Organised Project
Organised Project
Organised Project
ON
(SESSION 2014-17)
_________________________________________________________________________________
ACKNOWLEDGEMENT
It is my great pleasure and proud privilege to express my sense of gratitude to my guide and
mentor Mrs. Divya Sharma, Senior HR Manager for their competent guidance, valuable help
and regular motivation and support that enable me to complete this assignment successfully.
I would like to express my sincere gratitude and appreciation to all the employees of MTF
Infotech Pvt. Ltd who made my two months of training a wonderful experience.
I would like to take the opportunity to specially thank Prof. R.K.Gaur, Dean, Department
of Management, RPIIT and my faculty guide Mr. Vikram Singh, Assistant Professor
who was always there with warm support and valuable inputs.
My appreciation runs deeply to all those who have helped me directly or indirectly in
successful completion of the project.
PREFACE
Theoretical knowledge without the practical exposure is of little value, theoretical Studies in
Classroom are not sufficient to understand the functioning and nature of research. Therefore it
becomes necessary to undergo any summer training report work.
Practical report Supplements the Theoretical studies i.e. it covers what is left uncovered in the
classroom. It exposes a student to invaluable pleasure of experiences. I complete my summer
training report on the topic “A Study on HR Practices towards MTF InfoTech Pvt. Ltd. ( Focus
on Recruitment and Staffing)"
During the summer training report I got an opportunity to learn valuable things, which I could
not able to learn from theory classes .In nutshell, whole of my summer training report was
invaluable experience in the pursuit of knowledge .In the forthcoming pages attempt has been
made to present a comprehensive report concerning different aspects of my summer training
report. The overall gain to me will be reflected in the report itself.
DECLARATION
I, Palasha , a student of BBA 5th Semester here by state that the Summer Training Report
entitled “A Study on HR Practices towards MTF InfoTech Pvt. Ltd. ( Focus on Recruitment and
Staffing) ” , submitted in partial fulfilment for the requirement of degree of Bachelor of
Business Administration. It is the original work done by me and the information provided in the
study is authentic to the best of my knowledge. This study report has not been submitted to any
other institution or university for the award of any other degree elsewhere.
(Signature of student)
(Palasha)
EXECUTIVE SUMMARY
The Internship Report “Recruitment and Staffing of MTF Infotech Pvt. Ltd.” is originated
as a partial requirement of BBA Program, Department of Business Administration, RPIIT
Campus , Karnal .This report focuses 2 months of working experiences at the head office of
MTF Infotech Pvt. Ltd . This report will give a clear idea about the activities and staffing
strategies of MTF Infotech. This report contains five parts:
The first part is focused on the overview of the MTF Infotech Pvt. Ltd. It contains a short
profile of the Organization, The Organization’s History and activities .
The second part is focused on the Introduction, background, scope, limitations,
methodology, data collection & processing method for the study.
.The Third part is focused on the theoretical part of Human Resource Management and its
Policies. It contains the basic idea about Human Resource, the basic function of human
resource management, Recruitment & Selection process, training and Development process
etc.
The fourth part is focused on the recruitment and selection process of MTF Infotech Pvt.
Ltd. It contains the recruitment & selection policy, steps, ways of sourcing, process of
interview, process of inspection about the interviewee etc.
The fifth part of this report contains the Statistical Data Analysis, Findings on the basis of
data collected through questionnaire.
The Sixth part contains recommendation and conclusion of this report.
A sample of questionnaire which is used in the report and references also have been attached
with this report under The Seventh Part.
MTF Infotech has its Human Resource Department which plans the required manpower with
the discussion with other authorities. Based on the Manpower planning , Recruitment and
Selection are being done as and when needed. The Recruitment and Selection process of MTF
Infotech , is very much transparent in terms of selecting right people in right time and for the
right job. For selecting a person, basic education qualification is a must while they also
consider applicant’s experience, knowledge, capability and his/her future background.
CONTENTS
I. ACKNOWLEDGEMENT
II. PREFACE
III. DECLARATION
Digital marketing is a wide term used for the marketing of products or services using digital
technologies, mainly on the Internet, but also including mobile phones, display advertising, and
any other digital medium.
The way in which digital marketing has developed since the 1990s and 2000s has changed the
way brands and businesses utilize technology and digital marketing for their marketing. Digital
marketing campaigns are becoming more prevalent, as digital platforms are increasingly
incorporated into marketing plans, and as people use digital devices instead of going to physical
shops.
Digital marketing activities are search engine optimization (SEO), search engine
marketing (SEM), content marketing ,influencer marketing, content automation, campaign
marketing, and e-commerce marketing, social media marketing, social media optimization, e-
mail direct marketing, display advertising, e–books, optical disks and games, and any other form
of digital media. It also extends to non-Internet channels that provide digital media, such as
mobile phones (SMS and MMS), callback and on-hold mobile ring tones.
HISTORY:-
The term digital marketing was first used in the 1990 ,but digital marketing has roots in the mid-
1980s when the SoftAd Group, now Channel Net, developed advertising campaigns for
automobile companies, wherein people would send in reader reply cards found in magazines and
receive in return floppy disks that contained multimedia content promoting various cars and
offering free test drives.
Digital marketing became more sophisticated in the 2000s and the 2010s, and the proliferation of
devices able to access digital media has led to great growth of digital advertising statistics
produced in 2012 and 2013 showed that digital marketing was still a growing field.
Digital media growth is estimated at 4.5 trillion online ads served annually with digital media
spend at 48% growth in 2010. An increasing portion of advertising stems from businesses
employing Online Behavioural Advertising (OBA) to tailor advertising for internet users, but
OBA raises concern of consumer privacy and data protection .
CHAPTER-2
COMPANY PROFILE
COMPANY PROFILE:-
MTF Info Tech is a web designing company in India whose ingrained philosophy lies in
developing solutions for their customers requirements. MTF Infotech has proven its vitality since
October , 2014 and has colonized as a Web Development Company in India. The company is
located at Gurugram, and the services offered by the company include Internet
marketing , Software Development , Search Engine Optimization (SEO) , google AdWords and
many more
The company offers offshore online web development , internet marketing , and web design
solutions that help small-scale and medium-scale businesses to perform ,earn profit ,and grow!
MTF Infotech , also undertakes Search Engine Optimization (SEO) and Social Media
Marketing.
Multiple Technology facilities shortly referred as MTF has been an ideal partner for any
organization/firm which is anxious for continuously improving their processes and increasing
their offerings to the customers, based on the advancement in technology with ONLINE
MARKETING tools and INTERNET MARKETING strategies.
The expertise of the company in software and website development has helped various
businesses gain competitive advantage from cost-efficient and effective web solutions. MTF
Infotech has been serving businesses representing diverse industry verticals with quality
solutions and services benchmarked with global leaders. From Search Engine Optimization
(SEO) and web development to complete inbound marketing solutions, MTF offers everything
you require to have a successful online presence. Through the proven marketing strategies,
strangers are turned into visitors, visitors into leads, leads into customers, and customers into
advocates of your brand.
SERVICES OFFERED BY MTF INFOTECH PVT. LTD.
INTERNET MARKETING
MOBILE APPLICATION
DOMAIN HOSTING
INTERNET MARKETING-
Online marketing refers to a set of powerful tools and methodologies used for promoting the
products and services through the Internet with the help of website optimization. With the best
track record, the company strikes for the best SEO Company in Gurugram.
Internet marketing also referred as online marketing refers to advertising and marketing efforts
that uses the Web and email to drive direct sales via electronic commerce, in addition to the
sales leads from Web sites or emails.
Growth in potential
Reduced expenses
Elegant communications
Better control
Improved customer service
Competitive advantage
The broad online marketing spectrum varies according to business requirements while Effective
search engine marketing programs leverage consumer data.
The website development professionals of MTF recognize the value of solid information
architecture design and integrative branding that engages the customer from the first stop at your
site.
The company specialize in executing custom web development projects with 100% accuracy
and perfectly matching to the business requirements. The team is adroit at using cutting-edge
technologies to customize everything from the look and feel of front-end to expert back-end
programming that results in a highly dynamic, fully functional and interactive web solution.
MTF also has the expertise in Custom Web Development areas such as :-
Technically strong team of 100+ domain experts carrying many yrs. of experience
Adherence to best coding guidelines & quality standards
Responsive user-friendly interfaces
Performance, load & stress testing before delivery
Completely SEO optimized designs to boost rankings
High-end security against malicious practices
Achieved Results:-
Fully Functional & highly usable web applications matching to the business needs,
requirements & expectations.
Full control & complete transparency of the development process backed with seamless
communication
Smart & Open application architecture allowing for high solution productivity &
scalability
Mature QA procedures throughout the entire software development life cycle
Deployment, Stabilization & Ongoing support & maintenance of the delivered
application
MTF Infotech is one of the best mobile app development companies in india, expertise in both
native and platform independent (HTML5/JavaScript stack) mobile application
development. The company provides highly customized mobile application development on
Android, iOS and blackberry.
It is recommended that all businesses have a web presence; and to have that, the business need
to have an own web page up and running. It is acceptable and in the norm to have a Facebook
page but at some point, but still it is required to have a webpage to have creative freedom and to
facilitate online shopping.
A new type of hosting package is called Cloud Hosting. This means that there is no requirement
to have one specific machine to act as your server. The site is hosted across several other
machines that have a load balancer shared between them. This means that in the event that one of
the host machines goes down, the load is redistributed to other available machines.
VISION-
MTF is operated by learning, educating, innovating, creating, and overall, delivering results. If it
can do it for their own business, then they can do it for others, too.
MISSION-
Enable organizations to continually improve their business processes to achieve agility and cost-
effectiveness through innovative software products, solutions and services.
Marketing methods of MTF will implement the strategy and quickly adapt to the changing
market-place. MTF professionals utilize the most populated social channels and latest software
to get others noticed.
VALUES-
The growth and success are based on the core values of Care, Citizenship, Fairness, Honesty,
Integrity, Respect, Responsibility , Safety and trust.
CHAPTER-3
INTRODUCTION ABOUT
THE TOPIC
INTRODUCTION ABOUT THE TOPIC:-
RECRUITMENT-
Recruitment refers to the process of attracting and obtaining as many applicants as possible from
eligible job seekers.
Recruitment refers to the process of attracting, obtaining, and selecting qualified people for a
job. For some components of the recruitment process, mid- and large –size organizations often
retain professional recruiters or outsource some of the process to recruitment agencies.
Recruitment is naturally subject to influence of several factors. These include following two
forces.
External forces
Internal forces
EXTERNAL FORCES
Supply and demand of specific skills in the labour market influences the recruitment process. If
the demand for a particular skill is high relative to the supply, an extraordinary recruiting effort
may be needed.
UNEMPLOYMENT RATE
When unemployment rate in a given area is high, the company’s recruitment process may be
simper. The number of unsolicited applicants is usually greater, and the increased size of the
labour pool provides better opportunities for attracting qualified applicants. On the other hand, as
the unemployment rate drops, recruiting efforts must be increased and new sources explored.
LABOUR - MARKET
Labour- market conditions in a local area are of primary importance in recruiting for most non-
managerial, supervisory and middle management positions. However, so far as recruitment for
executive and professional is concerned conditions of global market is important.
Reservation of jobs for SCs, STs, minorities and other backward classes (OBCs) is a political
decision . Preferences to sons of soil is another political factor.
COMPANY IMAGE
The company’s image also matters in attracting large number of job seekers.
INTERNAL FACTORS
HR POLICY OF COMPANY
Recruiting policy of the organization also matters. Most of the firm have policy on recruiting
internally or externally. Also have policy on temporary and part time employees.
The major internal factor is effectiveness of the Human Resource Planning wich the company
adopts.
COST
Cost of recruitment is yet another factor that has to be considered. Recruiting costs are calculated
per new hire and the figure is considerable nowadays. Recruiters must operate within the budget.
An organization registering growth and expansion will have more recruiting on hand.
PURPOSE AND IMPORTANCE:
The general purpose of recruitment is to provide a pool of potentially qualified job candidates.
Specifically , the purposes and needs are :
Determine the present and future requirements of the organization in conjunction with its
personnel-planning and job-analysis activities..
Increase the pool of job candidates at minimum cost.
Help increase the success rate of the selection process by reducing the number of visibly,
under qualified or underqualified job applicants.
Help reduce the probability that job applicants , once recruited and selected , will leave
the organization only after a short period of time.
Begin identifying and prepare potential job applicants who will be appropriate
candidates.
Induct outsiders with a new perspective to lead the company.
Infuse fresh blood at all levels of the organization.
Develop an organizational culture that attracts competent people to the company.
Search for talent globally and not just within the company.
THEORIES AND POLICIES OF RECRUITMENT AND SELECTION:
THEORIES:
1. Objective Theory
2) Thus, the more information you can give them (Eg. Salaries , benefits, working condition, etc.
the better applicants weight these factors to arrive at a relative “desirability” index
2. Subjective Theory
1) Assumes applicants are not rational , but respond to social or psychological needs(Eg.
Security, achievement, affiliation)
2) Thus, play to these needs by highlighting job security or opportunities for promotion or
collegiality of work group, etc.
1) Assumes key attractor is quality of contract with the recruiter or recruiter behaviour, e.g.
promptness , warmth, follow-up , sincerity, etc.
2)Research indicates that more recruiter contact enhances acceptance of offer , also experienced
recruiter (e.g. middle-aged) more successful than young or inexperienced recruiter – may be
especially important when recruiting ethnic minorities, women, etc.
POLICIES:
Recruitment policy of any organization is derived from the personnel policy of the same
organization. However, recruitment policy by itself should take into consideration the
government’s reservation policy , policy regarding sons of soil , etc , personnel policies of other
organizations regarding merit , internal sources , social responsibility in absorbing minority
sections , women, etc.
1) Statement :
Non-discrimination (EEO employer) or particular protected class members that may be sought
for different positions.
2) Position description :
E.g. Relatives (nepotism) veterans (any special advancement toward retirement for military
experience) , rehires ( special consideration? Vacation days or other prior benefits) , part- time or
temporary personnel (special consideration? Benefits?)
4) Recruitment budget/expenses:
What is covered? Travel, Lodging/meals, Staff travel to recruit , relocation, expenses, etc..
5) Others:
The first stage in recruitment process is planning. Planning involves the translation of likely job
vacancies and information about the nature of these jobs into a set of objectives or targets that
specify the number and the type of applicants to be contracted.
NUMBER OF CONTACTS
Organizations, nearly always, plan to attract more applicants than they will hire. Some of those
contacted will be interested , unqualified , or both. Each time a recruitment program is
contemplated , one task is to estimate the number of applicants necessary to fill all vacancies
with qualified people.
TYPE OF CONTACTS
This refers to the type of people to be informed about job openings. The type of people depends
on the tasks and responsibilities involves and the qualifications and experience expected. These
details are available through job description and job specification.
STRATEGY DEVELOPMENT
Once it is know how many and what type off recruitment are required, serious consideration
needs to be given to the following things:
Firms must decide whether to hire less skilled employees and invest on training and education
programs, or they can hire skilled labour and professionals. Essentially ,this is the ‘make’ 9hire
less skilled labour) or ‘buy’ (hire skilled workers and professionals) decision. Organizations
which hire skilled labour and professionals shall have to pay more for these employees.
2) TECHNOLOGICAL SOPHISTICATION
The second decision in strategy development relates to the methods used in recruitment and
selection. The decision is mainly influenced by the available technology. The advent of
computers has made it possible for the employers to scan national and international applicant
qualifications. Technological advancement has made it possible for job seekers to gain better
access.
3) WHERE TO LOOK
In order to reduce the costs, firms look into labour markets most likely to offer the required job
seekers. Generally, companies look into National and international market for managerial and
professional employees. National , regional or local for technical employees and local markets
for clerical and blue-collar employees.
RECUITMENT PROCESS AT MTF INFOTECH PVT LTD.
When to look
An effective recruiting strategy must determine when to look- decide on the timings of events
besides knowing where and how to look for jib applicants.
Searching
Once the recruiting plan and strategy are worked out , the search process can begin as follows
Source activation
Selling
Source activation
Typically sources and search methods are activated by the issuance of an employee requisition.
This means that no actual recruiting takes place until line managers have verified that a vacancy
does exist or will exist.
If the firm has planned well and done a good job of developing its sources and search methods
activation soon results in a flood od of applicants and/or resumes.
The applicants received must be screened . Those who pass have to be contacted and invited for
interview. Unsuccessful applicants must be sent letter of regret.
Selling
Screening o applicants can be regarded as an integral part of the recruiting process, though many
views it has the first step in the selection process. The selection process will begin after the
applications have been scrutinized and shortlisted.
The purpose of screening is to remove from the recruitment process , at an early stage, those
applicants who are visibly unqualified for the job.
Job portals
References
Advertisements
Websites
Unsolicited applicants
Employee Referrals
Placement agencies
JOB PORTALS
The company effectively uses various job portals such as Times Jobs, Naukri etc. , for
identifying the candidates whose profile is matching with the job specification specified for the
particular role.
REFERENCES
The internal employee reference as considered for searching the applicants for the various jobs ,
particularly corporate employees are mainly identified through employee references.
ADVERTISEMENT
WEBSITES
With the advent of the internet , searching for the candidates has acquired a whole new
dimension . Web portals dedicated to findings jobs have been setup. The candidates key in their
details and post their resumes. Employers have to just browse through these resumes or use the
site search engine to list out people with specific skills.
UNSOLICITED APPICANTS
Many candidates send their resumes to company without any explicit request. Companies usually
file these resumes and refer to them when the need for a position arises.
EMPLOYEE REFERRALS
Some companies also encourages current employees to refer their friends or acquaintances for
position in the organisations . This system has the advantage that the new employees also have a
fait idea about the organisation and its culture . The downside is that this system tends to create
nepotism and allows cliques of friends and relatives to form in an organisation.
PLACEMENT AGENCIES
There are several sources and they may be broadly categorized as follows
Internal sources
External sources
INTERNAL SOURCES
Present employees
Promotion and transfers from among the present employees are selected in MTF Infotech Pvt
Ltd.
Employee Referrals
This is also used as a good source of recruitment. Employees can develop good prospects for
their families and friends by acquainting them with the advantages of a job with the company ,
furnishing cards of introduction and even encouraging them to apply.
When employees recommend successful referrals , they are paid monetary incentives which are
called “Finders Fee” .
Former Employees
Former employees are also an internal source of applicants . Some retired employees may be
willing to come back to work on a part time basis or may recommend someone who would be
interested in working for the company. Sometimes , people who left the companies for some
reason are willing to come back and work.
Previous Applicants
Those who have previously applied for the job in the company can be contacted , a quick and in
expensive way to fill an unexpected opening.
ADVANTAGES
DISADVANTAGES
There may be inbreeding as fresh talent from outside is not obtained. Internal candidates
may not be given a new outlook and fresh ideas to business.
Unsuitable candidates may not promoted to positions of higher responsibility because the
choice is limited.
Politics play greater role.
Morale problem for those not promoted.
EXTERNAL SOURCES
Many associations provide placements for their members. These services may consist of
compiling job seekers lists and providing access to member during regional or national
conventions. These are particularly useful for attracting highly educated, experienced or skilled
personnel.
Advertisements
These constitute a popular method of seeking recruits as many recruiters prefer advertisement
because of their wide reach . Newspaper, professional/business journals, internet are used as
medium.
Want advertisements describe the job and the benefits, identify the employer, and tell those who
are interested and how to apply. They are most familiar form of employment advertising .
Employment Exchange
Employment exchange have been set up all the country in deference to the provisions of the
Employment Exchanges Act , 1959. The major functions of the exchanges are to increase the
pool of possible applicants and to do preliminary screening. Thus, Employment Exchanges Act
as a link between the employers and the prospective employees.
Walk-ins , Talk-ins
The most common least expensive approach for candidate is direct applications, in which job
seekers submit unsolicited application or resumes.
Direct applications can provide a pool of potential employees to meet future needs. While direct
applications are particularly effective in filling entry –level and unskilled vacancies, some
companies compile pool of potential employees from direct applications.
Write-ins are those who send written enquires. These job seekers are asked to complete
application forms for further processing.
Talk-ins are becoming popular nowadays. Job applicants are required to meet the recruiter for
the detailed talks . No application is required to be submitted to the recruiter.
This is the one of the method of staffing firms is a result of the merger or acquisition process.
When organization combine into one, they have to handle a large pool of employees, some of
whom no longer be necessary to the new organisation. The need to displace employees and to
integrate a large number of then rather quickly into a new organization, however , means that the
personnel planning and selection process become more critical than ever.
Competitors
Rival firm can be a sources of recruitment. Popularly called poaching or ‘Raiding’. This method
involves identifying the right people in rival companies , offering them better terms an luring
them away.
Poaching as legal implication in as much as the employees needs to obtain the clearance from his
or her employer before hoping on to another. There is also an ethical issue involved in poaching .
Should an employee desert a firm merely because somebody else offers a few thousands more.
E-Recruiting
DISADVANTAGES
It is an expensive method
Better morale and motivation associated with the internal recruiting is denied to the
company.
Chances of creeping in false positive and false negative errors.
Adjustment of new employees to the organizational culture takes longer time.
EVALUATION AND CONTROL OF RECRUITMENT PROCESS
Evaluation and control of recruitment process is necessary as considerable costs are incurred in
the recruitment process. The costs generally incurred are :
A “recruitment policy” in its broadest sense , involves a commitment by the employer to search
principals are as:
According to Yoder, the recruitment policy is concerned with quantity and qualification of man
powers” . It establishes broad guidelines for the staffing process generally the following factors
are involved in the recruitment process:
Selection is a process of choosing the most suitable persons out of all the applicants . In this
process , relevant information about applicants is collected through a series of steps as to
evaluate their suitability for the jobs to be filled. Selection is a process matching the qualification
of the applicants with the job requirements . It is a process of weeding out unsuitable candidates
and finally identifies the most suitable candidates. Selections divides all the application into two
categories:
Suitable
Unsuitable
The selection process can be successful if the following conditions are satisfied:
Someone should have the authority to select. This authority comes from the employment
requisition as developed through an analysis of work load and work force.
There must be some standard of human resource with which applicant can be compare .
In other , a comprehensive job description and job specification should be available
before hand.
There must be sufficient number of applicants from there required number of employees
may be selected.
SIGNIFICANCE OF SELECTION
The benefits of selecting right kinds of people for various jobs are as follows:
It helps in building up a suitable workforce. It will keep the rates of absenteeism and
labour turn over low.
Competent employees will show higher efficiency and enable the organization to achieve
its objectives effectively.
The rate of industrial accidents will be considerably low if suitable employees are placed
on various jobs.
The morale of the employees who are satisfied with their jobs is often high.
SELECTION PROCESS:-
PRELIMINARY
INTERVIEW
SELECTION TEST
SELECTION
INTERVIEWS
REFERENCE AND
BACKGROUND CHECKS
SELECTION DECISION
CONCLUDING
SELECTION
EVALUATION OF
SELECTION PROCESS
1 . PRELIMINARY INTERVIEW
This is essential to check whether the candidate fulfils the minimum qualification. The
preliminary screening is generally quite brief. It’s aim is to eliminate the unsuitable candidate.
Preliminary interview , on the other hand , helps reject misfits.
2 . SELECTION TESTS
Job seekers who pass the screening and the preliminary interview are called for the tests .
Different types of tests may be administered , depending upon the job and the company.
Generally tests are used to determine the applicant’s ability , aptitude and attitude.
Ability Test-
It assists in determining how well an individual can perform tasks related to the job.
Aptitude Test-
Personality Test-
3. EMPLOYMENT INTERVIEW
It allows two way exchange of information, the interviewers learn about the applicant, and
applicants learn about the employer.
OBJECTIVES OF INTERVIEW
Facilities giving general information to the applicant such as company policies , job, products
and services etc.
TYPES OF INTERVIEW
Structured Interview:
Unstructured Interview:
Few , if any, planned questions. Questions are made up during the interview.
Mixed Interview:
A combination of structured and unstructured questions , which resembles what is usually done
in practice.
Behavioural Interview:
Questions are limited to hypothetical situations. Evaluation is based on the solution and approach
of the applicant.
Stress Interview:
Sequential Interview:
It takes the one-to-one a step further and involves a series of interviews , usually utilizing the
strength and knowledge base of each interviewer.
Panel Interview:
It consists of two or more interviewer and the figure may go up to as may as 15 . Any panel
interview is less intimate and more formal than one-to-one ,but if handled and organised well , it
can provide a wealth of information.
ADVANTAGES
They are useful to obtain detailed information about personal feelings, perceptions and
opinions.
They allow more detailed questions to be asked.
They usually achieve a high response rate.
Respondents own words are recorded.
Ambiguities can be clarified and incomplete answers followed up
Precise wording can be tailored to respondent and precise meaning of questions clarified
(e.g. for students with English as a second language)
Interviewees are not influenced by others in the group.
Some interviewees may be less self- conscious in a one-to-one situation.
DISADVANTAGES
Many employee requests names, address, and telephone number or references for the purpose if
verifying information and perhaps , gaining additional background information on an applicant.
Perhaps employers , known public figures , university professors neighbours or friends can act as
references . Previous employers are preferable because they are already aware of the applicant’s
performance.
To gain insight about the potential employee from the people who have had previous
experience with him or her.
To assess the potential success of a prospect.
5 . SELECTION DECISION
After obtaining information through the preceding steps , selection decision- the most critical of
all the steps – must be made. The final decision has to be made from the pool of individuals who
pass the tests, interviews and references checks. The views of the line manager will be generally
considered in the final selection because it is he/she is responsible for the performance of the
new employee. The HR manager plays a crucial role in the final selection.
Physical selection:
After the selection decision and before the job offer is made, the candidate is required to undergo
a physical fitness test. A job offer is , often contingent upon the candidate being desired fir after
the physical fitness examination. The results of the medical fitness test are recorded I a statement
and are preserved in the personnel records.
Job offer:
The next step in the selection process is job offer to those applicants who have completed all the
previous tests. Job offer is made through a letter of appointment. Such a letter generally contain a
date by which the appointee must report on duty.
Contract of Employment:
After the job offer has ben made and the candidate accepts the offer, certain documents need to
be executed by the employer and the candidate.
The contract of employment document should be prepared. The information written in the
document vary according to the level of job. Generally the following information will be
available:
Job- title
Responsibilities
Date of formal commencement in the job
Rate of pay . Allowance, overtime and shift rate , method of payments
Hours of work including lunch break and overtime.
Leave policy
Length of notice due to and from employee
Grievance procedure
Work rules
Arrangements for terminating employment
Arrangements for union membership
Employer’s right to vary terms of the contract subject o roper notification being given.
The selection process will end at reassuring those candidates who have not being selected. Such
candidates must be told that they were not selected , not because of any serious deficiencies in
their personalities , but because their profiles did no match the job requirements of the company.
The broad test of the effectiveness of the selection process is the quality of the personnel hired.
The firm must have competent and committed personnel. The selection process, if properly done
, will ensure availability of such employees. A periodic audit should be conducted by people who
work independent of the HR department.
INTERVIEW PROCESS
The candidates whose profile matches with the job specifications will be shortlisted for
the next step of the interview process.
Aptitude Test will be conducted for the candidate. The candidate who scores 22 and
above will be shortlisted for the next step . The marks eligibility will vary according to
the job profile.
In this step, the candidate will be gone through HR interview in which interviewer check
for the attitude , skill , knowledge , ability , aggressiveness and communication skills o
the candidate.
The personality assessment tool will be used to assess the applicant’s personality. This is
standard online tool acquired from the vendor.
Here, the applicant will go through their core functional interview which will be
conducted by the functional manager especially for assessing their core competencies in
their particular area.
Once the applicant succeeded in the preceding steps, the HR manager will play crucial
role in negotiate with the applicant.
After negotiation, the offer will be released by the HR manager and also reassure the
joining the applicant.
FOR HEAD OF THE DEPARTMENT
For the position Head of The Department interview will be conducted by the chief Executive and
offer will be released from the Head Office, Gurgaon.
The candidates whose profile matches with the job specification will be shortlisted for the
next step of interview process.
Aptitude Test will be conducted for the candidate. The candidate who scores 12 and
above will be shortlisted for the next step . The marks eligibility will vary according to
the job profile.
In this step, the candidate will be gone through HR interview in which interviewer check
for the attitude skill, knowledge ability , aggressiveness and communication skills of the
candidate.
The personality assessment tool will be used to assess the applicant’s personality. This is
standard online tool acquired from the vendors.
Here, the applicant will for through their core functional interview which will be
conducted by the store manager especially for assessing their core competencies in that
particular area.
Once the applicant succeeded in the preceding steps , the HR will play crucial role in
negotiate with the applicant.
After negotiation , the offer will be released by HR manager.
RECRUITMENT AND SELECTION
To study the recruitment and selection process of MTF Infotech Pvt. Ltd.
To study the sources of recruitment and staffing in MTF Infotech Pvt. Ltd.
To know the satisfaction level regarding recruitment and selection procedures.
To study which recruitment source is most effective.
SCOPE OF STUDY
All organisation are basically human organizations. They need people to carry out organisational
mission, goals and objectives . Every organisation needs to recruit people . To recruit means
enlist , replenish, and reinforce. It refers to the process of bringing together prospective
employees and employers with a view to stimulate and encourage the former to apply for a job
with the latter. The purpose of recruitment is to prepare an inventory of people who meet the
criteria laid down in job-specification so that the organisation may choose those who are found
most suitable for the position vacant.
In other words , we can say that “Recruitment is the discovering of potential applicants for actual
or anticipated organisational vacancies”.
Human beings are a source to an organisation. Like any other material on economies resources
they represent an investment whose deployment and utilization require managing.
The main purpose of recruitment is to select “Right person for the right job” thereby ensuring
that the corporation employees “the right number and kinds of people , at the right time capable
of effectively and affectively completing those task that will aid an organisation in achieving all
its overall objectives.”
CHAPTER-5
RESEARCH
METHODOLOGY
RESEARCH METHODOLOGY USED FOR THE STUDY
The term research refers to the systematic method consisting of enunciating the problem ,
formulating a hypothesis collecting the data , analysing the facts and reaching the certain
conclusions either in the form of solution towards the concern problem or in certain
generalization the research problem. It may be understood as a science of studying how research
is done scientifically for some theoretical formulation.
For completing the project work, data inputs were collected from the following sources.
PRIMARY DATA
Collecting data through direct and indirect interviews and observation in HR department
of MTF Infotech Pvt. Ltd.
Collected data through discussion with the HR manager in MTF Infotech Pvt. Ltd.
SECONDARY DATA
The Research and Methodology adopted for the present study has been systematic and was done
in accordance to the objectives set which has been detailed as below:
Research Design-
According to “Claire Seltiz” , a research design is the arrangement of condition and analysis of
data in manner that aims to combine relevance to the Research purpose with economy in
procedure.
Nature of Research-
1) Descriptive Research
2) Explorative Research
DESCRIPTIVE RESEARCH- These studies are concerned with describing the characteristic
of a particular individual or a group determining sources of data.
a) Primary Data
b) Secondary Data
PRIMARY DATA – It consists of original information collected for specific research. Primary
data for this research study was collected through a direct survey to obtain this primary data a
well-structured questionnaire was prepared by the researcher.
SECONDAY DATA – It consists of information that already exists somewhere and has been
collected for some specific reason/purpose in the study. The secondary data for this study is
collected from various management books.
Sample Size: 22
QUESTIONNAIRE:
A set of questions containing a few Technical questions and some number of opinionated
questions are prepared for the employees of both centralized and decentralized sections of the
HR department.
CHAPTER-6
DATA
INTERPRETATION
1. Are you satisfied with the overall recruitment & selection process used by MTF
InfoTech?
1 Yes 19 86%
2 No 3 14%
TOTAL 22 100%
Interpretation:-
The above chart shows that 86% of the employees were satisfied with recruitment policy while
14% were not satisfied.
2. Are the interviews properly coordinated and conducted?
1 Yes 20 91%
2 No 2 9%
Interpretation:-
Most of the employees, i.e. 91% were satisfied with the method of coordinating and conducting
interviews.
3. Does recruitment policy treat everyone fairly?
1 Yes 21 95%
2 No 1 5%
Interpretation
As per the above chart, 95% employees are in favour of the recruitment policy.
4. How do you rate the overall recruitment process in MTF Infotech?
1 Excellent 14 64%
2 Good 5 23%
3 Average 2 9%
4 Poor 1 5%
Interpretation:-
A fairly large number of employees feel that the recruitment process is excellent whereas 23%
think that it’s very good (5 think that it’s only average and 5% think that it’s poor and needs
improvement.
5. Which external source of recruitment in MTF Infotech is the most effective?
1 Advertising 7 32%
2 Consultants 4 18%
3 E-recruiting 10 45%
4 Others 1 5%
Interpretation:-
In sources of recruitment, most popular are E- recruiting and advertising with fairly large
percentages of 45% and 32% respectively.
6. Which of the following recruitment sources is effective in recruiting process?
1 External 3 14%
2 Internal 19 86%
Interpretation:-
This result shows that most people think that internal recruitment source is the most effective.
7. How do you come to know about the vacancy in MTF Infotech?
1 Online 18 82%
2 Newspaper 1 5%
3 References 2 9%
4 Others 1 5%
Interpretation:-
The above chart suggests that most employees became aware of the vacancy through online
portals.
8. What were the reasons of choosing MTF Infotech?
4 Others 4 18%
Interpretation:-
The above chart shows that there are varied interests of the employees for joining the
organisation. Still, work culture is the highest selected option with 36%.
9. To what extent do you feel that MTF InfoTech provides for your career growth?
1 Excellent 15 68%
3 Average 1 5%
4 Poor 1 5%
Interpretation:-
The above chart illustrates that most of the employees are satisfied with their career growth as
provided by MTF Infotech.
CHAPTER-7
LIMITATIONS
LIMITATIONS
Respondents do not have so much time so they did not fill questionnaire carefully.
The study is restricted to the limited areas of search.
Sample size is small.
Time period for the research is not appropriate.
Respondents were biased because they were favouring the brand in which they are
investing.
CHAPTER-8
SUGGESTIONS
SUGGESTION AND RECOMMENDATIONS
In recruitment process for the CSA’s the aptitude test could be made even more simpler
as the skill and knowledge of these grade employees are very low.
Definite Job Description and Job Specification has to developed for the new identified
role as well as for the existing roles.
The company employees more experienced persons mostly , as it growing and expanding
aggressively it would employ fresher’s and more youngsters for being innovative and
creative.
CHAPTER-9
CONCLUSION AND
FINDINGS
CONCLUSION
The organisation strictly follows the HR -Policies of MTF Infotech Pvt. Ltd. Throughout
the recruitment and selection process.
90% people were satisfied with the overall recruitment and selection process used by
MTF Infotech Pvt. Ltd.
70% employees have chosen external sources in recruiting policy in MTF Infotech Pvt.
Ltd.
The organisation doesn’t compromise with standards of the applicants.
CHAPTER - 10
BIBLIOGRAPHY
BIBLIOGRAPHY
WEBSITES:
1) www.mtfinfotech.com
2) www.google.com
3)Wikipedia.com
ANNEXURE
Questionnaire
Ques 1 How did you come to know about the vacancy in the MTF Infotech Pvt. Ltd. ?
A) Magazine C) Online
B) Reference D) Newspapers
Ques2 what were the reasons for choosing MTF Infotech Pvt Ltd as your employer?
Ques3 To what extent do you feel your career growth in MTF Infotech Pvt. Ltd.?
A) Excellent C) Good
B) Fair D) Poor
Ques4 Which of the following recruiting sources is mostly used for recruiting in MTF Pvt.
Ltd.?
A) Advertisement B) Consultant
B) E- Recruiting D) Others
Ques6 How do you rate the overall recruitment process of MTF Infotech Pvt. Ltd. ?
A) Excellent B) Good
B) Fair D) Poor
A) Yes B) No
A) Yes B) No