SUMMER TRAINING PROJECT REPORT

ON
RECRUITMENT AND SELECTION
AT
ELEV8 LIVING
SUBMITTED FOR THE PARTIAL FULFILMENT OF
REQUIREMENT FOR THE AWARD OF DEGREE OF
MASTER OF BUSINESS ADMINISTRATION
(FINANCE & MARKETING)
SUBMITTED TO:

INTERNAL GUIDE EXTERNAL GUIDE

DR. OMDEEP GUPTA MR.PRADEEP
SHRAMA
PROFESSOR SR. F & A OFFICER
GRAPHIC ERA STORE MANAGER
HILL UNIVERSITY VISHAL MEGA
MART
DEHRADUN LTD. JOGIWALA
DEHRADUN

SUBMITTED BY :
SHIKHA
23552403
BATCH 2023-2025

1
2
DECLARATION

I hereby declare that project entitled “RECRUITMENT AND SELECTION

AT ELEV8 LIVING” submitted in partial fulfilment of the Requirement for
the degree of masters of business administration To graphic era hill
university, at dehradun is my original work And not submitted for award if
any other degree/diploma or similar
title or prize.

DATE : SHIKHA
PLACE : DEHRADUN MBA (2023-2025)

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ACKNOWLEDGEMENT

The internship opportunity i had with ELEV8 LIVING was a great chance
for Learning and professional development. Therefore, i consider Myself as
a very lucky individual as i was a provided with an Opportunity to be a part
of it. I am also grateful for having a Chance to meet so many wonderful
people and professional who Led me though this internship period.
I express my deepest thanks to Dr. Omdeep Gupta (faculty Member of
graphic era hill university) my mentor for taking Part in useful decisions and
giving necessary advices and Guidance and arranged all facilities to make
life easier. I Choose this moment to acknowledge her contribution
Gratefully. I would also like to express my deepest gratitude and special
Thanks to Mr. Pradeep Shrama sr.f & a officer who inspite being
Extraordinary busy with his duties , took time out to hear, guide And keep
me on the correct path and allowing me to carry out My internship at their
esteemed organization and extending During the training. I perceive this
opportunity as a big milestone in my career Development. I will strive to use
gained skills and knowledge In the best possible way, and i will continue to
work on their Improvement, in order to attain desired career objectives.
Hope To continue cooperation with you in the future. Last but not the least
my sincere gratitude to all people who Knowingly or unknowingly
supported me for my moral to Make this project a reality.

4
CERTIFICATE

I have the pleasure in certifying that is a Bonafide student of 3rd semester of

the master’s degree in Business administration (batch2022-2024), of graphic
era hill University, dehradun roll no. 23552403
He has completed his project work entitled “understanding shoppers
behavior and evaluation of consumer experience” under my guidance. I
certify this is his original effort & has not been copied from any Other
source. This project has also not been submitted in any Other institute/
university for the purposeof award for any degree. This project fulfils the
requirements of the curriculum prescribed
By this university for the said course. I recommend this project Work for
evaluation & consideration for the award of degree to the student.

Name of the guide: Dr. Omdeep Gupta

Designation: professor
Date:
Signature

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 ACKNOWLEDGEMENT

I would like to extend my sincere thanks to all those who have helped me in making this
project. Without their active guidance help; cooperation and encouragement, I would not
have been able to present the project on time.

I extend my sincere gratitude to my guide Dr. Anurag Kushwaha Assistant Professor for
their moral support and guidance during the tenure of my project.

I also acknowledge with a deep sense of reverence, my gratitude towards my parents and
other faculty members of the university for their valuable suggestions given to me in
completing the project.

DATE:

6
7
8
 EXECUTIVE SUMMARY
Elev8 Living follows a structured recruitment and selection process aimed at attracting
and retaining top talent. The process begins with sourcing candidates through job portals,
social media, employee referrals, and recruitment agencies. Shortlisted candidates
undergo rigorous screening, including phone interviews, technical assessments, and
background checks. The selection process consists of HR and technical interviews,
followed by skills and cognitive testing. Once a candidate is chosen, an offer is extended,
with negotiation on compensation and benefits. The company emphasizes diversity and
inclusion, and uses modern technologies like Applicant Tracking Systems (ATS) to
streamline the process. Onboarding ensures a smooth transition into the company,

fostering a positive and productive work environment.

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Certificate from Industry i
Certificate from Head of Institution ii
Declaration iii
Acknowledgement iv
CONTENTS
PART A

Chapters Page No.

1. Company Profile

2. SWOT Analysis

PART B
Chapters Page No.
1. Problem Definition
2. Objective of Study
3. Literature Review
4. Research Methodology
5. Data Analysis & Interpretation
6.1
6.2…
6. Conclusion
7. Limitations
8. Suggestions
9. Bibliography
10.Annexure
11.1 questionnaire or anything else

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11
 INTRODUCTION

INTRODUCTION OF HUMAN RESOURCE MANAGEMENT

Organisation exists for people. The behavior and level of performance of the people will
show their effect on the organisation. Human resource management can be defined as that
part of management process which develops, and manages the human elements of
enterprise considering the resourcefulness of the organisation own people in terms of
total knowledge, skill, creative, abilities, talents, aptitudes and potentialities for actuating
effectively.

Human Resource Management is the process of managing the people of an organisation

with a human approach. Human Resource approach to manpower is the most essential an
indispensable resource of any organisation. There is a need to look at the HRD concepts,
components and mechanisms more comprehensively and in a integrated way as people
related functions rather than isolate them from personnel functions or industrial relations
aspects. Employees participation in management is no longer an idealistic or ideological
conception. It is an imperative need to cope with change in organisation. It is in the
context of changing profile of people with high expectations and the demands for high
performance.

Manpower planning is incorporated into human resource planning, recruitment, selection,

supervision, such other functions of personnel management from part of HRM, other
aspects like human resource development, career planning and development, constant
efforts for appraisal, research and feedback system, data storage and so on receiving
greater attention to the people at work backed by welfare amenities and cordial industrial
relations, policies must also be an integral part of HRM. In the HRM approach, personnel
function is not merely record keeping function. Rather it is a constant endeavor to
motivate the people at work to foster a oneness with the organisation and its performance

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goals. This is achieved neither through pressure tacties nor through conflicts and
struggles, but through constant cooperation, team-building and mutual understanding.

HRM is concerned with the effective and efficient use of the organisation’s human
resources. We need human resources to run our operations. Hence, we need to attract and
hire the best employees possible. One of the functions of a human resources management
departmental is to attract potential employees. Having attracted potential employees, we
need to be able to choose the best of these applicants. Further more, having hired
employees, we need to train them if we expect them to function effectively. HRM also
involves the maintenance of human resources. This includes the issue of compensation.

Human Resource Management:

“Human Resource Management is a series of decisions that affect the relationship

between the employees and the employers; it affects many constituents and is intended to
influence the effectiveness of the employees and employer”.

HRM--- effective and efficient use of the organisation’s human resources within most
organisations, considerable thought is given to the effective and efficient use of financial
resources. This is called “Financial Management” and “Marketing Management”
concerns it self with the promotion and sale of the organisation’s products.

HRM is concerned with the effective and efficient use of the organisation’s human
resources. What kind of human resources (employees) we need? How to procure them?
How to select only the best? How to ensure that the people chosen can do the jobs in the
way which is expected them to do? How to measure their effectiveness? Human resource
management meets all these.

Once our employees are functioning effectively, we need to ensure that they continue to
do so; we need to concern ourselves with their motivation. In the case of hiring, we need
to decide what kind of employee we’re looking for? When engaged in the selection

13
process, we must decide which of the applicants will actually be the best employee?
HRM also involves the main penance of human resources. This includes the issue of
compensation. Theories of motivation also point out employees needs for feedback
therefore, we need to be able to determine when our employees are doing a good job.

There is a need to understand the jobs that our employees are performing and, to
understand their jobs, we need to do a job analysis. Essentially, the job analysis forms the
core of the human resource management function. In doing a job analysis, we are
essentially gathering raw data about the jobs in our organisations. Human Resource
Development has been defined as an organized learning experience, conducted in a
definite time period, to increase the possibility of improving job performance and growth.

RECRUITMENT AND SELECTION

The Employment Process:

On the face of recruitment and selection seem to be a fairly straight forward procedure.
Its objectives to place the right people in the right place to achieve organisational goals.
Recruitment and selection are only two activities or stages in what can be called the
employment process. It can be divided into five stages

 Manpower Planning
 Job Analysis
 Recruitment
 Selection
 Induction and follow up

An effective employment process requires that each of these stages or activities must
be gone through in an entire and systematic manner.

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Recruitment and selection allow management to determine and gradually modify the
behavioral characteristic and competence of the workforce.

Manpower Planning:

Manpower planning enables a department to projectiles short to long term needs on the
basis of its departmental plans. So that it can adjust its manpower requirements to meet
changing priorities. The more changing the environment the department.

 The number of requirements in a specified timeframe and the availability of

talent.
 Early indications of potential recruitment or retention difficulties
 Availability of suitable qualified and experienced successors.

Job Analysis:

Consists of defining the job and discovering what the job demands in terms of employee
behavior. Job analysis forms the basis of a number of personnel activities such as job
evaluation, job design, and performance. Appraisal with regard to the employment
process and recruitment and selection in particular job analysis clarifies the duties and
responsibilities of a job, the knowledge, skills and expertise required to under take it.

First Way: You ask the employees to prepare their own job description.

Second Way: Ask the manager or supervisor of the employee to prepare a job
description.

Third Way: Employ a trained job analyst and interviews the employees.

In any job description/job specification there are five key areas:

 Job title

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  Job Purpose
 Key results area
 Who the employee reports to
 Responsibilities

Recruitment:-

Edwin B. Flippo defined recruitment as “The process of searching for the prospective
employees and stimulating them to apply for jobs in the organisation”.

Thus there are two states in the recruitments

1. Searching for suitable candidate for job and
2. Motivating and encouraging them to apply for jobs.

SOURCESS OF RECRUITMENT

Internal Sources of Recruitment:-

The main sources of internal recruitment are promotion, transfer and demotion.
There are many advantages of using the internal labor market.

An accurate knowledge of the employee and their performance internal recruitment can
have a positive impact on employee moral. Some organisations believe that this approach
can increase employee loyalty and commitment.

External Sources of Recruitment:

There are four main sources

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Unsolicited Applications: These are people who have submitted their CV to the
organisation on a speculative basis. They should be kept on file in the organisation and
used as a source of suitable candidates when the occasion arises.

Schools and Colleges: Many companies have developed links with particular schools and
colleges, which they use as a recruiting source.

Recruitment agencies and consultancies: Apparently, there is extensive use of

recruitment agencies, contracting out the recruitment task has a number of advantages for
the organisation.

Media Advertising: This is the most widely known method of recruitment. It has 3 main
objectives. Attract suitable candidates to apply, discourage unsuitable candidates from
applying, promote organisations public image.

CONSTRAINTS ON RECRUITMENT

Logically, firms would seek to recruit in a manner that guarantees the greatest number of
qualified applicants. However, there are often constraints on the recruitment process,
which prohibits some methods.

Some of these constraints are

1. Organisational Policies
2. Affirmative-action programs
3. Recruiter Habits
4. Environmental Conditions
5. Job Requirements
6. Organisational Policies

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 Another organisational policy that could potentially constrain recruitment efforts is a
firm’s compensation policy

 Affirmative-action plans: Occasionally, firms may adopt affirmative action

policies. An effort to attain a workforce that is more representative of the general
populace. In efforts to increase workforce diversity, firms may choose to
voluntarily hire persons with specific characteristics; more often, law mandates
such affirmative action policies.

Recruiter habits: Recruiter habits many also constitute a recruitment constraint. For
example past successes may lead to habits or preferred tendencies in recruitment. One
recruiter, who had played rugby, had considerable success recruiting other rugby
enthusiast. Where as he had luckily had this initial success, he wants so far as to overtly
seek out rugby players in his recruitment obviously, rugby skills are not necessarily
indicators of job-related success, such recruiter habit, do not constitute good recruitment
practices. In the end, such abets may actually perpetuate past mistakes.

Job Requirements: - Generally, skilled workers are more difficult to find than unskilled
workers. A limited pool of potential applicants causes firms to use different recruiting
techniques. Where as an advertisement placed in a news paper’s classified section may
serve to attract unskilled workers, recruitment of skilled workers requires more.

Job Posting: It is one of the most effectively used comparative mechanisms. The
candidates design it and it will contain information they wish to convey and may get
internal recruitment. Further, job posting help employees feel they have some control
over their future in the organisation.

Environmental Conditions: In many unionized environments, policies may restrict the

number of part-time employees working for the firm. This is clearly a recruitment
constraint insofar as it places limitations on the firm. However, it may well also limit the

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number of applicants because some very highly qualified applicants may simply prefer
part-time employment.

Employ Referrals: Another common recruitment methodology is the employee referral.

To fill job vacancies, present employees refer job seekers to the HR department as
potential employees

SELECTION
Selection:

During recruitment, it is important to have a large pool of qualified recruits. However,

after having recruited this large number of job applicants, organisations must weed out
the unqualified ones and then select the very best remaining candidates for the job. A
well designed selection process will yield information about a candidate’s skills and
weaknesses.

There are some legal considerations involved in the selection of new employees. The fear
of wrongful termination lawsuits has caused many companies to become far more
concerned about whom they hire. If a company has selective in its hiring practices, it can
reduce the instances when it will be necessary to terminate employees.

Short-listing is the process to which a number of applicants are chosen form the total
number of candidates further assessment before making a final decision. Applicants may
be divided into 3 categories
 The marginal
 The suitable, possible
 The unsuitable

Step 1:

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Preliminary Selection: Preliminary selection of applicants is often done by setting
minimum standards for the job, and communicating these standards for the job, and
communicating these standards to the employees, and agencies that help to recruit. The
fact that some potential applicants may not apply because of their inability to meet the
minimum requirements serves as an initial screening device.

Step 2:

Initial screening: The initial screening is done to select only the suitable candidates
through the further stages in selection them, when reviewing resumes and applications
forms, firms are further able to screen out unacceptable job candidates. At this point,
firms can also assign priorities to the resumes so that the most promising candidates may
be seen first.

Step 3:

Application forms: The application form is designed to obtain the information on various
aspects of the applicants social demographic, academic and work related background and
references.

Step 4:

Tests: A test is a sample of a aspects of individuals behavior, performance of attitude. It

also provides a systematic basis for comparing the behavior, performance or attitude of
two or more persons. Tests serve as a screening device and provide supplementary inputs
in selection decisions.

A number of selection lets are quail able to assist in making selection decisions.

 Attainment test
 Attitude test

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  Personality test
 Intelligence test

Step 5.

Selection Interview: - The employment interview is conducted to learn more about the
suitability of people under consideration for a particular job and is one further obstacle
for the applicant to overcome. The interview is one further means of reducing the number
of people who might be eligible for the job

Step 6:

Medical Evaluation: Medical evaluation is also known as physical examination is a

selection tool which varies from the comprehensive to nominal, depending upon the job.
Comprehensive physical examinations are necessary for physically handicapped. It
reveals whether the candidate possesses the required stamina, strength and tolerance of
hard working conditions.
Step 7:

Final Interview: Since the immediate supervisor is ultimately responsible for new
workers, he or she should have input into the hiring decision. The supervisor is better
able to evaluate the applicant’s technical capabilities and is in a better position to answer
the interviewee’s job-related questions. Further, the supervisor’s job-related questions.
Further, the supervisor’s personal commitment to the success of the new employee is
higher if the supervisor has played a role in the hiring decision.

Step 8:

Job offer: The actual hiring of an applicant constitutes the end of the selection process. At
this stage, successful applicants must be notified of the firm’s decision.

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The applications of unsuccessful applicants are often kept on file and the applicants of
successful applicants will be retained in the employee’s personnel files.

There are other methods followed by different organisations in the process of selection.
Management chooses the most appropriate candidate to accomplish the organisation
objectives, while the individual chooses the organisation best suited to fulfill his
aspirations. Once a person is selected induction and orientation programs follows.

Induction and orientation:-

Induction is generally done to acquaint a new employee with the organization, its
objectives, policies, procedures, philosophies, strategies, products, market, customers,
etc., So that the employee is clearly informed of what is expected of him as an employee
of the organisation. Induction program may be helpful for the new employee to shed their
fear, delicacy or anxiety, and get them fully identified with the organization.
Many organisations provide induction and orientation in a career path method; i.e.,
rotating the new employee throughout the organisation, its various locations, divisions,
departments and sub-units and closely watch and observe under the supervision of
experienced seniors.

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NEED FOR STUDY

The chief purpose of the study is to understand the process of recruitment and selection
practices of the organisations especially of ELEV8 LIVING. For every organisation
human is main source and resource for getting profits, in such a situation there is a need
to select the best available manpower from the sources.
The study is mainly made on the recruitment and selection practices of the organisation.
The current study deals with the different steps involved into the process of recruiting and
selecting the employees in the organisation. With the help of the study an employee in the
individual opinion of the employees of the organisation about their selection to the
findings mad in the report.

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 OBJECTIVES OF THE STUDY

The present study recruitment and selection practices in ELEV8 LIVING are made by
keeping the following as the main objectives.

 To introduce the corporate profile with regard to the human resource management
practices mainly concentrating on the recruitment and selection practices of the
organizations with reference to ELEV8 LIVING.
 To study the recruitment and selection practices at ELEV8 LIVING.
 To analyze the views and problems of the employees and to know the level of
satisfaction of them.
 To improve the recruitment and selection practices in ELEV8 LIVING
 Providing the required suggestions which help in the growth and development of
the management of the personnel of the organization.

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 SCOPE OF THE STUDY

HR approach of management to its people would go a long way in activating effectively.

It facilitates in identifying the right kind of people, socializing them in the most
appropriate way, training and developing them in the right direction, assigning the tasks
which are best suited for every individual so as to bring out their best, motivating them to
make their best contribution and creating conditions for the people to enjoy their work.

As the people are considered valuable human beings, the every perspective of
management changes, and the people are motivated to foster a oneness with the
organisation.

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 COMPANY PROFILE

Address: Dwarkadheesh apartment, Dwarka Enclave, Krishna Nagar, Mathura, Uttar

Pradesh 281004

Open ⋅ Closes 7 pm
Hours:

About Elev8
Team Members
16
Portfolio Count
14
Portfolio Sectors
14
Elev8's investments and portfolio companies
Elev8 is a Venture Capital fund founded in 2022. It's primarily based out of Bengaluru,
India.
View all investments by Elev8

Get Elev8's portfolio delivered to your inbox!

Which sectors does Elev8 invest in?
Most of Elev8's investments are in the Enterprise Applications (4) and Consumer (10)
sectors.
Elev8's investment trend by sector
Note: We have considered here, only first round of investments
Artificial Intell... (1)Consumer (1)
Sector No. of Investments
Artificial Intelligence - Industry Applications 1
Consumer 1
Enterprise Applications 1
Enterprise Infrastructure 1
FinTech 1
Others 2
View all investments by Elev8
Elev8's recent investments
Filter this list
Elev8 has made 2 investments in 2024 so far - Astrotalk and IDfy.
Here are the most recent investments by Elev8:

26
 Date Company Location Round Details Round Amount Co-Investors
Apr 30, 2024 Astrotalk India Series A $9.5M Left Lane
Mar 06, 2024 IDfy India Series E $27M KB Investment [+1]

 .

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 METHODOLOGY

METHODOLOGY

Methodology is the procedure applied to gather the information required for the study.
Collection of the data refers to a purpose for gathering information relevant to the subject
matter under the study and the method used depends mainly on the nature.

Accordingly, the data collection can be grouped in to two types

1. Primary data
2. Secondary data

Primary data are the originally observations collected by the researcher or his agents
for the first time and used by them in their investigation. Once primary data is used it
ceases to be primary data and becomes secondary data.

Data Collection Process:-

Primary Data:- The sources of Primary data includes direct personal investigation
interview. Indirect oral investigation, information received through customers.
Drafting a schedule questionnaire. Information with respect to the products, service of
the retailer. Mode of distribution, availability of mikswas gathered from the primary
data. The primary data in the present study was obtained by questionnaire.

A survey was conducted on the consumer perception of SANGAM DAIRY

information in the survey is being collected from the consumers, in Guntur and Tenali
division’s areas.

Questionnaire:-

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 Primary data is being collected from the agents through questionnaire. It is the most
common instrument in collection of primary data questions are both open ended and
close ended questions were simple and easy under stand. The number of questions
was limited and not repeated.

Secondary Data:-

Sources of secondary data can be categorized into two board categories namely published
statistics and unpublished statistics. Various sources are available namely central and
state Government publications. Foreign Government publications, technical and trade
journals, books, magazines, news papers, business and industry publications statistical
reports etc. unpublished statistics include information found in dairies. Letters,
biographies, autobiographies, scholars, research work, trade associations etc.

In internal sources a business organisation has to maintain records of financial

accounting, sales records, reports of salesmen etc. the marketing manager and the other
staff of the company assisted in providing the needful information. Information regarding
Indian milk industry and A.P milk industry gathered from the secondary sources like
internal.

Sampling unit: The study is limited to manpower working in ELEV8 LIVING

Sampling Size: The total sample size includes 100 employees

Sampling technique: Judgment sampling has been adapted for the present study.

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LIMITATIONS:

1. Recruitment and selection is a most field of study even it is a single organization.

2. A duration of two months is not sufficient for presenting report on the topic
3. The data which is collected form a sample of 100 employees, may not be
constraint.

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 DATA ANALYSIS AND INTERPRETATION

Table 1
Recruiting the employee

S.No Particulars No. of. Respondents Percentage

1. Internal 70 70
2. External 30 30
Total 100 100

Interpretation: From the above table 70% of the employees are recruiting internally and
30% of the employees are recruiting externally.

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 Graph – 1
Recruiting the employee

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 Table 2
External recruitment

S.No Particulars No. of. Respondents Percentage

1. Through agencies 60 60
2. Through reference 20 20
3. Casual applications 10 10
4. Data banks 10 10
Total 100 100

Interpretation: From the above table 60% of the employees are through agencies and
20% of the employees through reference, 10% of the employees from casual applications
and 10% of the employees are recruiting data banks.

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 Graph 2
External recruitment

Table 3

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 Recruitment policy

S.No Particulars No. of. Respondents Percentage

1. Yes 100 100
2. No - -
Total 100 100

Interpretation: from the above table 100% of the employees said ‘Yes’ about the
recruitment policy in the organisation?

35
 Graph 3
Recruitment policy

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 Table 4
Informing the vacancy position

S.No Particulars No. of. Respondents Percentage

1. Through word of mouth 10 10
2. Notice board 60 60
3. Department heads 30 30
Total 100 100

Interpretation: from the above table 60% of the respondents responded about the
information of vacancy position is through notice board, 30% said through department
head and 10% said through word of mouth.

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 Graph 4
Informing the vacancy position

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 Table 5
Identification candidate for recruitment

S.No Particulars No. of. Respondents Percentage

1. Through adds 60 60
2. Internet 30 30
3. Consultants 10 10
Total 100 100

Interpretation: From the above table we concluded that 60% fo the respondents
recruited through ads and 30% fo the candidates recruited internet and 10% of the
candidates recruited consultants.

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 Graph 5
Identification candidate for recruitment

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 Table 6
Manpower planning

S.No Particulars No. of. Respondents Percentage

1. Department heads 20 20
2. HR department 50 50
3. Above two 30 30
Total 100 100

Interpretation: From the above table 50% of the employee said HR department will
participate in the manpower planning, 30% of the employee said both the department
heads and HR department and 20% of the employees said department heads.

41
 Graph 6
Manpower planning

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 Table 7
Recruitment sources for top-level management

S.No Particulars No. of. Respondents Percentage

1. Internet 25 25
2. Internal Search 30 30
3. Through ads 30 30
4. Above all 15 15
Total 100 100

Interpretation: From the above table we concluded the recruiting top level management
25% internet, 30% are internal search, and 30% are through ads and 15% are recruiting
above all.

43
 Graph 7
Recruitment sources for top-level management

44
 Table 8
Recruit the employee of company

S.No Particulars No. of. Respondents Percentage

1. Quarterly 10 10
2. Half yearly 10 10
3. Annually 20 20
4. Whenever required 60 60
Total 100 100

Interpretation: From the above table, we concluded the employees 10% quarterly, 10%
half yearly, 20% annually and 60% of employee recruiting whenever required.

45
 Graph 8
Recruit the employee of company

46
 Table 9
Regarding the present recruitment policy

S.No Particulars No. of. Respondents Percentage

1. Satisfied 70 70
2. Needs improvement 30 30
Total 100 100

Interpretation: From the above table we concluded that the present recruitment policies
are 70% satisfied, and the 30% are needs improvement of the recruitment policy

47
 Graph 9
Regarding the present recruitment policy

48
 Table 10
Improvements in the present Recruitment Policy

S.No Particulars No. of. Respondents Percentage

1. Yes 90 90
2. No 10 10
Total 100 100

Interpretation: From the above table we concluded the improvement in the present
recruitment policy to recruit 90% of yes and 10% of no above all for the improvement in
the present recruitment policy

49
 Graph 10
Improvements in the present Recruitment Policy

50
 Table 11
Recruitment Sources for middle-Level Management

S.No Particulars No. of. Respondents Percentage

1. Internet 10 10
2. Through ads 40 40
3. Consultants 40 40
4. Above all 10 10
Total 100 100

Interpretation: From the above table, we concluded the sources of middle level
management to recruit the 10% of internet, 40% through ads, 40% consultants and 10%
above all for the middle level management.

51
 Graph 11
Recruitment Sources for middle-Level Management

52
 Table 12
Recruitment through campus selection

S.No Particulars No. of. Respondents Percentage

1. Yes 85 85
2. No 15 15
Total 100 100

Interpretation: From the above table 85% of the employees said ‘Yes’ about the campus
selection in the organization and the remaining 15% said ‘No’

53
 Graph 12
Recruitment through campus selection

54
 Table 13
Interview’s for selecting employees

S.No Particulars No. of. Respondents Percentage

1. Structured 90 90
2. Unstructured - -
3. Stress 10 10
Total 100 100

Interpretation: From the above table 70% of the employee said structured interviews
while selecting employee and 10% of the employee said stress in the organisation.

55
 Graph 13
Interview’s for selecting employees

56
 Table 14
Difficulty in recruiting employees

S.No Particulars No. of. Respondents Percentage

1. Yes - -
2. No 100 100
Total 100 100

Interpretation: From the above table 100% of the employees said ‘No’ about the
recruiting employee in the organisation.

57
 Graph 14
Difficulty in recruiting employees

58
 Table 15
Interviews in selection process

S.No Particulars No. of. Respondents Percentage

1. Preliminary interview 36 36
2. G.D 28 28
3. Decision Making interview 36 36
Total 100 100

Interpretation: From the above table 36% of the employees said preliminary interview
in selection process 36% of the employees said through decision making interview and
28% of the employees said through G.D.

59
 Table 15
Interviews in selection process

60
 Table 16
Any hurdles in selection process

S.No Particulars No. of. Respondents Percentage

1. Yes - -
2. No 100 100
Total 100 100

Interpretation: From the above table 100% of the employee said ‘No’ about the hurdles
in selection process in the organisation.

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 Graph 16
Any hurdles in selection process

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 Table 17
Recruitment process in ELEV8 LIVING

S.No Particulars No. of. Respondents Percentage

1. Excellent 20 20
2. Good 70 70
3. Fair 10 10
Total 100 100

Interpretation: From the above table 70% of the employees said Good about the
recruitment process, 20% of the employee ‘Excellent’ and the 10% of the employees
‘Fair’ in the organisation.

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 Graph 17
Recruitment process in ELEV8 LIVING

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 Table 18
Preference about promotion

S.No Particulars No. of. Respondents Percentage

1. Yes 100 100
2. No - -
Total 100 100

Interpretation: From the above table 100% of the employees said ‘Yes’ about the
promotion preference in the organization?

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 Graph 18
Preference about promotion

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 Table 19
Factors consideration

S.No Particulars No. of. Respondents Percentage

1. Subject 25 25
2. Willingness 20 20
3. Suitability 55 55
Total 100 100

Interpretation: From the above table we conclude considered the selecting 25% subject,
20% of selecting willingness and 55% of selecting in suitability.

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 Graph 19
Factors consideration

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 FINDINGS
&
SUGGESTIONS

FINDINGS

1. 10% of the respondents said that the vacancies in the internal organisation are
known through word of mouth

2. Major source for recruitment is through internet only.20% said that recruitment is
through ads.

3. 20% of the employees are not satisfied with the recruitment procedure

4. 20% was dissatisfied and 10% was recruited through the selection procedure

5. 20% of the employees said that there is no career development in ELEV8

LIVING Ltd.

6. 50% of the employees reacted that they have worked for ELEV8 LIVING for less
than one year

7. Most of the recruitment process is based on reference and not on the experience
and qualification

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 SUGGESTIONS

 Systematic and a common methodology should be opted for recruiting and

selecting the employees.
 The steps in the process of selection should not very from employee to employee
 The system opted for remuneration should be changed
 Experience and qualification should also be considered at the time of selection
 Recruitment should be made in the manner, which helps in the development of the
organisations.
 Check if the right person is being placed at the right place
 Induction programme should be made in time, but not too late.
 The process of selection should be the same for the employees of same
designation and very according to the designations.
 Job rotation should be made according to the individual’s skill and qualification.

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 QUESTIONNAIRE

Name………………………………………………………………………
Employee No. …………………., Experience…………………………..
Designation……………………… Department…………………………

1. How do you recruit the employees?

a) Internal b) External

2. If external how do you recruit the employee?

a) Through agencies b) Through reference
c) Casual applications d) Data banks

3. Is there any recruitment policy followed by your company

a) Yes b) No

4. How will you inform the vacancy position of the job to internal conditions
a) Through word of mouth b) Notice boards
c) Department heads

5. What are the major sources for identification of candidates for recruitment?
a) Through ads b) Internet
c) Consultants

6. Who are involved in the manpower planning?

a) Department heads b) HR Department
c) Above two

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7. What are the recruitment sources for top-level management?
a) Internet b) Internal Search
c) Through ads d) above all

8. How frequently do the companies recruit the employee?

a) Quarterly b) Half yearly
c) Annually d) whenever required

9. What is your level of satisfaction regarding the present recruitment policy?

a) Satisfied b) Needs Training

10. Do you feel any improvements in the present recruitment process?

a) Yes b) No

11. What are the recruitment sources for middle level management?
a) Internet b) Through ads
c) Consultants e) Above all

12. Does the company deserve the campus selection?

a) Yes b) No

13. Which type of interview do you follow for selecting the employees
a) Structured b) Unstructured

14. Do you face any difficulty in recruiting the talent employees in LPG scenario?
a) Yes b) No

15. What type of interviews is to be conducted on selection process?

a) Preliminary interview b) Group decision interview

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 c) Decision making interviews

16. Do you face any hurdles in selection process?

a) Yes b) No

17. What do you think about the recruitment process in ELEV8 LIVING Limited?
a) Excellent b) Good
c) Fair

18. Do you think the competent employees are preferred to promotions?

a) Yes b) No

19. What factors do you most consider while selecting the employees.
a) Subject b) Willingness
c) Suitability

20. Any Suggestions---------

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 ABBREVATIONS

1.HRM : Human Resource Management

2.HRD : Human Resource Development
3.ELEV8 LIVING : Indian Tobacco Company
4.ILTD : Indian Leaf Tobacco Development
5.R&D: Research and Development
6.TTD : Tiber Tissues Division
7.IBD : International Business Division
8.FCV : Flue Curved Virginia
9.FMCG : Fast Moving Consumer Goods
10.GLT : Green Leaf Threshing
11.FCV : Few Curved Virginia
12. IS : Initial Screening
13.BPBD : Bhadrachalam Paper Board Division

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 GLOSSARY

HRM: Human Resource Management is a series of a decision that affect the relationship
between the employees and the employers. It effects many constituents and is intended to
influence the effectiveness, of the employees and employer.

Recruitment: Recruitment as the process of searching for the prospective employees and
stimulating them to apply for jobs in the organisation.

Dividend: The director do not recommended payment of any dividend for the year in
order to strengthen the working of the company

Preliminary interview: Preliminary selection of applicants is often done by setting

minimum standards for the job, and communicating these standards of the employees.

Final Interview: it is very important of the company. Since the immediate supervisor is
ultimately responsible for new workers he or she should have input the hiring decision.

Job offer: the actual hiring of an applicant constitutes the end of the selection process. At
this stage successful applicants must be notified the firms decisions.

HR communication effect: It is essential that special efforts are taken to make human
resource communication effective. These effects are need.

 In adequate appreciation of need for HRC by the organisation

 Tendency of keeping HR policies and practices confidential

CIPP Approach: This approach takes context, process and product for evaluation
context evaluation

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Context Evaluation: It involves evaluation of trends needs analysis and formulation
objectives in the light of need.

Input Evaluation: It involves evaluation of determining policies, budget, schedules and

procedures for organisation programmed.

Process Approach: It involves of preparation of reaction sheet rating scales and analysis
of relevant records.

Product Evaluation: It involves measuring and interpreting the attainment of

recruitment and selection process.

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 BIBLIOGRAPHY

Books :

Managing for the future P.F. Drucken

Human Resource Management P. Subba Rao
Human Resource management K. Ashwathappa

Websites:

www.ELEV8 LIVING.ltd
www.iltd.com
www.hrm.co

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