The document provides an overview of recruitment and selection processes. It discusses key concepts like recruitment needs, sources, trends and factors affecting recruitment. It also describes the selection process and different outcomes. The recruitment process involves identifying vacancies, preparing job descriptions, advertising positions, screening and selecting candidates. Internal sources include transfers and promotions, while external sources comprise methods like advertisements, agencies and referrals. Recent trends in recruitment discussed are outsourcing, poaching and e-recruitment. Selection aims to predict the candidates most likely to succeed and perform well.

1. 1
Table of contents
Chapter 1
Company profile
 INTRODUCTION
 BACKGROUND OF THE COMPANY
Chapter 2
Literature Review
 CONCEPT – RECRUITMENT
 RECRUITMENT NEEDS
 SIGNIFICANCE OF RECRUITMENT
 RECRUITMENT PROCESS
 RECRUITMENT SOURCES
A. INTERNAL
B. EXTERNAL

2. 2
 ADVANTAGES AND DISADVANTAGES OF
RECRUITMENT SOURCES
 FACTORS AFFECTING RECRUITMENT
 RECENT TRENDS IN RECRUITMENT
 CONCEPT SELECTION
 OUTCOMES OF SELECTION DECISIONS
 SELECTION PROCESS
 DIFFERENCE BETWEEN RECRUITMENT AND
SELECTION
 HRD AT L&T
 RECRUITMENT POLICY
 RECRUITMENT STRATEGY
 RECRUITMENT SOURCES OF L&T
 SKILLS SET RECRUITMENT
 RECRUITMENT FOR MANAGERIAL POSITION
 RECRUITMENT FOR SENIOR AND JUNIOR LEVEL
POSITION
 RECRUITMENT CYCLE TIME
 SELECTION PROCESS IN L&T

3. 3
 PURPOSE OF RESEARCH STUDY
 ANALYSIS AND INTERPRETATION OF DATA
 FINDINGS
 LIMITATIONS
 RECOMMENDATIONS
 CONCLUSION
 BIBLIOGRAPHY

4. 4
PREFACE
The world of marketing is moving more rapidly than
ever. The intelligent and successful people

5. 5
INTRODUCTION
“ABOUT THE COMPANY”

6. 6
INTRODUCTION
Organisations are becoming large & complex with progressive
industrialisation. Human Resource Department hence becomes the
prime department in all concerns whether small or large & its
Importance can be never ever estimated. The basic concept of
summer training is to give students a new insight of practical
applications of Human Resource Department of the organisation.
 In this modern world all human being thrive to become more
skilled & hence they all work hard to achieve the predetermined
goals with their wholehearted dedication towards their jobs
assigned. They always try to be close to perfection for this they
need to be properly trained in their respective fields so that the
unskilled workforce sharpen their skills & the skilled workforce
move closer to their goals.
 Also each of the employees should be properly motivated so that
he/she develops a will to work & fell that he is a part of the
organisation, this help in the development of a sense of
responsibility & a sense of belongingness amongst the employees.
Hence the need for development of human resource was felt. The

7. 7
Human Resource of the organisation should be prepared in such a
way that they help the employee to perform efficiently.
 have made an effort through this research study to
understand and analyse various aspects related to Human
Resource strategy of Larsen and Toubro (L & T) with special
reference to recruitment and selection procedure at L & T.
In The Process , The Aspects
Which Have Been Looked Into
Are:

8. 8
RESEARCH
METHODOLOGY
Primary Objective(s):
The primary objective is to study , understand and analyse
various aspects related to recruitment and retention
procedure at L & T.
Hypothesis
 A Research Methodology defines the purpose of the
research, how it proceeds, how to measure progress and
what constitute success with respect to the objectives
determined for carrying out the research study.

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Research Design
 Exploratory research: this kind of research has the primary
objective of development of insights into the problem. It
studies the main area where the problem lies and also
tries to evaluate some appropriate courses of action.
 The research methodology for the present study has been
adopted to reflect these realties and help reach the logical
conclusion in an objective and scientific manner.
The present study contemplated an exploratory
research.
Nature Of Data:
Primary data : Data which is collected through
direct interviews and by raising questionaires.
Secondary data: Secondary data that is already
available and published .it could be internal and external
source of data. Internal source: which originates from the
specific field or area where research is carried out e.g.
publish broachers, official reports etc.

10. 10
External source: This originates outside the field of
study like books, periodicals, journals, newspapers and the
Internet.

11. 11
SCOPE OF THE
STUDY
I have foccussed my study on L & T and based my study primarily on the recuitment
and retention procedure at L & T.

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CRITICAL
REVIEW OF
LITERATURE
COMPANY PROFILE
 Founded in 1938, Larsen & Toubro Limited (L&T) is one of
Asia's largest vertically integrated Engineering &
Construction conglomerate with additional interests in
Information Technology and electrical business. A strong,
customer-focused approach and the constant quest for
top-class quality have enabled the company to attain and
sustain leadership position for over seven decades.

13. 13
 Serving the core sectors and infrastructure of the
economy, L&T has pioneered spectacular achievements
in Indian industry. Many of the engineering and
construction projects executed by L&T have set new
benchmarks in terms of scale, sophistication and speed.
So do many buildings, ports, highways, bridges and civil
structures around the country, which are widely regarded
as landmarks.
L & T – AN INDIAN
MULTINATIONAL
 In line with its strategy of aligning capabilities to meet
emerging trends, L&T recently initiated a mega-
transformation process, internally to ensure that it
emerges, as a knowledge-based Indian multinational.
 Over the years the company has proactively created the
necessary infrastructure for its global initiative with office
locations in USA, Europe, Middle East and Japan. The
Engineering & Construction Division made significant

14. 14
progress during the year in increasing its presence in the
overseas markets. The Division secured orders from
international clients located at Malaysia, USA, UK, Brazil,
Saudi Arabia, UAE, Qatar, Bangladesh, Sri Lanka, etc.
The export earnings of the Division amounted to Rs.
24600 million during the year 2005-06.
THE CUSTOMER PROFILE
 The customer profile includes leading names such as
Samsung, Chevron, Bechtel, Kvaerner, Pirelli, Siam
Michelin, Goodyear, etc.
The Electrical & Electronics Division too has increased its
thrust on exports and the share of export revenues during
the year ended March 31, 2006 increased to 11 % as
compared to 8% in the previous year.
L&T believes that progress must necessarily be achieved
in harmony with the environment. A commitment to
community welfare and environmental protection
constitute an integral part of the Corporate Vision.

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CORPORATE VISION
 L&T shall be a professionally-managed
Indianmultinational, committed to total customer
satisfaction and enhancing shareholder value.
 L&T-ites shall be an innovative, entrepreneurial and
empowered team
constantly creating value and attaining global
benchmarks.
 L&T shall foster a culture of caring, trust and continuous
learning while meeting expectations of employees,
stakeholders and society.

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THE BUSINESS SECTOR
 L&T's Engineering & Construction Division provides
'design-build' or 'turnkey' EPC solutions in all major
engineering disciplines, including civil / structural, plant
design / mechanical, electrical and process control /
automation, playing a critical role in the core sectors of
Industry and Infrastructure areas. We provide services
right from the earliest stages of pre-project development
through to start-up and bring expertise to the industries
that we serve while applying core competencies and skills
to all our work.
The industries we serve are listed as follows:

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“LITERATURE
REVIEW”

18. 18
CONCEPT – RECRUITMENT
RECRUITMENT–Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME.
Recruitment is an important part of an organization’s human resource planning
and their competitive strength. HRP helps determine the number and type of
people an organization needs. Job Analysis and Job Design specify the tasks and
duties of jobs and the qualifications expected from prospective jobholders.
Recruitment is a process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their applications are
submitted. The result is a pool of applications from which new employees are selected.
Determine
Recruitment and
Selection needs
Human
Resource
Planning
Job
Analysis
HR Planning is the process (including
forecasting, developing and controlling)
by which a firm ensures that it has the
right number of people and the right
kind of people at the right time doing
work for which they are economically
most useful.
Job analysis may be understood as a
process of studying and collecting
information relating to the operations
and responsibilities of a specific job. The
immediate products of this analysis are
job descriptions and job specification.

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Job Description: Job description is a simple, concisely written statement
explaining the contents and essential needs of a job and a summary of the
duties to be performed. It gives a precise picture of features of each job in
terms of task contents and occupational requirements.
Job Specification: Job specification is a statement of the minimum acceptable
human qualities necessary toperforma job satisfactorily. It translate the job
description into terms of the human qualifications which are required for a
successful performance of a job.
FEATURES
 Recruitment is aprocess or a series of activities rather than a single act
or event.
 Recruitment is a linking activity as it brings together those with jobs
(Recruiter) and those seeking jobs (prospective employees).
 Recruitment is a positive function as it seeks to develop a pool of
eligible persons from which most suitable ones can be selected.
 Recruitment is an important function as it makes it possible to acquire
the number and type of persons necessary for continued function of
the organization.
 Recruitment is a pervasive function.
 Recruitment is a two way process-recruiter chooses whom to recruit,
prospective employee chooses where to apply
 Recruitment is a complex job as many factors affect it, e.g. image of
the organization, nature of jobs offered, organizational policies etc.

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RECRUITMENT NEEDS ARE OF THREE TYPES
 Planned:
i.e. the needs arising from changes in organization and retirement policy.
 Anticipated:
Anticipated needs are those movements in personnel, which an organization
can predict by studying trends in internal and external environment.
 Unexpected:
Resignation, deaths, accidents, illness give rise to unexpected needs.
PURPOSE AND IMPORTANCE OF RECRUITMENT
 Attract and encourage more and more candidates to apply in the organization.
 Create a talent pool of candidates to enable the selection of best candidates for
the organization.
 Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities.
 Recruitment is the process which links the employers with the employees.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of selection process by decreasing number of
visibly under qualified or overqualified job applicants.
 Help reduce the probability that job applicants once recruited and selected will
leave the organization only after a short period of time.
 Meet the organizations legal and social obligations regarding the composition
of its workforce.
 Begin identifying and preparing potential job applicants who will be
appropriate candidates.
 Increase organization and individual effectiveness of various recruiting
techniques and sources for all types of job applicants.

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RECRUITMENT PROCESS
Recruitment process involves a systematic procedure from sourcing the candidates
to arranging and conducting the interviews and requires many resources and time.
A general recruitment process is as follows:
1) Identify vacancy
2) Prepare job description and person specification
3) Advertising the vacancy
4) Managing the response
5) Short-listing
6) Arrange interviews
7) Conducting interview and decision making
Recruitment Process
Personnel
Planning
Job
Analysis
Employee
Requisition
Searching
Activation
“Selling”
- Message
- Media
Recruitment
Planning
- Numbers
- Types
Strategy
Development
- Where
- How
- When
Job
Vacancies
Applicant
Population
Applicant
Pool
Potential
Hires
Evaluation
And Control
Screening
To
Selection

22. 22
FACTORS AFFECTING RECRUITMENT
Recruitment is naturally subject to influence of several factors. These include
external as well internal forces.
SOURCES OF RECRUITMENT
Every organization has the option of choosing the candidates for its recruitment
processes from TWO kinds of sources: internal and external sources.
 The sources within the organization itself to fill a position are known as the
INTERNAL SOURCES of recruitment.
 Recruitment candidates from all the other sources are known as the EXTERNAL
SOURCES of recruitment.
RECRUITMENT
Internal Factors
 RecruitmentPolicy
 HRP
 Size of the firm
 Cost
 Growth and Expansion
External Factors
 Supplyand demand
 Unemploymentrate
 Labor market
 Political- Social
 Image
Internal Sources
 Transfers
 Promotions
 Upgrading
 Demotion
 Retired Employees
 Retrenched Employees
 Dependents and relatives of
deceased employees
External Sources
 Press Advertisement
 Educational Institutes
 Placement Agencies /
Outsourcing
 Employment Exchanges
 Labor Contractors
 Unsolicited applications
 Employee Referrals
 Recruitment at factory gate
SOURCES OF RECRUITMENT

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COMPARATIVE ADVANTAGES AND DISADVANTAGES OF RECRUITMENT SOURCES
Advantages Disadvantages
INTERNAL RECRUITMENT
1. It is less costly.
It perpetuates the old concept of doing
things.
2.
Candidates are already oriented towards
organization.
It abets raiding.
3.
Organizations have better knowledge
about the internal candidates.
Candidate’s current work may be affected.
4.
Enhancement of employee morale and
motivation.
Politics play greater role.
5. Good performance is rewarded. Morale problem for those not promoted.
EXTERNAL RECRUITMENT
1.
Benefits of new skills, new talents and
new experiences to organizations.
Better morale and motivation associated
with internal recruiting is denied to the
organization.
2.
Compliance with reservation policy
becomes easy.
It is costly.
3.
Scope for resentment, jealousies and
heartburn are avoided.
Chances of creeping in false positive and
false negative errors.
4. It could help in injection of fresh blood.
Adjustment of new employees to the
organizational culture takes longer time.

24. 24
RECENT TRENDS IN RECRUITMENT
The following trends are being seen in recruitment:
 Outsourcing
In India, the HR processes are being outsourced from more than a decade now. A
company may draw required personnel from outsourcing firms. The outsourcing
firms help the organization by the initial screening of the candidates according to
the needs of the organization and creating a suitable pool of talent for the final
selection by the organization. Outsourcing firms develop their human resource
pool by employing people for them and make available personnel to various
companies as per their needs. In turn, the outsourcing firms or the intermediaries
charge the organizations for their services.
Poaching / Raiding
“Buying talent” (rather than developing it) is the latest mantra being followed by
the organizations today. Poaching means employing a competent and experienced
person already working with another reputed company in the same or different
industry; the organization might be a competitor in the industry.
E-Recruitment
Many big organizations use Internet as a source of recruitment. E- recruitment is
the use of technology to assist the recruitment process. They advertise job
vacancies through worldwide web. The job seekers send their applications or
curriculum vitae i.e. CV through e mail using the Internet.

25. 25
CONCEPT - SELECTION
Once the recruiting effort has developed a pool of candidates, the next step in the
HRM process is to determine who is best qualified for the job. This step is called
the selection process. The enterprise decides whether to make a job offer and how
attractive the offer should be. The job candidate decides whether the enterprise
and the job offer fit his or her needs and personal goals. The process also seeks to
predict which applicants will be successful if hired. Success, in this case, means
performing well on the criteria the enterprise uses to evaluate employees.
OUTCOMES OF THE SELECTION DECISION
Correct Selection Decisions are those where the candidate was predicted to be
successful in advance and prove to be successful on the job. At times the applicant
is predicted to be unsuccessful and, as expected, performs unsatisfactorily after
getting selected. While in the first case, the worker is successfully accepted; in the
later the worker is successfully rejected.
JobPerformance
Selection Decision
Accept Reject
Successful
Correct Decision Reject Error
Unsuccessful
Accept Error Correct Decision
It is the process of differentiating between applicants in order to identify and hire
those with a greater likelihood of success in a job.

26. 26
Errors arise when we reject a candidate who would have performed successfully on
the job. This is termed as reject error. In certain situations a worker is accepted
ultimately and performs unsatisfactorily. This is called accept error.
SELECTION PROCESS
Selection is a long process, commencing from the preliminary interview of the
applicants and ending with the contract of employment.
SELECTION PROCESS

27. 27
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
Difference between Recruitment and Selection
S.No. Recruitment Selection
1
Recruitment is the process of
searching the candidates for
employment and stimulating them to
apply for jobs in the organization.
Selection involves the series of steps
by which the candidates are screened
for choosing the most suitable persons
for vacant posts.
2
The basic purpose of recruitments 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.
The basic purpose of selection process
is to choose the right candidate to fill
the various positions in the
organization.
3
Recruitment is a positive process i.e.
encouraging more and more
employees to apply.
Selection is a negative process as it
involves rejection of the unsuitable
candidates.
4
Recruitment is concerned with
tapping the sources of human
resources.
Selection is concerned with selecting
the most suitable candidate through
various interviews and tests.
5
There is no contract of recruitment
established in recruitment.
Selection results in a contract of
service between the employer and the
selected employee.

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HUMAN RESOURCE DEVELOPMENT
Human Resources Development (HRD) as a theory is a framework for the expansion
of human capital within an organization through the development of both the
organization and the individual to achieve performance improvement. Adam Smith states,
“The capacities of individuals depended on their access to education” . The same
statement applies to organizations themselves, but it requires a much broader field to
cover both areas.
Human Resource Development is the integrated use of training, organization, and career
development efforts to improve individual, group and organizational effectiveness. HRD
develops the key competencies that enable individuals in organizations to perform current
and future jobs through planned learning activities. Groups within organizations use HRD
to initiate and manage change. Also, HRD ensures a match between individual and
organizational needs.
ROLE OF HRD IN L&T
FACILITATION
 Nurturing the future
 Strategic interventions for organisational growth
FUNCTIONAL
 Identifying skill gap
 Designing training interventions
 Internal consultant
 Management research, publication and documentation
 Develop the HRD function

29. 29
HRD AT L&T
STRUCTURE OF HR DEPARTMENT:
RECRUITMENT POLICY
Recruitment policy of L&T consists of
 Objectives
 Scope
 Sources of recruitment
 Recruitment plan
 Job specifications
 Requisitions
 Mode of selection
 Selection committee
 Final selection
HR DEPARTMENT
Recruitment
And
Selection
Training
And
Development
MIS
And
Compensation
E-Relations

30. 30
RECRUITMENT STRATEGY
Recruitment strategies of the companies are:
 At least 50% of the vacancies occurring during a year at induction level/grades
are filled up through direct recruitment from external sources.
 Recruitment of executives from external sources will be made through open
advertisement in the press.
 Higher managerial grades/positions such as ASSISTANT MANAGER,
MANAGER, SENIOR MANAGER, AGM DGM GM DP AND EXECUTIVE MANAGER
are done through Direct Recruitment.
 Direct recruitment to the following will be centralised and done on all India
level basis at the Corporate Office for the entire company including its
Plants/Units .i.e.
 ASST.GENERAL MANAGER, DYP.GENERAL MANAGER,GENERAL
MANAGER ,EXECUTIVE MANAGER.
 MANAGEMENT TRAINEES (TECHNICAL AND ADMN.)
 JUNIOR MANAGER

31. 31
RECRUITMENT SOURCES OF L&T
INTERNAL SOURCES:-
1. PROMOTIONS:-L&T promotes the employees from one department to another
with more benefits and greater responsibility based on efficiency and experience.
2. EMPLOYEEREFERRALS:- L&T has structured system where the current
employees of the organization refer their friends and relatives for some position in
the organization.
EXTERNAL SOURCES:-
1.PRESS ADVERTISEMENTS:- Advertisements of the vacancy in newspapers and
journals are a widely used source of recruitment.
2.E-RECRUITMENT:- L&T uses Internet as a source of recruitment. E- Recruitment
is the use of technology to assist the recruitment process
SKILL SETS REQUIREMENT
As the organization grows the need for professionalism in the organization
increases and so does the pay package.
The requirements have changed in terms of:
 Role
 Profile
 Traits
Even the HR department focus on two areas:
1. Strategic policies planning and implementation
2. Activities to make the work of the people in the organization interesting.

32. 32
There is a personalized position created for each and every individual from the top
to the lowest level in the organization.
 In L&T HR Department can be categorized according to the personalized
positions :-
RECRUITMENTS FOR MANAGERIAL POSITIONS IN L&T
HR AND
ADMIN
HR
Head
HR and Admin
Manager
Sr. HR Executive
Sr. Purchase
Executive
HR
Executive
Admin
Executive
Managerial
Positions
Sr. Level
Positions
Jr. Level
Positions
Store
Executive
Front Desk
Executive

33. 33
Recruitment for managerial positions is done through interview & written test .
ELIGIBILITY:-
 The educational qualification, experience etc
 Their role in the organization in respect of their position, job responsibility, key
areas of performance.
 The pay structure along with the various facilities offered by the company.
RECRUITMENTS FOR SENIOR AND JUNIOR LEVEL POSITIONS
Main sources of recruitment here are:
 Newspaper Advertisements
 Internal employee reference
 Recruiting IT Management trainees

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SELECTION PROCESS IN L&T:-
 Initially HR specialists conduct the PRELIMINARY INTERVIEW to eliminate
unqualified job seekers based on the information supplied in their application
forms.
 Then HR specialist conducts different types of SELECTION TESTS, depending on
the job to determine the applicant’s ability, aptitude and personality.
Ability Test
Aptitude Test
Personality Test
Interest Test
Medical Test
 Then HR specialists conduct the EMPLOYMENT INTERVIEW.
SELECTION TESTS
This assist in determining how well an individual can
perform tasks related of the job.
This assist in determining a person’s potential to learn in
a given area.
This test is given to measure a prospective employee’s
motivation to function in a particular working
environment.
This test is used to measure an individual’s activity
preferences.
This test reveals physical fitness of a candidate.

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Candidate Interviewer
1 2
Candidate Interviewers Candidate Interviewers
2. Sequential Interview
1. One-to-one Interview
TYPES OF EMPLOYMENT INTERVIEW

36. 36
Candidate Interviewers
3. Panel Interview

37. 37
“PURPOSE OF
RESEARCH STUDY”

38. 38
RESEARCH METHODOLOGY:-
The study will be conducted to achieve the aforesaid objectives including
both exploratory and descriptive in nature and involve personal interviews that
will be based on the questionnaire format. A Research Methodology defines the
purpose of the research, how it proceeds, how to measure progress and what
constitute success with respect to the objectives determined for carrying out the
research study.
 The research methodology for the present study has been adopted to reflect
these realties and help reach the logical conclusion in an objective and scientific
manner.
 The present study contemplated an Exploratory Research.
The appropriate research design formulated is detailed below.
RESEARCH DESIGN: Exploratory Research
A research design is the specification of methods and procedures for acquiring the
information needed to structure or solve the problem. It is the overall operational
pattern or framework of the project that stimulates what information is to be
collected from which source and by what procedure. On the basis of major purpose
of our investigation the EXPLORATORY RESEARCH was found to be most suitable.
This kind of research has the primary objective of development of insights into the
problem. It studies the main area where the problem lies and also tries to evaluate
some appropriate courses of action.

39. 39
DATA COLLECTION SOURCES:
Primary data: The data that is collected first hand by someone specifically for the
purpose of facilitating the study is known as primary data. So in this research the
data is collected from respondents through QUESTIONNAIRE.
PRIMARY SOURCES
The data required for the study has been collected from-
QUESTIONNAIRE survey among the officials and employees of L&T.
PERSONAL INTERVIEWS with the company representatives regarding
recruitment and selection practices in organization.
Advantages of the Primary data collection method
1 Primary data can be collected from a number of ways.
2
Primary data is current and it can better give a realistic view to the researcher
about the topic under consideration. It provides unbiased information.
3 It is relatively cheap and no prior arrangements are required.
Secondary data: Secondary data refer to information gathered by someone other
than the researcher conducting the current study. Such data can be internal or
external to the organization and accessed through the Internet or perusal of
recorded or published information.

40. 40
Secondary sources of data provide a lot of information for research and problem
solving. Such data are as we have seen mostly qualitative in nature.
SECONDARY SOURCES:
The secondary data has been collected from:
 Internet, websites
 Organizational Reports
 Case Studies
 Business magazines
 Books
 Journals on e-learning Industry.
Advantages to the secondary data collection method
1 It saves time that would otherwise be spent collecting data.
2
It provides a larger database (usually) than what would be possible to collect on
ones own.

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SAMPLING METHOD
Survey was done by QUESTIONNAIRE method.
SAMPLE AREA
Hyderabad
SAMPLE UNIT
Officials and employees of L&T

42. 42
“ANALYSIS OF DATA”

43. 43
ANALYSIS AND INTERPRETATION OF DATA
1) Is there a well defined Recruitment Policy in your organization?
S.No. Options No.
1
Strongly
Agree 10
2
Moderately
Agree 9
3 Disagree 1
4 Can't Say 0
CONCLUSION
An organization must have a well-defined recruitment policy corresponding to the
company and vacancy requirements. Existing employees can give a fair feedback on
the suitability of the policy. 50% employees feel that the organization’s
recruitment policy is stronge & well defined. And 45% employee feel that the
organization recruitment policy is moderately agree . Majority of employees feels
that policy is well defined which is a great morale victory on the part of
management.

44. 44
Q2) Principle of right man on the right job is strictly followed/a detailed job-
analysis is done prior recruitment?
S.No. Options No.
1 StronglyAgree 9
2
Moderately
Agree 10
3 Disagree 1
4 Can't Say 0
CONCLUSION
Job Analysis is the process of studying and collecting information relating to the
operations and responsibilities of a specific job. The immediate products of this
analysis are job descriptions and job specifications. Recruitment needs to be
preceded by job analysis. The objective of employee hiring is to match the right
people with the right jobs. The objective is too difficult to achieve without having
adequate job information.
Responding to detail job analysis prior recruitment, 45 % employees say that the
principle of right man on the right job is strictly followed prior to recruitment.
Job Analysis is useful for overall management of all personnel activities. In present
scenario company should focus on job analysis as around 5% employees believes
that detailed job analysis is not being done prior recruitment which in future
affects performance of new recruit.

45. 45
Q3) Do you think the need for manpower planning is given due consideration in
your organization and the manpower requirement is identified well in advance?
CONCLUSION
Human Resource Planning is understood as the process of forecasting an
organization’s future demand for, and supply of, the right type of people in the
right number.
27% say that manpower planning is given due importance and manpower
requirement is identified in advance. 13% employees disagree. They think that no
due consideration is given to manpower planning in advance.
S.No. Options No.
1 StronglyAgree 4
2
Moderately
Agree 8
3 Disagree 2
4 Can't Say 1

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(Q4) Which internal source of recruitment is followed by the company and given
more priority?
CONCLUSION
Internal Recruitment seeks applicants for positions from those who are currently
employed. Responding to above asked question, 73% employees tell that company
prefers internal promotion as internal source of recruitments. And rest 20% say
that Job posting is preferred. Majority of employees actually thinks that internal
promotion is given priority and followed by company as internal source of
recruitment.
S.No. Options No.
1
Internal
Promotion 11
2
Employee
Referral 0
3 Transfer 1
4 JobPosting 3

47. 47
Q5) Which external source of recruitment is followed by the company and given
more priority?
CONCLUSION
External Sources of recruitment lie outside the organization
87% employees think that Advertisement source is given more priority and 7%
employees tell that consultancy is preferred .
S.No. Options No.
1 Advertisement 13
2 Online JobPortals 0
3 Consultancy 1
4
Employment
Exchange 1

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Q6) Which source of recruitment is relied upon when immediate requirement
arises?
S.No. Options No.
1 Internal 9
2 External 6
CONCLUSION
Every organization has the option of choosing the candidates for its recruitment
processes from two kinds of sources: internal and external sources.
Responding to recruitment source question, almost all the employees tell that
internal sources are relied upon when there is any immediate manpower
requirement in company.
Analysis clearly represents that 80% say that internal sources are better to be
opted for immediate opening in organization as company can have sufficient
knowledge about the candidate and it is less costly.

49. 49
Q7) Do you think succession planning is done in advance in your organization?
CONCLUSION
Succession Planning is the process of identifying, developing, and tracking key
individuals so that they may eventually assume top-level positions.
In respond to Succession Planning question, almost 27% employees actually
believe that no succession planning is done in advance in organization.
Only 33% employees think that succession planning is done in advance.
S.No. Options No.
1 StronglyAgree 5
2
Moderately
Agree 4
3 Disagree 4
4 Can't say 2

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Q8) The sorting of candidate applications is done by some pre set criteria?
CONCLUSION
Majority of employees, 40% believe that there is some pre-set criteria according to
which sorting of candidate application is done. 7% feel that sorting is not done by
any pre set criteria. Rest 13% can’t say about it.
S.No. Options No.
1 StronglyAgree 6
2
Moderately
Agree 6
3 Disagree 1
4 Can't say 2

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Q9) Which are the parameters on which candidates are evaluated (give ratings out
of 10)?
CONCLUSION
Responding to this question, 22% weightage is given to experience first then
second most weighted parameter is skills then process knowledge and aptitude
and lastly attainments are considered.
Above analysis represents that employees believe that experience and skills are
mostly preferred parameter for evaluating candidates.
S.No. Options No.
1 Intelligence 4
2 Aptitude 4
3 Skills 5
4 Experienced 10

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Q10) To identify the employee’s capabilities and aptitude, psychological testing is
done. Do you think it is a useful technique?
CONCLUSION
Responding to this question, there is approximately same percentage of opposite
opinion of employees regarding psychological testing.
56% of employees believe that to identify employee’s capabilities and aptitude,
psychological testing is done and 6% think that no psychological testing is carried
out. 6% employees can’t give opinion on asked question.
S.No. Options No.
1 StronglyAgree 9
2
Moderately
Agree 5
3 Disagree 1
4 Can't say 1

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Q11) What type of interview is taken while selection?
CONCLUSION
The PATTERNED INTERVIEW format has, a structure to it. There is a set of pre-
determined questions that will be asked from each candidate for a position. The
STRESS INTERVIEW is the interview in which the interviewers try to 'discomfort' the
candidates in various ways and observe how they react to various difficult
situations. An IN-DEPTH INTERVIEW is a qualitative research technique that allows
person to person discussion. It can lead to increased insight into people's
thoughts, feelings, and behavior on important issues. This type of interview is
often unstructured.
Responding to the type of interview 53% employees think that patterned
interviews are generally taken. 33% employees have the opinion that depth
interviews are often used. Rest believes that stress or any other type of interview is
being taken.
S.No. Options No.
1 Patterned 8
2 Stressed 2
3 Depth 5
4 Others 0

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Q12) The view of the concerned department head is given special attention while
selecting the employee of the department?
CONCLUSION
Above analysis clearly shows that almost all the employees believe that the views
of concerned department head is given special attention while selecting the
employee of the department.
Only 40% employees agree for giving due consideration to concernd departmental
head opinion.
S.No. Options No.
1 StronglyAgree 6
2
Moderately
Agree 8
3 Disagree 0
4 Can't say 1

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Q13) Is the physical examination necessary after final interviews?
CONCLUSION
Most of the employees think that physical examination is necessary after final
interview.
27% employees feels that it is not so important and rest 60% employees feel that
physical examination is important .
S.No. Options No.
1 StronglyAgree 9
2
Moderately
Agree 2
3 Disagree 4
4 Can't say 0

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Q14) What is the weightage given to the following (out of 100%)?
CONCLUSION
Responding to this question, maximum weightage is given to Written Test. Group
Discussion is given the least weightage among the three available options.
S.No. Options No.
1 WrittenTest 55
2
Group
Discussion 15
3 Final Interview 30

57. 57
Q15) Is Induction as well as a training program conducted after joining of
employees?
CONCLUSION
Induction is planned introduction of employees to their jobs, their co-workers and
the organization.
Almost all the employees admit that induction as well as training program is
conducted after joining of employees. It is healthy sign for any organization.
7% employees tell that no orientation programme is conducted in company for
new joinees.
S.No. Options No.
1 Yes 14
2 No 1

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Q16) Do you think the present selection process is feasible for selecting the
employees?
CONCLUSION
Selection is a long process, commencing from the preliminary interview of the
applicants and ending with the contract of employment.
Responding to selection process, 7% employees think that the present selection
process is not feasible for selecting the employees. 40% employees believe that
there exists a feasible and adaptable selection procedure in company.
S.No. Options No.
1 StronglyAgree 6
2
Moderately
Agree 8
3 Disagree 1
4 Can't say 0

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“FINDINGS”

60. 60
FINDINGS
 Internal Promotions and Job Portals are mostly used recruitment source.
 Written test is given weightage during selection process.
 To some extent company has pre set-criteria for sorting the candidate’s
applications.
 Concerned departmental head is given special attention while selecting a
candidate of the department.
 Employees are in the favor of physical examination and reference check after
selection of candidate.
 Orientation is given to new joinee, still employees are in favor of its
improvement.
 Present selection process need improvement in terms of its procedure, tests
and interview type.

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“LIMITATIONS”

62. 62
LIMITATIONS OF THE SURVEY
 As the sample size was small, hence conclusions cannot be generalized.
 Unwillingness and inability of respondents to provide information.
 Due to time constraint in-depth study could not be carried out.
 As the strength of the company is big, it was not possible to draw sample
from each and every department.

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“RECOMMENDATIONS”

64. 64
RECOMMENDATIONS
After analyzing the collected data, the following recommendations were made
to improve the present recruitment and selection scenario in the organization.
 First of all the management should review their recruitment policy and look for
the areas of improvement for ensuring the best hiring.
 Management should structure and systematically organize the entire
recruitment processes.
 Recruitment management system should facilitate faster, unbiased, accurate
and reliable processing of applications from various applications.
 Recruitment management system should helps to reduce the time-per-hire and
cost-per-hire.
 Recruitment management system should helps to incorporate and integrate
the various links like the application system on the official website of the company,
the unsolicited applications, outsourcing recruitment, the final decision making to
the main recruitment process.
 Recruitment management system should maintain an automated active
database of the applicants facilitating the talent management and increasing the
efficiency of the recruitment processes.

65. 65
 Recruitment management system should provides and a flexible, automated
and interactive interface between the online application system, the recruitment
department of the company and the job seeker.
 Management should offers tolls and support to enhance productivity, solutions
and optimizing the recruitment processes to ensure improved ROI.
 Recruitment management system should helps to communicate and create
healthy relationships with the candidates through the entire recruitment process.
 Management should follow a systematic process for HR Planning.
 Present employee should be encouraged to refer their friends and relatives.
This source is usually one of the most effective methods of recruiting because
many qualified people are reached at a very low cost to the company. And referred
individuals are likely to be similar in type to those who are already working for the
company. Management can propose a scheme for EMPLOYEE REFERING.
 Internal Promotions should be done on regular basis during specified time-
period.
 All selection tests i.e. Ability tests, Aptitude tests, Personality tests, Interest
tests, written tests, should be given equal weightage during selection process.
 Salary structure should be in match with company’s same level present
employee and market value.

66. 66
 Physical examination and reference check should be given due consideration
after selecting a candidate.
 Induction should be properly done for selected candidate. The idea is to make
the new selected employee feel at home in the new environment.
 Effectiveness of the selection process should evaluate on regular basis for
ensuring availability of competent and committed personnel. In order to do so, a
periodic audit can be done.

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“CONCLUSION”

68. 68
CONCLUSION
Every company looks for an employee, who can work effectively. They are in
search of a person who has the maximum skills required for the job. After
selecting the right person, the company’s main aim is to place that person at the
right job. The main strength of any company is its employees. Effective workers
are the best route to success. For this reason, company's strives to attract and
hire the best, and to provide the best place to work.
Some of the biggest and most constant challenges that plague organization is
people related because they don’t place more emphasis on getting the recruitment
process right. If they get the right person in the right job at the right time, bottom-
line and many other business benefits are immediate, tangible and significant. If
they get the wrong person in the wrong job, then productivity, culture and
retention rates can all take a hit in a big way.
L&T has competent and committed workforce, still there are scope for more
improvements. To ensure that company recruits the right people, it has to identify
essential skills and behaviors that applicants should demonstrate. For each position
there should be a job description outlining typical duties and responsibilities and a
person specification defining personal skills and competences. The emphasis
should be on matching the needs of the company to the needs of the applicants.
This would minimize employee turnover and enhance satisfaction.
It is important for the company to have a clear and concise recruitment policy in
place, which can be executed effectively to recruit the best talent pool for the
selection of the right candidate at the right place quickly. Creating a suitable
recruitment policy is the first step in the efficient hiring process. A clear and
concise recruitment policy helps ensure a sound recruitment process.

69. 69
Management should structure and systematically organize the entire recruitment
processes. It should Offers tolls and support to enhance productivity, solutions and
optimizing the recruitment processes to ensure improved ROI. The Recruitment
Management System (RMS) should be such that it helps to save the time and costs
of the HR recruiters in company and improving the recruitment processes.

70. 70
“BIBLIOGRAPHY”

71. 71
 Personnel management by K.V Mishra, Aditya publishing
house Madras, 1992.
 CHHABRA T.N, Princlples & practices of management,
Dhanpat Rai and co. (p) Ltd, Delhi, 2000.
 Practice of Human Resource by Danny Shield.
 Manuals from the organization.
 www.kdsgroup.com.
 www.LarsenToubro.com
 www.google.com
 www.yahoosearch.com

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