A STUDY ON RECRUITMENT& SELECTION

OF

SPIN OFF TECHNOPARK Pvt. Ltd.

A six Weeks Internship Report

Submitted for the Partial Fulfillment of the Requirement for the Award of Degree of Master in
Business Administration

Under the Mentorship of

Mr. AmitSen

HR Executive

Submitted By

IshanSood

University roll No- 17MBA0311

3rd Semester MBA

Academic Session 2017-18

Himachal Pradesh Technical University Business School

Rajiv Gandhi Government Engineering College Kangra Campus AtNagrotaBagwan –

Kangra Himachal Pradesh 176047

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CERTIFICATE

DATED: ……/……/……

Himachal Pradesh Technical University Business School [HPTUBS]

Rajiv Gandhi Government Engineering College [RGGEC]

Kangra at Nagrota BAGWAN (Massal)

Himachal Pradesh [India] – 176056

This is to certify that I IshanSood have carried out the research proposal embodied in present six
weeks internship report for the partial fulfillment of the degree of Master in Business
Administration as per the ordinances of Himachal Pradesh Technical University. I declare to the
best of my knowledge that no part of my internship report was earlier submitted for the award of
Master in Business Administration and research degree of any University.

………………………

Name :IshanSood

URN : 17 MBA0311

Mr. AnujHeer

(Supervisor

HPTUBS

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 CONTENTS

CHAPTER PARTICULARS Page No.

Certificate
Abstract
Acknowledgement
List of Tables
List of Graphs
Executive Summary
1 Company Profile
1.0 Introduction Of Spin Off Techno Park Pvt. Ltd.
1.4 Company’s Mission & Values
1.6 Organizational Structure of Company
1.7 Clients of Company
2 Review of Literature
2.1 Introduction
2.2 Objective of The Study
2.3 Recruitment
2.4 Selection
3 Research Methodology
3.1 Definition
3.2. Research Design
3.3 Data Collection Method
3.3.1 Primary Data Sources
3.3.2 Secondary Data Sources
3.4 Sampling
3.5 Data Collection Instrument
3.6 Data Processing
3.7 Limitation of Study
4 Data Analysis and Interpretation of Study
5 Summary, Recommendations & Conclusions
5.1 Summary
5.2 Findings

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5.3 Recommendations
Questionnaire
Bibliography

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CONTENTS

List of Tables

Table No. Title Page No.

1.1 Since how many years/months have you been 34

working with this organization?

Does the organization clearly define the position

2.1 35
requirements and candidate specifications in the
recruitment process?

How would you rate the HR department’s

3.1 performance in? 36

Do you think recruitment and selection process needs
improvement?
4.1 37

Is the Resume screening and short listing method

used by the organization is satisfactory?
5.1
38

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List of Graphs

Graph Title Page No.

1.1 Since how many years/months have you been 34

working with this organization?

Does the organization clearly define the

2.1 35
position requirements and candidate
specifications in the recruitment process?

How would you rate the HR department’s

3.1 performance in? 36

Do you think recruitment and selection

process needs improvement?
4.1 37

Is the Resume screening and short listing

method used by the organization is
5.1
satisfactory? 38

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Acknowledgement

I am highly grateful to Spin Off Techno park Pvt. Ltd. Mohali ,Punjab one of the leading
organizations of our nation for getting me undertake six weeks industrial internship course with
them. It was really a very nice experience as I come to know how actually the company strives
hard to keep up the national security at par with the rest of the world. I would like to express my
gratitude towards Mr. AmitSen( HR Executive) who allowed me to join Spin Off Technopark
Pvt. Ltd. As a trainee.

No words are enough to thank my mentor and project guide Mr. AmitSen( HR Executive) on his
able guidance at each & every step of work. Without his abiding inspiration, timelycriticism,
generous encouragement, work done so far would not have been successfully accomplished. I
would like to thank all the staff members and employees at Spin Off Technopark Pvt. Ltd.
,Mohali, Punjab who made this training rich experience & a success.

I feel foremost duty to express my deep sense of gratitude & pay sincere thanks to Mr.
SuneetCoordinator, HPTU Off Campus Business School for making this internship a part of
curriculum & bestowing on me to opportunity to complete internship successfully. Along with
this I would also like to thank Dr. Sanjeev Sharma & Mr. AnujHeer faculty of HPTU Off
Campus Business School for their constant cooperation & support.

Lastly but above I thank with my heart & soul to My Parents & Almighty who graced me with
right thoughts, power & money to convert those thoughts into actions & helped me in making
my internship a great success.

IshanSood

17MBA0311

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Executive Summary

I had started my summer internship program at Spin Off Technopark Pvt. Ltd. ,Mohali (Punjab).
This is a electronic manufacture firm in Industrial Area, Sector 74, SahibzadaAjit Singh Nagar,
Punjab. I have done my internship there for the one & half months. And got the topic for my
project report. The topic was given by the HR Executive Mr. AmitSen and as per my mentor also
who really gives me great confidence to do the work at scope.

He gives me relevant company information for preparing my project report as well. He tells me
so many things that how I can pitch Job Description to the candidate so I can easily convince
them for the Interview regarding the current job profile.

Here I want to discuss briefly about the Recruitment & Selection Process which I have done
earlier in my internship.

1. Recruiting is the discovering of potential applicants for actual or anticipated

Organizational vacancies. It makes it possible to acquire the number and types of
people necessary to ensure the continued operations of the organization.
2. In simple terms, it is an attempt to draw attention of applicants in the market, get
interested applicants, and generated a pool of prospective employees so that
management can select the right person for the right job.
3. The recruitment process is one of the most critical aspects of running a successful
business. Because every organization’s performance is largely dependent on the
quality of its workers.
4. The question comes into mind that why I have chosen my topic as “Recruitment
& Selection Process”. Because as a HR and Marketing professional in MBA this
topic is covers all those aspects which really help me for using theoretical
knowledge in practical aspects.

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CHAPTER 1

1.0 Introduction

( Spin Off Technopark Pvt. Ltd.)

1. Company Profile – Spin OffTechnopark Pvt. Ltd.

2. Company Location - Industrial Area, Sector 74, SahibzadaAjit Singh
Nagar, (Mohali),Punjab
3. Nature of Business – Manufacturer
4. Additional Business – Exporters & Importers
5. Company CEO – Mr. Sanjay Gupta
6. Year of Establishment – 2008
7. Legal Status of Firm – Private Limited Company
8. Group of companies – Imperial LEDs
Hawk’s Eye

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Spin Off Technopark Pvt. Ltd. Incorporated in the year 2008, is an ISO 9001:2008 certified
organization affianced in Manufacturing, Exporting and Supplying comprehensive assortment
of LED Bulb, LED Tube Light, LED Flood Light, LED Down Light, LED Street Light,
LED Panel Light, LED Garden Light, LED In ground Light, LED High Bay Light, LED
Outdoor Wall Light, LED Wall And Mirror Light, Antique Wall Light, CCTV
Camera and Digital Video Recorder.

Imperial Led is a venture promoted by Spinoff Technopark Pvt. Ltd., a company

into business with professional promoters having experience of more than 25
years in various industries such as heavy engineering, Security surveillance and
lighting industry. Situated at Mohali (Punjab, India), are backed by state-of-the-
art infrastructural base resourced with advanced production technology. The
infrastructural base spreads over a large area and helps Spin Off Technopark Pvt.
Ltd. production team to manufacture complete assortment of products in

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 adherence to global quality standards. The company have segregated
infrastructural base into various divisions such as Procurement, Production,
Quality Testing, R & D, Sales & Marketing and Warehousing & Packaging. All
the products are marked under the brands “ Imperial LED and Hawk's Eye”.

1.1Two Product Brands of Spin Off Technopark Pvt. Ltd. :-

1.2IMPERIAL LED’S :-

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Imperial LED ,one of the India’s leading LED lightning manufacturer, having the
largest range in LED Lights ranging from LED bulbs, LED Tube Lights, LED
Panel Lights, LED Down Lights, LED Track Lights, LED Flood Lights, High Bay
Lights etc. We have a dedicated in house Research & Development Team who is
working round the clock improving the product making it better from good.

Our manufacturing Facility is situated in Mohali, Punjab and we Provide Quality

Products only and are the best option for the market that is looking for quality
products with “ MADE IN INDIA” tag with equivalent or better quality than the
other MNC’s in the market.

Imperial LED’s are an integrated manufacturer of LED Lighting and cater to

General, Commercial, Industrial, Government Sectors and more.

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 KEY Features of Imperial LED’s –

1. Manufacturer of various LED products such as LED bulbs, LED Tube

Lights, LED Panel Lights, LED Down Lights, LED Track Lights, LED
Flood Lights, High Bay Lights etc.
2. All the products are Made in India with “MADE IN INDIA” tag.
3. ISO certified all products with higher quality.
4. Proper own R&D team of Imperial LED’s.

Research & Development Team & Quality Standards-

As the world moves towards harnessing the efficiency of LEDs ( Lightning Emitting Diodes) ,
the Imperial LED started the process long back in 2008. With LEDs imported from the
technology capital of the world JAPAN, and dividers and fixtures being manufactured in India
undere controlled and vigilant surroundings, The Imperial LEDs have been committed to
providing goods that are dependable,based on the newest technology, and of an enviable quality.

Over the years Imperial LEDs have made efforts to enhance are processes and develop more
merchandize that answers to the individual needs of the buyer.

LED Lightning is the future of sustainable development and we at Imperial LED want to be the
bridge that takes you to it.

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1.3HAWK’S EYE :-

Hawk's Eye offers an extensive portfolio of the finest end-to-end imaging, intelligent analog,
AHD, hybrid and IP video surveillance equipment ranging from CCTV cameras, high-
definition IP video surveillance cameras and speed domes to DVRs, NVRs, Mobile DVRs and
video door phones. It also provides attendance solutions, accessories, customized enterprise
level security, home and enterprise solutions and much more.

KEY FEATURES OF HAWK’S EYE :-

1. Manufacturer of various Eelctronic security systems like CCTV cameras, high-

definition IP video surveillance cameras and speed domes to DVRs, NVRs, Mobile
DVRs and video door phones , customized enterprise level security, home and
enterprise solutions and much more.
2. All the products are Made in India with “MADE IN INDIA” tag.
3. ISO Certified all products with high quality standards.
4. Proper own R&D team of HAWK’S EYE.

Research &Development & Quality Details :-

R&D facility delivers integrated, flexible and resilient surveillance services offering clients
best value for money and transform their business to be more competitive. The laboratory is
engaged in analytical and experimental studies aimed at performance improvement of video
surveillance, Video management solution and storage devices.

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1.4Company’s Mission

As a futuristic company ,we understand the fast pace at which technology changes , and
consider it our duty to keep ahead of the times and ceaselessly Endeavour towards creating
novel methods of harnessing technology to provide products with the lease updates,
innovations and enhanced quality.

We are aware of various challenges faced by lightning professionals, and consider it our
responsibility to help mitigate them by seeking solutions through improved expertise and
manufacturing processes while at the same time moving towards development of breakthrough
advancement in LED technology.

We understand the challenges faced by security professionals and therefore seek to find the
solutions by improving our technologies and continuous breakthrough innovations. We are
committed to enhance, improve and provide the best Quality.

1.5Values ofThe company:-

Reliability
We understand that security equipment is often the last line of defense against al security
threats & Lightning equipments for lighten the world We, therefore, provide technology that
you can depend on even when the chips are down.

Performance
We constantly challenge accepted standards of quality and performance, ever raising the bar,
always reaching higher, doing better.

Aesthetics
Our security solutions & Lightning technology are designed to blend into their environment
seamlessly. They incorporate the best international sensibilities.

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1.6Organization Structure ( Spin Off Techopark Pvt. Ltd.)

1.7Clients of the Company :-

Spin off Technopark gave so many clients, for whom they recruiting quality persons for fulfilling
the vacant position .Thiscompany not only recruiting the candidate but taking care of the
candidate retention as well.

So here I want to brief discuss about the client company of Spin Off Technopark Pvt. Ltd. Let’s
Discuss some major clients of the organization.

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CLIENTS OF THE SPIN OFF TECHNOPARK

1). JUSTDIAL

2). WALMARTINDIA

3). PANJAB DIGITAL LIBRARY

4). SYSCHEM INDIA Ltd.

5).DEFENCE RESEARCH DEVELOPMENT ORGANIZATION

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6).PANJAB UNIVERSITY CHANDIGARH

7)EURO KIDS

8). MOUNT CARMEL SCHOOL

CHAPTER -2

REVIEW OF LITERATURE

2.1 Introduction

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People are integral part of an organization today. No organization can run without its human
resource. In today’s highly complex and competitive situation, choice of right person at the right
place at the right time has far implications for an organization’s functioning. An employee well
selected and well placed would not only contribute to the efficient running of the organization
but also offer significant potential for future replacement. Thus hiring is an important function.
The process of hiring begins with human resource planning which helps to determine the number
and type of people an organization needs. Job analysis and job design enables to specify the task
and duties of jobs and qualifications expected from prospective job. HRP, job analysis and job
design helps to identify the kind of people required in an organization and hence hiring. It should
be noted that hiring is an ongoing process and not confined to formative stages of an
organization. Employees leave the organization in search of greener pastures, some retire and
some die in the saddle. More importantly an enterprise grows, diversifies, take over the other
units until all necessitating hiring of new men and women. Infect the hiring function stops only
when the organization ceases to exist.

Recruitment: According to Flippo, “Recruitment is the process of searching for prospective

employees and stimulating and encouraging them to apply for jobs in an organization.” It is the
activity which links the employer and the job seekers .According to Yoder, “Recruitment is a
process to discover the sources of manpower to meet the requirements of the staffing schedule
and to employ effective measures for attracting that manpower inadequate number to facilitate
effective selection of an efficient working force”.“Recruitment is the development and
maintenance of adequate manpower

resources. It involves the creation of a pool of available labor upon whom the organization can
draw when it needs additional employees”

2.2 OBJECTIVE OF THE STUDY

I had start my management training with Spin Off Technopark Pvt. Ltd. As HR trainee or you
can say as a talent acquisition and I had opted the topic on Recruitment and Selection process in
the company. I spent 45 days as a summer trainee with Spin Off Technopark. Within this period
I have got the broader knowledge in HR field as well as in Marketing. Because my work was

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related to both field where I have really implement my HR and Marketing knowledge in a
working environment.

The primary objective of the study is to analyse the process of recruitment & selection in the
Spin off Technopark..

To observe the procedure to select the candidates from internal as well as from external sources
in the Spin Off Technopark..

To find out the various recruitment sources used by Spin Off Technopark.

To study the employee satisfactory level with the existing recruitment policy in the Spin off
Technoaprk.

Here in company I was work as an individual as well as in group also and learn the lots of things.
I have got the broader knowledge of recruitment process and how as a HR and Marketing person
act in the working environment.

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Our Recruitment Process

2.3Recruitment

Introduction :-

Recruitment forms the first in the process , which continues with selection and ceases with the
placement of the candidate. It is the next step in the procurement function, the first being the
manpower planning. Recruitment makes it possible to acquit the number and types of people
necessary to ensure the continued operation of the organization. Recruitment has been regarded
as the most important function of personnel administration, because unless the right type of
people is hired, even the best plan, organization charts and control systems would not do much
good.

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Definition :-

“Recruitment is a process to discover the sources of manpower to meet the requirement of the
staffing schedule and to employ effective measures for attracting that manpower in adequate
number to facilitate effective selection of an efficient working force.”

Purpose and Importance :-

 Determine the present and future requirements.

 Increase the pool of job candidates at minimum cost.
 Reduce the probability of employee turn over.
 Increase the success rate of the selection process.
 Increase organizational and individual’s effectiveness.

Effects:

Positive Recruitment Process :-

 Attract highly qualified and competent people.
 Ensure that the selected candidate stay longer with the company.
 Make sure that there is match between cost and benefit.
 Help the firm create more culturally diverse work force.

Negative Recruitment Process :-

 Failure to generate qualified applicants.

 There is no match between cost and benefit.
 Extra cost on training and supervision.
 Increase the entrylevel pay scales.

2.3.1 Objective of Recruitment :-

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  To attract people with multi dimensional skills and experiences that suit the present and
future organizational strategies so as to obtain a pool of suitable candidates for vacant
posts.
 To induct outsiders with a new prospective to lead the company.
 To infuse fresh blood at all levels of the organization.
 To develop organizational culture that attracts competent people to the company.
 To use as fair process.
 To ensure that all recruitment activities contribute to company goals.
 To conduct recruitment activities in an efficient and cost effective manner.

2.3.2Factors effecting Recruitment :

Internal External
Factors Factors

Internal Factors :-

 Employees from within the organization are heird to fill a job vacancy.
 Company’s pay packages.
 Quality of work life in a company.
 Organization culture
 Career planning and growth
 Company’s size
 Company’s Product/services
 Company’s growth rate

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  Cost of Recruitment

External Factors :-

 Socio – economic factors

 Supply and demand factors
 Employment rate
 Labour market condition
 Political,legal and governmental factors like reservations for SC/ST and sons of soil.
 Information systems like employment exchanges/ Tele- recruitment like internet.

Sources of Recruitment :-

1. Advertising
2. Employment agencies
3. Employee referrals
4. Schools, colleges and professional institutions
5. Labor unions
6. Casual Applicants
7. Professional organizations or recruiting firms or executive recruiters
8. Nepotism
9. Computer data banks
10. Voluntary organizations

2.3.3Recruitment Policies :-

A recruitment policy is concerned with quantity and qualification of manpower. A

well consider and pre planned recruitment policy based in corporate goals,study of
environment and the corporate needs .

A recruitment policy in its broadest involves a commitment by the

employer to such general principles as:-

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 1) To find and employ the best qualified persons for each job profile.
2) To retain the best and most promising to those hired.
3) To offer promisingoppurtunities for the life time working careers.
4) To provide programs and facilitates for personal growth on the job.

The following factors should be taken into consideration in formulating

recruitment policy ,and which are as follows –

1. Goverenment Policy
2. Personnel policies of other competiting organization
3. Organization personnel policies
4. Recruitment sources
5. Recruitment need
6. Recruitment costs
7. Selection criteria and preferences etc.

2.3.4Methods of Recruitment

Recruitment can be broadly categorized under three levels :-

1. Direct method
2. Indirect method
3. Third party Recruitment method

Direct Method:-

One of the widely used direct method is that of ending of recruiters to colleges and technical
schools. Most colleges recruiting in co-operation with the placement office of a college. The
placement office usually provides help in attraction students, arranging interviews, furnishing
space, and providing student resumes. For managerial professional and sales professional
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,campus recruiting is an extensive operation. Person reading for MBA ( Masters of Business
Administration) or other technical diplomas as picked up in this manner. Many companies have
found employees contact with the public a very effective method. Other direct methods include
sending recruiters to conventions and seminars, setting up exhibits at fairs, and using mobile
offices to go to the desired centers.

Senior posts are largely filled by such methods when they cannot filled by promotion from
within.

Advertising is very useful for recruiting blue collars and hourly workers as well as scientific,
professional, and technical employees. Local newspapers can be a good source of blue – collar
workers, clerical employees and lower level administrative employees.

Third Party Method –

These include the use of commercial of private employtmentagencies,placement offices of

schools ,colleges and professional associations, recruiting firms, management consulting firms.

Private Employment Agencies –

They are the brokers whi bring employees together. The specialization of these agencies
enhances their capacities to interpret the needs of their client.

Professional Organization or Recruiting Firms:-

They maintain complete information records about employed executives. These firms are looked
up on as “ Headhunters”, “ Raiders” and pirates by the organizations which loose personnel
through their efforts.

2.3.5 Modern Sources and Techniques of Recruitment :-

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A number of modern recruitment sources and techniques are being used by the corporate in
addition to traditional sources and techniques. These sources and techniques include walk-in and
consult-In ,head hunting, body-shopping, nosiness alliances and tele recruitment.

1) Walk-In
2) Consult-In
3) Head-Hunting
4) Body-Shopping
5) Business-Alliances

Tele- Recruitment :-

The technological revolution in telecommunication helped the organization to use internet as

a source of recruitment. Organization advertise the job vacancies through the World Wide
Web ( www) internet. The job seekers send their applications through email or internet.
Alternatively, job seekers place their CV’s in the world wide/internet, which can be drawn by
the prospective employers depending upon the requirements.

Some examples of it like :-

1) Naukri.com

2).Linkedin

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 2.4 SELECTION

Definition: The Selection is a process of picking the right candidate with prerequisite
qualifications and capabilities to fill the jobs in the organization.The selection process is quite
lengthy and complex as it involves a series of steps before making the final selection. The
procedure of selection may vary from industry to industry, company to company and even from
department to department. Every organization designs its selection process, keeping in mind the
urgency of hiring people and the prerequisites for the job vacancy.

2.4.1 Selection Process–

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1. Preliminary Interview: The preliminary interview is also called as a screening interview
wherein those candidates are eliminated from the further selection process who do not meet the
minimum eligibility criteria as required by the organization.

Here, the individuals are checked for their academic qualifications, skill sets, family
backgrounds and their interest in working with the firm. The preliminary interview is less formal
and is basically done to weed out the unsuitable candidates very much before proceeding with a
full-fledged selection process.

2. Receiving Applications: Once the individual qualifies the preliminary interview he is

required to fill in the application form in the prescribed format. This application contains the
candidate data such as age, qualification, experience, etc. This information helps the interviewer
to get the fair idea about the candidate and formulate questions to get more information about
him.
3. Screening Applications: Once the applications are received, these are screened by the
screening committee, who then prepare a list of those applicants whom they find suitable for the
interviews. The short listing criteria could be the age, sex, qualification, experience of an
individual. Once the list is prepared, the qualified candidates are called for the interview either
through a registered mail or e-mails.
4. Employment Tests: In order to check the mental ability and skill set of an individual, several
tests are conducted. Such as intelligence tests, aptitude tests, interest tests, psychological tests,
personality tests, etc. These tests are conducted to judge the suitability of the candidate for the
job.
5. Employment Interview: The one on one session with the candidate is conducted to gain
more insights about him. Here, the interviewer asks questions from the applicant to discover
more about him and to give him the accurate picture of the kind of a job he is required to
perform.

Also, the briefing of certain organizational policies is done, which is crucial in the performance
of the job. Through an interview, it is easier for the employer to understand the candidate’s

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 expectations from the job and also his communication skills along with the confidence level can
be checked at this stage.

6. Checking References: The firms usually ask for the references from the candidate to cross
check the authenticity of the information provided by him. These references could be from the
education institute from where the candidate has completed his studies or from his previous
employment where he was formerly engaged. These references are checked to know the conduct
and behavior of an individual and also his potential of learning new jobs.
7. Medical Examination: Here the physical and mental fitness of the candidate are checked to
ensure that he is capable of performing the job. In some organizations, the medical examination
is done at the very beginning of the selection process while in some cases it is done after the final
selection.
8. Thus, this stage is not rigid and can take place anywhere in the process. The medical examination
is an important step in the selection process as it helps in ascertaining the applicant’s physical
ability to fulfill the job requirements.

9. Final Selection: Finally, the candidate who qualifies all the rounds of a selection process is
given the appointment letter to join the firm. Thus, the selection is complex and a lengthy
process as it involves several stages than an individual has to qualify before getting finally
selected for the job.

2.5Importance of Recruitment & Selection Process

Recruitment and selection are the most critical and significant human resources functions. Unless
the organization has the best available employees, it will not be able to grow and flourish in the
market. The drive and motivational levels of the employees need to be high to enable the
company to attain its goals. All the steps of the recruitment and selection processes are equally
important in attracting and retaining the right talent.

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A major part of management's job is establishing the requirements of each position within the
organization. Managers then need to match the positions with employees possessing the right
skills and aptitude for the job.

Analyzing Job Requirements

Identifying the requirements for each position in the organization is critical. Management must
determine acceptable levels of qualification on criteria such as educational attainment, past
experience and skills for each position. Once the minimum acceptable levels have been
determined, management can then set out to recruit the most suitable candidates for the job.

Management and the HR department must meticulously plan and list all the tasks that would be
performed by employees in each job position. This is essential because job candidates need to
understand what will be required of them if they are hired for a particular position.

Communication of the Vacancy

Whenever a vacancy arises in the organization, it should be communicated widely, both

internally to existing employees who may be interested in applying for the job and externally to
prospective employees outside the company. Internal employees already understand the
company norms and procedures and would be able to take on the new job without a long period
of orientation and adjustment. With external employees, management is able to infuse new talent
and experience into the organ

Interviewing Candidates

Management generally interviews only the most suitable and qualified candidates for the job.
The interviewer questions the candidate on specifics such as educational background, past
professional experiences, interest in the job and salary expectations. The interviewer gets the
chance to assess qualities such as the candidate's personality, ability to express himself and
ability to think under pressure. The interviewer can also judge whether or not the candidate's
ideology and that of the organization match.

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Candidates are often put through several rounds of interviews. Only the satisfactory candidates
move up through the rounds. This process allows management to gradually narrow the field and
recruit only those candidates most suited to the job.

Reference Check

In the end, the HR department conducts a reference check on the selected candidate. At the time
of the application, the company asks all applicants to provide the names of two or more
references who can vouch for the candidate’s credibility, abilities and worthiness. With this very
important step, the HR department can ascertain whether the candidate is who and what he
claims to be. The references could be the candidate’s past employers, professors or other
professional contacts. These individuals give insight into the capability of the candidate.

If the HR department receives positive feedback on the candidate, it makes an offer of

employment and gives the candidate a date by which to report for the first day of work at his new
job.

CHAPTER -3

Research Methodology

Definition:-

3.1 RESEARCH METHODOLOGY:

Research Methodology refers to search of knowledge. one can also define research methodology
as a scientific and systematic search for required information on a specific topic. The
word research methodology comes from the word “advance learner ‘s dictionary
meaning of research as a carefulinvestigation or inquiry especially through research for newfacts
in my branch of knowledge for example some author have define research methodology as
systematized effort to gain new knowledge.

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3.2 RESEARCHDESIGN:

The major types of research designs are as follow:

o Descriptive
o Exploratory
o Explanatory
o Analytical

In this research, the research design adopted is Analytical research design.

Analytical Research Design :- In this the researcher has to use facts or information
already available, and analyze them to make a critical evaluation of the material. It
involves the in-depth study and evaluation of available information in an attempt to
explain complex phenomenon.

3.3Data Collection Method :-

The task of collecting data being after a research problem has been defined and plan is
chalked and plan is chalked out. This study pertains to collect data from primary
sources primary data and from secondary sources secondary data.

3.3.1 PRIMARY DATA SOURCE

The Primary Data is collected from customers with the help of questionnaire.

The primary data can be collected from following

1. Questionnaire

2. Observation.

3. Group Discussion

4. Observation

3.3.2 SECONDARY DATA SOURCE:

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The Secondary Data is collected with the help of company’s website, company reports, and
records available/provided by the company, Internet, Newspaper etc.

3.4 SAMPLING:

Sampling refers to the statistical process of selecting and studying the characteristics of a
relatively small number of items from a relatively large population of such items,, to draw
statistically valid inferences about the characteristics about the entire population.

3.4.1 SAMPLE SIZE:

The sample size taken by researcher has 50 persons.

3.5DATA COLLECTION INSTRUMENT:

The data is collected by structured questionnaire.

3.6 DATA PROCESSING :

Sample is selected by using non-probability convenient sampling method.

3.7 Limitations of the Study:

As the project is prepared for academic purpose only, it suffers from the limitations of time and
money, due to which analytical study into all the strategies adopted by the organization was not
possible.

The study was completed within short span of time that was available.

The report also suffers from the limitations of exhaustiveness as far as the information is
concerned. The project covers responses from different department and having different age
groups. Responses are filled by 50 respondents. Hence, the result may vary time to time.

Chapter 4

DATA ANALYSIS & INTERPRETITION OF STUDY

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4.1 QUESTION

1) Since how many years/months have you been working with this
organization?

Table No.1.1

Sr no Content % Age
1 0-6 months 65%
2 6 months-1Years 10%
3 1 to 2 Years 10
4 More than 2 Years 15%
Total 100%

Graph :- Since how many years/months have you been working with this
organization

Percentage
more than 2 year
15%

1 - 2 year
10%

6 months- 1 year 0-6 months

10% 65%

Interpretation :-In the above pie chart we can se that 65% of the people working from 0- 6
months, and least is 15% people are working from more than 2 years. This shows that there are

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many individuals who are fresher’s and stared their career from Spin off Technopark. The
company should adopt employee benefits policies more to retain these employees.

2).Does theorganization clearly define the position requirements and

candidate specifications in the recruitment process ?

Table No. 2.1

Sr.No. Content %Age

1 Yes 90%
2 No 10%
Total 100%

Percentage

90%
80%
70%
60%
50%
Percentage
40%
30%
20%
10%
0%
YES NO

Interpretation:-

In the above pie chart we can see that 90% of the total people are cleared about the position
required and candidate’s specifications.

3). How would you rate the HR department’s performance in?

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Table No. 3.1

Sr.No Content %Age

1 Excellent 52%
2 Good 30%
3 Average 15%
4 Below Average 3%
5 Total 100%

Excellent Good Average Below Average

3%
15%

52%

30%

Interpretation-

In the above pie chart we can see that 52% of the employees are highly satisfied with the H.R
department performance and 30% are satisfiedand 3% are below average satisfaction.

4).Do you think recruitment and selection process needs improvement?

Table No. 4.1

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Sr.No. Content %Age
1 Yes 65%
2 No 35%
Total 100%

0%
NO
35%

YES
65%

0%

Interpretation-In the above pie chart we can see that 65% of employees think that
recruitment and selection process need improvement because to reach higher every contribution
is important, if organization has more number of motivated employees they can perform better
and has winning spirit.

5). Is the Resume screening and short listing method used by the organization
is satisfactory?

Table No. 5.1

Sr. No. Content %Age

1 Yes 70%
2 No 15%
3 May Be 15%
Total 100%

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 Yes No May Be

0%

15%

15%

70%

Interpretition :-

In the above pie chart we can see that 70% of the population is satisfied with resume
screening and short listing. The least is 25% employees. A resume screening plays an
important role to examine the candidate, if he/she fits for a job or not. 15% population is may
not satisfied because sometimes the resume screening is avoided by the recruiters in order to
get more manpower at any cost, though serious steps should be taken.

CHAPTER 5

SUMMARY, FINDINGS & RECOMMENDATIONS

5.1 Summary

In today’s rapidly changing business environment, organizations have to respond quickly to

requirements for people. The market has been witnessing growth which is manifold for last few
years. Many players have entered the economy there by increasing the level of competition. In

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the competitive scenario it has become a challenge for each company to adopt practices that
would help the organization stand out in the market. The competitive of a company of an
organization is measured through the quality of products and service offered to customers that
are unique from others.

Thus the best services offered to the consumers are result of the genius brains working behind
them. Human resources in this regard have become an important function in any organizations.
All practices of marketing and finances can be easily emulated but the capability, the skills and
talent of a person cannot be emulated. Hence, it is important to have a well defined recruitment
policy in place, which can be executed effectively to get the best fits for the vacant positions.
Selecting the wrong candidate or rejecting the right candidate could turn out to be costly
mistakes for the organizations. Therefore, a recruitment practice in an organization must be
effective and efficient in attracting the best manpower.

5.2Findings :-

1. The most significant finding of study on recruitment strategy prevailing in the

organization is very effective. The employees are quite satisfied with the current
recruitment methods.
2. The study shows that most number of employees who have put in long year of service
have recruited via open competition. This shows the transparency of the recruiting
policies of the company.
3. The company’s approach to its recruitment policy shows that the right person is very
essential for the right job..
4. The company gives utmost importance to its manpower requirements by identifying it
well in advance taking into consideration the contingencies like retirement, budgetary
plans and attrition etc.
5. The company has been trying to infuse new blood in the organization by the appointing
fresh graduates and technologists, to set a competitive so as to face the competitive
world.

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5.3 Recommendations :-

1. The outcome of the study illustrate the Spin Off Techno park Pvt. Ltd. Has a
good recruitment policy where the employees are recruited by each department as
per the requirement from time to time.
2. The following are some of the suggestions for the company:-
1. The company should focus its attention more on campus interview to
attract young potential employees who have the zeal to achieve goals for
themselves and the company.
2. The company needs to further focus on talent auditions and job fairs.
3. HR Department should be more practical and efficient so that the
recruitment and selection become more effective.
4. The company should follow new trials/trends in the recruitment process.
5. Company should also focus on the employees happiness so that can easily
achieve their target in terms of recruiting more and more qualitative
candidates.

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QUESTIONNAIRE

1) Since how many years/months have you been working with this organization? *

A. 0-6 months

B. 6 months-1Years

C. 1 to 2 Years

D. More than 2 Years

2) Please mention your source name *

A. Consultant

B. Direct

C. Referral

D. E-hiring

E. Advertising

F. Other:

3) Does the organization clearly define the position requirements and candidate specifications in
the recruitment process? *

A. Yes

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 B. No

4) Does internal hiring motivates you? *

A. Yes

B. No

5) How would you rate the HR department’s performance in

recruitment and selection? *

A. Excellent

B. Average

C. Below average

6) Do you think recruitment and selection process needs improvement? *

A. Yes

B. No

7) Which is the most important quality the organization looks for in a candidate? *

A. Knowledge

B. Past Experience

C. Optimistic Nature

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 D. Discipline

E. Team Work Ability

F. Other

8) Is the Resume screening and Shortlisting method used by the organization is satisfactory? *

A. Yes

B. No

C. Maybe

Bibliography

1. Human Resources Management

( Pearson Edition 9th Edition)
2. Company’s official site:-
3. http://imperial-led.com/
4. http://hawkseyetechnologies.com/
5. Arihant Publisher HRM & LABOUR LAWS
6. Human Resource Management
( SeemaSanghi , Vikas Publishing )

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