A

PROJECT REPORT
ON
Recruitment and selection
AT

“THINKNEXT TECHNOLOGY PRIVATE LIMITED”

SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE
AWARD OF DEGREE OF
Bachelor of Business Administration
(SESSION 2020-2023)
TO
PUNJABI UNIVERSITY PATIALA

SUBMITTED TO: SUBMITTED BY:

MRS.BINDIA GUPTA MANJOT KAUR
(ASSISTANT PROFESSOR OF MANAGEMENT UNI.ROLL NO.778610
DEPARTMENT OF MANAGEMENT) BBA 6TH semester

GOVERNMENT RAJINDRA COLLEGE, BATHINDA

Affiliated to Punjabi University, Patiala.

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 CERTIFICATE

RD
This is to certify that Ms. MANJOT KAUR a student of BBA 3 year roll
no. 778610 batch2020-2023 has successfully completed her project
“Recruitment and Selection” in THINKNEXT TECHNOLOGY PRIVATE
LIMITED” under my guidance.

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SIGNATURE OF TRAINER SIGNATURE OF STUDENT

DECLARATION

MANJOT KAUR the undersigned hereby declare that the project report entitled
“Recruitment and selection”
with reference to Think Next Technologies Pvt. Ltd, written and submitted by me
to the GOVT. RAJINDRA COLLEGE, Punjabi University Patiala in partial fulfillment
of requirement for the degree of Master of Business Administration under the
supervise and guidance Of “Miss. Shivani Nayyer” project guide. Think NEXT
Technologies Pvt .Ltd.

I further declare that report title “Recruitment and selection” is my own original
research work and this has been submitted to Punjabi University Patiala for the
award of professional degree.

MANJOT KAUR

Signature of the student

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 ACKNOWLEDGEMENT

Amongst the wide panorama of people who provided me the inspiration, guidance
and encouragement, I take this opportunity to thank those who gave me indebted
assistance and constant encouragement for completing this project.
I would like to thanks Miss Shivani Nayyer, HR Executive of Think NEXT
Technologies Pvt. Ltd., Mohali for his continuous help in completion of this
project. She is motivated to me and was available whenever his assistance was
sought. She was actively involved throughout the project and was also kind enough
to tell me the strengths and weaknesses and how I could improve myself to face the
corporate world. Without his support the completion of this project would be
impossible.
I would like to extend my thanks to all the employees/staff of the Think NEXT
Technologies Pvt. Ltd., Mohali for their support.

THANK YOU ALL

MANJOT KAUR

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 PREFACE

I feel delighted and honored to present my report on “Recruitment and selection”

at Think NEXT Technologies PVT. LTD., Mohali. The first task for me was to
know about the concept on which my project is based. Then I had to set criteria, on
the basis of which the above concept was valued. The factors, on the basis of
which the research had been done, analyzed, evaluated and then presented. The
data was collected for each of the parameter found responsible to study the
“Recruitment and selection” at Think NEXT Technologies PVT. LTD., Mohali. In
the organizations now a days when efficiency, effectiveness and performance of
the employees is of grew importance to the Organizations. As the time was limited,
so there is a possibility that some matters might not be taken into consideration, but
every effort has been done from our side to include every necessary parameter and
include every information. I gathered information from various sources available.

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 TABLE OF CONTENTS

S.NO TOPIC NAME PAGE NO

1 CHAPTER 1 -COMPANY PROFILE 7 – 18

2 CHAPTER 2 - INTRODUCTION OF THE TOPIC 19 – 33

3 CHAPTER 3 - REVIEW OF LITERATURE 34 – 39

4 CHAPTER 4- OBJECTIVE OF THE STUDY 40 – 41

5 CHAPTER 5- RESEARCH METHODOLOGY 42 – 80

6 CHAPTER 6- DATA ANALYSIS 81 – 91

&INTERPRETATION

7 CHAPTER 7-FINDINGS, 92 – 94

8 CHAPTER 8- SUGGESTIONS 95 – 96

9 CHAPTER 9- LIMITATIONS 97 – 100

10 CHAPTER 10- CONCLUSION 101 – 103

11 CHAPTER 11 -BIBLIOGRAPHY 104 – 105

12 CHAPTER 12- QUESTIONNAIRE 106 – 111

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 CHAPTER-1

COMPANY PROFILE

Think NEXT Technologies Private Limited (Formerly Brilliant Software Solutions) is an ISO 9001:2008
certified software development company founded in August 2009 and it is approved from Ministry of
Corporate Affairs which deals in University/College/School ERP Solutions, Android /iPhone
Applications development, Web designing, Web development, Discount Deals (www.thinknextcard.com,
www.tricitydeal.com), Bulk SMS, Voice SMS, Bulk Email, Biometric Time Attendance, Access Control,

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SEO/SMO, Database Solutions, Payment Gateway Integration, E-Mail Integration, Industrial Training,
Corporate Training and Placements etc. Think NEXT Technologies provides software solutions using
latest technologies example, Smart Card, NFC, Biometrics, GPS, Barcode, RFID, SMS, Auto SMS (Short
code), Android, iPhone, Web, Windows and Mobile based technologies.

Think NEXT has wide expertise in .NET, Crystal Reports, Java, PHP, Android, iPhone,
Databases (Oracle and SQL Server), Web Designing, Networking, Web Server configurations,
various RAID Levels etc.

Think NEXT Technologies has also setup its offices in USA, Delhi, Shimla and Bathinda for its
software support. Think NEXT has its own multiple Smart Card printing, encoding and barcode
label printing machines to provide better and effective customer support solutions.

Think NEXT has also setup its own placement consultancy and is having numerous placement
partner companies to provide best possible placements in IT industry.

Think NEXT Technologies has developed for the first time in northern region cloud computing
based on Cloud Campus 4.0 to facilitate knowledge and placement centric services. It is a unique
concept for effective and collaborative learning.

1. Think NEXT deals exclusively in campus automation through Smart Campus ERP
Solutions. Therefore, we have better experience in handling large group of institutions
through proper time-tested policies and procedures.
2. First Company of India who has Launched NFC Technology (The Future) for Smart
Campuses through NFC Smart Cards.
3. First Company of India who has launched Android Version of Smart Campus ERP
Solutions for Mobiles and Tablet PCs.
4. First company of India who has developed SMS Opt-In Technology so that
Institutes/Colleges can send Transactional SMS with SMS Sender ID and without SMS
Template approval.
5. First company of Punjab, Haryana, Himachal, J&K (Northern region) who launched
Smart Cards (Contact Type), Smart Cards (Contactless) in Punjab for campus
automation.

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 6. First company of India which has launched its Think NEXT Smart Card as Discount Card
in more than 120 enterprises.
7. Established own multiple Smart Card Designing, Smart Card Printing, Smart Card
Lamination and Oyster Barcode Printing Units.
8. Multiple SMS Gateway Support.

SERVICES:

We provide Software Solutions using latest technologies or features:

 NFC
 Biometrics (Fingerprint with Automated Online)
 Smart Card
 Barcode
 RFID
 SMS
 Short code 56767 (Auto SMS)
 Android
 ions (phone)
 GPS
 WAP (For WAP Enabled Mobile Phones)
 Multiple SMS Gateway Support
 Web based Technologies (365x24x7 services)
 Windows based Technologies
 Mobile based Technologies
 Webcam support for various operations
 Parallel Internet, Intranet and Wi-Fi Support
Vision:

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Technologies Pvt. Ltd. are already very flexible and scalable. Still, we always take care of specific requirements of
our clients. Our highly committed R&D team makes our software feature rich, dynamic and future
tuned everyday so that our clients always maintain the lead over their competitors. The
development of the software is being done and the purpose full customization of the package is
carried out in the Think NEXT lab.

Mission:

Think NEXT is pioneer in Smart Campus ERP Solutions for Universities/Colleges/Schools using
latest technologies and features. We provide software solutions using .NET, PHP, Android, i
phone, Java technologies with three tier-architecture support. We provide back-end solutions using
MS SQL Server, Oracle, and MySQL.

Quality Policy:

We have wide experience working with eminent Educationists, Managements, Directors,

Principals, Head of Departments, other Staff Members, Parents and students. Therefore we do not
sell only software Modules but an innovative system which has more importance than just ERP
software modules. Today Smart Campus solutions are a need of hour for every University/Group
of Colleges or an Institution to make edge over others and maintain a lead over their competitors.
Our Research and Development team is committed to make your institute(s) to maintain lead over
their competitors.

More Services:

• Think NEXT offers various industry-ready programs so that student needs not to struggle
for jobs. Think NEXT offers 6 weeks/2 Months/6 Months training programs to make
students industry.

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 Think NEXT is pioneer in providing best placements in Industry. We offer minimum five
job interviews for each student and provide 100% Placement Assistance.

• Think NEXT Offers Life-Time Validity Learning and Placement Card. Students
undergoing six months training will have advantage to learn free of cost anything against
that training program for life-time.

• Think NEXT offers Part-Time/Full Time Job Offer for each student during training so that
students can earn while they learn. Student can bear their food, accommodation and other
expenses on.

MANAGEMENT OF THINKNEXT TECHNOLOGIES PVT.LTD.

BOARD OF DIRECTOR

 Mr. Manish Mittal

 Mr. Ghanshyam Das

MANAGING DIRECTOR
 Mr. Manish Mittal s
MARKETING HEAD
 Miss Rupinder Kaur
IT HEAD
 MP Singh

SOME OF OUR CLIENTS:

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Page 12 of 112
Page 13 of 112
PLACEMENTS

Company List

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Page 15 of 112
INDUSTRIAL TRAINING

6 Months/Weeks Industrial Training Programs

 Microsoft .NET

 Android

 iPhone

 Java

 PHP/MySQL

 Web Designing

 Embedded Systems

 AutoCAD

 Online Bidding (Freelancing)

 Oracle/SQL Server Administration

 Software Testing and Quality Assurance

 Hardware & Networking

 CCNA

 MCITP

 SEO and

 CATIA

 Pro-E

 Solid Works

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 Human Resource

 Marketing

 Finance

 (FREE Spoken English/Personality Development/IELTS Classes on daily basis with

Industrial Training + Job Offer).

 One-to-one Project and Project will be made Live and to make it Live, Think NEXT will
provide sub-domain and hosting worth Rs. 3000 absolutely free to each student for web
based Project. To host mobile apps, Think NEXT will provide free Google Play account
(For Android Mobile Apps) and Apple iTunes Connect Account (Apple App Store) for
iPhone Apps.

Think NEXT Edge

 Industrial Training and Certificates from Software/Electronics Company not just from an
institute

 Free Interview Preparation, Spoken English and Personality Development Programmers.

 Opportunity to get placed in Think NEXT and numerous other companies.

 Life-Time Validity Learning and Placement Card.

 Part-Time/Full-Time Job Offer for each student during Training.

 Think NEXT Cloud Campus advantage not only during training, even after completion of
training for life time.

 One-to-one PC and Corporate Environment.

 Learn from Developers/Industry experts rather than Trainers/Teachers.

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 Direct interaction with Developers/Industry Experts.

 Industrial training programmers are designed to make students industry-ready.

 Large Display LEDs in each Class-Room/Lab, Wi-Fi Labs.

 Guest Lectures/Seminars by Industry Experts.

 Every Student is provided with “Live Projects” mentored by Software/ Electronics/Industry

Experts.

 100% Placement assistance.

Think NEXT Cloud Campus Advantages

 Each Student will have Unique User ID and Password to Login to Think NEXT Cloud
Campus 4.0 anytime…anywhere…

 View Numerous Technical, Personality Development Videos anytime…any here…

 Students will be able to download e-Books, e-Journals, Class Notes, Important Links and
other study material.

 Think NEXT Smart Campus is a step towards not only 100% placements but also better job
offers even after placements.

 Student Profile, Instant Technical Updates, Class Notes, Project Report Submitted,
Attendance, Performance, Notice-Board, Class Timings etc. Everything online.

 Communication with industry experts, Technologists through cloud Campus anytime…

anywhere….

 Regular SMS es and E-mail for Related Job Offers.

 Access through PCs, Laptops, Tablet PCs, Mobiles via internet

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 CHAPTER-2

INTRODUCTION OF THE TOPIC

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 RECRUITMENT AND SELECTION

Recruitment and selection are two of the most important functions of personnel management.
Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a process
to discover the sources of manpower to meet the requirement of the Staffing schedule and to
employ effective measures for attracting that manpower in adequate Numbers to facilitate
effective selection of efficient personnel. Staffing is one basic function of management. All
managers have responsibility of Staffing function by selecting the chief executive and even the
foremen and supervisors have a Staffing responsibility when they select the rank and file
workers. However, the personnel Manager and his personnel department is mainly concerned
with the staffing function. Every organization needs to look after recruitment and selection in the
initial period and Thereafter as and when additional manpower is required due to expansion and
development of Business activities. Right person for the right job‟ is the basic principle in
recruitment and selection. Ever organization should give attention to the selection of its
manpower, especially its managers. The Operative manpower is equally important and essential
for the orderly working of an enterprise. Every business organization/unit needs manpower for
carrying different business activities. Smoothly and efficiently and for this recruitment and
selection of suitable candidates are essential. Human resource management in an organization
will not be possible if unsuitable persons are selected and employment in a business unit.

RECRUITMENT:-
According to the Business Dictionary

“Recruitment is the process by which organizations locate and attract individuals to fill
job vacancies. Most organizations have a continuing need to recruit employees to replace those
who leave or are promoted in order to acquire new skills and promote organizational growth .”

According to Flippo:

“Recruitment is the process for searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization.”

Meaning:
Recruitment means to estimate the available vacancies and to make suitable arrangements
frothier selection and appointment. Recruitment is understood as the process of searching for and

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obtaining applicants for the jobs, from among whom the right people can be selected. 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 submitted. The result is a pool of applicants from which new employees are selected”. In this,
the available vacancies are given wide publicity and suitable candidates are encouraged to
submit applications so as to have a pool of eligible candidates for scientific selection.

Recruitment Policy:-
Such a policy asserts the objective of the recruitment and provides a framework of
implementation of the recruitment program in the form of procedure. As Yoder and other
observe: “Such a policy may involve commitment to board principal such as filling vacancies
with the best qualified individuals. It may embrace several issues such as extend of promotion
for within, attitude of enterprise in recruiting its old employer, handicap, minority, group woman
employee, part time employees, friends and relative of present employees. It may also involve
the organization system to be developed for implementing recruitment program and procedures
to the employed.” Therefore a well consider and preplan recruitment policy, based on corporate
goals, study of environment and the corporate needs may avoid hasty or ill-considered decision
and may a long way to main the organization with the right type of personal.

Need for recruitment:

The need for recruitment may be due to the following reasons / situation: Vacancies due to
promotions, transfer, retirement, termination, permanent disability, death and Labor turnover.
Creation of new vacancies due to the growth, expansion and diversification of business activities
of an enterprise. In addition, new vacancies are possible due to job specification.

Recruitment Process:
Recruitment refers to the process of identifying and attracting job seekers so as to build a pool Of
qualified job applicants. The process comprises five interrelated stages, viz,

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  Planning.
 Strategy development.
 Searching.
 Screening.
 Evaluation and control.

Evaluation of Recruitment Process:

The recruitment has the objective of searching for and obtaining applications for job seekers in
sufficient number and quality. Keeping this objective in the mind, the evaluation might include:
 Return rate of application sent out.
 Number of suitable candidates for selection.
 Retention and performance of the candidates selected.
 Cost of the recruitment process
 Time lapsed data
 Comments on image projected.

Sources of Recruitment
INTERNAL SOURCES
1) Transfer- whenever any vacancies occur somebody from within the organization is
promoted transferred promoted or some time demoted.

2) Employee recommendations:

The idea behind employee recommendation as a source of potential applicants is that the present
employees may have a specific knowledge of the individuals who may be their friends, relatives.
If the present employees are reasonably satisfied with their jobs, they communicate these
feelings give preference to local people (sons of the sole) in recruitments, particularly at lower
and middle levels jobs.

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 3) Labor Contractors:
Manual workers can be recruited through a contractor who maintains close links with source of
such workers. This source is often used to recruit labor for construction jobs. The disadvantage
of this source is that when the contractor leaves the organization people employed through him
also go.

Advantages of internal sources: -

 It improves the moral of employees.

 Provide greater motivation for good performance.
 It is a less costly source than going outside to recruit.
 Greater promotion opportunities for the present employees.
 Labor turns over reduced.
Disadvantages of internal sources:

 Chances of favoritism.
 It discourages the flow of new blood in to the organization.
 As promotion is based on seniority the danger is that really capable hands may not be
chosen.

 EXTERNAL SOURCES
While vacancies through internal source can be filled up either though promotion or transfer,
recruiter tends to focus their attention on external source. Normally following external source is
utilized for different position.

1. Advertisement:

Advertisement is the most effective means to search potential employees from outside the
organization. Employment in journals, newspaper, bulletins etc is quite common is our country.
It has a very wide reach. One advertisement in a leading daily can cover millions of persons
throughout the country. Cost per person is very low it is used for clerical, technical and
managerial jobs

2. Employment Agencies:
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In our country two types of employment agencies are operating. Public employment agencies
and private employment agencies.

Public employment agencies: there are employment exchanges run by the government, almost
in all districts. Normally such exchanges provide candidates for lower position like clerk and
junior supervisor etc.

Private employment agencies: there are many consultancies and employment agencies like
ABC consultant, A.F. Ferguson and company, personal and productivity services, S.B.
Billimoria and company etc. which provide employment services particularly for selecting higher
level and middle level executives.

3. Campus Recruitment:
Many organizations conduct preliminary search of prospective employees by conductive
interviews at the campuses of various institute, universities and colleges. IIMs, IITs, engineering
colleges. It is and universities are good sources for recruiting well-qualified executives,
engineers, medical staff, chemist, pharmacist etc.

Advantages of External Sources:

 It helps to bring new blood and new ideas into the organization.
 Expertise and experience from other organization can be brought.
 It doesn't change the present organizational hierarchy that much.
 As recruitment is done from a wider market, best selection can be made.
Disadvantages of External Sources:

 This source is more costly and time consuming.

 The orientation and training of new employees is necessary.
 If higher level of jobs is filled from external sources, motivation and loyalty of
existing staff are affected.

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METHODS OF RECRUITMENT

 DIRECT METHOD:
In this method organization sends traveling recruiters to educational and professional
institution. One of the most widely used methods is that of sending of recruiters to college and
technical schools. Sometimes some organization opens their placement offices in the college and
schools. The placement office usually provides help in attracting student arranging interviews
and providing in MBA or this manner. Sometimes firms directly solicit information from the
concerned proffers about student with an outstanding record. Other direct method includes
sending recruiter to seminars and conventions and using mobile officers to go to desired centers.

 INDIRECT METHOD:
This invoices mostly advertising in newspapers, on the Radio, in trade and professional journals,
Technical magazines and brochures. It is very useful for blue collar and hourly workers as well
as scientific professionals and technical employees. Whenever necessary a blind advertisement
can be given in which only box no. is given, without identifying the company.

 THIRD PARTY METHOD:

Various agencies can be used to recruit, personnel. Public employment exchanges, management
consulting firms, professional societies, temporary help societies, trade union, and labor
contractors are the main agencies.

EFFECTS
1. Positive Recruitment Process
 Attract highly qualified and competent people.
 Ensure that the selected candidates stay longer with the company.

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  Make sure that there is match between cost and benefit.
 Help the firm create more culturally diverse work-force.

2. Negative Recruitment Process

 Failure to generate qualified applicants

 There is no match between cost and benefit
 Extra cost on training and supervision
 Increases the entry level pay scale

SELECTION:-
According to the Business Dictionary-

“Employee selection is defined as the “process of interviewing and

evaluating candidates for a specific job and selecting an individual for employment based on
certain criteria.”

Selection is defined as the process of differentiating between applicants in order to identify those
with a greater likelihood of success in a job. Selection is basically picking an applicant from (a
pool of applicants) who has the appropriate qualification and competency to do the job.

Selection is the process of choosing the most suitable persons out of all the application. In this
process relevant information about applicants is collected through a series of steps so as to
evaluate their suitability for the job to be fined. Selection is a process of matching the
qualifications of applicants with the job requirements. It is a process of weeding out unsuitable
candidates and finally identifies the most suitable candidate.

Selection strategies play an extremely important role in new organizations and in those that they
are fast expanding. Through proper selection it is a possible to desirable culture and desirable
norms. Proper selection is in managerial hand by which they can increase efficiency and
productivity of the enterprise. For the succession of the selection process one should have the

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authority to select. This authority comes from the employment requisition, as developed by an
analysis of the work force.

There must be some standard or personnel with which a prospective employee may be compared.
A sufficient number of applicants are also necessary.

SELECTION PROCEDURE:
The selection procedure is concerned with recruiting prevalent information about an application.
The objective of it is to determine whether an applicant meets the qualifications for a specific job
and to choose the applicant who is most likely to perform that in job. According to Yoder - "the
living process is a one or many 'go no-go' gauge. Candidates are screened by the application) of
their tools. Qualified applicants go on to the next hurdle. While the unqualified are eliminated."

STEPS IN SELECTION PROCESS:-

1. Preliminary Interview:

A special interviewer or a high caliber receptionist in the employment office usually conducts the
initial screening. This interview is essentially a sorting process in which prospective applicant
are given the necessary information about the nature of the in the organization. Necessary
information is also elicited from the candidates about their education, skills, experience, salary
expected etc.

2. Application Blank:

An application blank is a traditional, widely accepted device for getting information from a
prospective applicant. The application form should provide all the information relevant to
selection. But reference to caste, religion, birthplace may be avoided as it is regarded an evidence
of discrimination. Generally an application form contains the following information.

a. Identifying information: Name, Address, Telephone no.

b. Personal information: Name, Age, Sex, Marital Status, and Dependents.

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 c. Physical Characteristics: Height, Weight, and Eyesight.
d. Education: Academic education, Professional Degree, work experience, references etc.

3. Selection Test:

Many organization hold different kinds of selection tests to know more about the candidates. A
test is a sample of some aspect of an individual's attitudes behavior and performance. Tests are
useful when the number of applicant is large. In India the use of psychological and other tests is
gaining popularity

4. Employment interview:

It is face-to-face interaction between two persons for a particular purpose. Selection test is
normally followed by personal interview of the candidate. It consists of interaction between
interviewer and applicant. It helps in obtaining information about the background, 'education
training, work history and interest of the candidate and giving Information to him about the
company and policies. As well as it is also helpful to establishing friendly relationship between
the employer and the candidate.

It can be different types like information, formal, structured, unstructured, depth, group and
stress interview

5. Medical Examination:

It is carried out to ascertain the physical standards and fitness of prospective employee. Either
company's physician or a medical officer approved for the purpose. It determines candidate's
physical fitness for the job. It prevents the employment of people suffering from contingencies
disease. It provides a record of the employee's health at the time of selection. This record
wills .help in setting company's liability under the workmen compensation act for claim for an
injury.

6. Reference checks:

Many organizations ask the candidates to provide the names of two or three persons who know
him well. The organization contacts them by mail or telephone. In this way organization can get
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more information about the candidate like character, working etc.

7. Final Approval:

On the basis of the above steps the selection committee or personal department recommends
suitable candidates for selection. The candidate short-listed by the department is finally approved
by the executives of the concerned departments. Employment is offered in the form of an
appointment letter, mentioning the post, the rank, the salary grade, and the date by which the
candidate should join and other terms and conditions in brief.

8. Placement:

After all the formalities are completed the candidate are placed on their jobs, initially on
probation basis. The probation period may range from 3 months to 2 years. During this period
they are observed keenly and when they complete this period successfully they become the
permanent employment of the organization numbers and types. For deciding the number both
present and future requirements should be taken into the account. If there are expansion plans in
near future then these requirements should also be considered.

Besides number, the types of person needed are also important. This will be decided by studying
the job requirements, etc.

The educational and technical requirements to manage various jobs should be properly analyzed
so that right types of persons are employed. Recruitment precedes the selection process.
Recruitment is concerned with developing suitable techniques for attracting more and more
candidates.

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INTERVIEW
“Any person to person between two or more individuals with a specific purpose in mind is called
Interview”.

TYPES OF INTERVIEWS
 Structured Interview
Here, every single detail of the interview is decided in advance. The questions to be
asked, the order in which the questions will be asked, the time given to each candidate, the
information to be collected from each candidate, etc. is all decided in advance. Structured
interview is also called Standardized, Patterned, Directed or Guided interview. Structured
interviews are preplanned. They are accurate and precise. All the interviews will be uniform
(same). Therefore, there will be consistency and minimum bias in structured interviews.

 Unstructured Interview
This interview is not planned in detail. Hence it is also called as Non-Directed interview.
The question to be asked, the information to be collected from the candidates, etc. are not
decided in advance. These interviews are non-planned and therefore, more flexible. Candidates
are more relaxed in such interviews. They are encouraged to express themselves about different
subjects, based on their expectations, motivations, background, interests, etc. Here the
interviewer can make a better judgment of the candidate's personality, potentials, strengths and
weaknesses. However, if the interviewer is not efficient then the discussions will lose direction
and the interview will be a waste of time and effort.

 Group Interview
Here, all the candidates or small groups of candidates are interviewed together. The
time of the interviewer is saved. A group interview is similar to a group discussion. A topic is
given to the group, and they are asked to discuss it. The interviewer carefully watches the

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candidates. He tries to find out which candidate influences others, who clarifies issues, who
summarizes the discussion, who speaks effectively, etc. He tries to judge the behavior of each
candidate in a group situation.

 Exit Interview
When an employee leaves the company, he is interviewed either by his immediate
superior or by the HRD manager. This interview is called an exit interview. Exit interview is
taken to find out why the employee is leaving the company. Sometimes, the employee may be
asked to withdraw his resignation by providing some incentives. Exit interviews are taken to
create a good image of the company in the minds of the employees who are leaving the
company. They help the company to make proper HRD policies, to create a favorable work
environment, to create employee loyalty and to reduce labour turnover.

 Stress Interview
The purpose of this interview is to find out how the candidate behaves in a stressful
situation. That is, whether the candidate gets angry or gets confused or gets frightened or gets
nervous or remains cool in a stressful situation. The candidate who keeps his cool in a
stressful situation is selected for the stressful job. Here, the interviewer tries to create a
stressful situation during the interview. This is done purposely by asking the candidate rapid
questions, criticizing his answers, interrupting him repeatedly, etc.

 Individual Interview
This is a 'One-To-One' Interview. It is a verbal and visual interaction between two
people, the interviewer and the candidate, for a particular purpose. The purpose of this
interview is to match the candidate with the job. It is a two way communication.

 Informal Interview
Informal interview is an oral interview which can be arranged at any place. Different
questions are asked to collect the required information from the candidate. Specific rigid
procedure is not followed. It is a friendly interview.

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  Formal Interview
Formal interview is held in a more formal atmosphere. The interviewer asks pre-
planned questions. Formal interview is also called planned interview.

 Panel Interview
Panel means a selection committee or interview committee that is appointed for
interviewing the candidates. The panel may include three or five members. They ask
questions to the candidates about different aspects. They give marks to each candidate. The
final decision will be taken by all members collectively by rating the candidates. Panel
interview is always better than an interview by one interviewer because in a panel interview,
collective judgment is used for selecting suitable candidates.

MY JOB AT Think Next TRAINING CENTRE

I started my job as HR Trainee & a Recruiter. My job profile was to handle RECRUITMENT in
my project. The senior HR Manager narrated me the whole procedure. My job profile was to
generate resumes from the various job sites such as Naukri.com, Timesjobs.com etc. according
to the requirements of the company. After generating the resumes from the sites the next step is
to shortlist the resume which best suite the requirements.
Now the short-listed candidates have to be given a phone call in order to find out their interests
and schedule them for interview. There are 2 forms of interview that a candidate can appear for:

1. Personal Interview.
2. Telephonic Interview.

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PERSONAL INTERVIEW
This is regarded as the best form of interview. In such form of interview, interview personally
appears in front of the interviewer and gives his interview. This is regarded as the best form of
interview as the interviewee has the best chances of making his points clear in front of
interviewer.

TELEPHONIC INTERVIEW
Sometimes the interview is taken on the phone. A telephonic conversation is done between the
interviewer and the interviewee where the interviewer calls up the candidate via phone and
conducts the interview.

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 CHAPTER-3

REVIEW OF LITERATURE

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As related to the Recruitment of the employee various authors have expressed their views
regarding training success and undertaking in and outside the company, few of them listed are:

Recruitment is concerned with developing suitable techniques for attracting more and more
candidates. Recruitment is the process of searching for prospective employees and stimulating
them to apply for the jobs in the organization. When more persons apply for jobs then there will
be a scope for recruiting better persons. The job seekers too, on the other hand, are in search of
organization offering them employment. Recruitment is a linkage activity bringing together those
with jobs and those seeking jobs.

Many see recruitment and selection as the most important component of the staffing model.
Obviously, the fright persona must be selected to achieve high levels of productivity, but how the
selection is made also is important, if for no other reason than to meet legal and ethical
requirements of institutional policy such as fundamental fairness and affirmative action. One of
the central findings of the literature review conducted by :

1. Rao (JUL, 1992) In his journal” The concept of recruitment”. In a survey conducted
by Rao on HRD practices in 34 private sector & 11 public sector companies it was
found that perceptions were not that significant among executives. The study indicated
that a large number of organizations appear to use Recruitment and Selection both for
regularly as well as for development purposes.

2. Hiltrop (1996): Hiltrop (1996) was successful in demonstrating the relationship

between the HRM practices, HRM-organizational strategies as well as organizational
performance. He conducted his research on HR manager and company officials of 319
companies in Europe regarding HR practices and policies of their respective
companies. The findings of Hiltrop's work also showed that selectively hiring has a
positive impact on organizational performance. With recruitment and selection
techniques for efficient hiring decisions, high performing companies are most likely to

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 spend more time in giving training particularly on communication and team-work
skills.

3. Russo et al. (2001) Attempted to investigate how employers' recruitment strategies

change in response to different conditions on the relevant regional labor market. Their
empirical findings show that the hiring of unemployed candidates and the use of the
public employment service are events more likely to happen in a slack regional labor
market. On the basis of their results they concluded that the use of advertisements and
the hiring of already-employed job seekers are more likely to occur in the presence of
excess demand on the relevant regional labor market.

4. M. Smith (2001) The literature says that employers are doing the traditional method of
recruiting rather than the modern technologies. Selection procedure also should be in
application to the modern techniques.
5. Pil beam and Corbridge (2002) Recruitment and selection extends to attracting
suitable candidates, eliminating unsuitable candidates and converting the successful
candidates to an effective employee.

6. Korsten (2003) Human Resource Management theories emphasize on techniques of

recruitment and selection and outline the benefits of interviews, assessment and
psychometric examinations as employee selection process. They further stated that
recruitment process may be internal or external or may also be conducted online.
Typically, this process is based on the levels of recruitment policies, job postings and
details, advertising, job application and interviewing process, assessment, decision
making, formal selection and training.

7. Boxall and Purcel (2003) Observe that many organizations including the well-
resourced still imagine that recruitment is all about attracting young workers fresh from
schools or after only a few year in the labor market.

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 8.Jones et al. (2006): Jones et al. suggested that examples of recruitment policies in the
healthcare, business or industrial sector may offer insights into the processes involved
in establishing recruitment policies and defining managerial objectives. Successful
recruitment techniques involve an analysis of the job, the labour market conditions and
interviews, and psychometric tests in order to find out the potentialities of job seekers.
Other approaches to selection outlined by Jones et al. include several types of
interviews, role play, group discussions and group tasks, and so on.

8. Alan Price (2007): Price (2007), in his work Human Resource Management in a
Business Context, formally defines recruitment and selection as the process of
retrieving and attracting able applications for the purpose of employment. He states that
the process of recruitment is not a simple selection process, while it needs management
decision making and broad planning in order to appoint the most appropriate
manpower. Their existing competition among business enterprises for recruiting the
most potential workers in on the pathway towards creating innovations, with
management decision making and employers attempting to hire only the best applicants
who would be the best fit for the corporate culture and ethics specific to the company
(Price 2007).

9. Maral Muratbekova-Touron (2008)in his journal, “Recruitment and Selection” has

proposed, “Recruitment is one of the main functions on Human Resource Management,
refer to International Human Resource Management perspective, staffing will be more
important on the managing by the headquartered company to their subsidiaries in order
to gain more competitive advantage for them. As a company want to achieve the mind
of globalization, they must choose a suitable Recruitment approach in order to doing
business successfully not only in the domestic also in the international environment.
Maral Muratbekova-Touron stated that “One of the main issues facing the development
of the global companies has always been to find the right balance between the local

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 autonomy between subsidiaries and the control of the corporate headquarters.”, it
related to how the company recruit and select their staffs in their subsidiaries .

10. Association of American Medical Colleges (2009)- Although women and minorities
have made significant strides in achieving equality in the workplace, they are still
underrepresented in the upper strata of organizations ,including senior faculty and
leadership positions at medical schools and teaching hospitals. Within the last decade,
social science researchers have pursued the theory of “unconscious bias” as one barrier
to workplace equality that may persist despite a general commitment to increase
diversity across the academic medicine workforce and other organizations. This
Analysis in Brief reviews the scientific literature on the theory of unconscious bias,
explores the role of unconscious bias in job recruitment and evaluations, and offers
suggestions for search committees and others involved in hiring decisions at medical
schools and teaching hospitals.

11. Arvind Sudarsan (2009) in his journal, “Impact of recruitment and Selection”- In
this article, findings of a study on performance Recruitmentis one of the main functions
on Human Resource Management criteria used by organizations in India is shown. A
survey type methodology was used in this article to obtain the appraisal forms used by
different organizations. The sample covered a wide range of organizations classified on
different basis Approaches in global companies, and there has four different approaches
to managing and staffing their international subsidiaries. The following literature
reviews will attempt to explain that four approaches and point out what is the advantage
and disadvantage of each approach in the internationalization process of the company.

12. Vyas & Ajayraj (2011) This study stated on managing the knowledge workers has
given importance to the process involved during the time of recruitment and hiring.
They believe that the most striking feature of the Indian labor market is the apparent
abundance of labor, yet the right type of labor is not too easy to find. In his research

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 article he has made an attempt to study why talent deficiency prevails in Indian job
market in spite of a huge population.

13. . Naveen & Dr. Raju (2014) A Study On Recruitment & Selection Process With
Reference To Three Industries, Cement Industry, Electronics Industry, Sugar Industry
In Krishna DtAp, India. Successful recruitment and selection practices are key
components at the entry point of human resources in any organization .Efficient
recruitment and selection strategies result in improved organizational outcomes. The
main objective of this paper is to identify general practices that organizations use to
recruit and select employees .The study also focus its attention o to determine how the
recruitment and selection practices affect the organizational outcomes and provide
some suggestions that can help to different companies located in Krishna.

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 CHAPTER-4
OBJECTIVE OF THE STUDY

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 OBJECTIVE OF THE STUDY

1. To analyze the level of satisfaction of the Officers about Recruitment and Selection

procedure of an organization Think NEXT Technologies pvt. ltd.

2. To suggest measures to improve Recruitment and Selection at Think NEXT Technologies

pvt. ltd.

3. To Refine the Quality of your candidates at Think NEXT Technologies pvt. ltd.

4. To Create a pool of Qualified candidate at Think NEXT Technologies pvt. ltd.

5. To streamline the recruitment and hiring process at Think NEXT Technologies pvt. ltd.

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 CHAPTER-5
RESEARCH
METHODOLOGY

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RESEARCH DESIGN:
Research Design is the conceptual structure within which research is conducted. It
constitutes the blueprint for collection, measurement and analysis ofs data. The design
used for carrying out this research is Descriptive. Descriptive Research is the research
we don’t use “why”. It means questions are asked from respondents but we don’t ask
why they are giving these answers. In my research I used descriptive research.

DATA TYPE: In this research the type of data collection is

 Primary data
 Secondary data
 Primary data is that which is collected by the person himself from the
respondents. I collected primary data with the help of the “Questionnaires”.
I made a set of questions and respondents gave their views.
 Secondary data is that which is already collected by any other person in
the previous years. I used secondary data in my research and used various
sources of the secondary data.

The sources of collection of secondary data are:

 Journals
 Previous Research Papers
 Magazines
 Brochures
 Company’s website

Sampling Unit: Employees

Type of Sampling: Convenience Sampling

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  Convenience Sampling is used by researcher according to his comfort
ability. I used convenience sampling because employees of company
are convenient to me for collecting the data.

 Location: Think Next Pvt. Ltd.

 Sample Area: Mohali

 Number of Samples : 30 employees

PROJECT SCHEDULE

First week - Training program from the company & collecting the primary and
secondary data.
Second week - Study Recruitment & Selection Process.
Third & forth week - Designing the questionnaire &conducting the survey in Think Next.
Fifth week - Analysis of Data Collection.
Sixth week - Final Report preparation and presentation

Introduction to Research Methods : Definition of research, role and objectives of research,

applications and types of research, research process and steps in it. Collecting and reviewing the
literature, conceptualization and Formulation of a research problem, Identifying variables,
constructing hypothesis, Synopsis.

1.1 Introduction Research is a scientific investigation;-

Investigation means a search for new facts and ideas in any branch of knowledge. Thus, we can
say that research is a search for knowledge. Research may be considered as a movement, a
movement from the unknown to the known. It is actually a voyage of discovery. Research is
carried out for two purposes; one is the discovery of new facts and the second, verification of the

Page 44 of 112
old ones. The object of every business organization, of course, is the discovery of new facts, new
relationship, and new laws governing the business phenomena. But constant verification of the
old concepts is also needed especially in dynamic business environment. Common sense
knowledge, based on the accumulated experiences, prejudices and beliefs of the people is often
contradictory and inconsistent. On the other hand, scientific observations are based on verifiable
evidence or systematic body of proof that can be cited. For example, some common sense
statements are: man is more intelligent than woman; married men remainthan single people; rural
people are more hardworking than urban people etc. Contrary to this, the scientific research or
scientific inquiry finds that woman is as intelligent as man; there is no association in happiness
and marriage; hard work is not related to environment alone. Thus, a statement based on
common sense is just a guess or prejudice or mistaken interpretation, though at times it may be
true, wise and a useful bit of knowledge. But it is not based on any scientific evidence. A
scientific statement is based on accumulated systematic knowledge through research.

1.2 Meaning and Definition of Research;-

In order to plan and carry out research, it is necessary to know what we mean by research-in
general, as well as in the specialized fields of business management. “Research is an Organized
and Systematic way of Finding answers to Questions.” Systematic because there is a definite set
of procedures and steps which you will follow. There are certain things in the research process
that are always done in order to get the most accurate results.
Organized in that there is a structure or method in going about doing research. It is a planned
procedure, not a spontaneous one. It is focused and limited to a specific scope. Finding answers
is the end of all research. Whether it is the answer to a hypothesis or even a simple question,
research is successful when we find answers. Sometimes the answer is no, but it is still an
answer. Questions are central to research. If there is no question, then the answer is of no use.
Research is focused on relevant, useful, and important questions. Without a question, research
has no focus, drive, or purpose. The word research is derived from the Latin word meaning to
know. It is a systematic and a replicable process, which identifies and defines problems, within
specified boundaries. It employs well-designed method to collect the data and analyses the
results. It disseminates the findings to contribute to generalizeable knowledge. Definitions:

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Various social and behavioural scientists have defined the word research in different ways. Some
of the most popular definitions are:
1. “Endeavour to discover facts by scientific study, course of critical investigation”, by Pocket
Oxford Dictionary.
2. “Systematic investigation to establish facts or collect information on the subject”, by Collins
Concise Dictionary.
3. “Research is systematized effort to gain new knowledge”, by Redman and Mory.
4. “Research is the manipulation of things, concepts or symbols for the purpose of generalizing
to extend, correct or verify knowledge, whether that knowledge aids in construction of theory or
in the practice of an art”, by Encyclopedia of Social Sciences. Thus, we can say that research is a
systematic and objective attempt to study a business problem for the purpose of deriving general
principles. In other words, research is a systematic, controlled, empirical and critical
investigation of hypothetical propositions about the presumed relations among phenomena.

1.3 Characteristics of Research;-

A well-organized research must possess certain characteristics features, which are as follows:
1. Solution Oriented: The problem of research must be clearly defined and stated. The motive of
research must be mentioned in the beginning of research work. The research should provide a
solution of a business problem.
2. Logical: In a research we find out facts about a phenomenon and draw conclusions about it.
The inferences and generalizations thus made must be logical. For example, all illiterate people
in the village live longer than the educated people in the cities leads to the conclusions that
illiteracy is the cause of longevity. This is an example of illogical research conclusion.
3. Objective: Observing true picture of a phenomenon without being affected by observers own
opinion is termed as ‘objective’. Objectivity means knowing reality. The criterion of objectivity
is that all researchers should arrive at the same conclusion about the phenomenon on which they
are pursuing research.
4. Impartiality: A dishonest research may select data items of individuals to draw conclusions to
his favours. This brings bias into research, which affects the objective of the study. Therefore a
true research must be impartial and unbiased.

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 5. Accuracy: A research worker needs to gain some expertise in the study he is undertaking.
This expertise results in achieving the accuracy in the solution drawn. The accuracy of
conclusions is a sensitive issue as it may affect the whole decision-making.
6. Systematic: In a research there should be well-defined steps. Each step should be sequentially
linked with another, so that, the whole research work is an organized structure.
7. Verifiability: the results of a research are subjective to verifications. For building a sound
basis for decision making one verifies the research results by replicating the study.
8. Empirical: A research is an empirical process and involves data collection. The results are
based on observed experience or empirical evidence. Research rejects assumptions and dogma as
methods of established knowledge. It accepts only what is verified by empirical observations.

Characteristics of Research
1. Solution Oriented
2. Logical
3. Objective
4. Impartiality
5. Accuracy
6. Systematic
7. Verifiability
8. Empirical

M.Phil. (Statistics) Research Methodology Unit I

Introduction to Research Methods : Definition of research, role and objectives of research, applications
and types of research, research process and steps in it. Collecting and reviewing the literature,
conceptualization and Formulation of a research problem, Identifying variables, constructing hypothesis,
Synopsis.
Unit II (a) Research Design: Selecting and defining a research problem, need for research design,
features of a good research design, different research designs (exploratory, descriptive experimental
and diagnostic research). (b) Design of Sample Survey: Census V/s Sample enumerations, objectives and
principles of sampling, Types of sampling, Sampling and Non-sampling errors. Designing Questionnaires

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and interview. Determination of the sample size.
Unit III Measurement of Scaling Concepts: Scales of measurements, nominal, ordinal, internal and ratio
scales, Errors in measurements. Validity and Reliability in measurement, Scale Construction Techniques.
Unit IV Data Collection & Analysis: Primary & secondary data, Validity and Reliability of data collection
procedures, data preparation, exploratory data analysis, parametric and nonparametric tests,
correlation and regression analysis, ANOVA, Multivariate Techniques.
Unit V Report Writing: Discussions, Conclusion, referencing and various formats for reference writing,
Bibliography, Thesis Writing, Thesis writing, Formats of publications in research journals including
subject classification, Impact factor, Citation index.
Unit VI Computer Applications: Data Communication and networks, LAN, WAN,GAN, Internet, Website,
Webpage, E-mail, Search Engines, Scientific search engines. PDF and Latex files.
MS WORD : Test formatting, Math Type, MS Equation editor, INFLIBNET, e-journals, e-library, Scopus,
Central blatt Math, Mathematical reviews. Recommended Books:
1. Krishna Swamy K.N., Siva Kumar A.I., Math M., “Management Research Methodology (2006), Pearson
Education, New Delhi.
2. Kothari C.R., “Research Methodology, Methods and Techniques, Second edition, (2008), New Age
International Publication.
3. Ranjit Kumar : Research Methodology, A step by step guide for beginners, Pearson Education, Sixth
Edition 2009.
4. Mark Saunders, Philip Lewis, A drain Thorn: Research Methods for Business Students, Pearson
Education.
5. Ram Ahuja, “Research Methods”, (2001), Rawat Publications, New Delhi.
6. Cooper D., Schindler P., Business research methods”, (2003) Tata Mc-Graw Hill, New Delhi.
Unit I Introduction to Research Methods:
Definition of research, role and objectives of research, applications and types of research, research
process and steps in it. Collecting and reviewing the literature, conceptualization and Formulation of a
research problem, Identifying variables, constructing hypothesis, Synopsis.

1.1 Introduction Research is a scientific investigation. Investigation means a search for new facts and
ideas in any branch of knowledge. Thus, we can say that research is a search for knowledge. Research
may be considered as a movement, a movement from the unknown to the known. It is actually a voyage

Page 48 of 112
of discovery. Research is carried out for two purposes; one is the discovery of new facts and the second,
verification of the old ones. The object of every business organization, of course, is the discovery of new
facts, new relationship, and new laws governing the business phenomena. But constant verification of
the old concepts is also needed especially in dynamic business environment. Common sense knowledge,
based on the accumulated experiences, prejudices and beliefs of the people is often contradictory and
inconsistent. On the other hand, scientific observations are based on verifiable evidence or systematic
body of proof that can be cited. For example, some common sense statements are: man is more
intelligent than woman; married men remain happier than single people; rural people are more
hardworking than urban people etc. Contrary to this, the scientific research or scientific inquiry finds
that woman is as intelligent as man; there is no association in happiness and marriage; hard work is not
related to environment alone. Thus, a statement based on common sense is just a guess or prejudice or
mistaken interpretation, though at times it may be true, wise and a useful bit of knowledge. But it is not
based on any scientific evidence. A scientific statement is based on accumulated systematic knowledge
through research.

1.2 Meaning and Definition of Research;-

In order to plan and carry out research, it is necessary to know what we mean by research-in general, as
well as in the specialized fields of business management. “Research is an Organized and Systematic way
of Finding answers to Questions.” Systematic because there is a definite set of procedures and steps
which you will follow. There are certain things in the research process that are always done in order to
get the most accurate results. Organized in that there is a structure or method in going about doing
research. It is a planned procedure, not a spontaneous one. It is focused and limited to a specific scope.
Finding answers is the end of all research. Whether it is the answer to a hypothesis or even a simple
question, research is successful when we find answers. Sometimes the answer is no, but it is still an
answer. Questions are central to research. If there is no question, then the answer is of no use. Research
is focused on relevant, useful, and important questions. Without a question, research has no focus,
drive, or purpose. The word research is derived from the Latin word meaning to know. It is a systematic
and a replicable process, which identifies and defines problems, within specified boundaries. It employs
well-designed method to collect the data and analyses the results. It disseminates the findings to
contribute to generalizeable knowledge. Definitions: Various social and behavioural scientists have
defined the word research in different ways. Some of the most popular definitions are:

Page 49 of 112
1. “Endeavour to discover facts by scientific study, course of critical investigation”, by Pocket Oxford
Dictionary.
2. “Systematic investigation to establish facts or collect information on the subject”, by Collins Concise
Dictionary.
3. “Research is systematized effort to gain new knowledge”, by Redman and Mory.
4. “Research is the manipulation of things, concepts or symbols for the purpose of generalizing to
extend, correct or verify knowledge, whether that knowledge aids in construction of theory or in the
practice of an art”, by Encyclopedia of Social Sciences. Thus, we can say that research is a systematic and
objective attempt to study a business problem for the purpose of deriving general principles. In other
words, research is a systematic, controlled, empirical and critical investigation of hypothetical
propositions about the presumed relations among phenomena.

1.3 Role and Significance of Research;-

A research study plays a very vital role in studying, understanding and solving a business problem.
Research is a process of obtaining dependable solutions through systematic and scientific investigations.
In the modern business environment where operational problems are of complex nature, research
provides a solution oriented carefully designed procedures. Research helps us to discover the functional
relationships among various phenomena that exist in a business or a government organization. Decision-
making under
Research provides us inferences and generalizations that help in forecasting the future happenings in
the organization. All private or government organizations form their policies on the basis of researches
conducted.

1.4 Objectives of Research;-

The main goal of research is to improve the quality and level of living in the society. The purpose of a
research study is to find out the hidden facts about a business phenomenon. The obvious function of
research is to add new knowledge to the existing store. It serves the government and the business
organizations in forming their future policies. The objectives of a research study are listed below:
1. Understanding a business problem: The first and foremost objective of any study is to understand,
analyze and explore a business problem. Once complete familiarity with the phenomenon is achieved, it
is easier to decompose the complex problem into smaller once.

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2. Identifying the cause and effect relationship: Individuals form groups, and groups form organizations.
They are interdependent. It is very important for a researcher to identify the functional relationships
among various components of an organization. A scientific investigation is necessary in studying the
cause and effect relationship of variables involved in a business phenomenon.
3. To innovate new ideas: One of the objectives of a researcher is to bring constant improvement in the
techniques of his trade. Apart from verifying and testifying the existing assumptions, one of the
functions of a research is to add new knowledge to the state of the art. Research invokes the innovation
of new concepts, theories and idea in a business study. Apart from this, research also removes and
discards worthless theories that are prevalent in the society.
4. To improve the quality: The whole exercise of any activity is done for the improvement of quality of a
product, machinery, or life of human beings. For a business organization it is utmost important to
improve the quality of its products. This can be achieved by a systematic and critical investigation i.e.
research.

1.5 Types of Research is a multidimensional activity. It comes in various forms and is used in all social,
behavioral, educational, economical and management sciences. According to the approach and method
involved in a research, one can classify the following types of research;-
1. Descriptive v/s Analytical research Descriptive research basically describes what is. It mainly involves
collection, recording, describing and analyzing the facts related to the study. It tries to find the existing
status, trend and state of affairs in a phenomenon. Descriptive research involves surveys, but they are
not merely data collection as they also involve measurement, classification, analysis, comparison and
interpretation. In this type of research the variable under study are uncontrollable. One can only
observe and report what is happening in a situation. Analytical research, on the other hand deals with
what will be. In this type of research, the variables involved are carefully and scientifically controlled and
manipulated. Analytical research is also known as experimental research and is a very sophisticated
technique. This kind of research is based on four important characteristics namely; control,
manipulation, observation and replication.
2. Applied v/s Fundamental research Applied research is action oriented or solution oriented. The main
goal of an applied research is to obtain an immediate, specific and practical solution of a problem that a
business organization is facing right now. It gives here and now solutions in actual problem situations. It
involves scientific investigations but the methods are not so rigorous as in fundamental research. It finds

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solutions to be applied in local environment and they may not be universally acceptable. Applied
research does not promise to add new knowledge to the discipline. Fundamental research is carried out
to scientifically enhance the organized body of knowledge of a discipline. Also know as basic research, it
is concerned with formulation of theory and generalizations of principles. To evaluate and expand a
formulated theory it may use empirical data. Basic research involves systematic, highly sophisticated
scientific techniques. Fundamental research may not suggest the solutions of immediate problems, it
rather draws long term conclusions.

3. Quantitative v/s Qualitative research Quantitative research is based on quantitative variables, which
can be measured in appropriate units. These involve objects and individuals that vary in size, quantity,
amount, scale or degree. For example, prices of commodity can be measured in rupees, weight of a
product is measured in kilograms and the mileage of vehicle is measured in kilometers per liter.
Qualitative research, on the other hand, is based on qualitative variables, which vary in quality of type.
These variables cannot be measured on a scale or in any units. Social scientists use qualitative research
for studying human behaviour. In market research surveys qualitative research is carried out to
investigate the likes and dislikes of customers. It helps in understanding the current pattern of demand
of a company’s products.
4. Conceptual v/s Empirical research Conceptual research involves the development of new theories,
abstract ideas, and generalized principles. Philosophers, intellectuals and thinkers carry out this kind of
research. On the basis of their conceptual knowledge they build theoretical models. Conceptual
research is an intellectual process to develop and verify knowledge. Empirical research is based on
observation and experimentation. The information collected in the form of facts develops the
conclusions and theories about a phenomenon. The models, so developed, can again be verified by a
replication of data collection. To test a given hypothesis empirical research is most popular and powerful
tool in the modern world.
5. Other types of research: Any research study is derivation of one or the other of above four types of
research. One can further classify a research on the basis of its purpose, time taken and the discipline of
knowledge it relates to. For example, Historical research is the study of past events, historical
documents, remains and relics. Clinical research is employed to study the effects of a new drug. Market
research is performed to forecast the potential demand of a product. One- time research is carried out
on a small scale in short period with a specific purpose. Educational research is directed towards the

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study and development of educational system. Social research is concerned with the social problems of
the society. Field research is done by going out in the field or market, where as Laboratory research is
carried out with in four walls of a laboratory.

1.6 Research Process Research is a search for knowledge.

It helps in taking appropriate decisions. Research involves asking a question and then trying to find an
answer to it. Research is essentially a systematic, scientific and structured inquiry seeking facts through
objective methods. Therefore a research must have a clearly defined step-by-step process. A knowledge
of the research process is essential both for those who conduct the research and for those who wish to
be benefited by the conclusions drawn from the research. A meaningful knowledge should have a
definite purpose and direction. In developing a research process, one would like to list the sequence of
step-by step activities. In a research process these steps are inter- dependent and may overlap each
other. They may not follow a strict sequence and the researcher has to be vigilant of their order
continuously through out the research process. However, one can broadly enlist the main steps involved
in a research process as a procedural guideline to the researcher. These steps are:
1. Problem formulation
2. Literature survey
3. Development of hypothesis
4. Research design
5. Choice of sample design
6. Data collection
7. Analysis and interpretation of data
8. Hypothesis testing
9. Interpretation of results
10. Report writing The above procedure can be depicted in a diagrammatic form as shown in the
flowchart in figure
1.1. A brief description of the above steps is given below.
1. Problem formulation Formulation of a problem is the first and foremost step in a research process. It
is not always easy to identify and define a problem in an ever-changing business environment. A
researcher not only discovers and defines a problem area but also a specific problem within that area
concerning his interest in business. The problem should be clearly and precisely stated. The statement of

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the problem must be complete. The problems in a business may sometimes be obvious and one can
pinpoint them. Many a problem is not so apparent and needs explorations. Thus, first of all one has to
identify a problem specifically and thoroughly, and then it has to be expressed in scientific terms so that
statistical analysis can be performed on that problem.
2. Literature survey After the formulation and identification of a problem, the next important step is the
review of literature survey. An exhaustive and critical review of professional literature familiarizes the
researcher with the current state of knowledge. It helps in understanding of the problems and
hypothesis that others have studied. It clarifies the concepts, theories, major variables involved,
operational definitions and research methods used in the past. This contributes to the cumulative
nature of scientific knowledge. Every year thousands of articles, books and monographs are published in
any field of study. Therefore, it is important to sort out the relevant literature connected with the field
of one’s interest. It is best to begin any search for literature with one of the guides to published
literature. These guides are increasingly computerized and include bibliographies, indexes and abstracts.
With the advent of Internet the modern life has changed drastically. One can find an ocean of
information within the four walls of one’s study room through Internet. Some of the popular search
engines like google, yahoo and rediff are becoming more popular in searching for literature on any topic.
3. Development of hypothesis Once a problem is defined and a review of literature is made, the next
step is to define clearly the hypothesis in a research problem. A hypothesis is a tentative assumption in a
research problem, which has to be tested empirically with the help of observed data. When formulating
a hypothesis, a researcher does not know whether it will be rejected or accepted. A hypothesis is
constructed and tested; if it is rejected, another one is formulated; if it is accepted, it is incorporated in
the scientific body of knowledge. One should arrive at a clear and specific working hypothesis for which
research methods already exist. A good hypothesis states a research problem in concise and precise
terms so that the researcher is focused on the problem at hand.
4. Research design A research design is a well-defined plan of action. It is a planned sequence of the
entire research process. It is a blue print of research activity. In a big business scenario designing a
research study is very complex. Therefore, a research design may change during the operation of a
project. A good research design must use minimum of resources like time, money and manpower. A
research design must be able to translate the general scientific model into a practical research
operation.
A scientifically developed research design poses the characteristics like;

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 (i) objectivity
(ii) Reliability
(iii) Validity
5. Choice of sample design in any investigation the group of all items, objects or individuals under
study is called ‘population’ or ‘universe’. For all purpose of determining population characteristics,
instead of enumerating entire population, some items of the population, called a sample, are
observed. Then the sample characteristics are utilized to approximately determine or estimate the
population. For example, on examining the sample of particular product, we arrive at a decision of
purchasing or rejecting that product. There will be surely some error in such an approximation and is
inherent and unavoidable in any and every sampling scheme. But sample results in considerable
gains in terms of time, money, accuracy and efforts. Drawing a sample of some predetermined size
from an entire population is not a child’s play. These have to be a systematic plan to choose the
sample items. This plan or a technique of drawing a sample is known as sample design or sample
plan or sampling technique. Researchers have suggested various sample designs. One research
situation may be different from another, therefore, simple random sample, though most popular,
may not be suitable in each case. Depending on the requirement of a situation one can choose one
of the following sample designs:
1. Purposive or Judgment Sampling
2. Simple Random Sampling
3. Stratified Random Sampling
4. Systematic Sampling
5. Cluster Sampling
6. Area Sampling
7. Multi-stage Sampling
8. Multi-phase Sampling

6. Data collection: Once a sample design is formulated, the next step in a research process is the
collection of relevant data.
There can be two sources of data
(i) Internal data, that refers to the happenings and functions of a business organization. For
example, the sale purchases details of a company.

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 (ii) External data, which is related to outside sources and external agencies. There are two types of
data
(a) Primary data
(b) Secondary data.
Primary data are those observations, which are collected by an investigator for the first time,
Secondary data are already available in the records and have been collected by some other
researcher for the purpose of studying a similar problem.
Methods of collecting primary data are:
(i) by direct observation and experimentations
(ii) by direct personal interview
(iii) by direct interviews through phone, SMS and email.
(iv) by indirect personal interview
(iv) by mailed / emailed Questionnaire
(v) by schedules through enumerators
Methods of collecting secondary data:
(i) International organizations like WHO, UNO etc.
(ii) Government publications like economic survey, CSO, NSSO.
(iii) Journal and Newspapers
(iv) Research articles
(v) Reports of business organization and financial institutions. A method and source of data
collection is chosen by an investigator taking into account the objectives and requirements of the
inquiry. The adopted method should incur minimum cost and time should have a reasonable level
of accuracy and unbiasedness.

7. Analysis and interpretation of data After the collection of data, what we have is a huge chunk of
observations and numerical values. The data at the beginning are in raw form. For the purpose of
applying further statistical techniques, one has to put the raw data in a useful form by
classification, tabulation and categorization of data. If one has to feed the data in a computer, the
data should bear the same form as required by the software used. This kind of processing of data
involves one or more of the following activities:
(i) coding

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(ii) labeling
(iii)editing
(iv) tabulation
(v) classification.
8. Hypothesis testing After analyzing and processing of data, it is time now to test the hypothesis
that were formed in step 3 of the research process. A hypothesis is skeptically formulated
regarding the relationship between phenomena and variables involved in a study. Then by
empirical investigation the hypothesis is tested for possible acceptance or rejection. In other
words, the researcher decides on the basis of the observed facts that he has collected, whether or
not an assumption is valid. A hypothesis is tested by making use of a predefined decision rules
established in statistical methods. Some of the popular statistical tests are, Z- test, Chi- square
test, t- test and F- test. In a situation where no hypothesis is formulated in a study, the
observations are made on the data directly and conclusions are drawn to formulate new
generalizations and assumptions for future purposes.
9. Interpretations of results After the data collection and testing of hypothesis one has to reach to
the conclusions of the research study. These conclusions are the most vital outcomes of the study
and have to be dealt with very carefully. On the basis of findings of the research work done we
draw inferences about the phenomenon under study. This is a useful activity as without any
outcome a research study is fruitless. The results obtained from the analysis of data are to be
interpreted skillfully. A wrong interpretation my lead to wrong decisions. Interpretation may also
lead to generalizations of the phenomena understudy. It may also help in developing new theories
and can suggest new research problems to be explored in future. 10. Report writing Last but not
the least is the step of reporting the facts and findings of the research study. A report is a
summary of the whole research process. The layout of a report must be attractive. The words used
in the text must be easily comprehensive to a reader. Even a non- technical person understands a
good report. In the beginning of the report one should give the title, time period of work,
acknowledgement and preface. In the main text an introduction to the problem, summary of
findings, results and inferences, and then the recommendations of the researcher are given. The
report should conclude with appendices, bibliography and a subject or / and author indexes. 1.8
Significance of Research In any scientific inquiry research has been the most powerful tool for
knowledge seeking people. Research is a kind of power with which one can foresee the

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implications of a particular phenomenon. Research is all pervading and is used in every discipline
of study. Some of the applications of research are listed below.
1. In psychology, research is done to study psychological, cultural and motivational factors of
different types of persons.
2. In sociology, research studies are performed to analyze changing relationships among age and
sex groups, emerging class patterns, social mobility and social values etc.
3. In economics, planned development of a country and an organization is achieved through
research. It helps us in deciding the wages, salaries of all employees, profit and risk involved in a
business activity, and the effects of government policies on the economic structure.
4. In geography, research is used to study environmental control, climatic complexities,
geographical appraisal of a country’s foreign policy, geographical patterns of changes in
agricultural wastelands.
5. In education, research helps in the improvement of teaching methods, interrelationship of
teachers and students, expenditure share of primary, technical and higher education.
6. In medical science, clinical trials are performed to study the effects of medicine. No medicine or
medical treatment is accepted by medical associations without completing a thorough research
process on the medicine or treatment.
7. In the field of business management, marketing research is the backbone of marketing a
product. Before launching a new product, market surveys are conducted to identify the needs and
satisfaction level of customers. It helps not only in solving existing problems but also in identifying
new opportunities. In every manufacturing industry there is a research and development section,
which is involved in improving the quality of products. Research is carried out in production units
to decide the amount, time and potential customers of its products. Research methods are
applied in statistical quality control and maintaining the optimum inventory level. For a human
resource manager it is important to have the knowledge of its employee’s, salary structure, and
satisfaction level, cost of living performance appraisal. The HR department achieves the objective
through research studies 8. The government cannot function without having clear and true picture
of what is happening in its state with its subjects. Every government department has a research
officer with separate section on research. The collection of data is done round the year in every
department and the government policies, budget, development programs take shape on the basis
of these research surveys.

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1.9 Problems Encountered by Researchers Research plays a vital role in the development of a
country or business organization. The developed countries are developed because they have
strong research support system. In India the state of research was not very good before
independence. The government realized the importance of research in framing the policies for the
development of the country later on. In the modern times the business organizations have
realized the importance of research in last three to four decades only. India being a developing
country is striving hard to achieve higher levels of research. But , Researches in India face several
problems are listed below.
1. Lack of skilled researchers: Research is a scientific and systematic investigation into a problem.
In India there is scarcity of competent researchers due to the lack of scientific training in research
methodology.
2. Lack of code of conduct: The researcher in India does not have a well-defined code of conduct.
They do not have ethical or moral guidelines for becoming good researcher. Therefore, they often
face non-co-operation in team members. There is a clean need of proper distribution of work,
assignment of responsibility and answerability and a well-defined code of conduct for researchers
in India.
Significance of Research;
1. In psychology
2. In sociology
3. In economics
4. In geography
5. In education
6. In medical science
7. In business management
8. In government functioning
There is a wide gap between university research departments, other research institutions, and the
policy-making bodies. This leads to the confusion for research workers what data are to be
collected and analysis to be performed. The policy maker should provide a well-defined problem
and a guideline of the data to be collected, to the researchers. There should be regular meetings
of the decision makers and the field researchers.
4. Overlapping research studies: Due to the lack of proper information and inter-departmental

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interaction many times there is a duplication of research studies. Sometime two or more research
studies overlap one another leading to confusion and misleading results.
5. Lack of confidence In India we lack confidence in research organizations and its people. Business
organizations are reluctant to provide information about their companies for it may be misused. In
the surveys of individuals common public is shy or secretive in providing personal information.
Therefore, research organizations in India will have to win the confidence that the data obtained
from companies and individuals will be kept strictly confidential and will not be misused.
6. Lack of funds and facilities: In a developing country like India research is kept at a last priority
whereas for fast and organized development research should be first priority. Researcher in India
face the difficulties of lack of funds, secretarial assistance, trained staff and computational
facilities. Efforts should be made to provide and meet the requirements of research studies by the
government agencies as well as business enterprises.
7. Lack of literature: The management of published data is quite poor in libraries and other official
sources. The researcher has to spend unnecessarily a lot of time in tracing books, journals and
reports relevant to his study. Even the supply of government publications is not timely and
regular. Through Internet has given some relief to researchers and a lot of research material is
available on Internet. But authenticity of data on Internet is doubtful.

Problems Encountered by Researchers;

1. Lack of skilled researchers
2. Lack of code of conduct
3. Insufficient interaction
4. Overlapping research studies
5. Lack of confidence
6. Lack of funds and facilities
7. Lack of literature

Figure 1.1 The Research Process Flowchart Problem Formulation Interpretation of Results
Literature Survey Development of Hypothesis Choice of Sampling design Data Collection
Formulation Report Writing
Unit I Introduction to Research Methods Exercises Write short notes on the following:

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1. Meaning of research
2. Role of research in business
3. Objectives of research
4. Types of research
5. Literature survey
6. Interpretation of results
7. Report writing
Short answer type questions
1. Define scientific method of investigation and distinguish it from non-scientific method of
investigation.
2. Enlist various characteristics of research.
3. Distinguish between (a) Descriptive and analytical research (b) Applied and fundamental
research (c) Conceptual and empirical research (d) Quantitative and qualitative research
4. Describe briefly the research process and its stages.
Long answer type questions
1. What is the meaning of research? Explain its significance in business organizations.
2. Give various definitions of research explaining its meaning and scope.
3. “Many a time management is not convinced about the utility of research and regards it as an
unnecessary activity over which no funds should be spent”. Comment on this statement explaining
the objectives of research.
4. Describe in detail various types of research.
5. Describe the steps involved in research process with suitable examples.
6. “Creative management, whether in public administration or private industry, depends on
methods of inquiry that maintain objectivity, clarity, accuracy and consistency”. Discuss this
statement and examine the significance of research.
Unit II (a) Research Design Unit II (a) (Syllabus) (a) Research Design: Selecting and defining a
research problem, need for research design, features of a good research design, different research
designs (exploratory, descriptive experimental and diagnostic research).
2.1 Meaning of Research Problem Research is a scientific, systematic and purposeful search, for
new knowledge or for re-interpretation of existing knowledge. It is a journey, which starts with a
problem and ends with a solution. Identifying a research problem is the first and foremost step in

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a research process. The statement of research problem is the axis around which the whole
research revolves, because it explains in brief the aims and objectives of the research. A research
problem is a specific statement in the general area of investigation. It is a precise identification of
a problem situation in a certain context involving what, why, who, where and when of the
problem area. Who– means the person or business organization that is facing a problem. Why–
means that there is a purpose, goal aim or objective to solve this problem. How– means the
options of actions one can take to solve the problem. When–means the time frame in which the
problem is to be solved. Where–means the environment in which the problem exists. What–
means the optimum action that is to be taken in solving the problem to attain the best results.
2.2 Selecting a Research Problem The old saying goes, “Necessity is the mother of invention”. A
research study is another form of invention. Thus, if there is some necessity or a difficulty a
business organization is facing, it forms a research problem that is to be investigated in order to
fulfill that necessity or remove that difficulty. However, simple it may look, but selecting a
research problem is a big problem in itself. Specially, when there is no apparent problem in an
organization or when a students wants to select a research problem for the purpose of a
dissertation or thesis for a degree or a diploma it becomes utmost important that the research
problem must be very carefully chosen. Some of the guidelines that researcher must follow in
selecting a research problem are listed below. 1. Sources of problems: First of all one should look
at the sources from which one can select a research problem. Those may be readily available
problem that has been identified by a person or an organization. If that is not the case, one can
make use of the experience of experts of that field. The survey of related literature may also help
in selection of a research problem.
2. Potential to be a research problem: One must ensure that the problem one has undertaken has
potential to be called as a research problem. One should avoid trivial or meaningless problem. A
research problem must provide solution to an existing problem or contribute to the body of
knowledge.
3. Select non-controversial issues: Unless the problem is specifically related to issues such as
religion, dogmas, beliefs, sexual preferences etc; one should try to avoid taking up controversial
subjects.
4. Researcher’s interest and competency: In selection of research problem a researcher should
choose a topic of his own field of study in which he has independent mastery in both the subject

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and method. The problem should sustain his interest, stimulate his imagination and should be
within the range of his competencies.
5. Resources available: To conduct a research study various resources are needed. A researcher
must ensure the following points about the inputs of the problem:
(a) Time: The study must be completed in the allotted time frame.
(b) Funds: The amount of funds available from the sponsoring agencies must be known in advance
and the study must be completed within given budget.
(c) Size of research: The size of the investigation must be manageable and should not be too large
to handle. It should also not be too small to appear as a trivial problem.
(d) Co-operation of others: A researcher must ensure the necessary cooperation of colleagues and
operational help of administrative authorities is available to the problem he is selecting.
(e) Literature and Material: Related literature is readily available to compare and support the
research findings.
(f) Obtainable data: The selection of a problem should be such that the information or data
needed for it is either readily available or obtainable. In short a researcher must select a research
problem of his area of interest and should ensure the availability of all the comments needed to
conduct the study. The consultation and guidance of experts, who have experience in that area, is
a must. A researcher must seek help of such supervisors and guides in selecting a research
problem.
Selecting a Research Problem
1. Sources of problems
2. Potential to be a research problem
3. Select non-controversial issues
4. Researcher’s interest and competency
5. Resources available
(a) Time (b) Funds (c) Size of research (d) Co-operation of others (e) Literature and Material (f)
Obtainable data
2.3 Defining a Research Problem Research is a disciplined approach to inquiry. It is a tool for
testing as well as generating theories. Every research plan is unique in itself and has its unique
research problems. An old saying is, “ a problem well defined is a problem half solved”. By defining
a research problem we mean a systematic way of asking and answering research questions.

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Meaningful, productive and useful research depends on the development of appropriate research
questions, the identification of appropriate constructs and confidence we can have in our findings.
There are two main steps in defining a research problem:
1. Formulation of the problem
2. Establishment of research objectives Formulation of a problem is the most important step in a
research process. A clear statement of the problem is a key to good research. A firm may spend
hundreds or thousands of rupees conducting research, but if it has not correctly identified the
problem, this money is wasted. A clearly formulated research problem must answer all questions
of the type Who, Why, How, When, Where, and What, regarding a research study. With the
problem or opportunity defined, the next step is to set objectives for research operations. Clear
objectives can lead to clear results. Research objectives, related to and determined by the
problem formulation, are set so that when achieved they provide the necessary information to
solve the problem. A good way of setting research objectives is to ask, “What information is
needed in order to solve the problem?" Your objective might be to explore the nature of a
problem so you may further define it, or perhaps it is to determine how many people will buy your
product packaged in a certain way and offered at a certain price. Your objective might even be to
test possible cause and effect relationships. For example, if you lower your price, how much will it
increase your sales volume? And what impact will it have on your profit? The problem description,
the research question, sub questions and the research objectives are part of an overall definition
of a research problem.
2.4 Meaning of Research Design A research design is a controlling plan for a research study in
which the methods and procedures for collecting and analyzing the information to be collected is
specified. It is a framework or plan for study that guides the collection and analysis of data. The
word ‘design’ means to work out the structure of form’, as by making a sketch or plan. Thus,
‘Research Design’ is planning a strategy or drawing a blue print of conducting research. It is a
guideline for collecting and utilizing data so that desired information can be obtained with
sufficient precision and hypothesis can be tested properly. A research is designed for the purpose
of producing results that may be applied to real world situations. It not only enables a researcher
to anticipate potential problems that can occur during the actual operation of the research, but
also to limit boundaries of research study. Definitions of Research Design Some of the popular
definitions of research design are:

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1. “Research design is the planned sequence of the entire process involved in conducting a
research study.” By Miller.
2. “Research design is a catalogue of the various phases and facts relating to the formulation of a
research effort. It is an arrangement of the essential conditions for collection and analysis of data
in a form that aims to combine relevance to research purpose with economy in the procedure”. By
Selltiz and others.
3. “A research designates the logical manner in which individuals or other units are compared and
analyzed, it is the basis of making interpretations from the data”. By Anonymous.
4. “Also known as a market research briefing, this is a basic plan which guides the data collection
and analysis phased of the research project. It acts a frame work which details the type of
information to be collected, the data sources and the data collection procedure”. By Market
Intelligence Group, India In short, research design is a plan of what data to gather, from whom,
how and when to collect the data, and how to analyze the data obtained.
2.5 Need for Research Design Research is a scientific investigation of a problem for which we need
a systematic planning of research.
For a successful research we need a research design because it includes (i) the formulation of a
strategy to resolve a particular question (ii) the collection and recording of information and
evidence (iii) the processing and analysis of these data and their interpretation and (iv) the
publication of results. A research design states structure and process of conducting a research
process. Thus, it shows a path to researcher without which he may be lost or confused as to what
next step he has to take. More so, it also takes care of budget and time frame of the research
study. All this planning can only make a research study a success story.
2.6 Features of a Good Research Design It is a challenge to translate general scientific model into a
practical research operation. Therefore, designing a research study is not a simple task. There is
nothing like completely correct design or completely incorrect design. A design may work very
well for one research problem and may not work at all for the other. There are some features,
however, a good research design should posses. They are:
1. Freedom from bias: A good research design should ensure that the method of data collection
and analysis would not cause the data to vary in a systematic way. That is to say that the data
should be free from systematic errors.
2. Freedom from confounding: In a good research design the variables involved in the study are

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separated from each other so that they do not influence each other.
3. Control of extraneous variables: In a well-designed research study the variables that are not
under scrutiny do not influence the experimental variables in a systematic way for example things
like temperature, time of day etc.
4. Statistical precision for testing hypothesis: A research design should ensure that the data are
recorded at a level of precision that will yield statistically meaningful results.
5. With in resources: A design should draw limits of a research study so that it could be completed
within available resources like time, money and staff.
6. Optimality: The best research design is one, which yields maximum precision in terms of bias
and variance using minimum resources in terms sample size, time and money.
7. Objectivity: If operated by more than one researcher a good research design obtains same
results. Thus, a good research design should be free from the subjectivity of its performer.
8. Flexibility: It is often observed that one has to deviate from the basic research design during the
operation of the research study due to real world problems. A good research design is one, which
not only has the potential to predict such practical problems, but also is flexible enough to
incorporate changes in it whenever needed.

2.7 Different Research Designs After the formulation and definition of research problem, the next
step is to choose an appropriate research design. Every research study is unique in itself, but there
are certain things common in these studies. On the basis of these commonalities one can
categorize the research studies by research methods and procedures used to collect and analyze
data. Accordingly a research design is chosen. There are three basic types of research designs:
1. Exploratory Exploratory research is defined as collecting information in an unstructured and
informal way. For example, a restaurant owner may regularly visit other competing restaurants in
order to gather information about menu selection, prices and service quality. In exploratory type
of research, the investigation may be conducted because a problem has not been clearly defined.
It helps in determining the best research design, data collection method and selection of subjects.
Usually exploratory research is qualitative in nature. Some times exploratory research may even
conclude that a perceived problem does not actually exist. Generally an exploratory research
design helps in finding out the feasibility of the research problem, getting familiar with various
components of the study, generating new ideas, and formulating the hypothesis. Exploratory

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research designs are of different forms depending on the nature and objectives of the study. The
following three forms are most popular:
(a) Literature Survey: In any research, review of literature is an essential part. The literature
survey is carried out at a preliminary stage of the research. Through the review, one understands
the work that has already been done and what more can be explored in one’s chosen field. The
theories and techniques used in the existing literature can be used in the present analysis or these
can be modified to give better results. The literature are the documentary sources of information
which are contained in the published and unpublished documents, reports, statistics, manuscripts,
letters, diaries, and so on. It is important for scientific workers to scrutinize these sources very
closely. Since not all documents can be consulted, it is best to start a selective process early. The
theory and techniques of the literature must serve useful purpose in the present study. And, their
meaning should not have altered with changing circumstances with the passage of time.
(b) Expert Survey: Expert Survey or experience survey means consulting the experienced
researchers who are experts in the field of study. One should not be shy in taking advice and
guidance of such people. They should be given sometime with the problem before asking them
questions about the study, so that they can give their opinion after a good thought on the
problem.
(c) Example Survey: In case of a new type of studies sometimes neither much literature nor expert
advice is available. In such situations it is advisable to go through some case studies performed in
the past. This refers to ‘insight stimulating examples. Single cases or a group of cases, as may be
relevant to the research study are selected and studied in order to collect data for main study.
2. Descriptive or diagnostic research design Descriptive research refers to a set of methods and
procedures that describe the study variables. Descriptive studies portray these variables by
answering who, what, why and how questions. These types of research studies may describe such
things as consumer’s attitudes, intentions, behaviors or the number of competitors and their
strategies. Descriptive research is also known as statistical research or diagnostic research. It
describes data and characteristics about the population or phenomenon being studied. The
description is used for frequencies, averages and other statistical calculations. The process of
conducting descriptive research can be linked to that of passing an idea through an hourglass. The
research starts with a consideration of the larger issues of interest, and these are then narrowed
into a specified question (hypothesis) that can only be evaluated with some degree of control. The

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components of the hypothesis are operationalized into observable units and behaviors to ensure
that the independent and dependent variables can be observed and measured. Research is then
conducted to observe the relationships of interest, in the context of the specified research
environment. Observations are made, and data are collected to reflect behaviors, changes and
other indicators of interest. The data are filtered and analyzed in order to generate conclusions
that may support or refute the hypothesis, and then everything is considered in the context of the
bigger picture, which usually includes reference and association to the board issues that started
the process. Although data description is factual, accurate and systematic, the research cannot
describe what caused a situation. Thus, descriptive research cannot be used to create causal
relationship where one variable affects another.
3. Causal or Hypothesis testing or Experimental research design Causal research designs are used
in hypothesis testing research or experimental research studies. This type of research design is
conducted by controlling various factors to determine which factors are causing the problem. It
isolates causes and effects. By changing one factor, say price you can monitor its effects on a key
consequence such as sales. Although experimental research can give a high level of understanding
of the variables under study, the designs often require experiments that are complex and
expensive. Some of the popular experimental designs are:
(a) Completely randomized design
(b) Randomized block design
(c) Latin square design
(d) Factorial design.
Principles of Sampling Sampling is a method of drawing inferences about the population by
studying only a part of it. Scientific and systematic methods are needed to develop sample design.
The techniques of sampling are based on following principles:
1. Principle of Statistical Regularity: The principle basically states that, “Other things being equal,
as the sample size increases, the results of sample survey tend to be more reliable and accurate”.
This principle stresses the desirability and importance of selecting the sample at random so that
each and every unit in the population has an equal chance of being selected in the sample.
2. Principle of Validity: By validity of a sample design we mean that the sample should be so
selected that the results can be interpreted objectively in terms of probability. The samples
obtained by the technique of probability sampling satisfy these principles.

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3. Principle of Optimization: Efficiency of a sample design is measured by the inverse of the
sampling variance of the estimator. Cost is measured by expenditure incurred in terms of money
and man-hours. The principle of optimization consists in achieving a given level of efficiency at
minimum cost and obtaining maximum possible efficiency with given level of cost.
Sampling and Non- Sampling Errors In the collection, processing and analysis of data, some errors
and biases occur. These errors are of two types
Sampling errors
( ii ) Non- sampling errors. Sampling errors These errors have their origin in sampling and arise
due to the fact that only a part of the population is enumerated. These errors do not occur in a
complete population survey. Sampling errors can be due to one of following reasons.
(a) Defective sample design: This kind of error arises due to a faulty selection of sampling
technique. Using simple random sampling where stratified sampling is required can bring a lot of
errors in the research findings. Similarly, biases creep in when a researcher adopts purposive or
judgment sampling in which he deliberately selects a representative sample to obtain certain
results of his choice. It is therefore necessary to consult an expert statistician in choosing a proper
sample design. (b) Substitution of units: Researchers sometimes substitute one convenient unit of
the population when difficulties arise in observing another. This will necessarily lead to some error
since the characteristics possessed by substituted unit will usually be different from those
possessed by the unit originally selected.
(c) Faulty demarcation of sampling units: In area surveys like agricultural experiments in the field
or crop cutting surveys etc., the demarcation of sampling units is at the discretion of the
investigator. In such survey, while dealing with border line cases steps should be taken to
minimize the investigator’s bias. This kind of error decreases if we take larger sampling units.
(d) Improper choice of estimates: If an improper choice of the statistic for estimating the
population characteristics is made a constant error creeps in the results of the survey. Exact
statistical estimates, in consultation with experts should be used in drawing inferences about the
population. Remark In most of the situations, sampling errors decrease with an increases in the
sample size. In fact, it can be proved statistically that in usually sampling error is inversely
proportional to the square root of the sample size. This relationship is depicted in figure
3.1. Principles of Sampling
1. Principle of Statistical Regularity

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2. Principle of Validity
3. Principle of Optimization Sampling errors.

There are errors which can arise in collecting, processing and analyzing the data irrespective of
whether a sample survey is conducted or a complete census is done. These errors, known as non-
sampling errors are, thus present both in sample surveys and census enumerations. These errors
can occur at any stage of planning or execution of a sample or a census survey. Major sources of
non-sampling errors are listed below.
(a) Faulty definitions of objectives: In the beginning of a survey, its objectives should be clearly
stated. If the specifications about the data to be collected are inadequate and inconsistent with
respect to the objectives of the survey, it will obviously result in errors.
(b) Response- bias: These errors are due to supply of improper or incorrect formulation by the
respondent. The respondent may provide wrong information due to
(i) misunderstanding of a question
(ii) his prestige or status
his self –interest
(iv) failure of his memory
(v) beliefs and prejudices of the respondent.
(c) Non- response bias: In all the surveys researchers face the problem of non- response. Non-
response bias occurs of full information is not collected on all the units in the sample. If a
respondent is not traceable or does not respond, even after many reminders, or he is not able to
give information on all the questions, then there arise errors due to non-response. In such cases
some portion of sampling units is excluded from the sample and this brings in bias in the results of
the surveys.
(d) Errors due to interviewers: For a scientific investigation, trained and experienced personnel are
required to carry out a survey. An ill trained interviewer may ask a question in such a way that the
response of the respondent may be affected. He may also record the answers incorrectly. Some
times beliefs and prejudices of the interviewer also influence the results of the survey.
(e) Errors in measurement and publication: The observations made in an experiment may be
erroneous if the measuring tool is defective. A careless recording on the part of investigator also
causes this kind of error. In the processing of data errors may incur during compilation, editing and

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coding. Printing and publication errors are also found in the survey reports. Remarks It is obvious
that non- sampling errors are larger in a census enumeration than in sample survey. Non-
Sampling errors increase with an increase in the number of units in a survey. This has been
illustrated in Figure 3.1. As a matter of fact, the amount of non- sampling errors in a census
enumeration is more that the sum of sampling & nonsampling errors in a sample survey,
therefore, a sample survey is preferred to census enumeration. Figure 3.1 0 100 200 300 400 500
600 700 800 900 1000 0 10 20 30 40 Sample Size Sampling & Non-sampling Errors 2b.6 Types of
Sampling There are a number of ways of drawing a sample from a population depending on the
nature of data and type of enquiry. These sampling techniques can broadly be classified into two
headings:
(a) Purposive sampling (b) Random sampling
(a) Purposive Sampling This type of Sampling is used with a definite purpose in view. In this
sampling method the investigator uses his discretion in the matter of selecting the items that are
to be included in the sample. In this kind of selection, the sample entirely depends upon the
judgment of the investigator and no formula or principle is followed. A wiser investigator will
include those units in the sample, which he thinks are most representative of the population
characteristic under study. For example, to calculate the per capita income of a city a wise
investigator will choose only a few rich families, more of middle class people and mostly poor
people by his own judgment, Non –Sampling Errors
1. Faulty definitions of objectives
2. Response- bias
3. Non- response bias
4. Errors due to interviewers
5. Errors in measurement and publication to make the sample true representative of the
population of the city. This can also be misused if he selects a sample consisting of only rich
people in order to show a high per capita income. This is the biggest limitation of this sampling
method. This sampling technique is also known as Subjective sampling or Judgment sampling or
Non-probability sampling. In general, this method is not recommended due to element of
subjectiveness on the part of investigator. However, if the researcher is an expert and experienced
in the art of sampling, he can carefully aply this technique and then, purposive sampling would
provide reliable results. (b) Random Sampling In order to eliminate the possibility of human

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prejudice interfering in the selection of a representative sample, the method of random selection
has been devised. A random sampling is that in which every item of the population has an equal
chance of being selected in the sample. The selection is entirely objective. There are various ways
in which a random sample may be drawn. The following are commonly used:
1. Simple random sampling
2. Stratified random sampling
3. Systematic sampling
4. Cluster sampling
5. Area sampling
6. Sub- sampling or Multistage sampling
7. Double sampling & Multiphase sampling
1. Simple random sampling Simple random sampling is a method of sample selection in which
every item of the population has an equal and independent opportunity of being selected in the
sample. The selection does not have any personal bias of the investigator. Random selection
should not be confused with haphazard selection. There is nothing haphazard about such
selection. When we speak of a simple random sample, we use the word random interchangeably
with probability not with haphazardness. Random sampling has sometimes been referred to as
representative or proportional sampling. If the sample is chosen at random and if the number of
cases in it is sufficiently large, it will represent all the groups in the population in approximately
correct proportion. Simple random sampling may be with or without replacement, according as a
unit selected is replaced or not replaced back into the population before next draw. There are two
methods of selecting a simple random sample:
(i) Lottery method: Under this method all the items of the universe are represented on cards and
a blindfold selection is made of these cards. The selection of n (sample size) cards may be made in
n draws, one by one. The one by one selection may be with or without replacement. In order to
get accurate results, it is necessary that the cards should be similar in size, shape, and thickness,
and in all other respects. It is one of the most reliable methods of drawing a random sample. This
will, however, not be practicable if the parent population is large.
(ii) Tables of random numbers: In the recent past, use of random number tables has been frequent
for drawing of a simple random sample. A table of random digits is simply a table of digits, which
have been generated by a random process. These numbers have been put to all possible tests and

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have been found to be truly random. With the help of these numbers, the work of selecting
random samples has become very simple. What one has to do is to take any table of random
numbers and start using the table from any position either horizontally or vertically. But once
having started, not a single number should be left out and the order should also not be disturbed.
2. Stratified random sampling If the population is heterogeneous in nature, that is widely apart in
terms of characteristics under study, a simple random sample will not be a true representative of
the population. In such cases, the entire heterogeneous population is divided into a number of
homogeneous groups called strata or sub-populations. Each such stratum or sub-population is
homogeneous with in itself. These sub-populations are non-overlapping and together they
comprise the whole of the population. Then units are sampled at random from each of these
strata. Generally, the number of units selected from each stratum is proportional to the number
of units in that stratum in the population. The sample, which is the set of all the sampling units
drawn from each stratum, is called a stratified random sample and the technique of drawing this
sample is termed as stratified random sampling. For example, suppose a college has 10,000
students out of which 5000 are in Arts faculty, 3000 in Commerce and rest 2000 are in Science. If a
random sample of size 1000 students is to be drawn for the purpose of calculating their average
percentage marks, it is advisable to use stratified random sampling. In this case, a sample to be
chosen from Arts faculty will have its size = (5000 / 10000) x 1000 = 500. Similarly, the sub-
samples of sizes 300 and 200 will be drawn from Commerce and Science faculties, respectively.
3. Systematic sampling Systematic sampling is sometimes known as mixed sampling. It has the
feature of randomness in it along with a fixed procedure of selection of units. This is a convenient
method when complete list of sampling units is assumed to be readily available or can be
prepared. Such a list is known as a sampling frame. This sampling scheme consists of selecting only
the first unit at random and the rest are then automatically selected according to some
predetermined pattern. Let us suppose that the population size is N and a sample of size n is to be
drawn. Then, we calculate the sampling interval k = N / n. Now, a unit from 1 to k is selected.
Then, every kth unit in the sampling frame is selected thereafter. For example, in a class of 100
students with roll numbers 1 to 100, suppose a sample of size 10 is to be drawn. In this case k =
N / n = 10. First we choose a student from roll numbers 1 to 10. Suppose it comes out be 7. Then,
after 7 every 10th student will be selected in the sample. The sample will then, consist of students
with roll numbers 7,17,27,37,47,57,67,77,87,97.

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4. Cluster sampling In a random sampling scheme, the population consists of distinct and
identifiable units called sampling units. The smallest unit into which the population can be divided
is called an element of the population. A group of such elements is known as a cluster. When the
sampling unit is a cluster the procedure is called cluster sampling. It is frequently used in large
scale studies, as it is comparatively a less expensive and convenient sample design. In this sample
design a large population is divided into smaller groups called clusters. These clusters are non-
overlapping and exhaustive. Then out of all clusters a few are chosen by simple random sampling
and all the units (elements) in a chosen cluster are observed. Clusters are usually formed of
neighbouring elements and therefore tend to have similar characteristics. As a simple rule, the
number of elements in a cluster should be small and the number of clusters should be large. The
number of clusters and their formation depends on the research objectives and the resources
available for research.
5. Area sampling If the population or universe is represented by a geographical area and its
segments are made to form clusters, the cluster sampling is called Area sampling. For example, to
study some characteristics nationwide, India can be divided into small geographical regions, called
clusters. These sub areas may be states, cities, districts, blocks or villages depending on the
research objective.
6. Sub- sampling or Multistage sampling In cluster sampling, the whole population is divided into N
clusters and then n clusters are chosen randomly. Then, all the elements in the selected cluster
are enumerated. Instead of enumerating all the element in a cluster if we survey only a sample of
units in each selected cluster it is known as sub-sampling or two stage sampling. In such sample
design, since clusters are formed at first stage, they are known as first stage units or primary
sampling units and the elements within a cluster are called second stage units. This procedure can
be generalized to three or more stages and will be known as multistage sampling. For example, in
a marketing survey districts can be used as first stage units, colonies can be called second stage
units, and then household can be termed as the third stage units.
7. Double sampling & Multi-phase sampling There are situations in which it is useful to collect
information on some auxiliary variable apart from observing the study variable. For example, if we
are interested to know the performance of MBA students in research methodology course, the
marks obtained in that paper will be the study variable. A related variable will be the background
of the student in graduation classes like arts, science, and commerce. Therefore proportion of

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students belonging to arts, science, commerce and others will be observed in the first phase and
depending on these proportions the second and main phase of the survey will be conducted i.e.
obtaining their marks in research methodology paper. It is relatively cheaper and faster to collect
data on the auxiliary variable. Therefore if such data are not readily available one conducts a
large-scale fast survey to obtain information on auxiliary variable in the first phase of the sample
design. Then, after this the data on study variable are collected by doing the main survey in the
second phase. In the first phase of the survey only a part of the resources are used and most of
the part of resources are spent on the main survey. This kind of sample design is known as double
sampling or two-phase sampling. When the survey is conducted in three or more phases, it is
known as multi-phase sampling.
2b.7 Designing Questionnaires and Interviews Primary data are collected for the first time through
census or sample survey. The methods of collecting primary data in a research investigation are:
(a) Direct personal interview Under the direct personal interview method, the interviewer
interviews the respondents personally. That is the investigator establishes personal contact with
the respondents (or informants) and conducts on the spot enquiry. He makes direct contacts with
the respondents and puts simple and direct questions to them. The success of this method
depends upon the character and efficiency of the interviewer. The interviewer should be polite
and tactful. He must identify himself with the people and must be conversant with local conditions
such as customs, languages etc. Advantages This method possesses certain advantages:
1. By this method original data are collected.
2. Correct and required information is gathered.
Types of Sampling
1. Purposive sampling
2. Simple random sampling
3. Stratified random sampling
4. Systematic sampling
5. Cluster sampling
6. Area sampling
7. Sub- sampling or Multistage sampling 8. Double sampling & Multi-phase sampling
3. As one person collects the data, there is uniformity in collection of data.
4. Due to personal presence of the interviewer, there is flexibility in the enquiry, and necessary

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adjustment can easily be done.
5. Personal approach helps overcome reluctance to respond.
6. It permits probing to explore questions in depth.
7. Promptness is assured. Disadvantages But there are certain disadvantages also of this method.
They are:
1. Such a method has limited value. Such method can be used in very few cases because most
statistical enquiries cover a wider field than any single investigator could possibly examine
personally within a reasonably time.
2. This method is very costly and requires more time.
3. Personal bias may vitiate the results.
4. If the field of enquiry is too short, the results may not throw light on the characteristics of the
universe.
(b) Mailed questionnaire Under this method, a questionnaire is prepared. The questionnaire
contains a set of questions on the problem under investigation. These questionnaires are
addressed to individual informants and sent by post or email. They are requested to answer the
questions and post back to the investigator. If necessary, they are also given an assurance that the
answers will be kept confidential. Advantages This method is useful in following cases:
1. When the area of investigation is large.
2. When the information cannot be obtained directly from the informants.
3. This method is generally used by the Government or committees and commissions appointed
by the Government. They collect information about different problems by collecting information
from the persons concerned. Disadvantages The major disadvantages of this method are:
1. Limitations: This method can be used only when the informants are educated. If the informants
are illiterate, they cannot understand and reply the questionnaire.
2. Non- response/incompleteness: A number of questionnaires may not be returned in case of
mailed questionnaire method. In such cases non-response becomes a serious problem. There may
be long delay in receiving questionnaire. The returned questionnaire may not be carefully filled in
or they may be incomplete.
3. Dependence of questionnaire: The success of this method largely depends on the proper
drafting of the questionnaire.
4. Lack of accuracy and reliability: There is no direct contact between the investigator and the

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respondent. Therefore, one is not sure about the accuracy and reliability of the data.
5. Inelastic: This method is inelastic, because on receipt of inadequate or incomplete answers it is
difficult to ask supplementary or complementary questions.
6. Lack of cross-examination: The answers given by informants cannot be cross examined.
7. No removal of doubts of the informants: There is no chance to remove the doubts in the minds
of informants. Requirements of a good questionnaire In both the methods described above, it is
needed to design a questionnaire to record the responses of the respondents. A questionnaire is a
systematic list of questions to be answered by a respondent. No survey can achieve success
without a well-designed questionnaire. Unfortunately, questionnaire design has no theoretical
base to guide the marketing researcher in developing a flawless questionnaire. A researcher has to
be guided by a lengthy list of do's and don'ts born out of the experience of other researchers in
the past and present. Hence, questionnaire design is more of an art than a science. Questionnaire
is a structured set of questions usually sent by mail or e-mail or sometimes interviewers fill it also
for the respondents. Proper precautions are necessary in designing a questionnaire. A
questionnaire should be so framed as to meet the objectives of the study. The main aspects of a
questionnaire design are the contents, structure, format, length and sequence of question.
Though there are no set rules of designing a questionnaire, yet following are main points one
should take care in a questionnaire design.
1. Covering letter: The aim of covering a letter is to introduce the objectives of research study, to
give instructions for answering the questions. It assures a respondent the anonymity and
confidentiality of the information provided by him. If mailed by post it should be accompanied by
a self-addressed, stamped envelope.
2. Lay out: The lay out of the questionnaire should be attractive. The use of bold, italic and
underline should be done to highlight important things in questions. Proper space should be
provided between questions if the respondent needs to write an answer of a question. Paper and
printing quality affects a lot the appearance of a questionnaire.
3. Number of questions: The size of questionnaire is an important aspect for a respondent. If the
number of questions in a questionnaire is too large there will be poor response. A lengthy
questionnaire is avoided to be filled due to lack of time and boredom.
4. Size of a question: Long and complicated questions should be avoided as they are not
understood by respondents. A question should be such that a respondent reads it quickly,

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understands it’s meaning and gives an answer to it easily.
5. Sequence of questions: A haphazard arrangement of questions in a questionnaire may confuse
a respondent. The flow of order of questions should be natural and logical. It is illogical to ask a
woman if she is married, after asking her the number of children she has.
6. Clarity in a question: A question should not be ambiguous or abstract. It should clearly pass the
objective of the researcher to the respondent. It should not involve any mathematical calculations
to answer a question. A question like, “what are the qualities of an ideal manager”, without giving
choices, is too abstract a question. Such questions should be avoided.
7. Avoid personal questions: A respondent is always reluctant in answering personal questions
relating to income, marriage, sex, love affairs, smoking and drinking habits. Unless it is essential in
a research study, such questions should not be placed directly in a questionnaire.

Method of paired comparison: Paired comparison scaling is the most widely used comparative
scaling technique. In this scheme, a respondent is presented with two objects and is used to
choose one of them according to some well-defined criterion. If there are more than two objects,
say n brands of products, then the number of paired comparisons required is ( 1) 2 n n N  The
data obtained by this technique are ordinal in nature. Under the assumption of transitivity, it is
possible to convert paired comparison data to rank order.
A respondent is asked to choose one category that best describes the object being rated. The
commonly used itemized rating scales are the Likert and Thurstone scales.
(i) Likert Scale: This scale was developed by Likert and generally is known as ‘Likert technique’ or ‘
internal consistency scale’. It is most popular and frequently among the social studies of attitudes.
The Likert scale requires the respondents to indicate a degree of agreement or disagreement with
each of a series of statements about the stimulus objects. The choice of number of degree may
vary from three to seven, but usually taken to five. For example, a respondent may be asked to
express his opinion about the statement, “ India will be an ‘Information Technology Power’ in year
2020”. He may be asked to choose one of the five options
(i) strongly agree
(ii) agree
undecided
(iv) disagree

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strongly disagree.
On such a scale each option has some score points. For example, 1 to 5;
1 being assigned to strongly disagree and 5 to strongly agree. An analysis can be conducted on an
item by item basis, known as ‘profit analysis’. A total score called, ‘summated score’ can also be
calculated in this method. (ii) Thurstone scale: This scale was developed in 1920s in the USA by L.L.
Thurstone. In this scale, a number of statements relevant to the study are given to a number of
judges to order them on a continuum (from 1 to 11) to form the scale. These statements
concerning the attitude to be measured cover favourable, unfavourable and neutral items. Each
statement expresses one and only one unambiguous idea and is written on a separate piece of
paper or a slip. The judges are asked to place each of the items in one of the eleven piles set from
1 to 11 categories. The pile number 1 indicating the least favourable item,
2 representing favourable and so on, and 11 indicating the most favourable. An item can be placed
in 2nd category by one judge and in 9th category by another. If there is significant difference
between the assignments of categories for a statement, it is discarded completely. For other items
accepted, average scale value (median) is calculated for each item. The statements or items with
high average scale are then selected finally for the instrument to be administered to respondents.
These items are presented in random order to the respondents. Techniques of Developing
Measurement Tools
1. Comparative scales
(a) Method of paired comparison
(b) Method of rank order
(c) Method of constant sum scaling
2. Non-comparative scales
(a) Continuous rating scale
(b) Itemized rating scales (i) Likert scale (ii) Thurstone scale Unit III Measurement of Scaling
Concepts Exercises Write short notes on the following:
1. Measurement in business research
2. Nominal scale
3. Ordinal scale
4. Interval scale
5. Ratio scale

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6. Additive model for testing the accuracy of measurement scales
7. Comparative scale
8. Likert’s scale
9. Thurstone scale
Short answer type questions
1. “Measurement is a device of assigning numbers to objects or properties”. Discuss.
2. Describe four levels of measurements popularly used in research with their properties.
3. Distinguish between random and systematic errors.
4. What are various sources of error in measurements?
5. Define reliability of a measuring tool. Discuss various methods to test reliability of a
measurement.
6. Explain the types of validity.
7. “Reliability is a necessary but not sufficient condition for validity”. Discuss this statement
highlighting the relationship between reliability and validity.
Long answer type questions
1. Describe the meaning and objectives of measurement in business research. Explain the four
types of measurement scales with examples.
2. Describe in detail the techniques of developing measuring tools enlisting the comparative and
non-comparative scales.
3. Explain various indicators of accuracy of measurement scales.

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 CHAPTER-6

DATA ANALYSIS

&

INTERPRETATION

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Q.1 Age group of respondents:

Age Number Percentage (%)

18-30 16 53.33
31-40 7 23.33
41-50 4 13.33
50&above 3 10
Total 30 100

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Interpretation:

From the above table it is observed that majority of the respondents (53.33%) falls under the
age group of 18-30 years followed by 23.33% under the age group of 31-40 years , 13.33%
under 41-50and 10% under 50 & above respectively.

Q.2 Marital status of respondents

Marital status Number Percentage (%)

Single 18 60

Married 12 40

Total 30 100

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 Interpretation:

From the above table it is observed that majority of respondents fall in single category (60%) and
40% falls in married category.

Q.3.Which of the following methods does your company choose for sourcing?

Source Number Percentage

Campus 10 33.33
Employee referrals 8 26.67
Consultants 2 6.66
Walk ins 5 16.66
Existing database
Advertisement
Job fairs
Portals
Websites 5 16.66
Call back

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Interpretation : From the above table it is observed that 27% of respondents are recruited
through internal sources and rest are from external sources of recruitment.

4. How many rounds of interviews are conducted before a candidate is offered the

employment?

Levels One Two Three More

Junior level 10 12 8 0
Middle level 11 9 10
Senior level 14 16
Total 10 23 31 26

Interpretation :

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From the above table it is observed that there are different views of each respondent

5. Following which test organization conduct for selection of candidate

Tests Number Percentage (%)

Aptitude tests 12 40

Intelligence 4 13.33

Personality 8 26.67

Psychological 6 20

Any other

Total 30 100

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 Interpretation :

From the above table we can observe that 40% of respondents agreed with the aptitude
tests ,13.33 agreed with the intelligence tests ,26.67 agreed with the personality and 20%
of respondents agreed with the psychological tests.

6. How do you rate the HR practices of the company

Rating Number of respondents Percentage

Very good 8 26.67
Good 7 23.33
Average 8 26.67
Bad 7 23.33
Total 30 100

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Interpretation:

From the above bar chart it is observed that 27% of respondents said that the HR practices are
very good, 24% said it is good, 27% agree with average hr practices and rest 24% are agreed
with bad hr practices.

7. Are rejected candidates informed by?

INFORM BY: NUMBER PERCENTAGE

E- MAIL 14 46.67
PHONE 9 30
NOT INFORMED 7 23.33
TOTAL 30 100

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Interpretation:

It is observed from the above table that 47% of respondents are informed by email, 30%
informed by phone, and 7% are not being informed.

8. What is the reason behind candidate not going to join after selection?

Reason Number of respondents Percentage

Personal 5 16.67
Salary problem 9 30
Not interested 4 13.33
Got another opportunity 11 36.67
Other pl. specify 1 3.33

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Interpretation:

Majority of respondents(37%) not join after selection due to reason they got another
opportunity,30% dont join due to salary reasons,14% do not take interest in the job after
selection and 4% of respondents doesnot specified the reason.

9. When are the resources need and forecasted?

Resources Number Percentage

Quarterly 11 36.67
Monthly 3 10
Annually 09 30
Not fixed 7 23.33

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Interpretation:
From the above table it is observed that nearly 37% of respondents said that resources are met
during quarterly, 24% of respondents said it is not fixed, 30% said resources are forecasted
annually and 10% said monthly.

10. Which method do you mostly prefer from the following for recruitment
and selection?

Method Number of respondents Percentage

Direct method 6 20
Indirect method 14 46.67
Third party 10 33.33

Interpretation :

Majority of respondents prefer indirect method for recruitment and selection (46.67%),
34% of respondents prefer third party (consultants) , 20% prefer direct method.

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CHAPTER-7
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 FINDINGS,

FINDINGS:

By the way of collecting survey through Primary data and from the analysis of
questionnaire, the researcher analyzed some of the findings are:
 100 per cent of respondents are having awareness of recruitment and selection process
of the organization.
 70 per cent of respondents preferred both sources of recruitment.
 60 per cent of respondents said that employee referral is the main source
of internal recruitment.
 56 per cent of respondents came to know about vacancy through
consultants.

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 71.333 per cent of respondents feel that consultants play a vital role in
recruitment process
 70.67 per cent of respondents agreed that HR policies are the factor
influences recruitment process.
 30.67 per cent of respondents prefer technical interview in case of
selection process.
 31.33 per cent of respondents prefer HR interview in case of selection
process.
 52 per cent of respondents are highly satisfied with the candidate eligibility
verification followed in the organization.
 It is observed that majority of the respondents (53.33%) falls under the 18-
30 years.
 Majority of respondents prefer indirect method for recruitment and selection
(46.67%)
 it is observed that nearly 37% of respondents said that resources are met
during quarterly
47% of respondents are informed by email.

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CHAPTER-8
Page 95 of 112
 SUGGESTIONS

SUGGESTIONS:
1. Recruitment & Selection Process should be improved.
2. During the selection process not only the experienced candidates but also the
fresh candidates should be selected so as to avail the innovation of new
employees.
3. Company should follow all the steps of Recruitment & Selection for
selection of the candidates.
4. Selection processes must be less time consuming.
5. Interview should not be boring, monotonous.
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6. Judgment should be fair not bias.
7. Following Qualities should be considered at the time of Selection of
Candidate.

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CHAPTER-9

LIMITATIONS

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LIMITATIONS OF THE STUDY:

1. Time period of training was short so my sample size was also small.
2. There can be statistical error in the study conducted.
3. There can be personal biasness.

 Limitations of Recruitment

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1. Relinquishing Control

It may happen that you need to relinquish your control regarding various aspects of
business operations. Now you have “other individuals” who make the hiring decisions even
for the top-level management. It may happen that the recruitment team may hire a
potentially good employee but he may fail to get accustomed to the company culture.

2.     Time, Money and Effort

For any startup or small business, you need time, money and strenuous efforts to build a
dedicated recruitment team. You have to expand your team along with your business and
that is again an additional cost. That’s a major reason why most of the small businesses
prefer to have the complete hiring process outsourced. 

3.     Time-consuming

Inevitably, recruitment is a time-consuming activity. For a single job-post, it may take up to a

month to fill the vacant position. Even if there is an urgent opening, the recruitment team
can’t do anything to fill that position immediately.  Most of the recruiters are busy in resume
sifting for shortlisting ideal candidates for interviews. This hardly leaves quality time for the
recruiters to understand the candidate and his needs as well.

4.     Lack of Coordination

It may happen that no two recruiters come to terms. This adversely affects the quality of
hire. If more than two recruiters are involved in any recruiting activity, there are chances that
there is a lack of communication and coordination. The exact status of the candidature gets
lost and no one is able to track the candidate’s progress.    

5.     Deteriorating Quality of Hire

As there is a lot of manual work involved such as reverting to candidates, sending

notifications, scheduling interviews, formatting resumes, etc, the recruiters aren’t left with a
good amount of time for the interviews. Moreover, there is an increased risk of bad
candidate experience consequently affecting the employer’s brand.   

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The limitations of a dedicated recruitment team dominate more than its benefits. Here is
where an applicant tracking system comes to play. Not only it automates the time-
consuming recruitment tasks but improves the candidate as well as the application
experience.

Have a look at some of the awe-inspiring advantages which make the life of a recruiter, a
beautiful bliss.

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CHAPTER-10

CONCLUSION

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 CONCLUSION:

1. The Officers are fully satisfied with the existing Recruitment & Selection procedure.
2. Recruitment & Selection should not be lengthy.
3. The Recruitment & Selection should not be impartial.
4. Recruiting people with the right skills and qualities are essential for any organization if it
is to maintain and improve its efficiency.

Conclusion An effective recruitment and selection process reduces turnover,

we also get much better results in our recruitment process if we advertise
specific criteria that are relevant to the job. Include all necessary skills, and
include a list of desired skills that are not necessary but that would enhance
the candidate's chances. If we fail to do this, we might end up with a low-
quality pool of candidates and wind up with limited choices to fill the open
position. When we choose a candidate based upon the qualifications
demonstrated in the resume, the interview, employment history and
background check, we will land the best fit for the position. Based on our
decisions about a specific candidate upon specific evidence rather than any
gut instincts. If we hire people who can do the job instead of people we
merely like, we will have higher productivity and quality in our products or
services. (Kevin Johnston 2017) The recruitment and selection process is the
time we not only identify a candidate who has the experience and aptitude to
do the job that we are looking to fill, but also to find someone who shares
and endorses our company’s core values. The candidate will need to fit in
well within our company’s culture. The selection and recruitment process
should provide our company with an employee who adapts and works well
with others in our business. Failure to recruit and select for the long term can

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result in high turnover. (Kevin Johnston 2017) Besides, selection function
provides a vital opportunity for us to focus on what candidates can offer our
company. It is important to select carefully, either by using our own
judgment or by enlisting the help of managers we trust. The interviewer
must know what the job is and what will be required for a new hire to
perform well. The interview process also allows us the opportunity to
express our company’s vision, goals and needs. Last but not least, It is vital
that the interview elicits responses from applicants that can be measured
against our expectations for the position. If we don’t use the interview to
effectively eliminate applicants who don’t fit into the company culture, we
might end up dealing with turnover, confusion and disgruntled employees.

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 CHAPTER-11
BIBLIOGRAPHY

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BIBLIOGRAPHY
BOOKS:
 Personnel management by K.V Mishra, Aditya publishing house Madras, 1992.
 CHHABRA T.N, Principles & practices of management, DhanpatRai and co. (p) Ltd,
Delhi, 2000.
 Journals from the Bunge Pvt. Ltd.
 Prasad, L.M, Organizational Behaviour, New Delhi: Sultan Chand & Sons, 2008.
 Human Resource Recruitment In India: Critical Role of Online Recruitment System, 1
(6), pp. 1-4.
 International Journal of Management Research & Review
ISSN: 2249-7196
IJMRR/ October 2014/ Volume 4/Issue 10/Article
No-5/996-1006
 Unconscious Bias in Faculty and Leadership Recruitment
Volume 9, Number 2 August 2009
 Association of American Medical Colleges 2450 N Street,
N.W. Washington, D.C. 20037-1127
 IOSR Journal of Business and Management (IOSR-JBM).
Issue 5 (Jan. 2014), PP 60-67
 Ashwath park, Human Resource & Personnel Management 4th Edition, By McGraw Hill
Company New Delhi.
 Rao P Subha, Essentials of Human Resource Management and Industrial relationship, By
Himalaya Publishing House.
 Kothari C.R, Research Methodology 2nd Edition, By New Age Techno press.
 Gupta Mohit & Aggarwal Navdeep, Marketing Research 1st Edition, By Kalyani
Publisher.
 Websites:-
1) www.citehr.com
2) www.hrindia.com
3) www.scribd.com
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 CHAPTER-12
QUESTIONNAIRE

QUESTIONNAIRE

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1. Do you agree that a good Recruitment policy plays a key factor in the working of an
organization?
a) Strongly Agree
b) Agree
c) Neutral
d) Disagree
e) Strongly Disagree

2. What should be the best Recruitment Sources according to your preference?

a) Internal Recruitment
b) External Recruitment
c) Depends on Situation & Post

3. What are the Sources of Recruitment used in think next?

a) Advertisement
b) Employee Referral
c) Consultants
d) Portal
e) All of these

4. What is your level of satisfaction with the present Recruitment process followed in think
next?
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly Dissatisfied

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5. According to you how often Recruitment takes place in think next?
a) Quarterly
b) Half-Yearly
c) Annually
d) Whenever required

6. How do you feel about interview panel?

a) Excellent
b) Good
c) Average
d) Poor

7. What kind of the interview do you conduct?

a) Formal and structured
b) Formal and unstructured
c) Stress interview
d) Board interview

8. Do you think communication skills play a major role in selection of a candidate?

a) Strongly Agree
b) Agree
c) Neutral
d) Disagree

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10.Rank the Qualities in the order of your preference on the basis of which you select a
candidate.

a) Rank 1(Lowest Quality) – Rank 5 (Highest Quality)

b) Qualification

c) Experience

d) Skills

e) Personality

f) Depends on Job Variety

11.Do you feel in your department right person is placed at the right job?

a) Strongly Agree

B) Agee

c) Neutral

e) Disagree

f) Strongly Disagree

. How would you rate the HR department’s performance in recruitment and selection?
a. Poor
b. Adequate
c. Excellent

13. Do you use any of the following tests during the process of recruitment?
a. Written
b. Aptitude
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c. Group Discussion
d. Personal Interview
e. Psychometric test
f. Other, pls specify

14. What is the average time spent by HR dept. during recruitment (each
candidate)?

a. 10mins.

b. 10 to 20mins.

c. 20 to 30mins.

d. More

15. What kind of verifications you do?

a. Educational qualifications

b. Legal background check

c. Professional background check

d. Reference check

e. Family background check

16. What is the retention rate for those employees hired from employee referrals Vs
agencies?

a. Legal background check

b. Professional background check

c. Reference check

17.How many stages are involved in selecting the candidate?

a. 1

b. 2

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c. 3

d. 4

e. More

18.Apart from the HR Manager, who all from the other departments are required to
get involved in interviewing process?

a. Sales

b. Administration

c. HR Executives

d. Other, pls specify –

19. What source you adopt to source candidates?

a. Employee referral

b. Campus recruitment

c. Advertising

d. Recruitment agencies

e. Job portals

f. Other, pls specify

20. Out of 100% recruitment that you did in the last fiscal year, please determine
which source generated what % of candidates? Through –

a. Advertising - ………%

b. Employee reference - ……….%

c. Recruitment agency - ……….%

d. Job portals - ………%

e. Others - ……….%

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