MBA’ s. In this method professional consultants who act as
representatives of the company call on prestigious collages / institutions to
establish direct contact there is “placement calls” established in educational
institutions co-ordinates for arranging the preliminary screening & interviews.
2. INDIRECT METHOD:
A. ADVERTISEMENT
B. EMPLOYEES TRADE ASSOCIATION
C. OTHER REPUTED FIRMS
A. ADVERTISEMENT:
It is a very popular method. Various media are used for advertisement such s
newspaper journals, tv, radio etc. Advertisement is very useful in locating suitable
candidates in scientific professionals of technical vacancies.
B. EMPLOYEES TRADE ASSOCIATION / CLUB:
Meeting, conferences, seminars or other social functions of the employee’s trade
clubs are yet another means of locating suitable candidates.
1. DIRECT METHOD:
A. SOURCING
B. CAMPUS
A. SOURCING:
This is one of the oldest methods. In this method the personnel a department
sends their representatives to potential place of recruitment & establish contact
with potential candidates seeking employment.
B. CAMPUS RECRUITMENT:
This method is a popular method especially for recruiting professional like
engineer & MBA’ s. In this method professional consultants who act as
representatives of the company call on prestigious collages / institutions to
establish direct contact there is “placement calls” established in educational
institutions co-ordinates for arranging the preliminary screening & interviews.
2. INDIRECT METHOD:
A. ADVERTISEMENT
B. EMPLOYEES TRADE ASSOCIATION
C. OTHER REPUTED FIRMS
A. ADVERTISEMENT:
It is a very popular method. Various media are used for advertisement such s
newspaper journals, tv, radio etc. Advertisement is very useful in locating suitable
candidates in scientific professionals of technical vacancies.
B. EMPLOYEES TRADE ASSOCIATION / CLUB:
Meeting, conferences, seminars or other social functions of the employee’s trade
clubs are yet another means of locating suitable candidates.
15
C. OTHER REPUTED FIRMS:
Recruiting personnel from reputed firm is a popular practice certain companies &
firms have built up good reputation on efficiency productivity & industrial peace.
Many firms attempt to locate suitable candidates from such firms for filling up
vacancies.
3. THIRD PARTY METHOD:
Following are important third party methods in recruitment.
1. Public employment agencies
2. Private employment agencies
3. Placement calls in educational institutions
4. Temporary help service
5. Employee referrals/ recommendations
6. Professional bodies / associations
7. Computer data bank
8. Trade unions
C. OTHER REPUTED FIRMS:
Recruiting personnel from reputed firm is a popular practice certain companies &
firms have built up good reputation on efficiency productivity & industrial peace.
Many firms attempt to locate suitable candidates from such firms for filling up
vacancies.
3. THIRD PARTY METHOD:
Following are important third party methods in recruitment.
1. Public employment agencies
2. Private employment agencies
3. Placement calls in educational institutions
4. Temporary help service
5. Employee referrals/ recommendations
6. Professional bodies / associations
7. Computer data bank
8. Trade unions
16
SELECTION
DEFINITION AND MEANING OF SELECTION:
Definition: The Selection is the process of choosing the most suitable candidate
for the vacant position in the organization. In other words, selection means
weeding out unsuitable applicants and selecting those individuals with
prerequisite qualifications and capabilities to fill the jobs in the organization.
Most often, the selection and recruitment are used interchangeably but however
both have different scope. The former is a negative process that rejects as many
unqualified applicants as possible so as to hire the right candidate while the latter
is a positive process that attracts more and more candidates and stimulates them
to apply for the jobs.
PROCESS OF SELECTION:
The process of selection is a negative process as more candidates are rejected
than hired in contrast with positive program of recruitment, which seeks to induce
as many persons as possible to apply for a job in enterprises. Only successful
candidates leap over the hurdles & arrive at the finish line where as unsuccessful
ones do not.
THE FOLLOWING ARE IMPORTANT STEPS IN SELECTION PROCESS:
▪ Reception of application
▪ Preliminary screening interview ▪ Application blank ▪ Psychological tests.
▪ Evaluation interview
▪ Reference check or background investigation.
▪ Physical examination
▪ Placement
1. RECEPTION OF APPLICATION:
First step in selection process is inviting applications from prospective candidates.
A carefully devised application from is itself an affective selection device. The
main purpose of application is that to obtain information in the applicant’s own
handwriting regarding the suitability for employment. Application forms should be
simple & must contain related information. All the revised applications are
acknowledged.
2. PRELIMINARY SCREENING INTERVIEW:
SELECTION
DEFINITION AND MEANING OF SELECTION:
Definition: The Selection is the process of choosing the most suitable candidate
for the vacant position in the organization. In other words, selection means
weeding out unsuitable applicants and selecting those individuals with
prerequisite qualifications and capabilities to fill the jobs in the organization.
Most often, the selection and recruitment are used interchangeably but however
both have different scope. The former is a negative process that rejects as many
unqualified applicants as possible so as to hire the right candidate while the latter
is a positive process that attracts more and more candidates and stimulates them
to apply for the jobs.
PROCESS OF SELECTION:
The process of selection is a negative process as more candidates are rejected
than hired in contrast with positive program of recruitment, which seeks to induce
as many persons as possible to apply for a job in enterprises. Only successful
candidates leap over the hurdles & arrive at the finish line where as unsuccessful
ones do not.
THE FOLLOWING ARE IMPORTANT STEPS IN SELECTION PROCESS:
▪ Reception of application
▪ Preliminary screening interview ▪ Application blank ▪ Psychological tests.
▪ Evaluation interview
▪ Reference check or background investigation.
▪ Physical examination
▪ Placement
1. RECEPTION OF APPLICATION:
First step in selection process is inviting applications from prospective candidates.
A carefully devised application from is itself an affective selection device. The
main purpose of application is that to obtain information in the applicant’s own
handwriting regarding the suitability for employment. Application forms should be
simple & must contain related information. All the revised applications are
acknowledged.
2. PRELIMINARY SCREENING INTERVIEW:
17
A special interviewer or a high calibre receptionist in the employment office
usually conducts the initial screening.
When a large number of applications are available, the preliminary interview is
desirable for both from the company point of view & that of applicant seeking
interview.
The more non-selective, the recruitment program, & the more likely it is that a
preliminary interview will be required. This procedure is quite short & has its
objective of such interview is to screen out undesirable / unqualified candidates
at the very outset. Applicants are often asked why they are applying for a job in
the particular organization, about education, experience, etc. If an applicant is
eliminated in the early part, the company has save the expense & time
processing. Care is taken to ensure that the “weeding out” process dose not lead
to the eliminated of desirable workers.
3. APPLICATION BLANK:
A blank application from is the next important weeding out device in the selection
procedure. The successful candidates in preliminary interviews are supplied the
application blank to collect verifiable basic historical data from the candidate. The
information should be provided in applicant’s own handwriting. The application
blank is sometimes very long & comprehensive & some time brief.
INFORMATION IS GENERALLY CALLED ON THE FOLLOWING ITEMS:
▪ Biographical data ▪ Educational attainment.
▪ Work experiences salary ( demand & other benefits expected)
▪ Personal items( sports, hobbies, extra curricular activities, etc)
▪ Other items (names & addresses of pervious employer / references, etc).
▪ Superfluous questions are avoided.
4. PSYCHOLOGICAL TESTS:
As originations become complex & the number of jobs they offer increases,
managers become receptive to the acceptance of any jobs device. The decisions
are usually arrived with the help of psychological tests, which are more objective
& less biased than others.
5. PLACEMENT:
A special interviewer or a high calibre receptionist in the employment office
usually conducts the initial screening.
When a large number of applications are available, the preliminary interview is
desirable for both from the company point of view & that of applicant seeking
interview.
The more non-selective, the recruitment program, & the more likely it is that a
preliminary interview will be required. This procedure is quite short & has its
objective of such interview is to screen out undesirable / unqualified candidates
at the very outset. Applicants are often asked why they are applying for a job in
the particular organization, about education, experience, etc. If an applicant is
eliminated in the early part, the company has save the expense & time
processing. Care is taken to ensure that the “weeding out” process dose not lead
to the eliminated of desirable workers.
3. APPLICATION BLANK:
A blank application from is the next important weeding out device in the selection
procedure. The successful candidates in preliminary interviews are supplied the
application blank to collect verifiable basic historical data from the candidate. The
information should be provided in applicant’s own handwriting. The application
blank is sometimes very long & comprehensive & some time brief.
INFORMATION IS GENERALLY CALLED ON THE FOLLOWING ITEMS:
▪ Biographical data ▪ Educational attainment.
▪ Work experiences salary ( demand & other benefits expected)
▪ Personal items( sports, hobbies, extra curricular activities, etc)
▪ Other items (names & addresses of pervious employer / references, etc).
▪ Superfluous questions are avoided.
4. PSYCHOLOGICAL TESTS:
As originations become complex & the number of jobs they offer increases,
managers become receptive to the acceptance of any jobs device. The decisions
are usually arrived with the help of psychological tests, which are more objective
& less biased than others.
5. PLACEMENT:
18
When a candidate passes all tests, interviews & physical examination, etc, he
becomes eligible for appointment. Placement is defined as “the determination of
the job to which an accepted candidate is to be assigned, &his assignment to that
job. It is matching of what the supervisor has reason to think he does with the job
demands & job requirement. It is a matching of what he imposts”.
Placement refers to assigning rank & responsibility to an individual, identifying
him with a particular job. If the person adjusts himself to the job & continues to
perform as per expectations, it might mean that the candidate is properly placed.
EVALUATION OF SELECTION PROCESS:
The board test of the effectiveness of the selection process is the quality of the
personnel hired. An organization must have competent & committed personnel.
The selection process, if properly done, will ensure availability of such employee.
How to evaluate the effectiveness of a selection program? A periodic audit is the
answer. Audit must be conducted by people who independently in the human
resource department
When a candidate passes all tests, interviews & physical examination, etc, he
becomes eligible for appointment. Placement is defined as “the determination of
the job to which an accepted candidate is to be assigned, &his assignment to that
job. It is matching of what the supervisor has reason to think he does with the job
demands & job requirement. It is a matching of what he imposts”.
Placement refers to assigning rank & responsibility to an individual, identifying
him with a particular job. If the person adjusts himself to the job & continues to
perform as per expectations, it might mean that the candidate is properly placed.
EVALUATION OF SELECTION PROCESS:
The board test of the effectiveness of the selection process is the quality of the
personnel hired. An organization must have competent & committed personnel.
The selection process, if properly done, will ensure availability of such employee.
How to evaluate the effectiveness of a selection program? A periodic audit is the
answer. Audit must be conducted by people who independently in the human
resource department
19
COMPANY PROFILE
COMPANY PROFILE
Situated on a 12 acres plot in the Satpur Industrial Estate and only 8 kms from the
city centre is the Nasik plant of ABB. The layout is basically organized into 1 factory
blocks i.e. The Medium Voltage Switchgear Division (TMS). The administrative
building is at the front.
The year of establishment of ABB in Nasik was 1979 and it was the same year
in which the production started. The plant at Nasik is engaged in manufacturing
MV switchgear equipment with SF (Sulfur Hexa Fluoride) technology. The range is
from tractors (High Tension) and minimum Oil Circuit Breaker (MOCB). A capacity
target of manufacturing 3000 panels has been set for the coming year. The
turnover of the ABB Nasik in 1998 was Rs. 52 crores and a target of Rs. 100 crores
to be achieved has been set.
The company also has good location covered by beautiful garden and
working environment is suitable. The company is fast growing with good team spirit
and co-operation nature of employee.
ABB Nasik has received the ISO 9001 Certification.
COMPANY PROFILE
COMPANY PROFILE
Situated on a 12 acres plot in the Satpur Industrial Estate and only 8 kms from the
city centre is the Nasik plant of ABB. The layout is basically organized into 1 factory
blocks i.e. The Medium Voltage Switchgear Division (TMS). The administrative
building is at the front.
The year of establishment of ABB in Nasik was 1979 and it was the same year
in which the production started. The plant at Nasik is engaged in manufacturing
MV switchgear equipment with SF (Sulfur Hexa Fluoride) technology. The range is
from tractors (High Tension) and minimum Oil Circuit Breaker (MOCB). A capacity
target of manufacturing 3000 panels has been set for the coming year. The
turnover of the ABB Nasik in 1998 was Rs. 52 crores and a target of Rs. 100 crores
to be achieved has been set.
The company also has good location covered by beautiful garden and
working environment is suitable. The company is fast growing with good team spirit
and co-operation nature of employee.
ABB Nasik has received the ISO 9001 Certification.
20
Details of ABB Nashik
Name Of the Organization : ABB India Ltd.
Address : ABB India Ltd
Plot No. 79,
Street No. 17,
M.I.D.C., Satpur,
Nasik- 422005
Phone No. : (0253) 351095, 351096,
351097, 351098
Nature of Production : MV Switchgear
Area of Marketing : Electricity Boards, Heavy
Industries, Power Plants
Details of ABB Nashik
Name Of the Organization : ABB India Ltd.
Address : ABB India Ltd
Plot No. 79,
Street No. 17,
M.I.D.C., Satpur,
Nasik- 422005
Phone No. : (0253) 351095, 351096,
351097, 351098
Nature of Production : MV Switchgear
Area of Marketing : Electricity Boards, Heavy
Industries, Power Plants
21
Departments & their Heads
ABB India Ltd. (Nashik Plant)
Head of the department Departments
Mr. Vinod Chopra. Location Business Head.
Mr. Manish Jaiswal Indoor Switchgear
Mr. Bankar Outdoor Switchgear
Mr. Dukkaipan Technology Centre
Mr. Amit Sharma Ring Main Unit
Mr. Deshpande Supply Chain Management
Mr. Ajay Kapadia Finance
Mr. Jacob Verghese Human Resource Department
Departments & their Heads
ABB India Ltd. (Nashik Plant)
Head of the department Departments
Mr. Vinod Chopra. Location Business Head.
Mr. Manish Jaiswal Indoor Switchgear
Mr. Bankar Outdoor Switchgear
Mr. Dukkaipan Technology Centre
Mr. Amit Sharma Ring Main Unit
Mr. Deshpande Supply Chain Management
Mr. Ajay Kapadia Finance
Mr. Jacob Verghese Human Resource Department
22
Company Mission and Goal
Mission: - ABB is a global leader in power and automation technology that
enable utility and industry consumers to improve their performance while lowering
environmental impact. ABB’s vision is to be The Value Creator.
ABB always try to achieve and maintain leadership with a focus on Technology
Reliability and Safety in an environment of Honesty, Transparency and Fairness and
contribute towards betterment of society.
Goal: - ABB always achieve a sustained Zero Complaint in the product. Company
always tries to secure health and safety of all employees and customers.
Company Mission and Goal
Mission: - ABB is a global leader in power and automation technology that
enable utility and industry consumers to improve their performance while lowering
environmental impact. ABB’s vision is to be The Value Creator.
ABB always try to achieve and maintain leadership with a focus on Technology
Reliability and Safety in an environment of Honesty, Transparency and Fairness and
contribute towards betterment of society.
Goal: - ABB always achieve a sustained Zero Complaint in the product. Company
always tries to secure health and safety of all employees and customers.
23
ABB is well acknowledged in India
Business Standard
Star MNC of the year
Institute of Marketing Management
Marketing King Award 2005
Helen Keller Award
By National Centre for the Promotion of Employment for
Disabled People (NCPEDP) for supporting the
differently - abled with livelihood
CNBC
Top Nifty stock performer 2005
Dun & Bradstreet – American Express Corporate Awards
Top Company in the Power Sector
Dalal Street Journal
Among India’s Top 5 fastest growing large companies
ABB is well acknowledged in India
Business Standard
Star MNC of the year
Institute of Marketing Management
Marketing King Award 2005
Helen Keller Award
By National Centre for the Promotion of Employment for
Disabled People (NCPEDP) for supporting the
differently - abled with livelihood
CNBC
Top Nifty stock performer 2005
Dun & Bradstreet – American Express Corporate Awards
Top Company in the Power Sector
Dalal Street Journal
Among India’s Top 5 fastest growing large companies
24
COMPANY POLICIES
QUALITY POLICY OF ABB NASIK:
The hallmark of Medium Voltage Switchgear Division shall be quality. All our
commitments, action and products must be recognized as an expression of quality.
The most important quality criterion is the satisfaction of company customers. ABB
must aim at maintaining their full confidence in us as a supplier. Company
undertaking a product must fulfill agreed terms. Every delivery should create a
recommendation for further business.
ENVIRONMENTAL POLICY OF ABB NASIK:
The present and further operations of BA-TMS will comply with current
environment standards and legislations. ABB will strive to prevent pollution and
develop manufacturing processes, production and services with reduced harmful
environmental impacts, which are safe to use and can be re-cycled or disposed
off in an environmentally acceptable manner. Company will focus on energy
conservation, waste reduction and education train and motivate employees to
carry out their tasks in an environmentally responsible manner. Company will
periodically conduct environmental Curtis and foster openness and dialogue
with internal and external parties on environmental matters.
MAJOR ACHIEVEMENT
In 1988, the reverse transfer of indigenous SF6 Circuit Breaker technology to
it collaborators in Europe reflected the strength of its R&D.
Again in 1988, the commissioning of the country’s first and largest in Asia,
back to back HVDC converter station for NTPC at Vindhyachal followed by the
second at Rihand.
In 1990 ABB commissioned the first combined cycle power plant at
Anta for NTPC in record time.
COMPANY POLICIES
QUALITY POLICY OF ABB NASIK:
The hallmark of Medium Voltage Switchgear Division shall be quality. All our
commitments, action and products must be recognized as an expression of quality.
The most important quality criterion is the satisfaction of company customers. ABB
must aim at maintaining their full confidence in us as a supplier. Company
undertaking a product must fulfill agreed terms. Every delivery should create a
recommendation for further business.
ENVIRONMENTAL POLICY OF ABB NASIK:
The present and further operations of BA-TMS will comply with current
environment standards and legislations. ABB will strive to prevent pollution and
develop manufacturing processes, production and services with reduced harmful
environmental impacts, which are safe to use and can be re-cycled or disposed
off in an environmentally acceptable manner. Company will focus on energy
conservation, waste reduction and education train and motivate employees to
carry out their tasks in an environmentally responsible manner. Company will
periodically conduct environmental Curtis and foster openness and dialogue
with internal and external parties on environmental matters.
MAJOR ACHIEVEMENT
In 1988, the reverse transfer of indigenous SF6 Circuit Breaker technology to
it collaborators in Europe reflected the strength of its R&D.
Again in 1988, the commissioning of the country’s first and largest in Asia,
back to back HVDC converter station for NTPC at Vindhyachal followed by the
second at Rihand.
In 1990 ABB commissioned the first combined cycle power plant at
Anta for NTPC in record time.
25
The execution of the combined cycle power plant for NTPC at Jhanor –
Gandhar is almost nearing completion.
In response to the heavy haulage demands of the Indian Railway, ABB
offered the techno economic solution to suit the existing infra-structure.
TRADE UNION
No. of Workers : 142
Type of Union : External
Name of Union : Association of engineering workers,
Mumbai
Address : ABB India Ltd,
Satpur MIDC, Nashik.
Established : 1979
Union Leader : Nana Suryawanshi
The execution of the combined cycle power plant for NTPC at Jhanor –
Gandhar is almost nearing completion.
In response to the heavy haulage demands of the Indian Railway, ABB
offered the techno economic solution to suit the existing infra-structure.
TRADE UNION
No. of Workers : 142
Type of Union : External
Name of Union : Association of engineering workers,
Mumbai
Address : ABB India Ltd,
Satpur MIDC, Nashik.
Established : 1979
Union Leader : Nana Suryawanshi
26
TYPES OF PRODUCTS
INDOOR CIRCUIT BREAKER:
1) sf6 cb and cubicle:
2) vaccum circuit breaker and cubicle:
TYPES OF PRODUCTS
INDOOR CIRCUIT BREAKER:
1) sf6 cb and cubicle:
2) vaccum circuit breaker and cubicle:
27
OUTDOOR CIRCUIT BREAKER
VACCUM CIRCUIT BREAKER WITH MAGNETIC ACTUATOR VM FEATURES:
1. HPA 12/1240 stands for that the breaker type is HPA rated for 12kv,
1250amps with short time current rating of 40ka for 1sec/3sec.
2. The breakers are of mainly two types – cassette type in which the
breaker can only be taken out for service over the channel provided over the
breaker door.
3. Cassette floor type in which the breaker along with PT can be taken
out for servicing.
4. In the indoor circuit breaker we can use both SF6as well as vacuum
while in the outdoor circuit breaker we only use vacuum.
OUTDOOR CIRCUIT BREAKER
VACCUM CIRCUIT BREAKER WITH MAGNETIC ACTUATOR VM FEATURES:
1. HPA 12/1240 stands for that the breaker type is HPA rated for 12kv,
1250amps with short time current rating of 40ka for 1sec/3sec.
2. The breakers are of mainly two types – cassette type in which the
breaker can only be taken out for service over the channel provided over the
breaker door.
3. Cassette floor type in which the breaker along with PT can be taken
out for servicing.
4. In the indoor circuit breaker we can use both SF6as well as vacuum
while in the outdoor circuit breaker we only use vacuum.
28
5. The cubicles are designed according to bus bar rating and whether it
is single bus bar type or double bus bar type. The single bus is used for small
current rating and double bus bar is used for higher current rating.
6. All the breakers and the cubicles are designed taking into
consideration of different IS and IEC specification.
7. In the entire breaker the operating mechanism is spring charging
mechanism but recently we are gradually shifting to magnetic actuator
mechanism. The advantage of using this are:-
- Few individual parts.
- Simple mechanical sequence.
- Extremely high reliability.
- High quality standards.
- Extremely long life.
- Maintenance free.
AIS - Assembly of low-voltage compartment
5. The cubicles are designed according to bus bar rating and whether it
is single bus bar type or double bus bar type. The single bus is used for small
current rating and double bus bar is used for higher current rating.
6. All the breakers and the cubicles are designed taking into
consideration of different IS and IEC specification.
7. In the entire breaker the operating mechanism is spring charging
mechanism but recently we are gradually shifting to magnetic actuator
mechanism. The advantage of using this are:-
- Few individual parts.
- Simple mechanical sequence.
- Extremely high reliability.
- High quality standards.
- Extremely long life.
- Maintenance free.
AIS - Assembly of low-voltage compartment
29
ABB SERVICES:
ABB PROVIDES DIFFERENT SERVICES IN THE DOMAIN OF HUMAN RESOURCES
MANAGEMENT. BELOW OUR BASIC SERVICES IN THIS DOMAIN:
1. Human resource planning
Human resource planning (HRP) is the continuous process of systematic planning
ahead to achieve optimum use of an organization's most valuable asset—quality
employees. Human resources planning ensures the best fit between employees
and jobs while avoiding manpower shortages or surpluses.
There are four key steps to the HRP process. They include analysing present labour
supply, forecasting labour demand, balancing projected labor demand with supply,
and supporting organizational goals. HRP is an important investment for any
business as it allows companies to remain both productive and profitable.
2. Human resource recruitment and selection
Recruitment and Selection is an important operation in HRM, designed to
maximize employee strength in order to meet the employer's strategic goals and
objectives. It is a process of sourcing, screening, shortlisting and selecting the
right candidates for the required vacant positions.
This is a brief introductory tutorial that explains different methods of hiring and
how to make effective and efficient utilization of Recruitment and Selection. In
addition, it also explains the best recruitment practices for specific requirements.
3. Training and career development
Career development training is designed to give professionals the opportunity to
evaluate and plan their employment futures, as well as expand their job- related
skills and knowledge. Many state and federal government agencies provide
employees with career development training opportunities.
ABB SERVICES:
ABB PROVIDES DIFFERENT SERVICES IN THE DOMAIN OF HUMAN RESOURCES
MANAGEMENT. BELOW OUR BASIC SERVICES IN THIS DOMAIN:
1. Human resource planning
Human resource planning (HRP) is the continuous process of systematic planning
ahead to achieve optimum use of an organization's most valuable asset—quality
employees. Human resources planning ensures the best fit between employees
and jobs while avoiding manpower shortages or surpluses.
There are four key steps to the HRP process. They include analysing present labour
supply, forecasting labour demand, balancing projected labor demand with supply,
and supporting organizational goals. HRP is an important investment for any
business as it allows companies to remain both productive and profitable.
2. Human resource recruitment and selection
Recruitment and Selection is an important operation in HRM, designed to
maximize employee strength in order to meet the employer's strategic goals and
objectives. It is a process of sourcing, screening, shortlisting and selecting the
right candidates for the required vacant positions.
This is a brief introductory tutorial that explains different methods of hiring and
how to make effective and efficient utilization of Recruitment and Selection. In
addition, it also explains the best recruitment practices for specific requirements.
3. Training and career development
Career development training is designed to give professionals the opportunity to
evaluate and plan their employment futures, as well as expand their job- related
skills and knowledge. Many state and federal government agencies provide
employees with career development training opportunities.
30
4. Compensation and benefits
Compensation and benefits refers to the compensation/salary and other
monetary and non-monetary benefits passed on by a firm to its employees.
Compensation and benefits is an important aspect of HRM as it helps to keep the
workforce motivated.
5. Human resource training programs
Training and development is one of the main functions of the human resource
management department. Training refers to a systematic setup where employees
are instructed and taught matters of technical knowledge related to their jobs.
6. Human resource services
Human resources involves tracking employee hours, administering benefits and
open enrollment, overseeing orientation and training, processing payroll and filing
taxes, and managing retirement plans.
4. Compensation and benefits
Compensation and benefits refers to the compensation/salary and other
monetary and non-monetary benefits passed on by a firm to its employees.
Compensation and benefits is an important aspect of HRM as it helps to keep the
workforce motivated.
5. Human resource training programs
Training and development is one of the main functions of the human resource
management department. Training refers to a systematic setup where employees
are instructed and taught matters of technical knowledge related to their jobs.
6. Human resource services
Human resources involves tracking employee hours, administering benefits and
open enrollment, overseeing orientation and training, processing payroll and filing
taxes, and managing retirement plans.
31
RECRUITMENT AND SELECTION PROCESS IN
ABB
RECRUITMENT AND SELECTION
In this service ABB will do the recruiting and selection process. This can be as an
integrated joint service or a company outsourced one. This service involves the
following tasks:
1. Identify the staffing management system for the organization. The staffing
management system will perform the following functionality:
A. Tracking application information
B. Scanning resumes
C. Making the information immediately accessible to line managers to search
online for internal and external talents.
1. Provide as much reliable and valid information as possible about applicants so
that their qualifications can be carefully matched with job specifications
2. Perform the screening process to short list candidates
3. Go through the interviewing process and provide the customer with the
recommended candidate or set of candidates
CAREER DEVELOPMENT:
ABB will set the guidelines for the organization to develop the employees career
and achieve a high retention rate within the organization. The guidelines will help
the organization to do the following tasks.
1. MATCH INDIVIDUAL AND ORGANIZATIONAL NEEDS
a. Encourage employee ownership of career
b. Create a supportive context.
c. Communicate direction of company
d. Establish mutual goal setting and planning
RECRUITMENT AND SELECTION PROCESS IN
ABB
RECRUITMENT AND SELECTION
In this service ABB will do the recruiting and selection process. This can be as an
integrated joint service or a company outsourced one. This service involves the
following tasks:
1. Identify the staffing management system for the organization. The staffing
management system will perform the following functionality:
A. Tracking application information
B. Scanning resumes
C. Making the information immediately accessible to line managers to search
online for internal and external talents.
1. Provide as much reliable and valid information as possible about applicants so
that their qualifications can be carefully matched with job specifications
2. Perform the screening process to short list candidates
3. Go through the interviewing process and provide the customer with the
recommended candidate or set of candidates
CAREER DEVELOPMENT:
ABB will set the guidelines for the organization to develop the employees career
and achieve a high retention rate within the organization. The guidelines will help
the organization to do the following tasks.
1. MATCH INDIVIDUAL AND ORGANIZATIONAL NEEDS
a. Encourage employee ownership of career
b. Create a supportive context.
c. Communicate direction of company
d. Establish mutual goal setting and planning
32
2. IDENTIFY CAREER OPPORTUNITIES & REQUIREMENTS
a. Identify future competency needs.
b. Establish job progression and career paths
c. Balance promotions, transfers, exits
3. INTRODUCE CAREER DEVELOPMENT INITIATIVES
a. Provide workshops
b. Provide career self management training
c. Give development feedback
COMPENSATION AND BENEFITS:
ABB will work closely with the customer to reach to the most suitable wage
structure that is compliant with the wage curve , pay grades , and rate ranges this
service will enable the customer to achieve the following:
1. To reward employees past performance
2. To remain competitive in the labour market
3. To attract new employees
4. To reduce unnecessary turnover
INCENTIVE REWARDS:
Incentive plans emphasize a shared focus on organizational objectives by
broadcasting the opportunities for incentive to the employees through the
organization
EMPLOYEE BENEFITS:
ABB will work with the customer to develop the most appropriate benefit plans.
These plans include, but not limited to the following:
2. IDENTIFY CAREER OPPORTUNITIES & REQUIREMENTS
a. Identify future competency needs.
b. Establish job progression and career paths
c. Balance promotions, transfers, exits
3. INTRODUCE CAREER DEVELOPMENT INITIATIVES
a. Provide workshops
b. Provide career self management training
c. Give development feedback
COMPENSATION AND BENEFITS:
ABB will work closely with the customer to reach to the most suitable wage
structure that is compliant with the wage curve , pay grades , and rate ranges this
service will enable the customer to achieve the following:
1. To reward employees past performance
2. To remain competitive in the labour market
3. To attract new employees
4. To reduce unnecessary turnover
INCENTIVE REWARDS:
Incentive plans emphasize a shared focus on organizational objectives by
broadcasting the opportunities for incentive to the employees through the
organization
EMPLOYEE BENEFITS:
ABB will work with the customer to develop the most appropriate benefit plans.
These plans include, but not limited to the following:
33
1. Pension
2. Worker’s compensation
3. Health benefits
HUMAN RESOURCE TRAINING PROGRAMS
ABB provides the following human resources programs:
1. Fundamentals of human resources
2. Strategic human resource planning
3. Performance management and appraisal
4. Recruitment, selection and hiring
1. Pension
2. Worker’s compensation
3. Health benefits
HUMAN RESOURCE TRAINING PROGRAMS
ABB provides the following human resources programs:
1. Fundamentals of human resources
2. Strategic human resource planning
3. Performance management and appraisal
4. Recruitment, selection and hiring
34
RESEARCH DESIGN
TITLE OF THE STUDY:
A study on” recruitment & selection process” with special reference to ABB
company
STATEMENT OF THE PROBLEM:
Recruitment and selection play a vital role in the organization, each organization
will have different recruiting and selection policies, these policies will help to know
about how the employees are recruited and selected to the organization. If any
flaws in both the process would affect the overall performance and directly has an
impact on productivity. Hence this particular function of human resources is very
important. Therefore, this study is conducted to study in detail the recruitment and
selection process at abb.
OBJECTIVES OF THE STUDY:
To analyse & interpret the recruitment & selection process in ABB. To analyse the
role & importance of personnel department in recruiting an employee. To know
about the various essential factors that should be considered before selecting a
person. To give suggestions if any to improve the recruitment and selection process
at ABB.
SCOPE OF THE STUDY:
The study is confined to the recruitment and selection process at ABB services, The
study is also helpful in finding out the respondent’s opinion toward the certain
attributes and their opinion on recruitment and selection process.
RESEARCH DESIGN
TITLE OF THE STUDY:
A study on” recruitment & selection process” with special reference to ABB
company
STATEMENT OF THE PROBLEM:
Recruitment and selection play a vital role in the organization, each organization
will have different recruiting and selection policies, these policies will help to know
about how the employees are recruited and selected to the organization. If any
flaws in both the process would affect the overall performance and directly has an
impact on productivity. Hence this particular function of human resources is very
important. Therefore, this study is conducted to study in detail the recruitment and
selection process at abb.
OBJECTIVES OF THE STUDY:
To analyse & interpret the recruitment & selection process in ABB. To analyse the
role & importance of personnel department in recruiting an employee. To know
about the various essential factors that should be considered before selecting a
person. To give suggestions if any to improve the recruitment and selection process
at ABB.
SCOPE OF THE STUDY:
The study is confined to the recruitment and selection process at ABB services, The
study is also helpful in finding out the respondent’s opinion toward the certain
attributes and their opinion on recruitment and selection process.
35
RESEARCH METHODOLOGY:
The research method of the study explains the systematic way of findings to the
predetermined objectives. Moreover, this provides a clear path to accomplish and
achieve a clear solution for the problem stated. The following are the stages
through which the research has passed to obtain the conclusions.
1. Define the research problem
2. Review the literature
3. Design research
4. Collection of data
5. Analyse data
6. Report the data
SAMPLE SIZE:
The study is conducted at ABB, Nashik with a simple sample size of only 15
employees.
LIMITATIONS OF THE STUDY:
There was a time restriction of 1 day, so the study was conducted by selecting a
sample of 15 respondents and the facts and findings may not represent a true
picture of the procedure followed in the organization.
SOURCES OF DATA:
Data can be gathered from two places: internal and external sources. The
information collected from internal sources is called "primary data," while the
information gathered from outside references is called "secondary data." Data
analysis must be collected through primary or secondary research.
THE PRIMARY DATA:
• Primary data means first-hand information collected by an investigator.
• It is collected for the first time.
• It is original and more reliable.
RESEARCH METHODOLOGY:
The research method of the study explains the systematic way of findings to the
predetermined objectives. Moreover, this provides a clear path to accomplish and
achieve a clear solution for the problem stated. The following are the stages
through which the research has passed to obtain the conclusions.
1. Define the research problem
2. Review the literature
3. Design research
4. Collection of data
5. Analyse data
6. Report the data
SAMPLE SIZE:
The study is conducted at ABB, Nashik with a simple sample size of only 15
employees.
LIMITATIONS OF THE STUDY:
There was a time restriction of 1 day, so the study was conducted by selecting a
sample of 15 respondents and the facts and findings may not represent a true
picture of the procedure followed in the organization.
SOURCES OF DATA:
Data can be gathered from two places: internal and external sources. The
information collected from internal sources is called "primary data," while the
information gathered from outside references is called "secondary data." Data
analysis must be collected through primary or secondary research.
THE PRIMARY DATA:
• Primary data means first-hand information collected by an investigator.
• It is collected for the first time.
• It is original and more reliable.
36
• For example, the population census conducted by the government of India
after every ten years is primary data.
Methods of primary data
▪ Direct personal investigation.
▪ Indirect oral investigation.
▪ Information through correspondents.
▪ Telephonic interview.
▪ questionnaire. ▪ Observations.
THE SECONDARY DATA:
• Secondary data refers to second-hand information.
• It is not originally collected and rather obtained from already published or
unpublished sources.
• For example, the address of a person taken from the telephone directory or
the phone number of a company taken from Just Dial are secondary data.
Methods of secondary data
• Books
• Essay
• Internet
• Newspaper
• For example, the population census conducted by the government of India
after every ten years is primary data.
Methods of primary data
▪ Direct personal investigation.
▪ Indirect oral investigation.
▪ Information through correspondents.
▪ Telephonic interview.
▪ questionnaire. ▪ Observations.
THE SECONDARY DATA:
• Secondary data refers to second-hand information.
• It is not originally collected and rather obtained from already published or
unpublished sources.
• For example, the address of a person taken from the telephone directory or
the phone number of a company taken from Just Dial are secondary data.
Methods of secondary data
• Books
• Essay
• Internet
• Newspaper
37
DATA SOURCE & DATA COLLECTION:
For the study, the following sources of data are used.
1. Primary data: Primary data refers to the collection of first-hand data.
Data is collected through
• Questionnaire
• Observations
Questionnaire: The questionnaire is prepared and circulated to the
employees to know their opinion.
Observations: Observations were done during the visit to the
organization.
2. Secondary data: Secondary data refers to the data, which is not newly
generated but rather obtained from.
• Published sources.
• Unpolished sources i.e., information about the performance
of the company
• Report on the study.
• Review of literature etc.
DATA SOURCE & DATA COLLECTION:
For the study, the following sources of data are used.
1. Primary data: Primary data refers to the collection of first-hand data.
Data is collected through
• Questionnaire
• Observations
Questionnaire: The questionnaire is prepared and circulated to the
employees to know their opinion.
Observations: Observations were done during the visit to the
organization.
2. Secondary data: Secondary data refers to the data, which is not newly
generated but rather obtained from.
• Published sources.
• Unpolished sources i.e., information about the performance
of the company
• Report on the study.
• Review of literature etc.
38
DATA ANALYSIS & INTERPRETATION
TABLE:
SOURCE OF INFORMATION ON JOB VACANCY
Sr. NO. PARTICULARS NO. OF
RESPONDENTS
% OF
RESPONDENTS
1 Newspaper 12 24
2 Poster 19 38
3 Campus
Interview
6 12
4 Friends 10 20
5 Reference 3 06
Total 50 100
SOURCE: PRIMARY DATA ANALYSIS:
From The Above Table, 24% Of The Respondents Come To Know About The
Job Vacancy Through Newspaper, 38% Through Posters, 12% Through Campus
Interview, & 20% Through Friends. And 6% By References
GRAPH: SOURCE OF INFORMATION ON JOB VACANCY
DATA ANALYSIS & INTERPRETATION
TABLE:
SOURCE OF INFORMATION ON JOB VACANCY
Sr. NO. PARTICULARS NO. OF
RESPONDENTS
% OF
RESPONDENTS
1 Newspaper 12 24
2 Poster 19 38
3 Campus
Interview
6 12
4 Friends 10 20
5 Reference 3 06
Total 50 100
SOURCE: PRIMARY DATA ANALYSIS:
From The Above Table, 24% Of The Respondents Come To Know About The
Job Vacancy Through Newspaper, 38% Through Posters, 12% Through Campus
Interview, & 20% Through Friends. And 6% By References
GRAPH: SOURCE OF INFORMATION ON JOB VACANCY
39
INTERPRETATION:
Most of the respondents came to know of the vacancy only through poster. The
company advertisement through newspapers and posters are good but it has to
take care in increasing its campus recruitment and developing other types of media.
TABLE:
EMPLOYEE PERCEPTION OVER THE RECRUITMENT POLICY
Sr. no PARTICULARS NO. Of
RESPONDENTS
% Of
RESPONDENTS
1 Excellent 17 34
2 Good 08 16
3 Above Average 12 24
4 Average 08 16
5 Below Average 5 10
Total 50 100
SOURCE: PRIMARY DATA
ANALYSIS
From the above table, 34% are related the recruitment policy of ABB industries is
excellent, 16% are as good, 24% as above average, 16% as average, 10% are as
below average.
GRAPH: EMPLOYEE PERCEPTION OVER THE RECRUITMENT POLICY.
INTERPRETATION:
Most of the respondents came to know of the vacancy only through poster. The
company advertisement through newspapers and posters are good but it has to
take care in increasing its campus recruitment and developing other types of media.
TABLE:
EMPLOYEE PERCEPTION OVER THE RECRUITMENT POLICY
Sr. no PARTICULARS NO. Of
RESPONDENTS
% Of
RESPONDENTS
1 Excellent 17 34
2 Good 08 16
3 Above Average 12 24
4 Average 08 16
5 Below Average 5 10
Total 50 100
SOURCE: PRIMARY DATA
ANALYSIS
From the above table, 34% are related the recruitment policy of ABB industries is
excellent, 16% are as good, 24% as above average, 16% as average, 10% are as
below average.
GRAPH: EMPLOYEE PERCEPTION OVER THE RECRUITMENT POLICY.
40
INTERPRETATION
Majority of the employees feels that the recruitment policy of the organization is
excellent
TABLE:
ROUNDS OF INTERVIEW CONDUCTED
Sr.NO PARTICULARS NO.OF
RESPONDENTS
% OF
RESPONDENTS
1 1-3 28 56
2 3-5 19 38
3 More Than 5 03 6
Total 50 100
SOURCE: - PRIMARY DATA
ANALYSIS
From the above table 56% respondents feel only 1 to 3 rounds are conducted in
interview process, 38% respondents feel 3 to 5 rounds are conducted in interview
process and 6% respondents feel more than 5 rounds are conducted in interview
process.
GRAPH: ROUNDS OF INTERVIEW CONDUCTED
INTERPRETATION
Majority of the employees feels that the recruitment policy of the organization is
excellent
TABLE:
ROUNDS OF INTERVIEW CONDUCTED
Sr.NO PARTICULARS NO.OF
RESPONDENTS
% OF
RESPONDENTS
1 1-3 28 56
2 3-5 19 38
3 More Than 5 03 6
Total 50 100
SOURCE: - PRIMARY DATA
ANALYSIS
From the above table 56% respondents feel only 1 to 3 rounds are conducted in
interview process, 38% respondents feel 3 to 5 rounds are conducted in interview
process and 6% respondents feel more than 5 rounds are conducted in interview
process.
GRAPH: ROUNDS OF INTERVIEW CONDUCTED
41
INTERPRETATION
From the analysis it can be inferred that majority of the employment were
selected through W.T + P.T + T.I
TABLE:
SOURCES OF RECRUITMENT
Sr.NO PARTICULARS NO.OF
RESPONDENTS
% OF
RESPONDENTS
1 Internal Sources 24 48
2 External Sources 18 36
3 Both 08 16
Total 50 100
SOURCE: - PRIMARY DATA ANALYSIS:
From the above table 48% of the respondents prefer internal source of
recruitment, 36%respondents prefer external source of recruitment and 16%
prefer.
GRAPH: SOURCES OF RECRUITMENT
INTERPRETATION
From the analysis it can be inferred that majority of the employment were
selected through W.T + P.T + T.I
TABLE:
SOURCES OF RECRUITMENT
Sr.NO PARTICULARS NO.OF
RESPONDENTS
% OF
RESPONDENTS
1 Internal Sources 24 48
2 External Sources 18 36
3 Both 08 16
Total 50 100
SOURCE: - PRIMARY DATA ANALYSIS:
From the above table 48% of the respondents prefer internal source of
recruitment, 36%respondents prefer external source of recruitment and 16%
prefer.
GRAPH: SOURCES OF RECRUITMENT
42
INTERPRETATION
As Few of The Employees Are Not Satisfied with The Rounds Of Interview
Conducted During the Recruitment Organization Has To Take A Due Care in
Deciding the Interview Rounds and Create The Awareness Among the Candidates
Its Importance in Identifying Their Potentials.
TABLE:
FACTORS CONSIDERED FOR SELECTION OF WORKERS
Sr.
NO
PARTICULARS NO. OF
RESPONDENTS
% OF
RESPONDENTDS
1 Intelligence 14 28
2 Expertise 22 44
3 Training Program 08 16
4 Job Performs 03 6
5 Any Other 03 6
Total 50 100
SOURCE: PRIMARY DATA
INTERPRETATION
As Few of The Employees Are Not Satisfied with The Rounds Of Interview
Conducted During the Recruitment Organization Has To Take A Due Care in
Deciding the Interview Rounds and Create The Awareness Among the Candidates
Its Importance in Identifying Their Potentials.
TABLE:
FACTORS CONSIDERED FOR SELECTION OF WORKERS
Sr.
NO
PARTICULARS NO. OF
RESPONDENTS
% OF
RESPONDENTDS
1 Intelligence 14 28
2 Expertise 22 44
3 Training Program 08 16
4 Job Performs 03 6
5 Any Other 03 6
Total 50 100
SOURCE: PRIMARY DATA
43
ANALYSIS
From The Above Total 28% Are Selected Through Intelligence, 44% Through
Experience, 16% Through Training Program, 6% Through Job Performance & 6%
Through Any Other Selections.
GRAPH: FACTORS CONSIDERED FOR SELECTION OF WORKERS
INTERPRETATION
From The Above Graph, It Is Interpreted That The Company Recruits Or Give More
Importance To The Experienced Persons.
TABLE:
SHOWING THE PROCESS OF SELECTION.
Written Test (W.T) Group Discussion (G.D)
Personnel Interview (P.I) Technical Interview (T.I)
General Interview (G.I)
Sr. NO PARTICULARS NO. OF
RESPONDENTS
% OF
RESPONDENTS
1 W. T + G. D + P. I + T. I 14 28
2 W. T + P. I + T. I 18 36
3 P. I + T. I 9 18
4 T. I + G. I 6 12
ANALYSIS
From The Above Total 28% Are Selected Through Intelligence, 44% Through
Experience, 16% Through Training Program, 6% Through Job Performance & 6%
Through Any Other Selections.
GRAPH: FACTORS CONSIDERED FOR SELECTION OF WORKERS
INTERPRETATION
From The Above Graph, It Is Interpreted That The Company Recruits Or Give More
Importance To The Experienced Persons.
TABLE:
SHOWING THE PROCESS OF SELECTION.
Written Test (W.T) Group Discussion (G.D)
Personnel Interview (P.I) Technical Interview (T.I)
General Interview (G.I)
Sr. NO PARTICULARS NO. OF
RESPONDENTS
% OF
RESPONDENTS
1 W. T + G. D + P. I + T. I 14 28
2 W. T + P. I + T. I 18 36
3 P. I + T. I 9 18
4 T. I + G. I 6 12
44
5 G. I 3 06
Total 50 100
SOURCE: PRIMARY DATA
ANALYSIS
From The Above Total, 28% Were Selected Through W.T + G.D + P.T + T.I,36%
Through W.T + P.I + T.I,18% Through P.I + T.I,12% Through T.I +
G.I,06% Through G.I.
GRAPH: SHOWING THE PROCESS OF SELECTION.
INTERPRETATION
The Above Graph Shows That the Organization Utilizes the Sources Effectively
TABLE: SATISFACTION OF EMPLOYEES ON THE INTERVIEW
PROCESS
Sr.
NO
PARTICULARS NO. OF
RESPONDENTS
% OF
RESPONDENTS
1 Yes 15 30
2 No 20 40
3 To Some Extent 15 30
Total 50 100
SOURCE: - PRIMARY DATA ANALYSIS:
5 G. I 3 06
Total 50 100
SOURCE: PRIMARY DATA
ANALYSIS
From The Above Total, 28% Were Selected Through W.T + G.D + P.T + T.I,36%
Through W.T + P.I + T.I,18% Through P.I + T.I,12% Through T.I +
G.I,06% Through G.I.
GRAPH: SHOWING THE PROCESS OF SELECTION.
INTERPRETATION
The Above Graph Shows That the Organization Utilizes the Sources Effectively
TABLE: SATISFACTION OF EMPLOYEES ON THE INTERVIEW
PROCESS
Sr.
NO
PARTICULARS NO. OF
RESPONDENTS
% OF
RESPONDENTS
1 Yes 15 30
2 No 20 40
3 To Some Extent 15 30
Total 50 100
SOURCE: - PRIMARY DATA ANALYSIS:
45
From The Above Table, 30% Of Respondents Satisfied With Interview Process, 40%
Has Not Satisfied& 30% Of Respondents Reacted As To Some Extent.
GRAPH: SATISFACTION ON THE INTERVIEW PROCESS
INTERPRETATION
From The Above It Is Clear That Certain Employees Are Not Satisfied With
The Interview Process During The Recruitment And Selection Process. The
Organization Has To Take Keen Interest Towards Framing The Interview Process
Which Helps In Identifying The Potential Talent.
TABLE:
SOURCES FOR INTERNAL RECRUITMENT
Sr.
NO
PARTICULARS NO. OF
RESPONDENTS
% OF
RESPONDENTS
1 Deceased/Disabled/Employees 08 16
2 Present Permanent Employees 22 44
3 Present Temporary Employees 16 32
4 Retrenched/Retired/
Employees
04 08
Total 50 100
SOURCE: PRIMARY DATA
From The Above Table, 30% Of Respondents Satisfied With Interview Process, 40%
Has Not Satisfied& 30% Of Respondents Reacted As To Some Extent.
GRAPH: SATISFACTION ON THE INTERVIEW PROCESS
INTERPRETATION
From The Above It Is Clear That Certain Employees Are Not Satisfied With
The Interview Process During The Recruitment And Selection Process. The
Organization Has To Take Keen Interest Towards Framing The Interview Process
Which Helps In Identifying The Potential Talent.
TABLE:
SOURCES FOR INTERNAL RECRUITMENT
Sr.
NO
PARTICULARS NO. OF
RESPONDENTS
% OF
RESPONDENTS
1 Deceased/Disabled/Employees 08 16
2 Present Permanent Employees 22 44
3 Present Temporary Employees 16 32
4 Retrenched/Retired/
Employees
04 08
Total 50 100
SOURCE: PRIMARY DATA
46
ANALYSIS
From The Above Table 16% Of The Respondents Responded
Deceased/Disabled/Employees As Source Of Internal Recruitment, 44%
Responded Present Permanent Employees As Source Of Internal Recruitment,
32% Responded Present Temporary Employees And 8% As Retrenched / Retired /
Employees
GRAPH: SHOWING SOURCES FOR INTERNAL RECRUITMENT
INTERPRETATION
The Organization Can Make Use Of Present Temporary Sources If They Are
Valuable.
TABLE:
SOURCES OF EXTERNAL RECRUITMENT
Sr.
NO
PARTICULARS NO. OF
RESPONDENTS
% OF
RESPONDENTS
1 Campus Interviews 10 20
2 Employment Agencies 33 66
3 Data Bank 05 10
4 Others 02 04
Total 50 100
SOURCE: - PRIMARY DATA
ANALYSIS
From The Above Table 16% Of The Respondents Responded
Deceased/Disabled/Employees As Source Of Internal Recruitment, 44%
Responded Present Permanent Employees As Source Of Internal Recruitment,
32% Responded Present Temporary Employees And 8% As Retrenched / Retired /
Employees
GRAPH: SHOWING SOURCES FOR INTERNAL RECRUITMENT
INTERPRETATION
The Organization Can Make Use Of Present Temporary Sources If They Are
Valuable.
TABLE:
SOURCES OF EXTERNAL RECRUITMENT
Sr.
NO
PARTICULARS NO. OF
RESPONDENTS
% OF
RESPONDENTS
1 Campus Interviews 10 20
2 Employment Agencies 33 66
3 Data Bank 05 10
4 Others 02 04
Total 50 100
SOURCE: - PRIMARY DATA
47
ANALYSIS
From The Above Table ,20% Of The Respondents Feel That Campus
Interviews Are The Source Of External Recruitment,66% Of The Respondents
Feel That Employment Agencies Are The Source Of External
Recruitment,10%Of The Respondents That Data Bank Are The Source Of External
Recruitment,04% Of The Respondents That Others Are The Source Of External
Recruitment.
GRAPH: SOURCE OF EXTERNAL RECRUITMENT
INTERPRETATION
From The Above Graph It Is Clear That Mostly The Organization Is Looking
For The External Source, It Reveals That There Is Infusion Of Fresh Blood In
To The Organization Where Organization Also Needs To Motivate The
Employees Needs To Employee Referral Program By Providing Incentives As They
Make Recruitment
TABLE:
FORM OF INTERVIEW EMPLOYEE PREFER
Sr.NO PARTICULARS NO. OF
RESPONDENTS
% OF
RESPONDENTS
1 Personal Interview 35 70
2 Telephonic Interview 10 20
3 Video Conferencing 05 10
ANALYSIS
From The Above Table ,20% Of The Respondents Feel That Campus
Interviews Are The Source Of External Recruitment,66% Of The Respondents
Feel That Employment Agencies Are The Source Of External
Recruitment,10%Of The Respondents That Data Bank Are The Source Of External
Recruitment,04% Of The Respondents That Others Are The Source Of External
Recruitment.
GRAPH: SOURCE OF EXTERNAL RECRUITMENT
INTERPRETATION
From The Above Graph It Is Clear That Mostly The Organization Is Looking
For The External Source, It Reveals That There Is Infusion Of Fresh Blood In
To The Organization Where Organization Also Needs To Motivate The
Employees Needs To Employee Referral Program By Providing Incentives As They
Make Recruitment
TABLE:
FORM OF INTERVIEW EMPLOYEE PREFER
Sr.NO PARTICULARS NO. OF
RESPONDENTS
% OF
RESPONDENTS
1 Personal Interview 35 70
2 Telephonic Interview 10 20
3 Video Conferencing 05 10
48
Total 50 100
SOURCE: PRIMARY DATA
ANALYSIS
From The Above Table 70% Of Respondents Prefer Personal Interview 20% Of
Respondents Prefer Telephonic Interview10% Of Respondents Prefer
Telephonic Interview Video Conferencing
GRAPH: FORM OF INTERVIEW EMPLOYEE PREFER
INTERPRETATION
Even Though Very Few Employees Do Prefer The Telephonic And Video
Conferencing Which Paves The Way For The Organization To Create Such An
Environment Towards Conducting The Interview So That Organization Identifies
The Right Candidate.
TABLE: DURATION OF THE RECRUITMENT PROCEDURE
Sr.
NO
PARTICULARS NO. OF
RESPONDENTS
% OF
RESPONDENTS
1 Short 28 56
2 Average 11 22
Total 50 100
SOURCE: PRIMARY DATA
ANALYSIS
From The Above Table 70% Of Respondents Prefer Personal Interview 20% Of
Respondents Prefer Telephonic Interview10% Of Respondents Prefer
Telephonic Interview Video Conferencing
GRAPH: FORM OF INTERVIEW EMPLOYEE PREFER
INTERPRETATION
Even Though Very Few Employees Do Prefer The Telephonic And Video
Conferencing Which Paves The Way For The Organization To Create Such An
Environment Towards Conducting The Interview So That Organization Identifies
The Right Candidate.
TABLE: DURATION OF THE RECRUITMENT PROCEDURE
Sr.
NO
PARTICULARS NO. OF
RESPONDENTS
% OF
RESPONDENTS
1 Short 28 56
2 Average 11 22
49
3 Long 05 10
4 Very Long 04 08
5 Can’t Say 02 04
Total 50 100
SOURCE: - PRIMARY DATA
ANALYSIS
From The Above Table, 56%Respondents Feel Short Duration Needed For
Recruitment Procedure, 22% Respondents Feel Average Duration Needed For
Recruitment Procedure, 10% Respondents Feel Long Duration Needed For
Recruitment Procedure, 8% Respondents Feel Very Long Duration Needed For
Recruitment Procedure& 04% Respondents Feel Neutral About Needed For
Recruitment Procedure.
GRAPH: DURATION OF THE RECRUITMENT PROCEDURE
INTERPRETATION
Organization Is Taking Different Time Durations For Different Candidates In The
Recruitment Process
TABLE:
SATISFACTION LEVEL OF EMPLOYEES IN THE RECRUITMENT & SELECTION
PROCESS.
Sr.
NO
PARTICULARS NO. OF
RESPONDENTS
% OF
RESPONDENTS
3 Long 05 10
4 Very Long 04 08
5 Can’t Say 02 04
Total 50 100
SOURCE: - PRIMARY DATA
ANALYSIS
From The Above Table, 56%Respondents Feel Short Duration Needed For
Recruitment Procedure, 22% Respondents Feel Average Duration Needed For
Recruitment Procedure, 10% Respondents Feel Long Duration Needed For
Recruitment Procedure, 8% Respondents Feel Very Long Duration Needed For
Recruitment Procedure& 04% Respondents Feel Neutral About Needed For
Recruitment Procedure.
GRAPH: DURATION OF THE RECRUITMENT PROCEDURE
INTERPRETATION
Organization Is Taking Different Time Durations For Different Candidates In The
Recruitment Process
TABLE:
SATISFACTION LEVEL OF EMPLOYEES IN THE RECRUITMENT & SELECTION
PROCESS.
Sr.
NO
PARTICULARS NO. OF
RESPONDENTS
% OF
RESPONDENTS
50
1 Totally 25 50
2 Partially 25 50
Total 50 100
SOURCE: PRIMARY DATA
ANALYSIS
From The Above Table, 50% Of The Employee Is Totally Satisfied Of The
Recruitment And Selection Process & 50 %Are Partially Satisfied
GRAPH: SHOWING SATISFACTION LEVEL OF EMPLOYEES IN THE RECRUITMENT
PROCESS
1 Totally 25 50
2 Partially 25 50
Total 50 100
SOURCE: PRIMARY DATA
ANALYSIS
From The Above Table, 50% Of The Employee Is Totally Satisfied Of The
Recruitment And Selection Process & 50 %Are Partially Satisfied
GRAPH: SHOWING SATISFACTION LEVEL OF EMPLOYEES IN THE RECRUITMENT
PROCESS
51
FINDINGS SUGGESTIONS AND CONCLUSIONS SUMMARY
OF FINDINGS:
1.Most of The Respondents Came to Know of The Vacancy Only Through
Posters.
2.Employees Opined That Recruitment Policy of The Company Is Excellent
3.Interview Process of the Organization Is Satisfactory It Creates More Awareness
About the Job Among the Candidates
4.In the Workers Selection Process Company Recruits or Giving More Importance
to The Experienced Person
5.Majority of The Respondents Are Selected Through the Written Test,
Personal Interview and Technical Interview
6. Organization Utilizes Both Internal as Well as External Sources
7.Interview Process During the Recruitment and Selection Process Are Not
Satisfactory
8.Organization Gives More Importance for Internal Resources in Recruitment and
Selection Process
9.Organization Taking External Sources from Employment Agencies
10.Major Form of Interview from The Organization Is Personal Interview
11.Duration of The Recruitment Process in The Organization Is Different for
Different Candidates
12.There Is Partial Opinion Among the Employees About the Satisfaction of
Recruitment and Selection Process
FINDINGS SUGGESTIONS AND CONCLUSIONS SUMMARY
OF FINDINGS:
1.Most of The Respondents Came to Know of The Vacancy Only Through
Posters.
2.Employees Opined That Recruitment Policy of The Company Is Excellent
3.Interview Process of the Organization Is Satisfactory It Creates More Awareness
About the Job Among the Candidates
4.In the Workers Selection Process Company Recruits or Giving More Importance
to The Experienced Person
5.Majority of The Respondents Are Selected Through the Written Test,
Personal Interview and Technical Interview
6. Organization Utilizes Both Internal as Well as External Sources
7.Interview Process During the Recruitment and Selection Process Are Not
Satisfactory
8.Organization Gives More Importance for Internal Resources in Recruitment and
Selection Process
9.Organization Taking External Sources from Employment Agencies
10.Major Form of Interview from The Organization Is Personal Interview
11.Duration of The Recruitment Process in The Organization Is Different for
Different Candidates
12.There Is Partial Opinion Among the Employees About the Satisfaction of
Recruitment and Selection Process
52
SUGGESTIONS:
The recruitment & selection policies of ABB industry fairly, systematic & sound. As
there is always scope for improvement the following recommendations are given
below.
1.Advertisement Policy of The Company Is Very Good and Should Include More
Systematic Way of Advertisements.
2.Company Should Give Much More Importance for Freshers Also Rather Than
Only Giving Importance To Experienced People.
3.Interview Process During the Recruitment and Selection Process Should Be at Its
Standard
4.Organization Should Give More Importance for Campus Recruitment Process
5.Organization Should Provide More Rewards, Incentives For The Employees It
Will Help To Make Good Relationship with Employees
SUGGESTIONS:
The recruitment & selection policies of ABB industry fairly, systematic & sound. As
there is always scope for improvement the following recommendations are given
below.
1.Advertisement Policy of The Company Is Very Good and Should Include More
Systematic Way of Advertisements.
2.Company Should Give Much More Importance for Freshers Also Rather Than
Only Giving Importance To Experienced People.
3.Interview Process During the Recruitment and Selection Process Should Be at Its
Standard
4.Organization Should Give More Importance for Campus Recruitment Process
5.Organization Should Provide More Rewards, Incentives For The Employees It
Will Help To Make Good Relationship with Employees
53
CONCLUSION:
Organization may be a consulting agency, manufacturing firm, a business
concern, an insurance company & other institution. It is through the combined
efforts of the people that monetary & material resources are utilized for
organizational objectives without human efforts organization cannot accomplish
their objectives.
“right people for the right job” or else the company as well as society has to pay a
huge penalty.
Recruitment plays a vital role in the development of the organization.
Recruitment is an important procedure in building an effective team improving
the proficiency. The success of the organization is measured by effective team,
which come s in to existences by efficient recruitment & selection process.
The primary functions of human resource is to select right people for the
right job, so that work could be done at the right time. The major objective of the
study was to study various recruitment procedure to analysis the effectiveness of
the organization, to suggest various measures to make recruitment & selection
procedure effective
CONCLUSION:
Organization may be a consulting agency, manufacturing firm, a business
concern, an insurance company & other institution. It is through the combined
efforts of the people that monetary & material resources are utilized for
organizational objectives without human efforts organization cannot accomplish
their objectives.
“right people for the right job” or else the company as well as society has to pay a
huge penalty.
Recruitment plays a vital role in the development of the organization.
Recruitment is an important procedure in building an effective team improving
the proficiency. The success of the organization is measured by effective team,
which come s in to existences by efficient recruitment & selection process.
The primary functions of human resource is to select right people for the
right job, so that work could be done at the right time. The major objective of the
study was to study various recruitment procedure to analysis the effectiveness of
the organization, to suggest various measures to make recruitment & selection
procedure effective
54
BIBLOGRAPHY
BOOKS:
human resource management principles and practices
Human resource development and management WEBSITES:
http:/hr.ucr.edu/recruitment/guidelines/process.html
http:/www.cdu.edu.au/ohrs/contactsinformation/recruitment-
selection.html
http://www.managementstudyguide.com/differencebetween-
recruitmentselection.html www.abb.com
BIBLOGRAPHY
BOOKS:
human resource management principles and practices
Human resource development and management WEBSITES:
http:/hr.ucr.edu/recruitment/guidelines/process.html
http:/www.cdu.edu.au/ohrs/contactsinformation/recruitment-
selection.html
http://www.managementstudyguide.com/differencebetween-
recruitmentselection.html www.abb.com
55
ANNEXURE
Questionnaire
1.How Did You Come To Know About Job Vacancy Organization?
Newspapers
Posters
Campus Interview
Friends
Reference
2. How Do You Feel About The Recruitment Policy Of Organization?
Excellent
Good
Above Average
Average
Below Average.
3. How Many Rounds of Interviews Are Conducted?
1-3
3-5
More Than 5
4. What Sources You Prefer for Recruitment and Selection?
Internal Sources
External Sources
Both
5. Factors Considered for Selection of Process?
Intelligence
Experience
Training Program
Job Performance
Any Other
ANNEXURE
Questionnaire
1.How Did You Come To Know About Job Vacancy Organization?
Newspapers
Posters
Campus Interview
Friends
Reference
2. How Do You Feel About The Recruitment Policy Of Organization?
Excellent
Good
Above Average
Average
Below Average.
3. How Many Rounds of Interviews Are Conducted?
1-3
3-5
More Than 5
4. What Sources You Prefer for Recruitment and Selection?
Internal Sources
External Sources
Both
5. Factors Considered for Selection of Process?
Intelligence
Experience
Training Program
Job Performance
Any Other
56
6.What Was the Process of Selection?
Written Test + Group Discussion + Personnel ➢ Interview + Technical
Interview.
Written Test + Personal Interview + Technical
Personal Interview + Technical Interview
Technical Interview
General Interview
7.Are You Satisfied with Round of Interviews Conducted?
Yes
No
To Some Extent
Can’t Say
8. What Are the Sources for Internal Sourcing Among the Following?
Diseased / Disabled/ Employees
Present Permanent Employees
Present Temporary Employees
Retrenched Retired Employees
9. What Are the Sources for External Sourcing Among the Following?
Campus Interview
Recruitment Agency
Data Bank
Other
10.What Form of Interview Did You Prefer?
Personal Interview
Telephonic Interview
Video Conferencing
11. How the Duration of The Recruitment Procedure?
Short
Average
6.What Was the Process of Selection?
Written Test + Group Discussion + Personnel ➢ Interview + Technical
Interview.
Written Test + Personal Interview + Technical
Personal Interview + Technical Interview
Technical Interview
General Interview
7.Are You Satisfied with Round of Interviews Conducted?
Yes
No
To Some Extent
Can’t Say
8. What Are the Sources for Internal Sourcing Among the Following?
Diseased / Disabled/ Employees
Present Permanent Employees
Present Temporary Employees
Retrenched Retired Employees
9. What Are the Sources for External Sourcing Among the Following?
Campus Interview
Recruitment Agency
Data Bank
Other
10.What Form of Interview Did You Prefer?
Personal Interview
Telephonic Interview
Video Conferencing
11. How the Duration of The Recruitment Procedure?
Short
Average
57
Long
Very Long
Can’t Say
12. Are You Satisfied with Recruitment Policy?
Totally
Partially
Not At All
Long
Very Long
Can’t Say
12. Are You Satisfied with Recruitment Policy?
Totally
Partially
Not At All
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