1 Introduction

1.1 Pie infocomm private ltd.

Pie infocomm private ltd [ CITATION The20 \l 1033 ] is a registered software company since
2002 and company has been providing specialized IT service and business solutions.
Company’s motto is “generating ideas” and implementing it to give their clients best in
the field of software development, AutoCAD designing and preparing blue prints of
motor and spare parts. Company is also active in chip level designing by using Matlab
technology. In today’s business environment company is focusing on digital marketing.
Company is also having one sublet department of share trading. Company started as a
training organization and has reached over 2500 students till now. Company believe in
providing quality services and never compromise upon quality. Company has highly
technical, skilled and qualified employees today who work like a team to offer best of
their abilities.

Company operates in four segments as below:

1.1.1 IT services (software development)

IT services offered by company to various sectors are banking sector, financial services,
insurance sector, healthcare sector, retail sector, transport sector, consumer goods,
government sector, natural resources and utilities, energy sector, manufacturing sector,
global media and telecom sector and education institution. Company provides variety of
services as digital strategy advisory, customer centric design, technology consulting, IT
consulting, custom application design, development, re-engineering and maintenance,
systems integration, package implementation, global infrastructure services, business
process services, cloud, mobility and analytics services, research and development ,
hardware and software design.

Software development, company’s aim is to develop software for clients on the basis of
their requirements and facilitating ground level services. There are different approaches
for software development, as per the client requirements a well structured and Hi-Tech.
engineering based approach is opted to facilitate the solution for business problem. When

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clients demands for customized solutions then development takes place in part by part
then incremental approach is opted.

For software development various technologies and frameworks are being used by
company, some of them are as EMBEDDED technology for chip designing,
ROBOTICS for creating automated devices, JAVA for web development, PLC for
automating machines, CATIA for aircraft designing etc.

1.1.2 Training and research

Company’s motive is to train the candidates and make them accountable for placements.
Company is providing different types of training program for candidates to enhance their
skills and abilities in professional world.

 Summer and winter trainings (45 days)

 In house training (15-20 days)
 Workshops on latest technology (5-7 days)
 Skill development (5-7 days)
 Placements for final year candidates
 Faculty development programs (5-7 days)
 Intense training for final year candidates for MNCs.

1.1.3 Digital marketing

Company is shifting from physical world to digital marketing where it is possible to reach
at maximum targets with smart and cost effective manner. Target audience remains same
but medium to grab their attention goes digital. Company is focused on PPC (pay per
click) as well as social media marketing platforms like Facebook, Twitter, LinkedIn,
Pintrest, YouTube.

Experts track and analyze the growing digital marketing trends also recommend their
clients to promote their business online. Company has developed all digital marketing
services to become a fully integrated digital marketing company.

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Digital marketing methods used by company as below:

 Pay per click

 Affiliate marketing
 Social media marketing

1.1.4 Share trading

Company have sub let department named as YOY- Capital Pvt. Ltd.

A common service center (CSC) is an information and communication technology (ICT)

access point under the National e-governance project of government. The purpose of the
project is to facilitate important information and services for undeserved Indian in rural
areas. A CSC is a kiosk with a personal computer, a wireless connection and other
equipments. By using computer and internet, the CSCs provide multimedia content as e-
governance, education, health, telemedicine, entertainment and other government and
private services.

1.2 Vision

“Company’s vision is to benefit customers by organizing their work and optimizing their
resource requirements. Company is also providing project training to their trainees on
these latest technologies.”

1.3 Mission

“Company’s mission is to deliver skills and knowledge that significantly increase their
course participants on job productivity by enhancing their contribution to the goals of
their organization.”

1.4 Placements

Company has always been providing placements to their trainees. Many of the students
are currently recruited at various designations in many prestigious organizations.
Company often recruits best of their trainees as software developers in the development
shell of company.

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1.5 SWOT analysis

Strength

 Top skilled employees.

 Use of latest technology and facilitating training to other.
 Solution provider to various business problems.
 Digitally active.
 Various types (from different industries) of clients across the country.

Weakness

 Being an I.T. solution provider, company is unable to establish as well known

brand.
 Non effective marketing.

Opportunity

 To adopt effective marketing strategy for high brand equity.

 To collaborate with more institutes for placements and trainings.
 To adopt international standards for attracting MNCs.
 By introducing new technologies at first to increase potential clients.

Threat

 More competitors in same business.

 As more player in same field chances of losing customers if relationship not
maintained well.

1.6 Recruitment

Recruitment [ CITATION Asw13 \l 1033 ] is the process of searching for and obtaining the
candidates for jobs and from among the pool of candidate right people can be selected.
Recruitment refers to the process of receipt of applications from the job seekers looking

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for opportunities. In reality the term recruitment is used to describe the entire process of
hiring. Recruitment boards are available for railways, banks and other organizations. In
newspaper also recruitment is used to facilitate the process of employment.

1.6.1 Recruitment purpose

 To decrease the cost of recruitment by increasing the pool of candidates.

 To ensure the higher success rate of selection process by eliminating the under or
overqualified candidates.
 To ensure present and future requirement of organization in alliance with
personnel planning and job analysis.
 To reduce the chances of candidate leaving the organization soon after being
recruited and selected.
 To comply organization’s legal as well as social obligations concerned to its
workforce.
 To identify the potential job seekers for selecting appropriate candidate.
 To increase organizational as well as employees effectiveness and productivity for
short term or long term.
 To measure the effectiveness of different recruiting techniques.

Recruitment is the first contract between company and potential candidates. Because of
recruitment applicants know about company and make their decisions if they want to join
or not. Planned and well structured recruiting practices will lead to high quality
applicants where as unsystematic practices will lead to mediocre results. Top class
employees won’t get selected if they are not aware of job opening, not interested in
company. The recruitment process should interact qualified and potential candidates,
creating positive image among job seekers, facilitating adequate information about the
job so that job seekers may able to identify the important information about job and find
it relevant to them.

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Recruitment acts as competitive advantage for a company. Effective recruitment
techniques can lead a company to manage their limited human resources. An organization
must select a recruiting approach which can attract better pool of candidates at low cost.
Recruiting initiative contribute to firms in different ways as, to get more qualified and
potential candidate, to ensure the coordination between cost and benefits, to ensure the
diversity in organizational culture.

Poor recruitment process can lead to failure of appropriate qualified candidate selection
also increases the cost. Selection process becomes more complex and can lead to low
standards of selection. Poor selection adds extra cost on training and supervision.

1.6.2 Factors to be consider in recruitment

1.6.2.1 External factor

Supply and demand

Supply and demand of particular skills play an important role in labor market. When
demand for specific skill is high with respect to supply then outstanding efforts are
required for recruitment.

Unemployment rate

If unemployment rate is high then companies will use simpler recruitment processes.
Bigger size of pool facilitates better opportunities to recruit more qualified candidates
where as if unemployment rate drops recruiting efforts increases with new innovative
techniques.

Labor market

Local market situations are most important while recruiting for non managerial,
supervisory and middle management position. In case of executive and professional
positions whole country situation plays major role.

Political and legal consideration

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Political decisions such as reservation of job for SCs, STs, other backward classes (OBC)
and minority group. Central and state acts for labor concerned to working conditions,
compensation, health and safety, retirement benefits etc.

1.6.2.2 Internal factors [ CITATION aj2 \l 1033 ]

Recruiting policy

Recruiting policy includes internal or external recruitment. Internal recruitment means

recruiting from own employees where as in external recruitment company recruit from
outside of organization. Some companies also follow temporary and part time employee
policy. MNCs follow policy related to local citizens, preference is given to local citizens
as they are aware of the culture, language and business compliances.

HRP (human resource planning)

Companies may not able to recruit desired number of potential employees having
required skills. One need to find appropriate sources of recruitment, efficient and
effective methods. Effective HRP facilitates these requirements.

Size

Size of the organization also affects recruitment process. Organizations with large
employees will face fewer problems while recruiting whereas in case of organizations
having less employees will find recruitment more problematic.

Cost

Recruitment cost should not exceed the budge. Recruiter tries to minimize the
recruitment cost by various techniques as, by recruiting for multiple positions
concurrently, by reducing the employee’s turnover. By ensuring the best quality, definite
requirement and recruitment cost will result in efficient and cost effective recruitment.

Growth and expansion

Companies have to recruit more and often during the growth and expansion stage. During
the declining stage frequency of recruitment gets reduced.

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1.7 Recruitment process [ CITATION aj3 \l 1033 ]

1.7.1 Recruitment planning

It is the first stage in recruitment process. Planning contains information about number of
candidate or type of candidates to be invited.

Number of candidates to be attracted should be more because many of them will be

unqualified or not interested.

Depending upon the types of job and responsibilities, qualification and experience
required we will inform the same type of people for recruitment.

1.7.2 Strategy development

 Make or Buy: whether company wants to hire less skilled employees and invest
on their training (make decision) or company will hire skilled or professional
employees (buy decision). Companies which hire skilled and professional
employees have to pay more.
 Technological sophistication: it is related to methods used in recruitment and
selection. Available technologies have huge impact on this decision.
Technological advancement has made it easy for job seeker to access better
opportunities without any delay or travel issue.
 Where to look: companies looking for professional and managerial people will
look into national market where as local market for technical, clerical or less
skilled employees.
 How to look: it is related to methods or sources of recruitment. Internal sources
and external sources for recruitment.

1.7.3 Searching

Search includes two steps source activation and selling.

Source activation means that no recruitment can be made until line managers have
approved the vacancy requirement.

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Selling is related to communication. Organizations want to attract desirable candidates at
the same time they want to avoid overselling. Media such as employment exchange have
low credibility, business magazines have high credibility.

1.7.4 Screening

Screening is integral part of recruiting process. Selection process starts once applications
have been scrutinized and shortlisted. Purpose of screening is to eliminate the unqualified
person as per the job requirement. Effective screening results in cost and time saving.
Scrutinizing the resume out of multiple applications is a type of screening.

1.7.5 Evaluation and control

Evaluation and control is important as cost is associated with recruitment process.

Various cost associated are salaries for recruiters, cost of advertisement, cost of
producing supportive literature, recruitment overhead and administrative expenses etc.

Evaluation must be done to check if recruitment methods are valid, recruitment process is
effective or not.

1.8 Selection

Selection is a process in which right candidate is picked on the basis of qualification and
competency demanded by the organization. Selection is negative process in which we
eliminate unqualified candidates to recognize right candidate.

1.9 Selection process

1.9.1 Preliminary interview

In preliminary interview, applicants are being rejected due to specific reason which can’t
be found in their job application form.

1.9.2 Selection test

Depending upon the job and company, different types of tests needed to be passed.
Ability test tells how well an individual can perform test related to the job. Aptitude test

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defines an individual’s ability to learn in a particular field. Personality test to evaluate
candidates motivation level to work in specific working conditions. Interest test to
identify the activity preference. Medical test is carried out to examine the physical
fitness of candidates.

1.9.3 Employment interview

Interview is a formal interaction between job seeker and employer. It facilitates two ways
exchange of information, applicants comes to know about the employer and vice-versa.

Objectives of interviews:

 To explore the additional information about the applicants.

 It provides general information to candidate about the company such as company
policies, products manufactured etc.
 To generate goodwill of organization among job seekers.

Types of interview:

 Structured interview: it consists of standardized questions for all applicants.

 Unstructured interview: it includes unplanned questions, don’t have preplanned
questions.
 Mixed interview: a blend of structured and unstructured interview is known as
mixed interview.
 Behavioral interview: these are based on a problematic situation or hypothetical
situation and candidate is asked to solve the problem.
 Stressful interviews: it examines applicant’s ability to respond in stressful
situations.
 Other interview: other interviews include one to one or panel interview,
telephonic interview, computer and video interview.

1.9.4 Reference and background check

Employers ask for name, address, contact number or reference to verify the information.
Previous organization, university professor, friends or neighbors may act as references.

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Selection decision

It is the most typical step where final decision has to be taken out. Line manger examines
the candidates as he is accountable for performance of new employees. Hr manager has
most important role in final selection decision.

1.9.5 Physical examination

A candidate needs to pass the physical fitness test after being selected and before job
offer is made. Medical fitness test is recorded and kept in personnel record.

1.9.6 Job offer

A letter of appointment is issued to the candidate once fitness test is passed. Date of
joining is mentioned on latter. Considerable time for reporting must be given candidate
may be working in some other organization so he need to comply with leaving
obligations of previous organization or movement from one city to another also demand
time relaxation.

1.9.7 Contracts of employment

When candidate accepts the employer offer then candidate has to sign a document. It
contains detailed information about candidate which should be authentic and duly
attested by him. It is treated as valid record for future reference.

1.9.8 Concluding the selection process

This step is very sensitive because candidates which are not being selected are told that
there is nothing wrong with their personality but their profile has not been matched with
company requirements. They must be informed that those who have been selected as
totally on merit basis.

1.10 Various recruitment and selection avenues

1.10.1 Internal recruitment

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Organization search for people in the organization itself is known as internal recruitment.
It is time saving and cost efficient method.

1.10.2 External recruitment

Some companies hire employees through external recruitment, people outside the
organizations are asked to apply for the job. For example companies listing their
vacancies in newspaper and magazine.

1.10.3 Campus drive

Some organizations collaborate with college/universities or educational institutes for

fresh hiring. Recruiting staff of the company visits the institutes for recruitment, as per
the criteria set by company application forms are examined and ineligible candidates get
eliminated.

1.10.4 Job consultancies

Some organizations don’t recruit from their own but third party do it for them. Job
consultancies recruit as per the requirements mentioned by the organization.

1.10.5 LinkedIn

LinkedIn is the most professional platform for recruitment. Both recruiter and job seeker
have better opportunities to explore more about each other, detailed conversation takes
place.

1.10.6 Online job portals

Today online job portals are mostly responsible for recruitment, selection and final
hiring. Job vacancies are being listed on the job portals and details about job and skills
demanded also mentioned on it. Different portals have different strategies for
recruitment. Some popular job portals are naukari.com, monster.com, shine.com etc.

1.11 Conclusion

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In this chapter I have discussed about company profile in chapter 1.1, company vision in
chapter 1.2, company mission in chapter 1.3, placement in chapter 1.4, SWOT analysis in
chapter 1.5. Chapter 1.6 is about recruitment, chapter 1.7 about recruitment process,
selection is explained in chapter 1.8, and selection process discussed in chapter 1.9 then
chapter 1.10 is about various recruitment and selection avenue followed by conclusion in
chapter 1.11.

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2 literature review

2.1 Importance of recruitment in organizations

Sr. No. Author Name Name Of Statistical tool Findings

Study
1 Shauna fox An examination Pilot This study found
into the interviews, that recruitment
importance of semi structured is the most
recruitment and interviews were important
selection in a used to get the function of the
business, information. recruitment and
should it be also found that
considered an there exist
internal HR mixed opinion
function or on considering
outsourced to a recruitment an
specialist. internal Hr
function or
outsourced to a
specialist.
2 Teo, Harrington Perceptual Survey method The findings of
and johns difference in used to collect this study states
graduate data, 7 point that graduate
recruitment and likert scale & recruiters
selection in T- test analysis emphasize more
Australia. to compare the on using
difference in selection tool
the importance which
and usefulness emphasize
of selection communication
method. skills and
personal

14
 development
skills.
3 Djabatey Recruitment Questionnaire This Study
edward nartey and selection to identify and found that HFC
practices of assess the bank has used
organizations, a effectiveness of referral system
case study of recruitment and mostly and their
HFC bank. selection, SPSS recruitment and
to analyze the selection
collected data. practices have
been effective in
the selection of
their employees.
4 Daly, Barker, Preferences in Questionnaire The findings of
McCarthy recruitment and approach used this study states
selection in a to survey that preferred
sample of managers with recruitment
Australian in limited time, strategy is
organizations. interview advertising in
method used to publications
exchange which are read
information in by migrants and
an intercultural face to face
communication interviews are
environment. preferred as
selection
strategy.
5 Mary Argue The importance Semi structured This study found
of strategic interview that strategic
recruitment and methods have recruitment and
selection been used to selection
process on collect primary process are

15
 meeting and data. important
organizations element in
objectives. business to
target
objectives.
6 Southerland & The symptoms Critical incident The findings of
Wocke of and techniques to this study states
consequences investigate the that selection
to selection significant error leads to
errors in occurrences of decrease
recruitment event, survey organizational
decisions method to competitiveness
collect data, chi with increasing
square test for cost and
two variables decreasing
dependence. revenues.
7 El-Kot & Leat A survey of A questionnaire This study found
recruitment and was used to that internal
selection collect data and recruitments are
practices in distributed to preferred but
Egypt respondents and external sources
HR are also
professionals. spreading &
interviews,
application
forms and
references are
most used
selection
methods for
manager jobs
whereas aptitude

16
 and skill test for
other type of
jobs.
8 Ofori & Recruitment Questionnaire This study found
Aryeetey and selection and survey that Ghanaian
practices in methods were SMEs do
small and used to collect recruit graduates
medium data, into their
enterprises: percentages companies,
perspective formed transferable
from Ghana descriptive skills and
instrument and qualities are
Kendall’s important for
coefficient of employability,
concordance as communication
inferential skill is the most
statistical important skill
instruments are for graduates,
used. graduate
retention for
short term
period only.
9 Piotrowski & Current Survey forms This study states
Armstrong recruitment and were used to that most of the
selection collect data. companies used
practices: a traditional
national survey recruitment and
of fortune 1000 selection
firms. methods , 9.3%
of companies
used online pre
employment test

17
 & 21.9 %
companies are
considering it
for future use
and only 20%
included
personality test.
10 Ekwoaba, The impact of Structured The study found
Ikeije, Ufoma recruitment and questionnaire that recruitment
selection was used to and selection
criteria on collect data, practices
organizational descriptive and determine who
performance inferential is hired, when
statistical tool carefully
and chi square designed it
test. results in
competent
candidates being
recruited and
selected who
increases
productivity.

2.2 Innovation in recruitment and selection

Sr. No. Author Name Name Of Statistical tool Findings

Study
1 Pearson & Daff Extending Pilot study was This study

18
 boundaries of conducted, 7 found that
human resource point likert discovery
concepts & scale, 7 point sessions have
practices: an bipolar scale been an
innovative were used and innovative
recruitment ANOVA test recruitment and
method for was applied. selection
indigenous method for
Australian in indigenous
remote regions. Australian in
remote regions.
2 Cross Ogohi E-Recruitment T- test was used This study
and its effects
Daniel to test the found that e
on
organizational hypothesis, recruitment has
creativity and
SPSS was also a positive
Innovation in
used. impact on
Nigerian
organizations
manufacturing
creativity and
firms.
innovation
because of
appropriate use
of technology
in private
organizations.
3 Solek- New Qualitative This study
Borowska & technologies in research design found that the
Wilczewska the recruitment was used for use of modern
process. the purpose of technologies in
investigation, the recruitment
recruitment and selection
process used as process is not
a unit of only a

19
 analysis and guarantee of
mix of completion
qualitative with the
techniques & intended effect
data sources of a project
available at the but also
time of study responsible for
were utilized. a real
improvement in
the recruitment
process, which
allows to
reduce costs
and time of
business.
4 Chungyalpa W Best practices Best practices This study
& Karishma T and emerging followed by the found that head
trends in industry leaders hunting is the
recruitment and were complied active function
selection according to the of the HR
various phases department &
of the internet best
recruitment and technologies
selection. and other
software have
provided new
capabilities in
recruitment and
selection
recruitment.
5 S Chapman & The use of A web based This study
Webster technologies in surveys of HR found that in

20
 recruiting, managers was north America,
screening and used and in use of
selection depth technology in
process for job interviews of recruitment and
candidates. Hr personnel selection relies
from world’s on mix
largest traditional
companies were methods and
conducted. technology
solutions for
most
organizations.
6 Shih, Huang & Recruitment Geometric This study
Shyur and selection mean was used; found that this
processes agreement model is an
through an grouping established
effective GDSS indicator, group system having
(group decision preference competency of
support agreement more effective
system). indicator, and and efficient
group tool than
preference traditional one.
similarity
indicator were
used in decision
making
process.
7 David Yoon A study of e- 5 point likert This study
Kin Tong recruitment scale was used found that e
adoption in to measure recruitment
Malaysia. responses, system and
correlation services need

21
 model, chi more
square test and improvement to
SPSS were recruit
used in this employed
study. jobseekers
particularly the
passive talented
candidates.
8 Wolgast, Tools for ANOVA test This study
Backstrom & fairness: was used to test found that
Bjorklund increased the hypothesis. enhanced
structure in Correlation motivation to
selection model was also perform
process reduces used. selection tasks
discrimination. increases the
effect of a
structured
procedure.
9 L. Black, L. How to stay Secondary data This study
Washington, current in social was taken from found that
and B. Schmidt media to be various developing
competitive in published technologies
recruitment and studies. have significant
selection. impact on
social media
platform and
their best
utilization by
organizations.
10 Caers & LinkedIn and The data was This study
Castelyns Facebook in collected by found that
Belgium: the self constructed LinkedIn is

22
 influence and questionnaire preferred to
biases of social based on facebook but
network sites in recruitment and for selection
recruitment and selection. both LinkedIn
selection. & facebook
both are used to
increase the
volume of
information and
biases to occur
early in the
selection
process.

4.1 Types of job in Pie Infocomm

DEPARTMENT JOB TITLE AND DESIGNATION

1. Web Designer/ Developer. A web
designer/developer is responsible for
the design, layout and coding of a
website. They are involved with the
technical and graphical aspects of a
website - how the site works and how
it looks. They can also be involved

23
 with the maintenance and update of
an existing site.

BCA/BSC-IT/CS-IT/DIPLOMA IN CS-
2. Technical writers. are skilled
IT/MCA
wordsmiths that typically develop
product manuals, how-to guides,
website help sections, journal
articles, and other content that distills
technical information with ease and
clarity to make processes easy to
understand and products a breeze to
use.

3. Systems analysts. Analyze how well

software, hardware and the wider
IT system fit the business needs of
their employer or of a client. They
write requirements for new systems
and may also help implement them
and monitor their effectiveness.
Typical responsibilities of the job
include: examining current systems.

4. Database administrators (DBAs)

use specialized software to store and
organize data. The role may include
capacity planning, installation,
configuration, database design,
migration, performance monitoring,
security, troubleshooting, as well as
backup and data recovery.

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 1. Product Engineer(MECHANICAL
ENGINEERING)
product
Engineer) is responsible for the
design and creation of products.
Duties include performing constant market
analysis of competing products to
determine and establish customer needs
and requirements.
CIVIL ENGINEERING &
MECHANICAL ENGINEERING
2. CAD Engineer (MECHANICAL OR
CIVIL) Design frameworks for a
project. Work with industrial and
packaging engineers to develop,
manufacture, and market a product.
Analyze, design and build
business/technical solutions that deliver
the client's goal. Create detailed design
documentation.

3. Structural Design Engineer

(CIVIL ENGINEERING)
Structural engineers design, plan
and oversee the construction of new
buildings and bridges, or
alterations and extensions to
existing properties or other
structures existing properties or
other structures.

CHEMCAD DESIGNER is an integrated

25
 CHEMICAL ENGINEERING suite of intuitive chemical process
simulation software that fits into the
chemical engineering workflow and
supercharges an engineer's.
Agricultural engineers will attempt to
solve agricultural problems concerning
with designing of machinery, the use of
AGRICULTURAL ENGINEERING
structures and facilities, pollution and
environmental issues, and the storage and
processing of agricultural products. They
work on a wide variety of projects.
Python Developer responsibilities
include writing and testing code,
debugging programs and integrating
applications with third-party web services.
BIO- TECHNOLOGY ENGINEERING To be successful in this role, you should
have experience using server-side logic
and work well in a team.
1. Automation Engineer has the
knowledge and skills to design,
develop and manage systems. An
Automation Engineer will design,
program, test and simulate automated
machines and processes in order to do a
specific task.
2. Matlab stimulation Engineer The
ELECTRICAL ENGINEERING/
primary responsibility of this
ELECTRONICS ENGINEERING/
position is to lead the technical
ELECTRONICS &
aspects of the sales and applications
COMMUNICATION ENGINEERING
support process for customers.
3. Electronics Engineer helps in
design, develop, test, and supervise

26
 the manufacture of electrical
equipment engineers also must work
with other engineers to discuss
existing products and possibilities
for engineering projects.
4. Control and Instrumentation
Engineer are responsible for
designing, developing, installing,
managing and maintaining equipment
which is used to monitor and control
engineering systems, machinery and
processes.
1. Operations manager. This is the
leader for the operation and has
overall responsibility for the financial
success of the business. The
operations manager has to handle
external relations with lenders,
community leaders and vendors.
Frequently, this individual also is in
charge of either production or
marketing for the business. This
person will set in motion the vision,
strategic plan and goals for the
business.

MBA/BBA 2. Marketing manager. If finances

permit, a marketing manager may be
on staff to handle all aspects related
to promoting and selling the product.
The top management person often

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 handles this duty in a small business.

3. Quality control, safety,

environmental manager. This is a
key function in any industry and, in
particular, one that deals in services
and products. In business, one person
generally will be responsible for
handling, product quality, training of
employees in each of these areas and
filing all necessary monthly,
quarterly and yearly reports.

4. Documentation Manager. He/ She

have to make and look into plans and
direct documentation projects for
timely delivery of documents,
publications, and on line content.
May act as final approver or editor
for projects.

5. BDM. A Business Development

Manager should cite some of the
below tasks and objectives:
Developing growth strategies and
plans. Managing and retaining
relationships with existing clients.
Increasing client base.
1. Operations Assistant performs
administrative, reconciliation and
customer service duties. Assistants

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 also review merchandise and fill
customer orders. Among
reconciliation functions, they may
do record keeping, and reconciling
bank accounts and wire transfers.

2. Accounts officer have to manage

B.COM/M.COM the financial bookkeeping of a
business. Each day, an accounts
officer processes invoices, records
payments, and track expenses of the
organization. In some cases an
accounts officer supervises other
staff members who assist with
the bookkeeping duties.

3. Front Office Assistant usually have

to manage the first point of contact
for anyone calling or visiting a
business. They're typically
responsible for answering the
phone, directing calls and greeting
guests and may perform some
administrative work, such as
maintaining files or spreadsheets.

4.2 Sources of recruitment used in Pie Infocomm

In context of Human Resource Management, the term Recruitment is the process of

finding and selecting the candidate who is well suitable for a job opening in a timely and
cost-effective manner. Basically, it is the process of hiring a candidate which is most

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suitable for a particular job. Selecting a right candidate is extremely important for any
organization because it is very difficult to go through the rigorous process again and
again for the same job role, as it includes energy, time, cost, and resources. It is one
whole process, with a full life cycle, that begins with identification of the needs of the
company with respect to the job, and ends with the introduction of the employee to the
organization. When we speak of the recruitment process, we immediately think of
activities such as the analysis of the requirements of a specific job, attracting candidates
to apply for that job, screening the applicants and selecting among them, hiring the
chosen candidates to become new employees of the organization, and integrating them
into the structure. Obviously, the main reason why the recruitment process is
implemented is to find the persons who are best qualified for the positions within the
company, and who will help them towards attaining organizational goals.

Types of recruitment

Internal recruitment

1. Promotion: Promotion means advancement in terms of job designation, salary

and benefits. The employee progresses to a better job with increased
responsibility, more prestige and status. It is basically a reward for efficiency
promotion is conferment of additional benefits, usually is the form of higher pay,
for an increase in responsibility or skill which is formalized by an increase in
status or ranks which commands better wages, prestige and higher opportunities /
challenges.

Types of promotion

Horizontal Promotion:
In this type of promotion, the position of the employee concerned has been upgraded with
some pay increase but the nature of his job remains the same. This is known as up
gradation of an employee.

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In universities and other academic institutions, the system of this type of promotion is in
the form of lecturer-senior lecturer-selection grade lecturer, etc. there is an increase in
responsibility and pay with some change in the designation as well.

However, there is no up gradation to a higher rant status and responsibility the job
classification remains the same. For example, a lower-division clerk is promoted as
higher-division clerk.

Vertical Promotion:
Most of the time, the term promotion, refers to vertical promotion. In vertical promotion,
there is a change in the status, responsibilities, job classification and pay. To illustrate,
the promotion of a marketing superintendent as marketing manager.

Sometimes, this type of promotion changes the nature of job completely, e.g., a
functional head is promoted as chief executive of the organization. The jobs involved at
these two positions are completely different.

Dry Promotion:
An increase in responsibilities and status without any increase in pay or other financial
benefits is termed as dry promotion. For example, a professor in a university becomes
Head of the Department. It is just an elevation of the professor without any increase in
monetary benefits.

Open Versus Closed Promotion:

An open promotion system is the system where it is willing to consider all individuals
within its organisation as potential candidates and also announces internally such position
openings.

On the other hand, where an organisation does not so announce vacancies or where the
candidacy is restricted and is not open for all individuals within the organisation for the
promotion openings, the company is said to have a closed promotion system. In general
course a company has a combination of these two concepts.

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2 Transfers

Transfer is a process of placing employees in positions where they are likely to be more
effective or where they are to get more job satisfaction.
In transfers, there is no change in the responsibility, designation, status or salary. It is a
process of employee’s adjustment with the work, time and place. Transfer may also be
made as a disciplinary action.
According to Edwin Flippo, a transfer, “is a change in job where the new job is
substantially equal to the old in terms of pay, status and responsibilities”.

Types of transfers

Production Transfer
Employees are posted in different departments, based on their interests and qualifications.
This also depends on the work load that a department possesses. However, this load
keeps fluctuating, and the demand for manpower keeps changing with time.
For departments with surplus manpower, lay-off is a solution. However, a better solution
is the interdepartmental transfer to balance the manpower allocation. In simpler terms,
production transfer refers to the transfers ordered to avoid such unavoidable lay-offs.
Replacement Transfer
When an employee leaves a department for a particular reason, the department needs a
replacement. In such scenarios, especially in demanding situations, a senior employee
might have to function in place of the junior employee, till the time a replacement is
found. Senior employees are required to work in place of junior employees even in
situations of declining production. Thus, replacement transfer also helps in reducing the
organizational need for lay-off; particularly for long-service employee.
Versatility Transfer
Some organizations believe that the workforce needs to have multiple skills capable to
perform multiple tasks. People can achieve multiple skills only by working in different
departments. In learning organizations such as ordnance factories, banks, and many
private companies, people get the scope of working in different departments and can
learn different systems, procedures, and rules and regulations.

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They gain the necessary skills to attend to the activities in the departments, and ultimately
become versatile. People who pick up their tasks quickly emerge to become the
company’s assets. During rush periods, they are able to contribute greatly to achieve
business goals. Versatile transfer may comprise production transfer or replacement
transfer.
Shift Transfer
In order to enhance capacity utilization, industrial organizations, operate in multiple
shifts—generally morning, evening, and night shifts. Some organizations allot employees
to staggered shifts as well. Employees are engaged in all the shifts on a rotational basis.
Requests of employees for transfers on a particularly shift are also entertained,
considering the importance of ground of requests. However, conformance to law and
administrative procedures are essential requirements to avoid employee unrest.
Remedial Transfer
After induction, employees are placed in a department and jobs are assigned to him/ her,
and their performance and behavioural dispositions are recorded. Some employees may
emerge as good performers, while many others may emerge as underperformers. In
course of time, an employee’s inclination to work is also observed. The objective of
remedial transfer is therapeutic in nature, that is, to rectify the wrong placement.

3 Previous Applicants
This is considered as internal source in the sense that applications from the potential
candidates are already lying with the organization. Sometimes, the organizations contact
through mail or messenger these applicants to fill up the vacancies particularly for
unskilled or semi- skilled jobs.

4 Employee Referrals

This is yet another internal source of recruitment. The existing employees refer their
family members, friends and relatives to the company as potential candidates for the
vacancies to be filled up in the organisation. This source serves as one of the most
effective methods of recruiting people in the organisation because employees refer to

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 those potential candidates who meet the company requirements known to them from their
own experience. The referred individuals are expected to be similar in type in terms of
race and sex, for example, to those who are already working in the organisation.

5 internal advertisements

Advertising a job internally often happens when an employer wants to quickly and
seamlessly move staff between existing positions. While there’s no legal requirement for
employers to advertise both internally and externally, we’re going to take a look at any
potential issues that can come from only advertising roles within the workplace. 

Advantages to advertising internally are:

 It’s cheaper and quicker than external advertising.

 The role can be widely shared on the internal intranet or notice boards.

 The application and job description can be emailed to all members of staff.

 The position can be shared without impacting on the advertising budget.

 The advert can have a shorter deadline than external adverts with applications
being made, which may be useful when there's been a shock exit from the company or a
quick recruitment is needed to ensure stability and productivity.

6 Recruiting former employees

There’s always a question mark surrounding the hire of an unknown employee and
whether he or she will be a good fit for your team. Significant benefits can come from
hiring former employees. In most cases, you know these people, their personalities, their
work ethics and why they left your company.

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When you’re rehiring former employees, they already know your products, culture and
service delivery model. This can drastically reduce training costs. Rehired employees can
start adding value to your bottom line in much less time than brand new employees.

For example, a line employee may have left on good terms. Maybe he thought the grass
was greener and quickly found out it was not. Or, maybe he was laid off due to
downsizing. If there were no performance issues, this may be a great employee to bring
back, especially if he was previously a top performer.

Another type of former employee to consider: Managers who have moved through two or
three progressively more responsible positions before coming back to you. These people
have likely gained new experiences from their other jobs, which could result in new,
positive perspectives for your company.

General wisdom says these types of rehires tend to increase their level of commitment to
the company because they appreciate aspects of your business and their job that they
previously underestimated. You could even find yourself with an employee for life.

External recruitment

1 Advertisement

The advertisement is the most common and preferred source of external recruiting. The
ads in newspapers, professional journals, give a comprehensive detail about the
organization, type, and nature of job position, skills required qualification and experience
expected, etc. This helps an individual to self-evaluate himself against the job
requirements and apply for the jobs which best suits him.

2 Campus recruitment

Creating a close liaison with the educational institutes for the recruitment of students with
technical and professional qualifications has become a common practice of external
recruitment. Here, the companies visit the technical, management and professional

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colleges to recruit the students directly for the job positions. The recruitment from
educational institutions is termed as campus recruitment.

3 Word of mouth advertisement

Word-of-mouth advertising is important for every business, as each happy customer can

steer dozens of new ones your way. And it's one of the most credible forms of advertising
because a person puts their reputation on the line every time they make a
recommendation and that person has nothing to gain but the appreciation of those who
are listening.

4 Professional associations

Professional associations are the third party recruiting organizations that act as a peak
body or umbrella for professionals working in the same or similar fields. These
associations can define the profession and assist members to further the profession
through ongoing learning, quality control and research. They also seek to maintain
standards within a profession, provide ongoing professional development to members,
and represent the interests of their members to the government and community.

5 Employment agencies

An employment agency is a company contracted to hire and staff employees for other
companies. An agency may be public, operating on a federal, state or local level, or it
may be a privately owned organization. The positions offered are often temporary,
contact-based, part-time or temp-to-hire, and the agency will typically keep a file for
each employee noting their skills and work history. This helps them match employees to
new assignments. Many sectors outsource their recruiting to employment agencies, and it
can help companies simplify the hiring process for entry-level and mid-level jobs. They
also offer both the employers and employees flexibility that more permanent work
arrangements do not.

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6 Direct recruitments

In this method, the representatives of the organization are sent to the potential candidates
in the educational and training institutes. They establish contacts with the candidates
seeking jobs. These representatives work in cooperation with placement cells in the
institutions Persons pursuing management; engineering, medical etc. programmes are
mostly picked up in this manner.

Sometimes, some employer firms establish direct contact with the professors and solicit
information about students with excellent academic records. Sending the recruiter to the
conventions, seminars, setting up exhibits at fairs and using mobile office to go to the
desired centers are some other methods used to establish direct contact with the job
seekers.

Other type of recruitments done by the organizations

Retained recruiting: When organizations hire a recruiting firm, there are several ways to
do so; retained recruiting is a common one. When an organization retains a recruiting
firm to fill a vacancy, they pay an upfront fee to fill the position. The firm is responsible
for finding candidates until the position is filled. The organization also agrees to work
exclusively with the firm. Companies cannot, in other words, hire multiple recruiting
firms to fill the same position.

Contingency recruiting: Like retained recruiting, contingency recruiting requires an

outside firm. Unlike retained recruiting, there is no upfront fee with contingency. Instead,
the recruitment company receives payment only when the clients they represent are hired
by an organization.

Staffing recruiting: Staffing recruiters work for staffing agencies. Staffing recruiting
matches qualified applicants with qualified job openings. Moreover, staffing agencies
typically focus on short-term or temporary employment positions.

Outplacement recruiting: Outplacement is typically an employer-sponsored benefit

which helps former employees transition into new jobs. Outplacement recruiting is

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designed to provide displaced employees with the resources to find new positions or
careers.

Reverse Recruiting: It refers to the process whereby an employee is encouraged to seek

employment with a different organization that offers a better fit for their skill set.
Organization offer Reverse Recruiting Days to help workers with this process. At our
Reverse Recruiting Days we review resumes, conduct mock interviews, and offer deep
dives into specific job roles.

4.3 Recruitment process

1 Recruitment planning: Recruitment planning is the first step of the recruitment

process, where the vacant positions are analyzed and described. It includes job
specifications and its nature, experience, qualifications and skills required for the job,
etc.

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A structured recruitment plan is mandatory to attract potential candidates from a pool of
candidates. The potential candidates should be qualified, experienced with a capability
to take the responsibilities required to achieve the objectives of the organization.

Identifying Vacancy

The first and foremost process of recruitment plan is identifying the vacancy. This
process begins with receiving the requisition for recruitments from different department
of the organization to the HR Department, which contains −

 Number of posts to be filled

 Number of positions

 Duties and responsibilities to be performed

 Qualification and experience required

When a vacancy is identified, it the responsibility of the sourcing manager to ascertain

whether the position is required or not, permanent or temporary, full-time or part-time,
etc. These parameters should be evaluated before commencing recruitment. Proper
identifying, planning and evaluating leads to hiring of the right resource for the team and
the organization.

Job Analysis

Job analysis is a process of identifying, analyzing, and determining the duties,

responsibilities, skills, abilities, and work environment of a specific job. These factors
help in identifying what a job demands and what an employee must possess in
performing a job productively.

Job analysis helps in understanding what tasks are important and how to perform them.
Its purpose is to establish and document the job relatedness of employment procedures
such as selection, training, compensation, and performance appraisal.

The following steps are important in analyzing a job −

 Recording and collecting job information

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  Accuracy in checking the job information

 Generating job description based on the information

 Determining the skills, knowledge and skills, which are required for the job

The immediate products of job analysis are job descriptions and job specifications.

Job Description

Job description is an important document, which is descriptive in nature and contains the
final statement of the job analysis. This description is very important for a successful
recruitment process.

Job description provides information about the scope of job roles, responsibilities and
the positioning of the job in the organization. And this data gives the employer and the
organization a clear idea of what an employee must do to meet the requirement of his
job responsibilities.

Job description is generated for fulfilling the following processes −

 Classification and ranking of jobs

 Placing and orientation of new resources

 Promotions and transfers

 Describing the career path

 Future development of work standards

A job description provides information on the following elements −

 Job Title / Job Identification / Organization Position

 Job Location

 Summary of Job

 Job Duties

 Machines, Materials and Equipment

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  Process of Supervision

 Working Conditions

 Health Hazards

Job Specification

Job specification focuses on the specifications of the candidate, whom the HR team is
going to hire. The first step in job specification is preparing the list of all jobs in the
organization and its locations. The second step is to generate the information of each
job.

This information about each job in an organization is as follows −

 Physical specifications

 Mental specifications

 Physical features

 Emotional specifications

 Behavioral specifications

A job specification document provides information on the following elements −

 Qualification

 Experiences

 Training and development

 Skills requirements

 Work responsibilities

 Emotional characteristics

 Planning of career

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Job Evaluation

Job evaluation is a comparative process of analyzing, assessing, and determining the

relative value/worth of a job in relation to the other jobs in an organization.

The main objective of job evaluation is to analyze and determine which job commands
how much pay. There are several methods such as job grading, job classifications, job
ranking etc., which are involved in job evaluation. Job evaluation forms the basis for
salary and wage negotiations.

2 Recruitment strategies

It is the second step of the recruitment process, where a strategy is prepared for hiring
the resources. After completing the preparation of job descriptions and job
specifications, the next step is to decide which strategy to adopt for recruiting the
potential candidates for the organization.

While preparing a recruitment strategy, the HR team considers the following points −

 Make or buy employees

 Types of recruitment

 Geographical area

 Recruitment sources

The development of a recruitment strategy is a long process, but having a right strategy
is mandatory to attract the right candidates. The steps involved in developing a
recruitment strategy include −

 Setting up a board team

 Analyzing HR strategy

 Collection of available data

 Analyzing the collected data

 Setting the recruitment strategy

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3 Searching the Right Candidates

Searching is the process of recruitment where the resources are sourced depending upon
the requirement of the job. After the recruitment strategy is done, the searching of
candidates will be initialized. This process consists of two steps −

 Source activation − Once the line manager verifies and permits the existence of
the vacancy, the search for candidates starts.

 Selling − Here, the organization selects the media through which the
communication of vacancies reaches the prospective candidates.

Searching involves attracting the job seekers to the vacancies. The sources are broadly
divided into two categories: Internal Sources and External Sources.

4 Screening / Shortlisting
Screening starts after completion of the process of sourcing the candidates. Screening is
the process of filtering the applications of the candidates for further selection process.

Screening is an integral part of recruitment process that helps in removing unqualified or

irrelevant candidates, which were received through sourcing. The screening process of
recruitment consists of three steps −

Reviewing of Resumes and Cover Letters

Reviewing is the first step of screening candidates. In this process, the resumes of the
candidates are reviewed and checked for the candidates’ education, work experience,
and overall background matching the requirement of the job

While reviewing the resumes, an HR executive must keep the following points in mind,
to ensure better screening of the potential candidates −

 Reason for change of job

 Longevity with each organization

 Long gaps in employment

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  Job-hopping

 Lack of career progression

Conducting Telephonic or Video Interview

Conducting telephonic or video interviews is the second step of screening candidates. In

this process, after the resumes are screened, the candidates are contacted through phone
or video by the hiring manager. This screening process has two outcomes −

 It helps in verifying the candidates, whether they are active and available.

 It also helps in giving a quick insight about the candidate’s attitude, ability to
answer interview questions, and communication skills.

Identifying the top candidates

Identifying the top candidates is the final step of screening the resumes/candidates. In
this process, the cream/top layer of resumes are shortlisted, which makes it easy for the
hiring manager to take a decision. This process has the following three outcomes −

 Shortlisting 5 to 10 resumes for review by the hiring managers

 Providing insights and recommendations to the hiring manager

 Helps the hiring managers to take a decision in hiring the right candidate

5 Evaluation & control

Evaluation and control is the last stage in the process of recruitment. In this process, the
effectiveness and the validity of the process and methods are assessed. Recruitment is a
costly process; hence it is important that the performance of the recruitment process is
thoroughly evaluated.

The costs incurred in the recruitment process are to be evaluated and controlled
effectively. These include the following −

 Salaries to the recruiters

 Advertisements cost and other costs incurred in recruitment methods, i.e., agency
fees

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  Administrative expenses and Recruitment overheads.

 Overtime and Outstanding costs, while the vacancies remain unfilled.

 Cost incurred in recruiting suitable candidates for the final selection process.

 Time spent by the Management and the Professionals in preparing job

description, job specifications, and conducting interviews.

4.4 Research objective

The primary objective is to study, understand and analyze aspects related to various HR
Procedures of Recruitment and Selection at Pie Infocomm Pvt. Ltd.

Objectives of study

 To study the existing policy of Pie Infocomm Pvt. Ltd. regarding Recruitment and
Selection process.
 To know the satisfaction level of employees towards the existing recruitment and
selection process.
 To identify the internal and external sources of recruitment and selection.

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