www.final-yearproject.

com

A DISSERTATION ON
RECRUITMENT AND SELECTION
IN

HAVELLS INDIA.LTD

Submitted In Partial Fulfillment of the Requirement For The

Award of the degree of
MASTER OF BUSINESS ADMINISTRATION
2013-2015
Conducted By:-

FACULTY OF MANAGEMENT STUDIES

Guide: Co-Guide:
PROF.V.K. SINGH DR. RAJUL BHARDWAJ
SUBMITED BY:
NITIN KUMAR CHAUHAN
MBA IV SEM
www.final-yearproject.com

PREFACE

The conceptual Knowledge acquired by management

students is best manifested in the projects and training
they undergo .As a part of curriculum of MBA.I have got
a chance to undergo practical training in HAVELLS INDIA
ltd. The present project gave a perfect vent to my
understanding of the Human resource Management
specially the most modern concept of “RECRUITMENT
AND SELECTION”.

The Project Report entitled “RECRUITMENT AND

SELECTION” is based on the theme of recruitment
process.

NITIN KUMAR CHAUHAN

MBA IV SEM

ACKNOWLEDGEMENT
www.final-yearproject.com

I would like to thank to Mr. Akshey Kumar, Asst. HR Manager

of HAVELLS INDIA LTD.HARIDWAR, for providing me an
opportunity to take up my Vocational Training to fulfill my
academic qualification by doing a project work.

I also would like to my sincere thanks to the employees at

HAVELLS INDIA LTD. Without whose support this project could
not have been completed. They have been constant sources of
motivation throughout the training and reporting.

NITIN KUMAR
CHAUHAN

MBA IVth Sem

www.final-yearproject.com

DECLARATION
I NITIN KUMAR CHAUHAN a bonafied student of MBA at

GURUKUL KANGRI UNIVERSITY hereby declare that the study

entitled “REQUITMENT AND SELECTION” in context of

“HAVELLS INDIA LTD” submitted by me in the requirement of

MBA From “FACULTY OF MANAGEMENT STUDIES, GURUKUL

KANGRI UNIVERSITY (HARIDWAR)” it is original work done by

me and the information is provided in the study is

authenticated to the best of my knowledge.

The matter embodied in this project has not been

submitted to any other university or institution for MBA

course.

NITIN KUMAR
CHAUHAN

MBA IV Sem
www.final-yearproject.com
CONTENTS
TOPIC

1:- INTRODUCTION

2:- COMPANY PROFILE

3:- RECRUITMENT CONCEPT

4:- PROCESS OF RECRUITMENT

5:- APPROACH

6:- SELECTION

7:- PROCESS OF SELECTION

8:- RESEARCH METHODOLOGY

9:- CONCLUSION

10:- RECOMMENDATION

11 :- REFERENCE

12:- ANNEXURE
www.final-yearproject.com

1-INTRODUCTION

The objective of studying RECRUITMENT AND SELECTION is to

identifying the current physical requirement of industries &
companies in the SIDCUL(STATE INDUSTRIAL DEVELOPMENT
CORPORATION OF UTTRAKHAND LIMMITED). My objective of
analyzing RECRUITMENT AND SELECTION in management at
SIDCUL, HARIDWAR are as follows :-

 To studying the scope of recruitment and selection in

management at SIDCUL industrial area.
 To learn about the sources of recruitment and selection which
helps in meeting the requirement of different types of
corporate agencies in haridwar.
 To study about the potential firms for RECRUITMENT AND
SELECTION IN MANAGEMENT .

RECUITMENT:

• To increase the pool of job candidates at minimum cost.

• To increase the organizational effectiveness in the short

term and long term.
www.final-yearproject.com
• To identify the prospective employees stimulating and
encouraging them to apply for a job or jobs in an organization.

• Identifying and preparing potential job applicants.

• Identification of sources.

• Evaluate the effectiveness of various recruiting techniques.

SELECTION
• Hiring of competent candidates.

• To examine the applicants with regards to their suitability

for the given jobs.

• Choosing the best from the suitable candidates.

• To eliminate the possibility of prejudice on the part of the

interviewer.

• 'The other major objective is that the tests may uncover

qualifications and talents that would not be detected by
interviewer.
www.final-yearproject.com

2-COMPANY PROFILE

Havells India Limited is a $1.3 Billion leading Fast Moving

Electrical Goods (FMEG) Company with a strong global
footprint. Havells enjoys enviable market dominance across a
wide spectrum of products, including Industrial & Domestic
Circuit Protection Devices, Cables & Wires, Motors, Pumps,
Fans, Modular Switches, Home Appliances, Electric Water
Heaters, Power Capacitors, CFL Lamps, Luminaires for
Domestic, Commercial and industrial Applications.

Havells in 2007 created history by acquiring world’s renowned

lighting company Sylvania thus registering itself amongst top 4
lighting companies in the world. Today, Havells owns some of
the most prestigious global brands like Havells, Crabtree,
Sylvania, Concord, Luminance and Standard. Its global network
constitutes of 6500 professionals across 91 branches &
representative offices in over 50 countries. Its 11 state-of-the-
art manufacturing plants in India located at Haridwar, Baddi,
Noida, Sahibabad, Faridabad, Alwar, Neemrana and 7 world
class manufacturing plants located in Europe, Latin America,
Africa & China are manufacturing globally acclaimed products,
synonymous with excellence and precision in the electrical
industry.
www.final-yearproject.com

A 20000 strong global distribution network continuously strives

to set new benchmarks in prompt delivery and service to
customers – powering their smiles like none other electrical
brand in the country. Further to this the company pioneered
the concept of exclusive brand showroom in the electrical
industry with ‘Havells Galaxy’. Today over 210 Havells Galaxies
across the country are helping customers, both domestic and
commercial, to choose from a wide variety of products for
different applications. Havells became the first FMEG Company
to offer door step service via its initiative ‘Havells Connect’. 
Thanks to the quality of products and quicker service, it has
minimum customer complaints and highest customer
satisfaction.

Havells alongwith its brands, have earned the distinction of

being the preferred choice of electrical products for discerning
individuals and industrial consumers both in India and abroad.
Havells offers same quality products for both Indian and
international markets. Havells products & processes have
acquired a number of International quality certifications, like
BASEC, CSA, KEMA, CB, CE, ASTA, CPA, SEMKO, SIRIUM
(Malaysia), SPRING (Singapore), TSE (Turkey), SNI (Indonesia)
and EDD (Bahrain) – thus complying with stringent quality
norms at even the most testing markets, worldwide. It is
committed to keep powering the world with its state-of-the-art
innovations and energy-efficient solutions. Currently 70% of its
product offering is energy efficient.
www.final-yearproject.com

PRODUCTS

circuit motor

light

switch

fan
www.final-yearproject.com

VISION

"To be a globally recognized corporation that provides best

electrical & lighting solutions, delivered by best-in-class people."

Mission

To achieve our vision through fairness, business ethics, global

reach, technological expertise, building long term relationships
with all our associates, customers, partners, and employees

Values
 Customer Delight : A commitment to surpassing our customer
expectations.
 Leadership by example. A commitment to set standards in our
business and transactions based on mutual trust.
 Integrity and Transparency : A commitment to be ethical, sincere
and open in our dealings.
 Pursuit of Excellence : A commitment to strive relentlessly, to
constantly improve ourselves, our teams, our services and
products so as to become the best in class. 
www.final-yearproject.com

Work Culture

QRG Group is continuously applying modern management

techniques such as Kaizen to enable employees to improve their
day to day functioning in small steps, one at a time. QRG has also
implemented Japanese version of 5S which stands for "a place for
everything and everything in its place". The company has
introduced these techniques as it firmly believes that small changes
add up to large results and the only way for a corporation to grow,
is to make its people grow.

The Group is driven by qualified and experienced professionals

backed by a work force of over 8000 employees. All branches and
manufacturing facilities are computerized and networked with
each other. An open door policy at all levels encourages
employees to be participative, innovative and creative.
Empowering employees helps the organization in harnessing
individual talents to the fullest. Emphasis is laid on building team
spirit which helps employees to realize collective potential.
www.final-yearproject.com

3-RECRUITMENT CONCEPT

Recruitment refers to the overall process of attracting, selecting

and appointing suitable candidates to a one or more jobs within
an organisation, either permanent or temporary. The term may
sometimes be defined as incorporating activities which take
place ahead of attracting people, such as defining the job
requirements and person specification, as well as after the
individual has joined the organisation, such as induction and
onboarding. Recruitment can also refer to processes involved in
choosing individuals for unpaid positions, such as voluntary roles
or training programmes.

Depending on the size and practices of the organization,

recruitment may be undertaken in-house by managers, human
resource generalists and/or recruitment specialists.
Alternatively, parts of the process may be undertaken by either
public-sector employment agencies, commercial recruitment
agencies, or specialist search consultancies.

The use of internet-based services and computer technologies

to support all aspects of recruitment activity and processes has
become widespread and has revolutionised recruitment
activities ranging from recruitment agencies sourcing candidates
through online job boards and social media, or human resource
professionals using assessment or job simulation programs as
part of the selection process.
www.final-yearproject.com
The process of recruitment begins after manpower
requirements are determined in terms of quality through job
analysis and quantity through forecasting and planning.
Recruitment is the process of locating and encouraging potential
applicants to apply for existing or anticipating job opening. It is
actually a linking function, joining together those with jobs to fill
and those seeking jobs.

Recruitment refers to the process of finding possible candidates

for a job or function, undertaken by recruiters. Recruitment is
the primary activity of an organization and therefore the most
important and crucial task assigned to the HRD of any
organization.

METHODS OF RECRUITMENT

INTERNAL SOURCES

Internal recruitment refers to the process of a candidate being

selected from the existing workforce to take up a new job in
the same organization, perhaps as a promotion, or to provide
career development opportunity, or to meet a specific or
urgent organizational need. Advantages of this approach
include the organization's familiarity with the employee and
their competencies (insofar as they are revealed in their
current job), and their willingness to trust said employee. It can
www.final-yearproject.com
also be quicker and can have a lower cost to hire someone
from another part of the same organization.

A temporary internal appointment for a period of a few

months sometimes occurs, after which the employee would
normally be expected to return to their previous job. This is
known as a secondment; someone on a secondment is said to
be seconded to the new team. Secondments may also take
place between related organizations.

1.Present Employee:-Promotion and transfer from among the

present employees can be a good sources of recruitment
.promotion implies upgrading of an employees to a higher
status .pay and responsibilities

2.Former Employees:-Former employees is another source of

applicant for vacancies to be filled in the organization.

3.Employee Referrals:-The existing employees refer their

family members, friends and relatives to the company as
potential candidate for the vacancies to be filled up in the
organization.

4.Previous Applicant:-This is consider as internal source in

the sense that application from the potential candidates are
ready lying with the organization.
www.final-yearproject.com
EXTERNAL SOURCES

1.Employment Exchange:-The main function of of these

employment exchange with their branches in most cities are
registration of job seekers and their placement in the notified
vacancies. Employment exchanges are particularly useful in
recruiting blue collar,white collar and technical workers.

2.Advertisement:-This is most important method for

generating many applications.This method of recruitment can
be used for jobs like clerical ,technical and managerial.

3.Employment Agencies:-In additional to the govt agencies

,there are a number of private employment agencies who
registered candidates for employment and furnish a list of
suitable candidates and their data banks as when sought by
the prospective employers.

4.Campus Recruitment:-This is the another source of

recruitment though campus recruitment is a common
phenomenon.Many institutes have regular placement
cells/offices .

5.Raiding and Poaching:-The rival firms by offering better

terms and condition ,try to attract qualified employees to join
them.
www.final-yearproject.com

4-PROCESS OF RECRUITMENT

Job analysis

In situations where multiple new jobs are created and

recruited for the first time, a job analysis might be undertaken
to document the knowledge, skill, ability, and other personal
characteristics required for the job. From these the relevant
information is captured in such documents as job descriptions
and job specifications. Often a company will already have job
descriptions that represent a historical collection of tasks
performed. Where already drawn up, these documents need to
be reviewed or updated to reflect present day requirements.
Prior to initiating the recruitment stages a person specification
should be finalized to provide the recruiters commissioned with
the requirements and objectives of the project.

Sourcing

Sourcing is the use of one or more strategies to attract or

identify candidates to fill job vacancies. It may involve internal
and/or external advertising, using appropriate media, such as
local or national newspapers, specialist recruitment media,
professional publications, window advertisements, job centers,
or in a variety of ways via the internet. Alternatively, employers
may use recruitment consultancies or agencies to find
otherwise scarce candidates who may be content in their
current positions and are not actively looking to move
www.final-yearproject.com
companies. This initial research for so-called passive candidates,
also called name generation, results in a contact information of
potential candidates who can then be contacted discreetly to
be screened and approached.

Screening and selection

Suitability for a job is typically assessed by looking for that are

required for a job. These can be determined via: screening
résumés (also known as curriculum vita or CV); job application;
Biographical Information Blanks which is an assessment that
asks for a more extensive background than an application; or a
job interview. Various psychological tests can be used to assess
a variety of KSAOs, including literacy. Assessment are available
to measure physical. Many recruiters and agencies use
applicant tracking systems to perform the filtering process,
along with software tools for psychometric testing and
performance based assessment. Performance based
assessment is a process to find out if job applicants perform the
responsibilities for which they are applying. In many countries,
employers are legally mandated to ensure their screening and
selection processes meet equal opportunity and ethical
standards.

In addition to the above selection assessment criteria,

employers are likely to recognize the value of candidates who
encompass "soft skills" such as interpersonal or team
leadership, and have the ability to reinforce the company brand
through behavior and attitude portrayal to customers and
suppliers. Multinational organizations and those that recruit
from a range of nationalities are also concerned candidates will
www.final-yearproject.com
fit into the prevailing company culture. Though many hold
attitudes that are more enlightened and informed than past
years, the word “disability” carries few positive connotations
for most employers. Research has shown that employer biases
tend to improve through firsthand experience and exposure
with proper supports for employee and the employer making
the hiring decisions, less influenced by the disabled applicant
perceived contribution. As for most companies, money and job
stability are two of the contributing factors to

productivity, which in return equates to the growth and

success of a business. Hiring disabled workers produce more
advantages than disadvantages. Disabled workers are more
likely to stay with the company and make their a work a career
than most due to the fact that they appreciate having a job and
are more stable because they an work at high levels. There is no
difference in the daily production of a disadvantaged worker.
Given their situation, they are more likely to adapt to their
environment surroundings and acquaint themselves with
equipment, enabling them to solve problems and overcome
adversity as other employees. Companies are granted Disable
Access Credit. Although there are eligibility requirements for
these funds, it could assist with costs of accommodations and
other expenses. Additional management to supervise and assist
those who encounter problems are needed which causes
employers to hire more qualified personnel (in case supervisor
unavailable) and equate to higher wages, double shifts and
incentives. Ensuring adequate space and property changes such
www.final-yearproject.com
as ramps, restricting parking spaces, and posting handicap signs
can be fairly inexpensive, transformations still have to be in
place and tedious. Sometimes companies loose skilled workers
due to depth of responsibility entailed in overseeing employees
that are less advantaged.

Lateral Hiring

"Lateral hiring" refers to the hiring of someone into a position

that is at the same organizational level or salary. It could mean
hiring someone from another, similar organization, possibly
luring them with a better salary and the promise of better
career opportunities.

RECRUITMENT

• To increase the pool of job candidates at minimum cost.

• To increase the organizational effectiveness in the short

term and long term.

•To identify the prospective employees stimulating and

encouraging them to apply for a job or jobs in an
organization.

• Identifying and preparing potential job applicants.

• Identification of sources.

• Evaluate the effectiveness of various recruiting techniqe

www.final-yearproject.com

SELECTION

• Hiring of competent candidates.

• To examine the applicants with regards to their

suitability for the given jobs.

• Choosing the best from the suitable candidates.

• To eliminate the possibility of prejudice on the part of the

interviewer.

• The other major objective is that the tests may uncover

qualifications and talents that would not be detected by
interviewer.
www.final-yearproject.com
PHASES OF RECRUITMENT
Recruitment is a five-step process. The steps are :-

~ Planning

~ Strategy Development

~ Searching

~ Screening

~ Evaluation and Control

Recruitment is understood as the process of searching for

and obtaining applicants for jobs, from among whom the
right people can be selected. A formal definition of
recruitment is it is the process of findings and attracting
capable applicants for employment. The process begins when
new recruits are sought and ends when their applicants
are submitted. The result is a pool if applicants from which new
employee are selected.
www.final-yearproject.com
Internet recruitment services

Recruitment websites

sites have two main features: job boards and a

résumé/curriculum vitae (CV) database. Job boards allow
member companies to post job vacancies. Alternatively,
candidates can upload a résumé to be included in searches by
member companies. Such Fees are charged for job postings
and access to search resumes. Since the late 1990s, the
recruitment website has evolved to encompass end-to-end
recruitment. Websites capture candidate details and then pool
them in client accessed candidate management interfaces (also
online). Key players in this sector provide e-recruitment
software and services to organizations of all sizes and within
numerous industry sectors, who want to e-enable entirely or
partly their recruitment process in order to improve business
performance.

The online software provided by those who specialize in online

recruitment helps organizations attract, test, recruit, employ
and retain quality staff with a minimal amount of
administration. Online recruitment websites can be very
helpful to find candidates that are very actively looking for
work and post their resumes online, but they will not attract
the "passive" candidates who might respond favorably to an
opportunity that is presented to them through other means.
Also, some candidates who are actively looking to change jobs
are hesitant to put their resumes on the job boards, for fear
www.final-yearproject.com
that their companies, co-workers, customers or others might
see their resumes.

Job search engines

The emergence of meta-search engines allows job-seekers to

search across multiple websites. Some of these new search
engines index and list the advertisements of traditional job
boards. These sites tend to aim for providing a "one-stop shop"
for job-seekers. However, there are many other job search
engines which index solely from employers' websites, choosing
to bypass traditional job boards entirely. These vertical search
engines allow job-seekers to find new positions that may not
be advertised on traditional job boards, and online recruitment
websites.

Recruitment agency directories

The emergence of the Internet provided the functionality to

provide recruitment agencies with a low-cost alternative to
advertising. Unlike a standard directory, these niche directories
have helped those searching for employment representation, a
way to narrow down their requirements based on their own
job-searching requirements. Recruitment agencies are then
able to showcase their services directly to those looking. Omm
Rudra Placement Services Badambadi, Cuttack

Social Recruiting

Social recruiting is the use of social media for recruiting

including sites like Facebook, Twitter, and LinkedIn.[14][15] It is a
www.final-yearproject.com
rapidly growing sourcing technique, especially with middle-
aged people. On Google+, the fastest-growing age group is 45-
54. On Twitter, the expanding generation is people from ages
55–64.

Mobile social recruiting is rapidly expanding. CareerBuilder ran

a recent survey of the Fortune 500 companies and discovered
that 39% of people in the United States uses tablet computers.
Another recent survey done by Glassdoor.com revealed that
43% of candidates research company policy, culture, and
history all within the fifteen minute time period before an
interview begins. However, 80% of Fortune 500 companies fail
to use mobile-optimized career sites.

Candidate Paid Recruiters

Some recruiters work by accepting payments from job seekers,

and in return help them to find a job. Such recruiters often
refer to themselves as "personal marketers" and "job
application services" rather than as recruiters.

e-recruitment

E-Recruitment or eRecruitment is the process of personnel

recruitment using electronic resources, in particular the
internet. Companies and recruitment agents have moved much
of their recruitment process online so as to improve the speed
www.final-yearproject.com
by which candidates can be matched with live vacancies. Using
database technologies, and online job advertising boards and
search engines, employers can now fill posts in a fraction of the
time previously possible. Using an online e-Recruitment system
may potentially save the employer time as usually they can
rate the eCandidate and several persons in HR independently
review eCandidates. Recruitment agencies also use a method
of e-Recruitment by using a cloud based SaaS service, there are
several online offerings for ready to use recruitment software.

The internet, which reaches a large number of people and can

get immediate feedback has become the major source of
potential job candidates and well known as online recruitment
or E-recruitment. However, it may generate many unqualified
candidates and may not increase the diversity and mix of
employees.

In terms of HRM, the internet has radically changed the

recruitment function from the organisational and job seekers'
perspective. Conventional methods of recruitment processes
are readily acknowledged as being time-consuming with high
costs and limited geographic reach. However, recruitment
through World Wide Web (WWW) provides global coverage
and ease.

5-APPROACH

There are a variety of recruitment approaches and most

organizations will utilize a combination of two or more of
www.final-yearproject.com
these as part of a recruitment exercise or to deliver their
overall recruitment strategy. There are six common models:

 In-house or human resources personnel may in some case

still conduct all stages of the recruitment process. In smaller
organizations, recruitment may be done by individual
managers or recruiters. More frequently, whilst managing
the overall recruitment exercise and the decision-making at
the final stages of the selection process, external service
providers may undertake the more specialized aspects of the
recruitment process.

 Social Media Recruitment is the new trend which can

implement in the current recruitment process. Social media
helps to drive passive candidates and indirectly helps to
create brand awareness about the company. A few tools
commonly used by social media recruiters are LinkedIn,
Facebook, Twitter, Google+, etc.

 Outsourcing of recruitment to an external provider may be

the solution for some small businesses and at times for large
organizations.

 Employment agencies are established as both publicly

funded services and as commercial private sector operations.
Services may support permanent, temporary, or casual
worker recruitment. They may be generic agencies that deal
with providing unskilled workers through to highly skilled
managerial or technical staff or so-called niche agencies that
specialize in a particular industrial sector or professional
group.
www.final-yearproject.com
 Executive search firms recruit for executive and professional
positions. These firms operate across a range of models such
as contingency or retained approaches, and also hybrid
models where advertising is also used to ensure a flow of
candidates alongside relying on networking as their main
source of candidates.

 Internet recruitment services include recruitment websites

and job search engines used to gather as many candidates as
possible by advertising a position over a wide geographic
area. In addition, social network sourced recruitment has
emerged as a major method of sourcing candidates

Executive search firms or headhunters

An executive search firm or "headhunter" are industry terms

for a third-party recruiter who seeks out candidates often
once normal recruitment efforts have failed. Headhunters
are generally considered more aggressive than in-house
recruiters or may have existing industry experience and
contacts. They may use advanced sales techniques. They may
also purchase expensive lists of names and job titles but
more often will generate their own lists. They may arrange a
meeting or a formal interview between their client and the
candidate and will usually prepare the candidate for the
interview, help negotiate the salary and conduct closure of
www.final-yearproject.com
the search. They are frequently members in good standing of
industry trade groups and associations. Headhunters will
often attend trade shows and other meetings nationally or
even internationally that may be attended by potential
candidates and hiring managers.

Headhunters are typically small operations that make high

margins on candidate placements (sometimes more than
30% of the candidate’s annual compensation). Due to their
higher costs, headhunters are usually employed to fill senior
management and executive level roles. Headhunters are also
used to recruit very specialized individuals; for example, in
some fields, such as emerging scientific research areas, there
may only be a handful of top-level professionals who are
active in the field. In this case, since there are so few
qualified candidates, it makes more sense to directly recruit
them one-by-one, rather than advertise internationally for
candidates. While in-house recruiters tend to attract
candidates for specific jobs, headhunters will attract both
candidates and actively seek them out as well. To do so, they
may network, cultivate relationships with various companies,
maintain large databases, purchase company directories or
candidate lists and cold call prospective recruits.

Headhunters are increasingly using social media to find and

research candidates. This approach is often called social
recruiting.
www.final-yearproject.com

Executive research & resourcing firms

These firms are the new hybrid operators in the recruitment

world, able to combine the research aspects (discovering
passive candidates) of recruiting and combine them with the
ability to make hires for their clients. These firms provide
competitive passive candidate intelligence to support
companies' recruiting efforts. Normally they will generate
varying degrees of candidate information from those people
currently engaged in the position a company is looking to fill.
These firms usually charge a daily rate or fixed fee. Executive
research can help companies uncover names that cannot be
found through traditional recruitment methods and will
allow internal recruitment and resourcing managers more
time to deal with face to face interviews.

6-SELECTION

The selection is the process of ascertaining whether or not

candidates possess the requisite qualifications, training and
experience required. The process of interviewing and
evaluating candidates for a specific job and selecting an
www.final-yearproject.com
individual for employment based on certain criteria. Employee
selection can range from a very simple process to a very
complicated process depending on the firm hiring and the
position. Certain employment laws such as anti-discrimination
laws must be obeyed during employee selection

The process of interviewing and evaluating candidates for a

specific job and selecting an individual for employment based
on certain criteria. Employee selection can range from a very
simple process to a very complicated process depending on the
firm hiring and the position. Certain employment laws such as
anti-discrimination laws must be obeyed during employee
selection.

Job selection criteria are also known as key selection criteria

or KSC. They are designed to help make the most accurate
match between the requirements of a position and the skills of
an applicant. Some areas of government require applicants to
respond to specific KSC. No matter how well qualified or suited
you are to a position, if you do not address them when
required, your application will not make it through to the
interview stage. So make sure you check what information you
need to provide, before submitting your application, as
requirements vary across departments and agencies.

Some pointers to get you started

 Understand the job and key selection criteria

www.final-yearproject.com
 Find out about the employer

 Decide if you are qualified to do the job

7-PROCESS OF SELECTION

Employee Selection is the process of putting right men on right

job. It is a procedure of matching organizational requirements
with the skills and qualifications of people. Effective selection can
be done only when there is effective matching. By selecting best
candidate for the required job, the organization will get quality
www.final-yearproject.com
performance of employees. Moreover, organization will face less
of absenteeism and employee turnover problems. By selecting
right candidate for the required job, organization will also save
time and money. Proper screening of candidates takes place
during selection procedure. All the potential candidates who
apply for the given job are tested.

But selection must be differentiated from recruitment, though

these are two phases of employment process. Recruitment is
considered to be a positive process as it motivates more of
candidates to apply for the job. It creates a pool of applicants. It
is just sourcing of data. While selection is a negative process as
the inappropriate candidates are rejected here. Recruitment
precedes selection in staffing process. Selection involves choosing
the best candidate with best abilities, skills and knowledge for
the required job.

Companies have the never-ending task of interviewing, selecting

and hiring employees. However, despite the repetitiveness and
skill of a company's human resources department, selecting the
right individual for a job is extremely challenging. Making the
wrong choice can also be costly. The employee selection process
usually entails notification or advertising, reviewing, screening,
interviewing, testing then selecting the best available candidate

Preliminary Interview :- Preliminary interview is to eliminate

unsuitable or unqualified candidates from the selection
process.In screening unqualified candidates are eliminated on the
basis of information given in the application form,where as
preliminary interview rejects misfits for the reasons,which did
not appear in the application form.
www.final-yearproject.com

Application Blank :- Application blank is the commonest device

for getting information from a prospective candidates. Almost all
organization require job seekers to fill up an application. This
serves as a personal record of the candidates bearing personal
history profile,detailed personal activities skills and
accomplishments.

Selection Test:-Selection test is a device that uncovers the

information about the candidate which are not known through
application blank and interview. a test is a systematic procedure
for comparing the behaviour of two or more person

Selection Interview:-Interview is the widely used selection

method.it is a face to face interaction between interviewee and
interviewer. Interview can be defined as an attempt to secure
maximum amount of information from the candidates
concerning his/her suitability for the job under consideration.

Employment Interviews- It is a one to one interaction between

the interviewer and the potential candidate. It is used to find
whether the candidate is best suited for the required job or not.
But such interviews consume time and money both. Moreover the
competencies of the candidate cannot be judged. Such interviews
may be biased at times. Such interviews should be conducted
properly. No distractions should be there in room. There should
be an honest communication between candidate and interviewer
www.final-yearproject.com

Reference Check :- The reference check as yet another step in

the selection process used for the purpose of verifying
information and also obtaining additional feedback on an
application. Reference are normally those who speak well about
candidate.

Physical Examination :- The main purpose of conducting physical

or medical examination is to have proper matching of job
requirement with the physical ability of candidates

Final Selection:-The last step in the selection process is the final

selection of the candidates for a job .the candidates who have
cleared all the above hurdles are finally selected and a letter of
job offer is issued to them.

Importance of Selection in the Recruitment and

Orientation Process

Selection is the process that an organization uses to determine

which job applicant will be the most successful in meeting the
demands of the job or will fit well with the existing work groups
and the culture of the organization. Poor selection procedures
and processes lead to various unnecessary costs in the
organization. In the recruitment process, an organization hires
the most suitable and qualified candidate -- whether he is
www.final-yearproject.com
internal or external to the organization -- to fill a job vacancy.
Orientation deals with new employees assimilating into the
organization.

Reduce Applicant Numbers

Recruitment attracts many applicants to a particular job, which

may prove difficult to manage, but selection reduces applicants
to a manageable number. Candidates who have applied for a job
during the recruitment stage are screened in the selection stage.
Those who prove suitable for the job are selected, and
unsuitable ones are rejected.

Assess Behavior

Selection gives managers an opportunity to assess potential

employees' character and personality. This ensures that only an
employee with the most suitable personalities and skills is given
the job. The organization takes particular notice of the personal
flexibility and adaptability of a candidate, which assures that
such an individual can adjust rapidly to the tough demands of
the job.

Low Employee Turnover

Appropriate selection procedures applied in the recruitment

process ensure that only the most qualified individual is chosen
to fill a vacancy. Recruited employees who are satisfied with
their jobs lead to a low employee turnover rate. Employee
retention is important to an organization, as the costs of hiring
and training new employees are very high.
www.final-yearproject.com
The Time Dimension

A good selection procedure saves time in the recruitment and

orientation processes because the applicant is expected to have
been introduced to some aspects of organizational culture, such
as the dress code. No time is wasted trying to inculcate the new
recruit with various aspects of the organization's culture and
norms. The employee is given an adequate picture of what the
new job entails, thus eliminating wasting time doing unnecessary
chores that are not part of his job description

Why Is the Human Resource Selection Process Important?

The human resources, or HR, selection process is important

because of the production and performance value companies
get by making good hires and the high costs of replacing
employees following bad hires. These considerations are
especially heightened for small businesses. HR has taken on a
more strategic role in many early 21st century companies, with
hiring and selection integral to that role.

Basics

The HR selection process is the strategically planned procedural

approach developed by human resources professionals and
implemented by organizations when recruiting, evaluating and
hiring new employees. The process typically begins when jobs
www.final-yearproject.com
are posted internally and externally. Sometimes recruiting tools
are used to draw top-qualified candidates for certain jobs. HR
and hiring managers developed screening tools, such as
applications, interviews, tests, background checks and reference
checks and begin accepting applications.

Selection Criteria

One area of the selection process that is significant and

sometimes under-valued is the development of screening tools.
The ultimate goal of selection is to hire the candidate who is the
best possible match for the job duties and the culture of the
company. This makes using the right selection tools and
developing them effectively vital. Careful job analysis helps HR
professionals better align selection tools with the job. Only tools,
criteria and interview questions that help yield the best hire
should make it into the selection process.

Costs

Along with finding the best hire, cost efficiency and legal
concerns are two main reasons why the HR selection process is
so important. When companies make a bad hire, they pay to
train and orient a person who ultimately may cause more harm
than good if he performs poorly and negatively affects the
workplace. The costs to replace a bad hire are astronomical in
many industries. A Society Human Resource Management study
showed that even an $8 an hour retail employee can cost up to
www.final-yearproject.com
$3,500 to replace because of the hiring, administrative and
training costs involved.

Legal Concerns

The U.S. has become known as a litigious society, making

protection against discrimination lawsuits for hiring processes
critical. This is another reason to closely align selection tools and
criteria with job expectations. Any misalignment between the
job and selection criteria could open the door for a candidate to
claim discrimination. Laws such as Title VII and the Americans
with Disabilities Act mandate equal opportunities for employees
regardless of such traits as race, national origin, age, religion,
sexual orientation and disability.

What are the importance of selection process in HRM?

Selection means to choose the person from among the

prospective candidates to fill in the vacant posts in the
organisation. The success of the organisation depends upon the
quality of personnel selected for the job. Thus selection of
personnel is the most important function of the personnel
management. The importance of selection may be judged from
the following acts.
www.final-yearproject.com

(1) Procurement of Qualified and Skilled Workers—Scientific

selection facilitates the procurement of well qualified and skilled
workers in the organisation. It is in the interest of the organisation
in order to maintain the supremacy over the other competitive
firms. Selection of skilled personnel reduces the labour cost and
increases the production. Selection of skilled personnel also
facilitate the expansion in the size of the business.

(2) Reduced Cost of Training and Development—Proper selection

of candidates reduces the cost of training because qualified
personnel have better grasping power. They can understand the
technique of the work better and in no time. Further, the
organisation can develop different training programmes for
different persons on the basis of their individual differences, thus
reducing the lime and cost of training considerably.

(3) Absence of Personnel Problems—Proper selection of

personnel reduces personnel problems in the organisation. Many
problems like labour turnover, absenteeism and monotony shall
not be experienced in their severity in the organisation. Labour
relations will be better because workers will be fully satisfied by
the work. Skilled workers help the management to expand the
business and to earn more profits and management inturn
compensate the workers with high wages, benefits etc.
www.final-yearproject.com

What are differences between selection and recruitment?

The recruitment is the process of searching the candidates for

employment and stimulating them to apply for jobs in the
organization WHEREAS selection involves the series of steps by
which the candidates are screened for choosing the most suitable
persons for vacant posts.

The basic purpose of recruitment is to create a talent pool of

candidates to enable the selection of best candidates for the
organization, by attracting more and more employees to apply in
the organization WHEREAS the basic purpose of selection process
is to choose the right candidate tofill the various positions in the
organisation

Recruitment is a positive process i.e. encouraging more and more

employees to apply WHEREAS selection is a negative process as it
involves rejection of the unsuitable candidates.

Recruitment is concerned with tapping the sources of human

resources WHEREAS selection is concerned with selecting the most
suitable candidate through various interviews and tests.
www.final-yearproject.com
There is no contract of recruitment established in recruitment
WHEREAS selection results in a contract of service between the
employer and the selected.

ENVIRONMENTAL FACTORS AFFECTING SELECTION

Selection is influenced by several factors. More prominent

among then are supply and demand of specific skills in the
labor market, unemployment rate. labor market conditions,
legal and political considerations company image, company
policy, HRP environment and the remaining form the external
environment of the selection process.

8-RESEARCH METHODOLOGY

RESEARCH:-
www.final-yearproject.com
 To collect desired information and data in a systematic
manner.
 Appropriate selection of method of is necessary.

The first & foremost step in any research procedure is:-

Step1- PROBLEM FORMULATION

It is very important step which has to be understood properly and

clearly on which the study is based because it tells the scope of
the study and it should not go beyond it nor should execute some
irrelevant aspect. In this case the study is based on how
companies manage the HUMAN RESOURCES AND THEIR
REQUIRMENT.

Step2- OBJECTIVES OF STUDY

www.final-yearproject.com
After the problem formulation the objectives should be clear
through which specific type of information can be collected. The
objective of this is to study about the management of
RECRUITMENT AND SELECTION in day to day business activites.

Step3- DETERMINE SOURCES OF DATA

The third step include the collection of data, which is from the
sources i.e. primary data and secondary data. After the collection
of data, it should be organized and to check whether the objective
are fulfilled or not.

After analyzing the data investigation of research had worked out

with the help of following steps:-

RESEARCH DESIGN:-
A research is an arrangement of conditions for the collection and
analysis of data in a manner that aims the research purpose and
achievements of goal with economy in procedure depending on
research problem. The study of recruitment and selection in
management is generally based on documentary evidences.

COLLECTION OF DATA
www.final-yearproject.com
PRIMARY DATA:- are obtained from the company’s employees.

LIMITATIONS:-

 CONFIDENTIALATY:- This project has completed with

primary data. There no full confidence to the provided data.

 LIMITED PERIOD:- This project is based on research of 6

weeks in SIDCUL, Haridwar which is not sufficient for studying the
whole type of industries.

Objective:
To study the behavior of employees towards recruitment and
selection Process in Havells India LTD. Haridwar.

 Well it is a very though job to do the whole research process

but when there Is some efforts put the person will definitely gain
something, so as I gained a lot to do this research I made a plane
and work accordingly and get success. First of all I select the
methods and technique, which I had used in this research ,
demand of the study.
 To do the whole research I used mainly the sample method .For
this I constructed a questionnaire. After getting required data for
the questionnaire I used Chi Square test to check out the validity
of the sample.
www.final-yearproject.com

 METHODS USED
 Random sample

 SAMPLE SIZE
 250 People

 SAMPLE
 People Of Havells India Ltd.

 TOOLS USED
 Well-Constructed Questionnaire will be used, Chi Square test is
also used to check the significant relation.

DATA-COLLECTION
On the basis of the yearly income of the people I divided
them in three parts:
LOW CLASS ( income below 1,00,000)
www.final-yearproject.com
MIDDLE CLASS (income between 1,00,000 to 2,00,000)

Out of 250 people I took sample

Lower Class : 140 people
Middle Class : 75 people
Upper Class : 35 people

As per the information from the questionnaire I made

three group of Yes, No and Can’t say.
GROUPS
Yes : 120 people
Can’t say : 40 people
No : 90 people

On the basis of the information from the questionnaire I

used Chi-squre test to check relationship between the
groups.
YES CAN’T NO TOTAL
www.final-yearproject.com
SAY
LOWER
CLASS 85 15 40 140
Y1
MIDDL
E CLASS 25 15 35 75
Y2
UPPER
15
CLASS 10 10 35
Y3
40 90
TOTAL 120 250
X2 X3
X1 XY

H0 => The employee behavior has no significant impact on

recruitment and selection processes at Havells India LTD.

H1=> The employee behavior has a significant impact on

recruitment and selection processes at Havells India LTD.

To calculate the expected value of columns and rows we do

For R1C1 X1 x Y1/XY = 120x140/250 =67

For R1C2 X1 x Y2/XY = 120x75/250 =36

For R1C2 X1 x Y3/XY = 120x35/250 =17

For R2C1 X2 x Y1/XY = 40x140/250 =22

www.final-yearproject.com
For R2C2 X2 x Y2/XY = 40x75/250 =12

For R2C3 X2 x Y3/XY = 40x35/250 =6

For R3C1 X3 x Y1/XY = 90x140/250 =51

For R3C2 X3 x Y2/XY = 90x75/250 =27

For R3C3 X3 x Y3/XY = 90x35/250 =12

CALCULATION TABLE

Fo Fe Fo-Fe (Fo-Fe)² (Fo-Fe)²\Fe

85 67 18 324 4.985
25 36 -11 121 3.316
10 17 -07 49 2.88
15 22 -05 25 1.136
15 12 03 09 0.75
10 06 04 16 2.67
40 51 -11 121 2.37
35 27 08 64 2.37
15 12 03 09 0.75
21.272

Now to know the degree of freedom the formula is;

(No. of column -1) x (No. of row -1)

=(3-1) x (3-1) = 2x2 =4

The value of chi-squre at 5% level for 4 degree of freedom is 9.488

which is very less than the 21.272 so this means that our
www.final-yearproject.com
hypothesis is REJECTED which means that employees are happy
with recruitment process in their organization.

FINDINGS

Acc to data analysis I find the recruitment and selection of the

employees of that organization. Most of employees are satisfy
with the process and some of them are not satisfy.
www.final-yearproject.com
Recruiment and selection process helps in finding new and better
employees. Yes employees are ready total accept these changes
in their life.

It provides clear and consistent directions to other. Most of the

employees are agreeing with this system no one in the
organization is not disagreeing from these points.

Are you happy with the recruitment and selection process? All
the employees of the organization are agree .it is beneficial for
the organization.

It is fair in dealing with people in conflict situation. Yes some of

the employees are agree with this points because the work assign
to him according to their designation. But some of them are not
agree .

9-CONCLUSION
www.final-yearproject.com
Recruitment and selection process is very important. It helps in
findings new and better employees. They used various of method
to find an better employees. They make standards for the
employees and then select from them. They also compare the
difference between new an old employees. Recruitment and
selection process programs become very beneficial for the
employees of the organizations and they are highly motivated with
them. The process is very hard but the HR manager wants the best
employees. Basically they recruit more girls in the company as per
company reqirements. Company basically is at its peak an they are
growing very fast.

10-RECOMMENDATIONS
www.final-yearproject.com
Based on the data collected through the questionnaire and
interactions with the officers and workers of Havells India
LTD. the following recommendations are made for
considerations:

 The organization has to made some strong decision for

satisfying their employees also.

 The organizations may consider best recruitment process to

attract more and more employees.

 They make proper standards for each employee and assign

task according to their ability.

 To provide regular feedback for the gap in the organisation.

 The organization adopts recruitment and selection method

in a proper way which brings coordination among the
different departments and cooperation among them.

11-REFERENCE
www.final-yearproject.com

BOOKS:-

K. Aswathappa, Human Resource Personal Management.

C.B.Gupta Human Resource Management.

T.N Chabraa Human Resource Management

INTERNET SITES:-

http://en.wikipedia.org/wiki/Performance_appraisal
http://www.humanresources.hrvinet.com/performance-
appraisal-methods/
http://www.google.co.in/imgres?
imgurl=http://www.fitnessihub.com/wp-

12-ANNEXURE
www.final-yearproject.com

NAME- MONILE No . -

AGE-

SEX-

Q1. Are you facing any major administrative problems?

a . yes b . can’t say c . no

Q2. Are you recruit from any particular college ?

a . yes b . can’t say c . no

Q3. Did your HR ask very hard question in selection process ?

a . yes b . can’t say c . no

Q4. Did you satisfy with your interview taken by HR ?

a . yes b . can’t say c . no

Q5. Did your company recruit best employee?

a . yes b . can’t say c . no

Q6. Is your recruitment process is difference from other?

a . yes b . can’t say c . no

www.final-yearproject.com

Q7. Did the process gets to know people talent and behavior?

a . yes b . can’t say c . no

Q8. Is the organization doing timeliness recruitment and selection process.

a . yes b . can’t say c . no

Q9.Does the hr department is efficient in selection policy of the employees?

a . yes b . can’t say c . no

Q10. Are you happy with the recruitment and selection process of your
company?

a . yes b . can’t say c . no