A STUDY ON IMPACT OF RECRUITMENT & SELECTION

AT
CITADIANES APART HOTEL, OMR, CHENNAI
Submitted in the partial fulfillment of the requirements
for the award of the degree in

MASTER OF BUSINESS ADMINISTRATION

By

AVANTHIGA ARUL
Enrollment no:225062101018

Under The Guidance Of

MS.P. Bhavani

FACULTY OF MANAGEMENT STUDIES

Dr. M.G.R.
Educational and Research
Institute (Deemed to be university)

Maduravoyal, Chennai-600 095

(An ISO 9001-2008 certified Institution)

University with Special Autonomy Status

May 2024
 DECLARATION

I AVANTHIGA ARUL hereby declare that the Project Report entitled “A STUDY ON

IMPACT OF RECRUITMENT & SELECTION” is done by me under the guidance of

Mrs. Ms. P. BHAVANI is submitted in partial fulfillment of the requirements for the

award of the degree in MASTER OF BUSINESS ADMINISTRATION.

Date:

Place: Signature of Student

I
 DR. M.G.R
Educational and Research Institute
(Deemed to be University)
Maduravoyal, Chennai – 600 095
(An ISO 9001-2008 certified Institution)

FACULTY OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE

This is to certify that this Project Report is the Bonafide work of Ms. AVANTHIKA

ARUL Enrollment No: 215062101018 who carried out the project entitled “A

STUDY ON IMPACT OF RECRUITMENT & SELECTION under our supervision on

from 01/03/2024 to 20/04/2024 Ms. P. Bhavani

Internal Guide Head of the Department

Submitted for Viva Voce Examination held on _________

II
 ACKNOWLEDGEMENT

To acknowledge here, all those who have been a helping hand in completing this
project, shall be an endeavor in itself

I extremely thankful to our Chancellor Thiru A.C. SHANMUGAM, B.A., B.L., our
President Er. A.C.S. ARUN KUMAR, B.E. I express my sincere thanks to our Secretary
Thiru A. RAVIKUMAR and our Vice Chancellor DR.S. GEETHALAKSHMI, I would
like to take the opportunity to express my profound gratitude to Dr. G BRINDHA, Professor
& head, and my project guide, Faculty of Management Studies, for her kind permission to
undergo project work successfully.

I thank Ms. P. Bhavani guiding me to execute my final year project. I also thank all faculties
and batch mates in Faculty of Management Studies, for their support and guidance
throughout the course of final year project.

I thank Mr. SUNDHAR K, Sr. Human Resource Manager, OMR Chennai guiding and
supporting throughout my project

I owe my wholehearted thanks and appreciation to entire staff of the company for their
cooperation and assistance during the project.

AVANTHIGA ARUL

III
CHAPTER TITLE PAGE PAGE
ABSTRACT
CHAPTER 1
1.1 Introduction about the topic 2

1.2 Industry Profile 12

Company Profile 14
Objectives of the study 26
1.3
Importance or Need of the study 27
1.4
Scope of the study 29
1.5
Limitation of the study 30
1.6
CHAPTER 2 - Review of Literature (Books and Journals) 31

CHAPTER 3 – Research Methodology 38

3.1 Research Design 39

Research Hypothesis & Methodology 40

Data Analysis (list the tools used) (Percentage Analysis is tool must 41
apart from that any two statistical tool must be used)
Sample size
Data collection approach
CHAPTER 4 - Data Analysis and interpretation 42
CHAPTER – 5
5.1 FINDINGS 57

5.2 SUGGESTION 58

5.3 CONCLUSION 59

REFERENCES 60

Questionnaire 61

IV
 ABSTRACT
Recruitment and selection is the process by which the job needs have to be identified,
the job and job holder requirements defined, the position publicized and the person chosen
for the job most appropriate. This method is one of the management's key goals. In fact, the
performance of every organization primarily depends on the efficiency of its workers.
Employees with the right qualifications can offer a company value, and employers are
employed with a pay or salary that the company can afford, minimizing costs. Employees,
like any other assets, should then be carefully chosen, handled and maintained.

Better recruitment and selection strategies result in improved organizational

outcomes. With reference to this context, the research paper entitled Recruitment and
Selection has been prepared to put a light on Recruitment and Selection process. The main
objective is to identify general practices that organizations use to recruit and select employees
and, to determine how the recruitment and selection practices affect organizational outcomes
at Electronics Industry, In Krishna Dt Ap, India. Successful recruitment and selection
practices are key components at the entry point of human resources in any organization.

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 to determine how the
recruitment and selection practices affect the organizational outcomes and provide some
suggestions that can help. Data analysis has been done with statistical tools like tables,
graphs, pie charts, bar diagrams.

And today, when organizations are continually striving to find the perfect blend of
talent that not only fits their immediate needs but also contributes to their long-term success,
the process of recruitment and selection plays a pivotal role in this pursuit, shaping the very
foundation upon which successful teams are built.

KEYWORDS: Human resource, Recruitment, Selection process, Reference, Interview,

qualification, reference.

1
CHAPTER I
 CHAPTER I
1.1 Introduction About the Topic

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

employee strength in order to meet the employer's strategic goals and objectives. In short,
Recruitment and Selection is the process of sourcing, screening, shortlisting and selecting the right
candidates for the filling the required vacant positions. In this tutorial, we will discuss the various
Aspects of Recruitment and Selection such as the recruitment process, the factors Affecting
recruitment, recruitment planning, methods of recruitment, recruitment interviews, selection
process and making an offer.

The basic role of organizations is human resource management. The basic role in which
workers come into organizations is the procurement of human capital. Selection is the method by
which the applicant chooses the suitable nominee. After completion of the recruiting process the
screening process begins. The good dimension is recruiting, while the negative part of HR
activities is selection. In order to promote the economic market, many experts suggest recruiting
and hiring practices should be ethical to organizations.

Recruitment is then the first step in the work chain following evaluation and placement.
The goal of employers is to find an appropriate candidate for that specific position. In several
organizations, recruiting is the task of HR's. The method of recruiting varies between
organizations. Recruitment is the mechanism by which applicants can be attracted and requested.
In several Indian organizations, the method of recruiting is to devise the recruitment policies and
then enforce the policy.

Standard recruiting sources include references, changes and bonuses for staff, walk-in and
ads. With the advent of social media, the recruiting process of the new economy was modified
radically. There are several aspects that influence the recruiting process such as corporate culture,
working times, equipment, wages, welfare, brand reputation, good will, position and so forth,
which follow online recruitment processes to retain potential workers.

2
Author Definition of Recruitment & Selection:
According to Edwin B Flippo
Recruitment as “the process of searching for prospective employees and stimulating them
to apply for the jobs in the organization.”

According to Yoder
Recruitment is a process to discover the sources of manpower to meet the requirement of
the staffing schedule and to employee effective measures to attracting that manpower in adequate
number to facilitate effective selection of an effective workforce.

According to Dalton E. Mc. Farland

“The term recruitment applies to the process of attracting potential employees to the
company”.

According to Thomas Stone,

“Selection is the process of differentiating between applicants in order to identify (and
hire) those with a greater likelihood of success in a job”.

According to Keith Davis,

“Selection is the process by which an organization chooses from a list of screened
applicants, the person or persons who best meet the selection criteria for the position available.”

According to Dale Yoder,

“Selection is the process in which candidates for employment are divided into two classes-
those who are to be offered employment and those who are not”.

According William B. Werther & Keith Davis –

“Recruitment is a discovering of potential applicants for actual or anticipated
organizational vacancies. Or from other perspective, it can be looked at the linking activity
bringing together those with jobs and those seeking jobs”.

3
Principals of Recruitment & Selection:
Observation of Government Rules and Regulations: Before formulating the policy of
recruitment and selection for the enterprise, Government rules and regulations of selection must
be carefully understood and followed, especially with reference to the rules of reservation so that
no legal complication may arise at a later stage.

Policy of Recruitment in accordance with the Objects of Enterprise: The recruitment policy of
the enterprise must be in accordance with the pre-determined objectives of the enterprise so that it
may help in the achievement of the objectives of the enterprise.

Clear Policy of Recruitment: The policy of recruitment must be definite and clear so that it may
be easy to implement the same.

Recruitment by a Committee: The right to recruit the workers and employees must be assigned
to a committee of capable, efficient, experienced, senior, and responsible officers of the company.
The entire work of process of recruitment must be performed by a committee and not by any
individual officer so that fair selection may be assured.

Impartiality: The recruitment policy must be such that fair selection may be assured. Only the
best and most capable candidates must be selected on the basis of merit.

Flexibility: The recruitment policy must be flexible so that necessary changes may be made to it
according to the need of the enterprise.

Job Security: Security of the job must be assured to every worker and employee of the enterprise

at the time of his appointment so that he may contribute his efforts to the achievement of organic
national objectives.

Opportunity for Development for the Employees: The selection policy of the enterprise must
be prepared in a manner that may provide challenging opportunities to the employees of the
enterprise based on their ability and performance. It will always pursue them to do more and
better work.

4
Types of recruitment & selection:

Internal External

Internal Recruitment:

Internal recruitment means hiring people from inside the organization, and there are
various ways to do it:

Transfer:

This is when an employee is moved to another branch/office at the same level. For
example, a store manager in Chennai can be transferred to Coimbatore without changing their job
title or pay.

Promotion:

Promotion means giving an employee a higher job title, often with more pay and
responsibilities. For instance, a senior developer can become a team lead.

Re-employment:

This happens when a past employee is hired again for a new job. If someone left on good
terms and is available, they might get re-hired.

Internships:

Internships are short-term roles for students/new graduates to learn on the job. The
company then decides based on their performance on whether to hire them full-time.

5
Internal advertisements:

This is when job openings are advertised within the company. It's a way to quickly find
candidates among current employees who are willing to relocate.

Referrals:

Current employees recommend friends or acquaintances for open positions. Some companies
even reward employees if their referral gets hired.

Talent pool databases:

Organizations keep records of previous job applicants who were not hired. When a new
job opens, they check this database for potential candidates before starting a new search.

External Recruitment:

External recruitment is when organizations hire people from outside, and there are different
ways to do it:

Advertisements:

They post job ads on their website, social media, or job portals to invite job applications.

Recruitment Agency:

Sometimes, they ask a recruitment agency to find candidates for them. The agency has a
database of potential hires. It matches qualifications of job seekers with company requirements to
find the best candidates.

Campus Recruitments:

Companies team up with colleges to hire fresh graduates for entry-level positions.

Job Fairs:

Large companies organize events to recruit many candidates at once. This can include
competitions or walk-in interviews.

6
Employment Exchanges:

These are government portals where job seekers and employers can connect. It's often used
for non-skilled jobs.

External recruitment takes more time and effort, but it brings in new perspectives and ideas to the
organization.

Internal Recruiting:

o Quick and efficient.

o Simplifies the process as the recruiter knows the candidate.

o Motivates current employees to perform better for potential promotions.

External Recruiting:

o Good for entry-level positions.

o Brings in fresh candidates with new ideas.

o Works well when you need innovative approaches.

7
Steps Involved in Recruitment & Selection Process:

Create meaningful job descriptions

Advertise postings in the right places

Screen resumes thoroughly

Schedule, host and evaluate interviews

Run various tests and assessments

Select and hire your ideal candidate

Create meaningful job descriptions:

The first step in the process is to put together a clear and detailed job description for each
role. This is the candidate’s first introduction to the role — and often to your organization — so
it’s important to get it right.

Advertise postings in the right places:

For generalist roles, you could post it on general job sites, social media platforms like
LinkedIn and your company careers site. For more specialist roles, you might want to investigate
more specialized job boards.
If you want to advertise the position internally, you could also publish your job description
in your employee newsletter, send it out by email or even post it on a physical notice board.

8
Screen resumes thoroughly:
Next, you’ll begin screening candidates against the requirements of the role so you can
eliminate those who aren’t suitable. Many companies use blind screening to assess candidates at
this stage.

Schedule, host and evaluate interviews:

When you have narrowed down your initial pool of applicants, the next stage is usually to
interview the strongest ones. An interview is an opportunity to meet the candidates and get a
better understanding of their capabilities. It also allows you to determine whether they’re a goof
fit for your company culture.

Run various tests and assessments:

Next, you’ll need to determine whether the remaining candidates have the right skills and
qualities for the role. Depending on the nature of the role, you might decide to use:

Personality Test: These are designed to test a candidate’s soft skills and determine
how they will behave in certain situations.

Knowledge Test: These present candidates with specific situations or questions

that assess their expertise, training and experience.

Psychometric Test: These are designed to assess candidates’ intelligence, and

usually involve solving problems within a time limit.

Technical skill assessment: These provide an objective assessment of candidates’

technical skills, making it easy to compare one candidate to another.

Select and hire your ideal candidate:

The final stage is to review the candidates based on the results of their interviews and any
tests or assessments they have completed. This allows you to hone down your pool until you have
the best person for the job.

9
Factors Affecting Recruitment and Selection Process:

Recruitment and Selection Process is supported by a standard and permanent process of

screening. However, in some cases the screening process cannot simplify the selection process.
Since there are certainly other factors that influence the selection process. These factors are the
environmental factors and are as follows.

Legal
Considerations

Speed of
Probationary
Decision
Period
Making

Factors
affecting
Selection Organizational
Criteria Hierarchy

Type of Applicant
Organization Pool

10
Legal Considerations: Human is influenced by court decisions, executive orders and legislation.
The management of the organization should use legally defensive selection tools in the selection
process.

Speed of Decision Making: The recruitment and selection process is directly influenced by the
available time to make the decision of selection. In general cases, the selection process is followed
by the specified policies. Although also procedures to protect the organization from legal issues.

Organizational Hierarchy: The recruitment and selection process varies according to the filling
posts of different levels of hierarchy in the organizational structure.

Applicant Pool: The recruitment and selection process is also influenced by the number of
applicants for a particular job. In the case of many qualified applicants for a particular post, the
selection process becomes selective. For this purpose, the selection ratio is ascertained by
comparing the number of selected applicants to the number of applicants in a pool.

Type of Organization: The type of organization like government organization, private or non-
profit organization, etc. Also affects the selection process for the hiring individuals.

Probationary Period: A certain organization adopts the procedure of the probation period in the
selection process. To check the potential of the individual on the basis of his performance. So this
may take the form of either validity check on the selection process. Nor as a substitute for some
steps of the selection process.

Selection Criteria:

In most cases, the applicants are selected on the basis of the following factors or criteria.

 Education
 Competence
 Experience
 Skills and Abilities
 Personal Characteristics

11
 1.2 INDUSTRY PROFILE

Citadines Omr Aparthotel Private Limited is a Private incorporated on 29 March 2007.

It is classified as Non-govt company and is registered at Registrar of Companies, Chennai. Its
authorized share capital is Rs. 600,000,000 and its paid up capital is Rs. 562,459,940. It is
inolved in Real estate activities with own or leased property. [This class includes buying,
selling, renting and operating of self-owned or leased real estate such as apartment building and
dwellings, non-residential buildings, developing and subdividing real estate into lots etc.

Also included are development and sale of land and cemetery lots, operating of
apartment hotels and residential mobile home sites.(Development on own account involving
construction is classified in class 4520).] Citadines Omr Aparthotel Private Limited's Annual
General Meeting (AGM) was last held on N/A and as per records from Ministry of Corporate
Affairs (MCA), its balance sheet was last filed on 31 March 2022. Directors of Citadines Omr
Aparthotel Private Limited are Vijayaraghavan Prasanna Raghavan

Citadines OMR Chennai is strategically located along the well-known Old

Mahabalipuram Road, hich serves as Chennai’s IT Corridor and is lined with IT parks, office
complexes and Special Economic Zones (SEZ) such as ELCOT SEZ and State Industries
Promotion Corporation of Tamilnadu Ltd. Citadines OMR Chennai is near the scenic East
Coast Road, which is dotted with restaurants and quaint cafés. Nearby suburbs like Velachery
and Neelankari offer a variety of shopping, dining and recreational options.

About The Ascott Limited:

The Ascott Limited is the world’s largest international serviced residence owner-
operator with over 22,000 operating serviced residence units in key cities of Asia Pacific,
Europe and the Gulf region, as well as over 6,000 units which are under development, making
a total of more than 28,000 units.

The company operates three brands – Ascott, Citadines and Somerset. Its portfolio
spans over 70 cities across 20 countries, 12 of which are new cities in Ascott’s portfolio where
its serviced residences are being developed.

12
Ascott, a wholly-owned subsidiary of CapitaLand Limited, is headquartered in Singapore. It
pioneered Asia Pacific’s first international-class serviced residence in 1984. In 2006, it
established the world’s first Pan-Asian serviced residence real estate investment trust, Ascott
Residence Trust. Today, the company boasts a 27-year industry track record and serviced
residence brands that enjoy recognition worldwide.

Recent awards include Business Traveller Asia-Pacific Awards 2011 ‘Best Serviced
Residence Brand’ and ‘Best Serviced Residence in Asia-Pacific’, DestinAsian Readers’ Choice
Awards 2011 ‘Best Serviced Residencein Asia Pacific’, TTG China Travel Awards 2011 ‘Best
Serviced Residence Operator in China’, Business Traveller UK Awards 2010 ‘Best Serviced
Apartment Company’ and TTG Travel Awards 2010 ‘Best Serviced Residence Operator’.

About CapitaLand Group:

CapitaLand is one of Asia’s largest real estate companies. Headquartered and listed in
Singapore, the multi-local company’s core businesses in real estate, hospitality and real estate
financial services are focused in growth cities in Asia Pacific and Europe.

The company’s real estate and hospitality portfolio, which includes homes, offices,
shopping malls, serviced residences and mixed developments, spans more than 110 cities in
over 20 countries. CapitaLand also leverages on its significant asset base, real estate domain
knowledge, financial skills and extensive market network to develop real estate financial
products and services in Singapore and the region.

The listed entities of the CapitaLand Group include Australand, CapitaMalls Asia,
CapitaMall Trust, CapitaCommercial Trust, Ascott Residence Trust, CapitaRetail China Trust,
CapitaMalls Malaysia Trust and Quill Capita Trust.

13
 COMPANY PROFILE

Citadines Apart Hotel Chennai Pvt. Ltd. Company Profile Information is operating as a
Private Company - Subsidiary. It was officially incorporated on 13 September, 2007, making
the company 17 years old. The company was founded in the year 200. Citadines apart hotel
Chennai features a rooftop infinity pool, fitness center and steam and sauna facility. It offers 1
dining option and on-site bar. Free Wi-Fi is available throughout the property. Citadines apart
hotel is 9.3 mi from Chennai International Airport. Centrally located in Chennai, it is 1.2 mi
from Marina Beach and a 10-minute drive from the Central Business District. Modern
apartments feature a home entertainment system consisting of a DVD player, flat-screen cable
TV. A fully equipped kitchen with washer come dryer is provided. A safety deposit box is
included. The private bathrooms have a hairdryer and free toiletries. Facilities include
landscaped gardens, indoor and outdoor play area. Guests may visit the business center which
provides free internet service and meeting rooms for use.

Dining option include Fromage Restaurant and Broken Bridge Restaurant. The Radio
Room offers a variety of alcoholic and nonalcoholic beverages. Couples in particular like the
location – they rated it 9.1 for a two-person trip. After a day of exploration, return to citadines
aprt hotel Chennai to refresh yourself. The serviced residence is fitted with apartments in a
variety of sizes. Guests can choose from a range of apartment types and services to customize
their stay at our residence. Studio apartments come in various sizes, from the cleverly designed
studio apartments to the truly capacious 3-bedroom apartments. And to further aid our guests in
feeling right at home, they are given full access to a comprehensive list of amenities available
in-house such as the fully equipped gymnasium, infinity and children's wading pool, rooftop
garden and barbecue area, residents' lounge and a business centre. .Sitting on the Coromandel
Coast of the Bay of Bengal, Chennai has the second longest beachfront of any municipality in
the world.

14
Company Details:
Cin U55101tn2006ptc061105
Company Name CITADINES OMR APARTHOTEL PRIVATE LIMITED

Company Status Active

Roc Roc-Chennai
Registration Number 61105

Company Category Company Limited By Shares

Company Sub Non-Govt Company

Category
Class Of Company Private

Date Of Incorporation 13 September 2007

Age Of Company 16 Years, 1 Month, 29 Days

Activity Hotels; Camping Sites and Other Provision Of

Short-Stay Accommodation [ Restaurant Facilities
Operated In Connection With The Provision Of
Lodging Remain Classified In This Group. Also
Included Are the Operation of Sleeping Cars When
Carried On By Separate Units] To See Other
Companies Involved In Same Activity.

Number of Members 26

Share Capital & Number of Employees:

Authorized Capital ₹600,000,000

Paid up capital ₹562,459,940

Number of Employees 20-150

15
Registration Details:
2007
Registration Year

Registration RoC-Chennai
authorities
Registered for 2898
activities

Registration Type Company Registration

Current:

INVESTOR NAME RELATIONSHIP TYPE STAKE HELD % STAKE

CapitaLand Ltd. Investment Majority -
CapitaRetail India Development Fund Investment Majority 64.38
Capitamalls Subsidiary Majority 100.00

Transactions:

DEAL
SUB- VALUE
DATE TARGET COMPANY TYPE ($ MN) INVESTORS
2011- Citadines Omr Aparthotel Inbound 0 Ascott Ltd.
03-17 Private Limited

2009- Citadines Omr Aparthotel Real 9.9 CapitaRetail India

12-14 Private Limited Estate Development Fund

16
HIERARCHY OF THE COMPANY:

GENERAL MANAGER

HEAD OF FINANCE HRM PURCHASE MANAGER

PRASANA RAGHAVAN SUNDHAR VIGNESH

FINANCE MANAGER ASSIST HR IT MANAGER

NAZIYA BANU ANITHA.K ANU SHARMA

FINANCE EXCECUTIVE ENGINEERING TEAM TEAM LEADER

SUPERVISOR

HOUSE KEEPING

17
CORE VALUE:

MISSION AND VISION

Our Mission

Customers:

We create great customer value and experiences through high-quality products and
services.

People:

We develop high-performing people and teams through rewarding opportunities.

Investors:

We deliver sustainable shareholder returns and build a strong global network of

capital partners.

Communities:

We care for and contribute to the economic, environmental and social development of
communities.

Our Vision
To be a leading global enterprise that enriches people and communities through high-
quality real estate products and services.

18
ACTIVITIES OF THE COMPANY:

GUEST STAFF OPERATIONAL

ACTIVITIES ACTIVITIES ACTIVITIES

GUEST ACTIVITIES:

Yoga Classes:
Hoteliers can offer daily yoga or meditation classes in their hotels to encourage
relaxation and improve the overall in-stay experience. This can be a great way to increase
revenue as the classes can be offered on a pay-per-class basis or as part of a package.

Spa Services:

Whether you have spa amenities on-site or not doesn’t really matter any hotel can
partner with local spa services and masseurs to provide special rates and discounts to their
guests. These are the ideal types of services to include as up sells in a hotel’s mobile check-
in process.

‍Game Nights for Kids:

Much like movie nights, hotel game nights can be put on at any hotel that has a lobby
with relatively little effort from hotel staff. It chiefly involves putting out a variety of board
and/or card games that can be enjoyed by kids and parents alike, and monitoring the event to
ensure all goes well. Upsell opportunities include providing food and snacks to guests or
hosting game tournaments with a low entry costs.

Discounted Shopping Trips:

Partnering with local businesses to offer discounted shopping opportunities can be

beneficial for hoteliers for a few reasons. First, it gives hotel guests access to discounts that are
not available anywhere else, thus providing an extra incentive for them to stay at the hotel.
Second, it provides the hotel with an additional source of revenue and increases the overall
value of the hotel. Finally, it helps to build relationships with local businesses and strengthens
the hotel's presence in the local community.

19
ACTIVITIES FOR HOTEL STAFF:

Perfect Square:

Perfect Square is a fun, simple team-building activity that can help build trust between
hotel staff members. The objective of Perfect Square, also called Blind Square, is for team
members to work together to form a perfect square.

Blind Snake:

Line hotel staff members up in groups of five or six with their hands on the shoulders of
the person in front of them. Each participant will be blindfolded, except for the person at the
very back of the line. This team member the caboose will guide the line around various
obstacles by giving verbal instructions.

A Rollaway Race:

Room attendants use their voices to guide team members from other departments as
they attempt to make guest-room-ready, inspection-passing rollaway beds. Set a time limit for
task completion, and see which teams are the most successful.

Non-Work Conversations:

Team-building activities for hotel staff aren't always game or challenge-based. A quick
chat with team members over breakfast can fall in the team-building category.

Escape Room:

Treat your hotel staff to a team-building outing to an escape room. Escape rooms are
puzzle-themed activities that require participants to work together to uncover clues and solve
complex riddles in order to escape a locked room.

20
OPERATIONAL ACTIVITIES:

REVENUE MANAGEMENT

STAFFING

HIRING

PARTNERSHIP

PROCUREMENT

Revenue Management:

Due to its multifaceted nature, revenue management is one of the most complex but
fundamental tools for maximizing your property’s profitability. A revenue management
system (RMS) analyzes data from past, present, and future forecasts to ensure you’re offering
the right room at the best rate to your ideal customer at the right times.

Staffing: Another important operational consideration is staffing, which can be difficult due to
constant demand fluctuation. If your staff schedule is poorly managed, you could find yourself
paying employees during downtime on quiet nights or end up understaffed during a busy period.
Managers can use the data they’re already collecting through their PMS to help inform their
staffing strategy.

21
Hiring:

Technology tracks and predicts numbers, but people drive home your property’s unique
value proposition. So, how can you help your hiring managers find the right people that
complement your business model? Recruiting software allows HR pros to survey a large
population of applicants with desirable skills while also attracting suitable candidates using
targeted messaging. The beauty of these tools is that they’re optimized for the hospitality
industry because they take into account the high turnover and retention issues that make it
difficult for hotels to find good hires. Some software programs also offer data-backed
screening tools that ask targeted hospitality-related questions to screen for the best candidates.

Partnerships:

Whether it’s with a spa, salon, restaurant or travel and tour services, a smart strategic
partnership can enhance the visibility and desirability of your hotel. To set apart a true partner
from a simple vendor, go beyond your gut and back up your decisions with technology. Look
to your PMS to ensure it’s tracking data on everything from sales and consumption to customer
satisfaction results. Specialized data related to your partner contract such as statistics to support
statement of work parameters, key performance indicators, compliance or trends can help you
find a true partner whose goals match your own.

Procurement:

Having a well-considered, strategic plan that addresses everything from stocking

supplies to negotiating preferred vendor contracts will ensure you get the best deal for your
dollar. Even little differences can add up to significant savings for your hotel.

To create this type of strategy, you need to track costs, consumption rates, inventory, pricing
and menu planning. Electronic procurement (e-procurement) is becoming increasingly popular
in the hospitality industry because it helps you create a streamlined, predictable flow of goods
for reasonable prices.

22
PROPERTY MANAGEMENT SYSTEM STRUCTURE:

Housekeeping

Front – Desk
Operation Customer Data
Management

Reservation Property Report And

management
System Analytics
system

Revenue
Management Point Of Sale

Back Office
Management

Channel
Manager

ALL CONNECTED DISTRIBUTION CHANNELS

Website Direct
OTA Meta Search GDS Booking

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Night Audit:

Hotel night auditor duties span across two main areas: running the front desk and being
the face of the hotel overnight, while also closing the books for the day, producing reports and
setting up the morning teams for success.
Any guest entering a hotel after around 11pm will likely say hello to what they would call a
‘front desk agent’, without even knowing they are likely speaking to the hotel night auditor.
Once the clock strikes midnight and hopefully the phones have stopped ringing, the hotel
auditor uses this ‘quiet time’ to perform crucial daily tasks. These are focused on multiple
business areas, including finance and operations.
Hotel night auditors can perform all the same tasks as front desk staff perform daily, from
check-in and check-out to managing guests’ requests and following emergency protocols. In
fact, in many smaller hotels, where the hotel night auditor will be the only member of staff
present, they are expected to perform these duties with more authority than daytime team
members, who have a team as a backup. But that is not all. A key part of their role is performed
when guests are not demanding their attehe most common steps in the night audit process
ensure that.

Functions of Front Office Audit:

The main purpose of front office audit is to verify the accuracy and completeness of the
guest and non-guest accounts against revenue centre transaction report. Specifically the front
office audit is concerned with the following functions.
 Verifying posted entries to guest and non-guest accounts.
 Balancing all front office accounts.
 Revolving guest credit transactions against establish limits.
 Generating operational and managerial reports.

24
Night Audit Process:

 Transfer sheet wise total of all guest ledger transcripts in to the recapitulate sheet. Total
each column of the recapitulation sheet.
 Check all paid and endorsed bills of the day separate out paid bills and endorsed bills.
 Separate endorsed bills into the once payable in foreign currency and other payable in
Indian currency.
 Prepare city ledger transfer with the endorsed bills. Totals of city ledger transfer must
tally with the total of the transfer credit in the recapitulation sheet.
 Prepare master food and beverage sales summary from the sales summary received
from different food and beverage sales outlets.
 Tally room sale prepared by the receptionist in the night receptionist with the room
count and house count of the recapitulation sheet.
 Tally room count and house count prepared by the receptionist with the room count and
house count of the recapitulation sheet.
 Check all non food and beverage sales summaries from their sales points with the help
of supporting vouchers credit sales must tally with the total credit sale indicated for the
respective sales point in the recapitulation sheet.
 Total credit sale of mater food and beverage sales summary should tally wit the total of
the food sales in the recapitulation sheet.

Night Audit Posting Formula:

Regardless of how the night audit is conducted, the basic account posting formula
applies:
Previous Balance + Debits – Credits = Net Outstanding Balance
PB + DR – CR = NOB

Final department detail and summary report are produced and may be filled along with
their source documents for accounting divisions review. These reports help to prove that all
transactions where properly posted and accounted for. The daily summary may also show an
accompany and rate forecast for the new business day, altering management to changes that
may have happened over night.

25
 1.3 OBJECTIVES OF THE STUDY
According to a report by Glassdoor, organizations that invest in a strong candidate
experience improve their quality of hires by 70%.

Objectives of Recruitment:

Recruitment is about attracting potential candidates who have the skills and mindset that align
with the organization’s culture and goals. How to have this happen? Let’s get into some
fundamental objectives:

 Identifying the vacancy: This involves analyzing the needs of the organization and
specifying the job requirements.

 Attracting a pool of candidates: The aim is to attract a diverse group of candidates who
have the necessary skills and qualifications.

 Creating a talent pool: This helps the organization in the future when similar vacancies
arise.

 Increasing organizational effectiveness: By recruiting the right people, organizations can

improve their performance and productivity.

Objectives of Selection:

Selection is about choosing the most suitable candidate from the pool created during the
recruitment process. Key things to keep in mind as a recruiter?

 Matching the right person to the right job: This involves assessing the candidates and
matching their skills and abilities to the job requirements.

 Ensuring a good organizational fit: The selected candidate should not only be competent
but also align with the organization’s culture and values.

 Predicting job performance: The selection process should be able to predict the
candidate’s future performance.

 Reducing turnover: By selecting the right candidate, organizations can reduce employee
turnover and increase job satisfaction.

26
 1.4 IMPORTANCE OF STUDY

Access To Employees For

Specific Values Business
Talented Future Job
And Principles Expansion
Employees Openings

Provides access to talented employees:

 During the recruiting process, hiring managers look for the right candidates by using
certain keywords and criteria.
 For example, they may focus on searching for relevant education, skills, qualifications,
employment history or a combination of all four.
 Such an approach can help companies find employees with the skills and knowledge
required to perform their duties.

Find the Specialists with Specific Values & Principes:

 Organizational culture plays a considerable role in developing a productive work

environment and maintaining employee cooperation.
 Hiring managers may achieve that goal by searching for candidates with the same
principles as the organization.
 This can also help to build teams of like-minded people who can collaborate effectively.

Potential Employees for Future job openings:

 Another benefit of recruiting is that it allows companies to document information about
candidates even if they don't meet the requirements for current positions.
 Such networking may help an organization save time when searching for the right
candidate in the future.

27
Contributes to business expansion:
 In most cases, business development involves hiring new employees, expanding existing
departments or creating new branches.
 These expansions require companies to find candidates with the knowledge and skills to
contribute to new business initiatives or goals.
 For instance, digitalization is a common process that most developing businesses face
and may require the creation of IT departments.

Major Importance of study:

To improve productivty

To reduce cost

To improve customer service

To moral morale

To reduce turnover

To comply with regulation

28
 1.5 SCOPE OF STUDY
The scope of recruitment and is very wide and it consists of a variety of operations.
Resources are considered most important assets to any organization. Hence, high right resources
is the most important aspect of recruitment. Every company has its own pattern of recruitment as
per their recruitment policies and procedures.

 Dealing with the express or shortage of resource

 Preparing the recruitment policy for different categories of employees

 Analyzing the recruitment policies, process and procedures of the organization

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

 Streamlining the hiring process with suitable recommendations

 Choosing the best suitable process of recruitment for effective hiring of resources

 A vacancy where the successful applicant does not join UCL or leaves within 6
months of joining and the recruiting manager would like to offer the role to the
next best candidate.

 A Professorial appointment where the Provost has exceptionally approved

a Waiver of Advertising.

 Jobs which are ring fenced to those at risk of redundancy in a restructure or

organization change.

 Recruitment of Postgraduate Teaching Assistants which are advertised to UCL

students only
 To every company has its own pattern of recruitment as per their recruitment

policies and procedures.

 To specific organization wants it future to be in good and safe hands.

29
 1.6 LIMITATIONS OF STUDY

 To establishing a time is too short to give shape to a new idea in the organization.

 Less importance to the long-term operational benefits.

 Expenses for HR department are not viewed as investment.

 To oversight the huge employee’s turnover.

 Weather the time was bigger limitation. The project requires a thorough study

which requires a considerable amount of time.

 The study is based on both primary as well as secondary data and has the

limitations pertaining to the usage of both kinds of data.

 Some of the respondents might hesitate to fill the questionnaires. (attitude)

 Respondents may give based answer to the question which affects the results of

the study.

 The data was collected through questionnaire. The responds from the respondents
may Not be accurate. Employees are busy with their work schedule.

30
CHAPTER II
 CHAPTER II
REVIEW OF THE LITERATURE

1. Aminchi Daniel, et. al (2014): have presented the recruitment and selection process of
HR in adult educational schools. Here the management of adult education borno state Nigeria is
reviewed. Placement selection and position of human asset is a significant aspect of company
and large resourcing procedures which distinguish and secure individuals required for the
employees position to endure and succeed. Better recruitment process technique brings about
improved hierarchical results. Considering the basic significance of the faculty in the
accomplishment of Adult Literacy Learning Program to talk about the system of enlistment,
placement selection has position of grown-up training staff and the suggestions for the
administration of grown-up instruction in Nigeria. The paper reasons that it is essential to decide
the procedure by enroll, select and place association worker and the unforeseen workforce as far
as their aptitudes and specialized capacities, particularly in grown-up instruction association.

2. Bako Y Adebola, et. al. (2017): has proposed the recruitment and selection process of
various effectiveness of employee’s performance. Here the hospitality-based industry in ogun
state is reviewed. This examination analyzes the overall adequacy of placement recruitment
strategies on workers' exhibition in the friendliness business. The general goal of the
examination was to decide how placement selections influence worker's presentation in the
friendliness business in Ogun State, Nigeria. This investigation receives overview research plan.
The populace was drawn from driving inns in Ogun State, Nigeria. The example for this
examination is the workers of inns in Yewa South Local Government adding up to 115 inns with
1179 representatives. The example size was 100 representatives and survey was utilized to gather
information while Cronbach alpha was utilized to test the instrument. The consequence of the
examination shows that there is connection amongst enrollment and choice and worker's
presentation, were exceptionally critical. There is a connection among enlistment and
determination and worker's exhibition in the neighborliness business.

31
3. Sudhasetti N, and DNM Raju, (2014) has studied the recruitment and selection process
of various industries. Here the cement industry, electronics and sugar industry data are processed
on the studied. Effective recruitment process rehearses are key parts at the passage purpose of
HR in any association .Efficient placement selection systems bring about improved hierarchical
results. The primary target of this paper is to recognize general practices that associations use to
enlist and select workers .The examination likewise concentrate to decide how the process
practices influence the authoritative results and give a few proposals that can help to various
organizations situated in Krishna.

4. Thiruvenkatraj TR and Nirmal Kumar R, (2018) has studied the review of

recruitment and placement selection process. Better enrollment and determination methodologies
bring about improved authoritative results. Enrollment is the way toward looking for
forthcoming workers and invigorating them to go after positions in the association.
Determination might be characterized as the process by which the association browses among
the candidates, those individuals whom they feel would best meet the activity prerequisite,
thinking about current natural condition. In the present competitive business condition,
associations need to react to the necessities for individuals.

5. Sneha M, (2014) have reviewed the recruitment and selection process based on the HR
consulting firms. The vital intercessions in enrollment it has achieved ocean changes in the
strategy of enlistment. As a prime supporter of the ability procurement, HR counseling firms
have meant their significance of this industry. The inspecting procedure utilized for this
examination is helpful arbitrary testing with an example size of 105 respondents. For this
examination essential information was gathered through meetings and polls. The theory was tried
with Chi square trial of autonomy. Through phi and Cramer's V the quality of the relationship
was likewise discovered. The placement strategy of an association is dictated by the nature of
work .

6. Kavya S and Bala Koteswari, (2017) has presented the effectiveness of recruitment
process in Milltec machines industry. The investigation on "Viability of Recruitment and
Selection Process" did at Milltec Machinery Private Ltd Organization. This organization is
situated in Bommasandra, Bangalore. The fundamental motivation behind the examination is to
chase, how the placement selection process in the association are completed and the different

32
strategies used to enlist candidates. Further the goal of my examination is to discover the
procedures utilized by the association in enrollment and determination cycle and its adequacy.

33
7. Alen Azari, (2019) has presented the review analysis of recruitment and selection
process of educational sectors like teachers. Here this process mainly focusing HR revealing
progress of staff recruitments and studied with various aspect of development process of HR
recruitment process in educational institute staff. The analysis examines both theoretical and
scientific approaches on HR recruitment. Here the unemployed and employed categories are
numbered based on the school principal, commission, department executives, political person’s
recommendation, and other influence people’s recommendation. These statuses are analyzed to
obtain various aspects of reviews.

8. Ayesha Yaseen (2015) has presented the recruitment and selection process of
educational sectors. Here the higher education institutions with the placement impact are studied
to recommend for economic growth. SPSS software is used for data analysis, which utilized the
information about lecturers, other management staff, and internet/online based data reports. This
systematical approach sometime influenced with the political parties. Here this various data
analysis approach helps to promote the reputed companies and institutions. GC university data is
analyzed on the performance state and the organization focuses qualified and dedicated
employees. This kind of analysis reduces the influenced people’s recommendation and it
provides more opportunities to qualified persons.

9. Isaac Christopher Otoo, et. al. (2018) has discussed the effectiveness in placement
recruitment process. Here the higher educational institution in Ghana database is gathering the
data from as 128 samples. The internal source of recruitment focusing promotion, transfer,
advertisement with internal mode, recall, and second time recruitment; the external source of
recruitment utilized the HR consultant, executive recruitment, public advertisement, and
recommendation. HR planning helps to find the effective analysis about graduate recruitment
process. This approach studied the two challenges on the HR management domain and it is
analyzed as public sector selection from higher educational institutions and identification of
vacancies based on the interview feedback. From the investigation, the discoveries confirm that the
association is doing idealness recruitment process and employee arranging is productive. It is moreover
discovered that the association utilizes outer source as its fundamental wellspring of enlistment and it is
viability.

34
10. Janes O Samwel, (2017) has presented the influence of recruitment and selection process
in manufacturing companies. Assembling and manufacturing Companies need skilled and
spurred individuals to endure and to keep up their upper hand. Notwithstanding the money
related and financial emergency, the war of looking for ability, capable and best representative is
still among these organizations. This investigations wellsprings of enlistment, worldwide
viewpoint on representative enrollment and choice, impact of web enrollment on producing
organizations, web selection process used in Tanzania, enlistment, determination, maintenance
inspiration and representative execution in Africa producing organizations and enrollment,
choice, maintenance and inspiration in East Africa it likewise investigated diverse strategy and
distinguished the holes for additional examinations.

11. Daniel E Gberevbie, (2008) have presented the study of staff recruitment process in both
private ans public sectors. Here the data is collected from Nigeria organization. This database is
collected based on the experience and it is a empirical statistic model. How the organization
achieving their goal by correct recruit and other process; this structure identifying the role of
employees and HR. Approach reviews the job satisfies, reward, labor turnover, placement and
recruitment analysis and various norms. This study analysis using Chi square test for various
data assessment and determinations; this also reviews the staff retention.

12. Hancock, Cath. "Effective Recruitment and Selection." Legal Information

Management 2, no. 2 (2002) Abstract:Cath Hancock, Staff Development Officer at Cardiff
University, and Alison Clayton of Cameron McKenna have supplied us with two articles
addressing aspects of the recruitment and selectiom process. This article from Cath Hancock
concentrates on the pre-intervies process but also looks briefly at post-interview issues.

13. Clayton, Alison, and Cameron McKenna. "Effective Recruitment and Selection.",
no. 2 (2002) Alison Clayton and Cath Hancock have supplied us with two articles addressing
aspects of the recruitment and selection process. This article from Alison Clayton, Training and
Development Officer at Cameron McKenna, deals with the skills you need to be an effective
interviewer.

35
14. Vincent, Vinod. "360° recruitment: a holistic recruitment process." June 10, 2019
Purpose This paper aims to introduce the concept of 360° recruitment, which is a systematic,
practical and holistic recruitment process that provides a reliable employee-selection structure
for an organization of any size. Design/methodology/approach The recruitment process, which
begins with establishing the correct selection criteria, provides a 360° view of a candidate by
combining assessments, job interviews, reference checks and job previews. Findings Hiring the
right employees is critical for the growth and success of an organization.

15. Dr Sowdamini T. "A Systematic Review Of Literature On Recruitment And

Selection Process." March 5, 2019 Literature was collected from 40 articles of a reputed
journal from 2010 to 2018. Main findings: The review of literature revealed that the recruitment
and selection process is carried out in organizations by adopting latest technologies like online
portals, outsourcing, job fair, campus interviews, and mobile recruitment applications. The
representation of this practice is to find the best candidate for an organization. Besides adopting
the latest technology, consideration of the expatriate factor would lead to an effective way of
recruitment practices in finding out the right candidate for the right job and thus create a
healthier work environment. The expatriate factors have not been considered well in the Indian
context, but have been given importance in the global context in the process of recruitment and
selection. Social Implications.

16. Maja Wilczewska. "New Technologies in the Recruitment Process." December 1,

2018 there has been little research on the impact of e-recruitment on the recruitment process as a
whole. The present study fills part of this gap by investigating the effect of e-recruitment on the
design of the recruitment process. Therefore, the main purpose of the paper is to analyze how
new technology has influenced the recruitment process as a whole. The recruitment process will
be presented on the example of Intergroup. The paper considers the possibilities of including
modern technologies in the recruitment and selection strategies of the organization based on a
case study method. The case study describes the project of cooperation of the Work Service
personnel consultancy with the international organization Intergroup. Its selection and
recruitment strategy was based on video-recruitment. The findings indicate that e-recruitment
transforms the traditional recruitment process into a time- and space-independent, collaborative
hiring process.

36
37
17. EMMA Jonsson, and Anna Karin Berglund. "Officer Recruitment – Improving The
Process." May 15, 2018 In the selection process for the OP, there is a large gap between the
number of applicants and the number of individuals who start the programme. One consequence
of this is that the OP has not been fully manned since 2008, thus leaving the Swedish Armed
Forces (SAF) with a shortage of officers. Manning the SAF with sufficient officers with the right
qualifications is a priority, and henceforth the number of cadets must increase. Therefore, in
2014, a project was launched with the aim of examining recruitment to and selection for the OP,
as well as identifying success factors and areas of improvement. An additional ambition was to
introduce measures intended to increase recruiting efficiency based on the results, and the
proportion of individuals who enter the OP. The project led to the implementation of a different
recruitment strategy in 2016 and 2017.

18. K., S. Sujitha, and Allen Steve. "Online Campus Selection Process." May 31, 2021
the college campus recruitment process towards a manifestation of a vibrant shift in new systems
of workforce engagements. The processes like gathering and compilation of information, filing
of records, and all data related administrative work are done electronically, and therefore,
paperwork is considerably diminished in the new model. Significantly, very less physical
campus space is utilized for interview processes, and overall, consumes minimal time as
compared with more traditional recruiting methods. And the super process excellence techniques
is applied in the corporate with renewed focus on quality, even people recruiting has also been
structured as a online flow system for steady results.

19. L. Yakovleva. "Improving The Recruitment Process of An Industrial Enterprise."

January 31, 2021 Currently, the staff is the most valuable resource of any organization, so the
success of its activities depends on the quality of human resources. One of the fundamental
criteria for the quality of human resources is the compliance of personnel competencies (both
personal and professional), the requirements of the employer and the content of labor functions
implemented within the framework of the position. Such compliance is primarily achieved by
organizing a competent approach to the recruitment procedure.

38
20. Rozario, Sophia Diana, "Challenges in Recruitment and Selection Process: An
Empirical Study." August 5, 2019 In such a highly competitive environment, organizations
have started to pay much attention to the recruitment and selection process, as employees form
their main asset. However, the critical factors involved in the employee selection process is not
well studied. Previous studies on the recruitment and selection process have been performed
mainly to study the performance of the employees and the criteria attracting the right talent
leading to employee retention and organizational efficiency. The distinction of this paper is that
it studies the existing recruitment and selection process adopted by tertiary and dual education
sectors in both urban and regional areas within Australia.

21. P. Neligan, and I. Eardley. "National Selection and Recruitment in Urology: 2009."
In 2009, recruitment into higher urological training changed dramatically to a process of national
selection. This article describes the process used, presents feedback from the assessors and
candidates involved, and discusses possible improvements for future rounds.

22. Yaseen, Ayesha. "Recruitment and selection process of higher education sector and
its impact on organizational outcomes." January 5, 2016 This research based on primary as
well as secondary data collected from newly hired university lecturers, Managerial staff, internet
and online journals and research papers. Data analysis has been done with the help of SPSS
software. Research concluded that recruitment and selection process of HEIs adopt systematic
system but there is a room for improvement. At times this process is influenced by political
factors. This research will help in promoting active constructive researches on education sector
as well as the fair and corruption less recruitment and selection processes of HEIs.

23. Zaman, Laila. "The Recruitment and Selection Process of Pharmaceutical

Companies April 29, 2012 Recruitment and selection practices are the key factors to the entry
point of human resources which ensures the success and growth of an organization. In this study
the detail chain and sequence of activities pertaining to recruitment and selection of different
level of management and non-management employable candidates has identified through
interviewing the HR employees of GlaxoSmithKline Bangladesh Limited

39
CHAPTER III
 Chapter III
RESEARCH METHODOLGY

The research methodology is scientific and systematic for pertinent information on specific
topic. It is a careful investigation or inquiry especially through search for new facts in any branch
of knowledge. This research study is taken as a part of educational curriculum.

Research is a systematized effort to gain knowledge and hence, it helps to practical

knowledge in study various steps that are generated adopted by research in studying his research
problem along with the logic behind them.

Research methodology is a method to solve the research problem systematically. It

involves gathering data, use of statistical techniques, interpretations and drawing conclusions
about research data. Keeping in view the objectives of the study, data is collected from different
sources.

The purpose of this section is to describe the methodology carried out to complete the
work. The methodology plays a dominant role in any research work. The effectiveness of any
research work depends upon the correctness and effectiveness of
the research methodology.

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

hypothesis, collected facts of data, analyzed facts and proposed conclusions in form of
recommendations. The data has been collected from both the sources primary and secondary
sources.

Scientific research relates to the application on the scientific method of harassing of

curiosity. This research provides the scientific information and theories for the explanation of the
nature and the properties of the world around us. It makes practical applications are possible.
historical research is embodying in the historical method to accordingly to their academic and
application discipline.

38
 3.1. RESEARCH DESIGN

The type of research is descriptive in nature; since an attempt was made to find out inter
relationship between variables.,

Source of Data:

Date is collected from both primary and secondary sources.

Primary Data:

Primary data are collected through a structured questionnaire. A well-structured

questionnaire has been prepared given to the respondents by the researcher.

Secondary Data:

Secondary data are collected from the published data available within the company
and also from the Internet and Intranet.

Sample Size:

Sample size means the number of sampling units selected from the organization for
investigation. The total sample size that is taken for this study is 100.

Sampling Unit:

The design adopted for this study is descriptive research design. This design was
chosen as it hence chooses accurately the characteristics of a particular system helped to
study the availability of the system as well as the constant that might restrict as
effectiveness.

Sampling Method:

A sampling technique in which a simple is selected on the basis of convenience and

case.

Research Instrument:

Structured questionnaire is used here as the instrument to collect the data, both open
ended and closed ended questions were used to possible.

Tools used:

i) Percentage Analysis

ii) Chi - Square test

39
40
 DATA COLLECTION APPROACH
Data Collection:
Data refers to a collection of organized information, usually the results of experience, observation
or experiment, or a set of premises. This may consist of numbers, words, or images, particularly as
measurements or observations of a set of variables.

Data Sources:
There are two types of data sources available to the research processes.
1. Primary data.
2. Secondary data.
Primary Data:
The primary data is collected by using primary methods such questionnaires, interviews,
observations etc. For this study questionnaires are used to collect primary data from the
employees of the industries. We know relatively little on a systematic basis about how or why
organizations choose to use different combinations of these strategies, though some of the results
reported in the study of recruitment and selection and in large firms offers some pointers that
are worthy of further exploratory research, particularly among small and medium sized
organizations. Nowadays employee suggests that personality tests are now being routinely used
for some occupations in 19 percent of workplaces, and performance tests are being used in
Recruitment and selection in 46% of workplaces.
 Interview
 Work experience
 Performance/competency test
 Qualifications
 Assessment centre
 Personality/aptitude test

Secondary Data: -
Secondary data is collected from various Journals, books, websites, Government reports,
Newspapers, and other research reports.

41
CHI SQUARE TEST
Relationship Between Age & Satisfaction About the selection process.
Ho=Null hypothesis
There is no significance relationship between age & satisfaction about the selection process.
H1=Alternative hypothesis
There is a significance relationship between age & satisfaction about the selection process.

Observed Expected (O-E) (O-E) 2----- (O-E) -- 2/E

frequency frequency
34 36.4 2.4 5.76 0.1582

36 33.6 2.4 5.76 0.1714

5 7.8 2.8 7.87 1.0051

10 7.2 2.8 7.87 1.0889

3 2.6 0.4 0.16 0.0615

2 2.4 0.4 0.16 0.0667

8 5.2 2.8 7.84 1.5077

2 4.8 2.8 7.84 1.633

Total 5.6928

X 2 = ∑ (O – E)2 /E
Calculated Value =5.6928.
Table Value =16.92
Degrees of freedom =9

Calculated Value is less than Table Value. Accept the null hypothesis.

There is no significance difference between the Age & Satisfaction about the selection process.

42
CHAPTER IV
 Chapter IV
DATA ANALYSIS AND INTERPRETATION
Table No:1 Source of Recruitment

Particulars No of Respondence Percentage

Direct hiring 56 56%

Advertisement 89 89%

Campus Interview 98 98%

Private Agencies 54 54%

All the Above 30 30%

Chart No.1

Source Of Recruitment
120%

100% 98%
89%

80%

60% 56% 54%

40%
30%

20%

0%
direct hiring advertisement campus interview private agencies all of above

percentage

Inference:
From the above table it has been interpreted that 56% of the respondents are recruited
through direct hiring, 89% of the respondents are recruited through advertisement, 98% of the
respondents are recruited through campus interview,54% of the respondents are recruited
through Private and Public agencies, 30% of the respondents are recruited through all the above
sources.

42
 Table No 2. Stages involved in selection candidates

Particulars No of Respondence Percentage

One 34 34%

Two 53 53%

Three 29 29%

More than three 84 84%

Chart No.2

Stages involved in selecti on candidates

One Two Three More than Three

17%

42%

27%

14%

Inference:
The above pie chart shows that 42% of respondents said that more than three stages in
selection process. Whereas 29% agreed to two stages, again 27% agreed to one stage.

43
 Table No.3 Methods used during selection process

Particulars No of Respondence Percentage

Written 32 32%

Group Discussion 47 47%

Personal Interview 84 84%

GD & PI 54 54%

All of above 39 39%

Chart No. 3

all of above

GD & PI

personal Interview

Group Discussion

Written

0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

during Selection Process

Inference:
It was found that 84% of selection is done by personal interview. However, personal
interview is mostly used method of selection followed by the group discussion. Employees
selected in the citadianes apart hotel are finally selected by a personal interview taken by the
head of center.

44
 Table No. 4 Company HR Practices

Particulars No of Respondence Percentage

Excellent 48 48%

Good 59 59%

Average 34 34%

Bad 10 10%

Chart No. 4

company Hr practices

7%

32%
23%

39%

Excellent good average bad

Inference:
48% of the employees feel that HR Department is good where and 59% say that its very
good where as 34% says its average and 10% employees feel it’s bad. some employees are not
happy as they have to spend a little more time if they have to take demo training sessions.

45
 Table No 5. Attrition Rate in the Organization

Particulars No of Respondence Percentage

1–5 40 40%

5 – 10 65 65%

10 – 15 15 15%

15 – 20 0 0

20 - 25 43 43%

Chart No. 5

Rate of organization

20 -
25% 1 - 5%

10 -
15%

5 -10%

Inference:

The above table and chart to representing the variables on rates it changes in regulated in
overall 65% on the attrition rate in the organization.

46
 Table No.6 Branding of the organizations Recruitment and selection process

Particulars No of Respondence Percentage

Good environment 34 34%

Good compensation 54 54%

Bonus structure 67 67%

Quality of workforce 98 98%

Chart No. 6

Branding of Recruitment & Selection

34
%

good environment
98% good compensation
bonus structure
54%
quality of workforce

67%

Inference:

The above table shows the following to build up the branding recruitment and selection to
representing the overall employees mostly to like the quality of workforce.

47
 Table No. 7 Category wise focus on the job roles for recruitment & hiring in citadianes

Particulars No of Respondence Percentage

Technical 34 34%

Non-technical 68 68%

Admin 23 23%

Chart No.7

80%

70%
68%

60%

50%

40%

34%
30%

20% 23%

10%

0%
Technical Non technical Admin

Focus on Job Roles

Interpretation:

From the above table and chart presenting the category wise to focused on the job roles to
finds the determining the following stability to the most of focused to recruiting on non-technical
roles.

48
 Table No 8. Department wise vacancy respondence

Particulars No of Respondence Percentage

Housekeeping 23 23%

Catering 25 25%

Front Desk 6 6%

Security 31 31%

Engineers 42 42%

IT 19 19%

Nutritionist 7 7%

Chart No.8

45%

40%

35%

30%

25%

20%

15%

10%

5%

0%
housekeep- Catering Front Desk Security Engineers IT Nutritionist
ing

Department wise Vacancy

Interpretation:

From the above table and charts presenting the department wise vacancy respondence to
mostly regarding to finds the following respondence to in engineering team and to
presenting the graph.

49
 Table No. 9 HR Making good Decision on Recruitment process

Particulars No of Respondence Percentage

Agree 32 32%

Strongly Agree 9 9%

Disagree 18 18%

Chart No 9

HR Team Good Decision

18%

Agree
32% Strongly Agree
Disagree

9%

Interpretation:

From the above table and chart respondence of the how will HR make a good decision on
the process that to be deliverance from a suitable candidate to evaluated on the perfect to
majority of the despondence to 32%.

50
 Table No 10. Analysis about the period of recruitment on our organization

Particulars No of Respondence Percentage

Quarterly 0 0

Half Yearly 40 25%

Annually 48 30%

When We Required 77 47%

Chart No 10

Period Of Recruitment

Half yearly

When We
Required Annually

Interpretation:

From the above table and chart to representing the analysis of the valuation data to
representing the period of recruitment process mostly when we required is 77% of selection
process to held.

51
 Table No. 11 Analys the reason for accepting the offer in the organization

Particulars No of Respondence Percentage

Relocation 20 20%

Relation with employer 15 15%

Decent Salary 50 50%

Opportunities for growth 20 20%

Job Security 25 25%

Identification with the 20 20%

company

Chart No. 11

60

50

40

30

20

10

0
Relocation Relation with Decent Salary Opportunities for Job Security Identification
employer growth with the
company

Accepting the offer of our organization

Interpretation:

From the above graph, we can understand that 20members of total respondents are
selected this organization for relocation, mostly recommend on the decent salary 50%.

52
 Table No. 12 Types of interviews conducted in your organization

Particulars No of Respondence Percentage

Structured interview 45 25%

Unstructured Interview 67 39%

Formal Interview 36 23%

Unformal Interview 29 17%

Chart No.12

types of interview

16%
24%

Structured interview
Unstructured Interview
Formal Interview
Unformal Interview
22%

38%

Interpretation:

From the above table and chart to declared the mostly high presented on unstructured
interview to 385 and 255 of structured interview are 38% and to finally the process to 23% are
formal interview process to followed.

53
 Table No 13. Methodology used for recruitment in citadianes

Particulars No of Respondence Percentage

E recruitment 36 36%

Campus hiring 47 47%

Consultant Hiring 32 32%

Chart No.13

Methodology used for recruitment

28%
31%

41%

E recruitment Campus Hiring consultant Hiring

Interpretation:
From the above table and chart to representing to the E recruitment 31% and campus
hiring 41% other ect.,

54
 Table No. 14 Analys the apptitude syllubus to follow

Particulars No of Respondence Percentage

General 10 10%

Number system 25 25%

Verbal ability 15 15%

Logical reasoning 15 15%

puzzle 5 5%

Chart No. 14

Appti tude syllubus

puzzle

logical reasoning

Verbal ability

Number System

General

0% 5% 10% 15% 20% 25% 30%

Apptitude syllubus

Interpretation:
From the above table and chart to representing the most of highly presented in number
system to solve the selection process are 25% and other wise to some parts to deliverd it.

55
 Table No 15. The most important quality the organization looks for in a
candidate.

Quality No of Respondence Percentage

Past experience 21 21%

Knowledge 29 29%

Tean work ability 37 37%

discipline 41 41%

chart No.15

important quality

16%
32% Past experience
Knowledge
Tean work ability
discipline
23%

29%

Interpretation:
From the above table we could see that 29% of the respondents thinks that the
organization gives importance to the past experience while selecting a candidate.41% in process.

56
CHAPTER V
 CHAPTER V
5.1. FINDINGS
 The company follows standard recruitment procedure and leverages multiple job boards to
source best talents available in job market.
 The R & S process, methods and practices followed in the company gives positive
outcomes as per client’s expectations.
 Availability of more experienced resources increases overall productivity of the team and
helpful in guiding freshers.
 The ultimate objective of conducting interviews, R & S process is to find new talents for
fulfilling client requirement of hiring right resource.
 The most important feature in company recruitment &selection policy is that we need to
take in consideration the ratio between the turn-up and line-up candidates, and after
analysis I found it most of the employees are also holding the same opinion.

 The existing recruitment process of

company is good but it has
 The existing recruitment process of company is good but it has some shortcomings that is
being Covered in recommendations and on overall the recruitment department has
pressure on it.

 After analysis of the company

selection procedure I found out
 After analysis of the company selection process, I found out the company is using quite
effective method of doing selection Of candidates.
 They always take in consideration the cost-Benefit ratio which is quite important from the
long perspective of hiring employees.
 Some extent portals, but before hiring from portals the references provided there are need
to be confirmed as I did during my training period.

 he ratio of selected candidates to

joining candidates is quite
57
 The ratio selected candidates is quite effective and highest in number as the employees
being selected are also of the view that they are analysed properly and effectively.

58
 5.2. SUGGESTION
 From the study, it is found that newspaper is the effective medium to advertise for mass

recruitment.

 The organization shall concentrate and conduct workshops, training programs to the

employees in order to mold their career growth.

 The organization shall increase the response level to the job seekers via e-mail or call.

 The organization shall focus on internal recruitment too in order to promote and motivate

the employees.

 the following are some suggestions which enables the company to enhanced its

recruitment methodology.

 The company should focus its attention more on campus interviews to attracted young

potential who have the zeal to achieve goal for themselves and the company

 the company can take up short term projects with new technologies and fixed deadlines to

bring out the competitiveness and cutting edge approach by the employees. this enables

the company to recruit the bright and the best manpower for the jobs.

 Incentives and contest for employee referrals and the use of web based resource such as

job distribution service go a long way in enhancing the recruitment process.

 HR department should be more practical and efficient so that the recruitment and selection

become more effective.

 Stress should be given on proper maintenance of database of application for future

recruitment in this organization.

 The company should follow new traits/ trends in the recruitment process.

 The stress should be given on knowledge and the experience should be the major criteria

for selection of employees.

59
 5.3. CONCLUSION
The source of recruitment in this organization is totally based in both the factors i.e., internal
and external.

 The recruitment of the prospective candidates for a particular post is

based in experience, age, qualification, and percentage in the academic

year.

 The selection process is totally based in skill, communication and

technical qualities

 The formal interview is conducted by the HRD.

 After selection the employees are inducted for 1-5 days or more than 15

days.

The study on recruitment and selection is HR professional is having big responsibility

to hire a best person from the available talent pool. At the same time, one needs to be
conscious. The employer should judge on individual merits and set the same standards for all.
In the present scenario, “It is the biggest challenge for a HR manager to hunt for talent”.

The emphasis towards training and enhancing skills of recruiters needs to be more and
also consistent. Even though an HR manager has many challenges to face in order to ensure
that the human resource department contributes to the bottom-line and emerges as a
strategic partner in the business, it is“ Talent acquisition”, that is the key determining factor
in how well an Human resource.

60
 REFERENCE

1. C. R. Kothari. “Research Methodology”, Methods and Techniques, Wishma Prakashan,

New Delhi.
2. Gupta, S.P., “Statistical method” Sultan Chand & Son Publishers, New Delhi, Thirty
Fourth Editon, 2005.
3. Kandola, R. and Fullerton, J. (1991) Managing the Mosaic: Diversity in Action. London,
Institute of Personnel and Development
4. K. Robert Wood “Competency-Based Recruitment and Selection” Tata McGraw-Mill
Publishing Company Limited New Delhi.
5. Rachana. C, Research scholar on Recruitment and Selection process, Singhania
University, Rajasthan, India, 2019, P 11-12.
6. Dr. Salitha Jardat, A study on Effectiveness of Recruitment, International Journal of pure
and applied Mathematics, Volume 119, 2018, P 2755-2764
7. Ms. G. Karthiga, Dr. R. Karthi and Ms.P. Balaishwarya, Recruitment and Selection
process, IJSRpublications, Volume 5, Tamil Nadu, India, 2015

https://en,wikipedia.org

https://www.discoverasr.com

https://hotel.news.com

https://hospitalitynet.org

61
 ANNEXTURE
Questionnaire:
Recruitment and selection process based on hospitality industry in Citadianes Apart Hotel,
OMR Chennai.

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

Name: ……………………………………………………….
Designation: …………………………………………………
Department: ……………………………... Age: ……………
Qualification: ……………………………………………….

Questionnaire for HR manager:

1) Which of the following recruitment methods and the procedure following for recruitment of
engineers and housekeeping members in this organization?
a) Employee referrals b) Professional journals
c) Advertisement in local/national papers d) Recruitment consultants

2) Which of following selection procedures and methods followed by your organization?

a) aptitude test b) personal interview
c) written test d) practical test
3) what is the percentage of weightage do you give to you the following factors in selection of
engineers:
a) aptitude test b) written test
c) personal interview d) practical test
d) any other
4)What is the approximate time taken for recruiting the post of engineers and it sectors?
………………………………………………………………………………….
………………………………………………………………………………….

62
5) According to you, what may be resons for not joining after selection of candidates?
………………………………………………………………………………..
………………………………………………………………………………..
Questionnaire for employees:
6) How much time did the company take to respond to your application?
a) less than 5 days b) 5 – 10 days
c) 11 – 15 days d) more than 20 days

7) Which of the following methods of selection did you face for your selection process?
a) aptitude test b) group discussion
c) one on one round d) practical test
e) personal interview f) any other

8) What was the time taken to send you offer letter?

a) immediate joining b) one day
c) one week d) before two weeks

9) What is the extent of your satisfaction with recruitment procedure followed by citadianes
apart hotel?
a) good b) average c) poor

10) Do you have any suggestion for recruitment procedure?

……………………………………………………..
……………………………………………………..
……………………………………………………..

Questionnaire for others:

11) Which of the source of recruitment and selection are used in citadianes apart hotel?
a) Internal b) External c) both

63
12) which of the following external source used for recruitment in this organization?
a) advertisement b) internet
c) campus recruitment d) consultancies
e) none of the above
13) Do you think innovative techniques like stress test, psychometric test and personality test
should be used for selection?
a) yes b) no

14) Does your organization follow different recruitment process for different grades of
employment?
a) Yes b) No

15) How do you rate HR practices of the company?

a) Excellent b) Good
c) average 4) Bad

16) Which amongst the following person takes final decision for selection the employees?

a) HR manager b) Recruiting manger

c) All level manger d) Any other

17) Are the important guidelines & technical support is available in your organization?

a) Yes b) No c) cannot say

18) If yes than how many stages are involved in selecting the candidates?

a) one b) two

c) three d) more than three

19) Does the company provide any types of incentives to employees?

a) yes b) No c) cannot say

20) To whom are the performance measure and recruiting costs are usually communicated?

a) Finance department b) Accounts department

c) Admiration department

64
21) Is there any job description for each vacancy including the purpose, task and responsibility?

a) Yes b) No

22) Identify any one factor which affects to recruit best candidates?

a) image of the organization b) government influence

c) internal organizational policies d) None of the above

23) Are panel interviews are used?

a) yes b) no

24) Are candidates telephone interview, teleconferencing or video conferencing conducted

before personnel interview?

a) Personality test b) Judgement test

c) Ability test d) not aware

25) what your organization will if short applicant cannot be interviewed on the scheduled day?

a) offer another date, location

b) will hold the applicant and used whenever needed.

c) consideration may be given to exclude that person from the process.

d) no opinion

26) Which type of recruitment sources reaches you soon?

a) newspaper sources

b) professional journals

c) college recruiting

d) employee referral

65
27) State the reason for rejecting the offer.

a) relocation

b) salary

c) growth

d) others

28) What type of question they asked you in the interview?

a) Relaxing question

b) Tough question

c) Icebreaking question

29) Did you give the questions prior to the interview?

a) yes b) No

30) How many times you are promoted?

a) Never

b) Once

c) twice

d) thrice

e) more than 5

31) Do you feel that your role in your company is appreciated?

a) strongly disagree

b) neutral

c) agree

e) strongly agree

66