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

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 Strongly Agree 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.

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 Strongly Agree 4 2 Moderately Agree 8 3 Disagree 2 4 Can't Say 1

(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 Job Posting 3

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 Job Portals 0

3 Consultancy 1

4

Employment

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.

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 Strongly Agree 5 2 Moderately Agree 4 3 Disagree 4 4 Can't say 2

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 Strongly Agree 6 2 Moderately Agree 6 3 Disagree 1 4 Can't say 2

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

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 Strongly Agree 9 2 Moderately Agree 5 3 Disagree 1 4 Can't say 1

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

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 Strongly Agree 6 2 Moderately Agree 8 3 Disagree 0 4 Can't say 1

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 Strongly Agree 9 2 Moderately Agree 2 3 Disagree 4 4 Can't say 0

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 Written Test 55 2

Group

Discussion 15 3 Final Interview 30

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

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 Strongly Agree 6 2 Moderately Agree 8 3 Disagree 1 4 Can't say 0

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.

“LIMITATIONS”