Executive Summary

The project titled “RECRUITMENT AND SELECTION” Undertaken in HCL

The project report is about recruitment and selection process that‟s an important
part of any organization. Which is considered as a necessary asset of a company, In fact,
recruitment and selection gives a home ground to the organization acumen that is needed
for proper functioning of the organization. It gives a organizational structure of the
company. It‟s a methodology in which the particular organization works and how a new
candidate could be recruited in such a way that he/she would be fitted for the right kind
of career.

There are two types of factors that affect the Recruitment of candidates for the company

 Internal factors
 External factors

The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. Selection process or activities
typically follow a standard patter, beginning with an initial screening interview and
concluding with final employment decision.
 INTRODUCTION

Human Resource is a basic need of any work to be done. According to ARTHUR

LEWIS:

“There are great differences in development between

countries which seem to have roughly equal resources, so it is
necessary to enquire into the difference in human behaviors”

The project report is all about recruitment and selection process that‟s an important part

of any organization.

Recruitment highlights each applicant‟s skills, talents and experience.

Their selection involves developing a list of qualified candidates, defining a selection
strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and
selecting the most qualified candidate.

It is said if right person is appointed at right place the half work has been done. In this
project I have tried to cover all the important point that should be kept in mind while
recruitment and selection process and have conducted a research study through a
questionnaire that I got it filled with all the sales managers of the AVIVA life insurance
Kanpur and tried to find out which methods and various other information related to
recruitment and selection and tries to come to a conclusion at what time mostly the
manpower planning is don‟t , what the various method used for recruiting the candidates

and on what basic the selections is done.

NetMax Technologies Pvt. Ltd. has a well-articulated equal opportunity policy, which
lays strong emphasis on hiring of individuals irrespective of age, race, caste or gender. As
a best practice in recruitment.
 OBJECTIVE

1. To study the recruitment and selection procedure followed in NETMAX

TECHNOLOGIES PVT. LTD.

2: To study the various sources of recruitment followed in . NETMAX TECHNOLOGIES

PVT. LTD.

3: To learn what is the process of recruitment and selection that should be followed.

4: To search or headhunt people whose skill fits into the company‟s values.
 RESEARCH
METHODOLOGY
 REASERCH METHODOLOGY

In everyday life human being has to face many problems viz. social, economical,
financial problems. These problems in life call for acceptable and effective solutions and
for this purpose, research is required and a methodology applied for the solutions can be
found out.

Research was carried out at NETMAX TECHNOLOGY Pvt .Ltd to find out the
“Recruitment and selection process”.

DATA COLLECTION:

Primary Data:

Primary data was collected through survey method by distributing questionnaires to

branch manager and other sales manager. The questionnaires were carefully designed by
taking into account the parameters of my study.

Secondary Data:

Data was collected from books, magazines, web sites, going through the records of the
organisation, etc. It is the data which has been collected by individual or someone else for
the purpose of other than those of our particular research study. Or in other words we can
say that secondary data is the data used previously for the analysis and the results are
undertaken for the next process.
 Information Technology Industry

Information technology, and the hardware and software associated with the IT
industry, are an integral part of nearly every major global industry.

Information technology, and the hardware and software associated with the IT
industry, are an integral part of nearly every major global industry.

The information technology (IT) industry has become of the most robust industries
in the world. IT, more than any other industry or economic facet, has an increased
productivity, particularly in the developed world, and therefore is a key driver of
global economic growth. Economies of scale and insatiable demand from both
consumers and enterprises characterize this rapidly growing sector.

The Information Technology Association of America (ITAA) explains 'information

technology' as encompassing all possible aspects of information systems based on
computers.

Both software development and the hardware involved in the IT industry include
everything from computer systems, to the design, implementation, study and
development of IT and management systems.

Owing to its easy accessibility and the wide range of IT products available, the
demand for IT services has increased substantially over the years. The IT sector has
emerged as a major global source of both growth and employment.

Features of the IT Industry at a Glance

 Economies of scale for the information technology industry are high. The
marginal cost of each unit of additional software or hardware is
insignificant compared to the value addition that results from it.

 Unlike other common industries, the IT industry is knowledge-based.

Efficient utilization of skilled labor forces in the IT sector can help an economy
achieve a rapid pace of economic growth
The IT industry helps many other sectors in the growth process of the economy
including the services and manufacturing sectors

The role of the IT Industry

The IT industry can serve as a medium of e-governance, as it assures easy

accessibility to information. The use of information technology in the service sector
improves operational efficiency and adds to transparency. It also serves as a
medium of skill formation.

MAJOR STEPS TAKEN FOR PROMTION OF IT INDUSTRY

Domain of the IT Industry

A wide variety of services come under the domain of the information technology
industry. Some of these services are as follows:

 Systems architecture
 Database design and development
 Networking
 Application development
 Testing
 Documentation
 Maintenance and hosting
 Operational support
 Security services

The Indian Information Technology industry accounts for a 5.19% of the

country's GDP and export earnings as of 2009, while providing employment to
a significant number of its tertiary sector workforce. More than 2.5 million
people are employed in the sector either directly or indirectly, making it one of
the biggest job creators in India and a mainstay of the national economy. In
2010-11, annual revenues from IT-BPO sector is estimated to have grown over
US$76 billion compared to China with $35.76 billion and Philippines with
$8.85 billion.[1] India's outsourcing industry is expected to increase to US$225
billion by 2020. The most prominent IT hub is Bangalore. The other emerging
destinations are Chennai, Hyderabad, Coimbatore, Kolkata, Kochi, Pune,
Mumbai, Ahmadabad , NCR . Technically proficient immigrants from India
sought jobs in the western world
 from the 1950s onwards as India's education system produced more engineers
than its industry could absorb. India's growing stature in the Information Age
enabled it to form close ties with both the

United States of America and the European Union. However, the recent global
financial crises has deeply impacted the Indian IT companies as well as global
companies. As a result hiring has dropped sharply and employees are looking at
different sectors like the financial service, telecommunications, and
manufacturing industries, which have been growing phenomenally over the last
few years.

India's IT Services industry was born in Mumbai in 1967 with the establishment of
Tata Group in partnership with Burroughs. The first software export zone SEEPZ
was set up here way back in 1973, the old avatar of the modern day IT park. More
than 80 percent of the country's software exports happened out of SEEPZ, Mumbai
in 80s.

Each year India produces roughly 500,000 engineers in the country, out of them
only 25% to 30% possessed both technical competency and English language skills,
although 12% of India's population can speak in English. India developed a number
of outsourcing companies specializing in customer support via Internet or telephone
connections. By 2009, India also has a total of 37,160,000 telephone lines in use,[8] a
total of 506,040,000 mobile phone connections,[9] a total of 81,000,000 Internet
users—comprising 7.0% of the country's population,[10] and 7,570,000 people in the
country have access to broadband Internet— making it the 12th largest country in
the world in terms of broadband Internet users.[11] Total fixed-line and wireless
subscribers reached 543.20 million as of November, 2009

Formative years (till 1991)

The Indian Government acquired the EVS EM computers from the Soviet Union,
which were used in large companies and research laboratories. In 1968 Tata
Consultancy Services—established in SEEPZ, Mumbai[3] by the Tata Group—were
the country's largest software producers during the 1960s. As an outcome of the
various policies of Jawaharlal Nehru (office: 15 August 1947 – 27 May 1964) the
economically beleaguered country was able to build a large scientific workforce,
third in numbers only to that of the United States of America and the Soviet Union.
On 18 August 1951 the minister of education Maulana Abul Kalam Azad,
inaugurated the Indian Institute of Technology at Kharagpur in West Bengal.
Possibly modeled after the Massachusetts Institute of Technology these institutions
were conceived by a 22 member committee of scholars and entrepreneurs under the
chairmanship of N. R. Sarkar.

Relaxed immigration laws in the United States of America (1965) attracted a

number of skilled Indian professionals aiming for research. By 1960 as many as
10,000 Indians were estimated to have settled in

the US. By the 1980s a number of engineers from India were seeking employment
in other countries. In response, the Indian companies realigned wages to retain their
experienced staff. In the Encyclopedia of India, Kamdar (2006) reports on the role
of Indian immigrants (1980 - early 1990s) in promoting technology-driven growth:

The United States’ technological lead was driven in no small part by the brain
power of brilliant immigrants, many of whom came from India. The inestimable
contributions of thousands of highly

trained Indian migrants in every area of American scientific and technological

achievement culminated with the information technology revolution most
associated with California’s Silicon Valley in the 1980s and 1990s.

The National Informatics Centre was established in March 1975. The inception of
The Computer Maintenance Company (CMC) followed in October 1976. Between
1977-1980 the country's Information Technology companies Tata InfoTech, Patni
Computer Systems and Wipro had become visible. The 'microchip revolution' of the
1980s had convinced both Indira Gandhi and her successor Rajiv Gandhi that
electronics and telecommunications were vital to India's growth and development.
MTNL underwent technological improvements. Between 1986-1987, the Indian
government embarked upon the creation of three wide-area computer networking
schemes: INDONET (intended to serve the IBM mainframes in India), NICNET
(the network for India's National Informatics Centre), and the academic research
oriented Education and Research Network (ERNET).
1991–2001

Regulated VSAT links became visible in 1985. Desai (2006) describes the steps
taken to relax regulations on linking in 1991:

In 1991 the Department of Electronics broke this impasse, creating a corporation

called Software Technology Parks of India (STPI) that, being owned by the
government, could provide VSAT communications without breaching its
monopoly. STPI set up software technology parks in different cities, each of which
provided satellite links to be used by firms; the local link was a wireless radio link.
In 1993 the government began to allow individual companies their own dedicated
links, which allowed work done in India to be transmitted abroad directly. Indian
firms soon convinced their American

customers that a satellite link was as reliable as a team of programmers working in

the clients’ office.

Videsh Sanchar Nigam Limited (VSNL) introduced Gateway Electronic Mail

Service in 1991, the 64 kbit/s leased line service in 1992, and commercial Internet
access on a visible scale in 1992. Election results were displayed via National
Informatics Centre's NICNET.

The Indian economy underwent economic reforms in 1991, leading to a new era of
globalization and international economic integration. Economic growth of over 6%
annually was seen between 1993-2002. The economic reforms were driven in part
by significant the internet usage in the country. The new administration under Atal
Bihari Vajpayee—which placed the development of Information Technology
among its top five priorities— formed the Indian National Task Force on
Information Technology and Software Development.

Wolcott & Goodman (2003) report on the role of the Indian National Task Force on
Information Technology and Software Development:
Within 90 days of its establishment, the Task Force produced an extensive
background report on the state of technology in India and an IT Action Plan with
108 recommendations. The Task Force could act quickly because it built upon the
experience and frustrations of state governments, central government agencies,
universities, and the software industry. Much of what it proposed was also
consistent with the thinking and recommendations of international bodies like the
World Trade Organization (WTO), International Telecommunications Union
(ITU), and World Bank. In addition, the Task Force incorporated the experiences of
Singapore and other nations, which implemented similar programs. It was less a
task of invention than of sparking action on a consensus that had already evolved
within the networking community and government.

The New Telecommunications Policy, 1999 (NTP 1999) helped further liberalize
India's telecommunications sector. The Information Technology Act 2000 created
legal procedures for electronic transactions and e-commerce.

Throughout the 1990s, another wave of Indian professionals entered the United
States. The number of Indian Americans reached 1.7 million by 2000. This
immigration consisted largely of highly educated technologically proficient
workers. Within the United States, Indians fared well in science, engineering,

and management. Graduates from the Indian Institutes of Technology (IIT)

became known for their technical skills. Thus GOI planned to establish new
Institutes especially for Information Technology to enhance this field. In 1998 India
got the first IT institute name Indian Institute of Information Technology at
Gwalior. The success of Information Technology in India not only had economic
repercussions but also had far-reaching political consequences. India's reputation
both as a source and a destination for skilled workforce helped it improve its
relations with a number of world economies. The relationship between economy
and technology—valued in the western world—facilitated the growth of an
entrepreneurial class of immigrant Indians, which further helped aid in promoting
technology-driven growth.
2001–present

Infosys Media Centre in Electronic City, Bangalore.

Millennium Tower in Kolkata, Salt Lake Sector-5, a major IT hub in the city.
Tidal Park—one of the largest software parks in Asia—was set up on the July 4,
2000 in Chennai, to aid the growth of Information Technology in Tamil Nadu.

Cyber Towers at Hi-tech City in Hyderabad

Patni Knowledge Park, Airoli, Navi Mumbai

 Cognizant's Delivery Center in Pune

India is now one of the biggest IT capitals in the modern world.

The economic effect of the technologically inclined services sector in India—

accounting for 40% of the country's GDP and 30% of export earnings as of 2006,
while employing only 25% of its workforce—is summarized by Sharma (2006):

The share of IT (mainly software) in total exports increased from 1 percent in 1990
to 18 percent in 2001. IT-enabled services such as backoffice operations, remote
maintenance, accounting, public call centers, medical transcription, insurance
claims, and other bulk processing are rapidly expanding. Indian companies such as
HCL, TCS, Wipro, and Infosys may yet become household names around the
world.

Today, Bangalore is known as the Silicon Valley of India and contributes 33% of
Indian IT Exports. India's second and third largest software companies are head-
quartered in Bangalore, as are many of the global SEI-CMM Level 5 Companies.

And Mumbai too has its share of IT companies that are India's first and largest, like
TCS and well established like Reliance, Patni, InfoTech, I -Flex, WNS, Shine,
Naukri, Jobs pert etc. are head-quartered in Mumbai. and these IT and dot com
companies are ruling the roost of Mumbai's relatively high octane industry of
Information Technology.
Such is the growth in investment and outsourcing; it was revealed that Cap Gemini
will soon have more staff in India than it does in its home market of France with
21,000 personnel+ in India.[14]

On 25 June 2002 India and the European Union agreed to bilateral cooperation in
the field of science and technology. A joint EU-India group of scholars was formed
on 23 November 2001 to further promote joint research and development. India
holds observer status at CERN while a joint India-EU Software Education and
Development Center is due at Bangalore.

India's IT industry (USD bn)

FY FY FY FY FY
Particulars
2004 2005 2006 2007 2008
IT Services 10.4 13.5 17.8 23.5 31.0

- Exports 7.3 10.0 13.13 18.0 23.1

- Domestic 3.1 3.5 4.5 5.5 7.9

ITES-BPO 3.4 5.2 7.2 9.5 12.5

- Exports 3.1 4.6 6.3 8.4 10.9

- Domestic 0.3 0.6 0.9 1.1 1.6

Engineering services, R&D and

2.9 3.9 5.3 6.5 8.6
Software products

- Exports 2.5 3.1 4.0 4.9 6.4

- Domestic 0.4 0.7 1.3 1.6 2.4

Hardware 5.0 5.9 7.0 8.5 12.0

- Exports 0.5 0.5 0.6 0.5 0.5

- Domestic 4.4 5.1 6.5 8.0 11.5

Total IT industry (including hardware) 21.6 28.4 37.4 48.0 64.

Health issues among Young labor force

Employees in IT / ITES services undergo high stress in their work environment
which raises serious concerns about work in this industry. The corporate HR
practices are another concern where one survey found TCS employees average age
is 29 years and the recruitment practices which contribute to the inexperienced work
force in the industry. Corporate critics shortage of human resources but the analyst
says 20 year old industry cannot have 6 year experienced labor force.[18] There have
been raising concerns on violating employment laws by corporate and there are
harassment reported from companies like Wipro.

Top 11 IT Hubs in India

Ranking City Description

Popularly known as the capital of the Silicon Valley of
1 Bangalore India is currently leading in Information Technology
Industries in India.
It is the second largest exporter of Software. It has the
2 Chennai
largest operations for India’s top software company TCS
Hyderabad which has good infrastructure and good
government support is also a good technology base in
3 Hyderabad
India. The Government of AP Has built a separate
township for IT Industry called the HITEC City.
4 Pune Pune, a major industrial point in India.
It is the Manchester of South India. Among major metro-
markets
Coimbatore(up 31% percent)MAY 11(Bangalore showed
5 Coimbatore the slowest rate of annual growth at 4 percent driven by
reduced demand in the BPO/ITES sector),It Become an
Upcoming Major IT hub of India

The National Capital Region of India comprising Delhi,

Gurgaon, Faridabad, Noida, Greater Noida and Ghaziabad
6 NCR are having ambitious projects and are trying to do every
possible thing for this purpose.

Popularly known as the commercial, entertainment,

financial capital of India, This is one city that has seen
tremendous growth in IT and BPO industry, it recorded
7 Mumbai
63% growth in 2008. TCS, Patni, LnT InfoTech, I-Flex
WNS and other companies are headquartered here.

Kolkata is a major IT hub in eastern India. All major IT

companies are present here. The city has tremendous
8 Kolkata
potential for growth in this sector with upcoming areas
like Rajarhat.
9 Trivandrum Famously known as "Gateway of South India”.
Trivandrum, the capital of
 Kerala is a green metropolis and tier I city. GOK provides
a good platform for IT development in the city with
India's largest IT park Techno park and dedicated Techno
city SEZs.

This rapidly growing industrial hub houses a lot of

IT/ITES and BPO giants. Genpact, Connexions IT
services, Deutsche Bank and EXL BPO, Infosys’s, Tech
10 Jaipur
Mahindra, and Wipro are here. There are plans to build
the largest IT SEZ in India by Mahindra under the
Mahindra World City.
Fast growing center of IT/IT-enabled services, BPO &
11 Bhubaneshwar
KPO

India IT Industry

The Indian IT industry is mainly governed by IT software and services such as

System Integration, Software experiments, Custom Application Development and
Maintenance (CADM), network services and IT Solutions. According to the
findings of National Association of Software and Service Companies (Nasscom) the
revenues of the Indian IT-BPO industry will aggregate up to US$ 88.1 billion for
the FY2011. The IT software and services sector alone will account for revenues
upto US$ 76.1 billion for the same year.

The export revenues earned by the sector will reach US$ 59 billion in FY2011
making the sector a holder of 26 per cent of market share of the total Indian export
industry. The number of people employed with the sector will also increase to 2
million employees. Within the realm of exports the IT Services division grew at a
rate 22.7 per cent in FY2010. It was the fastest growing sector accounting to
aggregate export revenues of US$ 33.5 billion.
Top IT Companies
As per the latest reports published by Dataquest, The top 20 IT companies in India
which comprise both hardware and software accounted for accumulated revenues of
$2 billion in 2009-10.

Top IT Companies in india

Below is a list of top IT Companies in India in 2010 showing their revenue and
growth rate

Company Revenue Growth Rate

Hewlett-Packard India Rs 14,992 crore 16 percent

HCL Info systems Ltd Rs 11,836 crore -4 percent

Ingram Micro India Rs 8,824 crore -6 percent

Redingote Rs 7,024 crore 7 percent

IBM India Rs 5,888 crore 2 percent

Dell India Rs 5,275 crore 24 percent

Wipro Rs 5,268 crore 9 percent

Intel India 4,690 crore Not available

Microsoft India Rs 3,575 crore 14 percent

SAP India: Rs 3,204 crore 46 percent

Acer India Rs 2,749 crore 38 percent

Oracle India Rs 2,700 crore 11 percent

APC-MGE Rs 2,620 crore -1 percent

Emerson Network Power India Rs 2,500 crore NA

Lenovo India Rs 2,396 crore -3 percent

Cisco Systems India Rs 2,324 crore 0 percent

Tulip Telecom Rs 1,965 crore 22 percent

LG India Rs 1,798 crore 39 percent

Samsung India Rs 1,664 crore 29 percent

IT Outsourcing in India

As per NASSCOM, the IT export in business process outsourcing (BPO) services

attained revenues of $ 17.2 billion for the 2010-11 going up by almost 34.5 as
compared to last year. It accounted for more than 77% of the entire software and
services income.
 Over the year India has been the most favorable outsourcing hub for firms on
lookout to off shore their IT operations. The factor behind India being a preferred
destination are its reasonably priced labor, favorable business ambiance and
availability of expert workforce.

Considering its escalating growth, Patni Computer Systems the (IT) services and
solution giants in India have sealed a five- year contract with UK-based IT solution
provider 2 e 2 worth US$ 32.09 million. According to the agreement Patni will
offer a host of support services to 2 e 2’s clients and end users.

A 5 year agreement between HCL Technologies and News Crop for administering
its information centers and IT services in UK. As per the industry analyses, the pact
is estimate to be in the range of US$ 200-US$ 250 million.

US$ 50 million agreement between HCL Technologies and Meggit, US- based
security apparatus manufacturer, for offering engineering facilities.

Global giant Wal-Mart has short listed their Indian IT dealers namely Cognizant
TechnologySolutions, UST Global and Infosys Technologies for a contract worth
US$ 600 million.

India's domestic IT Market

India's domestic IT Market over the years has become one of the major driving
forces of the industry. The domestic IT infrastructure is developing contexts of
technology and intensity of penetration.

Despite resistance by Barack Obama against outsourcing the Indian IT/BPO

industry still show an impressive rate of growth. According to a study conducted by
Gartner, the IT/ BPO sector in India will grow at almost 19 percent till the next two
years. By the end of the FY 2012, the domestic sector is estimated to expand to US$
1.7 billion against the existing US$ 1 billion.
Government initiative in India's domestic IT Market

 The Indian government has established a National Taskforce on IT with an

aim of formatting a durable National IT Policy for India
 Endorsement of the IT Act, which offers an authorized structure to assist
electronic trade and electronic operations.

Major investments in India's domestic IT Market

According to Andhra Pradesh Government the state's SEZs and Software
Technology Parks of India (STPI) will witness an investment of US$ 3.27 billion in
the next few years.

EMC Corporation's total Indian assets is expected to reach US$ 2 billion by 2014.

Future of Indian IT Industry

The Indian IT sector persists to be one of the flourishing sectors of Indian financial
system indicating a speedy expansion in the coming years. As per NASSCOM, the
Indian IT exports are anticipated to attain US$ 175 billion by 2020 out of which the
domestic sector will account for US$ 50 billion in earnings.

In total the export and domestic IT sector are expected to attain profits amounting to
US$ 225 billion along with new prospects from BRIC nations and Japan for its
outsourcing operations
COMPANY PROFILE
Net max Web solutions, is an ISO 9001:2008 Certified Web Development and
Software development unit of Netmax Technologies established in 2001 in
Chandigarh. It had been serving a wide variety of clients, ranging from Corporate,
Software Development, Educational Institutions, to other Business houses.

Netmax Technologies is a leader in network support, embedded systems, and

software & web development services. Netmax Technologies group of companies is
divided into two: Netmax Technologies (Core) & Netmax Web solutions.

An ISO 9001:2008 Certified Organization providing service in field of

Education, Software Development, Web site Development, Hosting
Services since almost a decade now and that proves our quality service
because quality is the only thing that can with stand the test of time.

Net max since then has been the prime institution in the field of Training
and Education in Chandigarh and North India Region. With over 1000
students undergoing training every year in field of IT and Electronics Net
max have proven its worth.

Only Quality can withstand the test of time in today’s highly demanding market and
we expanding since our establishment from one office to five offices in four
different cities since almost a decade ago proves our worth. With professionals
hired to provide training to the student, we aim to give the real industry
environment to the student so that they be ready for it.
Netmax Technologies provides industrial training to BTech/MCA/BCA/Diploma
students to make them proficient in following fields

Advance Networking
JAVA development
PHP Programming and Web
Development
Redhat (RHCE)
Ubuntu Administration
Microsoft System
Administration( MCSE 2003 , MCITP
2008 )
PLC and SCADA Automation
Technologies
.NET development
Embedded systems
Robotics

Type:-

Privately Held

Company Size:-

11-50 employees

Website:-

http://netmaxtech.com

Industry:-
 Professional Training & Coaching

Founded:-

2001

Headquarters:-

Sco 198-200 3rd floor

Sec 34a Chandigarh,

Chandigarh 160022(India)

Netmax Provide Join six week, six months and one year industrial training a in
various fields. Each training is designed according to market needs and student
requirements. You can choose from following available options for Industrial
Training:

 Networking
 Software Development
 Embedded System
 PLC
 Netmax Technologies (Core) takes care of IT support, embedded systems R& D &
Implementation services, whereas Netmax web solutions is a web & software
development company that takes care of Software development & web service
solutions.

It offers a vast portfolio of IT solutions to customers spread across Punjab, Haryana

& Himachal Pradesh. Netmax Technologies is a pioneer in the field of IT education
in north India.

Netmax Technologies set up education centre in Chandigarh (Punjab) and followed

them with centers in Patiala, Jalandhar, and Ludhiana & Bhatinda in the years that
followed. In 2005, Netmax Technologies introduced corporate training programs
which as an initiative were highly appreciated by the industry and corporate alike

We are looking for someone who is smart, innovative, web savvy, hard working and
has strong experience in SEO and internet marketing. The successful candidate will
be passionate about great client service and will show it in their actions, their
attitude, and their execution. Netmax Technologies offers a vast portfolio of IT
solutions to customers spread across Punjab, Haryana & Himachal Pradesh. Netmax
Technologies was set up in 2001 by young Indian entrepreneurs. It has pioneered
the concept of high quality IT education in North India and has trained over 10,000
plus networking, embedded systems & software professionals in the country.

Area of Focus

Netmax Technologies focus areas include network support, network

implementation, embedded system research & development and robotics. Netmax
Technologies addresses the needs of well-defined industry segments such as BPO’s,
IT & ITES, and government Agencies like CSIO & TBRL etc. It has alliances with
global IT majors such as Microsoft, CISCO and Red Hat.Lately,it has started
programs like Android Apps. Development in association with Google along with
Cloud computing believed to be the only organization in India running them on
professional level.

Support Area (Network Solutions)

LINUX / UNIX networks
SUN networks
CISCO devices (Routers, Switches, Firewalls, Cache Engine, RAS etc)
Bandwidth Manager Software and hardware
Radio Links
Security Solutions

Training

Join six month or six week industrial training at Netmax in Various fields.
Each training is designed according to market needs and student
requirements. You can choose from following available options for
Industrial Training:

 Networking
 Software Development
 Embedded System
 PLC

Six Weeks

6 Week Industrial Training is Available in:

 Software Development: JAVA, C Sharp, ASP .Net, Android,

PHP
 Network Administration: Cisco CCNA, Linux, Microsoft MCITP
 Electronics & Embedded: 8051, PIC, AVR, ARM, OrCAD

6 Month Industrial Training is Available in:

 EMBEDDED: PLC, AVR, ARM

 CISCO: CCNP, CCVP,CCIP
 .NET: C Sharp, ASP .NET
 PHP: Advance PHP & CMS
 JAVA: Advance Java, Andriod


Courses available in Netmax

Networking:- Netmax provide the course of CCNA in networking.Networking is
the practice of linking two or more computing devices together for the purpose of
sharing data. Networks are built with a mix of computer hardware and computer
software.

CCNA:-CCNA (Cisco Certified Network Associate) is the Cisco Academy

Computer Networking Course with a curriculum designed to prepare computer
networking students to pass the CCNA exam, or the ICND 1 and 2 certification
exams. Here is an overview of CCNA and where it fits among the Cisco career
certifications.

Software: - Software is a general term for the various kinds of programs used to
operate computers and related devices.Netmax provide two course in software such
as PHP and JAVA (core and advance).

PHP stands for PHP: Hypertext Preprocessor, with that PHP standing for Personal
Homepage. PHP is an open-source language, used primarily for dynamic web
content and server-side applications.

JAVA is a programming language originally developed by James Gosling at Sun

Microsystems and released in 1995. Java is a high-level, third generation
programming language, like C, FORTRAN, Smalltalk, Perl, and many others. You
can use Java to write computer applications that crunch numbers,
process words, play games, store data or do any of the thousands of other things
computer software can do.

Microsoft: - Microsoft is the world's leading producer of computer software.

Microsoft was incorporated in 1981.Netmax provide the course of MCITP,
WINDOW 7 & EMAM 70-680.

Embedded System:- An embedded system can be defined as a control system or

computer system designed to perform a specific task. Common examples of
embedded systems include MP3 players, navigation systems on aircraft and intruder
alarm systems. An embedded system can also be defined as a single purpose
computer. Netmax provide the course in embedded system such as 8051, PIC,
ARV, ARM, and REBOTICS.

Netmax Technologies (Core) takes care of IT support, embedded systems R& D &
Implementation services, whereas Netmax web solutions is a web & software
development company that takes care of Software development & web service
solutions.

It offers a vast portfolio of IT solutions to customers spread across Punjab, Haryana

& Himachal Pradesh. Netmax Technologies is a pioneer in the field of IT education
in north India.

Netmax Technologies set up education centre in Chandigarh (Punjab) and followed

them with centers in Patiala, Jalandhar, Ludhiana & Bhatinda in the years that
followed. In 2005, Netmax Technologies introduced corporate training programs
which as an initiative were highly appreciated by the industry and corporate alike.
Netmax Technologies provides industrial training to BTech/MCA/BCA/Diploma
students in fields like Embedded systems, Robotics ,PLC and SCADA Automation
Technologies, Advance Networking Technologies(CISCO) ,JAVA
development, .NET development , PHP Programming and Web development ,
Redhat (RHCE) and Ubuntu Administration , Microsoft System
Administration( MCSE 2003 , MCITP 2008 ).
LITRATURE SURVEY
 Meaning of HUMAN RESORCE MANAGEMENT

Human Resource plays a crucial role in the development process of the modern

economics. ARTHUR LEWIS observed

“There are great differences in development between

countries which seem to have roughly equal resources, so it
is necessary to enquire into the difference in human
behaviors”

Human resource management is the management of employee‟s skill, knowledge

abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting
Human Resource Management. They are labour management, labour administration,
labour management relationship, employee –employer relationship, industrial
relationship, human capital management, human assent management etc. Though these
terms can be used differently widely, the basic nature of distinction lies in the scope or
coverage and evolutionary stage. In simple sence, human resource management means
employing people, developing their resources, utilizing, maintaining and compensating
their services in tune with the job and organizational requirements.
 Functions of HUMAN RESOURCE MANAGEMENT

Administration:

Strategic planning, organizational evaluation, County Board relations, policy

recommendations, supervision of department staff

Benefits:

Health insurance, dental insurance, life insurance, disability insurance,

retirement benefits, vacation, sick leave, paid holidays, section 125 plan, donor
program, educational incentive, uniform allowance, and others.

Compensation:

Salary and benefit surveys, job evaluation, job descriptions evaluation, job descriptions

Employee relations:
Disciplinary processes, incident investigations,
complaint/grievance procedures, labor-management relations.

Employee services:

Enrollment in benefits, employee discounts for recreational spots, resolution of

enrollment or claim problems, employee newsletter. Educational assistance,
employee service awards

Fiscal:

Staffing budgets, departmental budget, accounts payable, insurance receivables,

insurance fund management, total package costing. Insurance receivables, insurance
fund management, total package costing.

Health and safety:

Employee assistance, workers compensation claims, drug testing, safety compliance and
training.

Leaves of absence:

State and/or Federal Family and Medical Leave rights, County approved leaves of absence,
rights upon return to work, light duty assignments for temporary periods.
Payroll administration:

Computer-based or manual evaluation systems, supervisory training, compliance with

timeliness standards

Performance appraisal:

Employee files, litigation files, payroll records, safety records and other
administrative files

Record-keeping:

Job posting, advertising, testing administration, employment interviews, background

investigations, post-offer employment testing.

Recruitment:

Recruitment is defined as a process to discover the sources of manpower to meet the

requirement of the staffing schedule and to employ effective measures fir meet the
requirement of the staffing schedule and to employ to employ effective measures for
attracting the manpower in adequate numbers to facilitate effective selection of an
effective workforce.
Selection:

After identifying the sources of human resources, searching for prospective employees
and stimulation helps too apply for jobs in an organization, the management has to
perform the function of selecting the right man at right job and at the right time.

Separations and terminations:

Rights upon termination of employment, severance benefits, unemployment

compensation, exit interviews.

Training and development:

County-wide needs assessment, development of supervisory and management

skills, employee training and workshops. Benefits orientation for new and
transferring employees, Supervisory newsletter.

Salary and benefits:

Salary/wage plans, employee benefits

 Importance of Human Resource Management

1: Attract highly qualified and competent people

2:Ensure that‟s the selected candidate stays longer with the company.

3: Make sue that there is match between cost and benefit.

4: Helps the organization to create more culturally diverse workforce

Whereas, the poor quality of selection means extra cost on training and supervision.
Furtherionmore , when recruitment fails to meet organizational needs for talent, a
typically response is to raise entry level pay scales . This can distort traditional wages
and salary relationship in organization, resulting in unavoidable consequences. Thus the
effectiveness of the recruitment process can play a major role in determining the
resources that must be expended on other HR activates and their ultimate success.
Scope of HRM at organisational level
 Human Resource department at

NETMAX TECHNOLIES PVT. LTD.

Human resource
department

Recruitment and Training and

selection Resource allocation development
 Human resource development

This department looks after the needs and Requirement the present employees. This
Department includes number of function which are as
Follows:

1. Training and Development –it includes technical, soft skills and process related to
training

2. Process and policies –it contains all the rule and regulations that need to be followed
by the employees.

3: Appraisal and increment- it is in the formal feedback to the employees about their
performance and the conduct of work.

4: Induction-involves the information to the new employees about the company, job,
departments etc

5: Motivational activities and entertainment- involves motivating the employees to

improve their productivity.

6: Roles and responsibilities-that every individual employee needs to fulfil

7: Key Result Area (KRA) –it is the measurement quantifiable of output for the roles of
responsibilities.
8: Employee separation-includes resignation and dismissal.

9: Joining formalities- take place when a new employee joins the company.

10: Computerization

12: Helpdesk

13: Employee verification-take place at the time of joining of the new employee.

14: Surveys

15: Project trainees

16: Counselling and grievance handling-both are different as counselling is basically

helping out in personal problems whereas, grievances Handling involves the handling of
complains that the employees has towards the management.

All the above head are included in the human resource development and involves the
over all development of individual employees which in turn increases the over all profit
of the company.
RecruitmentProcedure
overview

Manpower Requisition Form

Recruitment Plan

Budget

Sourcing

Selection Process

Joining

Post Recruitment Data Updating

RECRUITMENT
 RECRUITMENT

Recruitment is “hiring” of employees from outside. Recruitment has been regarded as the

most important function of the HR department , because unless the right type of people
are hired, even the best plans, organization chart and control system would not do much
good.
Recruitment is the discovering of potential applicant for actual or anticipated
organizational vacancies. Accordingly the purpose of recruitment is to locate sources of
manpower to meet the job requirements and job specification.
It is defined as „ a process to discover the sources of manpower to meet the requirements

of staffing schedule and to apply effective measures for attracting the manpower to
adequate number to facilitate effective selection of an effective workforce‟

Yoder points out that recruitment is a process to discover the sources of manpower to
meet the requirement of the staffing schedule and to employee effective measures to
attracting that manpower in adequate number to facilitate effective selection of an
effective workforce.

Edwin B Flippo defines recruitment as „the process of searching for prospective

employees and stimulating them to apply for the jobs in the organization.‟
“It is the process of finding and attracting capable applicants for employment. The

process begins when new recruits are sought and ends when their application are
submitted. The result is a pool of applicants from which new employees are selected.”
 Methods of Recruitment

Dunn and Stephens summaries the possible recruiting methods into three categories,
namely

1: Direct method
2: Indirect method
3: Third party method

DIRECT METHOD

The direct method includes sending of the recruiters to different educational and
professional institutions, employees contact with public, and mannered exhibits. One of
the widely used methods is sending the recruiters to different colleges and technical
schools. This is mainly done with the cooperation of the placement office of the college.
Sometimes, firms directly solicit information form the concerned professors about
student with an outstanding records.
Other direct methods include sending recruiters to conventions and seminars, setting up
exhibits at fairs, and using mobile offices to go the desired centers.

INDIRECT METHOD

Indirect method involves mainly advertising in newspapers, on the radios, in trade and
professional journals, technical magazines and brochures.
Advertisements in newspapers and or trade journals and magazines are the most
frequently used methods. Senior post is largely filled with such methods. Advertising is a
very useful for recruiting blue color and hourly worker, as well as scientific, professional,
and technical employees.
Local newspaper can be good sources of blue collar workers, clerical employees, and
lower level administrative employees.
The main point is that the higher the position in the organization the more dispersed
advertisement is likely to be. The search for the top executive might include
advertisement in a national periodical, whereas the advertisement of the blue color jobs
usually confine to the daily newspaper.

According to the Advertisement tactic and strategy in personnel Recruitment, three

main points need to be borne in the mind before an advertisement in inserted.
First, to visualize the type of applicants one is trying to recruit.
Second, to write out a list of advantages the company offers, or why should the reader
join the company.
Third, to decide where to run the advertisement , not only in which area, but also in
which newspaper having a local, state or a nation- wide circulation.

THRID PARTY

These include the use of commercial or private employment agencies, state agencies, and
placement offices of schools colleges and professional associations recruiting firms,
management consulting firms, indoctrination seminars for college professors, and friends
and relatives.
Private employment agencies are the most widely used sources. They charge a small fee
from the applicant. They specialize in specific occupation; general office help, salesmen,
technical workers, accountant, computer staff, engineers and executives.
State or public employment agencies are also known as the employment or labour
exchanges, are the main agencies for the public employment. Employers inform them of
their personnel requirement, while job seekers get information for them about the type of
job are referred by the employer.
Schools and colleges offer opportunities for recruiting their student. They operate
placement services where complete biodata and other particular of the student are
available.

Professional organization or recruiting firms maintain complete information records about

employed executive. These firms maintain complete information records about employed
executives. These firms are looked upon as the „head hunters‟ , „raiders‟, and
„pirates‟ by organization which loose their personnel through their efforts.

Evaluation of the recruitment method

The following are the evaluation of the recruitment method

1: Number of initial enquires received which resulted in completed application forms

2: Number of candidates recruited.

3: Number of candidates retained in the organization after six months.

4: Number of candidates at various stages of the recruitment and selection process,

especially those short listed.
 Objective of recruitment

1: To attract with multi dimensional skills and experience that suite the present and
future organization strategies.

2: To induct outsider with new perspective to lead the company.

3: To infuse fresh blood at all levels of organization.

4: To develop an organizational culture that attracts competent people to the company.

5:To search or headhunt people whose skill fit the company‟s values.

6: To seek out non-conventional development grounds of talent

7: To devise methodology for assessing psychological traits.

8: To search for talent globally not just with in the company.

9: To design entry pay that competes on quality but not on quantum.

10:To anticipate and find people for position that doesn‟t exists yet.

Recruitment represents the first contact that a company makes with potential
employees. It is through recruitment that many individuals come to know about the
company and eventually decide whether they wish to work for it.
The recruitment process should inform qualified individuals about the job so that
applicant can make comparison with their qualification and interest.
 Factors affecting Recruitment

There are two types of factors that affect the Recruitment of candidates for the company.

1: Internal factors: These includes

- Company‟s pay package

- Quality of work life
- Organizational culture
- Company‟s size
- Company‟s product
- Growth rate of the company
- Role of trade unions
- Cost of recruitment

2: External factors: These include

- Supply and demand factors

- Employment rate
- Labour market condition
- Political, legal and government factors
- Information system
 Factors to be undertaken while formulating recruitment policies

The following factors should be undertaken while formulating the policies -

- Government polices
- Recruitment sources
- Recruitment needs
- Recruitment cost
- Organizational and personal policies

Theories Regarding Recruitment

Recruitment is two way street: it takes a recruiter has a choice whom to recruit, same
way the prospective employee also has taken the decision whether or not to apply for
the given job vacancy. The individual take the decision usually on three different basic:

1: The objective factors

2: The critical contact
3: The subjective factor
 The objectives theory views that the process of organizational choice as being one of
weighing and evaluating set of measurable characteristic of employment offers, such
pay, benefits , location, opportunity for advancement, the nature of job to performed,
and education opportunities.

Whereas, the critical contact theory suggests that the typical candidates is unable to
make a meaningful differentiation of organization‟s offers in terms of objective or

subjective factors, because of his limited or very short contact with the organisation.
Choice can be made only when applicant can readily perceive the factors such as the
behaviour of the recruiters, the nature of the physical facilities, and such as the
efficiency in processing paper work association with the application.

On the other hand, the subjective theory emphasizes the congruence. Here the choices
are made on highly personal and emotional basis.

Recruitment Process

The actual steps involved in recruitment follow a well defined path:

Application shortlist: In this step, we shortlist the resume received from various sources
based on the suitability for the requirement.

Preliminary Assessment: The short listed candidates go through a preliminary round of

interviews. This interview lays more emphasis on functional competencies. To have more
data on the functional skills, the candidates may be given a business case for analysis and
presentation (This is done for certain positions only).

Final interview: Here the candidates who successfully clear the first round of interview go
through another round of interview with one or more of the functional heads.
Medical Evaluation: Candidates who are selected by Colgate are asked to undergo a
medical test.
 Process

Plan For Hiring

Analyzing vacancies and recruitments

Vacancy
due to Ne
attrition w
Pos
itio
Due n
diligence &
internal
evaluation
Present as a
business case
for Chairman
Approval

Recruit
ment
approv
al
process

Job
Decision: pos
Should the
itio
position be
retained? ns
Me
rge
d

Recruitment approval guidelines

  Engineer/MBA‟s
 NO simple Circle HR sends
graduates recruitment
 Stable work format to entity
retention history
 Salary hike 15-20
%
 A
g
e
a
s
p
e
r
a
v
e
r
a
g
e
t
e
a
m
a
g
e
 Entity HR discusses
with Business Head

Corporate HR
for approval

Approval for Hiring:

Preparation starts

Sourcing

Employee Referrals  Timesjobs.com

indicating Employee ID, Short-listing
 Naukri.com
Designation of profiles

Minor deviations to be Preliminary

indicated in the interview circle HR Major deviation to be
interview assessment and at circle level indicated separately as
sheet comment box in a non-hiring condition
BOLD.
Final interview at
# Salary less than 50 % DAKC
of minimum salary.
1. Qualifications not
Compensations & job as per laid norms.
offers recommended by 2. Salary expected
Circle to DAKC higher than
max band.
3. Experience less
Pre joining reference than laid norms.
& medical checks
 Job offer, Appointment letter &
Confirmation letter

Evaluation of recruitment process

The following are the evaluation of the recruitment process:

1: Return rate of application sent out.

2: Number of suitable candidates for selection.
3: Retention and performance of the candidate selection.
4: Cost of recruitment
5: Time lapsed data.
6: Comments on image projected.
 PHILSOPHIES OF RECRUITEMT

Basically there are two Philosophies of recruitment. These are as follows:

1: REALISTIC JOB PREVIEWS (RJP)

Realistic Job Previews provides complete job related information to the applicants so that
they can make the right decision before taking up the jobs. It includes positive and the
negative aspects of the job.

2: JOB COMPATIBILITY QUESTIONNAIRE: (JCQ)

Job compatibility Questionnaire was developed to determine whether an applicant‟s

preference for the work match the characteristic of the job. The JCQ is designed to collect
information on all aspects of the job which have a bearing in on employee performance
.absenteeism, turnover and job satisfaction. The underlying assumption of JCQ is that,
greater the compatibility between an applicant‟s preference for the job and characteristic

of the job as perceived by the job seeker, the greater the probability of employee
effectiveness and longer the tenure.
SELECTION
 SELECTION

Selection is a negative process and involves the elimination of candidates who do not
have the required skills and qualification for the job proposed. Also it is a process of
differentiating between applicants in order to identify and hire those with grater
likelihood of success in job.

The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. It is the system of function and
devise adopted in a given company to ascertain whether the candidate‟s specifications are

matched with the job specifications and recruitment or not.

Selection process or activities typically follow a standard patter, beginning with an initial
screening interview and concluding with final employment decision. The traditional
selection process includes: preliminary screening interview, completion of application
form, employment test, comprehensive interview, background investigation, physical
examination and final employment decision to hire.

Organization for selection

Until recently the basic hiring process was performed in a rather unplanned manner in
many organizations. In some companies, each department screened and hired its own
employees. Many mangers insisted on screening their own employees as they thought no
one else could do that as efficiently as they themselves.
But now selection is centralized and handled by the Human Resource Department. This
type of arrangement is also preferred due to some of these advantages:

- It is easier for the application because they can send their applications to a single
centralized department.
- It facilitates contact with applicants because issues pertaining to employment can
be cleared through one central location.
- It helps operating managers to concentrate on their operating responsibilities. This
is especially helpful during the chief hiring period.
- It can provide for better selection because hiring is done by specialist trained in
staffing techniques.
- The applicant is better assured of consideration for a greater variety of jobs.
- Hiring cost is cut because duplication of efforts is reduced.
- With increased governmental regulation on selection process, it is important that
people who know about these rules handle a major part of the selection process.

Ideally, a selection process involves mutually decision making. The organization

decides whether or not to make a job offer and how attractive the job offer should be.

BARRIERS TO EFFECTIVE SELETION

The main objective of selection process is to hire people having competence and
commitment towards the given job profile. But due to some reason the main purpose of
effectively selecting candidates is defeated. These reasons are:
1: Perception or the Halo effect: Many a times the interviewer selects a candidate
according to the perception he has or he made up while talking or looking at the
individual. This way he does not see through the caliber or the efficiency of the
individual and many times it leads to the selection of the wrong candidates.

2: Fairness: During the selection process the interviewer does not select the individual
on the basis of his knowledge and hence the right type of the candidates is not selected.

3: Pressure: The people from the HR department and also have a lot of pressure from
the top management and from other top class people for selecting the candidates they
want. This ways the purpose of effective selection process of effective selection process
is defeated as they have to select that individual whether or not he is capable of the job.
that is being offered.
ESSENTIAL OF SELECTION PROCEDURE

- Someone should have the authority to select.

- There must be sufficient number of applicants from whom the required number of
employees to be selected.
- There must be some standards of personnel with which a prospective employee
may be compared.
FACTORS EFFECTING SELECTION DECISION

Includes:

- Profile matching
- Organization and social environment
- Multi correlations
Successive hurdles
DATA ANALYSIS
 DATA ANALYSIS

QUESTION: What are the sources for recruitment and selection?

Internal
9%

External
18%

Both
73%

About 75% of the manager say that they prefer both internal as well as external source
for recruitment and selection where as only 9% go for internal source and 18% go for
external sources.
Question: Which method do you mostly prefer for recruitment and
selection preferred way of recruitment?

Third
party
3%

Indirect
32%

Direct
65%

About 65% of the mangers go for direct recruitment and selection and 32% go for
indirect and only 3 % go for third party recruitment way.
Question: When do you prefer to go for manpower planning?

2
0
%
30% Yearl
y
Quat
erly
No fixed
Time

50
%

Around 50% of the managers go for Quarterly manpower

planning and 20 % do not
follow any pattern they don‟t have any fixed time where
as 20% go for yearly.
Question: What are the sources for external recruitment
are preferred?

25% Campus
34% interviews
Placement
agencies
Data bank

Casual
8% applicants
33%

In AVIVA 34% of manager go for campus interviews, 33% go for data bank, 25% from the
casual application that are received and only 8% go for any placement agencies.
Question: What form of interview did you prefer?

10%
Personal
Interviews
20% 40% Telephonic
interview
Video
Confrencing
Other

30%

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews
where as only 20% go for video conferencing and rest 10% adopt some other means of
interviews
Question: How do you rate the HR practices of the company?

10%

30%
20% Very Good
Good
Average
Bad

40%

50% of the managers feel that HR department is good where and 30%say that‟s its very
good where as 20% says its average and only 10% manager feel it‟s bad.
FINDINGS
 FINDINGS

In NETMAX TECHNOLOGIES PVT.LTD. most of the employees feel that‟s the HR

department is good. About 75% of the managers says that they prefer both internal as well as
external source for recruitment and selection. About 65% of the mangers go for direct
recruitment and selection and less number for mangers prefer indirect or third party. Mostly
the manpower planning is done Quarterly and 20 % do not follow any pattern they
don‟t have any fixed time. Aviva prefers to go for campus interviews and even casual
application that are received for recruitment but they hardly prefer placement agencies.

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews
where as only 20% go for video conferencing and rest 10% adopt some other means of
interviews
CONCLUSION
 CONCLUSION

This presents the summary of the study and survey done in relation to the Recruitment
and Selection in NETMAX TECHNOLOGIES PVT. LTD. The conclusion is drawn from
the study and survey of the company regarding the Recruitment and Selection process
carried out there.

The recruitment process at NETMAX TECHNOLOGIES PVT. LTD. to some extent is not
done objectively and therefore lot of bias hampers the future of the employees. That is why
the search or headhunt of people should be of those whose skill fits into the
company‟s values.

Most of the employees were satisfied but changes are required according to the changing
scenario as recruitment process has a great impact on the working of the company as a
fresh blood, new idea enters in the company.

Selection process is good but it should also be modified according to the requirements
and should job profile so that main objective of selecting the candidate could be
achieved.
SUGGESTION
 SUGGESION

 Manpower requirement for each department in the company is identified well in

advance.

 If the manpower requirement is high and the recruitment team of the HR

department alone cannot satisfy it, then help from the placement agencies is
needed.

 Time management is very essential and it should not be ignored at any level of the
process..

 The recruitment and selection through placement agencies as the last resort and is
utilised only when need.

 The recruitment and selection procedure should not to lengthy and time
consuming.

 The candidates called for interview should be allotted timings and it should not
overlap with each other.
BIBLOGRAPHY
 BIBLOGRAPHY

 C.B Mamoria and S.V. Gankar (2004), Personal Management Text and
Cases. Himalaya Publication.
 K.Aswahthappa (2001),Human Resource and Personnel Management
 Human Resource Management, (2005), Dr.P.C. Pardeshi
 C.B Gupta (2005)
 www.avivaindia.com
 www.google.com
ANNEXURE
 QUESTIONNAIRE FOR THE RESEARCH

1: When are the resources need and forecasted?

 Quarterly
 Monthly
 Annually
 Not fixed

2: How is the resource need forecasted?

………………………………………………………………………………………………
………………………………………………………………………………………………
………………………………………………………………………………………………
……………………………………………………….

3: How do you rate the recruitment procedure?

 Short
 Average
 Long
 Very Long
 Cant say

4: What is the process you follow for recruitment and selection? People explain the
same in brief?
………………………………………………………………………………………………
………………………………………………………………………………………………
…………………………………………………….

5: Which method do you mostly prefer from the following for recruitment and selection?

 Direct Method
 Indirect Method
 Third Party

6: What sources you prefer for recruitment and selection?

 Internal sources
 External sources
 Both

7: What are the sources for internal sourcing among the following -:

 Present permanent employees

 Present temporary employees
 Retrenched / Retired / employees
 Deceased / disabled / employees

9: What are the sources for external recruitment among the following

 Campus interviews
 Placement agencies
 Private employment agencies
 Public employment agencies
  Professional associations
 Data bank
 Casual applicants
 Other, if any please mention
 ……………………………………………………………………………………
……

10: Which is the most successful method for recruitment?

……………………………………………………………………………………………
……

10: How many rounds of interviews are conducted?

 1-3
 3-5
 More than 5

11: Are you satisfied with round of interviews conducted?

 Yes
 No
 To some extent
 Cant say

12: What form of interview did you prefer?

 Personal Interview
 Telephonic Interview
 Video Conferencing
  Any two (then tick those two)
 All three
14: Are you satisfied with the interview process?
 Yes
 No
 To some extent

15: If no then what is the reason? And suggest the measures to be taken
for improvement?

………………………………………………………………………………………………
………………………………………………………………………………………………
………………………………………………………………………………………………
………………………………………………………

15: Are you satisfied with the present method being followed by the company for
recruitment and selection?

 Yes
 No

16: If no, what steps would you prefer, to make improvement?

………………………………………………………………………………………………
………………………………………………………………………………………………
…………………………………….

17: Are the aptitude test conducted?

  Yes
 No
 Till some extent
 Cant say

19: If yes then it is for

 Fresher
 Executives
 Other (specify)

 ………………………………………………………………………………………
…………………

20: Do you conduct any of these test?

 Psychometric test
 Medical test
 Reference test check
 Other (specify)

 ………………………………………………………………………………………
………………………………………………………………………………………
……………………………………

21: How do you rate the HR practices of the company?

 Very Good
 Good
 Average
 Bad