SUMMER INTERNSHIP REPORT

ON
A STUDY OF RECRUITMENT AND SELECTION PROCEDURE
IN AIRPORT AUTHORITY OF INDIA, AGARTALA, TRIPURA (W)

FOR THE PARTIAL FULFILMENT OF THEREQUIREMENT

FOR THE AWARD OF MASTERS OF BUSINESS
ADMINISTRATION

UNDERTHE GUIDANCE OF: UNDERTHESUPERVISIONOF:

Dr. Debarshi Mukherjee S.H. JEMPU
HOD, Dept. of Business HR Manager
Management Tripura University AAI, Agaratala
SUBMITTEDBY:

DEBASRI CHOUDHURY
MBA 2017-2019

DEPARTMENT OF BUSINESS MANAGEMENT

TRIPURA UNIVERSITY
(A CENTRAL UNIVERSITY)
SURYAMANINAGAR, AGARTALA
 CERTIFICATE

This is to certify that the project work done on “A STUDY OF RECRUITMENT AND SELECTION
PROCEDURE IN AIRPORT AUTHORITY OF INDIA”, AGARTALA “is a bonafide work carried out by
Miss Debasri Choudhury under my supervision and guidance. The project report is submitted towards the
partial fulfillment of 2 – year, full time Masters in Business Administration.

This work has not been submitted anywhere else for any other degree/diploma. The original work was carried
during 01 june 2018 to 31 july 2018 in AAI.

Name & Sign of Faculty Supervisor

Date: 17/08/18
 DECLARATION

I, DEBASRI CHOUDHURY, Roll No: 1706460051, Student of MBA,

Department of Business Management, Tripura University, Suryamaninagar , Agartala
hereby declare that the project report on “A Brief Study on Recruitment & Selection
Procedure of Airport Authority of India, Agartala” is an original and authenticated work
done by me.

I further declare that it has not been submitted elsewhere by any other person in
any of the universities/institutions for academic award in best of my knowledge.

Debasri Choudhury
Roll No:
Date: MBA 2nd Semester
Place: Agartala Department of Business Administration
Tripura University
 ACKNOWLEDGEMENT

I express my sincere and profound gratitude to Mr. S.H. JEMPU Senior Manager(HR)for

his valuable guidance and S.D. BARMAN Airport Director supervision in the

preparation of this project work and for his encouragement and help. I am deeply

indebted to Mr. Pantu Saha Executive(HR)for giving me this wonderful opportunity to

join Airports Authority of India as trainee and understanding the working of HR cell. I

would like to thank the employees working in HR cell for their help and co-operation

during the internship. I would also like to thank Dr. Debarshi Mukherjee my project guide

for his immense help and guidance in preparing the project successfully. I also express

my sincere thanks to all officers and staffs of Airports Authority of India, Agartala who

were kind enough to co-operate by spending their valuable time in filling up the

questionnaire used in this study. And I also express my sincere thanks to all those who

directly or indirectly extended their help in completing this work.

 PREFACE

Human Resource Management (HR) is the legal liaison between the organization and the
employees.

A large part of the growth of Airports Authority of India is the Human Resources
Department \who are responsible for hiring the people with the knowledge to bring new
technology into a company. To be successful they need a highly skilled, flexible and
committed work force, a flexible and innovative management, the ability to retain
developed talent, and a strong partnership between management and labor unions.

To achieve goals, the organization needs a talented workforce. Besides hiring the right
people to manage and perform specific jobs, HR cell have to build up commitment and
loyalty among the workforce by keeping them up to date about company plans, and
laying out the implications for job security and working conditions.

The backbone of any successful organization is the HR department and without a talented
group of people to hire culture and inform employees, the organization is doomed for
failure. Hence it is one of the major task of any organization that its recruitment and
selection process is carried out in a proper manner so that only well qualified and
knowledgeable pool of candidates are selected in the organization.
 INDEX

SL.NO. PARTICULAR PAGE NO.

1. Introduction
1.1 Profile of Airport Authority of India (AAI) 2-6
1.2 Mission & Vision of AAI 7
1.3 Organization Structure 8
1.4 AAI Services 9-11
1.5 Introduction to AAI, Agartala 12-16
1.6 Introduction of the project 17

2. Project Literature Review

2.1 Recruitment and Selection 18-23
2.2 Study of Recruitment and Selection 24-25
2.3 Brief description of method 26-27

3. Research Study
3.1 Introduction 28
3.2 Data Analysis 29
3.3 Data interpretations & Findings 31-54

4. Bibliography 58

5. Annexures 59-62
 LIST OF TABLES

Table No. Particulars Page No.

1 Gender distribution of AAI Agartala employees 31

2 Age distribution of AAI Agartala employees 32
3 Caste distribution of AAI Agartala employees 33
4 Working period in AAI 34
5 Educational Qualification 35
6 Procedure of Recruitment 36
7 Duration of Interview process 37
8 Post job training help 38
9 Working experience in other organization 39
10 Opinion percentage on reliability of recruitment process 40
11 Opinion percentage on HR team act 41
12 Opinion percentage on job responsibility & jib description 42
13 Opinion percentage on adequate quality 43
14 Opinion percentage on satisfactory method of interview 44
15 Opinion percentage regarding employee verification 45
16 Rating on selection policy 46
17 Opinion percentage regarding recruitment technical support 47
18 Opinion percentage regarding recruitment method 48
19 Opinion percentage regarding employee recruitment policy 49
20 Opinion percentage regarding transparency of recruitment 50
21 Opinion percentage regarding reasonableness of judging 51
22 Opinion percentage regarding recruitment compare to last year 52
23 Opinion percentage regarding satisfaction of recruitment process 53
24 Opinion percentage regarding communication process 54
 LIST OF FIGURES

Figure No. Particulars Page No.

1 Board members of AAI 6

2 Organizational Structure of AAI 8
3 AAI Agartala Departments & their functions 13
4 Sources of Recruitment 20
5 Gender distribution of AAI Agartala employees 31
6 Age distribution of AAI Agartala employees 32
7 Caste distribution of AAI Agartala employees 33
8 Working period in AAI 34
9 Educational Qualification 35
10 Procedure of Recruitment 36
11 Duration of Interview process 37
12 Post job Training Help 38
13 Working Experience in other Organization 39
14 Opinion percentage on reliability of Recruitment Process 40
15 Opinion percentage on HR team act 41
16 Opinion percentage on job responsibility & Job Description 42
17 Opinion percentage on Adequate quality 43
18 Opinion percentage on Satisfactory Method of Interview 44
19 Opinion percentage Regarding employee verification 45
20 Rating on Selection Policy 46
21 Opinion Percentage Regarding Recruitment Technical support 47
22 Opinion Percentage Regarding recruitment method 48
23 Opinion Percentage Regarding Employee Recruitment Policy 49
24 Opinion Percentage Regarding Transparency of Recruitment 50
25 Opinion Percentage Regarding Reasonableness of Judging 51
26 Opinion percentage Regarding Recruitment Compare to Last year 52
27 Opinion percentage Regarding Satisfaction of recruitment Process 52
28 Opinion percentage Regarding Communication Process 54
 CHAPTER- I

INTRODUCTION

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 Profile of Airports Authority of India

Airports Authority of India

Type PSU

Industry Aviation sector

Founded 1 April 1995

Headquarters Rajiv Gandhi Bhawan,

Safdarjung Airport, New Delhi-110003

Key people Dr. Guruprasad Malhotra , Chairman

B.S. Bhullar, DGCA
S. Suresh, Member(Finance)
Anuj Aggarwal, Member (HR) & Officiating
Member (planning)
A.K. Dutta, Member (ANS)
I.N. Murthy, Member (operations)

Products Airport Management

Number of 20,000 (approax)
employees
Website www.aai.aero

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About Airport Authority of India (AAI):

The Airport Authority of India (AAI) is a Public Sector Unit (PSU) and was
framed on 1st April, 1995 by combining the Universal Air terminals Specialist of India
and the National Airplane terminals Specialist with a view to quicken the incorporated
improvement, development and modernization of the operational, terminal and payload
office at the air terminals in the nation affirming to worldwide benchmarks. The Airport
Authority of India appeared by consolidating recent Worldwide Air terminals Expert and
National Air terminals Expert of India. The merger brought into reality a solitary
association depended with the obligation of making, overhauling, keeping up and dealing
with the Common Aeronautics foundation both on the ground and air space in the nation.
Flight segment in a tremendous nation like India assumes a critical part in meeting the
quickly developing needs of the nation. The Common Avionics Segment in our nation is
seeing blast as far as movement development. The evaluated movement development of
around 8 to 10 percent in the local and also universal market is in itself a sign of the
capability of this area and its probable effect on the financial advancement of India.

The opening up of Civil Aviation Sector and the revival of the tourism industry
over the past few years has added new dimensions and challenges to theAirports
Authority of India in handling growing air-traffic and providing better facilities to users.
Airports Authority of India (AAI) was formed on 1stApril, 1995 byan Act of Parliament.
Presently AAI is functioning with 137 Airports with a form of:

11International Airports

8 Customs Airports

25 Civil Enclaves

81 Domestic Airports

Presently Airports Authority of India providing over 2.8 million square nautical
mile of Air space. AAI additionally gives Air Activity Administration Administrations
(ATMS) over whole Indian Air Space and bordering maritime territories with ground
establishments at all Air terminals and 25 different areas to guarantee wellbeing of Flying
machine tasks.

Aside from the beforehand settled Air terminals, the Airplane terminals at
Ahmedabad, Amritsar, Calicut, Guwahati, Jaipur, Trivandrum, Kolkata and Chennai,

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which today are built up as Worldwide Air terminals, are available to activities even by
Outside Universal Aircrafts. In addition, the Universal flights, National Banner
Transporters work from Coimbatore, Tiruchirappalli, Varanasi, and Gaya Airplane
terminals. This as well as the Traveler Contracts currently contact Agra, Coimbatore,
Jaipur, Lucknow, Patna Air terminals and so forth.

All significant air-courses over Indian landmass are Radar secured (29 Radar
establishments at 11 areas) alongside VOR/DVOR scope (89 establishments) co-situated
with Separation Estimating Hardware (90 establishments). 52 runways are given ILS
establishments with Night Landing Offices at the vast majority of these Air terminals and
Programmed Message Exchanging Framework at 15 Air terminals.

Fruitful usage of AAI's Programmed Reliance Observation Framework (ADSS),

utilizing indigenous innovation, at Kolkata and Chennai Aviation authority Focuses, gave
India the qualification of being the primary nation to utilize this trend setting innovation
in the South East Asian locale subsequently empowering viable Airport regulation over
maritime territories utilizing satellite method of correspondence.

AAI has grasped GAGAN wander in mechanical composed exertion with Indian
Space and Exploration Association (ISRO), where the satellite based system will be used
for course.The route flags in this manner got from the GPS will be enlarged to
accomplish the navigational necessity of flying machines. To start with Phase of
innovation show framework has just been effectively finished in February 2008.
Advancement group has been adapted to redesign the framework in operational stage.

AAI has also planned to provide Ground Based Augmentation System (GBAS) at
Delhi and Mumbai Airports. Present Central Ministry has already started working on that.
This GBAS gear will be fit for giving Class II (bended approach) landing signs to the
flying machines in this way supplanting the current instrument landing framework over
the long haul, which is required at each finish of the runway.

The Advanced Surface Movement Guidance and Control System (ASMGCS),

installed at Delhi, have upgraded operation to runway 28 from CAT-IIIA level to CAT-
IIIB level. CAT IIIA framework grants arriving of flying machines up to perceivability of
200mtrs. Be that as it may, CAT-IIIB will allow safe arriving at the Airports at a
perceivability underneath 200 mtrs BUT over 50 mtrs.

In a study it has discovered that AAI's undertaking, in improved spotlight on

'client's desires', has displayed excited reaction to autonomous organization, which has
sorted out consumer loyalty at 30 occupied Airplane terminals. These surveys have
enabled AAI to undertake improvements on aspects recommended by the Airport users.
The particular preparing, center around enhancing the employees reaction and the expert
ability up-degree, has been showed. AAI's four preparing foundation viz. Common Flight

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Preparing School (CATC) - Allahabad, National Organization of Flying Administration
and Exploration (NIAMAR) - Delhi and Fire Preparing Focuses (FTCs) at Delhi and
Kolkata are required to be busier than at any other time.

AAI has likewise attempted activities to redesign preparing offices at CATC

Allahabad and Hyderabad Airplane terminal. Notwithstanding in house flight alignment
of nav helps, AAI additionally attempts flight adjustment of nav helps for Flying corps,
Naval force, Drift Watch and other private Runways in India.

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6|Page Figure-1; Board Members of AAI
 Mission& Vision of AAI

 Mission: “To be the foundation of enduring India network providing

high quality of safe and customer oriented airport and air navigation
services thereby acting as a catalyst for economic growth in the areas
we serve.”

 Vision: “AAI’s vision till 2026 is to be the principal activation

services provider in the country. AAI shall adopt and facilitate the use
of contemporary air navigation services, upgrade and develop airport
infrastructure, support improving air connectivity at un-served and
undeserved airports have a restructured Organizations, focus on
profitable operations at major airports through continuing effort on cost
reduction and enhancing non-aeronautical revenue.”

 Main Functions of AAI -

 Control and management of the Indian air space
 Provisions of communication, navigational and surveillance aids
 Operation, maintenance and up gradation of operational areas
viz. runways, aprons, taxiways etc
 Design, development, operation and maintenance of passengers
terminals
 Development and management of cargo terminals etc.

 Competitor of AAI-
Airport Authority of India (AAI) is the only organization in India
operating the whole operation.

 Proprietor of AAI-
Airport Authority of India (AAI) is a Public Sector Unit (PSU) -
An autonomous body under Govt. of India.

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 Organizational Structure of AAI

Figure-2; Organizational Structure of AAI

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 AAI Services

Airports Authority of India provides various services like airlines & airport
securities, Airspace etc. The main points that AAI focuses on are-

A. Passenger Facilities
B. Air Navigation Services
C. Security & Safety
D. Aerodrome Facility
E. HRD Training
F. IT Implementation
G. Medical Facilities

However a short discussion has been made below on each of the services offered by
AAI.

A. Passenger Facilities:
The primary elements of AAI between alia incorporate development, adjustment
and administration of traveler terminals, advancement and administration of load
terminals, improvement and support of cook's garment framework including runways,
parallel runways, cover and so on., Arrangement of Correspondence, Route and
Reconnaissance which incorporates arrangement of DVOR/DME, ILS, ATC radars,
visual guides and so on., arrangement of air movement administrations, arrangement of
traveler offices and related comforts at its terminals in this manner guaranteeing sheltered
and secure activities of flying machine, traveler and freight in the nation.

B. Air Navigation Services:

Tuned in to worldwide way to deal with modernization of Air Route framework
for consistent route crosswise over state and provincial limits, AAI has been proceeding
with its gets ready for progress to satellite based Correspondence, Route, Reconnaissance
and Air Movement Administration. Various co-task assertions and memoranda of co-
activity have been marked with US Elected Aeronautics Organization, US Exchange and
Improvement Office, European Association, Air Administrations Australia and the
French Government Co-agent Undertakings and Studies started to pick up from their
experience. Through these exercises an ever increasing number of administrators of AAI

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are being presented to the most recent innovation, current practices and methodology
being embraced to enhance the general execution of Airports and Air Navigation
Services.

Enlistment of most recent best in class gear, both as substitution and old types of gear and
furthermore as new offices to enhance benchmarks of security of airplane terminals
noticeable all around is a nonstop procedure.

C. Security and Safety:

The proceeding with security condition has brought into center the requirement
for fortifying security of crucial establishments. There was consequently a pressing need
to redo the security at air terminals to foil any misfortune as well as to reestablish
certainty of voyaging open in the security of air travel in general, which was shaken after
9/11 catastrophe. In a view with this various advances were taken including arrangement
of CISF for airport security, CCTV reconnaissance framework at touchy air terminals,
most recent and best in class X-beam things investigation frameworks, chief security and
observation frameworks. Keen Cards for get to control to imperative establishments at
airplane terminals are likewise being considered to supplement the endeavors of security
staff at delicate air terminals. Apart from that, Airport Rescue and Fire Fighting (ARFF)
administrations being given at 67 air terminals according to rule gave by International
Civil Aviation Organization (ICAO) and Directorate General of Civil Aviation (DGCA).
2 (Two) Fire Preparing foundations which are in charge of guaranteeing that wellbeing
administrations are efficient, prepared, staffed in such a way to satisfy its key destinations
of Airport Rescue and Fire Fighting Services (ARFFS).

D. Aerodrome Facilities:

In Airport Authority of India, the essential way to deal with arranging of air
terminal offices has been received to make limit in front of interest in our endeavors.
Towards execution of this system, various ventures for expansion and reinforcing of
runway, taxi track and over skirts at various airplane terminals has been taken up.
Expansion of runway to 7500 ft. has been taken up to help task for Airbus-320/Boeing
737-800 classifications of air ships at all air terminals.

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 E. HRD Training:
A vast pool of prepared and very gifted labor is one of the significant resources of
Air terminals Expert of India. Advancement and Innovative upgrades and subsequent
refinement of working measures and systems, new gauges of wellbeing and security and
enhancements in administration methods call for keeping preparing to refresh the
learning and aptitude of officers and staff. For this reason AAI has various preparing
foundations, viz. NIAMAR in Delhi, CATC in Allahabad, Fire Preparing Focuses at
Delhi and Kolkata for in-house preparing of its architects, Air Activity Controllers, Save
and Putting out fires staff and so forth. NIAMAR and CATC are people from ICAO
Guide program under which they share Standard Planning Packs (STP) from a central
pool for giving getting ready on various subjects. Both CATC and NIAMAR have
likewise contributed various STPs to the Focal pool under ICAO Mentor program.
Outside understudies have likewise been partaking in the preparation program being
directed by this institution.

F. IT Implementation:

Data Innovation holds the way to operational and administrative proficiency,

straightforwardness and employee efficiency. AAI started a program to influence IT
culture among its employees and this is most ground-breaking device to upgrade
productivity in the association. AAI site with area name www.aai.aero is a well known
site giving a large group of data about the association other than household and
worldwide flight data important to people in general as a rule and travelers specifically.

G. Medical Facilities:
All the airports under AAI are having First Aid as well as Medical checkup unit
with Specialist doctors which helping so many ill, emergency patients.

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 Introduction to the Airports Authority of India (AAI),
AGARTALA:

 Agartala Airport or Maharaja BirBikramManikya Kishore

Airport

After a long time of establishment of Agartala Airport, in very recent time it has
named after its founder Maharaanikyja Bir Bikram MaBahadur who designed and built
the airport in 1942. Agartala Airport is a domestic air terminal found 12 km northwest
of the city of Agartala, the capital of the territory of Tripura in India. It is administered
by the Airports Authority of India (AAI). It is the second busiest airport in north east
India after Guwahati Airport and is proposed to be updated as a International Airport
.Developmental work for this has been begun from a year ago and assessed to be done
inside couple of years. A cutting edge airport regulation pinnacle has been set up for the
reason.

Amid World II, the air terminal was utilized by the fourth Combat Cargo Group
(fourth CCG) of the United States Army Air Forces Tenth aviation based armed forces,
flying Curtiss C-46 Commando transport flying machine over Burma. The airplane
terminal was utilized as a supply point from which the unit air-dropped beds of
provisions and ammo to the progressing Allied powers on the ground.

The fourth CCG worked from the plane terminal in the midst of December 1944 and
January 1945, after which it moved to Chittagong.

The airport has encountered global activities in the removed past when Indian
Airlines used to fly for different areas like Dhaka-Tejgaon Airport and Khulna in East
Pakistan/Bangladesh from Agartala. In 2015, Airports Authority of India began
redesigning the air terminal to worldwide principles.

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 AAI Agartala Departments and Functions:

Figure-3; AAI Agartala Departments & their functions

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 Operational :

An operational department is imperative for maintaining the business effectively. On the

off chance that has a definitive responsibility for benefit and misfortune and looks for
boost quantifiable profit.

The accompanyingare the operational offices or AAI Agartala:

A) Air Navigation Service Department:

Air Navigation department is a piece of the airplane terminal. Air Route

Administration handles the arrival, take-off and defeats route office to carriers including
over flying air ships. This division keeps up records of flight plans, number of travelers
voyaging.

B) Fire Department :

It gives superb safeguard and firefighting administration to spare life and property of
AAI, Agartala. To make the inadequacy of prepared fire work force and in addition to
update the faculty abilities and human conduct in fire service.

C) Security Department :

Security department deals with the airplane terminals securities and to give wellbeing
to the traveler and furthermore care for any illicit exercises not to be held in air terminals.
It likewise takes care of the quantity of CISF required to keep up airplane terminals
security framework in adjust.

D) E & M Workshop :

This division cares for the upkeep of machines and fixes the issue by changing the
surrendered parts if required. This office gets support of stores office for required gear
and manages smooth running of machines.

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 Non-Operational:

Non-operational offices are the supporting offices to activity divisions. The

accompanying are the non-operational bureaus of AAI Agartala:

A) HR Department :

Human Resource Management is the sector which deals with the bureaus of the
association; it is intended to boost worker execution in their administration of their
manager key administration. Enlistment and choice, keeping up great workplace,
overseeing worker relationship, preparing and improvement and so forth are the elements
of HR Department.

B) Finance Department:

The Department of Finance records the monetary explanations of the association it

likewise incorporates arranging, sorting out, inspecting, representing and controlling
organizations economics. A portion of alternate elements of finance department are
charging and acknowledgment of income, managing income approach and strategy,
money administration including administration of assets and so forth arranging, keeping
up records of income and expenses etc.

C) Commercial Department :

It is likewise part of the department of Finance which cares for the development of
income and how to lessen the consumption of AAI Agartala. Issuance of tenders, caring
for the development of income, keeping up the consumption on air terminal is the portion
of the elements of the Commercial Division.

D) Legal Department :

A group of inspired enabled individuals addressing airports required to keep the pace
with the time finding successful arrangement. They remain available at airports for
collaboration with different carriers and organizations in regard to legitimate issues. At
the end of the day, division manages all the legitimate technique identified with airplane
terminal. It handles household truncation, bestowing master counsel and data on lawful
issue to different offices.

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 E) Land Department:

This division keeps arrive records and obtaining to build up proprietorship archive of
the land and keep a records of the considerable number of reports. Where arrive records
are not accessible to keep the rent with the specialists to make arrive possession report.
This office additionally cares for how to use the land for business reason and settling of
neighborhood debate.

F) Stores :

Stores Department keeps the records and satisfies the required stationary item and
machine's hardware of different offices like air route, fire division, security and back.

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 Introduction of the project:

 Origin of the report:

The Internship report is prepared for making a study on “A STUDY OF

RECRUITMENT AND SELECTION PROCEDURE IN AIRPORT
AUTHORITY OF INDIA, AGARTALA” It is required to perform internship
project for completion of MBA program at Tripura University.
The guideline and preparation of the report was guided by Dr. Debarshi
Mukherjee, HOD, School of Management and supervised by SH. Jempu, HR
Manager, AAI Agartala and I am thankful to them.

 Aim and Objective of the report:

The aims & objectives of the project report are given follow:

i. To study the recruitment and selection procedure followed in AAI.

ii. To study of the employee perception towards improvement of
recruitment and selection process AAI.

 Methodology:

The report is prepared based on using primary and secondary data resources.
Essential information was gathered by observing organizations enrollment and
determination process, talking with representatives while filling in as assistant in
Human Resource Cell at the Airport Authority of India.The duration of
internship was 1st June 2018 to 31st July 2018.
Secondary data was collected by Organization employee hand books, websites,
Wikipedia and relevant books.

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 CHAPTER-2
PROJECT LITERATURE REVIEW

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RECRUITMENT & SELECTION:

The procedure is calibrated in such a way to attract more and more applicants for
the job. It may be undertaken by an employment agency of a member of staff at the
business or organization looking for recruits. Advertising is commonly part of the
recruiting process, and can occur through several means: through newspapers, using
newspaper dedicated to job advertisement, through professional publication, using
advertisements placed in windows, through a job center, through camp us interviews etc.

Sources of Recruitment

Internal Sources External Sources

Present Employees Employee Exchange

Employees Employee Agencies

Referrals
Advertisement
Former Employee
Professional Association
Previous Employee
Campus Recruitment

Deputation

Word-of-Mouth

Raiding or Poaching

Figure- 4; Sources of Recruitment

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 A. Internal sources of Recruitment :
The way toward enlisting of representatives from the other line divisions or
engrossing the specialists filling in as legally binding staff is known as Inner
Wellspring of enrolment.
Following are the most common Internal Sources of Recruitment in any
organization.

I) Present Employees :
Promotions and exchanges from among the present representatives can be
a decent wellspring of enlistment. Advancement infers updating of a worker to a
higher position conveying higher status, pay and obligations. Advancement from
among the present workers is favorable in light of the fact that the representatives
advanced are all around familiar with the hierarchical culture, they get persuaded,
and it is less expensive moreover.
Transfer refers to shifting an employee from one job to another without
any change in the position/post, status and responsibilities. The need for transfer
is felt to provide employees a broader and varied base which is considered
necessary for promotions. Job rotation, involves transfer of employees from one
job to another on the lateral basis.

II) Former Employee :

The other wellspring of candidates for opportunities to be topped off in the

association is the Previous Worker. Resigned or saved representatives might be
intrigued to return to the organization to chip away at low maintenance premise.
Likewise, some previous representatives who left the association for any reason
may again be intrigued to return to work. This source has the benefit of
employing individuals whose execution is as of now known to the association.

III) Employee Referrals :

Another supply of inner source of recruitment is the Employee Referral.

The existing employees refer their household contributors or friends. This source
serves as one of the most effective methods of recruiting people in the
organization because employees refer to those potential candidates who meet the

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 company requirements known to them from their own experience. The referred
individuals are similar in terms of race and gender.

IV) Previous Employee :

This is considered as inward source as in applications from the potential
competitors are as of now lying with the association. At times, the associations
contact through mail or flag-bearer these applications to top off the opportunities
especially for untalented or semi-gifted occupations.

B. External Sources of Recruitment :

Hiring of people from backyard the organization is acknowledged as the
External sources of Recruitment.
There are several techniques for external recruitment. The company needs to
analyze carefully the vacant positions and then use
the approach which satisfactory suits the recruitment.
Following are the exceptional kinds of exterior sources of recruitment:

I) Employee Exchange:

Employee alteration’s fundamental function is the registration of job seekers

and their placement in the notified vacancies. It is compulsory for the business
enterprise to inform the result of determination within 15 days to the employment
exchange.
Employee changing is especially useful in recruiting blue-collar, white-collar and
technical workers.

II) Employment agencies:

Notwithstanding the administration organizations, there are number of

private business and outfit a rundown of appropriate hopefuls from their
information bank as when looked for by the planned managers. These offices for
the most part select staff for supervisory and more elevated amounts. These
offices welcome the application and waiting list the reasonable possibility for the
association. An official choice on determination is taken by the delegates of the
association.

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 III) Advertisement :
The most broadly utilized strategy for creating various workers is the
commercial technique, since its span is high. This strategy for enlistment can be
utilized for occupations like administrative, specialized and administrative. A few
representatives/organizations promote their post box number of the name of some
enrolment office.

IV) Professional Association:

Enrollment for certain expert and specialized position is made through

expert affiliation likewise called 'head-seekers'. The expert affiliation get ready
rundown of employment searchers or distribute or support diaries or magazines
containing notices for their individuals. The expert affiliations are especially
helpful for pulling in exceptionally gifted and proficient faculty.

V) Campus Recruitment:

The other source of recruitment is the on campus recruitment. It is a

common practice. Like private companies PSU sectors also started hiring on
campus basis. It has certain advantages to the employer organization. Candidates
are available at one place, interviews are arranged at short notice, it gives them to
sell the organization to a large student body who would be graduating
subsequently.

VI) Deputation:
Deputation is another wellspring of enrollment, i.e., sending a
representative to another association for a brief length of a few years. The
technique is rehearsed in an energetically way, in the Administration Office and
open segment association. It is helpful on the grounds that it gives prepared ability

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 and the association does not need to cause the underlying expense of acceptance
and preparing.

VII) Word – of – mouth :

Though it is a unrecognized platform for job aspirants but It is also being
practiced in India. In this method of recruitment the word is passed around the
possible vacancies or openings in the organization. Another form of word – of –
mouth method of recruitment is “employee pinching” i.e., the employees working
in another organization are offered an attractive offer by the rival organization.
This method is economic, both in terms of time and money. The advantage of this
method is no cost involved in recruitment.

VIII) Raiding or Poaching :

Raiding or poaching is another strategy for enlistment whereby the opponent
firms by offering better terms and conditions, attempt to pull in qualified
representatives to go along with them. This striking is a typical component in the
Indian association. The methods are utilized to assault firms for potential
hopefuls. It is frequently observed as an untrustworthy practice and not
transparently discussed.

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 STUDY OF RECRUITMENT AND SELECTION:

Methods of Recruitment:

Proper recruitment procedure leads to the methods by which an association ranges

to the potential occupation searchers. At the end of the day, these are methods for
setting up contacts with the potential applicants. Some of the important methods
of Recruitment are as follows:-

 Direct Method

 Indirect Method

 Third Party

Brief descriptions on these following methods are-

 Direct Method :
In this strategy the delegates of the association are sent to the potential
competitors in the instructive and preparing foundations. They set up contacts
with the applicants in the instructive and preparing establishments. These
representatives work in cooperation with placement calls in the institutions.
Persons pursuing management, engineering, medical etc. programs are mostly
picked up in this manner.

 Indirect Method :
Roundabout techniques incorporate ads in daily papers, on the radio and
TV, in proficient diaries, specialized magazines and so forth. Circuitous
technique is helpful when the association needs to each out an immense
region, does not observe appropriate possibility to be elevated to top off the
higher posts and furthermore when the association needs to top off logical,
expert and specialized posts. The experience proposes that the higher the
situation to be topped off in the association, or the expertise looked for by the
more complex one, or the ability looked for by the more modern one, the all
the more broadly scattered ad is probably going to be utilized to reach to
numerous appropriate applicants.

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  Third Party :
This method include the use of private employment agencies, management
consultants, professional bodies/association, employee referral/recommendations,
voluntary organization, trade unions, data banks, labour contractors etc., to establish
contact with the job-seekers.

Selection:
Selection is the process of picking up individuals with requisite qualification and
competence to fill jobs in the organization. In other words, selection is a process of
differentiating between applicants in order to identify and hire those with a greater
livelihood of success in a job.

Methods of selection:
Choice strategy is the way toward talking and assessing possibility for a particular
occupation and choosing a person for work in view of specific criteria. Worker choice
can extend from an exceptionally basic procedure to an extremely convoluted process
contingent upon the firm procuring and position. A portion of the determination
techniques are as per the following:-

 Preliminary interview
 Selection test
 Employment interview
 Reference & background checking
 Selection decision
 Physical examination
 Job offer

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 Brief Description of Method:

Preliminary Interview:

The reason for fundamental meetings is essentially to wipe out unfit

applications in view of data provided in application provided in shapes. The
essential target is to dismiss mavericks. In alternate hands starter interviews is
frequently called a kindness meet and is a decent open connection work out.

Selection Test:

Jobseekers that passed the preliminary interviews are called for tests.
There are various types of tests conducted depending upon the job and the
company. These tests can be Aptitude Tests, Personality Test, and Ability
Tests are conducted to judge how well an individual can perform tasks related
to the job.

Employment interview:

The step in election is employment interview. Here meeting is a formal

and inside and out discussion between candidate's agreeableness. It is thought
to be a magnificent choice gadget. Interviews can be One-to-One, Panel
Interviews, or Sequential Interviews.

Reference & Background Checking:

Reference checking and background checks are conducted to verify the

information provided by the candidates. Reference checks can be through
formal letter, telephone conversation. However it is merely a formality and
selections decisions are seldom affected by it.

Selection Decision:

In the wake of acquiring all the data, the most basic advance is the choice
is to be made. An ultimate choice must be made out of the candidates who
have passed starter interviews, test, last meeting and reference checks. The
perspective of the line chiefs are considered for the most part since it is the
line supervisor who is in charge of the execution of the new representative.
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 Physical Examination:

After the determination choice is to be made, the hopeful is required to

experience a physical wellness test. An occupation offer is frequently
dependent upon the competitor passing the physical examination.

Job Offer:

The subsequent stage in choice process is work offer to those candidates

who have crossed all the past obstacles. It is made by the method for
arrangement.

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 CHAPTER- 3

RESEARCH STUDY

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 Introduction:

Title of the project: “A brief study on the Recruitment & Selection

Procedure of AAI, Agartala.”

Duration of the Project: 2 Months i.e., from 01sh June 2018 – 31sh July,
2018.

Area of the study: HR Department of Airport Authority of India, Agartala

Airport.

Project guide: Mr. SH. JEMPU Manager (HR)

Major Objective of study: To study on the Recruitment & Selection

Procedure of AAI, Agaratala.

Methodology: The various Research Methodology used in the Project are:-

i. Methods of Data Collection
Primary Data: - Questionnaire/Personal Interview

Secondary data: - AAI Guidelines/ Internet/Journals

ii. Sample Design : Purposive Data Sampling
Method.
Observation & Suggestion: All data Analysis are mentioned along with detail
analysis.

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 Data Analysis:

Research type : Descriptive

Sources of data : Primary Data & Secondary Data

Sample Size: 30

Sampling frame: Employees

Sampling Area: AAI, Agartala

Sampling technique: Whole employees of AAI Agartala Departments

Method of Data Collection: Personal Interview

Type of survey convinces: Non-probability connivances Survey

Data collection tools: Structured Questionnaire

Tools for the study: Questionnaire for Employees.

Number of Question: Questionnaire for Employees:30

Data Analysis Tool: MS-Excel

Data Analysis Technique: Purposive Sampling

Research time frame:2 months (01-06-2018 – 31-07-2018)

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 Data Interpretations and Findings:

Topic: - A Study of Recruitment and Selection

Procedure in AAI Agartala

Table-1.showsGender of employees

Particular No. of respondent % respondent

Female 3 10
Male 27 90
Total 30 100

Gender wise classification of the respondent are categorized in the table.

This table shows that 10% of the respondent is female and 90% of the
respondent is male.

Fig-5. Represents the Gender ratio of employees

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Table-2.shows the Age of the employees:

Particular No. of respondent % respondent

21-30 years 9 30
31- 40 years 11 37
41-50 years 3 10
above 50 years 7 23

Total 30 100

Age wise classification of the respondent iscategorized in the table.

This table shows that 30% of the respondent are 21-30 years and 40%
31-40 years respondent, 10% are 41-50 years the respondent & above
50 years 23% respondent.

% respondent
% respondent
37
30
23

10

21-30 years 31- 40 years 41-50 years above 50

years

Fig-6.represents the age ratio of the employees

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 Table-3.shows the Caste of the employees:

Particular No. of respondent % respondent

general 10 33
OBC 5 17
SC 8 27
ST 7 23
Total 30 100

Caste wise classification of the respondent is categorized in the table.

This table shows that 33% of the respondent is GENERAL and 17%
of the respondent is OBC, 27% of the respondent SC & 23% of
respondent ST.

Fig-7. Represents the caste ratio of the employees

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Table-4. Shows working period of employees in this organization

Particular No. of respondent % respondent

0-5 years 2 7
11-15 years 10 33
15-20 years 12 40
6-10 years 6 20
Total 30 100

Year wise classification of the respondent is categorized in the table.

This table shows that 7% of the respondent are 0-5years and 33% 11-
15 years respondent, 40% 15-20 years the respondent & 20% 6-10
years respondent.

Fig-8. Represents the period of working of the employees

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 Table-5. Shows the Education qualification of employees

Particular No. of respondent % respondent

Graduate 14 47
Post graduate 12 40

Doctoral Degree 4 13
Total 30 100

Qualification wise classification of the respondent are categorized in

the table. This table shows that 47% of the respondent is Graduate and
40% of the respondent is Post Graduate, 13% of the respondent
Doctoral Degree.

Fig-9. Represents the Education qualification of employees

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 Table-6. Shows procedure of recruitment?

Particular No. of respondent % respondent

Written 5 17
Interview

Both Written & 11 36

Oral

online Test 9 30

Oral interview 5 17

Total 30 100

Recruitment wise classification of the respondent are categorized in

the table. This table shows that 17% of the respondent is Written
interview, and 36% of the respondent is Both written and Oral, 30%
of the respondent is Online test and 17% is Oral Interview.

% respondent
% respondent

36
30
17 17

Written IntervieBw
oth Written & Oral online Test Oral interview

Fig- 10. Represents the procedure of recruitment

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Table-7.Shows the duration of interview process.

Particular No. of respondent % respondent

6 months 11 36

9 months 14 47

Less than 3 5 17
months

Total 30 100

Interview process wise classification of the respondent are categorised

in the table. This table shows that 36% of the respondent is 6 months,
and 47% of the respondent is 9 months, 17% of the respondent Less
than 3 months .

% respondent
% respondent
47

36

17

6 months 9 months Less than 3

months

Fig-11.Represents the duration of interview process.

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 Table-8. Shows how the post job training helped them in their job?

Particular No. of respondent % respondent

Excellent 5 17

Good 20 67
Poor 1 3

very good 4 13

Total 30 100

Post job training rate wise helped of the respondent are categorized in
the table. This table shows that 17% of the respondent is Excellent
and 67% of the respondent is Post Good, 3% of the respondent poor
and 1 3% of the respondent very good.

Fig-12. Represents how the post job training helped them in their
job.

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 Table-9.shows the past working experience of employees in other
organization.

Particular No. of respondent Percentage

No 19 63
Yes 11 37
Total 30 100

Past experience of working wise classification of the respondent are

categorized in the table. This table shows that 63% of the respondent
is No and 37% of the respondent is yes.

Percentage
Percentage
63

37

No Yes

Fig-13.represents the past working experience of employees in

other organization.

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 Table-10.shows the opinion regarding reliability on the selection
method used by the organization.

Particular No. of respondent % respondent

No 1 3

Yes 29 97

Total 30 100

Selection method wise classification of the respondent is categorized

in the table. This table shows that 3% of the respondent is No and
97% of the respondent is yes.

% respondent
% respondent

97

No Yes

Fig-14. Represents the opinion regarding reliability on the

selection method used by the organization

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 Table-11.Shows the opinion on “Does the HR team act as a
consultant to enhance the quality of the applicant pre-screening
process?”

Particular No. of respondent % respondent

No 5 17

Yes 25 83

Total 30 100

On that topic respondent are categorized in the table. This table shows
that 17% of the respondent is No and 83% of the respondent is yes.

Fig-15.interprets the opinion on “Does the HR team act as a

consultant to enhance the quality of the applicant pre-screening
process?”

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 Table-12.shows the opinion on “Does the Job Responsibilities and
Job Description are clearly defined to the candidates appearing for
selection process?”

Particular No. of respondent % respondent

No 1 3

Yes 29 97

Total 30 100

Response wise classification of the respondent is categorized in the

table. This table shows that 3% of the respondent is No and 97% of
the respondent is yes.

Fig-16. Represents the opinion on “Does the Job Responsibilities and

Job Description are clearly defined to the candidates appearing for
selection process?”

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 Table-13. Shows the opinion on “As per your thinking which is the
most adequate quality the organization looks for in candidate?”

Particular No. of respondent % respondent

Discipline 7 23

Knowledge 10 33

Optimistic 1 3
nature

past experience 9 30

Team work 3 10
ability

Total 30 100
Fig-17; represents the adequate quality wise classification of the
respondent are categorized in the table. This table shows that 23% of
the respondent are Discipline, 33% of the respondent are Knowledge,
3% of the respondent are optimistic nature , 30% of the respondent
are past experience , 10% of the respondent are team work ability .

Fig-17. Represents the opinion on “As per your thinking which is the most
adequate quality the organization looks for in candidate?”

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 Table-14.Shows the opinion on “Does the organization using
satisfactory methods of Interview?”

Particular No. of respondent % respondent

No 2 7

Yes 28 93

Total 30 100

Fig-18; states Satisfactory method of interview wise classification of

the respondent are categorized in the table. This table shows that 7%
of the respondents are No and 93% of the respondent are Yes.

% respondent
% respondent
93

No Yes

Fig- 18. Represents the opinion on “Does the organization

using satisfactory methods of Interview?”

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 Table- 15.Shows the opinion on “Does the organization do employee
verification before and after selection?”

Particular No. of respondent % respondent

No 1 3

Yes 29 97

Total 30 100

Fig-19; states the Employee verification before and after wise

classification of the respondent are categorized in the table. This table
shows that 3% of the respondent are No and 97% of the respondent
are Yes.

Fig-19.Represents the opinion on “Does the organization do employee

verification before and after selection?”

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 Table-16.Shows the opinion on “How do you rate the selection policy
of the organization?”

Particular No. of respondent % respondent

Excellent 23 77
Very good 7 23
Total 30 100

Fig-20; represents the Rate wise selection policy classification of the

respondent are categorized in the table. This table shows that 77% of
the respondent is Excellent and 23% of the respondent is Very good.

Fig-20.Represents the opinion on “How do you rate the selection

policy of the organization?”

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Table-17. Shows the opinion on “Do you think that there should be
technical supporting system for recruitment will be helpful for the
organization?”

Particular No. of respondent % respondent

Agree 14 47
Neither agree 4 13

Strongly agree 12 40

Total 30 100

Fig-21; interprets the Technical supporting system for recruitment

wise classification of the respondent is categorized in the table. This
table shows that 47% of the respondent are Agree, 10% of the
respondent are neither agree ,40% of the respondent are strongly
agree.

% respondent
% respondent
47
40

13

Agree Neither agree Strongly

agree

Fig-21. Represents the opinion on “Do you think that there should be
technical supporting system for recruitment will be helpful for the
organization?”

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 Table-18. Shows the opinion on what kind of technological support you
prefer the most for the recruitment process?”

Particular No. of % respondent

respondent
online M C Q exam 15 50
Online stimulator for technical 2 7
interview
Telephonic Interview 6 20
Video Conferencing 7 23
Total 30 100

Fig-22; represents the Technological support for recruitment wise

classification of the respondent are categorized in the table. This table
shows that 50%of the respondent is Online MCQ Exam , 7% of the
respondent is online stimulator for technical interview, 20% of the
respondent are Telephonic interview and 23% of the respondent are
Video Conferencing.

% respondent
% respondent

50

20 23

online M C Q Online Telephonic Video

exam stimulator for Interview Conferencing
technical
interview

Fig-22. Represents the opinion on what kind of technological support you

prefer the most for the recruitment process?”

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Table- 19. Shows the opinion on “What kind of improvements do you prefer
in Recruitment & Selection process?”

Particular No. of % respondent

respondent
Improvements in online exams 18 60
Minimum time for recruitment and selection 8 27
process
More subjects to be included for tests 1 3
Others 3 10
Total 30 100

Fig-23; represents the Improvement wise classification of the

respondent are categorised in the table. This table shows that 60%of
the respondent are Improvements in Online exams , 27% of the
respondent are Minimum time for recruitment and selection process,
3% of the respondent are More subjects to be included for tests, 10%
of the respondent are Others.

% respondent
% respondent

60

27

10
3

Improvements Minimum time More subjects Others

in online exams for recruitment to be included
and selection for tests
process

Fig-23. Represents the opinion on “What kind of improvements do

you prefer in Recruitment & Selection process?”

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Table-20. Shows the opinion on the transparency of recruitment and
selection process of their batch

Particular No. of respondent % respondent

Agree 12 40
Disagree 4 13
Neutral 8 27
Strongly Agree 6 20
Total 30 100

Fig-24; represents the recruitment and selection time wise

classification of the respondent are categorized in the table. This table
shows that 40% of the respondents are Agree, 13% of the respondents
are Disagree, and 27% of the respondents are
Neutral interview and 20% of the respondent are strongly agree.

% respondent
% respondent

40

27
20
13

Agree Disagree Neutral Strongly

Agree

Figure -24. Represents the opinion on the transparency of recruitment and

selection process of their batch

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Table-21.Shows the opinion of the employees on the question, “Was the test
taken for selection is reasonable enough to judge the skills of a candidate?”

Particular No. of respondent Percentage

Agree 10 33

Disagree 7 23
Neutral 8 27
Strongly Agree 5 17
Total 30 100

Fig-25; represents the Selection and skills wise classification of the

respondent are categorized in the table. This table shows that 33%of
the respondent are Agree , 20% of the respondent are Disagree, 27%
of the respondent are neutral ,and 17% of the respondent are strongly
agree .

Fig-25.Represents the opinion of the employees on the question, “Was the

test taken for selection is reasonable enough to judge the skills of a
candidate?”

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Table-22.shows the opinion on the topic ‘Is your recruitment and selection
process of your batch is superior to that of the previous year’s recruitment?”

Particular No. of respondent % respondent

Agree 12 40

Disagree 4 13

Neutral 8 27

Strongly Agree 6 20

Total 30 100

Fig-26; shows The selection process of your batch is superior than

that of the previous year’s wise classification of the respondent are
categorized in the table. This table shows that 40%of the respondent
are Agree,13% of the respondent are Disagree, 27% of the respondent
are neutral interview and 20% of the respondent are Strongly agree.

Fig-26 Represents the opinion on the topic ‘Is your recruitment and selection
process of your batch is superior to that of the previous year’s recruitment?”

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Table-23.shows the opinion on “Am I satisfied with the process of
documental during my recruitment and selection?”

Particular No. of respondent % respondent

Agree 17 57

Disagree 1 3

Neutral 6 20

Strongly agree 6 20

Total 30 100

Fig-27; represents the Documental wise classifications of the

respondent are categorized in the table. This table shows that 57% of
the respondents are Agree, 3% of the respondents are Disagree, 20%
of the respondents are neutral and 20% of the respondent are Strongly
agree.

Fig-27.Represents the opinion on “Am I satisfied with the process of

documental during my recruitment and selection?”

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Table-24.Shows the opinion on “Am I satisfied with the communication
process followed during my recruitment and selection?”

Particular No. of respondent % respondent

Agree 15 50

Neutral 8 27

Strongly Agree 7 23

Total 30 100

Fig-28; represents the Satisfaction level wise classification of the

respondent are categorized in the table. This table shows that 50%of
the respondent are Agree, 27% of the respondent are neutral and 23%
of the respondent are Strongly agree .

Fig-28.Represents the opinion on “Am I satisfied with the communication

process followed during my recruitment and selection?”

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 FINDINGS

 The information pack for candidates should include a job description , person specification and the
Outline of the selection process to be applied, expressed in simple language.

 A data management system should be developed that will capture all recruitment information and
allow easy analysis.

 The application form should adopt and standard generic format with competency based question
Inserted as appropriate

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Limitation:

The major limitations that I faced during my internship period and preparation
of this report are as follows:

i) Employees are not allowed to provide sensitive and depth information

ii) The main constraint of the study was insufficient access to information
which has significantly disturbed the scope of the analysis that is
required for the study.

iii) As the employees were busy with their own duty, they could give me
little time for consultation.

iv) Time restriction is another important for limitation of study.

v) Published information is not up to date

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 CONCLUSION

The project on Recruitment & selection procedure of AAI was an endeavor to put forth the extent to how to be
a better recruitment process can get quality and competency both in an organization. And how this both can be
maintained so as to create a trademark of AAI.

Based on my study of the topic some major points which I revealed are that the major concern which came out
during my survey was that AAI is using a long procedure for selecting the best competent individual. Secondly,
it is important that an individual’s expertise interviewed rather than his/ her aptitude skills , as only selecting
candidate who has expertise of their work area can increase the quality and standard of work in any
organization . Third new technologies and also improvements in the subjects for the exams are obligatory.

Hence I do believe that my survey will help the HRD , to understand and think about the areas of
improvement, which will foster good will and motivation amongst the employees , and the increase the
standard work force of AAI , Which will definitely help the organization reach its desired heights.

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4. BIBLIOGRAPHY

 Airport Authority of India official website-

www.aai.aero
 Wikipedia
 Establishment records of AAI, Agartala employees
 Hand books on HR and Policy

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 5. Annexures:
Questionnaire

Topic :- A Study of Recruitment and Selection Procedure In AAI Agartala

1. Personal details :-
a) Name :

b) Gender : Male / Female

c) Age :

d) Designation : _______________________

e) Caste : General / SC / ST / OBC / Others

1. Since how many years you have been working in this organization?

a) 0 – 5 Years
a) 6 – 10 Years
b) 11 – 15 Years
c) 15-20 Years
d) More than 20 Years

2. Education Qualification :

a) Undergraduate
b) Graduate
c) Post Graduate
d) Doctoral Degree

3. What procedure you faced in your recruitment?

a) Written Interview
b) Oral Interview
c) Both Written & Oral Interview
d) Online Test

4. How long the interview process was?

a) Less than 3 months

b) 6 months
c) 9 months
d) More than that

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5. How would you rate the post job training helped you in your job? (Tick any one)

a) Good
b) Very Good
c) Excellent
d) Poor
e) Very Poor

6. Do you have any past experience of working in other organization?

a) Yes b) No

7. Does the selection method used by the organization reliable?

a) Yes b) No

8. Does the HR team act as a consultant to enhance the quality of the applicant pre-screening process?

a) Yes b) No

9. Does the Job Responsibilities and Job Description are clearly defined to the candidates appearing for selection
process?

a) Yes b) No

10. As per your thinking which is the most adequate quality the organization looks for in a candidate?

a) Discipline
b) Knowledge
c) Past experience
d) Team Work Ability
e) Optimistic Nature
f) All of the above
g) Other

11. Does the organization using satisfactory methods of Interview?

a) Yes b) No

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 12. Does the organization do employee verification before and after selection?

a) Yes b) No

13. How do you rate the selection policy of the organization?

a) Excellent b) Very Good c) Good d) Average e) Poor

14. Do you think that there should be technical supporting system for recruitment will be helpful for the
organization?

a) Strongly agree
b) Agree
c) Neither Agree
d) Disagree
e) Strongly Disagree

15. If yes, what kind of technological support you prefer the most for the recruitment process?

a) Video conferencing
b) Online MCQ Exam
c) Telephonic Interview
d) Voice Call Conferencing Interview
e) Online Stimulator for Technical Interview

16. What kind of improvements do you prefer in Recruitment & Selection process?

a) Minimum Time for Recruitment and Selection process

b) Improvements in Online Exams
c) More Subjects to be included for Tests
d) None of These
e) Others

17) The recruitment and selection at the time of your batch is transparent.
A) Strongly Disagree B) Disagree C)Neutral D) Agree E) Strongly Agree
18) The test taken for selection is reasonable enough to judge the skills of a candidate.
A) Strongly Disagree B) Disagree C)Neutral D) Agree E) Strongly Agree

19) The recruitment and selection process of your batch is superior than that of the previous year’s recruitment.
A) Strongly Disagree B) Disagree C)Neutral D) Agree E) Strongly Agree

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20) I am satisfied with the process of documental during my recruitment and selection . A) Strongly
Disagree B) Disagree C)Neutral D) Agree E) Strongly Agree

21) I am satisfied with the communication process followed during my recruitment and selection .
A) Strongly Disagree B) Disagree C)Neutral D) Agree E) Strongly Agree

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 THANK YOU

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