recruitment and selection

Recruitment & Selection
CHAPTER 1
INDUSTRIAL PROFILE
1. A. Introduction to Informational Technology:
The dot bomb era is the period of time following the dot com "bubble" of the late
1990's and into 2001. During the dot com era, Internet based businesses flourished. They
were mostly funded by venture capital and banks looking to cash in on the Internet trend.
When the dot com bubble burst, hundreds of companies went completely out of
business. Thousands of other companies lay off a large portion of their work force. It was
a painful time in the technology industry, particularly for those who had planned their
mortgages and/or retirements based on the prices of the technology stock they had been
awarded or held in their stock portfolios.
1. B .History
The Indian Information Technology industry accounts for a 5.19% of the country's
GDP and export earnings as of 2009, while providing employment to a significant
number of its tertiary sector workforce. More than 2.5 million people are employed in the
sector either directly or indirectly, making it one of the biggest job creators in India and a
mainstay of the national economy. In 2010-11, annual revenues from IT-BPO sector is
estimated to have grown over US$76 billion compared to China with $35.76 billion and
Philippines with $8.85 billion.
India's outsourcing industry is expected to increase to US$225 billion by 2020.
The most prominent IT hub is IT capital Bangalore. Even though Bangalore is the leader
it will slip to the second position by 2016 with Chennai leading. The other emerging
destinations are Chennai, Hyderabad, Tricky, Coimbatore, Kolkata, Pane, Mumbai, NCR
and Kochi. Technically proficient immigrants from India sought jobs in the western
world from the 1950s onwards as India's education system produced more engineers than
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its industry could absorb. India's growing stature in the Information Age enabled it to
form close ties with both the United States of America and the European Union.
However, the recent global financial crisis has deeply impacted the Indian IT companies
as well as global companies. As a result hiring has dropped sharply and employees are
looking at different sectors like the financial service, telecommunications, and
manufacturing industries, which have been growing phenomenally over the last few
years.
India's IT Services industry was born in Mumbai in 1967 with the establishment of
Tata Group in partnership with Burroughs. The first software export zone SEEPZ was set
up here way back in 1973, the old avatar of the modern day IT Park. More than 80
percent of the country's software exports happened out of SEEPZ, Mumbai in 80s.
Each year India produces roughly 500,000 engineers in the country, out of them only
25% to 30% possessed both technical competency and English language skills, although
12% of India's population can speak in English. India developed a number of outsourcing
companies specializing in customer support via Internet or telephone connections. By
2009, India also has a total of 37,160,000 telephone lines in use, a total of 506,040,000
mobile phone connections a total of 81,000,000 Internet users—comprising 7.0% of the
country's population and 7,570,000 people in the country have access to broadband
Internet— making it the 12th largest country in the world in terms of broadband Internet
users, Total fixed-line and wireless subscribers reached 543.20 million as of November,
2009
1. C. Current affairs
Information Technology (IT) industry in India is one of the fastest growing industries.
• Indian IT industry has built up valuable brand equity for itself in the global
markets.
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• IT industry in India comprises of software industry and information technology
enabled services (ITES), which also includes business process outsourcing (BPO)
industry.
• India is considered as a pioneer in software development and a favorite
destination for IT-enabled services.
• The origin of IT industry in India can be traced to 1974, when the mainframe
manufacturer, Burroughs, asked its India sales agent, Tata Consultancy Services
• (TCS), to export programmers for installing system software for a U.S. client.
• The IT industry originated under unfavorable conditions. Local markets were
absent and government policy toward private enterprise was hostile.
• The industry was begun by Bombay-based conglomerates which entered the
business by supplying programmers to global IT firms located overseas.
• During that time Indian economy was state-controlled and the state remained
hostile to the software industry through the 1970s.
• Import tariffs were high (135% on hardware and 100% on software) and software
was not considered an "industry", so that exporters were ineligible for bank
finance. Government policy towards IT sector changed when Rajiv Gandhi
became Prime Minister in 1984.
• His New Computer Policy (NCP-1984) consisted of a package of reduced import
tariffs on hardware and software (reduced to 60%), recognition of software
exports as a "relicensed industry", i.e., henceforth eligible for bank finance and
freed from license-permit raj, permission for foreign firms to set up wholly-
owned, export-dedicated units and a project to set up a chain of software parks
that would offer infrastructure at below-market costs.
• These policies laid the foundation for the development of a world-class IT
industry in India.
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• Today, Indian IT companies such as Tata Consultancy Services (TCS), Wipro,
Infosys, and HCL et al are renowned in the global market for their IT prowess.
Some of the major factors which played a key role in India's emergence as key
global IT player are.
Indian Education System:
The Indian education system places strong emphasis on mathematics and science,
resulting in a large number of science and engineering graduates. Mastery over
quantitative concepts coupled with English proficiency has resulted in a skill set that has
enabled India to reap the benefits of the current international demand for IT.
High Quality Human Resource:
Indian programmers are known for their strong technical and analytical skills and their
willingness to accommodate clients. India also has one of the largest pools of English-
speaking professionals.
Competitive Costs:
The cost of software development and other services in India is very competitive as
compared to the West.
Infrastructure Scenario:
Indian IT industry has also gained immensely from the availability of a robust
infrastructure (telecom, power and roads) in the country.
1. D. Future Growth
In the last few years Indian IT industry has seen tremendous growth. Destinations such
as Bangalore, Hyderabad and Gorgon have evolved into Industrial global IT hubs.
Several IT parks have come up at Bangalore, Hyderabad, Chennai, Pune, Gurgaon etc.
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These parks offer Silicon Valley type infrastructure. In the light of all the factors that
have added to the strength of Indian IT industry, it seems that Indian success story is all
set to continue.
Bolstered with such a significant, technically sound resource base, the software
industry has grown unimpeded. With a compounded annual growth rate of more than
50% between 1992 and 2001, the Indian software sector has expanded almost twice as
quickly as the world-leading U.S. software industry did during the same period, although
from a smaller base.
India’s software industry statistics illustrate the massive strides achieved by this sector
and the opportunities the future holds. According to NASSCOM’s estimates for the fiscal
year 2000-01, the country’s software industry is worth $8.26 billion, up from $100
million ten years ago. A study conducted by renowned consultancy firm McKinsey and
Co., for NASSCOM, has proven why India is becoming the off-shore software
development out-source’s destination of choice. According to the NASSCOM-McKinsey
study, the Indian software industry is expected to gross US$50 billion in exports in 2008!
This is based on an average growth rate of 35 percent per year. The industry is well
placed to achieve this target.
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CHAPTER 2
COMPANY PROFILE
2. A. Background and Inception of the company:
TES Is a Leading Design and Manufacturing Services Company
At TES, we are a global innovation leader at every phase of custom electronic design&
manufacturing. With design centers located the world, We develop advanced
technologies & reference solutions for customers even before they request them from
silicon embedded software to full system platforms that is how we define innovation.
TES-DST is your partner of choice in electronic design services for innovative
products. Based on our technology platforms, we develop the system or sub-system that
you need achieving a drastically reduced TTM.
• Global electronics design services from concept to manufacturing
• Excellent system engineering
• Outstanding expertise in Wireless / RF, Graphics for embedded systems, SoC &
FPGA design and Software Technology platforms & IP.
At TES, we are a global innovation leader at every phase of custom electronic design
and manufacturing. With design centers located around the world, we develop advanced
technologies and reference solutions for customers even before they request them; from
silicon, embedded software to full system platforms. That is how we define innovation.
TES offers unique value to the product development through our CDM process, so
whether you have a design to be produced, or a concept to be developed - TES is your
one-stop resource.
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Purple Vision Technologies was formed at Bangalore in February 2000, India with a
purpose of providing services in the field of electronics multimedia & imaging, wireless,
mobile applications & Telematics.
TES Electronic solution was formed based on the purpose of a number of Thales design
centers in France, Germany& UK together with two specialist manufacturing sites in
Brittany, France.
TES Electronic solutions in line to its commitment to develop a global business acquired
Purple vision Technologies in Bangalore India to form locally TESPV electronic
solutions (India) pvt.ltd.
Divestment of VLST group (from TESPV) to mind tree ltd. While other teams from
under TES Electronic solutions (India) pvt ltd.
• Many electronic design houses and board suppliers claim to be key partners for
industrial electronics. Only few of them have similarly broad technology
capabilities that TES has. From µC solutions via high speed connectivity or
customized wireless connectivity solutions to hi-end graphics rendering and user
interface technology – TES is your real partner of choice. We have an excellent
track record with key players in this market.
• Medical electronics is one of the strongest growing markets of today. TES
provides wireless solutions and graphics rendering technology as well as user
interface solutions for medical electronics.
• Highly complex medical equipment requires user interfaces that enable the
medical staff – doctors as well as medical assistants and nurses to easily and
safely operate the equipment. It is for the benefit of the patients ensuring that
there are no faulty operations. It is to the benefit of the staff - which is very often
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working under stressful conditions - if the user interface allows quick
configuration & setups and helps to avoid mistakes.
• TES’ expertise in customizing and optimizing wireless solutions for specific
applications opens up various options of increasing efficiency using medical
equipment. Be it wireless connectivity for imaging sensors or telecare products –
TES can help you with the appropriate technology for your products.
• TES has comprehensive experience in designing low power mixed signal & RF
SoCs (system-on-chip) which can make the difference in medical applications.
Portable or wireless patient monitoring with long lasting batteries may require
ultra-low power chips – TES is ready to design them for you.
• We are convinced that in Home Automation nothing will be the same in a couple
of years from now. All the systems around today that only partially integrate
home automation functions will be obsolete.
• The next generation systems will integrate multi-media control, the typical home
control functions like switching lights, shutters, garage doors etc., programming
the heating system or air condition per room, alarm management, security &
safety functions and smart metering and will connect the complete system to the
internet.
• TES has platforms available today that enable our customers moving towards the
scenario described above. Our Wireless technology platforms e.g. on base of
DECT, CAT-iq, WLAN, UWB, and Zigbee etc. ease the migration and enable the
portability of control units.
• Our MAGIK platform together with our Giuliani user interface represents an ideal
platform for power & cost efficient control units – outmatching most
existing systems in the market today.
• Snoring solutions that perfectly integrate into such scenarios can be implemented
on TES’ own semi-custom SoC platform that allows the customer to optimize his
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product in terms of cost, power and performance. TES’ smart design methodology
allows for an short TTM and very attractive cost points – you will be surprised.
• High End Consumer
At TES, we have – as a design partner - developed the electronics of various
products that end users can buy in shops or at dedicated dealers today. These products
are truly high end and are carrying famous brand names. We have put all our experience
into these products and when using them you can still feel the dedication of our
engineering teams. The performance of these products is not only state-of-the-art, it is
typically the best in class if not the best in the market.
Increase depth and breadth of services globally, both organically and through
acquisition, ensuring our ability to contribute to customers product lifecycles from
concept through to manufacture.
Offer value to our customers through integrated and seamless IP, design and
manufacturing services both locally and internationally
• Seamless extension of our customers own resources
• Maximizing added value through total cost optimization & reduction
• Transparency and reliability through open program management and
communication
• Contribution through technology leadership
• Quality through process excellence and adherence to standards
• Responsiveness through close relationships
• Offer value to our customer
• Through integrated & seamless IP design & manufacturing
• Services both locally & internationally.
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2. B. Nature Of the Business carried:
TES Electronics solutions INDIA Pvt Ltd. is a Electronics goods manufacturing
company, they are embedded service center, TES manufacturer’s electronic goods and it
provides services too. TES is a global competitor it is having 16 global locations.
2. C. Vision, Mission and Quality Policy:
Vision
“ Delivering world class design & manufacturing.”
Mission
“Innovate & Deliver”
“Be a leading Edge System & sub system solution provider to OEMS & System
integrators by creating Innovative IP”
Quality policy
“ Providing embedded Hardware Software solutions & IC solutions.”
2. D. Product/ Service Profile
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TES India Strategies and Competencies . TES has accomplished a large number of
projects for tier 1 system suppliers in the automotive industry, mainly in the context of
dash board and infotainment systems.
We are proud that the end customers i.e. the valued drivers of several premium and
other high quality car brands appreciate the use of our technology every day when they
travel in their cars.
The following section describes examples of projects that TES-DST has
accomplished in the .automotive market:
• Graphics
TES graphics IP licensed to multiple Automotive Tie r#1 suppliers:
- D/AVE 2D (Hardware Graphics Accelerator in 2D) in volume production for
Instrument Clusters and also in volume production in automotive Head unit (radio-
navigation and HMI)
- D/AVE 3D (Hardware Graphics Accelerator in 3D) designed in for Instrument Clusters,
SOP in 2012- gem (Software Graphics Library with software renderer) in volume
production for Navigation Systems- ecru (software renderer for DSP high performance
rendering) designed into automotive Head unit, SOP in 2011
TES graphics design services to Automotive Tier #1 suppliers and OEMs:
- Performance optimization on Customer platform
- driver development for graphics partners and customers
- design-in of TES Graphics IP including full ownership and 24hour support
Special effects for Navigation systems
- Video Scalar
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- Triangulation Modules
- Interface adaptations (e.g. on LVDS for different Displays)
- Support of different languages (including Chinese)
• Navigation Map services:
2D/2.5D Map development for Automotive Tier #1 Supplier
- Integration of Map features
- Sub pixel accuracy
- 2/2.5D Map appearance
- Optimized curved text
- POIs
- Street label effects
- Bread curbs / Route History
- Intersection zoom
- Weather / Horizon / day, night view
3D Map development
- Optimized database approach (including offline Generator)
- Lay outer for 3D Features
- 3D-City Model (extruded buildings and full 3D)
- Highway Lane Guidance / Junction Lane Guidance
- Digital Terrain Models
- Tunnels / Bridges
- Road Furniture / Road Signs
System-On-Silicon & FPGA Design
FPGA integration services of Graphics IP
- build of GPUs (graphic Processing Unit) including multiple IP already in volume
production for many years.
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ASIC design for #1 Semiconductor and Automotive Suppliers
- FM-IQ-Mixers
- VCO, LNA, Programmable devider, charge pump, OP-amplifier
- Sigma-Delta-ADC
- CAN Controller with serial EEPROM; Transceiver;
• Enterprise
TES has developed enterprise networking and telecommunication systems and sub-
systems like PABXs, conferencing systems, wireless conferencing mikes, wireless
headsets etc. We have a strong customer base and an excellent reputation in this market,
not only through Military & Avionics
TES is preferred supplier to a significant number of players in this market.
• Our avionics related development processes are compliant with the following
standards required in the avionics industry: DO-178B and DO-254.
• Our comprehensive DECT and wireless systems know how.
SERVICES:
TES has accomplished a large number of projects for tier 1 system suppliers in the
automotive industry, mainly in the context of dash board and infotainment systems.
We are proud that the end customers i.e. the valued drivers of several premium and
other high quality car brands appreciate the use of our technology every day when they
travel in their cars.
The following section describes examples of projects that TES-DST has accomplished
in the automotive market:
• System-On-Silicon & FPGA Design
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FPGA integration services of Graphics IP- build of GPUs (graphic Processing
Unit) including multiple IP already in volume production for many years.
ASIC design for #1 Semiconductor and Automotive Suppliers
- FM-IQ-Mixers
- VCO, LNA, Programmable devider, charge pump, OP-amplifier
- Sigma-Delta-ADC
- CAN Controller with serial EEPROM; Transceiver; I2C Interface
With Design Centers located around the world, we develop custom solutions based on
advanced technologies; from silicon,
embedded hardware & software to full system platforms.
With European and Asian Manufacturing Centers, we provide manufacturing services
from boards to fully configured systems.
So whether you have a design to be produced or a concept to be developed - TES is your
one-stop resource.
• Video-Over-DECT technology platform
Our Video-Over-DECT technology platform not only proves that DECT is the ideal radio
technology for video transmission in surveillance applications, but also is a close to
product platform that we can customize to meet your needs. Our sales team is equipped
with demounits to show on request.
The main benefits of DECT vs. other radio technologies for video transmission are:
• Dedicated frequency band, therefore no interference issues
• Large range, significantly better than with WLAN. Measurement results are
available on request
• Built-in high quality audio / voice
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• Very cost efficient
Technical parameters of the platform.
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2. G. Competitors Profile:
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2 .E. Area Of Operation:
TES is a Globalized company having its hub offices in various countries. It operates
in 16 Global locations, it have 14 design centers and 2 manufacturing centers.TES offices
are at Europe, France, UK, Malaysia and in other countries. And in Bangalore company is
located at BTM layout, Jaynagar.
2 .F. Ownership Pattern:
Shah Capital Partners invests in technology businesses in which we can create shareholder
value through operational transformations. These transformations are accomplished by
taking an active investor role in developing and supporting the management team in the
execution of their plan. By applying years of operating experience and insight to our
investments, we bring senior management experience from leading technology companies
to our investments and fully appreciate the challenges of a modern technology business.
Shah Capital's investment process is based upon an intimate knowledge of the end
markets, competitive positioning of the company and a strong network of management
relationships at various levels in the industry. We seek to achieve superior returns for our
investors and our management partners by applying disciplined operating techniques,
proven growth strategies and prudent financial structures to our portfolio companies. Our
work begins at the investment and concludes upon our production of superior investment
returns

The main competitors of the TES are
• Transcend Services, Inc. provides patient information management solutions to
hospitals and other associated healthcare providers. The Company's solutions
include management of records operations, transcription of physicians' dictated
medical notes, consulting relating to medical records management and
reimbursement coding, and software for the management of patient information.
• TATA Elxsi is a technology-led creative and design services company and part of the
$70 billion Tata Group. Headquartered in Bangalore and with a global delivery footprint
through offices and centers in India, the US, the UK, Japan and Germany, Tata Elxsi is a
company focused on delivering outsourced Product Design and R&D services and
creative solutions to customers worldwide. Headquartered in Bangalore, India, Tata Elxsi
is a SEI CMMi Level 5 company, listed and traded on the Indian stock exchanges (NSE:
TATAELXSI). The company has a team of more than 3500 engineers and designers.
• Tata Elxsi’s delivery capability is supported by state-of-the-art design centers and
labs across locations, studios in Mumbai and London and a network of
international offices in the US, UK, Germany, France and Japan which facilitate
seamless global operations. The company’s passion for excellence is supported by
processes and systems including SEI CMMi Level 5 and ISO 9001:2000. This
focus on quality and delivery excellence helps strengthen Tata Elxsi’s clients and
the practices translate into shorter time-to-market - just what every enterprise
expects from its partner in today's world. Tata Elxsi’s core practice areas cover
Embedded Product Design Services, Industrial Design & Engineering, Animation
& Visual FX Services and Systems Integration Services.
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• Wipro Limited is a global information technology (IT) services company
headquartered in Bangalore, India. According to the 2010 revenue, Wipro is one
of the largest IT services company in India and employs more than 119,491
people worldwide as of September 2010. It is 9th most valuable brand in India
according to an annual survey conducted by Brand Finance and The Economic
Times in 2010. Wipro provides outsourced research and development,
infrastructure outsourcing, business process outsourcing (BPO) and business
consulting services. The company operates in three segments: IT Services, IT
Products, Consumer Care and Lighting.
Wipro Technologies, the global technology and consulting services division of Indian
conglomerate Wipro Limited.
2. H. Infrastructure Facility:
Today TES is looking for large operation in the worldwide, starting of operation from
2000, already its operating in 16 global locations
14 design center, 2 manufacturing center
Over 850 employees worldwide, 400 plus design engineers with good office equipment.
In Bangalore the office is located at 100 feet Ring road BTM 2nd
stage , Banglore.
2. i. Achivements and Awards:
TES India is ISO 9001:2000 Certified since 04/2009.
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2. j. Work Flow Model:
2. K. Future Growth and Prospectus.
• The TES intend to focus on strong growth in every aspect of business.
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• It focuses on new market in future which can segment the business to bring out
high profitability.
• TES main aim to acquire new projects and finishing up them very successfully.
• As it is small company it wants beat competitors and make a stable name in the
market.
CHAPTER 3
MCKENCSY’S 7 S FRAMEWORK
THE 7-S MODEL:
McKinsey's 7S Model that was created by the consulting company McKinsey and
Company in the early 1980s.
Since then it has been widely used by practitioners and academics alike in analyzing
hundreds of organizations. The paper explains each of the seven components of the
model and the links between them. It also includes practical guidance and advice for the
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students to analyze organizations using this model.
Fig. 2. Information about MCKENCSY’S 7 S model
At the end, some sources for further information on the model and case studies available
on this website are mentioned.
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The McKinsey 7S model was named after a consulting company, McKinsey and
Company, which has conducted applied research in business and industry (Pascal &
Athos, 1981; Peters & Waterman, 1982). All of the authors worked as consultants at
McKinsey and Company; in the 1980s, they used the model to analyze over 70 large
organizations. The McKinsey 7S Framework was created as a recognizable and easily
remembered model in business. The seven variables, which the authors term "levers", all
begin with the letter "S".
Description of 7 Ss:
Those seven elements are distinguished in so called hard S’s and soft S’s.They can be
found in strategy statements, corporate plans, organizational charts and other
documentations.
The four soft S’s however, are hardly feasible. They are difficult to describe since
capabilities, values and elements of corporate culture are continuously developing and
changing. They are highly determined by the people at work in the organization.
Therefore it is much more difficult to plan or to influence the characteristics of the soft
elements. Although the soft factors are below the surface, they can have a great impact of
the hard Structures, Strategies and Systems of the organization.
IN TES ELECTRONIC SOLUTIONS 7S MODEL WORKS .
Structure
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Board of Directors

Strategy
Increase depth and breadth of services globally, both organically and through acquisition,
ensuring our ability to contribute to customers product lifecycles from concept through to
manufacture.
Offer value to our customers through integrated and seamless IP, design and
manufacturing services both locally and internationally.
Shared values
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Chief executive officer
General Manager
Human resource Marketing EngineeringFinance
Retail servicesCustomer support Service engine
Call center

Value is “Global beliefs that guide actions and judgments across a Varity of
situations”. It refers to the set of values and aspirations that go beyond the formal
statement of corporate objectives. In other words, these are fundamental ideas around
which a business is built and which constitutes its main values.
System
The company has an ISO9000-2001 quality policy. It’s having separate departments for
Hardware and Software. The company has finance, management department and for
marketing it has a marketing department and it has its own special outlets whole over
world.
Skill
As the company is Embedded service center they are in need of skilled resources, as the
way they says their company strength is skilled people working in the organization.
Staff
The company does a man power planning ones in a year. Company’s HR department co-
ordinate with it’s all the departments and estimates the staff requirement in future. Each
department transfers the “man power requisition form” to the HR department about the
requirement of staff based upon which the department seeks for the candidate. Technical
and HR level people recruited by all the rounds of interview.
Style
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High level of commitment, Strong leadership by management.
The TES conducts the departmental wise meeting whenever necessary. All the
departments of the organization interact with each other for proper communication and
running the business smoothly. The company has participative style of leadership where
everyone is open to express their own thoughts. Top down communalization could be
seen for the routine work.
CHAPTER 4
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SWOT ANALYSIS OF TES ELECTRONICS SOLUTIONS
COMPANY
STRENGTHS
• Patents
• Strong brand names
• Good reputation among customers
• Cost advantages from proprietary know-how
• Skilled people
WEAKNESS
• High cost structure
• Lack of access to the best natural resources
• Lack of access to key distribution channels
OPPORTUNITIES
• An unfulfilled customer need
• Arrival of new technologies
• Removal of international trade barriers
THREATS
• Shifts in consumer tastes away from the firm's products
• Emergence of substitute products
• New regulations
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CHAPTER-5
FINANCIAL STATEMENT ANALYSIS
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Financial statement analysis of The TES Electronics solutions India pvt
ltd
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CHAPTER 6
LEARNING EXPERIANCE
It was such a good experience of 10 weeks, external guide Mrs. Akshata Rao make me to
learn more things, she is such a friendly person, she ask me to do the things in practical
way like
Study about effectiveness of recruitment
Comparison chart
How recruitment happens in other organizations
She thought me about how recruitment happens in TES
How to select the candidates
Types of interviews they conduct
How Appraisal program can be done
What exactly the HR role in TES
I enjoyed my part of work she cooperated me in all the things.
C.E.O Mr. Jagdish.K.P also taken better care about me he always asks about my work he
suggest me to the things in planned way he supports me to learn the things by saying like
‘ You must not take the things as grant, you must learn the things here think it as on the
job training period ‘.
Totally I got a flexible work place to learn the things.
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CHAPTER 7
7. A. GENERAL INTRODUCTION:
RECRUITMENT AND SELECTION:
Recruitment and selection is the process of identifying the need for a job, defining
the requirements of the position and the job holder, advertising the position and choosing
the most appropriate person for the job.
Undertaking this process is one of the main objectives of management. Indeed, the
success of any business depends to a large extent on the quality of its staff. Recruiting
employees with the correct skills can add value to a business and recruiting workers at a
wage or salary that the business can afford, will reduce costs.
People are a company’s most important assets. They can make or break the fortunes
of a business. In today’s highly competitive business environment placing the right
people in the right position is very critical for the success of any organization.
The recruitment and selection decision is of prime importance as it is the vehicle for
obtaining the best possible person-to-job fit that will, contribute significantly towards the
Company's effectiveness. It is also becoming increasingly important, as the Company
evolves and changes, that new recruits show a willingness to learn, adaptability and
ability to work as part of a team. The Recruitment & Selection procedure ensures that
these criteria are addressed.
People are a company’s most important assets. They can make or break the fortunes of
a business. In today’s highly competitive business environment placing the right people
in the right position is very critical for the success of any organization.
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these criteria are addressed.
Selection is the process in which candidates for employment are divided into two classes,
those who are offered employment and those who are not to be.
Recruitment is “a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient workforce”.
Recruitment of good employees is a key survival issue in business today. Executive
and Managerial recruitment is even a more challenging and vital task, as they are the
decision makers of the organization. Hence, the sources of recruitment should be
selected very carefully and the formulation of the recruitment policy and procedures
should be carried out after thorough job analysis, in line with the organization’s
objectives, the existing competitive environment and the changing trends.
Objectives of Recruitment:
• To attract people with multi-dimensional skills and experiences that suits the
present and future organizational strategies,
• To induct outsiders with a new perspective to lead the company,
• To infuse fresh blood at all levels of the organization,
• To develop an organizational culture that attracts competent people to the
company,
• To search or head hunt/head pouch people whose skills fit the company’s values,
• To devise methodologies for assessing psychological traits,
• To seek out non-conventional development grounds of talent,
• To search for talent globally and not just within the company,
• To design entry pay that competes on quality but not on quantum.
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Methods or Techniques of Recruitment:
FOR INTERNAL CANDIDATES:
Promotions: - It is the transfer of an employee to a job which pays more money or one
that carries some preferred status.
Transfers: - Employees will be stimulated to work in the new sections or places if
management wishes to transfer them to the places of their choice.
For external candidates:
Present Employees: - Candidates can be recruited, through recommendations made by
the present employees of the organization.
Scouting: - Scouting means sending the representative of the organizations to various
sources of recruitment with a view to persuade or stimulate the candidates to apply for
jobs.
Advertising: - It includes different media like newspapers, magazines of all kinds,
radio, television, etc
Modern techniques:
Walk-in: - As per this technique, the potential candidates are required to attend for an
interview directly and without a prior application on a specified date, time and at a
specified place.
Consult-in: - The busy and dynamic companies encourage the potential job seekers to
approach them personally and consult them regarding the jobs.
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Head-hunting: - These are also known as search consultants. The company’s request the
professional organizations to search for the best candidates particularly for the senior
executive positions.
Body Shopping: - Professional organizations and the hi-tech training institutes develop
the pool of human resources for the possible employment.
The prospective employers contact these organizations to recruit the candidates. These
professional and training institutions are called body shoppers and these activities are
known as body shopping.
Business Alliances: - Business alliances like acquisitions, mergers and take-over help in
getting human resources. The company with surplus human resources offers the services
of their employees to other needy organizations.
Tele-Recruitment: - This technique involves the use of the Internet, to advertise job
vacancies and also for the candidates to apply online.
LITERATURE REVIEW
Sources of recruitment
Recruitment is more likely to achieve its objective if recruiting sources reflect the type or
position to be filled. Certain recruiting sources are more effective than others for filling
certain types of jobs. There are mainly two sources of recruitment and they are:
Internal sources
Most large organizations will attempt to develop their own employees for positions
beyond the lowest level.
External sources
These sources lie outside the organization. They usually include new entrants, the
unemployed, etc.
Interview
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An interview is an attempt to secure maximum amount of information from the candidate
concerning his suitability for the job under consideration. It can be said to be a formal
meeting in person, especially one arranged for the assessment of the qualifications of an
applicant.
There are several different ways to structure and conduct valid selection interviews and it
is important to select the one that best meets your needs, both in terms of the major job
requirements that you have decided to measure as well as the time frame you have
established to get a new person on board. Hence, the different types of interviews are
Recruitment Process:
The Recruitment process informs qualified individuals about employment opportunities,
creates a positive image of company; provide enough information about the job so that
applicants can make comparison with their qualifications and interests, and generate
enthusiasm among the best candidates so that they will apply for vacant positions. The
effectiveness of Recruitment process can play a major role in determining the resources that
must be expended on other HR activities for the ultimate success.
Therefore, the first step in the development of a firm’s personnel activity is to acquire the
key resource people to operate the organization. This is the most critical in the establishment
and expansion of business.
The process compromises five interrelated stages:
 Planning
 Strategy Development
 Searching
 Screening
 Evaluation and Control
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Fig.4. Showing the recruitment process
RECRUITMENT PLANNING:
The first stage in the Recruitment Process is planning. Planning involves the translation of
likely job vacancies and information about the nature of these jobs into a set of objectives is
targets that specify the number and type of applicants to be counted.
Strategy Development
Strategy Development includes the following:
Make or Buy Employees:
Organizations must decide to hire less skilled employees and invest on training and education
programs, or they can hire skilled labor and professional. Essentially this is the ‘Make’ (Hire
less skilled workers) or’ Buy’ (Hire skilled workers and professionals).
Technological Sophistication of Recruitment and Selection Devices:
The second division in Strategy Development relates to the methods used in Recruitment and
Selection. This decision mainly influenced by the available technology. The Advent of
technological advancement has made it possible for employers to scan national and
international applicant qualifications and also for the job seekers to gain better access.
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Fig.4. Showing the recruitment process
RECRUITMENT PLANNING:
The first stage in the Recruitment Process is planning. Planning involves the translation of
likely job vacancies and information about the nature of these jobs into a set of objectives is
targets that specify the number and type of applicants to be counted.
Strategy Development
Strategy Development includes the following:
Make or Buy Employees:
Organizations must decide to hire less skilled employees and invest on training and education
programs, or they can hire skilled labor and professional. Essentially this is the ‘Make’ (Hire
less skilled workers) or’ Buy’ (Hire skilled workers and professionals).
Technological Sophistication of Recruitment and Selection Devices:
The second division in Strategy Development relates to the methods used in Recruitment and
Selection. This decision mainly influenced by the available technology. The Advent of
technological advancement has made it possible for employers to scan national and
international applicant qualifications and also for the job seekers to gain better access.
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Geographic distribution of labor markets comprising job seekers :
Where to Look:
In order to reduce cost, organizations look into labor markets most likely to offer the
required job seekers. Generally, companies look into the national market for managerial and
professional employees, regional or local markets for technical employees and local markets
for clerical blue color employees.
How to look:
It refers to the methods of recruitment. The most important challenge for an organization is to
attract qualified candidates through sound and appropriate Recruitment methods. There are
several Sources and they may be broadly categorized into:
Sources Of Recruitment
Internal Recruitment:
Internal Recruitment seeks applicants for positions from those who are currently employed.
Internal sources include present employees, employee referrals, former employees and
former applicants.
External Recruitment:
External sources of an organization are professional or trade associations, advertisements,
employment exchanges, college/university/institute placement service, walk-ins and write-ins,
consultancy, contractors, displaced persons, radio and television, acquisitions and mergers
and competitors.
Searching:
The Search process involves two steps
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Source Activation:
Source Activation takes place when a job vacancy exists in the organization. If the
organization has planned and well and done a good job of developing its source and search
methods, activation soon results in a flood of application.
Selling:
In selling the organization, both the Message and Media deserve attention. Message
refers to the employment advertisements. Media refers to the source of any recruiting
message. For example, Employment Exchanges, Advertises in Business magazines
Screening:
The purpose of screening is to remove from the recruitment process at an early stage,
those applicants who are visibly unqualified for the job. Effective screening can save a
great deal of time and money. Care must be exercised to assure that potentially good
employees are not lost.
Evaluation and Control:
It is necessary as considerable costs are incurred in the recruitment process.Stastical
information should be gathered and evaluated to know the suitability of the recruitment
process.
TYPES OR METHODS OF INTERVIEW
Patterned or Structured Interview: This is the most common method of
interview. The whole process of interview, from the kind of questions to be asked to the
close of the interview is well structured and planned. Such interviews are also called
standardized interviews for they are pre-planned to a high degree of accuracy and
precision.
Non-directive or Free Interview: This type of interview is unstructured and is
relatively non-planned as to format.
Depth or Action Interview: It is semi-structured in nature and utilizes questions in
keys areas, which have been studied in advance by the interviewer. This type of
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interview demands more mature understanding of human behavior and development and,
therefore, more careful selection of the interviewee.
Group Discussion Interview: In this type of interview, groups rather than
individuals are interviewed. The object of conducting such an interview is to see how
well individuals perform on a particular task or in a particular situation.
Panel or Board Interview: In case of such types of interviews, a candidate is
interviewed by a number of interviewers. Questions may be asked in turn or asked in
random order as they arise on the topic.
Stress Interview: In the stress interview, the interviewer assumes a hostile role
toward the applicant. He deliberately puts him on the defensive by trying to annoy,
embarrass or frustrate him. The purpose is to find out how a candidate behaves in a stress
situation.
Tele-Interview: This is one of the modern methods of interviewing. In such cases,
interviews are conducted over the telephone.
Interview via the Internet: In recent times, as candidates come from different
places and due to constraint of time, many times interviews are conducted online through
various ways, like e-mails, online chats, and video conferencing.
Selection Process Design
The most effective screening and selection processes use the quickest and least expensive
components early in the process and hold off using lengthy, expensive, labor intensive
components to be used only after initial screening. Effective screening includes making
certain that the applicant has the basic necessary experience and background as well as
determining if they possess the core traits and attitudes you have found to be predictive of
success in that job. It is important that each company determine which process is best
suited to its needs, but the example below can be a good initial guide to consider.
Employee Selection is the process of putting right men on right job. It is a procedure of
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matching organizational requirements with the skills and qualifications of people.
Effective selection can be done only when there is effective matching. By selecting best
candidate for the required job, the organization will get quality performance of
employees. Moreover, organization will face less of absenteeism and employee turnover
problems. By selecting right candidate for the required job, organization will also save
time and money. Proper screening of candidates takes place during selection procedure.
All the potential candidates who apply for the given job are tested.
But selection must be differentiated from recruitment, though these are two phases of
employment process. Recruitment is considered to be a positive process as it motivates
more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing
of data. While selection is a negative process as the inappropriate candidates are rejected
here. Recruitment precedes selection in staffing process. Selection involves choosing the
best candidate with best abilities, skills and knowledge for the required job.
The Employee selection Process takes place in following order-
1. Preliminary Interviews- It is used to eliminate those candidates who do not meet
the minimum eligibility criteria laid down by the organization. The skills,
academic and family background, competencies and interests of the candidate are
examined during preliminary interview. Preliminary interviews are less
formalized and planned than the final interviews. The candidates are given a brief
up about the company and the job profile; and it is also examined how much the
candidate knows about the company. Preliminary interviews are also called
screening interviews.
2. Application blanks- The candidates who clear the preliminary interview are
required to fill application blank. It contains data record of the candidates such as
details about age, qualifications, reason for leaving previous job, experience, etc.
3. Written Tests- Various written tests conducted during selection procedure are
aptitude test, intelligence test, reasoning test, personality test, etc. These tests are
used to objectively assess the potential candidate. They should not be biased.
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Recruitment and selection process Followed at TES
Request for Resources
Sources
Internal External
Employee referral Employee moment Portals Consultants Head hunt Walk-in’
Short listing Screening of the candidates
Scheduling interview
Telephonic Face to face
Offer letter
Technical 1 2
Page 42

Accept Reject
Employee joining
People are a company’s most important assets. They can make or break the fortunes of a
business. In today’s highly competitive business environment placing the right people in
the right position is very critical for the success of any organization.
these criteria are address.
The Selection Process
The rules governing selection require that all employees be selected and promoted
through a competitive examination of merit and fitness. That being said, the end result of
the selection process is to arrive at a top group of three (3) applicants from the applicant
pool for the appointing authority (supervisor who is hiring for this position) to select
from. The top group of three (3) applicants is derived from testing and/or other
assessments of their knowledge, skills, abilities and other characteristics needed to
successfully perform the job.
Typically, the process of arriving at a top group of three (3) individuals follows the
following architecture:
1.Position announcement
All open-competitive career opportunities at CDPHE are announced on the Colorado
State Government Job Announcement website.
Please see Current Job Opportunities
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2.Accepting applications
CDPHE is an Equal Opportunity Employer (see Diversity Policy) The CDPHE Human
Resources Office only accepts applications for announced positions.
Applications for announced positions will be accepted until the closing date
advertised on the job announcement. You must be a resident of Colorado to apply.
3.Application screening
Submitted applications are reviewed to identify applicants meeting the minimum
requirements listed in the job announcement.
All applicants who meet the minimum qualifications for a posted position are invited to
participate in a fair and open competitive examination of job-relevant competencies.
Applicants who do not meet the minimum requirements are notified by electronic mail of
their status.
4.Examination process
When filling a vacant position, the State of Colorado requires the use of an
examination process to identify the top three candidates.
If three or fewer candidates meet the minimum qualifications of the position vacancy, the
minimum qualifications are the exam and all of the applicants are referred to the
supervisor for interview.
However, if more than three applicants meet the minimum qualifications, an examination
of job-related competencies must be used to determine the top three candidates.
The number and types of exams chosen for this process will depend on the job class of
the position vacancy and the total number of qualified applicants competing for the
position.
5.Supervisor review & consideration
The top three (3) candidates identified via the examination process will be referred to
the supervisor of the position vacancy for interview
The supervisor of the position vacancy will make the hiring decision.
Typically, supervisors interview each of the candidates on their referral list.
Page 44

However, a supervisor is not required to interview each of the candidates before making a
hiring decision.
A review of each candidate’s resume and an interview with the candidate who is
deemed the best fit for the position is sometimes sufficient to make a hiring decision.
6.Job offer
After careful consideration of each candidate, the supervisor makes the final decision.
Depending on type of work performed in the position, a job offer may be contingent on
the results of a drug test, physical examination and/or criminal background check.
RESEARCH METHODOLOGY
DEFINITION: -
According to Thomas Kenner “a research design is the basic plan which guides the data
collection analysis and faces of the project. It is a frame work which specifies the type of
information to be collected, the source of data and the data collection procedure.”
TITLE OF THE STUDY: -
A project report on “Recruitment and selection process” adopted by TES
ELECTRONIC SOLUTIONS” Bangalore.
7.b STATEMENT OF THE PROBLEM: -
In the current scenario all activities of human resource management should be geared in
building a competitive, effective and efficient work force. In the process it is very
important to employee suitable person for suitable job for smooth flow of work which is
very critical and essential.
The statement of problem in the study was to know and observe whether there is an
adequate methodology is followed in the recruitment sources and selection process for
employing right candidate for the job. This study is to analyze the critical factors
affecting the process and to study the effectiveness and loop holes at every stage.
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The study was not focused on any particular live problem. It study made to analyze the
overall effective of procedures of recruitment and selection on building defined and
integrated work force.
SCOPE OF THE STUDY:
Study is confined to TES Electronic solutions India pvt ltd Bangalore. Result of my
survey and analysis would provide useful inputs to the management. They have
welcomed my effort and are looking forward to collecting all available data in this
respect for examining the same in totality.
OBJECTIVES OF THE STUDY: -
The objective of the study involves to know the importance of interviews in judging the
candidate, to infuse fresh blood at all levels of organization, to have optimum recruitment
cycle time, to know whether the selection is based on persons education qualification,
experience or communication skills and to adopt different techniques and type of
recruitment.
• To study the policies, procedures and practices followed in TES for human
resources procurement and selection.
• To determine the effectiveness of recruitment and selection process
• To study the methods and techniques used in recruitment and selection
process.
• To find employees opinion about present process of recruitment and selection
in TES.
• To suggest the strategies to improve the present recruitment and selection
methods.
RESEARCH DESIGN:
1 Type of the Study:
A research is purely a framework or plan that guides the collection and analysis
of the data.
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2 Sampling Design.
Sampling Method :
• Simple Random sampling
• Population size- 100 employees
• Sampling Size – 50 employees
3 Sources of data collection:Primary Data and Secondary Data.
• Primary data: A structured questionnaire containing 21 open ended question
was employed for collecting data.
• Secondary data: Secondary data was collected from sources like company
website, company prospectus, Text book, Company’s work profile, Materials
used for recruitment and selection, Company’s brochures.
Limitations of the study:
 The study is based entirely on the data collected.
 I have tried to be as objective as possible. However, the bias of the employees
may have introduced some errors in the findings, on which I had no control.
 Originally it was intended to interview the employees personally.
 But their preoccupation with their hectic schedule made it rather impossible
to have a one-to-one talk with them.
CHAPTER 8
ANALYSIS AND INTERPRETATION
Page 47

TABLE NO. 1
Employees about the awareness of Recruitment & Selection of the company
Sl No. PARTICULARS
NO.OF
RESPONDENTS
PERCENTAGE
1 COMPLETELY 20 40
2 PARTIALLY YES 10 20
3 PARTIALLY 10 20
4 PARTIALLY NO 10 20
5 NOT AT ALL 0 0
6 TOTAL 50 100
SOURCE: PRIMARY DATA
GRAPH NO.1
ANALYSIS: From the above table and graph 40% of the employees are completely
aware,20% are partially yes,20%are of partially,20% are partially no are aware
about the recruitment & selection of the company.
INTERPRETATION: Majority of them have complete awareness about
recruitment & selection of the company.
TABLE NO. 2
Employees’ awareness about the vacancies in the organization
SL NO.1 PARTICULARS
NO. OF
RESPONDENTS
PERCENTAGE
Page 48

1
INTERNAL
ANNOUNCEMENTS
15 30
2 ADVERTISEMENTS 15 30
3 CONSULTANTS 10 20
4 FRIENDS 5 10
5 OTHERS 5 10
6 TOTAL 50 100
GRAPH NO.2
ANALYSIS: - From the above table and graph 30%of the employees know from internal
announcements, 30% from the advertisements, 20%from the consultants, 10%from
friends and others about the vacancies in the organization.
INTERPRETATION: Majority of the employees are aware about the vacancies by
internal announcements and advertisements.
TABLE NO.3
Table showing TES encouragement in recruiting fresh blood at all levels.
SL NO PARTICULARS
NO. OF
RESPONDENTS
PERCENTAGE
1 STRONGLY AGREE 10 20
2 AGREE 16 32
3 NEITHER AGREE/NOR 12 24
Page 49

DISAGREE
4 DISAGREE 10 20
5 STRONGLY DISAGREE 2 4
6 TOTAL 50 100
GRAPH NO.3
ANALYSIS: From the above table& graph employees are 20% strongly agree,32%
agree,24%neither agree nor disagree,20% disagree,4% strongly disagree towards
encouragement in recruiting the fresh blood at all levels in the company.
INTERPRETATION: Majority of the employees are agreeing towards the recruiting the
fresh blood at all levels in the company.
TABLE NO.4
Table showing the main internal source of recruitment in organization
SL NO. PARTICULARS
NO. OF
RESPONDENTS
PERCENTAGE
1 TRANSFER 10 20
2 PROMOTION 15 30
3 RETIRED EMPLOYEES 5 10
4
RETRENCHED
EMPLOYEE
5 10
5 EMPLOYEE REFERALS 15 30
Page 50

6 TOTAL 50 100
SOURCE :-PRIMARY DATA
GRAPH NO.4
ANALYSIS: From the above & graph employees are at 20% transfer, 30% promotion,
10% retired employees, 10% retrenched employee, 30% employee referrals towards the
internal source of recruitment of the organization.
INTERPRETATION: Majority of them are towards the promotion and employee
referrals.
TABLE NO.5
Table showing the main external source of recruitment in your organization
SL NO PARTICULARS
NO. OF
RESPONDENTS
PERCENTAGE
1 ADVERTISEMENTS 15 30
2 CONSULTANTS 20 40
3 JOB ASPIRANTS 5 10
4
UNSOLICITED
APPLICANTS
5 10
5
EDUCATIONAL
INSTITUTIONS
5 10
6 TOTAL 50 100
SOURCE:- PRIMARY DATA
Page 51

GRAPH NO.5
ANALYSIS: From the above table & graph employees are 30% at advertisements, 40%
at consultants,10% at job aspirants,10% at unsolicited applicants,10% at educational
institutions towards the external source of recruitment.
INTERPRETATION: Majority of the employees are supporting towards the
recruitment through advertisements and consultants.
TABLE NO.6
Table showing basis that candidate should be selected in the preliminary round
SL NO PARTICULARS
NO. OF
RESPONDENTS
PERCENTAGE
1 QUALIFICATION 10 20
2 EXPERIENCE 10 20
3 ATTITUDE 5 10
4
COMMUNICATION
SKILLS
5 10
5 ALL THE ABOVE 20 40
6 TOTAL 50 100
SOURCE:-PRIMARY DATA
GRAPH NO.6
Page 52

ANALYSIS: From the above table and graph employees are selected through the 20%
qualification,20% experience,10% attitude,10%communication skills and 40%from the
all of these in the preliminary round in the organisation.
INTERPRETATAION: Majority of the employees are selected from all the mentioned
criteria in the company.
TABLE NO.7
Table showing the major criteria to select the candidate in technical round
SL NO PARTICULARS
NO.OF
RESPONDENTS
PERCENTAG
E
1
THEORTICAL
KNOWLEDGE
5 10
2
TECHNICAL
EXPERIENCE
5 10
3 TEAM PLAYER 12 24
4
PRATICAL
INVOLVEMENT
15 30
6 TOTAL 50 100
GRAPH NO.7
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ANALYSIS: From the above table & graph 10% of theoretical knowledge,10% of
technical experience,24% of team player,30% of practical experience,26% of all of these
represents the criteria for selecting candidate in technical round.
INTERPRETATION: Majority of the employees are selected on the basis technical
round.
TABLE NO.8
Table showing factors stimulating you to join this company
SL NO. PARTICULARS
NO. OF
RESPONDENTS
PERCENTAGE
1 SALARY 9 18
2
IMAGE OF THE
COMPANY
10 20
3 H.R POLICY 5 10
4 CAREER GROWTH 6 12
6 TOTAL 50 100
GRAPH NO.8
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ANALYSIS:- From the above table & graph represents 18% on salary, 20% on image of
the company,10% on h.r policy,12% on career growth,40% on overall towards the
employees to join to the company.
INTERPRETATION: Majority are towards all the factors mentioned in the table.
TABLE NO.9
Table showing satisfaction with the recruitment and selection process of
organization
SL NO PARTICULARS
NO. OF
RESPONDENTS
PERCENTAGE
1 HIGHLY SATISFIED 15 30
2 SATISFIED 6 12
3
NEITHER
SATISFIED/NOR
DISSATISFIED
9 18
4 DISSATISFIED 5 10
5 HIGHLY DISSATISFIED 15 30
6 TOTAL 50 100
GRAPH NO.9
Page 55

ANALYSIS: From the above table & graph 30% are highly satisfied,12% are
satisfied,18% are neither satisfied nor dissatisfied,10%are dissatisfied, 30% are highly
dissatisfied towards the satisfication of recruitment and selection of the company.
INTERPRETATION: Majority of the employees are highly satisfied and highly
dissatisfied in the company.
TABLE NO. 10
Table showing for conducting technical interview which method is more suitable in
terms of optimum cost, minimum time and flexibility
SL NO PARTICULARS NO. OF
RESPONDENTS
PERCENTAGE
1 WRITTENS 12 24
2 ORALS 12 24
3 PRATICAL 15 30
4 ARE THROUGH
PHONE'S
6 12
5 INTERVIEWS 5 10
6 TOTAL 50 100
GRAPH NO.10
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ANALYSIS: From the above table & graph it represents 24% at written,24% at orals,
30% at practical, 12% at are through phone’s, 10% at interviews for conducting technical
interview.
INTERPRETATION: Majority of the employees agree with practical method for
suitable in terms of optimum cost, minimum time and flexibility.
TABLE NO.11
Table showing of the test is followed in the selection process in organization
SOURCE:PRIMARY DATA
GRAPH NO.11
Page 57
SL
NO
PARTICULARS
NO. OF
RESPONDENTS
PARTICULARS
1 APTITUDE TEST 8 16
2 ABILITY TEST 6 12
3 ACHEIVEMENT TEST 5 10
4 INTEGRITY TEST 11 22
6 TOTAL 50 100

ANALYSIS: From the above table & graph represents 16% is aptitude test,12% is ability
test,10% is achievement test, 22%in integrity test and 40% agree all of these for the
employees selection process.
INTERPRETATION: Majority of the employees agree all the test for selecting the
candidates.
TABLE NO.12
Table showing factor influences the selection process of the candidates in
organization
SL NO PARTICULARS
NO. OF
RESPONDENTS
PERCENTAGE
1 STRESS INTERVIEW 5 10
2 PANEL INTERVIEW 10 20
3 HR INTERVIEW 12 24
4
BEHAVIOURIAL
INTERVIEW
8 16
5
STRUCTURED
INTERVIEW
15 30
6 TOTAL 50 100
Page 58

GRAPH NO.12
ANALYSIS: From the above table & graph represents 10% in stress interview, 20% in
panel interview, 24% in HR interview,16% in behavioural interview, and 30% in
structured interview for selecting the candidate.
INTERPRETATION: Majority of the agree with structured interview for selecting
candidate in selection process.
TABLE NO.13
Table showing about preference given to the female candidates in the selection
process
SL NO PARTICULAR
NO.OF
RESPONDENTS
PERCENTAGE
1 COMPLETELY 15 30
2 PARTIALLY YES 10 20
3 PARTIALLY 15 30
4 PARTIALLY NO 10 20
5 NOT AT ALL 5 10
6 TOTAL 50 100
GRAPH NO.13
Page 59

ANALYSIS: From the above table & graph represents 28% of employees agree
completely, 18%of them partially yes, 27% of them partially, 20% of them partially no,
10% of them not at all towards giving preference to female candidate.
INTERPRETATION: Majority of the employees agree partially for the employment of
female candidate.
TABLE NO .14
Table showing about the selection test that are conducted on the basis on the
requirement
SL NO PARTICULAR
NO.OF
RESPONDENTS
PERCENTAGE
2 AGREE 2 4
3
NEITHER AGREE /NOR
DISAGREE
20 40
4 DISAGREE 15 30
6 TOTAL 50 100
GRAPH NO.14
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ANALYSIS: From the above table & graph represents 16% in strongly agree, 4% in
agree, 40% in neither agree nor disagree, 30% in disagree, 10% in strongly disagree
towards the selection on the basis of requirement.
INTERPRETATION: Majority of the employees are in between agree and disagree of
the selection.
TABLE NO.15
Table showing satisfaction level with the selection procedure of your organization
SL NO PARTICULARS
NO. OF
RESPONDENTS
PERCENTAGE
1 HIGHLY SATISFIED 12 24
2 SATISFIED 8 16
3
NITHER SATISFIED/NOR
DISSATISFIED
20 40
4 DISSATISFIED 5 10
5 HIGHLY DISSATISFIED 5 10
6 TOTAL 50 100
GRAPH NO.15
Page 61

ANALYSIS: From the above table & graph represents 24% are highly satisfied, 16% are
satisfied, 40% are neither satisfied nor dissatisfied, 10% are dissatisfied, 10% are highly
dissatisfied towards satisfaction level of the selection procedure.
INTERPRETATION: Majority of the employees neither satisfied nor dissatisfied with
satisfaction level of the selection procedure.
TABLE NO.16
Table showing about the Rate the Recruitment & selection process followed by
organization
SL NO PARTICULARS
NO. OF
RESPONDENTS
PERCENTAGE
1 EXCELLENT 12 24
2 VERY GOOD 10 20
3 GOOD 13 26
4 FAIR 8 16
5 BAD 7 14
6 TOTAL 50 100
GRAPH NO.16
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ANALYSIS: From the above table & graph represents 24% in excellent, 20% in very
good,26% in good,16% in fair, 14% in bad towards the rating the recruitment and
selection in the company.
INTERPRETATION: Majority of the employee are towards good rating of the
recruitment and selection.
TABLE NO.17
Table showing about employee opinion about the career progression in the
organization
SL NO PARTICULARS
NO. OF
RESPONDENT
PERCENTAGE
1 EXCELLENT 6 12
2 VERY GOOD 10 20
3 GOOD 17 34
4 FAIR 15 30
5 BAD 2 4
6 TOTAL 50 100
GRAPH NO.17
Page 63

ANALYSIS: From the above table & graph represents 12% in excellent,20% in very
good, 17% in good, 15% in fair, 4% in bad towards the career progression in the
company.
INTERPRETATION: Majority of the employees have good opinion towards career
progression.
TABLE NO.18
Table showing about the time duration taken by the company between selection and
placement
SL NO PARTICULARS
NO OF
RESPONDENTS
PERCENTAGE
1 MORE THAN 1 WEEK 15 30
2 LESS THAN 1-2 WEEK 10 20
3
MORE THAN 2-3
WEEK
12 24
4 LESS THAN 3-4 WEEK 9 18
5
MORE THAN A
MONTH
4 8
6 TOTAL 50 100
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GRAPH NO.18
ANALYSIS: From the above table & graph represents 30% in more than a week,20% in
less than 1-2 week,24% more than2-3 week,18% in less than 3-4 week,
8% in more than a month, the time taken for the selection and placement.
INTERPRETATION: Majority of the employees consider more than a week for
selection and placement.
TABLE NO.19
Table showing about the satisfaction of the “PROMOTION AND TRANSFER”
during selection of employee
SL NO PARTICULARS
NO OF
RSPONDENTS
PERCENTAGE
2 AGREE 5 10
3
NEITHER AGREE/NOR
DISAGREE
20 40
4 DISAGREE 5 10
6 TOTAL 50 100
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GRAPH NO.19
ANALYSIS: From the above table & graph represents that 30% are strongly agree, 10%
are agree, 40% are neither agree nor disagree, 10% are disagree, 10% are strongly
disagree towards the satisfaction of promotion and transfer in the company
INTERPRETATION: Majority of the employees are neither agree nor disagree level of
satisfaction of the promotion and transfer in the company.
TABLE NO.20
Table showing about the need for change in the recruitment process
SL NO PARTICULARS
NO. OF
RESPONDENTS
PERCENTAGE
2 AGREE 20 40
3
NEITHER AGREE NOR
DISAGREE
0 0
4 DISAGREE 8 16
6 TOTAL 50 100
GRAPH NO.20
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ANALYSIS: From the above table & graph it represents that 40% of the respondents are
agreed, 32% are strongly agree, 16% disagree and 12% disagree for the changes.
INTERPRETATION: Majority of the respondents feel the there is a need for change in
the recruitment procedure and practices.
CHAPTER 9
HYPOTHESIS TESTING
CHI-SQUARE TEST
HYPOTHESIS TEST 1:
Data is taken from the table 9
COMPUTATION
H0: (Null hypothesis) – Recruitment and selection process of organization is satisfied.
H1 :( Alternative hypothesis) – Recruitment and selection process of organization is not
satisfied.
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From the test result, It is observed that Table value at 5% level of significance for 4
degree of freedom=9.4
Since calculated value=6.7, so that null hypothesis is accepted at 5% level of
significance.
According to the employees, the recruitment and selection process is satisfied in the
organization.
CONCLUSION:
The recruitment and selection process is satisfied by the employees in the organization.
HYPOTHESIS TEST 2:
Data is taken from the Table 16
COMPUTATION:
H0: (Null hypothesis)- Recruitment and selection process rating is satisfied
H1: (Alternative hypothesis)- Recruitment and selection process rating is not satisfied
From the test result, It is observed that table value at 5% level of significance for 4 degree
of freedom=9.4
Since calculated value =2.6, so that null hypothesis is accepted at 5% level of
significance.
According to the employees, rating during recruitment and selection process is satisfied
by the employees in the organization.
CONCLUSION:
Recruitment and selection process rating is satisfied by the employees in the
organization.
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CHAPTER 10
FINDINGS
From the above analysis fallowing are drawn as per the study conducted
• Consultant plays main role in Recruitment and selection process at TES
• Internal and External Recruitment process is preferred at the company
• All the employees of the organization are aware about employee referral scheme
• TES consultancy playing vital role in employee hiring process
• Employees are influenced by the HR policies of the organization
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• Recruitment and selection process must be experienced and knowledgeable for
employees
• In recruitment and selection process all the tests are very important.
• It is found that the employees agreed all the selection tests conducted during
Selection process.
• All the employees of the organization are satisfied with the selection process.
CHAPTER 11
SUGGESTIONS
• TES can build competency model for organization which will help the
organization to select right person to the right job
• Company can hire the people inside the organization rather than going for
external recruitment. Because its saves cost and time.
• Company can provide more career development opportunity for employees so that
employees will stay back in organization
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• Sources for the recruitment can be modified in order to make cost effective,
company can go for advertisements in news paper and allow walk in interview.
• Advanced training must be provided to update the employees about new
technologies.
• The management can give the opportunity to Trade union to refer candidates
when vacancies are created in the company.
• The jobs can be redesigned so that monotonous tasks are eliminated..
CHAPTER 12
CONCLUSION
Conclusion:
• The TES Electronics solutions is small company and they are good at their
product and services, The company follows a well-defined sound and effective
recruitment and selection process policies and procedures.
• Recruiting people with the right skills and qualities is essential for any
organization if it is to maintain and improve its efficiency. Not only the personal
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manager but also the line manager/supervisor has a part to play in the selection
process. It is crucial that both these people have training to enable them to carry
out their roles effectively. Careful analysis of the job to be done and the
competencies required to do it necessary if the right people are to be pitted into
the right job.
• Having selected the best candidates for the job, and ensure that recruit is
successfully integrated into the organization.
• From analysis it is to conclude that The TES Electronics solutions India pvt ltd
effectively carrying out Recruitment and selection process.
• All the recruiters satisfied with programme running at the company. Still it can be
improved by acquiring the talented candidates.
• Thus organization has to evaluate the effectiveness of the recruitment and
selection process in order to know that process are analyzed and contributed to
development of the organizations.
Page 72

recruitment and selection

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