Project on recruitment and selection process

“RECRUITMENT AND SELECTION PROCESS OF
SUBMITTED TO SAVITRIBAI PHULE PUNE UNIVERSITY IN
PARTIALFULFILLMENT OF 2 YEARS FULL TIME COURSE
MASTER IN BUSINESS ADMINISTRATION
(Approved by AICTE, Govt. of
Under the guidance of:
Miss Deepali
DR. D Y PATIL PRATISTHAN’S
DR. D Y PATIL INSTITUTE OF MANAGEMENT AND RESEARCH
A
PROJECT REPORT
ON
IT PERSONNEL”
IN
CNC WEB WORLD
STER IN BUSINESS ADMINISTRATION
(Approved by AICTE, Govt. of India)
ACADEMIC SESSION
(2014-2016)
Under the guidance of: Submitted By:
Ankit Kumar
DR. D Y PATIL PRATISTHAN’S
PIMPRI, PUNE
STER IN BUSINESS ADMINISTRATION
Submitted By:
Ankit Kumar

DECLARATION
I, the undersigned, hereby declare that the Project Report entitled “Recruitment
and Selection Process of IT Personnel” in CNC WEB WORLD written and
submitted by me to the SavitribaiPhule Pune University, in partial fulfilment of
the requirement for the award of degree of Master of Business Administration
under the guidance of Prof. Deepali is my original work and the conclusions
drawn therein are based on the material collected by myself.
Place: Pune ANKIT KUMAR
Date:

ACKNOWLEDGEMENT
“Acknowledgement is an art, one can write glib stanzas without meaning a
word, and on the other hand one can make a simple expression of gratitude”
I take the opportunity to express my gratitude to all of them who in some or
other way helped me to accomplish this challenging project in CNC WEB
WORLD, Pune. No amount of written expression is sufficient to show my
deepest sense of gratitude to them.
I am extremely thankful and pay my gratitude to our Prashant Kumar and my
faculty guide Ms Deepali, D Y Patil Institute of Management and Research for
their valuable guidance and support on completion of this project in its
presently.
I am very thankful to Prashant Kumar (HR Manager) for their everlasting
support and guidance on the ground of which I have acquired a new field of
knowledge.
A special appreciative “Thank you” in accorded to all staff of CNC Web World,
Pune for their positive support.
I also acknowledge with a deep sense of reverence, my gratitude towards my
parents and member of my family, who has always supported me morally as
well as economically.
At last but not least gratitude goes to all of my friends who directly or indirectly
helped me to complete this project report.
ANKIT KUMAR

ABSTRACT
Effective recruitment, selection and retention are critical to organizational
success. They enable companies to have performing employees who are
satisfiedwith their jobs, thus contributing positively to the organization.
On the contrary, in-effective recruitment methodology, selection and retention
would result in mismatches which can have negative consequences for an
organization. A misfit who is not in tune with organization’s philosophies and
goals can reduce output, productivity, customer satisfaction, relationship and
overall quality of work. Training a wrong hire can also be expensive. Effective
recruitment is therefore not only the first step towards organizational
excellence, but is important cost control mechanisms as well.
The study researches the spectrum of recruitment methodologies followed in a
IT Company towards developing an unique model, propose suggestion that
would reduce costs, time to recruit, be effective and help overall organizational
interests.

TABLE OF CONTENTS-I
Sr. No. Title Page no.
1. EXECUTIVE SUMMARY 1-2
2. INTRODUCTION 3-18
3. OBJECTIVES 19
4. INDUSTRY PROFILE 20-23
5. COMPANY PROFILE 24-27
6. REVIEW OF LITERATURE 28-39
7. RESEARCH METHODOLOGY 40-41
8. DATA ANALYSIS AND
INTERPRETATION
42-52
9. FINDINGS 53
10. CONCLUSION 54
11. SUGGESTIONS 55
12. BIBLIOGRAPHY 56
13. ANNEXTURE-1 57-59

TABLE OF CONTENTS-II
8. Data Analysis and Interpretation
Sr. No. Particulars Table
&Chart No.
Page
No.
1. Sources used in recruitment and
selection
8.1 42
2. External sources used in recruitment 8.2 43
3. Form of recruitment and selection
used
8.3 44
4. Employees perception about
recruitment process
8.4 45
5. Methods used during selection process 8.5 46
6. Perception of employees towards
selection process
8.6 47
7. Techniques used for selection 8.7 48
8. Recruitment process used for different
grades of employees
8.8 49
9. Company HR practices 8.9 50
10 Contract signed while joining the
organization
8.10 51
11. HR policy of the company 8.11 52

EXECUTIVE SUMMARY
Today, in every organization personnel planning as an activity is necessary. It is
an important part of an organization. Human Resource Planning is a vital
ingredient for the success of the organization in the long run. There are certain
ways that are to be followed by every organization, which ensures that it has
right number and kind of people, at the right place and right time, so that
organization can achieve its planned objectives.
The objectives of Human Resource Department are Human Resource Planning,
Recruitment and Selection, Training and Development, Career planning,
Transfer and Promotion, Risk Management, Performance Appraisal and so on.
Each objective needs special attention and proper planning and implementation.
For every organization it is important to have a right person on a right job.
Recruitment and Selection plays a vital role in this situation. Shortage of skills
and the use of new technology are putting considerable pressure on how
employers go about Recruiting and Selecting staff. It is recommended to carry
out a strategic analysis of Recruitment and Selection procedure. Also training
need identification is necessary after selection process.
A formal definition states, “It is the process of finding and attracting capable
applicants for the employment. The process begins when new recruits are
sought and ends when their applicants are selected”.
P-1

The need for recruitment may be due to the following reasons/situation:
a) Vacancies due to promotions, transfer, retirement, termination, permanent
disability, death and labour turnover.
b) Creation of new vacancies due to the growth, expansion and
diversification of business activities of an enterprise. In addition, new
vacancies are possible due to job specification.
Selection is basically picking an applicant from (a pool of candidates) who has
the appropriate qualification and competency to do the job.
The difference between recruitment and selection: -Recruitment is identifying
and encouraging prospective employees to apply for a job. And Selection is
selecting the right candidate from the pool of applicants.
P-2

INTRODUCTION
Recruitment and Selection:
Recruitment is the process of attracting individuals on a timely basis in
sufficient numbers and with appropriate qualification, to apply for jobs within
an organization. The process of searching prospective employees with
multidimensional skills and experience that suits organization strategies in
fundamental to the growth of the organization, this demands more
comprehensive strategic perspective recruitment. Organizations require the
services of large number of personnel, these personnel occupies the various
positions created to the process of organization. Each position of the
organization has certain specific contributions to achieve the organizational
objectives. The recruitment process of the organizational has to be strong
enough to attract and select the potential candidates with right job specification.
The recruitment process begins with human resource planning and concludes
with the selection of required number of candidates, both HR staff
and operating managers have responsibilities in the process.
“Right person for the right job is the basic principle in recruitment and
selection. Every organisation should give attention to the selection of its
manpower, especially its managers. Theoperative manpower is equally
important and essential for the orderly working of an enterprise.
Every business organisation/unit needs manpower for carrying different
business activitiessmoothly and efficiently and for this recruitment and selection
of suitable candidates isessential. Human resource management in an
organisation will not be possible if unsuitablepersons are selected and
employment in a business unit.
P-3

RECRUITMENT
Meaning:
Recruitment means to estimate the available vacancies and to make suitable
arrangements fortheir selection and appointment. Recruitment is understood as
the process of searching for andobtaining applicants for the jobs, from among
whom the right people can be selected.
A formal definition states, “It is the process of finding and attracting capable
applicantsfor the employment. The process begins when new recruits are sought
and ends when theirapplicants are submitted. The result is a pool of applicants
from which new employees areselected”. In this, the available vacancies are
given wide publicity and suitable candidates areencouraged to submit
applications so as to have a pool of eligible candidates for scientificselection.
In recruitment, information is collected from interested candidates. For this
different sourcesuch as newspaper advertisement, employment exchanges,
internal promotion, etc.are used.
In the recruitment, a pool of eligible and interested candidates is created for
selection of mostsuitable candidates. Recruitment represents the first contact
that a company makes withpotential employees
Definition:
According to EDWIN FLIPPO, “Recruitment is the process of searching for
prospectiveemployees and stimulating them to apply for jobs in
theorganization.”
P-4

Need for recruitment
The need for recruitment may be due to the following reasons / situation:
a) Vacancies due to promotions, transfer, retirement, termination, permanent
disability, death and labour turnover.
b) Creation of new vacancies due to the growth, expansion and
diversification of businessactivities of an enterprise. In addition, new
vacancies are possible due to job specification.
Purpose and importance of Recruitment:
1. Determine the present and future requirements of the organization on
conjunction withits personnel-planning and job analysis activities.
2. Increase the pool of job candidates at minimum cost.
3. Help increase the success rate of the selection process by reducing the
number of visiblyunder qualified or overqualified job applicants.
4. Help reduce the probability that job applicants, once recruited and
selected, will leavethe organization only after a short period of time.
5. Meet the organization’s legal and social obligations regarding the
composition of itswork force.
6. Begin identifying and preparing potential job applicants who will be
appropriatecandidates.
7. Increase organizational and individual effectiveness in the short term and
long term.
8. Evaluate the effectiveness of various recruiting techniques and sources
for all types ofjob applicants.
9. Recruitment is a positive function in which publicity is given to the jobs
available in theorganization and interested candidates are encouraged to
submit applications for thepurpose of selection.
P-5

Recruitment Process:
Recruitment refers to the process of identifying and attracting job seekers so as
to build a poolof qualified job applicants. The process comprises five
interrelated stages, viz.
1. Planning.
2. Strategy development.
3. Searching.
4. Screening.
5. Evaluation and control.
STAGE 1: RECRUITMENT PLANNING:
The first stage in the recruitment process is planning. Planning involves the
translationof likely job vacancies and information about the nature of these jobs
into set of objectives ortargets that specify the (1) Numbers and (2) Types of
applicants to be contacted.
Numbers of contact:Organization, nearly always, plan to attract more
applicants than they will hire. Some of thosecontacted will be uninterested,
unqualified or both. Each time a recruitment Programme iscontemplated, one
task is to estimate the number of applicants necessary to fill all vacancieswith
the qualified people.
Types of contacts:It is basically concerned with the types of people to be
informed about job openings. The typeof people depends on the tasks
andresponsibilities involved and the qualifications andexperience expected.
These details are available through job description and job specification.
STAGE 2: STRATEGY DEVELOPMENT:
When it is estimated that what types of recruitment and how many are required
then one hasconcentrate in (1). Make or Buy employees. (2). Technological
sophistication of recruitmentand selection devices. (3). Geographical
distribution of labour markets comprising job seekers.(4). Sources of
recruitment. (5). Sequencing the activities in the recruitment process.
P-6

Make or Buy:
Organisation must decide whether to hire le skilled employees and invest on
training andeducation programmes, or they can hire skilled labour and
professional. Essentially, this is the„make‟ or „buy‟ decision. Organizations,
which hire skilled and professionals shall have to paymore for these employees.
Technological Sophistication:
The second decision in strategy development relates to the methods used in
recruitment andselection. This decision is mainly influenced by the available
technology. The advent ofcomputers has made it possible for employers to scan
national and international applicantqualification. Although impersonal,
computers have given employers and job seekers a widerscope of options in the
initial screening stage.
STAGE 3: SEARCHING:
Once a recruitment plan and strategy are worked out, the search process can
begin. Searchinvolves two steps
A) Source activation and
B) Selling.
STEP 4: SCREENING:
Screening of applicants can be regarded as an integral part of the recruiting
process, thoughmany view it as the first step in the selection process. Even the
definition on recruitment, wequoted in the beginning of this chapter, excludes
screening from its scope. However, we haveincluded screening in recruitment
for valid reasons. The selection process will begin after theapplications have
been scrutinized and short-listed. Hiring of professors in a university is atypical
situation. Application received in response to advertisements is screened and
onlyeligible applicants are called for an interview. A selection committee
comprising the Vicechancellor,Registrar and subject experts conducts interview.
Here, the recruitment processextends up to screening the applications. The
selection process commences only later.
P-7

Purpose of screening
The purpose of screening is to remove from the recruitment process, at an early
stage, thoseapplicants who are visibly unqualified for the job. Effective
screening can save a great deal oftime and money.
In screening, clear job specifications are invaluable. It is both good practice and
a legal necessity that applicant’s qualification is judged on the basis of their
knowledge, skills, abilitiesand interest required to do the job.
STAGE 5: EVALUATION AND CONTROL:
Evaluation and control is necessary as considerable costs are incurred in the
recruitmentprocess. The costs generally incurred are: -
1. Salaries for recruiters.
2. Management and professional time spent on preparing job description,
job specifications, advertisements, agency liaison and so forth.
3. The cost of advertisements or other recruitment methods, that is, agency
fees.
4. Recruitment overheads and administrative expenses.
5. Costs of overtime and outsourcing while the vacancies remain unfilled.
6. Cost of recruiting unsuitable candidates for the selection process.
Sources of Recruitment:
SOURCES OF MANAGERIAL RECRUITMENT:
INTERNAL SOURCES EXTERNAL SOURCES
1) Promotion 1) Campus recruitment
2) Transfers 2) Press advertisement
3) Internal notification 3) Management consultancy service
4) Retirement 4) Deputation of personnel ortransfer
from one enterprise toanother
5) Former employees 5) Walk-ins, write-ins, talk-ins
P-8

The sources of recruitment can be broadly categorized into internal and external
sources-
1) INTERNAL RECRUITMENT:
Internal recruitment seeks applicants for positions from within thecompany. The
various internal sources include:
Promotions and Transfers:
Promotion is an effective means using job posting and personnel records. Job
postingrequires notifying vacant positions by posting notices, circulating
publications or announcing atstaff meetings and inviting employees to apply.
Personnel records help discover employees whoare doing jobs below their
educational qualifications or skill levels. Promotions has manyadvantages like it
is good public relations, builds morale, encourages competent individualswho
are ambitious, improves the probability of good selection since information on
the individual’s performance is readily available, is cheaper than going outside
to recruit, thosechosen internally are familiar with the organization thus
reducing the orientation time andenergy and also acts as a training device for
developing middle-level and top-level managers.
Employee referrals
Employees can develop good prospects for their families and friends by
acquaintingthem with the advantages of a job with the company, furnishing
them with introduction andencouraging them to apply. This is a very effective
means as many qualified people can bereached at a very low cost to the
company. The other advantages are that the employees wouldbring only those
referrals that they feel would be able to fit in the organization based on theirown
experience. In this way, the organization can also fulfil social obligations and
create goodwill.
Former Employees:
These include retired employees who are willing to work on a part-time
basis,individuals who left work and are willing to come back for higher
compensations. Evenretrenched employees are taken up once again. The
advantage here is that the people are alreadyknown to the organization and there
is no need to find out their past performance and character.
P-9

Dependents of deceased employees:
Usually, banks follow this policy. If an employee dies, his / her spouse or son
ordaughter is recruited in their place. This is usually an effective way to fulfil
social obligationand create goodwill.
Recalls:
When management faces a problem, which can be solved only by a manager
who has proceededon long leave, it may de decided to recall that persons after
the problem is solved, his leave maybe extended.
Retirements:
At times, management may not find suitable candidates in place of the one who
had retired,after meritorious service. Under the circumstances, management
may decide to call retiredmanagers with new extension.
2) EXTERNAL RECRUITMENT:
External recruitment seeks applicants for positions from sourcesoutside the
company. They have outnumbered the internal methods. The various
externalsources include
Professional or Trade Associations:
Many associations provide placement service to its members. It consists of
compiling job seeker’s lists and providing access to members during regional
ornationalconventions. Also, the publications of these associations carry
classified advertisements fromemployers interested in recruiting their members.
These are particularly useful for attractinghighly educated, experienced or
skilled personnel.
Advertisements:
It is a popular method of seeking recruits, as many recruiters prefer
advertisementsbecause of their wide reach. Want ads describe the job benefits,
identify the employer and tellthose interested how to apply. Newspaper is the
most common medium but for highlyspecialized recruits, advertisements may
be placed in professional or business journals.
P-10

Advertisements must contain proper information like the job content,
workingconditions, location of job, compensation including fringe benefits, job
specifications, growthaspects, etc.
Campus Recruitments:
Colleges, universities, research laboratories, sports fields and institutes arefertile
ground for recruiters, particularly the institutes. Campus Recruitment is going
global withcompanies like HLL, Citibank, HCL-HP, ANZ Grind lays,L&T,
Motorola and Reliance lookingfor global markets. Some companies recruit a
given number of candidates from these institutesevery year. Campus
recruitment is so much sought after that each college; university departmentor
institute will have a placement officer to handle recruitment functions.
However, it is oftenan expensive process, even if recruiting process produces
job offers and acceptances eventually.
Walk-ins, Write-ins and Talk-ins:
The most common and least expensive approach for candidates is
directapplications, in which job seekers submit unsolicited application letters or
resumes. Directapplications can also provide a pool of potential employees to
meet future needs. Fromemployees‟ viewpoint, walk-ins are preferable as they
are free from the hassles associated withother methods of recruitment. While
direct applications are particularly effective in filling entryleveland unskilled
vacancies, some organizations compile pools of potential employees fromdirect
applications for skilled positions. Write-ins are those who send written
enquiries. Thesejobseekers are asked to complete application forms for further
processing. Talk-ins involves thejob aspirants meeting the recruiter (on an
appropriated date) for detailed talks. No application isrequired to be submitted
to the recruiter.
Consultants:
They are in this profession for recruiting and selecting managerial and
executivepersonnel. They are useful as they have nationwide contacts and lend
professionalism to thehiring process. They also keep prospective employer and
employee anonymous. However, thecost can be a deterrent factor.
P-11

Head Hunters:
They are useful in specialized and skilled candidate working in a
particularcompany. An agent is sent to represent the recruiting company and
offer is made to thecandidate. This is a useful source when both the companies
involved are in the same field, andthe employee is reluctant to take the
offersince he fears, that his company is testing his loyalty.
Radio, Television and Internet:
Radio and television are used to reach certain types of job applicants such
asskilled workers. Radio and television are used but sparingly, and that too, by
governmentdepartments only. However, there is nothing inherently desperate
aboutusing radio and television. It depends upon what is said and how it is
delivered. Internet isbecoming a popular option for recruitment today. There are
specialized sites like naukri.com.
SELECTION:
Selection process is a decision making process. This step consists of a number
of activities. A candidate who fails to qualify for a particular step is not eligible
for appearing for the subsequent step. Employee selection is the process of
putting right men on the right job. It is a procedure of matching organisational
requirements with the skills and qualifications of people. Effective selection can
be done only where there is effective matching. By selecting best candidate for
the required job, the organisation will get quality performance of employees.
Moreover, organisation will face less absenteeism and employee turnover
problems. By selecting right candidate for the required job, organisation 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.
The difference between recruitment and selection:
Recruitment is identifying n encouraging prospective employees to apply for a
job andSelection is selecting the right candidate from the pool of applicants
P-12

SELECTION PROCESS:
Selection is along process, commencing from the preliminary interview of the
applicants andending with the contract of employment.
1. Preliminary test
2. Selection test
3. Employment interview
4. Reference and background
5. Analysis
6. Selection decision
7. Physical examination
8. Job offer
9. Employment contract
Step-1
PRELIMINARY INTERVIEW:
The applicants received from job seekers would be subject to scrutiny so as to
eliminateunqualified applicants. This is usually followed by a preliminary
interview the purpose ofwhich is more or less the same as scrutiny of
application, that is, eliminate of unqualifiedapplicants. Scrutiny enables the HR
specialists to eliminate unqualified jobseekers basedon the information supplied
in their application forms. Preliminary interview, on the otherhand, helps reject
misfits for reason, which did not appear in the application forms.
Step-2
SELECTION TEST:
Job seekers who pass the screening and the preliminary interview are called for
tests.Different types of tests may be administered, depending on the job and the
company.
Generally, tests are used to determine the applicant’s ability, aptitude and
personality.
P-13

The following are the type of tests taken:
1. Ability test
2. Aptitude test
3. Intelligence test
4. Interest test
5. Personality test
6. Projective test
7. General knowledge test
8. Perception test
9. Graphology test
10. Polygraph test
11. Medical test
Step-3
INTERVIEW:
The next step in the selection process is an interview. Interview is formal, in-
depthconversation conducted to evaluate the applicant’s acceptability. It is
considered to beexcellent selection device. It is face-to-face exchange of view,
ideas and opinion betweenthe candidates and interviewers. Basically, interview
is nothing but an oral examinationof candidates. Interview can be adapted to
unskilled, skilled, managerial and professionemployees.
Types of interview: -
Interviews can be of different types. There interviews employed by the
companies.
Following are the various types of interview:-
1. Informal interview
2. Formal interview
3. Non directive interview
4. Depth interview
5. Stress interview
6. Group interview
7. Panel interview
8. Sequential interview
P-14

9. Structured interview
10. Unstructured interview
11. Mixed interview
12. Telephonic interview
Step-4
REFERENCE CHECK:
Many employers request names, addresses, and telephone numbers of
references for thepurpose of verifying information and perhaps, gaining
additional background informationon an applicant. Although listed on the
application form, references are not usuallychecked until an applicant has
successfully reached the fourth stage of a sequentialselection process. When the
labour market is very tight, organisations sometimes hireapplicants before
checking references.
Step-5
SELECTION DECISION:
After obtaining information through the preceding steps, selection decision- the
mostcritical of all the steps- must be made. The other stages in the selection
process have beenused to narrow the number of the candidates. The final
decision has to be made the poolof individuals who pas the tests, interviews and
reference checks.
The view of the line manager will be generally considered in the final selection
because itis he/she who is responsible for the performance of the new employee.
The HR managerplays a crucial role in the final selection.
STEP 6:
PHYSICAL EXAMINATION:
After the selection decision and before the job offer is made, the candidate is
required toundergo a physical fitness test. A job offer is, often, contingent upon
the candidate beingdeclared fit after the physical examination. The results of the
medical fitness test arerecorded in a statement and are preserved in the
personnel records. There are severalobjectives behind a physical test.
P-15

Obviously, one reason for a physical test is to detect ifthe individual carries any
infectious disease. Secondly, the test assists in determiningwhether an applicant
is physically fit to perform the work. Thirdly, the physicalexamination
information can be used to determine if there are certain physicalcapabilities,
which differentiate successful and less successful employees. Finally, such an
examination will protect the employer from workers compensationclaims that
are not valid because the injuries or illness were present when the employeewas
hired.
STEP 7:
JOB OFFER:
The next step in the selection process is job offer to those applicants who have
crossed allthe previous hurdles. Job offer is made through a letter of appointed.
Such a lettergenerally contains a date by which the appointee must report on
duty. The appointee mustbe given reasonable time for reporting. Those is
particularly necessary when he or she isalready in employment, in which case
the appointee is required to obtain a relievingcertificate from the previous
employer.
The company may also want the individual to delay the date of reporting on
duty. If the new employee’s first job upon joining the company is to go on
company until perhaps aweek before such training begins.
STEP 8:
CONTRACT OF EMPLOYMENT:
There is also a need for preparing a contract of employment. The basic
information thatshould be included in a written contract of employment will
vary according to the level ofthe job, but the following checklist sets out the
typical headings:
1. Job title
2. Duties, including a parse such as “The employee will perform such duties
and willbe responsible to such a person, as the company may from time to
time direct”.
3. Date when continuous employment starts and the basis for calculating
service.
P-16

4. Rate of pay, allowance, overtime and shift rates, method of payments.
5. Hours of work including lunch break and overtime and shift
arrangements.
6. Holiday arrangements:
7. Paid holidays per year.
8. Public holidays.
9. Special terms relating to rights to patent s and designs,
confidentialinformation and restraints on trade after termination of
employment.
The drawback with the contracts is that it is almost to enforce them. A
determinedemployee is bound to leave the organisation, contract or no
contract.
STEP 9
CONCLUDING THE SELECTION PROCESS:
Contrary to popular perception, the selection process will not end with
executing theemployment contract. There is another step – amore sensitive one
reassuring thosecandidates who have not selected, not because of any serious
deficiencies in theirpersonality, but because their profile did not match the
requirement of the organisation.
They must be told that those who were selected were done purely on relative
merit.
STEP 10
EVALUATION OF SELECTION PROGRAMME:
The broad test of the effectiveness of the selection process is the quality of
thepersonnel hired. An organisation must have competent and committed
personnel.

P-17
Difference between Recruitment and Selection:
1. Recruitment is the process of searching for prospective candidates and
motivating them to apply for job in the organization. Whereas, selection
is a process of choosingmost suitable candidates out of those, who are
interested and also qualified for job.
2. In the recruitment process, vacancies available are finalized, publicity is
given to them and applications are collected from interested candidates.
In the selection process, available applications are scrutinized. Tests,
interview and medical examination are conducted in order to select most
suitable candidate.
3. In recruitment the purpose is to attract maximum numbers of suitable and
interested candidates through applications. In selection process the
purpose is that the best candidate out of those qualified and interested in
the appointment.
4. Recruitment is prior to selection. It creates proper base for actual
selection. Selectionis next to recruitment. It is out of candidates
available/interest.
5. Recruitment is the positive function in which interested candidates are
encouraged tosubmit application. Selection is a negative function in
which unsuitable candidatesare eliminated and the best one is selected.
6. Recruitment is the short process. In recruitment publicity is given to
vacancies andapplications are collected from different sources Selection
is a lengthy process. Itinvolves scrutiny of applications, giving tests,
arranging interviews and medicalexamination.
7. In recruitment services of expert is not required Whereas in selection,
services ofexpert is required
8. Recruitment is not costly. Expenditure is required mainly for advertising
the posts.Selection is a costly activity, as expenditure is needed for testing
candidates andconduct of interviews.

OBJECTIVES
Every task is taken with an objective. Without any objective task is rendered
meaningless.
The main objectives for undertaking this project are:
1. To know the perception of employees regarding recruitment and selection
process.
2. To know the recruitment process followed in CNC Web World.
3. To know the selection process followed in CNC Web World.
4. To review HR policies pertaining to recruitment and selection.

INDUSTRY PROFILE
OVERVIEW OF INDIA’S IT INDUSTRY
Background:
Information technology (IT) industry in India has played a key role in putting
India on the global map. IT industry in India has been one of the most
significant growth contributors for the Indian economy. The industry has played
a significant role in transforming India’s image from a slow moving
bureaucratic economy to a land of innovative entrepreneurs and a global player
in providing world class technology solutions and business services. The
industry has helped India transform from a rural and agriculture-based economy
to a knowledge based economy.
IT industry in India is an industry consisting of two major components: IT
services and business process outsourcing (BPO). The sector has increased its
contribution to India’s GDP from 1.2% in 1998 to 7.5% in 2012. According to
NASSCOM, the sector aggregated revenues of US$ 147 billion in 2015, where
export revenue stood at US$ 99 billion and domestic at US$ 48 billion, growing
by over 13%. India’s Prime Minister NarendraModi has started ‘Digital India’
project to give IT a secured position inside & outside India.
History:
Information technology is playing an important role in India today and has
transformed India’s image from a slow moving bureaucratic economy to a land
of innovative entrepreneurs.
The IT sector in India is generating 2.5 million direct employments. India is
now one of the biggest IT capitals of the modern world and the entire major
players in the world IT sector are present in the country.
Bangalore is considered to be the silicon valley of India because it is the
leading It exporter. Exports dominate the industry and constitute about 77% of
the total industry revenue. However, the domestic market is also significant
with a robust revenue growth. The industry’s share of total Indian exports
(merchandise plus service) increased from less than 4% in FY1998 to about
25% in FY2012.
P-20

VSNL introduced Gateway Electronic Mail Service in 1991, the 64 Kbit/s
leased line service in 1992, and commercial Internet access on a visible scale in
1992.
The Indian economy underwent economic reforms in 1991, leading to a new era
of globalization and international economic integration. “The New
telecommunications policy, 1999” (NTP 1999) helped further liberalize India’s
telecommunication sector. The Information technology Act 2000 created legal
procedures for electronic transactions and e-commerce.
Research & Development:
To support Research & development in the country and promoting Start-ups
focussed on technology and innovation, a weighted deduction of 150% of
expenditure incurred on in-house R&D is introduced under the Income Tax Ac.
In addition to the existing scheme for funding various R&D projects have been
funded through new scheme like Support International Patent Protection in
Electronics & IT (SIP-EIT), Multiplier Grants Scheme (MGS).
The government has initiated the setting up of an Open Technology Centre
through NIC aimed at giving effective direction to the country on Open
Technology in the areas of Open Source Solutions, (OSS), Open Standard,
Open Processes, Open Hardware specifications and Open Course-ware. This
initiative will act as a National Knowledge facility providing synergy to the
overall components of Open Technology globally.
Recent Development:
The biggest economic effect of the technologically inclined services in India-
accounting for 40% of the country’s GDP and 30% of export earnings as of
2006, while employing only 25% of its workforce.
Today, Bangalore is known as the Silicon Valley of India and contributes 33%
of Indian IT exports. Thiruvananthapuram (Trivandrum), the capital of Kerala
state, is the foremost among the Tier-II cities that is rapidly growing in terms of
IT infrastructure. As the software hub of Kerala, more than 80% of the state’s
software exports are from here.
P-21

Regulations:
After the economic reforms of 1991-92, liberalization of external trade,
elimination of duties on imports of information technology products, relaxation
of controls on both inward and outward investments and foreign exchange and
the fiscal measures taken by the Government of India and the individual State
Governments specifically for IT and ITES have been major contributory factors
for the sector to flourish in India and for the country to be able to acquire a
dominant position in offshore services in the world. The major fiscal incentives
provided by the Government of India have been for the Export Oriented Units
(EOU), Software Technology Parks (STP), and Special Economic Zones (SEZ).
Challenges:
Cyber security and quality management are few key areas of concern in today’s
information age. To overcome such concerns in today’s global IT scenario, an
increasing number of IT-BPO companies in India have gradually started to
emphasize on quality to adopt global standards such as ISO 9001 (for Quality
Management) and ISO 27000 (for Information Security). Todaycentres based in
India account for the largest number of quality certifications achieved by any
single country.
India aims to transform India into a truly developed and empowered society by
2020. However, to achieve this growth, the sector has to continue to re-invent
itself and strive for that extra mile, through new business models, global
delivery, partnerships and transformation. A collaborative effort from all
stakeholders will be needed to ensure future growth of India’s IT-ITeS sector.
We will need to rise up to the new challenges and put in dedicated efforts
toward providing more and more of end-to-end solutions to the clients to keep
the momentum going.
India is now one of the biggest IT capitals in the modern world and has
presence of all the major players in the world IT sector. HCL, Wipro, Infosys
and TCS are few of the household names of IT companies in India.
P-22

Future prospects:
Globalization has had a profound impact in shaping the Indian Information
Technology industry. Over the years, verticals like manufacturing, telecom,
insurance, banking, finance and lately the retail, have been the growth drivers
for this sector. But it is very fast getting clear that the future growth of IT and IT
enabled services will be fuelled by the verticals of climate change, mobile
applications, healthcare, energy efficiency and sustainable energy.
The near future of Indian IT industry sees a significant rise in share of
technology spend as more and more service providers both Indian and global
target new segments and provide low cost, flexible solutions to customers.
By 2015, IT sector is expected to generate revenues of USD 130 billion
(NASSCOM) which will create a transformational impact on the overall
economy. IT spending is expected to significantly increase in verticals like
automotive and healthcare while the government, with its focus on e-
governance, will continue to be a major spender.
However, to achieve this growth, the sector has to continue to re-invent itself
and strive for that extra mile, through new business models, global delivery,
partnerships and transformation. A collaborative effort from all stakeholders
will be needed to ensure future growth of India’s IT-ITeS sector. We will need
to rise up to the new challenges and put in dedicated efforts toward providing
more and more of end-to-end solutions to the clients to keep the momentum
going.
P-23

Company Profile
CNC WEB WORLD
An ISO 9001:2008 Certified Company
(ITTraining & Development Company)
Introduction
CNC WEB WORLD is a full spectrum human capital solutions company with
three major divisions Software & Mobile app Development, IT Training & HR
Solution; Head office situated in The Oxford of the east, Pune. The company is
today widely regarded as the fastest growing IT/Software training and
development & HR entity in India. They focus on the procession that create and
maintains software application by applying technologies and practices from
project management, engineering, application domains and other fields to
provide Training, Human Resources, Software/IT development services to
client organizations.
Vision and Mission:
“To provide customised IT training and corporate training programs to give
quality learning experience”.
P-24

Their training program features:
IT Training:
CNCWEBWORLD is India’s First One to One Training centre (One faculty for
One student).They are one of the leading high end super specialization training
and placement organizations in Pune, CNC WEB WORLD has an initiative
taken by the company looking at the increasing demand for skilled professionals
in the market. With everyday new technology arising and challenges adding up
to individual’s career they are here to help and shape the career and make their
students market ready.
They take the challenge to help students begin their career with a boost as the
training faculty will help the students to become ready for the IT career and face
the upcoming challenges of life. They have designed their curriculum as per
market working standards which helps students to gain professional knowledge
under the guidance of our professional faculties who have years of market
experience. They make students feel comfortable during the learning process at
the training centre.
Following types of training are provided in the company:
1. In-house training:
In In-house training they provide training in CNCWEBWORLD
premises.
Their training program includes:
1. Web Designing
2. PHP & MySQL
3. Asp.net & C#.net
4. Core & Advanced java
5. GUI Development Training
6. Graphics Designing
7. Android Apps development
P-25

8. C & C++ Programming
9. Industrial Training
10. College workshop
11. Corporate workshop
12. Final Year Project in IT
Corporate training:
CNCWEBWORLD provides world class corporate IT training programs in a
wide range of subjects for all the MNC and small scale Organizations. Their
training programs contains technical, higher-end subjects, have been very well
received by the participating organization.
Their Corporate training programs feature:
a) Customized training Programs to provide quality learning experience.
b) Industry Exposure.
c) Expert faculties and complete guidance from them.
d) Connect with Industry leaders for excellent support.
e) Flexible Training Schedule- Courses can be delivered at your chosen
convenient time.
f) Cost effectiveness and on time completion.
• Academic / Final Year Projects:
CNCWEBWORLD has developed a unique practical approach to give students
the Exposure to real project experience. Instead of offering the projects, they
guide the students to improve their technical proficiency to develop their
Project. Training will be provided on your relevant project execution.
Their support starts from providing training to improve the required skills
tostart a project, to find out and meet its objectives till the stage of project
completion. You are also trained to know the other essential elements likeTeam
working, decision making, reliability, usability and performance testing, timely
delivery, customer expectations during your project development.
P-26

This training will improve skills and enable students to meet the industrial
Requirements with a wider knowledge and a greater confidence.
IT Workshop:
They also provide IT workshop in college, commercial or corporate Sector.
They update students about new technologies. Provide exposure of Indian
Global IT market. They are providing workshop on ANDROID, JAVA,
IPHONE, PHP, C, C++, WEB DESIGNING, EMBEDDED SYSTEM &
ROBOTICS etc.
Advantage of CNCWEBWORLD certification
• Personal attention.
• Flexible timing.
• Guidance for college projects.
• Weekly class on career guidelines.
• Interview preparation.
• Personality development.
• 100% Practical training.
• 100% job assistance.
• Training on the basis of company requirements.
• Dedicated team for placement.
• Expert faculty.
• Well equip lap with high configuration computer.
Software & Application Development:
CNCWEBWORLD is promoted by group of professionals having strong
domain expertise across various vertical segments, focusing on providing IT
services across the globe. We provide professional services and solutions that
are robust, scalable and cost-effective.
Positioned as a complete software services organization including staffing
services, CNCWEBWORLD provides end-to-end solutions to a wide range of
clients from diverse sectors around the world.
P-27

LITERATURE REVIEW:
RECRUITMENT:
Recruitment is the process of attracting individuals on a timely basis in
sufficient numbers and with appropriate qualification, to apply for jobs within
an organization.It is the process of finding and attracting capable applicantsfor
the employment. The process begins when new recruits are sought and ends
when theirapplicants are submitted. The result is a pool of applicants from
which new employees areselected.
Selection:
Selection process is a decision making process. This step consists of a number
of activities. A candidate who fails to qualify for a particular step is not eligible
for appearing for the subsequent step. Employee selection is the process of
putting right men on the right job. It is a procedure of matching organisational
requirements with the skills and qualifications of people. Effective selection can
be done only where there is effective matching. By selecting best candidate for
the required job, the organisation will get quality performance of employees.
Moreover, organisation will face less absenteeism and employee turnover
problems. By selecting right candidate for the required job, organisation will
also save time and money.
Recruitment and selection in CNC WEB WORLD:
Recruitment:
Recruitment techniques are the means or media by which the management
contacts prospective employees or provides necessary information or exchange
of ideas order to stimulate them to apply for jobs.
P-28

1. Direct method:
Under direct recruitment scouting, employees contacts, and waiting lists are
used. In scouting, representatives of the organisation are sent to educational and
training institutions. These travelling recruiters exchange information
withstudents, clarify their doubts, simulate them to apply for jobs conduct
campus interviews and short list candidates for further screening.
2. Indirect method:
Advertisement in newspaper, journals, on the radio and television are used to
publicise vacancies. A well thought out and clear advertisement enables
candidates to assess their suitability so that only those possessing the requisite
qualification will apply.
3. Third party method:
Various agencies can be used to recruit personnel. Public employment
exchanges, management consulting firms, professional societies, temporary help
societies, trade unions, and labour contractors are the main agencies.
4. Internet recruitment:
Various job sites are now available on the internet. The organisation can create
profile on such sites so that various resumes of applicants can be viewed and
matched with the requirements of the job and as much as applicants can be
called because almost 25% of net users in India search for jobs through internet.
Recruitment and selection in CNC WEB WORLD:
Steps in recruitment process in CNC WEB WORLD:
Step 1:
Wheneverthere is avacancyinthe companyfirstit willbeknownbythe project manager.
The project manager informs about the vacancy to the general manager.
P-29

Step 2:
Once the general manager comes to know about vacancy in the company he will inform it
to the chairman to get the approval of recruitment.
Step 3:After getting the recruitment approval the process is done by HR manager.
Moreover the recruitment of the company internally, that is the existing
employee will be given first priority.
Sources of recruitment:
Internal sources:
1. Present permanent employees
The company considers the candidates from their sources for telecom industry
because,
Availability of most suitable candidates
The policy of the organization to motivate the present employees.
P-30
RECRUITMENT
INTERNALSOURCES EXTERNAL SOURCES
PRESENT EMPLOYEES
RETIRED EMPLOYEES
NEWSPAPER
JOB CENTERS
INTERNET
CONSULTANTS

2. Retired employees
Generally the organization takes the candidates for the employment from the
retired employees due to obligation. Sometimes the company re-employee the
retired employee’s as a token of their loyalty totheorganization.
External sources:
1. Job centres:
This is a network covering most cities acting as agent for potential
employers. They are the private employee exchange; job centres help the
candidatesinknowingmoreaboutthecompany.
2. Outplacement consultants
These are the consultants just like the employment exchange. In this job
consultants can register their name and when there is a sent
for interview. Actively seeking to place and may provide training
required. Available when recruitment needed.
3. Newspaper:
Whenever there is recruitment in the company it will be advertised in the
newspaper. Since only the newspaper is the source of reaching the information to
all the people.
4. Internet:
Internet is the modern mode of recruitment. If a company want to fill a
vacancy through external source then internet is the best option to
choose.
P-31

Reasons for selecting the sources:
1. Referrals:
Referrals are the existing employees working in the same
organization. CNC WEB WORLD select referral as their source
since it is an economical way of recruiting.
This is also a fastest means of recruitment.
In case of emergency to place an employee in particular position
can be done easily through referrals.
2. Newspapers:
Newspaper is a media through which information can be spread all
over the country.
Job seekers are able to get information about the vacancies through
newspapers.
Newspapers are cost effective.
Coverage is high.
3. Internet:
Internet is a modem source used for recruiting the candidates.
Internet is selected as a source of recruitment for the following
reasons also.
It is a fastest means of source.
4. Consultants:
Consultants are a source through which more number of candidates
can be recruited and selected.
Consultants help the organization at the time of emergency.
P-32

It is also selected for the following reasons:
• Cost effective.
• Time taken is less.
• Itiseasysourcesinceitwillhavethecandidatesallthetimewhich will help during
emergency period.
Factors that are considered while recruiting in CNC WEB WORLD:
• Determining which characteristics that differentiate people are most
important to performance.
• Measuring those characteristics.
• Deciding who should make the selection process.
• Time effective and economical.
Factors affecting recruitment:
Internal External
Recruitment policy Supply and demand
HR planning Labour market
Size of the firm Socio, political and legal factors
Growth and expansion Competitors
Internal factors:
1. Recruitment policy: The recruitment policy of an organisation specifies
the objective of the recruitment and provides a frame work for the
implementation of recruitment strategy. It may involve organisational
system to be developed for implementing recruitment strategies and
procedures by filling up vacancies with best qualified people. The
recruitment policies of an organisation are affected by the following
factors:
P-33

• Organisational objectives.
• Personnel policies of the organisation
• Govt. policies on reservation
• Preferred source of recruitment
• Need of the organisation.
• Recruitment costs and financial implications.
2. Human resource planning:
Effective human resource planning helps in determining the gaps present in
the existing manpower of the organisation. It also helps in determining the
number of employees to be recruited and what qualifications they may
possess.
3. Size of the firm:
The size of the firm is an important factor in recruitment process. If the
organisation is planning to increase its operations and expand its business, it
will think of hiring more personnel which will handle its operations
4. Cost:
Recruitment incur cost to the employer, therefore, organisation try to employ
that source of recruitment which will bear a lower cost of recruitment to the
organisation for each candidate.
5. Growth and expansion:
Organisation will employ or think of employing more personnel if it is
expanding its operations.
P-34

External factors:
1. Supply and demand:
The availability of manpower both within and outside the organisation is an
important determinant in the recruitment process. If the company has a demand
for more professionals and there is limited supply in the market for the
professionals demanded by the company, then the company will have to depend
upon internal sources by providing them special training and development
programmes.
2. Labour market:
Employment conditions in the community where the organisation is located will
influence the recruiting efforts of the organisation. If there is surplus of the
manpower at the time of recruitment, even informal attempts at the time of
recruiting like notice board display of the requisition or announcements in the
meeting etc. will attract more than enough applicants.
3. Socio, political and legal factors:
Various govt. regulations prohibiting discrimination in hiring and employment
have direct impact on recruiting practices. E.g. if Govt. introduces legislations
for reservation in employment for scheduled castes, scheduled tribes, physically
handicapped etc. it becomes an obligation for the employer. Also trade unions
play an important role in recruitment. This restricts management freedom to
select those individuals who it believes would be best performers.
Competitors:The recruitment policies of the competitors also affect the
recruitment function of the organisation. To face the competition, many a times
the organization has to change their recruitment policies according to the
policies being followed by the competitors.
P-35

Selection process:
General criteria that are followed during the process of selection in CNC
WEB WORLD:
1. Internal selection:
The candidates who are selected internally need not go for the selection test.
The company already knows the ability of the employee.
Criteria’s that are followed for internal selection in CNC WEB
WORLD:
The revenues the existing employee made.
His efficiency.
The employee’s technical ability.
Work experience of the employee.
Doing the selection internally is cost effective.
Timeisnotwasted.
2. External selection process:
The selection process in company refers to the person come through external
source of recruitment has to undergo the below selection process; this
selection process has a series of hurdles which the applicants has to go through.
P-36

Tests:
1. Technical test and Interview:
The test refers here is technical test. CNC WEB WORLD conduct test for the
qualified candidates after they are screened on the basis of the application
blanks so as measure the candidate’s ability in technical side.
Also the short listed candidates are supposed to go through the technical
interview in which the technical knowledge of the candidate is checked. The
candidates who crack this interview have to go through the panel interview.
2. Panel interview
This is an interview where the panel members will interview the candidate, here
the real capacity of the applicant will be revealed.
P-37
TECHNICAL INTERVIEW
PANELINERVIEW
DIRECTINERVIEW
MEDICALEXAM
REJECTED
TECHNICALTEST

A series of questions will be asked as quickly as possible and the applicant has
to satisfy the panel members throughhisanswers.
3. Direct interview:
This is the final round of the entire selection process. In this round the personal
details of the candidates, his expectation towards the company will be known
and according to the applicants attitude towards the job the applicant will
be selected.
Objective of the interview:
• To know the information about the candidates.
• To provide the candidates with the facts of the job and the organization.
• To judge the suitability of candidates to the job.
• To see the inner self and feelings of the candidates.
4. Medical:
After the final interview the applicants who have crossed the above stages are
sent to physical examination either to the company physician or to a medical
officer approved for the purpose. Such examination serves the following
purposes:
• It determines whether the candidate is physically fit to perform the job.
Those who are unfit are rejected.
• It reveals existing disabilities and provides a record of the employee’s
health at the time of selection. This record will help in settling company’s
liability under the Workmen Compensation Act for claim for an injury.
• It prevents the employment of people suffering from contagious disease.
• It identifies candidates who are otherwise suitable but require specific
jobs due to physical handicaps and allergies.
P-38

Types of interviews that are adopted during selection process in CNC WEB
WORLD:
Members involved in external selection process:
P-39
Selection process Members
Tests Technical Engineers
Technical interview HR manager and Senior Technical Persons
Panel interview HR managers, HR persons, Project Manager
Direct interview Project Manager

RESEARCH METHODOLOGY
Research is defined as human activity based on intellectual application in the
investigation of matter. The primary purpose for applied research is discovering,
interpreting, and development of methods and systems for the advancement of
human knowledge on a wide variety of scientific matters of our world and the
universe. Research can use the scientific method, but need not do so.
Scientific research relies on the application of the scientific method, a
harnessing of curiosity. This research provides scientific information and
theories for the explanation of the nature and the properties of the world around
us. It makes practical applications possible. Historical research is embodied in
the historical method. Scientific research can be subdivided into different
classifications according to their academic and application disciplines.
Aim
To analyze the recruitment and selection process of IT personnel in CNC WEB
WORLD and review HR policies pertaining to recruitment and selection
Research Design:
Descriptive research
Source of Data collection:
The primary as well as the secondary sources was used for collection of
data.
Primary data:
Questionnaire and interview
Secondary Data:
Books and Journals
Primary data involves the collection of data that does not already
exist. This can be through numerous forms, including questionnaires and
telephone interviews amongst others.
Secondary research involves the summary, collection and/or
synthesis of existing research rather than primary research, where data are
collected from, for example, research subjects or experiments.
P-40

Thus the sources of data collection were as follows:
PRIMARY SECONDARY
1. Interview Schedule 1. Company records
2. Questionnaires 2. Magazines
3. Observation Method 3. Other records
4. Discussion 4. Website of Company
Data type:
Primary as well as secondary data was collected.
Sample unit:
IT personnel of CNC WEB WORLD
Sample Size:
20
Sampling Technique:
Convenient sampling
Field of Study:
This project was carried out at CNC Web World, Pune
P-41

8.
DATA ANALYSIS AND INTERPRETATION

8. DATA ANALYSIS & INTERPRETATION
8.1. Sources used in recruitment and selection:
8.1. Which of the sources of recruitment and selection are used in CNC WEB
WORLD?
a. Internal
b. External
c. Both
Table: 8.1
Options Internal External Both Total
Responses 2 7 11 20
Percentage 10 35 55 100%
Chart: 8.1
Source: Primary data or questionnaire
Interpretation:
It was found that about 55% of the recruitment and selection is done both by
internal and external sources, while as external sources are used more than the
internal sources. Employees are hired mostly from external sources like job
portals, consultancy etc.
P-42
10%
35%55%
internal external both

8.2. External sources used in recruitment:
8.2. Which of the following external sources are used for recruitment in CNC
WEB WORLD?
a. Advertisement
b. Internet
c. Campus recruitment
d. Consultancies
e. All of the above
Table:8.2
Options Advertisement Internet Campus
drives
Consultancy All of
the
above
Total
Responses 5 3 2 8 2 20
Percentage 25 15 10 40 10 100%
Chart:8.2
Interpretation:
It was found that 40% of the employees are recruited through the consultancies
and 20% of the employees are selected by the advertisement followed by
internet with 15% and campus selections with 10%. Consultancy and Internet
are the major sources which provide eligible candidates for the hiring in CNC
Web World.
P-43
25%
15%
10%
40%
10%
adv.
internet
campus
consultancy
all

8.3. Form of recruitment and selection used:
8.3. Which form of recruitment and selection is used in CNC WEB WORLD?
a. Centralised
b. Decentralised
Table: 8.3
Options Centralised Decentralised Total
Responses 2 18 20
Percentage 10 90 100%
Chart: 8.3
8.3 Interpretation:
It was found that recruitment is decentralised. However, for higher positions of
employment the recruitment is centralised. Recruitment is decentralised as all
the centres of CNC WEB WORLD recruit their employees according to the
number of vacancies available in the respective centres.
P-44
10%
90%
centralised decentralised

8.4. Employees perception about recruitment process:
8.4. Are you satisfied with the recruitment process?
a. Yes
b. No
Table: 8.4
Options Yes No Total
Responses 16 4 20
Chart:8.4
8.4 Interpretation:
It was found that 90% of employees are satisfied with the recruitment process
adopted by CNC WEB WORLD. However, some of the respondents thought
there should be some changes in the existing recruitment process of the
organisation.
P-45
80%
20%
yes no

8.5 Methods used during selection process
8.5. Which of the following methods does CNC WEB WORLD uses during
selection?
a. Written
b. Group discussion
c. Personal interview
d. Group discussion and personal interview
e. All of the above
Table:8.5
Options Written GD PI GD &
PI
All Total
Responses 1 3 6 8 2 20
Percentage 5 15 30 40 10 100%
Chart: 8.5
8.5 Interpretation:
It was found that 40% of selection is done by Group Discussion & Personal
Interview. However, Personal Interview is mostly used method of selection
followed by group discussion. Employees selected in CNC WEB WORLD are
finally selected by a personal interview taken by the head of the centre.
P-46
5%
15%
30%
40%
10%
written GD PI GD and PI all of the bove

8.6.Perception of employees towards selection process:
8.6. Are you satisfied with the selection process?
1. Yes
2. No
Table: 8.6
Responses 16 4 20
Chart: 8.6
8.6 Interpretation:
It was found that about 80 % of the employees are satisfied with the selection
process. However, the remaining is of the opinion that there should be some
change in the recruitment and selection process of the organisation.
P-47
80%
20%
yes
no

8.7. Techniques used for selection:
8.7.Do you think innovative techniques like stress test, psychometric test and
personality test should be used for selection?
1. Yes
2. No
Table: 8.7
Responses 4 16 20
Chart: 8.7
8.7 Interpretation:
It was found that 20% of the respondents were of the opinion that stress
test, psychometric test and personality tests should be used for the selection,
while the others were satisfied with the existing recruitment and selection
process. Most of the employees in CNC WEB WORLD are unaware of these
types of tests as they are mostly fresher’s.
P-48
20%
80%
yes no

8.8. Recruitment process used for different grades of employees:
8.8. Does your company follow different recruitment process for different
grades of employment?
1. Yes
2. No
Table: 8.8
Chart:8.8
8.8. Interpretation:
It was found that from that different recruitment process is adopted for different
grades of employment. Like, for the recruitment of trainers in CNC web world
theoretical knowledge is considered more and for the developers technical
knowledge is given importance.
P-49
100%
0%
yes
no
Responses 20 0 20

8.9.Company HR practices:
8.9. How do you rate HR practices of the company?
Table: 8.9
S No. Options Respondents In percentage
1 Excellent 10 50%
2 Good 8 30%
3 Average 1 10%
4 Bad 1 10%
Total 20
Chart:8.9
50% of the employees feel that HR department is good where and 30% say that
its very good where as 10% says its average and 10% employees feel it’s bad.
Some employees are not happy as they have to spend a little more time if they
have to take demo training sessions.
P-50
50%
30%
10%
10%
Excellent
Good
Average
Bad

8.10.Contract signed while joining the organization:
8.10. Is there any contract signed by employees while joining the organization?
1. Yes
2. No
Table: 8.10
S No. Options Respondents In percentage
1. Yes 18 90%
2. No 02 10%
Total 20
Chart: 8.10
8.10.Interpretation:
Above chart shows that almost 10% employees said no and 90 % said yes they
have to sign a bond while joining the organization. Employees have to submit
one of their original certificates in the time of their joining and they cannot
leave this company before one year. If the employees agree to these conditions
then they are moved to next round of interview.
P-51
90%
10%
yes
no

8.11.HR policy of the company:
8.11. Are you comfortable with the HR policies of the company?
a. Yes
b. No
Table: 8.11
S. No. Options Respondents In percentage
1. Yes 18 90%
2. No 02 10%
Total 20
Chart: 8.11
It was found that 10% employees were not comfortable with the policies of
company and 90% employees are happily working with the current HR
practices of the company. Some of the employees were not comfortable with the
policy as they find risk in submitting their original documents to the company.
P-52
90%
10%
Yes
No

FINDINGS
The collected data are analysed and general observations has proven that CNC
WEB WORLD has done remarkable job in its Human Resource department.
The main findings are as follows:
1. In CNC WEB WORLD employees feel that the HR department is good.
2. The recruitment and selection process is decentralised (Pune, Akola and
Nagpur)
3. About 90% of the employees are satisfied with the recruitment and
selection process.
4. Most of the managers prefer personal interviews.
5. Mostly external sources of recruitment are considered.
6. About 90% of employees feel that they are comfortable working with the
current HR policies of the company and 10% feel that they need some
changes in the policies. The policy of the company is to submit one of the
original educational documents and cannot leave the company for 1 year,
if done so then they have to pay a sum of Rs.25, 000 to the company to
get the certificate back, which some of the employees find unnecessary
and also risky.
P-53

CONCLUSION
Recruitment is the process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organization. And
Selection is selecting the right candidate at the right time in the right place.
Employees of CNC WEB WORLD are satisfied with the current/existing
recruitment and selection process. CNC Web World is recruiting their
employees mainly through consultancies. Consultancies are the mediator
between the organization and the candidates as it serves the requirements of
employees as well as the organization. CNC Web World recruits their
employees in a decentralised way (Pune, Akola, and Nagpur).
Also CNC Web World has to consider internet sources for recruitment of
employees so that it could motivate the employees. Employees are also well
aware about the various sources and methods of recruitment and selection. CNC
Web World has to implement innovative techniques in selection process like
group discussion, stress interview, etc.
P-54

SUGGESTION
From the findings I can suggest CNC Web World, Pune branch following things
for the more effectiveness of recruitment and selection process and HR policies:
Recruitment must be done by analysing the job firstly which will make it
easier and will be beneficial from the company’s point of view.
More emphasis should be given on internet and advertisement so that
more and more candidates apply for the jobs and it will be easy to find
the right employee among them.
The recruitment and selection procedure should not be too lengthy and
time consuming.
Company should try to use the internal recruitment process first because
it incurs less cost and acts as a motivational factor to the employees.
Provide training to employees so that they get better knowledge, skills
and attitude.
Company should amend some parts of their HR policies for better
effectiveness.
P-55

BIBLIOGRAPHY
Books:
• C.B. Gupta, (1996) Human Resource Management, Sultan Chand &Sons.
• K Ashwathapa, (1997) Human Resource and Personnel Management,
Tata McGraw Hill
• Dr. C.R. Kothari, (2008) Research Methodology
• Chris Duke,(2001) Recruiting the right staff
Websites:
1. www.google.com
2. www.en.wikipedia.org
3. www.citehr.com
4. www.cncwebworld.com
5. www.scribd.com
P-56

ANNEXTURE
Questionnaire:
Recruitment and selection process of IT personnel in CNC Web
World, Pune.
This questionnaire survey is purely for academic purpose. Any information
collected through this survey is confidential and would not be shared with
anyone other than the people involved in this.
Name: ...............................................................................................
Designation: ............................................. Age: ...............................
Department: ..................................... Qualification: .........................
Answer the following questions: (kindly give your unbiased response)
Q1. Which of the sources of recruitment and selection are used in CNC WEB
WORLD?
a. Internal
b. External
c. Both
Q2. Which of the following external sources are used for recruitment in CNC
WEB WORLD?
a. Advertisement
b. Internet
c. Campus recruitment
d. Consultancies
e. All of the above
P-57

Q3. Which form of recruitment and selection is used in CNC WEB WORLD?
a. Centralised
b. Decentralised
Q4. Are you satisfied with the recruitment process?
1. Yes
2. No
Q5. Which of the following methods does CNC WEB WORLD uses during
selection?
1. Written
2. Group discussion
3. Personal interview
4. Group discussion and personal interview
5. All of the above
Q6. Are you satisfied with the selection process?
1. Yes
2. No
Q7.Do you think innovative techniques like stress test, psychometric test and
personality test should be used for selection?
1. Yes
2. No
Q8. Does your company follow different recruitment process for different
grades of employment?
1. Yes
2. No
Q9. How do you rate HR practices of the company?
1. Excellent
2. Good
3. Average
4. Bad
P-58

Q10. Is there any contract signed by employees while joining the organization?
1. Yes
2. No
Q11. Are you comfortable with the HR policies of the company?
a. Yes
b. No
P-59

Project on recruitment and selection process

Project on recruitment and selection process

Recommandé

Recommandé

Contenu connexe

Tendances

Tendances (20)

En vedette

En vedette (20)

Similaire à Project on recruitment and selection process

Similaire à Project on recruitment and selection process (20)

Project on recruitment and selection process