2nd Project Report - Final By Indu Bhartiy.docx

ANALYSIS OF RECRUITMENT AND SELECTION AT TIMES OF INDIA PROJECT REPORT Submitted by INDU BHARTIY B. B. A. Under the guidance of PROF. NIRANJAN MUDLIAR in partial fulfillment for the award of the degree of BACHELOR OF BUSINESS ADMINISTRATION IN HUMAN RESOURCE

IPER, BHOPAL

Affiliated to Barkatullah University, Bhopal APRIL 2017

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ACKNOWLEDEMENT

It gives me great pleasure to acknowledge my sincere thanks to Times of India which provided me every possible opportunity to do this study and for providing me every possible help to carry out this research.

I am thankful to Prof. Niranjan Mudliar for his kind guidance, support and supervision.

I would like to express my deep sense of gratitude to the respectable faculty members who provided me their precious suggestions and encouragement during the in the making of the report.

The experience which is gained by me during this training is essential for me at this turning point of my career.

Indu Bhartiy BBA

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DECLARATION This is to certify that I have completed the

project titled “Analysis of

Recruitment and Selection at Times of India” under the guidance of “Prof. Niranjan Mudliar” in partial fulfillment of the requirement for the award of Bachelor of Business Administration at institute of professional education and research, Bhopal. This is an original piece of work & I have not submitted it elsewhere, earlier.

Date :

Signature :

Place: Bhopal

Name :

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TABLE OF CONTENT S.NO

CONTENTS

PAGE NO

1

ACKNOWLEDEMENT

2

2

DECLARATION

3

3

4

CERTIFICATE (by the institute /faculty guide)

CETIFICATE (by the company)

4

5 7 TO 15

CHAPTER 1

INTRIDUCTION 5 1.Conceptual Overview

16 TO 18

2. Company Orofile

19 to 21

CHAPTER 2 6 RESEARCH METHODOLOGY

22 TO 24

CHAPTER 3 7 DATA ANALYSIS CHAPTER 4 8 FINDINGS AND CUNCLUSSION

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CHAPTER – 1 INTRODUCTION

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CONCEPTUAL OVERVIEW

RECRUITMENT

Recruitment (hiring) is a core function of human resource management. Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or unpaid trainee roles. Managers, human resource generalists and recruitment specialists may be tasked with carrying out recruitment, but in some cases public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies are used to undertake parts of the process. Internet-based technologies to support all aspects of recruitment have become widespread. The process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee to the organization.

SELECTION

The Selection is the process of choosing the most suitable candidate for the vacant position in the organization. In other words, selection means weeding out unsuitable applicants and selecting those individuals with prerequisite qualifications and capabilities to fill the jobs in the organization. Most often, the selection and recruitment are used interchangeably but however both have different scope. The former is a negative process that rejects as many unqualified applicants as possible so as to hire the right candidate while the latter is a positive process that attracts more and more candidates and stimulates them to apply for the jobs.

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The process of interviewing and evaluating candidates for a specific job and selecting an individual for employment based on certain criteria. Employee selection can range from a very simple process to a very complicated process depending on the firm hiring and the position. Certain employment laws such as anti-discrimination laws must be obeyed during employee selection.

RECRUITEMENT AND SELECTION Sourcing Candidates

This is the first step in the recruitment and selection process. Sourcing candidates means your employment specialist is using a variety of methods to find suitable candidates for job vacancies. Sourcing can be done via online advertising on job and career sites or professional networking and participation in trade associations. Another creative sourcing technique employment specialists utilize is monitoring employment changes at industry competitors to recruit applicants familiar with the same type of business you are operating. Tracking Applicants The next steps in the recruitment and selection process are tracking applicants and applications and reviewing resumes. Applicant tracking systems (ATS) are becoming extremely helpful to employers, and this technology aids in the management of job vacancies and applications for every open position. Employment specialists use ATSs to review applications and resumes. Following your employment specialist’s applicant review, he can then decide which applicants he wants to interview. With some ATSs, applicants can track application status. An ATS can be developed for organizations of any size, including small businesses.

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Preliminary Phone Interview Conducting a preliminary phone interview is essential for obtaining information about the applicant’s background, work history and experience. When your employment specialist conducts a preliminary interview, the objective is to determine whether or not the applicant has the requisite skills and qualifications for the job vacancy. Consistent with widely accepted human resources practices, the Texas Association of Counties recommends, "A quick initial review will reveal those applicants who obviously do not meet the minimum requirements for the job." While an employment specialist may probe further into the applicant’s experience and interpersonal skills, the purpose of this interview is to narrow the field of applicants to send for consideration by the hiring manager. Face-to-Face Interview and Selection In this stage of the recruitment and selection process, the hiring manager reviews the applications and resumes the employment specialist forwarded to her. The hiring manager invites the applicant to interview face-to-face; communication about the interview and scheduling is generally handled by the employment specialist. This ensures that all qualified applicants receive the same information. At times, the employment specialist will prepare the applicant for the face-to-face interview. After the hiring manager interviews the applicant, she further narrows the field of candidates from which to select for the job opening. In many companies, there is an additional interview by the same hiring manager or perhaps a panel of interviewers.

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Methods of Internal Sources of Recruitment :

1. Transfers: Transfer involves shifting of persons from present jobs to other similar jobs. These do not involve any change in rank, responsibility or prestige. The numbers of persons do not increase with transfers.

2. Promotions:

Promotions refer to shifting of persons to positions carrying better prestige, higher responsibilities and more pay. The higher positions falling vacant may be filled up from within the organization. A promotion does not increase the number of persons in the organization. A person going to get a higher position will vacate his present position. Promotion will motivate employees to improve their performance so that they can also get promotion.

3. Present Employees: The present employees of a concern are informed about likely vacant positions. The employees recommend their relations or persons intimately known to them. Management is relieved of looking out prospective candidates.

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Advantages of Internal Sources:

1. Improves morale: When an employee from inside the organization is given the higher post, it helps in increasing the morale of all employees. Generally every employee expects promotion to a higher post carrying more status and pay (if he fulfills the other requirements). 2. No Error in Selection: When an employee is selected from inside, there is a least possibility of errors in selection since every company maintains complete record of its employees and can judge them in a better manner. 3. Promotes Loyalty: It promotes loyalty among the employees as they feel secured on account of chances of advancement. 4. No Hasty Decision: The chances of hasty decisions are completely eliminated as the existing employees are well tried and can be relied upon. 5. Economy in Training Costs: The existing employees are fully aware of the operating procedures and policies of the organization. The existing employees require little training and it brings economy in training costs. 6. Self-Development: It encourages self-development among the employees as they can look forward to occupy higher posts.

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Disadvantages of Internal Sources:



It discourages capable persons from outside to join the concern.



It is possible that the requisite number of persons possessing qualifications for the vacant posts may not be available in the organization.



For posts requiring innovations and creative thinking, this method of recruitment cannot be followed.



If only seniority is the criterion for promotion, then the person filling the vacant post may not be really capable.



In spite of the disadvantages, it is frequently used as a source of recruitment for lower positions. It may lead to nepotism and favoritism. The employees may be employed on the basis of their recommendation and not suitability.

Methods of External Sources of Recruitment : All organizations have to use external sources for recruitment to higher positions when existing employees are not suitable. More persons are needed when expansions are undertaken.

1. Advertisement: It is a method of recruitment frequently used for skilled workers, clerical and higher staff. Advertisement can be given in newspapers and professional journals. These advertisements attract applicants in large number of highly variable quality. Preparing good advertisement is a specialized task. If a company wants to conceal its name, a ‘blind advertisement’ may be given asking the applicants to apply to Post Bag or Box Number or to some advertising agency.

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2. Employment Exchanges: Employment exchanges in India are run by the Government. For unskilled, semi-skilled, skilled, clerical posts etc., it is often used as a source of recruitment. In certain cases it has been made obligatory for the business concerns to notify their vacancies to the employment exchange. In the past, employers used to turn to these agencies only as a last resort. The job-seekers and job-givers are brought into contact by the employment exchanges.

3. Schools, Colleges and Universities: Direct recruitment from educational institutions for certain jobs (i.e. placement) which require technical or professional qualification has become a common practice. A close liaison between the company and educational institutions helps in getting suitable candidates. The students are spotted during the course of their studies. Junior level executives or managerial trainees may be recruited in this way.

4. Recommendation of Existing Employees: The present employees know both the company and the candidate being recommended. Hence some companies encourage their existing employees to assist them in getting applications from persons who are known to them. In certain cases rewards may also be given if candidates recommended by them are actually selected by the company. If recommendation leads to favoritism, it will impair the morale of employees.

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RECRUITMENT PROCESS

Recruitment refers to the overall process of attracting, selecting jobs (either permanent or temporary) within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or unpaid trainee roles.

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COMPANY PROFILE

The Times of India (TOI) is an Indian English-language daily newspaper. It is the fourth-largest newspaper in India by circulation and largest selling English-language daily in the world according to Audit Bureau of Circulations (India).It is the oldest Englishlanguage newspaper in India still in circulation, with its first edition published in 1838. In 1991, the BBC ranked The Times of India among the world's six best newspapers. It is owned and published by Bennett, Coleman & Co. Ltd. which is owned by the Sahu Jain family. In the Brand Trust Report 2012, The Times of India was ranked 88th among India's most trusted brands and subsequently, according to the Brand Trust Report 2013, The Times of India was ranked 100th among India's most trusted brands. In 2014 however, The Times of India was ranked 174th among India's most trusted brands according to the Brand Trust Report 2014, a study conducted by Trust Research Advisory. Beginnings The Times of India issued its first edition 3 November 1838 as The Bombay Times and Journal of Commerce.[8][9] The paper published Wednesdays and Saturdays under the direction of Raobahadur Narayan Dinanath Velkar, a Maharashtrian Reformist, and contained news from Britain and the world, as well as the Indian Subcontinent. J.E. Brennan was its first editor.[10][11] In 1850, it began to publish daily editions. In 1860, editor Robert Knight (1825–1892) bought the Indian shareholders' interests, merged with rival Bombay Standard, and started India's first news agency. It wired Times dispatches to papers across the country and became the Indian agent for Reuters news service. In 1861, he changed the name from the Bombay Times and Standard to The Times of India. Knight fought for a press free of prior restraint or intimidation, frequently resisting the attempts by governments, business interests, and cultural spokesmen and led the paper to national prominence. In the 19th century, this newspaper company employed more than 800 people and had a sizeable circulation in India and Europe.

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THE TIMES OF INDIA

Type

----------------

Daily newspaper

Format

----------------

Broadsheet

Owner(s)

-----------------

The Times Group

Publisher

-----------------

The Times Group

Editor - in - chief

-----------------

Jaideep Bose

Founded

-----------------

3rd November, 1838

Language

-----------------

English

Headquarter

-----------------

Mumbai

Circulation

-----------------

3,057,678 Daily(as of Jul−Dec 2015)

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CHAPTER – 2 RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY The process used to collect information and data for the purpose of making business decisions. The methodology may include analysis and critical study of published research, interviews, surveys and other research techniques, and could include both present and

historical

information.

OBJECTIVE OF RESEARCH



To sell more & more magazines.



To sell more subscription.



To increase Institutional purchase.

DATA COLLECTION Data collection is the process of gathering and measuring information on targeted variables in an established systematic fashion, which then enables one to answer relevant questions and evaluate outcomes. The data collection component of research is common to all fields of study including physical and social sciences, humanities and business. It helps scientists and analysts to collect the main points as gathered information. While methods vary by discipline, the emphasis on ensuring accurate and honest collection remains the same. The goal for all data collection is to capture quality evidence that then translates to rich data analysis and allows the building of a convincing and credible answer to questions that have been posed. SECONDARY DATA SOURCES :



Through internet, various official sites of the company.



Through pamphlets & brochures of the company.



Journals & magazines.

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LIMITATIONS OF STUDY



Inadequate information.



Time was the major constraint.



The respondents were limited and cannot be treated as the whole population.

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CHAPTER 3 DATA ANALYSIS

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DATA ANALYSIS

Data analysis, also known as analysis of data or data analytics, is a process of inspecting, cleansing, transforming, and modeling data with the goal of discovering useful information, suggesting conclusions, and supporting decision-making. Data analysis has multiple facets and approaches, encompassing diverse techniques under a variety of names, in different business, science, and social science domains.

THE PROCESS OF DATA ANALYSIS Analysis refers to breaking a whole into its separate components[2] for individual examination. Data analysis is a process for obtaining raw data and converting it into information useful for decision-making by users. Data is collected and analyzed to answer questions, test hypotheses or disprove theories. Statistician John Turkey defined data analysis in 1961 as: "Procedures for analyzing data, techniques for interpreting the results of such procedures, ways of planning the gathering of data to make its analysis easier, more precise or more accurate, and all the machinery and results of (mathematical) statistics which apply to analyzing data." 1.

Many people were interested for purchasing the magazines, but declined.

2.

Few of them respond politely and purchased the magazine

3.

Few responded positively and took subscription.

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ANALYSIS AND INTERPRETATION

1.

Does your company follow formal recruitment process?

Yes

No

Can't Say 88%

10%

2%

From the above diagram it is quite clear that employees of Big Bazaar (88%) are satisfied by the recruitment and selection procedure followed by the company. However there can be some changes introduced in the procedure which are suggested by the employees to improve the recruitment and selection policy of the co.

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2.

Which sources of recruitment your company should

follow?

3% 20% 31% Promotion / Transfer Consultancy Campus Placements References Any Other 31%

15%

There are various ways of recruiting candidates in the Big Bazaar. Some of the sources used by them are promotion, internal referrals and consultancy firms. From the chart it is clear that employees of Big Bazaar are in favour of Campus placements and promotion and transfers. 20% of employees are in favour of internal references and 15% have suggested using consultancy services. Some have suggested advertising the vacancy in newspapers also.

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3.

When does your company hires new employees?

Immediate Need 22%

Yearly Basis 4%

Both 74%

From the above diagram we can see that there were mix responses from the employees regarding the above mentioned question. 74% said that company is hiring employees annually as well as according to the company needs but 22% of my sample size believes company hires according to the need of the organization and 4% says that Big Bazaar employs on yearly basis.

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4.

What criteria do you think should be used for selection process?

2%

0% Written test 38% Personal Interview Written test and Interview Any Other

60%

Big Bazaar practices panel interview for selecting a candidate but from the chart it is clear that 60% of employees want written test along with the interview to select a candidate. No employee is in favour of written test only and some have suggested that even physical examination should be included while selecting the candidates along with written test and interview.

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5. According to you, 3 rounds of interview in Big Bazzar are essential for an effective recruitment process.

0%

13%

25%

62% 0%

Strongly Agree

Agree

Can't Say

Disagree

Strongly Disagree

Interpretation: 62% (10 in number) of the departments disagree with the statement that 3 rounds are essential. It depends upon the position for which the interview is being conducted.

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6.

Were you given same job description as discussed in the Interview?

2%

Yes No

98%

Almost all the employees got the specified jobs offered to them. This implies that the Big Bazaar have the organized manpower planning and well organized recruitment policy. From the chart it is crystal clear that the candidates get exactly the same job as described. So from Big Bazaar perspective it is a good sign for the overall growth and development. There were some employees around 2% of my sample study who were against the above mentioned point.

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7. According to you on what basis candidates should be evaluated for selection?

Family Background 10%

All Three 22%

Academic Qualification 32% Experience 36%

The above diagram clearly depicts that the employees prefer Experience as a criteria to select the candidate. Next they consider academic qualification should be given importance while selecting a candidate. Only 10% are in favour of family background to be used as a selection criteria by the company. 22% of sample size is in favour of all the three factors that are experience, academic qualification and family background.

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8.

Do you think physical examination should be included in selection process?

Can't Say 6%

No 24%

Yes 70%

The physical examination discloses the physical characteristics of the individual that are significant from the standpoint of his efficient performance of the job that he may be assigned. Accordingly 70% of employees are in favour of physical examination to be included in the selection procedure because they believe it will ensure higher standard of health and physical fitness of the employees and will reduce the rates of accident, labour turnover and absenteeism. 24% are not in favour of physical examination as they think it is a wasteful expenditure of the company.

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9.

Are you satisfied with the overall recruitment & selection process of your company?

40% Satisfied Neutral

50%

Dissatisfied

10%

From the above figure, it is quite clear that out of my sample size , 50% are those who are not satisfied with the recruitment and selection policy followed by Big Bazaar and have suggested some measures to improve them. 40% were those who were satisfied by the policy and 10% were those who were not able to comment on it.

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10. The salary offered at the time of interview to the candidates is at par with the market rate.

0% 19%

25% Strongly Agree Agree

13%

Can't Say Disagree Strongly Disagree

43%

Interpretation: The above graph tells us that around half of the departments are unaware of the salary being offered to the people at the time of joining.

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CHAPTER 4 FINDINGS AND CONCLUSION

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FINDINGS 

From this project we observed that many of the people were interested in reading the Times of India news paper.



News paper especially read by the students; is beneficial for improving English.



Response about magazines contractors, kept on counters of saloons and boutiques, professional people interested for purchasing the magazines.



Many of the people are satisfied for reading the news paper and many are not.

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CONCLUSION

Recruitment is essential process of effective human resource management. It is the heart of the whole HR system in organization. The effectiveness of many other HR activities such as selection, training depends largely on the quality of new employees attracted through the recruitment process. The study has been conducted only for the recruitment of level 1 and level 2 class of employees policies should always be reviewed as these are affected by the changing environment in management and they should get specific training on the process of work to increase their awareness towards danger of wrong selection.

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REFRENCE

   

https://en.wikipedia.org/wiki/The_Times_of_India http://recruitment+and+selection&hl=en&as_sdt=0&as_vis=1&oi=scholart https://en.wikipedia.org/wiki/Data_analysis https://en.wikipedia.org/wiki/Recruitment

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