Preface
Preface
Preface
Registration Number:-420810095
PGDM (HR)
The experience that I have gathered during the project has been unique and
overwhelming.
The work described here has been carried out under the guidance of Mr.
Abhisekh Rudra. Inspire of his busy schedules, his frequent valuable advice and
master suggestions at every stage lead to a systematic approach in completing
this project.
I express my thank, gratitude and respect for help, cooperation and in many
other way without which it would not have been possible for me to complete
this project work.
Saikat
Dey
PREFACE
It is the primary duty of the personnel department to search for prospective
employee and stimulating them to apply for jobs in the organization. This is the
process called recruitment. Effective recruitment is a process of getting the right
kind of people to apply for the vacancies in an organization. The aim of the
effective recruitment program is to attract the best people for the job and aid the
recruiter by making a wide choice available. The recruitment efforts and the
costs involved are generally in proportion to the criticality of the vacant position
and the urgency of the need.
INDEX
Introduction
Recruitment, Purpose and Importance,
Variables governing recruitment ............................ 4-11
Methodology
Primary Data, Questionnaire,
Secondary Data, IT Tool .............................. 18-23
Findings ............................... 30
Recommendation ............................... 31
Conclusion ............................... 32
Appendix
Reference Websites, Bibliography,
Magazines & Journals ................................ 33-34
3
INTRODUCTION
• Recruitment
• Variables governing
recruitment
RECRUITMENT
Recruitment is understood as the process of searching for and obtaining
applicants for jobs, from whom the right people can be selected. The
recruitment industry has five main types of agencies: employment agencies,
recruitment websites and job search engines, "head-hunters" for executive and
professional recruitment, niche agencies which specialize in a particular area of
staffing and in-house recruitment. The stages in recruitment include sourcing
candidates by advertising or other methods, and screening and selecting
potential candidates using tests or interviews.
Human Determine
recruitment Job
Resource
needs analysis
Planning
Every organisation has the option of choosing the candidates for its recruitment
processes from two kinds of sources: internal and external sources. The sources
within the organisation itself (like transfer of employees from one department to
other, promotions) to fill a position are known as the internal sources of
recruitment. Recruitment candidates from all the other sources (like outsourcing
agencies etc.) are known as the external sources of the recruitment.
SOURCES OF RECRUITMENT
Among the internal sources, transfer and promotion are most important.
Transfer involves lateral movement within the same grade, from one job to
another. It may lead to changes in duties and responsibilities, working
conditions, etc., but necessarily salary. Promotion. On the other hands, involves
movement of an employee from a lower level to higher level position
accompanied by ( usually ) changes in duties, responsibilies, status and value.
Among the others demotion and retrenchment may create a negative impact on
the work force. Retired employees could be very important source because they
have proper experience and knowledge about the competencies required for
each key position for which people are recruited.
Among the external sources press advertisement is the most effective. The ads
generally give a brief outline of the job responsibilies, compensation package,
7
prospect in the organization, etc. Educational institutes act as external sources
because organisations can recruit people through campus recruitment process.
Placement agencies provide organizations the types of candidates they need
and in return get some charge on those.
• To help to increase the success rate of the selection process by reducing the
number of visibly under-qualified or over-qualified job applicants.
• Help reduce the probability that job applicants once recruited and selected
will leave the organization only after a short period of time.
• Recruitment is the process which links the employers with the employees.
• Create a talent pool of candidates to enable the selection of best candidates
for the organisation.
There are certain dependent and independent variables which very much control
rather we can say govern the recruitment process of MCC PTA India Corp. Pvt.
Ltd.
If we take starting level HR & Admn. Post (E1) as an example we can
understand it properly. The related variables are:
Dependent Variables
• Knowledge of Job
• Computer Skill
• Communication Skill
• Proper Attitude towards Job
• Daily prioritization of job
Independent Variables
• Decision making ability
• Leadership quality
• Team building ability
• Recruitment Knowledge
• Performance Appraisal Techniques
10
But these qualities (independent variables) are always very
much essential for almost every kind of jobs. Proper technical
knowledge, idea about the job responsibilities, effective
communication skill, decision making ability are must for any
executives or better to say for every employee to perform their
job accurately. So, the recruiters must set these as qualifying
criteria before selecting any candidates for any types of job
positions.
11
RECRUITMENT PROCESS
The process comprises five interrelated stages, viz.:
i. Planning
iii. Searching
iv. Screening
The ideal recruitment programme is the one that attracts a relatively larger
number of qualified applicants who will survive the screening process and
receive requisition from concerned departments. Firstly, then send the vacancy
from their own data bank. If not available, then through consultants or
newspaper advertisements. After that all the collected CVs are sent to the
concerned departments for short listing. After short listing interview scheduling
are fixed. After interview, there are salary negotiations done with the selected
candidates. In case of salary acceptance the candidates are issued their ‘Offer
Letter’ and Pre-joining Medical Test Letter. If the test results are acceptable
then the Appointment Letters signed by MD or Director F & A are handed over
12
to the candidates. Then they are given the notice of joining and all the
form etc. Firstly, information details about such candidates are uploaded in
form and submit back to HR&A. If the confirmation criteria are satisfied then
13
START
COLLECTIO
N OF CV
NEWS
YES OWN NO CONSUL NO PAPER
DATABAN TANTS ADV.
KK
SHORTLIST BY
DEPT.
YES
INTERVIEW SCHEDULING
HOLD INTERVIEW
SELECT CANDIDATE
ACCEPT
NO
ANCE
SALARY NEGOTIATION
OF
SALARY
OFFER LETTER & MEDICAL YES
TEST LETTER
MEDIC
PRE-JOINING MEDICAL RECEIPT OF REPORT AL
TEST NO
FITNES
S
FIX DATE OF JOINING
(SUBJECT OF MEDICAL
FITNESS) YES
MD
APPT. LETTER SIGNED BY MD AVAILABL SIGNED BY DIR.
E NO F& A
NOTICE OF JOINING
JOINING FORMALITIES
HR SENDS ‘REPORT ON
PROBATION’ FORM TO DEPT.
CONFIRMA
DEPARTMENT FILLS FORM & TION WRITTEN TO
SUBMIT BACK TO HR & A CRITERIA NO EMPLOYEE
SATISFIED
CONFIRMATION AGREEMENT
YES
END
Recruitment programmes can miss the ideal in many ways:
process.
15
AIM & OBJECTIVES
• Aim
• Objectives
16
AIM
To study the Recruitment Process of MCC PTA India Corp. Pvt. Ltd.
OBJECTIVES
1. To study the recruitment policy of MCC PTA India Corp. Pvt. Ltd.
2. To understand the recruitment policies of MCC PTA India Corp. Pvt. Ltd.
3. To identify the potential job applicants in MCC PTA India Corp. Pvt. Ltd.
17
METHODOLOGY
• Primary Data
• Secondary Data
• IT Tool
18
PRIMARY DATA
In primary data collection, I collect the data myself using methods such as
interviews, questionnaires. The key point here is that the data I collect is unique
to me and my research and, until I publish, no one else has access to it. There
are many methods of collecting primary data and the main methods include:
• Questionnaires
• Interviews
Interviews
Questionnaires
Questionnaires are a popular means of collecting data, but are difficult to design
and often require many rewrites before an acceptable questionnaire is produced.
This process can be used as a method in its own right or as a basis for
interviewing or a telephone survey also can be posted, e-mailed or faxed. Here
we choose a fixed number of sample respondents. They are chosen and asked
19
the questions randomly. Their responses are recorded and analyzed one by one.
These responses helped me a lot to do my project successfully and effectively.
Here, in case of MCC PTA India Corp. Private Limited we choose a number of
HR and recruiting personnels who usually do recruitment and collect their
responses on the basis of following questionnaires. After collecting their
responses those are analyzed and finally we get some about the nature of
recruitment process of MCC PTA India Corp. Private Limited.
20
Questionnaires
SECONDARY DATA
All methods of data collection can supply quantitative data (numbers, statistics
or financial) or qualitative data (usually words or text). Quantitative data may
often be presented in tabular or graphical form. There are many sources of data
and most people tend to underestimate the number of sources and the amount of
data within each of these sources.
IT TOOL
• MS Word
• Website
STATISTICAL TOOL
Now we analyze those data which I get through my research by applying those
questionnaires.
23
1. According to my survey I found that MCC PTA India Corp. Pvt. Ltd.
recruits people as per their organizational manpower requirement. Like
when there is need of additional manpower or when replacement needed.
3. Normally MCC PTA India Corp. Pvt. Ltd. does not recruit people from
campuses because they prefer experienced candidates. Numbers of
fresher candidates are greater than the experienced candidates in
campuses. So, this company prefer not to go through campus recruitment.
4. As we mentioned earlier that MCC PTA India Corp. Pvt. Ltd. usually
prefer experienced candidates.
5. The recruitment process of MCC PTA India Corp. Pvt. Ltd., we discussed
earlier. So, there is no need to discuss it again.
6. The parameters which are parts of Manpower Requisition Form are like
24
Mg- Manager
M2- DGM
E4- Manager
E2- Sr.
Executive
E1- Executive
25
8. I have found in my research that MCC PTA India Corp. Pvt. Ltd. recruits
most number of people for the position of Executive, Senior Executive and
Deputy Manager posts.
9. The attrition rate of MCC PTA India Corp. Pvt. Ltd. is around 8% to 10%.
10. Ultimately I find that MCC PTA India Corp. Pvt. Ltd. recruits people
through the panel interview process followed by pre-hearing medical test. Panel
interview is for judging and evaluating people according
26
PROFILE OF THE ORGANISATION
(ORGANIZATION WHERE THIS
PROJECT DEVELOPS)
ACADEMIC INSTITUTION PROFILE
27
ABOUT COMPANY
They value human resources and therefore, provide with some of the best
welfare facilities to their employees. Apart from that; various sports and cultural
events are held throughout the year for entertainment of the employees and their
family members.
28
ABOUT INSTITUTION
FINDINGS
• MCC PTA India Corp. Private Limited recruits people only at the time of
vacancy.
• In MCC PTA India Corp. Private Limited, the main sources of recruitment
respective fields
• MCC PTA India Corp. Private Limited prefers experienced candidates than
freshers.
• Generally they recruit people for Executives, Sr. Executives, and Deputy
Manager positions.
• The selection process of MCC PTA India Corp. Private Limited is --------
• In MCC PTA India Corp. Private Limited the attrition rate is around 8%-
10%.
30
RECOMMENDATION
After completion of the study it is revealed that the MCC PTA India Corp.
Private Limited presently using their own database and outside consultancies as
their recruitment sources. As they prefer usually experienced candidates for
their organization, so they choose not to go for campus recruitment.
There is no E-recruitment facility in MCC PTA India Corp. Private Limited.
But sometimes they also go for newspaper advertisements for recruiting people
to fill up their vacancies.
31
CONCLUSION
APPENDIX
• Reference Websites
• Bibliography
Reference Websites:-
I have completed this project with the help of various websites.
First of all, the website of the company that is www.mcpi.co.in,that has given
me the various types of information about the company.
Some of the websites has given me information about some recruitment
consultancies. These are --
1. http://www.aima-ind.org
2. http://www.google.co.in
3. http://www.timesofindia.indiatimes.com
4. http:// www.articlebase.com
Bibliography:-
34