SUMMER TRAINING REPORT

ON

RECRUITMENT
AT
YOMA BUSINESS SOLUTIONS PVT LTD

Submitted to the partial fulfilment of the requirements

For the award of Degree of
Bachelor of Business Administration

Pt. Neki Ram Sharma Govt College

MAHARISHI DAYANAND UNIVERSITY ROHTAK

(Session 2023-24)

Submitted to Submitted by :
Dr. Chetna Neshu
BBA Deptt. BBA 3rd Year
Roll No. : 1211271010013
Univ. Roll No. :
 ACKNOWLEDGEMENT

I deem it my proud privilege to express my indebtedness and sincere thanks to all those who have, in
various ways, helped me in the successful completion of the Summer Training Report and without their
invaluable help this Summer Training Report would not have been a reality.

I am also thankful to my friends for their great support during my Summer Training Report .

Finally I express my most sincere gratitude to my parents and my family members for supporting and
encouraging me to this challenging Summer Training Report . I deeply acknowledge the support and
inspiration provided by my academic career.

Neshu
 DECLARATION

I, Neshu, student of BBA hereby declare that the Summer Training Report entitled “Recruitment” is an

original work and the same has not been submitted to any other Institute for award of any degree. The

Summer Training Report was presented to the supervisor of the Summer Training Report . The feasible

suggestions have been duly incorporated in consultation with the supervisor of the Summer Training

Report .

Neshu
 TABLE OF CONTENTS

 DECLARATION
 ACKNOWLEDEMENT
 PREFACE

Sr.No PARTICULARS Page

no.

1. CHAPTER 1

 INTRODUCTION TO THE TOPIC 1-18

 OBJECTIVES OF THE STUDY
 COMPANY PROFILE

2. CHAPTER 2
19-22
 REVIEW OF LITERATURE

3.
CHAPTER -3
23-29
 RESEARCH METHODOLOGY

3. CHAPTER 4
30-48
 DATA ANALYSIS AND INTERPRETATION

4. CHAPTER 5

 FINDING 49-56
 CONCLUSION
 SUGGESTION
 LIMITATION

ANNEXURE
57-61
 BIBLIOGRAPHY
 QUESTIONAIRE
 PREFACE

Industrial training plays a vital role in the progress of future employees. It not only provides
information about the industry concerned but also bridges the gap between theory and practical
knowledge. I was fortunate that I was provided with an opportunity of undergoing Industrial
training at YOMABusinessPvt. Ltd. The experience gained during the short period was quiet
good. It was good feeling to observe the operation of different equipment’s and processes. I was
very excited to see how they manage their three branches from their main unit. During my
training I realized that in order to be successful one needs to possess a good base and effective
practical application of the theory. Thus, I hope that this training will serve as a stepping stone
for me in future and will me in different aspects.
 COMPANY PROFILE

YOMA is in the HR industry for the last two decades and has been dedicatedly providing a
comprehensive range of HR services and management consulting to all-sized businesses. In
today’s dynamic and ever-changing business environment, it is imperative to understand the
current needs of businesses. We adopt a comprehensive yet tiered approach to provide talent
acquisition services to our clients.
 Rapidly growing in the Recruitment & Staffing sector, we have created a strong position, as one
of the influential companies in this sector, and have won prestigious long-term contracts against
our local & international counterparts.

We also represent some of the biggest and the most respected training & consulting companies in
India like DOOR Training & Consulting, Blanchard Research and Training, VitalSmarts,
InsideOut Development, BYLD Group, Willey, Eagle’s Flight etc.

YOMA Multinational – Get Access to Top HR Outsourcing Services

YOMA’s HR outsourcing services are a written plan of action that highlight how a company will
successfully discover, recruit, and employ qualified people to fill available jobs

Advantages of availing HR outsourcing services of YOMA:

 Boost in productivity
 Maintaining security standards
 More possibilities and creativity
 Improvement of financing and customer relations
 Development of staff representation.
 Establishing relationships with customers and financial institutions.
 Individual accountability for one's conduct
OVERVIEW OF YOMA BUSINESS PVT. LTD.

Yoma Business Solutions Private Limited is an unlisted private company incorporated on 08 July,
2016. It is classified as a private limited company and is located in Gurgaon, Haryana. It's
authorized share capital is INR 20.00 lac and the total paid-up capital is INR 20.00 lac.

Yoma Business Solution’s operating revenues range is INR 100 cr - 500 cr for the financial
year ending on 31 March, 2020. It's EBITDA has decreased by -68.01 % over the previous year.
At the same time, it's book networth has decreased by -17.92 %.

The current status of Yoma Business Solutions Private Limited is - Active.

The last reported AGM (Annual General Meeting) of Yoma Business Solutions Private Limited,
per our records, was held on 28 December, 2020. Also, as per our records, its last balance sheet
was prepared for the period ending on 31 March, 2020.

The Corporate Identification Number (CIN) of Yoma Business Solutions Private Limited is
U74999HR2016PTC064921. The registered office of Yoma Business Solutions Private Limited is
at 120-121, 1st Floor Vipul Trade Centre, Sector 48, Sohna Road, Gurgaon, Gurgaon, Haryana.
 MISSION, VISION & VALUES

Our Mission
“Our Mission is to help organizations realize their full people potential by helping them find the
right talent, train and develop the skills of their people, to maximize business and people results”

Our Vision
“We will be the most preferred and comprehensive provider of HR solutions to help our
customers solve their business and people problems”

Our Values
Customer centricity – We will provide excellent experience to our internal and external
customers in every interaction with them.

Accountability – We will hold each other accountable for best business and financial results.
Reciprocity – We will provide and solicit positive reciprocity in all dealings with our internal
and external customers.
Entrepreneurship – We will relentlessly pursue new opportunities – on day to day basis – to
add value to our business. We will work smarter and achieve more with fewer resources.
 ORGANISATION STRUCTURE

YOMA staffing services

PERMANENT STAFFING

The process of hiring employees and then engrossing them into your organization is a very
serious commitment, so it’s better to make sure that you hire the right people. We at YOMA are
here to help you pick up only the right ones.
YOMA’s permanent staffing solutions give you access to fully screened and qualified
candidates who have an expertise in multiple industries.
We have a strong team of consultants who dedicate 100% of their potential to help your company
to achieve its business objectives. We at YOMA ensure that we offer our clients one of the best
candidates at all the levels with a fast turn-around time.

When you find that you are stuck with the stacks of the resumes of candidates who hardly meet
the requirements of your business/projects, it means that you need to delegate your precious time
on other vital projects and hire outsourcing firm to sort the best candidates for you.
You can be rest assured about the permanent staffing solutions that are handled by our
professionals, so you can focus your energy and attention on what really matters –‘your core
business’. You can rely on our professional recruiters to find the perfect match for you to either
increase staff strength for new projects, or to replenish your employee numbers.

TEMPORARY STAFFING SERVICES

Around the globe, all types of organizations, whether big or small are looking to hire employees
on a full-time basis. In this volatile market, you would want the flexibility of an agile, on demand
workforce who is equipped to run your business operations just the way you want them to. By
providing you temporary staffing solutions, YOMA offers you the capability to build up the
strength of your staff without engaging them on a full-time basis.

TRAINING
Our partnership with some of the leading training and consulting companies from around the
world gives us the confidence to cater to all your people development needs.

Migration of candidates on YOMA payroll at multiple locations Manage the entire lifecycle of
candidates including:

SKILL BASED ASSESSMENT

Accredited as one of the best in staffing, YOMA provides a customized, high-quality, manpower
consulting service to meet your business requirements. Our HR specialists ensure that our staff
helps you end-to-end in the skill-based assessment system. We have several ideologies according
to which we provide our HR solutions to your company. We give you the most adept and exact
consultancy benefit.

Our human resource consultants take care of your organizational needs, with the goal that our
market intelligence & talent mapping can prove beneficial for you. This is trailed by a range of
platform solutions such as a cloud-based global assessment system, web-based HR automation
software, payroll management etc.

Working with our esteemed and valued client over the years, we realized a growing need for
productivity management tools to measure return on investment. PROANTO is one such
initiative in that direction.
PROANTO provides a comprehensive web and application-based portal laden with a wide range
of features and services. The platform is compatible with all major web browsers. This will
essentially give clients wholesome operational and management control in the palms of their
hands.

PROANTO mainly focuses on improving the individual prowess of your personnel, in turn
optimizing the potential of the entire organization. You’ll have absolute control of proceedings
as we’ll turn your smartphone into a state-of-the-art monitoring tool with the help of our
comprehensive mobile tracking software and vehicle tracking software. Combined with the
facilities of 24*7 reporting, geographical tagging, and instantaneous notifications, you can give
your smartphone a whole new security dimension.

We work with the premise of optimizing the world-renowned GPS [Global Positioning System]
technology thanks to the addition of a myriad of geolocation entities and elements to every bit of
information that is being transmitted. This is tailor made for clients who are looking to improve
service delivery, optimize the sales numbers, and solidify the brand value by ensuring 100%
customer satisfaction.

Some noteworthy features of our portal:

• Accessible from all web and Internet-enabled devices

• Used for the creation of client hierarchy and the respective delegation of rights
• Seamless integration with user ERP [Entity Resource Planning] modules
• Instantaneous transmission of location data
• Provisions of the ‘trail’ feature
• Customizable, timely, and the possibility of multiple alerts
• Timely reports which can be used for in-depth analysis and policy-making
Payroll Management System

YOMA Business offers corporate payroll management system to affiliations. We manage entire
payroll management for your organization. With us, you do not need to worry about the finances.
YOMA being one of the main payroll management organizations helps you with the most sorted
and arranged solutions.

Our payroll administration procedures for employees are carefully planned and designed. The
method includes a proper data sorting of each staff. It is completely coordinated with records and
gives the advantages of improved payroll services. Our administration keeps track of pay slips,
pay sheets, salary structure etc. The payroll structure we create has a detailed receipt of
attendance record from several locations, the due date, staff information and payments. We
ensure easy accessibility and usage of above records. Our Payroll Management System is
totally consolidated which gives the benefits of a modified payroll.

YOMA: The Leading Payroll Processing Company in India

YOMA offers corporate payroll management service offerings to the top brands in India. We
deal with the whole finance department, including compensation handling, PF, ESI, IT, leave
count, MIS and reporting. YOMA being one of the leading payroll processing companies in
India offer the most customized solution.

We create a payroll management strategy for representatives to manage the payroll system using
a smooth process. The procedure comprises of estimation of employee compensations and
expense reasoning, administrating representative advantages and instalment of pay rates. We
have a PAN Indian presence across the country and our services are completely incorporated into
records to provide you the advantages of rearranged payroll handling. Picking a payroll service
that best fits your business is crucial. We precisely examine the extent of your business
requirements and choose the amount you will spend on finance handling. With us, you can be
assured to get the best solution for the payroll management system for your organization.
V-IRING

V-IRING (Abbreviation of Video Hiring) from the innovation labs of YOMA is a game changer
which would change the way corporates have been selecting candidates in the country. The
product is the new wave unleashed in the country which combines interview, assessment, and
recruitment through video hiring process. The system eliminates the need for a physical
interview of all the prospective candidates.

V-IRING is the one stop shop starting from screening candidates on functional skills to taking
them through the interview and assessment process.
 INTRODUCTION TO THE TOPIC

Meaning of Recruitment
Recruitment refers to the process of screening, and selecting people for a jobat an organizationor
firm, or for a vacancy in a volunteer-based organization or community group. While generalist
managers or administrators can undertake some components of the recruitment process, mid- and
large-size organizations and companies often retain professional recruitersor outsource some of
the process to recruitment agencies. External recruitment is the process of attracting and
selecting employees from outside the organization. The process of identification of different
sources of personnel is known as recruitment. Recruitment is a process of searching the
candidates for employment and stimulating them to apply for jobs in the organizations
Recruitment is a process of searching the candidates for employment and stimulating them to
apply for jobs in the organizations. It is a linking activity that brings together those offering jobs
and those seeking jobs.

Recruitment refers to the attempt of getting interested applicants and creating a pool of
prospective employees so that the management can select the right person for the right job from
this pool. Recruitment process precedes the selection process, that is, selection of right
candidates for various positions in the organization.

Objective of recruitment
1. To attract people with multidimensional skills and experience that suits the present and
future organizational strategies.

2. To induct outsiders with a new perspective to lead the company.

3. To infuse fresh blood at all level of the organization.

4. To develop an organizational culture those attract competent people to the company.

5. To search people whose skills fit the companies' values.

6. To device methodologies for accessing psychological trades. 7.To search for talent
globally not just within the organization.
7.To anticipate and find the people for position those do not exist yet.
 Importance of recruitment
Increase the pool of job candidates at minimum cost.

1. It helps to increase the success rate of the selection process by reduce the no. of
visibly under qualified or over qualified job candidates.

2. Increase the organizational and individual effectiveness in the short term and the
long term.

3. Evaluate the effectiveness of various recruiting techniques and sources for all type
of job applicant.

A recruitment programs help the firms at least 4 ways

1. Attract highly qualified and competent people.
2. Ensure that the selected candidates stay longer with the company.

3. Make sure that there is a match between cost and benefit.

4. Help the firm creates more culturally diverse workforce.

Problem faced by company if there is no recruitment

1. Problem in attaining the objectives.
2. Wastage of resources.

3. Turnover rate is high.

4. High absenteeism.

5. Lack of harmonious relationship between employer and employees.

6. Low coordination among activities.

7. Lack of motivation.

8. Conflict between cost and benefit.

Recruitment Needs Are Of Three Types
Planned the needs arising from changes in organization and
retirement policy.

Anticipated
Anticipated needs are those movements in personnel, which an organization can predict by
studying trends in internal and external environment.

Unexpected
Resignation, deaths, accidents, illness give rise to unexpected needs.

Process of Recruitment
The recruitment and selection is the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organizations. Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the interviews and requires many resources
and time. A general recruitment process is as follows:

Identifying The Vacancy

The recruitment process begins with the human resource department receiving requisitions
for recruitment from any department of the company. These contain:-
• Number of persons
• Duties to be performed
• Qualifications required
 Figure 1.1

• Locating and developing the sources of required number and type of employees
(Advertising etc).

• Managing the response.

• Short-listing and identifying the prospective employee with required characteristics.

• Arranging the interviews with the selected candidates.

• Conducting the interview and decision making.

The recruitment process is immediately followed by the selection process i.e. the final interviews
and the decision making, conveying the decision and the appointment formalities

Sources Of Recruitment
Every organization has the option of choosing the candidates for its recruitment processes from
two kinds of sources: internal and external sources. The sources within the organization itself
(like transfer of employees from one department to other, promotions) to fill a position are
known as the internal sources of recruitment. Recruitment candidates from all the other sources
(Like outsourcing agencies etc.) are known as the external sources of recruitment
 SOURCES OF RECRUITMENT

Internal Sources Of Recruitment

There are many important sources of recruitment these are as follows:

Transfers
The employees are transferred from one department to another according to their efficiency and
experience.

Promotions
The employees are promoted from one department to another with more benefits and greater
responsibility based on efficiency and experience.
Upgrading and Demotion

Others are Upgrading and Demotion of present employees according to their performance.

Retired and Retrenched Employees

Retired and Retrenched employees may also be recruited once again in case of shortage of
qualified personnel or increase in load of work. Recruitment such people.

Dependents and Relatives of Deceased Employees

The dependents and relatives of Deceased employees and Disabled employees are also done by
many companies so that the members of the family do not become dependent on the mercy of
others.

Advantages of Using Internal Sources

Filling vacancies in higher jobs within the organization or through internal transfers has various
advantages such as:

• Employees are motivated to improve their performance.

• Moral of the employees is increased.

• Industrial peace prevails in the enterprise because of promotional avenues.

• Filling of jobs internally I cheaper as compared to getting candidates from external

sources.

• A promotion at higher levels my led to a chain of promotion at lower levels in the

organization. This motivates employees to improve their performance through learning
and practice.

• Transfer or job rotation is a tool of training the employees to prepare them for higher
jobs.

• Transfer has the benefit of shifting workforce from the surplus departments to those
where there is shortage of staff.
 Drawbacks of Internal Sources
• Internal sources of recruitment has certain drawbacks such as:
• When vacancies are filled through internal promotions, the scope for fresh talent is
reduced.

• The employees may become lethargic if they are sure of time bound promotions.

• The spirit of competition among the employees may be hampered.

• Frequent transfers of employees may reduce the overall productivity of the organization.

External Sources of Recruitment

Every enterprise has to tap external sources for various positions. Running enterprises have to
recruit employees from outside for filling the positions whose specifications cannot be met by
the present employees and for meeting the additional requirements of manpower. Companies
commonly use the following external sources of recruitment:

Press Advertisements

Advertisements of the vacancy in newspapers and journals are a widely used source of
recruitment. The main advantage of this method is that it has a wide reach.

Educational Institutes

Various management institutes, engineering colleges, medical Colleges etc. are a good source of
recruiting well qualified executives, engineers, medical staff etc. They provide facilities for
campus interviews and placements. This source is known as Campus Recruitment.

Placement Agencies

Several private consultancy firms perform recruitment functions on behalf of client companies by
charging a fee. These agencies are particularly suitable for recruitment of executives and
specialists. It is also known as RPO (Recruitment Process Outsourcing)

Employment Exchanges

Government establishes public employment exchanges throughout the country. These exchanges
provide job information to job seekers and help employers in identifying suitable candidates.
Labour Contractors

Manual workers can be recruited through contractors who maintain close contacts with the
sources of such workers. This source is used to recruit labour for construction jobs.

Unsolicited Applicants

Many job seekers visit the office of well-known companies on their own. Such callers are
considered nuisance to the daily work routine of the enterprise. But can help in creating the talent
pool or the database of the probable candidates for the organization.

Employee Referrals / Recommendations

Many organizations have structured system where the current employees of the organization can
refer their friends and relatives for some position in their organization. Also, the office bearers of
trade unions are often aware of the suitability of candidates. Management can inquire these
leaders for suitable jobs. In some organizations these are formal agreements to give priority in
recruitment to the candidates recommended by the trade union.

Recruitment at Factory Gate

Unskilled workers may be recruited at the factory gate these may be employed whenever a
permanent worker is absent. More efficient among these may be recruited to fill permanent
vacancies.

Advantages of using External Sources

The merits of external sources of recruitment are:

• Qualified Personnel: By using external sources of recruitment, the management can make
qualified and trained people to apply for vacant jobs in the organization.

• Wider Choice: When vacancies are advertised widely, a large number of applicants from
outside the organization apply. The management has a wider choice while selecting the
people for employment.

• Fresh Talent: The insiders may have limited talents. External Sources facilitate infusion o
fresh blood with new ideas into the enterprise. This will improve the overall working of
the enterprise.
 • Competitive Spirit: If a company can tap external sources, the existing staff will have to
compete with the outsiders. They will work harder to show better performance.

Drawbacks of External Sources

The demerits of filling vacancies from external sources of recruitment are:

• Dissatisfaction among Existing Staff: External recruitment may lead to dissatisfaction

and frustration among existing employees. They may feel that their chances of promotion
are reduced.

• Lengthy Process: Recruitment from outside takes long time. The business has to notify
the vacancies and wait for applications to initiate the selection process.

• Uncertain Response: he candidates from outside may not be suitable for the enterprise.
There is no guarantee that the enterprise will be able to attract right kind of people from
external sources.

Other Sources
In the search for particular types of applicants, non-traditional sources should be considered. For
example, Employ the Handicapped associations can be a source of highly motivated workers; a
forty-plus club can be an excellent source of mature and experienced workers.

Recruiting Sources Used By Skill and Level

SKILL/LEVEL RECRUITING SOURCE

Unskilled, Semiskilled & Skilled Informal Contacts

Walk-ins

Public Employment Agencies

Professional Employees Informal Contacts

Internal Search
 Managerial Level Walk-ins

Private Employment Agencies

Public Employment Agencies

Factors Affecting Recruitment

The recruitment function of the organizations is affected and governed by a mix of various
internal and external forces. The internal forces or factors are the factors that can be controlled
by the organization. And the external factors are those factors which cannot be controlled by the
organization. The internal and external forces affecting recruitment function of an organization
are:

Figure 1.2
Internal Factors Affecting Recruitment
The internal factors i.e. the factors which can be controlled by the organization are:

RECRUITMENT POLICY

The recruitment policy of an organization specifies the objectives of recruitment and provides a
framework for implementation of recruitment programmed. It may involve organizational system
to be developed for implementing recruitment programmers and procedures by filling up
vacancies with best qualified people.

Human Resource Planning

Effective human resource planning he Yoma Business Solutions Pvt Ltd. in determining the
gaps present in the existing manpower of the organization. It also he Yoma Business Solutions
Pvt Ltd. in determining the number of employees to be recruited and what qualification they
must possess.

Size of the Firm

The size of the firm is an important factor in recruitment process. If the organization is planning
to increase its operations and expand its business, it will think of hiring more personnel, which
will handle its operations.

Cost
Recruitment incur cost to the employer, therefore, organizations try to employ that source of
recruitment which will bear a lower cost of recruitment to the organization for each candidate.

Growth and Expansion

Organization will employ or think of employing more personnel if it is expanding its operations.

External Factors Affecting Recruitment

The External factors i.e. the factors which cannot be controlled by the organization are:

Supply And Demand

Supply and demand of the firm is also effects the recruitment if the supply and demand of the
firm is increases than company or firm will think of hiring more personnel.

Labour Market

If there is lack of skilled labour in the labour market than its effects the recruitment in any
company.
Image/Goodwill

Goodwill of the company effects the recruitment because if goodwill of the company is good
than more personnel's are attract from this and company can get more skilled labour.

Political, Social & Legal Environment

Political, Social & Legal Environment also effects the recruitment.

Recent Trends in Recruitment

Outsourcing

Under this arrangement company may draw the required personnel from the outsourcing firms or
agencies or commission basis rather than offering them employment. This is also called leasing
of human resources. The outsourcing firms develop their human resource pools by employing
people for them and make available the personnel to various companies (called clients) as per
their needs.

The outsourcing firms get payment for their services to their clients and give salary directly to
the personnel. The personnel deputed by the outsourcing agencies with the clients are not the
employees of the clients. They continue to be on the payroll of their employees, that is, the
outsourcing agencies.

Several outsourcing companies or agencies have come up which supply human resources of
various categories to their clients. A company in need of employees of certain categories can
approach an outsourcing company and avail the services of it human resources.

The advantages of getting human resources through the outsourcing agencies are:

• The companies need not plan for human resources much in advance. They can get human
resources on lease basis from an outsourcing agency.

• The companies are free from industrial relations problems as human resources take on
lease are not their employees.

• The companies can dispense with this category of employeesimmediately after the work
is over.

• Value creation, operational flexibility and competitive advantage

• Turning the management's focus to strategic level processes of HR

Poaching or Raiding

"Buying talent" (rather than developing it) is the latest mantra being followed by the
organizations today. Poaching means employing a competent and experienced person already
working with another reputed company in the same or different industry; the organization might
be a competitor in the industry. A company can attract talent from another firm by offering
attractive pay packages and other terms and conditions, better than the current employer of the
candidate. But it is seen as an unethical practice and not openly talked about. Indian software and
the retail sector are the sectors facing the most severe brunt of poaching today. It has become a
challenge for human resource managers to face and tackle poaching, as it weakens the
competitive strength of the firm.

Website or e-Recruitment

Many big organizations use Internet as a source of recruitment. They advertise the job vacancies
through the worldwide web (www). The job seekers send their applications or

Curriculum Vitae, (CV); through e-mail using Internet, which can be drawn by the prospective
employer depending upon their requirements.

Advantages of recruitment are:

• Low cost.

• No intermediaries

• Reduction in time for recruitment.

• Recruitment of right type of people.

• Efficiency of recruitment process.

 REVIEW OF LITERATURE

Brief Overview
Effective research cannot be accomplished without studying critically what already exists in the
form of general literature and specific studies. Therefore, it is considered as an important
perquisite for actual planning and execution of research projects. The review of existing
literature Yoma Business Solutions Pvt Ltd. to formulate hypothesis, identify research gaps and
formulate a framework for further investigation.
There are four major sections in the review of literature.
Section 1: Theoretical framework of Recruitment and Career Advancement.
Section 2: Studies related to Women Career Advancement.
Section 3: Studies related to the Self-efficacy.
Section 4: Studies related to the Gender Differences and Glass Ceiling.

Theoretical framework of Recruitment & Career Advancement

Concept of Recruitment
Barber (1998) defines Employee recruitment as “practices and activities carried on by
an organization for the purpose of identifying and attracting potential employees”. Many
large corporations have employee recruitment plans that are designed to attract potential
employees that are not only capable of filling vacant positions but also add to the
organization’s culture.
According to Costello (2006) recruitment is described as the set of activities and
processes used to legally obtain a sufficient number of qualified people at the right place
and time so that the people and the organization can select each other in their own best
short- and long-term interests.
46
According to Montgomery (1996) is on matching the capabilities and inclinations of
prospective candidates against the demands and rewards inherent in a given job.
Jovanovic (2004) said recruitment is a process of attracting a pool of high-quality
applicants so as toselect the best among them. For this reason, top performing companies
devoted considerable resources and energy to creating high quality selection systems.
Due to the fact that organizations are always fortified by information technology to be
more competitive, it is natural to also consider utilizing this technology to re-organize the
traditional recruitment and selection process through proper decision techniques, with
that both the effectiveness and the efficiency of the processes can be increased and the
quality of the recruitment and selection decision improved.
Need of the Recruitment and Selection Process
Dessler, (2000) found in his study that the Recruitment and selection forms a core part
of the central activities underlying human resource management: namely, the
acquisition, development and reward of the workers. It frequently forms an important
part of the work of human resource managers – or designated specialists within work
organizations. However, and importantly, recruitment and selection decisions are often
for good reason taken by non-specialists, by the line managers. Recruitment and
selection also have an important role to play in ensuring worker performance and
positive organizational outcomes. Recruitment and selection had the capacity to form a
key part of the process of managing and leading people as a routine part of
organizational life, it is suggested here that recruitment and selection has become ever
more important as organizations increasingly regard their workforce as a source of
competitive advantage. Of course, not all employers engage with this proposition even at
the rhetorical level. However, there is evidence of increased interest in the utilization of
employee selection methods which are valid, reliable and fair. Dessler listing the essence
of these in the following; build a pool of candidates for the job, have the applicants fill
out application forms, utilize various selection techniques to identify viable job
candidates, send one or more viable job candidates to their supervisor, have
47
the candidate(s) go through selection interviews, and determine to which candidate(s) an
offer should be made.
Mullins (1999) indicated that to be a high performing organization, human resource
management must be able to assist the organization to place the right person in the right
job. The human resource management practices include recruitment, selection,
placement, evaluation, training and development, compensation and benefits, and
retention of the employees of an organization. Businesses have developed human
resource information systems that support: (i) recruitment, selection, and hiring, (ii) job
placement, (iii) performance appraisals, (iv) employee benefits analysis, (v) training and
development, and (vi) health, safety, and security.
Process of Recruitment
Odiorne (1984) indicated that the quality of new recruits depends upon an organization's
recruitment practice, and that the relative effectiveness of the selection phase is
inherently dependent upon the calibre of candidates attracted.
Smith et al. (1989) argue that the more effectively the recruitment stage is carried out,
the less important the actual selection process becomes. When an organization makes
the decision to fill an existing vacancy through recruitment, the first stage in the
process involves conducting a comprehensive job analysis. This may already have been
conducted through the human resource planning process, particularly where recruitment
is a relatively frequent occurrence. Once a job analysis has been conducted, the
organization has a clear indication of the particular requirements of the job, where that
job fits into the overall organization structure, and can then begin the process of
recruitment to attract suitable candidates for the particular vacancy.
According to Odiorne, (1984) one result of effective recruitment and selection is reduced
labour turnover and good employee morale. Recruiting ineffectively is costly, since poor
recruits may perform badly and/or leave their employment, thus requiring further
recruitment. In a cross national study of recruitment practices,
 OBJECTIVES AND RESEARCH
METHODOLOGY

OBJECTIVES OF THE STUDY

• To study the policies & procedures followed by YOMA BUSINESS SOLUTIONS PVT
LTD. For recruitment & selection.

• To study the challenges faced by the employees during recruitment and selection process
at YOMA BUSINESS SOLUTIONS PVT LTD.

• To determine the retention strategies adopted by YOMA BUSINESS SOLUTIONS PVT

LTD.

• To suggest some strategies for the YOMA BUSINESS SOLUTIONS PVT LTD.
Employees.
RESEARCH METHODOLOGY

Research refers to the search for knowledge, it be defines as scientific and systematic search for
information on the specific topic. It is carefully investigation or inquiry especially through search
for new facts of any branch of knowledge. Research plays an important role in the project work.
The results of the project are completely based upon the research of the facts and figures
collected through the survey. That is why it is also called a movement from known to unknown.
Research is the original contribution to the existing stock of knowledge.

Types of research:-

a)Descriptive: - Descriptive research includes surveys and fact-findings enquiries of

different kind. The major purpose of descriptive research is description of the
state of affairs as it exists at present. The main characteristic of this method is
that the researcher has no control over the variables; he can only report what
has happened or what is happening.

a)Empirical: - Empirical research relies on experience or observation alone, often

without due regard for system and theory. It is data-based research, coming up
with conclusions which are capable of being verified by observation or
experiment.

In this present study descriptive type of research is used.

Sources of Data: -
The task of data collection begins after a research problem has been defined and research design
plan chalked out. Basically, two types of data are available to the research namely: -
 • Primary Data: - We collect primary data during the course of doing experiments
research but in case we do research of the descriptive type and performs surveys, whether
sample survey or census surveys, then we can obtain primary data either through
observation or through direct communication with respondents in one form or another or
through personal interviews.
• Secondary Data: -Secondary data means data that are already available i.e., they refer to
the data which have already been collected and analysed by someone else.
In the present study, primary as well as secondary data has been used.

Primary data source are: -

 Questionnaire with sample size of 50 employees of YOMA BUSINESS SOLUTIONS

PVT LTD. including all level of employees.

 Interview of the candidate came for a job.

 Survey all level of employees with personal observation.

Secondary data source are: -

 Internet

 Books of HR

 Books and old Reports available in the company.

Tools and Techniques

The data collected from Primary sources are represented by: -

 Percentage analysis

 Pie diagram

Research Design
A research design is the arrangement of conditions for collection and analysis of data in a manner
that aims to combine relevance to the research purpose with economy in procedure. In fact, the
research design is the conceptual structure within which research is conducted; it constitutes the
blueprint for the collection, measurement and analysis of data.
Different types of Research Design are as follows:-

1. Research design in case of exploratory research studies.

2. Research design in case of descriptive studies.

3. Research design in case of diagnostic research design.

4. Research design in case of hypothesis-testing research design.

In this study Descriptive research studies is used because descriptive research studies are
those studies which are concerned with describing the characteristics of a particular individual, or
a group and situation etc. and in this report the descriptive research design is used to find out
the recruitment process at YOMA BUSINESS SOLUTIONS PVT LTD. .

UNIVERSE AND SURVEY POPULATION

All items in any field of inquiry constitute a 'Universe' or 'Population'. A complete
enumeration of all the items in the 'Population' is known as a census inquiry. It can be presumed
that in such an inquiry, when all items are covered, no element of chance is left and highest
accuracy is obtained. But in practice this may not be true. Many a time it is not possible to
examine every item in the population, and sometimes it is possible to obtain sufficiently accurate
results by studying only a part of total population.

Sampling Method:-
In the present study, convenience sampling method has been used.

Recruitment policy

OBJECTIVES- To find right candidate and fill the vacancy in order to achieve
organizational objectives.

RESPONSIBILITY-The responsibility for conducting right recruitment was on the Hr head

and unit head.
ACCOUNTABILITY- Plant HR head and unit head.

PROCEDURE
 For additional manpower requirement, manpower requision form should be approved by
department head. Job description of each position should be readily available.

 When a vacancy is created due to resignation, retirement, transfer, deputation etc.

Manpower requisition form has to be filled and forwarded to local hr department.

 Filling of vacancy- According to type of vacancy sourcing of resumes will be done with
the help of following methods:

1. Direct (through database of resumes and HRD email id)

2. through References.

3. Job portal.

4. Advertisement in newspaper.

5. Campus Interview.

6. Placement Agencies.

Once the vacancies are created, HR Department uploads the vacancy details on the internet.

& then following procedure is adopted:-

 Short listing of resumes

The resumes received from various sources are to be short listed depending upon qualification
and position. Relevant resumes are to be than forwarded to concerned department head for their
selection of applicant to be called for interview.

 Interview call
Suitable candidate are to be called for interview for selection process. Candidates are to be called
through telephonic or email message. In case of agency candidate information is to be passed on
to candidate through the concerned agency.

 Interview
Selected candidate are to be called for interview at a mutual convenient time depending upon the
availability of the interviewer and candidate.

 Final round of Interview

Candidates who are short listed at the first round for interview are called for final round for
interview with senior management.

 Resumes and Form of candidates not selected

Resumes of candidates who are not selected should be retained in box files. In case any
vacancies arise in the organization than it is to be used as the sources of recruitment

 Recruitment of fresher
Salary offered to fresher should be in line with start-up salary approved by corporate HR.

 Offer letter
Candidate who is selected for job will be given offer letter. Prior to the joining of selected
candidates seating arrangement, pc, Telephone, etc. should be ensured.
  Joining
The recruitment process of the candidate ends after his/ her joining the organization.

DATA ANALYSIS
and
INTERPRETATION
 DATA ANALYSIS

Question 1:-Sources used to display the vacancy at YOMA BUSINESS

SOLUTIONS PVT LTD.?

1) Internet 20%

2) Employee Referral 70%

3) Data Bank 5%

4) Campus Placement 5%

5%

20%

1
70% 2
5%
3
4

Interpretation

It is found that the Sources used to display the vacancy at YOMA BUSINESS SOLUTIONS
PVT LTD. is employee referral.

Question 2:- Which source of recruitment is preferred?

 Observation:-

1) Internal 70%

2) External 30%

30%

intern
al
extern
al

70%

Interpretation

In the recruitment of YOMA BUSINESS SOLUTIONS PVT LTD. the major role is being
played by the internal sources for short listing the candidates.

Question 3:- In the external Sources majorly used are?

 Observation:-

1)Press Advertisement 5%

1)Consultancy 75%

1)Data Bank 10%

1)Campus 5%

1)Similar Organization 5%
5% 5% 5%

Press
10% Advertisemen
t
Consultancy

Data Bank

Campus

Similar
Organization

75%

Interpretation

From the analysis it has been found that in case of external sources. Consultancies has a major
role and after that the other important source is data bank whereas campus, similar organization
and press advertisement has a very little role.
 -
Question 4:Most preferred internal source?

Observation:-

1) Promotions 10%

2) Transfers 10%

3) Employee Referrals 80%

5%
15%
1) Promo
tions

2) Transf
ers

3) Employee
80% Referrals

Interpretation

The most preferred internal source in this organization is employee referrals and secondly the
transfers are also the source of selecting the candidates.

37
 -
Question 5:How far Reference Checks are necessary for every Candidate?

Observation:-

1)Yes 80%
2)No 10%
3)Can't Say 10%

10%

10%

yes
no
cant say

80%

Interpretation:

According to the observation and analysis it is being judged that the reference checks are
majorly necessary for the placement of every selected Candidate.

38
 -

Question 6: Number of vacancies filled in the organization from the Sources?

Observation:-

1) New vacancy 20%

2) Replacement 75%

3) Transfers 2%

4) Promotions 3%

3%
2%
20% New
vacancy

Replacement

Transfers
75%

Promotions

Interpretation:

The number of vacancy filled in organization through replacement and after that the percentage
of the new vacancies makes it the second reason for the joining of the employees.

39
 -

Question 7: Mostly used pattern of interviews?

Observation:-

1) Structured 10%

2) Non structured 20%

3) Stress Interviews 0%

4) Walk in interview 70%

10% Structured

20% Non structured

0% Stress
70% Interviews

Walk in interview

Interpretation:

In YOMA BUSINESS SOLUTIONS PVT LTD. the structured interviews and the stress
interviews are not commonly used at all. But the pattern of Interviews in the organization is

40
 -
Walk in interview where the questions are asked on the judgment of the potential of the
candidate.

41
Question 8:- Commonly used tests during selection process?

Observation:-

1) Intelligence test 62%

2) Personality test 37%

3) Proficiency test 1%

Interpretation:

Basically the intelligence tests are used by the YOMA BUSINESS SOLUTIONS PVT LTD.
whereas the personality test and proficiency tests are less used for the Selection of candidates.

Question 9:- Action taken against employees who do not work properly?

42
Observation:-

1) Counselling 70%

2) Transfer 0%

3) Termination 30%

Interpretation:

On the basis of analysis it has been found that if an employee is not working properly then the
employees are guided and make them understand their Faults and sometimes terminate.

Question 10:-. Are you satisfied with the Recruitment & Selection?

43
 Policies of YOMA BUSINESS SOLUTIONS PVT LTD.?

Observation:-

1) Yes 90%

2)No 10%

10%

yes

no

90%

Interpretation:

Majority of people are satisfied with the recruitment policies of YOMA BUSINESS
SOLUTIONS PVT LTD. but a small number of people are unsatisfied.

44
 LIMITATIONS OF THE STUDY

• Sample size does not exactly represent the total population Language problem

while interacting with few south Indian employee.

• Non-acceptance of few suggestions given by the researcher to management.

• Response from respondents may be different from actual view. Respondents might not
disclose actual views.

As the study was conducted at one branch (group) only, result involving may not be true at zonal
level.

45
 FINDING, SUGGESTION
&
CONCLUSION

FINDINGS

Recruitment and selection process followed in YOMA BUSINESS SOLUTIONS PVT LTD.
-

 When vacancies is created due to resignation, Retirement, Transfer etc manpower

requisition has to be filled and forwarded to local hr dept.

 Filling of vacancies by internally or externally (by direct method, references, job

portal, advertisement in newspaper, campus interview, placement agencies.)

46
  short listing of resumes

(Depending upon qualification and position)

 Relevant resumes are to be forwarded to concern department head of selection

 Suitable candidate are to be called for interview for selection process (Through
telephone, e-mail, concerned agencies)

 Candidates who are short listed for first round for interview are called for final round
of interview with senior management.

 References check firstly and then offer letter is given under provisional and final

offer to the candidate.

 Joining- Recruitment process of the candidate ends after His/her joining the
organization.

SUGGESTIONS

.There should be balance between internal source & external source of

recruitment.

.Cost factor must be considered while selecting source of recruitment.

.They should use both structured & non-structured pattern of interview.

.They should focus on personality as well as intelligence test.

.They should use external source of recruitment so that fresh talent can
come to the organization.

47
.Salary must be provided to the employees according to their potential &
qualification.

Good compensation & environment conditions must be provided so that

the employees can't switch to other organization.

48
CONCLUSION
Recruitments and selection as seen are carried out in the organization and is a very vital part
of their human resource (HR) activities. The organizations have their selection
procedures, policies and norms which come into play every time when selections are
conducted.

Recruitment is the process that start when the candidate get information about the vacancy in
the organization else candidate apply for the job and the process is followed by the
selection of the right person to the right job.

The pre-requisite of selection process is planning of budgets according to which the various
aspects are decided.

It is very important for an organization to hire right person for the achievement of the
organizational goals.

I found in my observation that most of the candidates are satisfied with the recruitment and
selection process of YOMA BUSINESS SOLUTIONS PVT LTD. . The other common
feature in the entire organization is that all use Advertisements, Walk INS and
personnel consultants/agencies for recruitment.

They select candidate on the basis of their qualification and knowledge as required for that
particular job.

It is also found that the process are quite time consuming but it is overcome by the
cooperation of the staff of the YOMA BUSINESS SOLUTIONS PVT LTD. .

In all it can be analysed that RECRUITMENT and SELECTION are very meticulous
processes and require expertise to perform them. Nowadays organizations who are
receiving heavy competition have to tap upon the best possible work force available in
the market in least cost possible and to perform this task they practice a detailed
recruitment and selection process.

As a result the process ends up with a satisfactory result for an organization as well as
employees.

49
BIBLIOGRAPHY

 Kothari, C.R., Research Methodology - Methods and techniques, New Delhi, Wiley
International Ltd., 2005.
 Aswathappa, K, Organizational Behaviour, New Delhi, Himalaya Publishing House,
2002.

 Rao, V.S.P., Human Resource Management - Text & Cases, New Delhi, Excel Books,
2003.

 Deshpande, Milind V., TQM & ISO, Pune, Symbiosis Centre for Distance Learning,
April, 2002

 Chhabra, T.N., (2003), Human Resource Management", Dhanpat Rai & Co., Delhi.

Stephen P. Robinson, Organizational Behaviour, New Delhi, Prentice Hall of India, 1989
Website: www.Yoma Business Solutions Pvt Ltd. india.com

50
ANNEXTURE

51
Name of the employee :

Date of joining :

Designation :

Department :

Age :

Education Qualification:

Monthly income:
i.Less than 10000

ii.10000-15000

iii.15000-20000

iv.20000 and above.

1. Sources used to display the vacancy at YOMA BUSINESS SOLUTIONS PVT LTD.?
Employee Referral [ ] Internet [ ]

Data Bank [ ] Campus Placement[ ]

2. Which source of recruitment is preferred?

Internal [ ] External [ ]

52
 3. What are the external Sources majorly used?

Press Advertisement [ ] Consultancy [ ] Campus [ ]

Data Bank [ ] Similar Organization [ ]

4. What is most preferred internal source?

Promotions [ ] Transfers [ ] Employee Referrals [ ]

5. How far Reference checks are necessary for every candidate?

Yes [ ] No [ ] Can’t Say [ ]

6. Number of vacancies filled in the organisation from the sources?

New vacancy [ ] Replacement [ ]

Promotions [ ] Transfers [ ]

7. Mostly used pattern of interviews?

Structured [ ] Non structured [ ]

Stress Interviews [ ] Walk in interview [ ]

8. Commonly used tests during selection process?

Intelligence test [ ] Personality test [ ] Proficiency test [ ]

53
9. Action taken against employees who do not work properly?
Counselling [ ] Transfer [ ] Termination [ ]

10. Are you satisfied with the Recruitment&Selection in

YOMA BUSINESS SOLUTIONS PVT LTD.?

Agree [ ] Disagree [ ]

54