A Dissertation Report on

Summer Internship Project on

Recruitment and Selection.

Submitted in partial fulfilment of the requirements

of the degree of

Master of Management Studies

in

HUMAN RESOURCE

by

VAISHNAVI ASHOK VYAWAHARE

(Roll No.: 39)

Kala Institute of Management Studies & Research

UNIVERSITY OF MUMBAI

Year: 2019-20
1
2
 Certificate.

This is to certify that the dissertation entitled “Susha Consultancy Pvt Ltd” is

a Bonafide work of “Vaishnavi Ashok Vyawahare” (Roll No.: 39)

submitted to University of Mumbai in partial fulfilment of the requirement for
the award of the degree of “Masters of Management Studies” in “Human
Resource ”.

_ _
Guide External Examiner

Date: _/ _/ _

Place: _

College Seal

3
 Declaration.

I declare that this written submission represents my ideas in my own words and where

others ideas or words have been included, I have adequately cited and referenced the

original of academic honesty and integrity and have not misrepresented or abdicated

or falsified any idea/data/fact/source in my submission. I understand that any violation

of the above will be cause for disciplinary action by the Institute and can also evoke

penal action from the sources which have thus not been properly cited or from whom

proper permission has not been taken when needed.

--------------------------------------

(Signature)

Vaishnavi Ashok Vyawahare.

(Roll No.: 39)

Date: _/ _/ _

Place: _
4
 Acknowledgement

This project became a reality with the kind support and help of many individuals.

I would like to extend my sincere thanks to all of them.

Foremost, I am highly indebted to my supervisor Ms. Suchitra Patil for her

guidance and constant supervision. I would thank her for imparting her knowledge

and expertise in this study & support in completing this endeavour. I would like

to thank Mr. Ravi Pawar. (Director), for giving me an opportunity to work at Susha

Consultancy Pvt Ltd, Ghansoli, on this project and for their support.

I furthermore would like to acknowledge the support I received from Office

assistants who has always been encouraging so I can work better and also the

people who have willingly helped me out with their abilities. Last but not the least

I want to express gratitude towards my family for the encouragement which

helped me in the completion of this report.

5
 Abstract.

Effective recruitment, selection and retention are critical to organizational success.

They enable companies to have performing employees who are satisfied with their
jobs, thus contributing positively to the organization.
On the contrary, in-effective recruitment methodology, selection and retention would
result in mismatches which can have negative consequences for an organisation. A
misfit who is not in tune with organization’s philosophies and goals can reduce output,
productivity, customer satisfaction, relationship and overall quality of work. Training
a wrong hire can also be expensive. Effective recruitment is therefore not only the first
step towards organizational excellence, but is important cost control mechanisms as
well.
The success or failure of an organization is depended largely on the calibre of the
people working therein. Without positive and creative contribution from people,
organizations cannot progress and prosper.
In order to achieve the goals or the activities of an organization, therefore, they need
to recruit people with requisite skills, qualifications and experiences.
RECRUITMENT is defined as, “a process to discover the sources of manpower to
meet the requirements of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of an
efficient workforce”.
In order to attract people for the jobs, the organization must communicate the
positions in such a way that job seekers respond. To be cost effective, the recruitment
process should attract qualified applicants and provide enough information for
unqualified persons to self-select themselves out.

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 Table of Contents-I

Sr. No. Title.

Page No.

1. Executive Summary. 9-10

2. Internship Details. 11

3. Introduction of The Study. 12-16

4. Literature Review. 17-22

5. Job Part. 23-24

6. Company Profile. 25-32

7. Research Methodology. 33-41

8. Data Analysis and 42-54

Interpretation.

9. Findings. 55-56

10. Conclusion. 57-58

11. Suggestions/ 59-60

Recommendation.

12. Limitations of The Study. 61-62

13. Bibliography. 63-64

14. Annexure. 65-67

15. Daily Diary. 68

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 Table of Contents. - II

Sr. No. Chapter No. Title Page No.

1. 1.   Introduction of the
project. 13
  Background of the
study. 14
  Objectives.
  Scope of the study. 15
16

2. 2.   History of Human 18
Resource Management.
  Functional area of
HRM.
  Recruitment and
Selection in the 19-21
organisation.

22

3. 3.   Job part 24
4. 4.   Introduction of the 26
company.
  Key-solutions.
  Company vision. 27
  Why susha
consultancy? 28
  Resources.
  Directors of the 29
company.
30
31

5. 5.   Introduction.
  Data collection. 34-35
  Research design.
  Research 36-37
background.
38

39-41

6. 6.   Introduction.
  Survey questions. 43

54
7. 12.   Annexure. 66-67

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 Executive Summary

This is a brief report of 2 months summer internship project titled “Susha Consultancy Pvt Ltd”.
The internship was at Ghansoli office. Susha Consultancy Pvt Ltd is majorly in business services
from last five years and currently, company operations are active. Current board members and
directors are RAVI BABAN PAWAR, PRASAD ANIL ZODAGE, OMKAR LAXMAN KUTE
and MANOJ BHILA GANGURDE.
Company is registered in Mumbai (Maharashtra) Registrar office. They also provide services such as
BRANDING, WEBSITE DEVELOPMENT, DIGITAL MARKETING, SOCIAL MEDIA
MARKETING, LOGO DESIGNS, STARTUP BUSINESS etc. Susha Consultancy provides you
with the best advice regarding tax issues of your business and take care of every needs of your
business.
Their business advisory service helps your business rise to the challenges and leverage the
opportunities presented by the today’s complex global economy.
They have always built trusting and enduring partnerships by providing integrated solutions for setting
up your business and managing your regulatory compliances.
Financial audits give assurance over information used by the investors and capital markets-a
responsibility to the public interest.
Understanding the work environment of your business and testing the controls and internal
mechanisms is the mission of “SUSHA CONSULTANCY PVT LTD”, to start with the audit
procedure.
They offer an easy process to register for GST at an affordable price range. Their GST experts
provides guidance at every step of registration and assistance with all your GST registration queries.
Their project is the leading business services platform in India, offering end to end GST services from
registration to return filing.
The objective of the project is to observe and analyse how various HR practices arc dealt within the
organization and also suggest ways to improve its effectiveness thereby the organization's
performance.
First few weeks I observed the ongoing process in the organization, the organisational structure,
working climate, organizational culture and other processes. The following weeks, through
intermittent informal chat with the HR head, I was able to get an overview of the HR practices, the
organisation’s policies.
I was given lots of data entry works in MS excel and organisation of employee details in their
respective files. Through this, I was able to know the actual processes of most HR practices especially
performance appraisal and knowing the templates of documentation in files.

9
Doing joining formalities helped a lot in knowing the processes involved and the document needed
while a new employee joins the organization. Interacting with the new joiners, I was also able to get
an overview of how the recruitment was done for them.
There was a vacancy in one of the departments in the organization. Through this, I was able to know
the actual recruitment process in Susha Consultancy Pvt Ltd, adding on to the knowledge I got
through interaction with new employees. The trainings in the organization were mostly based on soft
skills like trainings on presentation skill, communication skill, leadership skill, recruitment and
selection. I was given an opportunity to interact with the employees and find their training needs.
Based on this, I have presented a report on the analysis of the HR recruitment and selection.

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 Internship Details.

1. Name of the student- Vaishnavi Ashok Vyawahare.

2. Seat no. of the student- xxxxxx

3. Phone/ mobile no. of the student- 9594215252.

4. Name of the interning organization- Susha Consultancy Pvt Ltd.

5. Address of the interning organization- Office no.- 118, 1st floor, Panchavati plaza, opp. Police

Station, sector no.-5, Ghansoli, Navi Mumbai-400709.

6. Date of joining (start of internship)- 6th may 2019 to 13th July 2019.

7. Topic of internship report- Recruitment and Selection.

8. Location where internship is being done- Ghansoli, Maharashtra.

9. Responsibilities/ work given by organization- HR Admin (Recruitment).

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 Chapter.1

Introduction
Of the
study

12
 Introduction.

Recruitment and Selection is an important operation in HRM, designed to maximise employee

strength in order to meet the employer’s strategic goals and objectives. In short, recruitment and
selection are a process of sourcing, screening, short listing and selecting the right candidates for the
filling the required vacant positions.
Recruitment is the process of attracting the most suitable people for the position, selection is the
process of choosing the best person for the position, and induction is introducing the person to the
position. This module describes a series of well-tested steps to help you to identify the right person, to
ensure he/she will fit well with your farm business, and to meet the various legal obligations of an
employer.
Recruitment and selection refer to the chain and sequence of activities pertaining to recruitment and
selection of employable candidates and job seekers for an organization. Every enterprise, business,
start- up and entrepreneurial firm has some well-defined employment and recruitment policies and
hiring procedures. The human resources department of large organizations, businesses, government
offices and multilateral organizations are generally vested with the responsibilities of employee
recruitment and selection.
Recruitment or manpower selection process is the first step in the employment of labour and the
methods through which labour is brought into industry has much to do with the ultimate success or
failure of such employment. Despite tremendous unemployment it is not easy to find the right type of
labour.
Secondly, the chances of mismatching the job and the person are much higher in India, under the
present labour market conditions in India, the employee’s choice is very much limited and he will
accept any job irrespective of his suitability. Under these conditions, the pressure to properly match
man to job is only one-sided, that is, from employer’s side only.

13
 Background of study.

There is no doubt that the world of work is rapidly changing. As part of an organization then, HRM

must be equipped to deal with the effects of the changing world of works. For them this means

understanding the implications of globalisation, technology changes, workforce diversity. Changing

skill requirements, continuous improvements initiatives contingent workforce, decentralised work

sites and employing environment are the issue for confront. Now it is a big challenge or the HRM to

support the organization by providing the best personnel for the suitable position in shortest possible

time. Start with recognising the vacancies and planning for them is a great task. Moreover selecting

attracting the suitable candidates and selecting the best person in time is a challenge.

The cost of the recruitment is significant. So, proper planning and formulate those plans is the task

that requires more focus and improvement. Equal opportunities and sources are also a vital part.

Realising this needs we try to find the difference and similarities between theoretical aspects with the

practical steps taken by the company. We took an attempt to demonstrate the feature for the further

Improvement.

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 Objectives.

Every task is taken with an objective. Without any objective task is rendered meaningless. The

objective of my study is to understand and critically analyse the recruitment and selection procedures

at “Susha Consultancy Pvt Ltd.”

The main objectives for undertaking this project are:

1. To know the perception of employee’s regarding recruitment and selection process.

2. To know the recruitment process followed “Susha Consultancy Pvt Ltd.”

3. To know the selection process followed in “Susha Consultancy Pvt Ltd.”

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

5. To know the sources of recruitment at various levels and various jobs.

6. To identify the probable area of improvement to make requirement procedures more effective.

15
 Scope of the study

The benefits of the study for the researchers is that it helped to gain knowledge and experience and

also provided the opportunity to study and understand the prevalent recruitment and selection

procedures.

The key points of my research study are:

1. To study the fact about the SUSHA CONSULTANCY PVT LTD. as a group.

2. To analyse the recruitment policy of the organization.

3. To understand and analyse various HR factors including recruitment procedures at SUSHA

CONSULTANCY PVT LTD.

4. To suggest any measures/ recommendations for the improvement of the recruitment

procedures.

5. Preparing the Recruitment policy for different categories of employees.

6. Analyzing the recruitment policies, processes, and procedures of the organization

7. Identifying the areas, where there could be a scope of improvement.

8. Streamlining the hiring process with suitable recommendations.

9. Choosing the best suitable process of recruitment for effective hiring of resources.

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 Chapter.2

Literature
Review

17
 History of Human Resource.

HRM has been considered as the strategic and coherent approach to the management of an

organizations most valued assets – the people working there who individually and collectively

contribute to the achievement of the objectives of the business. Earlier the terms “human resource

management” and “human resources” (HR) have largely replaced the term “personnel management”

as a description of the processes involved in managing people in organizations. This means that

earlier HRM was not something different but it was only the personnel management which has taken

the view of human resource management in the modern context.

HRM is a more strategic and proactive form whereas personnel management is a reactive format. The

personnel management tasks are developed in HRM, personnel management has functions which are

conventional and methodical whereas HRM deals with innovative ideas and ardent and dedicated

implementation. Personnel management has evolved from being an independent function of the

company to human recourses management which is an integral part of the company

But these traditional expressions are becoming less common for the theoretical discipline. The

theoretical discipline is based primarily on the assumption that employees are individuals with

varying goals and needs, and as such should not be thought of as basic business resources, such as

trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish

to contribute to the enterprise productively, and that the main obstacles to their endeavours are lack of

knowledge, insufficient training, and failures of process.

The concept of HRM emerged in the 1980s during the times of Thatcherism and Reaganomics.

Formerly personnel management was just another department which was mainly concerned about

the errands and paper work of the company, but from the 1980s personnel development has

evolved to become the one of the most important department in an organization.

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 Functional Area of HRM.

• Human resource auditing.

• Human resource strategic planning.

• Human resource planning.

• Manpower planning.

• Recruitment/ selection.

• Induction.

• Orientation.

• Training.

• Management development.

• Compensation development.

• Performance appraisals.

• Performance management.

• Career planning/ development.

• Coaching.

• Counselling's.

• Staff amenities planning.

• Event management.

• Succession planning.

• Talent management.

• Safety management.

• Staff communication.

• Reward.

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 n sourcing:
Companies recruit the candidates and and employ them, train and develop them and utilize the
human resource of these candidates. This strategy is called in-sourcing. Companies formulates and
implements this strategy when the corporate strategy is stable.
Outsourcing:
Some service companies depend for their human resource on such external organizations whose core
business is to provide human resource. This strategy is called out-sourcing. Out-sourcing strategy is
more suitable for both the fast growing and diversifying companies.
➢ To search for talent globally and not just within the company.
➢ To design pay that competes on quality but not on quantum.
➢ To anticipate and final people for the position that do not exists yet.

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Recruitment:
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. 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 submitted. The result is a pool of applicants from which new
employees are selected.
Selection:
Selection is a decision-making process. These steps consist of a number of activities. A candidate who
fails to qualify for a particular step is not eligible for appearing for the subsequent step. It is the
process of matching organizational requirements with the skills and qualifications of the people.
Effective selection can be done only where there is effective matching. By selecting the best candidate
for the required job, the organization will get quality performance of the employees. Moreover,
organisations will face less absenteeism and employee turnover problem. By selecting the right
candidate for the required job, organization will also save time and money.

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 Recruitment and Selection in SUSHA CONSULTANCY:

RECRUITMENT:
Recruitment techniques are the means or media by which the managements contacts prospective
employees or provides the necessary information or exchange of ideas order to stimulate them to
apply for jobs.
1. Direct Methods:
Under Direct Recruitment scouting, employee contacts, manned exhibits and waiting lists are used. In
Scouting, representatives of the organization are sent to educational and training institutions. These
travelling recruiters exchange information with the students, clarify their doubts, stimulate them to
apply for jobs, conduct campus interviews and short list candidates for further screening.
2. Indirect Methods:
Advertisements in newspapers, journals, on the radio and television are used to publicize
vacancies.A well-thought-out and clear advertisement enables candidates to assess their suitability so
that only those possessing the requisite qualifications will apply.
3. Third Party Methods:
Various agencies can be used to recruit personnel. Public employment exchanges, management
consulting firms, professional societies, temporary help societies, trade unions, labour contractors are
the main agencies.
4. Internet Recruitment:
Researches of some agencies indicate that 25% of all the net users in India search for jobs on internet
and this number is bound to increase in the years to come.Jobstreet.com, naukari.com, JobsDB.com
are some of the new job sites that have come up recently. Organizations can use this method to attract
suitable candidates to apply for job by registering vacancies with these job sites.

22
 Chapter-3

JOB PART

23
 Job Part.

I was working there as an intern so; I didn’t have any core responsibilities to handle. I only looked

after the supporting work, like ID Card Activation, Written exam Coordination, Calling Interview

for Selected Participants, Coordinating Interviews, Coordinate and help new employees to

complete joining procedures, taking the written exam etc and main work is updating the files of

existing employees, creating new employee’s files

  ID card Activations: To activate ID card, it’s necessary to take relevant information from

employees. Like Name, Designation, Division, Signature, Picture etc. And then sending the completed

forms to the particular department.

  Update old files: Before all employee’s files are based on paper, which creates lots of problems to

maintain as it needs lots of space, paper, cabinet to keep, spend time to search and main problem was

it has risk of getting lost. So now we convert it from paper based to computer based. And also search

those papers which are missing and add them.

  Creating New Files: At a time more than one people can join in an organization and all of them

have different files which is created by us. Lots of papers we have to accumulate with new files like

joining forms, disclosures forms, declaration forms, gratuity forms, Conflict of Interest, Medical reports,

Pre-employment medical test, CV with Certificates, Job Advertisement, Manpower Requisition forms,

CV shortening criteria, Tabulation Sheets (1st interview, written test), Approval note, Appointment

Letter etc.

  Written exam Coordination: Coordinating written exam in exam period like invigilating the at

the time of exam. If any candidate is having any kind of problem then resolving it by consulting with

the respective officer.

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 Chapter-4

Company profile.

25
 COMPANY PROFILE

INTRODUCTION

SUSHA Consultancy Pvt Ltd. is professionally managed Tax Consultancy Services. They are a team

of tax consultants, advocates, and financial advisors offering Business Taxation Services to the

manufacturers, Traders, Dealers and service providers of the industry. Their services are sought for

various commercial, legal and taxation complications.

SUSHA Consultancy Pvt Ltd. is a leading tax Consultancy company rendering comprehensive

professional services which include audit, management consultancy, tax consultancy, accounting

services, manpower management, secretarial services etc.

SUSHA Consultancy Pvt Ltd. is a professionally managed company. The team consists of

distinguished corporate financial advisors and tax consultants. The company represents a combination

of specialized skills, which are geared to offers sound financial advice and personalized proactive

services.

Those associated with the company have regular interaction with industry and other professionals

which enables the firm to keep pace with contemporary developments and to meet the needs of its

clients.

26
 Key-Solutions

• Providing information to clients on a law update.

• Providing information to clients on procedural matters.
• Liaison with client and department on regular basis.
• Compilation of details required for filing return.
• Preparation of challans required for making payment of tax.
• Maintenance of records.

New Registrations/Amendments/Cancellations, Claim put ups, Case hearings, Case attendance and
Legal opinions/drafting. Our core expertise lies in Service Tax, Income Tax and Sales Tax. You can
always seek our services for Advisory, consultancy and opinions regarding taxing matter. Besides, we
are one of the most reputed companies dealing in taxation Services.

27
 COMPANY & VISION

Our company continuously strives to be the Accounting and Consultancy that provides

excellent service to our clients and an excellent quality of life for our associates. Our

goal is to develop a lasting relationship with our clients with a focus on protecting

their investments and maximizing their returns from their activities in India. We are

committed to develop a close relationship with our clients and meet regularly to keep

them informed about the dynamic tax law in India and develop our knowledge of their

affairs.

28
 WHY CHOOSE US

We offer our customers proactive problem solving, excellent communications, timely &
responsive services at competitive prices. Some of our features that make us most preferred
consultants include:
  Single platform for meeting clients multiple financial & allied solutions Services based

on practical,
  Safe & legal codes Innovative & flexible approach towards providing these services.

  Services of experienced professionals who have in-depth knowledge & expertise in our

area of operations.

29
 RESOURCES

The company has sound support of all kinds of resources to offer the best taxation services to
the clients. We have a team of professionals who are expert in various educational
backgrounds like commerce, law and accounts. A good office infrastructure has also enabled
us in time bound services.

Susha Consultancy Private Limited Details

CIN U74900MH2014PTC253156
Date of Incorporation 12 Feb, 2014

Status Active
Company Category Company limited by Shares

Company Sub-category Non-govt company

Company Class Private

Business Activity Business Services

Authorized Capital 1.0 lakhs
Paid-up Capital 1.0 lakhs

Paid-up Capital % 100.0

Registrar Office City Mumbai

Registered State Maharashtra

Registration Number 253156
Registration Date 12 Feb, 2014

Listing Status Unlisted

AGM last held on 29 Jul, 2017

Balance Sheet last updated on 31 Mar, 2017

30
Susha Consultancy Private Limited Directors
RAVI BABAN PAWAR
DIN: 06637703

APPOINTMENT DATE: 12 Feb, 2014

PRASAD ANIL ZODAGE

DIN: 07401822

APPOINTMENT DATE: 26 Dec, 2015

OMKAR LAXMAN KUTE

DIN: 08065041

APPOINTMENT DATE: 03 Feb, 2018

MANOJ BHILA GANGURDE

DIN: 08065054

APPOINTMENT DATE: 03 Feb, 2018

Services Available
Audit Services

  Corporate Finance

  Accounting & Book Keeping

  Direct Taxation

  Indirect Taxation

  Company Law

  GST

31
Their knowledge bank includes:
  Calculator

  Utilities

  Links

  Acts

  Rules

  Bulletins

  forms
  Forms

32
 rm Chapter-5

Research
Methodology

33
 RESEARCH METHODOLOGY

Research is defined as human activity based on intellectual application in the investigation of

matter. The primary purpose for applied research is discovering, interpreting, and

development of methods and systems for the advancement of human knowledge on a wide

variety of scientific matters of our world and the universe. Research can use the scientific

method, but need not do so. Scientific research relies on the application of the scientific

method, a harnessing of curiosity. This research provides scientific information and theories

for the explanation of the nature and the properties of the world around us. It makes practical

applications possible. Historical research is embodied in the historical method. Scientific

research can be subdivided into different classifications according to their academic and

application disciplines

METHODOLOGY OF STUDY:

The project is a systematic presentation consisting of the enunciated problem, formulated

hypothesis, collected facts of data, analysed facts and proposed conclusions in form of

recommendations. The data has been collected from both the sources primary and secondary

source

AIM

To analyse the recruitment and selection process of employees in Susha Consultancy Pvt

Ltd and review HR policies pertaining to recruitment and selection.

34
 ➢ Research Design
Descriptive research

➢ Kind of Research

The research is done by following ways:

• Exploratory Research

This kind of research has the primary objective of development of insights into the

problem. It studies the main area where the problem lies and also tries to evaluation some

appropriate courses of action.

• Sample Design

A complete interaction and enumeration of all the employees was not possible so a

sample was chosen that consisted of 05 employees.

  Geographical Area:

The internship was carried out at Susha Consultancy Pvt Ltd. Ghansoli, New Mumbai-400709,

Maharashtra.

  Period of Study:

The period of study was 2 months (I.e) 60 days.

35
 Data Collection.
The data for the survey was collected from both the primary as well as secondary sources.

Primary Data
Primary data involves the collection of data that does not already exist. This can be through numerous
forms, including questionnaires and telephone interviews amongst others. Interaction with the HR
head, employees, observation on the job and from the documents during the internship in the
organisation.

Secondary Data
Data was collected from web sites, going through the records of the organisation, etc. It is the data
which has been collected by individual or someone else for the purpose of other than those of our
particular research study. Secondary research involves the summary, collection and/or synthesis of
existing research rather than primary research, where data are collected from, for example, research
subjects or experiments. Reference to textbooks, journals, newsletters and surfing through the internet
gave information.
Thus, the sources of data collection are as follows: -

PRIMARY SECONDARY
1. Interview schedules. 1. Company records
2. Questionnaires. 2. Magazines.

3. Observation method. 3. Other records.

4. Discussion. 4. Website of the company.

36
➢ Data type:
Primary as well as secondary sources of data was collected.
➢ Sample unit:
Human Resource department of Susha Consultancy Pvt Ltd.
➢ Field of the study:
This summer internship project was carried out at “SUSHA CONSULTANCY PVT LTD”.

Tools of data collection:

The tools used to collect the data were questionnaire. The researcher selected the questionnaire
method since the other methods of data collection will become a time-consuming process. The
questionnaire was framed covering all the welfare schemes enforced by Law and adopted by this
organization. The questionnaire was prepared to collect the data on areas, which affect employee
welfare measures prevailing in Susha Consultancy.
Tools used for analysis:
Data analysis in the study is done by the following methods:
Simple Percentage
It is the simplest tool and easy method to express the data in percentage which is also used to
compare the data.
Number of Respondents
_ X100
Total number of respondents.

37
 Research Design.

A research design is the specification of methods and procedure for acquiring the information needed

to structure or to solve problems. It is the overall operation pattern or framework of the project that

stipulates what information is to be collected from which source and be what procedures.

“A research design is the arrangement of the condition for collection and analysis of

data in a manner that aims to combine relevance to the research purpose with economy

in procedure”

Design Decision happen:

➢ What is the study about?

➢ What is the study being made?

➢ Where will the study be carried out?

➢ What type of data is required?

➢ Where can the required data be found?

➢ What will be the sample design?

➢ Technique of data collection.

➢ How will data be analysed?

38
 Research Background

  Observing the working environment:

First few weeks I observed the process followed in the organisation, work climate, organisational

culture and other processes.

Accessing email:
sending them job alerts by email, sending them in mails, sending them details of interviews and

prospective jobs, and newsletter all via emails. These are highly likely to be first viewed on a mobile

device.

  Interacting with HR head:

During internship I was able to get an overview of candidate sourcing methods, organisational hiring

policies through intermitted informal chats with the HR head.

  Sourcing and Screening:

I was given lots of client requirements (i.e.) job description to source the perfect resume that fits in for

the role. Through this I was able to learn and interact with candidates and judge their knowledge on

calls

  Text message:

Sending them inter: view reminders, job alerts and ‘call me’ messages.

They are read on a mobile phone.

  Internet searching:

We all search on our mobiles every day- for companies, location information and ofcourse jobs.

Mostly 43% of job seekers have used mobiles to search for a job.

  Social networking:

Facebook, twitter, linkedin, instagram, youtube, google+ etc. The chances are that you will access

them through your mobile phones. So, if you are using a social network for recruiting (and OfCourse

you should) then interaction will likely be mobile.

39
  News alerts:
This encourages people to sign up for the job alerts, to make sure they get access to the latest jobs.

Depending on the process they use, it will be read by the job seeker on a mobile in one of these

methods above. If we post jobs boards, and people have applications for them on their phone, then

they will get push notifications.

  Observing Recruitment Interviews:

Interviews are a critical part of the hiring process.

Traditional one on one job interview:

The traditional one on one interview is where candidates are interviewed by one representative

of the company, most likely the manager of the position you are applying for. Because this will be

the person to whom the candidate will be directly working with if he/she gets the job. They want

to get a feel for who the candidate is and if His/her skills match those of the job requirements.

Panel interview:

In a panel interview, candidate will be interviewed by a panel of interviewers. The panel may

consist of different representatives of the company such as human resources, management, and

employees. The reason why some companies conduct panel interviews is to save time or to get the

collective opinion of panel regarding the candidate. Each member of the panel may be responsible

for asking questions that represent relevancy from their position.

Behavioural interview:

In a behavioural interview, the interviewer will ask you questions based on common situations of

the job that the candidate is applying for. The logic behind the behavioural interview is that the

candidate’s future performance will be based on their past performance of a similar situation.

Candidate should expect questions that inquire about what they did when they were in XXX

situation and how did they deal with that. In a behavioural interview, the interviewer wants to see

how they deal with certain problems and how they think to solve them.

40
 Group interview:

Many times, companies will conduct a group interview to quickly pre- screen candidates for the

job opening as well as give the candidates the chance to quickly learn about the company to see if

they want to work there. Many times, a group interview will begin with a short presentation about

the company. After that, they may speak to each candidate individually and ask them a few

questions. One of the most important things the employer is observing during a group interview is

how candidate interact with the other candidates. Are they emerging as a leader or are they more

likely to complete tasks that are asked of you? Neither is necessarily better than the other, it just

depends on what type of personality works best for the position that needs to be filled.

Phone interview:

A phone interview may be for a position where the candidate is not local or for an initial pre-

screening call to see if they want to invite you in for an in-person interview. Candidate may be

asked typical questions or behavioural questions.

  Doing the joining formalities for new employees:

This helped me in knowing the post recruitment process and the documents needed while a new

joiner joins the organisation. It also gave an overview of induction process.

41
 Chapter-6

Data Analysis
And
Interpretation

42
 Data Interpretation and Analysis.

A questionnaire was prepared for the purpose of getting feedback from employees and

manager regarding “Recruitment & Selection” of their Company. Employees are selected

from different department and were distributing questionnaire from the purpose of the study.

Analysis of data:

The analysis of the data is done as per the survey finding. The percentage of the people

opinion were analysed and expressed in the form of chart and have been placed in the next

few pages.

43
 Data Analysis And Interpretation.

Sources used in recruitment and selection:

Q.1 Which of the sources of recruitment and selection are used in SUSHA CONSULTANCY?

a. Internal

b. External

c. Both Table

Options Internal External Both Total

Responses 2 7 11 20

percentage 10 35 55 100%

Interpretation:
It was found that about 55% of the recruitment and selection is done both by internal and external

sources, while as external sources are used more than the internal sources. Employees are hired

mostly from external sources like job portals, consultancy etc.

44
Q.2 The hiring process helps in identifying the competence both visible (like Knowledge, Skill) and

Hidden aspects (like behavioural, social role, Self-Image, Trait)?

Options Yes No Total

Responses 18 2 20

Percentage 90 10 100%

Interpretation:

90% of respondents thinks that the hiring process helps in identifying the competence both visible

(like Knowledge, Skill) and Hidden aspects (like behavioural, social role, Self-Image, Trait).

45
Q.3 E-Recruitment (like portals, social websites) have become must to survive in the competitive

market?

Options Yes No Total

Responses 17 9 20

Percentage 85 15 100%

Interpretation:

85% respondents think that e-recruitment have become must to survive in the competitive market

whereas, 15% says no.

46
Q.4 Is there any provision recruitment of summer trainees?

Options Yes No Total

Responses 20 0 20

Percentage 100 0 100%

Interpretation:

Yes, there are 100% provisions of recruitment of the summer trainees.

47
Q.5 Is there any contract (bond) signed by employees while joining the organization?

Options Yes No Total

Responses 18 2 20

Percentage 90 10 100%

Interpretation:

90% employees are made to sign bond by employees before joining the organization.

48
Q.6 Is there any facility for absorbing the trainees in your organization?

Options Yes No Total

Responses 20 0 20

Percentage 100 0 100%

Interpretation:

Yes, there is a facility for absorbing the trainees in our organizations.

49
Q.7 Does the organization provide any educational assistant?

Options Yes No Total

Responses 13 7 20

Percentage 65 35 100%

Interpretation:

Yes 65% respondents think the organization provides educational assistant.

50
Q.8 Are you satisfied with the recruitment process?

Options Yes No Total

Responses 16 4 20

Percentage 80 20 100%

Interpretation:

It was found that 80% of employees are satisfied with the recruitment process adopted. However,

some of the respondents thought there should be some changes in the existing recruitment process of

the organisation.

51
Q.9 Do you think innovative techniques like stress test, psychometric test and personality test
should be used for selection?

Options Yes No Total

Responses 4 16 20

Percentage 20 80 100%

Interpretation:

It was found that 20% of the respondents were of the opinion that stress test, psychometric test and

personality tests should be used for the selection, while the others were satisfied with the existing

recruitment and selection process. Most of the employees are unaware of these types of tests as they

are mostly freshers.

52
Q.10 How do you rate HR practices of the company?

SR.NO Options Respondents Percentage

1 Excellent 10 50%

2 Good 8 30%

3 Average 1 10%

4 Bad 1 10%

Total 20 100%

Interpretation:

50% of the employees feel that HR department is excellent whereas, 30% say that its very good where

as 10% says its average and 10% employees feel it’s bad. Some employees are not happy as they have

to spend a little more time if they have to take demo training sessions.

53
Q.11 Are you comfortable with the HR policies of the company?

Options Yes No Total

Responses 18 2 20

Percentage 90 10 100%

Interpretation:

It was found that 10% employees were not comfortable with the policies of company and 90%

employees are happily working with the current HR practices of the company. Some of the employees

were not comfortable with the policy as they find risk in submitting their original documents to the

company.

54
 Chapter-7

Findings.

55
 Findings.
The collected data are analysed and general observations has proven that SUSHA CONSULTANCY

PVT LTD has done a remarkable job in Human Resource department.

The main findings are as follows: -

• HR Division is very alert for selecting candidates and also the process is very transparent so

that they can choose the best candidates among applicants.

• In this process there is no nepotism so there are higher possibilities to be selected without

having any back up.

• When they search for any experienced people, they give more concentration on Previous

experienced, Educational background, length of services etc so that they can select the most

suitable experienced people.

• When they select entry level candidates than they concentrate more on pro-activeness,

creativeness, ideas which related with the post.

• They are very friendly to help each other. Any one will feel a pleasure to work with SUSHA

CONSULTANCY group.

• At the time of calling the candidates for interview or written exam, if the candidates missed

then the officers try hard to inform them.

• HR selects candidates from a pull of application so that they can choose most suitable candidates

• About 90% of employees are satisfied with the recruitment and selection process.

• Mostly external sources of recruitment are considered.

• They mostly prefer personal interviews.

• The policy of the organisation is to submit at least one original copy of any educational

document.

56
 Chapter-8

Conclusion

57
 Conclusion.

Recruitment is the process of searching for prospective employees and stimulating and encouraging

them to apply for jobs in an organization. And Selection is selecting the right candidate at the right

time in the right place.

Recruitment as being one of the major topics is required by most of the Organization. Hence the study

helped in understanding the various aspects of recruitment and selection process. In the organisation

the sources of Recruitment are effective, the internal Selection of the organization also in an

economical means which also reduce costs, only after looking the efficiency of the existing employee

towards the organisation and his sincerity that employee will be selected. Also, the employee of

VIDEOCON is satisfied with the Recruitment and Selection Process. Also, they are well aware about

the various sources and methods of Recruitment and Selection.

• Employees of SUSHA CONSULTANCY are satisfied with the current/existing recruitment

and selection process.

• Also, SUSHA CONSULTANCY has to consider internet sources for the recruitment of

employees so that it could motivate the employees.

• Employees are also well aware about the various sources and methods of recruitment and

selection.

• SUSHA CONSULTANCY has to implement innovative techniques in the selection process like

group discussion, stress interview, etc.

58
 Chapter-9

Suggestions /
Recommendations.

59
 Suggestions / Recommendations.

• From the findings I can recommend Susha consultancy following things for the more

effectiveness of recruitment and selection process and HR policies:

• Recruitment must be done by analysing the job firstly which will make it easier and will be

beneficial from the organisation’s point of view.

• More emphasis should be given on the internet and advertisement so that more and more

candidates apply for the jobs and it will be easy to find the right employee among them.

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

• Organisation should try to use the internal recruitment process first because it incurs less cost

and acts as a motivational factor to the employees.

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

• organisation should amend some parts of their HR policies for better effectiveness.

• Corrective measures to be taken at the beginning of work to avoid any mistakes

60
 Chapter-10

Limitations
Of The
Study

61
 Limitations Of The Study

  The employees were busy with their daily schedule and it was very much difficult for

them to give time.

  Time and money were also an important constraint.

62
 Chapter-11

Bibliography.

63
 Bibliography.

Books:

  C.B. Gupta, (1996) Human Resource Management, Sultan Chand &Sons.

  K Ashwathapa, (1997) Human Resource and Personnel Management, Tata McGraw Hill.

  Dr. C.R. Kothari, (2008) Research Methodology.

  Chris Duke, (2001) Recruiting the right staff.

Reports:

  Annual Report of Susha Consultancy Pvt Ltd. 2016-2017.

  Annual Report of Susha Consultancy Pvt Ltd. 2017-2018.

Websites:

www.google.com.

www.en.wikipedia.org.

www.citehr.com.

www.sushaconsultancy.com.

www.scribd.com.

64
 Chapter-12

Annexure.

65
 Annexure.
Questionnaire:
Recruitment and selection process of Susha Consultancy Pvt Ltd. This questionnaire survey is purely

for academic purpose. Any information collected through this survey is confidential and would not be

shared with anyone other than the people involved in this.

Name: ...............................................................................................

Designation: .............................................

Age: ...............................

Department: .....................................

Qualification: .........................

Q.1 Which of the sources of recruitment and selection are used in SUSHA CONSULTANCY?

a. Internal

b. External

c. Both Table

Q.2 The hiring process helps in identifying the competence both visible (like Knowledge, Skill) and

Hidden aspects (like behavioural, social role, Self-Image, Trait)?

a. Yes

b. No

Q.3 E-Recruitment (like portals, social websites) have become must to survive in the competitive

market?

a. Yes

b. No

Q.4 Is there any provision recruitment of summer trainees?

a. Yes

b. No

Q.5 Is there any contract (bond) signed by employees while joining the organization?
a. Yes

b. No
66
Q.6 Is there any facility for absorbing the trainees in your organization?

a. Yes

b. NO

Q.7 Does the organization provide any educational assistant?

a. Yes

b. No

Q.8 Are you satisfied with the recruitment process?

a. Yes

b. No

Q.9 Do you think innovative techniques like stress test, psychometric test and personality test

should be used for selection?

a. Yes

b. No

Q.10 How do you rate HR practices of the company?

a. excellent

b. Good

c. Average

d. Bad

Q.11 Are you comfortable with the HR policies of the company?

a. Yes

b. No

67
 Daily Diary.

Date Day Details of the work Learning of the day.

done.
06/05/2019 Monday Interaction Interaction with All
Departments.
07/05/2019 to Tuesday to Friday. Observation. Observing the
10/05/2019 interview sessions and
other sessions.
11/05/2019 Saturday. Written Exam. Co-ordinating with the
written exams
19/05/19 to Monday to Friday. Updating. Updating the old files
18/05/2019 on Excel.
20/05/2019 to Monday to Friday. Group Discussion. Co-ordination the GD
25/05/2019 session.
27/05/2019 to Monday to Friday. Interviews. Co-ordinating the
31/05/2019 interviews.
01/06/2019 to Saturday to Calling. Calling the candidates
05/06/2019 Wednesday. who are selected for
the next round.
06/06/2019 to Thursday to Saturday. Employee How to engage
08/06/2019 Engagement. employees.
10/06/2019 to Monday to Saturday. Interviews. Co-ordinating the
15/06/2019 interviews.

17/06/2019 to Monday to Thursday. ID card activation. How to activate ID

20/06/2019 cards.
21/06/2019 to Friday to Monday. Joining. Help the candidate to
24/06/2019 fill the form of
joining.
25/06/2019 to Tuesday to Monday. Project Work. Was working on the
01/07/019 project and other
office activity.
02/07/2019 to Thursday to Saturday. Records. Was going through old
06/07/2019 records and policies.
08/07/2019 to Monday to Tuesday. Questionnaire Analysis of
09/072019 Distribution. questionnaire data.
10/07/2019 to Wednesday to Friday. Interviews & GD & Co-ordination all the
12/07/2019 Written Exam. sessions.
13/07/2019 Saturday. Closing End of internship day.
68
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